HomeMy WebLinkAbout25G - MOU - FMA
REQUEST FOR
COUNCIL ACTION
0
CITY COUNCIL MEETING DATE:
CLERK OF COUNCIL USE ONLY:
SEPTEMBER 20, 2010
TITLE: APPROVED
0 As Recommended
AGREEMENT WITH THE FIRE O OrAmended
MANAGEMENT ASSOCIATION O Ordinance on ~ Reading
0 Ordinance on 2"d Reading
0 Implementing Resolution
0 Set Public Hearing For
21 , CONTINUED TO
FILE NUMBER
CITY MANAGER
RECOMMENDED ACTION
Direct the City Attorney to prepare and authorize the City Manager and Clerk of the Council to
execute an agreement with the Fire Management Association regarding wages and other terms
and conditions of employment.
DISCUSSION
The City and the Fire Management Association (FMA) recently completed contract negotiations
resulting in a four-year contract extension to the FY 2004-10 Memorandum of Understanding
(MOU). The extension period covers July 1, 2010 through June 30, 2014_
The provisions of this extended agreement are as follows:
1) Salary: 7/01/10 - 6/30/11 = 0%
7/01/11 - 6/30/12 = 3%
7/01/12 - 6/30/13 = 3.5%
7/01/13 - 6/30/14 = 0%
2) Payment toward 3% at 50 Service Retirement Benefit: "Safety" employees shall begin
contributing an additional amount toward the City's "employer" rate as follows:
• January 1, 2012 = additional _50% for a total of 1.43%
• January 1, 2013 = additional 1.0% for a total of 2.43%
• January 1, 2014 = additional 1.0% for a total of 3.43%
3) Retirement Reopener: If the employer contribution rate for a fiscal year meets or exceeds
25%, then the provisions of Article 14.6."Payment of 3% @ 50 Service Retirement Benefit"
shall be reopened at the request of the City.
25G-1
Agreement with the Fire Management Association
September 20, 2010
Page 2
4) Pay for Performance: Eliminate 7.5% "pay-for-performance" for Deputy Chief and
Administrative Chief/Fire Marshal starting in FY 2010-11. Add 2.5% to the salary
schedule, respectively, for FY 2012-13 and FY 2013-14 for a total of 5%.
FISCAL IMPACT
There is a $102,400 savings to the City for deferral of salary increases and elimination of "pay-
for-performance"- There are additional ongoing savings of $26,834 per year for increased PERS
contributions and elimination of pay-for-performance.
APPROVED AS TO FUNDS
AND ACCOUNTS:
Kathie S. Gonzalez Francisco Gutierrez
Executive Director Executive Director
Personnel Services Agency Finance & Management Services Agency
25G-2
T-W9FOUR--YEAR CONTRACT EXTENSION TO
THE MEMORANDUM OF UNDERSTANDING BETWEEN
THE CITY OF SANTA ANA
and
THE SANTA ANA FIRE MANAGEMENT ASSOCIATION
FOR FISCAL YEARS 2010-11 AND 201 4 2 through 2013-14
The City of Santa Ana (CITY) and the Santa Ana Fire Management Association
(SAFMA) have met and agreed to emend extend the 2004-10 Memorandum of
Understanding (MOU) between the CITY and SAFMA, for two-(,2)four (4) additional
years. The existing initial MOU provisions, and the provisions outlined in the two-
year Contract Extension for Fiscal Years 2008-09 and 2009-10 shall remain
unchanged and in effect unless addressed modified by this contract extension. The
new expiration date of the MOU shall be June 30, 2012 14, and the MOU shall be
amended as follows:
AMENDED ARTICLE IV (new language in bold italics; deleted provisions lined out)
4.1 Basic Compensation Plan. There is hereby established a basic compensation plan for
all members of the Santa Ana Fire Management Association who are now employed or
will in the future be employed in any of the designated classifications of employment
listed in this Agreement and its attachments.
This plan includes two groups of classification titles, Fire Management Group A (the
sworn CalPERS "Safety" class of Deputy Fire Chief and the non-sworn CalPERS
"Miscellaneous" class of Administrative Chief/Fire Marshal*), and Fire Management
Group B (the sworn CalPERS "Safety" class of Fire Battalion Chief and the non-sworn
CalPERS "Miscellaneous" class of Fire Communications Manager).
* The current incumbent is designated as "safety" for retirement purposes.
