RES-9637 MOU Water Department Employees AssociationRESOLUTION NO. 9637
A RESOLUTION OF THE CITY COUNCIL OF THE
CITY OF ORANGE APPROVING THE
MEMORANDUM OF UNDERSTANDING BETWEEN
THE CITY OF ORANGE ANn THE WATER
nEPARTMENT EMPLOYEES ASSOCIATION
WDEA), CONCERNING WAGES, HOURS, AND
OTHER CONI>ITIONS OF EMPLOYMENT
EFFECTlVE JULY l, 2002 THROUGH JUNE 30, 2005
AND REPEALING RESOLUTION NO. 9137 AND
AMENnMENTS THERETO FOR SAID
EMPLOYEES.
WHEREAS, the City of Orange, hereinafter rderred to as CITY, and the Water
Department Employees Association hereinafter referred to as WDEA, have met and consulted in
accordance with requirements of the Meyers-Milias-Brown
Act; and WHEREAS, CITY and the WDEA have determined wages, hours and other
conditions of employment effective July 1,2002 through June 30, 2005 and repealed Resolution No.
9137 and amendments thereto for
said employees.NOW, THEREFORE, BE IT RESOLVED by the City Council of the City
of Orange that the attached Memorandum of Understanding (MOU) is approved and
incorporated by reference as Exhibit A as though fully set forth herein, and furthcrmore that staff is
authorized to adjust the departmental salary and benefit accounts in the FY 2002/03 budget to reflect
the cost of the
contract provisions.ADOPTED this 13th day of
August, 2002
fhU~/fr Mark A.. Murphy, Mayo, 'ty
of
Orange ATTEST:A~~~
A4A;C Cassandra J. Cathca , CIty Clerk of the City
I h,:reby 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 13th day of August, 2002
by the following vote:
A YES: COUNCILMEMBERS: SLATER, MURPHY, COONTZ, CAVECCHE
NOES: COUNCILMEMBERS: NONE
ABSENT: COUNCILMEMBERS: ALVAREZ
ABSTAll>l: COUNCILMEMBERS: NONE
Cu,Uduk?~t16~;;T-A~
f__Cassandra J. Cathc , City Clerk of the City of
Exhibit "A"
MEMORANDUM OF UNDERSTANDING
BETWEEN THE CITY OF ORANGE AND THE
WATER DEPARTMENT
EMPLOYEES' ASSOCIATION
July 1, 2002 through June 30, 2005
WDEA
TABLE OF CONTENTS
Article No. Article Title Pal!e No.
I Recognition
II Non-
Discrimination III Salaries
I Basic Compensation Plan, Salary Schedule, Hourly
Rale Part-Time Employees, Beginning
Rales. Service,Advancement wiihin Schedule. Reduction in
Salary Sleps,Bilingual Assignment, Shift Bonus,
Special Assignment.
Performance Evaluation IV Work
Week 5 V
Probation 5 VI
Promotion 6 VII
Demotion 6 VIII Reassignment of Compensation
Ranges 6 IX Working Out of
Class 7 X Overtime/Compensatory Time/
Callback 8 XI
Holidays 10 XII
Vacation II XIII Part-Time and
Temporary Employee 12 Eligibility
for Fringe Benefits XIV Leaves
of Absence 13 Leave of Absence Without Pay, Personal
N"cessily Leave,Jury Duty, Military Leave, Sick
Leave, Family Leave,Bereavement Leave, Industrial
Leave. Family
Care &Medical Leave XV Fringe
Benefit Administration 20 XVI
Health Benefits 20 Health Insurance, Life Insurance,
Long Tern} Disabilily,
XVII Educational Assistance Program 22
XVIII Retirement 22
XIX Miscellaneous Provisions 23
Rideshare Incenlive, Unifonns, Work Shoe Allowance,
Eyeglass Replacement, Clothing Reimbursemenl, Breaks
XX Travel Expense Allowed 24
XXI Safety and Health 25
XXII City Rights 25
XXIII Employee Organizational Rights and 27
Responsibilities
XXIV Grievance and Disciplinary Appeals Procedure 28
XXV No Strike-No Lockout
30 XXVI WDEA Representatives
31 XXVII Layoff Procedure
32 XXVIII Sole and Entire Memorandum of Understanding
35 XXIX Waiver of Bargaining During the Term of this MOU
35 XXX Emergency Waiver Provision
35 XXXI Separability
36 XXXII Term of Memorandum of Understanding
36 XXXIII Ratification and Execution
37 Appendix A Monthly Salary Ranges
38
Article I
RECOGNITION
SECTION 1. Pursuant to the provisions of the Employee Relations Resolution No. 3611 of the
City of Orange, the City of Orange (hereinafter called the City), has recognized Water
Department Employees' Association (hereinafter called the WDEA) as the majority
represemation for the classifications described in Appendix A for the purpose of meeting its
obligations under the Meyers-Milias-Brown Act, Government Code Section 3500, et
seq., and the Employee Relations Resolution when City rules, regulations, or law affecting wages,
hours or other tenns and conditions of employment are amended
or changed.
Article
II NON-DISCRIMINATION SECTION 1. The parties mutually recognize and agree to protect the rights
of all employees herein to join and/or participate in protected WDEA activities in accordance
with the Employer-Employe,~ Relations Resolution and Goverrunent Code Sections
3500 et. seQ.SECTION 2. The City and the WDEA agree that they shall not
discriminate against any employee because of race, color, sex, age, national origin, political
or religious opinions,affiliations, mental and/or physical disability, marital status, veteran status,
sexual orientation, or any other lawfully protected class. The City and the WDEA shall reopen any
provision of this Agreement for the purpose of complying with any final order of a Federal or
State agency or court of competent jurisdiction requiring a modification or change in any
provision or provisions of this Agreement in compliance with stateor federal
anti..discrimination laws.SECTION 3. Throughout this Memorandum of Understanding the masculine
gender shall be used, it shall be understood to
include feminine gender.SECTION 4. The term employee(s) shall refer only to those employees
covered by this
Memorandum of
Understanding.
Article III SALARIES SECTION 1. BASIC COMPENSATION PLAN. Therc is hereby
established a basic compensation plan for all members of the WDEA unit in any of the
designated classifications of employment listed in this MOU
and its attachments.SECTION 2. SALARY SCHEDULE. Salaries effective June 30, 2002,
December 29, 2002,June 29, 2003, and June 27, 2004 for employees are listed in Appendix A.
The salary schedules in Appendix A are incorporated into the MOU as monthly amounts based on
a 40 hour workweek and 80
hour
SECTION 3. HOURLY RATE PART-TIME
EMPLOYEES.A. For all employees who have a regular weekly work schedule of 40 hours,
the equivalent hourly rate of pay shall be the monthly rate times 12 divided by 2,
080 annual hours. The hourly rate for persons employed on a regular part-
time or temporary basis in an equivalent classification shall be determined in
the same manner. In determining the hourly rate as herein provided, compensation
shall be made to the nearest
12 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 of Orange shall be paid the rate shown in the 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 Persollilel Director, such employee
may be placed in Step B, C,D, E, or
F depending upon the employee's qualifications.SECTION S. SERVICE. The word service
shall be defined to mean continuous, full-time service in an employee's present classification, service
in a higher classitication, or service in a classification allocated to the same
salary range and having generally similar duties and requirem(mts. A lapse of service by any employee for a
period of time longer than 30 days by reason of resignation or for any length of time
due to discharge shall serve to eliminate the accumulated length of service time of such
employee for the purpose of this Memorandum of Understanding. An employee re-entering the service
of the City shall be considered as a new employee, except that he may be
re-employed in the same classification 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 his duties. A merit increase shall become effective on the
first day of the pay period following
completion of the length of service required for such advancement.1) The department
head shall file with the Personnel Director a Personnel
Action Form and a completed Performance Evaluation form recommending the granting
or denial of the merit increase and supporting such
recommendation
together with the reasons therefore, shall be returned to the department head.
