HomeMy WebLinkAboutSANTA ANA MANAGEMENT ASSOCIATION (2004-2008)
2004 - 2008
MEMORANDUM
OF
UNDERSTANDING
CITY OF SANTA ANA
AND
SANTA ANA MANAGEMENT ASSOCIATION
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A-200S-010
MEMORANDUM OF UNDERSTANDING
BETWEEN THE CITY OF SANTA ANA AND
SANTA ANA MANAGEMENT ASSOCIATION
FOR FISCAL YEARS 2004-05 THROUGH 2007-08
TABLE OF CONTENTS
ARTICLE SUBJECT PAGE
ARTICLE I RECOGNITION 4
ARTICLE II PURPOSE AND INTENT 5
ARTICLE III IMPLEMENTATION 6
ARTICLE IV ATTENDANCE, WORKDAY, WORKWEEK, &
WORK SCHEDULE 7
ARTICLE V SALARIES 11
ARTICLE VI ADDITIONAL COMPENSATION 27
ARTICLE VII OVERTIME 29
ARTICLE VIII HOLIDAYS 30
ARTICLE IX VACATION 33
ARTICLE X OTHER LEAVES OF ABSENCE 39
ARTICLE XI EMPLOYEE INSURANCE 54
ARTICLE XII DEFERRED COMPENSATION 58
ARTICLE XIII RETIREMENT 59
ARTICLE XIV TUITION REIMBURSEMENT 61
ARTICLE XV STRIKES & WORK STOPPAGES 62
ARTICLE XVI SOLE & ENTIRE AGREEMENT 63
ARTICLE XVII SEPARABILITY PROVISION 64
ARTICLE XXVIII WAIVER OF BARGAINING DURING THE TERM
OF THIS AGREEMENT 65
ARTICLE XIX EMERGENCY WAIVER PROVISION 66
ARTICLE XX TERM 67
ARTICLE XXI NON-DISCRIMINATION CLAUSE 68
ARTICLE XXII RATIFICATION & EXECUTION 69
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TABLE OF CONTENTS
(Continued)
EXHIBITS
SUBJECT
EXHIBIT A
BASIC SALARY AND WAGE SCHEDULES FOR MIDDLE
MANAGEMENT CLASSIFICATIONS REPRESENTED BY
THE SANTA ANA MANAGEMENT ASSOCIATION
EXHIBIT B
BASIC SALARY AND WAGE SCHEDULE FOR
ADMINISTRATIVE MANAGEMENT CLASSIFICATIONS
REPRESENTED BY THE SANTA ANA MANAGEMENT
ASSOCIATION
EXHIBIT C
ASSIGNMENT OF CLASSIFICATIONS REPRESENTED BY
THE SANTA ANA MANAGEMENT ASSOCIATION TO
SALARY RATE RANGES FOR THE PERIOD JULY 1, 2004
THROUGH JUNE 30, 2008
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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 representative 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 C," as well as such classifications as may be added hereafter by
the Employee Relations Officer.
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ARTICLE II
2.0 PURPOSE AND INTENT
2.1 It is the purpose of this Memorandum of Understanding to promote and provide for
harmonious relations, cooperation and understanding between the City and
employees covered by this Memorandum. 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 Memorandum of
Understanding which the parties intend to submit jointly and recommend for
approval to the City Council of the City of Santa Ana.
2.2 Notwithstanding the following provisions ofthis Memorandum of Understanding, 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.
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ARTICLE III
3.0 IMPLEMENTATION
3.1 This Memorandum of Understanding constitutes a recommendation jointly
submitted to the City Council of the City of Santa Ana. The parties agree that this
Memorandum of Understanding shall not be binding upon the parties until said City
Council:
A. Acts, by majority vote, formally to approve said Memorandum of
Understanding and,
B. Acts to appropriate the necessary funds required to implementthe provisions
of this Memorandum of Understanding that require funding.
3.2 Notwithstanding the foregoing, in the event the City Council fails to take all actions
necessary to implement this Memorandum of Understanding timely, the parties
understand that they may mutually agree to implement appropriate provisions ofthis
Memorandum that do not require specific approval by the City Council.
3.3 Implementation shall be effective as of the date approved by the City Council. Ifthe
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.
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ARTICLE IV
4.0 ATTENDANCE, WORKDAY, WORKWEEK, & WORK SCHEDULE
4.1 Attendance. All full time SAMA employees covered by this Agreement shall be in
attendance at their work during hours prescribed by the Executive Director or his
designee(s) and shall not absent themselves during prescribed hours without
authorization. SAMA employees shall not be required to submit a Leave of
Absence Request 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 offour (4)
ten (10) hour days 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
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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 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
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unless authorized by the Executive Director of Personnel
Services 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. Holidavs.
a. For a recognized City holiday, eight hours are earned for each
holiday. For the charging of hours on a scheduled holiday, the
employee must use eight (8) hours of holiday time off and one
(1) hour from the employee's vacation leave time bank for a
nine (9) hour workday charge or eight (8) hours holiday time off
for a Friday.
b. 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
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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.
4. Jurv Dutv Leave. The provisions of the Memorandum of
Understanding 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 the employee's day off work.
4.3 It is the 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 reserves the
right to abandon any work schedule if, in the opinion of the concerned Executive
Director and the City Manager, such alternate work schedules have not produced
the desired results. If this right is exercised, however, the City and SAMA shall
meet and confer in good faith prior to abandoning any alternate work schedule.
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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 Agreement 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 15-
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 schedules for SAMA Middle Management (MM)
classifications and SAMA Administrative Management (AM) classifications
and their effective dates are attached to this Agreement as Exhibit A and
Exhibit B, respectively, and are listed as follows:
Cateaorv of Emplovment
Salarv
Schedule No.
MM-05/06
SAMA Middle Management (MM)
(Classifications assigned to
15-step salary rate ranges)
MM-07
MM-08*
Effective
Date
7-1-04
7-1-05
7-1-06
7 -1-07
SAMA Administrative Management (AM) AM-05/08
(Classifications assigned to
5-step salary rate ranges)
7-1-04
7-1-05
7-1-06
7-1-07
* Schedule to be developed in accordance with Section 5.3 of this Agreement
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B. The basic salary schedule for SAMA Middle Management classifications
contains numerous salary rate ranges, each range comprised offifteen (15)
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 payor steps within each salary rate range are
identified by the numbers "1" through "15" inclusive, with Step "1" being the
lowest or minimum rate of the range, Step "8" the middle or midpoint rate of
the range, and Step "15" 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
numerous salary rate ranges, designated by the letter "AM" and a three-digit
rate range number. These rate ranges are comprised of five (5) steps or
rates of pay shown in monthly amounts, identified by the letters "A" through
"E" inclusive, with Step "A" being the lowest step in the range. The purpose
of each step and criteria for advancement to the next higher step within a
particular salary rate range are set forth in Exhibit B and in Subsection 5.8(B)
below.
