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HomeMy WebLinkAboutSERVICE EMPLOYEES INTERNATIONAL UNION, LOCAL 1939, AFL-CIO, CLC 3 (PART-TIME CIVIL SERVICE) (2001-2004)A-2003-032 2001- 2004 LETTER OF AGREEMENT CITY OF SANTA ANA AND SANTA ANA CITY EMPLOYEES, CHAPTER 1939/ SERVICE EMPLOYEES INTERNATIONAL UNION LOCAL 347, AFL-CIO PART TIME CIVIL SERVICE EMPLOYEE REPRESENTATION UNIT All provisions of this Letter of Agreement will be incorporated in the MOU for Full Time SEIU employees, when that document is renegotiated upon its expiration on June 30, 2004 LETTER OF AGREEMENT BETWEEN THE CITY OF SANTA ANA AND SANTA ANA CITY EMPLOYEES, CHAPTER 1939/ SERVICE EMPLOYEES INTERNATIONAL UNION LOCAL 347, AFL-CIO FOR FISCAL YEARS 2001-02 THRU 2003-04 PART TIME CIVIL SERVICE EMPLOYEE REPRESENTATION UNIT TABLE OF CONTENTS ARTICLE SUBJECT PAGE ARTICLE I ARTICLE II ARTICLE III ARTICLE IV ARTICLE V ARTICLE VI ARTICLE VII ARTICLE VIII ARTICLE IX ARTICLE X ARTICLE XI ARTICLE XII ARTICLE XIII ARTICLE XIV ARTICLE XV ARTICLE XVI ARTICLE XVII ARTICLE XVIII ARTICLE XIX ARTICLE XX ARTICLE XXI ARTICLE XXII ARTICLE XXIII ARTICLE XXIV RECOGNITION 4 NON-DISCRIMINATION CLAUSE (Refer to Full Time 4 SEIU MOU) ATTENDANCE, HOUR LIMITS, & NUMBER OF EMPLOYEES 4 SALARIES 5 ASSIGNMENT & OTHER SPECIAL PAY ADDITIVES 9 OVERTIME 13 TRAINING & EDUCATIONAL ASSISTANCE PROGRAM - NOT APPLICABLE 14 HOLIDAYS - NOT APPLICABLE 14 VACATION 14 OTHER LEAVES OF ABSENCE 14 EMPLOYEE INSURANCE 16 RETIREMENT 16 TOOL REIMBURSEMENT POLICY (Refer to Full Time 17 SEIU MOU) UNIFORM MAINTENANCE (Refer to Full Time 17 SEIU MOU) SAFETY 17 RESIDENCY (Refer to Full Time SEIU MOU) 17 GRIEVANCE REVIEW PROCEDURE (Refer to 17 Full Time SEIU MOU) UNION RIGHTS 18 DUES DEDUCTION & INDEMNIFICATION (Refer to 18 Full Time SEIU MOU) CITY RIGHTS (Refer to Full Time SEIU MOU) 18 STRIKES & WORK STOPPAGES (Refer to Full Time 18 SEIU MOU) LAYOFFS 19 MISCELLANEOUS PROVISIONS 19 SOLE & ENTIRE AGREEMENT (Refer to Full Time 19 SEIU MOU) 2 ARTICLE XXV ARTICLE XXVI ARTICLE XXVII ARTICLE XXVIII ARTICLE XXIX EXHIBIT A EXHIBIT B EXHIBIT C WAIVER OF BARGAINING DURING THE TERM OF THIS AGREEMENT (Refer to Full Time SEIU MOU) 19 EMERGENCY WAIVER PROVISION (Refer to Full 19 Time SEIU MOU) SEPARABILITY PROVISION (Refer to Full Time 19 SEIU MOU) TERM OF AGREEMENT (Refer to Full Time SEIU MOU) 20 RATIFICATION & EXECUTION 20 BASIC SALARY & WAGE SCHEDULE 22 ASSIGNMENT OF CLASSES REPRESENTED BY SANTA ANA CITY EMPLOYEES CHAPTER 1939 SERVICE EMPLOYEES INTERNATIONAL UNION LOCAL 347, AFL-CIO - REFER TO FULL TIME SEIU MOU RESO 81-75 - REFER TO FULL TIME SEIU MOU ARTICLE I 1.0 RECOGNITION 1.1 1.2 Pursuant to the provisions of the Meyers-Milias-Brown Act, Government Code Section 3500, et seq., the City of Santa Ana (hereinafter called the "City") has recognized the Santa Ana City Employees Chapter 1939/Service Employees International Union Local 347, AFL-CIO (hereinafter called the "Union") as the recognized representative of the bargaining unit which includes Part Time Civil Service personnel employed by the City of Santa Ana in classifications listed in Exhibit "B". During the term of this Agreement, no substantive issue of representation shall be raised contrary to this recognition except as provided in Resolution No. 81-75, the Employer- Employee Relations Resolution of the City of Santa Ana. ARTICLE II 2.0 NON-DISCRIMINATION CLAUSE (REFER TO FULL TIME SEIU MOU) ARTICLE III 3.0 ATTENDANCE, HOUR LIMITS, AND NUMBER OF EMPLOYEES 3.1 3.2 Attendance. Employees covered by this Agreement shall be in attendance at their work during hours prescribed by the Department Head or his/her designee(s) and shall not absent themselves without approval of the Department Head or his/her designee(s). Hour Limits. Persons appointed to a Part Time Civil Service position work an average of 20 - 30 hours per week and may not exceed 138 hours in any two (2) consecutive pay periods, if working more than 30 hours per week in some of the ~veeks. NOTE: Pay periods for Part Time employees run from the I lth of the month, through the 25tt, of the same month, and from the 26th of the month through the 10th of the following month. The total number of hours worked depends on the number of work days contained in two (2) consecutive pay periods. For example, in two (2) consecutive pay periods which contain a total of 23 work days, a person appointed to a Part Time Civil Service position may work a total of 92 to 138 hours. Should there be any intentional violation by the City of the Part Time Civil Service hour limits as shown in Section 3.2 above that equal two (2) in a six (6) month period, or three (3) 4 3.3 3.4 in a twelve (12) month period, then the City will be obligated to immediately compensate the employee by paying the full cost up to the amount paid on behalf of a full time employee of the employee-only medical insurance premiums from that date forward. Failure to comply with this provision is subject to the grievance procedure. Number of Employees. The number of Part Time Civil Service positions during the term of this Agreement shall not exceed: o Fifteen (15) in the Library Department o Ten (10) in the Parks, Recreation, and Community Services Department o Eleven (11) in all other departments O One (1) additional position in the Public Works Agency shall be allocated during 2000-01 Should an adjustment to these numbers be requested by either party during the term of this Agreement, the parties agree to meet and confer regarding this matter. Hourly Conversion. Whenever reference is made to a required number of days, months, or years for Full Time Civil Service employees in this Article, an equivalent number of hours will be substituted to satisfy an equivalent requirement for Part Time Civil Service employees as defined in Section 3.2 of this Agreement. ARTICLE IV 4.0 SALARIES 4.1 4.2 Basic Compensation Plan. There is hereby established a basic compensation plan for all Part Time Civil Service personnel who are now employed or will in the future be employed in any of the designated classifications of employment represented by the Union as listed in this Agreement and its attachments. Salary Schedule. The basic salary schedule is attached hereto in a matrix format as Exhibit "A," which is included in the Full Time SEIU MOU and made a part hereof as though set forth in full herein. Such salary schedule provides numerous salary rate ranges, each comprised of six (6) steps or rates of pay. The respective rate ranges are identified by a three digit number. The steps within each range are identified by the letters "AA" through "E" inclusive, with Step "AA" being the lowest step in the range. For Part Time Civil Service employees, the purpose of each step and length of service required for advancement to the next step within a particular salary 4.3 4.4 4.5 rate range is summarized as follows: AA Step - Normal beginning pay rate. A Step B Step C Step D Step E Step - After 1040 hours in next lower step. Also optional hiring rate. - After 2080 hours in next lower step. Also optional hiring rate. - After 2080 hours in next lower step. Also optional hiring rate. - After 2080 hours in next lower step. Also optional hiring rate. - Merit rate. After 3120 hours in next lower step. Specific regulations governing advancement within salary rate ranges for Part Time Civil Service employees are set forth in Section 4.8 of this Agreement. Salaries.. Effective November 1, 2001, the base salaries of employees covered by this Agreement shall be increased by eight (8) salary rate ranges (approximately 4%). Effective July 1, 2002, the base salaries of employees covered by this Agreement shall be increased by eight (8) salary rate ranges (approximately 4%). Effective July 1, 2003, the base salaries of employees covered by this Agreement shall be increased by eight (8) salary rate ranges (approximately 4%). Effective July 1, 1997, employees began contributing one percent (1%) of their salary towards the 2% ~ 55 retirement benefit by taking a deduction in pay of two (2) salary rate ranges. This deduction is hereby eliminated, effective the first (1st) day of the second (2nd) payroll period following Council approval of this Agreement. The assignment of classes to salary rate ranges is listed in Exhibit B, which is included in the Full Time SEIU MOU and made a part hereof as though set forth herein. Application of Basic Compensation Plan. The salary rate ranges contained in Section 4.2 and Exhibit "B" are monthly salary rate ranges. However, all employees working in classifications of employment covered by this Agreement shall be compensated at an hourly rate. The regular rate of pay shall be computed as provided for by the Fair Labor Standards Act (FLSA). Any hourly rate of pay, defined as the regular hourly rate of pay, shall be computed by dividing the monthly salary rate by 173.33. In determining the hourly rate as herein provided, computation shall be made to the nearest whole cent and a computation resulting in an even one-half cent shall fix the rate at the next higher whole cent. Probation. The probationary period shall be the hourly equivalent of one (1) year (2080 hours) from the date of appointment from an open eligible list (new hire) or a reappointment eligible list (rehire) and the hourly equivalent of six (6) months (1040 hours) from the date of appointment from a promotional eligible list. 4.6 Beginning Rates. A new employee of the City of Santa Ana shall be paid the rate shown as Step "AA" in the salary rate range allocated to the class of employment for which he or she has been hired. In special instances where such new employee possesses unique and exceptional educational training and/or experience qualifications, the Department Head, under whom the employee will serve, may submit a written request and justification to the City Manager for authorization to place such new employee on Step "A," "B," "C," or "D" within the allocated salary rate range, provided that such employee shall be assigned such salary step upon the commencement of his or her service in the classification of employment to which the salary rate range applies and such assignment having once been made shall remain in effect until the said employee shall be entitled to advance to the next salary step in accordance with the further provisions of this Article. 4.7 Service. The word "service" as used in this Agreement shall be deemed to mean continuous, full time service (or an equivalent number of hours) in the classification in which the employee is being considered for salary advancement, service in a higher classification or service in a classification allocated to the same salary rate range and having generally similar duties and requirements. A lapse of service by an employee for a period of time longer than thirty (30) calendar days by reason of resignation, quit, or discharge, shall serve to eliminate the accumulated length of service time of such employee for the purposes of this Agreement, and such employee reentering the service of the City shall be considered as a new employee, except when he or she is being or will be reappointed within one (1) year and placed in the same salary step in the appropriate salary rate as he or she was at the time of termination of employment. "Resignation, quit, or discharge" for purposes of this section shall mean separating from Part Time Civil Service City employment altogether, not leaving one position to accept appointment to another position in an unrelated classification outside the career ladder. 