HomeMy WebLinkAboutItem 17 - Memorandum of Understanding Related to SEIUHuman Resources Department
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Item # 17
City of Santa Ana
20 Civic Center Plaza, Santa Ana, CA 92701
Staff Report
January 20, 2026
TOPIC: Memorandum of Understanding between the City of Santa Ana and Service
Employees International Union Local 721
AGENDA TITLE
Memorandum of Understanding Establishing the Terms and Conditions of Employment
for Classifications Represented by the Service Employees International Union Local 721
RECOMMENDED ACTION
Authorize the City Manager to execute a Memorandum of Understanding with the Service
Employees International Union Local 721 ("SEIU") regarding wages, hours, and other
terms and conditions of employment effective July 1, 2025 through December 31, 2025
and authorize non -substantive changes which may be necessary to implement the
agreement (Agreement No. A-2026-XXX).
GOVERNMENT CODE §84308 APPLIES: No
DISCUSSION
The City recently reached a tentative agreement with SEIU on a six (6) month successor
Memorandum of Understanding ("MOU") effective July 1, 2025 through December 31,
2025. The tentative agreement has been ratified by SEIU membership. The major
provisions of the agreement include: salary increase of five percent (5%) retroactive to
July 13, 2025; and increasing City medical contributions by one hundred and fifty dollars
($150) per month in January 2026.
Other key terms of the agreement include: providing up to eight (8) weeks of paid parental
leave for employees and increasing the annual safety shoes/boot allowance to three
hundred and fifty dollars ($350) per fiscal year.
ENVIRONMENTAL IMPACT
There is no environmental impact associated with these actions.
FISCAL IMPACT
The estimated annual cost of the agreement during the six (6) month period is $1,674,104
and $2,046,085 for the remainder of FY 2025-26, for a total estimated cost of $3,720,189.
The FY25-26 budget included a 4% set -aside for increased compensation. Based on
Memorandum of Understanding between
Employees International Union Local 721
January 20, 2026
Page 2
the City of Santa Ana and the Service
current year employee position vacancies, the FY25-26 budget is sufficient to absorb the
amount in excess of the set -aside for the term of the MOU.
EXHIBIT
1. Memorandum of Understanding between the City of Santa Ana and the Service
Employees International Union Local 721
Submitted By: Lori Schnaider, Executive Director of Human Resources
Approved By: Alvaro Nunez, City Manager
JULY 19 2025 — DECEMBER 31, 2025
MEMORANDUM
OF
UNDERSTANDING
CITY OF SANTA ANA
AND
FULL-TIME EMPLOYEES UNIT
SERVICE EMPLOYEES INTERNATIONAL UNION LOCAL 721
2025 MOU City of Santa Ana & SEIU Full -Time Employees Unit Page 1
MEMORANDUM OF UNDERSTANDING
BETWEEN THE CITY OF SANTA ANA AND
THE FULL-TIME EMPLOYEES UNIT OF
SERVICE EMPLOYEES INTERNATIONAL UNION LOCAL 721
DULY 1, 2025 — DECEMBER 31, 2025
Table of Contents
ARTICLEI.................................................................................................................................... 7
1.0 RECOGNITION....................................................................................................................... 7
ARTICLEII.................................................................................................................................. 8
2.0 NON-DISCRIMINATION CLAUSE....................................................................................... 8
ARTICLEIII................................................................................................................................. 9
3.0 ATTENDANCE, WORKDAY & WORKWEEK.................................................................... 9
3.1 Attendance........................................................................................................................9
3.2 Hours of Work.................................................................................................................. 9
3.3 Alternate Work Schedules................................................................................................ 9
3.4 Personal Hardship.......................................................................................................... 11
3.5 Water Production Meal Breaks...................................................................................... 11
ARTICLEIV............................................................................................................................... 12
4.0 SALARIES............................................................................................................................. 12
4.1 Basic Compensation Plan............................................................................................... 12
4.2 Salary Schedule.............................................................................................................. 12
4.3
Salaries...........................................................................................................................
12
4.4
Application of Basic Compensation Plan.......................................................................
12
4.5
Probation........................................................................................................................
13
4.6
Beginning Rates.............................................................................................................
13
4.7
Service............................................................................................................................13
4.8
Advancement within Ranges..........................................................................................
14
4.9
Reduction in Salary Steps..............................................................................................
15
4.10
Promotion.......................................................................................................................
15
4.11
Demotion........................................................................................................................16
4.12
Reallocation of Salary Ranges.......................................................................................
16
4.13 Request for Classification Review................................................................................. 16
ARTICLEV................................................................................................................................ 18
5.0 ASSIGNMENT & OTHER SPECIAL PAY ADDITIVES .................................................... 18
5.1 Assignment Pay Differential.......................................................................................... 18
2025 MOU City of Santa Ana & SEIU Full -Time Employees Unit Page 2
5.2
Lead Pay.........................................................................................................................
19
5.3
Bilingual Pay..................................................................................................................
20
5.4
Shift Differential............................................................................................................
21
5.5
Standby Pay....................................................................................................................
21
5.6
Call Back Duty...............................................................................................................
22
5.7
Temporary Upgrade Assignment Pay............................................................................
22
5.8
Authority for Assignments.............................................................................................
25
5.9
Career Development Incentives.....................................................................................
25
5.10
Limitation on Career Development Incentive Pay .........................................................
29
5.11
Water Certification Pay..................................................................................................
30
ARTICLEVI
...............................................................................................................................
31
6.0 OVERTIME............................................................................................................................
31
6.1
General Policy for Overtime Work................................................................................
31
6.2
Definition.......................................................................................................................
31
6.3
Computation of Forty (40) Hour Workweek.................................................................
31
6.4
Compensation for Overtime...........................................................................................
32
6.5
Compensatory Time.......................................................................................................
32
6.6
No Effect on Other Benefits...........................................................................................
33
6.7
Overtime Work to be Minimized...................................................................................
33
6.8
Overtime Work on a Holiday.........................................................................................
33
ARTICLEVII
.............................................................................................................................
34
7.0 TRAINING & EDUCATIONAL ASSISTANCE PROGRAM .............................................
34
7.1
Purpose...........................................................................................................................34
7.2
Eligibility........................................................................................................................34
7.3
Reimbursement...............................................................................................................35
7.4
Procedures......................................................................................................................
35
ARTICLEVIII
............................................................................................................................
37
8.0 HOLIDAYS............................................................................................................................
37
8.1
City Holidays..................................................................................................................
37
8.2
Holiday Bank..................................................................................................................
38
8.3
Modified Holiday Schedule - Library Employees.........................................................
39
8.4
Requirements..................................................................................................................39
8.5
Use of Holiday Time......................................................................................................
39
8.6
Maximum Accumulation of Holiday.............................................................................
39
2025 MOU City of Santa Ana & SEIU Full -Time Employees Unit Page 3
8.7
Winter Holiday Closure.................................................................................................
40
ARTICLEIX...............................................................................................................................
42
9.0 VACATION............................................................................................................................
42
9.1
Purpose...........................................................................................................................
42
9.2
Accrual...........................................................................................................................42
9.3
Use of Vacation..............................................................................................................
43
9.4
Computation of Vacation Use........................................................................................
43
9.5
Continuous Service Requirement...................................................................................
44
9.6
Vacation Cash-Out.........................................................................................................
44
9.7
Maximum Accumulation................................................................................................
45
ARTICLEX................................................................................................................................
48
10.0 OTHER
LEAVES OF ABSENCE........................................................................................
48
10.1
Sick Leave......................................................................................................................
48
10.2
Bereavement Leave........................................................................................................
52
10.3
Military Leave................................................................................................................
53
10.4
Examination Leave.........................................................................................................
53
10.5
Unauthorized Absence...................................................................................................
54
10.6
Authorized Absences Without Pay - Short Term...........................................................
54
10.7
Authorized Absence Without Pay - Long Term.............................................................
54
10.8
Industrial Leave..............................................................................................................
54
10.9
Pregnancy Disability Leave...........................................................................................
54
10.10
Catastrophic Leave.........................................................................................................
55
10.11
Court Appearances.........................................................................................................
57
10.12
Paid Parental Leave........................................................................................................
59
ARTICLEXI...............................................................................................................................
60
11.0 EMPLOYEE
INSURANCE BENEFITS..............................................................................
60
11.1
Medical Health Insurance...............................................................................................
60
11.2
Dental Insurance.............................................................................................................61
11.3
Long -Term Disability Insurance....................................................................................
61
11.4
Life Insurance.................................................................................................................
62
11.5
Benefits Advisory Committee........................................................................................
62
11.6
Retirement Health Savings (RHS) Plan.........................................................................
62
11.7
Vision Insurance.............................................................................................................
62
ARTICLEXII.............................................................................................................................
63
2025 MOU City of Santa Ana & SEIU Full -Time Employees Unit Page 4
12.0 RETIREMENT BENEFITS.................................................................................................. 63
12.1 CalPERS Retirement Plans............................................................................................ 63
12.2 Contributions..................................................................................................................63
12.3 Ca1PERS Benefit Options.............................................................................................. 64
ARTICLEXIII............................................................................................................................ 66
13.0 TOOLS.................................................................................................................................. 66
13.1 Personal Tools................................................................................................................ 66
13.2 Tool Allowance.............................................................................................................. 66
13.3 Lost or Stolen Tools....................................................................................................... 66
ARTICLEXIV............................................................................................................................ 67
14.0 UNIFORMS.......................................................................................................................... 67
14.1 Uniforms.........................................................................................................................67
ARTICLEXV.............................................................................................................................. 68
15.0 SAFETY............................................................................................................................... 68
15.1 Safety Shoes/Boots......................................................................................................... 68
ARTICLEXVI............................................................................................................................ 69
16.0 GRIEVANCE PROCEDURE............................................................................................... 69
ARTICLEXVII.......................................................................................................................... 72
17.0 UNION RIGHTS.................................................................................................................. 72
17.1 Union Representatives.................................................................................................... 72
17.2 Release Time.................................................................................................................. 72
17.3 Worksite Access............................................................................................................. 76
17.4 Use of Bulletin Boards................................................................................................... 77
17.5 Use of City Facilities...................................................................................................... 77
17.6 Payroll Deductions......................................................................................................... 78
17.7 Reporting Requirements................................................................................................. 79
17.8 New Employee Orientations.......................................................................................... 79
ARTICLEXVIII......................................................................................................................... 81
18.0 CITY RIGHTS...................................................................................................................... 81
18.1 Management Rights........................................................................................................ 81
18.2 Meet and Confer on Impact............................................................................................ 82
ARTICLEXIX............................................................................................................................ 83
19.0 ANTI -STRIKE CLAUSE..................................................................................................... 83
19.1 Prohibited Conduct......................................................................................................... 83
2025 MOU City of Santa Ana & SEIU Full -Time Employees Unit Page 5
19.2 Union Responsibility......................................................................................................
83
ARTICLEXX..............................................................................................................................
84
20.0 LAYOFFS.............................................................................................................................
84
20.1 Notice of Layoff.............................................................................................................
84
20.2 Order of Layoff..............................................................................................................
84
20.3 Reemployment List........................................................................................................
84
20.4 Temporary Appointment................................................................................................
85
20.5 Contracting Out..............................................................................................................
85
ARTICLEXXI............................................................................................................................
87
21.0 MISCELLANEOUS PROVISIONS.....................................................................................
87
21.1 Joint Labor Management Teams....................................................................................
87
21.2 Performance Appraisals.................................................................................................
87
21.3 Driving City Vehicles.....................................................................................................
87
ARTICLEXXII..........................................................................................................................
89
22.0 FULL UNDERSTANDING, WAIVER & SEPARABILITY ..............................................
89
22.1 Intent of Agreement.......................................................................................................
89
22.2 Rules and Regulations....................................................................................................
89
22.3 Waiver of Bargaining.....................................................................................................
89
22.4 Emergency Waiver Provision.........................................................................................
89
22.5 Separability Provision....................................................................................................
90
ARTICLEXXIII.........................................................................................................................
91
23.0 TERM OF MOU...................................................................................................................
91
EXECUTION OF THE NEW AGREEMENT........................................................................
92
SEIU Local 721 Bargaining Committee....................................................................................
93
EXHIBITA..................................................................................................................................
94
EXHIBITB................................................................................................................................ 100
2025 MOU City of Santa Ana & SEIU Full -Time Employees Unit Page 6
ARTICLE I
1.0 RECOGNITION
1.1 Pursuant to the provisions of the Meyers-Millias-Brown Act, Government Code §3500, et
seq., the City of Santa Ana (hereinafter called the "City") has recognized the Service
Employees International Union, Local 721 (hereinafter called the "Union" or "SEIU") as
the recognized representative of the bargaining unit which includes all full-time employees
employed by the City in classifications listed in Exhibit A of this Memorandum of
Understanding ("MOU").
1.2 During the term of this MOU, no substantive issue of representation shall be raised contrary
to this MOU, except as provided in the City's Employer -Employee Relations Resolution
("EERR") No. 81-75.
2025 MOU City of Santa Ana & SEIU Full -Time Employees Unit Page 7
ARTICLE II
2.0 NON-DISCRIMINATION CLAUSE
2.1 The City and the Union agree they shall not discriminate against any employee in violation
of State and Federal law. The City and the Union shall meet and modify any provisions of
this MOU that are inconsistent with the discrimination law.
2025 MOU City of Santa Ana & SEIU Full -Time Employees Unit Page 8
ARTICLE III
3.0 ATTENDANCE, WORKDAY & WORKWEEK
3.1 Attendance
Employees covered by this MOU shall be in attendance at their work during hours
prescribed by the Department Head or their designee(s) and shall not absent themselves
without approval of the Department Head or their designee(s).
3.2 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 who have been approved for
alternate work schedules as provided in this article by the City Manager.
3.3 Alternate Work Schedules
A. 4/10 Work Schedule
The Department Head, with the approval of the City Manager, may assign Code
Enforcement Officers, Police Department employees, and selected Fleet Services
employees to a workweek consisting of four (4) ten (10) hour days, with an
additional one-half (0.5) or one (1) hour for an unpaid meal break. The assigned
employee shall work four (4) ten (10) hour days and shall have three (3) consecutive
days off in a workweek. Upon mutual agreement between the supervisor and
employee, the employee may waive their right to three (3) consecutive days off in
a workweek. The regular workweek shall consist of forty (40) hours. A regular day
off shall consist of ten (10) hours.
B. 3111.5, 115.5 Alternate Work Schedule - Correctional Records Employ
The Department Head, with the approval of the City Manager, may assign these
employees to a workweek consisting of three (3) eleven and one-half (11.5) hour
days and one (1) five and one-half (5.5) hour day, with an additional forty-five (45)
minutes for an unpaid meal break. The assigned employee shall have three and one-
half (3.5) consecutive days off in a workweek. Upon mutual agreement between
the supervisor and employee, the employee may waive their right to three and one-
half (3.5) consecutive days off in a workweek. The regular workweek shall consist
of forty (40) hours. A regular day off shall consist of either eleven and one-half
(11.5) hours or five and one-half (5.5) hours.
C. 9/80 Work Schedule
Employees shall be permitted to work a 9/80 work schedule when authorized by
the Department Head and approved by the City Manager. A departmental work unit
2025 MOU City of Santa Ana & SEIU Full -Time Employees Unit Page 9
will not be permitted to work this schedule if in the discretion of the Department
Head and City Manager, the 9/80 work schedule may reduce service to the public.
1. Work Schedule
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 unpaid meal break during each work shift, totaling forty (40) working hours
in each FLSA work week.
2. Work Week
The FLSA work week shall be defined as the work week starting exactly four
(4) hours after the start time of the employee's regularly scheduled shift on their
alternating regular day off and ending exactly one hundred and sixty-eight (168)
hours later.
No employee working the 9/80 work schedule will be able to flex their
alternating regular day off start time nor the time they take their meal break,
which will occur after an employee has worked at least four (4) hours on their
alternating regular day off.
Modifications of the FLSA work week are not permitted unless authorized by
the Executive Director of Human Resources or their designee.
3. Schedule Changes
Employees cannot change schedules without prior approval of their supervisor
and Department Head. The purpose of this authorization is to review the impact
on staffing and overtime. Employees may change schedules at the beginning of
any work week with supervisor and Department Head approval.
4. 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 their alternating regular eight (8) hour work day. All leaves shall
continue under the current accrual, eligibility, request and approval
requirements.
D. It is the intent of the parties that no additional paid time off shall be gained or lost
as a result of the implementation of an alternate work schedule.
2025 MOU City of Santa Ana & SEIU Full -Time Employees Unit Page 10
The City reserves the right to abandon alternate work schedules if, in the opinion
of the concerned Department Head and the City Manager, the alternate work
schedule has not produced the desired results. If this right is exercised, the City and
SEIU shall meet and confer in good faith prior to abandoning any of these alternate
work schedules.
E. Emergencies
All employees 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,
Department Head or designee, may require such service from any of said
employees.
3.4 Personal Hardship
Any employee who encounters a personal hardship with their work hours may request an
accommodation from their Department Head. A hardship request will be limited to an
employee's authorized hours of work. An accommodation will be considered only after the
employee has exhausted all other personal options to resolve the hardship.
If the employee is unable to resolve their problem, the employee may request an
accommodation from their Department Head by submitting a hardship claim. The
Department Head may authorize an accommodation after reviewing said claim or assign a
manager to investigate and recommend a resolution of the hardship claim. The manager
may recommend one of the following:
1. Approve an appropriate flex schedule that does not disrupt the department's ability
to deliver its services or create disruption in the work unit;
2. Deny the employee's proposed solution to resolve the hardship; or
3. Reassign the employee to a 5/40 work schedule.
The Department Head may accept any one of the manager's recommendations or advance
their own to resolve the hardship.
3.5 Water Production Meal Breaks
The Water Production staff who are assigned to work an eight (8) hour day shift covering
Monday through Friday will be required to take a thirty (30) minute unpaid meal break
during the shift.
2025 MOU City of Santa Ana & SEIU Full -Time Employees Unit Page 11
ARTICLE IV
4.0 SALARIES
4.1 Basic Compensation Plan
There is an established 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 the Union as listed in this MOU and/or its exhibits.
4.2 Salary Schedule
A. The basic salary and wage schedule contains various salary rate ranges, each
comprised of seven (7) steps or rates of pay.
The steps within each range are identified by the letters "AAA", "AA", and "A"
through "B" inclusive, with Step "AAA" being the lowest step in the range.
Step "AAA" is the normal beginning pay rate.
Step "AA" is an automatic increase after the completion of six (6) months of service
in Step "AAA".
Steps "A" through "D" are an automatic step increase after the completion of twelve
(12) months of service.
Step "E" is a performance based step increase which an employee may be eligible
to receive after the completion of twelve (12) months of service in Step "D".
The assignment of classifications to salary rate ranges is listed in Exhibit A of this
MOU.
4.3 Salaries
The base salary rate of each employee and classification shall be increased as follows:
A. Effective the first full pay period after July 1, 2025, employees in the unit shall receive
a five percent (5.0%) base salary increase.
B. The City shall ensure the completion of a classification and compensation study and
present it to SE1U by January 31, 2026.
4.4 Application of Basic Compensation Plan
The salary rate ranges contained in Section 4.2 of this article and the City's salary schedule
are monthly salary rate ranges. All employees working in classifications of employment
2025 MOU City of Santa Ana & SEIU Full -Time Employees Unit Page 12
covered by this MOU shall be compensated at a monthly rate, except that an employee
hired for temporary work in a position which has an anticipated duration of less than six
(6) months shall be paid at a rate per hour for actual time spent in the performance of the
duties of their employment.
