HomeMy WebLinkAboutItem 17 - Memorandum of Understanding with the Santa Ana Management Association and Resolution for Associated Unrepresented Classifcations Human Resources Department
www.santa-ana.org/HR
Item # 17
City of Santa Ana
20 Civic Center Plaza, Santa Ana, CA 92701
Staff Report
October 7, 2025
TOPIC: Memorandum of Understanding between the City of Santa Ana and the Santa
Ana Management Association and Resolution for Associated Unrepresented
Classifications
AGENDA TITLE
Memorandum of Understanding Establishing the Terms and Conditions of Employment
for Classifications Represented by the Santa Ana Management Association and
Resolution Updating the Salary Schedule for Associated Unrepresented Classifications
RECOMMENDED ACTION
1. Authorize the City Manager to execute a Memorandum of Understanding with the
Santa Ana Management Association ("SAMA") regarding wages, hours, and other
terms and conditions of employment effective July 1, 2025 through June 30, 2028
and authorize non-substantive changes which may be necessary to implement the
agreement (Agreement No. A-2025-XXX).
2. Adopt a Resolution updating the salary schedule for associated unrepresented
classifications.
RESOLUTION NO. 2025-XXX entitled A RESOLUTION OF THE CITY COUNCIL
OF THE CITY OF SANTA ANA TO EFFECT CERTAIN CHANGES TO THE
CITY'S CLASSIFICATION AND COMPENSATION PLAN
GOVERNMENT CODE §84308 APPLIES: No
DISCUSSION
The City recently reached a tentative agreement with SAMA on a three (3)year successor
Memorandum of Understanding ("MOU") effective July 1, 2025 through June 30, 2028.
The tentative agreement has been ratified by SAMA membership. The major provisions
of the agreement include: salary increases of five percent (5%) retroactive to July 13,
2025, four percent (4%) in July 2026, and three percent (3%) in July 2027; winter holiday
closure language; increasing City medical contributions by fifty dollars ($50)for employee
only coverage and one hundred fifty dollars ($150) per month for multi-person coverage
in January 2026, January 2027, and January 2028; and increasing management vacation
hours from eighty (80) hours per year to one hundred (100) hours per year.
Memorandum of Understanding between the City of Santa Ana and the Santa Ana
Management Association
October 7, 2025
Page 2
Other key terms of the agreement include: updated discipline and grievance processes;
providing contributions to vision coverage for employees; modifying the number of
management vacation hours that can be cashed out from eighty(80)to one hundred (100)
per year; modifying the number of unused sick leave hours that may be converted to
CalPERS service credit to a maximum of three hundred fifty-two (352) hours; and
increasing paid bereavement leave from three (3) days to five (5) days.
Lastly, pursuant to Resolution No. 2021-026, there are unrepresented classifications that
mirror the salary increases and terms and conditions of employment of SAMA. The
attached Resolution merely updates the respective salary schedule of the unrepresented
classifications as a result of the salary increases provided to SAMA.
ENVIRONMENTAL IMPACT
There is no environmental impact associated with these actions.
FISCAL IMPACT
The estimated annual cost of the agreement during the three (3) year period is $946,488
for FY 2025-26, $1,693,166 for FY 2026-27, and $2,298,478 for FY 2027-28, for a total
estimated cost of $4,938,132. The estimated annual cost for the associated
unrepresented classifications during the three (3) year period is $91,675 for FY 2025-26,
$174,176 for FY 2026-27, and $240,804 for FY 2027-28 for a total estimated cost of
$506,655. The FY25-26 budget is sufficient to pay for the first year of the MOU, and future
proposed budgets will be based on the terms of the MOU.
EXHIBIT
1. Memorandum of Understanding between the City of Santa Ana and the Santa
Ana Management Association
2. Resolution for associated unrepresented classifications
Submitted By: Lori Schnaider, Executive Director of Human Resources
Approved By: Alvaro Nunez, City Manager
MEMORANDUM
OF
UNDERSTANDING
BETWEEN
CITY OF SANTA ANA
AND
SANTA ANA MANAGEMENT ASSOCIATION
July 1 , 2025 — June 30, 2028
MEMORANDUM OF UNDERSTANDING
BETWEEN THE CITY OF SANTA ANA AND
THE SANTA ANA MANAGEMENT ASSOCIATION
FOR FISCAL YEARS 2025-2028
TABLE OF CONTENTS
ARTICLEI ..................................................................................................................................... 4
1.0 RECOGNITION................................................................................................................... 4
ARTICLE1I.................................................................................................................................... 5
2.0 PURPOSE AND INTENT.................................................................................................... 5
ARTICLEIII................................................................................................................................... 6
3.0 IMPLEMENTATION........................................................................................................... 6
ARTICLEIV .................................................................................................................................. 7
4.0 ATTENDANCE, WORKDAY, WORKWEEK, &WORK SCHEDULE........................... 7
ARTICLEV.................................................................................................................................... 9
5.0 SALARIES ........................................................................................................................... 9
ARTICLEVI ................................................................................................................................ 18
6.0 ADDITIONAL COMPENSATION ................................................................................... 18
ARTICLEVII............................................................................................................................... 19
7.0 OVERTIME PAY............................................................................................................... 19
ARTICLEVIII.............................................................................................................................. 20
8.0 HOLIDAYS........................................................................................................................ 20
ARTICLEIX ................................................................................................................................ 23
9.0 VACATION........................................................................................................................ 23
ARTICLEX.................................................................................................................................. 28
10.0 OTHER LEAVES OF ABSENCE.................................................................................... 28
ARTICLEXI ................................................................................................................................ 37
11.0 EMPLOYEE INSURANCE ............................................................................................. 37
ARTICLEXII............................................................................................................................... 41
12.0 WELLNESS AND FITNESS REIMBURSEMENT PROGRAM................................... 41
ARTICLEXIII.............................................................................................................................. 42
13.0 RETIREMENT................................................................................................................. 42
ARTICLEXIV.............................................................................................................................. 44
14.0 TRAINING & EDUCATIONAL ASSISTANCE PROGRAM ....................................... 44
ARTICLEXV............................................................................................................................... 47
15.0 ELECTRONIC DEVICE STIPEND................................................................................. 47
ARTICLEXVI.............................................................................................................................. 48
16.0 STRIKES AND WORK STOPPAGES............................................................................ 48
ARTICLEXVII............................................................................................................................ 49
17.0 SOLE & ENTIRE MOU................................................................................................... 49
ARTICLEXVIII........................................................................................................................... 50
18.0 SEPARABILITY PROVISION........................................................................................ 50
ARTICLEXIX.............................................................................................................................. 51
19.0 DISCIPLINE..................................................................................................................... 51
ARTICLEXX............................................................................................................................... 54
20.0 GRIEVANCE REVIEW PROCEDURE.......................................................................... 54
ARTICLEXXI.............................................................................................................................. 58
21.0 WAIVER OF BARGAINING DURING THE TERM OF THIS MOU.......................... 58
ARTICLEXXII............................................................................................................................ 59
22.0 EMERGENCY WAIVER PROVISION.......................................................................... 59
ARTICLEXXIII........................................................................................................................... 60
23.0 TERM ............................................................................................................................... 60
ARTICLEXXIV........................................................................................................................... 61
24.0 NON-DISCRIMINATION............................................................................................... 61
ARTICLEXXV............................................................................................................................ 62
25.0 RATIFICATION & EXECUTION................................................................................... 62
EXHIBITA................................................................................................................................... 64
EXHIBITB................................................................................................................................... 67
ARTICLE I
1.0 RECOGNITION
1.1 Pursuant to the Employee Relations Resolution of the City of Santa Ana (Resolution
Number 81-75) and applicable State law, the City of Santa Ana (hereinafter called "the
City") certified the Santa Ana Management Association (herein after called "SAMA" or
the "Union") on September 25, 2002, as the majority of the Middle Management and
Administrative Management Representation Unit(hereinafter called the"Unit")previously
found appropriate by the Employee Relations Officer. The City hereby recognizes SAMA
as the certified majority representative of the full-time employees in said Unit. The term
"employee" or "employees" as used herein shall refer only to full-time employees
employed by the City in said Unit in the employee classifications comprising said Unit as
listed in the attachments shown as listed "Exhibit A & B," as well as such classifications
as may be added hereafter by the employee designated as the employee relations officer
pursuant to Resolution No. 81-75.
ARTICLE II
2.0 PURPOSE AND INTENT
2.1 It is the purpose of this Memorandum of Understanding (hereinafter referred to as MOU)
to promote and provide for harmonious relations, cooperation and understanding between
the City and employees covered by this MOU. It sets forth the full and entire understanding
reached in good faith negotiations regarding the wages, hours, terms and conditions of
employment of employees covered by this MOU.
2.2 Notwithstanding the following provisions of this MOU, the parties agree that they have
intended nothing herein to entitle, alter, or award Civil Service rights or privileges to any
employee represented by SAMA who is in the Excepted Service of the City.
ARTICLE III
3.0 IMPLEMENTATION
3.1 This MOU constitutes a recommendation jointly submitted to the City Council of the City
of Santa Ana. The parties agree that this MOU shall not be binding upon the parties until
said City Council:
A. Acts, by majority vote, formally to approve said MOU and,
B. Acts to appropriate the necessary funds required to implement the provisions of this
MOU that require funding.
3.2 Implementation shall be effective as of the date the MOU is both approved by the City
Council and the funding has been appropriated pursuant to Section 3.1. If the parties fail to
agree to implement provisions of this MOU not requiring City Council approval, then
negotiations shall resume upon the request of either party.
ARTICLE IV
4.0 ATTENDANCE, WORKDAY, WORKWEEK, & WORK SCHEDULE
4.1 Attendance. All employees covered by this MOU shall be in attendance at their assigned
worksite during hours prescribed by the City Manager or Executive Director they report
to, or designee(s) and shall not absent themselves during prescribed hours without
authorization. Employees shall not be required to submit Leave of Absence Requests for
absences of two (2)hours or less provided that they have received prior authorization from
their supervisor.
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 employees to a workweek consisting of four(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 employees shall be permitted to work a 9/80 work
schedule when authorized by the Executive Director and approved by the City
Manager. An 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 (80)hours over nine (9) days in a two (2) week period. An
employee shall work eight (8) days for nine (9) hours per day and one (1)
day for eight (8) hours, excluding a one (1) 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 (2) 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 (4) nine-hour work days (thirty-six (36) hours) and one
four (4) hour Friday and those hours equal forty (40) work hours in
each work week (e.g., the Friday is split into four (4) hours for the
first shift,which is charged to work week one and four(4)hours for
the second shift, which is charged to work week two).
C. Employees cannot change schedules without prior approval of their
Executive Director. The purpose of this authorization is to review
the impact on supervision, staffing, and workload. Employees may
change schedules at the beginning of any work period with approval
of their Executive Director.
d. Modifications of the 9/80 work week period are not permitted unless
authorized by the Executive Director of Human Resources and the
City Manager.
e. Emergencies: All 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 an 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.
4.3 It is intent of the parties that no additional paid time off shall be gained or lost as a result
of implementing any alternate work schedules. The City and SAMA agree to meet and
confer to discuss abandoning any work schedule and implementing an alternate work
schedule if the current schedule has not achieved the desired results.
ARTICLE V
5.0 SALARIES
5.1 Basic Compensation Plan. There is hereby established a basic compensation plan for all
full-time personnel who are now employed or will in the future be employed in any of the
designated classifications of employment represented by SAMA as listed in this MOU and
its attachments.
5.2 Schedule of Salaries
A. There are two (2) separate salary schedules, one for classifications of employment
designated as Middle Management(MM)assigned to a seventeen(17)step monthly
salary range, and one for classifications of employment designated as
Administrative Management(AM)assigned to a five(5)step monthly salary range.
The assignment of classifications to salary schedules for Middle Management
(MM) and Administrative Management (AM) is listed in Exhibits A and B of this
MOU.
B. The basic salary schedule for Middle Management classifications contains
numerous salary rate ranges, each range comprised of seventeen(17) separate rates
of pay shown in monthly amounts. The respective rate ranges are identified by a
two (2) digit number preceded by the capital letters "MM." The separate rates of
pay or steps within each salary rate range are identified by the numbers"1"through
"17" inclusive, with Step "1"being the lowest or minimum rate of the range, Step
"9" the middle or midpoint rate of the range, and Step "17" being the highest or
maximum rate. The purpose of each step and criteria for advancement are set forth
in Section 5.8(A).
C. The basic salary schedule for Administrative Management contains salary rate
ranges comprised of five (5) steps or rates of pay shown in monthly amounts,
identified by the letters "A"through"E" inclusive, with Step "A"being the lowest
step in the range. The purpose of each step and criteria for advancement to the next
higher step within a particular salary rate range are set forth in Section 5.8(B).
5.3 Salaries
A. Effective the first full period following July 1, 2025, classifications represented by
this MOU shall receive a base salary increase of five percent (5%).
B. Effective the first full pay period after July 1, 2026, classifications represented by
this MOU shall receive a base salary increase of four percent (4%).
C. Effective the first full pay period after July 1, 2027, classifications represented by
this MOU shall receive a base salary increase of three percent(3%).
D. Although there are some retroactive compensation adjustments included in this
2025 - 2028 MOU, all compensation adjustments provided for in this MOU shall
apply only to those employees who are employed on the day in which the City
Council approves this MOU. This applies to compensation adjustments in any
Article of this MOU.
5.4 Application of Basic Compensation Plan. All employees working in classifications of
employment covered by this MOU shall be compensated at a monthly rate, as set forth in
Exhibits A and B.
5.5 Probation. Except for employees in the Excepted Service as defined by the City Charter,
the probationary period shall be one (1) year from the date of appointment from an open
eligible list (new hire), a reappointment eligible list (rehire), or appointment from a
promotional eligible list.
5.6 winning Rates
A. Middle Management Classifications. An employee appointed to a Middle
Management classification shall be compensated at any rate within the lower third
of the 17 step salary rate range (Steps "1" through "6") for their job classification
as authorized by the Appointing Authority. When economic conditions, unusual
employment conditions, or exceptional qualifications of a candidate for
employment indicate a higher rate would be in the City's best interest, the City
Manager may authorize hiring at a higher rate in the salary rate range but this higher
rate generally shall not be above the midpoint (Step "9").
B. Administrative Management Classifications. An employee appointed to an
Administrative Management classification may be placed by the Appointing
Authority at any step within the applicable five(5) step salary rate range(Steps"A"
through"E")in the schedule to which the classification has been assigned,provided
that such employee shall be assigned such salary step upon the commencement of
their 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.
5.7 Service. The word "service" as used in this MOU shall be deemed to mean continuous,
full-time service in the classification in which the employee is being considered for salary
advancement, service in the higher classification or service in a classification allocated to
the same salary rate range and having generally similar duties and requirements.
Notwithstanding the above, employees in classifications represented by SAMA who are
hired after the first (1st) day of a pay period shall not be credited with time in service for
that pay period when determining the length of service for salary advancement.
