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03.20 Part-Time Seasonal Employees Terms of Service 7-1-18 i � G��°��c� AGENDA ITEM *; * �:. ::� 9�0.,.� a October 9, 2018 � A114Ie�M.•'�� c��NT4�P~ TO: Honorable Mayor and Reviewed/Ver' Members of the City Council City Mana r Finance Dire THRU: R1Ck �tto To Be Presented By: City Manager X Cons Calendar City Mgr Rpts FROM: Wllllam M. KOIbOW �j,, Council Reports Legal Affairs Administrative Services Director Boards/Cmtes Public Hrgs Admin Reports Plan/Environ 1. SUBJECT Resolutibn No. 11112 - A Resolution of the City Council of the City of Orange relating to the classification, compensation, and terms of employment for Part-Time and Seasonal Employees of the City of Orange effective July 1, 2018 through and including June 30, 2019 and repealing Resolution No. 11042 and amendments thereto, for said employees. Resolution No. 11113 - A Resolution of the City Council of the City of Orange amending the citywide Salary Schedule in accordance with the requirements of California Code of Regulations, Title 2, Section 570.5. 2. SUMMARY Resolution No. 11112 amends the compensation and terms of employment for the City's unrepresented Part-Time and Seasonal employees for the period of July 1, 2018 through June 30, 2019. Details of this agreement are provided under Section 6, "Discussion and Background", below. Resolution No. 11113 updates the Citywide Salary Schedule in accordance with Ca1PERS regulations. 3. RECOMMENDED ACTION Approve Resolution Nos. 11112 and 11113. 4. FISCAL IMPACT Costin Summary: �� .Fiscal'Year 2019 20� � Cost Descri, tion General Fund FY 19 (6 months) $73,750 FY 20 (6 months) 73,750 Total Annual Cost $147,500 ITEM # ��a� 10/09/2018 5. STRATEGIC PLAN GOAL(S) 1. .Provide for a safe community. a. Provide staffing and resources to deliver services that ensure public safety. 2. Be a fiscally healthy community. a. Expend fiscal resources responsibly. 3. Provide outstanding public service 6. DISCUSSION and BACKGROUND Employees covered by the City's Part-Time and Seasonal Resolution are considered unrepresented and therefore do not bargain collectively for salary, benefits, and other terms and conditions of employment. In late 2016, Governor Jerry Brown signed into law Senate Bill 3, raising California's minimum wage to $15.00 by 2022. The next increase to minimum wage takes effect January 1, 2019,when the minimum wage will rise from the current $11.00 per hour to $12.00 per hour, with increases scheduled through 2022 as follows: � ��Effective Date��`�� '��.Non f,Egem`t=�sIourl;�W a e ' � Janua 1, 2019 $12.00 Janua 1, 2020 $13.00 Janua 1, 2021 $14.00 Janu 1, 2022 $15.00 A few of our part-time classifications are currently paid less than the new minimum wage. Staff is therefore recommending the Council address salary levels for those impacted positions with an effective date of December 23, 2018 to comply with the new State minimum wage. Staff is further recommending to address other classifications to ensure pay rates are competitive in an effort to recruit and retain quality employees, and to protect against salary compaction between classifications. There are currently 157 part-time and seasonal employees (FTE 43.93) on payroll who are covered by this Resolution. With a few exceptions,the vast majority of these employees serve in positions that are either temporary, seasonal (summer only), or part-time with a work schedule of 19 hours per week or less. The following changes would be implemented if Council approves the attached Resolution. • Minimum Wa�e Increase Requirement a) Aquatics Series: Pool Manager (from $17.22 to $18.84), Assistant Pool Manager (from $15.59 to $17.05), Lifeguard/Swim Instructor (from $14.11 to $15.43), Swimming Attendant(from$11.00 to $12.03)= 9.0% b) Management Intern (from$11.67 to $12.03) = 3.0% ITEM # 10/09/2018 c) Police Cadet Series: Police Cadet I (from $11.00 to $12.03), Police Cadet II (from $12.14 to $13.29) =9.0% d) Recreation Series: Park Maintenance Helper (from $11.05 to $12.03), Recreation Services Leader I (from $11.00 to $12.03), Recreation Services Leader II (from $12.14 to $13.29), Recreation Services Leader III (from $13.42 to $14.68), Recreation Services Activity Specialist(from $17.22 to $18.84)=9.0% e) School Crossing Guard Series: School Crossing Guard (from $11.00 to $12.03), School Crossing Guard Supervisor(from$13.42 to $14.68)=9.0% • Recruitment&Retention a) Parking Control Officer I(from$14.18 to $14.76)=4.0% b) Parks & Facilities Attendant(from$12.46 to $14.68) = 16.5% c) Police Academy Trainee (from$4,471.00/month to $4,653.00/month) =4.0% • Salary Compaction a) Assistant Recreation Services Coordinator(from$18.10 to $20.82)= 14.0% • Medicallnsurance Effective the first pay period in January 2019, increase the City's contribution toward medical insurance benefits per employee by $75.00 per month. No increase to the waiver amount. Ca1PERS uses publicly available pay schedules in order to determine final compensation and to calculate retirement benefits for City employees. Section 570.5 of the CCR sets forth the requirements of this pay schedule. The City Council originally adopted Resolution No. 10976, which created a Citywide Salary Schedule in compliance with Section 570.5 of the CCR, .in October 2016. The schedule was last updated in June 2018 via Resolution No. 11092. Resolution No. 11113 incorporates the changes discussed above into the Citywide Salary Schedule. 7. ATTACHMENTS • Resolution No. 11112—Final • Resolution No. 11112—Redline • Resolution No. 11113 ITEM # 10/09/2018 RESOLUTION NO. 11112 A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF ORANGE RELATING TO THE CLASSIFICATION, COMPENSATION, AND TERMS OF EMPLOYMENT FOR PART- TIME AND SEASONAL EMPLOYEES OF THE CITY OF ORANGE EFFECTIVE JULY 1,2018 THROUGH AND INCLUDING JUNE 30, 2019 AND REPEALING RESOLUTION NO. 11042 AND AMENDMENTS THERETO,FOR SAID EMPLOYEES. WHEREAS, the City Council of the City of Orange wishes to set forth the wages, hours and conditions of employment for July 1,2018 through June 30,2019 for the employees described herein, and WHEREAS, the City Council has consulted with the City Manager concerning the proposed employment terms contained herein; NOW, THEREFORE,be it resolved that wages, hours and conditions of employment be adopted as follows: SECTION 1. BASIC COMPENSATION PLAN. There is hereby established a basic compensation plan for all employees of the City of Orange who are now employed or will in the future be employed in any of the designated classifications listed in this Resolution and its attachments. Whenever the masculine gender is used in this Resolution, it shall be understood to include the feminine gender. The term "employee(s)" shall refer only to those employees covered by this Resolution. SECTION 2. SALARY AND WAGE SCHEDULES. Salaries effective December 23, 2018 for employees covered by this Resolution are listed in Appendix "A". SECTION 3. ADMINISTRATION OF BASIC COMPENSATION PLAN. 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. In determining the hourly rate as herein provided, compensation shall be made to the nearest'/z cent. Employees may be considered for advancement to the next higher step upon completion of two thousand eighty(2,080) hours of service in a classification. SECTION 4. BEGINNING RATES. A new employee in Appendix "A" shall be paid the rate shown in Step "A" in the range allocated to the classification of employment for which he has been hired, except that on the request of the department head under whom the employee will serve, and with the authorization of the Human Resources Director, such employee may be placed in a higher step depending upon the employee's qualifications. SECTION 5. SERVICE. The word "service" as used in this Resolution shall be defined to mean continuous,part-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 Resolution. An employee re-entering the service of the City shall be considered as 1 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. For Community Services Department employees, service shall be consecutive seasonal summer employment with the City. SECTION 6. ADVANCEMENT WITHIN SCHEDULE. The following regulations shall govern salary advancements within ranges for employees in Appendix "A": 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 3 above. Advancement through the salary range may be granted only for continuous, meritorious, and efficient service by the employee in the effective performance of the duties of his position. A merit increase shall become effective on the first day of the next pay period following the completion of the length of service required for such advancement, and shall require the following: 1. The department head in the department which the employee is employed shall file with the Human Resources Director a Personnel Action Form and a completed Performance Evaluation form recommending the granting or denial of the merit increase and supporting such recommendation with specific reasons therefore. Disapproval from the Human Resources Director, together with the reasons therefore, shall be returned to the department head. 2. The recommendation of the department head, after approval of the Human Resources Director, shall be forwarded to the Payroll Division of the Finance Department for change of payroll status. 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 Human Resources Director that said employee be advanced to a higher pay step without regard to the minimum length of service provisions contained in this Resolution. The Human Resources Director may, on the basis of a department head's recommendation, approve and effect such an advancement. C. Len,gth of Service Required When Advancement is Denied. When an employee has not been approved for advancement to the next higher salary step, he may be reconsidered for such advancement at any subsequent time. This reconsideration shall follow the same steps and shall be subject to the same action as provided in Subsection A. 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 upon the recommendation of the department head with the approval of the Human Resources 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-advancement under the same provisions as contained in Subsection A of Section 6. SECTION 8. PROBATION. An employee scheduled in the duly adopted budget to work at least 20 hours per week on a year-round basis initially appointed or promoted to a classification shall serve a probationary period during which time he shall have an opportunity to demonstrate suitability for the job. 2 Employees scheduled 20 hours or more per week shall serve a probationary period of 26 consecutive pay periods. Under certain conditions, with approval of the Human Resources Director, the department head may extend the probationary period. The employee shall attain regular status in the classification upon successful completion of the probationary period. All part-time employees scheduled in the budget to work 19 hours or less per week, probationary employees, and all seasonal employees are employed "At-Will". The City reserves the right to terminate the employment relationship at any time, with or without cause, for "At-Will" employees. Initially appointed probationary, as well as all other "At-Will" employees, shall not be entitled to appeal termination. SECTION 9. PROMOTION. 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 a step in that appropriate salary range as will grant him an increase of at least one (1), but no more than three (3) salary steps. SECTION 10. DEMOTION. When an employee is demoted 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. SECTION 11. REASSIGNMENT OF COMPENSATION RANGES. Any employee who is employed in a classification which is allocated to a different pay range shall retain the same salary step in the new range as he previously held in the prior range, and shall retain credit for length of service acquired in such step toward advancement to the next higher step; provided, however: A. That if such retention shall result in the advancement of more than one step,the Human Resources Director 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 is 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 new classification 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 of the employee, the employee shall be placed on that step of the lower compensation range which is equivalent to the employee's existing rate of pay. If there is no equivalent rate of pay, the employee shall be placed on the next highest step. The employee shall retain credit for length of service prev- iously acquired in such step toward advancement to the next higher step. 3 SECTION 12. WORKING OUT OF CLASS. The City may work employees out of classification for up to 14 consecutive working days without additional compensation. On the 15`h consecutive working day the employee works out of classification and for each additional consecutive working day the employee works out of classification, he shall be paid additional compensation at the "A" Step of the classification to which he is assigned, or 5% above the employee's regular salary, whichever is greater. To qualify for working out of class pay, the employee must be performing all of the significant duties of the higher level position and meet the minimum requirements of the higher level classification. SECTION 13. OVERTIME/COMPENSATORY TIME. A. COMPENSATORY TIME. A benefited employee covered by this Resolution shall be entitled to compensatory time for all hours worked in excess of 40 hours within the employee's FLSA work period. Compensatory time shall be accumulated at the rate of one-quarter ('/a) hour of compensatory time for each one-quarter ('/a) hour of overtime worked. B. PREMNM (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-halfl rate either in the form of pay or compensatory time. FLSA exempt seasonal employees are not entitled to receive premium overtime compensation. C. COMPENSATORY TIME ACCUMULATION. Compensatory time shall be accumulated to the nearest one-quarter('/a)hour increment. Where an employee works less than one-quarter ('/a) hour per day of overtime, the employee shall not receive compensatory time, and such time shall not count toward the computation of overtime. D. ELIGIBILTTY. In order to be entitled to compensatory time, such compensatory time must be authorized by the department head or his authorized agent. E. MAXIMUM COMPENSATORY TIME ACCRUAL. An employee shall not be entitled to accumulate compensatory time in excess of 80 hours during any calendar year. 