2) The recommendation of the department head after the approval of the Personnel
Director shall be forwarded to the Payroll Division of the Finance Departmentforchangeofpayrollstatus.
3) Advancement through the pay range Step A through Step F shall occur in yearlyincrements.
B. Special Merit Advancement. When an employee demonstrates exceptional abilityandproficiencyintheperformanceofhisduties, the department head mayrecommendtothePersonnelDirectorthatsaidemployeebeadvancedtoahigher
pay step without regard to the minimum length of service provisions contained.
The Personnel Director may, on the basis of a department head's recommendation,
approve and effect such advancement.
C. Length of Service Required When Advancement is Denied. When an employee has
not been approved for advancement to the next higher salary step, he may be
reconsidered for such advancement at any subseq uent time. This reconsideration
shall follow the same steps and shall be subject to the same action as provided in
the above paragraph of this section.
SECTION 7. REDUCTION IN SALARY STEPS. Any employee who is being paid on a
salary step higher than Step A may be reduced by one or more steps for just cause 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 in Section 6 and such employee may be considered for re-advancementunderthesameprovisionsascontainedinSubsection (B) of Section
6.SECTION 8. BILINGUAL ASSIGNMENT. Employ(~es may be assigned by thedepartmentheadtoaBilingualAssignment. 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
the frequency of
use;B. All Bilingual Assignments must be approved by the Personnel Director
or hislher
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 Department;D. No permanency or seniority may be obtained in a Bilingual
Assessment and such assignment may be revoked at any time by the Personnel Director or
by
his
E. No employee shall be required to perform a Bilingual Assignment on a regular
basis or employ bilingual skills on a regular basis who is not receiving bilingual
pay pursuant to this Section; and
F. Such employees on Bilingual Assignment shall receive an additional $140 per
month in addition to their regular salary for the duration of the assignment.
SECTION 9. SHIFT BONUS. All employees who are assigned to shifts that start between
1200 hours (12:00 p.m.) and 0600 (6:00 a.m.) shall receive a two percent (2%) bonus based upon
the employee's base salary for all hours worked. Employees who are assigned shifts that start
between 0600 hours (6:00 a.m.) and 1200 (12:00 p.m.) are not entitled to this compensation.
SECTION 10. SPECIAL ASSIGNMENT. The Public Works - Water Division shall establish two (
2) special assignments as Welders. Public Works Water Division employees covered by the terms
andl conditions of this agreement may be so assigned at the discretion of the Department head
or d~signee. Water Division persOlillel so assigned and performing these and related duties shall
receive $100.00 per month during the period of such special assignment.Special
Assignment Guidelines.A.
Water Division personnel assigned to positions specified in Section 10 above shall move
on a step-to-step basis without changing anniversary
date.B. All special assignments to positions set forth in Section 10 above of Water
Division employees shall be made or revoked at the discretion of the Department head
or
designee.C. The City's share of the employee's PERS contribution will not be included
ill computing the differential set forth in Section 10
above.D. There is no period of probation required in a special assignment and no
permanency or seniority may be obtained in a special assignment. A regular full-time
or part-time employee in a classification retains that current classification
during
special assignments.SECTION 11. PERFORMANCE EVALUATIONS. Any dispute as to the contents
of the performance evaluation shall first be discussed with the immediate supervisor. If
not resolved,the employee may appeal the disputed evaluation through the appropriate chain of
command up to the department head whose decision shall be final
and binding.Notwithstanding the paragraph above, in the event a substantial disagreement
regarding the content of the performance evaluation continues, the employee may submit
a clarifYing memorandum within 30 calendar days which shall become a part of the
Performance Evaluation and shall be filed with the Performance Evaluation in the employee's personnel file
in the
Personnel
SECTION 12. GRADE III CERTIFICATES. Effective July 1,2002, in the event the City
requires new hires in the unit to possess a State of California Grade III Certification, the City will
pay a flat $100 per month bonus to the new employee and any existing unit employee in that
classification who possesses a permanent Grade III Certification.
Any unit employee not possessing a permanent Grade III Certification when/if the requirement is
implemented shall qualifY for the $100 per month bonus upon obtaining a permanent Grade III
Certification effective the pay period immediately following the effective date of certification.
In the event the City requires existing unit employees to obtain a permanent Grade III
Certification, they shall receive the $100 per month bonus effective the pay period immediately
following the date the employee is certified as a Grade III Certificate holder.
Article IV
WORKWEEK
SECTION 1. The regular workweek for all employees shall be 40 hours per week.
SECTION 2. The department shall discuss changes in the established work schedule with the
affected employees prior to the implementation of the change.
Article V
PROBATION
SECTION 1. An employee initially appointed or promoted to a class shall serve a probationary
period of 26 pay periods during which he shall have an opportunity to demonstrate suitability for
the job. Under certain conditions, with the approval of the Personnel Director, the department
head may, for just cause, extend the probationary period up to 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 employee who does not
satisfY th(: standards of the class during the probationary period shall be notified, in writing, and
termination or demotion proceedings shall be initiated. Probationary employees shall not be
entitled to appeal a termination or a demotion.
SECTION 2. Probationary employees are not entitkd to compete in closed/promotional
recruitment/selection processes of the City; they may, however, compete for any
open/competitive recruitment/selection process.
5
Article VI
PROMOTION
SECTION 1. SALARY STEP ASSIGNMENT. When an employee is promoted to a position
of a higher classification, he may be assigned to Step A in the appropriate range for the higher
classification; provided, however, that if such employee is already being paid at a rate equal to or
higher th,m Step A in the appropriate range for the higher classification, he may be placed in the
step in that appropriate salary range as will grant him an increase of at least one salary step but no
more than three salary steps, at the discretion of the City Manager.
SECTION 2. ELIGIBILITY LIST. When eligibles remain in higher bands of a current
Eligibility List and the department head selects an eligible in a lower band, upon request of an
unsuccessful candidate for promotion, the department head will ensure that the eligible
candidates who remain in higher bands are notified of the reasons for their non-
selection.Article
VII
DEMOTION SECTION 1. When an employee is demoted to a position in a lower classification, the
new 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 salary step,
and;B. The new salary rate must be within tht: salary range for the classification
to which the employee is
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 promot<,d 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 exi sting rate of pay, and shall retain credit
for length of service previously acquired in such step toward advancement to the next
higher step.
Article IX
WORKING OUT OF CLASS
SECTION 1. The City may work employees out of classification for up to 120 consecutive
working hours without additional compensation.
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 in the
higher classification on the l21st consecutive hour out of class, and for each
consecutive hour thereafter, an employee works out of class.
B. The department head or 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. During the 120 consecutive working hom
eligibility period before an employee is entitled to receive acting time pay, absence for any reasons, (
sick leave, compensatory time, vacation), except absence due to a regularly scheduled holiday or
a regularly scheduled day off, shall brealc consecutiveness and cause an employee to be
ineligible to receive acting
pay.
Article X
OVERTIME/COMPENSATORY TIME/CALL BACK
SECTION 1. ENTITLEMENT FOR OVERTIME. All employees shall be entitled to
overtime compensation for all hours worked in excess of 40 hours within the employee's regular
workweek.
SECTION 2. OVERTIME OR COMPENSATORY PAYMENT. Overtime shall be paid
either in the form of pay at the employee's regular hourly rate or equal time off. The method of
payment of overtime, either in cash or equivalent time off, must be authorized and approved by
the depar:ment head.
