RES-10004 Memorandum of Understanding Orange Municipal Employees' AssociationI
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RESOLUTION NO. 10004
A RESOLUTION OF THE CITY COUNCIL OF THE
CITY OF ORANGE APPROVING THE
MEMORANDUM OF UNDERSTANDING BETWEEN
THE CITY OF ORANGE AND THE ORANGE
MUNICIPAL EMPLOYEES' ASSOCIATION
RELATING TO THE WAGES, HOURS, AND OTHER
CONDITIONS OF EMPLOYMENT EFFECTIVE JULY
1, 2005 THROUGH AND INCLUDING JUNE 30, 2007
AND REPEALING RESOLUTION NO. 9635 AND
AMENDMENTS THERETO FOR SAID EMPLOYEES.
WHEREAS, the City of Orange, hereinafter referred to as City, and the Professional, Technical
and Clerical Unit, represented by Orange Municipal Employees' Association, hereinafter referred to as
Association, have met and conferred in accordance with requirements of the Meyers-Milias-
Brown
Act;and WHEREAS, City and the Association have reached an agreement on wages, salaries,
and other working conditions effective July 1, 2005 through and including June 30, 2007 and
repealed Resolution No. 9635 and amendments thereto for said employees, as set forth in the
Memorandum
of Understanding.NOW, THEREFORE, BE IT RESOLVED by the City Council of the City of Orange
that the agreement between the Association and the City is approved and that a Memorandum
of Understanding MOU) will be finalized and incorporated by reference as Exhibit A, and furthermore that
staff is authorized to adjust the departmental salary and benefit accounts in the FY 2005/06 budget to
reflect the cost ofthe
contract provisions.ADOPTED this 11 th day of
October, 2005 ity
of
Orange
ATTEST:Mary E. M~ity Clerk,~
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 11 th
day of October, 2005 by the following vote:
AYES: COUNCILMEMBERS: Smith, Ambriz, Murphy, Cavecche, DumitTU
NOES: COUNCILMEMBERS: None
ABSENT: COUNCILMEMBERS: None
ABSTAIN: COUNCILMEMBERS: None
Orange
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Exhibit A
MEMORANDUM OF UNDERSTANDING
BETWEEN THE CITY OF ORANGE AND THE
ORANGE MUNICIPAL EMPLOYEES' ASSOCIATION
mL Y 1,2005 THROUGH JUNE 30, 2007
ORANGE MUNICIPAL EMPLOYEES ASSOCIATION
MEMORANDUM OF UNDERSTANDING
TABLE OF CONTENTS
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Article No. Article Title Pae:e No.
I Recognition I
II Non-Discrimination
1 ill Salaries
1 Basic Compensation Plao, Salary
Schedule,Hourly Rate Part-time Employees, Beginning
Rates, Service,Advaocement within Salary Schedule, Reduction in
Salary Steps,Bilingnal Assignment, Shift Differential,
Special Assignments,Certification Bonuses,
Performance Evaluations IV Work
Week 5 V
Probation 6 VI
Promotion 6 VII
Demotion 7 Vill Reassignment of Compensation
Ranges 7 IX Working Out of
Class 7 X Overtime/Compensatory
Time/ 8 Call
Back Compensation XI
Holidays 10 XII
Vacation 11 Xli Part-Time and
Temporary
Employee 12 I Eligibility
for Fringe Benefits XIV Leaves
of Absence 12 Leave of Absence Without Pay,
Personal Necessity Leave,Jnry Duty and Witness Services, Military
Leave, Sick Leave,Family Leave, Bereavement
Leave, Industrial Leave,Family Care &
Medical Lea"e XV Fringe
Benefit Administration 18 XVI
Article No. Article Title Pae:e No.
XVII Educational Assistance Program 19
xvrn Retirement 21
XIX Miscellaneous Provisions 22
Rideshare Incentive, Uniforms, Safety Shoes, Rest Breaks
XX Travel Expense Allowed 22
XXI Safety and Health 23
XXII City Rights 23
xxm Employee Organizational Rights and 25
Responsibilities
XXIV Grievance and Disciplinary Appeals Procedure 25
XXV No Strike-No Lockout
28 XXVI OMEA Representatives
28 XXVII Layoff Procedure
29 xxvrn Sole and Entire Memorandum of Understanding
31 XXIX Waiver of Bargaining During the Term of this MOU
31 XXX Emergency Waiver Provision
32 XXXI Separability Provision
32 XXXII Term of Memorandum of Understanding
32 XXXIII Ratification and Execution
32 Appendix "A" Monthly Salary Ranges
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Article I
RECOGNITION
SECTION 1. Pursuant to the provisions of the Employer-Employee Relations Resolution No. 3611
of the City of Orange, the City of Orange (hereinafter referred to as 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) has recognized the Orange Municipal Employees' Association (hereinafter
referred to as Association) as the majority representative ofthe Professional, Technical and
Clerical bargaining
unit.
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 Association 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. seq.SECTION 2. The City and the Association agree that they shall
not discriminate against any employee because of race, color, sex, age, national origin, political or
religious opinions or affiliations, mental and/or physical disability, marital status, veteran status, sexual
orientation, or any other lawfully protected class. The City and the Association 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
state or federal 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 MOD.Article III SALARIES SECTION 1. BASIC COMPENSATION PLAN. There is
hereby established a basic compensation plan for all members of the bargaining unit 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.SECTION 2. SALARY SCHEDULE. Salaries effective June 26, 2005
and June 25, 2006 for employees covered by this MOU are listed in Appendix A. The salary and wage
schedules listed in Appendix A of this MOU constitute the basic monthly compensation
plan
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 respective ranges shall be identified by number and the steps
by the letters "A" to "F" inclusive. The minimum length of service required for advancement to the next
higher step, is described in Section 6 hereof.
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 houdy 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
Y, 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
hours (1,040 hours) of regular part-
time employment shall equal six months' service.SECTION 4. BEGINNING RATES. A new employee of the City shall
be paid the rate shown as 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 Personnel Director, such employee maybe 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 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
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 upon completion of the minimum length
of service as specified in Section 6(A)(3) below.Advancement through the
salary range may be granted only for 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 the first day of the pay period following completion of the
length of
service required for such advancement and shall require the following:1) The department head in the
department in which the employee is employed shall file with the Personnel
Director a Personnel Action Form and a completed Performance Evaluation form recommending the
granting
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recommendation with specific reasons therefore. A disapproval from the Personnel
Director, together with the reasons therefore, shall be returned to the department head.
2) The recommendation of the department head, after approval of the Personnel Director,
shall be forwarded to the Payroll Division of the Finance Department for change of
payroll status.
3) Advancement through the pay range Step "A" through Step "F" shall occur in yearly
increments.
B. Special Merit Advancement. When an employee demonstrates exceptional ability and
proficiency in the performance of his duties, his department head may recommend to the
Personnel 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 Personnel Director may, on
the basis of a department head's recommendation, approve and effect such advancement.