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. F. USE OF COMPENSATORY TIME. 1. Pavment of Compensator�Time. Compensatory time shall be paid at the regular rate of pay or equal time off, when authorized by the department head. 2. Payment Upon Termination. Employees shall be entitled to receive payment for all accumulated compensatory time upon their termination or upon promotion into another bargaining unit. SECTION 14. CALLBACK COMPENSATION. If benefited 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 the actual hours of work with a minimum of two (2) hours callback compensation, regardless of whether the employee 4 works less than two (2) hours. This provision shall be applicable to employees although the employee's regular workweek is not completed,but shall not apply to employees who are continuing on duty. SECTION 15. HOLIDAYS. A. HOLIDAY DESIGNATION. Benefited employees shall receive the following paid holidays, based upon proration of their hours if less than 40 per week: 1. January 1S` (New Year's Day) 2. Third Monday in February (President's Day) 3. Last Monday in May(Memorial Day) 4. July 4`h(Independence Day) 5. First Monday in September(Labor Day) 6. November l l�h(Veteran's Day) 7. Fourth Thursday in November(Thanksgiving Day) 8. Fourth Friday in November (Day after Thanksgiving) 9. One-half day before Christmas, if December 24�h falls on a Monday through Thursday(Christmas Eve; 4.5 hours) 10. December 25`h (Christmas Day) 11. Total of 9 hours of floating holiday time B. HOLIDAYS ON CERTAIN DAYS OF THE WEEK. In the event any of the above holidays, except I/z 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 '/z day before Christmas, the preceding day will be taken in lieu of the actual date on which the holiday falls. When any of the above holidays fall on an employee's regularly scheduled day off, except one-half day before Christmas,40-hour benefited employees will be credited with nine(9)hours of holiday compensatory time. Accumulated holiday compensatory time must be used by the employee by June 30`h of the same fiscal year in which it was accumulated or be forfeited. In addition, employees shall be entitled to receive payment for all accumulated holiday compensatory time upon their termination or upon promotion into another bargaining unit. C. 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 an approved absence (e.g., sick leave, vacation, or compensatory time), the employee's regularly scheduled day before and regularly scheduled day after the holiday. Probationary benefited employees are provided with and are eligible to use floating holiday hours, according to the guidelines established in this Section, and/or with approval of the Human Resources Director. D. HOLIDAY DURING VACATION. Should any of the holidays listed above fall during an employee's vacation period, or while an employee is on an excused absence with pay, the employee shall receive holiday pay and no charge shall be made against the employee's accumulated vacation. E. FLOATING HOLIDAY. Notwithstanding the above, floating holiday hours shall be taken at the convenience of the City with approval of the department head or his duly 5 authorized agent. For purposes of this benefit, employees will have credited one floating holiday as of January ls`. This floating holiday shall be taken as time off from work no later than December 315� of the same year. The floating holiday is not accumulative and shall be forfeited should it not be taken during the year it was earned. Employees under this section who are promoted to another bargaining unit or who terminate their employment with the City prior to using the floating holiday shall receive cash reimbursement for said holiday. F. COMPENSATION FOR HOURS WORKED ON OBSERVED CITY HOLIDAYS. All employees required to work on a holiday listed above, with the approval of their supervisor, shall receive holiday pay plus straight 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. SECTION 16. VACATION. A. VACATION ACCRUAL. Benefited employees who have one year's continuous service, shall receive the following vacation hours per year, based upon proration of their hours if less than 40 per week: � � � � 1 thru 4 80 5 thru 10 120 11 128 12 136 13 144 14 152 15 thru 24 160 25 or more 200 B. VACATION USAGE AND ACCUMULATION. Vacation shall be taken at the convenience of the City with the approval of the department head or his designee. Where possible, such vacation should be taken annually and not accumulated from year to year. Vacation hours not in excess of the equivalent number of hours earned in the immediately preceding 24-month period may be accumulated with the permission of the department head and the Human Resources Director. Employees shall not accumulate vacation in excess of the equivalent number of hours earned in the. immediately preceding 24-month period. All vacation hours in excess of the equivalent number of hours earned in the immediately preceding 24-month period not taken by the employee shall be forfeited. Probationary benefited 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 Human Resources Director. C. 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 6 such a conversion must meet the eligibility requirements as set forth in Section 16(B) and may so convert once during the 2018/19 fiscal year and once during the 2019/20 fiscal year. D. VACATION PAY-OUT UPON TERMINATION. Employees who terminate their employment with the City shall be paid for all accrued vacation,if any,and the prorated portion of their final accrual. Prorated vacation shall be on the basis of 1/12�h of the employee's annual vacation pay for each full month of service. SECTION 17. PART-TIME AND TEMPORARY EMPLOYEE ELIGIBILITY FOR FRINGE BENEFITS. A. DEFINTTIONS. 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. 1. Re ular part-time emplo.yees shall be those employees scheduled in the duly adopted budget to work 20 or more hours per week on a year-round basis (52 weeks minus approved leave). 2. Temporary part-time emplovees shall be those employees scheduled in the approved budget to work less than 20 hours per week on a year-round basis (52 weeks minus approved leave). 3. Seasonal emplo�es shall be those employees who are scheduled in the budget to work on less than a year-round basis regardless of hours worked per week. B. ENTTTLEMENT TO FRINGE BENEFITS UPON PRORATION 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 norma140-hour week on an annual basis. The annual schedule for all 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. This formula of proration shall apply to holiday pay, vacation, sick leave, medical insurance contribution, disability insurance contribution, and retirement contribution. C. TEMPORARY AND SEASONAL EMPLOYEES. Temporary and seasonal employees shall not be entitled to receive any fringe benefits provided for in this Resolution or in any resolution of the City,unless otherwise provided by Federal and/or State law. SECTION 18. LEAVES OF ABSENCE. A. LEAVE OF ABSENCE WITHOUT PAY. For all regular employees as described herein, the following Leave Without Pay procedure shall apply: 1. After all available leave benefits, including vacation, compensatory time, sick leave, and other leave benefits have been completely used, a regular employee, not under suspension, may make written application to the department head for 7 leave without pay. No such leave will be considered absent a written application from the employee requesting leave. 2. If the department head and the Human Resources Director agree that such leave is merited and in the interest of the City,leave may be granted for a period not to exceed six(6)months following the date of expiration of all other allowable leave benefits. 3. No employment or fringe benefits such as sick leave, vacation, health insurance, retirement,or any other benefits shall accrue to any employee on leave of absence without pay except as denoted under the FCML section below. During such leave in excess of five (5) working days, no seniority shall be accumulated. 4. 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 by the employee is made through and as prescribed by the Payroll Division of the City. The City will pay up to six (6) months of the Flexible Benefit Plan contribution for employees who are on long term disability leave. 5. At the end of such leave, if the employee desires additional leave, written application must be made through the department head to the Human Resources Director at least ten (10) days before the end of the six (6) month period, stating the reasons why the additional leave is required and why it would be in the best interests of the City to grant such leave of absence. If such additional leave is merited and would still preserve the best interests of the City, he may approve such extension of the leave of absence for a period up to but not to exceed an additional six (6) months. 6. 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 abandoned his employment with the City and shall be terminated. 7. 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. 8. Any employee who engages in outside employment during said leave of absence without prior notification and approval of the Human Resources Director and department head may be subject to termination. 9. 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. 10. Such leave shall be granted on the same basis for pregnancy,childbirth, and other medically related conditions, except that such an employee shall retain his seniority rights. 11. Forms setting forth the benefits available or such other pertinent information shall be maintained for distribution in the Human Resources Department. 8 B. MILITARY LEAVE OF ABSENCE. If an employee is required to take military training two (2) weeks or more each year, he shall be entitled to military leave of absence under the provisions of State law, found in applicable sections of the Military and Veterans' Code. An employee must provide a copy of their military orders to the Human Resources Department to qualify for a military leave of absence. C. SICK LEAVE. Sick leave with pay shall be allowed, credited, and accumulated in accordance with the following: 1. 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. 2. All non-benefited employees shall receive sick leave as required by State law. 3. Any employee eligible for sick leave with pay may use such leave for the following reasons: i. Medical and dental office appointments during work hours when authorized by the department head or his authorized agent; and/or ii. Personal illness or physical incapacity resulting from causes beyond the employee's control, including pregnancy, childbirth and other medically related conditions. iii. 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. Instead, employees who incur a work-related injury or illness will be eligible to receive Workers' Compensation benefits according to the State of California's Department of Workers' Compensation regulations. iv. Familv Leave. In accordance with the California Family Leave Act, all benefited employees may use up to one-half of their annual sick leave accrual, per calendar year, for family leave purposes. 4. Sick Leave Ap�lication. 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 Subsection C (3)(iv) above. 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 (I/a) hour, while additional actual absence of over one-quarter (1/a) hour shall be charged to the nearest one-half('/z) hour. Sick leave shall only be used for the purposes stated and the department head shall be responsible for control of employee abuse of the sick leave privilege. Employees may, upon prior notice, be required to furnish a certificate issued by a licensed physician or nurse or other satisfactory written evidence of any subsequent illness. 