SECTION 3. OVERTIME ACCUMULATION, Overtime shall be accumulated at the rate of
one hour of compensatory time for each one hour of overtime worked except for callback pay
and premium (time and one-halt) overtime. Callback time shall be accumulated in
accordance with Sections 12 and 14. Premium (time and one-halt) overtime shall be
accumulated in accordan(:e with
Section 10.Only time actually worked (except callback) shall count in the computation of
overtime, except that for the term of this agreement, the time off for holidays falling in any
workweek, Monday through Friday, or callback in accordance with Sections 12 and 14, shall be counted
towards the computation
of overtime.SECTION 4. COMPENSATORY TIME ACCUMULATION, Compensatory
time for overtime shall be accumulated in no less than Y, hour per day increments. When
an employee works less than Y, hour per day of overtime, the employee shall not receive
compensatory time for overtime of less than Y, hour per
day worked.SECTION S. ELIGIBILITY. In order to be entitled to overtime, such overtime
must be authorized by the department head or
his designee.SECTION 6. MAXIMUM COMPENSATORY TIME ACCRUAL.
Any accumulated compensatory time accrued in excess of 80 hours per calendar year shall be automatically
paid in the first pay period of the new
calendar year.SECTION 7. USE OF
COMPENSATORY TIME.A. Accumulated compensatory time off may be taken by an employee
upon reasonable notice and prior approval of the department head or
his designee.B. Accumulated compensatory time off shall be talcen by an employee
when directed by the department head or his designee; provided, however, that
the department head or his designee gives an employee at least J 0 days' notice prior to
the date compensatory time off is to
be
C. In approving and directing compensatory time off, the department head or his
designee will, as far as practicable, attempt to accommodate employee convenience
to the degree possible in light of the operational requirements of the department.
SECTION 8. PREMIUM OVERTIME COMPENSATION. If in the event of circumstances
beyond the City's control (such as acts of God, fire, flood, insurrection, civil disorder, national
emergency, or other similar circumstances), an employe'~ is required to hold over on his normal
work shift, and to jointly work with another employee who has been called back pursuant to
Sections 12 or 14 herein, then such employee shall be entitled to premium (time and one-half)overtim(:
compensation.SECTION 9. Nothing herein is intended to limit or restrict the authority of the City to
require any employee to perform overtime
work.SECTION 10. Whenever two or more premium (time and one-half) compensation
rates or overtime rates may appear to be applicable to the same hour or hours worked by
any employee,there sha.lI be no pyramiding or adding together of such premium (time and one-
half) or overtime fates and only the higher applicable
rate shall apply.SECTION 11. When an employee is promoted to a higher classil1cation not
covered by this agreement, all compensatory time previously earned shall be paid in cash at the
time of the promotion and at the employee's current rate of pay prior
r.o promotion.SECTION 12. CALLBACK PAY. If, after completing his normal work shift, and after having left City premises and/or the employee's work location, all employee is required to
be called back to work, the employee shall be compensated at the rate of 1 \/2 times the
employee's equivalent hourly base rate for each hour compensated as callback. An employee shall be
compensated for a minimum of two hours callback compensation or the equivalent time off at I Y,
times the actual hours worked, regardless of whether the employee actually works less than
two hours. This provision applies even though an employee's regular workweek is not completed,
but shall not apply to employees who are continuing on duty for their normal work shift.
Section 14 below denotes compensation provided when an employee is eligible for both callback
pay
and standby pay.SECTION 13. STANDBY PAY. Employees, assigned by Management to
standby status after their regular work hours, will receive two (2) hours per day of standby pay at
their straight
time hourly rate.SECTION 14. CALLBACK PAY PLUS STANDBY PAY. Employees who are
required to be called back to work pursuant to Section 12 above, and who are assigned
by Management to standby status after theif regular work hours pursuant to Section 13 above, will
receive two (2)hours per day of standby pay at their straight time hourly rate plus a minimum of
two (2) hours call back pay at their straight time hourly rate. Call back incidents of over two (
2) hours worked shall be paid at the straight time hourly rate. Actual call back hours worked
pursuant to this section shall count as time worked toward the 40 hours for qualifYing for
premium (time and one-
half)
Article XI
HOLIDAYS
SECTION 1. HOLIDAY DESIGNATION. Employees shall receive the following paid nine-
hour holidays, except letter I below:
A. January I (New Year's Day)
B. The third Monday in February (President's Day)
C. Last Monday in May (Memorial Day)
D. July 4 (Independence Day)
E. First Monday in September (Labor Day)
F. November 11 (Veteran's Day)
G. Fourth Thursday in November (Thanksgiving Day)
H. Fourth Friday in November (Day after Thanksgiving)
1. One-half day before Christmas, if December 24 falls on a Monday
through Thursday (Christmas Eve; 4.5
hours)J. December 25 (Christmas
Day)K. A total of 9 hours of floating holiday
time SECTION 2. FLOATING HOLIDAY. Effective January I each employee will have one
nine 9) hour Floating Holiday accrued per calendar year. Floating Holiday requirements are
as
follows:A. Floating Holidays shall be taken as time off from work no later than the end of
the calendar year in which it was
accrued.B. The Floating Holiday is not accumulative. Employees who terminate
their employment with the City prior to using the floating holiday shall receive
cash reimbursement for said holiday. Employees who do not use the Floating
Holiday during the calendar year it was accrued shall forfeit
it.C. Notwithstanding the above, the floating holiday shall be talcen at the convenience
of the City with approval of the department head or his
designee.D. Probationary employees are provided with, and are eligible to use, Floating
Holiday and Holiday Hours according to the guidelines established in this Article, and/
or,with approval of the Personnel
Director.E. Employees hired after January I of each year shall receive a prorated portion of
the 9
hours.SECTION 3. HOLIDAYS ON CERTAIN DAYS OF THE WEEK. In the event any of
the above holidays falls on a Sunday, except the one-half day before Christmas, the
following day will be taken in lieu of the actual date on which the holiday falls. When any of
the
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 holidayfall:>. When any of the above holidays
falls on an employee's regularly scheduled day off during the week, except the one-half
day before Christmas, the employees' holiday bank will be credited with nine (9) hours
of holiday compensatory time. Holiday compensatory time must be taken by the employee by the end
of the calendar year in which it
is accrued.SECTION 4. ELIGIBILITY 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, not including personal necessity leave, the employee's regularlyscheduleddaybeforeandregularlyscheduleddayaftertheholiday. 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.SECTION S. 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 employe(: shall receive holiday pay and no charge shall be made against the
employee's
accumulated vacation.SECTION 6. DOUBLE
TIME PAY.A. 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.B. Employees whose regularly scheduled day off falls on the holiday or
day observed in lieu of the holiday as set forth in this Article shall receive nine (9)
hours of compensatory holiday time. Such holiday time must be taken by the end
of each
calendar year.
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 per the
following
Vacation
After Year(s)
of Service
Vacation Hours
Per Year
I through 4
5 through 10
11
12
13
14
15 through 24
25 or more
80
120
128
136
144
152
160
200
SECTION 2. VACATION USAGE AND ACCUMULATION. Vacation shall be talcen at the
convenience of the City with the approval of the depanment head or his designee. Vacation
should be talcen armually and not accumulated from year to year, when possible. Vacation hours
not in excess of the equivalent number of hours earned in the immediately preceding 24-
month period may be accumulated with the permission of the department head and the
Personnel Director. Employees shall not accumulate vacation in excess of the equivalent number of
hours earned in the immediately preceding 24-month period. No vacation hours shall be
accrued in excess of the equivalent number of hours earned in the immediately preceding
24-month period.Probationary employees accrue vacation, but may not use vacation
until the successful completion of an initial probationary period, except in the event of a City
Hall holiday closure with the approval of
the Personnel Director.SECTION 3. VACATION CONVERSION. An employee may convert up to
50% of his current armual vacation accrual into pay, in lieu of time off with pay, once a
calendar year. An employee requesting such a conversion must meet the digibility requirements as
set forth
in Section 1.SECTION 4. VACATION PAY-OUT UPON TERMINATION.