C. Length of Service Reauired 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 the Section 6(A).
D. Flexible Staffing. The City shall implement a system of flexible staffing for certain positions in
this Association. Employees in the classifications of Building Inspector, Engineering Technician
I, Assistant Civil Engineer, Assistant Planner, and Librarian I are eligible for the classification of
Combination Building Inspector, Engineering Technician II, Associate Civil Engineer, Associate
Planner, and Librarian II respectively. To qualify for the higher-level position the employee
must be performing at a competent level and have gained the experience and knowledge to perform
the full range of journey level tasks and fulfilling any special requirements based on the judgment
of the applicable department
head.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 head of the department in which he is employed with the approval of
the Personnel Director. Procedure for such reduction shall follow the same procedure as outlined for
merit advancement and such employee may be considered for re-advancement under the same
provisions as contained in Subsection B of
Section 6.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;B. All Bilingual Assignments must be approved by the Personnel Director or
his designee;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
Personnel
Services
D. No permanency or seniority may be obtained in a Bilingual Assignment and such assignment
may be revoked at any time by the Personnel Director or his designee;
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 employ~es on Bilingual Assignment shall receive $140.00 per month during the period of
the assignment.
SECTION 9. SHIFT DIFFERENTIAL.
A. All regular full-time library personnel and all part-time library personnel budgeted to
work 20 hours or more per week on a fiscal year basis herein who are regularly assigned on
a weekly basis to a shift working after 6:00 p.m. and/or who work on a Saturday, Sunday,
or Holiday,shall be eligible to receive an additional $2.00 per hour for all shift hours worked (i.
e., only those hours worked after 6:00 p.m., as well as all hours on Saturdays, Sundays,
and Holidays).In no event shall the provisions described within this section apply to any personnel
who are holding over, extending, or filling in on an overtime basis their regular work
shift. Whenever two or more rates may appear applicable to the same hour or hours worked by
any employee,there shall be no pyramiding or adding together of such rates and only the
higher applicable rate
shall apply.B. Sl'lit Shift Differential. Where management asks an employee to leave their regular
shift early and return to work at a later time, the City will provide an additional $1.00 per
hour, for benefited Library employees only, for each hour worked on their "
second" shift.C. Code Enforcement Officer and Environmental Compliance Specialist Shift
Pay. Code Enforcement Officers and Environmental Compliance Specialists who are
regularly assigned on a weekly basis to work on Saturdays shall be eligible to receive an additional $2.78
per hour for all hours worked on SaturdayS in addition to
regular salary.SECTION 10.
SPECIAL ASSIGNMENTS.A. SHORTHAND SKILLS ASSIGNMENT. Effective July 15, 1990, new employees
who are employed in the classification of Secretary and who are assigned to a
position requiring shorthand skills may receive $50.00 per month shorthand bonus based on
criteria established by the Personnel Director. Employees assigned to Secretary positions prior to July
15, 1990 shall receive $50.00 per month shorthand
bonus pay.B. LffiRARY SITE SUPERVISOR ASSIGNMENT. Employees classified as Librarian
II may be assigned as the "Site Supervisor" by the department head or his designee.
Such employees,for the period of such assignment, shall be paid an additional 5% on top of their
current
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SECTION 11. CERTIFICATION BONUSES.
A. Employees classified as Assistant Civil Engineer or Associate Civil Engineer assigned to
the Water Division who possess a State of California Grade III Water Distribution
Certificate shall receive a flat $100.00 per month bonus.
B.Employees classified as Assistant Civil Engineer or Associate Civil Engineer assigned to
the Water Division who possess a State of California Grade II Water Treatment
Certification shall receive a flat $50.00 per month bonus.
C. An employee who possesses both of the above certifications is eligible to receive only the
highest grade-certificate bonus. There shall be no pyramiding of certificate
bonuses.SECTION 12. PERFORMANCE EVALUATIONS. The City shall maintain an employee
performance rating system designed to give a fair evaluation of the quantity and quality of work performed by
an
employee.A. Performance evaluation reports shall be prepared and recorded in the employee's personnel
file for all regular full-time and regular part-time
employees as follows:1) For probationary employees, at mid-point and upon completion
of a probationary period.2) For non-probationary employees, upon completion of the
next step and annually thereafter.B. Prior to the performance evaluation report becoming part of the
employee's personnel file, the supervisor and the
employee must review the evaluation.C. When a performance evaluation is recorded in the employee's personnel
file a copy of the evaluation shall
be given to the employee.D. The performance evaluation shall be considered a confidential
City record and the information shall not be disclosed except on a need-
to-know basis as determined by management.E. Any disputes as to the contents of the evaluation shall
first be discussed with the employee's immediate supervisor and may be appealed through the
appropriate chain of commartd up to the department head
whose decision
will be
fmal and binding.Article IV WORK WEEK SECTION 1. The regular workweek for all
employees
Article V
PROBATION
SECTION 1. INITIAL HIRES. An employee initially appointed to a class shall serve a probationary
period of 26 pay periods during which time he shall have an opportunity to demonstrate suitability for
the job. Under certain conditions, with approval of the Personnel Director, the department head may, for
just cause, extend the probationary period up to a maximum of an additional 13 consecutive pay periods.
The employee shall attain regular status in the class upon successful completion of the probationary
period or any extension of the probationary period. An initially appointed probationary employee shall
not be entitled to appeal termination.
SECTION 2. PROMOTIONS. An employee promoted to a class shall serve a probationary period of26
consecutive pay periods during which time he shall have an opportunity to demonstrate suitability for the
job. Under certain conditions, with the approval of the City Manager, the department head may extend
the probationary period up to a maximum of an additional 13 consecutive pay periods. An employee
shall attain regular status in the higher class upon successful completion of the probationary period. An
employee who does not satisfy the standards of the class during the probationary period shall be notified
in writing and termination or demotion procedures shall be initiated. An employee rejected or laid off
during the probationary period from a position to which he has been promoted shall be returned to the
classification in which he had regular status unless the reasons for his failure to complete his
probationary period would be cause for dismissal.
SECTION 3. PROMOTIONAL AND COMPETITIVE EXAMS. 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.
Article VI
PROMOTION
SECTION 1. SALARY STEP ASSIGNMENT. 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. However, if such employee is already being paid at a rate equal to or higher than Step
A", he may be placed in the step in that appropriate salary range as will grant him an increase of at least
one, but no more than three salary steps.
SECTION 2. ELIGmn..ITY LIST. When eligibles remain in higher bands and a department head
selects an eligible in a lower band, upon request, the eligible in higher bands will be notified of the
reasons for their non-
selection.
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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 retain the same salary in the new range as he previously had in the prior range, and shall
retain credit for length of service acquired in the previously held step toward advancement to the next
higher step in the new salary range; provided, however:
A. That if such retention shall result in the advancement of more than one step, the City Manager
may, at his discretion, 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 shall be to a lower compensation range, the "F" step of which shall be
lower than the 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 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 equivalent to the existing rate of pay, and shall retain credit for length of service
previously acquired in such step toward advancement to the next higher step.