4.8 Advancement Within Ranges. Length of Service Advancements. After the salary of an employee has been first established and fixed under this plan, such employee shall be advanced from Step "AA" to Step "A," from Step "A" to Step "B," from Step "B" to Step "C," or from Step "C" to Step "D," whichever is the next higher step to that on which the employee has been previously paid, effective the first day of the month following the date of completion of the length of service required for such advancement as provided in Section 4.2 and Exhibit A hereof. Merit Advances. An employee shall be considered for advancement from Step "D" to Step "E" upon the completion of the required length of service as provided in Section 4.2 and Exhibit A hereof; the effective date of such merit increase, if granted, shall be on the first (1 ~t) day of the month following the completion of such required length of service. Advancement to Step "E" may be granted only for continued 7 4.9 4.10 meritorious and efficient service and continued improvement by the employee in the effective performance of the duties of his or her position. Such merit advancement shall require the following: There shall be on file in the office of the Executive Director of Personnel Services a copy of each periodic efficiency or performance report required to be made on the employee by the Civil Service Rules and Regulations and/or the City Manager during the period of service time of such employee subsequent to his or her last salary advancement. The Department Head, at least twenty (20) calendar days prior to the anticipated completion of such employee's required length of service, shall file with the City Manager a statement recommending the granting or denial of the merit increase and supporting such a recommendation with specific reasons therefore. The employee shall be notified by the Department Head as to such recommendations and of the reasons therefore. No advancement in salary above Step "D" shall become effective until approved by the City Manager, except when placement on a salary step above Step "D" results from promotion under the provisions of Section 4.10 of this Article. Length of Service Required When Advancement Denied. When an employee has not been approved for advancement to merit Step "E," he or she may be reconsidered for such advancement after the completion of 520 hours of additional service and shall be reconsidered for such advancement after the completion of 1040 hours of additional service. This reconsideration shall follow the same steps and shall be subject to the same actions as provided in subparagraph B of this section. Reduction in Salary Steps. Any employee who is being paid at merit Step "E" may be reduced to Step "D" of the appropriate salary range, upon the recommendation of the Department Head, and the approval of the City Manager. Procedure for such reduction shall follow the same procedure as outlined for merit advancements in Section 4.8 above, and such employee may be considered for readvancement under the same provisions as contained in Subsection C of Section 4.8 above. Promotional Salary Advancement. When an employee is promoted to a position in a higher classification from a position in a lower classification in the same occupational career ladder, he or she shall be reassigned to Step "AA" in the appropriate salary rate range for the higher classification; provided, however, that if the base salary step currently being paid such employee is already equal to or higher than said Step "AA," he or she will be placed in the lowest step in the appropriate salary rate range as will grant that employee a minimum increase of one (1) salary step (approximately 5%) over his or her current base salary step exclusive of any pay additive or additives such as shift differential, assignment pay, special skill pay or the like. 4.11 4.12 4.13 Demotion. When an employee is demoted to a position in a lower classification, his or her salary rate shall be fixed in the appropriate salary rate range for the lower classification in accordance with the following provisions: A. The salary rate shall be reduced by at least one (1) step (approximately 5%). B. The new salary rate must be within the appropriate salary rate range. The new salary rate shall not be higher than the salary step to which the employee would have been entitled had his or her service time in the higher classification been spent in the lower classification. If the salary rate recommended by the Department Head is lower than the maximum step permissible under Subsection C above, such recommendation shall be considered a reduction in pay in addition to the demotion and shall be handled in accordance with the provisions for salary reductions (Section 4.9, above). Reallocation of Salary Rate Ranges. Any employee who is employed in a classification which is reallocated to a different salary rate range from that previously assigned shall be retained in the same salary step in the new salary rate range as he or she had previously held in the prior rate range and shall retain credit for length of service in such step towards advancement to the next higher step. Request for Classification Review. Any employee who, for a continuous period exceeding six (6) months, believes he or she is regularly and consistently performing duties and/or responsibilities not in conformance with their classification concept or, duties and/or responsibilities of another classification, may request a classification review of their position through their supervisor to the Department Head. The employee must submit their request on a form specified by the Executive Director of Personnel Services, outlining in writing how they believe their current duties and/or responsibilities differ from their classification concept. The Department Head will review the employee's submitted request and within sixty (60) days ~vill make one of the following determinations: 1. Will support the employee's request. If the Department Head supports the employee's request for a classification review, he or she ~vill forward the request to the Executive Director of Personnel Services along with justification for support of the employee's request. The Department Head will notify the employee that his or her request has been submitted to the Executive Director of Personnel Services. 9 5.1 2. Will not support the employee's request. If the Department Head does not support the employee's request for a classification review, he or she will notify the employee of this decision in writing and set forth the basis for the decision. If the Department Head does not support the employee's request, but agrees that some of the duties and/or responsibilities being performed by the employee are those of a higher level City classification, he or she can do the following: Return the employee to performance of the duties and/or responsibilities of their proper classification. Eliminate the higher duties and/or responsibilities being performed by the employee, for which the City has agreed are those for which it will provide higher compensation. Any employee request for classification review approved by the Department Head will be forwarded to the Executive Director of Personnel Services. The Executive Director of Personnel Services will confirm receipt of the request in writing to the employee. Within sixty (60) days of receipt of the request, the Executive Director of Personnel Services will notify the employee and Department Head of the decision as to whether a study will be conducted. If the Executive Director of Personnel Services determines that a study is appropriate, the Executive Director of Persormel Services will so notify the employee and the Department Head in writing and will provide the employee and Department Head with an approximate start date for the study. All determinations of the Department Head and the Executive Director of Personnel Services are final. D. All studies and study findings will require City Manager approval before proceeding. All recommendations resulting from study findings require the approval of the City Council and will be implemented in accordance with the City's Civil Service rules. ARTICLE V 5.0 ASSIGNMENT & OTHER SPECIAL PAY ADDITIVES Assignment Pay Differential. Effective the first (1't) day of the second (2nd) payroll period following Council approval of this Agreement, assignment pay differentials, as listed heroin and throughout the contract, 10 will, in each case, be added individually and separately to the employee's base salary. In no event shall one assignment pay differential be added to the employee's base salary as a basis for the calculation of an additional pay differential. Incumbents in the classes of Senior Office Assistant, Secretary or Senior Secretary who are assigned by a Department Head, with the prior approval of the City Manager, to a position requiring the ability to take dictation at a rate of 70 words per minute or better on a regular basis or as an essential or integral element of the work of the position, will be paid a monthly differential of sixty dollars ($60) above his or her base monthly salary step for each full month of such assignment. Incumbents in the classes of Park Maintenance Worker and Park Maintenance Leader who are continuously and regularly assigned to perform, either on a full-time or half- time basis, duties as a Park Maintenance Planner-Scheduler, will be paid an assignment pay differential at a rate set above their then current base monthly salary step in accordance with the following schedule: twenty (20) salary rate ranges (10%) for full-time assignment; ten (10) rate ranges (approximately 5%) for half-time assigmnent. An incumbent in the class of Senior Office Assistant who is continuously and regularly assigned to operate and who actually operates, a two-way radio communications base station, will be paid at a rate set five (5) salary rate ranges (approximately 2.5%) above his or her then current base monthly salary step. Incumbents in the classes of Fleet Equipment Technician II and III who are assigned to perform repair and maintenance on fire apparatus on a continuous and regular basis who possess a California State Certification of Fire Mechanic Level I or Level II will be paid an assignment pay differential at a rate set five (5) salary rate ranges (approximately 2.5%), respectively for each certification, above their then current base monthly salary step. Incumbents in the classes of Fleet Equipment Technician I, II and III who are assigned to perform repair and maintenance on emergency response vehicles, excluding fire apparatus, on a continuous and regular basis who posses a nationally recognized certification for Emergency Vehicle Technician Level I or II, will be paid an assignment pay differential at a rate set five (5) salary rate ranges (approximately 2.5%), respectively, for each certification, above their then current base monthly salary step. Personnel in the classes of FIeet Equipment Technician I, II, III, and Fleet Equipment Supervisor, who maintain a valid State of California Class "A" (Commercial) Driver's License and are assigned to an area that requires the possession of a Class "A" license in the course and scope of their work shall be paid at a rate set five (5) salary rate ranges (approximately 2.5%) above their then current base monthly salary step. 1I 5.2 Personnel in the class of Park Maintenance Worker who are regularly and continuously assigned to and actually performing park mowing duties using heavy mower equipment, will be paid at a rate set twenty (20) salary rate ranges (approximately 10%) above their then current base monthly salary step. Personnel in the class of Park Maintenance Worker who are regularly and continuously assigned to and actually performing duties as a utilities coordinator will be paid at a rate set twenty (20) salary rate ranges (approximately 10%) above their then current base monthly salary step. Personnel in the class of Park Maintenance Worker who are regularly and continuously assigned to and actually performing duties as an irrigation technician will be paid at a rate set twenty (20) salary rate ranges (approximately 10%) above their then current base monthly salary step. Personnel in the class of Park Maintenance Worker who are regularly and continuously assigned to and actually performing duties as a pesticide operator will have the opportunity to earn up to fifteen (15) salary rate ranges (approximately 7.5%) above their then current base monthly salary step for acquisition of the following: Department of Food & Agriculture Qualified Applicator License - approximately 2.5%; Certificate in Ornamental Horticulture = approximately 5%. Personnel in the class of Park Maintenance Worker who maintain a valid Certified Pool Operator license and who are assigned to and actually performing duties as an aquatics technician shall be paid at a rate set five (5) salary rate ranges (approximately 2.5%) above their then current base monthly salary step. Lead Pay. An incumbent who is regularly and continuously assigned to lead a functional unit which includes two (2) or more positions in the same or lower classifications as the incumbent may be compensated for said duties upon mutual agreement of the City and SEIU and approval of the Department Head and the Executive Director of Personnel Services. This compensation shall be referred to as "lead pay." In addition, incumbents in the following classifications who are regularly and continuously assigned to perform lead supervisory responsibilities will receive lead pay compensation at a rate set ten (10) salary rate ranges (approximately 5%) above his or her then current base monthly salary step: Buyer, Customer Services Representative, Equipment Operator-Motor Sweeper, Information Services Representative, Librarian, Library Services Assistant, Parking Meter Technician II, Senior Systems Administrator, Graphics Designer II, Senior