The regular rate of pay shall be computed as provided for by the FLSA.
Any hourly rate of pay, defined as the regular hourly rate of pay, shall be computed by
dividing the monthly salary rate by 173.33. In determining the hourly rate as herein
provided, computation shall be made to the nearest whole cent and a computation resulting
in an even one-half cent ($0.005) shall fix the rate at the next higher whole cent.
4.5 Probation
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 a promotional eligible list.
4.6 Beginning
A new employee shall be paid the rate shown as Step "AAA" in the salary rate range
allocated to the classification of employment for which they have been hired.
In special instances where such new employee possesses unique and exceptional
educational training and/or experience qualifications, the Department Head, under whom
the employee will serve, may submit a written request and justification to the City Manager
or designee for authorization to place such new employee on Step "AA," "A," "B," "C,"
or "D" within the allocated salary rate range for the classification in which they are being
hired. If approved, such new employee shall be assigned to a salary step upon the
commencement of their service in the classification of employment to which the salary rate
range applies 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.
4.7 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 a higher classification, or service in a classification allocated to
the same salary rate range and having generally similar duties and requirements.
Employees hired after the first (I") work day of the month shall not be credited with "time
in service" for that month when determining the length of service required for salary step
advancement.
A lapse of service by an employee for a period of time longer than thirty (30) calendar days
by reason of resignation, quit (i.e. less than two (2) weeks' notice), or discharge, shall serve
2025 MOU City of Santa Ana & SEIU Full -Time Employees Unit Page 13
to eliminate the accumulated length of service time of such employee for the purposes of
this MOU, and such employee reentering the service of the City shall be considered as a
new employee, except when they are being or will be reappointed within one (1) year and
placed in the same salary step in the appropriate salary rate as they were at the time of
termination of employment.
"Resignation, quit, or discharge" for purposes of this section shall mean separating from
full-time employment altogether, not leaving one (1) position to accept appointment to
another position in an unrelated classification outside the career ladder.
4.8 Advancement within Ranges
A. Length of Service Advancement
After the salary of an employee has been first established, such employee shall be
advanced from Step "AAA" to Step "AA," Step "AA" to Step "A," from Step "A"
to Step "B," from Step "B" to Step "C," or from Step "C" to Step "D," whichever
is the next higher step to that on which the employee has been previously paid.
The effective date of the step increase shall be the first (1st) day of the pay period
following the date of completion of the length of service required.
B. Merit Advancement
An employee shall be considered for advancement from Step "D" to Step ` E" upon
the completion of the required length of service as provided in Section 4.2.
Advancement to Step "E" may be granted only for continued meritorious and
efficient service and continued improvement by the employee in the efficient
performance of the duties of their position.
The effective date of such merit step increase, if granted, shall be the first (I") day
of the pay period following completion of one (1) year of service at the step from
which said employee is being advanced.
Such merit advancement shall require the following:
There shall be on file in the Human Resources Department, a copy of each
performance appraisal report required to be made on the employee by the Civil
Service Rules and Regulations and/or the City Manager during the period of
service time of such employee subsequent to their last salary advancement.
2. The Department Head, 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 designee a statement recommending the granting or denial of
the merit increase and supporting such a recommendation with specific reasons
2025 MOU City of Santa Ana & SEIU Full -Time Employees Unit Page 14
therefore. The employee shall be notified by the Department Head as to such
recommendations and of the reasons therefore.
3. No advancement in salary above Step "D" shall become effective until
approved by the City Manager or designee, except when placement on a salary
step above Step "D" results from promotion under the provisions of Section
4.10 of this Article.
4. 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 automatic merit step advancement referenced in this
provision shall be retroactive to the first full pay period following the
completion of the required length of service.
C. Length of Service Required When Advancement Denied
When an employee has not been approved for advancement to merit Step "E," they
may be reconsidered for such advancement after the completion of three (3) months
of additional service and shall be reconsidered for such advancement 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
subparagraph B(2) and (3) of this section.
4.9 Reduction in Salary Steps
Subject to the provisions in this section, any employee who is being paid at merit Step "E"
may be reduced to Step "D" of the appropriate salary range, upon the recommendation of
the Department Head, and the approval of the City Manager.
The procedure for such reduction shall follow the same procedure as outlined for merit
advancements in Section 4.8 above.
An employee reduced to Step "D" may be considered for re -advancement to Step "B" under
the same provisions as contained in Section 4.8C above.
4.10 Promotion
When an employee is promoted to a position in a higher classification from a position in a
lower classification in the same occupational career ladder, they shall be reassigned to Step
"AAA" in the appropriate salary rate range for the higher classification; provided, however,
that if the base salary step currently being paid such employee is already equal to or higher
than said Step "AAA," they will be placed in the lowest step in the appropriate salary rate
range as will grant that employee a minimum increase of one (1) salary step, approximately
five percent (5.0%) over their current base salary step, inclusive of lead pay, and exclusive
of any other assignment or special pay additive or additives such as bilingual pay, shift
2025 MOU City of Santa Ana & SEIU Full -Time Employees Unit Page 15
differential, special skill pay or the like, except when placement at "E" step will not be
sufficient to provide a one (1) salary step, approximately five percent (5.0%) increase.
4.11 Demotion
When an employee is demoted to a position in a lower classification, their salary rate shall
be fixed in the appropriate salary range for the lower classification in accordance with the
following provisions:
A. The salary rate shall be reduced by at least one (1) salary step, which is
approximately five percent (5.0%).
B. The new salary rate must be within the appropriate salary range.
C. 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.
4.12 Reallocation of Salary Ranges
Any employee who is employed in a classification which is reallocated to a different salary
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.
4.13 Request for Classification Review
A. Any employee who, for a period exceeding one (1) year, believes they are regularly
and consistently performing duties and/or responsibilities not in conformance with
their classification or, duties and/or responsibilities of another classification, may
request a classification review of their position through their supervisor to the
Department Head. The employee must submit their request on a form specified by
the Executive Director of Human Resources, outlining in writing how they believe
their current duties and/or responsibilities differ from their classification.
B. The Department Head shall review the employee's submitted request and within
sixty (60) calendar days will make one (1) of the following determinations:
1. Will support the employee's request.
a. If the Department Head supports the employee's request for a classification
review, they shall forward the request to the Executive Director of Human
Resources along with justification for support of the employee's request.
b. The Department Head will notify the employee that their request has been
submitted to the Executive Director of Human Resources.
2025 MOU City of Santa Ana & SEIU Full -Time Employees Unit Page 16
2. Will not support the employee's request.
a. If the Department Head does not support the employee's request for a
classification review, they shall notify the employee of this decision in
writing and set forth the basis for the decision.
b. If the Department Head does not support the employee's request, but agrees
that some of the duties and/or responsibilities being performed by the
employee are those of a different City classification, they shall:
• Eliminate the duties and/or responsibilities of the different City
classification being performed by the employee, and
• Return the employee to performance of the duties and/or
responsibilities of their proper classification.
C. Any employee request for classification review approved by the Department Head
will be forwarded to the Executive Director of Human Resources or designee. The
Executive Director of Human Resources or designee shall confirm receipt of the
request in writing to the employee. Within sixty (60) calendar days of receipt of the
request, the Executive Director of Human Resources or designee will notify the
employee and Department Head of the decision as to whether a study will be
conducted. If the Executive Director of Human Resources or designee determines
that a study is appropriate, the Executive Director of Human Resources or designee
will so notify the employee and the Department Head in writing and will provide
the employee and Department Head with an approximate start date for the study.
D. Determinations of the Department Head and the Executive Director of Human
Resources are not final. An appeal to the City Manager or their representative shall
be presented within fifteen (15) working days of the notification of the findings by
the Executive Director of Human Resources. The City Manager's decision is final.
This process is not subject to the grievance provisions of this MOU.
E. All studies and study findings will require City Manager or designee approval
before proceeding.
F. All recommendations resulting from study findings require the approval of the City
Council and will be implemented in accordance to the City's Civil Service rules.
2025 MOU City of Santa Ana & SEIU Full -Time Employees Unit Page 17
ARTICLE V
5.0 ASSIGNMENT & OTHER SPECIAL PAY ADDITIVES
5.1 Assignment Pay Differential
A. Calculation of Pay Differential
Assignment pay differentials, as listed herein and throughout the MOU, will, in
each case, be added individually and separately to the employee's base salary. In
no event shall one (1) assignment pay differential be added to the employee's base
salary as a basis for the calculation of an additional pay differential.
B. Eli ig bility
Employees who were eligible for, assigned, and received assignment pay under this
section prior to June 30, 2013, shall continue to receive said pay under the current
assignment formulas provided they continue to meet the qualifications described in
the applicable assignment pay provisions of this article.
Employees hired after August 31, 2010, or hired before August 31, 2010, who did
not receive assignment pay under this section prior to June 30, 2013, shall not be
eligible to receive it.
C. Fleet Services
Automotive Service Excellence
Incumbents in the classifications of Fleet Services Technician I, II and III who
possess nationally recognized certifications for Automotive Service Excellence
Master Certification (ASE) and ASE Alternative Fuel will be paid an
assignment pay differential of approximately two and one-half percent (2.5%)
for each of the certifications, above their base monthly salary step. The
assignment pay differential in this provision shall be approximately two and
one-half percent (2.5%) for each of the certifications, above their base monthly
salary step.
The restrictions set forth in Section 5.1B do not apply to this provision.
2. Fire Certification
The City and the SEIU 721 agree to meet and confer to discuss the addition of
Fire Certifications if the City agrees to enter into any agreement in which they
service Fire Department vehicles.
3. Commercial Driver's License
2025 MOU City of Santa Ana & SEIU Full -Time Employees Unit Page 18
Personnel in the classifications of Fleet Services Technician I, II, III, and Fleet
Services Supervisor, who maintain a valid State of California Commercial
Driver's License and are assigned to an area that requires the possession of
either a Class "A," or Class "B" license in the course and scope of their work,
shall be paid at a rate of approximately two and one-half percent (2.5%) above
their base monthly salary step.
4. Motorcycle License
The City will reimburse employees in the classification of Fleet Services
Technician I, II or III for costs incurred for accredited motorcycle training
courses, testing and Department of Motor Vehicle (DMV) fees associated with
obtaining the motorcycle (M 1) license.
Incumbents in the classification of Fleet Equipment Technician II and III who
are assigned to perform repairs and maintenance of Police Motorcycles, on a
continuous and regular basis, who possess and maintain an (Ml) motorcycle
license, will be paid six hundred dollars ($600) per year paid each pay period.
D. Notary
An employee that is required by a Department Head or their designee to perform
the duties of a Notary Public for the City, in addition to regular duties, shall be paid
a monthly differential of forty dollars ($40.00) for each full month of assignment.
The City will reimburse employees for costs incurred in association with obtaining
or maintaining a California Notary Public license with Department Head approval.
5.2 Lead Pay
Incumbents in any classification listed in this MOU who are regularly and continuously
assigned to perform lead supervisory responsibilities will receive lead pay compensation
of approximately five percent (5.0%) above their base monthly salary step.
An employee who has lead responsibilities as defined within the duties and responsibilities
of their classification shall not receive lead pay.
An incumbent in the classification of Custodian who is regularly and continuously assigned
to perform lead supervisory responsibilities will receive lead pay compensation of
approximately seven and one-half percent (7.5%) above their base monthly salary step.
Any employees who have continuously received lead pay for leading the same functional
group for five (5) years shall have their lead pay assignment made permanent. This
provision applies to employees receiving lead pay through June 17, 2023. This provision
will no longer apply to any employees who are assigned to duties which would qualify
2025 MOU City of Santa Ana & SEIU Full -Time Employees Unit Page 19
them for lead pay on or after June 17, 2023.
5.3 Bilingual Pay
An employee who is assigned by a Department Head or their designee to a position
requiring bilingual capability in both English and any other language or sign language,
shall be paid a monthly assignment pay differential in accordance with the criteria and
amounts set forth below:
A. Certification
Certification by the Executive Director Human Resources or designee as having
satisfactorily demonstrated conversational fluency in both languages for any
position requiring bilingual capacity. There shall be periodic recertification of such
bilingual capability.
B. Primary Bilingual Assignments
Assigned positions where it has been determined by the Department Head that
bilingual proficiency is essential to carry out duties and responsibilities of a critical
and/or emergency nature without ready access to backup assistance, or positions
where bilingual public contact is a major, essential, or integral element of the work
being performed, will be designated as Primary Bilingual Assignments.
A qualified incumbent of such position shall be paid a monthly differential of one
hundred and seventy-five dollars ($175.00) for each full month of such assignment.
C. SecondaU Bilingual Assignment
Assigned positions where it has been determined by a Department Head 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 shall be paid a monthly differential of forty
dollars ($40.00) for each full month of such assignment.
D. Limits on Assi
The number of bilingual assignments shall be no larger than the requirements of
the department, as determined by the Department Head and the City Manager.
E. Limits on Bilingual Pay
In no event shall an employee be eligible to earn more than one (1) bilingual pay
differential.
2025 MOU City of Santa Ana & SEIU Full -Time Employees Unit Page 20
5.4 Shift Differential
A. Night Shift Differential
An employee who is continuously and regularly assigned to a schedule of work
which requires that they actually work a minimum of four and one-half (4.5) hours
between the hours of 5:00 p.m. and 7:00 a.m., shall be paid a shift differential for
their entire work shift of approximately five percent (5.0%) above their base
monthly salary step.
This shift pay differential shall not be applicable to employees in the classification
of Park Ranger and Supervising Park Ranger.
5.5 Standby Pay
A. Standby Defined
An employee who is released from active duty, but is required by their department
to leave notice where they can be reached and be available to return to active duty
at any time other than their regularly scheduled working hours, shall be said to be
on standby duty.
B. Requirements of Standby
Employees in the unit may be required to be on standby for many different reasons.
Being on standby means that the employee is required to:
• Be accessible by phone, email or text;
• Promptly return to work after being called, emailed or texted;
• Remain fit for duty and able to respond. Employees are not permitted to
drink alcohol while on standby duty.
Employees on standby shall receive a cell phone from the City and will be required
to respond to the call or text as quickly as possible. Upon responding to the call or
text, the employee will be instructed as to whether they is required to return to work
and will be informed of the location to which they must respond. Response time
will generally be the employee's normal commute time to the City and the minimal
time necessary for the employee to get ready to return to work.
C. Compensation Rates for Standby
1. Weekly
An employee shall receive four hundred and fifty dollars ($450.00) per week
when assigned to be on standby duty.
2025 MOU City of Santa Ana & SEIU Full -Time Employees Unit Page 21
2. Daily
Employees who trade days, or partial days, will have that time deducted from
their pay on a prorated daily rate, which may be prorated to an hourly rate of
three dollars and fifty-two cents ($3.52), based on a seven (7) day week or one
hundred and twenty-eight (128) hours. Employees who cover the day or hours
shall be paid at the prorated rate.
All trades must be approved by the Supervisor or Manager.
3. In addition to Standby Pay, if an employee is able to handle the incident by
phone or other electronic means without reporting to duty, they shall be entitled
to overtime pay at the rate of fifteen (15) minutes or actual time spent per
incident, whichever is greater, paid at time and one-half (1.5) per incident.
D. Assignment to Standby D
Employees in the following departments shall be required to serve on standby duty:
• Water Production
• Water Maintenance
• Public Works Maintenance
• Building Maintenance
• Information Services
The City's preference will be to accomplish the above through volunteers; however,
qualified employees may be directed to be on standby duty if the number of
volunteers is insufficient.
Additional standby programs may be implemented with the approval of the
Department Head and City Manager.
5.6 Call Back Duty
Any employee who is recalled to active duty from off duty, shall be entitled to overtime
pay at the rate of one and one-half (1.5) times the base hourly pay rate, or double time (2x)
the base hourly pay rate for City observed holidays, for time actually worked after reporting
to the place of duty, or three (3) hours pay at the base rate of pay, whichever is greater.
5.7 TemporarUpgrade Assignment PaX
In order to provide an equitable method of compensating employees who are temporarily
assigned to a vacant, full-time, budgeted, higher -level position the following shall apply:
A. General Guidelines
2025 MOU City of Santa Ana & SEIU Full -Time Employees Unit Page 22
1. Temporary upgrade (TUG) assignments shall be limited to the temporary filling
of vacant, full-time, budgeted positions due to the termination, promotion or
authorized long-term absence of the incumbent. A temporarily vacant position
need not be a position without an incumbent.
2. Each such assignment may be terminated at any time, but in no event shall such
assignment continue beyond one hundred and eighty (180) days or nine hundred
and sixty (960) hours each fiscal year, whichever comes first.
3. Prior to recommending to the City Manager that a pay differential for a TUG
assignment be granted, the Department Head shall make the following
determinations:
a. The duties and responsibilities of the position to be filled are of such nature
that they cannot remain unassigned pending the return to duty of the absent
incumbent or preparation of an eligible list, whichever is applicable.
b. It is not practical to assign the duties of the vacant position to any other
employee(s) in the same or higher classification.
4. The City Manager or their designee must give written approval of all TUG
assignments involving an increase in pay for the appointee.
B. Eli ig bility
1. With the exception of those described in Section 5.7(B)(3) below, regular, full-
time employees shall receive TUG assignment pay if the following criteria are
met:
a. The work assumed encompasses the majority of the typical duties and
responsibilities of the vacated position.
b. To qualify for TUG assignment pay, employees must serve in an acting
capacity in the higher level classification as follows:
• Ten (10) consecutive working days of eight (8) hours each; or
• Eight (8) consecutive working days of ten (10) hours each, for
employees working on an alternative work schedule; or
• Any combination of consecutive working days consisting of nine (9)
hours each and one (1) working day consisting of eight (8) hours, for
a total of eighty (80) hours of work for employees working the 9/80
work schedule; or
• Two (2) consecutive work weeks, consisting of three (3) eleven and
2025 MOU City of Santa Ana & SEIU Full -Time Employees Unit Page 23
one-half (11.5) hour days and one (1) five and one-half (5.5) hour day
for a total of eighty (80) hours of work for employees working on an
alternative work schedule.
c. In computing qualifying service rendered, only full days of actual duty shall
be included, and partial days shall not be combined to make full days unless
they are normally granted holiday hours. Normally granted holidays will be
included in computing actual duty days.
d. Employees must re -qualify for a TUG if the employee has not worked in
this specific TUG assignment for a period of eighteen (18) consecutive
months. The employee shall only be considered to work in a higher
classification if such work is duly and specifically authorized by the
employee's Department Head.
2. Whenever practicable, the appointing authority shall rotate TUG assignments
among all qualified employees.
3. Employees in the following categories shall not be assigned to TUG work
unless specifically authorized by the City Manager:
a. Non -permanent employees (probationary, part-time, seasonal, etc.).
b. Employees performing work above their regular classification in a training
capacity.
C. Payment
On the eleventh (1 lth) consecutive working day an employee has been serving
in a TUG assignment, and for each additional consecutive working day the
employee so serves, they shall receive the beginning rate (Step "AAA")
assigned to the higher classification or the lowest rate in that range which is at
least ten (10) salary rate ranges, or approximately five percent (5.0%) higher
than the current base salary rate they normally receive, (inclusive of lead pay
and exclusive of any other assignment or special pay additive or additives)
whichever is greater, except when placement at Step "E" will not be sufficient
to provide the ten (10) salary rate range increase. Effective January 1, 2023,
employees eligible to receive TUG pay as provided for in this provision shall
receive the beginning rate (Step "AAA") assigned to the higher classification
or the lowest rate in that range which is at least five percent (5.0%) higher than
the base salary they normally receive (inclusive of lead pay and exclusive of
any other assignment or special pay additive or additives) whichever is greater,
except when placement at Step " E" will not be sufficient to provide
approximately five percent (5.0%) salary increase.