9 5. Retirement from City Service and Entering the Public Emplovees' Retirement S s� tem• Upon retiring from City service and entering the Public Employees' Retirement System, an employee shall receive no pay for the first 60 days of accrued sick leave(0 to 480 hours),but shall receive 25%pay for the first 30 days of accrued sick leave after the first 60 days of accrued sick leave (481 to 720 hours), and 50% of all accrued sick leave thereafter(721 hours to 960 hours). 6. Death of an Employee. Upon the death of an employee while employed by the City, 100% of all accrued sick leave benefits shall be paid to the beneficiary of the deceased employee. Payment will be made when proper authorization for payment is received from the estate of the decedent employee. 7. Maximum Accumulation of Sick Leave. Employees shall be allowed to accumulate and be credited with sick leave with pay up to a maximum of 960 hours. Sick leave hours in excess of such maximum shall be forfeited. D. BEREAVEMENT LEAVE. Benefited employees shall be entitled to take up to three (3) days of paid bereavement leave per incident on the following terms and conditions: 1. Bereavement leave may only be used upon the death, or critical illness where death appears to be imminent, in 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, sister, or registered domestic partner of the employee regardless of residence. 2. Days of absence due to bereavement leave shall not exceed three (3) working days per incident and shall not be deducted from the employee's accumulated sick leave. An employee on bereavement leave shall inform his immediate supervisor of the fact and the reasons therefore as soon as possible. Failure to inform his immediate supervisor,within a reasonable period of time,may be cause for denial of bereavement leave with pay for the period of absence. E. FAMILY CARE AND MEDICAL LEAVE (FCML). State and Federal laws require the City to provide family and medical care leave for eligible employees. Any provisions not set forth in the Employee Handbook are set forth in the Department of Labor regulations implementing the Federal Family and Medical Leave Act of 1993 (FMLA) and the regulations of the California Fair Employment and Housing Commission implementing the California Family Rights Act (CFRA) (Government Code Section 12945.2). Unless otherwise provided, "Leave" under this article shall mean leave pursuant to the FMLA and CFRA. An employee's request for leave is subject to review and final approval of the Human Resources Director. 1. Required Forms. Employees must fill out required forms, available in the Human Resources Department, including: Request for Family Medical Leave; Medical Certification; Authorization for Payroll Deductions for Benefit Coverage Continuation During Family/Medical Care Leave; and Fitness-for- Duty to return from leave (if applicable). 10 SECTION 19. WORKERS' COMPENSATION. Employees who incur a work-related injury or illness will be eligible to receive Workers' Compensation benefits according to the State of California's Division of Workers' Compensation (DWC) regulations. SECTION 20. LIFE INSURANCE. The City shall contribute the full premium towards a $40,000.00 life insurance policy for each benefited employee. SECTION 21. LONG-TERM DISABILTTY INSURANCE. The City shall contribute the full premium toward a long-term disability plan covering eligible benefited employees that pays 60%of salary after a 60-day elimination period, up to a maximum benefit of$3,000.00 per month. SECTION 22. HEALTH BENEFITS. The City shall continue to contract with the Public Employees' Retirement System(PERS) to make available those health insurance benefits provided under the Public Employees' Medical and Hospital Care Act (PEMHCA). A. Retiree Premium Contribution. The City shall contribute toward the payment of premiums under the PERS Health Benefits Plan on behalf of each eligible retired annuitant of PERS,to the extent required by law, a contribution of$133.00 per month. Effective January 1S` of each�year, this contribution is expected to be adjusted by the Ca1PERS Board of Administration to reflect any change in the medical care component of the Consumer Price Index. B. Flexible Benefits Plan.The City shall provide a Section 125 Flexible Benefits Plan for bene�ted employees and pay the following monthly amounts to provide funds for optional dental plans, vision plans, health plans, or miscellaneous pay, based upon proration of hours if less than 40 per week: 1 � ' January 1, 2018 $785.00 $1,160.00 $1,385.00 January 1, 2019 $860.00 $1,235.00 $1,460.00 C. The City Manager reserves the right to adjust the flexible benefits plan contributions for employees covered by this Resolution at any time during the life of this Resolution to reflect insurance contributions provided to employees in the Orange Municipal Employees' Association (OMEA) unit. D. Any amounts in excess of the amounts designated in Section 21 B necessary to maintain benefits under any benefits plans selected by the employee shall be borne by the employee. E. 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. F. 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 Human Resources Director, that comparable medical 11 insurance is in full force and effect. Based on determination that insurance is in full force and effect, eligible employees shall receive the single employee rate of$785.00 per month toward the Flexible Benefits Plan. G. In the event that the employee loses eligibility (with documentation) then the employee may re-enroll in the PERS Health Benefits Plan pursuant to their rules and regulations. SECTION 23. RETIREMENT. A. PERS Retirement Formula — Tier 1. Effective June 29, 2003, the City provided the PERS 2.7% @ age 55 Retirement Program. This applies to all employees hired by the City prior to January 1, 2013. This also applies to new employees who are considered "classic" members of Ca1PERS or current members of another California public retirement system with Ca1PERS reciprocity who are hired on or after January 1,2013. Employees do not contribute any portion of their salary to PERS toward cost-sharing of the City's employer contribution rate. The City shall pay all remaining costs toward the retirement program for employees covered herein. B. PERS Retirement Formula — Tier 2. Employees hired on or after January 1, 2013, who thereupon become new members in PERS, shall be subject to the 2.0% @ age 62 retirement program pursuant to the California Public Employees' Pension Reform Act of 2013 (PEPRA) and related statutory changes. In all other respects,employees hired by the City on and after January 1,2013 shall be subject to the terms and requirements of PEPRA. "New" PERS members shall pay 50% of the normal cost of retirement. C. PERS Member Contribution. All benefited employees shall participate in the California Public Employees'Retirement System(Ca1PERS). Effective July 28,2013, benefited employees who are considered "classic" members in PERS shall pay 8.0% of reportable salary, on a pre-taJc basis, to PERS as their full member contribution. D. Non-Benefited Emplo,��ees. All non-benefited 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 toward the retirement plan. Non-benefited employees shall contribute 3.75% of their eligible earnings toward the retirement plan. E. 1959 PERS Survivor Benefit. The City shall pay fees and provide the 1959 PERS Survivor Benefit at the Third Level Option. SECTION 24. DIRECT DEPOSIT. City employees are required to participate in the City's direct paycheck deposit program. SECTION 25. GRIEVANCE PROCEDURE. A. 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 Resolution of the Rules and Regulations governing personnel 12 practices or working conditions of the City. Grievances shall not include disciplinary actions taken against "At-Will" employees. B. Business Days. Business days means calendar days, exclusive of Saturdays, Sundays, and legal holidays recognized by the City. C. Time Limits for Filing Written Formal Grievances. The time limits for filing written formal grievances shall be strictly construed,but may be extended by mutual agreement evidenced, in writing, and signed by a duly authorized representative of the City and the grieving party. Failure of the grieving party to comply with any of the time limits set forth hereunder shall constitute waiver and bar further processing of the grievance. Failure of the City to comply with the time limits set forth in this Section shall automatically move the grievance to the next level in the Grievance Procedure. D. 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 ten (10) business days elapse from the date of the alleged incident giving rise to the grievance, or when the grievant knew or should have reasonably become aware of the facts giving rise to the grievance and the filing of a written formal grievance with the Human Resources Director of the City, with a copy to the department head in which the employee works. Should the grievant fail to file a written grievance within ten (10) business days from the date of the incident giving rise to the grievance, or when grievant knew or should have reasonably become aware of the facts giving rise to the grievance, the grievance shall be barred and waived. E. Formal Grievance Process, Human Resources Director, Department Head. If the grievance is not resolved through the informal process, and the written grievance is filed within the time limits set forth above,the grievant shall discuss the grievance with the Human Resources Director and the department head. The Human Resources Director and the department head shall render a decision and comments, in writing, regarding the merits of the grievance and return them to the grievant within ten (10) business days after receiving the grievance. F. Formal Grievance Process,City Mana e�r. If the grievance is not resolved in Subsection E above, or if no answer has been received from the Human Resources Director and department head within ten (10) business days from the presentation of the written grievance to the Human Resources Director and department head,the written grievance shall be presented to the City Manager, or his duly authorized representative, within ten (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 final decision on the merits of the grievance and comments, in writing, and return them to the grievant within ten (10) business days after receiving the grievance. After this procedure is exhausted, the grievant and the City shall have rights and remedies to pursue said grievance under the 13 law. The City shall instruct its supervisors on the proper use and implementation of this grievance procedure and every reasonable effort shall be made by the employee and the supervisor to resolve the grievance at the informal step. SECTION 26. TRAVEL EXPENSE ALLOWANCE. A. Milea�e Reimbursement. Expense claims for the use of private automobiles must be submitted pursuant to Finance Administrative Policy No. 4.13. Such use, if approved, will be reimbursed at the rate per mile allowed under the current IRS regulations. B. 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 to the employee. C. Coach class airplane passage will be considered standard for out-of-town travel, where appropriate. D. 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 expense as long as the expenses do not exceed the amount of the cost of commercial transportation. The rate per mile allowed under the current IRS regulations may be approved for use of personal cars when City cars are not available E. Transportation and Expense Char e�s. 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 to conduct City business. In addition, the following expenses and charges will be allowed, whenever necessary, for conducting City business. 1. Expense will be allowed for adequate lodging. Hotel accommodations should be appropriate to the purpose of the trip. 2. Telephone and transmission charges will be allowed for official calls and transmissions. 3. Expenses for meals will be reimbursed according to Finance Administrative Policy No. 4.13. SECTION 27. EFFECTIVE DATES. This Resolution shall become effective on July 1, 2018 through June 30, 2019 unless otherwise amended. 14 ADOPTED this 9`h day of October, 2018. Teresa E. Smith, Mayor, City of Orange ATTEST: Mary E. Murphy, City Clerk, City of Orange STATE OF CALIFORNIA ) COUNTY OF ORANGE ) CITY OF ORANGE ) I, MARY E. MURPHY, City Clerk of the City of Orange, California, do hereby certify that the foregoing Resolution was duly and regularly adopted by the City Council of the City of Orange at a regular meeting thereof held on the 9�h day of October, 2018 by the following vote: AYES: COUNCIL MEMBERS: NOES: COUNCII,MEMBERS: ABSENT: COUNCIL MEMBERS: ABSTAIN: COUNCII.MEMBERS: Mary E. Murphy, City Clerk of the City of Orange 15 APPENDIX"A" CITY OF ORANGE PART-TIME AND SEASONAL EMPLOYEES HOURLY RATES EFFECTIVE DECEMBER 24,2017 NEW STEP STEP STEP STEP CLASSIFICATION TITLE Range A B C D Assistant Pool Manager 406 15.59 16.38 N/A N/A Assistant Recreation Services Coordinator 436 18.10 19.03 20.00 N/A Engineering Intern 364 12.64 13.29 13.96 N/A Lifeguard/Swim Instructor 386 14.11 14.46 N/A N/A Management Intern 348 11.67 12.27 12.89 N/A Parking Control Officer I 387 14.18 14.90 15.66 16.46 Parks and Facilities Attendant 361 12.46 13.09 13.75 N/A Parks Maintenance Helper 337 11.05 11.61 12.20 N/A Police Academy Trainee 507 4,471 <Monthiy Police Cadet I 336 11.00 11.56 12.14 N/A Police Cadet II 356 12.14 12.77 13.42 N/A Police Reserve Officer I 453 19.70 20.71 21.77 N/A Police Reserve Officer II 413 16.14 16.96 17.83 N/A Police Reserve Officer III 393 14.61 15.35 16.14 N/A Pool Manager 426 17.22 18.10 19.02 N/A Recreation Services Activity Specialist 426 17.22 18.10 19.02 N/A Recreation Services Leader I 336 11.00 11.56 N/A N/A Recreation Services Leader II 356 12.14 12.77 N/A N/A Recreation Services Leader III 376 13.42 14.11 14.83 N/A School Crossing Guard 336 11.00 11.56 12.14 N/A School Crossing Guard Supv 376 13.42 14.11 14.83 N/A Swimming Attendant 336 11.00 11.56 N/A N/A Note: The above salary ranges reflect a 4.5% salary adjustment for classifications impacted by the State Minimum YYage increase effective .Ianuary 1, 2018 and protect against salary compaction between classifications. 