D. The City Manager shall be permitted to reduce the salary range of any classification, but shall not
be able to increase the range when any position is vacant.
Article IX
WORKING OUT OF CLASS
SECTION 1. The City may work employees out of classification for up to 14 consecutive working days
without additional compensation.
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SECTION 2. Working out of class assignments shall only be made for positions vacated due to
illness or an approved leave of absence.
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 within the higher
classification on the 15th consecutive day of working 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 Personnel 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-level
position.SECTION 4. ELIGIBILITY PERIOD. The employee shall have 30 consecutive days to accumulate
the 14 days of working out of class. Absence for any reasons, (sick leave, compensatory time,
vacation),except absence due to regularly scheduled holiday or a regularly scheduled day off, shall
break consecutiveness and cause an employee to be ineligible to receive acting time pay, if such
absence affects an employee's ability to accumulate the 14 days of working out of class within the 30
consecutive calendar
days.Article
X OVERTIME/COMPENSATORY TIME/CALL BACK
COMPENSATION SECTION 1. ENTITLEMENT TO
OVERTIME.A. COMPENSATORY TIME. An employee covered by this MOU having an
average workweek of forty hours shall be entitled to compensatory time for all hours worked
in excess of 40 hours within the employee's workweek. Compensatory time shall
be accumulated at the rate of one-quarter (\4) hour of compensatory time for
each one-quarter 4) hour
of overtime worked.B. PREMIUM (TIME AND ONE-HALF) OVERTIME. Only time actually
worked (i.e., not holiday, vacation, sick leave, or compensatory time) over 40 hours in
an FLSA work period shall be paid at the premium (time and one-half) rate either
in the
form of payor compensatory time.SECTION 2. COMPENSATORY TIME
ACCUMULATION. Compensatory time shall be accumulated to the nearest one-quarter (\4) hour increment. Where
an employee works less than one-quarter (\4) hour per day of overtime, the employee shall not
receive compensatory time, and such time shall not
count toward the computation of overtime.SECTION 3. ELIGIBILITY. In order to be entitled
to compensatory time, such compensatory time must be authorized by the
department
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SECTION 4. MAXIMUM COMPENSATORY TIME ACCRUAL. Any accumulated compensatory
time accrued in excess of 80 hours per calendar year shall be automatically paid on the first pay period of
the new calendar year.
SECTION 5. USE OF COMPENSATORY TIME.
A. Payment of Compensatorv Time. Overtime shall be paid at the regular rate of payor equal time
off, when authorized by the department head and approved by the City Manager.
B. Payment Upon Termination. Employees shall be entitled to receive payment for all accumulated
compensatory time upon their termination.
C. Employees may convert accumulated compensatory time to cash.
SECTION 6. CALLBACK COMPENSATION. If employees are required to report back to work after
completing a normal work shift and have left the City premises and/or work location, they shall be
compensated in cash or as compensatory time off at the straight time rate for actual hours of work with a
minimum of three (3) hours call back compensation, regardless of whether the employee works less than
three (3) hours. This provision shall not apply to employees who are continuing on duty. All actual time
worked during a callback shall count as time worked toward the 40 hours for qualifying for premium
time and one-half) overtime under FLSA. Section 8 below denotes compensation provided when
an employee is eligible for callback pay and standby
pay SECTION 7. 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 pay at
their straight time hourly rate or three (3) hours per day for Saturdays, Sundays, and
Holidays.SECTION 8. CALLBACK PAY PLUS STANDBY PAY. Employees who are required to be
called back to work pursuant to Section 6 above, and who are assigned by Management to standby status
after their regular work hours pursuant to Section 7 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 premium (time and one-half)
overtime under FLSA.SECTION 9. TRAINING TIME. Employees who attend City-required training
on a regularly scheduled day off including a 9/80 Friday shall receive straight time compensatory time on an
hour for hour basis on time spent actually attending said training, unless this training time along
with other actual hours worked exceeds forty (40) hours in an FLSA workweek, in which case such
time would qualify for premium (time and
one-
Article XI
HOLIDAYS
SECTION 1. HOLIDAY DESIGNATION. Employees shall receive the following paid nine hour holidays,
except letter "r' below:
A. January 1st (New Year's Day)
B. The third Monday in February (president's Day)
C. Last Monday in May (Memorial Day)
ili .D. July 4 (Independence Day)
E. First Monday in September (Labor Day)
F. November 11th (Veteran's Day)
G. Fourth Thursday in November (Thanksgiving Day)
H. Fourth Friday in November (Day after Thanksgiving)
1. One-half day before Christmas, if December 24ili falls on a Monday through
Thursday Christmas Eve; 4.5
hours)J. December 25th (Christmas
Day)K. A total of 9 hours of floating holiday
time SECTION 2. FLOATING HOLIDAY. Effective January 1 st of each year, employees will have
credited one nine (9) hour floating holiday during the course of this MOU which shall be taken as time off
from work during the calendar year in which the floating holiday was earned. The floating holiday shall
be taken at the convenience of the City with approval of the department head or his duly authorized
agent.The floating holiday is not cumulative and shall be forfeited should it not be taken during the
calendar year it was earned. Employees under this section who terminate their employment with the City prior
to using the floating holiday shall receive cash reimbursement for said
holiday.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 fall 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. Except that, when any of the above holidays falls on an employee'
s regularly scheduled day off, except one-half day before Christmas, employees will be credited with nine (
9) hours of holiday compensatory time. Accumulated holiday compensatory time must be used by
the employee by the second (2nd) pay period ending in January of the year following the year in
which it was credited.SECTION 4. ELIGffiILITY TO RECEIVE HOLIDAY PAY. 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 Personnel 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'
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SECTION 6. DOUBLE TIME PAY. All employees required to work on a holiday listed above shall
receive, with the approval of their supervisor, double time pay for hours worked on the holiday, or time
off equal to the number of hours the employee actually worked on the holiday. Employees who work in
excess of their regular number of hours on a holiday listed above, shall receive double time pay for all
such hours actually worked. Employees shall receive no other compensation whatsoever for working on
a holiday.
Article XII
VACATION
SECTION 1. VACATION ACCRUAL. All full-time, regular employees who have one year'
s continuous service shall thereafter be entitled to a vacation as
follows:After Y ear(
s)of
service 1 through
4 5 through
10
11
12
13
14 15 through
24 25 or
more Vacation
Hours Per
Year
80
120
128
136
144
152
160
200 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 pennission of the Department Head and the Personnel Director.
Accrual of vacation hours shall cease if the accumulated vacation hours exceed equivalent number of
hours earned in the immediately preceding 24-month period. Vacation accruals will resume once
the employee's accumulated vacation balance falls below the allowable limit. Probationary
employees accrue vacation,but may not use vacation until successful completion of an initial probation period, except in
the event of a City Hall holiday closure, with approval of
the Personnel Director.SECTION 3. VACATION CONVERSION. An employee may convert up to 50% of
his current annual vacation accrual into pay in lieu of time off with pay. An employee requesting such
a conversion must meet the eligibility requirements as set forth in Section 1 and may so convert once in
a calendar year.SECTION 4. VACATION PAY-OUT UPON TERMINATION.