If an employee has worked ten (10) consecutive days during the term of this
2025 MOU City of Santa Ana & SEIU Full -Time Employees Unit Page 24
MOU in a higher classification, the employee shall thereafter receive TUG pay
for each day the employee is assigned to work in the higher classification during
the term of this MOU.
2. Assignment or special pay additives, such as bilingual pay, shift differential,
special skill pay, etc., paid to an employee prior to becoming eligible for TUG
assignment pay, will not be considered in computing the amount of higher pay
to which they are entitled in this section above. If the special circumstances
upon which said additive is based are also applicable to the TUG assignment
and the employee remains eligible for such pay while in the TUG position, this
amount will be added to the new salary rate range.
3. TUG assignments which entail moving an employee into a classification
represented by a bargaining unit other than that which represents their
permanent classification shall not include any change in fringe benefits for the
affected employee.
4. While working in a TUG assignment, an employee will continue to accrue, and
have recorded, general, special or normal salary step increases in the
employee's permanent position; however, such salary increases will be paid
only to maintain the minimum five percent (5.0%) differential above the salary
to which an employee is entitled in their permanent position.
5.8 Authority for Assignments
All assignments of personnel to positions set forth in Sections 5.1 through 5.5 above shall
be made or revoked at the discretion of the Department Head.
5.9 Career Development Incentives
Employees appointed to a classification which requires an International Conference of
Building Officials (ICBO), International Code Council (ICC), or other certificate(s) as a
prerequisite to hiring, either upon appointment or by the time of the employee's completion
of successful probation (regular appointment), shall not be eligible for career incentive
pay for the prerequisite certificate(s). However, they will be eligible for career incentive
pay for any other certificates approved for their classification.
In no event shall the application of this Career Development Incentive Program result in
an individual being eligible to earn more than approximately twelve and one-half percent
(12.5%) above their base monthly salary step.
A. An incumbent in one of the classifications listed below will be paid approximately
five percent (5.0%) above their base monthly salary step for each of the following:
valid registration as a Registered Engineer by the State of California and valid
registration as a Structural Engineer by the State of California (a total of
approximately ten percent (10.0%) for possession of both.
2025 MOU City of Santa Ana & SEIU Full -Time Employees Unit Page 25
Additionally, said incumbents who possess a valid certificate issued by the ICBO,
(or similar nationally recognized certificating organization) in the areas of
accessibility/usability (one (1) specialty area), residential energy plan check, or
non-residential energy plan check, shall be one (1) certificate from one (1) specialty
area: approximately two and one-half percent (2.5%); an additional certificate from
a second specialty area (total of two (2)): approximately five percent (5.0%); and
an additional certificate from a third specialty area (total of three (3)):
approximately seven and one-half percent (7.5%).
o Assistant Engineer
o Associate Engineer
o Civil Engineer
o Senior Civil Engineer
o Senior Engineer
o Senior Traffic Engineer
o Assistant Plan Check Engineer
o Associate Plan Check Engineer
o Senior Plan Check Engineer
o Senior Transportation Analyst
C. An incumbent in one of the classifications listed below who possesses a valid
certificate issued by the ICBO, (or similar nationally recognized certificating
organization) in the area(s) of building inspection, combination inspection,
electrical inspection, mechanical inspection, plumbing inspection, combination
dwelling inspection, plan examining, accessibility/usability (one (1) specialty area),
residential energy plan check, or non-residential energy plan check, shall be paid
an incentive pay differential at a rate set above their base monthly salary step in
accordance with the schedule listed below.
Incumbents who possess a valid certificate issued by the ICBO in combination
inspection may substitute this for building inspection or combination dwelling
inspection; however, incumbents shall not receive incentive pay for more than two
(2) of these three (3) certificates.
The pay differentials in this provision shall be: one (1) certificate from one (1)
specialty area: approximately two and one-half percent (2.5%); an additional
certificate from a second specialty area (total of two (2)): approximately five
percent (5.0%); an additional certificate from a third specialty area (total of three
(3)): approximately seven and one-half percent (7.5%); an additional certificate
from a fourth specialty area (total of four (4)): approximately ten percent (10%);
and an additional certificate from a fifth specialty area (total of five (5)):
approximately twelve and one-half percent (12.5%).
o Combination Building Inspector o Senior Combination
o Building Technician Building Inspector
2025 MOU City of Santa Ana & SEIU Full -Time Employees Unit Page 26
o Senior Electrical Systems
Specialist (T)
D. Incumbents in the classifications of:
o Code Enforcement Associate
o Code Enforcement Officer
o Code Enforcement Supervisor
who obtain or possess a valid certificate issued by the ICBO, ICC, SCACEO
(Southern California/Statewide Association of Code Enforcement Officers),
CACEO (California Association of Code Enforcement Officers), or any similar
nationally recognized certificating organization in any four (4) of the following
Career Development Incentive areas shall receive incentive pay differentials of
approximately two and one-half percent (2.5%) for each certificate, but not to
exceed five (5) certificates, or a total of approximately twelve and one-half percent
(12.5%).
If an incumbent has obtained four (4) such certificates from the menu below, they
shall be eligible to earn an additional approximate two and one-half percent (2.5%)
pay additive upon completion of both the SCACEO/CACEO Intermediate and
SCACEO/CACEO Advanced Certifications:
o Building Inspection
o Electrical Inspection
o Mechanical Inspection
o Plumbing Inspection
o Combo Dwelling Inspector
o Plans Examiner
o Zoning Inspection
o Property Maintenance and Housing
o PC 832
o Basic Module (SCACEO/CACEO)
o Accessibility Inspector/Plans Examiner
o Permit Technician
o Coastal and Floodplain Construction Inspector
o Disaster Response Inspector
If an incumbent has already completed both the SCACEO/CACEO Intermediate
and the SCACEO/CACEO Advanced certifications, upon completion of any other
four (4) certificates from the menu above, said employee shall be eligible to receive
the additional five (5) salary rate ranges (approximately two and one-half percent
be approximately two and one-half percent (2.5%) for the Intermediate/Advanced
certifications.
In no event shall the expansion of current certificate pay opportunities result in an
2025 MOU City of Santa Ana & SEIU Full -Time Employees Unit Page 27
employee being eligible to earn more than approximately twelve and one-half
percent (12.5%) above their base monthly salary step for Career Development
Incentives.
E. An incumbent in one of the classifications listed below who possesses a valid
certificate issued by the ICBO (or similar nationally recognized certificating
organization) in the areas of reinforced concrete, structural masonry, structural
steel/welding, electrical inspection, plumbing inspection, plans examiner, or C27
landscape contractors license, shall be paid an incentive pay differential at a rate
set above their base monthly salary step in accordance with the following schedule:
one (1) certificate from one (1) specialty area: approximately two and one-half
percent (2.5%); an additional certificate from a second specialty area (total of two
(2)): approximately five percent (5.0%); an additional certificate from a third
specialty area (total of three (3)): approximately seven and one-half percent (7.5%);
an additional certificate from a fourth specialty area (total of four (4)):
approximately ten percent (10%); and an additional certificate from a fifth specialty
area (total of five (5)): approximately twelve and one-half percent (12.5%).
o Construction Inspector
o Senior Construction Inspector
F. An incumbent in the classification listed below who possess a valid certificate
issued by the ICBO (or similar nationally recognized certificating organization) in
the areas of plumbing inspection, electrical inspection, plans examiner, C27
landscape contractors license, turf grass management, or certified arborist by the
International Society of Arboriculture (ISA), shall be paid an incentive pay
differential at a rate set above their base monthly salary step in accordance with the
following schedule: one (1) certificate from one (1) specialty area: approximately
two and one-half percent (2.5%); an additional certificate from a second specialty
area (total of two (2)): approximately five percent (5.0%); an additional certificate
from a third specialty area (total of three (3)): approximately seven and one-half
percent (7.5%); an additional certificate from a fourth specialty area (total of four
(4)): approximately ten percent (10%); and an additional certificate from a fifth
specialty area (total of five (5)): approximately twelve and one-half percent
(12.5%).
o Contracts Administrator
G. An incumbent in one of the classifications listed below who possesses a valid
certificate issued by the ISA as a certified arborist shall be paid approximately two
and one-half percent (2.5%) above their base monthly salary step.
o Projects Manager
o Tree Maintenance Supervisor
o Tree Trimmer
o Maintenance Worker II (assigned to the tree crew)
2025 MOU City of Santa Ana & SEIU Full -Time Employees Unit Page 28
o Public Works Projects Specialist
H. An incumbent in the classification listed below who possesses a valid certificate
issued by the ISA as a certified Tree Worker shall be paid approximately two and
one-half percent (2.5%) above their base monthly salary step.
o Maintenance Worker II (assigned to the tree crew)
5.10 Limitation on Career Development Incentive Pay
A. With the exception of the employee classifications listed in Subsection 5.10(B),
employees already receiving career development incentive pay under Section 5.9
prior to June 30, 2012 and who continue to meet the qualifications described in the
applicable career development incentive pay provisions of Section 5.9 shall
continue to receive said pay under the current career development incentive pay
formulas. Employees who did not receive career development pay prior to the June
30, 2012 shall not be eligible to receive it.
B. The employee classifications listed below and already receiving career
development incentive pay under Section 5.9 prior to June 30, 2013 and who
continue to meet the qualifications described in the applicable career development
incentive pay provisions of Section 5.9 shall continue to receive said pay under the
current career development incentive pay formulas. Employees in the
classifications listed herein below who have not received career development pay
prior to the June 30, 2013 will not thereafter be eligible to receive it.
• Assistant Engineer
• Associate Engineer
• Civil Engineer
• Senior Civil Engineer
• Senior Engineer
• Senior Traffic Engineer
C. Any employee hired after September 30, 2010 shall not be eligible to receive career
development incentive pay under the career development incentive pay provisions
of Section 5.9
2025 MOU City of Santa Ana & SEIU Full -Time Employees Unit Page 29
5.11 Water Certification Pay
Employees shall be eligible for Water Certification Pay according to the following
provisions:
A. Employees who possess a Water Distribution Certificate that is higher than the
Water Distribution certification level required for their classification shall receive
payment based on the following levels achieved.
Distribution 2 = one hundred dollars ($100) per month
Distribution 3 = two hundred dollars ($200) per month
Distribution 4 = three hundred dollars ($300) per month
Distribution 5 = four hundred dollars ($400) per month
B. Employees who possess a Water Treatment Certificate that is higher than Water
Treatment certification level required for their classification shall receive payment
based on the following levels achieved.
Treatment 2 = one hundred dollars ($100) per month
Treatment 3 = three hundred dollars ($300) per month
Treatment 4 = four hundred dollars ($400) per month
C. The maximum an employee can receive per month in this section is four hundred
dollars ($400) per month. The pay in this section is only available to employees in
classifications with minimum qualifications that require a Water Distribution
and/or Treatment Certificate. An employee whose classification only requires a
Water Distribution certificate cannot receive pay for a Water Treatment Certificate.
An employee whose classification only requires a Water Treatment certificate
cannot receive pay for a Water Distribution Certificate.
2025 MOU City of Santa Ana & SEIU Full -Time Employees Unit Page 30
ARTICLE VI
6.0 OVERTIME
6.1 General Policv for Overtime Work
When it shall be determined to be in the public interest for employees to perform overtime
work, or in an emergency situation, the City Manager, the Department Head, or a duly
authorized designee, may require an employee to perform overtime work. Employees are
required to obtain supervisor authorization before working overtime.
6.2 Definition
A. Overtime work is defined as authorized or required time worked in excess of forty
(40) hours in the workweek schedule of an employee.
B. A workweek is a fixed and regularly recurring period of one hundred and sixty-
eight (168) consecutive hours, consisting of seven (7) consecutive twenty-four (24)
hour periods.
C. The workweek for each employee is designated by the appointing authority. An
employee's work schedule within the workweek shall not be changed for the
purpose of avoiding payment of overtime; however, nothing shall abridge
management's right to establish and change work schedules and assignments in
accordance with Article XVIII - City Rights. If a change in an employee's work
schedule or assignment is intended to remain in effect for a period exceeding six
(6) months, the employee shall be provided with at least twenty-one (21) calendar
days' advance notice prior to implementation.
6.3 Computation of Forty (40) Hour Workweek
In computing the forty (40) hour workweek, the following type of work hours in a paid
status shall be included in the computation:
• Actual hours worked
• Jury/witness leave
• Bereavement leave
Any combination of the hours in this section, in excess of forty (40) hours per workweek,
shall entitle the employee to overtime.
Any paid time off during the workweek for vacation leave, sick leave, all unpaid leave,
holiday leave, Chapter Chair/President's Leave, Union Business Leave, and compensatory
time off shall not be counted towards the hours worked in a workweek for the computation
of payment for overtime, unless the hours in excess of forty (40) hours in a workweek
(including the above listed time) are worked by the employee at the requirement of their
2025 MOU City of Santa Ana & SEIU Full -Time Employees Unit Page 31
Department Head or authorized designee.
For example:
An employee working a Monday through Friday work schedule who takes nine (9) hours
of vacation leave on Monday and works their normal thirty-one (31) hours Tuesday
through Friday, would not earn overtime for two (2) hours they volunteered to work extra
on Saturday. However, if that same employee had been required by their supervisor or
management to work the two (2) hours on Saturday, as opposed to volunteering, the two
(2) hours would be compensated as overtime.
6.4 Compensation for Overtime
The City's preferred method by which overtime shall be compensated is by monetary
payment, at one and one-half (1.5) times the employee's regular rate of pay, subject to the
provisions of Section 6.5.
6.5 Compensatory Time
A. Overtime Conversion to Compensatory Time
Should the Department Head determine that the best interests of the City will be
served thereby, their designee may permit an employee to be compensated for
overtime work by earning compensatory time off at the rate of one and one-half
(1.5) hours for each overtime hour worked.
B. Maximum Accumulation of Compensator
Employees shall have the option, with Department Head approval, to earn up to a
maximum of eighty (80) hours of compensatory time off.
C. Use of Compensatory Time
1. Since compensatory time is earned at one and one-half (1.5) hours for each hour
of overtime worked, eighty (80) hours of compensatory time equates to fifty-
three point thirty-three (53.33) hours of overtime worked.
2. Such compensatory time off shall be taken at the discretion of the employee
when requested at least seventy-two (72) hours in advance, subject to the
operational needs and staffing requirements of the department.
3. If the Department Head or their designee subsequently denies the requested
compensatory time off, the employee and department will mutually agree on a
future date within one (1) year when the employee can use the paid
compensatory time off.
2025 MOU City of Santa Ana & SEIU Full -Time Employees Unit Page 32
If the requested compensatory time off is not used within that one (1) year, such
compensatory time will be paid off in cash.
4. Compensatory time off may be taken in increments as small as one-half (0.5)
hour.
5. Compensatory time off may not be granted or taken in advance of the overtime
work for which the time off compensates. Before compensatory time off may
be taken, the overtime worked must have been recorded on official payroll
records at or about the time the overtime work was performed. In the absence
of such recording, no compensatory time off in excess of compensatory hours
already banked will be permitted.
D. Cash -Out of Compensatory Time
Upon an employee's appointment to a position in which overtime may not be
earned (FLSA exempt) or upon an employee's separation from employment, they
shall be paid for all compensatory time accumulated prior to such promotion or
separation from service.
6.6 No Effect on Other Benefits
Overtime work shall not apply to the earning of employee benefits (retirement, holidays,
vacation accrual, sick leave accrual, and employee insurance benefits), toward the
completion of probationary period, or to progression within salary rate range.
6.7 Overtime Work to be Minimized
To the extent that they are reasonably able to do so, the Department Head or their designee
shall arrange work programs to minimize overtime work. Necessary overtime work shall
be apportioned among employees of like classification and assignment.
6.8 Overtime Work on a Holiday
Work on an observed holiday which would otherwise be a scheduled day off for the
employee will be paid as overtime.
2025 MOU City of Santa Ana & SEIU Full -Time Employees Unit Page 33
ARTICLE VII
7.0 TRAINING & EDUCATIONAL ASSISTANCE PROGRAM
7.1 Purpose
A. To encourage employees 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.
7.2 Eli ig bility
A. Applications for tuition reimbursement will be considered only from permanent
employees who have completed probation.
B. Employees receiving financial assistance from other sources such as the G.I. Bill,
scholarships, etc. shall be eligible for reimbursement, subject to Section 7.3C, in an
amount not to exceed the difference between the cost of tuition and the amount of
the other financial assistance received.
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, may be reimbursable only
after all required occupationally related courses have been completed.
E. Prior to receiving tuition reimbursement, employees must submit documentary
proof of having received a grade of not less than "C" for the course. For courses
based on a pass/fail criterion, a pass must be received. If objective ratings are not
rendered for a specific course, then a certificate of successful completion must be
submitted.
F. Approval will be limited to the following:
1. Courses given by accredited colleges and universities, city colleges or adult
education courses under the sponsorship of a Board of Education.
The accredited colleges and universities must come from one (1) of the six (6)
regional accreditation bodies for the United States (as approved by the
2025 MOU City of Santa Ana & SEIU Full -Time Employees Unit Page 34
Department of Education), including the Western Association of Schools and
Colleges, the Northwest Association of Colleges and Universities, the Middle
States Commission on Higher Education, the New England Association of
Schools and Colleges, the North Central Association of Colleges and Schools,
and the Southern Association of Schools and Colleges.
2. 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.
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.
7.3 Reimbursement
A. Reimbursement will be based on the cost of tuition, required
enrollment/registration fees, related miscellaneous fees (health, parking, student
union fees, equipment, etc.), all required texts/eBooks, and related materials for
each course. Additional expenses, such as meals and lodging are not reimbursable.
B. Costs for required texts are eligible for one hundred percent (100%) reimbursement
subject to the following conditions:
1. That a duplicate of the required text(s)/eBooks was unavailable for loan from
the departmental libraries prior to the commencement of course work; and
2. That 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. The maximum tuition reimbursement is two thousand five hundred dollars ($2,500)
per fiscal year, which the employee may claim either as costs are incurred during
the year or as a single lump sum. The maximum tuition reimbursement applies to
any reimbursements provided in this article.
7.4 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 and submit it to their Department Head, including a
course schedule or description, prior to the commencement of the class(es) or the
payment of fees for registration/tuition.
2025 MOU City of Santa Ana & SEIU Full -Time Employees Unit Page 35
B. The Department Head shall recommend approval or disapproval based on
established criteria and budgetary constraints and then forward the application to
the Executive Director of Human Resources or designee.
C. The Executive Director of Human Resources or designee will approve or
disapprove the application for the City Manager. One (1) copy will be returned to
the employee and the duplicate will 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 will submit their copy of the approved application to Human
Resources Department within three (3) months after they have completed the course
and received their final grade. The employee must include official verification of
their final grade with appropriate receipts for tuition and textbook costs. These will
be returned to the employee upon request. 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 will determine whether the completed course of instruction is
compatible with the provisions of this article and will compute the amount of
reimbursement, authenticate the application and forward it to the employee's
Department Head.
F. The Department Head will then authorize the Finance and Management Services
Department to reimburse the employee the approved amount out of the budget of
the department concerned.