4.2 Schedules of Salaries.
A. Two separate schedules of salary rate ranges, one for classes of employment
designated as represented Fire Management Group A (Deputy Fire Chief and
Administrative Chief/Fire Marshal), and one for classes of employment
designated as represented Fire Management Group B (Fire Battalion Chief and
Fire Communications Manager) are attached hereto in matrix format and made a
part hereof as though set forth in full herein. The schedules for represented
FMA Contract Extension: 2010-2014 Page 1
25G-3
Fire Management Group A classes and represented Fire Management Group B
classes are listed as follows:
Category of Employment Salary Schedule No.
Fire Management Group A FMA Group A-1
(classes allocated to 4-5 17 step FMA Group A-2
salary rate ranges)
Fire Management Group B FMA Group B
(classes allocated to 5-step
salary rate ranges)
B. , The
basic salary schedules for "Fire Management Group A" (titled "FMA Group A-1
and A-2, respectively) ees contain numerous salary rate ranges, each range
comprised of fifteen (15) seventeen (17) separate rates of pay shown in monthly
amounts. The respective salary rate ranges are identified by a two-digit
number preceded by the capital letters "FM" or "FMFM", respectively. The
separate rates of pay or steps within each salary rate range are identified by the
numbers "1" through 45" "17" inclusive, with Step "1" being the lowest or
minimum of the range, Step "8" the middle or midpoint rate of the range, and
Step 45" "17" being the highest or maximum rate. The purpose of each step and
criteria for advancement are set forth in Subsection 4.7(A) below.
C. The basic salary schedule for "Fire Management Group B" (titled "FMA Group B")
contains numerous salary rate ranges, designated by the letter "M" and a three-
digit rate range number. These rate ranges are comprised of five (5) steps or
rates of pay shown in monthly amounts, identified by the letters "A" through "E"
inclusive, with Step "A" being the lowest step in the range. The purpose of each
step and criteria for advancement to the next higher step within a particular
salary rate range are set forth in Salary Schedule No. FMA Group B (attached)
and in Subsection 4.7(B) below.
4.3 Salary Adjustments.
EffeetiYe July 1, 2009, the base salary ef empleyees eeYered by this Agreement
o
she!! be ine, eased by eight (8) salary rate ranges (appreximetely Effective July 1, 2009, there shall be no salary increase for employees covered
by this Agreement.
FMA Contract Extension: 2010-2014 Page 2
25G-4
Effective July 1, 2009, Miscellaneous employees covered by this Agreement shall
contribute an additional 2.3% of their salary (for a total of 6.3%) toward the 2.7%
at 55 retirement benefit. To the extent permitted by CalPERS and Internal
Revenue Service regulations, this additional 2.3% contribution shall be implemented
through payroll deduction on a pre-tax basis.
EffeetiYe January 1, 2010, the base salary ef empleyees eeYered by this Agreement
o
shall be ine, eased by f We (5) salary rate ranges (appreximetely Effective January 1, 2010, there shall be no salary increase for employees
covered by this Agreement.
Effeetive July 1, 2010, the base salary of employees eevered by this
Agreement shall be inereased by approximately 4%.
Effective Aly 1, 2010, there shall be no salary increase for employees covered
by this Agreement.
Effeetive January 1, 2011, the base salary of employees eevered by this
Agreement shall be inereased by approximately 2.6%.
Effective Tanuary 1, 2011, there shall be no salary increase for employees
covered by this Agreement.
Effective July 1, 2011, there shall be me so! se for employees eevered
by this Agreement. the base salary of employees covered by this Agreement
shall be increased by six (6) salary rate ranges (approximately 3%).
Effective January 1, 2012, there shall be no salary increase for employees
covered by this Agreement.
Effective Aly 1, 2012, the base salary of employees covered by this
Agreement shall be increased by seven (7) salary rate ranges (approximately
3.5%).
Effective Aly 1, 2013 through Tune 30, 2014, there shall be no salary
increase for employees covered by this Agreement.