Eligible full-time and part-time employees who terminate their employment with the City shall be paidforallaccruedvacation, if any,and the prorated portion of their final accrual. Prorated vacation shall
be on the basis of one-twelfth 1/12) ofthe employee's annual vacation
pay
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 month or months per year of
work.A. Rel!:Ular part-time employees shall be those employees scheduled in the 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
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
budget to work on less than a year-
round basis regardless of hours worked.SECTION 2. ENTITLEMENT TO FRINGE
BENEFITS BASED UPON PRO-RATION OF HOURS.Regular part-time employees shall receive fringe benefits
in proportion to the number of hours an employee is scheduled in the budget to work to
the normal 40-hour week on an annual basis.The annual schedule for all part-time employees shall
be on the City's position control and approved in the City's approved budget. This formula
of pro-ration shall apply to holiday pay, vacation,
sick leave,medical insurance contribution, disability insurancecontribution, and retirementcontribution.SECTION 3. TEMPO~Y .i\.
NI?_~J<:f.~()N'~_gl\il'_LUYEES. 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 xvrn,
Section 4of this MOU,
or unless
otherwise provided by Federal
Law and/or State law.Article XIV LEA YES OF ABSENCE SECTION 1. LEAVE
OF ABSENCE WITHOUT PAY. 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 leaye.B. If the department head and the
Personnel 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
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denoted under the FCML section below. During such leave in excess of five 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 payment of the total premium bv
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 Personnel 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 up to but not to exceed an
additional six 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 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 ofthe Personnel Director and department head may be subject
to termination.
1. 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 her seniority rights.
K. Forms setting forth the benefits available or such other pertinent information shall be
maintained for distribution in the Personnel Services Department.
L. Management will allow an employee to take a leave of absence without pay during a City
Hall holiday closure without having to exhaust all accrued leave benefits on the books.
However, no employment or fringe benefits such as sick leave, vacation, health iusurance,
retirement, or any other benefits shall accrue to any employee on leave of absence without
pay.
SECTION 2. PERSONAL NECESSITY LEAVE. Employees may be allowed up to one working day
per month without pay per calendar year, for personal business with approval of the department head.
Employees shall accrue no employment benefits for any personal necessity leave in excess of one day
per month. In any instance involving use of a fraction of a day's personal necessity leave, time taken
shall be to the nearest one-quarter (Y4) hour, with a minimum charge of one-quarter (Y4)
hour.
necessity leave shall be without pay and shall not be accumulated from month-to-month.
Upon request of the employee, and with approval of the department head, an employee may be allowed to use
one (1)day of personal necessity leave during a City Hall
holiday closure.SECTION 3. JURY DUTY AND SERVICES AS A 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 per calendar year while serving on jury duty, provided all jury fees
paid to the individual employee, less allowed automobile expenses, are turned over to
the City.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. Employees 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 4. 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 Section 395-395.02 of the Military
and Veterans' Code.SECTION 5. 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. Sick leave will be charged at the rate of one-quarter (Y4) hour for
each one-quarter (
Y4) hour an employee is absent.C. 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 departmenthead
or his authorized agent; 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) Notwithstanding subsection (C) above, no employee shall be
eligible or entitled to sick leave with pay for any illness or injury arising out of and
in the course of City employment.D. 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 6 or 8.E. Sick Leave - Chare:ed. 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 (Y4) hour, while additional actual absence of over one-quarter (Y4) hour
shall
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y,) 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, uponpriornotice, be required to furnish a certificate issued by a licensed physician or nurse or other
satisfactory written evidence of any subsequent illness.
F. Maximum Accumulation Of Sick Leave. Notwithstanding any other provision herein, a 40-
hour per week employee who is initially hired after July 1, 1980 shall be allowed to accumulate and
be credited with sick leave with pay only up to a maximum of750 hours. Sick leave hours in
excess of such maximum shall be
forfeited.G. Retirement from City service and Entering the Public Emplovees' Retirement SyStem. Upon retiring from City service and entering the Public Employees' Retirement System, anemployeeshallreceivenopayforthefirst60daysofaccruedsickleave (0-480 hours), but
shall receive 25% pay for the fust 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
hours and up). .H. Death of an Emplovee. 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 thedeceasedemployee. Payment will be made when proper authorization for payment is received from the estate
of
the decedent employee.1.
Sick Leave Conversion.1) Eligible employees with sick leave usage of 0.0 to 27.0 hours per calendar yearwillhavetheoptiontoconvertupto30hoursoftheirunusedsickleavetovacationinthefirstpayperiodof
the following year.2) Employees with sick leave usage of 27.5 to 36.0 hours per calendar year may convertupto20hoursofunusedsickleavetovacation
the following year.3) Employees must have a minimum balance of 180 hours of sickleave
available after conversion.4) However, no hours will be converted to vacation if said conversion placestheemployee's vacation bank over the maximum allowable accrual. In this case, all sickleavehourseligibleforconversionwillinsteadremainintheemployee's
sick leave account.J. Workers' Compensation. As set forth above, sick leave may not be utilizedforserviceconnectedilInessorinjury. A state or federally funded grant employee who is nototherwiseeligibleorentitledtoindustrialleavebenefitsassetforthinSection2abovemayutilizeaccruedsickleaveduringthestatutorywaitingperiodinordertosupplementhisworkers' compensation benefits to a sum equal to the difference between his wages and workers' compensationbenefitstotheextentofsuch
sick leave accruals.SECTION 6. FAMILY LEA VB. An employee is allowed up to 48 hours per calendaryearforfamilyrelatedillnessorinjury, which shall be charged against the employee's
accumulated
SECTION 7. 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, 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 therefor 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 8. INDUSTRIAL LEA VB. A regular
employee who is temporarily or permanently disabled as a result of injury or illness determined to be
compensable under the Workers' Compensation Act shall be granted
industrialleave on the following terms and conditions:A. An employee granted industrial leave shall continue to be
compensated at his regular rate of pay during the first thirty (30) calendar days of his
injury. Following this period, the employee still on approved industrial leave shall be compensated at 80% of his
regular rate of pay up to a maximum of335 calendar
days in lieu of temporary disability payments.B. Should it be determined that an employee's illness or injury did not
arise in the cour~e of the employee's employment with the City and 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 not sufficient, future sick leave shall be charged to reimburse the
City for any payments made to the
employee pursuant to Section 8(A) above.C. An industrial leave of up to one (1) year shall be
authorized for each injury or illness determined to
be compensable under the Workers' Compensation Act.D. No employee shall have accrued sick leave deducted
while on industrial leave. Vacation and sick leave
shall accrue for an employee on industrialleave.E. Industrial leave shall expire
when any of the following conditions occur:1) Employee is able to
return to work to his regular position.2) The employee is able to return to work
to another position designated by the City.3) The day before the employee is retired or
separated for disability. The employee's "retirement date" shall be
determined by the Public Employees' Retirement System.
