RES-9635 MOU Orange Municipal Employees AssociationRESOLUTION NO. 9635
A RESOLUTION OF THE CITY COUNCIL OF THE
CITY OF ORANGE APPROVING THE
MEMORANDUM OF UNDERSTANDING BETWEEN
THE CITY OF ORANGE AND THE ORANGE
MUNICIPAL EMPLOYEES' ASSOCIATION
RELATING TO THE WAGES, HOURS, AND OTHER
CONDITIONS OF EMPLOYMENT EFFECTIVE
JULY 1,2002 THROUGH AND INCLUDING JUNE
30, 2005 AND REPEALING RESOLUTION NO. 9141
AND AMENDMENTS THERETO FOR SAID
EMPLOYEES.
WHEREAS, the City of Orange, hereinafter referred to as CITY, and the Professional, Technical
and Clerical Cnit, represented by Orange Municipal Employees' Association, hereinafter referred to as
ASSOCIATION, have met and conferred in accordance with requirements of the Meyers-
Milias-Brown
Act; and WHEREAS, City and the Association have reached an agreement on wages, salaries,
and other working conditions effective July 1,2002, through and including June 30, 2005, and
repealed Resolution No. 9141 and amendments thereto for said employees, as set forth in the
Memorandum
of Understanding.NOW, THEREFORE, BE IT RESOLVED by the City Council of the City of Orange
that the agreement between the Association and the City is approved and that a Memorandum
of Understanding MOU) will be finalized and incorporated by reference as Exhibit A, and furthermore that
staff is authorized to adjust the departmental salary and benefit accounts in the FY 2002/03 budget to
reflect the cost of the
contract provisions.ADOPTED this 13th day of
August, 2002M~21.:;!t, M,yo' "oc'<
yoro,"
ogoATTEST:4';A'A~
4f;TA/~Cassandra J. Cathc , City Clerk of the City
I 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 13th day of August, 2002 by the following
vote:
AYES: COUNCILMEMBERS:
NOES: COUNCILMEMBERS:
ABSENT: COUNCILMEMBERS:
ABSTAIN: COUNCILMEMBERS:
SLATER, MURPHY, COONTZ, CAVECCHE
NONE
ALVAREZ
NONE
f<<~~~ ed~ .
Cassandra J. Cathc , CIty Cierk of the CIty of Orange
ii
Exhibit" A"
MEMORANDUM OF UNDERSTANDING
BETWEEN THE CITY of ORANGE AND THE
ORANGE MUNICIPAL EMPLOYEES' ASSOCIATION
JULY 1,2002 THROUGH JUNE 30, 2005
OMEA
TABLE OF CONTENTS
Article No.Article Title Pa2e No.
I Recognition
II Non-
Discrimination III
Salaries Basic Compensation Plan, Salary
Schedule,Hourly Rate Part-time Employees, Beginning
Rates, Service,Advancement within Salary Schedule, Reduction in
Salary Steps,Bilingual Assignment, Shift Differential,
Special Assignments,
Performance Evaluations IV Work
Week 5 V
Probation 5 VI
Promotion 6 VII
Demotion 6 VIII Reassignment of Compensation
Ranges 6 IX Working Out of
Class 7 X Overtime/Compensatory
Time/ 8 Call
Back Compensation XI
Holidays 9 XII
Vacation 10 XIll Part-Time and
Temporary Employee 11 Eligibility
for Fringe Benefits XIV Leaves
of Absence 11 Leave of Absence Without Pay,
Personal Necessity Leave,Jury Duty and Witness Services, Military
Leave, Sick Leave,Family Leave, Bereavement
Leave, Industrial Leave,Family
Care & Medical Leave XV Fringe
Benefit Administration 17 XVI
XVII Educational Assistance Program 18
XVIII Retirement 19
XIX Miscellaneous Provisions 20
Rideshare Incentive, Uniforms, Safety Shoes, Rest Breaks
XX Travel Expense Allowed 21
XXI Safety and Health 21
XXII City Rights 22
XXIII Employee Organizational Rights and 23
Responsibilities
XXIV Grievance and Disciplinary Appeals Procedure 24
XXV No Strike-No Lockout
26 XXVI OMEA Representatives
27 XXVII Layoff Procedure
27 XXVIII Sole and Entire Memorandum of Understanding
29 XXIX Waiver of Bargaining During the Term ofthis MOU
30 XXX Emergency Waiver Provision
30 XXXI Separability Provision
30 XXXII Term of Memorandum of Understanding
30 XXXIII Ratification and Execution
31 Appendix A Monthly Salary Ranges
32
Article I
RECOGNITION
SECTION 1. Pursuant to the provisions of the Employer-Employee Relations Resolution No. 3611
of the City of Orange, the City of Orange (hereinafter referred to as City), for the purpose of meeting
its obligations under the Meyers-Milias-Brown Act (Government Code Section 3500
et seq.), Employee Relations Resolution No. 3611 and this Memorandum of Understanding (hereinafter
referred to as MOU) has recognized the Orange Municipal Employees' Association (hereinafter
referred to as Association) as the majority representative of the Professional, Technical and
Clerical bargaining
unit.
Article II NON-DISCRIMINATION SECTION 1. The parties mutually recognize and agree to protect the rights of
all employees hereby to join and/or participate in protected Association activities or to refrain from
joining or participating in protected activities in accordance with the Employer-
Employee Relations Resolution and Government
Code Sections 3500 et. seq.SECTION 2. The City and the Association agree that they shall
not discriminate against any employee because of race, color, sex, age, national origin, political or
religious opinions or affiliations, mental and/or physkal disability, marital status, veteran status, sexual
orientation, or any other lawfully protected class. The City and the Association shall reopen any provision of this
MOU for the purpose of complying with any order of a federal or state agency or court
of competent jurisdiction requiring a modification or change in any provision or provisions of this MOU in
compliance with
state or federal anti-discrimination laws.SECTION 3. Whenever the masculine gender is used in this MOU, it
shall be
understood to include the feminine gender.SECTION 4, The term, employee(s) shall refer only to
those employees
covered
by this MOU.Article III SALARIES SECTION 1. BASIC COMPENSATION PLAN. There
is hereby established a basic compensation plan for all members of the bargaining unit who are now employed or will
in the future be employed in any of the designated classifications of employment listed
in
SECTION 2. SALARY SCHEDULE. Salaries effective June 30, 2002, December 29, 2002, June 29,
2003, and Jum: 27, 2004 for employees covered by this MOU are listed in Appendix A. The salary and
wage schedules listed in Appendix A of this MOU constitute the basic monthly compensation plan based
on a forty hour workweek.
The salary and wage schedules attached hereto shall constitute the basic compensation plan consisting of
six steps or rates of pay in each range. The respective ranges shall be identified by number and the steps
by the letters A to F inclusive. The minimum length of service required for advancement to the next
higher step, is described in Section 6 hereof.
SECTION 3. HOURLY RATE PART-TIME
EMPLOYEES.A. For all employees who have a regular weekly work schedule of 40 hours, the
equivalent hourly rate of pay shall be the monthly rate times 12 divided by 2,080 annual hours.
The hourly rate for persons employed on a regular paIt-time or temporary basis in
anequivalent c:Iassification shall be determined in the same manner. In determining the hourly
rate as herein provided, compensation shall be made to the nearest \'
2 cent.B. Regular part-time employees who are scheduled to work on an average of at
least 20 hours per week on a year-round basis may be considen:d for advancement to
the next higher step llpon completion of hours of employment equal to the minimum
number of months of service required by full-time employees. One thousand-
forty hours (1,040 hours) ofregular part-
time employment shall equal six months' service.SECTION 4. BEGINNING RATES. A new employee of the City shall
be paid the rate shown as Step A in the range allocated to the class of employment for which he
has been hired, except that on the request of the department head under whom the employee will
serve, and with the authorization of the Personnel Director, such employee may be placed in Step B, C:,
D, E, or
F depending upon the employee's qualifications.SECTION 5. SERVICE. The word, service, as used in this \
10U shall be defined to mean continuous,full-time service in an employee's present classification, service
in a higher classification, or service in a classification allocated to the same salary range
and having generally similar duties and requirements. A lapse of service by any employee for a period of time longer
than 30 days by reason of resignation or discharge shall serve to eliminate the accumulated length
of service time of such employee for the purpose of this MOU. An employee re-entering the service
of the City shall be considered as a new employee, ex,cept that he may be re-employed within one
year and placed in the same salary step in the appropriate compensation range as
he was
at the time of the termination of employment.
SECTION 6.. ADVANCEMENT WITHIN SALARY
SCHEDULE. The following regulations shall govern salary advancement within ranges:A. Merit Advancement. An
employee may be considered for advancement through the salary range upon completion of the minimum length
of service as specified in Section 6(A)(3) below.AdvaI1Cement through the
salary range may be granted only for continuous, meritorious, and efficicnt service, and continued
improvement by the employee in the effective performance of the duties of his position. A mcrit increase
shall become effective the first day of the pay period following completion of the
length of
service
1) The department head in the department in which the employee is employed shall file with
the Personnel Director a Personnel Action Form and a completed Performance Evaluation
form recommending the granting or denial of the merit increase and supporting such
recommendation with specific reasons therefore. A disapproval from the Personnel
Director, together with the reasons therefore, shall be returned to the department head.
2) The recommendation of the department head, after approval of the Personnel Director,
shall be forwarded to the Payroll Division of the Finance Department for change of
payroll status.
3) Advancement through the pay range Step A through Step F shall occur In yearly
increments.
B. Special Merit Advancement. When an employee demonstrates exceptional ability and
proficiency in the performance of his duties, his department head may recommend to the
Personnel Director that said employee be advanced to a higher pay step without regard to the
minimum length of service provisions contained in this MOU. The Personnel Director may, on
the basis of a department head's recommendation, approve and effect such advancement.
C. Length of Service 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 the Section 6(A).
D. Flexible Staffing. The City shall implement a system of flexible staffing for certain positions in
this Association. Employees in the classifications of Building Inspector, Engineering Technician
I, Assistant Civil Engineer, Assistant Planner, and Librarian I are eligible for the classification of
Combination Building Inspector, Engineering Technician II, Associate Civil Engineer, Associate
Plann'~r, and Librarian II respectively. To qualifY for the higher level position the employee must
be performing at a competent level and have gained th,~ experience and knowledge to perform the
full range of journey level tasks and fulfilling any special requirements based on the judgment of
the applicable department head.