A lapse of service by an employee for a period of time longer than ten (10) calendar days,
by reason of resignation, quit, or discharge, shall serve to eliminate the accumulated length
of service time of such employee for the purpose of this MOU, and any such employee
reentering the service of the City shall be considered as a new employee, except that they
may be reappointed as provided in Santa Ana Municipal Code (SAMC) Section 9-114 and
may be placed in the same salary step in the appropriate salary rate range as they were at
the time of termination of employment.
5.8 Advancement Within Ranges
A. Middle Management Classes: The following provisions shall govern salary
advancement within rate ranges for employees employed in SAMA Middle
Management classes:
1. Effective July 13, 2025, for any employee in a Middle Management
classification covered by this MOU who has been initially appointed to a
step lower than Step "17, advancement in the Middle Management
schedule of salary rate ranges may be granted only for continued
meritorious and efficient service by said employee in the effective
performance of the duties of their position. Such advancement shall be in
two (2) step increments, each step being equivalent to two and one-half
percent (2.5%), for a total increase of five percent(5%)per year, until Step
"17" is achieved. For example, an employee shall advance from Step 1 to
Step 3, Step 3 to Step 5, Step 5 to Step 7, Step 7 to Step 9, Step 9 to Step
11, Step 11 to Step 13, Step 13 to Step 15 and Step 15 to Step 17. The
effective date of such merit step increase, if granted, shall the first (1'`) day
of the pay period following completion of twenty-six (26) full pay periods
at the step from which said employee is being advanced.
2. A Middle Management employee who previously advanced through the
steps of each salary rate range using their initial date of hire into a middle
management class shall retain that date as the anniversary date for purposes
of advancing through the steps of each salary rate range while in their
current class and for any subsequent promotions to a Middle Management
class. The effective date of such merit step increase, if granted, shall be the
first(1st) full pay period following the anniversary date.
Such merit advancement shall require the following:
a. There shall be on file in the office of the Executive Director of
Human Resources a copy of each periodic performance appraisal
required to be made on the employee by the Civil Service Rules and
Regulations and/or the City Manager during the period of service
time of such employee subsequent to their 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 or their designee a
statement recommending the granting or denial of the merit increase
and supporting such a recommendation with specific reasons
therefore. The employee shall be notified by the Appointing
Authority as to such recommendations and shall be informed of the
reasons.
C. No advancement in salary shall become effective until approved by
the City Manager or their designee, except when placement on a
salary step above Step "1" results from promotion under the
provisions of Section 5.9(A).
d. Notwithstanding the foregoing provisions of this subsection to the
contrary, a merit step advance shall be automatically granted ninety
(90) days after the due date if no performance appraisal is
completed. The effective date of such merit step advancement shall
be retroactive to the first (Is') full pay period following the
completion of the required length of service.
3. When an employee in a Middle Management classification has not been
approved for advancement to the next higher salary step, they may be
reconsidered for such advancement after the completion of three(3)months
of additional continued service in the classification and shall be
reconsidered for advancement to the next higher step above their then
current step after the completion of six (6) months of additional continued
service in the classification.
4. An employee in a Middle Management classification who is being paid at
any salary step above Step "1"may be reduced to the next lower step in the
appropriate salary rate range upon the recommendation of the Appointing
Authority and the approval of the City Manager or their designee.
Procedure for such reduction shall follow the same procedure for merit
advancement in Subsection 5.8(A)(2), and such employee may be
considered for readvancement under the same provisions as contained in
Subsection 5.8 (A)(3).
B. Administrative Management Classifications: The following conditions shall
govern salary advancement within five(5)step rate ranges for employees employed
in Administrative Management classifications:
1. For an employee in an Administrative Management classification covered
by this MOU who has been initially appointed to a step lower than Step"E,"
advancement to the next higher step (Step "B" from Step "A" or Step "C"
from Step "B," etc.) may be granted only for continued meritorious and
efficient service by said employee in the effective performance of the duties
of their position. The effective date of such merit step increase, if granted,
shall be the first(1 st) day of the pay period following completion of twenty-
six (26) full pay periods 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
Human Resources a copy of each periodic performance appraisal
required to be made on the employee by the Civil Service Rules and
Regulations and/or the City Manager during the period of service
time of such employee subsequent to their last salary advancement.
b. The Appointing Authority, at least twenty(20) calendar days prior
to the anticipated completion of such employee's required length of
service, shall file with the City Manager a statement recommending
the granting or denial of the merit increase and supporting such a
recommendation with specific reasons therefore. The employee
shall be notified by the Appointing Authority as to such
recommendations and shall be informed of the reasons.
C. No advancement in salary shall become effective until approved by
the City Manager, except when placement on a salary step above
Step "A" results from promotion under the provisions of Section
5.9(B).
d. Notwithstanding the foregoing provisions of this subsection to the
contrary, a merit step increase shall be automatically granted ninety
(90) days after the due date if no performance appraisal is
completed. The effective date of such merit step increase shall be
retroactive to the first(1st) full pay period following the completion
of the required length of service.
2. When any such employee in a classification designated as Administrative
Management (AM) has not been approved for advancement to the next
higher salary step,they 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 their 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).
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), and such employee may be considered
for re-advancement under the same provisions as contained in Subsection
5.8(B)(2).
5.9 Promotional Salary Advancement.
A. Middle Management Classifications: When an employee in a non-management
classification of the City service is promoted to a 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. Administrative Management Classifications:
1. Promotion from a Non-Management Classification. An employee who is
promoted to an Administrative Management classification from a non-
management classification of the City service shall be placed at a salary rate
in the appropriate Administrative Management monthly salary rate range
that provides a pay increase of at least five percent(5%).
2. Promotional Salary Advancement. When an employee in a classification
designated as Administrative Management (AM) is promoted to a higher
classification from a position in a lower classification in the same
occupational career ladder, they 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, they shall be placed in
the lowest step in the appropriate monthly salary rate range as will grant the
employee a pay increase of at least five percent(5%) over their current base
salary step exclusive of pay premiums such as bilingual pay, special skills,
or the like.
5.10 Demotion.
A. Middle Management Classifications: When an employee in a Middle Management
classification is demoted to a position in a lower classification, they shall be placed
at a rate in the lower salary rate range which provides at least a five percent (5%)
reduction in pay.
B. Administrative Management Classifications: When an employee in a
Administrative Management Classification is demoted to a position in a lower
classification, their salary rate shall be fixed in the appropriate salary rate range for
the lower classification accordance with the following provisions:
1. The salary rate shall be reduced by five percent (5%).
2. The new salary rate must be within the appropriate salary rate range.
3. The new salary rate shall not be higher than the salary step to which the
employee would have been entitled had their service time in the higher
classification been spent in the lower classification.
5.11 Probationary Rejection. A promotional employee who is rejected during the probationary
period from a SAMA classification shall be returned to the classification in which they
held regular status and at their former salary step,unless the reasons for failure to complete
probation would also be cause for dismissal from City service.
5.12 Reallocation of Salary Rate Ranges. An employee who is employed in a classification
covered by this MOU which is reallocated to a different salary rate range from that
previously assigned shall be retained in the same salary step in the new salary rate range as
they had previously held in the prior rate range and shall retain credit for length of service
in such step towards advancement to the next higher step.
5.13 Acting Pay. Acting pay shall be defined as the temporary assignment of an employee to
perform work of a job class (represented by SAMA) which is assigned to a higher salary
schedule than their regular job class. An employee who is temporarily appointed by the
Executive Director to serve in an acting capacity for two (2) weeks or more and who is
responsible for the full range duties and responsibilities assigned to the higher level
classification, shall receive a five percent (5%) increase or the minimum salary of the
higher level classification (whichever is higher) for all time worked in the higher job
classification.
A. Employees temporarily assigned to serve in an acting capacity of an Executive
Management (Executive Director) classification for thirty(30) calendar days or more
and who is responsible for the full range of duties and responsibilities assigned to the
Executive Management position shall receive a ten percent (10%) increase or the
minimum salary of the Executive Management classification(whichever is higher)for
all time worked in the higher job classification.
B. An employee must be qualified (i.e. meet the minimum qualifications) for the higher
position in order to be paid for acting pay.
C. Non-permanent employees (probationary, seasonal, temporary, limited-term, etc.)
shall not be eligible for acting pay.
D. Each assignment may be terminated at any time, but in no event shall such assignment
continue beyond one hundred and eighty (180) calendar days or nine hundred and
sixty(960) hours each fiscal year, whichever comes first.
ARTICLE VI
6.0 ADDITIONAL COMPENSATION
6.1 Bilingual Pay. An employee assigned to a position requiring bilingual capability in both
English and either Samoan, Spanish, Vietnamese, or other languages designated by the
City Manager,will be paid a monthly premium in accordance with the criteria and amounts
set forth below:
A. Certification by the Executive Director of Human Resources as having
satisfactorily demonstrated conversational fluency in both languages for any
position requiring bilingual capability.
B. Employees assigned to positions where 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 their then
current base monthly salary step.
C. Positions where it has been determined by the Executive Director that regular and
frequent bilingual usage is necessary to the performance of duties, but not a major,
essential or integral element of the work,will be designated as Secondary Bilingual
Assignments. A qualified incumbent of such position will be paid a monthly
premium of forty dollars ($40) above their then current base monthly salary step.
D. The number of such Primary and/or Secondary Bilingual Assignment shall be no
larger than the requirements of the department as determined by the Executive
Director and the City Manager.
E. Employees who receive bilingual assignment pay shall recertify their bilingual
capability every three(3)years after the date of initial certification. Employees who
do not successfully pass required recertification examinations shall have their
bilingual assignment pay removed. Unsuccessful employees may retake the
required certification exam every three (3) months.
6.2 All assignments to positions providing for bilingual pay as set forth in this Article shall be
made or revoked at the sole discretion of the Executive Director.
ARTICLE VII
7.0 OVERTIME PAY
7.1 Compensation for Overtime. Employees in any of the designated classifications of
employment listed in this MOU are designated as exempt from the provisions of the Fair
Labor Standards Act ("FLSA") provided by Section 13(a)(1) of the FLSA as defined by
Regulations, 29 CFR Part 541, are not eligible for monetary compensation for overtime
work or for compensatory time off with pay for overtime work, unless so required by the
FLSA, or any other State or Federal laws.
ARTICLE VIII
8.0 HOLIDAYS
8.1 Employees shall receive the following days off during the calendar year as paid holidays:
• January 1 -New Year's Day
• Third (3rd) Monday in January- Martin Luther King's Birthday
• Third (3rd) Monday in February-Presidents' Day
• March 31 —Cesar Chavez Day
• Last Monday in May- Memorial Day
• July 4 - Independence Day
• First(1 st) Monday in September- Labor Day
• November l l - Veteran's Day
• Fourth (4th) Thursday in November- 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 25 - Christmas Day
• One (1) nine (9) hour Floating Holiday. Any workday selected by the employee
with prior permission of the employee's supervisor
• Every day proclaimed by the Mayor of the City as a holiday for City employees
• Any holiday which falls on a Sunday will be observed on the following Monday.
Any holiday which falls on a Saturday will be observed on the Friday preceding the
holiday.
8.2 Holidays—Employees on Alternate Work Schedules.
A. Full-time employees whose regular scheduled days off are other than Saturday and
Sunday shall be entitled to receive twelve (12)working days off during the year in
lieu of the holiday benefits specified in Section 8.1. Holidays will be credited based
on the employee's working schedule. If the holiday falls on a regular nine (9)hour
day, then nine (9)holiday hours will be credited. If the holiday falls on the eight(8)
hour working Friday then eight (8) hours of holiday pay will be credited, with the
exception of floating holidays that will be granted at nine (9) hours regardless of
work schedule.
B. Said substitute holidays may be scheduled by the Executive Director or their
designee, normally during the same month that the holiday is observed by other
City employees. An employee entitled to time off in lieu of holidays shall receive
that time off in proportions to their service at full pay in such capacity during the
year.
8.3 Employees must actually work at least one (1) day preceding the day a holiday listed in
Section 8.1, supra, actually occurs in order to receive credit for such holidays during the
month in which it occurs.
An employee separating from the service of the City must actually work at least one (1)
day following the day a holiday listed in Section 8.1, supra, actually occurs in order to
receive compensation for the holiday.
A newly appointed employee must complete six(6)months of continuous full-time service
in order to receive credit for the one (1)Floating Holiday listed in Section 8.1.
8.4 Holiday time off may be taken in increments of eight (8) hours by employees who work
eight (8)hour days. Employees assigned to the 4/10 work schedule must use their holiday
in ten (10) hour increments. Employees assigned to a 9/80 work schedule must use their
holidays in nine (9)hour increments. Floating holiday time maybe taken in half(1/2)hour
increments.
If a holiday falls on an employee's alternating regularly scheduled day off, the employee
must then take their holiday off before or after the regular holiday as their holiday off with
supervisor and/or Executive Director approval. Such holiday time is referred to as an
"impact holiday." If the employee cannot take their holiday off before or after the regular
scheduled holiday off, the employee will bank eight (8), nine (9), or ten (10) hours of
holiday leave to be used at a later date with the supervisor's approval.
8.5 Holiday benefits may not be carried over from one (1) calendar year to the next.
8.6 Mandatory Holiday Closure.
A. Effective upon adoption of this MOU, City Hall and all other City departments
(with the exception of the Police Department, Santa Ana Zoo, and select employees
in Fleet Services Division) shall be closed for a mandatory winter holiday closure
each year during the term of this MOU.
B. Dates of Closure
City Hall will be closed on the days between December 24 (except for years when
December 24 falls on a Wednesday in which case City Hall will be closed starting
on December 25) and January 1 each year. An employee regularly assigned to work
on one or more days during this time period shall use accrued paid leave (as set
forth in Section 8.6(C))for their regularly scheduled hours for each day they would
otherwise have been scheduled to work.
During this time period, per Section 8.1 December 24 (except if it falls on a
Wednesday in which case December 26 is the holiday), December 25, and January
1 (or the days these holidays are observed) are City holidays.
C. Additional Days Off During a Closure
1. Employees-will need to choose from the options in this subsection to cover
any additional regularly scheduled work days which are not City observed
holidays.
2. Employees may use any of the following accrued leaves they have available
to cover any additional day(s) off which may be required by the closure:
• Vacation
• Management Vacation
• Compensatory Time Off
• Impact Holiday Leave
• Floating Holiday
3. Employees are not permitted to use sick leave for a holiday closure day
unless they produce a physician's certification for each day reported as sick
leave. This additional certification is not required for employees with
approved advance sick leave usage due to FMLA/CFRA/PDL(or any other
protected leave).
4. Employees shall have the option of not using paid leave for any, or all,
holiday closure day(s) and taking the day(s) off as an absence without pay.
5. Employees hired less than six (6) months prior to the Mandatory Holiday
Closure shall have the option of using Management Vacation hours that will
accrue in January of the following year as outlined in Article 9.5.Any hours
used in advance of the January accrual will be deducted from the hours to
be received in January. If an employee uses any Management Vacation
hours during the Mandatory Holiday closure and separates from City
service prior to accruing the annual management vacation, they will have
the hours and pay deducted from their final paycheck.
