HomeMy WebLinkAbout55D - RESO - MOU - SAMAREQUEST FOR
COUNCIL ACTION
CITY COUNCIL MEETING DATE:
OCTOBER 1, 2019
TITLE:
APPROVE AN APPROPRIATION
ADJUSTMENT IN THE AMOUNT OF
$277,320; ADOPT A RESOLUTION
AMENDING RESOLUTION NO. 2015-026 TO
EFFECT CERTAIN CHANGES TO THE
CITY'S BASIC CLASSIFICATION AND
COMPENSATION PLAN; AND APPROVE A
MEMORANDUM OF UNDERSTANDING
WITH THE SANTA ANA MANAGEMENT
ASSOCIATION (SAMA)
{STRATEGIC PLAN NO. 7, 4, at 61
/s/ Kristine Ri
CITY MANAGER
RECOMMENDED ACTION
CLERK OF COUNCIL USE ONLY:
APPROVED
❑ As Recommended
❑ As Amended
❑ Ordinance on ls' Reading
❑ Ordinance on 2od Reading
❑ Implementing Resolution
❑ Set Public Hearing For
CONTINUED TO
FILE NUMBER
1. Approve an Appropriation Adjustment transferring $277,320 from General Fund Non -
Departmental into the appropriate General Fund Accounting Units (Exhibit 1).
2. Adopt a Resolution Amending Resolution No. 2015-026 to effect certain changes to the
City's Basic Classification and Compensation Plan (Exhibit 2).
3. Authorize the City Manager to execute a Memorandum of Understanding with the Santa
Ana Management Association (SAMA) for the period January 1, 2019 through June 30,
2022, regarding wages and other terms of conditions of employment (Exhibit 3).
DISCUSSION
The current Santa Ana Management Association (SAMA) Memorandum of Understanding (MOU)
expired on December 31, 2018. Per the terms and conditions of that MOU, negotiations with SAMA
for a successor MOU commenced and resulted in a new three and one-half year agreement that
has been ratified by the membership of SAMA.
The major provisions of this agreement include:
55D-1
Agreement with SAMA 2019-2022
October 1, 2019
Page 2
1. Term: Effective January 1, 2019 through June 30, 2022.
2. Salary: The agreement provides a cost of living adjustment of 3.5% effective July 1, 2019;
2020; 2021.
3. Medical: Effective January 1, 2020, the City shall contribute an additional $50.00 allowance
per month towards employee health insurance premiums. Effective January 1, 2021, the
City shall contribute an additional $50.00 allowance per month towards employee health
insurance premiums. Effective January 1, 2022, the City shall contribute an additional
$50.00 allowance per month towards employee health insurance premiums.
4. Dental: Effective January 1, 2020, the City shall contribute an allowance of $120 per month
per employee. Effective January 1, 2021, the City shall contribute an allowance of $125 per
month per employee. Effective January 1, 2022, the City shall contribute an allowance of
$130 per month per employee.
5. Long Term Disability (LTD): Effective January 1, 2020, the City shall increase the maximum
plan coverage benefit from $5,000 to $10,000.
6. Holiday Closure: The City and SAMA have agreed to a mandatory City-wide winter holiday
closure each year during the term of this MOU and shall sunset on June 30, 2022.
7. Management Vacation: Effective January 1, 2020, the City shall increase Management
Vacation (Management Leave) from 50 hours to 65 hours per calendar year.
8. Technology Stipend: Upon adoption of the MOU, City shall increase the technology stipend
from $75 per month to $100 per month.
9. Wellness and Fitness Reimbursement: Effective January 1, 2020, the City shall provide
employees reimbursement up to $300 per fiscal year for qualified wellness and fitness
programs.
10. Retiree Health Savings (RHS): Upon adoption of the MOU, City will contribute 1 % of base
pay to employee's ICMA-RC (RHS) account upon adoption of the MOU.
11. Credit of Unused Sick Leave: Upon adoption of the MOU, employees with at least ten (10)
years of full-time City service that retire from the City within one -hundred -twenty (120) days
of separation from employment can convert up to two thousand (2000) hours of accrued un-
used sick leave towards CalPERS service credit.
12.Amend Resolution 2015-026 of the City's Basic Classification and Compensation Plan to
move the following five (5) full-time classifications from the Confidential Association of Santa
Ana to the Santa Ana Management Association's Administrative Management unit at the
monthly five -step salary rate ranges (prior to salary increase effective 7/1/19, item #2 above)
55D-2
Agreement with SAMA 2019-2022
October 1, 2019
Page 3
as noted in Exhibit 2: Secretary to the City Manager, Senior Budget Analyst, Senior Financial
Analyst, Senior Human Resources Analyst, and Senior Management Analyst.
STRATEGIC PLAN ALIGNMENT
Approval of this item supports the City's effort to meet Goal #7 — Team Santa Ana, Objective #4,
Establish employee compensation that attracts and retains a highly qualified workforce, objective
#5, Create a culture of innovation and efficiency within the organization, objective #6, Provide a
positive workplace environment that supports the health of its employees and celebrates its
success, and objective #7 Develop a culture of motivated and innovative leaders in the
organization.
FISCAL IMPACT
The non -departmental division of the General Fund budget is adequate to provide for the FY 2019-
20 compensation increase. The recommended appropriation adjustment would simply move the
existing budget from non -departmental to the appropriate departments budgets.
It is estimated that this agreement will result in a net cost to the City of $435,354 for FY 19-20,
$890,801 for FY 20-21 and $1,235,112 for FY 21-22 for a total of $ 2,561,267 during the term of
this agreement
APPROVED AS TO FUNDS AND ACCOUNTS:
Steven V. Pham Kathryn Downs, CPA
Executive Director Executive Director
Human Resources Department Finance and Management Services Agency
Exhibits: 1. SAMA EXHIBIT 1: FY 2019-20
2. Resolution to amend City's Basic Classification and Compensation Plan
3. SAMA MOU January 1, 2019 through June 30, 2022
55D-3
O
N
e-I
O
N
}
u.
;4
Mr
W
2
X
CW
G
t
a M LD N W eh v-I M M N r, `i ^ O M m M O ON
I- m M M M N -1 m lD M O N lD lD mM
O M M M W 00 M c-I m I, cl Dl in al N N i..q N H C}
u 1 l0 W 00' e^-I n n n n W t,I� NLo � N n lD c-i I� n
MN
Il
v
CO
()
C
N
C
G
?
C
Ca
C
.+
0¢¢¢
V
QV
O
m
-
C
E
O
m
-
C
E
U
O
A
C
Y
,�+
U
VI
7
0
cc.
c
`0
2
QOi.
N
CZ
c
a)
m¢
c
ro
�
C
:r
7
p
o
T
O
a~
T
7
m
a1
O
N
O
7
O
o2f
c
O
i+
y
T
_
m
w
@
a
U
al
0
u
O
ILa
.'Y_^
c
E-a
Q
c
C
as
i
sO..
C
O
SJ
v
Z
E
v
o
c
p
O
V
C
C
O
Ia
t
CL
m
H
u
?
H
c
O
m
c
N
C
Q)
O
a)
a)
O
,�
E
o
C=
O
w
Vf
a)
0
y
E
Lu
w
m
L
L
d
�C
E
B
Z
O
1-I
N
O
O
O
Ln
O
O
O
O
O
O
O
O
O
O
m
0
ei
a
a' -I
M
m
Ln
O
c-1
H
M
N
M
m
O
O
q
N
a'
N
d'
'I
H
.Q
j
bD
C
m
O
e-I
ei
o
O
e-I
e-I
0
00o
O
C-I
ei
0
m
O
e-I
e-I
0
o
a-i
e-I
e-I
0
0
r-IH
ei
i-i
0
0
r-IH
e-I
a -I
0
o
r-IH
e-I
r-Ia
0
m
r-IH
14
0
0
m
e-I
H
r-I0
0
m
H
ei
0
0
v
c-I
�-I
0
0
HLn
c-I
ei
0
0
c-i
r-IH
0
0
Ln
i-4
H
0
0
'I
ei
H
0
0
nLO
r-iH
'i
0
0
r-IH
e l
0
0
omo
r-IH
i-I
r-i0
0
r-I
--I
H
0
0
to
y)
C
Q
o
Q
V
Q
U
T T T T
U U U U
CO CO
V = V an N Q) a) Y al a) a) a) V V y Y
C O O O u c c CE Cq CO CO 6O COO COO al N
a _� U _!Ao y v y v 0 0 0 c c c c¢¢ Q Q,
L >, an u u V V Y Y Y _O O
a) a) a) O C C c C M M M p_ ._ Y Y
m m, � C a c rC c" O a ar m m m m 0 0 0 m
C U U u O y
N m p m i.LL i.LL i..LL LL a) a) a) y co cif co cM
c �K�( �Ky �K[
0 G ¢ 7 W W W {:Q bd to to V V L u Y Y
U O _ _ _
Y Y Y
a c c c c nO a m
U U rC ra rC cC Io T 2 E E
D D a a a a a E E
0 0
U U
55D-4
u
u
f0
a rn rn v
E n� o i� m m� ZD m 4 �
O O N n m �� Lc m n O m 0
U n ri 06 lD Ol 00 00 .1 & L Ol V' W
U.
N
C
C O
= =
E O1 - U 0J i W y U N
m C M C U O C N C E
Z m C C f0 C N O O 4;
c0 0• O. 0CO C WO01
O E N
OwRC:Du
C_ •i N
'P v v iCY to
C cz
C w ii E E H c-
i
CL
u Q 7 LL 0 0J W
Q rE 0° u° °' 3
Y
z
G
7
v �
U 0/
a E
p Z ai m-%t 0 0 H N. i Ln O H N w
L+' lA 0 Ln O O H ci O O V d' d' .p
E O O O r-I ei l0 w l0 l0 A c l H 3
O O O N
b0 O ci N m II1 l0 t0 c-I 0 0 0 O p
C 00 00 00 00 00 O O O 0 0 p
O O O O O 1 e--I ci ei r-I ;p
7*73
O
U Q
Q
t10 to
U U U U U U O O O
C 7 7 7 b0 to b0 to b0 b0 L t L
Q Q Q Q Q Q u u u
C O O O Y Y Y Y Y Y F— r— F-
'm o: K K O O O 7O O O C C c
y O O
E E E u u u u U U ' ' O
2 2 2 7 -7 7 O E E E
c c c
55D-5
O
N
Q1
r-I
O
N
}
LL
e-I
m_
x
CW
G
Q
H
Y
m
CL
E
M
O O O O w 00 00 N
l0 V m Ol lD O M dl Ol 00
-00 t0 V I, l0 tD l0 O O t0
U N 00 I, N N Ln l0 l0 r.
LL
C
� L
O
N �
N E
a �
+~°1 Z m v v v T v a a a v a
W D O� r^-I r^-I H � a�-i �^-I -I s^-I � h
w 1- w n O O O O 00 00 Ol C
C N to m to tD w w t0 t0 tD p
O Q
Q
U U U U V U U U U
vC a a a a
Y a a a a a
G U N to N N H N N N N
C Y Y Y Y Y Y Y Y Y
C LL
In U_ U_ U_ U_ _U U_ V_ U_ U_
4 9 :3 Z 9
t
m
a
E n to M tD 00 O O O mW Ln
00 i, � N �" 1 0 0 0 00O
tmJ r-I r-I 00 r-I' N N N c-I' V1 MH
H
LL
+ T
C U
OI 'm C
m ,+T+ ,aT+ 00 U
z m E L L L Q C
C 00 2 D] O0 +L+ N Y C h0
in a, O (7 O w Q
O_ cO c Oc a Q c Q Q O
G G IL V O0 bD 01 Y C O C-
F, Q Q O 7 7 7 ON U
X 2 O O O N
u H 2 2 2 U
c Q ^
C7 N
a
ki
sL
cc E
N �
'= Z O O O O O O O O O M +p.