Should any other bargaining unit receive a salary or benefit increase of greater
value than the combined value of that set forth above (4% 3% and 2-.4%3.5flo,
respeetivel during the term of this Agreement, the SAFMA shall be granted
the value of that additional salary or benefit. equivalent value as w
4.5 Beginning Rates.
FMA Contract Extension: 2010-2014 Page 3
25G-5
A. Fire Management Group A Classes. An employee appointed to a Fire Management
Group A class (Deputy Fire Chief or Administrative Chief/Fire Marshal) shall be
compensated at any rate within the lower third of the X17--step salary rate
range ("Steps "1" through 5" 16') for their job classification as authorized by the
Fire Chief. When economic conditions, unusual employment conditions, or
exceptional qualifications of a candidate for employment indicate a higher rate
would be in the City's best interest, the City Manager may authorize hiring at a
higher rate in the salary rate range,
Feint up to and including Step 15.
4.7 Advancement Within Ranges.
A.
hereby established a perfermenee based eyelustien system fer empleye'e-6
empleyed in Fire Management Greup A elesses eeyered by this Agreement
(Deputy Fire Chief and Fire Marshal), the preyisiens ef whieh are set ferth
herein bole
te help attreet, retain and metiyete highly eempetent managers an
a. Subjeet te the appreyel ef the City Manager, the Fire Chief is hereby
eutherized salary rate ranges, as geyerned by the P-1-1-116 ef
b. The City Manager shall establish perfermenee eriteris and appr
guidelines te be utilized by the Fire Chief in setting indiyi
e. After the salary ef an emp! ited te a Fire Management Greup-A
eless has been first este li- plan, salary
adyaneement threugh the remaining steps ef the fifteen (15) step selerNA
rate range shall be based en the results ef an annual perferme
eyeluet*
FMA Contract Extension: 2010-2014 Page 4
25G-6
3.
the fellew* ants:
/
Fire Management Greup A eless. A relatiye weight will be assigned te
ebjeetiye listed with a minimum weight ef ten pereent 0
0
preblem / judgment, deeisien making and planning and ergenize4e-n-,
management / leadership, management, teehnies! / stress, handling ef
ete.
her suberdinete Fire Management Greup A empleyees te determine their
/ any,
immediately fell i ~h indiyidual Fire Management Greup -A
peried preeeding that date. Additienally, at least ene (1) infermal mid-
year pr -0 . ew sheM be held between the Fire Chief and eseh ef*~s
and expeetatiens by a wide
FMA Contract Extension: 2010-2014 Page 5
25G-7
and e ""I" "",/"""I
Meets Expe-c-tatiens:
Meets ebjeetiyes and requirements.
Fails te meet seme ebjeetiyes and requirements.
5. Per~R Ese t Fire Management Greup A
payment based en a pereentage ef eurrent annual rate ef base salary, e
g
either step inereases er ene time menetery payment er a eembinatien-4
in 1 V 1 V
pereent (2.5%) ef eurrent annual rate ef base salary er adyaneement-4
ene step (2.5%) within the salary rate range,
FMA Contract Extension: 2010-2014 Page 6
25G-8
being paid at a step higher then th rate ef the salary
the Fire Chief and the appreyel ef the City Manage+-
range, then the entire perfe . iresse must be awarded the
ii. Any ene time menetery ineentiYe payment granted under this plan is
net an ineresse in base salary and ne salary rate range appliesbie te any
Fire Management Greup A empieyee eeyered by this Agreement she!!
Manager.
W. The City Manager she!! be respensible fer the deyelepment and
she!! define hew perf ermenee ebjeetiYes, measures and standards are
hew perfermenee eempenent ratings and eempesite ratings will be-
A. fire Management Group A Classes: The following provisions shall govern
salary advancement within rate ranges for employees employed in fire
Management Group A classes (Deputy fire Chief and Administrative
Chief/fire Marshal):
FMA Contract Extension: 2010-2014 Page 7
25G-9
1) for any employee in a fire Management Group A classification covered
by this Agreement who has been initially appointed to a step lower than
Step 717' advancement to the next higher step in the FMA Group A-1
and A-2 schedules of salary rate ranges may be granted only for
continued satisfactory and efficient service by said employee in the
effective performance of the duties of his or her position. Such
advancement shall be in two-step increments, each step being equivalent
to approximately 2.5% for a total annual increase of approximately 5%
per year. For example, an employee covered by this Agreement shall
advance from Step 1 to Step 3, Step 3 to Step 5, Step 5 to Step 7,
Step 7 to Step 9, Step 9 to Step 11, Step 11 to Step 13, Step 13 to
Step 15, or Step 15 to Step 17 (the top step in the salary rate range),
respectively. This two-step advancement shall be granted for continued
satisfactory and efficient service by said employee in the effective
performance of the duties of his or her position. The effective date of
such step increase, if granted, shall be the first (1St) day of the month
following the completion of one (1) year of service at the step from
which said employee is being advanced.