Accounting Assistant, Housing Specialist II, Senior Librarian, Workforce Specialist II, and Workforce Specialist III. An incumbent in the class of Custodian who is regularly and continuously assigned to perform lead supervisory responsibilities will receive lead pay compensation at a rate fifteen (15) salary rate ranges (approximately 7.5%) above his or her then current base monthly salary step. 12 5.3 5.4 Bilingual Pay. An employee who is assigned by a Department Head or their designee to a position requiring bilingual capability in both English and either Spanish, Samoan, Vietnamese or other languages designated by the City Manager, will be paid a monthly assignment pay differential in accordance with the criteria and amounts set forth below: Certification by the Executive Director of Personnel Services as having satisfactorily demonstrated conversational fluency in both languages for any position requiring bilingual capacity. Positions where it has been determined by the Department Head that bilingual proficiency is essential to carry out duties and responsibilities of a critical and/or emergency nature ~vithout ready access to backup assistance, or positions where bilingual public contact is a major, essential or integral element of the work being performed, will be designated as Primary Bilingual Assignments. A qualified incumbent of such position will be paid a prorated amount based on $150 per 173.33 hours above his or her then current base hourly salary step. Positions where it has been determined by a Department Head that regular and frequent bilingual usage is necessary to the performance of duties, but not a major, essential or integral element of the ~vork, will be designated as Secondary Bilingual Assignments. A qualified incumbent of such position will be paid a prorated amount based on $40 per 173.33 hours above his or her base hourly salary step for each full month of such assignment. The number of such Primary and/or Secondary Bilingual Assignments shall be no larger than the requirements of the department as determined by the Department Head and the City Manager. E. There shall be periodic recertification of such bilingual capability. Shift Differential. Generally. An employee in a class represented by the Union who is continuously and regularly assigned to a schedule of work which requires that he or she actually work a minimum of four and one-half (4 ½) hours between the hours of 5:00 p.m. and 7:00 a.m., will be paid a shift differential for his or her entire work shift at a rate set ten (10) salary rate ranges (5%) higher than his or her then current base monthly salary step; except, however, such shift pay differential shall not be applicable to employees in the classification of Park Ranger and Supervising Park Ranger. Library Department Employees. Library Department employees hired prior to December 1, 1987, who work evening shifts until closing time, but who are not otherwise eligible for shift differential as provided under Subsection A above, shall receive, as special shift pay, an amount equal to one-half ('/2) of one hour's pay for each day they work an evening shift until closing time. Said special shift pay shall 13 5.5 be computed on the hourly equivalent of the base monthly salary step. Such half- hour's pay shall not be counted toward the computation of overtime. Such special Library shift pay differential shall not be applicable to Library employees hired on or after December i, 1987. Early Morning Street Crews. A Street Maintenance employee who is assigned to traffic painting or downtown cleanup crews who is continuously and regularly assigned to a schedule of xvork which requires that he or she actually work at least fifty percent (50%) of his or her normal daily work shift between the hours of 1:00 a.m. and 7:00 a.m., will be paid a shift differential for his or her entire work shift at a rate set ten (10) salary rate ranges (5%) higher than his or her then current base monthly salary step. Park Maintenance Worker. Employees in the class of Park Maintenance Worker who are regularly and continuously assigned to a schedule of work which requires that they actually work a minimum of two (2) weekend night shifts (4 ½ hours between the hours of 5:00 p.m. and 7:00 a.m.) as part of his or her regular five (5) day work schedule, will be paid a special night shift differential of five (5) salary rate ranges (2.5%) above his or her then current base monthly salary step. Standby Pay. Employees who are released from active duty but who are required by their department to leave notice where they can be reached and be available to return to active duty when required by the department at any time other than their regularly scheduled working hours, shall be said to be on standby duty. Such employees shall receive two hundred dollars ($200) per week when assigned to be on standby duty. Water Production staff shall be required to serve on standby duty and receive standby pay as defined above. The City's preference will be to accomplish the above through volunteers; however, qualified employees may be directed to be on standby if the number of volunteers is insufficient. In addition to the $200 per week standby pay, if an employee is able to handle the incident by phone or other electronic means without reporting to duty, he shall be entitled to overtime pay at the rate of 15 minutes or actual time spent per incident whichever is greater, paid at time and one-half (T ½) per incident. Temporary Upgrade Assignment Pay. In order to provide an equitable method of compensating employees who are assigned temporarily to a vacant, full-time, budgeted, higher-level position the following shall apply: A. General Guidelines Temporary Upgraded Assignments shall be limited to the temporary filling of vacant, full-time, budgeted positions due to the termination, promotion-or authorized long-term absence of the incumbent. A temporarily vacant 14 position need not be a position without an incumbent. Each such assignment may be terminated at any time, but in no event shall such assignment continue beyond one hundred eighty (180) days of such assignment. Prior to recommending to the City Manager that a pay differential for a Temporary Upgrade Assignment be granted, the Department Head shall make the following determinations: The duties and responsibilities of the position to be filled are of such nature that they cannot remain unassigned pending the rem to duty of the absent incumbent or preparation of an eligible list whichever is applicable. It is not practical to assign the duties of the vacant position to any other employee or employees in the same or higher classification. The City Manager or his designee must give written approval of all Temporary Upgrade Assignments involving an increase in pay for the appointee. Eligibility. With the exception of those described in paragraph 3 below, regular, Full Time employees shall receive Temporary Upgrade Assignment Pay if the following criteria are met: The work assumed encompasses the majority of the typical duties and responsibilities of the vacated position. Employees must serve ten (10) consecutive working days of eight (8) hours each, or eight (8) consecutive working days of ten (10) hours each for employees working an alternative work schedule, in an acting capacity to qualify for assignment pay. A permitted absence of two (2) days or less during such ten (10) day period shall not be deemed to void such consecutive service; however, the days of absence shall not be counted in the computation of such ten (I 0) day requirement. in computing qualifying service rendered, only full days of actual duty shall be included, and partial days shall not be combined to make full days unless they are normally granted holiday hours. Normally granted holidays will be included in computing actual duty days. 15 2. Whenever practicable, the appointing authority shall rotate Temporary Upgrade Assignments among all qualified employees. Employees in the following categories shall not be assigned to Temporary Upgrade ~vork unless specifically authorized by the City Manager: Non-permanent employees (Probationary, Part-time, Seasonal, etc.). Employees performing work above their regular class in a training capacity. c. Part Time Civil Service employees. C. Payment. On the eleventh (11th) consecutive working day an employee has been serving in a Temporary Upgrade Assignment, and for each additional consecutive working day the employee so serves, he or she shall receive the beginning rate (Step "AA") assigned to the higher classification or the lowest rate in that range which is at least ten (10) salary rate ranges (5%) higher than the current base salary rate he or she normally receives, whichever is greater. If an employee has worked ten (10) consecutive days during the term of this Agreement in a higher classification, the employee shall thereafter receive upgrade pay for each day the employee is assigned to xvork in the higher classification during the term of this Agreement. Employees must requalify for an upgrade (Temporary Assignment) if the employee has not worked in this specific upgrade assignment for a period of 18 consecutive months. The employee shall only be considered to work in a higher classification if such xvork is duly and specifically authorized by the employee' s Department Head. Special pay differentials, such as shift differential, bilingual pay, special skill pay, etc., being paid to an employee prior to becoming eligible for Temporary Upgrade Assignment Pay, will not be considered in computing the amount of higher pay to which he or she is entitled in Subparagraph 5.5C above, unless the special circumstances upon which said additive is based am also applicable to the Temporary Upgrade Assignment and the employee otherwise meets the criteria established for such pay differential. Temporary Upgrade Assignments which entail moving an employee into a classification represented by an employee unit other than that which represents his or her permanent classification shall not include any change in fringe benefits for the affected employee. 16 5.6 5.7 While working in a Temporary Upgrade Assignment, an employee will continue to accrue, and have recorded, general, special or normal salary step increases in the employee's permanent position; however, such salary increases will be paid only to maintain the minimum five percent (5%) differential above the salary to which an employee is entitled in his or her permanent position. Assignments - Discretion. All assignments of personnel to positions set forth in Sections 5.1 through 5.5 above shall be made or revoked at the discretion of the Department Head. Career Development Incentives. Employees hired in a classification which requires an International Conference of Building Officials (ICBO) or other certificate as a prerequisite to hiring, either upon appointment or by the time of the employee's passage of probation ("regular appointment"), shall not be eligible for career incentive pay for that prerequisite certificate. However, they will be eligible for career incentive pay for any other certificates approved for their classification. In no event shall the application of this Career Development Incentive Program result in an individual being eligible to earn more than twenty-five (25) salary rate ranges (approximately 12.5%) above his or her current monthly base salary step. An incumbent in one of the classes listed below will be paid at a rate set ten (10) salary rate ranges (approximately 5%) above his or her then current base monthly salary step for each of the following: valid registration as a Registered Engineer by the State of California and valid registration as a Structural Engineer by the State of California (a total of twenty (20) salary rate ranges (approximately 10%) for possession of both). Additionally, said incumbents who possess a valid certificate issued by the ICBO (or similar nationally recognized certificating organization) in the areas of accessibility/usability (one specialty area), residential energy plan check or non-residential energy plan check, shall be paid an incentive pay differential at a rate set above his or her then current base monthly salary step in accordance with the following schedule: One certificate from one specialty area: five (5) salary rate ranges (approximately 2.5%); an additional certificate from a second specialty area (total of two); ten (I0) salary rate ranges (approximately 5%); an additional certificate from a third specialty area (total of three): fifteen (15) salary rate ranges (approximately 7.5%) ranges. O O o O o O O O O Assistant Engineer I Assistant Engineer II Senior Assistant Engineer Associate Engineer Assistant