SECTION 7. REDUCTION IN SALARY STEPS. Any employee who is being paid on a salary step
higher than Step A may, for disciplinary reasons, be reduced by one or more steps upon the
recommendation of the head of the department in which he is employed with the approval of the
Personnel Director. Procedure for such reduction shall follow the same procedure as outlined for merit
advancement and such employee may be considered for re-advancement under the same provisions
as contained in Subsection B of Section
6.SECTION 8. BILINGUAL ASSIGNMENT. Employees may be assigned by the department head
to a Bilingual Assignment. Bilingual Assignments shall be made on the following
basis:A. The department head shall determine the number of Bilingual Assignment positions which
are necessary based upon a demonstrable need and frequency of
use;B. All Bilingual Assignments must be approved by the Pe:rsonnel Director or his
designee;
C. Employees receiving Bilingual Assignment compensation may be required to take and pass a
proficiency test on an annual or as needed basis as determined by the Personnel Services
Department;
D. No pelmanency or seniority may be obtained in a Bilingual Assignment and such assignment
may be: revoked at any time by the Personnel Director or his designee;
E. No employee shall be required to perform a Bilingual Assignment on a regular basis or employ
bilingu.al skills on a regular basis who is not receiving bilingual pay pursuant to this section; and
F. Such employees on Bilingual Assignment shall receive $140 per month during the period of the
assignment.
SECTION 9. SHIFT DIFFERENTIAL.
A. All regular full-time library personnel and all part-time library personnel budgeted to
work 20 hours or more per week on a fiscal year basis herein who are regularly assigned on a
weekly basis to a shift working after 6:00 p.m. and/or who work on a Saturday, Sunday, or Holiday,
shall be eligibk to receive an additional $ \.00 per hour for all shift hours worked (i.e., only
those hours worked after 6:00 p.m., as well as all hours on Saturdays, Sundays,
and Holidays).In no event shall the provisions described within this section apply to any personnel
who are holding over, extending, or filling in on an overtime basis their regular work
shift. Whenever two or more rates may appear applicable to the same hour or hours worked by
any employee,there shall be no pyramiding or adding together of such rates and only the higher
applicable rate
shall apply.B. Split Shift Differential. Where management asks an employee to leave their regular
shift early and mturn to work at a later time, the City will provide an additional $ \.00 per
hour, for benefited Library employees only, for each hour worked on their "
second" shift.C. Code Enforcement Officer Shift Pav. Effective July 1, 2002, Code
Enforcement Officers working Saturdays to receive $25 each Satmday worked in addition to
regular salary.SECTION 10.
SPECIAL ASSIGNMENTS.A. SHORTHAND SKILLS ASSIGNMENT. Effective July 15,1990, new
employees who are employed in the classification of Secretary and who are assigned to a
position requiring shorthand skills may receive $50.00 per month shorthand bonus based
on criteria established by the Personnel Director. Employees assigned to Secretary positions
prior to July 15, 1990 shall receive $50.00 per month shorthand
bonus pay.B. LIBRARY SITE SUPERVISOR ASSIGNMENT. Employees classified as
Librarian II may be assigned as the Site Supervisor by the department head or his
designee. Such employees, for the period of such assignment, shall be paid an additional 5% on top
of their
current
SECTION 11. PERFORMANCE EVALUATIONS. The City shall maintain an employee
performance rating system designed to give a fair evaluation of the quantity and quality of work
performed by an employee.
A. Perfonnance evaluation reports shall be prepared and recorded in the employee's personnel file for
all regular full-time and regular part-timeemployees a'
i follows:1) For probationary employees, at mid-point and upon completion of
a probationary period.2) For non-probationary employees, upon completion of the next
step and annually thereafter.B. Prior 1:0 the performance evaluation report becoming part of the employee'
s personnel file, the supervisor and the employee
must review the evaluation.C. When a performance evaluation is recorded in the employee's personnel file
a copy of the evaluation shall be
given to the employee.D. The performance evaluation shall be considered a confidential City
record and the information shall not be disclosed except on a need-to-
know basis as determined by management.E. Any disputes as to the contents of the evaluation shall first
be discussed with the employee's immediate supervisor and may be appealed through the appropriate
chain of command up to the department head whose
decision will
be
final and binding.Article IV WORKWEEK SECTION 1, The regular workweek for all employees
shall be
40
hours per week.Article V PROBATION SECTION 1. INITIAL HIRES. An employee initially appointed to
a class shall serve a probationary period of 26 pay periods during which time he shall have
an opportunity to demonstrate suitability for the job. Under certain conditions, with approval of the Personnel
Director, the department head may, for just cause, extend the probationary period up to a maximum of
an additional 13 consecutive pay periods.The employee shall attain regular status in the class
upon successful completion of the probationary period or any extension of the probationary period.
An initially appointed probationary employee shall
not be entitled to appeal termination.SECTION 2. PROMOTIONS. An employee promoted to a class
shall serve a probationary period of 26 consecutive pay periods during which time he shall have
an opportunity to demonstrate suitability for the job. Under certain conditions, with the approval of the
City Manager, the department head may extend the probationary period up to a maximum of an
additional
employee shall attain regular status in the higher class upon successful completion of the probationary
period. An employee who does not satisfY the standards of the class during the probationary period shall
be notified in writing and termination or demotion procedures shall be initiated. An employee rejected
or laid off during the probationary period from a position to which he has been promoted shall be
retumed to the classification in which he had regular status unless the reasons for his failure to complete
his probationary period would be cause for dismissal.
SECTION 3. PROMOTIONAL AND COMPETITIVE EXAMS. Probationary employees are not
entitled to compete for a closed/promotional recruitment/selection process; they may, however, compete
for any open/competitive recruitment/selection processes.
Article VI
PROMOTION
SECTION 1. SALARY STEP ASSIGNMENT. When an employee is promoted to a position in a
higher classification, he may be assigned to Step A in the appropriate range for the higher classification.
However, if such employee is already being paid at a rate equal to or higher than Step A, he may be
placed in the step in that appropriate salary range as will grant him an increase of at least one, but no
more than thre:e salary steps.
SECTION 2. ELIGIBILITY LIST. When eligibles remain in higher bands and a department head
selects an eligible in a lower band, upon request, the eligible in higher bands will be notified of the
reasons for their non-
selection.Article
VII
DEMOTION SECTION 1. When an employee is demoted, for disciplinary reasons to a posItIon in a
lower classification, his salary rate shall be fixed in the appropriate salary range for the lower classification
in accordance with the following
provisions:A. The salary rate shall be reduced by at least one step;
ang B. The new salary rate must be within the salary range for the classification to which
demoted.Article
VIII REASSIGNMENT OF COMPENSATION
RANGES SECTION 1. Any employee who is employed in a classification which is allocated to a different
pay range shall re:tain the same salary in the new range as he previously had in the prior range, and
shall retain credit for length of service acquired in the previously held step toward advancement to the
next higher step in the new salary range; provided,
however:
A. That if such retention shall result in the advancement of more than one step, the City Manager
may, at his discretion, at the time of reassignment, place the employee in a step which will result
in an iincrease of only one step.
B. That if the reassignment shall be to a lower compensation range, the F step of which shall be
lower than the existing rate of pay at the time of reassignment, the employee shall continue to be
paid at the existing rate of pay until such time as the position shall be reassigned to a
compensation schedule which will allow for further salary advancement, or until such time as the
employee is promoted to a position assigned to a highe:r compensation range.
C. That if the reassignment is to a lower compensation range, the F step of which is higher than the
existing rate of pay, the employee shall be placed in that step of the lower compensation range
which is equivalent to the existing rate of pay, and shall retain credit for length of service
previously acquired in such step toward advancement 1:0 the next higher step.
D. The Ciity Manager shall be permitted to reduce the salary range of any classification, but shall not
be able to increase the range when any position is vacant.
Article IX
WORKING OUT 011 CLASS
SECTION 1. The City may work employees out of classification for up to 120 consecutive working
hours without additional compensation.
SECTION 2., Working out of class assignments shall only be made for positions vacated due to
illness or an approved leave of absence.
SECTION
3..
ACTING TIME PAY.
A. An employee shall receive acting time pay at the A Step of the higher class, or 5% above
the employee's regular salary, whichever is greater, for work performed within the higher
classification on the 121 st consecutive hour of working out of class, and for each
l~onsecutive hour thereafter an employee works out of class.
B. The department head or his designee shall assign the employee to work out of classification
but shall notifY the Personnel Director prior to the assignment.
C. To qualifY for working out of class pay, the employee must be performing all the significant
duties of the higher level position.
SECTION 4: ELIGIBILITY PERIOD. The employee shall have 30 consecutive days to accumulate
the 120 hoW's of working out of class. Absence for any reasons, (sick leave, compensatory time,
vacation), except absence due to regularly scheduled holiday or a regularly scheduled day off, shall break
consecutiveness and cause an employee to be ineligible to receive acting time pay, if such absence
affects an employee's ability to accumulate the 120 hour:> of working out of class within the 30
consecutive calendar days.
7
Article X
OVERTIME/COMPENSATORY TIME/CALL BACK COMPENSATION
SECTION 1. ENTITLEMENT TO OVERTIME.
A. COMPENSATORY TIME. An employee covered by this MOU having an average
workweek of forty hours shall be entitled to compensatory time for all hours worked in
exeess of 40 hours within the employee's workweek. Compensatory time shall be
ac(:umulated at the rate of 'l2 hour of compensatory time for each 'l2 hour of overtime worked.
B. PREMIUM (TIME AND ONE-HALF) OVERTIME. Only time actually worked (i.e.,
not holiday, vacation, sick leave, or compensatory time) over 40 hours in an FLSA work
period shall be paid at the premium (time and one-half) rate either in the fornl
of payor
compensatory time.SECTION 2. COMPENSATORY TIME ACCUMULATION. Compensatory time
shall be accumulated to the nearest Yz hour increment. Where an employee works less than 'l2 hour per
day of overtime, the employee shall not receive compensatory time, and such time shall not count
toward the computation
of overtime.SECTION 3. ELIGIBILITY. In order to be entitled to compensatory time, such
compensatory time must be authorized by the department head or his
authorized agent.SECTION 4. MAXIMUM COMPENSATORY TIME ACCRUAL. Any
accumulated compensatory time accrued in excess of 80 hours per calendar year shall be automatically paid on the first pay
period of the new
calendar year.SECTION 5. USE OF
COMPENSATORY TIME.A. IJoollilnt of Compensatorv Time. Overtime shall be paid at the regular rate of payor
equal time off, when authorized by the department head and approved by the
City Manager.B. Pavm'lnt Upon Termination. Employees shall be entitled to receive payment for
all accumulated compensatory time upon
their termination.C. Employees may convert accumulated compensatory time
to cash.SECTION 6. CALLBACK COMPENSATION. If employees are required to report back
to work after completing a normal work shift and have left the City premises and/or work location, they
shall be compensated in cash or as compensatory time off at the straight time rate for actual hours of work
with a minimum of three (3) hours call back compensation, regardless of whether the employee works
less than three (3) hours. This provision shall not apply to employees who are continuing on duty. All
actual time worked during a callback shall count as time worked toward the 40 hours for qualifYing
for premium time and om:-half) overtime
under
SECTION 7. TRAINING TIME. Employees who attend City required training on a regularly
scheduled day off including a 9/80 Friday shall receive straight time compensatory time on an hour for
hour basis on time spent actually attending said training.