2025 MOU City of Santa Ana & SEIU Full -Time Employees Unit Page 36
ARTICLE VIII
8.0 HOLIDAYS
8.1 City Holidays
A. City paid holidays observed by the City are as follows:
o January 1 - New Year's Day.
o Third (3rd) Monday in January - In observance of Martin Luther King, Jr.'s
Birthday.
o Third (3rd) Monday in February - In observance of President's Day.
o March 31 - In commemoration of Cesar Chavez Day (effective March 31,
2024).
o Last Monday in May - In commemoration of Memorial Day.
o July 4 - In observance of Independence Day.
o First (1st) Monday in September - In observance of Labor Day.
o November I I - In observance of Veteran's Day.
o Fourth (4th) Thursday in November - In observance of Thanksgiving Day.
o The Friday immediately following Thanksgiving Day.
o Last working day before Christmas Day, unless Christmas Day falls on
Thursday, in which instance, the day following Christmas Day shall be
observed in lieu thereof.
o December 25 - In observance of Christmas Day.
o One (1) Floating Holiday - Any workday selected by the employee with
prior permission of the employee's supervisor.
o Every day proclaimed by the Mayor of the City as a holiday for City
employees.
o Any holiday which falls on a Sunday will be observed on the following
Monday.
o Any holiday which falls on a Saturday will be observed on the Friday
preceding the holiday.
2025 MOU City of Santa Ana & SEIU Full -Time Employees Unit Page 37
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 Department Head 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 the hours of holiday
leave to be used at a later date with the supervisor's approval.
B. Holiday Pay/Credit
Each City holiday shall be paid, or credited, equivalent to the employees' regularly
scheduled work shift.
For example:
• An employee assigned to a 4110 work schedule would receive ten (10) hours of
holiday pay or credit for each holiday.
• An employee assigned to a 9180 work schedule with alternating Fridays off
would receive nine (9) hours of holiday pay or credit for each holiday, even if
the holiday fell on the employee's regular eight (8) hour Friday or scheduled
Friday off.
C. FloatingHolidays
olidays
1. Floating holidays shall be credited to each employee's holiday bank on January
1st of each year.
2. A floating holiday shall be credited at a rate equivalent to the employee's
regularly scheduled work shift.
For example:
• An employee assigned to a 4110 work schedule would receive ten (10) hours
of credit in their holiday bank for the floating holiday.
• An employee assigned to a 9180 work schedule with alternating Fridays off
would receive nine (9) hours of credit for the floating holiday.
8.2 Holiday Bank
Eligible employees shall be credited, in a manner consistent with Section 8.1, with hours
for all holidays listed in this article. The hours shall be credited to the employee's holiday
bank at the beginning of each calendar year in lieu of earning the paid holidays as they
occur.
1. Eligible employees are:
• Employees with regularly scheduled days off other than Saturday and Sunday.
2025 MOU City of Santa Ana & SEIU Full -Time Employees Unit Page 38
• Employees with alternative work schedules in:
o Code Enforcement
o Police Records
o Correctional Records
o Fleet Services Divisions
• Employees on a 4/10 work schedule.
If any employee working in the above -referenced categories separates from
employment prior to December 3Is' of any year and has exhausted hours of holiday
time (listed in Section 8.1) over their annual accrual, the value of hours not yet accrued
but used shall be deducted from the final paycheck.
2. Substitute holidays may be scheduled by the Department Head 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
proportion to their service at full pay in such capacity during the year.
8.3 Modified Holiday Schedule - Library Employees
Full-time employees assigned to the Library Department shall, during the term of this
MOU, observe holidays on the dates specified in Section 8.1 above.
8.4 Requirements
A. Employees, including those separating from service, must be in a paid status on
their workday both preceding the holiday and after the holiday in order to receive
pay or credit for the holidays provided in Section 8.1 above.
B. A newly appointed employee must complete six (6) months of continuous full-time
service in order to earn the Floating Holiday listed in Section 8.1 above. Such
employees can then use the Floating Holiday as early as the pay period following
the completion of six (6) months in a paid status.
8.5 Use of Holiday Time
Holiday time may be taken in increments of one-half (0.5) hour.
8.6 Maximum Accumulation of Holi
Holiday benefits may not be carried over from one (1) calendar year to the next. If an
employee has any holiday leave remaining at the end of the calendar year it will be forfeited
at the end of that calendar year.
2025 MOU City of Santa Ana & SEIU Full -Time Employees Unit Page 39
8.7 Winter Holiday Closure
A. Mandatory Closure
City Hall and all other City departments (with the exception of the Police
Department, Santa Ana Zoo, and select employees in Fleet Services Division of the
Public Works Department) shall be closed for a mandatory winter holiday closure
each year during the term of this MOU.
Subject to consultation with the Union, the City Manager may exclude other
worksites, departments/agencies, positions, classifications, and/or individuals from
the mandatory closure.
B. Dates of Closures
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 paragraph C below) for their regularly scheduled hours for each day
they would otherwise have been scheduled to work.
During this time period, per Article 8.1 December 24 (except if it falls on
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
• Compensatory Time Off
• 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).
2025 MOU City of Santa Ana & SEIU Full -Time Employees Unit Page 40
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.
D. Standby Assignments during a Closure
An employee assigned to standby while using leave for the holiday closure shall
receive the additional three dollars and fifty-two cents ($3.52) per hour, as per
Section 5.5(C)(2), for each regularly scheduled work hour (i.e., during those hours
of the day which cut across their regular work hours) they are using paid leave for,
but is still assigned to standby.
Such employee shall still adhere to the provisions of Section 8.7(C) to cover their
regular shift while remaining in standby mode and available for callback. However,
if an employee is recalled during their regular work hours, the time spent on the
recall shall be deducted from the paid leave for that day.
For example:
An employee regularly scheduled to work 6: 30 a.m. — 4: 00 p. m. on one (1) of the
days during the closure uses nine (9) hours of accrued vacation to cover that day.
If that employee is recalled from 8: 00 a. m. —10: 00 a. m. on that same day, they will
only have seven (7) hours of vacation deducted from their vacation accrual for that
day.
E. Callbacks during a Closure
An employee who is recalled to active duty on one of the winter holiday closure
days, regardless if recalled during their regularly scheduled work hours, or outside
of their regularly scheduled work hours, or whether they have used paid leave
during the defined FLSA workweek, shall be paid at the callback rates defined in
Section 5.6.
2025 MOU City of Santa Ana & SEIU Full -Time Employees Unit Page 41
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 Accrual
A. Employees shall accrue vacation on a monthly basis each calendar year, based on
completed continuous years of service, as set forth in the following table:
Completed Service
(in ears)
Annual Accrual
(in hours)
Monthly Accrual Rate
(in hours)
1-2
80
6.67
3-5
120
10.00
6
124
10.33
7
128
10.67
8
132
11.00
9
136
11.33
10
140
11.67
11
144
12.00
12
148
12.33
13
152
12.67
14
156
13.00
15
160
13.33
16
168
14.00
17
176
14.67
18
184
15.33
19
192
16.00
20 or more
200
16.67
B. Prorated Accrual in Year One
An employee who has completed less than one (1) year of service during the
calendar year shall receive a proportionate fraction in accordance with the amount
of service to their credit during the year; provided, however, no employee shall be
entitled to, or receive payment for, any vacation until they have completed six (6)
months of continuous service.
2025 MOU City of Santa Ana & SEIU Full -Time Employees Unit Page 42
C. Effect of Extended Sick Leave on Vacation Accrual
Absence on sick leave for a period in excess of fifteen (15) consecutive calendar
days shall not be considered as service time for vacation accrual purposes.
9.3 Use of Vacation
A. Use of Vacation in First Year
On or after the first (I") 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.
B. Rate of Usage
Vacation time off may be taken in increments as small as one-half (0.5) hour, with
fractional usage rounded upward to the next higher multiple of one-half (0.5) hour.
C. Minimum Usage
Upon the completion of two (2) years of continuous service, each employee must
take at least five (5) working days of vacation off each calendar year.
D. Time of Usage
The time at which an employee may take their vacation shall be determined by the
Department Head or designee, with due regard for the wishes of the employee and
particular regard for the needs of the service.
E. Limitation on Usage
With the exception of a retiring employee, no employee is granted, and no
employee shall be allowed to take any vacation leave with pay in excess of fifty
(50) working days or four hundred (400) hours in any one (1) calendar year.
9.4 Computation of Vacation Use
A. Holidays during Vacation
In computing vacation, each City observed 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.
2025 MOU City of Santa Ana & SEIU Full -Time Employees Unit Page 43
B. Sick Leave during Vacation
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 approval
of the Department Head, may be deducted from the computation of vacation
expended and charged against the employee's accumulated sick leave as available.
9.5 Continuous Service Requirement
A. A period of earlier service does not apply toward vacation accumulation when an
employee has had a break in continuous service, unless the break in service is
concluded by reappointment or reemployment from layoff within one (1) year.
B. Leave of absences without pay, as provided in this MOU, do not constitute a break
in continuous service as used in this section; however, the unpaid leave of absence
period shall not be applied toward the accumulation of vacation.
C. Absences due to any statutorily protected leave (i.e. pregnancy disability,
FMLA/CFRA, or military leave) shall not constitute a break in service even if the
employee was not in a paid status. Such time counts as time in service and the
period of absence shall be applied toward the accumulation of vacation.
9.6 Vacation Cash -Out
A. Annual Buv Back
1. If an employee wants to cash -out unused vacation leave they accrued during
the calendar year, they must make an irrevocable election by December 15'
of the prior calendar year (i.e., by December 15, 2025 for a cash -out in
calendar year 2026).
2. The irrevocable election must indicate the amount of vacation hours the
employee intends to cash -out during that 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 one hundred (100) hours, whichever is the lesser amount.
3. Once the election form is submitted to Human Resources, the amount of
hours to be cashed -out cannot be changed for that calendar year.
4. Employees may submit a request for cash -out up to two times (2X) per year —
for payment in the first paycheck of July and/or December.
5. In the event an employee's vacation leave balance (on either pay period when
they can elect to cash -out) is less than the amount of hours the employee had
2025 MOU City of Santa Ana & SEIU Full -Time Employees Unit Page 44
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 in either July or December.
6. 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 st 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.
B. Separation from Service
Per Labor Code §227.3, the parties agree that an employee who leaves City
employment prior to completing six (6) months of service shall not receive any
payment for vacation.
Employees with at least six (6) months of service upon separation from service shall
be paid for all accumulated, but unused, vacation leave.
C. Rate of Payment
Payments shall be made based on the employee's base rate at the time of the
payment.
9.7 Maximum Accumulation
A. The maximum vacation an employee may accumulate is what they could earn based
on their completed years of service.
B. An employee whose vacation bank is at the maximum of what they can accumulate
shall not continue to accrue vacation into their vacation bank until the amount of
their vacation bank is reduced below the maximum cap. Even though an employee
is not permitted to accrue vacation into their vacation bank above the maximum
they can accrue as addressed in paragraph C below, employees are permitted to
make an irrevocable election by December 31th of the prior calendar year (i.e., by
December 31, 2025 for calendar year 2026) that if at any time in the upcoming
calendar year, their maximum vacation cap is reached, the City shall convert the
hours over the vacation cap to the employee's RHS or 457 account. Employees
need to designate as part of their irrevocable election whether they want the hours
contributed to their RHS or 457 account. If no irrevocable election is made in the
prior calendar year, if the employee's vacation cap is reached, they shall neither
accrue additional vacation until they use vacation to bring their accrual below the
cap nor have the hours above the cap placed in their 457 or RHS account.
2025 MOU City of Santa Ana & SEIU Full -Time Employees Unit Page 45
The following example is used to illustrate how the above will work: An employee
with ten (10) years of completed service can accrue up to 276 hours of vacation.
This employee makes an irrevocable election in the prior calendar year to have
vacation accrued above their cap for the subsequent calendar year converted into
their 457 account. In the first pay day of the month this employee would accrue
11.67 hours of vacation. If that employee had 271 hours in their vacation bank,
five (5) hours would be added to their vacation bank to take them to the maximum,
and the additional 6.67 hours will be converted to their 457 plan. If this same
employee had 276 hours of vacation in their vacation bank at that pay period, the
entire 11.67 hours will be converted to their 457 plan.
If an employee makes both an irrevocable election to cash out vacation pursuant to
Section 9.6A above and per this section, they will only be able to cash out vacation
earned in the subsequent year when the employee's maximum vacation cap is
below its maximum as employees do not accrue vacation when they are at their cap.
The election to convert vacation above the maximum cap is per the employee's
irrevocable election to convert those hours into their 457 plan or RHS account.
C. No employee may accumulate, or carry over from one (1) calendar year to the next,
more than the maximum vacation hours as follows:
Completed Service
(in years)
Max Accumulation Cap
(in hours)
1
80
2
160
3
200
4
240
5
240
6
244
7
252
8
260
9
268
10
276
11
284
12
292
13
300
14
308
15
316
16
328
17
344
18
360
19
376
2025 MOU City of Santa Ana & SEIU Full -Time Employees Unit Page 46
20 392
21 or more 400
D. Notwithstanding the foregoing, any affected employee who is in jeopardy of losing
vacation because of department staffing needs, may with the approval of the
Department Head, Executive Director of Human Resources and City Manager,
receive a thirty (30) day extension beyond the normal cutoff date so that such
employee will not lose vacation time.
2025 MOU City of Santa Ana & SEIU Full -Time Employees Unit Page 47
ARTICLE X
10.0 OTHER LEAVES OF ABSENCE
10.1 Sick Leave
A. Definition
The City provides paid sick leave to eligible employees upon verbal or written
request, within the parameters of the law, for the following purposes:
• Diagnosis, care, or treatment of an existing health condition, or preventative
care of, an employee or an employee's qualified family member;
• Specified purposes for an employee who is a victim or domestic violence,
sexual assault, or stalking.
B. Accrual
Each employee shall be entitled to, and shall earn eight (8) hours of sick leave for
each full calendar month of service in which they is employed by the City with full
pay; provided, however, any absence on sick leave for a period of time greater than
fifteen (15) consecutive calendar days in any one (1) calendar month shall not be
considered to be service entitling an employee to earn sick leave as aforesaid.
C. Use of Sick Leave
1. Authorization for Use
Use of sick leave shall be authorized as follows:
a. 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,
as authorized in this article.
b. 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 processed
during the first three (3) consecutive days of the statutory waiting period. 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
2025 MOU City of Santa Ana & SEIU Full -Time Employees Unit Page 48
extent possible. If the employee remains off work longer than fourteen (14)
days due to the same workers' compensation related illness or injury, the
employee will have the three (3) sick days used re -credited back to their
account. The City pays the employee workers' compensation benefits for
such illness or injury starting on the fourth (4th) day.
c. Employees are permitted to use sick leave for a work related injury or
illness. The City may authorize employees to use vacation or compensatory
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 bargaining unit or who were employed by the City in a
full-time position before June 7, 2023, sick accrual will be capped at sixteen
hundred (1600) hours.
For employees hired as new employees from outside the City into this bargaining
unit on or after June 7, 2023, the maximum amount of sick leave they may carry
over into a calendar year is seven hundred (700) hours.
Any sick leave accrual above seven hundred (700) 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 shall be charged in minimum increments of a half (0.5) hour.
Fractional usage under a half (0.5) hour shall be rounded up to the next higher
multiple of a half (0.5) hour.
E. Extended Use
The City Manager may grant medical leave of up to six (6) months without pay to
an employee who has exhausted all of their accumulated sick leave if a licensed
physician 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 medical certificate from a licensed physician stating that the
employee is able to return to work and perform all the duties of their position
without work restrictions. In addition to the above, the City Manager may grant an
additional extension not to exceed a total of one (1) year without pay.
F. Extension by Use of Accrued Compensatory Time Off and/or Vacation
2025 MOU City of Santa Ana & SEIU Full -Time Employees Unit Page 49
After an employee's sick leave has been exhausted, they may be granted permission
to first use any unused accumulated compensatory time off benefits and then any
unused accumulated vacation leave.
G. Notification of Use
An employee taking sick leave shall notify their immediate supervisor prior to the
time they are scheduled to report for duty, or as otherwise established by their
department.
When the absence is for more than three (3) consecutive working days, upon return
to work the employee must present to their Department Head a physician's
certificate stating that the employee could not report to work because of such illness
or injury, and advising that the employee is sufficiently recovered to safely return
to work. Such certificate shall be forwarded to the Executive Director of Human
Resources.
Upon written request by a Department Head or designee, a physician's certificate,
or other satisfactory written evidence of the need for qualified sick leave usage,
may be required after any future absence of any duration less than three (3) days.
Such written notice shall be approved by the Department Head or designee and the
stated reason therefore.
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
because of sickness or injury sustained while engaged in employment, other than
employment by the City, for monetary gain or other compensation; or due to other
reasons resulting from engaging in any business or activity for the purpose of
personal monetary gain or other compensation.
I. Personal Necessity Leave Family Sick Leave per Labor Code section 233)
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.
1. Family Sick Leave
a. Personal necessity leave may be used to attend to an illness of a family
member.
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b. A "family member" means any of the following:
• A child, which for purposes of this article means a biological, adopted,
or foster child, stepchild, legal ward, or a child to whom the employee
stands in loco parentis. This definition of a child is applicable
regardless of age or dependency status.
• A biological, adoptive, or foster parent, stepparent, or legal guardian
of an employee or the employee's spouse or registered domestic
partner, or a person who stood in loco parentis when the employee
was a minor child.
• A spouse
• A registered domestic partner
• A grandparent
• A grandchild
• A sibling
• It can also be used for a "designated person". A "designated person"
is a person identified by the employee at the time they request sick
leave. An employee may designate one (1) person per twelve (12)
month period.
c. A "household member" means:
Any member of the employees' household related by blood or marriage;
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.
2. Personal necessity leave may also be used, as follows:
• To attend to a serious accident to members of the employee's
immediate family
• Childbirth
• To cope with imminent danger to the employee's family, home, or
other valuable property
• When the existence of external circumstances beyond the employee's
control make it impossible for them to report for duty
• Attend to medical or dental appointments for members of the
employee's household or family member as defined above.
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J. Payment for Unused Sick Leave For All Employees in the Bargaining Unit who
are were employed by the City in a Full -Time Position on or before June 7, 2023:
1. Except in cases of disability retirement, upon non -disciplinary termination of
employment and at least ten (10) years of cumulative full-time service with the
City, an employee shall be entitled to receive a portion of or their total
accumulated and unused sick leave balance, depending on their years of
cumulative full-time service with the City, upon the effective date of such
termination, at the rate of pay effective on the date of such termination.
Upon termination of employment with the City, employees may deposit their
accumulated, but unused sick leave hours into their Retirement Health Savings
(RHS) account, subject to the following:
• For employees who had less than ten (10) years of service with the City
as of September 30, 2010, the maximum sick leave eligible, after ten (10)
years of full-time service, shall be equal to one third (1/3) of the total sick
leave accumulated, up to a maximum of three hundred and twenty-five
(325) hours.
• For employees who have at least ten (10) years of full-time service with
the City prior to October 1, 2010, the maximum sick leave eligible, after
ten (10) years of full-time service, shall be equal to one third (1/3) of the
total sick leave accumulated, up to a maximum of four hundred and
twenty-seven (427) hours.
• For employees with at least fifteen (15) years of full-time service with the
City, they may convert up to one hundred percent (100%) of their unused
sick leave to the RHS up to a maximum of one thousand six hundred
(1,600) hours.
For employees hired as new employees from outside the City into this
bargaining unit on or after June 7, 2023, there shall be no conversion of sick
leave to RHS at termination. Per Section 10.D above, these employees shall
have their sick leave above seven hundred (700) hours converted to the RHS in
the first full pay period in January of each year if employed by the City. Sick
leave has no cash value at termination.