O & N In r1 00 00 00 to N r-I ZT M
p� 7^ 00Ln ) tDD 00 00 00 00 0000 00 00 H
r 1 O r-I r-I r-I ri ri H c-I r-I y
00 O r-I r-I O M In O I, n O =
L. C N M M M M M V r-I O r, p
p a+ O O O r-I ri ri ri cF tD tO w
C 13
7
u Q
■ Q
U V U U U U U
T C C C C C C C
T C Q Q Q Q Q Q tO Q
a to
N Q Q 0! 0/ 0) Ol 0l OJ G1
dam aaaaaaa
y i O O O O O O O
ML
O O CO > > > > > > >
C )o 0000000
m C Y Y Y Y Y Y
_ E E E E E E E
a E E E E E E E
u U u U U V U
55D-6
EXHIBIT 2
RESOLUTION NO. 2019-XX
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF
SANTA ANA TO AMEND RESOLUTION NO. 2015-026 TO
EFFECT CERTAIN CHANGES TO THE CITY'S BASIC
CLASSIFICATION AND COMPENSATION PLAN.
BE IT RESOLVED BY THE CITY COUNCIL OF THE CITY OF SANTA ANA AS
FOLLOWS:
Section 1: The City Council hereby finds, determines and declares as follows:
A. Section 1004, Article X of the City Charter of the City of Santa Ana requires
the City Manager to prepare, install and maintain a position classification
and pay plan subject to civil service rules and regulations and the approval
of the City Council,
B. On June 16, 2015, the City Council adopted Resolution
No. 2015-026 amending and re-establishing the Basic Classification and
Compensation Plan for all Full -Time and Part -Time Classifications of
Officers and Employees of the City of Santa Ana.
C. It is the City's practice to assign job titles that reflect the duties and
responsibilities of the classification and are consistent with other
classifications within the City's organizational structure as well as
comparable job titles in the labor market, while maintaining internal pay
equity relationships and attracting and retaining qualified candidates.
D. The Human Resources Department has completed a review of the various
departmental requests to make changes to the City's organizational
structure, classification titles, and staffing which revealed the need to effect
certain changes to the City's basic classification and compensation plans.
E. The City Council has amended and reestablished the Basic Classification
and Compensation Plan on numerous occasions since its adoption.
F. It is now desired to amend Council Resolution No. 2015-026, as amended,
in order to effect these changes, as shown below:
#5358v3
Resolution 2019-xxx
Page 1 of 4
55D-7
Section 2: The Santa Ana City Council amends Resolution No. 2015-026,
Exhibit "B" as follows:
A. Changing the following full-time classification titles at the monthly six -step
salary rate range indicated:
FROM:
Classification Title
Secretary to the City Manager (UC)
Senior Budget Analyst (UC)
Senior Financial Analyst (UC)
Senior Human Resources Analyst (UC)
Senior Management Analyst (UC)
6-Steo Salary Rate Ranae Effective 09/01/17
Monthly Salary
SSR
Minimum -Maximum
666
$5840 - $7453
697
$6791 - $8668
707
$7133 - $9102
707
$7133 - $9102
697
$6791 - $8668
Section 3: The Santa Ana City Council amends Resolution No. 2015-026,
Exhibit "E" as follows:
A. Changing the classification titles listed above in Section 2. A. to the following
full-time classification titles at the monthly five -step salary rate range indicated:
TO:
Classification Title
Secretary to the City Manager (AM)
Senior Budget Analyst (AM)
Senior Financial Analyst (AM)
Senior Human Resources Analyst (AM)
Senior Management Analyst (AM)
5-Step Salary Rate Ranae Effective 09/01/17
Monthly Salary
SSR
Minimum -Maximum
AM-682
$6313 - $7674
AM-707
$7133 - $8668
AM-717
$7490 - $9102
AM-722
$7674 - $9330
AM-707
$7133 - $8668
B. Changing the following full-time classification title at the monthly five -step
salary rate range indicated below to the full-time classification title at the monthly
seventeen -step salary rate range indicated in Section 4.A.:
VZOI
5-Step Salary Rate Range Effective 09/01/17
Monthly Salary
Classification Title SSR Minimum -Maximum
Benefits and Compensation Manager AM-750 $8798 - $10696
Section 4: The Santa Ana City Council amends Resolution No. 2015-026,
Exhibit "A" as follows:
Resolution 2019-XXX
Page 2 of 4
55D-8
A. Changing the following full-time classification title at the monthly seventeen -
step salary rate indicated:
TO:
17-Step Salary Rate Range Effective 09/01/17
Monthly Salary
Classification Title SSR Minimum -Maximum
Benefits and Compensation Mgr (MM) MM-18 $8061 - $11964
Section 5: All salary rate range classifications are set forth in the City's "Salary
Schedule" as periodically updated.
Section 6: That except as amended by this Resolution, all other provisions of
Resolution No. 2015-026 as amended shall remain in full force and effect
Section 7: This Resolution is operative from and after the date upon which it is
adopted.
ADOPTED this 1 st day of October, 2019.
Miguel A. Pulido
Mayor
APPROVED AS TO FORM:
f
Sonia R. Carvalho
City Attorney
AYES:
NOES:
ABSTAIN:
NOT PRESENT
#5358v3
Councilmembers
Councilmembers
Councilmembers
Councilmembers
Resolution 2019-xxx
Page 3 of 4
55D-9
CERTIFICATE OF ATTESTATION AND ORIGINALITY
I, Daisy Gomez, Clerk of the Council, do hereby attestto and certify the attached Resolution
No. 2019- to be the original Resolution adopted by the City Council of the City of Santa
Ana on October 1, 2019
Date:
Clerk of the Council
City of Santa Ana
Resolution 2019-XXX
Page 4 of 4
55D-10
EXHIBIT 3
UNDERSTANDING
BETWEEN
CITY OF SANTA ANA
D
SANTA ANA MANAGEMENT ASSOCIATION
January 1, 2019 - June 30, 2022
SANTA ANA MANAGEMENT ASSOCIATION (SAZSU-41F... m
MEMORANDUM OF UNDERSTANDING
BETWEEN THE. CITY OF SANTA ANA AND
THE SANTA ANA MANAGEMENT ASSOCIATION
FOR FISCAL YEARS 2019-2022
TABLE OF CONTENTS
ARTICLE I
RECOGNITION
3
ARTICLE II
PURPOSE AND INTENT
4
ARTICLE III
IMPLEMENTATION
5
ARTICLE IV
ATTENDANCE, WORKDAY, WORKWEEK & WORK
SCHEDULE
6
ARTICLE V
SALARIES
9
ARTICLE VI
ADDITIONAL COMPENSATION
17
ARTICLE VII
OVERTIME PAY
18
ARTICLE VIII
HOLIDAYS
19
ARTICLE IX
VACATION
23
ARTICLE X
OTHER LEAVES OF ABSENCE
27
ARTICLE XI
EMPLOYEE INSURANCE
37
ARTICLE XII
WELLNESS & FITNESS REIMBURSEMENT
41
ARTICLE XIII
RETIREMENT
42
ARTICLE XIV
TRAINING & EDUCATION ASSIST. PROGRAM
45
ARTICLE XV
ELECTRONIC DEVICE STIPEND
48
ARTICLE XVI
STRIKES AND WORK STOPPAGES
49
ARTICLE XVII
SOLE AND ENTIRE MOU
50
ARTICLE XVIII
SEPARABILITY PROVISION
51
ARTICLE XIX
GRIEVANCE REVIEW PROCEDURE
52
ARTICLE XX
WAIVER OF BARGAINING DURING THE TERM OF
THIS MOU
54
ARTICLE XXI
EMERGENCY WAIVER PROVISION
55
ARTICLE XXII
TERM
56
ARTICLE XXIII
NON-DISCRIMINATION
57
ARTICLE XXIV
RATIFICATION AND EXECUTION
58
EXHIBIT A
ADMINISTRATIVE MANAGEMENT JOB TITLES
60
EXHIBIT B
MIDDLE MANAGEMENT JOB TITLES
61
SANTA ANA MANAGEMENT ASSOCIATION (SAlv55j A12022
ARTICLE I
1.0 RECOGNITION
1.1 Pursuant to the Employee Relations Resolution of the City of Santa Ana (Resolution
Number 81-075) and applicable State law, the City of Santa Ana (hereinafter called "the City")
certified the Santa Ana Management Association (herein after called "SAMA") on September 25,
2002, as the majority of the Middle Management and Administrative Management Representation
Unit (hereinafter called the "Unit") previously found appropriate by the Employee Relations
Officer. The City hereby recognizes SAMA as the certified majority representative of the full time
employees in said Unit. The term "employee" or "employees" as used herein shall refer only to
full-time employees employed by the City in said Unit in the employee classifications comprising
said Unit as listed in the attachments shown as listed "Exhibit A & B," as well as such
classifications as may be added hereafter by the employee designated as the employee relations
officer pursuant to Resolution No. 81-75.
SAMA ANA MANAGEMENT ASSOCIATION (SANIMIZ 2 �022
ARTICLE II
2.0 PURPOSE AND INTENT
2.1 It is the purpose of this Memorandum of Understanding MOU (hereinafter referred to as
MOU) to promote and provide for 'harmonious relations, cooperation and understanding
between the City and employees covered by this MOU. It sets forth the full and entire
understanding reached in good faith negotiations regarding the wages, hours, terms and
conditions of employment of employees covered by this MOU.
2.2 Notwithstanding the following provisions of this MOU, the parties agree that they have
intended nothing herein to entitle, alter, or award Civil Service rights or privileges to any
employee represented by SAMA who is in the Excepted Service of the City.
SANTA ANA MANAGEMENTASSOCIATION (SAM55.D 21 4022
ARTICLE III
3.0 IMPLEMENTATION
3.1 This MOU constitutes a recommendation jointly submitted to the City Council of the City
of Santa Ana. The parties agree that this MOU shall not be binding upon the parties until
said City Council:
A. Acts, by majority vote, formally to approve said MOU and,
B. Acts to appropriate the necessary funds required to implement the provisions of this
MOU that require funding.
3.2 Implementation shall be effective as of the date the MOU is both approved by the City
Council and the funding has been appropriated pursuant to Section 3.1 above. If the parties
fail to agree to implement provisions of this Memorandum not requiring City Council
approval, then negotiations shall resume upon the request of either party.
SANTA ANA MANAGEMENT ASSOCIATION (SAW17N-2M1s022
ARTICLE IV
4.0 ATTENDANCE, WORKDAY, WORKWEEK, & WORK SCHEDULE
4.1 Attendance. All full time SAMA employees covered by this MOU shall be in attendance
at their assigned worksite during hours prescribed by the City Manager or Executive
Director they report to, or designee(s) and shall not absent themselves during prescribed
hours without authorization. SAMA employees shall not be required to submit Leave of
Absence Requests for absences of two (2) hours or less.
4.2 Hours of Work. Eight (8) hours of work shall constitute a normal day and forty (40) hours
of work shall constitute a minimum workweek, except for employees for whom special
regulations have been approved by the City Manager.
A. 4/10 Work Schedule. The Executive Director, with the approval of the City
Manager, may assign SAMA employees to a workweek consisting of four (4) ten
(1.0) hour day with an additional one-half (1/2) or one (1) hour for unpaid lunch
periods. The regular workweek shall consist of forty (40) hours. A regular day off
shall consist of ten (10) hours.
B. 9/80 Work Schedule. All SAMA employees shall be permitted to work a 9/80 work
schedule when authorized by the Executive Director and approved by the City
Manager. A SAMA employee will not be permitted to work this schedule if in the
discretion of the Executive Director and City Manager, the 9/80 work schedule may
reduce service to the public.