Article XI
HOLIDAYS
SECTION 1. HOLIDAY DESIGNATION. Employees shall receive the following paid nine hour
holidays, except letter I below:
A. January I (New Year's Day)
B. The third Monday in February (President's Day)
C. Last Monday in May (Memorial Day)
D. July 4 (Independence Day)
E. First Monday in September (Labor Day)
F. November II (Veteran's Day)
G. Fourth Thursday in November (Thanksgiving Day)
H. Fourth Friday in November (Day after Thanksgiving)
I. One-half day before Christmas, if December 24 falls on a Monday through
Thursday Christmas Eve; 4.5
hours)J. December 25 (Christmas
Day)K. A total of 9 hours of floating holiday
time SECTION 2. FLOATING HOLIDAY. Effective January 1 of each year, employees will
have credited one nine (9) hour floating holiday during the course of this MOU which shall be taken as
time off from work during the calendar year in which the floating holiday was earned. The floating
holiday shall be taken at the convenience of the City with approval of the department head or his duly
authorized agent. The floating holiday is not cumulative and shall be forfeited should it not be taken during
the calendar year it was earned. Employees under this section who terminate their employment with
the City prior to using the floating holiday shall receive cash reimbursement for said
holiday.SECTION 3. HOLIDAYS ON CERTAIN DAYS OF THE WEEK. In the event any of the
above holidays, except one-half day before Christmas, fall on a Sunday, the following day will be taken
in lieu of the actual date on which the holiday falls. When any ofth.e above holidays fall on a
Saturday, except one-half day before Christmas, the preceding Friday will be taken in lieu of the actual date
on which the holiday falls. Except that, when any of the above holidays falls on an employee'
s regularly scheduled day off, except one-half day before Christmas, employees will be credited with nine (
9) hours of holiday compensatory time. Accumulated holiday compensatory time must be used by the
employee by the end of the calendar year in
which it was credited.SECTION 4. ELIGIBILITY TO RECEIVE HOLIDAY PAY. In order to
be eligible to receive holiday pay, an employee must have worked, or be deemed to have worked because
of a lawful absence,the employee's regularly scheduled day before and regularly scheduled day after
the holiday. Should an employee faill to work the employee's regularly scheduled day before and after
the holiday, the employee shall not be '~ntitled to holiday pay. Probationary employees are provided with and
are eligible to use floating holiday and fixed holiday hours, according to the guidelines established in
this Article, and/or with approval
of
SECTION 5. HOLIDAY DURING V ACA TION. Should one of the holidays listed above fall during
an employee's vacation period while an employee is lawfully absent with pay, the employee shall receive
holiday pay and no charge shall be made against the employee's accumulated vacation.
SECTION 6. DOUBLE TIME PAY. All employees required to work on a holiday listed above shall
receive, with the approval of their supervisor, double time pay for hours worked on the holiday, or time
off equal to the number of hours the employee actually worked on the holiday. Employees who work in
excess of their regular number of hours on a holiday listed above, shall receive double time pay for all
such hours actually worked. Employees shall receive no other compensation whatsoever for working on
a holiday.
Article XII
VACATION
SECTION 1. VACATION ACCRUAL. All full-time, regular employees who have one year'
s continuous service shall thereafter be entitled to a vacation as
follows:After Y ear(
s)of
service I through
4 5 through
10
11
12
13
14 15 through
24 25 or
more Vacation
Hours Per
Year
80
120
128
136
144
152
160
200 SECTION 2. VACATION USAGE AND ACCUMULATION. Vacation shall be taken at
the convenience of the City with the approval of the department head or his designee. Where possible,
such vacation should be taken annually and not accumulated from year to year. Vacation hours not in
excess of the equivalent number of hours earned in the immediately preceding 24 month period may
be accumulated with the permission of the department head and the Personnel Director. Accrual
of vacation hours shall cease if the accumulated vacation hours exceed equivalent number of hours
earned in the immediately preceding 24 month period. Vacation accruals will resume once the employee'
s accumulated vacation balance falls below the allowable limit. Probationary employees accrue
vacation,but may not use vacation until successful completion of an initial probation period, except in the event
of a City Hall holiday closure, with approval of the Personnel
Director.SECTION 3. VACATION CONVERSION. An employee may convert up to 50% of his
current annual vacation accrual into pay in lieu of time off with pay. An employee requesting such a
conversion must meet the eligibility requirements as set forth in Section 1 and may so convert once in a
calendar
year.SECTION 4. VACATION PAY-OUT UPON TERMINATION. Eligible full-
time and part-time employees who terminate their employment with the City shall be paid for all
accrued vacation, if any,and the prorated portion of their final accrual. Prorated vaeation shall be on
the basis of one-twelfth 1112) of the employee's annual vacation pay for
each
Article XIII
PART-TIIME AND TEMPORARY EMPLOYEE ELIGIBILITY FOR FRINGE
BENEFITS SECTION 1. DEFINITIONS. Nothing contained herein shall guarantee to any employee
a specified number of hours per day or days per week or weeks per month or months per year of
work.A. Regular part-time emplovees shall be those employees scheduled in the budget to work
20 or more hours per week on a year-round basis (52 weeks
minus approved leave).B. Temporary part-time emplovees shall be those employees scheduled in the
budget to work less than 2:0 hours per week on a year-round basis (
52 weeks minus approved leave).C. Seasonal emplovees shall be those employees who are scheduled in the
budget to work on less than a. year-
round basis regardless of hours worked.SECTION 2~. ENTITLEMENT TO
FRINGE BENEFITS BASED UPON PRO-RATION OF HOURS. Regular part-time employees shall receive fringe
benefits in proportion to the number of hours an employee is scheduled in the budget to work to
the normal 40-hour week on an annual basis.The annual sGhedule for all part-time employees shall
be on the City's position control and approved in the City's approved budget. This formula
of pro-ration shall apply to holiday pay, vacation, sick
leave,medical
insurance contribution, disability insurance contribution. life insurance contribution,
and retirement contribution.SECTION :~. TEMPORARY AND SEASONAL EMPLOYEES. Temporary and seasonal employees shall be entitled to receive no fringe
benefits provided for in this MOU or in any resolution of the City, exc'ept those stated in Article
XVIII, Section 4 of this MOU,
or unless
otherwise provided by
Federal Law and/or State law.Article XIV LEAVES OF ABSENCE SECTION 1.
LEAVE OF ABSENCE WITHOUT PAY, For all regular employees
as described herein, the following Leave Without Pay procedure shall apply:A. After
all available leave benefits, including vacation, compensatory time, and other leave be:nefits have
been completely used, a regular employee, not under suspension, may make written application to the
department head for kave without pay. No such leave will
be considered absent a written application from the employee requesting leave.B. If the department head and the
Personnel Director agree that such leave is merited and in the interest of the City, leave may be
granted for a period not to exceed six (6) months
following
C. No employment or fringe benefits such as sick leave, vacation, health insurance, retirement,
or ;my other benefits shall accrue to any employee on leave of absence without pay except as
denoted under the FCML section below. During such leave in excess of five working days,
no seniority shall be accumulated.
D. Subject to and consistent with the conditions of the group health, life or disability plan,
coverage may be continued during a leave, provided direct pavment of the total premium bv
the emplovee is made through and as prescribed by the Payroll Division of the City. The City
will pay up to six (6) months of the Flexible Benefit Plan contribution for employees who are
on long term disability leave.
E. At the end of such leave, if the employee desires additional leave, written application must be
ma.de through the department head to the Personnel Director at least ten (10) days before the
end of the six (6) month period, stating the reasons why the additional leave is required and
why it would be in the best interests of the City to grant such leave of absence. If such
additional leave is merited and would still preserve the best interests of the City, he may
approve such extension of the leave of absence for a period up to but not to exceed an
additional six months.
F. If the employee does not return to work prior to or at the end of such leave of absence or
exltension of leave of absence, the City shall consider that the employee has terminated his
employment with the City.
G. An employee on leave of absence must give the City at least seven days' written notice of his
intent to return to work prior to returning to work.
H. Any employee who engages in outside employment during said leave of absence without
prior notification and approval ofthe Personnel Director and department head may be subject
to termination.
I. Any employee who falsifies the reason for the request for said leave of absence may be
teIminated for falsifying a request for leave of absence or extension thereof.
J. Such leave shall be granted on the same basis for pregnancy, childbirth, and other medically
related conditions, except that such an employee shall retain her seniority rights.
K. Forms setting forth the benefits available or such other pertinent information shall be
maintained for distribution in the Personnel Services Department.
SECTION 2..
PERSONAL NECESSITY LEAVE. Employees may be allowed up to one working day
per month without pay per calendar year, for personal business with approval of the department head.
Employees shall accrue no employment benefits for any personal necessity leave in excess of one day
per month. In any instance involving use of a fraction of a day's personal necessity leave, time taken
shall be to tb~ nearest one-half hour, with a minimum charge of one-half hour. Personal
necessity leave shall be without pay and shall not be accumulated
from
SECTION 3.. JURY DUTY AND SERVICES AS A WITNESS FOR THE CITY.
A. JURY DUTY. When required to serve on a jury, all employees shall receive their regular pay for
up to 30 calendar days per calendar year while serving on jury duty, provided all jury fees paid to
the individual employee, less allowed automobile expenses, are turned over to the City.
B. WITNESS SERVICE FOR THE CITY. If an employee is called as a witness, on behalf of the
City, he shall receive his normal pay for the time spent by the employee serving as a witness for
the City. Employees shall be required to pay any witness fees that accrue to the employee for his
witness service to the City as a condition of receiving his normal pay while serving as a witness
for the City.