Engineer - Transportation (T) Associate Engineer - Transportation (T) Assistant Plan Check Engineer I Assistant Plan Check Engineer II Senior Assistant Plan Check Engineer 17 O O Associate Plan Check Engineer Transportation Analyst An incumbent who was employed as of August 16, 1991 in the class Plan Examiner (T), Assistant Plan Check Engineer I or 1I, Senior Assistant Plan Check Engineer, Associate Plan Check Engineer and who, as of December 31, 1987, had possessed a valid Plan Examiner Certificate issued by the ICBO shall continue to be paid at a rate set ten (10) salary rate ranges (approximately 5%) above his or her then current base salary step. However, effective January 1, 1998, said ten (10) range differential shall be reduced to five (5) salary rate ranges (approximately 2.5%) for any incumbent of said classes who is issued his or her initial certificate on or after January 1, 1988. An incumbent in one of the classes listed below who possess a valid certificate issued by the ICBO (or similar nationally recognized certificating organization) in the areas of building inspection, electrical inspection, mechanical inspection, plumbing inspection, combination dwelling inspection, plan examining, accessibility/usability (one (1) specialty area), residential energy plan check, or non-residential energy plan check, shall be paid an incentive pay differential at a rate set above his or her then current base monthly salary step in accordance with the following schedule: One certificate from one specialty area: five (5) salary rate ranges (approximately 2.5%); an additional certificate from a second specialty area (total of two): ten (I 0) salary rate ranges (approximately 5%); an additional certificate from a third specialty area (total of three): fifteen (15) salary rate ranges (approximately 7.5%); an additional certificate from a fourth specialty area (total of four): twenty (20) salary rate ranges (approximately 10%); and an additional certificate from the fifth specialty area (total of five): twenty-five (25) salary rate ranges (approximately 12.5%). 0 0 0 0 0 0 0 Building Inspector o Electrical Inspector o Plumbing Inspector o Combination Building Inspector o Building Technician Plan Examiner (T) Senior Plumbing and Mechanical Systems Specialist Senior Building Inspector Senior Electrical Inspector Senior Plumbing Inspector Senior Combination Building Inspector Plan Examiner (T) Electrical Senior Electrical Systems Specialist Incumbents in the classes of: Community Preservation Technician Community Preservation Inspector Senior Community Preservation Inspector Community Preservation Inspector II (T) Building Inspector* 18 o Senior Building Inspector** who possess a valid certificate issued by the ICBO (or similar nationally recognized certification organization) in the areas of building inspection, plumbing inspection, electrical inspection, combination dwelling inspection, mechanical inspection, plans examiner, zoning inspection, and property maintenance and housing inspection; code enforcement officer (comprised of housing and zoning certificates-these two shall count as one specialty area certificate);** who possess a valid certificate issued by the International Association of Electrical Inspectors (IAEI) in the area of electrical inspection for one and two family dwellings; additionally, incumbents who possess a valid certificate issued by the ICBO in electrical inspection by June 30, 1998, may substitute this for electrical inspection certification from IAEI; who have successfully completed City approved training in PC 832 (the exercise of powers of arrest and communications), Basic Certification by the Southern California Association of Code Enforcement Officials (consisting of the five (5) following courses: Field Activities, Legal Aspects, Administrative, Community Relations and Community Development); shall be paid an incentive pay differential at a rate set above his or her then current base monthly salary step in accordance with the following schedule: One certificate from one specialty area: five (5) salary rate ranges (approximately 2.5%); An additional certificate from a second specialty area (total of two): ten (10) salary rate ranges (approximately 5%); An additional certificate from a third specialty area (total of three): fifteen (15) salary rate ranges (approximately 7.5%); An additional certificate from a fourth specialty area (total of four): twenty (20) salary rate ranges (approximately 10%); An additional certificate from a fifth specialty area (total of five): twenty-five (25) salary rate ranges (approximately 12.5%). If assigned to Community Preservation, employees in these classes will be eligible only for those incentives identified in either Section 5.7D exclusively or Section 5.7C exclusively. Effective July 1,2001, employees who have been receiving compensation for code enforcement officer (comprised of housing and zoning certificates) shall continue to receive said compensation. An incumbent in one of the classes listed below who possess a valid certificate issued by the ICBO (or similar nationally recognized certificating organization) in the areas 19 of reinforced concrete, structural masonry, structural steel/welding, electrical inspection, plumbing inspection, plans examiner, or C27 landscape contractors license, shall be paid an incentive pay differential at a rate set above his or her then current base monthly salary step in accordance with the following schedule: One certificate from one specialty area: five (5) salary rate ranges (approximately 2.5%); an additional certificate from a second specialty area (total of two): ten (10) salary rate ranges (approximately 5%); an additional certificate from a third specialty area (total of three); fifteen (15) salary rate ranges (approximately 7.5 %); an additional certificate from a fourth specialty area (total of four): twenty (20) salary rate ranges (approximately 10%); and an additional certificate from the fifth specialty area (total of five): twenty-five (25) salary rate ranges (approximately 12.5%). O O Construction Inspector I Construction Inspector II An incumbent in one of the classes listed below xvho possess a valid certificate issued by the ICBO (or similar nationally recognized certificating organization) in the areas of plumbing inspection, electrical inspection, plans examiner, C27 landscape contractors license, turf grass management, or certified arborist (ISA), shall be paid an incentive pay differential at a rate set above his or her then current base monthly salary step in accordance with the following schedule: One certificate from one specialty area: five (5) salary rate ranges (approximately 2.5%); an additional certificate from a second specialty area (total of two): ten (10) salary rate ranges (approximately 5%); an additional certificate from a third specialty area (total of three): fifteen (15) salary rate ranges (approximately 7.5%); an additional certificate from a fourth specialty area (total of four): twenty (20) salary rate ranges (approximately 10%); and an additional certificate from the fifth specialty area (total of five): twenty-five (25) salary rate ranges (approximately 12.5%). o Contracts Administrator An incumbent in one of the classes listed below who possess a valid certificate issued by the International Society of Arboriculture (ISA) as a certified arborist shall be paid at a rate of set five (5) salary rate ranges (approximately 2.5%) above his or her then current base monthly salary step. Projects Manager Tree Maintenance Supervisor Tree Trimmer Maintenance Worker II (assigned to the tree crew) Public Works Projects Specialist Landscape Development Assistant An incumbent in the class listed below who possesses a valid certificate issued by the International Society of Arboriculture (ISA) as a certified Tree Worker shall be paid 20 at a rate of set five (5) salary rate ranges (approximately 2.5%) above his or her then current base monthly salary step. o Maintenance Worker II (assigned to the tree crew) ARTICLE VI 6.0 OVERTIME 6.1 General Policy for Overtime Work. When it shall be determined to be in the public interest for employees to perform overtime work, or in an emergency situation, the City Manager, the Department Head, or a duly authorized representative of the City Manager or the Department Head, may require an employee to perform overtime work. 6.2 Definition. Overtime work is defined as: That authorized or required time worked in excess of eight (8) hours per day and/or 40 hours per week. A workweek is a fixed and regularly recurring period of 168 consecutive hours - 7 consecutive 24-hour periods - as designated by the appointing authority. An employee's work schedule within the workweek shall not be changed to avoid payment of overtime; provided, however, nothing shall abridge management's right to establish and change work schedules and assignments in accordance with the rights of management contained in Article XX, infra. Work on any regularly scheduled non-work day ofwhichthere shall be two (2) per week, if work on any regularly scheduled non-work day is worked at management's direction. 6.3 Computation of Forty (40) Hour Workweek. In computing the forty (40) hour workweek, the following type of work hours shall be included in the computation: actual work time, jury/witness leave, and sick leave. If holiday leave or bereavement leave are subsequently negotiated, said leave(s) would also be included in the computation. Any combination of these work hours in excess of eight (8) hours per day or forty (40) hours per week shall entitle the employee to overtime compensation. However, paid time offfor vacation leave, compensatory time off, Union President's Leave and Union Business Leave shall not be credited towards the forty (40) hour workweek, unless the employee is required to work by management. 6.4 Compensation for Overtime. The preferable method by which overtime shall be compensated is by monetary payment, at one and one-half (I ½) times the employee's regular rate of pay, subject 21 6.5 to the provisions of Subsection "C" belo~v: Should the Department Head determine that the best interests of the City will be served thereby, he or his designee may permit an employee to be compensated for overtime work by taking paid compensatory time off at the rate of one and one-half (1 ½) times the employee's regular base rate of pay. Employees shall have the option to convert a maximum of eighty (80) hours of time and one-half (T ½) paid overtime (in compensation for 53 1/3 overtime hours worked) to time and one-half (T ½) compensatory time off benefits. Such compensatory time off shall be taken at the discretion of the employee subject to the operational needs and staffing requirements of the department. Time off with pay to compensate for overtime worked may be accumulated to a maximum of eighty (80) hours. Because each hour of overtime worked is programmatically accrued on a time and one-half (T V=) basis, compensatory time off will be taken, and monetary payment will be paid, on a straight-time basis. Also, upon termination, any earned, unused compensatory time off ("time-on-the-books") will be paid on a straight-time basis. Time off with pay to compensate for overtime worked may be taken in increments as small as a half hour (½). If compensatory time off is used in excess of that available, such excess compensatory time off will be deducted from the next scheduled wage or salary payment. Time off with pay as compensation for overtime may not be granted or taken in advance of the overtime work for which the time off compensates. Before compensatory time off with pay may be taken, as herein provided, the overtime worked must have been recorded on official payroll records at or about the time the overtime work was performed. In the absence of such recording, no compensatory time off with pay will be permitted. Upon an employee's appointment to a position in which overtime may not be earned or upon an employee's separation from employment with the City by resignation, retirement, layoff or otherwise, he or she shall forthwith be compensated for any overtime accumulated to the time immediately preceding such promotion or separation. No Effect on Other Benefits. Overtime work shall not apply to the earning of employee benefits (retirement, vacation, and sick leave accrual), toward the completion of probationary period, or to progression within salary rate range. 