Eligible full-time and part-time regular employees who terminate their employment with the City
shall be paid for all accrued vacation, if any, and the prorated portion of
their final vacation accrual. Prorated vacation shall be on the basis of 1112 of the employee's annual vacation
pay for
each full
monthof service.Article XIII PART-1l'IME &
TEMPORARY EMPLOYEE ELIGIBILITY FOR FRINGE BENEFITS SECTION 1. DEFINITIONS. Nothing contained in
this section guarantees a specified number of hours per day or days per week or weeks per year or months per
year of work to any City employee. Employees who are not defined as Full-
Time
A. Regular part-time emplovees shall be those employees scheduled in
the City's Budget to work 20 or more hours per week on a year-round
basis (52 weeks minus
approved leave).B. Temporary part-time employees shall be those employees
scheduled in the City's Budget to work less than 20 hours per week on a
year-round basis (52
weeks minus approved leave).C. Seasonal employees shall be those employees who
are scheduled in the City's Budget to work on less than a year-
round
basis regardless of hours worked.SECTION 2. REGULAR PART-TIME EMPLOYE:
ES. Entitlement to fringe benefits are
based upon a proration of hours.A. Regular part-time employees shall
receive fringe benefits in proportion to the number of hours the employee is scheduled
to work per the City's approved Budget, to the
normal 40-hour week on an armual basis.The armual schedule for
all regular part-time employees shall be the schedule that is included in the City'
s approved budget or a schedule that is designated by Management at
the
commencement of the employee's employment with the City.B. This pro-
ration shall apply to the [.Jllowing fringe benefits: holiday
pay,vacation, sick leave, flexible benefit
plan contribution, life insurance contribution, retirement contribution, and disability insurance.C.
Regular part-time employees may receive step increases provided they work the actual number
of hours a full-time employee would have had to work in order
to be entitled to progress to the next step
ofthe salary range.SECTION 3. TEMPORARY AND SEASONAL EMPLOYEES. Temporary and Seasonal employees shall be
entitled to receive no fringe benefits provided for in this Memorandum of Understanding or in any resolution
of the City, except those stated in Article XVIII,
Section
4, or unlessotherwise
provided by Federal and/or State Law.ArticIeXIV LEAVES OF ABSEJ'liCE
SECTION 1. LEAVE OF ABSENCE WITHOUT PAY. For all regular
employees
A. After all available leave benefits, including vacation, compensatory time, and other
leave benefits have been completely used, an employee, not under suspension, may
malce written application to the department head for leave without pay. No such
leave will be considered without a written applieation from the employee requesting
leave.
B. If the department head and the Personnel Director agree that such leave is merited
and in the interest of the City, leave may bt: granted for a period not to exceed six
6) months following the date of expiration of all other allowable leave benefits.
C. No employment or fringe benefits such as sick leave, vacation, health insurance,
retirement, or any other benefits shall accrue to any employee on leave of absence
without pay except as denoted under the FCML section below. During such leave
in excess of five working days, no seniority shall be accumulated.
D. Subject to and consistent with the conditions of the group heath, life or disability
plans, coverage may be continued during a .leave of absence without pay, provided
direct payment of the total premium is made by the employee 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 a 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 the employee as
terminated from his employment with the City.
G. An employee on leave of absence must give the City at least seven day's written
notice of intent to return to work prior to returning to work.
H. Any employee who engages in outside employment during said leave of absence
without prior notification and approval of the Personnel Director and department
head may be subject to termination.
1. Any employee who falsifies the reason for request for said leave of absence may be
terminated for falsifYing a request of absenct: or extension thereof.
J. Such leave shall be granted on the same basis for pregnancy, childbirth, and other
medically related conditions, except that such an employee shall retain all seniority
rights.
14
K. Forms setting forth the benefits available or such other pertinent information shall
be maintained for distribution in the Personnel Services Department.
SECTION 2. PERSONAL NECESSITY LEAVE. Employees may be allowed up to one (I)
working day per month of Personal Necessity Leave for personal business with approval of the
departm~nt head or his designee. Employees shall accrue no employment benefits for any
Personal Necessity Leave in excess of one day per month. Personal Necessity Leave shall be
without pay and shall not be accumulated from month to month.
SECTION 3. JURY DUTY AND WITNESS SERVICE FOR CITY.
A. JUry Dutv. When required to serve on a jury an employee shall have paid time off
for a period not to exceed 30 calendar days per calendar year for actual jury duty.
Employees shall receive their regular pay 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 Citv. 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 to the City any witness
fees that accrue to the employee for his witness service as a condition of receivinghisnormalpaywhileservingasawitnessfortheCity.
SECTION 4. MILITARY LEAVE OF ABSENCE. If an employee is required to talce
military training two weeks 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 S. 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 the
probationary period.B. Sick leave will be charged at the rate of Yz hour for each Yz hour of
work 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 department head or
his
2) Personal illness or physical incapacity resulting from causes beyond the
employee's control; including pregnancy, childbirth and other medically
related conditions;
3) Notwithstanding Section 8 below, 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 b(: applied only to an absence caused by
illness or injury of an employee except as provided in Section 6 or 8.
E. Sick Leave Charged. In any instance involving use of a fraction of a day's sick
leave, the minimum charged to the employee's sick leave account shall be Yz hour,
while additional actual absence of over Yz hour shall be charged to the nearest full
hour.
Employees may be required to furnish a certificate issued by a licensed physician or
other satisfactory written evidence of illness to establish the employee's entitlement
to sick leave payment. Sick leave shall only be used for the purposes stated, and
each department head or his designee shall be responsible for control of employee
abuse of the sick leave privilege.
F. Maximum Accumulation of Sick Leave. An employee who is initially hired after
July I, 1980, shall be allowed to accumulate sick leave 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. An employee shall receive no sick leave payout for the first 60 days of
accrued sick leave (0-480 hours), but shall r,~ceive 25% pay for the next 30 days
of accrued sick leave (481-720 hours), and 50% pay for all accrued
sick leave thereafter (721 hours
and up).H. Death of an Employee. Upon the death of an employee while employed
by the City, 100% of all accrued sick leave benefit, shall be paid to the beneficiary
of the deceased employee. Payment will be made when proper authorization
for payment is received from the estate of the
decedent employee.1. Sick
Leave Conversion.1) Eligible employees with sick leave usage of 0.0 to 27.0
hours per calendar year will have the option to convert up to 30 hours
of their unused sick leave to vacation in the first pay period of
the
following year.2) Employees with sick leave usage of27.5 to 36.0 hours per
calendar year may convert up to 20 hours of unused sick leave to vacation in
the first pay period of the
following
3) Employees must have a minimum balance of 180 hours of sick leave
available after conversion.
SECTION 6. FAMILY LEAVE. Family Leave is charged against the employee's accumulated
sick leave balance. An employee may charge up to 48 hours per calendar year to sick leave for
reasons of family related illness or injury.
SECTION 7. BEREAVEMENT LEAVE. Employees shall be entitled to talce up to three (3)
days of paid Bereavement Leave per incident on the following terms and conditions:
A. Bereavement leave is limited to the death or critical illness where death of a
member of an employee's immediate family appears to be imminent. Immediate
family as used in this sub-section, 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 residenc'~.B. Up to three (3) days of bereavement leave will
be provided per incident, and shall not be charged to the employee's sick leave account.