D. The assignment of SAMA classifications to salary rate ranges is listed in
Exhibit C, which is attached and made a part hereof as though set forth
herein.
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5.3 Salaries.
A. Effective July 1, 2004, the base salaries of classifications covered by this
Agreement shall not be increased.
B. Effective July 1, 2005, the base salaries of classifications covered by this
Agreement shall not be increased.
C Effective July 1, 2006, the base salaries of classifications covered by this
Agreement shall be increased by a percentage amount equal to the
percentage amount received by the Police Officers Association unit but shall
not be less than an approximate percentage amount of three and one-half
percent (3.5%) nor exceed an approximate percentage amount of 4.5%.
D. Effective July 1, 2007, the base salaries of classifications covered by this
Agreement shall be increased by a percentage amount equal to the
percentage amount received by the Police Officers Association unit but shall
not be less than an approximate percentage amount of three and one-half
percent (3.5%) nor exceed an approximate percentage amount of four and
one-half percent (4.5%).
5.4 Application of Basic Compensation Plan. The salary rate ranges contained in
Subsection 5.2 and Exhibit C are monthly salary rate ranges. All employees
working in classifications of employment covered by this Agreement shall be
compensated at a monthly rate.
5.5 Probation. Except for employees in the Excepted Service 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
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reappointment eligible list (rehire) or appointment from a promotional eligible list.
5.6 Beainnina Rates.
A. SAMA Middle Manaaement Classifications. An employee appointed to a
Middle Management classification shall be compensated at any rate within
the lower third of the 15-step salary rate range (Steps "1" through "5") 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. SAMAAdministrative Manaaement 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 Agreement, 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.
5.7 Service. The word "service" as used in this Agreement shall be deemed to mean
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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 designated as
Administrative Management (AM) who are hired after the first (1st) 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
Agreement, 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.a Advancement Within Ranaes.
A. SAMA Middle Manaaement Classifications Performance-Based Evaluation
and Salarv Adiustment Svstem: There is hereby established a performance-
based evaluation system for employees employed in SAMA Middle
Management classifications covered by this Agreement, the provisions of
which are set forth herein below.
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1. Purpose. The basic purpose of the performance-based evaluation
and salary adjustment system is to help attract, retain and motivate
highly competent managers and to provide them with a strong
incentive to excel.
2. Specific Compensation Determination.
a. The Appointing Authority is hereby authorized to make
appointments to salary rates within authorized salary rate
ranges, as governed by the provisions of Subsection 5.6(A)
supra, and to make adjustments to the individual
compensation for Middle Management personnel as described
in the further provisions of this Article.
b. The City Manager shall establish performance criteria and
appraisal guidelines to be utilized by the Executive Directors in
setting individual compensation for Middle Management
personnel.
c. After the salary of an employee appointed to a Middle
Management classification has been first established and fixed
under this plan, salary advancement through the remaining
steps of the fifteen (15) step salary rate range shall be based
on the results of an annual performance evaluation.
3. Performance Evaluation Svstem Components. The evaluation
system shall be comprised of the following components:
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a. AnnualObiectives. The system shall include a list of outcome-
based, measurable objectives to be achieved that have been
mutually agreed upon between the Appointing Authority and
each individual manager subject to his or her authority.
b. Manaaerial Behaviors. In addition to his or her performance
in achieving agreed-upon objectives, each Middle
Management employee shall also be evaluated for his or her
managerial behavior performance, including such behavior as
job knowledge, leadership, personnel management, fiscal
management, customer responsiveness, interpersonal skills,
communication (oral or written), teamwork, analysis, problem
solving, decision-making, judgment, planning/organization,
management control, creativity, initiative, and application of
continuous improvement principles.
4. Performance Evaluation Guidelines.
a. The Executive Director shall annually evaluate the
performance of each of his or her subordinate Middle
Management employees to determine their individual eligibility
for a performance increase and how much such increase, if
any, will be. Such annual performance evaluation shall occur
immediately following each individual Middle Management
employee's employment anniversary date and coverthe twelve
(12) month period preceding that date. Additionally, at least
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one (1) informal mid-year progress review shall be held
between the Executive Director and each of his or her
subordinate Middle Management employees.
b. Performance and Ratinas. Each Middle Management
employee's performance in relation to his or her agreed upon
annual objectives and managerial behaviors will be evaluated
according to the following performance rating scale:
Performance Levels
Sianificantlv Exceeds Expectations:
Consistently exceeds all objectives, requirements and
expectations by a wide margin.
Exceeds Expectations:
Consistently meets all objectives and requirements and
exceeds several.
Meets Expectations:
Meets objectives and requirements.
Below Expectations:
Fails to meet some objectives and requirements.
Unacceptable:
Performance is significantly below the minimum required.
5. Performance-Based Salary Adiustments. Each Middle Management
employee covered by this Agreement may be eligible to receive an
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annual performance based in-range salary increase and/or one-time
monetary incentive payment based on a percentage of current annual
rate of base salary, or may not be eligible to receive such a
performance based salary increase, in accordance with the following:
a. For overall performance rated as "Significantly Exceeds
Expectations," either in-range step increases or a one-time
monetary incentive payment or a combination of step
increases and one-time monetary payment from five to seven
and one-half percent (5% - 7.5%) in toto.
b. For overall performance rated as "Exceeds Expectations,"
either in-range step increases or a one-time monetary
incentive payment or a combination of a step increase and
one-time monetary payment from two and one-half to five
percent (2.5% - 5%) in toto.
c. For overall performance rated as "Meets Expectations," a one-
time monetary incentive payment in an amount up to but not to
exceed two and one-half percent (2.5%) of current annual rate
of base salary or advancement of one step (2.5%) within the
salary rate range.
d. For overall performance rated as "Below Expectations," no
performance based in-range step increase or monetary
incentive payment.
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e. For overall performance rated as "Unacceptable," no
performance based in-range step increase or monetary
incentive payment. Additionally, any Middle Management
employee who has received such a rating and who is being
paid at a step higher than the minimum rate of the salary rate
range, may be reduced by one or more steps upon the
recommendation of the Executive Director and the approval of
the City Manager.
f. Application of Guidelines.
I. If a Middle Management employee who is
recommended for a performance based increase is at
the maximum of his or her salary rate range, then the
entire performance increase must be awarded the
equivalent amount in a one-time monetary incentive
payment.
ii. Anyone-time monetary incentive payment granted
under this plan is not an increase in base salary and no
salary rate range applicable to any Middle Management
employee covered by this Agreement shall be changed
or deemed to have been changed by reason of such
payment. However, such incentive payment will be
reported to CalPERS as compensation for purpose of
retirement.
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iii. Performance based in-range step increase and/or
monetary incentive payment amounts for Middle
Management personnel shall require the approval of
the City Manager.
iv. The City Manager shall be responsible for the
development and administration of detailed
administrative procedures and guidelines for the
consistent and effective application of the management
performance-based evaluation system. Such
procedures and guidelines shall define how
performance objectives, measures and standards are
developed; when and how performance reviews are to
be carried out; how overall performance ratings will be
determined; and how performance based salary
increase and monetary incentive payment options are
to be exercised.