22 6.6 6.7 6.8 6.9 Overtime Work to be Minimized. To the extent that he or she is reasonably able to do so, the Department Head or his or her designee shall arrange work programs to minimize overtime work. Necessary overtime work shall be apportioned among employees of like classification and assignment. Call-Back Duty. Any employee covered by this Agreement who is recalled to active duty from off-duty, shall be entitled to overtime pay at the rate of one and one-half (1 1/2) times the normal hourly pay rate for such employee for time actually worked after reporting to the place of duty, or three (3) hours pay at the normal rate of pay, whichever is greater. Declaration of State of Emergency. Upon the occurrence of fire, flood, earthquake, strike, riot or other catastrophe or emergency which directly affects City operations or the welfare of the City's citizens, the City Manager may declare a state of emergency to exist. Upon the declaration of a state of emergency, the City Manager may require any or all regular employees of the City to work overtime or off-shift as he shall determine, to protect life and property ~vithin the City. Applicability of Fair Labor Standards Act. The parties agree that if the applicability of the Fair Labor Standards Act to local governmental entities is eliminated by either legislative or judicial action, they shall meet and confer regarding any proposed changes to this Agreement; however, no such changes shall be made except on mutual agreement. ARTICLE VII 7.0 TRAINING & EDUCATIONAL ASSISTANCE PROGRAM (NOT APPLICABLE) ARTICLE VIII 8.0 HOLIDAYS (NOT APPLICABLE) ARTICLE IX 9.0 VACATION 9.1 Purpose. It is the policy of the City to grant employees vacation leave in order to provide them with a break in their regular work schedule and this purpose will be used as a guide in the administration of the provisions of this Article. 23 9.2 Administration. Each part time civil service employee shall be entitled to, and shall earn, 30 working hours of vacation per year. Said vacation leave shall be credited to the employee in two increments of 15 hours each on January 1 and July 1, respectively, each year. An employee who has completed less than one yem" s service during the calendar year shall receive a proportionate fraction in accordance with the amount of service to his or her credit during the year; provided, however, no employee shall be entitled to or receive payment for any vacation until he or she has completed six (6) months of continuous service. On or after the first (1st) day of the month following completion of six (6) months of continuous full-time service, an employee may be allowed to take all or a proportionate fraction of his or her earned vacation, subject to scheduling approval of the employee's supervisor. Limit: Vacation leave shall not be cumulative from year to year. Vacation time off may be taken in increments as small as one-half (½) hour with fractional usage rounded upward to the next higher multiple of one-half (1/2). E. Computation of Regular Vacation. Should an employee be confined to a hospital for sickness or injury while on authorized vacation, each full day of such confinement, when confirmed by a physician's statement and approval of the Department Head, may be deduced from the computation of vacation expended and charged against the employee's accumulated sick leave. No employee shall have a right to accumulate or split his or her vacations, but the same may be allowed or required by the Department Head. The time at which an employee shall take his or her vacation shall be determined by the Department Head, with due regard for the wishes of the employee and particular regard for the needs of the service. ARTICLE X 10.0 OTHER LEAVES OF ABSENCE 10.1 Sick Leave. A. Definition. Except as otherwise provided below, sick leave shall be deemed to mean absence from duty of an employee because of illness, injury, medical, or dental 24 appointment that prevents the employee from performing the duties of his or her position, and shall be deemed to include time in quarantine resulting from exposure to a contagious disease. Administration. Each employee shall be entitled to, and shall earn, 30 working hours per year. Said sick leave shall be credited to the employee in two increments of 15 hours each, on January 1 and July 1, respectively, each year. Authorized Only When Necessary. Use of sick leave by City employees shall be authorized as follows: Sick leave is not a right which an employee may use at his or her discretion, but shall be allowed only in cases of actual sickness and disability, or necessity, as authorized in Subsection J below. When an accepted industrial illness or injury has caused an employee's absence, for which benefits are required under the State Workers' Compensation Insurance and Safety Act, paid sick leave will be allowed such employee during the first three (3) days of the statutory waiting period. If the workers' compensation related illness or injury continues past the initial three (3) consecutive days, the employee will have the three (3) used sick days recredited to his or her account. Paid sick leave will continue until the fourth (4th) day when the City pays the employee workers' compensation benefits for such illness or injury. If the employee does not have sufficient accumulated sick leave at the commencement of such industrial illness or injury, they will be advanced sick leave for this purpose. Subsequently, the City will deduct an equal amount previously advanced from any sick leave accrued by the employee until the total amount is recovered. If the employee terminates before recovery of all advanced sick leave, the City will deduct the unrecovered cost of sick leave from such terminated employee's final paycheck, to the extent possible. Commencing with Council approval of this Agreement, the City may authorize employees to use sick leave, vacation, or compensatory time for approved workers' compensation medical appointments as specified herein. The City may authorize use of such leave for City approved medical appointments whenever such appointments cannot be secured outside the employee's regular workday, and salary continuation or workers' compensation benefits are not available. Limit. Sick leave may be accumulated year to year to a maximum of 100 hours. Sick leave usage of less than a full day shall be charged in minimum increments of one-half (½) hour, with fractional usage rounded upward to the next higher multiple of one-half (½). 25 Extended. The City Manager may grant leave up to six (6) months without pay to an employee who has exhausted all of his or her accrued sick leave if the City physician or a licensed physician designated by the City Manager indicates that the employee will be sufficiently recovered to return to his or her employment within a six (6) month period. Prior to the expiration of the additional time, the employee may return to his or her position provided that the employee has a certificate from one of the above mentioned physicians stating that the employee is able to perform all the duties of his or her position without qualification. In addition to the above, the City Manager may grant a further extension not to exceed a total of one (1) year without pay. Extension by Use of Accrued Compensator,/Time Off: After an employee's sick leave has been exhausted, he or she may be granted permission to use any unused compensatory time off benefits. Notice. The employee taking sick leave shall notify his or her immediate supervisor either prior to or within four (4) hours after the time he or she is scheduled to report for duty, or as otherwise established by departmental regulations. When the absence is more than three (3) consecutive ~vorking days, the employee must present to his or her Department Head a physician's certificate stating the cause ofillness and that, in the physician's opinion, the employee could not report to work because of such illness or injury and that the employee is sufficiently recovered to safely return to work. Such certificate shall be transmitted to the Executive Director of Personnel Services with the report of the employee's return to work. A physician's certificate or other satisfactory written evidence of actual illness or injury may be required after an absence of any duration less than three (3) days. Denial. No employee shall be entitled to sick leave with pay while absent from duty because of sickness or injury purposely self-inflicted or caused by willful misconduct; or, sickness or disability sustained while engaged in employment other than employment by the City, for monetary gain or other compensation, or by reason of engaging in business or activity for monetary gain or other compensation. Excess Usage. If sick leave is used in excess of that due and available an employee, such excess sick leave will first be deducted from any available compensatory time off benefit; second, deducted from the next scheduled salary payment. Necessity Leave. Each employee shall be afforded the opportunity to use up to 15 hours of sick leave per calendar year, on a non-cumulative basis, as personal necessity leave. All of this personal necessity leave may be used to attend to an illness of a child, parent, or spouse of the employee. As used in this section, "child" means a biological, foster, or adopted child, a stepchild, a legal ward, or a child of a person standing in loco parentis; "parent" means a biological, foster, adoptive parent, a stepparent, or a legal guardian; and "immediate family" means any member of the 26 employee's household related by blood or marriage; a parent, parent-in-law, spouse, child, brother, sister, grandparent, or grandchild of the employee, regardless of residence; any other relative of the employee by blood or marriage, where it can be established by the employee that the employee's presence is required to handle emergency arrangements and/or other matters. This 15 hours of personal necessity leave also may be used: a) to attend to a serious accident to member of the employee's immediate family; b) childbirth; c) to cope with imminent danger to the employee's family, home, or other valuable property; or d) when the existence of external circumstances beyond the employee's control make it impossible for him or her to report for duty. 10.2 Military Leave. Proof of Orders and Reinstatements. An employee shall be granted military leave if he or she furnishes the Executive Director of Personnel Services satisfactory proof of his or her order to report for duty. Upon return and upon showing of proof of actual service pursuant to such orders, he or she will be reinstated as provided in Section 143 of the Civil Service Rules and Regulations of the City of Santa Ana. Temporary. Members of the reserve forces of the United States, or the National Guard, granted temporary leave when ordered to duty, in accordance with the Military and Veterans Code, will be granted leave with pay not to exceed thirty (30) calendar days in each calendar year after the hourly equivalent of one (1) year's service with the City upon presenting satisfactory proof of orders to and from such temporary active duties. 10.3 Jury and Witness Leave. When an on-duty employee is called to serve as a juror or non-party witness in any court action, he or she shall be allowed to leave for the time actually required for such service without loss of pay. Each on-duty employee called for such service shall present to his or her Department Head for examination the subpoena calling him or her to such service and shall pay into the City Treasury the fees collected for such service, with the exception of reimbursement for transportation expenses, if any. 10.4 Examination Leave. Employees participating in examinations conducted during their normal working hours for positions in the competitive service of the City of Santa Ana will be granted leave with pay for the time actually required. 10.5 Unauthorized Absence. Unauthorized absence from duty for any duration of time may be considered cause for dismissal. Absence from duty without leave for five (5) consecutive working days shall be deemed a resignation from service; provided, however, if upon return to duty the person so absenting himself or herself makes an explanation satisfactory to the Department Head regarding the cause of his or her absence, the Department Head may restore him or her to his or her position, with the City Manager's approval. 