2. A lump sum payment of the amount 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 shall be in the amount as described above
and at the rate of pay in effect on the date of death.
10.2 Bereavement Leave
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A. An employee shall be granted up to three (3) working days per incident of paid
bereavement leave in case of death of a member of the employee's immediate
family.
B. "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, stepparent, spouse, registered domestic partner, child,
stepchild, brother, stepbrother, sister, stepsister, grandparent, grandparent -in-
law, or grandchild of the employee, regardless of residence;
3. Subject to the discretion of the Executive Director of Human Resources, 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.
C. An employee may use up to two (2) additional work days of leave. An employee can
choose to use any accrued leave for these additional two (2) days.
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 143 of the City's Civil Service Rules and
Regulations.
B. Temporary Leave
Members of the reserve forces of the United States or the National Guard granted
temporary leave when ordered to duty will be granted leave with pay not to exceed
thirty (30) working 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 Examination Leave
Employees participating in examinations conducted during their normal working hours for
positions in the competitive service of the City will be granted leave with pay for the time
actually required without loss of any accrued paid leave.
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10.5 Unauthorized Absence
Unauthorized absence from duty for any duration of time may be considered cause for
dismissal. Absence from duty without approved leave for five (5) consecutive working
days shall be deemed a resignation from the service; provided, however, if the employee
returns to work and provides an explanation for such absence which their Department Head
finds satisfactory, the Department Head may restore the employee to their position, with
the City Manager's approval.
10.6 Authorized Absences Without Pay - Short Term
Absence without pay not to exceed five (5) consecutive work days may be authorized by
the Department Head. Absence without pay up to fifteen (15) calendar days may be
authorized by the Department Head with the approval of the City Manager. Such an
absence may be authorized only if in the judgment of the Department Head it serves the
best interest of the City.
10.7 Authorized Absence Without Pay - Loner
Upon receipt of a written request from an employee having permanent status and
recommendation of approval by the Department Head, the City Manager with
recommendation from the Executive Director of Human Resources may grant a leave of
absence without pay for up to six (6) months. Additionally, the City Manager with
recommendation from the Executive Director of Human Resources may grant an unpaid
leave of absence extension of up to one (1) year.
An employee returning to duty with the City from such leave of absence shall inform the
Department Head and the Executive Director of Human Resources of their intention at
least thirty (30) calendar days prior to the expiration of the leave of absence. Upon receipt
of such notice, the Department Head will take steps necessary to restore the employee to
their former position.
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
Employees may take an unpaid leave of absence during pregnancy disability consistent
with the Pregnancy Disability Law (PDL), Family Medical Leave Act (FMLA) and/or
California Family Rights Act (CFRA). 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
2025 MOU City of Santa Ana & SEIU Full -Time Employees Unit Page 54
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 with recommendation from the
Executive Director of Human Resources, for a total of up to six (6) months in which to
recover from the disability.
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 pregnancy leave must give reasonable notice of at least
four (4) weeks before the commencement of the leave and include the estimated duration
of the leave.
The City will continue to contribute towards the employee's health insurance coverage in
accordance with state and federal legislation. The employee will be required to pay a cash
premium to continue coverage while on a leave of absence without pay.
10.10 Catastrophic Leave
In order to assist employees otherwise granted a leave of absence without pay by the City
Manager due to a catastrophic, non -industrial medical condition or injury, the City shall
maintain a Catastrophic Leave Donation Program.
Nothing in this section shall be construed to alter City policies and procedures as provided
in the Charter or ordinances of the City or other provisions of this MOU with regard to
granting unpaid leaves of absence.
For the purpose of this program, a "catastrophic" condition shall mean any significant
personal tragedy such as a life -threatening illness or severe non -industrial illness or injury
lasting more than two (2) weeks, which requires the employee to need personal time off
beyond the amount of leave time they have accrued. Maternity leave or elective surgery,
absent significant unplanned complications preventing the employee's return to work, are
not considered catastrophic.
The Catastrophic Leave Donation Program shall cover the uncompensated time prior to the
employee's becoming eligible for the LTD 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, compensatory time, or one (1) floating
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
2025 MOU City of Santa Ana & SEIU Full -Time Employees Unit Page 55
two (2) week period for each case shall be selected by the Department Head or
their designee.
3. All donations must be made in a minimum of two (2) hour increments, except
for floating holiday donations which must be made in full days (to be credited
to recipient based on the donor's amount of hours for the floating holiday).
4. Any authorization of donations not made in accordance with the procedures
outlined in Section 10.10(C)(2) will not be processed.
5. All donations shall be irrevocable.
6. In the event the recipient returns to work before leave donations have been
exhausted, any balance on the books shall be accrued by the recipient and
designated as sick leave and may be used pursuant to Article X.
B. Eli ibgilitX
Regular employees shall be eligible for catastrophic leave donations if the
following criteria are met:
1. When it is reasonably foreseeable that all accumulated time on the books, such
as sick leave, compensatory time, holiday and vacation, will be exhausted and
the employee's absence will continue past the time when the employee will be
on paid status.
2. The employee's Department Head or their designee must approve a written
request for donations accompanied by a medical statement from the employee's
attending physician. The attending physician's statement must verify the
employee's need for an extended medical leave and an estimate of the time the
employee will be unable to work.
C. Procedure
1. Upon receipt of a valid request for donations from an eligible employee, the
Department Head or their designee shall post a notice within forty-eight (48)
hours of receipt of the eligible employee's need for donations via email and on
bulletin boards accessible to employees. No confidential medical information
shall be included in the posted notice.
2. Employees wishing to donate time to an eligible employee must sign their
authorization of the transfer of such donated time and provide:
• Their name, department name, and employee number.
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• The number of hours of compensatory, holiday or vacation time to be
donated, within the limitations of Section 10.10A(3);
• The name, department and employee number of the recipient;
• 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, holiday, and/or compensatory 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
10.10A.
5. The City shall add the donated time to the recipient's sick leave bank.
10.11 Court Appearances
A. City Business
Compensation for court appearances due to City business shall be as follows:
1. For each required court appearance (including but not limited to, depositions,
meetings, and interviews) during an employee's off -duty time, said employee
shall be paid overtime for the period of time from their arrival at court until
they are released from court or the court session closes for that day. However,
in no case shall an employee receive less than two (2) hours overtime for a
court appearance.
If separate court appearances are made both in the morning and afternoon of a
particular day, a minimum of two (2) hours overtime will be allowed for each
session attended.
If the employee is not released from a morning session and must remain
available for afternoon court, the employee shall be paid overtime for all hours
the court is in session that day.
The employee must provide a copy of the subpoena requiring their attendance
to initiate payroll procedures.
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2. A subpoenaed employee scheduled to appear in court (including but not
limited to depositions, meetings, and interviews) on City business during off -
duty time may be placed in a standby status by the Department Head or their
authorized representative if the employee can respond to the court, if called,
within sixty (60) minutes of the employee's notification.
In the event such off -duty employee is on standby status during any court
session and is not required to appear in court, such employee shall be
compensated two (2) hours on a straight time basis, for each said court session.
With the approval of the Department Head, the employee may elect, in lieu of
paid time, to take two (2) hours of compensatory time off for the standby time
and not appearing in court.
If such off -duty employee on standby actually appears in court, they shall be
compensated as provided in Section 10.11(A)(1).
B. Jury Duty or Witness
1. 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 their Department
Head the jury summons or subpoena calling them to such service and shall pay
into the City Treasury the fees collected for such service, excluding any
reimbursement for mileage expenses.
An employee on jury duty who is released from jury duty by the court may
take off for the rest of their workday if taking into consideration the time it
would take to travel back to work, there would still be two (2) hours or less
left on their shift. If there would be more than two (2) hours left in their shift
at the time they would arrive at work, the employee must return to work or call
in to their supervisor and ask to use leave to cover the rest of their shift.
2. If an employee is called to serve on jury duty during a normal day off or on a
City holiday, then the jury duty shall be considered the same as having
occurred during the employee's regular day off work; therefore, the employee
will receive no added compensation.
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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 fostering 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. This provision shall only apply to employees who
begin a parental leave of absence effective on or after the first full pay period following
City Council approval of this MOU (July 1, 2025 — December 31, 2025) and shall not be
applied retroactively.
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ARTICLE XI
11.0 EMPLOYEE INSURANCE BENEFITS
11.1 Medical Health Insurance
A. Health Plans
The City contracts with the California Public Employees Retirement System
(CAPERS) for the provision of health insurance per the Public Employees' Medical
and Hospital Care Act (PEMHCA).
The City shall make contributions toward the payment of medical health insurance
premiums for employees and their eligible dependents enrolled in a medical health
insurance plan offered through Ca1PERS.
The City may choose to offer new medical health plans, other than Ca1PERS, if
they will provide substantially similar or improved coverage and benefits.
B. Contributions
1. The City's monthly contribution for medical health insurance shall be based on
the plan coverage chosen by the employee, up to the listed maximums:
a. Effective January 1, 2025 and continuing thereafter
SINGLE (Employee Only) $1,004.00
2-PARTY (Employee + 1) $1,657.00
FAMILY (Employee + all dependents) $2,050.00
b. Effective January 1, 2026 and continuing thereafter
SINGLE (Employee Only) $1,154.00
2-PARTY (Employee + 1) $1,807.00
FAMILY (Employee + all dependents) $2,200.00
The above amounts are inclusive of the Ca1PERS statutory minimum amount
which CAPERS determines and publishes each year.
2. Any contribution necessary to maintain benefits under said medical health plans
in excess of the amounts set forth above shall be borne entirely by the employee.
C. Medical Waiver Option
An employee who has primary coverage under another non -City sponsored group
medical health plan and voluntarily waives, in writing, their City paid medical
health insurance coverage shall receive a cash payment each month in an amount
2025 MOU City of Santa Ana & SEIU Full -Time Employees Unit Page 60
equal to fifty percent (50%) of the total monthly premium amount for the City's
lowest cost single "employee -only" medical health plan.
Pursuant to the Affordable Care Act (ACA) Employer Mandate "affordability"
determination, an Eligible Opt -Out Arrangement requires the following for
employees who opt -out of employer -provided health coverage and receive cash in
lieu:
Employee must provide reasonable evidence that the employee and each
member of the employee's expected tax family (individuals the employee
expects to claim personal exemption deduction) have or will have minimum
essential coverage (other than coverage in the individual market, whether or not
obtained through Covered California) during the period of coverage to which
the opt -out arrangement applies;
2. The opt -out payment may not be made if the employer knows or has reason to
know that the employee or any other member of the employee's expected tax
family does not have or will not have the alternative coverage;
3. The evidence of alternative coverage must be provided every plan year to which
the eligible opt -out arrangement applies; and
4. The reasonable evidence must be provided no earlier than a reasonable period
of time before the plan year begins.
11.2 Dental Insurance
A. The City offers two (2) types of dental insurance plans. One (1) is a Dental Health
Maintenance Organization (DHMO) plan and one (1) is a Preferred Provider
Organization (PPO) plan.
B. The City shall contribute a maximum amount of up to one hundred and ten dollars
($110.00) for each employee toward the payment of premiums for dental insurance
plans provided by the City for employees and their eligible dependents. Effective
the first full pay period following City Council approval of this 2022-2025 MOU,
the City will increase the monthly contribution to one hundred thirty dollars ($130)
for dental insurance plans.
C. Any contribution necessary to maintain benefits under said dental plans in excess
of the amounts set forth above shall be borne entirely by the employee.
11.3 Long -Term Disability Insurance
A. The City shall provide LTD benefit plan coverage with a sixty (60) day elimination
period, with a five thousand dollar ($5,000.00) per month maximum benefit, for all
employees at no cost to the employee.
2025 MOU City of Santa Ana & SEIU Full -Time Employees Unit Page 61
11.4 Life Insurance
A. The City shall provide each employee with a fifty thousand dollar ($50,000) group
term life insurance policy and a fifty thousand dollar ($50,000) Accidental Death
and Dismemberment (AD&D).
B. The City shall provide these life insurance benefits at no cost to the employee.
11.5 Benefits Advisory Committee
When there is a need to discuss matters relating to employee insurance benefits and the
City believes it would be beneficial to involve a Benefits Advisory Committee (BAC), each
party (the Union and the City) shall have an equal number of representatives on such a
committee to meet as necessary.
11.6 Retirement Health Savings (RHS)Plan
Employees participate in the City's RHS Plan subject to the following:
1. One and one-half percent (1.50%) 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.
2. Upon an employee's termination of employment, the cash value of their eligible
sick leave balances will be deposited into the individual's RHS account, based on
the criteria in Section 10.1(J) and the RHS Plan adoption agreement to provide the
employee and their designated eligible dependents, if any, with benefits under any
health insurance program including, but not limited to, the program maintained by
the City.
3. Upon retirement, up to eighty (80 hours) of an employee's accumulated, but unused
sick leave, after eligible RHS payments are made, will be converted into Ca1PERS
Service Credit per Section 12.3(A) and Government Code §20965.
4. The City will contribute one percent (1%) of an employee's base pay deposited into
their individual RHS account each pay period.
11.7 Vision Insurance
A. The City shall offer employees a vision insurance plan.
B. For employees who choose vision coverage, all premium costs shall be paid by the
employee through a pre-tax payroll deduction.
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ARTICLE XII
12.0 RETIREMENT BENEFITS
12.1 Ca1PERS Retirement Plans
A. The terms of the existing miscellaneous plan contract between the City and
Ca1PERS govern retirement benefits for employees are incorporated by reference
herein.
B. The California Public Employees' Pension Reform Act (PEPRA) went into effect on
January 1, 2013. Based on consideration of various eligibility factors, PEPRA
defines each employee as either a "classic" or "new" member of Ca1PERS.
1. "Classic" Members
An employee who qualifies as a "classic" member receives a retirement benefit
formula of 2.7% @ 55, with no social security coverage.
The final average compensation period for a "classic" member is the single
highest consecutive twelve (12) months (Government Code §20042).
2. "New" Members
An employee defined as a "new" member (Government Code §7522.20a)
receives a retirement benefit formula of 2% @ 62.
The final average compensation period for a "new" member is the highest
average compensation earned during any consecutive thirty-six (36) month
period (Government Code §7522.32a).
12.2 Contributions
The City shall continue to make contributions to CaIPERS on behalf of each individual
employee as follows:
A. City Contributions
1. "Classic" Members
The City shall continue to pay each employee's member contribution and report
it to CAPERS as compensation earnable [Government Code §20636(C)(4)].
This contribution is known as the Employer Paid Member Contribution
(EPMC), which is equal to eight percent (8.0%) of compensation earnable.
2025 MOU City of Santa Ana & SEIU Full -Time Employees Unit Page 63
Such payments are not increases in base salary and no salary rate range
applicable to any employee 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 as permitted by IRS Code section 414(h)(2).
2. "New" Members
As required by PEPRA, the City shall participate in equal cost sharing by
paying fifty percent (50%) of the normal cost, as established by CAPERS in its
annual valuation report.
B. Employee Contributions
1. "Classic" Members
The employee contribution rate shall be eight percent (8.0%) of compensation
eamable. All employee contributions are paid towards the employer portion of
the City's Ca1PERS contribution. This payment shall be paid in accordance with
Government Code §20516(f) as cost sharing.
2. "New" Members
As required by PEPRA, the employee contribution rate shall be fifty percent
(50%) of the normal cost, as rounded to the nearest quarter of a percent by
Ca1PERS in its annual valuation.
C. Pre -Taxable Benefit
To the extent permitted by Ca1PERS and IRS regulations, the City shall make any
employee contributions as a pre-tax deduction.
12.3 Ca1PERS Benefit Options
The City contracts with Ca1PERS to provide the following additional optional benefits:
A. Credit for Unused Sick Leave (Government Code §20965)
Effective the date of City Council adoption of this 2022-2025 MOU, the maximum
total unused sick leave that can be converted 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 CAPERS shall not be eligible to convert unused sick leave to
CAPERS for service credit.
The City must report only those days of unused sick leave that were accrued by the
employee during the normal course of employment. This section applies to
2025 MOU City of Santa Ana & SEIU Full -Time Employees Unit Page 64
Ca1PERS members whose effective date of retirement is within four (4) months of
separation from employment.
B. Military Service Credit as Public Service (Government Code �21024)
An employee 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.
C. Pre -Retirement Death Benefits
1. Optional Settlement 2W Death Benefit (Government Code 2�1548)
The spouse of a deceased employee, who is eligible to retire from service at the
time of death, may elect to receive a Pre -Retirement Optional Settlement 2W
Death Benefit. The benefit is a monthly allowance equal to the amount the
employee would have received if they had retired from service on the date of
death and elected Optional Settlement 2, the highest monthly allowance an
employee can leave a spouse.
2. Fourth Level 1959 Survivors Benefit (Government Code §21574)
D. Post -Retirement Death Benefits
Post -Retirement Survivor's Allowance (PRSA) for continuation of benefits even
after remarriage (Government Code §21624, 21626 and 21628).
E. Cost of Living Allowance (COLA) (Government Code 2�)
Up to a maximum of a two percent (2.0%) COLA as determined by CalPERS each
year.
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ARTICLE XIII
13.0 TOOLS
13.1 Personal Tools
Employees in the following classifications shall provide their own personal tools which are
ordinarily used in their trade:
• Fleet Services Technician I
• Fleet Services Technician II
• Fleet Services Technician III
• Fleet Services Supervisor
13.2 Tool Allowance
The City will provide at least one (1) vendor account for each employee who has at least
one (1) year of service in one of the classifications listed in Section 13.1 above.
These employees shall be allowed up to eleven hundred dollars ($1100) per fiscal year in
order to purchase tools which, in the sole determination of the Fleet Services Manager, are
necessary for the performance of such employees' job duties.
Employees will either be reimbursed for their tool purchases or they may purchase tools
from the vendor who will then bill the City for the purchases.
Employees will be allowed to carry over their unused tool allowances for not more than
two (2) consecutive fiscal years.
13.3 Lost or Stolen Tools
The City shall bear no liability or responsibility in replacing lost or stolen tools, except as
provided in this article.
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ARTICLE XIV
14.0 UNIFORMS
14.1 Uniforms
A. Uniform Maintenance
1. All employees who are required by the City to wear a uniform while on duty
shall continue to be provided with seven (7) sets of clean uniforms every two
(2) weeks at no cost to the employees.
2. All field/yard maintenance, custodial and equipment repair employees shall be
provided with eleven (11) clean sets every two (2) weeks at no cost to the
employees.
3. Any employee who wishes to be provided with one (1) or more additional clean
sets per week, above the amounts specified in this section, will be required to
pay the extra cost incurred for such additional set(s).
B. All Police Records Personnel and the Senior Office Assistants assigned to the
traffic window shall be provided with three (3) sets of uniforms and one (1) sweater.
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ARTICLE XV
15.0 SAFETY
15.1 Safety Shoes/Boots
A. The City agrees to pay up to three hundred and fifty dollars ($350) per fiscal year
per employee, for the purchase and/or repair of approved safety shoes/boots.
The option of purchase and/or repair shall be at the sole discretion of each
employee.
The employee may purchase their safety shoes/boots from either a City approved
vendor or any outside vendor of their choice.
B. Employees will be allowed to use this allowance to purchase insoles or other
shoe/boot related accessories.