ARTICLE IX
9.0 VACATION
9.1 Purpose. It is the policy of the City to grant employees vacation leave in order to provide
them with a break in their regular work schedule and this purpose will be used as a guide
in the administration of the provisions of this Article.
9.2 Vacation.
A. Employees shall accrue vacation with pay on a monthly basis as set forth in the
following table.
Annual Monthly
Beginning VacationAccrual
Years Hours Rate
Accrued
1 120 10.00
2 120 10.00
3 120 10.00
4 120 10.00
5 120 10.00
6 124 10.33
7 128 10.67
8 132 11.00
9 136 11.33
10 140 11.67
11 144 12.00
12 148 12.33
13 152 12.67
14 156 13.00
15 160 13.33
16 168 14.00
17 176 14.67
18 184 15.33
19 1 192 1 16.00
20 or 200 16.67
more
B. No employee shall be entitled to, or receive payment for, any vacation until they
have completed six (6)months of continuous service.
C. On or after the first (Ist) 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 their 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).
E. The time at which an employee shall take their vacation shall be determined by the
Department Head, with due regard for the wishes of the employee and particular
regard for the needs of the City to provide basic services.
F. Computation of Vacation.
1. In computing vacation, each municipal holiday that occurs during the
vacation, and that falls on a day which the employee would have worked
had they not been on vacation, shall be deducted from the computation so
that one (1) additional day of vacation shall be allowed to the employee
unless departmental practice provides some other manner of compensating
for municipal holidays. Should an employee suffer a sickness or injury
while on authorized vacation, each full day of such sick leave, when
confirmed by a physician's statement and approved by the Executive
Director, may be deducted from the computation of vacation expended and
charged against the employee's accumulated sick leave.
2. A period of earlier service does not apply toward the calculation of the
completed years of service factor for vacation accrual when an employee
has had a break in continuous service, unless the break in service is
concluded by reappointment, as provided in Section 9-114 of the Civil
Service Rules and Regulations, or by reemployment from layoff within one
(1) year. Leave of absence without pay, as provided in Section 10.1(E)
(Sick Leave - Extended), Section 10.7 (Authorized Absence Without Pay-
Long Term) and Section 10.11 (Catastrophic Leave) herein, does not
constitute a break in continuous service as used in this section; however, the
leave of absence period shall not be applied toward the accumulation of
vacation. Absence on military leave followed by reinstatement, as provided
in Section 9-143 of the Civil Service Rules and Regulations, does not
constitute a break in service, and the period of absence on such military
leave shall be applied toward the accumulation of vacation.
3. Vacation Buy-Back.
a. If an employee wants to cash-out unused vacation leave they
accrued during the calendar year, they must make an irrevocable
election by December 15th of the prior calendar year (i.e., by
December 15, 2023 for a cash-out in calendar year 2024). The
provisions of Section 9.2(F)(3)(a) shall also apply to
management vacation leave.
b. The irrevocable election must indicate the amount of vacation
hours the employee intends to cash-out during the next calendar
year.
The number of hours to be cashed-out cannot exceed the total
number of hours the employee will accrue during that same
calendar year, or a maximum of eighty(80) hours, whichever is
the lesser amount.
c. Once the election form is submitted to Payroll, the amount of
hours to be cashed-out cannot be changed for that calendar year.
d. Employees may submit a request for cash-out up to two(2)times
per year for payment.
e. In the event an employee's vacation leave balance (in the up to
two) pay periods when they elect to cash-out) is less than the
amount of hours the employee had previously elected to cash-
out (in the prior calendar year), the employee will only receive
payment for the amount of accumulated vacation leave
remaining at the time of the cash-out. All cash-out elections not
processed by the last pay check in November will be processed
in the first pay check in December.
f. If an employee makes an irrevocable election to cash-out
vacation in the following calendar year and uses vacation leave
during that subsequent calendar year, the vacation leave used
will first come from vacation leave the employee had earned (if
any) prior to January I" of the calendar year the employee had
elected to cash-out. The use of such earned,but unused,vacation
leave accumulated from previous calendar years shall not result
in a reduction in the amount of vacation hours the employee is
eligible to cash-out.
9.3 Vacation Carry Over
A. No employee may carry over from one (1) calendar year to the next, more than the
maximum vacation carryover as set forth in the following table. Any vacation not
used beyond the maximum carryover amount from year to year is forfeited,
meaning that no pay shall be received for such unused vacation at any time. With
respect to any vacation forfeited in this manner, this provision constitutes a waiver
of any rights to vested vacation benefits under California Labor Code section 227.3.
Completed Maximum Hours
Years of Vacation Carry
Over
1 120
2 240
3 360
4 360
5 360
6 364
7 372
8 384
9 396
10 408
11 420
12 432
13 444
14 456
15 468
16 484
17 504
18 528
19 552
20 576
21 592
22 600
23 600
24 600
25 or more 600
9.4 Effect of Extended Sick Leave on Vacation Accrual. Absence on sick leave for a period
in excess of fifteen (15) consecutive calendar days, in any one (1) calendar month, shall
not be considered as service time for vacation accrual purposes.
9.5 Management Vacation Benefit.
A. Employees covered by this MOU will be granted eighty(80)hours of Management
Vacation per calendar year.
B. Effective January 1, 2026, employees will be granted one hundred (100) hours of
Management Vacation per calendar year.
C. Such management vacation is in addition to the vacation accrual table in Section
9.2(A), subject to a maximum accrual of thirty (30) days (two hundred forty (240)
hours).
9.6 Management Vacation Pay Option.
A. Employees shall be given the option to receive cash compensation, computed on a
straight time basis, in lieu of up to a total of eighty (80) hours of earned, unused
Management Vacation benefits. Effective January 1, 2026 employees may cash
out Management Vacation leave up to a total of one hundred (100) hours in
accordance with the provisions in Section 9.2(F)(3).
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 their
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 they are
employed by the City with full pay; provided, however, any absence on sick leave
for a period of time greater than fifteen (15) consecutive calendar days in any one
(1) calendar month shall not be considered to be service entitling an employee to
earn sick leave as aforesaid. Subject to the other provisions in this Article, sick
leave shall accrue to the credit of each employee to the extent that it is not used.
C. Authorized Only When Necessary. Use of sick leave by City employees shall be
authorized as follows:
1. Sick leave is not a right which an employee may use at their discretion,but
shall be allowed only in cases of necessity and actual sickness or disability,
or as authorized in Section 10.1(J).
2. When an accepted industrial illness or injury has caused an employee's
absence, for which benefits are required under the State Workers'
Compensation Insurance and Safety Act, paid sick leave will be allowed
such employee during the first three(3)days of the statutory waiting period.
If the workers' compensation related illness or injury continues past the
initial three (3) consecutive days, the employee will have the three (3)used
sick days recredited to their account, if the employee remains off work
longer than fourteen(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.
The City may authorize employees to use sick leave or vacation time for
approved workers' compensation medical appointments as specified herein.
The City may authorize use of such leave for City approved medical
appointments whenever such appointments cannot be secured outside the
employee's regular workday, and salary continuation or workers'
compensation benefits are not available.
D. Limit.
For all employees in the unit employed by the City in a full-time position as of June
7, 2023, the maximum total accumulation of sick leave with pay shall be two
hundred fifty (250) eight (8) hour working days equal to two thousand (2,000)
hours.
For employees hired as new employees from outside the City into this unit on or
after June 7, 2023 the maximum amount of sick leave they may carry over into a
calendar year is three hundred and fifty-two (352)hours.
Any sick leave accrual above three hundred and fifty-two(352)hours (up to ninety-
six (96) hours) will be converted into an employee's Retirement Health Savings
("RHS")Plan account during the first full pay period in January of each year.
Sick leave usage of less than a full day shall be charged in minimum increments of
one-half (1/2) hour, with fractional usage rounded upward to the next higher
multiple of one-half(1/2)hour.
E. Extended. The City Manager may grant leave up to six (6) months without pay to
an employee who has exhausted all of their accrued sick leave if a licensed
physician designated by the City Manager indicates that the employee will be
sufficiently recovered to return to their employment within a six (6) month period.
Prior to the expiration of the additional time, the employee may return to their
position provided that the employee has a certificate from the designated physician
stating that the employee is able to perform all the duties of their position without
qualification. In addition to the above, the City Manager may grant a further
extension not to exceed a total of one (1) year without pay.
F. Extension by Use of Vacation. After an employee's sick leave has been exhausted,
they may be granted permission to take any unused vacation leave benefits they
may have accrued.
G. Notice. The employee taking sick leave shall notify their immediate supervisor
either prior to or within four (4) hours after the time they are scheduled to report
for duty, or as otherwise established by departmental regulations. Sick leave shall
only be used for the purposes outlined under California Labor Code § 246.5,
Article 10.1 (J), or as otherwise permitted by law. If an employee uses sick leave
for a purpose not permitted by this MOU or the law, it will be considered abuse of
sick leave. If abuse of sick leave is suspected, a physician's certificate or other
satisfactory written evidence may be requested.
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.
1. Excess Usage. If sick leave is used in excess of that due and available an employee,
such excess sick leave will, first, be deducted from any available vacation leave
benefit; second, from the next scheduled salary payment.
J. Necessity Leave. Each employee shall be afforded the opportunity to use up to
forty-eight (48) hours of sick leave per calendar year, on a non-cumulative basis,
as personal necessity leave. All of this personal necessity leave may be used to
attend to an illness of a child, parent, or spouse of the employee or as further
specified below. As used in this section, "child" means a biological, foster, or
adopted child, a stepchild, a legal ward, or a child of a person standing in loco
parentis; "parent" means a biological, foster, adoptive parent, a stepparent, or a
legal guardian; and "immediate family" means any member of the employee's
household related by blood or marriage; a parent, parent-in-law, spouse, child,
brother, sister, grandparent, or grandchild of the employee,regardless of residence;
any other relative of the employee by blood or marriage,where it can be established
by the employee that the employee's presence is required to handle emergency
arrangements and/or other matters.
Up to forty-eight (48) hours of this personal necessity leave may be used: a) to
attend to a serious accident to members of the employee's immediate family; b)
childbirth; c) to cope with imminent danger to the employee's family, home, or
other valuable property; d) when the existence of external circumstances beyond
the employee's control make it impossible for them to report for duty; or e) attend
to medical or dental appointments for members of the employee's household. For
the purposes of this section only, a "day" shall be defined as the number of hours
of work that an employee is required to work according to their specific workday
schedule.
K. Payment for Unused Sick Leave. For all employees in the unit employed by the
City in a full-time position before June 7, 2023:
1. Except in cases of disability retirement, upon non-disciplinary termination
of employment:
2. Payment After Ten(10)Years.After ten(10)years but less than fifteen(15)
years of cumulative full-time service with the City, each qualified employee
shall be entitled to payment for fifty percent (50%) of the total accrued sick
leave benefit credited into either, 1) their individual Retirement Health
Savings (RHS) account or, 2) their individual 457 deferred compensation
account,or 3)cash upon the effective date of such termination,not to exceed
a maximum limit of six hundred forty (640) hours, at the base rate of pay
effective on the date of such termination.
3. Payment After Fifteen (15) Years. After fifteen (15) years of cumulative
full-time service with the City, each qualified employee shall be entitled to
payment for one hundred percent (100%) of the total accrued sick leave
benefit credited into either, 1) their individual RHS account or, 2) their
individual 457 deferred compensation account, or 3) cash, not to exceed a
maximum limit of one thousand six hundred hours(1,600)hours, at the base
rate of pay effective on the date of such termination.
4. Employees covered by this MOU who wish to convert sick leave hours to
service credit at the time of retirement shall follow the provisions outlined
in Article 13.3.
5. The City Manager is authorized to grant a newly appointed incumbent of a
SAMA classification sick leave credit up to an amount equal to any earned
but unused sick leave credit available to such appointee at the time of their
separation from their most recent previous employer.
6. 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 their
death, and at the rate of pay effective on the date of death.
10.2 Bereavement Leave.
A. An employee shall be granted up to five (5) 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, sibling, domestic partner,
grandparent, or grandchild of the employee, regardless of residence;
3. Any other relative of the employee by blood or by marriage where it can be
established by the employee that as a result of such relative's death, the
employee's presence is required to handle funeral arrangements and/or
matters of estate.
B. Whenever an employee is required to travel one way more than five hundred(500)
miles to attend to the death of a member of the employee's immediate family, an
employee may use up to eighteen (18) hours of additional leave charged to their
Personal Necessity Leave balance when authorized by the Executive Director.
10.3 Military Leave.
A. Proof of Orders and Reinstatements. An employee shall be granted military leave
if they furnish the Executive Director of Human Resources satisfactory proof of
their order to report for duty. Upon return and upon showing of proof of actual
service pursuant to such orders, they will be reinstated as provided in Section 9-143
of the Civil Service Rules and Regulations of the City of Santa Ana.
B. Temporar. 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 of service with the City upon
presenting satisfactory proof of orders to and from such temporary active duties.
10.4 Jury Duty and Witness Leave. When an on-duty employee is called to serve as a juror or
non-party witness in any court action, they 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 their Executive Director for examination the subpoena calling them
to such service and shall pay into the City Treasury the fees collected for such service,with
the exception of reimbursement for transportation expenses, if any.
If an employee is called to serve on jury duty during a normal Friday off, Saturday, or
Sunday, or on a City holiday, then the jury duty shall be considered the same as having
occurred during employee's day off work.
10.5 Unauthorized Absence. Unauthorized absence from duty for any duration of time may be
considered cause for dismissal. Absence from duty without leave for five (5) consecutive
working days shall be deemed a resignation from service;provided,however,if upon return
to duty the person so absenting themselves makes an explanation satisfactory to the
Executive Director regarding the cause of their absence,the Executive Director may restore
them to their position, with the City Manager's approval.
10.6 Authorized Absence Without Pay- Short Term. Absence without pay not to exceed five
(5) consecutive working days, may be authorized by the Executive Director. Absence
without pay not to exceed fifteen (15) calendar days may be authorized by the Executive
Director with the approval of the City Manager. Such an absence may be authorized only
if in the judgment of the Executive Director it serves the best interest of the City.
10.7 Authorized Absence Without Pay- Lon_ Term.erm. Upon receipt of a written request from an
employee having permanent status, plus action by the Executive Director recommending
approval of the request, the City Manager may grant a leave of absence without pay for up
to six (6) months.
An employee returning to duty with the City shall inform the Executive Director and the
Executive Director of Human Resources of their 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 their former position.
In addition to the above, the City Manager may grant a further extension not to exceed a
total of one (1) year leave of absence without pay.
10.8 Industrial Leave. Any period of time during which an employee is required to be absent
from their position by reason of an industrial injury or industrial illness for which they are
entitled to receive compensation shall not be considered a break in continuous service for
the purpose of their right to salary adjustments or to the accrual of vacation and seniority.
