ORANGE COUNTY FIRE AUTHORITY - 2012 EMERGENCY SRVC

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Except as modified herein, continuous employment with CITY shall be considered the same as continuous employment with the OCFA for all transitioning employees only for the purposes of meeting minimum requirements for promotional opportunities and the accrual of vacation and sick leave. Transitioning employees shall accrue vacation and sick leave at the rates designated in the applicable MOU. Additionally, for the 144 most senior safety (suppression) transitioning employees, created by this agreement, continuous employment with CITY shall be considered continuous employment with OCFA for the purposes of layoff seniority and bid assignment seniority preference. When one of these 144 employees leaves employment with the OCFA, the additional seniority credit specified in this paragraph for CITY employment shall be applied to the transitioned safety (suppression) employee who had the longest continuous service with CITY but who had not previously received such credit under the terms of this paragraph. For purposes not specified herein, the seniority of transitioning employees shall be based on the date of transition. Except as specifically provided in this agreement, all employees shall be considered new hires for all purposes under the MOU. All transitioning employees will participate in a defined contribution plan or "Retiree Health Savings Plan" and are eligible for reimbursement benefits upon retirement as defined by the plan. OCFA will supply new uniforms and necessary additional safety clothing to transitioning personnel. The cost of such uniforms and clothing has been included as part of the start-up costs to be paid by CITY. CITY safety clothing in the possession of transitioning employees on the effective date of this Agreement shall become the property of the OCFA at no cost. Transitioning employees will be accorded reciprocity in the Orange County Employees Retirement System to the extent they are entitled to such reciprocity by the County Employees Retirement Act of 1937. The CITY certifies that the listing of service hours provided by the CITY for employees transitioning to employment with the OCFA is a true and accurate computation of service hours for each transition employee during his or her employment with the CITY. These service hours reflect 2080 service hours for each year of service with the CITY, plus a prorated number of hours for any partial year of service with the CITY through March 31,2012, less a prorated number of hours for any time off without pay for either an unpaid leave of absence or an unpaid suspension. In the event of any conflict regarding the computation of service hours after the date of transitioned, provided the transition employee(s) release a review of their Santa Ana record, the CITY will make available any records necessary to resolve the complaint. If the transition employee(s) does not release their CITY record for review the CITY will research their records and assist the OCFA in resolution of the conflict. NON SWORN PERSONNEL The following CITY Fire Department non-safety employees shall be offered employment by the OCFA at the position and salary step stated below: Name Position Salary Step See Exhibit 2 for the detailed list of names, positions, and salary step for Non Sworn Personnel. Employees who accept a non-safety position with the OCFA will be considered "new hires" and will serve a probationary period. All non-safety employees will follow the OCEA General/Supervisory Unit MOU. Bilingual pay and education incentive pay is available based on application. Page 2 828198.1