16 CITY OF ORANGE PART-TIME AND SEASONAL EMPLOYEES HOURLY RATES (Continued) EFFECTIVE DECEMBER 23.2018 NEW STEP STEP STEP STEP CLASSIFICATION TITLE Range A B C D Assistant Pool Manager 444 17.05 17.92 N/A N/A Assistant Recreation Services Coordinator 464 20.82 21.88 22.99 N/A Engineering Intern 364 12.64 13.29 13.96 N/A Lifeguard/Swim Instructor 404 15.43 16.22 N/A N/A Management Intern 354 12.03 12.64 13.28 N/A Parking Control Officer I 395 14.76 15.50 16.30 17.02 Parks and Facilities Attendant 394 14.68 15.43 16.22 N/A Parks Maintenance Helper 354 12.03 12.64 13.28 N/A Police Academy Trainee 515 4,653 <Monthly Police Cadet I 354 12.03 12.64 13.28 N/A Police Cadet II 374 13.29 13.97 14.60 N/A Police Reserve Officer I 453 19.70 20.71 21.77 N/A Police Reserve Officer II 413 16.14 16.96 17.83 N/A Police Reserve Officer III 393 14.61 15.35 16.14 N/A Pool Manager 444 18.84 19.80 20.81 N/A Recreation Services Activity Specialist 444 18.84 19.80 20.81 N/A Recreation Services Leader I 354 12.03 12.64 N/A N/A Recreation Services Leader II 374 13.29 13.97 N/A N/A Recreation Services Leader III 394 14.68 15.43 16.22 N/A School Crossing Guard 354 12.03 12.64 13.28 N/A School Crossing Guard Supv 394 14.68 15.43 16.22 N/A Swimming Attendant 354 12.03 12.64 13.28 N/A Note: The above salary ranges include salary adjustments of up to 9.5%for classifications impacted by the State Minimum Wage increase effective .Ianuary 1, 2019, as well as adjustments to protect against salary compaction between classifications. 17 � RESOLOTION NO. a-1t1-1��11112 A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF ORANGF, RELATING '1'O THF, CLASSIFICATION, COMPENSA'TION, AND TFRMS OF I�,MPLOYMENI' FOR PART- TIME AND SEASONAL EMPLOYE�S OI�THE CITY OI�ORANGE EFFECTIVE .IULY 1, ?a�1'�2018 'I'HROUGH AND INCLUDING JUNE 30, 3�i��-2U19 AND REPF,ALING RESOLLJTION NO. �N� 110-12 AND AMENDMENTS THERETO, FOR SAID EMPLOYEES. WHEREAS, the City Council of the City of Orange wishes to set forth the wages, houi-s and � conditions of employment for July l, ��(��-?01 K throu�h June 30, ��r?019 for the enlployees describcd herein, and WHEREAS, the City Council has consulted with the City Manager concerning the proposed cmployment terms containcd herein; NOW, THEREFORE, be it resolved that wages, hours and condiCions of employment be adopted as follows: � SECTION 1. BASIC COMPENSAT[ON PLAN. Therc is hereby established a basic compensation plan for all employees of the City of Orange who are now employed or will in the future be employed in any of the designated classifications listed in this Resolution and its attachments. Whenever the masculine gender is used in this Resolution, it shall be understood to includc the feminine gender. The term "employee(s)" shall refer only to those employees covered by this Resolution. SECTION 2. SALARY AND WAGE SCHEDULES. Salaries effective December 3-�-.-�+�?�. ?(l I 5 for employees covered by this Resolution are listed in Appendix "A°'. SECTION 3. ADMIMSTRATION OF BASIC COMPENSATION PLAN. For all employees who have a regulac weekly work schedule of 40 h��n-s, the equivalcnt hourly rate of pay shall be the m�nthly rate times 12 divided by 2,080 tmnual hours. In determining the hourly ratc as herein provided, compensation shnll be made to the nearest '/z cent. Employees may be considered for advancement to the next higher step upon completion of two � thousand eighty (2,080) ho�u�s of service in a cl_a,�il�i��ati��n. SECTION 4. BEGINNING RATES. A new employce in Appendix "A" �'��shall be paid the ratc shown in Step "A" in the range allocated to the classificatiun of employment for which he has been hired, except that on the request of the department head under whom the employee will servc, xnd with the authorization of the Human Resources Director, s�ich employee may be placed in ��'; , '-"•• �'� ,.,^'". ,"�� i hi��l�cr �t�� dependinb upon the employee's qualifications. � SECTION 5. SERVICE. The word "service" as used in this Resolution: shall be defined to mean continuous, part-time service in an employee's present classification, service in a higher classification, or service in a classification allocated to the same salary ran�e and having generally tiimilar 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 acclm�ulated length of service time of such employee 1 for the purpose of this Resolution. An employee re-entering the servicc of the City shall be con�idered 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. ��E E��i��[�or Community Seivices Dcpartment employees, service shall be consecutive seasonal summer employment with the City ; , '',�. �',.� � , r'.,""�"„°,^' SECTION 6. ADVANCEMENT WITHW SCHEDULE. The following regulations shall govern � salary advancements within ranQes for employces in Appendix "A.": A. Merit Advancement An employee may be considered for advancement through the salary ran�e upon completion of the minimum length of service as specified in Section 3 above. Advancement through the sala�y r��nge may be granted only for continuous, meritorious, and efFicient service by the employee in the effective performance of the duties of his position. A merit increase shall become effectivc on thc first day of the next pay periocl following the completion of the len�th of service required f'or such advancement, and shall require the following: I. The department hcad in the department which the employee is employed shall file with the Human Resources Director a Personnel Action Form anci a completed Performance Evaluation form recommending the grantinb or dcnial ol the merit increase and supporting such recommendation with specific reasons [herefore. Disapproval from the Human Resources Director, together with the reasons therefore, shall be ret�u•ned to the department head. 2. The recommendation of the department head, after approval of the Human Resources Director, shall be forwarded to the Payroll Division of the Finance Department for chanbe of payroll status. 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 Human Resources Director that said employee be advanced to a higher pay step without rc��nrd to thc minimum lcnbth ol� scrvicc provisions containcd in this Resolution. The Human Resources Director may, on the basis of a departnient head's recommendation, approve and effect s�ich an advancement. C. Lentth of Service Required When Advancement is Denied. When an employee has not been approved for advancement to the next higher salary step, he may be reconsidered for such advancement at any subsequent time. This reconsideration shall follow the same steps and shall be subject to the same action as provided in �� #Suhsrcti<�n A ,.� �T.,--,;;;�r;� •�;�. SECTION 7. REDUCTION W SALARY STEPS. Any employee who is being paid on a salary step higher than Step "A" may be reduced by one or more steps upon the recommendation of the department head with the approval of the Hum<u� Resources Director. Procedure for s�ich reduction shall follow the same procedure as o�itlined for merit advancement in Section 6, and such employee may be � considered for re-advancement under the stime provisions as contained in S4ubsection FA��of Section 6. SECTION 8. PROBATION. An employee scheduled in the duly adopted bud�et to work t�r� ��-r.'�at least 20 hours per week on a year-round basis initially appointed or promoted to a 2 � clatsific�iti��n shall serve a probationary period durina which time he shall have an opportunity lo demonstrate suitability Cor the job. Employees scheduled 20 hours or more per week shall servc a prohationa�y period of 26 consecutive pay periods. Under certain conditions, with approval of the Hum�in Resow�ces Director, the department head may extend the probationary period. The employee shall attain regular status in the clastii(ic�ition �ipon successful completion of the probationary peciod.��:"'�e H-�. ,I, ,� .�� I'. �l, ��, .I. .I. .f�T�zi�ir�,Tf�-F�� 1. .L,.,�� .I ��h„Il V�o ,r�fi �l ;ni ,� _ "'-b itilfk}tii}i ,�; !, ,�� }{-�-�}}}}�.��}}�-,�-,��,'r"'rrrr�' �ci�r. All part-time cmployees scheduled in the bud�et to work 19 hours or less per week, probationaiy � emPloyees, and all seasonal employees are employcd "At_Will". The City reserves thc right to terminate thc cmployment relationship tU any time, with or without cause, for "At�-Will" employees. Initially appointed probationary, as well as all other `At-Will" employees, shall not be entitled to appcal termination. SECTION 9. PROMOTION. When an employee is promoted to a position in a higher classification, he may be assi�ned to Step "A" in the appropriate ran�e for thc higher classification. However, if such employee is already being paid at �i rate equal to or hibhcr than Step "A", he may be placed i❑ a step in that appropriate salary range as will �rant him an increase of at least one (I), but no more than three (3) sal�uy steps. SECTION 10. DEMOTION. When an employee is demoted to a position in a lower classification, his salary rate shall be fixed in the appropriate salary ran�e for the lower classification in accordance with the following provisions: A. Thc salary ratc shall be reduced by at least one step; and B. The new salaiy rate must he within the salary range for the classification to which dcmotcd. SECTION 11. REASSIGNMENT OF COMPENSATION RANGES. Any employee who is employed in a classi('ication which is allocated to a different pay rangc shall retain lhe samc salary step in thc new ranbe as he previ�usly held in the prior ranbe, and shall retain credit for length of service acquired in such step toward adv<incement to thc next higher step; provided, however: A. That if such retention shall result in the advancemenC of more than one step, the Human Resources Director may, at his discretion, at the time of reassibnment, place the empioyee in �i slep which wi(I result in an increase ol�only one step. � B. That if the reassignment is to a lower compensation range, the "F" S,tcp of which shall bc lower �han thc cxisting rate of pay at the time of reassibnment, the employee shall continue to be paid at the existing �ate of pay until such time as the new classification 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 hi�her compensation range. � C. That if the reassi�nment is to a lower compensation ranbe, the "F" Sstep of which is higher than the existing rate of pay of the employee, the employee shall be placed on that step of the lower compensation ranae which is equivalent to the employee's existing rate of pay. If Chere is no equivalent rate of pay, the employee shall be placed 3 on the next hi�hest step. The employee shall retain credit for length of seivice prev- iously acquired in such step toward advancement to the next higher step. SECTION 12. WORKING OUT OF CLASS. The City may work employees out of classification for up to 14 consecutive working days without additional compensation. On the 15`�consecutive working day the employee works out of classification and for each additional consecutive working day the employee works out of classiPication, he shall be paid additional compensation at the�t�}�-_"A" St��> of the classil ication to which he is assibned,or 5�/o above the employee's regular salary, whichever is greater. To qualify for working out of class pay, the employee must be performing all of the significant duties of � the hibher level position and meet the minimum requirements of the hi�her level classificati��n. SECTION 13. OVERTIME/COMPENSATORY TIME. A. COMPENSATORY TLN1E. A benefited employee covered by this Resolution shall be entitled to compensatory time for all hours worked in excess of 40 hours within Che � employee's FLSA ��k�a�ork pericxl. Compensatory time shall be accumulated at the rate of one-quarter('/a) hour of compensatory time for each one-quarter ('/a) 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 thc premium (time and one-half) rate either in Che form of pay or compens�tory time. FLSA exempt seasonal employees are not entitled to receive premium overtime compensation. C. COMPENSATORY TIME ACCUMULATION. Compensatoiy time shall be accumulated to the nearest one-quarter('/a) how�inerement. Where an employee works less than one-quarter ('/a) hour per day of overtime, the employee shall not receive compensatory time, and such time shall not co�mt toward the computation of overtime. D. ELIGIBILITY. In order to be entitled to compensatory time, such compensatoiy time must be authorized by thc department head or his authorized agent. E. MAXIMUM COMPENSATORY TIME ACCRUAL. An employee shall not be entiticd to accumulate compensatory time in excess of 80 hours during any calendar year. 