10.9 Pregnancy Disability Leave. A pregnant employee is entitled to a reasonable leave of
absence without pay for any temporary disability resulting from pregnancy, miscarriage,
childbirth or recovery therefrom. Such reasonable leave of absence shall not exceed four
(4) months. However, an employee may be granted up to an additional two (2)months of
leave, at the discretion of the City Manager, for a total of up to six (6) months in which to
recover from the disability if substantiated by a physician's certificate.
Employees may take an unpaid leave of absence during pregnancy disability consistent
with the law.
As with all other temporary disabilities, a physician's certificate is required to verify the
extent and duration of the temporary disability.
An employee who plans to take a pregnancy leave must give a reasonable notice (not less
than four (4) weeks before the date they will take the leave and the estimated duration of
the leave. Health and welfare insurance coverage will be continued only if the employee
pays a cash premium to continue coverage while on a leave of absence without pay or is
covered under the Family Medical Leave Act ("FMLA") or California Family Rights Act
("CFRA")provisions.
10.10 Administrative Leave. The City Manager is authorized to grant, at their discretion,paid or
unpaid leave for full time employees.
10.11 Catastrophic Leave. In order to assist employees otherwise granted leave of absence
without pay by the City Manager because of a catastrophic, non-industrial medical
condition or injury,the City and SAMA agree to implement a Catastrophic Leave Donation
Program.
Nothing herein shall be construed to alter City policies and procedures as provided in the
Charter or ordinance of the City of Santa Ana or other provisions of this MOU with regard
to granting unpaid leaves of absence.
The Catastrophic Leave benefit will be provided for non-industrial injury or sickness only.
The leave shall cover the uncompensated time prior to the employee's becoming eligible
for the Long-Term Disability benefits.
A. Guidelines. It shall be understood that all donations under this procedure are
voluntary and subject to taxation for the recipient.
1. Employees may donate vacation time or one in lieu holiday to the eligible
employee. In no event shall sick leave be donated.
2. Employees shall be provided a two (2) week period to submit donations.
Donations received after this two (2) week period shall not be processed.
The two (2) week period for each case shall be designed by the Executive
Director or their 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 Section 10.11(C)(2), will not be processed.
5. All donations shall be irrevocable.
6. In event the recipient returns to work before leave donations have been
exhausted, any balance on the books shall be accrued by the recipient and
designated as sick leave and may be used pursuant to Sections 10.1(A)
through 10.1(K).
7. Donations shall be limited to employees of this unit or any other
unrepresented unit.
B. Eli ig bility. Employees shall be eligible for Catastrophic Leave Donations if the
following criteria arc met:
1. When it is reasonably foreseeable that all accrued time on the books, such
as sick leave and vacation,will be exhausted and the employee's illness will
continue past the time when the employee will be on paid status.
2. The employee's Executive Director, or their designee, has approved a
written request for donation accompanied by a medical statement from the
employee's attending physician. The attending physician's statement must
verify the employee's need for an extended medical leave and an estimate
of the time the employee will be unable to work.
C. Procedure.
1. Upon receipt of a valid request for donations from an eligible employee, the
Executive Director or their designee shall post a notice of the eligible
employee's need for donation on bulletin boards accessible to employees.
No confidential medical information shall be included in the posted notice.
2. Employee wishing to donate time to an eligible employee must sign their
authorization of the transfer of such donated time and provide:
a. Their name, department name, and employee number.
b. The number of hours of vacation time of the donation within the
limitation of Section 10.11(A)(3);
C. The name, department and employee number of the recipient;
d. A statement indicating that the donor understands such donation of
time is irrevocable.
3. At the close of the donation period, the department shall verify that each
donating employee has accrued vacation time balances sufficient to cover
the designated donation.
4. The department shall submit all approved donation authorizations for an
eligible employee at one time for processing. No donation authorizations
for the eligible employee will be processed after this period. However,
employees who receive donations under this procedure and who exhaust all
donated hours may request an additional donation period subject to the
provisions of Section 10.11(A)herein.
5. The City shall add the donated time to the recipient's sick leave account.
10.12 Paid Parental Leave. Employees who have completed twelve (12) months of full-time
employment with the City shall be eligible for paid parental leave with pay of up to eight
(8) weeks for the birth, adoption, or foster of a child. Such leave shall run concurrently
with FMLA/CFRA. An employee who plans to take paid parental leave must give a
reasonable notice (not less than four (4) weeks or as soon as practicable when a four (4)
week notice is not possible due to the unexpected nature of the qualifying event)before the
date they intend to take the leave and the estimated duration of the leave.
ARTICLE XI
11.0 EMPLOYEE INSURANCE
11.1 Health Insurance. The City shall contribute an allowance towards the employee's Cafeteria
Benefit plan for health insurance premiums for eligible employees and their qualified
dependents under The Public Employees' Medical&Hospital Care Act(PEMHCA)which
governs the California Public Employees' Retirement System(CalPERS)Health Insurance
Programs pursuant to the provisions below.
A. Effective January 1, 2025, the City will provide a monthly contribution to health
insurance premiums at the following rates:
• Employee Only $1,004.00
• Employee +l $1,657.00
• Employee +Family $2,050.00
B. Effective January 1, 2026, the City will provide a monthly contribution to health
insurance premiums at the following rates:
• Employee Only $1,054.00
• Employee +1 $1,807.00
• Employee +Family $2,200.00
C. Effective January 1, 2027, the City will provide a monthly contribution to health
insurance premiums at the following rates:
• Employee Only $1,104.00
• Employee +1 $1,957.00
• Employee +Family $2,350.00
D. Effective January 1, 2028, the City will provide a monthly contribution to health
insurance premiums at the following rates:
• Employee Only $1,154.00
• Employee +1 $2,107.00
• Employee +Family $2,500.00
The above amounts are inclusive of the Ca1PERS statutory minimum amount which
Ca1PERS determines and publishes each year.
E. Any contribution necessary to maintain benefits under any health insurance
program provided by the City for its employees and their eligible dependents in
excess of the amount of the City contribution to the Cafeteria Benefit Plan specified
above shall be borne entirely by the employee.
F. Cafeteria Benefit Plan. The City provides a Cafeteria Benefit Plan adopted in
accordance with the provisions of Internal Revenue Code § 125 for employees
covered by this MOU.
1. Employees will be eligible to receive through the Cafeteria Benefit Plan,
the cash difference (subject to taxation as wages) if the monthly City
allowance exceeds the monthly cost of the Medical and Dental monthly plan
premium cost.
2. For each such employee who is covered under a group sponsored health
plan, the City will pay the employee a cash-in-lieu payment (subject to
taxation as wages) each month in an amount equal to the City contribution
for the"employee-only" coverage for medical. The above specified amount
of City contribution towards such coverage waived will be applied to earned
income. If said employee waives, in writing, City-paid coverage, said
employee shall provide proof of medical insurance coverage in a group-
sponsored health plan. Said waiver shall include a provision warning such
employee that re-entry into any of the City-sponsored plans is allowed only
at open enrollment,unless there is a qualifying event, and will require proof
of insurability for such employee and/or eligible dependents.
11.2 Dental Insurance. The City agrees to contribute towards the Cafeteria Benefit plan the
payment of premiums for dental insurance plans provided by the City for employees
covered by this MOU and their eligible dependents on the following basis.
A. The City shall contribute an allowance towards the employee's Cafeteria Benefit
plan for dental insurance premiums for eligible employees and their qualified
dependents in the amount of one hundred thirty dollars ($130) per month per
employee.
B. Any contribution necessary to maintain benefits under said dental plans in excess
of the amount of the City contribution to the cafeteria plan specified above shall be
borne entirely by the employee.
C. For each such employee who is covered under a spouse's non-City sponsored dental
plan, the City will pay the employee a cash-in-lieu payment(subject to taxation as
wages)each month in an amount equal to one-hundred percent(100%)of the City's
contribution, if the employee waives, in writing, City-paid coverage. Such waiver
shall include a provision warning such employee that reentry into any City-
sponsored plan is allowed only at open enrollment, unless there is a qualifying
event, and may require proof of insurability for such employee and/or eligible
dependents.
11.3 Long-Tenn Disability((L.T.D.) Insurance. For employees covered by this MOU, the City
shall pay one hundred percent (100%) of the premium cost for a sixty(60) day elimination
period long term disability insurance plan with a maximum benefit of ten thousand dollars
($10,000)per month for employee only coverage.
11.4 Life Insurance. The City shall continue to pay one hundred percent(100%)of the premium
cost for term life insurance coverage under the policy it maintains on behalf of employees
in order to provide employees covered by this MOU with life insurance coverage in an
amount equal to two (2) times employee's annual rate of salary to a maximum of three
hundred thousand dollars ($300,000) provided said 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
not to exceed the actual monthly premium amount allotted for said coverage without having
to provide evidence of insurability.
11.5 The City shall retain the right to change health, dental and life insurance carriers,
administer the insurance benefits provided thereunder, and select and/or change any excess
or supplemental insurance carriers as a part of any self-insurance plan during the term of
this MOU, provided that employees covered by this MOU continue to receive equivalent
benefits and provided that the parties have met and conferred before the benefits changes
are made.
11.6 Retirement Health Savings (RHS) Plan. Employees participate in the City's Retirement
Health Savings Plan (RHS) subject to the following:
A. One and one-quarter percent (1.25%) will be deducted from each employee's base
pay and deposited into their individual RHS account each pay period. This
contribution shall be made on a pre-tax basis.
B. The City will contribute one percent (1%) of the employee's base pay deposited
into their individual RHS account each pay period.
11.7 Vision Plan. The City shall maintain in effect a vision care plan for employees covered by
this MOU and their eligible dependents.
A. Effective January 1, 2026 The City shall contribute a maximum amount of fifteen
dollars and seventy-five cents ($15.75)per month for each employee toward the
payment of premiums for vision insurance plans provided by the City for
employees and their eligible dependents.
Any contribution necessary to maintain benefits under said vision plans in excess
of the amounts set forth above shall be borne entirely by the employee.
ARTICLE XII
12.0 WELLNESS AND FITNESS REIMBURSEMENT PROGRAM
12.1 The City agrees to provide employees covered by this MOU up to a three-hundred dollars
($300) per fiscal year reimbursement for qualified wellness programs and fitness
memberships as defined below:
A. Membership in a health/fitness club.
B. Participation in a weight loss/smoking cessation/wellness/fitness program
12.2 Employees must complete a wellness and fitness reimbursement program form and provide
proof of enrollment, and receipt of purchase during the current fiscal year in order to
receive reimbursement. An employee may pre-purchase a multi-year wellness/fitness
enrollment. In the event an employee pre-purchases a wellness/fitness enrollment and is
provided a single receipt, Human Resources may evaluate how to disburse the
reimbursement. Forms with required back up documentation will be turned into Human
Resources for the Executive Director of Human Resources or their designee's approval. A
copy will be kept in Human Resources and the original will be returned to the employee.
If approved for reimbursement, the department will complete a Direct Payment Voucher
(DPV) along with form and back-up documentation to the Finance Department for
processing.
12.3 Reimbursement requests will not be processed if the request is turned in later than thirty
(30) days from the end of the fiscal year in which enrollment and purchase was made.
12.4 The city will not reimburse employees for any of the above listed activities for
family/dependent health related expenses.
12.5 The Wellness-Fitness reimbursement is defined as "wages" in Section 61(a)(1) of the
Internal Revenue Code and Section 1.61-21(a)(3) of the Income Tax Regulations provide
that except as otherwise provided in subtitle A, gross income includes compensation for
services, including fees, commissions, fringe benefits, and similar items. As such, the
reimbursement is considered wages subject to employment taxes under Sections 312(a),
3306(b), and 3401(a).
12.6 The wellness-fitness reimbursement defined in this section is not intended to be defined as
compensation eainable under Public Employees Retirement Law (PERL), Government
Code (G.C.) section 20636.
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 snake
contributions to CAPERS in accordance with its contract with CAPERS for employees
covered by said contract as amended.
13.2 Deferred Retirement. The City will continue to make payment to CalPERS on behalf of
each employee, in an amount necessary to pay one hundred percent (100%) of their
individual retirement contribution which is currently equal to eight percent (8%) of base
salary, effective January 1, 2009. Such payments shall be credited to the individual
employee's CalPERS account as Employer Paid Member Contribution (EPMC).
Such payments are not increases in base salary and no salary rate range applicable to any
of the employees covered by this MOU shall be changed or deemed to have been changed
by reason thereof. As a result, the City will not treat these payments as ordinary income
and, thus will not withhold Federal or State income tax from said payments. In the event
that the City receives a ruling from the Internal Revenue Service that such payments are
ordinary income of the employees instead of deferred compensation, the City's obligation
to make such payments shall discontinue and in place thereof the base salary of each said
employee shall forthwith be increased by eight percent (8%).
For the purpose of reporting an employee's compensation to CalPERS, the City shall
include these payments as if they were a part of the employee's base salary.
13.3 Credit for Unused Sick Leave.
A. Effective June 7, 2023, the maximum total unused sick leave that can be converted
by an employee covered by this MOU to additional service credit at the time of
retirement shall be ten (10) eight (8)hour working days equal to eighty(80) hours.
Employees hired on or after a contract amendment between the City and CalPERS
shall not be eligible to convert unused sick leave to CaIPERS for service credit.
B. Effective the date of City Council adoption of this 2025-2028 MOU, the maximum
total unused sick leave that can be converted by an employee covered by this MOU
to additional service credit at the time of retirement shall be forty-four (44) eight
(8) hour working days equal to three hundred fifty-two (352) hours. Employees
hired on or after a contract amendment between the City and CalPERS shall not be
eligible to convert unused sick leave to CAPERS for service credit.
13.4 Military Service Credit as Public Service. An employee covered by this MOU may elect
to purchase up to four (4) years of service credit for any continuous active military or
merchant marine service prior to employment. The employee must contribute an amount
equal to the contribution for current and prior service that the employee and the employer
would have made with respect to that period of service.
13.5 2.7% at 55 Service Retirement Benefit for Classic Miscellaneous Members. The City
agrees to provide Miscellaneous employees covered by this MOU with the 2.7% at 55
Service Retirement benefit pursuant to Ca1PERS regulations. This formula will apply to
each year of eligible service credited with the City of Santa Ana.
Employee Contribution for Retirement Benefit. The employee's contribution rate will be
eight percent (8%). All employee contributions for retirement benefits are paid to the
employer cost (i.e., employer contribution) in accordance with Government Code Section
20516(f). The parties acknowledge that this provision has been mutually negotiated and
incorporated as an essential element of the parties' MOU. In the event that either party
wishes to modify this provision in a successor MOU, the parties intend for this provision
to remain unchanged until a successor MOU is ratified or impasse procedures have been
concluded.
Pre-Taxable Benefit. To the extent permitted by Ca1PERS and Internal Revenue Service
regulations, the City shall make the above employee deductions pre-tax contributions.