C. Code Enforcement employees who are regularly assigned to work involving
confiscation or retrieval of evidence or who must regularly enter dangerous or
abandoned properties will be eligible for a safety shoe/boot allowance. Code
Enforcement employees will be allowed to use this allowance to purchase uniform
shirts, as approved by the department manager or their designee.
D. All safety shoes/boots purchased under this program must have steel reinforced
toes, insteps and bear the official stamp of approval from the American Society for
Testing and Materials (ASTM) F2413-18, or any comparable governing body.
E. If a particular classification is designated by the Executive Director of Human
Resources or designee as requiring its incumbents to wear safety shoes/boots, then
it will be mandatory for all incumbents of that classification to wear the type of
safety shoes/boots (boot or low -quarter) deemed to be appropriate by the
Department Head.
Some exemptions may be allowed, on a case -by -case basis, depending on the type
and amount of exposure to hazardous conditions in a particular position and subject
to the approval or disapproval of the Executive Director of Human Resources or
designee.
F. The procedure necessary to be followed for the implementation and operation of
this program shall be in accordance with the existing policies and procedures as
previously established by the City.
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ARTICLE XVI
16.0 GRIEVANCE PROCEDURE
16.1 Definition of Grievance. A grievance shall be defined as a timely complaint by the Union
concerning the interpretation or application of specific provisions of this MOU.
The parties can mutually agree to extend any deadlines in this Article.
16.2 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.
16.3 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
with ten (10) calendar days of receiving the Step 1 response. 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:
A. The City and Union shall create and maintain a standing list of three (3) to five
(5) mutually approved arbitrators.
B. 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.
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
2025 MOU City of Santa Ana & SEIU Full -Time Employees Unit Page 69
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.
16.4 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.
A. A grievant must submit a grievance in writing to the Executive Director of
Human Resources or designee.
B. The Department Head shall meet with the employee within ten (10) calendar
days after submission of the grievance.
C. 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.
A. 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.
B. 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.
C. 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.
2025 MOU City of Santa Ana & SEIU Full -Time Employees Unit Page 70
D. Step 3.
A. 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. 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.
B. The City and Union agree to select an arbitrator in the following manner:
a. The City and Union shall create and maintain a standing list of three (3)
to five (5) mutually approved arbitrators.
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.
2025 MOU City of Santa Ana & SEIU Full -Time Employees Unit Page 71
ARTICLE XVII
17.0 UNION RIGHTS
17.1 Union Representatives
A. The Union shall have the right to appoint/elect a reasonable number of employee
representatives who are recognized by the City as union officers, work site leaders,
or stewards.
Such reasonable number of work site leaders and stewards recognized by the City
shall be limited to eighteen (18) employees.
B. The Executive Director of Human Resources or designee shall be provided with a
list of the names and classification titles of the Union's officers, work site leaders,
stewards, and other union representatives. The Union agrees to inform the City in
writing of any changes in said list within ten (10) calendar days of date of change.
17.2 Release Time
A. Grievances
During the term of this MOU, the City agrees to grant a reasonable amount of City
time, without loss of pay or benefits, to enable the union officers, worksite leaders,
and stewards to assist other bargaining unit employees in processing grievances
under Article XVI.
Union officers, worksite leaders, and stewards shall make advance arrangement
with their supervisors prior to absenting themselves for such purpose.
The union officers, worksite leaders, and stewards shall be required by the City to
record and report to their supervisors the work time spent in assisting other
bargaining unit employees pursuant to this provision of the MOU.
Any unauthorized or unapproved time used by a union officer, worksite leader, or
steward to investigate, discuss, process or meet in conjunction with pursuing a
grievance or complaint shall be charged to that employee's vacation or comp time
leave bank.
The Union shall limit the number of union officers, worksite leaders, or stewards
who participate in the investigation or appear at hearings on City time to one (1)
representative and one (1) Chapter Board member.
2025 MOU City of Santa Ana & SEIU Full -Time Employees Unit Page 72
B. Union Business Leave
In addition to the above time, union officers, worksite leaders, and stewards shall
be granted three hundred (300) hours of release time per fiscal year. This leave is
cumulative, meaning the total amount of hours allowed each fiscal year is to be
shared by all eligible employees in the unit and is not an individual annual allotment
of hours for each employee.
The purpose of this additional three hundred (300) hours per fiscal year shall be to
enable the union officers, worksite leaders, and stewards to participate in union
activities which may include conventions, seminars and meetings that are otherwise
not covered by this MOU. Such time shall be paid by the Union who will reimburse
the City for the hours used by employees of the unit.
Such union officers, worksite leaders, or stewards shall provide at least forty-eight
(48) hours' advance notice and make arrangements with their supervisors prior to
absenting themselves for such purposes.
The union officers, worksite leaders, and stewards shall be required by the City to
record and report to their supervisors on the work time spent on Union business.
Any unauthorized or unapproved time used by a union officer, worksite leader, or
steward to conduct union business shall be charged to that employee's vacation or
comp time leave bank.
Time spent by the Union's Chapter Chair/President, officers worksite leaders, or
stewards on Chapter Chair/President's Leave and/or Union Business Leave, under
this section, shall not be considered time worked for computation of overtime
according to the FLSA.
C. Chapter Chair/President's Leave
During the term of this MOU, the City agrees to grant the Union's Chapter
Chair/President (President) half of their work week as paid release time which
shall be reimbursed to the City by the Union. Such release time is subject to the
following terms and conditions:
a. The President will conduct any union business performed during the half of
their work week while on release time under this section off the worksite.
However, the President may conduct union business on worksites pursuant
to Section 17.3 - Worksite Access.
b. The Department Director of the President may approve additional time off
for the President to attend union seminars and other business on a
prescheduled basis. Such additional time off shall be paid for by the Union
or deducted from the President's vacation or compensatory time bank.
2025 MOU City of Santa Ana & SEIU Full -Time Employees Unit Page 73
c. Upon written request of the Union, the Department Director of the President
will schedule the President to be offsite for half of each workday to conduct
union business. The Department Director shall schedule the President to be
onsite working on City business each half day of each normal work week.
The Department Director may change the schedule of the President upon
reasonable notice to the employee.
d. During the period of time the President is performing City work, they shall
receive no union -related phone calls or visitors. Persons who call or wish to
see the President regarding union -related matters during their work time
shall be referred to the Union's offsite office.
e. Time spent by the President on Chapter Chair/President's Leave shall not
be considered time worked for the computation of overtime according to the
FLSA.
f. The Union shall reimburse the City for one hundred percent (100%) of the
employee's salary, including any premium payments and benefit costs, for
the Chapter Chair/President's Leave time.
The Union agrees to pay for Union Business Leave and Chapter
Chair/President's Leave within thirty (30) calendar days of receipt of the
bill from the City. The bill will be sent on a monthly basis.
If the bill is not paid within thirty (30) calendar days of receipt, the City
shall deduct such amount from the union dues collected from the employees
on behalf of the Union. In the event a portion of the bill is rightfully
contested, the City shall only deduct the non -contested portion from the
union dues.
Any issues related to the bill must be brought to the attention of the
Executive Director of Human Resources within fifteen (15) calendar days
of its receipt and must be resolved within the remaining fifteen (15) calendar
days, so that the bills are paid in a timely manner or within thirty (30)
calendar days of its receipt.
2. Evidence of Insurance
a. The Union shall provide an insurance policy or policies, or certificate of
such insurance, naming the City, its officers and employees as insured or
additional insured which provides coverage against liability for any and all
claims and/or suits for damages or injuries to persons or property resulting
from or arising out of any act or omission of said union representative. Said
policy or policies of insurance shall provide coverage for both bodily injury
and property damage not less than the following minimum amounts: one
2025 MOU City of Santa Ana & SEIU Full -Time Employees Unit Page 74
million dollars ($1,000,000) combined single limit or its equivalent. Said
policy or policies shall also contain a provision that no termination,
cancellation or change of coverage of insured or additional insured shall be
effective until after thirty (30) business days' notice has been given in
writing to the City.
b. The Union shall provide the City with an insurance carrier certifying that it
carries primary workers' compensation insurance on behalf of said union
representative and the policy shall not be canceled nor coverage reduced
until after ten (10) business days' notice has been given in writing to the
City.
3. Indemnity Clause
The Union shall indemnify and save harmless the City, its officers and
employees from and against any and all damage to property or injuries to or
death of any person or persons, including property and employees or agents to
the City. The Union shall defend, indemnify, and save harmless the City, its
officers and employees from any kind and all claims to demands, suits, actions
or proceedings of any kind or nature, including, but not by way of limitations,
workers' compensation claims, resulting from or arising out of the negligent
acts, errors, or omissions, arising out of the intentional or malicious acts of the
union's representatives.
4. Duty Requirements
The Union and the City agree that the President will not be required to carry out
any City duties during the time they are on Chapter Chair/President's Leave for
half of the normal work week.
The President will be required to comply with the rules and regulations of the
City as they apply to off -duty employees, except such President will not be
required to report to work for any purpose during the half of the normal work
week designated as Chapter Chair/President's Leave time.
5. Return to Duty
Upon return to full-time City duty from Chapter Chair/President's Leave of half
of the normal work week, the President shall be restored to the same position
without loss of any benefits as they would have occupied or accrued if there
had been no disruption in duty status.
D. Meet and Confer
1. In the event the Union is formally meeting and conferring with representatives
of the City on matters within the scope of representation during regular City
2025 MOU City of Santa Ana & SEIU Full -Time Employees Unit Page 75
business hours, a reasonable number of union officers, employee
representatives, or other union officials shall be allowed reasonable time off
without any loss of compensation or other benefits.
2. Such union officers and employee representatives shall not leave their
duty/work station or assignment without the prior knowledge of their supervisor
or manager.
3. Such meetings are subject to scheduling in a manner consistent with City
operating needs and work schedules.
E. Release Time Process
Release of employees for Union Business Leave shall be done on the same basis
as employees who are released from duty for vacation leave, except that
requests for Union Business Leave shall not unreasonably interfere with the
operation of the City department and shall be approved by the employee's
Department Head.
2. The Department Head shall not unreasonably withhold permission to utilize
Chapter Chair/President's Leave and/or Union Business Leave from any
employee who has been duly authorized by the Union to take such leave.
3. The President shall have half of the normal work week, or one thousand and
forty (1,040) hours per year, of time off to conduct union business. Such time
shall be paid by the City and reimbursed to the City by the Union.
4. Release time used under this section must be appropriately coded into the City's
payroll system each pay period, so that it can be properly tracked by the City.
The City shall provide separate payroll codes for the different types of release
time.
17.3 Worksite Access
A. Union officers, worksite leaders, stewards and/or union staff shall be permitted to
visit break and lunch areas designated by the City, before or after work, or during
designated lunch periods for the purpose of discussing union business, provided
that arrangements are made in advance with the manager responsible for the
worksite.
B. Such visits shall not disrupt the work of City employees or interfere with the normal
operations of the department, or with established safety and security requirements.
Where any such problems arise, the Union and the City will agree on an alternate
meeting/conference facility for the purpose of providing a place for the Union to
hold meetings before or after work or during lunch periods. If the alternate meeting
site is a City facility during non -working hours, its scheduling and use shall be
2025 MOU City of Santa Ana & SEIU Full -Time Employees Unit Page 76
governed in accordance with regulations pertaining to the use of public meeting
rooms at City facilities.
C. Solicitations of membership and all activities concerned with the internal
management of the Union, such as collecting dues, holding membership meetings,
preparation of petitions, preparation of proposals, campaigning for office,
conducting elections and distributing literature, shall not be conducted during
working hours.
D. Employees may voluntarily perform those duties assigned to them by the Union,
but in no event shall they have the right to interfere with the performance of work
of any other employee or interfere with City operations.
17.4 Use of Bulletin Boards
Space shall be made available to the Union on the City's existing employee bulletin boards
for the purpose of posting notices pertaining to Union business, subject to the following
conditions:
A. Material posted by the Union shall not include campaign material on municipal
election matters, including elections for City Council, other City positions, or other
municipal political matters.
B. Material posted shall not be derogatory to the City, City employees or other
employee organizations.
C. All materials shall be dated, identify the Union and bear the signature of the
authorized representative(s) of the Union validating the posting.
D. The City reserves the right to determine what reasonable portion of employee
bulletin boards are to be allocated to union materials.
E. If the Union does not abide by these provisions, it will forfeit its right to have
materials posted on the City's employee bulletin boards.
F. The Union shall not be permitted to post any material that is prohibited by State
law or the City Charter.
17.5 Use of City Facilities
The City shall allow the Union to conduct meetings in the City's public meeting rooms
during non -working hours provided such meetings are scheduled in accordance with
regulations governing the use of public meeting rooms at City facilities. The Union shall
not be permitted to use such City facilities to discuss or present any matter that is prohibited
by State law or the City Charter.
2025 MOU City of Santa Ana & SEIU Full -Time Employees Unit Page 77
17.6 Payroll Deductions
A. Union Deductions
The City shall make deductions on a regular basis each pay period from the pay of
each employee who voluntarily authorizes such union deductions in writing.
The City shall provide a separate dedicated payroll code for this deduction.
B. Remittance of Funds
The Union shall provide the City with an authorized deduction report each pay
period which includes a list of the employees who have authorized union
deductions and the amount of such deductions.
The City shall make the applicable deductions from the employee's paychecks and
electronically remit such funds to the Union via Electronic Funds Transfer (EFT)
following their deduction.
The City shall also send an itemized report, in Excel format, to the Union at
dues@seiu721.org. The report shall include a list of all union members in the
bargaining unit and include the following information on each union member: first
name, last name, employee identification number, employment status (i.e. active or
on an unpaid leave of absence), base salary earned in the pay period, salary step,
total hours in a paid status for the pay period, and the amount remitted on behalf of
the employee.
The remittance of funds and itemized report shall be sent to the Union semi-
monthly.
C. Maintenance of Dues Payroll Deduction
Any employee who has authorized union dues deductions on the effective date of
this MOU, or at any time subsequent to the effective date of this MOU, shall
continue to have such dues deduction made by the City during the term of this
MOU; provided, however, that any employee may revoke such dues deductions in
the last twelve (12) months of this MOU during the twenty-one (21) calendar day
period preceding the employee's date of hire anniversary, by notifying the Union
of their revocation of union dues deductions. Such notification shall be in writing
and contain the following information: employee name, employee identification
number, job classification, department name, bargaining unit, and name of the
employer from which such dues deductions are to be cancelled. Upon request, the
Union will inform the union member of their dues deduction revocation date. The
Union will provide the City with the appropriate documentation to process these
dues revocations within ten (10) business days after the close of the withdrawal
period.
2025 MOU City of Santa Ana & SEIU Full -Time Employees Unit Page 78
D. Indemnification
The Union shall indemnify and hold the City, its officers and employees, harmless
from any and all claims, demands, suits, or any other action arising from this
section. In no event shall the City be required to pay from its own funds, union
dues, which the employee was obligated to pay, but failed to pay, regardless of the
reasons.
17.7 Reporting Requirements
The City agrees to provide the Union with an updated employee list every sixty (60) days,
which includes the following information on each employee: first name, last name,
employee identification number, date of hire, bargaining unit (i.e. full-time employees
unit), job classification, change in employment status (i.e. separated from service, retired,
promoted, demoted, etc.), effective date of change in employment status, physical home
address, home mailing address (if different), home phone number, personal cell phone
number, personal email address (if known), work location, work phone number, salary step,
and current rate of pay.
The City shall send these reports, in Excel format, to the Union at dues@seiu721.org.
An employee shall retain their right to opt -out of providing personal information to the
Union.
17.8 New Employee Orientations
The City shall notify the Union of all new employees entering the bargaining unit and
provide the information listed in Section 17.7 on each new employee (to the extent
applicable) in that notification. In addition, no later than thirty (30) days of hire or by the
first pay period of the month following hire the City will provide a roster to SEW with the
same information for all employees hired in the previous thirty (30) days. For the purpose
of this section, new employees shall be defined to include any employee whose
classification is in the bargaining unit, including but not limited to employees entering the
unit through new hire, accretion, promotion, or demotion.
Each new employee shall be scheduled to attend an orientation. The City shall provide the
Union with no less than ten (10) calendar days' advance written notice of the date, time
and location of the orientation. The City may provide shorter notice only in a specific
instance where there is an urgent need critical to the City's operations that was not
reasonably foreseeable. Such notice shall be sent to the Union via an email to
membershipa,seiu721.org, the designated SEIU Worksite Organizer, and the Chapter
President. The notice shall also include the new employee's name, employee identification
number (if assigned yet), and job title.
After receiving notice of each employee orientation, the Union will inform Human
Resources as to whether an SEIU representative will or will not attend.
2025 MOU City of Santa Ana & SEIU Full -Time Employees Unit Page 79
If an SEIU representative will not be able to attend the scheduled employee orientation, the
Union may deliver union related documents contained within an envelope or welcome
packet for each new employee for Human Resources staff to hand to the new employee at
the orientation. The City will not discuss or answer questions related to these documents
other than to inform the new employee that they are from the union that exclusively
represents their classification. In addition, the employee will be informed that if they have
any questions regarding the documents and/or union, they should contact their Union
representative.
If the Union informs the City that an SEIU representative will attend the employee
orientation, the City agrees to provide each new employee with up to thirty (30) minutes,
while remaining on paid duty time, to meet with their union representative during the
orientation. No management representative shall be present during the Union's
presentation of the employee orientation. In the event the union representative providing
the orientation is an employee of the City (i.e. Chapter President, union officer, worksite
leader, or steward), they shall also be provided with up to thirty (30) minutes of paid release
time in which to conduct the union's portion of the orientation. No more than one (1) City
employee at a time shall be released to conduct the Union's presentation during the
orientation.
If the City begins to provide an online on -boarding process, the Union shall have the right
to incorporate up to a thirty (30) minute video and/or PowerPoint presentation and a link
to the SEIU Local 721 website into that online orientation. The Union would still reserve
all other rights in this section, including but not limited to the scheduling of an in -person
thirty (30) minute meeting with the new employee and their union representative while
remaining on paid duty time.
2025 MOU City of Santa Ana & SEIU Full -Time Employees Unit Page 80
ARTICLE XVIII
18.0 CITY RIGHTS
18.1 Management Rights
The City reserves, retains, and is vested with, solely and exclusively, all rights of
management which have not been expressly abridged by specific provision of this MOU
or by law to manage the City, as such rights existed prior to the execution of this MOU.
The sole and exclusive rights of management, as they are not abridged by this MOU or by
law, shall include but not be limited to the following rights:
A. To manage the City generally and to determine the issues of policy.
B. To determine the existence or nonexistence of facts which are the basis of the
management decision.
C. To determine the necessity of organization of any service or activity conducted by
the City and expand or diminish services.
D. To determine the nature, manner, means, and technology, and extent of services to
be provided to the public.
E. To determine methods of financing.
F. To determine types of equipment or technology to be used.
G. To determine and/or change the facilities, methods, technology, means, and size of
the workforce by which the City operations are to be conducted.
H. To determine and change the number of locations, relocations, and types of
operations, processes, and materials to be used in carrying out all City functions,
including but not limited to the right to contract for or subcontract any work or
operation of the City.
I. To assign work to and schedule employees in accordance with requirements as
determined by the City, and to establish and change work schedules and
assignments.
J. To relieve employees from duties for lack of work or similar non -disciplinary
reason, subject to the provisions of the City Charter, Municipal Code, Federal and
State law and this MOU.
K. To establish and modify productivity and performance programs and standards.
2025 MOU City of Santa Ana & SEIU Full -Time Employees Unit Page 81
L. To discharge, suspend, demote, or otherwise discipline employees for proper cause
in accordance with the provisions set forth in the City Charter and Santa Ana
Municipal Code.