If unused, this time shall not carry over from year to year. An employee
on bereavement leave shall inform his immediate supervisor of the fact and the
reasons therefore as soon as possible.Failure to inform his immediate supervisor, within
a reasonable period of time, may be cause for denial of bereavement leave with
pay for the period of absence.SECTION 8. INDUSTRIAL LEAVE. A regular
employee who is temporarily or permanently incapacitated as a result of injury or illness determined
to be compensable under the Workers'Compensation Act shall be granted industrial leave
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 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.B. Should it be determined that an employee's illness or
injury did not arise in the course of the employee's employment with the City
or that the employee is not temporarily or permanently incapacitated or disabled, as
a result of the injury or illness, then the employee's accrued, or if
insufficient, future sick leave shall be charged to reimburse the City for any payments
made to
the employee pursuant to 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. Except as provided in (B) above, no
employee
deducted while on industrial leave. Vacation and sick leave shall accrue for an
employee on industrial leave.
E. Industrial leave shall expire when the first one of the following conditions occurs:
1) Employee is able to retum to work to his regular position;
2) The employee is able to retum 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 the first of the month after all of the
following occur as determined by the Public Employees' Retirement
System:
a) The employee's condition is determined to be permanent or of an
extended duration;
b) The degree of disability precludes continued employment by the
employee in his present position;
4) After 52 weeks of industrial leave.
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 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 thaT. the physician has the expertise to treat
the injury or illness and agrees to provide timely reports to the City. An employee
may request one change of physician during the 30 days after the injury or illness is
reported.
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.
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 to the job-
related
determination
SECTION 9. FAMILY CARE AND MEDICAL LEAVE (FCML). State and Federal laws
require the City to provide family and medical care leave for eligible employees. The following
provisions set forth employees' and employer's rights and obligations with respect to such leave.
Rights and obligations which are not specifically set forth below are set forth in the City's
Administrative Manual, Personnel Section, #2.61. 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 and Housing Commission implementing the California Family Rights Act
CFRA) (Goverrunent 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 enti1:led to a total of 12 workweeks ofleave
during any 12-month period. An employee's entitlement to leave for the birth
or placement of a child for adoption or foster care expires 12 months after the birth
or
placement.B. The 12-month period for calculating leave entitlement will be a "
rolling period"measured backward from the date leave is taken and continues with
each additional leave day taken. Thus, whenever an employee requests leave, the City will
look back over the previous 12-month period to determine how much leave has
been used in determining how much leave an employee
is entitled to.C. Use of Other Accrued Leaves While on Leave. If an employee requests
leave for any reason permitted under the law, he/she must (~xhaust all accrued
leaves (except sick leave) in connection with the leave. This includes vacation,
holiday, and other compensatory accruals. If an employee requests leave for his
own serious health condition, in addition to exhausting accrued leave, the employee
must also exhaust sick leave. The exhaustion of accrued leave will run concurrently
with the Family Care
and Medical Leave.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 the Fitness-for-
Duty
Article XV
FRINGE BENEFIT ADMINISTRATION
SECTION I. ADMINISTRATION. The City reserves the right to select the insurance carrier
or administer any fringe benefit progranls that now exist or may exist in the future during the
term of the Memorandum of Understanding.
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 Memorandum of
Understanding, provided that the benefits of the employees shall be no less than those in
existence as of implementation of this Agreement.
SECTION 3. CHANGES. If, during the term of this Memorandum of Understanding, any
change of insurance carrier or method of funding for any benefit provided hereunder occurs, the
City shall: notifY WDEA prior to any change of insurance carrier or method of funding the
coverage.
Article XVI
HEALTH BENEFITS
SECTION I. HEALTH INSURANCE. The City shall continue to contract with the Public
Employe~:s' Retirement System (PERS) to make available those health insurance benefits
provided under the Public Employees' Medical and Hospital Care Act (PEMHCA).
A. Premium Contribution. The City shall contribute an equal contribution of $16.00 per
month toward the payment of premiums under the PERS Health Benefits Plan. To the
extent required by law, this $16.00 amount is on behalf of each eligible active employee,
and each eligible retiree armuitant of PERS with the exception of Section ](B) Flexible
Bt:nefits Plan as noted below.
B. Flexible Benefits Plan. The City shall provide a Section 125 Flexible Benefits Plan for
active full-time eligible employees and pay the following amounts to provide funds
for optional dental plans, vision plans, health plans, or as miscellaneous
pay:Effective Date Sin~1e 2-l'
art) fami!)Januarv 1,2002 $219 $
364 $484 Januarv 1,2003 $284 $
519 $659 Januarv 1,2004 $309 $
559 $709 Januarv 1,2005 $329 $
589 $
C. The City's payment toward the Flexible Benefit Plan does not include the $16.00 paymentdescribedinSectionI (A).
D. Any amounts in excess of the amounts designated in Section A and B necessary tomaintainbenefitsunderanybenefitsplansselectedbytheemployeeshallbebornebythe
employee.
E. An employee carmot 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 (orthespouse) is enrolled without being covered as a family member.
F. An employee may choose not to be enrolled in the Health Benefits Plan. If an employeechoosesnottobeenrolledinthehealthplan. the employee must provide proof, as
determined by the Personnel Director, that comparable medical insurance is in full force
lmd effect. Based on determination that insurance is in full force and effect, eligiblemployeesshallreceive $200.00 towards the Flexible Benefits Plan. Effective January 1,
2003, eligible employees shall receive $300.00 towards the Flexible Benefits Plan. This
amount shall increase to $315.00 effective January I, 2004, and to $330.00 effective
January 1,2005.
G. In the event that the employee loses his eligibility with the comparable medical insurance
plan, then, upon submittal of documentation, the employee may re-enroll in thePERSHealthBenefitsPlanpursuanttotheirrulesand
regulations.SECTION 2. LIFE INSURANCE. The City shall contribute the full premIUm towarda23,000 life insurance policy for each
employee.SECTION 3. LONG TERM DISABILITY BENEFITS. The City shall provide a long
term disability plan which pays 60% of salary after a 60 day elimination period to a maximumof3,000 per
month.SECTION 4. STATE DISABILITY INSURANCE. The City of Orange has entered into
a contract with the State of California for an integrated State Disability Plan concerningemployeesinthe
WDEA.A. The Disability Insurance Progranl is designed to serve the employees by mail. They
need not leave home or the hospital to receive benefits. In order to apply, a claim form mustbeobtainedfromthePersonnelServicesDepartment. They must fill out the "
Claim Statement of Employee" form completely and then have their doctor complete
the Doctor's Certificate" section in order for the claim to be processed. TheemployeeshouldbeawarethatifhereceivesStateDisabilityInsurancebenefitsfortimepaid
as sick leave by the City, he will be responsible for reimbursing the City bypayrolldeductionfortheamountspaidbyboththeCityandStateDisabilityinsurance, andsickleavebalanceswillbeadjusted
accordingly.
B. When a claim is received, the State Disability Insurance Office will request the necessary
information to determine the employee's eligibility. Benefits may begin with the day after
the 7th calendar day waiting period of disability or the first day of hospitalization. An
employee may be paid for the waiting period if their disability exceeds 21 days.
C. B,:nefits are coordinated between the City of Orange and State Disability and the
employee is paid allowance benefits based on their prcsent ratc of pay and the State
Disability Insurance benefit schedule.