27 10.6 10.7 10.8 10.9 10.10 Authorized Absence Without Pay - Short Term. Absence without pay not to exceed five (5) consecutive working days, may be authorized by the Department Head. Absence without pay not to exceed fifteen (15) calendar days may be authorized by the Department Head with the approval of the City Manager. Such an absence may be authorized only if in the judgment of the Department Head it serves the best interest of the City. Authorized Absence Without Pay - Long Term. Upon receipt of a written request from an employee having permanent status, plus action by the Department Head recommending approval of the request, the City Manager may grant a leave of absence without pay for up to six (6) months. In addition to the above, the City Manager may grant a further extension not to exceed a total of one (1) year leave of absence without pay. An employee returning to duty with the City shall inform the Department Head and the Executive Director of Personnel Services of his or her intention at least thirty (30) calendar days prior to the expiration of the six (6) month period, or shorter period if the full six (6) months is not taken. Upon receipt of such notice, the Department Head will take steps necessary to restore the employee to his or her former position. Industrial Leave. Any period of time during which an employee is required to be absent from his or her position by reason of an industrial injury or industrial illness for which he or she is entitled to receive compensation shall not be considered a break in continuous service for the purpose of his or her right to salary adjustments or to the accrual of seniority. Pregnancy Disability Leave. A pregnant employee is entitled to a reasonable leave of absence without pay for any temporary disability resulting from pregnancy, miscarriage, childbirth or recovery therefrom. Such reasonable leave of absence shall not exceed four (4) months. However, an employee may be granted up to an additional two (2) months of leave, at the discretion of the City Manager, for a total of up to six (6) months in which to recover from the disability if substantiated by a physician's certificate. Employees may take an unpaid leave of absence during pregnancy disability consistent with the law. As with all other temporary disabilities, a physician's certificate is required to verify the extent and duration of the temporary disability. An employee who plans to take a pregnancy leave must give a reasonable notice (not less than four (4) weeks) before the date she will take the leave and the estimated duration of the leave. Health and welfare insurance coverage will be continued only if the employee continues to pay a cash premium to continue coverage while on a leave of absence without pay. Family Medical Leave Act. The City shall comply with all applicable provisions of the Family Medical Leave Act (FMLA). 28 ARTICLE XI 11.1 EMPLOYEE INSURANCE 11.1 Health Insurance. Part Time Civil Service employees shall be eligible to participate in the City's medical and dental insurance programs only. All costs of the premiums shall be paid by the employee. ARTICLE XII 12.0 RETIREMENT 12.1 I2.2 General. The terms of the existing contract between the City and California Public Employees' Retirement System (CalPERS) governing the City retirement benefits for affected employees are incorporated by reference herein. Each employee shall be a member of the CalPERS system and shall continue to make payment to CalPERS in an amount necessary to pay one hundred percent (100%) of his or her individual retirement contribution which is equal to seven pement (7%) of his/her PERSable salary. Such payments shall be credited to the individual employee's CalPERS account. 2% At 55 Retirement Benefit. Effective July 1, 1997, the City agreed to pay 2.266% of the cost of providing CalPERS 2% at 55 retirement benefit to employees of this unit. Employees agreed to pay one percent (1%) of the total cost of 3.266% for the 2% at 55 retirement benefit by authorizing a one percent (1%) deduction from their salary (two (2) salary rate ranges) effective July 1, 1997. Effective the first (1 st) day of the second (2"d) payroll period following Council approval of this Agreement, this 1% deduction is eliminated. ARTICLE XIII 13.0 TOOL REIMBURSEMENT POLICY (REFER TO FULL TIME SEIU MOU) ARTICLE XIV 14.0 UNIFORM MAINTENANCE (REFER TO FULL TIME SEIU MOU) 29 ARTICLE XV 15.0 SAFETY 15.1 15.2 General.. The City and the employees of the City agree to comply with all applicable Federal, State and local laws and the City of Santa Ana regulations, which relate to health and safety. Central Safety Committee. Part Time Civil Service employees are eligible to serve on the City's Central Safety Committee. However, in no case shall the total number of SEIU members (both Full Time and Part Time Civil Service) exceed two (2) representatives and two (2) alternates. 15.3 Safety Shoes. The City agrees to pay up to two hundred dollars ($200) per fiscal year per affected employee, for the purchase and/or repair of approved safety shoes/boots. The option of purchase and/or repair shall be at the sole discretion of the employee. All safety shoes/boots purchased under this program must have steel reinforced toes and insteps and bear the official stamp of approval from the American National Standards Institute (ANSI), z-41. Ifa particular class of employment is designated as requiring its incumbents to wear safety shoes, then it will be mandatory for all incumbents of that class to wear the type of safety shoe (boot or low-quarter) deemed to be appropriate by the Department Head. (Some exemptions may be allowed, on a case-by-case basis, depending on the type and amount of exposure to hazard in particular positions and subject to the approval or disapproval of the City's Safety Officer). The procedure necessary to be followed for the implementation and operation of this program shall be in accordance with the existing policies and procedures as previously established by the City. ARTICLE XVI 16.0 RESIDENCY (REFER TO FULL TIME MOU) ARTICLE X¥II 17.0 GRIEVANCE REVIEW PROCEDURE (REFER TO FULL TIME MOU) 3O ARTICLE XVIII 18.0 UNION RIGHTS 18.1 Release Time for Union Grievance Representatives. The Union shall have the right to appoint/elect a reasonable number of representatives who are recognized by the City as officers or worksite leaders/stewards. Such reasonable number of worksite leaders/stewards recognized by the City and specified within the Full Time SEIU MOU shall be increased by one (1) for the Part Time Civil Service category of employment. The City's Employee Relations Manager shall be provided with a list of names and classification titles of the Union's officers as set forth in the Santa Ana City Employees, Chapter 1939/Service Employees International Union Local 347, AFL- CIO Bylaws, as well as the names and classification titles of ail worksite leaders/stewards and other Union representatives. The Union agrees to inform the City in writing of any changes in said list within ten (10) calendar days. During the term of this Agreement, the City agrees to grant up to a total of two hundred (200) hours per fiscal year on a non-cumulative basis to enable the officers and worksite leaders/stexvards to assist other bargaining unit employees in processing grievances under the Grievance Review Procedure; provided, however, that such officers and worksite leaders/stewards shall make advance arrangements with their supervisors prior to absenting themselves for such purpose. The officers and worksite leaders/stewards shall be required by the City to record and report to their supervisors the work time spent in assisting other bargaining unit employees pursuant to this provision of the Agreement. Union Business Leave Time. In addition to the two hundred (200) hours per fiscal year provided by the City on a non-cumulative basis, officers and worksite leaders/stewards shall be granted an additional three hundred (300) hours per fiscal year on a non-cumulative basis paid by the Union from the bank of hours or directly by the Union. The purpose of this additional three hundred (300) hours per fiscal year shall be to enable the officers and worksite leaders/stewards to assist the bargaining unit employees in processing grievances under the Grievance Review Procedure and for union activities which may include conventions, seminars and meetings. However, such officers and ~vorksite leaders/stewards shall make arrangements xvith their supervisors prior to absenting themselves for such purposes. The officers and worksite leaders/stewards shall be required by the City to record and report to their supervisors on the worktime spent on Union business. Time spent by officers or worksite leaders/stewards on Union Business leave time, under this Letter of Agreement, shall not be considered time worked for computation 3I of overtime according to the Fair Labor Standards Act. If, at some point in the future, the President for the SEIU bargaining unit is elected from the Part Time Civil Service category of employment, then all rights and privileges pertaining to President's leave shall apply. 18.2 Worksite Access. Officers, worksite leaders/stewards and/or paid Union representatives shall be permitted to visit break and lunch areas designated by the City, before or after work or during designated lunch periods for the purpose of discussing Union business, provided that arrangements are made in advance with the manager responsible for the worksite. Such visits shall not disrupt the work of City employees, interfere with the normal operations of the department or with established safety and security requirements. Where any such problems arise, the Union and the City will agree on an alternate meeting/conference facility for the purpose of providing a place for the Union to hold a meeting before or after work or during lunch periods. If the City facility provided the Union as an alternate meeting site during non-working hours is a public meeting room, its scheduling and use shall be governed in accordance with regulations pertaining to the use of public meeting rooms at City facilities. Solicitations of membership and all activities concerned with the internal management of the Union, such as collecting dues, holding membership meetings, preparation of petitions, preparation of proposals, campaigning for office, conducting elections and distributing literature, shall not be conducted during working hours. Officers and employees may perform those duties assigned to them by the Union, but in no event shall they have the right to interfere with the performance of work of any other employee or interfere with City operations or to call a strike, slowdown, work stoppage, sympathy strike or take any economic action against the City. 18.3 Release Time for Employee Representatives. In the event that the Union is formally meeting and conferring with representatives of the City on matters within the scope of representation during regular City business hours, a reasonable number of officers, employee representatives or other officials of the Union shall be allo~ved reasonable time off without loss of compensation or other benefits. Such officers and employee representatives shall not leave their duty or work station or assignment without the prior knowledge of their supervisor or such supervisor's supervisor. 32 C. Such meetings are subject to scheduling in a manner consistent with City operating needs and work schedules. 