1. 9/80 Work Schedule Defined. The 9/80 work schedule shall be
defined as working eighty hours over nine days in a two -week period. An
employee shall work eight days for nine hours per day and one day for eight
hours, excluding a one -hour lunch break during each work shift, totaling
forty (40) working hours in each work week.
a. The Work Week Period. The forty (40) hour work week period shall
be defined as the work period starting from Friday at mid -shift to
Friday at mid -shift. No employee working the 9/80 work schedule
will be able to flex their Friday start time nor the time they take their
lunch break, which will occur in the middle of the day on Fridays.
b. The 9/80 Work Period. The 9/80 two -week work period for
employees starts Friday mid -shift and continues for fourteen (14)
days until Friday mid -shift. During this period, each week is made
SANTA ANA MANAGEMENT ASSOCIATION (SAN@1XDS1: 2411'l�t`022
up of four nine -hour work days (thirty-six hours) and one four-hour
Friday and those hours equal forty work hours in each work week
(e.g., the Friday is split into four hours for the first shift, which is
charged to work week one and four hours for the second shift, which
is charged to work week two).
C. SAMA employees cannot change schedules without prior approval
of their Executive Director. The purpose of this authorization is to
review the impact on supervision, staffing and workload.
Employees may change schedules at the beginning of any work
period with approval of their Executive Director.
d. Modifications of the 9/80 work week period are not permitted unless
authorized by the Executive Director of Human Resources and the
City Manager.
e. Emergencies: All SAMA employees on the 9/80 work schedule are
subject to be called to work any time to meet any and all
emergencies or unusual conditions that, in the opinion of the City
Manager, Executive Director or designee, may require such service
from any of said employees.
2. Leave Benefits. When a SAMA employee is off on a scheduled workday
under the 9/80 work schedule, then nine (9) hours of eligible leave per
workday shall be charged against the employee's leave balance or eight (8)
hours shall be charged if the day off is a Friday. All leaves shall continue
under the current accrual, eligibility, request and approval requirements.
3. Holidays. Provisions for holiday leave are found in Article VIII of this
MOU.
4. Jury Duty Leave. The provisions of the MOU shall continue to apply;
however, if an employee is called to serve on jury duty during a normal
Friday off, Saturday, or Sunday, or on a City holiday, then the jury duty
shall be considered the same as having occurred during employee's day off
work.
SANTA ANA MANAGEMENT ASSOCIATION (SAN50-4l7022
4.3 It is intent of the parties that no additional paid time off shall be gained or lost as a result
of implementing any alternate work schedules. The City and SAMA agree to meet and
confer to discuss abandoning any work schedule and implementing an alternate work
schedule if the current schedule has not achieved the desired results.
M
SANTA ANA MANAGEMENT ASSOCIATION (SA iISU-2N 9...
ARTICLE V
5.0 SALARIES
5.1 Basic Compensation Plan. There is hereby established a basic compensation plan for all
full-time personnel who are now employed or will in the future be employed in any of the
designated classifications of employment represented by SAMA as listed in this MOU and
its attachments.
5.2 Schedule of Salaries.
A. Two separate schedules of salary rate ranges, one for classifications of employment
designated as SAMA Middle Management (MM) assigned to 17-step monthly
salary rate ranges, and one for classifications of employment designated as SAMA
Administrative Management (AM) assigned to 5-step monthly salary rate ranges,
are attached hereto in matrix format as though set forth herein.
The assignment of classifications to salary rate ranges for SAMA Middle
Management (MM) and SAMA Administrative Management (AM) is listed in the
City's salary schedule, as periodically updated and published by the City.
B. The basic salary schedule for SAMA Middle Management classifications contains
numerous salary rate ranges, each range comprised of seventeen (17) separate rates
of pay shown in monthly amounts. The respective rate ranges are identified by a
two -digit number preceded by the capital letters "MM." The separate rates of pay
or steps within each salary rate range are identified by the numbers "1" through
"17" inclusive, with Step "1" being the lowest or minimum rate of the range, Step
"9" the middle or midpoint rate of the range, and Step "17" being the highest or
maximum rate. The purpose of each step and criteria for advancement are set forth
in Subsection 5.8(A) below.
C. The basic salary schedule for SAMA Administrative Management contains salary
rate ranges 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 Subsection 5.8(B)
below.
SAN1"A ANA MANAGEMENT ASSOCIATION (SANU�1®'�tI1�022
5.3 Salaries
A. Effective July 1, 2019, the base salaries of classifications represented by this
MOU shall be increased by three and one-half percent (3.5%).
B. Effective July 1, 2020, the base salaries of classifications represented by this
MOU shall be increased by three and one-half percent (3.5%).
C. Effective July 1, 2021, the base salaries of classifications represented by this
MOU shall be increased by three and one-half percent (3.5%).
5.4 Application of Basic Compensation Plan. The salary rate ranges contained in Subsection
5.2 are monthly salary rate ranges. All employees working in classifications of
employment covered by this MOU shall be compensated at a monthly rate.
5.5 Probation. Except for employees in the Excepted Service as defined by the City Charter
and employees re-employed from re-employment eligible lists, the probationary period
shall be one (1) year from the date of appointment from an open eligible list (new hire) or
a reappointment eligible list (rehire) or appointment from a promotional eligible list.
5.6 Beginning Rates.
A. SAMA Middle Management Classifications. An employee appointed to a Middle
Management classification shall be compensated at any rate within the lower third
of the 17 step salary rate range (Steps "1" through "6") for their job classification
as authorized by the Appointing Authority. 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 but this higher
rate generally shall not be above the midpoint.
B. SAMA Administrative Management Classifications. An employee appointed to an
Administrative Management classification may be placed by the Appointing
Authority at any step within the applicable five (5) step salary rate range (Steps "A"
through "E") in the schedule to which the classification has been assigned through
adoption of this MOU, provided that such employee shall be assigned such salary
step upon the commencement of his or her service in said classification 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 as set forth below.
SANTA ANA MANAGEMENT ASSOCIATION (SAmWD-20022
5.7 Service. The word "service" as used in this MOU shall be deemed to mean continuous,
full-time service in the classification in which the employee is being considered for salary
advancement, service in the higher classification or service in a classification allocated to
the same salary rate range and having generally similar duties and requirements.
Notwithstanding the above, employees in classifications represented by SAMA who are
hired after the first (15`) working day of the month shall not be credited with time in service
for that month when determining the length of service for salary advancement.
A lapse of service by an employee for a period of time longer than ten (10) calendar days,
by reason of resignation, quit, or discharge, shall serve to eliminate the accumulated length
of service time of such employee for the purpose of this MOU, and any such employee
reentering the service of the City shall be considered as a new employee, except that he or
she may be reappointed as provided in Santa Ana Municipal Code (SAMC) Chapter 9-114
and may be placed in the same salary step in the appropriate salary rate range as he or she
was at the time of termination of employment.
5.8 Advancement Within Ranges.
A. SAMA Middle Management Classes: The following provisions shall govern salary
advancement within rate ranges for employees employed in SAMA Middle
Management classes:
1. Steps "I" through "15" Advancement: For any employee in a SAMA
Middle Management classification covered by this MOU who has been
initially appointed to a step lower than Step "15", advancement in the
SAMA Middle Management schedule of salary rate ranges may be granted
only for continued meritorious 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 2.5%, for a
total increase of 5%per year, until Step "15" is achieved. For example, an
employee covered by this MOU 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, Stop I 1 to
Step 13, or Step 13 to Step 15. The effective date of such merit step
increase, if granted, shall be the first (Is`) day of the month following the
completion of one (1) year of service at the step from which said employee
is being advanced.
SANTA ANA MANAGEMENT ASSOCIATION (SA15IM n 12022 m
2. Advancement to Steps "16" and "17": Any employee in a SAMA Middle
Management classification covered by this MOU, who has reached Step
"15" or Step "16" in the SAMA Middle Management schedule of salary rate
ranges, may advance to the next higher step in the SAMA Middle
Management schedule of salary rate ranges only for continued meritorious
and efficient service by said employee in the effective performance of the
duties of his or her position. Such advancement shall be in one-step
increments, each step being equivalent to 2.5% per year until Step "17" is
achieved. For example, an employee covered by this MOU shall advance
from Step "15" to Step "16", and Step "16" to Step "17", respectively.
3. Any current SAMA Middle Management employee who previously
advanced through the steps of each salary rate range using his or her initial
date of hire into a middle management class shall retain that date as the
anniversary date for purposes of advancing through the steps of each salary
rate range while in his or her current class and for any subsequent
promotions to a SAMA Middle Management class. The effective date of
such merit step increase, if granted, shall be the first (lit) day of the month
following the anniversary date.
Such merit advancement shall require the following:
a. There shall be on file in the office of the Executive Director of
Human Resources 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 Appointing Authority, 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 Appointing Authority 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:
SANTA ANA MANAGEMENT ASSOCIATION (SA'SISD-2 2022
Step "I" results from promotion under the provisions of Section 5.9
(A) of this MOU.
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 (Is`) day of the month following the
completion of the required length of service.
4. When an employee in a SAMA Middle Management 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 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.
5. An employee in a SAMA Middle Management classification who is being
paid at any salary step above Step "1" may be reduced to the next lower step
in the appropriate salary rate range upon the recommendation of the
Appointing Authority and the approval of the City Manager. Procedure for
such reduction shall follow the same procedure for merit advancement in
Subsection 5.8 Paragraph (A) (4) above, and such officer or employee may
be considered for readvancement under the same provisions as contained in
Subsection 5.8 Paragraph (A) (4) above.
B. SAMA Administrative Management Classifications: The following conditions
shall govern salary advancement within 5-step rate ranges for employees employed
in SAMA Administrative Management classifications:
1. For any employee in an Administrative Management classification covered
by this MOU 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 meritorious and
efficient service by said employee in the effective performance of the duties
of his or her position. The effective date of such merit 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.
SANTA ANA MANAGEMENT ASSOCIATION (SAN SE)43022
Such merit advancement shall require the following:
a. There shall be on file in the Office of the Executive Director of
Human Resources 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 Appointing Authority, 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 Appointing Authority 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 "A" results from promotion under the provisions of Section
5.9(B) of this MOU.
d. Notwithstanding the foregoing provisions of this subsection to the
contrary, a merit step increase shall be automatically granted ninety
(90) days after the due date if no performance appraisal is
completed. The effective date of such merit step increase shall be
retroactive to the first (1st) day of the month following the
completion of the required length of service.
2. When any such employee in a classification designated as Administrative
Management (AM) 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 service and 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 service.
This reconsideration shall follow the same steps and shall be subject to the
same actions as provided in Subsection 5.8(B)(1) above.
SANTA ANA MANAGEMENT ASSOCIATION (SA 115D-20)4021
3. Any employee in an Administrative Management classification who is
being paid at any salary step above "A" may be reduced to the next lower
step in the appropriate salary rate range upon the recommendation of the
Executive Director and the approval of the City Manager. Procedure for
such reduction shall follow the same procedure for merit advancement
provided in Subsection 5.8(B)(1) above, and such employee may be
considered for re -advancement under the same provisions as contained in
Subsection 5.8(B)(2) above.
5.9 Promotional Salary Advancement.
A. SAMA Middle Management Classifications: When an employee in a non-
management classification of the City service is promoted to a SAMA Middle
Management classification, they shall be placed at a salary rate in the appropriate
salary rate range that will provide at least a five percent (5%) pay increase.
B. SAMA Administrative Management Classifications:
Promotion from a Non -Management Classification. An employee who is
promoted to a SAMA Administrative Management classification from a
non -management classification of the City service shall be placed at a salary
rate in the appropriate Administrative Management monthly salary rate
range that provides a pay increase of at least five percent (5%).