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. F. USE OF COMPENSATORY TIME. � l. Payment of Compensatory Time. (3��;rC��m�ensat��ry timc shall be paid at the regular rate of pay or equal time off, when authorized by the department head. 2. Payment Upon TerminaCion. Employees shall be entitled to receive payment for all accumulated compensatory time upon their termination or upon promotion into another bargaining unit. SECTION 14. CALLBACK COMPENSATION. If benefiCed employees are required to report back to work after completing a normal work shift and have Left the City premises and/or work location, 4 they shall be compensated in cash or as compensatory time offi at the straight time rate for the actual hours of work with a minimum of two (2) hours callback compensation, regardless of whether lhe employee works less than two (2) hours. This provision shall be applicable to employees although the employee's regular workweek is not coinpleted, b�it shall not apply to employees who are continuing on duty. SECTION 15. HOLIDAYS. A. HOLIDAY DESIGNATION. Benefited employees shall receive the followinQ paid holidays, based upon proration of their hours if less than 40 per week 1. January l'' (New Yeai's Day) 2. Third Monday in February (President's Day) 3. Last Monday in May (Me��iorial Day) 4. July 4'�(Independence Day) 5. First Monday in September (Labor Day) 6. November 11'�'(Veteran's Day) 7. Fourth Thursday in November (Thanks�ivin� Day) 8. Fourth Friday in November (Day after Thanksgiving) 9. One-half day before Christmas, if December 24`� falls on a Monday through Thursday (Christmas Eve; 4.5 hours) 10. December 25`� (Christmas Day) 1 1. Total of 9 hours of floating holiday time B. HOLIDAYS ON CERTAIN DAYS OF THE WEEK. In the event any of the above holidays, except '/z day before Christmas, fall on a Sunday, the following day will be txken in lieu of the actual date on which the holiday falls. When any of the above holidays fall on a Saturday, except '/z day before Christmas, the preceding �-cia will be taken in lieu of the actual date on which the holiday falls. €�;r��When any of the above holidays fall� on an employee's regularly scheduled day off, except one-half day before Christmas, 40-hour benefited employees will be credited with nine (9) houcs of holiday compensatory time. Accumulated holiday compensato�y time � must be used by the employee by June 30'�' of the same fiscal year in which it was accumulated or be forfeited. In addition, employees shall be entitled to receive payment for all acc�imulated holiday compensatory time�ipon their termination or upon promotion into another bargainin� unit. C. EL1G1B1L1TY TO RECENE HOLIDAY PAY. In order to be eli�ible to receive holiday pay, an employee must have worked, or be deemed �o have worked because of an approved absence (e.g., sick leave, vacation, or compensatory time), the employee's rebularLy scheduled day before and regularly scheduled day after the holiday. Probationary benefited employees are provided with and are eligible to use floating holiday houcs, according to the guidelines established in this Section, and/or with approval of the Human Resources Director. D. HOLIDAY DURING VACATION. Should f��_of the holidays listed above fall during an employee's vacation period_or while an employee is on an excused absence with pay, the employee shall receive holiday pay and no charge shall be made against the employee's accumulated vacation. 5 E. FLOATING HOLIDAY. Notwithstandii�� the above, floatinb holiday hours shall be taken at the convenience of the City with approval of the department head or his duly authorized agent For purposes of this benefit, employees will have credited one � floatinb holiday as of January 1''. This floating ho(iday shall be taken as time off from work no later than December 31'' of the same year. The floating holiday is not accumulativc and shall be forfeited should it not bc takcn durinb thc ycar it was earned. Employees under this section who are promoted [o another bar�ainin� unit or who terminate their employment with the City prior to using the floating holiday shall � receive cash reimbursement for said holiday. .. � � � . , f , . _ � F. C'OMPENSAT[ON FOR HOURS WORKED ON OBSERVED CITY HOLIDAYS. All emplovees required to work on a holidav listed above, with the aQproval of their s�ipervisor, shall receive holiday�av plus straipht time av for hours worked on the holiday, or time off equal to the number of ho�irs the employee act�ially worked on the huliday. Employees who work in excess ot their regular number of hours on a holiday lis�ed above, shxll receive double time �y for all s�ich ho�u-� actually worked. Fn��l�yees tih�ili receive no other compensation whatsoever for working on a holida� � SECTION 16. VACAT[ON�. A. VACATION ACCRUAL. Benefited employees who have one year's continuous service, shall receive the following vacation hours per year, based �ipon proration of � thcir hours iI�less than 40 per��eek: � � i — - - .�..�.,m � thru 10 � —�I�U ll 128 12 136 13 144 14 152 15 thru 24 160 �5 or more 200 a 1� �' Vzt�ztE�,�rT€;iir:; ------ -- -T.,'��e�• ge;Tear �{,,.,, n �() �h� i n �2(� �--� ��$ �� -- — -- 13 }�}:� ___. . _i � i c� 6 _ _ __�_�t��rti �-� ------1(� --- ��E�r�--__- - B. VACATION USAGE AND ACCUMULATION. Vacation shall be taken at the convenience of lhe City wilh the approval of the department hcad or his designee. Whece possible, such vacation should he taken annually and not accumulatcd from year to year. Vacation hours not in excess of the equivalent number of hours earned in the immediately precedin� 24-month period may be accumulated with the permission of the department head and the Human Resources Director. Employees shall not accumulate vacation in excess of the equivalent number of hours earned in the immediately precedin� 24-month period. All vacation how�s in excess of the equivalen[ numhcr of hours earned in the immediately precedin� 24-month period not taken by the employee shall be forfci�ed. Probationary benetiited employees accrue vacation, hut may not use vacation untii successful completion of an initial probation period, except ii� the event oC a City Hall holiday closure, with approval of the Human Resources Director. � C. VACATION CONVERSION. An employee may convert up to �?�O�Io 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 16(�B) and may so convert once during the ?�"-��'u?01 S/I�) liscal year and once durina the 38E,`�l-��1�OI�)/_'0 fiscal year. D. VACATION PAY-0UT UPON TERMINATION. Employees who terminate their employment with the City shall be paid for all accrued vacation, if any, and the prorated � portion of their final accru�iL Prorated vacation sh�ill he on the basis of 1/12`�'t�� of the employee's annual vacation pay for each full month of service. SECTION 17. PART-TIME AND TEMPORARY EMPLOYEE ELIGIBILITY FOR FRWGE BENEFITS. A. DEFINITIONS. Nothin�contained hercin shall gunrantee to any employee a spcciPied n�iinber of hours per day or days per week or weeks per month or months per year of work. I. Regular part-time employees shall be those employees scheduled in the duly adopted budget to work 20 or more houi•s per week on a year-round basis (52 weeks minus approved leave). 2. Temporary part-time cmployees shall be those employees scheduled in the approved budget to work less than 20 hours per week on a year-round basis (52 weeks minus approved leave). 3. Seasonal emp(oyees shall be those employees who are scheduled in the budget ro work on less than a year-round basis regardless of hours worked per week. B. ENTITLEMENT TO FRINGE BENEFITS UPON PRORATION OF HOURS. Recular 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 7 on �in annual basis. The annual schedule tior all part-time employees shall be the schedule that is included in the City's approved budget or a sched�ile that is designated by Management at the commencement of the employee's employment with the City. This formula of proration shall apply to holiday pay, vacation, sick leave, medical insurance contribution, disability insurance contribulion, and retirement contribution. C. TEMPORARY AND SEASONAL EMPLOYEES. Temporary and seasonal employees shall not be entitled to receive any frin�e benefits provided for in this Resolution or in any resolution of the City, unless otherwise provided by Federal and/or State law. SECTION 18. LEAVES OF ABSENCE. A. LEAVE OF ABSENCE WITHOUT PAY. For all regular employees as described herein, the following Leave Without Pay procedure shall apply: 1. After all available leave benefits, incl��ding vacation, compensatory time, sick leave, and other leave benefits have been completely used, a regular employee, not �inder suspension, may make written application to the departmenl head for leave without pay. No such leave will be considered absent a written application from the employee req�iesting leave. 2. If the department head and the Human Resoarces Director agree that such leave is merited and in the interest of the City, leave may be �ranted for a period not to exceed six (6) months following the date of expiration of all other allowable leave benefits. 3. No employment or fi-inge 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��nder the FCML section below. During s��ch Leave in excess of five (5) working days, no seniority shall be accumulated. 4. Subject to and consistent with Che conditions of the group health, life or disability plan, coverage may be continucd d�u�inb a leave, provided direct payment of the total premium by the employee is made through and as prescribed by the Payroll Division of the City. The City will pay up to six (6) month5 of the Flexible Benefit Plan contribution for employees who are on long term dis<ibility leave. 5. At the end of such leave, if the employee desires additionai leave, written application must be made through the department head to the Human Resources Director at least ten (10) days before the end of the six (6) month period, statin� 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 adclitional six (6) months. 8 6. [f the employee does not return to work prior to or at the end of such leave of abscnce or extension of leave of absence, the Ciry shall consider that the employee has abandoned his employment with the City and shall be tcrminated. 7. An employee on leave of absence must give the City at least seven days' written notice of his intent to ret�u�n to work prior to returning to work. 8. Any employee who engages in o�itside employment d�u�ing said leave of abscnce without prior notification and approval of the Human Reso�n•ces Director and depactment head may be subject to tcrmination. 9. Any cmployee who falsifies the reason for the request for said leave of absence may be terminated for falsifyin� a request for leave of absence or extension thereof. 10. Such leave shall be granted on the same basis for pregnancy, childbirth, and other � mediailly related conditions, except that such an employee shall ret�iin #�e+�-hi� seniority rights. I I. Forms settin�= forth the benefits available or such other pertinent information shall be maintained for distrihution in the Human Resources Department. B. M[LITARY LEAVE OF ABSENCE. If an employce is required to take military traininQ two� weeks or more each year, he sh�ill be entitled to military leave of absence under the provisions of State law, found in ��•��-�^ ?�'��l�aP��lirahle se�tiun, of the Military and Veterans' Code. An employee must provide a copy of their milila�y orders to the Human Resources Department to qualify for a military leave of absence. C. SICK LEAVE. Sick leave with pay shall be allowed, credited, and accumulated #<�+� e��t+l�. �,..� �"„�, �,,,n',.; ,�.� in accordance with the following: 1. For employees working a regul�u•40-hour week, eight (8) hours of sick leave will accrue for each month of continuous service. Probationary employees may use accrued sick leave dw•in� their probation period. 2. All non-benetited employees shall receive sick leave as required by State law. 3. Any employee eligible for sick leave with pay may usc such leave for the following reasons: i. Medical and denlal office appointments during work how�s when authorized by the department head or his �wthorized a�ent; and/or ii. Personal illness or physical incapacity resulting from causes beyond the employee's control, including pregnancy, childbirth and other medically related conditions. 9 iii. No employee shall be eligiblc or entiUcd to tiick leave with pay for any iliness or injury arising out of and in the co�u�se of City Employment. Instc�id, employees who incur a work-related injury or illness will be eligible to receive Workers' Compensation benefits accordin� to the State of California's Department of Workers' Compensation regulations. iv. Family Leave. In accordance with the California Family Leave Act, all benefited employees may use up to one-half of their annual sick leave accrual, per calendar year, for family leave purposes. 