B. SAMAAdministrative Manaaement 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 Agreement who has been initially appointed to a step
lower than Step "E," advancement to the next higher step (Step "B"
from Step "A" or Step "C" from Step "B," etc.) may be granted only for
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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.
Such merit advancement shall require the following:
a. There shall be on file in the Office of the Executive Director of
Personnel Services a copy of each periodic efficiency or
performance report required to be made on the employee by
the Civil Service Rules and Regulations and/or the City
Manager during the period of service time of such employee
subsequent to his or her last salary advancement.
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 above Step "A" shall become
effective until approved by the City Manager, except when
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placement on a salary step above Step "A" results from
promotion under the provisions of Subsection 5.9(B) of this
Agreement.
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.
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 readvancement
under the same provisions as contained in Subsection 5.8(B)(2)
above.
5.9 Promotional Salarv Advancement.
A. SAMA Middle Manaaement Classifications: When an employee in a non-
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management classification ofthe 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 Manaaement Classifications:
1. Promotion from a Non-Manaaement 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 one
(1) step (approximately five percent (5%)).
2. Promotional Salarv 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 one (1) step (approximately
five percent (5%)) over his or her current base salary step exclusive
of pay premiums such as bilingual pay, special skills or the like.
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5.10 Demotion.
A. SAMA Middle Manaaement 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 Manaaement 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 at least one (1) step
[approximately 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 Probationarv Reiection. 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 Salarv Rate Ranaes. Any employee who is employed in a
classification covered by this Agreement which is reallocated to a different salary
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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 Actina Pav. An employee in a classification covered by this Agreement 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 approximately a five percent (5%) increase or the
minimum rate of the higher salary range while serving in an "acting" capacity.
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ARTICLE VI
6.0 ADDITIONAL COMPENSATION
6.1 Bilinqual Pav. An employee whom the Executive Director or his designee assigns
to a position requiring bilingual capability in both English and either 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 Personnel Services 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 intergral element of the work, will be
designated as Secondary Bilingual Assignments. A qualified incumbent of
such position will be paid a monthly differential offorty dollars ($40.00) above
his or her monthly salary step for each month of such assignment.
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D. The number of such Primary and/or Secondary Bilingual Assignments 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 set forth in this Article shall be made or revoked at the
discretion of the Executive Director.
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ARTICLE VII
7.0 OVERTIME PAY
7.1 Compensation for Overtime. Employees in any of the designated classifications
of employment listed in this Agreement are not eligible for monetary compensation
for overtime work or for compensatory time off with pay for overtime work, unless
so required by the Fair Labor Standards Act, or any other State or Federal laws.
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ARTICLE VIII
8.0 HOLIDAYS
8.1 Employees covered by this Agreement 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 11th -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 (I) Floating Holiday - Any workday selected by the employee with
prior permission of the employee's supervisor
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. 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 Holidavs - Emolovees on Alternate Work Schedules.
A. Full-time employees whose regularly scheduled days off are other than
Saturday and Sunday shall be entitled to receive twelve (12) eight (8) hour
working days off during the year in lieu of the holiday benefits specified in
Section 8.1 above. However, employees with alternative work schedules
and employees on a 9/80 work schedule shall be credited with 96 hours of
Holiday Time at the beginning of every calendar year in lieu of twelve (12)
holidays in the year. If any employee working in the above referenced
categories separates from employment prior to December 31 of any year and
has exhausted 96 hours of holiday time, the value of hours not yet accrued
but used shall be deducted from the final paycheck.
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 proportion to his or her service at full
pay in such capacity during the year.
8.3 A newly appointed employee 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
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for such holiday 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 Floating Holiday listed in Section 8.1 above.
8.4 Holiday time off may be only be taken in increments of eight (8) hours. Employees
assigned to the 4/10 must use their holidays in ten (10) hour increments. Effective
with the date of approval ofthis Memorandum of Understanding by the City Council,
employees assigned to a 9/80 work schedule must use their holidays in nine (9)
hour increments as described in Subsection 4.2 (B)(3)(a) supra.
8.5 Holiday benefits may not be carried over from one (1) calendar year to the next.
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ARTICLE IX
9.0 VACATION
9.1 Puroose. 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 Reaular Vacation Period.
A. Regular vacation with pay is granted to each full-time permanent or
probationary employee, at the rate of fifteen (15) working days for each
completed year of service, accrued at the rate of ten (10) working hours for
each completed month of service.
B. An employee who has completed less than one year's service during the
calendar year shall receive a proportionate fraction in accordance with the
amount of service to his or her credit during the year; provided, however, no
employee shall be entitled to, or receive payment for, any vacation until he
or she has completed six (6) months of continuous service.
C. On or after the first (1st) day of the month following completion of six (6)
months of continuous full-time service, an employee may be allowed to take
all or a proportionate fraction of his or her earned vacation, subject to
scheduling approval of the employee's supervisor.
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).
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E. Upon completion of two (2) years of continuous service, each employee must
take at least five (5) consecutive working days of vacation each year
thereafter.
F. Comoutation of Reaular Vacation.
1. In computing regular 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 regular
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
approval of the Executive Director, may be deducted from the
computation of vacation expended and charged against the
employee's accumulated sick leave.
2. No employee may carry over from one (1) calendar year to the next,
more than the equivalent of two (2) regular vacation periods from the
previous two (2) years, and vacation not taken beyond that amount is
forfeited. A regular vacation period is defined as the maximum
amount of vacation earned in a calendar year as provided in
Subsection A above.
3. No employee shall have a right to accumulate or split his or her -34-
vacations, but the same may be allowed or required by the Executive
Director. The time at which an employee shall take his or her
vacation shall be determined by the Executive Director, with due
regard for the wishes of the employee and particular regard for the
needs of the service.
9.3 Lonaevitv Vacation.
A. Each permanent employee is granted additional work days of vacation leave
with pay for each completed year of full-time, continuous city service as set
forth in the following table. This additional vacation shall be designated
longevity vacation.
Hourlv Eauivalent
Comoleted Years Additional Davs of Additional Davs
6 1/2 4
7 1 8
8 1 1/2 12
9 2 16
10 2 1/2 20
11 3 24
12 31/2 28
13 4 32
14 41/2 36
15 5 40
16 6 48
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17
18
19
20
7
8
9
10
56
64
72
80
B. No employee becomes eligible for longevity vacation until completion of the
sixth (6th) year of continuous service, and each employee continues to earn
the maximum of ten (10) working days (80 hours) of longevity vacation for
each completed year of service in excess of twenty (20) years.
C. A period of earlier service does not apply toward longevity vacation
accumulation when an employee has had a break in continuous service,
unless the break in service is concluded by reappointment, as provided in
Chapter 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 10.8 (Authorized Absence Without Pay - Long Term) and
Article X, Subsection 10.12 (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 longevity
vacation. Absence on military 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 longevity vacation.