M. To determine job classifications and to reclassify employees.
N. To hire, transfer, promote and demote employees for non -disciplinary reasons in
accordance with this MOU.
O. To determine policies, procedures, and standards for selection, training and
promotion of employees.
P. To establish employee performance standards including but not limited to quality
and quantity standards and to require compliance of such standards.
Q. To maintain order and efficiency in its facilities and operations.
R. To establish and disseminate and/or modify rules and regulations to maintain order
and safety in the City which are not in violation with this MOU.
S. To take any and all necessary action to carry out the mission of the City in
emergencies.
18.2 Meet and Confer on Impact
Except in emergencies, or where the City is required to make changes in its operations
because of the requirements of law, whenever the contemplated exercise of management's
rights shall impact on a significant number of employees of the bargaining unit, the City
agrees to meet and confer in good faith with representatives of the Union regarding the
impact of the contemplated exercise of such rights prior to exercising such rights, unless
the matter of the exercise of such rights is provided for in this MOU.
2025 MOU City of Santa Ana & SEIU Full -Time Employees Unit Page 82
ARTICLE XIX
19.0 ANTI -STRIKE CLAUSE
19.1 Prohibited Conduct
A. The Union, its officers, agents, representatives, and/or members agree that during
the term of this MOU, they will not cause or condone any unlawful strike, walkout,
slowdown, sick-out, or any other unlawful job action by withholding or refusing to
perform services.
B. There shall be no lockouts by the City during the term of this MOU.
C. Any employee who participates in any conduct prohibited in Subsection A above
shall be subject to suspension, demotion or dismissal by the appointing authority
without right of appeal to the Personnel Board in accordance with City Charter
Section 1014.
19.2 Union ResponsibilitX
In the event that the Union, its officers, agents, representatives, or members engage in any
of the conduct prohibited in Section 19.1A above, the Union shall immediately instruct any
persons engaging in such conduct that their conduct is in violation of this MOU and
unlawful, and they must immediately cease engaging in the prohibited conduct and return
to work.
2025 MOU City of Santa Ana & SEIU Full -Time Employees Unit Page 83
ARTICLE XX
20.0 LAYOFFS
20.1 Notice of Layoff
It is the hope of the City not to separate any employee(s) from employment because of a
reduction in the workforce during the term of this MOU. However, circumstances arising
during the term of this MOU may require such separation(s). In that event, the City will
provide reasonable notice to the Union of the details of the separation(s) in order to meet
and exchange information, opinions and proposals regarding the consequence(s) of the
separation(s) on the employee(s).
This provision in not intended to be a waiver of any other rights the parties may have under
this MOU.
20.2 Order of Lam
A. Seniority (length of service) shall govern layoffs as described herein:
B. Any dispute over the application of this article shall be subject to the grievance
procedure.
C. Classification seniority is defined as length of service in the classification, and shall
begin on the first date worked by the employee in that classification. Whenever a
position within a classification is to be eliminated, resulting in the layoff of an
employee, seniority shall govern the order of layoff. The employee with the lowest
seniority in the affected classification shall be laid off first. If employees have the
same seniority date within the classification, the City and a representative from
SEIU shall meet and randomly choose the name of the person who will be selected
for layoff. The following fair process will be used: a piece of paper with each
employee's name will be placed in a container and the name of the employee(s)
subject to layoff will be selected.
D. In lieu of layoff, an employee may elect to work in a lower classification, in which
they have served, providing that classification is within the same job family/career
ladder. In that event, the employee's length of service in the next lower
classification will be added to their length of service in the affected classification,
and said combined seniority shall be used to bump down into the next lower
classification. This method of combining seniority shall be applied to subsequent
lower classifications.
20.3 Reemployment List
The reemployment list shall be valid for one (1) year from the date of its establishment.
Reemployment shall be in reverse order of layoffs.
2025 MOU City of Santa Ana & SEIU Full -Time Employees Unit Page 84
20.4 Temporga Appointment
An employee who is laid off from full-time City employment pursuant to this article, may
be granted a temporary appointment to a vacant position in any classification for which
there is no eligible list and for which said employee meets the minimum qualifications
established for the classification and possesses the requisite knowledge, skills and abilities
to satisfactorily perform the work of the classification. Such temporary appointment will
be terminated upon the establishment of a new eligible list for the classification or one (1)
year following the initial day of such temporary appointment, whichever occurs first.
20.5 Contracting Out
If it is decided to contract out work currently being performed by employees of this
bargaining unit and it is projected that no employee covered by this MOU is to be laid off,
receive a reduction in hours worked, or receive a loss in pay due to said contracting out,
the City shall provide the Union reasonable notice of the decision to contract out, will meet
with the Union upon the Union's request over the impact of the decision to contract out,
and will consider reasonable alternatives provided by the Union.
If the City determines to replace employees covered by this MOU by contracting out the
work it will expeditiously notify the Union of its intentions. Upon request by the Union the
City will schedule meetings with the union leadership to discuss this objective and give the
Union the opportunity to present information before any final decision. The City and union
leadership agree to commence meeting with each other when practicable for a period not
to exceed forty-five (45) calendar days, unless mutually agreed to meet longer. At the end
of the agreed upon time and if the parties have not achieved satisfactory resolution, the
issues will be resolved per the impasse process).
Notwithstanding the above paragraph, if any bargaining unit member is laid off as a result
of a decision by the City to contract out work, the City shall make a reasonable effort to
cause the affected employee(s) to become employed by the company or entity with which
the City contracted for the applicable services.
Prior to bringing any requests for proposal (RFP) to the City Council which would result
in the contracting out of bargaining unit work, and prior to any such requests being issued
seeking such proposals, the parties agree to the following:
A. The City will inform SEIU in writing of its intent to submit such request to the City
Council for approval.
B. The City will inform SEIU in the same writing of its right to request to meet to
discuss the proposed RFP prior to bringing it to the City Council or seeking such
proposals to give SEIU the opportunity to discuss its position regarding the RFP
with the City.
2025 MOU City of Santa Ana & SEIU Full -Time Employees Unit Page 85
C. The City agrees to meet with SEW (at its request) at least twice within twenty (20)
working days of the written notification of the RFP to consider SEIU's positions
regarding the RFP. The City agrees that upon mutual agreement of the parties, it
will agree to meet more than twice prior to bringing the RFP to the City Council
and upon mutual agreement may agree to give SEIU more than twenty (20) working
days in which to conduct the meetings with the City representatives.
D. The City also agrees that if the existing employees who will be impacted by the
contracting out (i.e. those employees whose work will be contracted out if there is
an RFP accepted by the City) wish to bid for the work by submitting a response to
the RFP, the City will consider such response along with the other responses
received.
E. After the City receives the bids and identifies the most responsible bidder, the City
will notify the Union, who will have five (5) calendar days to submit information
to the City as to why it believes the City should keep the work in house and how
the employees in this unit can perform the work.
2025 MOU City of Santa Ana & SEIU Full -Time Employees Unit Page 86
ARTICLE XXI
21.0 MISCELLANEOUS PROVISIONS
21.1 Joint Labor Management Teams
The City and the Union agree to form Joint Labor Management teams for the purpose of
exploring issues of mutual concern, including discussions on job family/career ladders.
Each team shall be comprised of an equal number of labor and management employees
and shall be chaired by the Employee Relations Manager. In no case shall the activity of a
team create a delay or hindrance to the ongoing operation of the City. The City and the
Union shall hold a meeting upon the City's or the Union's written request to meet.
21.2 Performance Appraisals
Non -probationary performance appraisals not completed within six (6) months of the due
date shall be stayed and the employee shall next become subject to evaluation upon the end
of the evaluation period next following. Provided that merit advance performance
appraisals shall be completed in accordance with Section 4.8 — Advancement Within
Ranges.
21.3 Driving City Vehicles
A. Driver's Alert Decal -Based Monitoring Program
By identifying high -risk driving behavior and drivers who engage in unsafe driving
acts, the purpose of this program is to intervene quickly to correct and control these
risk factors and high -risk activities.
Driver's Alert SMART RISKTM identifies the specific drivers who are at high risk
to cause an at -fault crash, so it can be prevented. Reporting is done via 1 (800)
number and an identification number on "How Am I Driving?" decals affixed to
City vehicles. Reports will be transmitted to the impacted manager and can include
complaints or compliments regarding a driver's activity.
There is currently no discipline or reward policy in place that would impact
employees being reported by this program.
B. Automatic Vehicle Location (AVL) System
The automatic vehicle location (AVL) system is a means for automatically
determining the geographic location of a vehicle and transmitting information to a
requestor.
Reporting information from AVL will include route, vehicle operations, destination
and idle times. The information will be used to monitor the location and usage of a
2025 MOU City of Santa Ana & SEIU Full -Time Employees Unit Page 87
vehicle to ensure the most energy and time -efficient routing and operation of
vehicles. AVL database information may only be accessed and subsequently used
by supervisory and management employees in participating division operations.
The AVL system is not intended to monitor employee behavior; however, it may
provide, but not prove to be the sole basis, for disciplinary action if data indicates
employee failure to provide efficient and productive service throughout the
workday.
2025 MOU City of Santa Ana & SEIU Full -Time Employees Unit Page 88
ARTICLE XXII
22.0 FULL UNDERSTANDING, WAIVER & SEPARABILITY
22.1 Intent of Agreement
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 and Municipal Code,
as well as the City's EERR (#81-75).
The provisions of this MOU shall supersede all prior agreements and MOU's, or contrary
salary and/or personnel rules and regulations or administrative codes, provisions of the
City, oral or written, express or implied between the parties, and shall govern the entire
relationship and shall be the sole source of any and all rights which may be asserted
hereunder.
This MOU is not intended to conflict with Federal or State law or the City Charter.
22.2 Rules and Regulations
Notwithstanding the abovementioned language, City personnel rules and regulations and
departmental rules and regulations exist. These rules and regulations shall be continued to
the extent they do not breach 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, and/or
other terms and conditions of employment, the City shall meet and confer with the Union;
provided, further, however, no provision of the rules and regulations shall be changed to
breach specific provisions of this MOU.
22.3 Waiver of Bargaining
Except as otherwise specifically provided herein, this MOU fully and completely
incorporates the understanding of the parties regarding the provisions contained in this
MOU. Neither party shall, during the term of this MOU, demand any change to the MOU,
except that nothing shall prohibit the parties from changing the terms of the MOU by
mutual agreement and in writing signed by the parties.
22.4 Emergency Waiver Provision
In the event 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 Personnel Rules or Resolutions of the City, which restrict the City's
ability to respond to these emergencies, shall be suspended for the duration of such
emergency. After the emergency is declared over, this MOU will be reinstated
immediately. The Union shall have the right to meet and confer with the City regarding the
impact on employees of the suspension of the provisions in the MOU during the course of
the emergency.
2025 MOU City of Santa Ana & SEIU Full -Time Employees Unit Page 89
22.5 Separability Provision
Should any provision of this MOU be found to be inoperative, void, or invalid by state or
federal law, or by a court of 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.
2025 MOU City of Santa Ana & SEIU Full -Time Employees Unit Page 90
ARTICLE XXIII
23.0 TERM OF MOU
23.1 The term of this MOU shall be from July 1, 2025 through December 31, 2025.
2025 MOU City of Santa Ana & SEIU Full -Time Employees Unit Page 91
EXECUTION OF THE NEW AGREEMENT
On January 12, 2026, this MOU was ratified by a simple majority vote of unit employees who are in full-
time classifications represented by the Union.
On January 20, 2026, this MOU was approved by a vote of the City Council of the City of Santa Ana.
Following its execution by the parties hereto, the City Council shall implement its terms and conditions by
appropriate lawful action.
In witness thereof, the parties hereto have caused this agreement to be executed this 2111 day of January
2026.
PARTIES TO THE AGREEMENT
STEVE KOFFROTH, CHIEF {NEGOTIATOR
SE 1U LOCAL 721
4' llxll' '
NAN& R013LES
CHAPTER PRESIDENT
VALERIE AMEZCUA
MAYOR
ALVARO NUNEZ
CITY MANAGER
C.J
LORE SCHNAIDER
EXECUTIVE DIRECTOR OF HUMAN RESOURCES
ATTEST: APPROVED AS TO FORM: 61_L�
Jennifer Hall, City Clerk Peter J. 13 wn
Liebert CIdssidv Whitmore
LEGAL COUNSEL FOR CITY OF SANTA ANA
2025 MOU City of Santa Ana & SEIU Full -Time Employees Unit Page 92
SEIU Local 721 Bargaining Committee
Agustin "Tino" Alvarado Teresa "Terri" Ibarra
Planning & Building Library
DeShannon Braswell
Public Works
Tony Carrillo
Public Works
Armando Chavez
Planning & Building
Richard "Rick" Charbeneau
Public Works
Mishaun Watkins
Community Development
Jorge "George" Navarro
Public Works
Nancy Robles
Finance
Forest Ogden
Public Works
2025 MOU City of Santa Ana & SEIU Full -Time Employees Unit Page 93
EXHIBIT A
MONTHLY WAGE RATE SCHEDULE
EFFECTIVE JULY 13, 2025
JOB TITLE
JOB
CODE
STEP
AAA
STEP
AA
STEP
A
STEP
B
STEP
C
STEP
D
STEP
E
Accountant I
01140
6,356
6,675
7,008
7,358
7,727
8,112
8,518
Accountant H
01150
7,323
7,689
8,072
8,476
8,900
9,345
9,812
Accounting Assistant
07010
4,954
5,203
5,465
5,738
6,024
6,324
6,642
Accounts Payable Supervisor
07009
8,434
8,858
9,300
9,766
10,253
10,775
11,314
Active Transportation Coordinator
01295
7,917
8,314
8,730
9,167
9,625
10,106
10,614
Arts and Culture Specialist
02845
6,356
6,675
7,008
7,358
7,727
8,112
8,518
Assistant Buyer
00270
5,492
5,766
6,053
6,356
6,675
7,008
7,358
Assistant Community Planner
07611
6,642
6,973
7,323
7,689
8,072
8,476
8,900
Assistant Engineer
01601
8,561
8,988
9,438
9,911
10,407
10,938
11,484
Assistant Fleet Services Technician
00530
4,857
5,100
5,358
5,627
5,908
6,203
6,513
Assistant Instrument Technician
04125
5,683
5,967
6,264
6,577
6,907
7,251
7,614
Assistant Librarian
05180
5,178
5,438
5,710
5,994
6,295
6,610
6,941
Assistant Park and Landscape Planner
00280
6,675
7,008
7,358
7,727
8,112
8,518
8,944
Assistant Plan Check Engineer
02271
8,561
8,988
9,438
9,911
10,407
10,938
11,484
Assistant Planner I
00040
6,642
6,973
7,323
7,689
8,072
8,476
8,900
Assistant Planner H
02440
7,323
7,689
8,072
8,476
8,900
9,345
9,812
Associate Community Planner
02455
8,476
8,900
9,345
9,812
10,305
10,829
11,369
Associate Engineer
02100
9,485
9,959
10,458
10,981
11,530
12,107
12,711
Associate Park and Landscape Planner
01040
8,518
8,944
9,392
9,863
10,355
10,883
11,427
Associate Plan Check Engineer
01410
9,485
9,959
10,458
10,981
11,530
12,107
12,711
Associate Planner
02450
8,476
8,900
9,345
9,812
10,305
10,829
11,369
Associate Traffic Operations Engineer
02155
9,532
10,010
10,509
11,034
11,586
12,167
12,774
Bibliographic Technician
05150
4,931
5,178
5,438
5,710
5,994
6,295
6,610
Building Inspector
02230
6,941
7,287
7,651
8,033
8,434
8,858
9,300
Building Maintenance Aide
04315
4,449
4,673
4,906
5,151
5,412
5,683
5,967
Building Maintenance Supervisor