2. Promotional Salary Advancement. When an employee in a classification
designated as Administrative Management (AM) is promoted to a higher
classification from a position in a lower classification in the same
occupational career ladder, he or she shall be reassigned to the beginning
step in the appropriate monthly salary range for the higher classification;
provided, however, that if the base salary currently being paid such
employee is already equal to or higher than such beginning step, he or she
shall be placed in the lowest step in the appropriate monthly salary rate
range as will grant the employee a pay increase of at least five percent (5%)
over his or her current base salary step exclusive of pay premiums such as
bilingual pay, special skills or the like.
SANTA ANA MANAGEMENTASSOCIATION (SANR5;0p®--ne,022
5.10 Demotion.
A. SAMA Middle Management Classifications: When an employee in a Middle
Management classification is demoted to a position in a lower classification, he or
she shall be placed at a rate in the lower salary rate range which provides at least a
five percent (5%) reduction in pay.
B. SAMA Administrative Management Classifications: When an employee in a
SAMA Administrative Management Classification 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 accordance with the following provisions:
1. The salary rate shall be reduced by five percent (5%).
2. The new salary rate must be within the appropriate salary rate range.
3. 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.
5.11 Probationary Rejection. A promotional employee who is rejected during the probationary
period from a SAMA classification shall be returned to the classification in which he or
she holds regular status and at his or her former salary step, unless the reasons for failure
to complete probation would also be cause for dismissal from City service.
5.12 Reallocation of Salary Rate Ranges. An employee who is employed in a classification
covered by this MOU 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.
5.13 Acting Pay. An employee in a classification covered by this MOU may be appointed by
the Executive Director to serve in an acting capacity during an unplanned absence from
work of thirty (30) calendar days or more of another employee represented by SAMA.
Represented SAMA employees who are granted "acting pay" shall receive a five percent
(5%) increase or the minimum rate of the higher salary range while serving in an "acting'
capacity.
SMS m
SANTA ANA MANAGEMENT ASSOCiA'r10N (SA 022
ARTICLE VI
6.0 ADDITIONAL COMPENSATION
6.1 Bilingual Pay. An employee whom the Executive Director or his designee assigns to a
position requiring bilingual capability in both English and either Samoan, Spanish,
Vietnamese or other languages designated by the City Manager, will be paid a monthly
premium in accordance with the criteria and amounts set forth below:
A. Certification by the Executive Director of Human Resources as having
satisfactorily demonstrated conversational fluency in both languages for any
position requiring bilingual capability.
B. Positions for which the Executive Director has determined that bilingual
proficiency is essential to carry out duties and responsibilities of a critical and/or
emergency nature without ready access to backup assistance, or positions where
bilingual public contact is a major and essential element of the work being
performed, will be designated as Primary Bilingual Assignments. A qualified
incumbent of such position will be paid a monthly premium of one hundred
seventy-five dollars ($175) above his or her then current base monthly salary step.
C. Positions where it has been determined by the Executive Director that regular and
frequent bilingual usage is necessary to the performance of duties, but not a major,
essential or integral element of the work, will be designated as Secondary Bilingual
Assignments. A qualified incumbent of such position will be paid a monthly
differential of forty dollars ($40.00) above his or her monthly salary step for each
of such assignment.
D. The number of such Primary and/or Secondary Bilingual Assignment shall be no
larger than the requirements of the department as determined by the Executive
Director and the City Manager.
E. There may be annual re -certification of such bilingual capability.
6.2 All assignments to positions providing for bilingual pay as set forth in this Article shall be
made or revoked at the sole discretion of the Executive Director.
SANTA ANA MANAGEMENT ASSOCIATION (SA115D- J�771022
17
ARTICLE VII
7.0 OVERTIME PAY
7.1 Compensation for Overtime. Employees in any of the designated classifications of
employment listed in this MOU are designated as exempt from the provisions of the Fair
Labor Standards Act (FLSA) provided by Section 13(a)(1) of the FLSA as defined by
Regulations, 29 CFR Part 541, are not eligible for monetary compensation for overtime
work or for compensatory time off with pay for overtime work, unless so required by the
FLSA, or any other State or Federal laws.
SANTA ANA MANAGEMENT ASSOCIATION (SAI68DL282022
ARTICLE VIII
8.0 HOLIDAYS
8.1 Employees covered by this MOU who work a regular forty (40) hour workweek schedule
shall be entitled to receive the following days off during the calendar year as paid holidays:
• January 1st - New Year's Day
• Third (3rd) Monday in January - In observance of Martin Luther King's
Birthday
• Third (3rd) Monday in February - In memory of George Washington's
Birthday
• Last Monday in May - In commemoration of Memorial Day
• July 4th - In observance of Independence Day
• First (1st) Monday in September - In observance of Labor Day
• November 1 Ith - In observance of Veteran's Day
• Fourth (4th) Thursday in November - In observance of Thanksgiving Day
• The Friday immediately following Thanksgiving Day
• Last working day before Christmas Day, unless Christmas Day falls on a
Thursday, in which instance, the day following Christmas Day shall be
observed in lieu thereof
• December 25th - In observance of Christmas Day
• One (1) 9-hour Floating Holiday. Any workday selected by the employee
with prior permission of the employee's supervisor
• Every day proclaimed by the Mayor of the City as a holiday for City
employees
• Any holiday which falls on a Sunday will be observed on the following
Monday. Any holiday which falls on a Saturday will be observed on the
Friday preceding the holiday.
8.2 Holidays — Employees on Alternate Work Schedules.
A. Full-time employees whose regular scheduled days off are other than Saturday and
Sunday shall be entitled to receive twelve (12) working days off during the year in
lieu of the holiday benefits specified in Section 8.1 above. Holidays will be credited
based on the employee's working schedule. If the holiday falls on a regular 9-hour
day, then 9 holiday hours will be credited. If the holiday falls on the 8 hour working
Friday then 8-hours of holiday pay will be credited, with the exception of floating
holidays that will be granted at nine (9) hours regardless of work schedule.
SANTA ANA MANAGEMENT ASSOCIATION (SAtvjQ�D-2�}(�022
m
B. Said substitute holidays may be scheduled by the Executive Director or his or her
designee, normally during the same month that the holiday is observed by other
City employees. An employee entitled to time off in lieu of holidays shall receive
that time off in proportions to his or her service at full pay in such capacity during
the year.
8.3 Employees must actually work at least one (1) day preceding the day a holiday listed in
Section 8.1, supra, actually occurs in order to receive credit for such holidays during the
month in which it occurs.
An employee separating from the service of the City must actually work at least one (1)
day following the day a holiday listed in Section 8.1, supra, actually occurs in order to
receive compensation for the holiday.
A newly appointed employee must complete six (6) months of continuous full-time service
in order to receive credit for the one (1) Floating Holiday listed in Section 8.1 above.
8.4 Holiday time off may be taken in increments of eight (8) hours by employees who work 8
hour days. Employees assigned to the 4/10 must use their holiday in ten (10) hour
increments. Effective with the date of approval of this MOU by the City Council,
employees assigned to a 9/80 work schedule must use their holidays in nine (9) hour
increments.
8.5 If a holiday falls on an employee's Friday off, the employee must then take their holiday
off before or after the regular holiday as their holiday off with supervisor and/ or Executive
Director approval. If the SAMA employee cannot take their holiday off before or after the
regular scheduled holiday off the employee will bank eight hours of holiday leave to be
used at a later date with the supervisor's approval.
8.6 Holiday benefits may not be carried over from one (1) calendar year to the next.
8.7 Mandatory Holiday Closure.
A. Effective upon adoption of this MOU, City Hall and all other City
departments (with the exception of the Police Department, Santa Ana Zoo, and select
employees in Fleet Services Division) shall be closed for a mandatory winter holiday
closure each year during the term of this MOU.
B. Sunset Clause for Mandatory Holiday Closure
SANTA ANA MANAGEMENT ASSOCIATION (SAr 55D-;30022
This provision shall expire on June 30, 2022 and no additional mandatory winter holiday
closures may be implemented after the 2021 winter holiday closure, unless mutually agreed
to otherwise by the parties.
C. Dates of Closures
1. 2019:
The closure shall nm from Tuesday, December 24, 2019 through Wednesday, January
1, 2020. The City shall re -open and employees report back to work as scheduled on
Thursday, January 2, 2020.
Employees shall observe the three (3) City paid holidays provided in Section 8.1 on:
• Tuesday, December 24, 2019 (Last workday before Christmas Day)
• Wednesday, December 25, 2019 (Christmas Day)
• Wednesday, January 1, 2020 (New Year's Day)
On each of the holiday closure days for 2019; December 26, 30 and 31, 2019 as well
as December 27, 2019 for those employees who, but for the holiday closure, would be
scheduled to work that day as their working Friday. Employees may use any of the
following accrued leaves (if employees have such leaves): vacation, management
vacation, or holiday leave. Employees may also choose to be off on any or all of these
days on a leave without pay.
2. 2020:
The closure shall run from Thursday, December 24, 2020 through Friday, January 1,
2021. The City shall re -open and employees report back to work as scheduled on
Monday, January 4, 2021.
Employees shall observe the three (3) City paid holidays provided in Section 8.1 on:
• Thursday, December 24, 2020 (Last workday before Christmas Day)
Friday, December 25, 2020 (Christmas Day). For employees whose alternating
regular day off is on December 18, 2020 who would otherwise be scheduled to
work on December 25, 2020, the Christmas Holiday is on December 25, 2020.
For employees whose alternating regular day on will be on December 18 who
would otherwise be scheduled off on Friday December 25, they will receive
nine (9) floating holiday hours for Christmas Day 2020, and Friday, January 1,
2021 (New Year's Day). For employees whose alternating regular day on is on
December 18, 2020 who would otherwise be scheduled to work on January 1,
2021, the New Year's Holiday is on January 1, 2021. For employees whose
SANTA ANA MANAGEMENTASSOCI ATfON (SAN516 ' 12022
alternating regular day off will be on December 18, 2020 who would otherwise
be scheduled off on Friday January 1, 2021, they will receive nine (9) floating
holiday hours for New Year's Day 2020.
• On each of the holiday closure days for 2020, (December 28, 29, 30 and 31,
2020) employees may use any of the following accrued leaves (if employees
have such leaves): vacation, management vacation, or holiday leave.
Employees may also choose to be off on any or all of these days on a leave
without pay.
3. 2021:
The closure shall run from Friday, December 24, 2021 through Friday, December 31,
2021. The City shall re -open and employees report back to work as scheduled on
Monday, January 3, 2022.
Employees shall observe the three (3) City paid holidays provided in Section 8.1 on:
• Friday, December 24, 2021 (Last work day before Christmas Day). For
employees whose alternating regular day off is on December 17, 2021, who
would otherwise be scheduled to work on December 24, 2021, the Christmas
Eve Holiday is on December 24, 2021. For employees whose alternating
regular day on will be on December 17 who would otherwise be scheduled off
on Friday December 24, they will receive nine (9) floating holiday hours for
Christmas Eve 2021.
• Monday, December 27, 2021 (Christmas Day)
• Thursday, December 31, 2021(New Year's Day) For employees whose
alternating regular day on is on December 17, 2020 who would otherwise be
scheduled to work on December 31, 2021, the New Year's Holiday is on
December 31, 2021. For employees whose alternating regular day off will be
on December 17, 2020 who would otherwise be scheduled off on Friday
December 31, 2021, they will receive nine (9) floating holiday hours for New
Year's Day 2022.
• On each of the holiday closure days (December 28, 29, and 30 (employees may
use any of the following accrued leaves (if employees have such leaves):
vacation, management vacation, or holiday leave. Employees may also choose
to be off on any or all of these days on a leave without pay.
SANTA ANA MANAGEMENT ASSOCIATION (SAN55D-32,022
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.
9.2 Vacation.
A. Effective January 1, 2016, the regular and longevity vacation accruals of bargaining
unit members shall be combined into one single vacation bank. The accrual rates
will remain the same. However, after January 1, 2016 there will no longer be a
reference to longevity vacation. Longevity vacation earned but not advanced in
2015 will be credited to the employee's vacation bank effective January 1, 2016.