D. Effective July 1, 2005, employees covered by this Agreement will be
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permitted to cash-out up to forty (40) hours of their current year's allocation
of longevity vacation accrual on a straight time basis.
9.4 Limitation on Vacation. With the exception of a retiring employee, no employee is
granted, and no employee shall be allowed to take any vacation leave with pay in
excess offifty (50) working days (400 hours) in anyone year by any combination of
the vacations granted in these rules and regulations. Further, no employee may
carry over from one (1) calendar year to the next more than the equivalent of one
(1) longevity vacation period and the equivalent of one (1) regular vacation period
from the previous two (2) years and vacation not taken beyond that amount is
forfeited. Therefore, the maximum vacation that an employee with less than six (6)
years service could accumulate is thirty (30) working days (240 hours) and only an
employee with more than twenty (20) years service could carry over and take the
authorized maximum of fifty (50) working days (400 hours) in anyone year.
9.5 Effect of Extended Sick Leave on Vacation Accrual. Absence on sick leave for a
period in excess of fifteen (15) consecutive calendar days shall not be considered
as service time for regular and longevity vacation accrual purposes.
9.6 Manaaement Vacation Benefit. All full time SAMA employees covered by this
Agreement will be granted an additional five (5) working days [five (5), eight (8)-hour
days for forty (40) hour employees] per calendar year over the regular and longevity
vacation schedules applicable to represented non-management employees of the
City subject to a maximum accrual of twenty-five (25) days of such additional five
(5) days per year.
9.7 Manaaement Vacation Pav Option. Affected employees shall be given once each
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calendaryearthe 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 vacation
benefits set forth in Section 9.6 above.
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ARTICLE X
10.0 OTHER LEAVES OF ABSENCE
10.1 Sick Leave.
A. Definition. Except as otherwise provided below, sick leave shall be deemed
to mean absence from duty of an employee because of illness, injury,
medical, or dental 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 anyone (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 Onlv When Necessarv. Use of sick leave by City employees shall
be authorized as follows:
1. 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
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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 (4th) day when the City
pays the employee workers' compensation benefits for such illness or
injury. If the employee does not have sufficient accumulated sick
leave at the commencement of such industrial illness or injury, they
will be advanced sick leave for this purpose. Subsequently, the City
will deduct an equal amount previously advanced from any sick leave
accrued by the employee until the total amount is recovered. If the
employee terminates before recovery of all advanced sick leave, the
City will deduct the unrecovered cost of sick leave from such
terminated employee's final paycheck, to the extent possible.
Commencing with Council approval of this Agreement, the City may
authorize employees to use sick leave 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
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outside the employee's regular workday, and salary continuation or
workers' compensation benefits are not available.
D. Limits.
1. The maximum total accumulation of sick leave with pay shall be two
hundred (200), eight (8) hour working days (1600 hours). Sick leave
usage of less than a full day shall be charged in minimum increments
of one-half (Y:.) hour, with fractional usage rounded upward to the
next higher multiple of one-half (Y:.) hour.
2. Effective January 1, 2005, the maximum total accumulation of sick
leave with pay will be increased by 400 hours to a maximum of 2,000
hours. These additional 400 hours of accumulated sick leave will not
be permitted to be compensated or converted to health insurance
premiums as specified herein under Subsection 10.1 (K) ofthis Article
at the time of non-disciplinary termination.
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 the City physician or a licensed physician designated by the City Manager
indicates that the employee will be sufficiently recovered to return to his or
her employment within a six (6) month period. Prior to the expiration of the
additional time, the employee may return to his or her position provided that
the employee has a certificate from one of the above mentioned physicians
stating that the employee is able to perform all the duties of his or her
position without qualification. In addition to the above, the City Manager may
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grant a further extension not to exceed a total of one (1) year without pay.
F. Extension bv Use of Vacation. After an employee's sick leave has been
exhausted, 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 Personnel
Services with the report of the employee's return to work.
A physician's certificate or other satisfactory written evidence of actual illness
or injury may be required after an absence of any duration less than three (3)
days.
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.
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I. Excess Usaae. 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. Necessitv 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. 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.
Up to three (3) days 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
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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. Pavment for Unused Sick Leave.
1. Except in cases of disability retirement, upon non-disciplinary
termination of employment after ten (10) 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 sick leave benefit credited to
his or her account upon the effective date of such termination, not to
exceed a maximum limit of fifty-three and one-third (53.33) eight (8)
hour working days, at the rate of pay effective on the date of such
termination.
Maximum sick leave cash-out after ten (10) years of service shall be
equal to 427 hours (53.33 x 8).
At the employee's election, payment of unused sick leave may be
received in either a lump sum of money, or in equal monthly
payments for a period of up to five (5) years.
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
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date of death.
2. At his or her option, an employee may convert any lump sum payment
provided herein into health insurance premiums, to the extent
necessary to provide the employee and his or her designated eligible
dependents, if any, with benefits under the health insurance program
maintained by the City. The City's obligation to pay such premium
shall terminate upon the happening of any of the following events:
a. Premiums have been paid on behalf of the former employee
until all monies are exhausted; or
b. The sum of premiums paid equals one hundred fifty percent
(150%) of the amount of the lump sum payment that the
employee would have received for unused sick leave benefits
had this option not been elected.
c. Except in cases of disability retirement, upon non-disciplinary
termination of employment after fifteen (15) 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 sick leave benefit credited to his or her account upon
the effective date of such termination to be applied toward
health insurance premiums only as specified in Subsection
K(2) above excluding Subsections a and b.
3. Pavment After Twentv-Five Years. Affected employees shall be
granted payment for unused sick leave on the same basis above, with
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the exception that such affected employees who have completed
twenty-five (25) years or more of cumulative service with the City shall
be entitled to payment for two-thirds (2/3) of the total sick leave
benefit credited to his or her account upon the effective date of his or
her termination, not to exceed a maximum limit of 1066 hours, at the
rate of base pay effective on the date of such termination.
L. The City Manager is authorized to grant a newly appointed incumbent of a
SAMA classification sick leave credits up to an amount equal to any earned
but unused sick leave credits available to such appointee at the time of his
or her separation from his or her most recent previous employer.
10.2 Bereavement Leave.
A. An employee shall be granted up to three (3) days leave without loss of pay
in case 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.
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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 Militarv Leave.
A. Proof of Orders and Reinstatements. An employee shall be granted military
leave if he or she furnishes the Executive Director of Personnel Services
satisfactory proof of his or her order to report for duty. Upon return and upon
showing of proof of actual service pursuant to such orders, he or she will be
reinstated as provided in Chapter 9-143 of the Civil Service Rules and
Regulations of the City of Santa Ana.
B. Temporarv. 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) year's service with the City upon presenting satisfactory proof of orders
to and from such temporary active duties.
10.4 Jurv 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
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the fees collected for such service, with the exception of reimbursement for
transportation expenses, if any.