4)
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F. Personal Physician Notification. Employees who have not previously submitted notification of
Election of Personal Physician are required to use only physicians and medical facilities
approved by the City during the first 30 days after an occupational injury or illness is reported.
After the first 30 day period, an employee may change to a physician specified by him provided
the physician has the expertise to treat the injury or illness and agrees to provide the timely
reports to the City. However, if an employee has notified the City in writing, prior to the date of
injury that he has a personal physician, the employee shall have the right to be treated by such
physician from the date of injury providing that:
1) The physician has previously directed the medical treatment of the employee.
2) The physician retains the medical records and history of the employee.
An employee may request one change of physician during the first 30 days after the injury or
illness is reported.
G. The City will continue to provide fringe benefits for employees who qualify for industrial leave
pursuant to this provision. 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 tothejob-related
determination being finalized.SECTION 9. FAMILY CARE AND MEDICALLEA VB (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'sAdministrativeManual, Personnel Section, #2.34. Any provisions not set forth in the Administrative Manual 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 andHousingCommissionimplementingtheCaliforniaFamilyRightsAct (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 Personnel Director.A. Amount of Leave. Eligible employees are entitled to a total of 12 workweeksofleaveduringanyl2-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. The l2-month period for calculating leave entitlement willbea "rolling period" measured backward from the date leave is taken and continues with eachadditionalleavedaytaken. Thus,whenever an employee requests leave, the City will look backovertheprevious12-month period to determine how much leave has been used in determininghowmuch
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 accruedleaves (except sick leave) in connection with the leave. This includes vacation, holiday,
and
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.
D. Required Forms. Employees must fill out required forms, available in the Personnel Services
Department, including: Request for Family or Medical Leave, Medical Certification,
Authorization for Payroll Deductions for benefit plan coverages (if applicable) and Fitness-
for-Duty to return from
leave.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
this
MOD.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
MOD.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 the Association 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. The City shall contribute toward the payment of premiums under the PERS Health Benefits
Plan to each eligible retiree annuitant ofPERS, to the extent required by law, a contribution of $48.
40 per month. Effective January 1, 2006 this shall be increased to $64.60 per month.
Effective January 1, 2007, this shall be increased to $80.80 per
month.B. Flexible Benefits Plan. The City shall administer a Section 125 Flexible Benefits Plan for
active full-time and part-time eligible employees and pay the following amounts to
provide funds for optional dental plans, vision plans, health plans,
or
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Effcctive Date Single 2-Party
Family Janu 1,
2005 Janu 1,
2006 Janu 1,
2007
345
390
410
605
670
705
765
875
919 C. Any amounts in excess of the amounts designated in Section 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 the health plan, the employee must provide proof, as determined by
the Personnel Director, that comparable medical insurance is in full force and effect. Based
on determination that insurance is in full force and effect, eligible employees shall receive $330.
00 per month toward the Flexible Benefits Plan. This amount shall increase to $390.00
effective January 1, 2006, and to $410.00 effective January 1,
2007.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 the PERS Health Benefits
Plan.SECTION 2. LIFE INSURANCE. The City shall contribute the full premium toward a $23,000
life insurance policy for each benefited employee. This life insurance policy shall increase to $30,
000 effective January 1,
2007.SECTION 3. 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 $3,000 per
month. Effective January 1,2006, the maximum LTD benefit shall increase from $3,000 per month to $4,
000 per
month.Article XVII
EDUCATIONAL ASSISTANCE PROGRAM SECTION 1. PROGRAM REOUlREMENTS. The City will reimburse employees for
the cost of tuition, textbooks, health fees and parking fees required for approved community
college and college courses. An approved course is one designated to directly improve the knowledge
of the employee relative to his specific job or courses leading to an accredited degree. In addition,
the City will reimburse employees for job-related: lab fees and cost of materials,
licensing and registration fees,professional and technical certifications, as well as licensing and registration
renewal fees. The request will be reviewed by the department head who shall submit all requests,
along with recommendations, to the Personnel Director for approval prior to registration. Reimbursement will be
based upon the final grade received. A final grade of "c" or better qualifies an employee for 100%
reimbursement up to the amount specified in Section
2
SECTION 2. PAYMENTS. Educational assistance payments to an employee shall not exceed
1,250.00 in anyone fiscal year and the individual must still be employed by the City when the course is
completed.
SECTION 3. PROFESSIONAL DEVELOPMENT. Effective July 1, 2005, the City agrees to allow
reimbursement to employees of up to $100.00 of the $1,250.00 allotted per fiscal year for activities that
aid in their professional development. Effective July 1, 2006, this amount shall increase to $200.00 per
fiscal year. Reimbursable activities include the following:
1. Attendance at job-related professional conferences and
seminars;2. Payment of membership dues in community and professional
organizations;3. 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
Personnel 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 staff'
s knowledge.SECTION 4. EDUCATION PROGRAM FOR BUILDING
INSPECTOR/
COMBINATION INSPECTOR.A. All employees classified as a Building Inspector or Combination Inspector shall be
eligible for
this program.B. To qualify for the incentive, eligible employees shall become and remain certified
by the Intemational Conference of Building Officials (r.C.B.O.) as a Combination Dwelling
Inspector in one of the
following disciplines:
1) Plumbing;
2) Electrical;
3) Mechanical;4)
PlanS Examiner;5) Any other discipline approved by the Building Official that may be offered by I.C.B.O.
in
the future.Failure to maintain certification in the required disciplines (through re-examination)
shall result in such inspector no longer qualifying
for
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C. Employees, who qualify, as set forth above shall be compensated by an additional $100.00 per
month.