2) During the term of this Agreement, a Fire Management Group A
employee who has not yet reached Step 15 of the FMA Group A-1 or
A-2 schedules of salary rate ranges shall continue to progress through
the salary rate range at the rate of two (2) steps per year
(approximately 5%), until Step 17 is achieved.
3) for the period of fiscal Years 2010-11 and 2011-12, no fire
Management Group A employee shall advance further than Step 15 of
the salary rate range.
4) Effective in Aly 1, 2012, each fire Management Group A employee who
has already reached Step 15 shall receive a one (1) step salary increase
(approximately 2.5%). Said employee shall then be at Step 16 of his or
her salary rate range.
5) Effective Aly 1, 2013, each fire Management Group A employee who
has already reached Step 16 shall receive a one (1) step salary increase
(approximately 2.5%). Said employee shall then be at Step 17 of his
or her salary rate range.
FMA Contract Extension: 2010-2014 Page 8
25G-10
Such merit advancement shall require the following:
a) There shall be on file in the office of the Executive Director of
Personnel Services a copy of each periodic performance appraisal
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.
b) The Fire Chief, 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 step increase and supporting such a
recommendation with specific reasons therefore. The employee shall
be notified by the fire Chief as to such recommendations and shall
be informed of the reasons.
c) No advancement in salary shall become effective until approved by
the City Manager, except when placement on a salary step above
Step "I" results from promotion under the provisions of Section 4.8
of this Article.
d) Notwithstanding the foregoing provisions of this subsection to the
contrary, a merit step advance shall be automatically granted ninety
(90) days after the due date if no performance appraisal is
completed. The effective date of such merit step advance shall be
retroactive to the first (1St) day of the month following the
completion of the required length of service.
6) When an employee in a fire Management Group A classification has not
been approved for advancement to the next higher salary step, he or
she may be reconsidered for such advancement after the completion of
three (3) months of additional continued service in the classification
and, if necessary, shall be reconsidered for advancement to the next
higher step above his or her then current step after the completion of
six (6) months of additional continued service in the classification.
7) An employee in a fire Management Group A classification who is being
paid at any salary step above Step "I" may be reduced to the next
FMA Contract Extension: 2010-2014 Page 9
25G-11
lower step in the appropriate salary rate range upon the recommendation
of the fire Chief and the approval of the City Manager. Procedure for
such reduction shall follow the same procedure for merit advancement in
Subsection 4.7 Paragraph (A) (1) above, and such officer or employee
may be considered for readvancetnent under the same provisions as
contained in Subsection 4.7, Paragraph (A) (7) above.
B. Fire Management Group B Classes: The following requistien-s provisions shall
govern salary advancement within rate ranges for employees employed in Fire
Management Group B classes (Fire Battalion Chief and Fire Communications
Manager):
1. For any employee in a Fire Management Group B classification covered by this
Agreement who has been initially appointed to a step lower than Step "E,"
advancement to the next higher step (Step "B" from Step "A" or Step "C"
from Step "B," etc.) may be granted only for continued satisfactory and
efficient service by said employee in the effective performance of the duties
of his or her position. The effective date of such step increase, if granted,
shall be the first day of the month following the completion of one year of
service at the step from which said employee is being advanced.
Such merit advancement shall require the following:
a) There shall be on file in the Office of the Executive Director of
Personnel Services a copy of each periodic performance
repert appraisal 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.
b) The Fire Chief, 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
Fire Chief as to such recommendations and shall be informed of the
reasons.
FMA Contract Extension: 2010-2014 Page 10
25G-12
c) No advancement in salary abeye Step " shall become effective until
approved by the City Manager, except when placement on a salary step
above Step "A" results from promotion under the provisions of Section
4.8 of this Agreement.
d) Notwithstanding the foregoing provisions of this subsection to the
contrary, a merit step advance shall be automatically granted ninety
(90) days after the due date if no performance appraisal is
completed. The effective date of such merit step advance shall be
retroactive to the first (1St) day of the month following the
completion of the required length of service.
2. When any employee in a Fire Management Group B classification has
not been approved for advancement to the next higher salary step, he or she
may be reconsidered for such advancement after the completion of three (3)
months of additional continued service in the classification and, if
necessary, shall be reconsidered for advancement to the next higher step
above his or her then current step after the completion of six (6) months of
additional continued service in the classification.