04310
6,973
7,323
7,689
8,072
8,476
8,900
9,345
Building Maintenance Technician
04140
5,412
5,683
5,967
6,264
6,577
6,907
7,251
Business Tax Collector / hnspector
01240
5,572
5,851
6,143
6,450
6,773
7,112
7,466
Buyer
01350
6,773
7,112
7,466
7,841
8,233
8,646
9,077
Central Services Supervisor
07030
5,599
5,879
6,173
6,482
6,806
7,145
7,502
Code Enforcement Associate
02780
5,412
5,683
5,967
6,264
6,577
6,907
7,251
Code Enforcement Officer
02740
6,707
7,042
7,394
7,765
8,153
8,561
8,988
Code Enforcement Supervisor
00070
7,539
7,917
8,314
8,730
9,167
9,625
10,106
Community Development Analyst
07585
7,145
7,502
7,879
8,274
8,688
9,122
9,579
Community Development Commission
Secretary
07321
4,880
5,125
5,384
5,654
5,938
6,234
6,546
Community Liaison
05000
7,358
7,727
8,112
8,518
8,944
9,392
9,863
2025 MOU City of Santa Ana & SEIU Full -Time Employees Unit Page 94
JOB TITLE
JOB
CODE
STEP
AAA
STEP
AA
STEP
A
STEP
B
STEP
C
STEP
D
STEP
E
Community Planning Assistant
00055
6,024
6,324
6,642
6,973
7,323
7,689
8,072
Construction Inspector
02240
7,323
7,689
8,072
8,476
8,900
9,345
9,812
Corporate Yard Maintenance Attendant
04070
4,095
4,301
4,516
4,743
4,979
5,229
5,492
Correctional Records Specialist
07630
4,301
4,516
4,743
4,979
5,229
5,492
5,766
Correctional Records Supervisor
07629
5,967
6,264
6,577
6,907
7,251
7,614
7,994
Custodial Aide / Porter
04005
3,400
3,570
3,749
3,935
4,133
4,340
4,557
Custodian
04000
3,935
4,133
4,340
4,557
4,786
5,024
5,280
Custodian Supervisor
04090
5,178
5,438
5,710
5,994
6,295
6,610
6,941
Customer Service Representative
01220
5,151
5,412
5,683
5,967
6,264
6,577
6,907
Data Entry Office Assistant
04200
4,449
4,673
4,906
5,151
5,412
5,683
5,967
Deputy City Clerk
07050
5,465
5,738
6,024
6,324
6,642
6,973
7,323
Economic Development Specialist I
00560
7,358
7,727
8,112
8,518
8,944
9,392
9,863
Economic Development Specialist II
00550
8,476
8,900
9,345
9,812
10,305
10,829
11,369
Economic Development Specialist III
00350
9,812
10,305
10,829
11,369
11,939
12,537
13,162
Engineering Aide
02030
5,307
5,572
5,851
6,143
6,450
6,773
7,112
Engineering Technician
02035
5,572
5,851
6,143
6,450
6,773
7,112
7,466
Equipment Operator
00440
5,465
5,738
6,024
6,324
6,642
6,973
7,323
Equipment Operator - Water Services
04215
5,572
5,851
6,143
6,450
6,773
7,112
7,466
Facilities Supervisor
04370
6,973
7,323
7,689
8,072
8,476
8,900
9,345
Fleet Parts Specialist
00500
5,879
6,173
6,482
6,806
7,145
7,502
7,879
Fleet Services Supervisor
04770
7,466
7,841
8,233
8,646
9,077
9,532
10,010
Fleet Services Technician I
04720
5,599
5,879
6,173
6,482
6,806
7,145
7,502
Fleet Services Technician H
04730
6,173
6,482
6,806
7,145
7,502
7,879
8,274
Fleet Services Technician 1II
00450
6,642
6,973
7,323
7,689
8,072
8,476
8,900
General Maintenance Assistant
00740
3,955
4,153
4,361
4,579
4,809
5,049
5,307
General Maintenance Leader
04190
5,994
6,295
6,610
6,941
7,287
7,651
8,033
General Maintenance Supervisor
01010
6,973
7,323
7,689
8,072
8,476
8,900
9,345
General Maintenance Worker
04180
5,412
5,683
5,967
6,264
6,577
6,907
7,251
GIs Administrator
02190
8,274
8,688
9,122
9,579
10,058
10,562
11,090
GIs Systems Analyst / Programmer
02192
7,576
7,955
8,354
8,772
9,212
9,672
10,157
GIs Technician
02193
5,879
6,173
6,482
6,806
7,145
7,502
7,879
Graphics Designer I
01500
5,492
5,766
6,053
6,356
6,675
7,008
7,358
Graphics Designer II
02400
6,053
6,356
6,675
7,008
7,358
7,727
8,112
Housing Authority Analyst
01885
7,251
7,614
7,994
8,394
8,815
9,256
9,720
Housing Authority Coordinator
07640
9,863
10,355
10,883
11,427
11,998
12,598
13,228
Housing Authority Operations Supervisor
02720
8,033
8,434
8,858
9,300
9,766
10,253
10,775
Housing Programs Aide
07580
4,719
4,954
5,203
5,465
5,738
6,024
6,324
Housing Programs Analyst
01840
8,033
8,434
8,858
9,300
9,766
10,253
10,775
Housing Programs Coordinator
00520
9,863
10,355
10,883
11,427
11,998
12,598
13,228
Housing Specialist I
01890
5,024
5,280
5,545
5,821
6,114
6,419
6,740
2025 MOU City of Santa Ana & SEIU Full -Time Employees Unit Page 95
JOB TITLE
JOB
CODE
STEP
AAA
STEP
AA
STEP
A
STEP
B
STEP
C
STEP
D
STEP
E
Housing Specialist II
01900
5,572
5,851
6,143
6,450
6,773
7,112
7,466
Information Services Representative
02670
5,307
5,572
5,851
6,143
6,450
6,773
7,112
Information Technology Support
Supervisor
06470
8,688
9,122
9,579
10,058
10,562
11,090
11,645
Information Technology Support
Technician I
00021
5,333
5,599
5,879
6,173
6,482
6,806
7,145
Information Technology Support
Technician II
00020
5,879
6,173
6,482
6,806
7,145
7,502
7,879
Instrument Technician
04130
6,203
6,513
6,840
7,180
7,539
7,917
8,314
Lead Accounting Assistant
07090
5,851
6,143
6,450
6,773
7,112
7,466
7,841
Lead Correctional Records Specialist
07628
5,280
5,545
5,821
6,114
6,419
6,740
7,077
Lead Police Records Specialist
07110
5,280
5,545
5,821
6,114
6,419
6,740
7,077
Librarian
05110
6,295
6,610
6,941
7,287
7,651
8,033
8,434
Library Services Assistant
05050
3,900
4,095
4,301
4,516
4,743
4,979
5,229
Library Technician
05076
4,695
4,931
5,178
5,438
5,710
5,994
6,295
Loan Specialist
07000
6,356
6,675
7,008
7,358
7,727
8,112
8,518
Mail Clerk / Messenger
07170
3,556
3,735
3,921
4,116
4,322
4,538
4,765
Maintenance Worker I
04050
4,361
4,579
4,809
5,049
5,307
5,572
5,851
Maintenance Worker II
04060
4,931
5,178
5,438
5,710
5,994
6,295
6,610
Meter Reader Collector
01210
4,931
5,178
5,438
5,710
5,994
6,295
6,610
Network Engineer
06450
9,579
10,058
10,562
11,090
11,645
12,226
12,838
Network Specialist / WAN Systems
Administrator
06460
7,879
8,274
8,688
9,122
9,579
10,058
10,562
NPDES Manager
06440
8,944
9,392
9,863
10,355
10,883
11,427
11,998
Office Assistant
07180
3,935
4,133
4,340
4,557
4,786
5,024
5,280
Office Specialist
07190
3,486
3,660
3,842
4,035
4,237
4,449
4,673
Park Ranger
03610
5,994
6,295
6,610
6,941
7,287
7,651
8,033
Park Services Inspection Supervisor
04320
7,008
7,358
7,727
8,112
8,518
8,944
9,392
Park Services Inspector I
04105
4,471
4,695
4,931
5,178
5,438
5,710
5,994
Park Services Inspector II
04106
5,545
5,821
6,114
6,419
6,740
7,077
7,430
Parking Meter Operations Supervisor
02890
5,938
6,234
6,546
6,873
7,216
7,576
7,955
Parking Meter Technician I
07160
4,538
4,765
5,005
5,256
5,519
5,794
6,084
Parking Meter Technician II
00080
5,256
5,519
5,794
6,084
6,387
6,707
7,042
Permit Services Processor
07200
4,906
5,151
5,412
5,683
5,967
6,264
6,577
Permit Services Supervisor
02590
7,539
7,917
8,314
8,730
9,167
9,625
10,106
Permit Services Technician
02580
6,324
6,642
6,973
7,323
7,689
8,072
8,476
Planning Assistant
00050
6,024
6,324
6,642
6,973
7,323
7,689
8,072
Planning Commission Secretary
07320
5,492
5,766
6,053
6,356
6,675
7,008
7,358
Planning Technician
00641
5,203
5,465
5,738
6,024
6,324
6,642
6,973
Police Fiscal Services Supervisor
06295
6,873
7,216
7,576
7,955
8,354
8,772
9,212
Police Records Specialist
07220
4,301
4,516
4,743
4,979
5,229
5,492
5,766
Police Records Supervisor
07230
5,967
6,264
6,577
6,907
7,251
7,614
7,994
Police Systems Supervisor
06475
8,944
9,392
9,863
10,355
10,883
11,427
11,998
2025 MOU City of Santa Ana & SEIU Full -Time Employees Unit Page 96
JOB TITLE
JOB
CODE
STEP
AAA
STEP
AA
STEP
A
STEP
B
STEP
C
STEP
D
STEP
E
Principal Librarian
05115
7,042
7,394
7,765
8,153
8,561
8,988
9,438
Principal Programmer Analyst
02630
9,579
10,058
10,562
11,090
11,645
12,226
12,838
Programmer Analyst
01460
7,879
8,274
8,688
9,122
9,579
10,058
10,562
Property Control Specialist
07250
4,931
5,178
5,438
5,710
5,994
6,295
6,610
Public Works Contracts Administrator
01850
6,840
7,180
7,539
7,917
8,314
8,730
9,167
Public Works Crew Leader
04040
5,994
6,295
6,610
6,941
7,287
7,651
8,033
Public Works Dispatcher
04519
4,603
4,833
5,076
5,333
5,599
5,879
6,173
Public Works Projects Manager
06140
8,900
9,345
9,812
10,305
10,829
11,369
11,939
Public Works Projects Specialist
04340
7,394
7,765
8,153
8,561
8,988
9,438
9,911
Public Works Safety Assistant
05031
4,673
4,906
5,151
5,412
5,683
5,967
6,264
Public Works Safety Coordinator
05030
7,251
7,614
7,994
8,394
8,815
9,256
9,720
Purchasing Supervisor
01340
8,434
8,858
9,300
9,766
10,253
10,775
11,314
Receptionist
00060
4,216
4,427
4,648
4,880
5,125
5,384
5,654
Records Specialist
07430
4,809
5,049
5,307
5,572
5,851
6,143
6,450
Recreation and Community Services
Supervisor
01940
8,072
8,476
8,900
9,345
9,812
10,305
10,829
Recreation Program Coordinator
05330
5,438
5,710
5,994
6,295
6,610
6,941
7,287
Recreation Specialist
05310
3,678
3,862
4,054
4,258
4,471
4,695
4,931
Reprographic Equipment Operator
07260
4,095
4,301
4,516
4,743
4,979
5,229
5,492
Residential Construction Specialist
02710
6,642
6,973
7,323
7,689
8,072
8,476
8,900
Revenue Supervisor
01090
6,513
6,840
7,180
7,539
7,917
8,314
8,730
Right -of -Way Coordinator
00118
4,695
4,931
5,178
5,438
5,710
5,994
6,295
Sanitation Inspector I
02200
5,203
5,465
5,738
6,024
6,324
6,642
6,973
Sanitation Inspector H
02210
6,356
6,675
7,008
7,358
7,727
8,112
8,518
Secretary
07270
4,906
5,151
5,412
5,683
5,967
6,264
6,577
Security Electronics Technician
01055
7,112
7,466
7,841
8,233
8,646
9,077
9,532
Senior Accountant
07490
7,994
8,394
8,815
9,256
9,720
10,205
10,722
Senior Accounting Assistant
07280
5,333
5,599
5,879
6,173
6,482
6,806
7,145
Senior Associate Engineer
02132
10,205
10,722
11,256
11,820
12,411
13,033
13,685
Senior Associate Plan Check Engineer
02280
10,205
10,722
11,256
11,820
12,411
13,033
13,685
Senior Building Inspector
06430
7,651
8,033
8,434
8,858
9,300
9,766
10,253
Senior Buyer
00275
7,394
7,765
8,153
8,561
8,988
9,438
9,911
Senior Civil Engineer
02131
11,427
11,998
12,598
13,228
13,889
14,586
15,314
Senior Community Development Analyst
07584
8,233
8,646
9,077
9,532
10,010
10,509
11,034
Senior Community Planner
07610
9,345
9,812
10,305
10,829
11,369
11,939
12,537
Senior Construction Inspector
02239
8,072
8,476
8,900
9,345
9,812
10,305
10,829
Senior Correctional Records Specialist
07650
4,906
5,151
5,412
5,683
5,967
6,264
6,577
Senior Deputy City Clerk
07290
6,419
6,740
7,077
7,430
7,803
8,193
8,604
Senior Engineer (T)
02111
11,427
11,998
12,598
13,228
13,889
14,586
15,314
Senior Fleet Services Supervisor
00840
8,233
8,646
9,077
9,532
10,010
10,509
11,034
Senior Housing Specialist
01860
6,873
7,216
7,576
7,955
8,354
8,772
9,212
2025 MOU City of Santa Ana & SEIU Full -Time Employees Unit Page 97
JOB TITLE
JOB
CODE
STEP
AAA
STEP
AA
STEP
A
STEP
B
STEP
C
STEP
D
STEP
E
Senior Librarian
05109
6,482
6,806
7,145
7,502
7,879
8,274
8,688
Senior Library Technician
05075
5,178
5,438
5,710
5,994
6,295
6,610
6,941
Senior Office Assistant
07330
4,449
4,673
4,906
5,151
5,412
5,683
5,967
Senior Office Specialist
07360
3,935
4,133
4,340
4,557
4,786
5,024
5,280
Senior Park Services Inspection Supervisor
06330
8,233
8,646
9,077
9,532
10,010
10,509
11,034
Senior Permit Services Technician
02581
6,773
7,112
7,466
7,841
8,233
8,646
9,077
Senior Plan Check Engineer
00330
11,427
11,998
12,598
13,228
13,889
14,586
15,314
Senior Planner
02470
9,625
10,106
10,614
11,145
11,703
12,288
12,902
Senior Police Records Specialist
07370
4,906
5,151
5,412
5,683
5,967
6,264
6,577
Senior Programmer Analyst
01470
8,688
9,122
9,579
10,058
10,562
11,090
11,645
Senior Residential Construction Specialist
02700
7,323
7,689
8,072
8,476
8,900
9,345
9,812
Senior Systems Administrator
00990
7,614
7,994
8,394
8,815
9,256
9,720
10,205
Senior Transportation Analyst
01290
11,427
11,998
12,598
13,228
13,889
14,586
15,314
Senior Water Services Supervisor
07776
8,274
8,688
9,122
9,579
10,058
10,562
11,090
Senior Water Systems Operator
06240
6,840
7,180
7,539
7,917
8,314
8,730
9,167
Site Director
05316
5,710
5,994
6,295
6,610
6,941
7,287
7,651
Site Teacher
05317
4,931
5,178
5,438
5,710
5,994
6,295
6,610
Solid Waste Enforcement Officer
02741
6,707
7,042
7,394
7,765
8,153
8,561
8,988
Stock Clerk
01310
4,809
5,049
5,307
5,572
5,851
6,143
6,450
Storekeeper
01320
5,710
5,994
6,295
6,610
6,941
7,287
7,651
Stores and City Yard Property Specialist
01315
5,710
5,994
6,295
6,610
6,941
7,287
7,651
Stormwater Coordinator
00115
7,727
8,112
8,518
8,944
9,392
9,863
10,355
Street Lighting Maintenance Worker
04280
5,879
6,173
6,482
6,806
7,145
7,502
7,879
Street Maintenance Supervisor
04360
7,008
7,358
7,727
8,112
8,518
8,944
9,392
Street Painter
04160
5,280
5,545
5,821
6,114
6,419
6,740
7,077
Supervising Accountant
07500
8,900
9,345
9,812
10,305
10,829
11,369
11,939
Supervising Building Inspector
06431
8,434
8,858
9,300
9,766
10,253
10,775
11,314
Supervising Library Services Assistant
05055
4,557
4,786
5,024
5,280
5,545
5,821
6,114
Supervising Park Ranger
07470
6,773
7,112
7,466
7,841
8,233
8,646
9,077
Systems Administrator
00120
6,513
6,840
7,180
7,539
7,917
8,314
8,730
Systems Technician
01060
4,857
5,100
5,358
5,627
5,908
6,203
6,513
Tax Compliance Officer
01245
5,967
6,264
6,577
6,907
7,251
7,614
7,994
Teacher's Aide
05318
3,862
4,054
4,258
4,471
4,695
4,931
5,178
Telecommunications Coordinator
00710
7,955
8,354
8,772
9,212
9,672
10,157
10,668
Telecommunications Customer Service
Representative
07140
5,178
5,438
5,710
5,994
6,295
6,610
6,941
Transportation Driver
01081
4,516
4,743
4,979
5,229
5,492
5,766
6,053
Treasury Services Specialist
01165
5,738
6,024
6,324
6,642
6,973
7,323
7,689
Treasury Services Supervisor
07020
6,450
6,773
7,112
7,466
7,841
8,233
8,646
Tree Maintenance Supervisor
04330
7,008
7,358
7,727
8,112
8,518
8,944
9,392
Tree Trimmer
04170
5,280
5,545
5,821
6,114
6,419
6,740
7,077
2025 MOU City of Santa Ana & SEIU Full -Time Employees Unit Page 98
JOB TITLE
JOB
CODE
STEP
AAA
STEP
AA
STEP
A
STEP
B
STEP
C
STEP
D
STEP
E
Utilities Billing / Systems Technician
01215
5,151
5,412
5,683
5,967
6,264
6,577
6,907
Utilities Customer Service Supervisor
01219
6,513
6,840
7,180
7,539
7,917
8,314
8,730
Video Technician
06320
6,546
6,873
7,216
7,576
7,955
8,354
8,772
Water Conservation Specialist
07740
6,482
6,806
7,145
7,502
7,879
8,274
8,688
Water Services Crew Leader
07750
6,173
6,482
6,806
7,145
7,502
7,879
8,274
Water Services Meter Repairer I
07755
5,049
5,307
5,572
5,851
6,143
6,450
6,773
Water Services Meter Repairer II
07756
5,545
5,821
6,114
6,419
6,740
7,077
7,430
Water Services Production Supervisor
07795
7,145
7,502
7,879
8,274
8,688
9,122
9,579
Water Services Quality Coordinator
07760
7,917
8,314
8,730
9,167
9,625
10,106
10,614
Water Services Quality Inspector
07765
6,482
6,806
7,145
7,502
7,879
8,274
8,688
Water Services Quality Supervisor
07770
7,287
7,651
8,033
8,434
8,858
9,300
9,766
Water Services Supervisor
07775
7,287
7,651
8,033
8,434
8,858
9,300
9,766
Water Services Utility Inspector
07780
6,482
6,806
7,145
7,502
7,879
8,274
8,688
Water Services Worker I
07785
4,471
4,695
4,931
5,178
5,438
5,710
5,994
Water Services Worker II
07790
5,049
5,307
5,572
5,851
6,143
6,450
6,773
Water Systems Electrician
04540
6,840
7,180
7,539
7,917
8,314
8,730
9,167
Water Systems Operator I
00880
5,125
5,384
5,654
5,938
6,234
6,546
6,873
Water Systems Operator H
00920
5,654
5,938
6,234
6,546
6,873
7,216
7,576
Water Systems Operator 1II
04530
6,053
6,356
6,675
7,008
7,358
7,727
8,112
Web Systems Technician
01006
4,857
5,100
5,358
5,627
5,908
6,203
6,513
Website Entry Specialist
01005
4,258
4,471
4,695
4,931
5,178
5,438
5,710
Work Center Coordinator
02390
9,812
10,305
10,829
11,369
11,939
12,537
13,162
Workforce Specialist I
08371
4,857
5,100
5,358
5,627
5,908
6,203
6,513
Workforce Specialist II
08372
5,465
5,738
6,024
6,324
6,642
6,973
7,323
Workforce Specialist III
08373
6,024
6,324
6,642
6,973
7,323
7,689
8,072
Workforce Specialist IV
08374
7,879
8,274
8,688
9,122
9,579
10,058
10,562
Youth Services Technician
05313
4,695
4,931
5,178
5,438
5,710
5,994
6,295
Zoo Curator
05430
6,356
6,675
7,008
7,358
7,727
8,112
8,518
Zoo Curator of Education
05450
6,482
6,806
7,145
7,502
7,879
8,274
8,688
Zoo Curator of Health
05451
6,264
6,577
6,907
7,251
7,614
7,994
8,394
Zoo Education Specialist
00930
5,100
5,358
5,627
5,908
6,203
6,513
6,840
Zoo Keeper I
05420
4,301
4,516
4,743
4,979
5,229
5,492
5,766
Zoo Keeper II
05410
4,979
5,229
5,492
5,766
6,053
6,356
6,675
Zoo Operations Coordinator
05485
5,599
5,879
6,173
6,482
6,806
7,145
7,502
The (T) designates a terminal classification. A position classification that has been designated as terminal by formal
City Council action will be deleted from the City's Basic Classification and Compensation Plan when vacated by its
last remaining incumbent. No new appointments may be made to a classification that has been so assigned.
2025 MOU City of Santa Ana & SEIU Full -Time Employees Unit Page 99
EXHIBIT B
SPECIAL PROVISION
B.1 An incumbent who was employed as of August 16, 1991 in the classification of Assistant Plan
Check Engineer I or II, Associate Plan Check Engineer, or Senior Plan Check Engineer and
who, as of December 31, 1987, had possessed a valid Plan Examiner Certificate issued by the
ICBO shall continue to be paid at rate set ten (10) salary rate ranges (approximately five
percent (5.0%) above their then current base salary step.
However, effective January 1, 1988, said ten (10) range differential shall be reduced to five
(5) salary rate ranges (approximately two and one-half percent (2.5%), for any incumbent of
said classifications who is issued their initial certificate on or after January 1, 1988. Effective
January 1, 2023, the pay differential in this provision shall be approximately two and one-half
percent (2.5%) above their base monthly salary step. This provision only applies to the single
employee receiving the pay differential and will sunset at the time the employee is no longer
eligible (due to separation, change in classification or bargaining unit, etc.) to receive the pay
differential in this provision.
2025 MOU City of Santa Ana & SEIU Full -Time Employees Unit Page 100