D. City shall pay LC.B.O. fees upon passing initial and re-certification
examinations.SECTION 5. CERTIFICATION REIMBURSEMENT PROGRAM FOR CODE
ENFORCEMENT OFFICER. AND ASSISTANT OR ASSOCIATE
PLANNER.A. All persons classified as a Code Enforcement Officer, or Assistant or Associate Planner shall
be eligible for this
program.B. To qualify for the reimbursement, eligible .Code Enforcement Officers shall become certified
by American Association of Code Enforcement (AACE); eligible Planners shall become certified
by the American Institute of Certified Planners (
AICP).C. City shall reimburse AACE and AICP testing fees, up to a maximum of $300.00, upon
successful completion of the
examination.Article
XVIII
RETIREMENT SECTION 1. All benefited employees shall participate in the Public Employees' Retirement
System.The City shall maintain its contribution of 8% of the employee's share to the Public
Employees'Retirement System. Employees will be provided an annual report showing the amount of
contribution so
made.SECTION 2. Effective June 29, 2003, the City shall provide the PERS 2.7% at age 55
Retirement Program. Effective June 27, 2004, and for the term of this Agreement, employees shall
contribute 2.64% of PERS-reportable salary, on a pre-tax basis, toward the City's
PERS Employer Contribution Rate to offset some of the costs of the enhanced PERS 2.7% at age 55 Retirement
Program. The City shall pay all remaining employer costs toward the retirement program for
employees covered herein.SECTION 3. The City will provide the 1959 PERS Survivor Benefit at the
Third Level Option.SECTION 4. 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% oftheir eligible
earnings toward the retirement plan.SECTION 5. Effective June 27,2004, pursuant to Government Code Section
20636(c), the City agrees to pay and report the value of employer paid member contributions (
EPMC) to CalPERS as additional compensation for all employees covered by this Memorandum
of Understanding. This benefit shall consist of paying 8% of the normal contributions as EPMC for employees,
and reporting this 8% as compensation earnable (excluding Government Code Section 20636 (
c)(
Article XIX
MISCELLANEOUS PROVISIONS
SECTION 1. RIDES HARE INCENTIVE PROGRAM. An employee may receive $30.00 per month
and eight (8) hours of compensatory time every six (6) months for carpooling, using public
transportation, biking, walking, or using other approved modes of transportation to commute to and from
the work-site. To qualify for these incentives, an employee must use one of the above-
mentioned forms of transportation a minimum of70% of his
commuting time.SECTION
2. UNIFORMS.A. The City may purchase uniforms for certain designated classifications within
the Association.B. Alluniforms and/or safety equipment purchased by the City shall remain the property of
the City.SECTION 3. SAFETY SHOES. Designated employees covered by this MOU may be required
to wear safety shoes with steel toes while on duty. An employee classified as Assistant
Civil Engineer,Associate Civil Engineer, Building Inspector, Code Enforcement Officer,
Combination Building Inspector, Construction Inspector, Engineering Technician, Environmental
Compliance Specialist,Environmental Scientist, Senior Traffic Signal Technician, Storekeeper, or Traffic
Signal Technician will receive up to $300.00 per fiscal year for safety boots allowance. Inspection of the work site
will be made on a regular basis to ascertain compliance to the safety
shoe program.SECTION 4. REST BREAKS. Employees are entitled to two 15-minute rest
breaks, unless an emergency requires continued work, as determined by the employee's supervisor. An
employee shall be permitted to take one rest break during the first half of the work shift and one rest
break during the second half of the work shift. Rest breaks shall be scheduled to ensure that
public counters and telephones are covered at all times during the regular working day and are designed to
provide a period of relaxation and/or nutrition during each half of the working day. If a rest break is not taken,
it shall not be accumulated, but shall be lost and not charged in the future
to the
City.Article XX
TRAVEL EXPENSE ALLOWED SECTION 1. MILEAGE REIMBURSEMENT. Expense claims for the use of
private automobiles must be submitted through the department head to Accounts Payable for reimburs.ement.
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. Tourist class airplane passage will be considered standard
for
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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 the amount of the cost ofthe commercial transportation.
1) A flat 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 such
transportation is necessary for conduct of City business. In addition, the following expenses and charges
will be allowed, whenever necessary, for the conduct of City business.
A. Expense will be allowed for adequate lodging. Hotel accommodations shall be appropriate to the
purpose of the trip.
B. Telephone and telegraph charges will be allowed for official calls and telegrams.
C. Expenses for meals will be reimbursed according to Administrative Policy No. 4.13.
Article XXI
SAFETY AND HEALTH
SECTION 1. 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 Association
agree to actively pursue the continuation of safe working procedures and environments.
SECTION 2. SAFETY EOUIPMENT All protective clothing or protective devices required of
employees in the performance of their duties shall be furnished without cost to the employees by the
City.
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. Methods of financing.
F. Types of equipment or technology to be used.
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.
1. 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 any new
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 promulgateand/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
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impact on a significant number of employees of the bargaining unit, the City agrees to meet and confer
in good faith with representatives of the Association 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 MOD.
Article XXIII
EMPLOYEE ORGANIZATIONAL RIGHTS AND RESPONSIBILITY
SECTION 1. DUES DEDUCTIONS. The City shall deduct dues, on a bi-weekly basis, from the pay
of all employees recognized to be represented by the Association, who voluntarily authorize
such deduction, in writing, on a form to be provided for this purpose, which is mutually agreed to, by
the Association and the City. The City shall remit such funds to the Association within 10 days
following their
deduction. .SECTION 2. INDEMNIFICATION. The Association agrees to hold the City harmless and
indemnify the City against any claims, causes of actions, or lawsuits arising out of the deductions or transmittal
of such funds to the Association except the intentional failure of the City to transmit, to the
Association,moneys deducted from the employees pursuant to this
Article.SECTION 3. NEW HIRES. The City will provide the Association with a list of any new hires into
the bargaining unit within thirty (30) days of receipt of a request for such list by the
Association.SECTION 4. POSTING OF NOTICES. The Association shall be afforded the opportunity to
post OMEA bulletins, updates, and notices pertaining to Association business and
meetings.SECTION 5. USE OF CITY FACILITIES. Upon prior notice and subject to availability, the City
shall allow the Association to use City facilities for membership, Board of Directors, and committee
meetings.Article
XXIV GRIEVANCE
AND DISCIPLINARY APPEALS
PROCEDURE SECTION 1. DEFINITION OF GRIEVANCE. A grievance shall be defined as a timely complaint
by an employee or group of employees 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.SECTION 2. DISCIPLINARY APPEALS. Any full-time 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 request said reprimand
be
Personnel record after one (1) year. However, such removal shall be at the complete discretion of the
Personnel Director.
SECTION 3. BUSINESS DAYS. Business days mean calendar days, exclusive of Saturdays, Sundays,
and legal holidays recognized by the City.
SECTION 4. 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 time limits set
forth in this Section shall automatically move the grievance to the next level in the Grievance Procedure.
SECTION 5. 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 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 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 Personnel 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 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 6. FORMAL GRIEVANCE PROCESS. PERSONNEL 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 Personnel
Director and the department head within 10 business days. The Personnel 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 5 business days following the grievance discussion.
SECTION 7. 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 decision 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 conclusive 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.
A full-time employee who has obtained regular status may appeal said action 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 Personnel Services
Department within ten (10) days of the Department Head's decision. Failure to do so shall constitute a waiver of
any
I
I
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 appeals shall be processed in accordance with the provisions
of Section 9, Article XXIV.
SECTION 8. FORMAL GRIEVANCE PROCESS. CITY MANAGER. If the grievance is not resolved
in 6 above, or if no answer has been received from the Personnel Director and department head within
15 business days from the presentation of the written grievance to the Personnel Director and department
head, the written grievance shall be presented to the City Manager or his duly authorized representative
within 10 business days, 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 [mal decision on the merits of the grievance and comments, in writing, and return them to the grievant
within 10 business days after receiving the grievance. After this procedure is exhausted, the grievant, the
Association, and the City shall have 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 supervisor to resolve the grievance at the
informal step.