18.4 18.5 Use of Bulletin Boards. Space shall be made available to the Union on the City's existing employee bulletin boards for the purpose of posting notices pertaining to Union business, subject to the following conditions: Materials posted by the Union shall not include campaign material on municipal election matters, including elections for City Council, other City positions, or other municipal political matters. Material posted is not derogatory to the City, City employees or other employee organizations. All materials are dated, identify the Union and bear the signature of the authorized representative(s) of the Union responsible for their issuance. The City reserves the right to determine what reasonable portion of employee bulletin boards are to be allocated to Union materials. If the Union does not abide by these provisions, it will forfeit its right to have materials posted on the City's employee bulletin boards. The Union shall not be permitted to post any material that is prohibited by State law or the City Charter. Use of City Facilities. The City shall allow the Union to conduct meetings in the City's public meeting rooms during non-working hours provided such meetings are scheduled in accordance with regulations governing the use of public meeting rooms at City facilities; provided, however, the Union shall not be permitted to use City facilities to discuss or present any matter that is prohibited by State law or the City Charter. ARTICLE XIX 19.0 DUES DEDUCTION & INDEMNIFICATION (REFER TO FULL TIME SEIU MOU) ARTICLE XX 20.0 CITY RIGHTS (REFER TO FULL TIME SEIU MOU) 33 ARTICLE XXI 21.0 STRIKES & WORK STOPPAGES (REFER TO FULL TIME SEIU MOU) ARTICLE XXII 22.0 LAYOFFS 22.1 22.2 22.3 The City agrees to inform the Union as soon as possible if and when a decision is made to reduce positions represented by the Union through layoff: If it is decided to contract out work, the City shall provide the Union reasonable notice of the decision; meet and confer with the Union over the impact of the decision; will seriously consider reasonable alternatives provided by the Union; and if any bargaining unit member is laid off as a result of the decision, the City shall make a reasonable effort to place said employee with the contracting company. In the event of a reduction-in-force, part time employees in any City office, activity or department shall be laid off prior to laying off Part Time Civil Service Employees as above defined. Wherever possible, Part Time Civil Service Employees inthe class shall be laid off prior to Full Time employees in the same class. The principles of seniority (length of service) shall govern layoffs as described herein, except in the event that more than one (1) employee has the same seniority date, in ~vhich case performance also shall be considered. The City's determination ofperfom~ance shall not be arbitrary or capricious in nature. Any dispute over the application of the principles outlined in this Article XXII shall be subject to the grievance procedure. Classification seniority is defined as length of service in the classification, and shall begin on the first date worked by the employee in that classification. Whenever a position within a classification is to be eliminated, resulting in the layoff of an employee, seniority shall govern the order of layoff. The employee with the lowest seniority in the affected classification shall be laid off first. In lieu of layoff; an employee may elect to work in a lower classification, in which he has served, providing that classification is within the same job family/career ladder. In that event, the employee's length of service in the next lower classification will be added to his Iength of service in the affected classification, and said conrbined seniority shall be used to bump down into the next lower classification. This method of combining seniority shall be applied to subsequent louver classifications. C. The reemployment list shall be valid for one (1) year l¥om the date of its 34 22.4 establishment. Reemployment shall be in reverse order of layoffs. The Joint Labor Management Committee will determine Job Family/Career Ladder. A bargaining unit employee who is laid off from full time City employment pursuant to this Article, may be granted a temporary appointment to a vacant position in any classification for which there is no eligible list and for which said employee meets the minimum qualifications established for the classification and possesses the requisite knowledge, skills and abilities to satisfactorily perform the work of the classification. Such temporary appointment will be terminated upon the establishment of a new eligible list for the classification or on the one hundred eightieth (180th) day following the initial day of such temporary appointment, xvhichever occurs first. ARTICLE XXIII 23.0 MISCELLANEOUS PROVISIONS 23.1 23.2 23.3 The City agrees to provide a list each month to the Union with names and class titles of bargaining unit employees xvho have separated from City service, and the names and class titles of bargaining unit employees who have been hired. The Union agrees to pay the City's cost of producing said list(s). After ratification of this Agreement by the City Council, a complete list of bargaining unit employees and their addresses will be provided to the Union once every fiscal year. The City agrees to distribute Union membership pamphlets to bargaining unit employees at the new employee orientation sessions conducted by the City. Catastrophic Leave Donation. In order to assist employees otherwise granted leave of absence without pay by the City Manager because of a catastrophic medical condition or injury, the City and Union agree to implement a Catastrophic Leave Donation Program. Nothing herein shall be construed to alter City policies and procedures as provided in the Charter or ordinances of the City of Santa Ana or other provisions of this Agreement with regard to granting unpaid leaves of absence. The Catastrophic Leave benefit will be provided for non-industrial injury or sickness only. The leave shall cover the uncompensated time prior to the employee's becoming eligible for the L.T.D. benefits. Guidelines. It shall be understood that all donations under this procedure are voluntary and subject to taxation for both the donor and recipient. Employees may donate vacation or compensatory time to the eligible employee. In no event shall sick leave be donated. 35 Employees shall be provided a two week period to submit donations. Donations received after this two week period shall not be processed. The two week period for each case shall be designated by the Department Head or his or her designee as provided herein below. Donations shall be for a minimum of two (2) hours and a maximum of eight (8) hours per donor. All donations must be made in two (2) hour increments. Any authorization of donations not made in accordance with the procedures outlined in Section C, Subparagraph 2 below, will not be processed. 5. All donations shall be irrevocable. In the event the recipient returns to work before leave donations have been exhausted, any balance on the books shall be accrued by the recipient and designated as sick leave. Donations shall be limited to employees of this bargaining unit or any other unrepresented unit. Eligibility. Regular employees shall be eligible for Catastrophic Leave Donations if the following criteria are met: When it is reasonably foreseeable that all accrued time on the books, such as sick leave, compensatory time, and vacation will be exhausted and the employee's illness will continue past the time when the employee will be on paid status. The employee's Department Head, or his or her designee, has approved a written request for donations accompanied by a medical statement from the employee's attending physician. The attending physician's statement must verify the employee's need for an extended medical leave and an estimate of the time the employee will be unable to work. Procedure. Upon receipt of a valid request for donations from an eligible employee, the Department Head or his or her designee shall post a notice of the eligible employee's need for donations on bulletin boards accessible to employees. No confidential medical information shall be included in the posted notice. Employees wishing to donate time to an eligible employee must sign his or her authorization of the transfer of such donated time and provide: a. His or her name, department name, and employee number; 36 b. The number of hours of compensatory or vacation time of the donation within the limitations of Section A, subparagraph 3 above; 23.4 23.5 23.6 c. The name, department and employee number of the recipient; A statement indicating that the donor understand such donation of time is irrevocable. At the close of the two (2) week donation period, the department shall verify that each donating employee has accrued vacation and/or compensatory time balances sufficient to cover the designated donation. The department shall submit all approved donation authorizations for an eligible employee at one time for processing. No donation authorizations for the eligible employee will be processed after this period. However, employees who receive donations under this procedure and who exhaust all donated hours may request an additional donation period subject to the provisions of Section A, herein. 5. The City shall add the donated time to the recipient's sick leave account. Employee Benefits. Should any other Part Time Civil Service employee unit receive a benefit during the term of this Agreement, the City and the Union agree to meet and confer. Full Time Eligible Lists. Part Time Civil Service employees, upon their written request, shall be placed on the Full Time transfer eligible list for the classification in which they are employed. Certification from that list shall be in accordance with all existing Civil Service rules. The City and SEIU agree that, during the term of this Agreement, the language contained in the SEIU Part Time Civil Service Letter of Agreement will be incorporated in the SEIU Full Time Memorandum of Understanding, and that Part Time Civil Service employment is part of the Full Time bargaining unit. ARTICLE XXIV 24.0 SOLE 8,: ENTIRE AGREEMENT (REFER TO FULL TIME SEIU MOU) ARTICLE XXV 25.0 WAIVER OF BARGAINING DURING THE TERM OF THIS AGREEMENT (REFER TO FULL TIME SEIU MOU) 37 ARTICLE XXVI 26.0 EMERGENCY WAIVER PROVISION (REFER TO FULL TIME SEIU MOU) ARTICLE XXVII 27.0 SEPARABILITY PROVISION (REFER TO FULL TIME SEIU MOU) ARTICLE XXVIII 28.0 TERM OF AGREEMENT (REFER TO FULL TIME SEIU MOU) ARTICLE XXIX 29.0 RATIFICATION & EXECUTION 29.1 The City and the Union have reached an understanding as to certain recommendations to be made to the City Council for the City of Santa Aha and have agreed that the parties hereto will jointly urge said Council to adopt a new wage and salary resolution which will provide for the changes contained in said joint recommendations. The City and the Union acknowledge that this Letter of Agreement shall not be in full force and effect until ratified by the membership of the Union and adopted by the City Council of the City of Santa Ana. Subject to the foregoing, this Letter of Agreement is hereby executed by the authorized representatives of the City and the Union and entered in to this Dated: Dated: CITY OF SANTA ANA, a municipal corpor~ate of,~Calif~/ By:~~~-- By: City Manager 38 Employee Relations Manager ATTEST: Pc~ter[t~ioafHtl~eal~ o un cil APPROVED AS TO FORM: Assistant City Attorney 39 This Agreement has been ratified by the membership of the Santa Ana City Employees, Chapter 1939/Service Employees International Union Local 347, AFL-CIO. /'7 Robert F. Hunt General Counsel, SEIU 40 SE1U BASIC SALARY & WAGE SCHEDULE EXHIBIT A Page 1 of 2 The City's Basic Salary and Wage Schedule provides for a number of ranges of pay rates (salary rate ranges) each comprised of six pay steps or rates for SEIU employees. The salary rate ranges are identified by a three digit number and steps by letters AA, A to E inclusive. For SEIU Part Time Civil Service employees, the purpose of each step and the length of service required for advancement within the rate range are summarized as foIlows: Purpose: AA Step A Step B Step C Step D Step E Step Nonmal beginning pay rate. Automatic Increase. Also optional hiring rate. Automatic Increase. Also optional hiring rate. Automatic Increase. May also be maximum hiring rate for certain classes. Automatic Increase, and is maximum hiring rate. Merit Rate. Required Length of Service for Part Time Civil Service Employees: AA to A A to B B to C C to D D to E After i040 hours' completed service. After 2080 hours' completed service. After 2080 hours' completed service. After 2080 hours' completed service. After 3120 hours' completed service. In the following salary schedule matrix, each salary range is identified by a three digit number. The first two digits are listed in the first vertical column on the left and the third digit is listed horizontally across the top and identifies the appropriate column. This three digit range number locates the "AA" step of the range, which is the first of the 6 steps. Steps "A," "B," "C," "D," and "E" are found in the column directly below the "AA" step. For example, the "AA" step of Range No. 401 is found to be $1476 by moving down the left column to the number 40 (the first two digits of the Range N o.), then horizontally to column 1 (the third digit of the Range No.). The "AA" step of $1476 has the remaining steps shown directly beneath it; thus the full, six step range is 1476-1549-1627-1708-1793-1883. In the same number, Range No. 455 is found to be 1921-2017-2118-2223-2334-2451. SALARY SCHEDULE MATRIX 0 I 2 3 4 5 6 7 8 9 35 1151 1156 1162 1168 1174 1180 1185 Il91 1197 1203 36 1209 1215 1221 1227 1233 1239 1245 1251 1258 1264 37 1269 1275 1281 1288 1294 1301 1307 1314 1320 1327 38 1332 1338 1345 1352 1358 1365 1372 1379 1386 1393 39 1399 1405 1413 1420 1427 1434 1441 1448 1455 1463 40 1469 1476 1483 1491 i498 1506 1513 I521 I528 1536 41 1542 I549 1557 1565 1573 1580 1588 1596 1604 1612 42 1619 1627 1635 1643 1651 1659 1668 1676 1684 1693 43 1700 1708 1717 1725 1734 1742 1751 1760 1769 1778 44 1785 1793 1802 1811 1820 1830 1839 1848 1857 I866 45 1874 1883 1892 1902 1911 1921 1930 1940 1950 1960 46 1968 1977 1987 1997 2007 2017 2027 2037 2048 2058 47 2066 2076 2086 2097 2107 2118 2128 2139 2150 2160 48 2169 2179 2190 220I 2212 2223 2234 2246 2257 2268 49 2277 