4. Sick Leave Application. Sick Icave 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 employcc's family cxcept as provided in Subsection � C (�?)(i��c�) above. In any instance involvin� use of a fraction of a day's sick leave, the minimum charged to the employee's sick leave account shall be one- yuarter ('/a) hour, while additional actual absence of vver one-quarter ('/a) hour shall be charged to the nearest one-half('/z) hour. Sick leave shall only be used tbr the purposes stated and the department head shall be responsible for control of employee abute of the sick leave privile�e. Employees may,upon prior notice, be required to furnitih a certificate issued by a licensed physician or nurse or other satisfactory writtcn evidence of any subsequent illness. 5. Retirement from City Service and Entering the Public Employees' Retirement S s_y tem• Upon retirin; from City service and enterin� the Public Employees' Retirement Systei�i, an employee shall receive no pay for thc first 60 days of accrued sick leave(0 to 480 hours),but shall receive 25°Io pay for the firtit 30 days of accrued sick leave afiter the first 60 days of accrued sick leave (481 to 720 hours), and 50% of all accrued sick leave thereafter (721 hours to 960 hours). 6. Death of an Emplo.� Upon the death of an employee while employcd by the City, 100�/e of all xcerued sick leave benefits sh�ill be paid to thc beneficiary of thc deccascd employec. Payment will be made when proper authorization for payment is received from the estate of the decedent employee. 7. Maximum Accumulation of Sick Lc�ive. (��i+t�++}� � � i„ .,i,._., ,��,,. ; ,��„u.��,� �,,,�=','c',z�,r'Etnployccs shall be allowed to accumulatc and bc credited with sick leave with pay ��up to a maximum ofi 960 hours. Sick leave hours in excess of such maximum shall be forfeited. D. BEREAVEMENT LEAVE. Benefited employees shall be entitled to take up to three (3) days of paid bereavement leave per incident on the following terms and conditions: I. Bereavement leave may only be used upon the death, or critical ill�ess where death appears to be imminent, in the employee's immediate family. "Immediate � family" as used in this S�ubsection, 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, l0 sister-in-law, grandparent, grandchild, aunt, u�cle, spouse, child, brother, sister, or registered domestic partner ofi the employee regardless oti residence. ?_Days of absence due to bereavement leave shall not exceed three (3) workin� days per incident and shall not be deducted from the employee's accumulated sick leave. An employee on bereavement leave sh�ill inform his immediate s�ipervisor of the fact and the reason,� thcrcfore as soon as possibic. F�iil�ire to inform his immediate supervisor, within a reasonable period of time, may be cause for dcnixl � of bereavement leave with p�iy for the period of absence. E. FAM[LY CARE AND MEDICAL LEAVE (FCML). State and Feder�l laws require the City to provide family and medical care leave foc eligible employees. Any provisions not scl forth in the Employec Handbook are set forth in the Department of Labor reg�il�itions implemenCin�the Federal Family and Medical Leave Act of 1993 (FMLA) and the re�ulations of the California Fair Employment and Housin�Commission implementing the California Fnmily Ri�hts Act (CFRA) (Government Code Section 12945.2). Unless otherwise provided, "Leave" under this article shall mean leave pur�uant to the FMLA and CFRA. An employee's requcst for Ieti��c is subject to review and final approval oi� the Human Resources Director. I. Required Forms. Employees must fill out rec�uired forms, available in the Human Reso�u�ces Deparm�ent, includin�: Request for Family Medical Leave; Medical Certification; Authorization for Payroll Deductions for Benefit Coverage Conlinuation Durinb Family/Medical Care Leave; and Fitness-for- Duty to return from leave (if applicable). SECTION 19. WORKERS' COMPENSATION. Emplovees who incur a work-related injury or illness will he cli�ihle [o reccive Workers' Cotnpens�ttion benefits aca�rcline t�� the State of C�tlit�n�nia's [)i��i�ic�n oi Wurkcr�' C��mprnsati<>n (DWC) rc��l�iti��n,;. SECTION -I-�1?0. LIFE WSURANCE. The City shall conh�ibute the full premium towards a S�}0,000.00 liCe insurance policy for each benefitcd employec. � SECTION �?1. LONG-TERM DISABILITY INSURANCE. The City shall contribute the full premium toward a long-term disability plan coverin�eligible benetiited employees that pays 60°Ia of salary � after a 60-day elimination period, up to a maximum benefit of�3,000.OU per month. � SECTION �-4-�?. HEALTH BENEFITS. The Ciry shall continue to contract with the Public Employees' Retirement Sys�em (PERS) to make available those health insurance benefits provided under the V�iblic Employees' Medical and Hospital Care Act (PEMHCA). A. Retiree Premium Contribution. The City shall contribute toward the payment of premiums under the PERS Health Benefits Plan on behalf of each eligible retire�le annuitant of PERS, to the extent required by law, a conU�ibution of $I�F,I 33.00 per month. Effective January 1'' u��carh ��c�u�, thi� a�nu�ihutiuii i�� cxLcted to be aclju�tc�1 hti� tl�c CaIPERS Bu�u�ci ol_AdminisU�ation to reflect an �y �I�an�e in the medical care comEx�nent uf the Con�unier Prire Index. 'n'� ,"�. .�, ,�� ;,,,,,•.,,,.^,� '^ c� ��et .,,,.�,�i.. — — II B. Flcxible Benefits Plan. The City shall provide a Section 125 Flexible Benetiits Plan for benefited employees and pay the following monthly amounts to provide funds for optional dental plans, vision plans, health plans, or miscellaneous pay, based upon proration of hours if less �han 40 per week: 1 ' January I, ?O18 5785.00 `s I,I 60.00 $1,385.00 ��;?E)�� 4{}{_� �i ri�u c r,i�i � i �-�„�;�;�� January 1, $�N�5860 $a�IE,AI,2 $��14 ?�—'�2019 .00 35.00 60.00 C. The City Manager reserves the right to adjust thc I7exible benefits plan contributions for employees covered by this Resol�ition at any time during the life of this Resolution to reflect insurance contributions pi•ovided to einployees in thc Oran�e Municipal Employees' Association (OMEA) unit. D. Any amounts in excess of the amounts designated in Section 21 B necessary to maintain benefits under any benefits plans selected by the employee shall be borne by the employee. E. An cmployee 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. F. An employee may choose to not be enrolled in the Health Benelits Plan. If an employee chooses not to be enrollcd in the health plan, the employee must provide proof, as determined by the Human Resources 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 the single employee rate of $C�785.00 per month tow�ird the Flexible Bencfits Plan. ';'��° ,.,�.� '.,^ .,." � ?niu ,�.;.. . „� ; � �� E� G. In the event that the employee loses eligibility (with documentation) then the employee may re-enroll in thc PERS Health BeneEits Plan pursuant to their rules and rebulations. � SECTION �23. RETIREMENT. A. PERS Retirement Formula— Tier 1. Effective J�me 29, 2003, the City provided the PERS 2.7% @ age 55 Retirement Program. This applies to all employees hired by the City prior to Jan��ary 1, 2013. This also applies to new employees who are considered "classic" members of CaIPERS ar c�u�rent members of another California public retirement system with Ca1PERS reciprocity who are hired on or after January l,2013. Employees do noC contribute any portion of their salary to PERS toward cost-sharing of the City's employer contribution rate. The City shall pay all remaining costs toward the retirement program for employees covered herein. 12 B. PERS Retirement Formul�i — Tier 2. Employeeti hired on or after Januaiy 1, 20L3, who thereupon become new n�embers in PERS, shall be subject lo the 2.Or/c� C� age 62 retirement program pursuant to the California Public Employees' Pension Reform Act of 2013 (PEPRA) and related statutory chan�es. In all other respects,employees hired by the City on and after January 1, 2013 shall be subjcct to the tcrms and reyuircmcnts � of PGPRA. "New_PERS members shall pay 50�'/e of the normal cost of retircmcnt. C. PERS Member Contribution. All bcnefited employees shall participate in the California Public Employees'Retirement System (CaIPERS). Effective July 28,2013, � benefited employees who are considered "classic_members-in PERS shall pay S.0% of reportable salary, on a pre-tax basis, to PERS as their full member contribution. D. Non-Benefited Employees. Ali non-benefited employees not covered under the Public Employees' Retirement System shall p�u-ticipate in n defined contribution retirement plan in lieu oC Social Secw�ity contributions. The City shall contribute 3.75% of the employee's eligible earnings toward the retirement plan. Non-benefited employees shall contrihutc 3.75�/� of their cli�ihlc carnings toward the retirement plan. E. 1959 PERS Survivor Benefit The City shall pay fees and provide the 1959 PERS S�u'vivor Benefit at the Third Level Option. SECT[ON ?�?-l. DIRECT DEPOSIT. �Cit�;� employees I��-��;?(�l?�=r��+;rare recjuired t�� participate in the City's direct paycheck deposit program. � SECTION �?5. GRIEVANCE PROCEDURE. A. DeCnition oF Grievance. A grievance shall be defined as a timely complaint by an employee or group of en�ployees concerninb the interpretation or�ipplication of specific provisions of this Resolution of the Rules and Regulations boverning personnel practices or working conditions of the City. Grievances shall not include disciplinary actions [aken a�ainst "At-Will" employees. � B. Business D�iys. Business days mean� calendar days, exclusive of Saturdays, Sundays, and le�al holidays reco�nized by the City. C. Time Limits for Filina Writtcn Formal Grievances. The time limits for Ciling written formal brievances shall be sU�ictly construed,but may bc extei�ded by mutual agreement evidenced, in writin�, and signed by a duly authorized representative of the City and the brievin� party. Failure of the grievin� party to comply with any of the time limits set forCh here�inder shall constitute waiver and bar fur�her processing of the grievance. Failure of the City to comply with the time limits set forth in this Seclion shall automatically move the grievance to the next level in the Grievance Procedure. D. 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 13 � case may more than ten�10� business days elapse from the date of the alleged incident givin� rise to the brievance, or when the grievant knew or should have reasonably becomc aware of the facts biving rise to the �rievance �ind the filing of a written formal grievance with the Human Resources Director of the City, with a copy ro the department head in which the employcc works. Should lhe grievant fail to file a written � �rievance within tcn ( 10) businetis dayti 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 �rievance, the grievtince shall he barred and waived. E. Fonnal Grievance Process, Human Resources Director, Department Head. If the arievance is not resolved through the informal process, and the written arievance is filed within the time limits set forth above, the �rievant shall discuss the gricvance with the Human Resow�ces Director and the department head. The Human Resources Director and the department head shall render a decision and comments, in writing, � rebardi�� the merits of the grievancc and return them to the grievant within ten 10) business days after receivin� the grievance. � F. Formal Grievance Process,City Mana�er. If the briev�ince is not resolved in Suh,rcti��n E above, or if no answer has been received from the Human Resources Director and � department head within ten ( 10� busincss days Crom lhe prescntation of the written grievance to the I luman Resources Director and department head, the written grievance � shall be presented to the City Manager, or his duly authorized representative_ within ten (10) business days, for cictermin�ition. Fail��re of the grievant to take this action will constitute a w�iiver and har to the grievance, and the grievance will be considered settled on the basis of the last Management grievance response. The City Manager, or his d��ly authorized representative, shall render a final decision on the merits of the � Qrievance and comments, in writing, and returi� them to the grievant within tcn (l0� business days after receiving the grievance. After this procedure is exhausted, the grievant and the City shall have rights and remedies to pursue said grievance uncier the law. The City shall instrlict its supervisors on the proper use and implcmcntation of this �rievance procedure and eve�y reasonable effort shall be made by the employee and the supervisor to resolve the grievance at the informal step. � SECTION ?�?6. TRAVEL EXPENSE ALLOWANCE. A. Mileage Reimbursement. Expense claims foc the use of private automobiles must be submittcd pursuant to Finance Administrative Policy No. 4.L3. Such use, if approved, will be reimbursed at the rate per mile allowed under the cw�rent [RS rcgulations. B. Out-of-City TraveL If the estimated expcnse of contemplated travel out of the City is too �reat to expect the employee to finance the trip and be reimbw-sed upon his return, the City Manager may authorize advance payment of the estimated amount to the employee. C. Coach class airplane passage will be considered standard for out-of-town travel, where appropriate. D. 