13.6 For "New Members" within the meaning of the California Public Employees' Pension
Reform Act ("PEPRA") of 2013.
The PEPRA went into effect on January 1,2013. The parties agree that if there is any other
clean up or other retirement legislation which goes into effect during this MOU and if there
are provisions of that legislation which,by law, automatically goes into effect, either party
may request to negotiate over the legislation, including over the impact.
Retirement Formula: Per Government Code Section 7522.20(a), the 2%@ 62 retirement
formula for non-sworn.
Final compensation will be based on the highest annual average compensation earnable
during the thirty-six (36) consecutive months immediately preceding the effective date of
their retirement, or some other thirty-six (36) consecutive month period designated by the
member.
Employees shall pay one half(1/2) of the normal cost rate, as established by CalPERS.
ARTICLE XIV
14.0 TRAINING & EDUCATIONAL ASSISTANCE PROGRAM
14.1 Employees shall continue to be eligible to participate in the existing Training and
Education Assistance Program provided for all regular, full-time employees of the City;
except, however, reimbursement for eligible employees shall be one hundred percent
(100%) of tuition and registration costs up to a maximum of three thousand dollars
($3,000), per fiscal year in accordance with the provisions of the program defined in this
section.
14.2 Pumose.
A. To encourage the employees of the City of Santa Ana to take college courses and
special training courses which will better enable them to perform their present
duties and prepare them for increased responsibilities.
B. To provide financial assistance to eligible employees for education and training.
C. To establish eligibility requirements, conditions and procedures whereby such
assistance may be provided.
14.3 Eligibility.
A. Applications for tuition reimbursement shall be considered only from full-time
permanent employees who have completed their probationary period.
B. Reimbursement is not authorized for courses for which the employee is receiving
financial assistance from other sources such as G.I. Bill, scholarships, grants, etc.
C. Applications shall be approved only for courses directly related to the employee's
job or directly related to a promotional position in the employee's occupational
specialty.
D. Courses not ostensibly related to the employee's job, but which are required to
qualify for a degree that is directly related to their job will be reimbursable so long
that it meets the requirements in Section 14.3 E.
E. Prior to receiving tuition reimbursement, employees must submit documentary
proof of having received a grade of not less than "C" for the course. If objective
ratings are not rendered for a specific course, then a certificate of successful
completion must be submitted.
F. Approval shall be limited to courses given by accredited colleges and universities,
city colleges or adult education courses under the sponsorship of a Board of
Education. Workshops, seminars, conferences and similar activities not identifiable
as a formal course of instruction within the curriculum of a recognized educational
institution, do not fall within the purview of this program but may be authorized
and funded by the interested department without coordination with the Human
Resources Department.
G. When an employee is required by their Department Head to attend a particular
course or seminar, the expense shall be borne entirely by the department.
14.4 Reimbursement.
A. Reimbursement shall be based on the cost of tuition, required
enrollment/registration fees, miscellaneous fees (health, parking, student union
fees, etc.) and all required texts, eBooks, and related material for each course.
Additional expenses such as meals are not reimbursable.
B. Costs for required texts are eligible for one hundred percent(100%)reimbursement
subject to the following conditions:
1. A duplicate of the required text(s) and eBooks was unavailable for loan
from the departmental libraries prior to the commencement of course work;
or
2. Any textbook(s)purchased by the City shall be submitted to the employee's
respective departmental library in order that such text(s) may be made
available to all employees.
C. Maximum tuition reimbursement as outlined in Article 14.1,may be claimed by an
eligible employee either as costs are incurred during the year or as one lump sum.
14.5 Procedures.
A. An employee who desires to seek tuition reimbursement under the provisions of
this Article must complete, in duplicate, an Application for Training and
Educational Assistance form along with a copy of the course plan and schedule,
and submit it to their Department Head prior to the commencement of class(es) or
the payment of fees for registration/tuition.
B. The Department Head shall recommend approval or denial based on established
criteria and budgetary constraints, and then shall forward the application to the
Executive Director of Human Resources.
C. The Executive Director of Human Resources or their designee shall approve or
disapprove the application for the City Manager. One copy shall be returned to the
employee and the duplicate shall be retained by the Human Resources Department.
It is advisable that the applicant accomplish the procedure so far described in order
to ascertain the eligibility of the intended course of instruction for reimbursement
under the provisions of this policy prior to the inception of the course or
disbursement of personal funds.
D. The employee shall submit their copy of the approved application to the Human
Resources Department within three(3)months after they have completed the course
and received their final grade. Such employee must include official verification of
their final grade with appropriate receipts for tuition and textbook costs.
Applications not submitted to the Human Resources Department within three (3)
months following completion of the course become void.
E. Upon receipt of the application and required documentation,the Human Resources
Department shall determine whether the completed course of instruction is
compatible with the provisions of this Article and shall compute the amount of
reimbursement, authenticate the application and forward it to the employee's
Department Head.
F. The Department Head shall then authorize the Finance & Management Services
Department to reimburse the employee the approved amount out of the budget of
the department concerned.
ARTICLE XV
15.0 ELECTRONIC DEVICE STIPEND
15.1 Electronic Device Stipend All employees covered under this MOU, whose supervisor
determines are required to have a cellphone or tablet will be given the option to choose one
of the following:
A. Be provided a City paid phone or tablet, or
B. Be compensated one hundred dollars ($100) monthly to cover costs related to the
use of personal electronic devices (phone and/or tablet) for City business.
Employees who use their own devices will comply with the City's policy.
ARTICLE XVI
16.0 STRIKES AND WORK STOPPAGES
16.1 Prohibited Conduct.
A. SAMA,its officers,agents,representatives, and members agree that during the terra
of this MOU, they will not cause or condone any unlawful strike, walkout,
slowdown, sickout, or any other unlawful job action by withholding or refusing to
work.
16.2 SAMA ResponsibilitX. Whenever SAMA,its officers, agents,representatives,or members
engage in any of the conduct prohibited in Section 16.1(A), SAMA will immediately
instruct any persons engaging in such conduct that their conduct is violating this MOU and
unlawful, and they must immediately cease engaging in the conduct prohibited in Section
16.1(A), and return to work.
ARTICLE XVII
17.0 SOLE & ENTIRE MOU
17.1 It is understood and agreed that the parties to this MOU are subject to all current and future
applicable Federal and California laws, The City of Santa Ana Charter,its Municipal Code,
and its City's Employer-Employee Relations Resolution Number 81-075. It is the intent
of the parties hereto that the provisions of this MOU will supersede all prior MOUs, or
contrary salary, and/or personnel rules and regulations, Municipal Code provisions of the
City, oral or written MOUs expressed or implied between the parties. This MOU will
govern the entire relationship and will be the sole source of any rights that they may assert
hereunder. This MOU is not intended to conflict with Federal or State law or the City
Charter.
17.2 Notwithstanding the above,there exists within the City personnel rules and regulations and
departmental rules and regulations. The City shall continue these rules and regulations to
the extent that they do not contravene specific provisions of this MOU. Such rules and
regulations may, from time to time,be changed by the City. If these changes affect wages,
hours, or other terms and conditions of employment, the City shall meet and confer with
SAMA;provided further, the parties shall change no provision of the rules and regulations
to contravene specific provisions of this MOU.
ARTICLE XVIII
18.0 SEPARABILITY PROVISION
18.1 Should any provisions of this MOU be found to be inoperative, void, or invalid by a court
competent jurisdiction, all other provisions of this MOU shall remain in full force and
effect for the duration of this MOU,provided that if any such affected provisions invalidate
or void any benefits of employees covered hereunder,the parties shall forthwith commence
negotiations to replace the invalidated benefits with benefits of comparable value.
ARTICLE XIX
19.0 DISCIPLINE
19.1 Pre-Disciplinary Procedure
A. If an employee is to be suspended without pay, reduced in pay, demoted, or
dismissed, the employee shall:
l. Receive written notice of the intended action at least ten (10) calendar days
before the date it is intended to become effective, stating the specific
grounds and the particular facts upon which the intended action is based.
2. Receive copies of any known materials, reports, transcripts, statements, or
other documents upon which the intended action is based.
3. Be accorded the right to respond to the intended charges in writing or in
person with the Department Head or designee within a reasonable period of
time, not to exceed ten (10) calendar days unless the Department Head or
designee authorizes a longer time.
4. Be given the written decision of the Department Head or designee at the
earliest practicable date prior to the effective date of the disciplinary action.
19.2 Disciplinary Appeals Procedure,
A. Appeals Procedures for Disciplinary Action Not Covered by the Informal Appeals
Procedure
1. Step 1.
a. If an employee desires to appeal a disciplinary action not covered
by the informal appeals process, they (or their representative) shall
submit a written notice of appeal to the Executive Director of
Human Resources or designee within ten (10) calendar days of
receiving the written decision from the Department Head or
designee.
b. The Department Head or City Manager or designee (depending on
who issued the disciplinary action as determined by the Executive
Director of Human Resources or designee) shall meet with the
employee within twenty-one (21) days after the submission of the
appeal. The Department Head or City Manager or designee may
affirm, reverse, or modify the disciplinary action.
C. The Department Head or City Manager or designee shall deliver the
written response to the employee within ten(10) calendar days after
meeting with the employee.
2. Step 2.
a. Filing the appeal: If the employee is not satisfied with the
Department Head's or City Manager's or designee's decision, they
(or their representative) shall submit a written notice of appeal to be
submitted to an impartial arbitrator for a final and binding decision.
The Union may elect to submit the appeal to the City Manager for
review in lieu of binding arbitration; in that case, the decision of the
City Manager shall be final and binding. Such written notice of
appeal shall be submitted in writing to the Executive Director of
Human Resources or designee within ten (10) calendar days of
receiving the written decision from the Department Head or City
Manager or designee.
b. The City and Union shall create and maintain a standing list of three
(3) to five (5) mutually approved arbitrators.
C. The City and Union shall select an arbitrator from the standing list
via the striking method. The parties shall mutually agree which party
strikes the first name. If the parties cannot mutually agree,the parties
shall toss a coin to determine who shall strike the first name. Once
the arbitrator is selected, the parties will contact the arbitrator to
schedule a hearing.
d. If none of the identified arbitrators are able to take the case, then the
parties will request a list of seven (7) arbitrators from the State
Mediation and Conciliation Services. Once the list is received, the
representatives of the parties shall strike names until an arbitrator is
chosen. The parties shall mutually agree which party will strike the
first name. If the parties cannot mutually agree, the parties shall toss
a coin to determine who shall strike the first name. Once the
arbitrator is selected, the parties will contact the arbitrator to
schedule a hearing.
e. Hearing Process: During the hearing, the formal rules of evidence
do not apply. The cost of the arbitrations, including but not limited
to the list of arbitrators, the arbitrator themselves, and the court
reporter, shall be split evenly between the City and the Union. The
arbitrator's decision will be final and binding. The arbitrator shall
issue the decision within thirty (30) calendar days from the
conclusion of the hearing, unless the parties agree otherwise.
19.3 Informal Appeals Procedure
A. Informal Appeals Procedure, as opposed to the formal procedures, shall be used for
written reprimands.
1. The appeal is an opportunity for the employee (or their representative) to
present information and arguments why a written reprimand should not be
issued or offer alternatives to the written reprimand.
2. Notice of Appeal: Within ten (10) calendar days of receipt by an employee
of the written reprimand, the employee (or their representative) shall notify
the Executive Director of Human Resources or designee in writing that they
intend to appeal the written reprimand. The Executive Director of Human
Resources or designee shall contact either the employee or their identified
representative within ten (10) calendar days of receipt of the notice of
appeal to schedule the appeal meeting.
3. Hearing Officer: The Department Head or City Manager or designee
(depending on who issued the written reprimand as determined by the
Executive Director of Human Resources or designee) shall serve as the
hearing officer. The meeting shall take place within twenty-one (21)
calendar days from the date the employee filed the appeal or such other time
as may be agreeable by the parties.
4. Decision: After the meeting, a decision will be submitted in writing within
thirty(30)calendar days and provided to the employee. The decision is final
and binding.
19.4 Performance evaluations shall not be subject to appeal.
ARTICLE XX
20.0 GRIEVANCE REVIEW PROCEDURE
20.1 Alleged Violations Concerning the Interpretation or Application of Specific Provisions of
This MOU.
A. Solely the Union (not an employee or group of employees) shall be allowed to file
a grievance concerning the interpretation or application of specific provisions of
this MOU.
B. The parties can mutually agree to extend any deadlines in this Article.
20.2 Step 1
A. The Union shall first attempt to resolve the grievance at Step 1 with the Executive
Director of Human Resources or designee without undue delay, but in no case,
beyond a period of ten (10) calendar days after the occurrence of the alleged
incident giving rise to the grievance, or when the grievant knew or should have
reasonably become aware of the facts giving rise to the grievance.
B. The Executive Director of Human Resources or designee will respond to the
grievance within fourteen (14) calendar days of receiving the grievance.
C. Every effort shall be made to find an acceptable solution to the grievance at Step 1.
20.3 Step 2.
A. If the Union is not satisfied with the response from the Executive Director of
Human Resources or designee, the Union must submit grievance in writing to Step
2 (binding arbitration) to the Executive Director of Human Resources or designee
within ten (10) calendar days of receiving the Step 1 response. The Union may
elect to submit the grievance to the City Manager for review in lieu of binding
arbitration;in that case,the decision of the City Manager shall be final and binding.
Should the Union fail to file a written grievance at Step 2 within ten (10) calendar
days after receiving the response at Step 1, the grievance shall be barred and
waived.
B. The City and Union agree to select an arbitrator in the following manner:
1. The City and Union shall refer to the mutually approved standing list of
arbitrators as specified in Section 19.2(A)(2)(b).
2. The City and Union shall select an arbitrator from the standing list via the
striking method. The parties shall mutually agree which party strikes the
first name. If the parties cannot mutually agree, the parties shall toss a coin
to determine who shall strike the name. Once the arbitrator is selected, the
parties will contact the arbitrator to schedule a hearing.
3. If none of the identified arbitrators are able to take the case, then the parties
will request a list of seven (7) arbitrators from the State Mediation and
Conciliation Services. Once the list is received, the representatives of the
parties shall strike names until an arbitrator is chosen. The parties shall
mutually agree which party strikes the first name. If the parties cannot
mutually agree, the parties shall toss a coin to determine who shall strike
the first name. Once the arbitrator is selected, the parties will contact the
arbitrator to schedule a hearing.
C. Hearing Process: During the hearing, the formal rules of evidence do not apply.
The cost of the arbitration including but not limited to the list of arbitrators, the
arbitrator themselves, and the court reporter shall be split evenly between the City
and Union. The arbitrator's decision shall be final and binding. The arbitrator shall
issue their decision within thirty (30) calendar days from the conclusion of the
hearing, unless the parties agree otherwise.
20.4 Alleged Violations of City Rules, Regulations, and Policies.
A. If an employee, group of employees, or Union (grievant)believes there has been a
violation, misapplication, or misinterpretation of a City rule, regulation, or policy,
the grievant may file a grievance within ten (10) calendar days of the alleged
violation,misapplication, or misinterpretation or when the grievant knew or should
have reasonably become aware of the facts giving rise to the grievance.