3. AAy An employee in a Fire Management Group B classification who is being
paid at any salary step above Step "A" may be reduced to the next lower
step in the appropriate salary rate range upon the recommendation of the
Fire Chief and the approval of the City Manager. Procedure for such
reduction shall follow the same procedure for merit advancement in
Subsection 4.7 Paragraph (13)(1) above, and such officer or employee may be
considered for readvancement under the same provisions as contained in
Subsection 4.7, Paragraph (13)(2) above.
AMENDED ARTICLE VIII (new language in bold; deleted provisions lined out)
8.2 Shift Replacement Pay/Special Assignment Pay for Fire Battalion Chiefs.
D. Effective July 1, 2009, each Fire Battalion Chief assigned to Suppression
agrees to place one (1) extra twenty-four (24) hour shift worked into a
leave time bank. The employee shall not take off this twenty-four (24)
hour shift during Fiscal Year 2009-10. Effective July 1, 2010, the
twenty-four (24) hour shift may be taken off.
AMENDED ARTICLE IX (new language in bold; deleted provisions lined out)
FMA Contract Extension: 2010-2014 Page 11
25G-13
9.3 Cash Option. Employees covered by this Agreement will be given an option once per
calendar year to receive cash compensation computed on a straight time basis in lieu
of all or part of their holiday leave benefits set forth in Section 9.2 above.
Such cash option may be eliminated or modified at the discretion of the Fire
Department to the extent necessary to service the best interests of the
department, to the extent it represents additional costs to the City, or to the extent
it is construed as overtime under Department of Labor Guidelines implementing
provisions of the Fair Labor Standards Act.
Effective July 1, 2009, all employees covered by this Agreement shall defer for
the duration of Fiscal Year 2009-10 the employee's ability to cash out holiday
leave time. The ability to cash out holiday leave time shall be re-instated July
1, 2010. Such deferral shall not affect an employee's ability to be compensated
for the accumulated holiday leave time upon separation from employment with
the City, not to exceed a maximum of 288 hours for employees assigned to the
twenty-four (24) hour work shift schedule, or 192 hours for employees assigned
to a forty (40) hour work week schedule.
Effective July 1, 2010, employees choosing to cash out their holiday time may
do so to a maximum value of 1.33 x 96 hours, or 128 hours for employees
assigned to a forty (40) hour work week schedule, or 1.33 x 144 hours, or 192
hours for employees assigned to a twenty-four (24) hour work shift schedule.
AMENDED ARTICLE X (new language in bold; deleted provisions lined out)
10.2 Regular Vacation Period.
C. Computing Regular Vacation.
2. No employee may carry over from one calendar year to the next, more than
the equivalent of twe- (2) three (3) regular vacation periods from the
previous two (2) years.
feted- A regular vacation period is defined as the maximum amount of
vacation earned in a calendar year as provided in Subsection A above.
10.4 Limitation on Vacation. With the exception of a retiring employee, no employee is
granted, and no employee shall be allowed to take, any vacation leave with pay in
excess of fifty (50) working days in any one year by combination of the vacations
granted in this Agreement. Further, no employee may carry over from calendar
year to the next more than the equivalent of twe-(2) three (3) longevity vacation
periods and the equivalent of twe-(2) three (3) regular vacation periods from the
previous two (2) years. and yeestien net taken beyend that siffieunt is .
FMA Contract Extension: 2010-2014 Page 12
25G-14
Theref ere, the maximum yeestien that an eight (8) heur empleyee with less the
(6) ye-1 - Geuld seeumulate is thirty (3) werking days (240 heurs) and enly-en
eight (8) heur empleyee with mere then twenty (20) years --Uld Garry e
and take the eutherized maximum ef f if ty (5) werking days (400 heurs) in any ene
yeef"
10.6 Vacation Pay Options. Once each fiseel calendar year, all employees covered by this
Agreement shall be given the option to receive cash compensation, computed on a
straight-time basis, in lieu of up to five (5) working days of earned, unused vacation
leave benefits set forth in this Article. Effective January 1, 2009, employees
covered by this Agreement may cash out up to a total of 10 working days of earned,
unused vacation leave benefits (including management vacation leave) set forth in
this Article.