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 [f an 14 employee prefers to use his personal car, he may be reimbursed mileage expense as long as the expenses do not exceed the amoimt of the cost of commercial transportation. The rate per milc allowed under the current IRS reg��lations may be approved for use of personal cars when City cars are not available E. Transpor[ti[ion and Expcnsc Char«ccs• Aic, rail or public transportation used und expenses for local transportation, such as taxicabs and bus fare, will be allowed � whenever s��ch transportation is necessary+H+=to conduct r�City business. In addition, lhe following expenses and charges will be allowed, whenever necessary, for conductin;� City husiness. I. Expense will be allowed for adequate lodging. Hotel accommodations should be appropriate to the purpose of the U�ip. 2. Telephone and transmission charges will be allowed for official calls and transmissions. 3. Expenses for meals will be reimbursed according to Finance Administrative Policy No. 4.13. SECTION ?{�27. EFFECTIVE DATES. This Resolution sh�ill become effective on July 1, �� 01�through June 30, ��_�l)19 unless otherwise amended. � � ADOPTED 14�+�,--thi� �)��, day H#�----- --- —�if Octuh�r, ��?U I.�. Teresa E. Smith, Mayor, City of Orange A1"1'ES1': Mary E. Murphy, City Clcrk, City of Orange STATE OF CALIFORNIA ) COUNTY OF ORANGE ) CITY OF ORANGE ) I, MARY E. MURPHY, City Clerh of the City of Oran�e, California, do hereby certify that the foregoinb Resolution was duly and regularly adopted by the City Council of the Cily of Orange at a regular � meeting thereof held on N�—thc �l'''day of __ , Ortc�her, ��_'O l H by the following vote: AYES: COUNCIL MEMBERS: 15 NOES: COUNCIL MEMBERS: ABSENT: COUNCIL MEMBERS: ABSTAIN: COUNC[L MEMBERS: Mary E. Muiphy, City Clerk of the City of Orange 16 APPENDIX "A" CITY OF ORANGE PART-TIME AND SEASONAL EMPLOYEES HOURLY RATES � ; � fli��f�}L3Pt�1 I:FFECTIVE DECEMBER 24, 2017 NEW STEP STEP STEP STEP� CLASSIFICATION TITLE Range A I3 C D Assistant Pool Man�iger 406 15.59 16.38 N/A N/A Assistant Rccrcatiun Scre�ires C�wrdinator 436 18.10 19.03 20.00 N/A Engineering Intern 364 12.64 13.29 13.96 N/A Lifeguard/Swim Instructor 386 14.11 14.46 N/A N/A Management Intern 348 11.67 12.27 12.89 N/A Parkin�Control Officer 1 387 14.18 14.90 15.66 16.46 Parks and Facilities Attendtint 36l 12.46 13.09 13.75 N/A Parks Maintenance Helper 337 1 1.05 1 1.61 12.20 N/A Police Academy Trainee 507 4,471 <Mun�hly Police Cadet I 336 1 1.00 1 I.56 12.14 N/A Police Cadet 1[ 356 12.l4 12.77 13.42 N/A Police Reserve Officer 1 453 19.70 20.71 21.77 N/A Police Reserve Officer II 413 16.14 16.96 17.83 N/A Police Reserve Officer III 393 14.61 15.35 16.14 N/A Pool Manager 426 17.22 18.10 19.02 N/A Recreation Seivices Activity Specialist 426 17.22 18.10 19.02 N/A Recreation Services Le�ider 1 336 1 1.00 1 1.56 N/A N/A Recreation Services Leader II 356 12.l4 12.77 N/A N/A Recreation Services Leader Ill 376 13.42 14.1 1 14.83 N/A School Crossing Guard 336 I I.00 1 1.56 12.14 N/A Schoo] Crossing Guard Supv 376 13.42 14.1 1 14.83 N/A Swimming Attendant 336 1 1.00 11.56 N/A N/A Nute: T{1e nbove .sczlar�� rnrzges retlect a 4.5% salart� ndjustmerit for cic�.ssificatioris i�rap�icte�l by the Stnte Minimiun Wnge increase effective January 1, 20J8 nncl protect agairtst salnry coryzpnctiora bettiveen clnssificatio�ts. 17 CITY OF ORANGE PART-TIME AND SEASONAL EMPLOYEES HOURLY RATES (Continued) EFF�CTIVE DECEMI3I:R 23, 2018 NLW STEP STEP STEP STEP CLASSIFICATION TITLE Range A B C U Assistant Pool Manager 444 17.05 1792 N/A N/A Assistant Recrcatiun Services Courdinator 464 20.82 21.88 22.99 N/A Engineering Intern 364 12.64 13.29 13.96 N/A LifeQuard/Swim Instructor 404 15.43 16.22 N/A N/A Management [ntern 354 12.03 12.64 13.28 NlA Parkin�Control Officcr I 395 1�.76 15.50 16.30 17.02 Parks and Facilities Attendant 394 14.68 15.43 16.22 N/A Parks Maintenance Helper 354 12.03 12.64 13.28 N/A Police Academy Trainec 515 4,653 <Munthly Police Cadet I 354 12.03 12.64 13.28 N/A Police Cadet II 374 13.29 13.97 14.60 N/A Police Rescrve Officcr 1 453 19.70 20.71 21.77 N/A Police Reserve Officer fl 413 16.14 16.96 17.83 N/A Police Reserve Officer ll[ 393 14.61 15.35 16.l4 N/A Pool Mana��er 444 18.84 19.80 20.8I N/A Recre�ition Services Activity Specialist 444 18.84 19.80 20.81 N/A Recreation Services Leader I 354 12.03 12.64 N/A N/A Recreation Services Leader II 374 13.29 1397 N/A N/A Recreation Services Leader III 394 14.68 15.43 16.22 N/A School Crossing Guard 354 12.03 I 2.64 13.28 N/A School Crossing Guard Supv 394 14.68 15.43 I 622 N/A Swimming Attendant 354 12.03 12.64 13.28 N/A N��te: The above snlc�ry rn�ages i�zclu�le sulnrti� a�ljustiraents nf crp to 9.5°Io for clnssificntio�is inrpercted by t12e State Mini»�uun Wnge increase effectit�e J�rnuni�� 1, 2019, as titi�ell as n�ljustrne��ts to protect agcrinst snlcir�� co�npactio�t bettiveerz classificcitiuns. I �s RESOLUTION NO. 11113 A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF ORANGE AMENDING THE CITYWIDE SALARY SCHEDULE IN ACCORDANCE WITH THE REQUIREMENTS OF CALIFORNIA CODE OF REGULATIONS, TITLE 2, SECTION 570.5 WHEREAS, the City of Orange, hereinafter referred to as "City," contracts with the California Public Employees Retirement System to provide retirement benefits for its employees; and WHEREAS, per California Code of Regulations, Title 2, Section 570.5, the City must abide by the California Government Code when establishing and reporting compensation for its employees; and WHEREAS, the attached Citywide Salary Schedule must meet the following requirements: must be duly approved and adopted by the employer's governing body in accordance with requirements of applicable public meeting laws, identifies the position title of every employee position, shows the pay rate for each position, indicates the time base for each pay rate, is posted at the office of the employer or immediately accessible for public review during normal business hours or posted on the employer's internet website, indicates an effective date and date of any revisions, is retained by the employer and available for public inspection for a period not less than five years, and does not reference another document in lieu of disclosing the pay rate; and WHEREAS, the City Council approved Resolution. No. 11092, which last amended the Citywide Salary Schedule effective July 8, 2018; and WHEREAS, the City Council approved Resolution No. 11112, which amended the Part-time and Seasonal Employees Resolution, effective December 23, 2018; NOW, THEREFORE, BE IT RESOLVED by the City Council of the City of Orange that the attached revised Citywide Salary Schedule, effective December 23, 2018, is approved and incorporated by reference as Exhibit"A." ADOPTED this day of 2018. Teresa E. Smith, Mayor of the City of Orange 1 ATTEST: . Mary E. Murphy, City Clerk of the City of Orange I, MARY E. MURPHY, City Clerk of the City of Orange, California, do hereby certify that the foregoing Resolution was duly and regularly adopted by the City Council of the City of Orange at a regular meeting thereof held on the day of 2018 by the following vote: AYES: COUNCIL MEMBERS: NOES: COUNCIL MEMBERS: ABSENT: COUNCIL MEMBERS: ABSTAINED:COUNCIL MEMBERS: Mary E. Murphy, City Clerk of the City of Orange � 2 EXHIBIT "A" CITYWIDE SALARY SCHEDULE, EFFECTIVE DECEMBER 23,2018 [Behind this sheet.] City of Orange Citywide Pay Schedule-Revision Effective 12/23/2018 Approved by City Council on 10/9/2018 Monthly Rate Classification Title Association/Group Minimum Maximum Accountant Orange Municipal Employee Association 5,271 6,759 Accounting Manager Senior Management 7,181 9,208 Administrative Analyst I Senior Management 5,065 6,495 Administrative Analyst II Senior Management 5,596 7,176 Administrative Assistant Orange Municipal Employee Association 4,067 5,215 Administrative Services Director Executive Management 11,943 15,315 Administrative Specialist Orange Municipal Employee Association 4,026 5,163 Assistant City Attorney I Senior Management 9,494 12,175 Assistant City Attorney II Senior Management 9,980 12,798 Assistant City Manager Executive Management 12,616 16,179 Assistant Community Devel.Director Senior Management 9,881 12,671 Assistant Community Services Director Senior Management 9,261 11,875 Assistant Engineer Orange Municipal Employee Association 6,091 7,811 Assistant Field Services Manager Senior Management 8,381 10,748 Assistant Finance Director Senior Management 9,261 11,875 Assistant Human Resources Director Senior Management 9,261 11,875 Assistant Library Services Director Senior Management 7,548 9,679 Assistant Planner Orange Municipal Employee Association 4,940 6,335 Assistant Public Works Director Senior Management 10,490 13,453 Assistant to City Manager Senior Management 6,730 8,630 Assistant Water Manager Senior Management 8,381 10,748 Associate Civil Engineer Orange Municipal Employee Association 6,831 8,760 Associate Engineer Orange Municipal Employee Association 6,831 8,760 Associate Planner Orange Municipal Employee Association 5,882 7,543 Budget Officer Senior Management 6,831 8,760 Budget Manager Senior Management 7,181 9,208 Building Inspection Supervisor Orange Management Association 6,061 7,772 Building Inspector Orange Municipal Employee Association 4,965 6,367 Business License Inspector Orange Municipal Employee Association 4,676 5,997 Buyer Orange Municipal Employee Association 4,867 6,241 Chemical Sprayer Orange Maintenance&Crafts Employees'Association 3,718 4,767 Chief Building Official Senior Management 9,261 11,875 ChiefClerk " ExecutiveManagement 7,934 10,174 . City Attorney Executive Management 14,150 18,145 City Manager Executive Management 18,092 18,092 Civilian Investigative Officer City of Orange Police Association 4,516 6,023 Code Compliance Officer Orange Municipal Employee Association 4,818 6,179 � Code Compliance Supervisor Orange Management Association 6,061 7,772 Combination Building Inspector Orange Municipal Employee Association � 5,219 6,692 Community Development Director Executive Management 11,249 14,425 Community Services Director Executive Management 10,972 14,070 Construction Inspection Supervisor Orange Management Association 5,737 7,357 Construction Inspector I Orange Municipal Employee Association 4,516 5,791 Construction Inspector II Orange Municipal Employee Association 4,990 6,399 Contract Administrator Orange Municipal Employee Association 6,091 7,811 Court Liaison Officer City of Orange Police Association 4,296 5,730 Crime Analyst Senior Management 5,541 7,105 Crime Prevention Specialist City of Orange Police Association 4,700 6,268 Custodian Orange Maintenance&Crafts Employees'Association 3,015 3,866 Deputy City Clerk Senior Management 5,652 7,248 DepuTy City Manager Senior Management 9,261 11,875 Deputy Public Works Director Senior Management 9,980 12,798 Development Project Manager Orange Management Association 6,091 7,811 Economic Development Manager Senior Management 9,261 11,875 Economic Development Project Manager Senior Management 7,181 9,208 Emergency Medical Services Manager Senior Management 7,739 9,924 Revision Effective 12/23/2018 1 of 5 Approved by City Council 10/9/2018(Resolution 11113) City of Orange Citywide Pay Schedule-Revision Effective 12/23/2018 Approved by City Council on]0/9/2018 Monthly Rate Classification Title Association/Group Minimum Maximum Employee Benefits Analyst Senior Management 5,404 6,930 Engineering Technician I Orange Municipal Employee Association 4,275 5,482 Engineering Technician II Orange Municipal Employee Association 4,723 6,057 Environmental Compliance Specialist Orange Municipal Employee Association 4,818 6,179 Environmental Program Manager Orange Management Association 7,895 10,124 Environmental Scientist Orange Municipal Employee Association � 6,831 8,760 Equipment Maint Leadworker Orange Maintenance&Crafts Employees'Association 4,653 5,967 Equipment Maint.Superintendent Senior Management 7,289 9,347 Equipment Maintenance Supervisor Orange Management Association 6,031 7,734 Equipment Mechanic I Orange Maintenance&Crafts Employees'Association 4,006 5,138 Equipment Mechanic II Orange Maintenance&Crafts Employees'Association 4,427 5,677 Equipment Operator Orange Maintenance&Crafts Employees'Association 4,254 5,455 Equipment Parts Technician Orange Maintenance&Crafts Employees'Association 4,006 5,138 Executive Assistant Senior Management 4,296 5,509 Facilities Maintenance Supervisor Orange Management Association 5,737 7,357 Field Services Manager Senior Management 9,261 11,875 Finance Assistant Orange Municipal Employee Association 4•,339 5,565 Finance Clerk Orange Municipal Employee Association 3,644 4,673 Finance Director Executive Management 10,972 14,070 Finance Supervisor Senior Management 5,941 7,619 Financial Analyst Senior Management 5,709 7,321 Fire Battalion Chief Orange Fire Management Association 10,309 13,220 Fire Captain Orange City Fire Loca12384 9,565 9,565 Fire Chief Executive Management 13,664 17,523 Fire Engineer Orange City Fire Loca12384 6,740 8,193 Fire Fighter • Orange City Fire Loca12384 