2288 2299 2311 2322 2334 2346 2357 2369 2381 50 2391 2402 2414 2427 2439 245I 2463 2475 2488 2500 41 51 52 53 54 55 56 57 58 59 60 61 62 63 64 65 66 67 68 69 70 71 72 73 74 75 76 77 2511 2637 2769 2907 3052 3205 3365 3533 3710 3896 4091 4296 4511 4741 4978 5226 5488 5762 6050 6353 6670 7005 7355 7723 8109 8515 8941 2523 2536 2650 2663 2782 2796 2921 2936 3067 3082 3221 3237 3381 3398 3550 3568 3728 3747 3915 3935 4111 4132 4317 4339 4533 4556 4764 4787 5002 5026 5252 5278 5515 5542 5790 5818 6080 6110 6384 6416 6702 6735 7039 7073 7391 7427 7761 7799 8149 8189 8557 8599 8985 9029 2548 2561 2676 2690 2810 2824 2950 2965 3098 3113 3253 3269 3415 3432 3586 3604 3765 3784 3954 3974 4152 4173 4360 4382 4579 4601 4810 4834 5051 5076 5304 5330 5569 5596 5847 5876 6140 6170 6446 6478 6768 6801 7107 7141 7463 7499 7837 7875 8229 8269 8641 8683 9073 9117 2574 2703 2838 2980 3129 3285 3449 3622 3803 3994 4194 4404 4624 4858 5101 5356 5623 5905 6200 6510 6835 7176 7535 7913 8309 8725 9161 2587 2600 2717 2730 2853 2867 2995 3010 3144 3160 3302 3318 3467 3484 3640 3658 3822 3841 4014 4034 4215 4236 4426 4448 4648 4671 4882 4906 5126 5151 5382 5408 5650 5678 5934 5963 6230 6260 6542 6574 6869 6903 7211 7247 7571 7609 7951 7989 8349 8389 8767 8809 9205 9250 2613 2626 2744 2758 2881 2896 3025 3040 3176 3192 3335 3352 3501 3519 3676 3695 3861 3880 4054 4074 4257 4278 4470 4493 4694 4718 4930 4954 5176 5201 5434 5461 5706 5734 5992 6021 6291 6322 6606 6638 6937 6971 7283 7319 7647 7685 8029 8069 8431 8473 8853 8897 9296 9342 42 ASSIGNMENT OF CLASSES REPRESENTED BY SANTA ANA CITY EMPLOYEES CHAPTER 1939/ SERVICE EMPLOYEES INTERNATIONAL UNION LOCAL 347, AFL-CIO FOR FISCAL YEARS JULY 1,200I THROUGH JUNE 30, 2004 EXHIBIT B JOB TITLE Accountant 1 Accountant Il Accounting Assistant Arts Administrator Assistant Buyer Assistant Engineer 1 Assistant Engineer Il Assistant Engineer-Transportation (T) Assistant Fleet Equipment Technician Assistant Parks/Landscape Planner Assistant Plan Check Engineer 1 Assistant Plan Check Engineer I1 Assistant Planner 1 Assistant Planner I1 Associate Engineer Associate Engineer-Transpor[ation (T) Associate Park and Landscape Planner Associate Plan Check Engineer Associate Planner Associate Zoo Curator Bookmobile Operator Building Inspector Building Maintenance Supervisor Building Maintenance Technician Building Technician Business Tax Collector/Inspector Buyer Central Services Supervisor Combination Building Inspector Community Center Coordinator Community Center Representative Community Development District Manager Community Development Resource Coordinator Community Development Technician Community Events Coordinator Community Events Supervisor Community Preservation Inspector Community Preservation Inspector 11 (T) ASSIGNED SALARY RATE RANGE NUMBERS AS OF: 11-01-01 07-01-02 0%01-03 Range No. Range No. Range No. 582 590 598 610 618 626 531 539 547 583 591 599 546 554 562 610 618 626 624 632 640 624 632 640 526 534 542 591 599 607 610 618 626 624 632 640 591 599 607 611 619 627 662 670 678 662 670 678 641 649 657 662 670 678 641 649 657 580 588 596 509 517 525 591 599 607 601 609 617 549 557 565 543 551 559 555 563 571 595 603 611 555 563 571 591 599 607 591 599 607 550 558 566 661 669 677 641 649 657 560 568 576 550 558 566 616 624 632 591 599 607 611 619 627 43 JOB TITLE Community Preservation Technician Community Services Supervisor Computer Operations Coordinator Computer Operator Computer Programmer Computer Systems Analyst/Programmer Construction Inspector 1 Construction Inspector 1l Contracts Administrator Custodian Custodian (Lead Assigned) Custodian Supervisor Customer Service Representative Data Entry Office Assistant Data Entry Operator Data Entry Specialist Deputy Clerk of the Council Detention Records Specialist Detention Records Supervisor Economic Development Aide Economic Development Specialist 1 Economic Development Specialist Il Economic Development Specialist 11I Electrical Inspector Employment Services Fiscal Specialist Engineering Drafting Technician 1 Engineering Drafting Technician 1I Environmental Coordinator Equipment Operator Equipment Operator-Motor Grader (T) Equipment Operator-Motor Sweeper Equipment Operator-Motor Sweeper (Assigned) Equipment Operator-Street Equipment Operator-Traffic Paint Equipment Operator-Water Maintenance Executive Secretary Facilities Supervisor Finance Executive Secretary Fleet Equipment Supervisor Fleet Equipment Technician 1 Fleet Equipment Technician Il Fleet Equipment Technician 11I Fleet Parts Specialist General Maintenance Leader General Maintenance Supervisor General Maintenance Worker GIS Administrator ASSIGNED SALARY RATE RANGE NUMBERS AS OF 11-01-01 07-01-02 07-01-03 Range No. Range No. Range No. 543 551 559 638 646 654 646 654 662 555 563 571 598 606 614 618 626 634 591 599 607 601 609 617 591 599 607 484 492 500 499 507 515 536 544 552 539 547 555 509 517 525 500 508 516 509 517 525 550 558 566 492 500 508 564 572 580 560 568 576 611 619 627 641 649 657 671 679 687 591 599 607 582 590 598 560 568 576 591 599 607 641 649 657 550 558 566 566 574 582 550 558 566 560 568 576 550 558 566 550 558 566 550 558 566 548 556 564 601 609 617 548 556 564 615 623 631 556 564 572 576 584 592 591 599 607 566 574 582 570 578 586 601 609 617 549 557 565 621 629 637 44 JOB TITLE Graphics Designer l Graphics Designer I1 Graphics Supervisor Housing Authority Coordinator Housing Authority Intake Specialist Housing Authority Operations Supervisor Housing Programs Aide Housing Programs Analyst Housing Programs Coordinator Housing Specialist 1 Housing Specialist I1 Information Services Representative Instrument Technician Intake Specialist Landscape Development Associate Lead Accounting Assistant Lead Detention Records Specialist Lead Police Records Specialist Learning Center Technician Librarian Library Aide Library Services Assistant Library Specialist Library Technician Loan Officer I1 (T) Loan Specialist Mail Clerk/Messenger Maintenance Assistant Maintenance Worker I Maintenance Worker i1 Meter Reader Collector Micro Systems Coordinator Micro Systems Programmer Network Engineer Network Specialist/WAN Systems Administrator Office Assistant Office Specialist Office Supervisor Park Maintenance Aide Park Maintenance Leader Park Maintenance Leader (Assigned FT) Park Maintenance Leader (Assigned PT) Park Maintenance Supervisor Park Maintenance Worker Park Mower Operator (T) Park Ranger ASSIGNED SALARY RATE RANGE NUMBERS AS OF I 1-01-01 07-01-02 07-01-03 Range No. Range No. Range No. 552 560 568 572 580 588 611 619 627 651 659 667 497 505 513 629 637 645 520 528 536 629 637 645 671 679 687 530 538 546 554 562 570 539 547 555 571 579 587 497 505 513 641 649 657 565 573 581 534 542 550 534 542 550 520 528 536 580 588 596 437 445 453 482 490 498 457 465 473 520 528 536 631 639 647 581 589 597 463 471 479 484 492 500 504 512 520 524 532 540 530 538 546 626 634 642 560 568 576 666 674 682 626 634 642 482 490 498 457 465 473 551 559 567 382 390 398 553 561 569 573 581 589 563 571 579 601 609 617 509 517 525 529 537 545 543 551 559 45 JOB TITLE Parking Meter Operations Supervisor Parking Meter Technician 1 Parking Meter Technician 11 Permit Processor Permit Supervisor Permit Technician Plan Examiner (T) Planning Assistant Planning Commission Secretary Plumbing Inspector Police Fiscal Officer Police Records Specialist Police Records Supervisor Police Supply Specialist Principal Programmer Analyst Programmer Analyst Projects Manager Property Control Specialist Property Rehabilitation Assistant Public Works Crew Leader Public Works Dispatcher Public Works Projects Specialist Purchasing Assistant Receptionist Records Management Specialist (T) Records Specialist Recreation Center Director Recreation Leader Recreation Program Coordinator Recreation Supervisor Redevelopment Assistant Redevelopment Project Manager I Redevelopment Project Manager I1 Redevelopment Project Manager III Reprographic Equipment Operator Residential Construction Specialist Revenue and Contract Compliance Auditor Revenue Processing Assistant Revenue Supervisor Sanitation Inspector I Sanitation Inspector 1I Secretary Secretary (Assigned Steno) Senior Accountant Senior Accounting Assistant Senior Assistant Engineer ASSIGNED SALARY RATE RANGE NUMBERS AS OF 11-01-01 07-01-02 07-01-03 Range No. Range No. Range No. 563 571 579 513 521 529 543 551 559 529 537 545 611 619 627 581 589 597 610 618 626 571 579 587 548 556 564 591 599 607 629 637 645 492 500 508 564 572 580 530 538 546 666 674 682 626 634 642 651 659 667 530 538 546 530 538 546 570 578 586 514 522 530 611 619 627 520 528 536 497 505 513 544 552 560 525 533 541 530 538 546 470 478 486 550 558 566 601 609 617 591 599 607 611 619 627 651 659 667 671 679 687 489 497 505 591 599 607 610 618 626 500 508 516 585 593 601 540 548 556 581 589 597 527 535 543 527+60 535+60 543+60 629 637 645 546 554 562 639 647 655 46 .IOB TITLE Senior Assistant Plan Check Engineer Senior Building Inspector Senior Combination Building Inspector Senior Community Preservation Inspector Senior Deputy Clerk of the Council Senior Detention Records Specialist Senior Electrical Inspector Senior Electrical Systems Specialist Senior Fleet Equipment Supervisor Senior Grading Specialist Senior Housing Specialist Senior Librarian Senior Library Services Assistant Senior Library Technician Senior Office Assistant Senior Office Assistant (Assigned Steno) Senior Office Specialist Senior Park Maintenance Supervisor Senior Planner Senior Plumbing Inspector Senior Plumbing/Mechanical Systems Specialist Senior Police Records Specialist Senior Police Records Supervisor (T) Senior Programmer Analyst Senior Receptionist Senior Recreation Center Director Senior Recreation Supervisor Senior Residential Construction Specialist Senior Secretary (Assigned Steno) Senior Systems Administrator Senior Water Maintenance Supervisor Senior Water Systems Operator Stenographic Clerk (T) Stock Clerk Storekeeper Street Lighting Maintenance Worker Street Maintenance Supervisor Street Painter Supervising Accountant Supervising Accountant Assistant Supervising Buyer Supervising Librarian Supervising Library Services Assistant Supervising Park Ranger Survey Party Chief Survey Party Technician I ASSIGNED SALARY RATE RANGE NUMBERS AS OF 11-0 I-01 07-01-02 07-01-03 Range No. Range No. Range No. 639 647 655 611 619 627 611 619 627 61I 619 627 580 588 596 519 527 535 611 619 627 611 619 627 635 643 651 611 619 627 592 600 608 585 593 601 509 517 525 540 548 556 509 517 525 509+60 517+60 525+60 482 490 498 631 639 647 661 669 677 611 619 627 611 619 627 519 527 535 585 593 601 646 654 662 527 535 543 535 543 551 631 639 647 611 619 627 548+60 556+60 564+60 618 626 634 631 639 647 591 599 607 515 523 531 525 533 541 560 568 576 560 568 576 601 609 617 544 552 560 651 659 667 585 593 601 625 633 641 613 621 629 514 522 530 568 576 584 624 632 640 560 568 576 47 ASSIGNED SALARY RATE RANGE NUMBERS AS OF 11-01-01 07-01-02 07-01-03 Range No. Range No. Range No. JOB TITLE Survey Party Technician 11 Survey Supervisor Systems Administrator Systems Support Analyst Systems Technician Telecommunications Coordinator Telecommunications Customer Service Rep Tenant Services Technician Traffic Technician Transportation Analyst Treasury Services Supervisor Tree Maintenance Supervisor Tree Trimmer Utility Inspector Video Technician Visitor Services Coordinator Volunteer Services Coordinator Water Maintenance Crew Leader Water Maintenance Supervisor Water Maintenance Worker 11 Water Meter Repairer 1 Water Meter Repairer II Water Quality Coordinator Water Quality Inspector Water Quality Supervisor Water Systems Operator i Water Systems Operator II Water Systems Operator 111 Work Center Coordinator Workforce Specialist 1 Workforce Specialist 11 Workforce Specialist III Workforce Specialist IV Zoo Animal Registrar Zoo Curator of Education Zoo Education Specialist Zoo Keeper Aide Zoo Keeper 1 Zoo Keeper I1 Zoo Maintenance Supervisor 591 599 607 672 680 688 586 594 602 646 654 662 526 534 542 628 636 644 539 547 555 527 535 543 614 622 630 662 670 678 585 593 601 601 609 617 544 552 560 581 589 597 582 590 598 476 484 492 570 578 586 570 578 586 601 609 617 524 532 540 529 537 545 549 557 565 621 629 637 581 589 597 601 609 617 537 545 553 557 565 573 571 579 587 671 679 687 526 534 542 551 559 567 571 579 587 626 634 642 531 539 547 580 588 596 531 539 547 441 449 457 501 509 517 531 539 547 580 588 596 (T) designates a "terminal" class. A position classification that has been designated as "terminal" by formal City Council action will be deleted from the City's Basic Classification and Compensation Plan when vacated by its last remaining incumbent. No new appointments may be made to a class that has been so assigned. 48