SECTION 9. FORMAL PROCESS FOR TERMINATIONS. ADVISORY HEARING OFFICER. A
full-time, non-probationary terminated employee may request a full evidentiary hearing within
15 City business days of the date of any notice of termination. Failure to request a hearing within
the 15-day period constitutes a waiver of the hearing. In lieu of a hearing, a terminated employee
may submit a written response to the City Manager within the IS-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, a full evidentiary hearing shall be held 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 Conciliation Service a list of seven qualified Hearing Officers. Each
party shall alternately strike one name from the list until only one 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 Ii court reporter, shall be shared equally
by the City and the employee/appellant. 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 and, if not,
the appropriate degree of discipline.C. The decision of the Hearing Officer is remitted to the
City Manager for final disposition.D. 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 grievant within 10 business days after receiving
the Hearing Officer's findings.After this procedure is exhausted, the grievant, the Association and the City
shall have all rights and remedies to pursue said grievance under the law. The City shall instruct its
supervisors
and implementation of this grievance procedure and every reasonable effort shall be made by employee
and the supervisor to resolve the grievance at the informal step.
Article XXV
NO STRIKE-NO
LOCKOUT SECTION 1. PROHffiITED CONDUCT The Association, 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, sickout, 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 Sections 1 and 2 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
the Association fails, in good faith, to perform all responsibilities listed below in Section 5,
Association Responsibility, the City may suspend any and all of the rights, privileges, accorded to the
Association under the Employee Relations Resolution in this MOU including, but not limited to, suspension
of recognition of Association, grievance procedure, right of access, check-off, the use of the City'
s bulletin boards,
and facilities.SECTION 5.
ASSOCIATION RESPONSffiILITY.A. In the event that the Association, its officers, agents, representatives, or members engage
in any of the conduct prohibited in Section 1 above, Prohibited Conduct, the Association or
its duly authorized representatives shall immediately instruct any persons engaging in such
conduct that their conduct is in violation of this MOU and they should immediately cease engaging
in conduct prohibited in Section 1 above, Prohibited Conduct, and return
to work.B. If the Association performs all of the responsibilities set forth in subsection (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 XXVI
OMEA REPRESENTATIVES This article is intentionally left blank to standardize the sequence of all
MOU'
Article XXVII
LAYOFF 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.
I SECTION 2. SCOPE. All 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. 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 (Lavoff 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 and full-time employees (20 to
40 hours).For purposes of this procedure, the Water Division will be considered
a department.
B. Lavoffs 1) Layoffs shall be based on citywide seniority, except, negative performance during the
past 3 years will be considered to determine the order of layoff. Negative
performance and disciplinary actions will be defined as
the
following:I 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.A single negative disciplinary action as described above will not reduce the
employee's seniority. However, each additional disciplinary action during the 3 year period
will reduce the employee's seniority by two years for each additional occurrence, for a
possible reduction of
6 years.2) The order of layoff shall be established by the Personnel Director, including
seniority and results of review of performance evaluations and prior
disciplinary
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 Personnel 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 Personnel Director.
This request should be directed to the Personnel Director within seven 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 Personnel Director or his designee shall establish the "Final Order of Layoff'
list. The decision of the Personnel Director shall be final and not subject to the grievance
process or further appeal.
C. Written Notice
Employees to be laid off shall be provided written notice at least seven 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 Lavoff
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
Personnel 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 City of Orange and
within the classification;
b) Employee meets or can reasonably meet qualifications for the new position as
determined by the Personnel Director;
c) Possesses greater seniority to displace a lower level worker;
d) Requests in writing a demotion to the previously held or supervised position within
seven calendar days of receiving the notice of layoff or voluntary demotion. A
voluntary demotion shall not reflect as a negative action in the employee's personnel
file.
30
I
I
E. Re-Emolovrnent
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
re-hired).Vacancies the department desires to fill will be offered first to eligibles on
the departmental
re-employment 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 re-hire, the reason for non-
selection must
be approved by the Personnel Director.3) Names of qualified individuals shall remain on re-employment
lists for a period not to exceed 2 years from the date of layoff. Individuals who qualifY
for re-hire but do not respond to written notification to the last known address
on file within fourteen calendar days or who refuse two job offers shall have their names
removed from the re-employment list. It is the employee's responsibility
to provide the Personnel Department with a current mailing address. Once
re-hired, 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 race, color, religion,national origin, sex, age, marital
status, or functional limitations as
defined in
the ADA and other applicable state
and federal law.Article XXVIII 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 MOU's
and memorandums of agreement, 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 XXIX
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 negotiate or bargain with regard
to wages, hours, and terms and conditions of employment, whether or not covered by the Memorandum
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
Article XXX
EMERGENCY WAIVER PROVISION
SECTION 1. In the event of circumstances beyond the control of the City, such as acts of God, fire,
flood, 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. The Association 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 XXXI
SEPARABILITY PROVISION
SECTION 1. Should any provision of this MOU be found to be inoperative, void, or invalid by a court
of competent jurisdiction, all other provisions of this MOU shall remain in full force and effect for the
duration of this MOU.
Article XXXII
TERM OF MEMORANDUM OF UNDERSTANDING
The term of this MOU shall commence on July 1, 2005 and shall continue in full force and effect until
June 30, 2007.
Article XXXIII
RATIFICATION AND EXECUTION
The City and the Orange Municipal Employees' Association acknowledge that this MOU shall not be in
full force and effect until 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 the Association and
entered into this 11th day of October, 2005.
32
CITY OF ORANGE
ORANGE MUNICIPAL EMPLOYEES'
ASSOCIATION
By:
1M" ,01 D. H.""", P._d ~,. M~",
BY:~~~By'
Shawn Blackiston, OMEPatOberle, Employee Benefits Analyst
By: \.-1-12 J'l"U L1-:hL.