SECTION 4.. MILIT ARY LEAVE OF ABSENCE. If an employee is required to take military
training two weeks or more each year, he shall be entitled to military leave of absence under the
provisions of State law, found in Section 395-395.02 of the Military and Veterans'
Code.SECTION 5. SICK LEAVE. Sick leave with pay shall be allowed, credited, and accumulated
in accordance with the
following:A. For employees working a regular 40 hour week, eight (8) hours of sick leave will accrue
for each month of continuous service. Probationary employees may use accrued sick leave
during their probation
period.B. Sick leave will be charged at the rate of ~/2 hour for each Yi hour an employee is
absent.C. Any employee eligible for sick leave with pay may use such leave for the following
reasons:1) Medical and dental office appointments during work hours when authorized by
the department head or his authorized agent; and/
or 2) P(:rsonal illness or physical incapacity resulting from causes beyond the employee's
control;including pregnancy, childbirth and other medically related
conditions.3) Notwithstanding subsection (C) above, no employee shall be eligible or entitled to sick
leave with pay for any illness or injury arising out of and in the course of City
employment.D. Sick Leave Application. Sick leave may be applied only to absence caused by illness or injury
of an employee and may not extend to absence caused by illness or injury of a member of
the employee's family except as provided in Section 6 or
8.E. Sick Leave Charged. In any instance involving use of a fraction of a day's sick leave,
the minimum charged to the employee's sick leave account shall be Yi hour, while additional
actual absence of over 112 hour shall be charged to the nearest full 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.
F. Maximum Accumulation Of Sick Leave. Notwithstanding any other provision herein, a 40 hour
per week employee who is initially hired after July I, 1980 shall be allowed to accumulate and be
credited with sick leave with pay only up to a maximum of fuW 750 hours. Sick leave hours in
excess of such maximum shall be forfeited.
G. Retirement from City service and Entering the Public Emplovees' Retirement Svstem. Upon
retiring from City service and entering the Public Employees' Retirement System, an employee
shall r,eceive no pay for the first 60 days of accrued sick leave (0-480 hours), but shall
receive 25% pay for the first 30 days of accrued sick leave after the first 60 days of accrued sick
leave 481-720 hours), and 50% of all accrued sick leave thereafter (721 hours
and up).H. Death of an Emplovee. Upon the death of an employee while employed by the City, 100%
of all accrued sick leave benefits shall be paid to the beneficiary of the deceased
employee. Payment will be made when proper authorization for payment is received from the estate of
the
decedent employee.I. Sick
Leave Conversion.1) Eligible employees with sick leave usage of 0.0 to 27.0 hours per calendar year
will have the option to convert up to 30 hours of their unused sick leave to vacation in the
first pay period of the
following year.2) Employees with sick leave usage of27.S to 36.0 hours per calendar year may convert
up to 20 hours of unused sick leave to vacation the
following year.3) Employees must have a minimum balance of 180 hours of sick leave
available
after converSIOn.J. Workers' Compensation. As set forth above, sick leave may not be utilized for
service connected illness or injury. A state or federally funded grant employee who is not otherwise
eligible or entitled to industrial leave benefits as set forth in Section 2 above may utilize accrued
sick leave during the statutory waiting period in order to supplement his workers' compensation
benefits to a sum equal to the difference between his wages and workers' compensation benefits
to the extent of such sick
leave accruals.
SECTION 6.. FAMIL Y LEAVE. An employee is allowed IlP to 48 hours per calendar year
for family related illness or injury, which shall be charged against the employee's accumulated
sick leave.
SECTION 7.. BEREAVEMENT LEAVE. Regular full-time employees shall be entitled to
take up to three (3) days of paid bereavement leave per incident on the following
terms and conditions:A. Bereavement leave may only be used upon the death or critical illness where death
appears to be imminent of the employee's immediate family. "Immediate family" as used
in this subsection,shall be limited to any relation by blood, marriage or adoption, who is a
member of the employee's household (living at the same address) and any parent,
legal guardian, parent-in-law,brother-in-law, sister-in-law
grandparent, grandchild, aunt, uncle, spouse, child,
brother,
B. Days of absence due to bereavement leave shall not exceed three working days per incident and
shall not be deducted from the employee's accumulated sick leave. An employee on bereavement
leave shall inform his immediate supervisor of the fact and the reasons therefor as soon as
possible. Failure to inform his immediate supervisor, within a reasonable period of time, may be
cause for denial of bereavement leave with pay for the period of absence.
SECTION ~:. INDUSTRIAL LEAVE. A regular employee who is temporarily or permanently
disabled as a result of injury or illness determined to be compensable under the Workers' Compensation
Act shall be granted industrial leave on the following terms and conditions:
A. An employee granted industrial leave shall continue to be compensated at his regular rate of pay
during the first thirty (30) calendar days of his injury. Following this period, the employee still
on approved industrial leave shall be compensated at 80% of his regular rate of pay up to a
maximum of 335 calendar days in lieu oftemporary disability payments.
B. Should it be determined that an employee's illness or injury did not arise in the course of the
employee's employment with the City and that the employee is not temporarily or permanently
incapacitated or disabled, as a result of the injury or illness, then the employee's accrued, or if not
sufficient, future sick leave shall be charged to reimburse the City for any payments made to the
employee pursuant to Section 8(A) above.
C. An industrial leave of up to one (1) year shall be authorized for each injury or illness determined
to be ,compensable under the Workers' Compensation Act.
D. No employee shall have accrued sick leave deducted while on industrial leave. Vacation and sick
leave shall accrue for an employee on industrial leave.
E. Industrial leave shall expire when any of the following conditions occur:
1) Employee is able to return to work to his regular position.
2) The employee is able to return to work to another position designated by the City.
3) The day before the employee is retired or separated for disability. The employee's "retirement
date" shall be determined by the Public Employees' Retirement System.
4) After 52 weeks of industrial leave.
F. Personal Physician Notification. Employees who have not previously submitted notification of
Election of Personal Physician are required to use only physicians and medical facilities
approved by the City during the first 30 days after art occupational injury or illness is reported.
After the first 30 day period, an employee may change to a physician specified by him provided
the physician has the expertise to treat the injury or illness and agrees to provide the timely
reports to the City. However, if an employee has notified the City in writing, prior to the date of
injury that he has a personal physician, the employee shall have the right to be treated by such
physieian from the date of injury providing that:
1) The physician has previously directed the medical treatment of the employee.
15
2) The physician retains the medical records and history of the employee.
An employee may request one change of physician during the first 30 days after the injury or
illness is reported.
G. The City will continue to provide fringe bcnefits for employees who qualifY for industrial leave
pursUllnt to this provision. Any fringc benefits not paid by the City pending the determination of
wheth'~r an injury/illness is job-related shall be paid retroactively if the injury/illness
is subsequently determined to be job-related. In such instances the employee shall
be reimbursed for any benefit or premium payments made by the employee prior to
the job-related
detemlination being finalized.SECTION 9. FAMILY CARE AND MEDICAL LEAVE (FCML). State and
Federal laws require the City to provide family and medical care leave for eligible employees. The
following provisions set forth employees' and employer's rights and obligations with respect to such
leave. Rights and obligations which are not specifically set forth below are set forth in the City'
s Administrative Manual,Personnel Section, #2.34. Any provisions not set forth in the Administrative Manual are set
forth in the Department of Labor regulations implementing the Federal Family and Medical Leave
Act of 1993 FMLA) and the regulations of the California Fair Employment 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 Personnel Director.A. Amount of Leave. Eligible employees are entitled to a total of 12 workweeks
ofleave during any 12-month period. An employee's entitlement to leave for the birth or placement
of a child for adoption or foster care expires 12 months after
the birth or placement.B. The I2-month period for calculating leave entitlement will
be a "rolling period" measured backward from the date leave is taken and continues with each
additional leave day taken. Thus,whem:ver an employee requests leave, the City will look back
over the previous I2-month period to determine how much leave has been used in dete:rmining
how much
leave an employee is entitled to.C. Use of Other Accrued Leaves While on Leave. If an
employee requests leave for any reason permitted under the law, he must exhaust all accrued
leaves (except sick leave) in connection with the leave. This includes vacation, holiday,
and other compensatory accruals. If an employee requests leave for his own serious health
condition, in addition to exhausting accrued leave, the employee must also exhaust sick leave. The
exhaustion of accrued leave will run concurrently with
the Family Care and Medical Leave.D. Required Forms. Employees must fill out required
forms, available in the Personnel Services Depmtment, including: Request for
Family or Medical Leave, Medical Certification,Authorization for Payroll Deductions for benefit
plan coverages (if applicable) and
Fitness-
Article XV
FRINGE BENEFIT ADMINISTRATION
SECTION 1. ADMINISTRATION. The City reserves the right to select the insurance cmner or administer any
fiinge benefit programs that now exist or may exist in the future during the tenn of this MOO.
SECTION 2. SELECTION AND FUNDING. In the administration of the fringe benefit programs,
the City shall have the right to select any insurance carrier or other method of providing coverage to fimd
the benefits included under the terms of this MOU, provided that the benefits of the employees shall be no less
than those in existence as of implementation of this MOU.
SECTION 3. CHANGES. It~ during the term of this MOU, any change of insurance carrier or method
of funding for any benefit provided hereunder occurs, the City shall notifY the Association prior to any
change of insurance carrier or method of funding the coverage.
Article XVI
HEALTH BENEFITS
SECTION 1. HEALTH INSURANCE. The City shall continue to contract with the Public
Employees' Retirement System (PERS) to make available those health insurance benefits provided
under the Public Employees' Medical and Hospital Care Act (PEMHCA).
A. Premium Contribution. Except as provided in Section I(B) Flexible Benefits Plan below, the
City shall contribute toward the payment of premiums under the PERS Health Benefits Plan on
behalf of each eligible active employee, and to the extent required by law, each eligible retiree
annuitant ofPERS, an equal contribution of$I6.00 per month.
B. Flexible Benefits Plan. The City shall establish a Se"tion 125 Flexible Benefits Plan for active
full-time eligible employees and pay the fi)lIowing anlOunts to provide funds for optional
dental plans, vision plans, health plans, or miscellaneous
pay:Effeeth e Date Single 2-
Part~ Family Januarv 1,2002 $219 $
364 $484 January 1, 2003 $284 $
519 $659 Januarv 1, 2004 $309 $
559 $709 January 1, 2005 $329 $
589 $749 C. The City's payment toward the Flexible Benefit Plan does not include the $16.00
payment in
Section leA).D. Any amounts in excess of the amounts designated in Section I(A) and (B) necessary
to maintain benefits under any benefits plans selected by the employee shall be borne by
the
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
enrolle:d 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
Personnel Director, that comparable medical insurance is in full force and effect. Based on
detemlination that insurance is in full force and effect, eligible employees shall receive $200.00
toward the Flexible Benefits Plan. Effective January 1, 2003, eligible employees shall receive
300.00 towards the Flexible Benefits Plan. This amount shall increase to $315.00 effective
January 1,2004, and to $330.00 effective Jlmuary 1,2005.