10.5 Examination Leave. Employees participating in examinations conducted during
their normal working hours for positions in the competitive service of the City of
Santa Ana will be granted leave with pay for the time actually required without loss
of any accrued vacation time off benefits.
10.6 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.
10.7 Authorized Absence Without Pav - 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.
10.8 Authorized Absence Without Pav - Lona Term. 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.
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An employee returning to duty with the City shall inform the Executive Director and
the Executive Director of Personnel Services of his or her intention at least thirty
(30) calendar days prior to the expiration of the six (6) month period, or shorter
period if the full six (6) months is not taken. Upon receipt of such notice, the
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.
10.9 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.
10.10 Preanancv Disabilitv Leave. A pregnant employee is entitled to a reasonable leave
of absence without pay for any temporary disability resulting from pregnancy,
miscarriage, childbirth or recovery therefrom. Such reasonable leave of absence
shall not exceed four (4) months. However, an employee may be granted up to an
additional two (2) months of leave, at the discretion of the City Manager, for a total
of up to six (6) months in which to recover from the disability if substantiated by a
physician's certificate.
Employees may take an unpaid leave of absence during pregnancy disability
consistent with the law.
As with all other temporary disabilities, a physician's certificate is required to verify
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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 payor is covered under the Family Medical Leave Act
(FMLA) or California Family Rights Act (CFRA) provisions.
10.11 Administrative Leave. The City Manager is authorized to grant, at his or her
discretion, paid or unpaid leave for full time SAMA employees.
10.12 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 ordinances of the City of Santa Ana or other provisions of this
Agreement with regard to granting unpaid leaves of absence.
The Catastrophic Leave benefit will be provided for non-industrial injury or sickness
only. The leave shall cover the uncompensated time prior to the employee's
becoming eligible for the 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. -50-
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 designated by the
Executive Director 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 10.12(C)(2) below, will not be
processed.
5. All donations shall be irrevocable.
6. In the event the recipient returns to work before leave donations have
been exhausted, any balance on the books shall be accrued by the
recipient and designated as sick leave and may be used pursuant to
Subsections 10.1 (A) through 10.1 (K).
7. Donations shall be limited to employees of this bargaining unit or any
other unrepresented unit.
B. Eliaibilitv. Regular, full-time 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.
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2. The employee's Executive Director, or his or her designee, has
approved a written request for donations accompanied by a medical
statement from the employee's attending physician. The attending
physician's statement must verify the employee's need for an
extended medical leave and an estimate of the time the employee will
be unable to work.
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 ofthe eligible employee's need for donations on bulletin boards
accessible to employees. No confidential medical information shall
be included in the posted notice.
2. Employees wishing to donate time to an eligible employee must sign
his or her authorization of the transfer of such donated time and
provide:
a. His or her name, department name, and employee number.
b. The number of hours of vacation time of the donation within
the limitations of Subsection 1 O.12(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
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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
1 O.12(A) herein.
5. The City shall add the donated time to the recipient's sick leave
account.
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ARTICLE XI
11.0 EMPLOYEE INSURANCE
11.1 Health Insurance. The City shall contribute the following amounts toward the
payment of premiums for affected full time employees and their dependents under
the existing health insurance programs or new program or programs providing
substantially similar or improved coverage and benefits selected in accordance with
procedures in effect on the effective date of this Agreement:
A. Effective July 1, 2005, the City shall contribute toward medical premiums an
amount consistent with the rates then in effect for each tier of the CalPERS
Kaiser Permanente HMO Other Southern California plan.
B. Effective January 1, 2006, January 1, 2007, and January 1, 2008,
respectively, the City shall contribute toward medical premiums an amount
consistent with the rates then in effect for each tier of the CalPERS Kaiser
Permanente HMO Other Southern California plan.
C. Any contribution necessary to maintain benefits under said medical plans in
excess of the amount set forth above shall be borne entirely by the
employee.
11.2 Dental Insurance.
A. Effective January 1, 2004, through December 31, 2005, the City agrees to
contribute a maximum of up to seventy ($70) dollars per month per employee
toward the payment of premiums for dental insurance plans provided by the
City for employees covered by this Agreement and their eligible dependents.
Effective January 1, 2006, the City contribution amount will be increased to
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a maximum of up to eighty ($80) dollars per month per employee. Effective
January 1, 2007, the City contribution amount will be increased to a
maximum of up to ninety ($90) dollars 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.
11.3 Lona-Term Disabilitv (LTD.) Insurance. The City shall continue to pay one
hundred percent (100%) of the premium cost for a 50-day elimination period long
term disability insurance plan for employees covered by this Agreement.
11.4 Life Insurance. The City shall continue to pay one hundred percent (100%) of the
premium cost for term life insurance coverage under the policy it maintains on
behalf of employees in order to provide employees covered by this Agreement with
life insurance coverage in an amount equal to twice such employee's annual rate
of salary to a maximum of three hundred thousand ($300,000) provided said
affected employees can provide evidence of insurability of coverage if so required
by the terms and conditions of said term 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 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 Agreement, provided that employees covered by this
-55-
Agreement continue to receive equivalent benefits and provided that the parties
have met and conferred before the benefits changes are made.
11.6 Affected employees shall have the option of waiving coverage under any City
sponsored group insurance plan, such as medical, dental, long-term disability and
life coverages, and applying the above specified amounts of City contributions
towards each such coverage waived to deferred compensation and/or earned
income.
11.7 Medical Retirement Subsidv Plan.
A. Effective Fiscal Year 2004-05, the City's annual contribution to the Medical
Retirement Subsidy Plan for full time SAMA employees shall be increased
by an additional one-half percent (0.5%) of the SAMA employees' salary
base, under the same Medical Retirement Subsidy Plan it maintains for
Executive Officers and Management employees of the City. With this
additional contribution amount, the City's maximum contribution toward the
Medical Retirement Subsidy Plan for SAMA employees shall equal one
percent (1.0)%) of their salary base.
B. The plan shall be administered by the City, at no cost to SAMA or its
members pursuant to the written directives of SAMA. The funds contributed
by the City will be maintained in such a manner as to insure that the funds
are invested in a reasonably secure plan that bears a reasonable rate of
interest/growth given current financial markets. For purposes of this
Agreement, investments made pursuant to the then current Statement of
Investment Policy for the City of Santa Ana, shall be deemed to meet the
-56-
requirements of this section. This program is for medical insurance premium
reduction only.
11.8 Vision Plan. As soon as practicable after the approval of this Memorandum of
Understanding by the City Council, the City agrees to implement a non-contributory
vision plan through payroll deduction for employees wishing to participate in such
a plan.
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ARTICLE 12
12.0 DEFERRED COMPENSATION
12.1 Deferred Comoensation Benefit.
A. Backaround. Prior to July 1, 1991, the City authorized an amount equal to
one percent (1.0%) of base pay for a deferred compensation benefit for full
time management employees. This benefit was treated separately from
salary, and was not included in the City's salary and wage schedule.