Article XVII
EDUCATIONAL ASSISTANCE PROGRAM
SECTION 1. PROGRAM REQUIREMENTS. 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, and must be approved by the department head and the
Personnell Director prior to registration. Reimbursement will be based upon the final grade
received. A final grade of "C" or better qualifies the employee for I 00% reimbursement up to
the amount specified in Section 2.
SECTION 2. PAYMENTS. Educational assistance pa)ments to an employee shall not exceed
600.00 in anyone fiscal year. The individual must be employed by the City when the course is
completed to qualifY for a reimbursement.
Article XVIII
RETIREMENT
SECTION I. Employees participate in the Public Employees' Retirement System. The City
agrees to pay 7% of the employee's base salary to the Public Employees' Retirement System
including the full contribution for the Survivors Benefit. Effective June 29, 2003, the City agrees
to pay 8% of the employee's base salary to PERS.
SECTION 2. The City provides the full cost toward the PERS 2% @ age 55 Retirement
Program. Effective June 29, 2003, the City shall provid(: the PERS 2.7% @ age 55 Retirement
Program. The City shall pay up to 4.0% ofthe City's PERS Employer Rate for the 2.7% @ 55
benefit. Any future Employer Rate over 4.0% is to be split equally with the employees.
SECTION 3. The City will provide the PERS 1959 Survivor Benefit at the Third Level Option.
SECTION 4. Part-time employees not covered under th(: 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 toward the retirement
plan.Part-time employees shall contribute 3.75% of their eligible earnings toward the
retirement
SECTION S. Effective June 27, 2004, pursuant to Gove:mment 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 Goverrunent Code Section 20636 (c)(4)
as additional compensation).
ArticIeXIX
MISCELLANEOUS PROVISIONS
SECTION 1. RIDESHARE INCENTIVE PROGRAM. An employee may receive $30 per
month and eight (8) hours compensatory time every six (6) months for carpooling, using public
transportation, biking, walking, carpooling or other approved modes of transportation to and
from the work-site. To qualifY for these incentives, art employee must use one of the
above forms of transportation 70% of his commuting
time.SECTION 2. UNIFORMS. The City retains the absolute right to establish a uniform policy
for any of its
departments.SECTION 3. WORK SHOE ALLOWANCE. Employees are required to wear safety
shoes with steel toes while on duty. Inspection of the work site will be made on a regular basis
to ascertain compliance to the safety shoe
program.A. Allowance. The City will contribute up to $300 on a fiscal year basis per
employee toward a work shoe
allowance.B. Applicability. The Work Shoe Allowance will be applicable towards the purchase
of st,~el-toe safety boots (ANSI standards approve:d), arch supports, insoles
and
water conditioner.SECTION 4. EYEGLASS REPLACEMENT. The City will pay for
replacement of employee's eyeglasses that are lost or damaged in the course of his work.
Damaged eyeglasses will be turned into the City in order for the employee to be entitled to reimbursement.
The City will not reimburse an employee for more thart one pair of lost or damaged eyeglasses
per
fiscal
year.SECTION S. CLOTHING REIMBURSEMENT
ALLOWANCE.A. Allowance. The City shall contribute up to $150 per employee toward the
clothing reiimbursement allowance per fiscal
year.B. R(~imbursement Request. Employees may submit a request for reimbursement once
per fiscal
year.
C. Clothing. The City shall reimburse employees for the following articles of clothing
which are to be worn on the job: blue jeans, whit,~ crew socks, white walking socks, and
two (2) pairs of shorts per year.
The following articles of clothing are: not considered reimbursable clothing under this
MOU: polo shirts, T-shirts, jackets, windbrealcers, dress socks, dress slacks, and
other types of clothing not specifically reimbursable under the above
guidelines.SECTION 6. BREAKS. Employees are entitled to two l5-minute brealcs, unless
an emergency requires continued work, as determined by the employee's supervisor. An employee
shall be permitted to take one brealc during the first half of the work shift and one break during
the second half of the work shift. 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 brealc 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 authorized by the department head, and submitted to the
Accounts Payable division of the Finance Department for reimbursement. Such use, where mileage
is reimbursed,will be reimbursed at the rate per mile allowed under the current
IRS regulations.SECTION 2. OUT -OF-CITY TRAVEL. If the estimated expense of
contemplated travel out-of-the-Cilty is too great to expect the employee to finance the trip
and be reimbursed upon his return, th,~ City Manager may authorize payment of the estimated amount
of the
travel expense to the employee.A. Tourist-Class airplane passage will
be considered standard for out-of-town travel.B. Use of personal cars for out-of-City
trips, within the State, may be approved by the City Manager when use
of commercial transportation is not available or practical. If an employee prefers to use his
personal car, he may be reimbursed mileage expenses as long as the expenses do not
exceed the amount of the cost of the commercial transportation.1) The rate per mile
allowed under the current IRS regulations shall be approved for
use of personal cars when City cars are not available.
SECTION 3. TRANSPORTATION AND EXPENSE CHARGES. Air, rail, or public transportation used, expense 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
A. Expenses will be allowed for adequate lodging. Hotel accommodations shall be
appropriate to the purpose of the trip.
B. Telephone and telegraph and facsimile charges will be allowed for official calls,
telegrams and transmissions.
C. Expenses for meals will be reimbursed according to Administrative Policy Number 4.13.
Article XXI
SAFETY AND HEALTH
SECTION 1. The City and the employees of the City agree to comply with all applicableFederal, State and City laws; Federal, State and City codes; and City policies which relate tohealthandsafety.
SECTION 2. In addition, the City and the WDEA agree to actively pursue the continuance ofsafeworkingproceduresandenvirorunents.
Article XXII
CITY RIGHTS
SECTION 1. The City reserves, retains, and is vested with, solely and exclusively, all rights ofManagementwhichhavenotbeenexpresslyabridgedbyspecificprovisionsofthisMemorandumofUnderstandingorbylawtomanagetheCity, as such rights existed prior to theexecutionofthisMemorandumofUnderstanding. The sole and exclusive rights of Management,as they are not abridged by this Agreement or by law, ~:hall include, but not be limited to, thefollowingrights:
A. To manage the City generally and to determine the issues of policy.
B. To determine the existence or non-existence of facts, which IS 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, marmer, means, and technology, and extent of services to
be provided to the
public.E. To determine the methods of
financing.
F. To determine the types of equipment or technology to be used.
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 chang'~ 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, to reclassifY employees, and to determine the newly
cr,~ated classifications to be assigned to the bargaining unit.
N. To hire, transfer, promote, and demote employees for non-disciplinary reasons
In accordance with this Memorandum of
Understanding.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 there:
with.Q. To maintain order and efficiency in its facilities and
operations.R. To establish and promulgate and/or modifY rules and regulations to maintain order
and safety in the City which are not in contravention with this
Agreement.S. To take any and all necessary action to carry out the mission ofthe City in
emergencies.SECTION 2. Except in emergencies, or where the City is required to malce changes in
its operations because of the requirements of law, whe:never the contemplated exercise
of Management's rights shall impact on employees of the bargaining unit, the City agrees to
meet and conf,~r in good faith with representatives of the WDEA 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 Memorandum of Understanding or in
Personnel Rules and Salary Resolutions and Administrative Code, which are incorporated in
this Agreement. By agreeing to meet and confer with the WDEA as to the impact and the exercise
of any of the: foregoing City Rights, Management's discretion in the exercise of these rights shall
not be
diminished.