Thereafter, members shall accrue the combined vacation with pay on a monthly
basis as set forth in the following table.
Beginning
Years
Annual
Vacation
Hours
Accrued
Monthly
Accrual
Rate
1
120
10.00
2
120
10.00
3
120
10.00
4
120
10.00
5
120
10.00
6
124
10.33
7
128
10.67
8
132
11.00
9
136
11.33
10
140
11.67
11
144
12.00
12
148
12.33
13
152
12.67
14
156
13.00
15
160
13.33
16
168
14.00
17
176
14.67
18
184
15.33
19
192
16.00
20 or
more
200
16.67
55D-33
SANTA ANA MANAGEMENT ASSOC(AT(ON (SAMA) MOU: 20I9-2022
B. No employee shall be entitled to, or receive payment for, any vacation until he or
she has completed six (6) months of continuous service.
C. On or after the first (1") 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 carried vacation, subject to scheduling approval
of the employee's supervisor.
D. Vacation time off may be taken in increments as small as one-half (1/2) hour, with
fractional usage rounded upward to the next higher multiple of one-half (1/2).
E. 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 City.
F. Computation of Vacation.
1. In computing vacation, each municipal holiday that occurs during the
vacation, and that falls on a day which the employee would have worked
had he or she not been on vacation, shall be deducted from the computation
so that one (1) additional day of vacation shall be allowed to the employee
unless departmental practice provides some other manner of compensating
for municipal holidays. 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 approved by
the Executive Director, may be deducted from the computation of vacation
expended and charged against the employee's accumulated sick leave.
2. A period of earlier service does not apply toward the calculation of the
completed years of service factor for vacation accrual when an employee
has had a break in continuous service, unless the break in service is
concluded by reappointment, as provided in Section 9-114 of the Civil
Service Rules and Regulations, or by reemployment from layoff within one
(1) year. Leave of absence without pay, as provided in Article X,
Subsection 10.1 (E) (Sick Leave - Extended), Article X, Subsection 10.7
(Authorized Absence Without Pay - Long Tenn) and Article X, Subsection
10.11 (Catastrophic Leave) herein, does not constitute a break in continuous
service as used in this section; however, the leave of absence period shall
not be applied toward the accumulation of vacation. Absence on military
SANTA ANA MANAGEMENT ASSOCIATION (SAMA) MOU: 2019-2022
24
55D-34
leave followed by reinstatement, as provided in Chapter 9-143 of the Civil
Service Rules and Regulations, does not constitute a break in service, and
the period of absence on such military leave shall be applied toward the
accumulation of vacation.
Vacation Buy -Back. Employees covered by this MOU are eligible to
require the city to buy back up to eighty (80) hours of their banked
vacation per fiscal year.
9.3 Vacation Carry ver
A. No employee may carry over from one (1) calendar year to the next, more than the
maximum vacation carryover as set forth in the following table. Any vacation not
used beyond the maximum carryover amount from year to year is forfeited,
meaning that no pay shall be received for such unused vacation at any time. With
respect to any vacation forfeited in this manner, this provision constitutes a waiver
of any rights to vested vacation benefits under California Labor Code section 227.3.
Completed
Years
Maximum Hours
of Vacation Carry
Over
1
120
2
240
3
360
4
360
5
360
6
364
7
372
8
384
9
396
10
408
11
420
12
432
13
444
14
456
15
468
16
484
17
504
18
528
19
552
20
576
21
592
22
600
23
600
SANTA ANA MANAGEMENT ASSOCIATION (SAMA) MOU: 2019-2022
25
55D-35
24 600
25 or more 600
9.4 Effect of Extended Sick Leave on Vacation Accrual. Absence on sick leave for a period
in excess of fifteen (15) consecutive calendar days, in any one (1) calendar month, shall
not be considered as service time for vacation accrual purposes.
9.5 Management Vacation Benefit.
A. SAMA employees covered by this MOU will be granted fifty (50) hours per
calendar year of Management Vacation. Effective January 1, 2020, employees will
be granted sixty-five (65) hours per calendar year of Management Vacation. In
addition to the vacation accrual table in Section 9.2.A. above subject to a maximum
accrual of thirty (30) days (240 hours) of such additional Management Vacation.
9.6 Management Vacation Pay Option.
A. SAMA employees shall be given once each calendar year the option to receive cash
compensation, computed on a straight time basis, in lieu of up to five (5) 8-hour
working days of earned, unused Management Vacation benefits.
SANTA ANA MANAGEMENT ASSOCIATION (SAMA) MOU: 2019-2022
55D-36
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 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.
B. Accrual. Each employee shall be entitled to, and shall earn, one (1), eight (8) hour
working day of sick leave for each full calendar month of service in which he is
employed by the City with full pay; provided, however, any absence on sick leave
for a period of time greater than fifteen (15) consecutive calendar days in any one
(1) calendar month shall not be considered to be service entitling an employee to
earn sick leave as aforesaid. Subject to the other provisions in this Article, sick
leave shall accrue to the credit of each employee to the extent that it is not used.
C. Authorized Only When Necessary. Use of sick leave by City employees shall be
authorized as follows:
I . Sick leave is not a right which an employee may use at his or her discretion,
but shall be allowed only in cases of necessity and actual sickness or
disability, or as authorized in Subsection J below.
2. 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, if the employee remains off work
longer than 14 days. Paid sick leave will continue until the fourth (41h) 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
SANTA ANA MANAGEMENT ASSOCIATION (SAMA) MOU: 2019-2022
55D-37
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 MOU, the City may authorize
employees to use sick leave or vacation 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.
D. Limit.
1. The maximum total accumulation of sick leave with pay shall be two
hundred fifty (250) eight (8) hour working days equal to two thousand
(2000) hours. Sick leave usage of less than a full day shall be charged in
minimum increments of one-half (1/2) hour, with fractional usage rounded
upward to the next higher multiple of one-half (1/2) hour.
2. The total amount of accumulated sick leave permitted to be compensated or
converted to employee's Retirement Health Savings Account as specified
herein under Subsection 10.1 (K) of this Article at the time of non -
disciplinary termination shall not exceed one thousand two hundred (1200)
hours.
E. 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 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 the designated
physician 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.
F. Extension by Use of Vacation. After an employee's sick leave has been exhausted,
SANTA ANA MANAGEMENT ASSOCIATION (SAMA) MOU: 2019-2022
55D-38
he or she may be granted permission to take any unused vacation leave benefits he
or she may have accrued.
G. 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 working days, the employee must
present to his or her Executive Director a physician's certificate stating the cause
of illness 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 Human Resources 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.
H. 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.
I. 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 vacation leave
benefit; second, from the next scheduled salary payment.
J. Necessity Leave. Each employee shall be afforded the opportunity to use up to 48
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 or as further specified below.
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 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.
SAN`rA ANA MANAGEMENT ASSOCIATION (SAMA) MOi1: 2019-2022
55D-39
Up to 48 hours of this personal necessity leave may be used: a) to attend to a serious
accident to members of the employee's immediate family; b) childbirth; c) to cope
with imminent danger to the employee's family, home, or other valuable property;
d) when the existence of external circumstances beyond the employee's control
make it impossible for him or her to report for duty; or e) attend to medical or dental
appointments for members of the employee's household. For the purposes of this
section only, a "day" shall be defined as the number of hours of work that an
employee is required to work according to his or her specific workday schedule.
K. Payment for Unused Sick Leave (updated upon adoption of this MOU)
1. Except in cases of disability retirement, upon non -disciplinary termination of
employment:
2. Payment After Ten Years. After ten (10) years but less than fifteen (15) years of
cumulative full-time service with the City, each qualified employee shall be entitled
to payment for one-third (1/3) of the total accrued sick leave benefit credited into
his or her individual Retirement Health Savings (RHS) account upon the effective
date of such termination, not to exceed a maximum limit of four hundred and
twenty-seven (427) hours, at the base rate of pay effective on the date of such
termination.
3. Payment After Fifteen Years. After fifteen (15) years but less than twenty-five (25)
years of cumulative full-time service with the City, each qualified employee shall
be entitled to payment for two-thirds (2/3) of the total accrued sick leave benefit
credited into his or her individual RHS account not to exceed a maximum limit of
eight hundred hours (800) hours, at the base rate of pay effective on the date of such
termination.
4. Payment After Twenty -Five Years. After twenty-five (25) years but less than
thirty (30) years of cumulative full-time service with the City, each qualified
employee shall be entitled to payment for two-thirds (2/3) of the total accrued sick
leave benefit credited into his or her individual RHS account, not to exceed a
maximum limit of one thousand sixty-six (1066) hours, at the base rate of pay
effective on the date of such termination.
SANTA ANA MANAGEMENT ASSOCIATION (SAMA) MOU: 2019-2022
55D-40
5. Payment After Thirty Years. After thirty (30) years or more of cumulative full-time
service with the City, each qualified employee shall be entitled to payment for
three-quarters (3/4) of the total accrued sick leave benefit credited into his or her
individual RPIS account, not to exceed a maximum limit of one thousand two -
hundred (1200) hours, at the rate of base pay effective on the date of such
termination.
6. SAMA members who notify the City, in writing, of their intent to retire within 12
calendar months shall be allowed to cash out any eligible sick leave bank balances
(10.1K) upon request. Employees shall receive payment as soon as practical, and
no longer than 30 days after the request has been made. If said employee cashes
out his/her eligible sick leave bank balances prior to retirement and subsequently
does not retire from City, all future sick leave accrual for said employee shall be
subject to the same cash out provision elected and will be processed on the final
paycheck. All combined cash outs cannot exceed what the said employee would
have been entitled to if the cash out was processed on the final paycheck only.
7. Effective upon adoption of this MOU, employees with at least ten (10) years of full-
time city service that retire from the City of Santa Ana within 120 days of separation
shall be eligible to convert up to two -thousand (2000) hours of accumulated unused
sick leave to CalPERS Service Credit as defined in Section 13.3.
8. The City Manager is authorized to grant a newly appointed incumbent of a SAMA
classification sick leave credit up to an amount equal to any earned but unused sick
leave credit available to such appointee at the time of his or her separation from his
or her most recent previous employer.
9. A lump sum payment shall be made to the beneficiaries of any eligible employee
whose death occurs while such employee is an active employee of the City, such
payment to be in the amount of one-third (1 /3) of the total sick leave benefit credited
to the employee's account at the time of his or her death, and at the rate of pay
effective on the date of death.
10.2 Bereavement Leave.
A. An employee shall be granted up to three (3) days leave without loss of pay in case
SANTA ANA MANAGEMENT ASSOCIATION (SAMA) MOU: 2019-2022
55D-41
of death of a member of the employee's immediate family. Such leave is designated
as bereavement leave. "Immediate family" as used in this section is limited to:
1. Any member of the employee's household related by blood or marriage;
2. A parent, parent -in-law, spouse, child, brother, sister, grandparent or
grandchild of the employee, regardless of residence;
3. Any other relative of the employee by blood or by marriage where it can be
established by the employee that as a result of such relative's death, the
employee's presence is required to handle funeral arrangements and/or
matters of estate.
B. Whenever an employee is required to travel one way more than 500 miles to attend
to the death of a member of the employee's immediate family, an employee may
use up to sixteen (16) hours of additional leave charged to their Personal Necessity
Leave balance when authorized by the Executive Director.
10.3 MilitarLeave.
A. Proof of Orders and Reinstatements. An employee shall be granted military leave
if he or she furnishes the Executive Director of Human Resources 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
Chapter 9-143 of the Civil Service Rules and Regulations of the City of Santa Ana.
B. 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 one (1) years' service with the City upon
presenting satisfactory proof of orders to and from such temporary active duties.
10.4 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 Executive Director 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.