Effective July 1, 1991, to comply with CalPERS wage reporting requirements,
this benefit was added to the pay rate assigned to each classification and
reported as "salary" to CaIPERS. Thereafter, pay levels for SAMA
classifications included this additional one percent (1.0%) deferred
compensation benefit.
B. Deferred Comoensation Benefit. Each affected employee in a SAMA
classification may at his/her option defer said compensation by directing the
City to deposit this amount (one percent of base pay) in their individual
deferred compensation account. Such contribution shall continue to be
subject to the general terms and conditions of the City's qualified Deferred
Compensation Plan.
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ARTICLE XIII
13.0 RETIREMENT
13.1 General. The terms 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 CalPERS in accordance with its contract with
CalPERS for affected employees covered by said contract as amended.
13.2 Deferred Retirement. The City will continue to make payment to CalPERS on
behalf of each affected employee, in an amount necessary to pay one hundred
percent (100%) of his or her individual retirement contribution which is equal to
seven percent (7%) of base salary. Such payments shall be credited to the
individual employee's CalPERS account.
Such payments are not increases in base salary and no salary rate range applicable
to any of the employees covered by this Agreement 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 ofthe 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 fourteen (14) salary rate ranges (Administrative
-59-
Management employees) or approximately seven percent (7%) (Middle
Management employees).
For the purpose of reporting an employee's compensation to CaIPERS, 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. Effective January 1,2002, or as soon as practicable
thereafter, an employee covered by this Agreement can have 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. This section applies to members whose effective
date of retirement is within four (4) months of separation from employment.
13.4 Militarv Service Credit as Public Service. Effective January 1, 2002, or as soon as
practicable thereafter, an employee covered by this Agreement 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.
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ARTICLE XIV
14.0 TUITION REIMBURSEMENT
14.1 Affected employees shall continued to be eligible to participate in the existing
Training and Education Assistance Program provided for all regular, full-time
employees ofthe City; except, however, reimbursement for eligible employees shall
be one hundred percent (100%) of tuition and registration cost up to a maximum of
two thousand dollars ($2,000) per year in accordance with the provisions of that
program.
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ARTICLE XV
15.0 STRIKES AND WORK STOPPAGES
15.1 Prohibited Conduct.
A. SAMA, its officers, agents, representatives, and members agree that during the
term of this Agreement, 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, any employee who participates in any
conduct prohibited in Subsection A above shall be subject to suspension,
demotion or dismissal by the Appointing Authority.
15.2 SAMA Responsibilitv. Whenever SAMA, its officers, agents, representatives, or
members engage in any of the conduct prohibited in Subsection 14.1 (A) above
of this Article, SAMA will immediately instruct any persons engaging in such
conduct that their conduct is violating this Agreement and unlawful, and they
must immediately cease engaging in the conduct prohibited in said Subsection
14.1 (A) above, and return to work.
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ARTICLE XVI
16.0 SOLE & ENTIRE AGREEMENT
16.1 It is understood and agreed that the parties to this Memorandum of Understanding
are subject to all current and future applicable Federal and California laws, The City
of Santa Ana Charter, its Municipal Code, and its Employer-Employee Relations
Resolution Number 81-75. It is the intent of the parties hereto that the provisions
of this Agreement will supersede all prior agreements, memoranda of agreement,
memoranda of understanding, or contrary salary, and/or personnel rules and
regulations, Municipal Code provisions of the City, oral or written agreements
express or implied between the parties. This Agreement will govern the entire
relationship and will be the sole source of any rights that they may assert
hereunder. This Agreement is not intended to conflict with Federal or State law or
the City Charter.
16.2 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 Agreement. 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 Agreement.
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ARTICLE XVII
17.0 SEPARABILITY PROVISION
17.1 Should any provision of this Agreement be found to be inoperative, void, or invalid
by a court of competent jurisdiction, all other provisions of this Agreement shall
remain in full force and effect for the duration of this Agreement, 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.
-64-
ARTICLE XVIII
18.0 WAIVER OF BARGAINING DURING THE TERM OF THIS AGREEMENT
18.1 During the term of this Agreement, the parties mutually agree thatthey will not seek
to negotiate or bargain concerning wages, hours, or terms and conditions of
employment, whether or not covered by the Agreement, 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
Agreement. Regardless of the waiver contained in this Article, the parties may,
however, by mutual agreement, in writing, agree to meet and confer about any
matter not covered by this Agreement, or to carry out any provision of salary or
benefit tied to another bargaining unit during the term of this Agreement.
-65-
ARTICLE XIX
19.0 EMERGENCY WAIVER PROVISION
19.1 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 Agreement 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 Agreement 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 Agreement during the emergency.
-66-
ARTICLE XX
20.0 TERM
20.1 The term ofthis Memorandum of Understanding 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 Memorandum of
Understanding become effective prior to 12:01 a.m. on July 1, 2004. This
Memorandum of Understanding shall expire and otherwise be fully terminated at
12:00 midnight on June 30, 2008.
-67-
ARTICLE XXI
21.0 NON-DISCRIMINATION
21.1 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 Employee Relations Resolution (Resolution Number 81-075) and Government
Code, Sections 3500 through 3511.
21.2 The provisions of this Memorandum of Understanding 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.
-68-
ARTICLE XXII
22.0 RATIFICATION & EXECUTION
22.1 The City and SAMA have reached an understanding as to certain recommendations
to be made to the City Council for the City of Santa Ana and have agreed that the
parties hereto will jointly urge said Council to adopt a new wage and salary
resolution which will provide for the changes contained in said joint
recommendations. The City and SAMA acknowledge that this Agreement 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 Agreement
is hereby executed by the authorized representatives of the City and SAMA and
entered into this 18th day of January, 2005.
CITY OF SANTA ANA, a Municipal
Corporation of the State of California
Dated:
By:
Mayor
Dated:
By:
City Manager
Dated:
By:
Executive Director of Personnel Services
ATTEST:
Clerk of the Council
-69-
APPROVED AS TO FORM:
Assistant City Attorney
-70-
This Agreement has been ratified by the membership of the Santa Ana Management
Association.
Dated:
SAMA:
President
Vice President
By:
-71-
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Exhibit B
Page 1 of 2
SALARY SCHEDULE NO. AM-05/08
BASIC SALARY AND WAGE SCHEDULE FOR
ADMINISTRATIVE MANAGEMENT CLASSIFICATIONS
REPRESENTED BY THE
SANTA ANA MANAGEMENT ASSOCIATION (SAMA)
FOR THE PERIOD JULY 1, 2004 THROUGH JUNE 30, 2008
The basic salary and wage schedule for classifications designated as SAMA Administrative
Management (AM), shown below in matrix format, provides numerous monthly salary rate ranges,
each comprised of five (5) steps or rates of pay. The respective rate ranges are identified by a
three digit number preceded by the capital letters "AM." The steps within each range are identified
by the letters "A" through "E" inclusive, with step "A" being the lowest step in the range. The
purpose of each step and length of service required for advancement to the next step within a
particular salary rate range is summarized as follows and further described in Subsection 5.8 (8)
supra:
A - Lowest step in range.