Effective July 1, 2009, all employees covered by this Agreement shall defer
for the duration of Fiscal Year 2009-10 an employee's ability to cash out
vacation leave time. The ability to cash out vacation leave time shall be re-
instated July 1, 2010. Such deferral shall not affect an employee's ability to
be compensated for the accumulated vacation leave time upon separation from
employment with the City.
Effective July 1, 2010, employees choosing to cash out their vacation leave
time may do so to a maximum value of 1.33 x 120 hours, or 160 hours per
year for employees assigned to the twenty-four (24) hour work shift schedule,
or 1.33 x 80 hours, or 106 hours for employees assigned to a forty (40) hour
work week schedule. This cap on annual cash out of regular vacation shall not
affect an employee's ability to be compensated for accumulated regular
vacation leave time upon separation from employment with the City.
10.7 Management Vacation Benefit. Employees covered by this Agreement will be
granted an additional five (5) working days [five (5), eight (8)-hour days for forty
(40) hour employees and five (5), twelve (12) hour days for shift employees] per
calendar year over the regular and longevity vacation schedule applicable to
represented non-management employees of the City subject to a maximum accrual
of twenty f We (25) thirty (30) days of such additional five (5) days per year.
AMENDED ARTICLE XIV (new language in bold italics; deleted provisions lined out)
14.6 Payment of 3% at 50 Service Retirement Benefit. The City has reeeiyed an
setuarial Yelustien dated Mereh 3, 2000 f rem CeIPERS inferming the parties that a
eest analysis te amend the City's eentreet te preyide this benefit te eurrent
o
FMA Contract Extension: 2010-2014 Page 13
25G-15
psyrell fer this unit. in erder te preyide this benefit te its eurrent "safety!!
T #The City and the Association agree that eligible employees w44 shall pay
.93%
of the Citys employer contribution to CaIPERS. Additionally, -Dduring the term
of this Agreement, the City and Association agree to the following:
Effective Tanuary 1, 2012, the employee contribution shall be increased by
.50% for a total contribution of 1.43%.
Effective Tanuary 1, 2013, the employee contribution shall be increased by
1.0% for a total contribution of 2.43%.
Effective Tanuary 1, 2014, the employee contribution shall be increased by
1.0% for a total contribution of 3.43%.
Effective Aly 1, 2014, employees covered by this Agreement shall not
contribute more toward the 3% at 50 retirement benefit than members of
the firemen's Benevolent Association (FBA).
14.7 Yearly Actuarial Valuation Fluctuations. CalPERS provides the City with a yearly
actuarial valuation informing it of its new employer contribution rate to be in effect
July 1St of each year. The City and Association agree that the City's employer
contribution rate will fluctuate from year to year based on the investment returns
earned by the retirement system. The City agrees that current eligible "safety"
employees paying to receive this benefit should also benefit from this yearly
fluctuation in the City's annual actuarial valuation. As sueh, eurrent eligible "
°
° Agreement. during the term ef this Should the Citys employer
contribution rate meet or exceed 25% during the term of this Agreement, the
City and Association agree to a reopener of this section, but there shall be no
changes without the mutual written agreement of the parties.
AMENDED ARTICLE XXVI (new language in bold italics; deleted provisions lined out)
26.1 The term of this Agreement shall be from July 1, 2004 through June 30, 24919 2012
2014.
ARTICLE XXVII
27.0 RATIFICATION AND EXECUTION
27.1 The City and Association have reached an understanding as to certain
recommendations to be made to the City Council for the City of Santa Ana 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
FMA Contract Extension: 2010-2014 Page 14
25G-16
recommendations. The City and the Association acknowledge that this Agreement
shall not be in full force and effect until ratified by the membership of the
Association and adopted by the City Council of the City of Santa Ana. Subject to
the foregoing, this Agreement is hereby executed by the authorized
representatives of the City and Association and entered into this e 20th dory of
June 7009 September 2010.
CITY OF SANTA ANA, a
Municipal Corporation of the
State of California
Dated: By:
MAYOR
Dated: By:
CITY MANAGER
Dated: By:
EXECUTIVE DIRECTOR
PERSONNEL SERVICES
ATTEST: APPROVED AS TO FORM:
CLERK OF THE COUNCIL CITY ATTORNEY
This Agreement has been ratified by the membership of the Santa Ana Fire Management
Association.
Dated:
SANTA ANA FIRE MANAGEMENT ASSOCIATION
By:
RANDY BLACK, PRESIDENT
FMA Contract Extension: 2010-2014 Page 15
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25G-18