SANTA ANA MANAGEMENT ASSOCIATION (SAMA) MOU: 2019-2022
_ 22
55D-42
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 the service; provided, however, if upon
return to duty the person so absenting himself or herself makes an explanation satisfactory
to the Executive Director regarding the cause of his or her absence,, the Executive Director
may restore him or her to his or her position, with the City Manager's approval.
10.6 Authorized Absence Without Pay - Short Term. Absence without pay not to exceed five
(5) consecutive working days, may be authorized by the Executive Director. Absence
without pay not to exceed fifteen (15) calendar days may be authorized by the Executive
Director with the approval of the City Manager. Such an absence may be authorized only
if in the judgment of the Executive Director it serves the best interest of the City.
10.7 Authorized Absence Without Pang Tenn. Upon receipt of a written request from an
employee having permanent status, plus action by the Executive Director recommending
approval of the request, the City Manager may grant a leave of absence without pay for up
to six (6) months.
An employee returning to duty with the City shall inform the Executive Director and the
Executive Director of Human Resources 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 Executive Director will take steps
necessary to restore the employee to his or her former position.
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.
10.8 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 vacation
and seniority.
10.9 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.
SANTA ANA MANAGEMENTASSOCIATION (SAMA) MOU: 2019-2022
55D-43
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
pays a cash premium to continue coverage while on a leave of absence without pay or is
covered under the Family Medical Leave Act (FMLA) or California Family Rights Act
(CFRA) provisions.
10.10 Administrative Leave. The City Manager is authorized to grant, at his or her discretion,
paid or unpaid leave for full time SAMA employees.
10.11 Catastrophic Leave. In order to assist employees otherwise granted leave of absence
without pay by the City Manager because of a catastrophic, non -industrial medical
condition or injury, the City and SAMA 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 ordinance of the City of Santa Ana or other provisions of this MOU 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 Long Term Disability benefits.
A. Guidelines. It shall be understood that all donations under this procedure are
voluntary and subject to taxation for the recipient.
1. Employees may donate vacation time or one in lieu holiday to the eligible
employee. In no event shall sick leave be donated.
2. 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 designed by the Executive Director
SAN1'A ANA MANAGEMENT ASSOCIATION (SAMA) MOU: 20I9-2022
55D-44
or his or her designee as provided herein below.
3. All donations must be made in two (2) hour increments and a maximum of
eight (8) hours per donor, except in lieu holidays must be for eight (8) hours.
4. Any authorization of donations not made in accordance with the procedures
outlined in Subsection 10.11(C)(2) below, will not be processed.
5. All donations shall be irrevocable.
6. In 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 and way be used pursuant to Subsection 10.1 (A)
through 10.1(K).
7. Donations shall be limited to employees of this bargaining unit or any other
unrepresented unit.
B. Eli igbility. SAMA employees shall be eligible for Catastrophic Leave
Donations if the following criteria are met:
1. When it is reasonably foreseeable that all accrued time on the books, such
as sick leave and vacation, will be exhausted and the employee's illness will
continue past the time when the employee will be on paid status.
2. The employee's Executive Director, or his or her designee, has approved a
written request for donation 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.
C. Procedure.
1. Upon receipt of a valid request for donations from an eligible employee, the
Executive Director or his or her designee shall post a notice of the eligible
employee's need for donation on bulletin boards accessible to employees.
No confidential medical information shall be included in the posted notice.
2. Employee wishing to donate time to an eligible employee must sign his or
SAN'PA ANA MANAGEMENT ASSOCIATION (SAMA) MOU: 2019-2022
55D-45
her authorization of the transfer of such donated time and provide:
a. His or her name, department name, and employee number.
b. The number of hours of vacation time of the donation within the
limitation of Subsection 10.11(A)(3) above;
C. The name, department and employee number of the recipient;
d. A statement indicating that the donor understands such donation of
time is irrevocable.
3. At the close of the donation period, the department shall verify that each
donating employee has accrued vacation time balances sufficient to cover
the designated donation.
4. 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 Subsection 10.11(A) herein.
5. The City shall add the donated time to the recipient's sick leave account.
SANTA ANA MANAGEMENI'ASSOCIATION (SAMA) MOU: 2019-2022
55D-46
ARTICLE XI
11.0 EMPLOYEE INSURANCE
11.1 Health Insurance.
1. Effective January 1, 2018, the City shall contribute the following to insurance coverage:
Employee Only
Employee + 1
Employee + 2 or more
$654.00 per month
$1,307.00 per month
$1,700.00 per month
2. Beginning Jan 1, 2020: The City shall contribute an allowance towards the employee's
Cafeteria Benefit plan for health insurance premiums for eligible employees and their
qualified dependents under The Public Employees' Medical & Hospital Care Act
(PEMHCA) which governs the California Public Employees' Retirement System
(CalPERS) Health Insurance Programs pursuant to the provisions below:
A. Effective January 1, 2020, the City will provide a monthly contribution to health insurance
premiums at the following rates:
• Employee Only $704.00
• Employee+l $1,357.00
• Employee+Family $1,750.00
B. Effective January 1, 2021, the City will provide a monthly contribution to health insurance
premiums at the following rates:
• Employee Only $754.00
• Employee+l $1,407.00
• Employee+Family $1,800.00
C. Effective January 1, 2022, the City will provide a monthly contribution to health insurance
premiums at the following rates:
• Employee Only $804.00
• Employee+l $1,457.00
• Employee + Family $1,850.00
D. Any contribution necessary to maintain benefits under any health insurance program
SANTA ANA MANAGEMENT ASSOCIATION (SAMA) MOU: 2019-2022
55D-47
provided by the City for its employees and their eligible dependents in excess of the amount
of the City contribution to the Cafeteria Benefit Plan specified above shall be borne entirely
by the employee.
E. Cafeteria Benefit Plan. Effective January 1, 2020, the City provides a Cafeteria Benefit
Plan adopted in accordance with the provisions of Internal Revenue Code § 125 for
employees covered by this MOU.
Employees will be eligible to receive through the Cafeteria Benefit Plan, the cash
difference (subject to taxation as wages) if the monthly City allowance exceeds the
monthly cost of the Medical and Dental monthly plan premium cost.
For each such employee who is covered under a spouse's non -City sponsored health
plan, the City will pay the employee a cash -in -lieu payment (subject to taxation as
wages) each month in an amount equal to one hundred percent (100%) of the monthly
premium amount for the City's lowest "employee -only" coverage, if said employee
waives, in writing, City -paid coverage, said employee shall provide proof of medical
insurance coverage in a non -City -sponsored health plan. Said waiver shall include a
provision warning such employee that re-entry into any of the City -sponsored plans is
allowed only at open enrollment, unless there is a qualifying event, and will require
proof of insurability for such employee and/or eligible dependents.
11.2 Dental Insurance.
A. The City shall continue to contribute the current maximum amount of $90 per
month per SAMA employee for employee dental insurance premiums. Effective January
1, 2016, the City contribution amount will be increased to a maximum of one hundred ten
dollars ($110) per month per employee.
B. Any contribution necessary to maintain benefits under said dental plans in excess
of the amount set forth above shall be borne entirely by the employee.
2. Effective January 1, 2020, the City agrees to contribute towards the Cafeteria Benefit plan
the payment of premiums for dental insurance plans provided by the City for employees
covered by this MOU and their eligible dependents on the following basis:
A. Effective January '1, 2020, the City shall contribute an allowance towards the
employee's Cafeteria Benefit plan for dental insurance premiums for eligible
employees and their qualified dependents in the amount of one hundred twenty dollars
($120) per month per employee.
B. Effective January 1, 2021, the City shall contribute an allowance towards the
SANTA ANA MANAGEMENT ASSOCIATION (SAMA) MOU: 2019-2022
55D-48
employee's Cafeteria Benefit plan for dental insurance premiums for eligible
employees and their qualified dependents in the amount of one hundred twenty-five
dollars ($125) per month per employee.
C. Effective January 1, 2022, the City shall contribute an allowance towards the
employee's Cafeteria Benefit plan for dental insurance premiums for eligible
employees and their qualified dependents in the amount of one hundred thirty dollars
($130) per month per employee.
D. Any contribution necessary to maintain benefits under said dental plans in excess of
the amount of the City contribution to the cafeteria plan specified above shall be borne
entirely by the employee.
E. For each such employee who is covered under a spouse's non -City sponsored dental
plan, the City will pay the employee a cash -in -lieu payment (subject to taxation as
wages) each month in an amount equal to one -hundred percent (100%) of the City's
contribution, if the employee waives, in writing, City -paid coverage. Such waiver shall
include a provision warning such employee that reentry into any City -sponsored plan
is allowed only at open enrollment, unless there is a qualifying event, and may require
proof of insurability for such employee and/or eligible dependents.
11.3 Long -Term Disability (L.T.D.) Insurance.
1. The City shall continue to pay one hundred percent (100%) of the premium cost for a 60-
day elimination period long term disability insurance plan for employee covered by this
MOU.
2. Effective January 1, 2020, for employees covered by this MOU, the City shall continue to
pay one hundred percent (100%) of the premium cost for a 60-day elimination period long
term disability insurance plan with a maximum benefit of $'10,000 per month for employee
only coverage.
11.4 Life Insurance. The City shall continue to pay one hundred percent (100%) of the premium
cost for teen life insurance coverage under the policy it maintains on behalf of employees
in order to provide employees covered by this MOU with life insurance coverage in an
amount equal to two times (2x) employee's annual rate of salary to a maximum of three
hundred thousand ($300,000) provided said employees can provide evidence of
SANTA ANA MANAGEMENT ASSOCIATION (SAMA) MOU: 2019-2022
55D-49
insurability of coverage, if so required by the terns and conditions of said tern life
insurance policy.
In the event any such employee is determined to be ineligible for said insurance coverage,
the City will attempt to provide as much coverage as may be obtained at reasonable cost
not to exceed the actual monthly premium amount allotted for said coverage without having
to provide evidence of insurability.
11.5 The City shall retain the right to change health, dental and life insurance carriers,
administer the insurance benefits provided thereunder, and select and/or change any excess
or supplemental insurance carriers as a part of any self-insurance plan during the term of
this MOU, provided that employees covered by this MOU continue to receive equivalent
benefits and provided that the parties have met and conferred before the benefits changes
are made.
11.6 Retirement Health Savings (RHS) Plan.
A. Effective October 1, 2014, employees covered under this MOU began participating
in the "Vantage Care" Retirement Health Savings Plan (RHS), as earlier
implemented by the City, which designated ICMA-RC as the administrator of the
plan. At that time, employees covered under this MOU received a one-time
increase of 1.25% in their base pay, which amount was deposited into their
individual RHS account each pay period going forward.
B. Effective upon adoption of this MOU, the City will contribute one percent (1%)
of employee's base pay deposited into their individual RHS account each pay
period going forward.
11.7 Vision Plan. The City shall maintain in effect a vision care plan for employees covered by
this MOU. This plan is voluntary on behalf of the employee and shall be fully funded by
the participating employee.
SANTA ANA MANAGEMENT ASSOCIATION (SAMA) MOU: 2019-2022
55D-50
ARTICLE XII
12.0 WELLNESS AND FITNESS REIMBURSEMENT PROGRAM
12.1 Effective January 1, 2020, the City agrees to provide to employees represented by this
bargaining unit up to a three -hundred dollars ($300) per fiscal year reimbursement for
qualified wellness programs and fitness memberships as defined below:
1. Membership in a health/fitness club.
2. Participation in a weight loss/smoking cessation/wellness/fitness program
Employees must complete a wellness and fitness reimbursement program form and provide proof
of enrollment, and receipt of purchase during the current fiscal year in order to receive
reimbursement. Forms with required back up documentation will be turned into Human Resources
for the Executive Director of Human Resources or his designee's approval. A copy will be kept in
Human Resources and the original will be returned to the employee. If approved for
reimbursement, the department will complete a Direct Payment Voucher (DPV) along with form
and back-up documentation to the Finance Department for processing.