8 - Shall be granted on the first day of the month following completion of one year of continued
meritorious and efficient service.
C - Same as 8.
D - Same as 8.
E - Same as 8.
NOTE: A performance appraisal shall be required for movement from one step to another within
the salary rate range.
SALARY SCHEDULE MATRIX
In the following salary schedule matrix, each Salary Rate Range is identified by a three-digit
number preceded by the capital letters "AM." The first two digits are listed in the first vertical
column on the left and the third digit is listed horizontally across the top and identifies the
appropriate column. This three-digit Salary Rate Range number locates "A" step of the range and
steps 8, C, D, and E are found in the column directly below "A" step. For example, "A" step of
Range No. AM601 is found to be $3915 by moving down the left column (Range No.) to the
number 60 (the first two digits of the Range No.), then horizontally to column 1 (the third digit of
the Range No.). The "A" step of $3915 has the remaining steps shown directly below. Thus, the
full, five-step range is 3915-4111-4317-4533-4764. In the same manner, Range No. AM655 is
found to be 5101-5356-5623-5905-6200.
0 1 2 3 4 5 6 7 8 9
AM36 1209 1215 1221 1227 1233 1239 1245 1251 1258 1264
AM37 1269 1275 1281 1288 1294 1301 1307 1314 1320 1327
AM38 1332 1338 1345 1352 1358 1365 1372 1379 1386 1393
AM39 1399 1405 1413 1420 1427 1434 1441 1448 1455 1463
AM40 1469 1476 1483 1491 1498 1506 1513 1521 1528 1536
AM41 1542 1549 1557 1565 1573 1580 1588 1596 1604 1612
Exhibit B (Continued) Page 2 of 2
AM42 1619 1627 1635 1643 1651 1659 1668 1676 1684 1693
AM43 1700 1708 1717 1725 1734 1742 1751 1760 1769 1778
AM44 1785 1793 1802 1811 1820 1830 1839 1848 1857 1866
AM45 1874 1883 1892 1902 1911 1921 1930 1940 1950 1960
AM46 1968 1977 1987 1997 2007 2017 2027 2037 2048 2058
AM47 2066 2076 2086 2097 2107 2118 2128 2139 2150 2160
AM48 2169 2179 2190 2201 2212 2223 2234 2246 2257 2268
AM49 2277 2288 2299 2311 2322 2334 2346 2357 2369 2381
AM 50 2391 2402 2414 2427 2439 2451 2463 2475 2488 2500
AM51 2511 2523 2536 2548 2561 2574 2587 2600 2613 2626
AM 52 2637 2650 2663 2676 2690 2703 2717 2730 2744 2758
AM53 2769 2782 2796 2810 2824 2838 2853 2867 2881 2896
AM54 2907 2921 2936 2950 2965 2980 2995 3010 3025 3040
AM55 3052 3067 3082 3098 3113 3129 3144 3160 3176 3192
AM56 3205 3221 3237 3253 3269 3285 3302 3318 3335 3352
AM 57 3365 3381 3398 3415 3432 3449 3467 3484 3501 3519
AM58 3533 3550 3568 3586 3604 3622 3640 3658 3676 3695
AM59 3710 3728 3747 3765 3784 3803 3822 3841 3861 3880
AM60 3896 3915 3935 3954 3974 3994 4014 4034 4054 4074
AM61 4091 4111 4132 4152 4173 4194 4215 4236 4257 4278
AM62 4296 4317 4339 4360 4382 4404 4426 4448 4470 4493
AM63 4511 4533 4556 4579 4601 4624 4648 4671 4694 4718
AM64 4741 4764 4787 4810 4834 4858 4882 4906 4930 4954
AM65 4978 5002 5026 5051 5076 5101 5126 5151 5176 5201
AM66 5226 5252 5278 5304 5330 5356 5382 5408 5434 5461
AM67 5488 5515 5542 5569 5596 5623 5650 5678 5706 5734
AM68 5762 5790 5818 5847 5876 5905 5934 5963 5992 6021
AM69 6050 6080 6110 6140 6170 6200 6230 6260 6291 6322
AM70 6353 6384 6415 6446 6478 6510 6542 6574 6606 6638
AM71 6670 6702 6735 6768 6801 6835 6869 6903 6937 6971
AM72 7005 7039 7073 7107 7141 7176 7211 7247 7283 7319
AM73 7355 7391 7427 7463 7499 7535 7571 7609 7647 7685
AM74 7723 7761 7799 7837 7875 7913 7951 7989 8029 8069
AM75 8109 8149 8189 8229 8269 8309 8349 8389 8431 8473
AM76 8515 8557 8599 8641 8683 8725 8767 8809 8853 8897
AM77 8941 8985 9029 9073 9117 9161 9205 9250 9296 9342
AM78 9388 9434 9482 9529 9577 9625 9673 9721 9770 9819
AM79 9857 9906 9955 10005 10055 10105 10156 10207 10258 10309
AM80 10350 10401 10453 10506 10558 10611 10664 10717 10771 10825
AM81 10868 10922 10976 11031 11086 11142 11198 11254 11310 11366
AM82 11411 11468 11525 11583 11640 11699 11757 11816 11875 11934
AM83 11982 12041 12102 12162 12223 12284 12345 12407 12469 12532
AM84 12581 12643 12707 12770 12834 12898 12963 13027 13093 13158
Exhibit C
Page I 012
ASSIGNMENT OF CLASSIFICATIONS REPRESENTED BY THE
SANTA ANA MANAGEMENT ASSOCIATION (SAMA)
TO SALARY RATE RANGES
FOR THE PERIOD JULY 1, 2004 THROUGH JUNE 30, 2008
SAMA Middle Management (MM) Classifications IS-step Salary Rate Range Effective:
(Assigned to IS-step Salary Rate Ranges)
711/2004* 711/2005* 7/1/2006** 7/1/2007***
RANGE RANGE RANGE RANGE
JOB TITLE NO. NO. NO. NO.