Article XXIII
EMPLOYEE ORGANIZATIONAL RIGHTS AND RESPONSIBILITIES
SECTION 1. DUES DEDUCTIONS. The City shall deduct for dues and WDEA benefits on a
bi-weekly basis from the pay of all employees in the classifications and positions recognized
to be represented by the WDEA, who voluntarily authorize such deduction, in writing, on
a mutually agreed upon form to be provided for this purpose. The City shall remit such funds
to the WDEA within 10 days following their
deduction.SECTION 2. INDEMNIFICATION. The WDEA agrees to hold the City harmless
and indemnify the City against any claim, causes of actions, or lawsuits arising out of the
deductions or transmittal of such funds to the WDEA, except the intentional failure of the City to transmit
to the WDEA monies 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 30 days of receipt of a request for such list by the
Association.SECTION 4. BULLETIN BOARDS. The WDEA shall have the right to use bulletin
boards on City premises for the purpose of posting armouncements and WDEA information. The
City will fUffillsh bulletin board space on one existing bulletin board to be selected by the WDEA
at each location where there are five or more employees. The bulletin boards shall be used for
the following subjects
only:A. WDEA recreational, social, and related Union news
bulletins.B. Scheduled WDEA
meetings.C. Information concerning WDEA elections and the results
thereof.D. R'~ports of official WDEA business, including WDEA newsletters, reports of
committees,or the Board of
Directors.E.Any other written material which first has been approved and initiated by the
designated Ciity representative at each facility. The designated City representative must
either approve or disapprove a request for posting within 24 hours, excluding Saturday,
Sunday,and legal holidays, from the receipt of the material and the request to post it.
The designated City representative shall not unreasonably withhold permission to
post.SECTION S. Except as limited by specific and express terms of this Memorandum
of Understanding, the WDEA hereby retains and reserves unto itself all rights, powers,
and authority, confirmed on and vested in it by the laws and Constitution of the State of
California and/or United States of
America.
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 of the WDEA concerning the interpretation or
application of specific provisions of this Memorandum of Understanding or of the Rules and
Regulations governing personnel practices or working conditions ofthe 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 withdrawn from their official Personnel record alter one (
1) year. 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 ,:trictly 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. The grieving
party may request the assistance' of the WDEA in presenting a grievance at any level of
review
or may represent himself.SECTION S. 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 glievance, or when
the grievant lcnew or should have reasonably become aware of the facts giving rise to the grievance and
the filing of a written formal grievance with the PersOlmel 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 lcnew or should have reasonably become aware of the: facts giving rise to
the
shall be barred and waived.
SECTION 6. FORMAL GRIEVANCE PROCESS, PERSONNEL DIRECTOR,
DEPARTMENT HEAD. If the grievance is not resolved through the informal process, a
written grievance must be filed within the time limits set forth above, the grievant shall discuss
the grievance with the Personnel Director and the department head. The Personnel Director and
the depm1ment head shall render a decision and comments, in writing, regarding the merits of the
grievance and return them to the grievant within 10 busillllss days after receiving the grievance.
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 effe'~t 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 further administrative or judicial
appeals. The appeal to the City Manager may be either in the form of a written appeal or an
oral presentation.Termination appeals shall be processed in accordance with the provisions of Section
9,
Article XXIV.SECTION 8. FORMAL GRIEVANCE PROCESS, CITY MANAGER. Ifthe b'
fievance is not resolved in Section 6 above, or if no answer has been received from the
Personnel Director and department head within 10 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, for detemlination. Failure of the grievant
to talce this action will constitute a waiver and bar to the grievance, and the grievance will
be considered settled on the basis of the last Management grievance response. The City Manager, or
his duly authorized representative, shall render a final decision on the merits of the
grievance and comments, in writing, and return them to the grievant within 10 business days after
receiving the grievance. After this procedure is exhausted, the grievant, the WDEA and the City shall
have all rights and remedies to pursue said grievance under the law. The City shall
instruct its supervisors on the proper use and implementation of this grievance procedure
and every reasonable effort shall be made by employee and the supervisor to resolve the grievance
at the
informal
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 I5-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 I5-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 a court reponer, 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 Otlicer 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 reeeiving
the Hearing Officer's findings.E. After this procedure is exhausted, the grievant, WDEA and
the City shall have all rights and remedies to pursue
said grievance
under the law.
Article XXV NO STRIKE-NO LOCKOUT SECTION 1. The WDEA, its officers, agents, representa.tives
and/or members agree that during the term of this Agreement, they will not cause or
condone any strike, walkout, slowdown, sick-out, or any other job action by
withholding or refusing to perform services.SECTION 2. The City agrees that it shall not lock out its
employees during the term of this Agreement. The term lockout is hereby defined so as
not to include the discharge, suspension,termination, layoff, failure to recall, or failure to return to work of
employees of the City in the exercise of its rights as set forth in any of the
provisions of this
Agreement
SECTION 3. Any employee who participates in any conduct prohibited in Section] above may
be subje(:t to termination by the City.
SECTION 4. In addition to any other lawful remedies or disdplinary actions available to the
City, if the WDEA fails, in good faith, to perform all responsibilities listed below in Section 5,
WDEA Responsibility, the City may suspend any and all of the rights, privileges, accorded to the
WDEA under the Employee Relations Resolution and this Memorandum of Understanding,
including, but not limited to, suspension of recognition of the WDEA, grievance procedure, right
of access, check-off, the use ofthe City's bulletin boards, and
facilities.SECTION S. WDEA
RESPONSIBILITY.A. In the event that the WDEA, its officers, agents, representatives, or members engage
in any of the conduct prohibited inSe(:tion I above, the WDEA or its duly
authorized representatives shall immediately instruct any persons engaging in such conduct that
their conduct is in violation of this Memorandum of Understanding, and they
should immediately cease engaging in prohibited conduct and return to
work.B. If the WDEA performs all of the responsibilities set forth in paragraph (A) above,
its officers, agents, and representatives shall not be liable for damages for prohibited
conduct pe:rformed by employees who are in violation of Section I
above.Article
XXVI WDEA
REPRESENTATIVES SECTION 1. The City agrees to recognize the five representatives selected by the
WDEA.SECTION 2. WDEA agrees to limit to three the number of representatives plus any
paid WDEA consultants authorized by WDEA as meet and confer
representatives.SECTION 3. The WDEA shall have the responsibility to notifY the City, in writing, of
the names of its duly authorized representatives. The City shall have no obligation to recognize
or deal with any employee as a Representative unless he is on the designated representative
list.SECTION 4. Representatives shall not log compensatory time, overtime, or any other
premium time and one-half) pay for time spent performingany fun(:tion as
a Representative.SECTION S. Representatives shall be entitled to use City available facilities to
hold meetings.In addition, each Representative shall be allowed nine (9) hours per fiscal year of City
time for the purpose of attending Representatives' meetings. The WDEA will make
advanced notification to a designated Management representative as to time and date of such meetings and
names of
persons
Article XXVII
LAYOFF PROCEDURE
When a layoff or reduction in force is necessary, the layoff procedures set forth in Resolution No.
8179, as incorporated below, shall be used as the establishe:d layoff policy and procedure.
SECTION 1. PURPOSE. The purpose of this policy is to establish and communicate the City's
procedures when a layoff or reduction in force is necessary.
SECTION 2. SCOPE. All employees covered by the Water Department Employees'
Association. All departments 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 layof1f employees when it becomes necessary due to economic conditions, organizational
changes, Ilack of work, or because the necessity for a position no longer exists. Whenever
possible, the City will advise the union of their intent at least ten calendar days in advance ofthe
effective date. The City's layoff policy provides the following criteria to be followed during a
reduction in force.
SECTION 4. PROCEDURE.
A. Order of Reductions in Force (Layoff and Demotion) Within a department and by
classification, the order of layoff or demotion shall be as follows:
1) Temporary employees (19 hours or less);
2) Initial probationary employees;
3) Regular part-time employees (20 but less tha.n 40
hours);4) Regular full-time employees (
40 hours).For purposes of this procedure, the Water Division will be
considered
a department.