Reimbursement requests will not be processed if the request is turned later than 30 days from the
end of the fiscal year in which enrollment and purchase was made.
The city will not reimburse employees for any of the above listed activities for family/dependent
health related expenses.
The Wellness -Fitness reimbursement is defined as "wages" in section 61(a)(1) of the Internal
Revenue Code and § 1.61-21(a)(3) of the Income Tax Regulations provide that except as otherwise
provided in subtitle A, gross income includes compensation for services, including fees,
commissions, fringe benefits, and similar items. As such, the reimbursement is considered wages
subject to employment taxes under sections 312(a), 3306(b), and 3401(a).
The wellness -fitness reimbursement defined in this section is not intended to be defined as
compensation earnable under Public Employees Retirement Law (PERL), Government Code
(G.C.) section 20636.
SANTA ANA MANAGEMENT ASSOCIATION (SAMA) MOU: 2019-2022
55D-51
ARTICLE X111
13.0 RETIREMENT
13.1 General. The terns of the existing contract between the City and California Public
Employees' Retirement System (CaIPERS) governing the City retirement benefits for
affected employees are incorporated by reference herein. The City shall continue to make
contributions to Ca1PERS in accordance with its contract with CaIPERS for SAMA
employees covered by said contract as amended.
13.2 Deferred Retirement. The City will continue to make payment to CaIPERS on behalf of
each SAMA employee, in an amount necessary to pay one hundred percent (100%) of his
or her individual retirement contribution which is currently equal to eight percent (8%) of
base salary, effective January 1, 2009. Such payments shall be credited to the individual
employee's CaIPERS account as Employer Paid Member Contribution (EPMC).
Such payments are not increases in base salary and no salary rate range applicable to any
of the employees covered by this MOU shall be changed or deemed to have been changed
by reason thereof. As a result, the City will not treat these payments as ordinary income
and, thus will not withhold Federal or State income tax from said payments. The City has
received an opinion or ruling from the Internal Revenue Service confirming that these
payments are deferred compensation, and not ordinary income. In the event that the City
receives a ruling from the Internal Revenue Service that such payments are ordinary
income of the employees instead of deferred compensation, the City's obligation to make
such payments shall discontinue and in place thereof the base salary of each said employee
shall forthwith be increased by eight percent (8%) after January 1, 2009.
For the purpose of reporting an employee's compensation to CalPERS, the City shall
include these payments as if they were a part of the employee's base salary.
13.3 Credit for Unused Sick Leave.
A. An employee covered by this MOU with less than ten (10) years of full-time City
service, can have up to a maximum of 1600 hours of unused accumulated sick leave at
the time of retirement converted to additional service credit at the rate of 0.004 years
of service credit for each day of unused sick leave (i.e., 200 days of sick leave equals
.80 additional years of service credit). The City must report only those days of unused
sick leave that were accrued by the employee during the normal course of employment.
SAN1'A ANA MANAGEMENTASSOCIATION (SAMA) MOU: 2019-2022
55D-52
This section applies to members whose effective date of retirement is within 120 days
or four (4) months of separation from employment.
B. Effective upon adoption of this MOU, employees with at least 10 years of full-time
City service that retire from the City of Santa Ana within 120 days of separation from
employment can convert up to 2000 hours of accrued un-used sick leave towards
Ca1PERS Service Credit. The City must report only those days of unused sick leave
that were accrued by the employee during the normal course of employment.
13.4 Military Service Credit as Public Service. An employee covered by this MOU may elect
to purchase up to four (4) years of service credit for any continuous active military or
merchant marine service prior to employment. The employee must contribute an amount
equal to the contribution for current and prior service that the employee and the employer
would have made with respect to that period of service.
13.5 2.7% at 55 Service Retirement Benefit for Classic Miscellaneous Members. The City
agrees to provide Miscellaneous employees covered by this MOU with the 2.7% at 55
Service Retirement benefit. pursuant to Ca1PERS regulations. This formula will apply to
each year of eligible service credited with the City of Santa Ana.
Employee Contribution for Retirement Benefit. The employee's contribution rate will be
8%. All employee contributions for retirement benefits are paid to the employer cost (i.e.,
employer contribution) in accordance with Government Code section 20516(f). The
parties acknowledge that this provision has been mutually negotiated and incorporated as
an essential element of the parties' MOU. In the event that either party wishes to modify
this provision in a successor MOU, the parties intend for this provision to remain
unchanged until a successor MOU is ratified or impasse procedures have been concluded.
Pre -Taxable Benefit. To the extent permitted by Ca1PERS and Internal Revenue Service
regulations, the City shall make the above employee deductions pre-tax contributions.
13.6 For "New Members" within the meaning of the California Public Employees' Pension
Reform Act (PEPRA) of 2013
The PEPRA went into effect on January 1, 2013. The parties agree that if there is any other
clean up or other retirement legislation which goes into effect during this MOU and if there
are provisions of that legislation which, by law, automatically goes into effect, either party
may request to negotiate over the legislation, including over the impact.
Retirement Formula: Per Government Code Section 7522.20(a), the 2% @ 62 retirement
formula for non -sworn.
SANTA ANA MANAGEMENT ASSOCIA'I'fON (SAMA) MOU: 2019-2022
55D-53
Final compensation will be based on the highest annual average compensation earnable
during the 36 consecutive months immediately preceding the effective date of his or her
retirement, or some other 36 consecutive month period designated by the member.
Employees shall pay one half of the normal cost rate, as established by CalPERS.
SANTA ANA MANAGEMENT ASSOCIATION (SAMA) MOU: 2019-2022
44
55D-54
ARTICLE XIV
14.0 TRAINING & EDUCATIONAL ASSISTANCE PROGRAM
14.1 SAMA employees shall continue to be eligible to participate in the existing Training and
Education Assistance Program provided for all regular, full-time employees of the City;
except, however, reimbursement for eligible employees shall be one hundred percent
(100%) of tuition and registration costs up to a maximum of three thousand dollars
($3,000), per fiscal year in accordance with the provisions of the program defined in this
section, updated upon adoption of this MOU.
14.2 Purpose.
A. To encourage the employees of the City of Santa Ana to take college courses and special
training courses which will better enable them to perform their present duties and prepare
them for increased responsibilities.
B. To provide financial assistance to eligible employees for education and training.
C. To establish eligibility requirements, conditions and procedures whereby such assistance
may be provided.
14.3 Eli 'bgr ility.
A. Applications for tuition reimbursement shall be considered only from full-time permanent
City employees who have completed their probationary period.
B. Reimbursement is not authorized for courses for which the employee is receiving financial
assistance from other sources such as G.I. Bill, scholarships, grants, etc.
C. Applications shall be approved only for courses directly related to the employee's job or
directly related to a promotional position in the employee's occupational specialty.
D. Courses not ostensibly related to the employee's job, but which are required to qualify for
a degree that is directly related to his or her job will be reirnbursable so long that it meets
the requirements in 14.3 E.
E. Prior to receiving tuition reimbursement, employees must submit documentary proof of
SANTA ANA MANAGEMENT ASSOCIATION (SAMA) MOU: 2019-2022
55D-55
having received a grade of not less than "C" for the course. If objective ratings are not
rendered for a specific course, then a certificate of successful completion must be
submitted.
F. Approval shall be limited to courses given by accredited colleges and universities, city
colleges or adult education courses under the sponsorship of a Board of Education.
Workshops, seminars, conferences and similar activities not identifiable as a formal course
of instruction within the curriculum of a recognized educational institution, do not fall
within the purview of this program but may be authorized and funded by the interested
department without coordination with the Human Resources Department.
G. When an employee is required by his or her Department Head to attend a particular course
or seminar, the expense shall be bone entirely by the department.
14.4 Reimbursement.
A. Reimbursement shall be based on the cost of tuition, required enrollment/registration fees,
miscellaneous fees (health, parking, student union fees, etc.) and all required texts, eBooks
and related material for each course. Additional expenses such as meals are not
reimbursable.
B. Costs for required texts are eligible for one hundred percent (100%) reimbursement subject
to the following conditions:
A duplicate of the required text(s) and eBooks was unavailable for loan from the
departmental libraries prior to the commencement of course work; or
2. Any textbook(s) purchased by the City shall be submitted to the employee's respective
departmental library in order that such text(s) may be made available to all employees.
C. Maximum tuition reimbursement is three thousand dollars ($3,000) per fiscal year, which
the employee may claim either as costs are incurred during the year or as one lump sum.
14.5 Procedures.
A. An employee who desires to seek tuition reimbursement under the provisions of this
Article must complete, in duplicate, an Application for Training and Educational
Assistance form along with a copy of the course plan and schedule, and submit it to his
or her Department Head prior to the commencement of class(es) or the payment of fees
.�
SANTA ANA MANAGEMENTASSOCIATION (SAMA) MOCJ:2019-2022
55D-56
for registration/tuition.
B. The Department Head shall recommend approval or disapproval based on established
criteria and budgetary constraints, and then shall forward the application to the Executive
Director of Human Resources.
C. The Executive Director of Human Resources or his or her designee shall approve or
disapprove the application for the City Manager. One copy shall be returned to the
employee and the duplicate shall be retained by the Human Resources Department. It is
advisable that the applicant accomplish the procedure so far described in order to ascertain
the eligibility of the intended course of instruction for reimbursement under the provisions
of this policy prior to the inception of the course or disbursement of personal funds.
D. The employee shall submit his or her copy of the approved application to the Human
Resources Department within three (3) months after he or she has completed the course
and received his or her final grade. Such employee must include official verification of his
or her final grade with appropriate receipts for tuition and textbook costs. Applications not
submitted to the Human Resources Department within three (3) months following
completion of the course become void.
E. Upon receipt of the application and required documentation, the Human Resources
Department shall determine whether the completed course of instruction is compatible with
the provisions of this Article and shall compute the amount of reimbursement, authenticate
the application and forward it to the employee's Department Head.
F. The Department Head shall then authorize the Finance & Management Services
Department to reimburse the employee the approved amount out of the budget of the
department concerned.
SANTA ANA MANAGEMENT ASSOCIA"I'lON (SAMA) MC)U: 2019-2022
55D-57
ARTICLE XV
15.0 ELECTRONIC DEVICE STIPEND
15.1 Electronic Device Stipend All full-time SAMA employees covered under this MOU,
whose supervisor determines are required to have a cellphone or tablet will be given the
option to choose one of the following:
A. Be provided a City paid phone or tablet, or
B. First month following adoption of this MOU, be compensated $100.00 monthly to
cover costs related to the use of personal electronic devices (phone and/or tablet)
for City business.
Employees who use their own devices will comply with the City's policy.
.;
SANTA ANA MANAGEMENTASSOCIATION (SAMA) MOU: 2019-2022
55D-58
ARTICLE XVI
16.0 STRIKES AND WORK STOPPAGES
16.1 Prohibited Conduct.
A. SAMA, its officers, agents, representatives, and members agree that during the term
of this MOU, they will not cause or condone any unlawful strike, walkout,
slowdown, sickout, or any other unlawful job action by withholding or refusing to
work.
B. According to City Charter Section 1014 (Work Stoppages), any employee who
participates in any conduct prohibited in Subsection A above shall be subject to
suspension, demotion or dismissal by the Appointing Authority.
16.2 SAMA Responsibility. Whenever SAMA, its officers, agents, representatives, or members
engage in any of the conduct prohibited in Subsection 16.1(A) above of this Article, SAMA
will immediately instruct any persons engaging in such conduct that their conduct is
violating this MOU and unlawful, and they must immediately cease engaging in the
conduct prohibited in said Subsection 16.1(A) above, and return to work.