-----------------.-----------------------------------
-------------------------.--------.--------------------
ACCOUNTING MANAGER (MM) MM-26 MM-26 MM-26 ***
ADMINISTRATIVE AND ENTERPRISE SERVICES MANAGER (MM) MM-24 ***
ADMINISTRATIVE ASSISTANT II (MM) (T) MM-I8 MM-I8 MM-18 ***
ADMINISTRATIVE SERVICES MANAGER (MM) MM-22 MM-22 MM-22 ***
ASSISTANT CITY ATTORNEY (MM) MM-22 MM-22 MM-22 ***
ASSIST ANT DIRECTOR OF COMMUNITY DEVELOPMENT (MM) MM-26 MM-26 ***
ASSISTANT DIR. OF FINANCE AND MANAGEMENT SERVS (MM) MM-28 MM-28 ***
ASSISTANT DIR. OF PARKS, REC., & COMMUNITY SERVS (MM) MM-26 MM-26 MM-26 ***
ASSIST ANT DIRECTOR OF PERSONNEL SERVICES (MM) MM-26 ***
ASSIST ANT DIRECTOR OF PLANNING AND BUILDING (MM) MM-28 MM-28 MM-28 ***
BENEFITS AND COMPENSATION MANAGER (MM) MM-I8 MM-I8 MM-I8 ***
BUILDING MAINTENANCE SUPERINTENDENT (MM) MM-I4 MM-I4 MM-I4 ***
BUILDING SAFETY MANAGER (MM) MM-26 MM-26 MM-26 ***
CHIEF ASSISTANT CITY ATTORNEY (MM) MM-30 MM-30 MM-30 ***
CITY ENGINEER (MM) MM-28 MM-28 MM-28 ***
CITY TRAFFIC ENGINEER (MM) MM-25 MM-25 MM-25 ***
COMMUNITY AFFAIRS MANAGER (MM) MM-I8 MM-18 MM-I8 ***
COMMUNITY PRESERVATION MANAGER (MM) MM-22 MM-22 MM-26t ***
CORPORATE YARD FACILITIES/FLEET SERVICES MANAGER(MM) MM-22 MM-22 MM-22 ***
COUNCIL SERVICES MANAGER (MM) MM-22 MM-22 MM-22 ***
DEPUTY CITY ATTORNEY (MM) MM-I2 MM-12 MM-12 ***
DEPUTY CITY ENGINEER (MM) MM-25 ***
DOWNTOWN DEVELOPMENT MANAGER (MM) MM-22 MM-22 MM-22 ***
ECONOMIC DEVELOPMENT MANAGER (MM) MM-26 MM-26 MM-26 ***
EMPLOYEE RELATIONS MANAGER (MM) MM-23 MM-23 MM-23 ***
EXECUTIVE ASSIST ANT TO THE CITY MANAGER (MM) MM-I8 MM-18 MM-17t ***
HOUSING DIVISION MANAGER (MM) MM-26 MM-26 MM-26 ***
INFORMATION SERVICES MANAGER (MM) MM-25 MM-25 MM-25 ***
JAIL ADMINISTRATOR (MM) MM-22 MM-22 MM-28 ***
PARK AND LANDSCAPE DESIGN MANAGER (MM) MM-I7 MM-17 MM-I7 ***
PARK MAINTENANCE SUPERINTENDENT (MM) MM-22 MM-22 MM-22 ***
PERSONNEL OPERATIONS MANAGER (MM) MM-22 MM-22 MM-22 ***
PLANNING MANAGER (MM) MM-26 MM-26 MM-26 ***
POLICE TECHNOLOGY AND SUPPORT ADMINISTRATOR (MM) MM-22 MM-22 MM-25 ***
PRINCIPAL CIVIL ENGINEER (MM) MM-25 MM-25 MM-25 ***
PRINCIPAL PLAN CHECK ENGINEER (MM) MM-25 MM-25 MM-25 ***
PUBLIC WORKS MAINTENANCE MANAGER (MM) MM-24 MM-24 MM-24 ***
RECREATION SUPERINTENDENT (MM) MM-I7 MM-I7 MM-I7 ***
RISK MANAGER (MM) MM-26 MM-26 MM-26 ***
SENIOR ASSIST ANT CITY ATTORNEY (MM) MM-28 MM-28 MM-28 ***
TRANSPORTATION MANAGER (MM) MM-25 MM-25 MM-25 ***
TREASURY MANAGER (MM) MM-22 MM-22 MM-22 ***
WATER RESOURCES MANAGER (MM) MM-26 MM-26 MM-26 ***
ZOO MANAGER (MM) MM-22 MM-22 MM-22 ***
Exhibit C
Page 2 of2
CONTINUED
SAMA Administrative Management (AM) Classifications
(Assigned to 5-step Salary Rate Ranges)
5-step Salary Rate Range Effective:
JOB TITLE
7/1/2004'
RANGE
NO.
7/1/2005'
RANGE
NO.
7/1/2006"
RANGE
NO.
7/V2fJJ7**'
RANGE
NO.
------------~------------------------~----------
----------------------------------_._------------------------
APPLICATIONS SYSTEMS MANAGER (AM) AM728 AM728 AM737 '"
ASSISTANT LIBRARY DIRECTOR (AM) AM686 AM686 AM695 '"
ASSIST ANT TO THE CITY MANAGER (AM) AM702 AM702 AM7I1 '"
BUDGET AND RESEARCH MANAGER (AM) AM718 AM7I8 AM727 '"
CORRECTIONAL MANAGER (AM) AM691 AM69I AM700 '"
LIBRARY OUTREACH MANAGER (AM) AM686 AM686 AM695 '"
POLICE SYSTEMS MANAGER (AM) AM728 AM728 AM737 '"
PRINCIPAL MANAGEMENT ANALYST (AM) AM688 AM688 AM697 '"
PRINCIPAL PLANNER (AM) AM7I4 AM714 AM723 '"
SUPERVISOR OF INSPECTIONS (AM) AM699 AM699 AM708 '"
WORKERS' COMPENSATION ADMINISTRATOR (AM) AM673 AM69I AM700 '"
,
Effective July 1,2004 through June 30, 2005, and July 1,2005
through June 30, 2006, the base salaries of classifications covered by
this Agreement shall not be increased (see Article V, Section 5.3,
paragraphs A and B).
** Effective July 1,2006, the base salaries ofc1assifications covered
by this Agreement shall be increased by four and one-half percent
(4.5%), the same percentage amount as that received by the Police
Officers Association unit (see Article V, Section 5.3, paragraph C).
'"
Effective July 1,2007, the base salaries of classifications covered
by this Agreement shall be increased by a percentage amount equal
to the percentage amount received by the Police Officers Association
unit but shall not be less than an approximate percentage amount of
three and one-half percent (3.5%) nor exceed an approximate percentage
amount of four and one-half percent (4.5%) (see Article V, Section 5.3,
paragraph D).
t
Salary Rate Range effective November 1, 2006.
ARTICLE XXII
22.0 RATIFICATION & EXECUTION
22.1 The City and SAMA have reached an understanding as to certain recommendations
to be made to the City Council for the City of Santa Ana and have agreed that the
parties hereto will jointly urge said Council to adopt a new wage and salary
resolution which will provide for the changes contained in said joint
recommendations. The City and SAMA acknowledge that this Agreement 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 Agreement
is hereby executed by the authorized representatives of the City and SAMA and
entered into this 18th day of January, 2005.
CITY OF SANTA ANA, a Municipal
Cor . f the State 0 alifornia
Dated: /tj~Qk
D,led ! Yi?f!cJh
Dated: l!d9/0b
ayor
By: J2Aa~
City Manager
By:
~T:.
~-J
Clerk of the Council
-69-
APPROVED AS TO FORM:
-70-
This Agreement has been ratified by the membership of the Santa Ana Management
Association.
Dated:
r~o/ jOt- ~...
~ 'b~
President
L" C4nj~~
Vice President
SAMA:
By:
-71-