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 the PERS Health Benefits Plan.
SECTION 2. LIFE INSURANCE. The City shall contribute the full premium toward a $23,000 life
insurance policy for each benefited employee.
SECTION 3. DISABILITY INSURANCE. The City shall provide a long-term disability plan
which pays 60% of salary after a 60 day elimination period, to a maximum of$3,000 per
month.i\rticle ""
II EDUCATIONAL ASSISTANO:
PROGRAM SECTION 1.. PROGRAM REQUIREMENTS. The City will reimburse employees for the cost
of tuition, textbooks, health fees and parking fees required for approved community college and
college courses. An approved course is one designated to directly improve the knowledge of the
employee relative to his specific job or courses leading to an accredited degree. In addition, the City
will reimburse employees for job-related: lab fees and cost of materials, licensing and
registration fees,professional mId technical certifications, as well as licensing and registration renewal fees.
The request will be reviewed by the department head who shall submit all requests, along with
recommendations, to the Personnel Director for approval prior to registration. Reimbursement will be based upon
the final grade received. A final grade of "C" or better qualifies an employee for I 00% reimbursement up
to the amount specified in Section 2 of
this Article.SECTION 2. PAYMENTS. Educational assistance payments to an employee shall
not exceed 1,250.00 in anyone fiscal year and the individual must still be employed by the City when the
course
is completed.SECTION 3. EDUCATION PROGRAM FOR BUILDING
INSPECTOR/
COMBINATION INSPECTOI!.A. All employees classified as a Building Inspector or Combination Inspector shall be
eligible for
this
B. To qualifY for the incentive, eligible employees shall become and remain certified by the
International Conference of Building Officials (I.C.B.O.) as a Combination Dwelling Inspector in
one ofthe following disciplines:
1) Plumbing;
2) Electrical;
3) Mechanical;
4) Plans Examiner;
5) Any other discipline approved by the Building Official that may be offered by I.C.B.O. in the
future.
Failure to maintain certification in the required disciplines (through re-examination) shall result
in such inspector no longer qualifYing for the
incentive.C. Employees, who qualifY, as set forth above shall be compensated by an additional $1,200.00
per
year.D. City shall pay I.C.B.O. fees upon passing initial and re-
certification examinations.SECTION 4. CERTIFICATION REIMBURSEMENT PROGRAM
FOR CODE ENFORCEMENT OFFICER. SENIOR CODE ENFORCEMENT OFFICER, AND
ASSIST ANT OR
ASSOCIATE PLANNER.A. All p<crsons classified as a Code Enforcement Officer, Senior Code Enforcement
Officer, or Assistant or Associate Planner shall be eligible for
this program.B. To qualifY for the reimbursement, eligible Code Enforcement Officers shall become
certified by American Association of Code Enforcement (AACE); eligible Planners shall become
certified by the American Institute of Certified
Planners (AICP).C. City shall reimburse AACE and AICP testing fees, up to a maximum of $300.00,
upon successful completion of
the examination.
Article "\
TIll RETIREMENT SECTION 1.. All benefited employees shall participate in the Puhlic Employees'
Retirement System.The City shall maintain its contribution of 7% of the employee's share to the
Public Employees'Retirement System. Employees will be provided an annual report showing the amount
of contribution so made. Effective June 29, 2003, the City agrees to pay 8% ofthe employee's base salary
to PERS.SECTION 2~ The City provides the full cost toward the PERS 2% @ age 55
Retirement Program.Effective June 29, 2003, the City shall provide the PERS 2.7% @ age 55 Retirement Program.
The City shall pay up to 4.0% of the City's PERS Employer Rate for the 2.7% @ 55 benefit.
Any future Employer Rate over 4.0% to be split equally with
the employees.SECTION 3, The City will provide the 1959 PERS Survivor Benefit at the Third
Level
SECTION 4. Part-time employees not covered under the Public Employees' Retirement System
shall participate in a defined contribution retirement plan in lieu of Social Security contributions. The
City shall contribute 3.75% of the employee's eligible earnings towards the retirement plan.
Part-time employees shall contribute 3.75% of their eligible earnings toward the
retirement plan.SECTION 5. Effective June 27, 2004, pursuant to Government Code Section 20636(c), the
City agrees to pay and report the value of employer paid member contributions (EPMC) to CalPERS
as additional compensation for all employees covered by this Memorandum of Understanding. This
benefit shall consist of paying 8% of the normal contributions as EPMC for employees, and reporting this
8% as compensation earnable (excluding Government Code Section 20636 (c)(4) as
additional compensation).
Article XIX
MISCELLANEOUS PROVISIONS SECTION 1. RIDESHARE INCENTIVE PROGRAM. An employee may receive $30.00
per month and eight (8) hours of compensatory time every six (6) months for carpooling,
using public transportation, biking, walking, or using other approved modes of transportation to commute to
and from the work-site. To qualifY for these incentives, an employee must use one of
the above-mentioned forms of transportation a minimum of 70%
of his commuting
time.SECTION 2. UNIFORMS.A. The City may purchase uniforms for certain designated
classifications within the Association.B. All uniforms and/or safety equipment purchased by the City shall remain the
property of the City.SECTION 3. SAFETY SHOES. Designated employees covered by this MOU may
be required to wear safety shoes with steel toes while on duty. An employee classified
as Assistant Civil Engineer,Associate Civil Engineer, Building Inspector, Code
Enforcement Officer, Combination Building Inspector, Construction Inspector, Engineering Technician, Storekeeper,
Traffic Signal Technician, or Senior Traffic Signal Technician, will receive up to $300.00 per fiscal year
for safety boots allowance.Inspection of the work site will be made on a regular basis to ascertain compliance
to
the safety shoe program.SECTION 4. REST BREAKS. Employees are entitled to two IS-
minute rest breaks, unless an emergency requires continued work, as determined by the employee's
supervisor. An employee shall be permitted to take one rest break during the first half of the work shift and
one rest break during the second half of the work shift. Rest breaks shall be scheduled to
ensure that public counters and telephones ar,e covered at all times during the regular working day and are
designed to provide a period of relaxation .and/or nutrition during each half of the working day. If a rest break is
not taken, it shall not be accumulatl~d, but shall be lost and not charged in
the
Article XX
TRAVEL EXPENSE ALLOWED
SECTION 1. MILEAGE REIMBURSEMENT. Expense claims for the use of private automobiles
must be submitted through the department head to Accounts Payable for reimbursement. Such use,
where mileage is reimbursed, will be reimbursed at the rate per mile allowed under the current IRS
regulations.
SECTION 2. OUT OF CITY TRAVEL. If the estimated expense of contemplated travel out of the
City is too great to expect the employee to finance the trip and be reimbursed upon his return, the City
Manager may authorize advance payment of the estimated amount of the travel expense to the employee.
A. Tourist class airplane passage will be considered standard for out-of-
town travel.B. Use of personal cars for out of city trips, within the State, may be approved by the
City Manager when use of commercial transportation is not available: or practical. If an employee prefers
to use his personal car, he may be reimbursed the amount ofthe cost of the
commercial transportation.1) A flat rate per mile allowed under the current IRS regulations shall
be approved for use of personal cars when City cars are
not available.SECTION 3. TRANSPORTATION AND EXPENSE CHARGES. Air, rail or
public transportation used and exp,enses for local transportation, such as taxicabs and bus fare, will be allowed
whenever such transportation is necessary for conduct of City business. In addition, the following expenses
and charges will be allowled, whenever necessary, for the conduct of
City business.A. Expense will be allowed for adequate lodging. Hotel accommodations shall be appropriate
to the purpose of
the trip.B. Telephone and telegraph charges will be allowed for official calls
and telegrams.C. Expenses for meals will be reimbursed according to Administrative Policy No.
4.13.
Article XXI SAFETY
AND HEALTH SECTION 1, The City and the employees of the City agree to comply with all applicable
Federal, State and City laws, codes and policies that relate to health and safety. In addition the City
and Association agree to actively pursue the continuation of safe working procedures
and environments.SECTION 2. SAFETY EQUIPMENT All protective clothing or protective devices
required of employees in the performance of their duties shall be furnished without cost to the employees
by
the
Article )(J(II
CITY RIGHTS
SECTION 1. The City reserves, retains, and is vested with, solely and exclusively, all rights of
Management which have not been expressly abridged by specific provisions of this MOU or by law to
manage the City, as such rights existed prior to the execution of this MOU. The sole and exclusive
rights of Management, as they are not abridged by this MOU or by law, shall include, but not be limited
to, the followi.ng rights:
A. To manage the City generally and to determine the issues of policy.
B. To determine the existence or non-existence of facts which are the basis of the
Management
decision.C. To determine the necessity of organization of any service or activity conducted by the City
and expand or diminish
services.D. To determine the nature, manner, means, and technology, and extent of services to be provided
to the
public.E. Methods of
financing.F. Types of equipment or technology to be
used.G. To determine and/or change the facilities, methods, technology, means, and size of the
work force !by which the City operations are to be
conducted.H. To determine and change the nwuber of locations, relocations, and types of
operations,processes, and materials to be used in carrying out all City functions including, but not limited
to,the right to contract for or subcontract any work or operation of the
City.I. To assign work to and schedule employees in accordance with requirements as determined by
the City, :md to establish and change work schedules and
assignments.J. To relieve employees from duties for lack of work, economic conditions, or similar
non-disciplinary
reasons.K. To establish and modifY productivity and performance programs and
standards.L. To discharge, suspend, demote, or otherwise discipline employees for proper
cause.M. To determine job classifications and to reclassify employees and to determine any
new classifications to be assigned to the bargaining
unit.N. To hire, transfer, promote, and demote employees for non-disciplinary reasons
in accordance with
this
O. To de:termine policies, procedures, and standards for selection, training, and promotion of
employees.
P. To establish employee performance standards including, but not limited to, quality and quantity
standards; and to require compliance therewith.
Q. To maintain order and efficiency in its facilities and operations.
R. To establish and promulgate and/or modifY rules and regulations to maintain order and safety in
the City which are not in contravention with this MOl.