B. Step 1.
1. A grievant must submit a grievance in writing to the Executive Director of
Human Resources or designee.
2. The Department Head shall meet with the employee within ten(10)calendar
days after submission of the grievance.
3. The Department Head shall deliver the Step 1 written response to the
employee within ten (1) calendar days after meeting with the employee.
C. Step 2.
I. If the grievant is not satisfied with the Step 1 response, the grievant must
submit the grievance in writing to Step 2 to the Executive Director of
Human Resources or designee within ten (10) calendar days of receiving
the Step 1 response.
2. The City Manager or designee shall meet with the employee within twenty-
one (21) days after submission of the Step 2 grievance. The City Manager
or designee may affirm, reverse, or modify the decision made at Step 1.
3. The City Manager or designee shall deliver the Step 2 written response to
the employee within ten (10) calendar days after meeting with the
employee.
D. Step 3.
1. If the grievant is not satisfied with the Step 2 response, the grievant must
submit the grievance in writing to Step 3 (binding arbitration) to the
Executive Director of Human Resources or designee within ten (10)
calendar days of receiving the Step 2 response. The grievant may elect to
submit the grievance to the City Manager for review in lieu of binding
arbitration; in that case, the decision of the City Manager shall be final and
binding. Should the grievant fail to file a written grievance at Step 3 within
ten (10) calendar days after receiving the response at Step 2, the grievance
shall be barred and waived.
2. The City and Union agree to select an arbitrator in the following manner:
a. The City and Union shall refer to the mutually-approved standing
list of arbitrators as specified in Section 19.2(A)(2)(b).
b. The City and Union shall select an arbitrator via the striking method.
The parties shall mutually agree which party strikes the first name.
If the parties cannot mutually agree, the parties shall toss a coin to
determine who shall strike the first name. Once the arbitrator is
selected, the parties will contact the arbitrator to schedule a hearing.
C. If none of the identified arbitrators are able to take the case, then the
parties will request a list of seven (7) arbitrators from the State
Mediation and Conciliation Services. Once the list is received, the
representatives of the parties shall strike names until an arbitrator is
chosen. The parties shall mutually agree which party strikes the first
name. If the parties cannot mutually agree, the parties shall toss a
coin to determine who shall strike the first name. Once the arbitrator
is selected, the parties will contact the arbitrator to schedule a
hearing.
3. Hearing Process: During the hearing, the formal rules of evidence do not
apply. The cost of the arbitration including but not limited to the list of
arbitrators, the arbitrator themselves, and the court reporter shall be split
evenly between the City and Association. The arbitrator's decision shall be
final and binding. The arbitrator shall issue their decision within thirty(30)
calendar days from the conclusion of the hearing, unless the parties agree
otherwise.
ARTICLE XXI
21.0 WAIVER OF BARGAINING DURING THE TERM OF THIS MOU
21.1 During the term of this MOU,the parties mutually agree that they will not seek to negotiate
or bargain concerning wages, hours, or terms and conditions of employment, whether or
not covered by the MOU, or in the negotiations leading thereto, and whether or not such
matters were discussed, or were even within the contemplation of the parties during the
negotiations leading to this MOU. Regardless of the waiver contained in this Article, the
parties may, however, by mutual MOU, in writing, agree to meet and confer about any
matter not covered by this MOU, or to carry out any provision of salary or benefit tied to
another bargaining unit during the term of this MOU.
ARTICLE XXII
22.0 EMERGENCY WAIVER PROVISION
22.1 In case of circumstances beyond the control of the City, such as acts of God, fire, flood,
insurrection, civil disorder, national emergency, or similar circumstances, provisions of
this MOU or the Santa Ana Municipal Code or Resolutions,which restrict the City's ability
to respond to these emergencies, shall be suspended for the duration of such emergencies.
After the City declares the emergency over, this MOU will be reinstated immediately.
SAMA shall have the right to meet and confer with the City regarding the impact of the
suspension of the provisions in the MOU during the emergency.
ARTICLE XXIII
23.0 TERM
23.1 The term of this MOU shall commence on the date when the terms and conditions for its
effectiveness, as set forth in Article III, Implementation, are fully met,but in no event shall
said MOU become effective prior to 12:01 a.m. on July 1, 2025. This MOU shall expire
and otherwise be fully terminated at 11:59 p.m. on June 30, 2028.
ARTICLE XXIV
24.0 NON-DISCRIMINATION
24.1 The parties mutually recognize and agree fully to protect the rights of all employees
covered hereby to join and participate in the activities of SAMA and all other rights in the
Employer-Employee Relations Resolution (Resolution Number 81-075) and Government
Code Sections 3500 through 3511.
24.2 The City and the Union agree that they shall not discriminate against any employee in
violation of State or Federal law. The City and the Union shall reopen any provision of this
MOU for the purpose of complying with any order of a Federal or State agency or court of
competent jurisdiction requiring a modification or change in any provision or provisions
of this MOU in compliance with State or Federal anti-discrimination laws.
ARTICLE XXV
25.0 RATIFICATION &EXECUTION
25.1 The City and SAMA have reached an understanding as to certain recommendations to be E
made to the City Council of the City of Santa Ana and have agreed that the parties hereto
will jointly urge said Council to adopt a new wage and salary resolution which will provide j
for the changes contained in said joint recommendations. The City and SAMA
acknowledge that this MOU shall not be in full force and effect until ratified by the
membership of SAMA and adopted by the City Council of the City of Santa Ana. Subject
to the foregoing,this MOU is hereby executed by the authorized representatives of the City
and. SAMA and entered into 7th day of October, 2025.
CITY OF SANTA ANA, a Municipal j
Corporation of the State of California
I
i
Dated: By:
Mayor
Dated: _. By:
City Manager
Dated:_ q-v25 0?-5 By:
ExAcutivt Director of Human Resources i
i
I
i
ATTEST: APPROVED AS TO FORM:
r
City Clerk Peter Bro �
Labor Atto ey
Liebert Cassidy Whitmore l
This 2025-2028 MOU has been ratified by the membership of the Santa Ana Management
Association.
Dated: /
SAMA:
President
t
Chief Negotiator
Orange County's Employee Association(OCEA)
j
3
]
i
i
3
1
i
1
I
i
EXHIBIT A
ADMINISTRATIVE MANAGEMENT
MONTHLY WAGE RATE SCHEDULE
EFFECTIVE JULY 13, 2025 TO JULY 11, 2026
JOB
JOB TITLE CODE STEP A STEP B STEP C STEP D STEP E
Applications Systems Manager(AM) 02910 12,584 13,220 13,880 14,573 15,304
Assistant Public Works Maintenance Manager 01772 11,192 11,753 12,341 12,959 13,605
(AM)
Budget and Research Manager(AM) 06400 11,985 12,584 13,220 13,880 14,573
Budget Supervisor(AM) 00493 10,870 11,412 11,985 12,584 13,220
City Attorney's Office Executive Legal 07394 8,031 8,435 8,853 9,296 9,763
Assistant(Excepted)(AM)
Code Enforcement Principal(AM) 02745 11,753 12,341 12,959 13,605 14,286
Enterprise Program Manager(AM) 01769 115192 11,753 12,341 12,959 13,605
Facilities Maintenance Manager(AM) 04377 9,808 10,301 10,817 11,359 11,928
Fleet Services Manager(AM) 04785 9,808 10,301 10,817 11,359 11,928
Homeless Services Manager(AM) 03750 11,985 12,584 13,220 13,880 14,573
Information Technology Infrastructure 01705 11,928 12,522 13,153 13,810 14,502
Supervisor AM
Payroll Manager(AM) 07405 11,192 11,753 12,341 12,959 13,605
Payroll Supervisor(AM) 07404 10,301 10,817 11,359 11,928 12,522
Permit Services Principal(AM) 02589 10,921 11,470 12,042 12,647 13,287
Principal Building Inspector(AM) 02371 10,921 11,470 12,042 12,647 13,287
Principal Community Planner(AM) 07609 11,753 12,341 12,959 13,605 14,286
Principal Human Resources Analyst(AM) 01519 10,503 11,026 11,579 12,158 12,768
Principal Management Analyst(AM) 00151 10,353 10,870 11,412 11,985 12,584
Principal Management Analyst(Excepted) 00149 10,353 10,870 11,412 11,985 12,584
(AM)
Principal Planner(AM) 02471 115753 12,341 12,959 13,605 14,286
Project Management Officer(AM) 06145 13,220 13,880 14,573 15,304 16,069
Public Affairs Information Officer(Excepted) 01800 10,817 11,359 11,928 12,522 13,153
AM
Risk Management Supervisor(AM) 01751 9,808 10,301 10,817 11,359 11,928
Senior Budget Analyst(AM) 00494 9,073 9,528 10,002 10,503 11,026
Senior Executive Assistant to the City Manager 01071 8,031 8,435 8,853 9,296 9,763
(Excepted)(AM)
Senior Financial Analyst(AM) 00482 9,528 10,002 10,503 11,026 11,579
Senior Human Resources Analyst(AM) 01541 9,763 10,251 10,763 11,302 11,869
Senior Human Resources Communications 08595 9,763 10,251 10,763 11,302 11,869
Specialist(AM)
Senior Legal Management Analyst(Excepted) 02791 9,073 9,528 10,002 10,503 11,026
(AM)
Senior Management Analyst(AM) 00152 9,073 9,528 10,002 10,503 11,026
Senior Management Analyst(Excepted) (AM) 00153 9,073 9,528 10,002 10,503 11,026
Senior Organizational Development and 00477 9,763 10,251 10,763 11,302 11,869
Training Analyst AM
Senior Risk Management Analyst(AM) 01757 9,763 10,251 10,763 11,302 11,869
Zoo Animal Care Manager(AM) 05490 8,070 8,475 8,898 9,342 9,808
ADMINISTRATIVE MANAGEMENT
MONTHLY WAGE RATE SCHEDULE
EFFECTIVE JULY 12, 2026 TO JULY 10, 2027
JOB
JOB TITLE CODE STEP A STEP B STEP C STEP D STEP E
Applications Systems Manager(AM) 02910 13,087 13,749 14,435 15,156 15,916
Assistant Public Works Maintenance Manager 01772 11,640 12,223 12,835 13,477 14,149
(AM)
Budget and Research Manager(AM) 06400 12,464 13,087 13,749 14,435 15,156
Budget Supervisor(AM) 00493 11,305 11,868 12,464 13,087 13,749
City Attorney's Office Executive Legal 07394 8,352 8,772 9,207 9,668 10,154
Assistant(Excepted)(AM)
Code Enforcement Principal(AM) 02745 12,223 12,835 13,477 14,149 14,857
Enterprise Program Manager(AM) 01769 11,640 12,223 12,835 13,477 14,149
Facilities Maintenance Manager(AM) 04377 10,200 10,713 11,250 11,813 12,405
Fleet Services Manager(AM) 04785 10,200 10,713 11,250 11,813 12,405
Homeless Services Manager(AM) 03750 12,464 13,087 13,749 14,435 15,156
Information Technology Infrastructure 01705 12,405 13,023 13,679 14,362 15,082
Supervisor AM
Payroll Manager(AM) 07405 11,640 12,223 12,835 13,477 14,149
Payroll Supervisor(AM) 07404 10,713 11,250 11,813 12,405 13,023
Permit Services Principal(AM) 02589 11,358 11,929 12,524 13,153 13,818
Principal Building Inspector(AM) 02371 11,358 11,929 12,524 13,153 13,818
Principal Community Planner(AM) 07609 12,223 12,835 13,477 14,149 14,857