B. Layoffs.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 include
the following:a) Denial of
merit increases;b) Suspension
without pay;c) Extensions of
probationary periods;d) Disciplinary demotions to lower
level positions;e) Disciplinary reductions
in pay;f)
Performance
Reports contammg significant, negative written comments indicating improvement
m~eded and warning of further consequences to follow if improvement fails to occur.
Only those reviews forwarded to the Personnel Services Department for inclusion in the
official personnel file will be considered.
A single negative disciplinary action will not reduce the employee's seniority. However,
additional disciplinary actions will reduce the employee's seniority by two years for each
additional occurrence, for a possible reduction of 6 years. If denial of a merit increase
and extension of a probationary period occur at the same time, they will be considered as
one disciplinary action.
2) The order of layoff shall be established by the Personnel Director, including
seniority and results of review of performance evaluations and prior disciplinary
actions.
3) The order of layoff will be the least senior employee as determined by the
procedure above.
4) Prior to the establishment of the final order of layoff, the 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 (7) calendar days following the establishment and distribution of a
Proposed Order of Layoff' list. The employee will be allowed representation
during the appeal process.
6) After meeting with all employees wishing to be heard with respect to their position
on the layoff list, the Personnel Director or his designee shall establish the "Final
Order of Layoff' list. The decision of the Personnel Director or his designee 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 ten
calendar days in advance of the layoff date. Notice will be hand delivered to the
employee whenever possible. If personal delivery is not possible, the notice will be sent
by certified mail to the last known residential address.
D. Transfer or Demotion in Lieu of Layoff
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;
33
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
classification series;
b) employee meets or can reasonably meet qualifications for the new
position as determined by the Personnel Director or can reasonably
meet the qualifications within one month following appointment;
c) posses greater seniority to displace a lower level worker;
d) request in writing a demotion to the previously held or supervisory
position within ten (10) 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.
E. Reemployment Lists
1) Regular employees in good standing who are laid off or demoted shall have their name
placed on a departmental reemployment list for the la~t classification previously held.
Names shall be placed on the list in inverse order of seniority. (Last released - first rehired).
Vacancies the department desires to fill will be offered first to eligibles on the
departmental reemployment list.2)
Other hiring departments who have vacancies the City desires to fill will give priority consideration
to those employees whose names appear on the reemployment list. If these
employees are not selected for rehire, the reason for non-selection must be
approved by the Personnel Director.
3) Names of qualified individuals shall remain on reemployment lists for a period not to
exceed 2 years from the date of layoff. Individuals who qualify for rehire but do not
respond to written notification to the last known address on file within ten calendar
days or who refuse two job offers shall have their names removed from the
reemployment list. Once rehired, employee names are removed from all
reemployment lists.
SECTION S. NON DlSCIUMINATION 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.
34
Article )()(\TIII
SOLE AND ENTIRE MEMORANDUM OF UNDERSTANDING
SECTION 1. It is the intent of the parties hereto that the provisions of this Memorandum of
Understanding shall supersede all prior agreements imd memorandums of agreement, or
memorandums of understanding, or contrary salary and/or personnel resolutions or
Administrative Codes, provisions of the City, oral and wri.tten, expressed or implied, between the
parties, arId shall govern the entire relationship and shall be the sole source of any and all rights
which may be asserted hereunder. This Memorandum of Understanding is not intended to
conflict with federal or state law.
Article )()(IX
WAIVER OF BARGAINING DURING TERM OF THIS AGREEMENT
SECTION 1. During the term of this Memorandum of Understanding, the parties mutually
agree that they will not seek to change, negotiate, or bargain with regard to wages, hours,
benefits, .and terms and conditions of employment, whether or not covered by this 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 confer about any matter during the
term of this Memorandum.
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 Memorandum of Understanding 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 over, the Union shall have the right to meet and confer
with the City regarding the impact on employees of the suspension of these provisions in the
Memorandum of Understanding and any Personnel Rules and policies.
35
Alrticle )(J()(I
SEPARABILITY
SECTION 1. Should any provision of this Memorandum of Understanding be found to be
inoperative, void, or invalid by a court of competent jurisdiction, all other provisions of this
Memorandum of Understanding shall remain in full force and effect for the duration of this
Memorandum of Understanding.
i\rticle )(J()(II
TERM OF MEMORANDUM OF UNDERSTANDING
The term of this Memorandum of Understanding shall commence on July 1, 2002 and shall
continue in full force and effect until June 30, 2005.
36
Article XXXIII
RATIFICATION AND EXECUTION
The City and the WDEA acknowledge that this Memorandum of Understanding shall
not be in full force and effect until adopted by the City Council of the City of Orange.
Subject to the foregoing, this Memorandum of Understanding is hereby executed by the
authorized representatives of the City and the WDEA and entered into this Rj-h
day of ...AY!L.
2002
a:;/:a;;~ Nices
Ma f..~oth' F:ersonnel Analyst
II
4~tV-
DeFrancesco, Field Maintenance Sup!.
esa
Chavez, Personnel Technician WATER
DEPARTMENT EMPLOYEES'ASSOCIATION
er
4
Person
euy-- \
7.IJervices
Director
37
APP)~NDIX "A"
WATER DEPARTMENT EMPLOYEES' ASSOCIATION
MONTHLY SALARY RANGES
38
WATER DEPARTMENT EMPLOYEES' ASSOCIATION
MONTHLY SALARY RANGES
EFFECTIVE JUNE 29. 2003
2.5% Salary Increase
N};W STEP STEP STEP STEP STEP STEP
Classification Title RANGE A B C D E F
Senior Water Meter Service WIer 431 3060 3217 3381 3553 3734 3925
Water Equipment Operator I 424 2955 3106 3265 3431 3606 3790
Water Equipment Operator II 454 3433 3608 3792 3985 4188 4402
Water Maintenance Leadworker 454 3433 3608 3792 3985 4188 4402
Water Maintenance Worker I 388 2470 2596 2728 2867 3013 3167
Water Maintenance Worker II 408 2729 2868 3014 3168 3330 3499
Water Meter Service Worker I 397 2583 2715 2853 2999 3152 3313
Water Meter Service Worker II 417 2854 3000 3153 3313 3482 3660
Water Plant Operator 439 3185 3348 3518 3698 3886 4084
Water Skilled Maintenance Wkr 434 3107 3265 3432 3607 3791 3984
Water Yard Storekeeper 418 2868 3015 3168 3330 3500 3678
EFFECTIVE JUNE 27,2004
3.5% Salary Increase
NEW STEP STEP STEP STEP STEP STEP
Classification Title RANGE A B C D E F
Senior Water Meter Service Wkr 438 3169 3331 3501 3679 3867 4064
Water EqUlipment Operator 1 431 3060 3217 3381 3553 3734 3925
Water EqUlipment Operator II 461 3554 3736 3926 4127 4337 4558
Water Maiintenance Leadworker 461 3554 3736 3926 4127 4337 4558
Water Mai.ntenance Worker I 395 2557 2688 2825 2969 3121 3280
Water Maintenance Worker II 415 2826 2970 3121 3281 3448 3624
Water Meter Service Worker I 404 2675 2811 2955 3105 3264 3430
Water Meter Service Worker II 424 2955 3106 3265 3431 3606 3790
Water Plant Operator 446 3298 3466 3643 3829 4024 4230
Water Skilled Maintenance Wkr 441 3217 3381 3554 3735 3925 4125
Water Yard Storekeeper 425 2970 3122 3281 3448 3624 3809
39