S. To take any and all necessary action to carry out the mission of the City in emergencies.
SECTION 2. Except in emergencies, or where the City is required to make changes in its operations
because of the requirements of law, whenever the contemplated exercise of Management's rights shall
impact on a significant number of employees of the bargaining unit, the City agrees to meet and confer
in good faith with representatives of the Association regarding the impact of the contemplated exercise
of such rights prior to exercising such rights, unless the matt(T of the exercise of such rights is provided
for in this MOU.
Article XXIII
EMPLOYEE ORGANIZATIONAL RIGHTS AND RESPONSIBILITY
SECTION 1. DUES DEDUCTIONS. The City shall deduct dues, on a bi-weekly basis, from the
pay of all employees recognized to be represented by the Association, who voluntarily authorize
such deduction, in writing, on a form to be provided for this purpose, which is mutually agreed to, by
the Association and the City. The City shall remit sllch funds to the Association within 10 days
following their
deduction.SECTION 2. INDEMNIFICATION. The Association agrees to hold the City harmless and
indemnifY the City against any claims, causes of actions, or lawsuits arising out of the deductions or transmittal
of such funds to the Association except the intentional failure of the City to transmit, to the
Association,moneys deducted from the employees pursuant to this
Article.SECTION 3. NEW HIRES. The City will provide the Association with a list of any new hires into
the bargaining unit within thirty days of receipt of a request for such list by the
Association.SECTION 4. POSTING OF NOTICES. The Association shall be afforded the opportunity to
post OMEA bulletins, updates, and notices pertaining to Association business and
meetings.SECTION 5. USE OF CITY FACILITIES. Upon prior notice and subject to availability, the
City shall allow the Association to use City facilities for membl:rship, Board of Directors, and
committee
meetings.
Article XXIV
GRIEVANCE ANI>
DISCIPLINARY APPEALS PROCEDURE
SECTION l. DEFINITION OF GRIEVANCE. A grievance shall be defined as a timely complaint
by an employee or group of employees concerning the interpretation or application of specific provisions
of this MOU or of the Rules and Regulations governing persOlmel practices or working conditions of the
City.
SECTION 2. DISCIPLINARY APPEALS. Any full-time employee who has obtained regular
status,and any promotional probationary employee shall have the right to appeal any termination,
suspension,reduction in salary, or non-probationary demotion. The right to appeal shall not apply
to probationary,non-benefited part-time, temporary, or seasonal employees (:overed by this
MOU. Verbal or written reprimands, probationary demotions, performance evaluations, and denial of
merit increases are not subject to appeal. However, an employee may submit a written rebuttal to
any verbal or written reprimand. In addition, the employee may also request said reprimand be
withdrawn from their official Personnel record after one (I) year. However, such removal shall be at the
complete discretion
of the Personnel Director.SECTION 3. BUSINESS DAYS. Business days mean calendar days,
exclusive of Saturdays, Sundays,and legal holidays
recognized by the City.SECTION 4. TIME LIMITS FOR FILING WRITTEN
FORMAL GRIEVANCES. The time limits for filing written formal grievances shall be strictly construed, but may
be extended by mutual agreement evidenced, in writing, and signed by a duly authorized representative of
the City and the grieving party. Failure of the grieving party to comply with any of the time
limits set forth hereunder shall constitute waiver and bar further processing of the grievance. Failure of the
City to comply with time limits s,et forth in this Section shall automatically move the grievance to the
next level
in the Grievance Procedure.SECTION 5.. INFORMAL GRIEVANCE PROCESS. An employee must first
attempt to resolve a grievance on an informal basis by discussion with his immediate supervisor
without undue delay. Every effort shall be made to find an acceptable solution to the grievance by these informal
means at the most immediate level of supervision. At no time may the informal process go
beyond the division head concerned. In order that this informal procedure may be responsive, all
parties involved shall expedite this process. In no case may more than 10 business days elapse from the date
of the alleged incident giving rise to the grievance, or when the grievant knew or should have reasonably
become aware of the facts giving rise to the grievance and the filing of a written formal grievance
with the Personnel Director of the City, with a copy to the department head in which the employee works. Should
the grievant fail to file a written grievance within 10 business days from the date of the incident giving
rise to the grievance,or when grievant knew or should have reasonably become aware of the facts giving
rise to the grievance,the grievance shall
be barred and waived.SECTION 6. FORMAL GRIEVANCE
PROCESS. PERSONNEL DIRECTOR. DEPARTMENT HEAD. If the grievance is not resolved through the informal process, and the
written grievance is filed within the time limits set forth above, the grievant shall discuss the
grievance with the Personnel Director and the department head within 10 business days. The Personnel
Director and the department head shall render a decision and comments, in writing, regarding thc merits of
the grievance and return them to the grievant within 5 business days following
the
SECTION 7.. FORMAL DISCIPLINARY APPEALS PROCESS. An employee desiring to appeal a
supervisor/mimager's decision to take disciplinary action shall have up to ten (10) business days after
receipt of the decision to file either a verbal or written appeal to the Department Head. If, within the
appeal period, the employee does not file an appeal, unless good cause for the failure is shown, the
disciplinary action shall be considered conclusive and shall take effect as prescribed. If the employee
does file a notice of appeal within the appeal period, the Department Head shall consider the merits of
said appeal prior to implementation of any disciplinary action. In the event the Department Head upholds
the disciplinary action, said action shall be implemented imme:diately.
A full-time employee who has obtained regular status may appeal said action to the City Manager or,
at the City Manager's discretion, to his designee, as long as such designee is not a manager from
the department of the employee filing said appeal. An employe'~ may appeal any termination,
suspension,reduction in salary, or non-probationary demotion to the City Manager or his designee. Any
request for an appeal to the City Manager shall be submitted in writing to the Personnel Services
Department within ten (10) days of the Department Head's decision. Failure to do so shall constitute a waiver of
any further administrative or judicial appeals. The appeal to the City Manager may be either in the form of
a written appeal or an oral presentation. Termination appeals shall be processed in accordance with
the provisions of Section 9,
Article XXIV.SECTION 8. FORMAL GRIEVANCE PROCESS. CITY MANAGER. If the grievance
is not resolved in 6 above, or if no answer has been received from the Personnel Director and
department head within 15 business days from the presentation of the written grievance to the Personnel
Director and department head, the written grievance shall be presented to the City Manager or his
duly authorized representative within 10 business days, for determination. Failure of the grievant to take this
action will constitute a waiver and bar to the grievance, and the grievance will be considered settled on the
basis of the last Management grievance response. The City Manager, or his duly authorized
representative, shall render a finall decision on the merits of the grievance and comments, in writing, and return them
to the grievant within 10 business days after receiving the grievance. After this procedure is
exhausted, the grievant, the Association, and the City shall have rights and remedies to pursue said grievance
under the law. The City shall instruct its supervisors on the proper use and implementation of
this grievance procedure and every reasonable effort shall be made by th.e employee and supervisor to
resolve the grievance at the
informal step.SECTION 9. FORMAL PROCESS FOR TERMINATIONS. ADVISORY
HEARING OFFICER.A full-time, non-probationary terminated employee may request a full evidentiary
hearing within 15 City business days of the date of any notice of termination. Failure to request a
hearing within the IS-day period constitutes a waiver of the hearing. In lieu of a hearing, a
terminated employee may submit a written response to the City Manager within the IS-day period. Requests
for extensions to file a written response must be made within the IS-day period. If a hearing
is requested to challenge the imposition of termination, a full evidentiary hearing shall be held by a
Hearing
Ofticer who shall render an advisory decision.If the parties cannot agree on the identity of the Hearing Officer,
the parties shall procure from the State Conciliation Service a list of seven qualified Hearing
Officers. Each party shall alternately strike one name from tile list until only one person remains, who
shall be the Hearing Officer. The determination as to which party strikes first
shall
A. Fees for retaining the Hearing Officer and other costs related to conducting the hearing, for
example employing a court reporter, shall be shared equally by the City and the
employee/appellant. The City and the employee shall each be responsible for securing and
paying for their respective representation at the hearing, if any.
B. The Hearing Officer shall determine whether good cause exists for the imposition of the
teImination and, if not, the appropriate degree of discipline.
C. The decision of the Hearing Officer is remitted to the City Manager for final disposition.
D. The City Manager, or his duly authorized representative, shall render a final decision on the
Ht~aring Officer's comments and recommendation, in writing, and return them to the grievant
within 10 business days after receiving the Hearing Officer's findings.
After this procedure is exhausted, the grievant, the Association and the City shall have all rights and
remedies to pursue said grievance under the law. The City shall instruct its supervisors on the proper use
and implementation of this grievance procedure and every reasonable effort shall be made by employee
and the supervisor to resolve the grievance at the informal step.
Article XXV
NO STRIKE - NO LOCKOUT SECTION
1. PROHIBITED CONDUCT The Association, its officers, agents, representatives and/or members
agr'ee that during the term of this MOU, they will not cause or condone any strike, walkout,slowdown,
sickout, or any other job action by withholding or refusing to perform services.SECTION
2, The City agrees that it shall not lock out its employees during the term of this MOO.SECTION
3. Any employee who participates in any conduct prohibited in Sections 1 and 2 above may be
subject to termination by the City.SECTION
4. In addition to any other lawful remedies or disciplinary actions available to the City, if the Association
fails, in good faith, to perform all responsibilities listed below in Section 5, Association Responsibility,
the City may suspend any and all of the rights, privileges, accorded to the Association under
the Employee Relations Resolution in this MOU induding, but not limited to, suspension of recognition
of Association, grievance procedure, right of access, check-off, the use of the City's bulletin
boards, and facilities.
SECTION S. ASSOCIATION RESPONSIBILITY.
A. In the event that the Association, its officers, agents, representatives, or members engage in any
of tht~ conduct prohibited in Section 1 above, Prohibited Conduct, the Association or its duly
authorized representatives shall immediately instruct any persons engaging in such conduct that
their I~onduct is in violation of this MOO and they should immediately cease engaging in conduct
prohibited in Section 1 above, Prohibited Conduct, and return to work.
26
B. If the Association performs all of the responsibilities set forth in subsection (A) above, its
officers, agents, and representatives shall not be liable for damages for prohibited conduct
performed by employees who are covered by this MOU in violation of Section I above.
Article XXVI
OMEA REPRESENTATIVES
This article is intentionally left blank to standardize the sequence of all MOU's.
Article XXVII
LAYOFF PROCEDURE
SECTION 1. PURPOSE. The purpose of this policy is to establish and communicate the City's
procedures when a layoff or reduction in forc.e is necessary.
SECTION 2. SCOPE. All employees are subject to reduction in force at the direction of the City
Manager.