Principal Human Resources Analyst(AM) 01519 10,923 11,467 12,042 12,644 13,279
Principal Management Analyst(AM) 00151 10,767 11,305 11,868 12,464 13,087
Principal Management Analyst(Excepted) 00149 10,767 11,305 11,868 12,464 13,087
AM
Principal Planner(AM) 02471 12,223 12,835 13,477 14,149 14,857
Project Management Officer(AM) 06145 13,749 14,435 15,156 15,916 16,712
Public Affairs Information Officer(Excepted) 01800 11,250 11,813 12,405 13,023 13,679
(AM)
Risk Management Supervisor(AM) 01751 10,200 10,713 11,250 11,813 12,405
Senior Budget Analyst(AM) 00494 9,436 9,909 10,402 10,923 11,467
Senior Executive Assistant to the City Manager 01071 8,352 8,772 9,207 9,668 10,154
(Excepted)(AM)
Senior Financial Analyst(AM) 00482 9,909 10,402 10,923 11,467 12,042
Senior Human Resources Analyst(AM) 01541 10,154 10,661 11,194 11,754 12,344
Senior Human Resources Communications 08595 10,154 10,661 11,194 11,754 12,344
Specialist AM
Senior Legal Management Analyst(Excepted) 02791 9,436 9,909 10,402 10,923 11,467
AM
Senior Management Analyst(AM) 00152 9,436 9,909 10,402 10,923 11,467
Senior Management Analyst(Excepted) (AM) 00153 9,436 9,909 10,402 10,923 11,467
Senior Organizational Development and 00477 10,154 10,661 11,194 11,754 12,344
Training Analyst AM
Senior Risk Management Analyst(AM) 01757 10,154 10,661 11,194 11,754 12,344
Zoo Animal Care Manager(AM) 05490 8,393 8,814 9,254 9,716 10,200
ADMINISTRATIVE MANAGEMENT
MONTHLY WAGE RATE SCHEDULE
EFFECTIVE JULY 111 2027
JOB
JOB TITLE CODE STEP A STEP B STEP C STEP D STEP E
Applications Systems Manager(AM) 02910 13,480 14,161 14,868 15,611 16,393
Assistant Public Works Maintenance Manager 01772 11,989 12,590 13,220 13,881 14,573
(AM)
Budget and Research Manager(AM) 06400 12,838 13,480 14,161 14,868 15,611
Budget Supervisor(AM) 00493 11,644 12,224 12,838 13,480 14,161
City Attorney's Office Executive Legal 07394 8,603 9,035 9,483 9,958 10,459
Assistant(Excepted)(AM)
Code Enforcement Principal(AM) 02745 12,590 13,220 13,881 14,573 15,303
Enterprise Program Manager(AM) 01769 11,989 12,590 13,220 13,881 14,573
Facilities Maintenance Manager(AM) 04377 10,506 11,034 11,588 12,167 12,777
Fleet Services Manager(AM) 04785 10,506 11,034 11,588 12,167 12,777
Homeless Services Manager(AM) 03750 12,838 13,480 14,161 14,868 15,611
Information Technology Infrastructure 01705 12,777 13,414 14,089 14,793 15,534
Supervisor AM
Payroll Manager(AM) 07405 11,989 12,590 13,220 13,881 14,573
Payroll Supervisor(AM) 07404 11,034 11,588 12,167 12,777 13,414
Permit Services Principal(AM) 02589 11,699 12,287 12,900 13,548 14,233
Principal Building Inspector(AM) 02371 11,699 12,287 12,900 13,548 14,233
Principal Community Planner(AM) 07609 12,590 13,220 13,881 14,573 15,303
Principal Human Resources Analyst(AM) 01519 11,251 11,811 12,403 13,023 13,677
Principal Management Analyst(AM) 00151 11,090 11,644 12,224 12,838 13,480
Principal Management Analyst(Excepted) 00149 11,090 11,644 12,224 12,838 13,480
AM
Principal Planner(AM) 02471 12,590 13,220 13,881 14,573 15,303
Project Management Officer(AM) 06145 14,161 14,868 15,611 16,393 17,213
Public Affairs Information Officer(Excepted) 01800 11,588 12,167 12,777 13,414 14,089
(AM)
Risk Management Supervisor(AM) 01751 10,506 11,034 11,588 12,167 12,777
Senior Budget Analyst(AM) 00494 9,719 10,206 10,714 11,251 11,811
Senior Executive Assistant to the City Manager 01071 8,603 9,035 9,483 9,958 10,459
(Excepted)(AM)
Senior Financial Analyst(AM) 00482 10,206 10,714 11,251 11,811 12,403
Senior Human Resources Analyst(AM) 01541 10,459 10,981 11,530 12,107 12,714
Senior Human Resources Communications 08595 10,459 10,981 11,530 12,107 12,714
Specialist AM
Senior Legal Management Analyst(Excepted) 02791 9,719 10,206 10,714 11,251 11,811
AM
Senior Management Analyst(AM) 00152 9,719 10,206 10,714 11,251 11,811
Senior Management Analyst(Excepted) (AM) 00153 9,719 10,206 10,714 11,251 11,811
Senior Organizational Development and 00477 10,459 10,981 11,530 12,107 12,714
Training Analyst AM
Senior Risk Management Analyst(AM) 01757 10,459 10,981 11,530 12,107 12,714
Zoo Animal Care Manager(AM) 05490 8,645 9,078 9,532 10,007 10,506
m a a c N N a o a m a a v m a a N N a
a a a N cc co a N �c a a a N a a a oo oo a
� O �O t-C N cal v,
N
m a N m 'n
In o, C7, a o aI O Ic O v-, F O a a o o�
�O M K1 O O v O M GO O O� of AO M O O O O K1
N O O cC N N O co N N N N O O 7 N O O N N O
N a a cc v� 1n t a co In N a a a N a a v vi In a
� � o, �r � � N Ic� 01, � � N a n ll:� ll:� vi an
r In n t� cc" t� co vi In In r-A Sri In kn
a a a M N N M a
a a a M N a N a a M N O a N a a CG a a a a N N a a
O O O N a N O O a a O O lC O O N a a N O
M a N N a 'Cl
O O O V� N N O vt M O O O oG O O O N N O
a Vl V1 V1 a N a (V V1 V1 a a a a Vl Vl a a Vl Vl o1 N CO I: M O � M 00 00 V1 � W 00 N M M nl
� � �
a o0 C� �t O a '� a c0 �t O N a O 00 00 a a CC op a O O a a a 00 Y -y a CC 00 a a a a m�
NN ,-• '• a m Iq Crl ti Go vl N N 'n •-. •-. O J --� --� m �n �n M
W N
Vl a a a N a N a a a N a a a N N a a
F-i W ICI aIn In In a x In In a o o a kn
W Coo v v cc a a v cc In In a v O oc a v a
�
ri mi N 7 vi 7 vi m N �D 7 7 ri ri o 7 m vi 7 vi mi
`/ l� M N N CC CG N CG N N 00 00 O� n CC N N V1 M N N_ N 00 00 N N
f� � � N .� .� ,� CC 7 N 7 N •� 00 't O� ,� � •� ,� N -� ,� N � � N �
~ W kn
O a M a a
co cC
W a O cc co a O O n O 't 't m O O oo
A L In 01 a CG DC N a a a n a a o001 0100
't 'n It In O V V� l� n V 1� In In 7
oc
N 00 M �n M V1 M, CO M Vl V1 N V] 00 OO N 00 00 M Vl �n M
N N M M 't N N
r, N
O oo CL l� N a N a Ca L� N CC O N o0 0o O o6 0o a N N a oc
M 00 00 Cti l� � r l co L� .� � CC � 00 0o N oo C6 co l� .� l- oc
W
v oo a a n n co a v m 00 0o v oc oo v v n n a
O
N In
N 7 vi v1 v1 c� oc n n oo ,� 7 vn v� Q V vi vi 7 00 00 7
7t a V a
00 .--i .� �n a N a N •� V'1 a a � a --i -� a 00 .� N a a N �
O
I—I
W o 0 0 0 kn c ^ N 7t o 0 0 0 0 o c In n c
z CG W a N l-- V1 Vl V] 00 O ,� -� t W N M Vl a I-y
M. 7t a �G '. l� l� V m a V m V
o 0 0 0 cl�C o c o c o 0 0 0 0 0 0 o c o 0 0 0 0 o U
O
_ G U
W /•. R o /� �'.�• to y N N tU-i tU-i sUi R sUi
to
R
to
cis U o o o v
t-0 tc c14
R
..4 bAEj
y w y Y y R LWu a ululv Q q qu � qu qwq gwgww
a o a a a a o c o o m m a a o N a m a
a N a a a a vi N �n N a a a a N oo a a a N N
O o0 O oG O M, N N O l� O N O O
O x O O O O 7 cc 7 x N N N O O O N O x x
a oG a a a a M cc m -t v1 N N a a -t 7 �n N a o0 00
a -� v '. � � N N a a � n oo N a 7_ v
a 7 a a a a O 7 O 7 N a a a a 7 M o0 a 7 7
a M a a a a a m a M N a a a
O O O O O O V1 O vl c a O O O N 7 O O O
a v� a a a a
llc�
V1 M Vl Vl V1 V] M M M Yi �O �O Vl V1 M l� 7 KJ V1 M M
N � Vl Vl Vl V1 V1 N V1 N V1 a a a Vl V1 V1 N a a V1 V1 V1
co 7 00 0o cc cc v� 7 �n 7 C a a oo cc 7 a v1 a o0 7 7
co N co 0o cC cC O N_ O N a a a co cC N a �n a oo N_ N
o m O M m m m a O a O a N N m m O a N N
N m O O
� ,� oo ,-. ,-. ,-. ,-. 7 oc 7 x �n N N ,-• ,� cc m ,-. .-• o0 00
7 N 7 7 7 7 N N N N V1 Vl Vl 7 7 N �O M � 7 N N
a a a a a a o0 a CG a N Vl Vl a a a a O v1 a a a
l- 7 ,-• 7 N oc co l� t� 7 0�
N m m N N N N vi 7 7 m N vi N 7 M N N
kn In In Ic In
Vl 00 Vl Vl V1 V] 00 CG CG CG V1 00 00 Vl V1 W a a CC Vl 00 00
In
N M cfl N N 7 7 7 M N Vl N 7 M N N
N 00 N N N N a OC a CG CG M M N N N 00 m N �O 00
'n x !n !n 'n 'n a cc a cc 7 c o In 'n x o Ic o In x x
a a
00 Vl 00 00 � � M V] M Vl ,� l l 00 00 V1 00 00 l� 00 Vl Vl
7 a 7 7 7 7 m a a a c �n In 7 7 a x C0 'n 7 a a
a a a a M � M ,-. a �n �n a a ,-. oo a �n a
N N N N N O O M M N N 7 M N N
`J
N
v=;
�D O 1p 1p �L �G a O a O 7 �n vl 1p �G O O a vt �D O O CJ
Ca l� o0 o
M co � o0 Oo cc cc
00 a OO 00 GG M.. M a m a a
a O a a a
H
Wc Vl In 'n O 7 O a --i In O O O Vl O O O In
C) N r
A r l Vr a l� 7 O O N rV V1 N M N CC l� O a _
y C 7 7 N N O O 7 N N KO N O (J
U O O O O O O O O O O O O O O O O O O O O O O O
R U bU
to
fry"
bA W U O G C U
W .✓ F Ey �' f.' C cSp7 N c�C J tea N t 0
tc
o � � w c�a cam. cis � a�i
x � x � � � � a oFa � a. a o, o:+ CG Cl) W6,WF F7� 3 N
C
N N N N N
� M O O 7 0o t� cc t O � co t� m oo O O M M O O l� o0 00 l� O O
N
O O cC oo M cc O oo co 0o O O 7 O O o0 0o M O O
N
M
� C-- N N a,
, N N `C do W W N �c Of r al N N �c 7 N N o0 al al W N N
l- C `c 't
O V 't m 7t an C\ t V N O 't �t [� l� V
O � a, O co �C O
M CC GC O O O W D\ O CC M O o0 00 N M OC CO O O o0 00
MV �D l� N \C.' � � M M l� ,D 1D
7, 'A C, o\■ M
N 'A '. N V N �t C, ti N ti N N al W N D` C N N V al
o
W N
O v N N t o, o a, o N �t o, ti a N N v N N o cl a, o N N
M
rH 01 7 cTt cTt Q1 W � CG lc� W 00 11; M M
W C O O 7 N 7 N Q D 7 l O, N CD ,O, N 7 N O, O,O� O� 01 O O^ O� O�
ram, O Vl M M N Vl �O V1 lC N V1 l� V1 Vl M M O �/1 M � Vl Vl \O M M
rW H
Gl G, G, 00 C1 CG C, G, CC O G, 00 01 C1 M D1 Q` G, G1 oG W 01 01 C1
W N N O, V a � r N G, m N G, G1 V r r
�I r h -• ,-• Ic c, o, N c, O 't o, c, 't .� .-•
1� N O,A , O, Q, 01 01 V Q, O, C, l0 l0 01 01 O, Q� O, ll M O M .. Q, l� M CC Q� M 01_ 01_ �--� Q, O� Q,
^• M_ N_ N_ �_ � �t vl N_ V M M �_ N_ N O M_ N N_ � �_ �_ �/1 N_ N_
1� ��) Q, �T �T '• M, O, M G. �t '• M �T G� M 01 "t �t Q, M M O,
a, a` c '
v
IAO\ O\ N CJ
en
O
V N N N O, n Q, 't N Nm N N
al K'> N --i Q1 ,� D\ N .� a, a, --i ,O �D al C:, .� .�
r4
N_ N_
V N N m V O, It c N m -t N V N N V N N cT V V Q\ N N
al 7 C7, � Ol al m n r 7 dl 01 7 l� l�
llc o, ll; rn 11; r-� o, m o, r- t� °` r- r-�, v o, o, t�
N O N M N O N 7
O
H
N CA 41
�C 8 00 8 C c G\ �t M V N V CA
o 0 0 0 0 0 o c c o c o 0 0 0 0 0 0 C C 0 0 0 0 0 o U
O
� d
y t
tb
61
th
W /� o C. O Fr bR0 '�L iC is i��r G' iy�r Y�r c�C Yyr R syi /-� y V
U w oR.� w ti W oC] oC] Ll 8 4
b��9 .� � � ,� O.V O N �O y � � y N � � � �R-I 'L'�' y ,���. dj � dj �N•' �N•' V �NJ !" ��'.' q �" ¢'
cul�
R � ii�..��' 'y� U "�'�'
12
O i�++ i"i ii y bA y R G R U U P-I '� �`-I C m W c• W zy W v y
r-i � cysa � cyrs a" � y O Y � .R. C d W y .�• i .'7' y `� y � °� � °� � `¢ y C ...
¢ ¢ ¢ ¢ q ¢ w ¢ ww w WL) a uV uu� L q Qu � Qu qwq gwgww w
,-. ,-. ,� ,-. �r v m ,-. ,� a, M -. o, o,
N t l� t` t` 7 N 7 N cc t l� N G N N N
N
cC O O O O a, cC 9, cc O O M, 7 O oc oc
Ic O, z M In Inz,G M ,O ,D
W M M C` O, o,
� D` N N N N � a, 7 4, � � � N N Vr M� N 41 dl
41 4
r 7 N N Vl O, �t N
M �t �t V V Cl M O, M l� M N O M M
Nl M 7 G, o,
M Vl Vl V1 V] M M M M l� 1p lC Vl V1 M l� � �J Vl M M
D, lO z \c lG Cc
,G ,G •� � -� � M N N ,D ,D
7
m ,c � ,c ,c m m N oo cc ,d ,c m o oo ,o on on
M V V �t rY N K1 N crl �: V1 V1 V �t H1 r M �/1 V M M
N N N N t v v v v N N o v N v v
V 't 7 7 O, In Ql Q,
4` o, V M O1 M 7 M al Q,
oc
�Y M M M M �t �Y 7 00 OG M M CT M V l 1:1 V V
� D\ D\ al al O, t!` \C I` 7 `O �D 17C-- N O, Ic� l t`
c ,c oy ay a n a n M ,c In ,c � o o rn o r � o, o o, �o �
cS M M cv cv cv cv v-; v-; M �i w cv vi M cv cv
cc o, a, o, o, a, v o, o,
�z �C T a\ ,O N l of 7 �z 7O
M llD � ,C ,C O M O M O llO ,C l: ,C M oo Vr l0 l0 M M
Vl
N N
,p l0
In
M O M In O G
N N N N M M N 00 N M C, N N
l� o\ 17\ Q, 0l o,
D\ D r
C t` Q` O, 01 r-� t` � r M U D, D\ Q, t` O O � r
't
I` cC C Ic,C � � W
`J
N
G O O O
G, N N N N M M 0, N C1 M V N C, C,
Ic ,c ,c N ,c N In av ov z z N a, o a, Ic N N
M 0 0, a,
H
W v o n G n n o G o r c o 0 o v o 0 0 0,
,L' a, t` 7 O O N n � � N M N o0 l� O Ol
Ot N N o o cw o
V o 0 0 0 0 o G G o G o 0 0 0 0 o O o c O O
to
U b z
R ti) N /yu El
to
tb
to
1.