l~Jamie Hjbon, Senior 'Administrative
Analyst By: '--
1fllch~ ~~~Michelle Holguin, OMEA Board
mber
By:OMEA BoardMemberirbaraMaanagement
Analyst
I
APPENDIX A
ORANGE MUNICIPAL EMPLOYEES' ASSOCIATION
MONTHLY SALARY RANGES
I
EFFECTIVE JUNE 26, 2005
2.0% Across the Board Increase Plus Inequity Adjustments up to 4.0% for certain classes
NEW STEP STEP STEP STEP STEP STEP
Classification Title RANGE A B C D E F
Accountant 495 4211 4426 4652 4889 5138 5400
Administrative Aide 449 3348 3519 3698 3887 4085 4293
Administrative Clerk 392 2520 2648 2783 2925 3074 3231
Assistant Civil Engineer 528 4965 5218 5484 5764 6058 6367
Assistant Engineer 528 4965 5218 5484 5764 6058 6367
Assistant Planner 486 4026 4232 4448 4674 4913 5163
Associate Civil Engineer 548 5486 5765 6059 6368 6693 7035
Associate Planner 506 4449 4676 4914 5165 5428 5705
Building Inspector 479 3888 4087 4295 4514 4744 4986
Business Services Inspector 464 3608 3792 3985 4189 4402 4627
Buyer 460 3537 3717 3907 4106 4315 4535
Code Enforcement Officer 473 3774 3966 4168 4381 4604 4839
Combination Building Inspector 489 4087 4296 4515 4745 4987 5241
Community Services Coordinator 428 3015 3169 3330 3500 3679 3866
Construction Inspector I 466 3644 3830 4025 4231 4446 4673
Construction Inspector 11 486 4026 4232 4448 4674 4913 5163
Engineering Technician I 446 3298 3466 3643 3829 4024 4230
Engineering Technician 11 466 3644 3830 4025 4231 4446 4673
Environmental Compliance Specialist 473 3774 3966 4168 4381 4604 4839
Environmental Scientist 548 5486 5765 6059 6368 6693 7035
Finance Clerk 414 2812 2955 3106 3264 3431 3606
Finance Technician 469 3699 3888 4086 4294 4513 4744
GIS Coordinator 512 4584 4818 5063 5322 5593 5878
Housing Specialist 479 3888 4087 4295 4514 4744 4986
Librarian I 457 3484 3662 3849 4045 4251 4468
Librarian 11 477 3850 4046 4252 4469 4697 4937
Library Assistant 417 2854 3000 3153 3313 3482 3660
Library Clerk 367 2224 2338 2457 2582 2714 2852
Library Info. System Coordinator 477 3850 4046 4252 4469 4697 4937
Library Page 309 1665 1750 1840 1933 2032 2136
I
Permit Technician 434 3107 3265 3432 3607 3791 3984
Personnel Technician 444 3266 3432 3607 3791 3984 4188
Plan Check Engineer 528 4965 5218 5484 5764 6058 6367
Planning Aide 456 3467 3644 3830 4025 4230 4446
Public Services Clerk 434 3107 3265 3432 3607 3791 3984
Real Property Specialist 508 4493 4723 4963 5217 5483 5762
Secretary 436 3138 3298 3466 3643 3829 4024
Senior Accountant 515 4653 4890 5140 5402 5677 5967
Senior Administrative Clerk 412 2784 2926 3075 3232 3397 3570
Senior Finance Clerk 434 3107 3265 3432 3607 3791 3984
Senior Library Clerk 397 2583 2715 2853 2999 3152 3313
34
NEW STEP STEP STEP STEP STEP STEP
Classification Title RANGE A B C D E F
Senior Traffic Signal Technician 506 4449 4676 4914 5165 5428 5705
Stock Clerk 400 2622 2756 2896 3044 3199 3362
Storekeeper 441 3217 3381 3554 3735 3925 4125
Traffic Signal Technician I 446 3298 3466 3643 3829 4024 4230
Traffic Signal Technician II 466 3644 3830 4025 4231 4446 4673
Transportation Analyst 548 5486 5765 6059 6368 6693 7035
Water Services Secretary 446 3298 3466 3643 3829 4024 4230
35
APPENDIX A (CONTINUED)
ORANGE MUNICIPAL EMPLOYEES' ASSOCIATION
MONTHLY SALARY RANGES
I
EFFECTIVE JUNE 25, 2006
3.0% Across the Board Increase Plus Inequity Adjnstments np to 4.0% for certain classes
NEW STEP STEP STEP STEP STEP STEP
Classification Title RANGE A B C D E F
Accountant 501 4339 4561 4793 5038 5295 5565
Administrative Aide 455 3450 3626 3811 4005 4209 4424
Administrative Clerk 398 2596 2728 2868 3014 3168 3329
Assistant Civil Engineer 534 5116 5376 5651 5939 6242 6560
Assistant Engineer 534 5116 5376 5651 5939 6242 6560
Assistant Planner 492 4149 4360 4583 4816 5062 5320
Associate Civil Engineer 554 5652 5940 6243 6562 6896 7248
Associate Planner 512 4584 4818 5063 5322 5593 5878
Building Inspector 485 4006 4211 4426 4651 4888 5138
Business Services Inspector 470 3718 3907 4107 4316 4536 4767
Buyer 474 3793 3986 4189 4403 4627 . 4863
Code Enforcement Officer 479 3888 4087 4295 4514 4744 4986
Combination Building Inspector 495 4211 4426 4652 4889 5138 5400
Community Services Coordinator 438 3169 3331 3501 3679 3867 4064
Construction Inspector I 472 3755 3946 4148 4359 4582 4815
Construction Inspector II 492 4149 4360 4583 4816 5062 5320
Engineering Technician I 452 3398 3572 3754 3945 4147 4358
Engineering Technician II 472 3755 3946 4148 4359 4582 4815
Environmental Compliance Specialist 479 3888 4087 4295 4514 4744 4986
Environmental Scientist 554 5652 5940 6243 6562 6896 7248
Finance Clerk 420 2897 3045 3200 3363 3535 3715
Finance Technician 475 3812 4006 4210 4425 4651 4888
GIS Coordinator 518 4723 4964 5217 5483 5763 6057
Housing Specialist 485 4006 4211 4426 4651 4888 5138
Librarian I 463 3590 3773 3966 4168 4380 4604
Librarian II 483 3967 4169 4382 4605 4840 5087
Library Assistant 423 2941 3091 3248 3414 3588 3771
Library Clerk 373 2292 2409 2531 2661 2796 2939
Library Info. System Coordinator 483 3967 4169 4382 4605 4840 5087
Library Page 315 1716 1804 1896 1992 2094 2201
I
Permit Technician 440 3201 3364 3536 3716 3906 4105
Personnel Technician 450 3365 3536 3717 3906 4105 4315
Plan Check Engineer 534 5116 5376 5651 5939 6242 6560
Planning Aide 462 3572 3754 3946 4147 4359 4581
Public Services Clerk 440 3201 3364 3536 3716 3906 4105
Real Property Specialist 514 4630 4866 5114 5375 5649 5937
Secretary 442 3233 3398 3571 3753 3945 4146
Senior Accountant 521 4794 5039 5296 5566 5850 6148
Senior Administrative Clerk 418 2868 3015 3168 3330 3500 3678
Senior Finance Clerk 440 3201 3364 3536 3716 3906 4105
Senior Library Clerk 403 2662 2797 2940 3090 3248 3413
36
NEW STEP STEP STEP STEP STEP STEP
Classification Title RANGE A B C D E F
Senior Traffic Signal Technician 512 4584 4818 5063 5322 5593 5878
Stock Clerk 406 2702 2840 2984 3137 3296 3465
Storekeeper 447 3315 3484 3661 3848 4044 4251
Traffic Signal Technician I 452 3398 3572 3754 3945 4147 4358
Traffic Signal Technician II 472 3755 3946 4148 4359 4582 4815
Transportation Analyst 554 5652 5940 6243 6562 6896 7248
Water Services Secretary 452 3398 3572 3754 3945 4147 4358
37