5,949 7,231 Fire Inspector/Investigator Orange City Fire Loca12384 9,008 9,008 Fire Safety Specialist Orange City Fire Loca12384 6,130 7,451 Forensic Services Specialist City of Orange Police Association 4,516 6,023 Forensic Services Supv City of Orange Police Management Association 7,217 9,578 GIS Analyst Orange Municipal Employee Association 6,831 8,760 Hazardous Materials Spec. Orange City Fire Loca12384 6,774 8,234 Historic Preservation Planner Orange Management Association 6,831 8,760 Housing Manager Senior Management 7,181 9,208 Housing Specialist Orange Municipal Employee Association 4,818 6,179 Human Resources Analyst I Senior Management 5,193 - 6,659 Human Resources Analyst II Senior Management 5,941 7,619 Human Resources Manager Senior Management 8,134 10,431 Human Resources Technician Orange Municipal Employee Association 4,232 5,427 Human Resources/Employee Relations Dir Executive Management 10,972 14,070 Intergovernmental&Comm Affairs Mgr Senior Management 8,854 11,354 Internal Audit Manager Senior Management 7,181 9,208 InvesrinentlRevenue Officer Senior Management 6,183 7,929 Landscape Coordinator Orange Management Association 6,091 7,811 Lead Business License Inspector Orange Municipal Employee Association 4,916 6,303 Lead Custodian Orange Maintenance&Crafts Employees'Association 3,502 4,490 Lead Finance Clerk Orange Municipal Employee Association 4,916 6,303 Legal Secretary Orange Management Association 4,383 5,620 Librazian I Orange Municipal Employee Association 4,405 5,648 Librarian II Orange Municipal Employee Association 4,867 6,241 Librarian III Orange Municipal Employee Association 5,377 6,896 Library Assistant Orange Municipal Employee Association 3,608 4,627 Library Clerk Orange Municipal Employee Association 2,868 3,678 Library Manager I Orange Management Association 6,183 7,929 Library Manager II Orange Management Association 6,499 8,335 Library Page Orange Municipal Employee Association 2,043 2,620 � Revision Effective 12/23/2018 2 of 5 Approved by City Council 10/9/2018(Resolution 11113) City of Orange • Citywide Pay Schedule-Revision Effective 12/23/2018 Approved by City Council on 10/9/2018 Monthly Rate Classification Title Association/Group Minimum Maximum Library Services Director Executive Management 10,232 13,121 Library Support Services Assistant Orange Municipal Employee Association 3,608 4,627 Library Tech&Support Services Mgr. Orange Management Association 6,499 8,335 Library Technology Assistant Orange Municipal Employee Association 3,608 4,627 Library Technology Coordinator Orange Municipal Employee Association 4,867 6,241 Library Volunteer Coordinator Orange Municipal Employee Association 4,067 5,215 Maintenance Worker Orange Maintenance&Crafts Employees'Association 3,315 4,251 Manager of Trans Svcs/City Traffic Eng Senior Management 9,261 11,875 Office Assistant Orange Municipal Employee Association 3,169 4,064 Parking Control Officer II City of Orange Police Association 3,831 5,109 Parks and Facilities Manager Senior Management � 8,381 10,748 Parks Maint Leadworker Orange Maintenance&Crafts Employees'Association 4,427 5,677 Parks Maintenance Supervisor Orange Management Association 5,737 7,357 Parks Maintenance Worker I Orange Maintenance&Crafts Employees'Association 3,315 4,251 Parks Maintenance Worker II � Orange Maintenance&Crafts Employees'Association 3,662 4,697 Payroll Manager Senior Management 6,831 8,760 Payroll Specialist Orange Management Association 5,167 6,626 Payroll Technician Orange Municipal Employee Association 4,916 6,303 Permit Technician . Orange Municipal Employee Association 4,067 5,215 Plan Check Engineer Orange Municipal Employee Association 6,091 7,811 Plan Examiner Orange City Fire Loca12384 6,774 8,234 Planning Aide Orange Municipal Employee Association 4,254 5,455 Planning Manager Senior Management 9,261 11,875 Police Academy Trainee Part-time&Seasonal 4,471 4,471 Police Administrative Assistant City of Orange Police Association 4,087 5,451 Police Armorer City of Orange Police Association 4,087 5,451 Police Captain City of Orange Police Management Association 12,616 16,745 Police Chief Executive Management 14,009 17,965 Police Clerk City of Orange Police Association 3,681 4,909 Police Code Enforcement Officer City of Orange Police Association 5,324 7,100 Police Communications Manager Senior Management 7,004 8,981 Police Dispatch Shift Supervisor City of Orange Police Association 5,431 7,243 Police Dispatcher City of Orange Police Association 4,965 6,621 Police Lieutenant City of Orange Police Management Association 10,335 14,539 Police Officer City of Orange Police Association 6,403 8,539 Police Records Clerk City of Orange Police Association 3,681 4,909 Police Records Manager City of Orange Police Management Association 6,969 9,250 Police Records Shift Supervisor City of Orange Police Association 4,965 6,621 Police Sergeant City of Orange Police Management Association 8,381 11,792 Police Services Officer City of Orange Police Association 4,087 5,451 Police Subpoenas&Wanants Specialist City of Orange Police Association 4,087 5,451 Police Training Coordinator City of Orange Police Association 4,296 5,730 � Police Volunteer Coordinator City of Orange Police Association 4,700 6,268 Principal Civil Engineer Senior Management 8,381 10,748 Principal Planner Senior Management 7,934 10,174 Project Development Coordinator Orange Management Association 6,091 7,811 Project Engineer Orange Municipal Employee Association 6,403 8,211 Property Officer City of Orange Police Association 4,383 5,845 Public Affairs&Information Manager Senior Management 7,181 9,208 Public Works Administrative Manager Senior Management 7,181 9,208 Public Works Director Executive Management 11,943 15,315 Public Works Maint Worker I Orange Maintenance&Crafts Employees'Association 3,315 4,251 Public Works Maint Worker II Orange Maintenance&Crafts Employees'Association 3,662 4,697 Public Works Maintenance Leadworker Orange Maintenance&Crafts Employees'Association 4,427 5,677 Public Works Maintenance Supervisor Orange Management Association 5,737 7,357 Purchasing Officer Senior Management 7,181 9,208 Revision Effective 12/23/2018 3 of 5 Approved by City Council 1 0/9120 1 8(Resolution 11113) City of Orange Citywide Pay Schedule-Revision Effective 12/23/2018 Approved by City Council on 10/9/2018 ' Monthly Rate Classification Title Association/Group Minimum Maximum Real Property Agent Orange Management Association 6,831 8,760 Recreation Services Coordinator Orange Municipal Employee Association 4,427 5,677 Recreation Services Manager Senior Management 7,974 10,225 Recreation Services Supervisor Orange Management Association 5,882 7,543 Risk Management Analyst Senior Management 5,141 6,593 Risk Manager Senior Management 8,550 10,965 Senior Accountant Orange Management Association 5,824 7,468 Senior Administrative Analyst Senior Management 6,499 8,335 Senior Assistant City Attorney Senior Management 11,027 14,140 Senior Buyer Orange Management Association 5,377 6,896 Senior Civil Engineer Orange Management Association 7,895 10,124 Senior Combo.Building Inspector Orange Municipal Employee Association 5,766 7,394 Senior Econ Development Project Mgr Senior Management 8,175 10,483 Senior Executive Assistant Senior Management 5,141 6,593 Senior Finance Clerk Orange Municipal Employee Association 4,026 5,163 Senior Fire Inspection Specialist Orange Management Association 6,371 8,170 Senior GIS Analyst Orange Management Association 7,548 9,679 Senior Housing Manager Senior Management 8,175 10,483 Senior Human Resources Analyst Senior Management 6,900 8,848 Senior Landscape Coordinator Orange Management Association 6,730 8,630 Senior Library Clerk Orange Municipal Employee Association 3,331 4,272 Senior Library Manager Senior Management 6,831 8,760 Senior Office Assistant Orange Municipal Employee Association 3,502 4,490 Senior Permit Technician Orange Municipal Employee Association 4,493 5,762 Senior Plan Check Engineer Orange Management Association 6,831 8,760 Senior Planner Orange Management Association 6,831 8,760 Senior Police Clerk City of Orange Police Association 4,067 5,424 Senior Traffic Signal Technician Orange Municipal Employee Association 5,766 7,394 Senior Water Meter Service Wkr Water Division Employees'Association 4,170 5,347 Senior Water Quality Inspector Orange Management Association 5,737 7,357 Skilled Maint Leadworker Orange Maintenance&Crafts Employees'Association 4,538 5,820 Skilled Maintenance Wkr-Water Water Division Employees'Association 4,108 5,267 Skilled Maintenance Worker-Facilities Orange Maintenance&Crafts Employees'Association 4,108 5,267 Skilled Maintenance Worker-Parks Orange Maintenance&Crafts Employees'Association 4,108 5,267 Skilled Maintenance Worker-Public Works Orange Maintenance&Crafts Employees'Association 4,108 5,267 Stock Clerk Orange Municipal Employee Association 3,315 4,251 Traffic Management Center Tech Orange Municipal Employee Association 5,766 7,394 Traffic Operations Superintendent Orange Management Association 6,339 8,129 Traffic Signal Technician I Orange Municipal Employee Association 4,275 5,482 Traffic Signal Technician II Orange Municipal Employee Association 4,723 6,057 Transportation Analyst Orange Municipal Employee Association 6,831 8,760 Tree Services Coordinator Orange Management Association 5,458 7,000 Warehouse/Inventory Specialist Orange Municipal Employee Association 4,427 5,677 Water Maintenance Leadworker Water Division Employees'Association 4,538 5,820 Water Maintenance Supervisor Orange Management Association 5,737 7,357 Water Maintenance Worker I Water Division Employees'Association 3,382 4,336 Water Maintenance Worker II Water Division Employees'Association 3,736 4,791 Water Manager Senior Management 9,261 11,875 Water Meter Service Worker I Water Division Employees'Association 3,519 4,513 Water Meter Service Worker II Water Division Employees'Association 3,888 4,986 Water Plant Operator I Water Division Employees'Association 3,987 5,112 Water Plant Operator II Water Division Employees'Association 4,405 5,648 Water Quality Inspector Orange Management Association 5,193 6,659 Water Yard Storekeeper Water Division Employees'Association 3,927 5,036 Revision Effective 12/23/2018 4 of 5 Approved by City Council 10/9/2018(Resolution 11113) City of Orange Citywide Pay Schedule-Revision Effective 12/23/2018 Approved by City Council on 10/9/2018 Hourly Rate Classification Title Association/Group Minimum Maximum Assistant Pool Manager Part-time&Seasonal 17.05 17.92 Assistant Recreation Services Coordinator Part-time&Seasonal 20.82 22.99 Engineering Intern Part-time&Seasonal 12.64 13.96 Lifeguard/Swim Instructor Part-time&Seasonal 15.43 17.05 Management Intern Part-time&Seasonal 12.03 13.28 Parking Control Officer I Part-time&Seasonal 14.76 16.30 Parks and Facilities Attendant Part-time&Seasonal 14.68 16.22 Parks Maintenance Helper Part-time&Seasonal 12.03 13.28 Police Cadet I Part-time&Seasonal 12.03 13.28 Police Cadet II Part-time&Seasonal 13.29 14.60 Police Reserve Officer I Part-time&Seasonal 19.70 21.77 Police Reserve Officer II Part-time&Seasonal 16.14 17.83 Police Reserve Officer III Part-time&Seasona] 14.61 16.14 Pool Manager Part-time&Seasonal 18.84 20.81 Recreation Services Activity Specialist Part-time&Seasonal 18.84 20.81 Recreation Services Leader I Part-time&Seasonal 12.03 12.64 Recreation Services Leader II Part-time&Seasonal 13.29 13.97 Recreation Services Leader III Part-time&Seasonal 14.68 16.22 School Crossing Guard Part-time&Seasonal 12.03 13.28 School Crossing Guard Supv Part-time&Seasonal 14.68 16.22 Swimming Attendant Part-time&Seasonal 12.03 12.64 Revision Effective 12/23/2018 5 of 5 Approved by City Council 10/9/2018(Resolution 11113) CITY COLTNCIL MINUTES OCTOBER 9, 2018 3. CONSENT CALENDAR(Continued) 3.20 Classification, Compensation, and Terms of Service for Part-Time and Seasonal Employees; and amending the citywide salary schedule. Resolution Nos. 11112 and 11113. (C2500.4.7) A Resolution of the City Council of the City of Orange Relating to the Classification, Compensation, and Terms of Employment for Part-Time and Seasonal Employees of the � City of Orange Effective July 1, 2018,through and including June 30, 2019, and repealing Resolution No. 11042 and amendments thereto, for said employees. A Resolution of the City Council of the City of Orange amending the citywide Salary Schedule in accordance with the requirements of California Code of Regulations, Title 2, Section 570.5. ACTION: Approved Resolution No. 11112 and Resolution No. 11113. 3.21 Biennial update to the City's Conflict of Interest Code. Resolution No. 11114. (C2500.C) A Resolution of the City Council of the City of Orange adopting the Biennial Revisions to Employee Positions and Titles in the Conflict of Interest Code for the City of Orange. ACTION: Approved Resolution No. 11114. MOTION —Whitaker SECOND —Murphy AYES —Alvarez, Whitaker, Smith, Murphy,Nichols Moved to approve all items on the Consent Calendar as recommended. END OF CONSENT CALENDAR * � � * � �x * � 4. REPORTS FROM MAYOR SMITH Mayor Smith acknowledged staff, the community, and local businesses for their contribution in the Plaza being designated as one of the Great Places in America by the American Planning Association. PAGE 8