W � � .✓ H � H �, � G' � � N td > c�a .N N .�' � � �� p fO � U �
C, wxx Aa oFaa a w o C4 v,
N - - V G of C\ 'n IT In In - N V1 V1 C1 7 C1 In In
M Cl C n Kl W W CG OG C^ M GO C� M 00 Ql Ql O M C^ C^ 00 00 00 00 Ql Ql
C
N N N N N
C, C, C, oG W O N N C w 00
C C - ID
C1 V1 V1 Qn M M M V1 Cr M M Cn M Vl Vl l� Vl h M M M �n Vl
00 V- C1 O C; O,t` h C
N N N N N
00 a, al O al C, C� O O, Cl 01 al 41 7 00 C� C� 61 dl al 41
� V �n 01 W d` O(i V1 C\ W �Y 01 M V OG C1 01 W
'" oG l� t` vi oo C1 CG C`" n vi cc o cq o0 n t` M oo t` n C1 oG W of
N
In C O O o0 N oG N O O oG O n In
C1 'c C, In 01
C, r r M 7 M� l r M C� l l C O�
l 'C z lc lc M �C lc lc
N
In a, 'n N In v v N oo v Ov In
C, C l� a` C, O O M In O C O D\ a\ O O O
Vl M M l- C1 Cn C� C� M L' Of M M
ID ID
Ol C` x x x x
N N O O In
.� an Qn V1 V] O1 V1 M •� �n al do -� O1 In Vi al Qn
O O O GC v1 4` O cC G� G� O C1 O O In
7 O O t� O oo O oe O t� O cc 7 O O O In 7 O O co O O oo O O
`n In V V
'0 M 'C 'C In In
W
N N 'A N
C N O N l� co O C, C C M
C� C� M l� l� Vl C� r I r r
C _ _
W N N O O v O v N CInN O O
G, 7 7 N In
Ln
IC .-. ,-. .-. .-. .-, — — — — — — ,-. ,-. .-. .-, .-, - .-. — .-. .-. .-. .-. .-, —
WW �
In �n In M O CG o0 V O O V In In
In N �n N N o0 7 �n �n O N N O �n
'n n
Ol O� l" � l� l- r-, 01 01 l l
M M
'nIn
O In Q1 InM_ M_ O In In
c; al O a
O-� O O � � O oc
Nl In In Alt V1 M M O �n �n M M N
`J
N
M N N N N
In In In Inl� V'1 [� �1 Vt N -� V'1 In In
In l� V'1 V'1
In `�-
�
O
l�
O
N_
V V1 �n M V 00 T CG kn M "Y N V In 'n kn OG V V w
Vl N N 00 In CG V1 N GO GO l� V'1 00 N N �n N N Vl 00 00 InN N
C1 C f. O M O --i --i
O M 7 M 7 N O M 't M In,
O
I—I
O_ C �O
IO o0 CG D` N l� V1 V1 In00 O -� -� 7 GO N M Vl Cl
ID M M
o 0 0 0 0 0 o c c o c o 0 0 0 0 0 0 0 0 0 0 0 0 0 o U
O
rn
rn
� d
bID
W o o cRn y d ti R y C7
U w oR.� w ti W o Q o Ca Ll -a 4
b��9 .� � � ,� O.V O N �O y � � y N � � � �R-1 'L'�' y ,���. dj � dj �N•' �N•' V �NJ !" ��'.' q �" ¢'
R oll
v� Ln
v,
6Z m W c• W zy W v y r-i � cysa � cyrs a" � y O Y � .R. C d W y .�• i .'7' y `� y � °� � °� � `¢ y C ...
a
�W 'r-
C) a u u w w
- - 't V N N In - It Ql O N In V V
al O, C) O O O �C oo co G� O� G IO -� oo Ol O O
m O� M o0 l� M Q1 M M
N
1� O(i OO GO IX'i O l� O l� N C, C,
O vi vi v� v� N O N G cc G G G z O G G G
N
O O, O, O, O, O O O O O, x G O G
N M V1 V1 'J V � Vt OG Gl V �n �n
0 0 0 0 o N o N o cc �n �n o 0 o N o vi o 0 0
O� �n In JC V N O� O 00 V N N
M L O O O O l l
01
CO O O O O l� Cq oC P O O O O GC In M_ O O o0 00
In In
� 00 l� l� l� N V� � v] CG O O O l� l� GO N •-. O l� 00 00
� Km l� l� l� f f O K1 O �n M O� O� l� t M •-. l� O� l� M M
't
N ai o0 W a �t N �t N O O O o0 oG N V V O o0 N N
M Vl Vl V1 V1 N m N M N � � �n V1 M O Vl � Vl M M
V1 V V l� M Op CC �t Vt O Vl C
In In �n Vl
N Vl Vl V1 V] M N M N Vl Vl V1 N N V1 V1 x �n o� O O O O cC oc)
`J
N
v
� 'A 'A m N l� � � � oC [� r M "I 'A I' 'Aq l� [� N
O
N h N N N N v1 a � r. oo co N N Cn m oo N v� v�
cv ar N m 7 7 N
cv"
M In �n V1 V1 -�i m m �Y V V In kn m In M M
00 N N N N CG CG Vl IT
N N GO Vl Vl Vl N 00 00
O N N N N O O O O M m ri N N O 7 c�i N O O Z,
H
W v o n o n n o G rn n o 0 0 In o o O In
A r rV 7 O O N n N M N o0 l� O 01
N
to
� v �
o U
_ z
o vt1i)
tb
W � � .✓ H � H �, � G' � � N td > c�a .N N .�' � � �� p fO � U �
�l q of of ° a '5., u
I�-I m b0 iC N <C N N N to �¢ �¢ R m y' ¢�' .°' " °' 0 7, y cr
cr
,C, w�x�x
RESOLUTION NO. 2025-XXX
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF
SANTA ANA TO EFFECT CERTAIN CHANGES TO THE CITY'S
CLASSIFICATION AND COMPENSATION PLAN
BE IT RESOLVED BY THE CITY COUNCIL OF THE CITY OF SANTA ANA AS
FOLLOWS:
Section 1. The City Council of the City of Santa Ana hereby finds, determines, and
declares as follows:
A. Section 1004 of the City Charter requires the City Manager to prepare, install,
and maintain a position classification and pay plan subject to civil service rules
and regulations and the approval of the City Council.
B. It is the City's practice to assign job titles that reflect the duties and
responsibilities of classifications and are consistent with other classifications
within the City's organizational structure, as well as comparable job titles in the
labor market, while maintaining internal pay equity relationships and attracting
and retaining qualified candidates.
C. The City Council regularly amends the City's classification and compensation
plan for all full-time and part-time classifications of employees and officers of
the City.
D. It is now desired to amend the City's classification and compensation plan as
listed herein.
E. On June 1, 2021, the City Council adopted Resolution 2021-026 establishing
and delineating the compensation and benefit plans for classifications
designated as Unrepresented Confidential Administrative Management (CAM)
and Unrepresented Confidential Middle Management (CMM) affording these
classifications the same provisions and/or changes in salaries, compensation,
and other benefits, unless specified otherwise, as provided to classifications
represented by the Santa Ana Management Association (SAMA).
F. The City has reached an agreement with SAMA on a new memorandum of
understanding scheduled for adoption by City Council on October 7, 2025,
which includes a five percent (5%) salary increase retroactively effective July
13, 2025, a four percent (4%) salary increase effective July 12, 2026, and a
three percent (3%) salary increase effective July 11, 2027.
G. Compensation for CAM and CMM must now be updated to reflect the reciprocal
wage increases for SAMA.
Resolution 2025-XXX
Page 1 of 5
Section 2. The Santa Ana City Council hereby approves the updated Salary Schedules
for the unrepresented CAM and CMM units, attached to this resolution as Exhibit A,
reflecting classification and compensation amendments per this and previously approved
City Council resolutions, and grouped by employee unit, as recommended by CalPERS,
and in compliance with CalPERS California Code of Regulations section 570.5.
Section 3. That except as amended by this resolution, all other provisions of the City's
classification and compensation plan shall remain in full force and effect.
Section 4. This resolution is operative from and after the dater upon which it is
adopted.
ADOPTED this 7t" day of October 2025.
Valerie Amezcua
Mayor
APPROVED AS TO FORM:
Sonia R. Carvalho
City Attorney
By.
,cam �,Rw22r r
AYES: Councilmembers
NOES: Councilmembers
ABSTAIN: Councilmembers
NOT PRESENT: Councilmembers
Resolution 2025-XXX
Page 2 of 5
CERTIFICATE OF ATTESTATION AND ORIGINALITY
I, Jennifer Hall, City Clerk, do hereby attest to and certify the attached Resolution No. 2025-
to be the original resolution adopted by the City Council of the City of Santa Ana on
October 7, 2025.
Date:
Jennifer L. Hall
City Clerk
City of Santa Ana
Resolution 2025-XXX
Page 3 of 5
EXHIBIT A
UNREPRESENTED CONFIDENTIAL ADMINISTRATIVE MANAGEMENT (CAM)
MONTHLY WAGE RATE SCHEDULE
REVISED OCTOBER 7, 2025
EFFECTIVE JULY 13, 2025 TO JULY 11, 2026
JOB TITLE JOB STEP STEP STEP STEP STEP
CODE A B C D E
Principal Employee Relations Analyst (CAM) 01782 10,503 11,026 11,579 12,158 12,768
Senior Employee Relations Analyst (CAM) 01783 9,763 10,251 10,763 11,302 11,869
EFFECTIVE JULY 12, 2026 TO JULY 10, 2027
JOB TITLE JOB STEP STEP STEP STEP STEP
CODE A B C D E
Principal Employee Relations Analyst (CAM) 01782 10,923 11,467 12,042 12,644 13,279
Senior Employee Relations Analyst (CAM) 01783 10,154 10,661 11,194 11,754 12,344
EFFECTIVE JULY 11, 2027
JOB TITLE JOB STEP STEP STEP STEP STEP
CODE A B C D E
Principal Employee Relations Analyst (CAM) 01782 11,251 11,811 12,403 13,023 13,677
Senior Employee Relations Analyst (CAM) 01783 10,459 10,981 11,530 12,107 12,714
Resolution 2025-XXX
Page 4 of 5
M 0 0 N M co r r h LO LO 0
ti co m 0 M h 00 00 h h M h M N O O M
Ln 7 h htiN N V V C' r O (7 0) 0) M
of O M (0 0 0 h h O 0 h h O
N N N N N
co 0 h h co h h h N 00 N O
M 0) M 0 0 O p CO 'IT 'IT (D M CO 0 Ln LO (D
O 0 Cl) m O O h O O h en M Ln Ln M X Lo
N 0 M M Q) O O h h 0) 0 CV h h O X O
_ _ _ X
N N O O M O O co I
0 0 0 L Lo
LO M C) 0) V LO M M Cl) 00 (0 _r0 0 Ln m N M CO N00000 MLn 00 M N M (O 0 N h h 0r r r r r r r r C, a
N h 0 0 M h m m h c0 CD O O CN
N O 0) 0) 0) r co N N V (0 00
N O Ln Ln O 0 h N N c V M h h C? O
h 0 LO Ln 00 h 0 M M 00 CD O CO M
N �
r r r r r r r r r r r r r r _
0) O O N r M O 0 00 LO r V V 0) O
M CD V N N LO Ly h CO N N LO Ly 0) M O O O
r h LO N N (C r N cc 00 M 0 W M cl 0) O
M M LO Ln h h O Ln LO 00 h O M M 00
r r r r r r r r r r r r r r r
m O O N h h V V r c0 N h h 00
0 m LO LO N V V CM LO 00 O O V
Cl) O O 00 N O 00 V V 0) LO M 0) O V
(O W V V h h O LO LO h h O) LO LO W
r r r r r r r r r r r r r r r
O (14 00 00 0) O 00 00 00 O O O O LO
0) LO 00 00 m r Cl) LO (.0 (O h r N O N N 0)
O (C V V h (C M O O V r 0) Ln Ln 0)
LO h V V M M OO Ln LO h 00 Ln Ln h
r r r r r r r r r r r r r r r
0) N V M _ O 0 h O 00 O O 00
CD 0) N � � 0) p N r 0 0) r. p V V V LO
i-. LO N M N 0 M M O r h V LO
00 Ln LO h
c O m O O O m r N N O V Lt) N N m
U (3) N 0) 0) 0) 0) Q) N h V V Cl) T (D 0 h h N_
CD h h h a p O 7 m cl M CDc 1 Cn h h
F- LC) co Cl) C0 LO LO h V V (O (O h 7 7 h
Z
W O LO LO 0 V h M M M h 00 Cl) M O
(Q LO 0 Ln Ln 0) I� V V 0 m N c CD Li 1
N c C( Cl) v N rn Cl) v_ Ln c v_ O a N a Ln v v r-�.
W O V M Cl) M L-0 O LO r Cl) Cl) (0 LO h IT It M
WN r r r r r N r r r r r r r r r r
Q - o o v v o 00 o m m m o rn co o v
J T V 00) N N N OT h O CMO nt It ONO h LNf) N O O OM
Z T CD r r p p r
Q p LO v L2 c2 c2 L2 L7 co m c2 7 ri v v m
W 40 J J N
LU 2 N v rn LO LO o rn m h h v O o o h h h
rn O O Lr) Co 0) N N O
J U I,- CDLn cc 0 o p (C N m c) v CD, I� r; r; rn
Q O LO CV N V O V CO m M In r LO M m M LO
QW r r r r r r r r r r T r r r r r
Q CC LLB O O 00 N 0) �t It 00 N O
c Q m N LO h N N C M W 0 0 O J C h M M M M
m N M Ln N N N � Ln N N Ln ' �_ (O M M LO
LU
X Z Q r Ln Lon w oho r�i Cl)csi It lzt rn LU `) o LO LO
W W Q p V 00 r r r p 0) I: (O (O M p V 0 O O r
Q `C J m V N N V J Cl) lO N N V � V LO co Cl) LO
_ r r r r r U r r r r r
LL JU) 7 N W W OMO M 7 CO (O (O LL LO N M M
CIJ
Z = LU r W O h C M O m M M LL C O LO h h h
M V M ; M LO N N V W V Ln N N V
WO U N o7 M m m Lo Lo U N M M O O 0 N h
LL p N_ �_ _ _ _M LL p Cl) It N_ N_ _CO
Z LL LL
W W O 0 (2 W V N N N 0) co N M 00
(n T 0 0 N T CD h h r co N Ln
h N N
W C h m M p 0 m h h (O CM p h O
N m M N V O2 Cl) V N N V
a.
W m 0 co Ln OJ LO M m (LLI M') Ln N LO M m 0 C LLI M') LO 00 Ln M
00 o M h n M O O m M h n M O p M M h Ln M
Z '0 o 0 0 0 0 C) O o o O O 'U O O o o O
(3) Q) (1) (1) (1)
a) T tm O a) T 0 O a) T 0) O
i (0 0_ i O co CL i (6 O_
O E co LL O @ L 0 E a) LL
W U E W U L c W U
W ur W u W
m 0 � 0) .c c m 0� 0) .0 c g � m Q))� 0) .0 c g
E E c m o ~ E E c m o t ~ E E c 5 82
00 � 0U C° n Q0 00 3 oU m n QV 00 BU m a Q0
O a Q n 0 U O o �0 (n 0 U O o TO (n 0 U
o 0 0
o U ') E 0) o CU J E CL
a) a) 0 a) c a) L) 0 c a)
x a) 0 @ x x a) 0 co x M x a) 0 x
O w W N W W 0) W N W to W
w N N co U) N Ln N N y rn rn
c N c Q c w e a) Q c N c m Q c
a) Q O c O L6 Q 0 ^ c O6 Q O T c O
N m m Q E m Fn a) m o E .� m N m m n co .� m
rn te (D E =) a) CD (n � (D E (D a) 0) ra) E =5 (D (D
Q Uof W x cn0� Q C)0'- W x cnOf Q UQ� W x cnO