SECTION 3. POLICY. The City retains the right to abolish any position, reduce the work force and
layoff employees when it becomes necessary due to economic conditions, organizational changes, lack
of work, or because the necessity for a position no longer exists. The City's layoff policy provides the
following criteria to be followed during a reduction in force.
SECTION 4. PROCEDURE.
A. Order Of Reductions In Force (Lavoff and Demotion). Within a department and by
classification, the order oflayoff or demotion shall be .as follows:
1) Temporary employees (19 hours or less);
2) Initial probationary employees;
3) Regular part-time and full-time employees (20 to
40 hours).For purposes of this procedure, the Water Division will be considered
a department.
B. Layof~1) Layoffs shall be based on citywide seniority, except, negative performance during the
past3 ye:ars will be considered to determine the ord,:r of layoff. Negative
performance and disciplinary actions will be defined as
the following:a) Denial of
merit increases;b) Suspension
without pay;c) Extensions of
probationary periods;d) Disciplinary demotions to lower
level positions;e) Disciplinary reductions
in
f) Performance evaluations containing signifieant, negative written comments indicating
improvement needed and warning of further consequences to follow if improvement
fails to occur.
A single negative disciplinary action as described above will not reduce the employee's
seniority. However, each additional disciplinary action during the 3 year period will reduce
the employee's seniority by two years for each additional occurrence, for a possible reduction
of6 years.
2) The order of layoff shall be established by the Personnel Director, including seniority and
results of review of performance evaluations and prior disciplinary actions.
3) The order of layoff will be the least senior employee as determined by the procedure above.
4) Prior to the establishment of the final order of layoff, the Personnel Director shall furnish
affected employees a copy of the "Proposed Order of Layoff." Notice will be hand delivered
to employees whenever possible.
5) If the employee wishes to contest the application of the criteria set forth in this policy to his
position on the list, he may appeal with any supporting materials to the Personnel Director.
This request should be directed to the Personnel Director within seven calendar days
following the establishment and distribution of a "Proposed Order of Layoff' list. The
employee will be allowed representation during the appeal process.
6) After meeting with all employees wishing to be heard with respect to their position on the
layoff list, the Personnel Director or his designee shall establish the "Final Order of Layoff'
list. The decision of the Personnel Director shall be final and not subject to the grievance
process or further appeal.
C. Written Notice
Employees to be laid off shall be provided written notice at least seven days in advance of the
layoff date. Notice will be hand delivered to the employee whenever possible. If personal
delivery is not possible, the notice will be sent by certified mail to the last known residential
address.
D. Transfer Or Demotion In Lieu Of Lavoff
1) Whenever employees are to be laid off, they may transfer or demote to another vacant
position in their ov"n department or other departments providing that:
a) The positions are at the same or lower level;
b) Positions are authorized, budgeted, and the City intends to fill the vacancies;
c) The employee meets the qualifications of the new position as determined by the
Personnel Director.
2) Whenever employees are to be laid off, they may demote to lower level, filled positions
v"ithin their department providing they:
28
a) Formerly held or supervised the lower level position within the City of Orange and
within the classification;
b) Employee meets or can reasonably meet qualifications for the new position as
determined by the Personnel Director;
c) Possesses greater seniority to displace a lower level worker;
d) Requests in writing a demotion to the previously held or supervised position within
seven calendar days of receiving the notice of layoff or voluntary demotion. A
voluntary demotion shall not reflect as a n'~gative action in the employee's personnel
file.
E. Re-Emplovrnent
Lists I) Regular employees in good standing who are laid off or demoted shall have
their name placed on a departmental re-employment lis! for the last classification
previously held.Names shall be placed on the list in inverse order of seniority. (Last released - first
re-hired).Vacancies the department desires to fill will be offered first to eligibles on
the departmental
re-employment list.2) Other hiring departments who have vacancies the City desires to fill
will give pnonty consideration to those employees whose names appear on the re-
employment list. If these employees are not selected for re-hire, the reason for non-
selection must be
approved by the Pt:rsonnel Director.3) Names of qualified individuals shall remain on re-'~mployment lists
for a period not to exceed 2 years from the date of layoff. Individuals who qualify for
re-hire but do not respond to written notification to the last known address on
file within fourteen calendar days or who refuse two job offers shall have their names removed
from the re-employment list. It is the employee's responsibility to
provide the Personnel Department with a current mailing address. Once re-
hired, employee names are removed from all re-employment lists.SECTION
S. NON DISCRIMINATION IN REDUCTION IN FORCE. Layoffs and demotions,which result from a reduction in force, shall
be made without regard to an employee's race, color,religion, national origin, sex, age, marital
status, or functional limitations as defined
in the
ADA and other applicable state and
federal law.Article XXVIII SOLE AND ENTIRE MEMORANDUM OF UNDERSTANDING SECTION J" It is the intent of the parties
hereto that the provisions of this MOU shall supersede all prior MOU's and
memorandums of agreement, or memorandums of understanding, or contrary salary and/or persOlmel resolutions or
Administrative Codes, provisions of the City, oral and written, expressed or implied, between the parties, and shall govern
the entire relationship and shall be the sole source of any and all rights which may be asserted
hereunder. This MOU
is
Article XXIX
WAIVER OF BARGAINING DURING THE TERM
OF THIS MEMORANDUM OF UNDERSTANDING
SECTION I, During the term of this MOU, the parties mutually agree that they will not seek to
negotiate or bargain with regard to wages, hours, and terms ,md conditions of employment, whether or
not covered by the Memorandum or in the negotiations leading thereto, and irrespective of whether or
not such matters were discussed or were even within the contemplation of the parties hereto during the
negotiations leading to this Memorandum. Regardless of the waiver contained in this Article, the parties
may, however, by mutual agreement, in writing, agree to meet and confer about any matter during the
term of this Memorandum.
Article XXX
EMERGENCY WAIVER PROVISION
SECTION 1, In the event of circumstances beyond the control of the City, such as acts of God, fire,
flood, insurrection, civil disorder, national emergency, or similar circumstances, provisions of this MOU
or the Persormel Rules or Resolutions of the City, which restrict the City's ability to respond to these
emergencies, shall be suspended for the duration of such emergency. After the emergency is declared
over, this MOU will be reinstated immediately. The Association shall have the right to meet and confer
with the City regarding the impact on employees of the suspension of the provisions in the MOU during
the course of the emergency.
Article XXXI
SEPARABILITY PROVISION
SECTION 1, Should any provision of this MOU be found to be inoperative, void, or invalid by a court
of competent jurisdiction, all other provisions of this MOU shall remain in full force and effect for the
duration of this MOU.
Article XXXII
TERM OF MEMORANDUM OF UNDERSTANDING
The term of this MOU shall commence on July 1,2002 and shall continue in full force and effect until
June 30, 2005.
30
Article XXXIII
RATIFICATION AND EXECUTION
The City and the Orange Municipal Employees' Association acknowledge that this MOU shall
not be in full force and effect until adopted by the City Council of the City of Orange. Subject
to the fore~loing, this MOU is hereby executed by the authorized representatives of the City
and the Association and entered into this Bthday of Au'oust ,2002.
ORANGE
MUNICIPAL EMPLOYEES'ASSOCIATION
By:
By:
jR{D:Li,1~ _ rn. (k~eC!k.A..--RosanneM.
Miller, Senior Librarian By:Personn
av.~
ervices
Director
31
APPENDIX A
ORANGE MUNICIPAL EMPLOYEES' ASSOCIATION
MONTHLY SALARY RANGES
EFFECTIVE JUNE 30. 2002
2.5% Sala ' Increase; 3.0% for certain classes)
NEW STEP STEP STEP STEP STEP STEP
Classification Title RANGE A B C D E F
Accountant 475 3812 4006 4210 4425 4651 4888
Administrative Clerk 370 2258 2373 2494 2621 2755 2895
Assistant Civil Engineer 510 4538 4770 5013 5269 5538 5820
Assistant Engineer 510 4538 4770 5013 5269 5538 5820
Assistant Planner 468 3681 3868 4066 4273 4491 4720
Associate Civil Engineer 530 5015 5270 5539 5822 6118 6431
Associate Planner 488 4067 4274 4492 4721 4962 5215
Building Inspector 463 3590 3773 3966 4168 4380 4604
Business Services Inspector 438 3169 3331 3501 3679 3867 4064
Buyer 432 3076 3233 3398 3571 3753 3944
Code Enforcement Officer 455 3450 3626 3811 4005 4209 4424