SANTA ANA MANAGEMENT ASSOCIATION (SAMA) MOU: 2019-2022
49
55D-59
ARTICLE XVII
1.7.0 SOLE & ENTIRE MOU
17.1 It is understood and agreed that the parties to this MOU are subject to all current and future
applicable Federal and California laws, The City of Santa Ana Charter, its Municipal
Code, and its City's Employer -Employee Relations Resolution Number 81-075. It is the
intent of the parties hereto that the provisions of this MOU will supersede all prior MOUs,
memoranda of MOU, memoranda of understanding, or contrary salary, and /or personnel
rules and regulations, Municipal Code provisions of the City, oral or written MOUs
expressed or implied between the parties. This MOU will govern the entire relationship
and will be the sole source of any rights that they may assert hereunder. This MOU is not
intended to conflict with Federal or State law or the City Charter.
17.2 Notwithstanding the above, there exists within the City personnel rules and regulations and
departmental rules and regulations. The City shall continue these rules and regulations to
the extent that they do not contravene specific provisions of this MOU. Such rules and
regulations may, from time to time, be changed by the City. If these changes affect wages,
hours, or other terms and conditions of employment, the City shall meet and confer with
SAMA; provided further, the parties shall change no provision of the rules and regulations
to contravene specific provisions of this MOU.
SANTA ANA MANAGEMENT ASSOCIATION (SAMA) MOU: 2019-2022 m
55D-60
ARTICLE XVIII
18.0 SEPARABILITY PROVISION
18.1 Should any provisions of this MOU be found to be inoperative, void, or invalid by a court
competent jurisdiction, all other provisions of this MOU shall remain in full force and
effect for the duration of this MOU, provided that if any such affected provisions invalidate
or void any benefits of employees covered hereunder, the parties shall forthwith commence
negotiations to replace the invalidated benefits with benefits of comparable value.
SANTA ANA MANAGEMENT ASSOCIATION (SAMA) MOU: 2019-2022
55D-61
ARTICLE XIX
19.0 GRIEVANCE REVIEW PROCEDURE
19.1 Definition of a Grievance. A grievance shall be defined as a timely complaint by an
employee or group of employees or the Association concerning the interpretation or
application of specific provisions of this MOU, or of the rules and regulations governing
personnel practices or working conditions of the City, except, however, those matters
specifically assigned to the jurisdiction of the City Personnel Board by those provisions of
the City Charter and the Civil Service Rules and Regulations.
No employee shall suffer any reprisal because of filing or processing of a grievance or
participation in the Grievance Review Procedure.
19.2 Informal Process.
A. An employee must first attempt to resolve the grievance on an informal basis
through discussion with his or her immediate supervisor without undue delay, but
in no case, beyond a period of ten (10) calendar days after the occurrence of the
alleged incident giving rise to the grievance, or when the grievant knew or should
have reasonably become aware of the facts giving rise to the grievance.
B. Every effort shall be made to find an acceptable solution to the grievance through
this informal means at the most immediate level of supervision.
C. In order that this infonnal procedure may be responsive, both parties involved shall
expedite this process. If, within five (5) working days, a mutually acceptable
solution has not been reached at the informal level, the employee shall then set forth
the grievance in writing, indicate the nature of the action desired, sign it, and submit
it in duplicate to his or her immediate supervisor. At this point, the grievance
review process becomes formal. Should the grievant fail to file a written grievance,
and in the manner specified above, within ten (10) working days after first
discussing the grievance with the employee's immediate supervisor, the grievance
shall be barred and waived.
19.3 Formal Process.
A. If a grievance is not resolved through the informal process, and a written grievance
is filed within the time limits set forth above, the grievant' s immediate supervisor
SANTA ANA MANAGEMENT ASSOCIATION (SAMA) MOU: 2019-2022
55D-62
shall add his or her comments and any justification he or she considers proper, sign
it, and forward it to the Department Head without undue delay or, in no case, more
than ten (10) calendar days.
B. If the grievant files a written grievance with the Department Head in the manner
and within the time limits specified, then a conference shall be held at the request
of the employee or the Department Head.
C. The Department Head shall inform the employee of his or her action within ten (10)
calendar days after receipt of the request of the settlement. The original of the
grievance form and the Department Head's decision shall be filed in the personnel
records of the department.
D. If no satisfactory settlement has been reached at the departmental level, the
employee may, within ten (10) calendar days after being informed by the
Department Head of his or her decision on the matter, and the reasons thereof,
submit the grievance in writing to the City Manager, or his or her duly authorized
representative, for determination. Failure of the grievant to take this action will
constitute a waiver and bar to the grievance, and the grievance will be considered
settled on the basis of the Department Head's response.
E. The City Manager or his duly authorized representative, after a careful review, shall
render a final decision on the merits of the grievance, in writing, and return it to the
grievant within fifteen (15) calendar days after receiving the grievance. A copy of
the written grievance to the City Manager, or his or her duly authorized
representative, and of the City Manager's or his or her representative's written
decision shall be filed in the personnel records of the department and the grievant'
s personnel jacket maintained in the Human Resources Department.
F. After the procedures set forth in this Article have been exhausted, the grievant, the
Association, and the City shall have all rights and remedies to pursue said grievance
under the law.
SAM A ANA MANAGEMENT ASSOCIATION (SAMA) MOU: 2019-2022
55D-63
ARTICLE XX
20.0 WAIVER OF BARGAINING DURING THE TERM OF THIS MOU
20.1 During the term of this MOU, the parties mutually agree that they will not seek to negotiate
or bargain concerning wages, hours, or terms and conditions of employment, whether or
not covered by the MOU, or in the negotiations leading thereto, and whether or not such
matters were discussed, or were even within the contemplation of the parties during the
negotiations leading to this MOU. Regardless of the waiver contained in this Article, the
parties may, however, by mutual MOU, in writing, agree to meet and confer about any
matter not covered by this MOU, or to carry out any provision of salary or benefit tied to
another bargaining unit during the term of this MOU.
SAN'CA ANA MANAGEMENT ASSOCIA"f[ON (SAMA) MOU: 2019-2022
55D-64
ARTICLE XXI
21.0 EMERGENCY WAIVER PROVISION
21.1 In case of circumstances beyond the control of the City, such as acts of God, fire, flood,
insurrection, civil disorder, national emergency, or similar circumstances, provisions of
this MOU or the Santa Ana Municipal Code or Resolutions, which restrict the City's ability
to respond to these emergencies, shall be suspended for the duration of such emergencies.
After the City declares the emergency over, this MOU will be reinstated immediately.
SAMA shall have the right to meet and confer with the City regarding the impact of the
suspension of the provisions in the MOU during the emergency.
SANI'A ANA MANAGEMENT ASSOCIATION (SAMA) MOU: 2019-2022
55D-65
ARTICLE XXII
22.0 TERM
22.1 The term of this MOU shall commence on the date when the terms and conditions for its
effectiveness, as set forth in Article III, Implementation, are fully met, but in no event shall
said MOU become effective prior to 12:01 a.m. on January 1, 2019. This MOU shall expire
and otherwise be fully terminated at 12:00 midnight on June 30, 2022.
SANTA ANA MANAGEMENTASSOCIATION (SAMA) MOU: 2019-2022
55D-66
ARTICLE XXIII
23.0 NON-DISCRIMINATION
23.1 The parties mutually recognize and agree fully to protect the rights of all employees
covered hereby to join and participate in the activities of SAMA and all other rights in the
Employer -Employee Relations Resolution (Resolution Number 81-075) and Government
Code, Sections 3500 through 3511.
23.2 The provisions of this MOU shall be applied equally to all employees covered hereby
without favor or discrimination because of race, color, sex, sexual orientation, age, national
origin, political or religious opinions or affiliations, or disability status or other factors not
directly related to the successful performance of the job.
SANTA ANA MANAGEMENT ASSOCIATION (,SAMA) MOU: 2019-2022
55D-67
ARTICLE XXIV
24.0 RATIFICATION & EXECUTION
24.1 The City and SAMA have reached an understanding as to certain recommendations to be
made to the City Council of 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 recommendations. The City and SAMA
acknowledge that this MOU shall not be in full force and effect until ratified by the
membership of SAMA and adopted by the City Council of the City of Santa Ana. Subject
to the foregoing, this MOU is hereby executed by the authorized representatives of the City
and SAMA and entered into 16th day of July 16, 2019.
Dated:
Dated:
Dated:
ATTEST:
Clerk of the Council
CITY OF SANTA ANA, a Municipal
Corporation of the State of California
By:
Mayor
By:
City Manager
By:
Executive Director of Human Resources
APPROVED AS TO FORM:
City Attorney
SANTA ANA MANAGEMENT ASSOCIATION (SAMA) MOU: 2019-2022
55D-68
This 2019-2022 MOU has been ratified by the membership of the Santa Ana Management
Association.
Dated:
SAMA:
IN
President
Chief Negotiator
Orange County's Employee Association (OCEA)
Vice President
SANTA ANA MANAGEMENTASSOCIATION (SAMA) MOU:2019-2022
55D-69
EXHIBIT A
ADMINISTRATIVE MANAGEMENT JOB TITLES
ADMINISTRATIVE MANAGEMENT JOB TITLES
Applications Systems Manager (AM)
Applications/Tech Support Manager (AM)
Assistant Public Works Maintenance Manager (AM)
Budget and Research Manager (AM)
Budget Supervisor (AM)
Code Enforcement Principal (AM)
Correctional Manager (AM)
Facilities Maintenance Manager (AM)
Fleet Services Manager (AM)
Homeless Services Manager (AM)
Payroll Manager (AM)
Principal Human Resources Analyst (AM)
Principal Management Analyst (AM)
Principal Planner (AM)
Project Management Officer (AM)
Public Affairs Information Officer (AM)
Risk Management Supervisor (AM)
Secretary to the City Manager (AM)
Senior Budget Analyst (AM)
Senior Financial Analyst (AM)
Senior Human Resources Analyst (AM)
Senior Management Analyst (AM)
Supervisor of Inspections (AM)
SANTA ANA MANAGEMENT ASSOCIATION (SAMA) MOU: 2019-2022
60
55D-70
MIDDLE MANAGEMENT JOB TITLES
Accounting Manager (MM)
Administrative Services Manager (MM)
Assistant City Attorney (MM)
Assistant Clerk Of The Council (MM)
Assistant Dir of Finance and Management Svcs (MM)
Assistant Director of Community Development (MM)
Assistant Director of Human Resources (MM)
Assistant Director of Parks Rec and Cmty Svcs (MM)
Assistant Director of Planning and Building (MM)
Assistant to the City Manager (MM)
Benefits & Compensation Manager (MM)
Building Safety Manager (MM)
Chief Assistant City Attorney (MM)
City Traffic Engineer (MM)
Code Enforcement Manager (MM)
Community Development Manager (MM)
Community Services Manager (MM)
Corporate Yard Facilities/Fleet Svcs Mgr (MM)
Council Services Manager (MM)
Deputy City Attorney (MM)
Deputy Public Works Director/City Engineer (MM)
Deputy Public Works Director/Maintenance Services Manager (MM)
Deputy Public Works DirectorNVater Resources Manager (MM)
Economic Development Manager (MM)
Facilities and Fleet Maintenance Manager (MM)
Facilities Maintenance Superintendent (MM)
Housing Division Manager (MM)
Information Services and Network Manager (MM)
Library Operations Manager (MM)
Planning Manager (MM)
Principal Civil Engineer (MM)
Risk Manager (MM)
Senior Assistant City Attorney (MM)
Strategic Communications Manager (MM)
Transit Program Manager (MM)
Transportation Manager (MM)
Treasury and Customer Services Manager (MM)
Zoo Manager (MM)
SANTA ANA MANAGEMENTASSOCIATION (SAMA) MOU: 2019-2022
61
55D-71
SANTA ANA MANAGEMENT ASSOCIATION (SAMA) MOU: 2019-2022
62
55D-72