Combination Building Inspector 473 3774 3966 4168 4381 4604 4839
Community Services Coord 402 2648 2783 2925 3075 3231 3396
Construction Inspector I 444 3266 3432 3607 3791 3984 4188
Construction Inspector II 464 3608 3792 3985 4189 4402 4627
Engineering Technician 1 428 3015 3169 3330 3500 3679 3866
Engineering Technician II 448 3331 3501 3680 3867 4065 4272
Finance Clerk 388 2470 2596 2728 2867 3013 3167
Finance Technician 445 3282 3449 3625 3810 4004 4209
GIS Coordinator 488 4067 4274 4492 4721 4962 5215
Housing Specialist 460 3537 3717 3907 4106 4315 4535
Librarian I 441 3217 3381 3554 3735 3925 4125
Librarian II 461 3554 3736 3926 4127 4337 4558
Library Assistant 401 2635 2770 2911 3059 3215 3379
Library Clerk 345 1993 2095 2201 2314 2432 2556
Library Info. System Coordinator 461 3554 3736 3926 4127 4337 4558
Library Page 293 1538 1616 1699 1785 1876 1972
Permit Technician 408 2729 2868 3014 3168 3330 3499
Personnel Technician 418 2868 3015 3168 3330 3500 3678
Plan Check Engineer 510 4538 4770 5013 5269 5538 5820
Planning Aide 438 3169 3331 3501 3679 3867 4064
Public Services Clerk 408 2729 2868 3014 3168 3330 3499
Real Property Specialist 490 4108 4317 4537 4769 5012 5267
Secretary 410 2756 2897 3044 3200 3363 3534
Senior Accountant 495 4211 4426 4652 4889 5138 5400
Senior Administrative Clerk 390 2495 2622 2755 2896 3044 3199
Senior Code Enforcement Officer 475 3812 4006 4210 4425 4651 4888
Senior Financ,e Clerk 408 2729 2868 3014 3168 3330 3499
Senior Library Clerk 375 2315 2433 2557 2687 2824 2968
Senior Traffic Signal Technician 488 4067 4274 4492 4721 4962 5215
Storekeeper 415 2826 2970 3121 3281 3448 3624
Traffic Signal Technician 428 3015 3169 3330 3500 3679 3866
Transportation Analyst 530 5015 5270 5539 5822 6118 6431
Water Services Secretary 420 2897 3045 3200 3363 3535 3715
32
ORANGE MUNICIPAL EMPLOYEES' ASSOCIATION
MONTHLY SALARY RANGES
EFFECTIVE DECEMBER 29. 2002
IDe uit Ad"ustments up to 2%) for certain classes)
NEW STEP STEP STEP STEP STEP STEP
C1assificatioD Title RANGE A B C D E F
Accountant 477 3850 4046 4252 4469 4697 4937
Administrative Clerk 370 2258 2373 2494 2621 2755 2895
Assistant Civil Engineer 512 4584 4818 5063 5322 5593 5878
Assistant Engineer 512 4584 4818 5063 5322 5593 5878
Assistant Planner 470 3718 3907 4]07 4316 4536 4767
Associate Civil. Engineer 532 5065 5323 5595 5880 6180 6495
Associate Planner 490 4108 4317 4537 4769 5012 5267
Building Inspector 463 3590 3773 3966 4168 4380 4604
Business Services Inspector 442 3233 3398 3571 3753 3945 4146
Buyer 436 3138 3298 3466 3643 3829 4024
Code Enforcement Officer 455 3450 3626 3811 4005 4209 4424
Combination Building Inspector 473 3774 3966 4168 4381 4604 4839
Community Services Coordinator 406 2702 2840 2984 3137 3296 3465
Construction Inspector I 446 3298 3466 3643 3829 4024 4230
Construction Inspector II 466 3644 3830 4025 4231 4446 4673
Engineering n,chnician I 430 3045 3201 3364 3535 3716 3905
Engineering n,chnician II 450 3365 3536 3717 3906 4105 4315
Finance Clerk 392 2520 2648 2783 2925 3074 3231
Finance Technician 447 3315 3484 3661 3848 4044 4251
GIS Coordinator 490 4108 4317 4537 4769 5012 5267
Housing Specialist 463 3590 3773 3966 4168 4380 4604
Librarian I 441 3217 3381 3554 3735 3925 4125
Librarian II 461 3554 3736 3926 4127 4337 4558
Library Assistant 401 2635 2770 291 I 3059 3215 3379
Library Clerk 345 1993 2095 2201 2314 2432 2556
Library Info. System Coordinator 461 3554 3736 3926 4127 4337 4558
Library Page 293 1538 1616 1699 1785 ]876 1972
Permit Technician 412 2784 2926 3075 3232 3397 3570
Personnel Technician 422 2926 3075 3232 3397 3570 3752
Plan Check Engineer 512 4584 481& 5063 5322 5593 5&78
Planning Aide 440 3201 3364 3536 3716 3906 4105
Public Services Clerk 412 2784 2926 3075 3232 3397 3570
Real Property Specialist 492 4149 4360 4583 4816 5062 5320
Secretary 414 2812 2955 3106 3264 3431 3606
Senior Accountant 497 4254 4470 4698 4938 5190 5455
Senior Administrative Clerk 390 2495 2622 2755 2896 3044 3199
Senior Code Enforcement Officer 475 3&12 4006 4210 4425 4651 4888
Senior Finance: Clerk 412 2784 2926 3075 3232 3397 3570
Senior Library Clerk 375 2315 2433 2557 2687 2824 2968
Senior Traffic Signal Technician 490 4108 4317 4537 4769 5012 5267
Storekeeper 419 2883 3030 3184 3347 3517 3697
Traffic Signal Technician 430 3045 3201 3364 3535 3716 3905
Transportation Analyst 532 5065 5323 5595 5880 6180 6495
Water Service:; Secretary 424 2955 3106 3265 3431 3606 3790
33
ORANGE MUNICIPAL EMPLOYEES' ASSOCIATION
MONTHLY SALARY RANGES
NEW STEP STEP STEP STEP STEP STEP
Classification Title RANGE A B C D E F
Accountant 482 3947 4148 4360 4582 4816 5061
Administrativl' Clerk 375 2315 2433 2557 2687 2824 2968
Assistant Civill Engineer 517 4700 4939 5191 5456 5734 6027
Assistant Engineer 517 4700 4939 5191 5456 5734 6027
Assistant Planner 475 3812 4006 4210 4425 4651 4888
Associate Civil Engineer 537 5193 5458 5736 6028 6336 6659
Associate Planner 495 4211 4426 4652 4889 5138 5400
Building Inspector 468 3681 3868 4066 4273 4491 4720
Business SerYIices Inspector 447 3315 3484 3661 3848 4044 4251
Buyer 441 3217 3381 3554 3735 3925 4125
Code Enforcement Officer 460 3537 3717 3907 4106 4315 4535
Combination Building Inspector 478 3869 4066 4274 4492 4721 4961
Community Scrvices Coordinator 411 2770 2911 3060 3216 3380 3552
Construction Inspector I 451 3382 3554 3735 3926 4]26 4336
Construction Inspector 11 471 3736 3927 4127 4338 4559 4791
Enginccring Technician I 435 3122 3281 3449 3625 3809 4004
Engincering Tcchnician II 455 3450 3626 3811 4005 4209 4424
Finance Clcrk 397 2583 2715 2853 2999 3152 3313
Finance Tcchnician 452 3398 3572 3754 3945 4147 4358
GIS Coordinator 495 4211 4426 4652 4889 5138 5400
Housing Spec:ialist 468 3681 3868 4066 4273 4491 4720
Librarian I 446 3298 3466 3643 3829 4024 4230
Librarian II 466 3644 3830 4025 4231 4446 4673
Library Assistant 406 2702 2840 2984 3137 3296 3465
Library Clcrk 350 2043 2148 2257 2372 2493 2620
Library Info. System Coordinator 466 3644 3830 4025 4231 4446 4673
Library Pagc 298 1577 1657 1741 1830 1924 2022
Permit Tcchnician 417 2854 3000 3153 3313 3482 3660
Pcrsonncl Technician 427 3000 3153 3314 3483 3660 3847
Plan Chcck Engineer 517 4700 4939 5191 5456 5734 6027
Planning Aide 445 3282 3449 3625 3810 4004 4209
Public Scrvicl:s Clerk 417 2854 3000 3153 3313 3482 3660
Real Propcrty Specialist 497 4254 4470 4698 4938 5190 5455
Sccretary 419 2883 3030 3184 3347 3517 3697
Senior Accountant 502 4361 4583 4817 5063 5321 5592
Senior Administrative Clcrk 395 2557 2688 2825 2969 3121 3280
Senior Code Enforccmcnt Officer 480 3908 4107 4317 4537 4768 5011
Scnior Financc Clcrk 417 2854 3000 3153 3313 3482 3660
Senior Library Clerk 380 2373 2494 2621 2755 2896 3043
Senior Traffic Signal Tcchnician 495 42]1 4426 4652 4889 5138 5400
Storekccpcr 424 2955 3106 3265 3431 3606 3790
Traffic Signal Technician 435 3122 3281 3449 3625 3809 4004
Transportation Analyst 537 5193 5458 5736 6028 6336 6659
Water Servicl:s Secretary 429 3030 3185 3347 3518 3697 3886
34
ORANGE MUNICIPAL EMPLOYEES' ASSOCIATION
MONTHLY SALARY RANGES
EFFECTIVE JUNE 27. 2004
3.5% Salary Increase)
NEW STEP STEP STEP STEP STEP STEP
Classification Title RANGE A B C D E F
Accountant 489 4087 4296 4515 4745 4987 5241
Administrative Clerk 382 2397 2519 2648 2783 2925 3074
Assistant Civil Engineer 524 4867 5115 5376 5650 5938 6241
Assistant Engineer 524 4867 511:5 5376 5650 5938 6241
Assistant Planner 482 3947 4148 4360 4582 4816 5061
Associate Civil Engineer 544 5377 565L 5940 6243 6561 6896
Associate Planner 502 4361 4583 4817 5063 5321 5592
Building Inspe.ctor 475 3812 4006 4210 4425 4651 4888
Business Services Inspector 454 3433 3608 3792 3985 4188 4402
Buyer 448 3331 3501 3680 3867 4065 4272
Code Enforcement Officer 467 3662 3849 4046 4252 4469 4697
Combination Building Inspector 485 4006 4211 4426 4651 4888 5138
Community Services Coordinator 418 2868 3015 3168 3330 3500 3678
Construction Inspector I 458 3502 3680 3868 4065 4273 4490
Construction Inspector 11 478 3869 4066 4274 4492 4721 4961
Engineering Technician I 442 3233 3398 3571 3753 3945 4146
Engineering Tc:chnician 11 462 3572 3754 3946 4147 4359 4581
Finance Clerk 404 2675 2811 2955 3105 3264 3430
Finance Technician 459 3519 3699 3887 4086 4294 4513
GIS Coordinator 502 4361 4583 4817 5063 5321 5592
Housing Specialist 475 3812 4006 4210 4425 4651 4888
Librarian I 453 3415 3590 3773 3965 4167 4380
Librarian II 473 3774 3966 4168 4381 4604 4839
Library Assistant 413 2798 2940 3090 3248 3414 3588
Library Clerk 357 2116 2224 2337 2456 2582 2713
Library Info. System Coordinator 473 3774 3966 4168 4381 4604 4839
Library Page 305 1633 1716 1803 1895 1992 2094
Permit Techni,;ian 424 2955 3106 3265 3431 3606 3790
Personnel Technician 434 3107 3265 3432 3607 3791 3984
Plan Check Engineer 524 4867 5115 5376 5650 5938 6241
Planning Aide 452 3398 3572 3754 3945 4147 4358
Public Services Clerk 424 2955 3106 3265 3431 3606 3790
Real Property Specialist 504 4405 4629 4865 5114 5374 5648
Secretary 426 2985 3137 3297 3466 3642 3828
Senior Accountant 509 4516 4746 4988 5243 5510 5791
Senior Administrative Clerk 402 2648 2783 2925 3075 3231 3396
Senior Code Enforcement Officer 487 4047 4253 4470 4698 4937 5189
Senior Financ" Clerk 424 2955 3106 3265 3431 3606 3790
Senior Library Clerk 387 2457 2583 2715 2853 2998 3151
Senior Traffic Signal Technician 502 4361 4583 4817 5063 5321 5592
Storekeeper 431 3060 3217 3381 3553 3734 3925
Traffic Signal Technician 442 3233 3398 3571 3753 3945 4146
Transportation Analyst 544 5377 5651 5940 6243 6561 6896
Water Services Secretary 436 3138 3298 3466 3643 3829 4024
35