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RESOLUTION NO. 6240
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF
ARCADIA, CALIFORNIA, APPROVING A MEMORANDUM OF
UNDERSTANDING ESTABLISHING COMPENSATION AND
RELATED BENEFITS FOR EMPLOYEES REPRESENTED BY THE
ARCADIA PUBLIC WORKS EMPLOYEE ASSOCIATION (APWEA)
FOR FISCAL YEARS 2001-2002 AND 2002-2003
THE CITY COUNCIL OF THE CITY OF ARCADIA, CALIFORNIA DOES HEREBY
FIND, DETERMINE AND RESOLVE AS FOLLOWS:
SECTION I. The salary and benefits set forth herein are predicated on the attached
Memorandum of Understanding (MOU) by the City and the Arcadia Public Works Association,
which MOU reflects agreed upon compensation and benefits.
SECTION 2. The Memorandum of Understanding referred to in this Resolution is
hereby approved and authorized for execution by the City Manager.
SECTION 3. That the City Clerk shall certify to the adoption of this Resolution.
Passed, approved and adopted this 3rd day of July, 200 I.
Attest:
AJ
APPROVED AS TO FORM:
~(?~
City Attorney
6240
STATE OF CALIFORNIA )
COUNTY OF LOS ANGELES ) SS:
CITY OF ARCADIA )
I, JUNE D. ALFORD, City Clerk of the City of Arcadia, hereby certifies that
the foregoing Resolution No. 6240 was passed and adopted by the City Council of the
City of Arcadia, signed by the Mayor and attested to by the City Clerk at a regular
meeting of said Council held on the 3rd day of July, 200 I and that said Resolution was
adopted by the following vote, to wit:
AYES: Councilmember Chandler, Chang, Marshall and Segal
NOES: None
ABSENT: Councilmember Kovacic
6240
CITY OF ARCADIA
AND
ARCADIA PUBLIC WORKS EMPLOYEES ASSOCIATION
DRAFT
MEMORANDUM OF UNDERSTANDING
JULY 1, 2001 - JUNE 30, 2003
TABLE OF CONTENTS
Paqe
Article I Parties and Recognition 1
Appropriate Unit 1
Mutual Recommendation 1
Article II Terms 2
Savings Clause 2
Article III Union Rights 3
. Right To Join 3
. Use of Bulletin Boards 3
. Payroll Deduction 3
· Access to Facilities 3-4
. Union Stewards 4
. Reasonable Notice 4
Article IV Management Rights 5
Article V Compensation 6
. Promotion or Advancement 6
· Special Assignment Pay 6
Article VI Overtime (FLSA) 7
Article VII Stability Pay 8
Article VIII Tuition Reimbursement 9-10
Article IX Mileage Reimbursement 11
Article X Health, Dental and Life Insurance 12-13
. Retired Health Insurance 13
Article XI Disability Income Insurance 14
Article XII Medical Examinations 15
Article XIII Uniforms 16
TABLE OF CONTENTS
Paqe
Article XIV Leaves 17
. Provided For 17
. Power to Grant Leave 17
. Temporary Military Leave 18
. Vacation Leave 19
. Sick Leave 20-21
. Workers' Compensation 21
. Holidays 21-22
. Witness Leave 22
. Unauthorized Absence 22
Article XV Probationary Period 23
Article XVI Acting Pay 24
Article XVII Lay Offs 25
. Layoff Procedure 25
. Reemployment List 25
. Severance Pay 25
Article XVIII Personnel Files 26
Article XIX Employee Grievances 27
. Definitions 27
. Timeliness 28
. Employee Representation 28
. Informal Grievance Procedure 28
. Formal Grievance Procedure 28-29
. Appeal to Human Resources Commission 30-34
Article XX Labor-Management Committee 35
Article XXI Full Understanding/Execution of Agreement 36
ARTICLE I
Section A. PARTIES AND RECOGNITION
The Memorandum of Understanding is made and entered into between the
management representatives of the City of Arcadia, hereinafter referred to as the "City"
and representatives of the Arcadia Public Works Employees Association an exclusively
recognized organization, for those classifications listed in section B of this article,
hereinafter referred to as the "Union", pursuant to the provisions of the Myers-Milias-
Brown Act (Government Code Sections 3500 et.seg.).
Section B. APPROPRIATE UNIT
The full-time and permanent part-time classifications covered by this agreement are:
Building Maintenance Crew Chief
Building Maintenance Technician
Equipment Operator
Fleet Maintenance Crew Chief
Fleet Technician I and II
Fleet TechnicianIWelder
Maintenance Crew Chief
Maintenance Worker
Storekeeper/Buyer
Water Maintenance Crew Chief
Water Production Crew Chief
Water Production Technician I and II
Water Quality Backflow Inspector
Water Services Representative Crew Chief
Section C. MUTUAL RECOMMENDATION
This Memorandum of Understanding constitutes a mutual recommendation to the City
Council, City of Arcadia, for determination.
1
ARTICLE 1/
Section A. TERMS
The parties have met and conferred in good faith regarding wages, hours and other
terms and conditions of employment and it is mutually agreed that this Memorandum
of Understanding shall be effective upon ratification of the City Council effective July 1,
2001 and ending June 30, 2003.
Section B. SAVINGS CLAUSE
If any provision or the application of any provision of this agreement as implemented
should be rendered or declared invalid by any final court action or decree or by
reasons of any preemptive legislation, the remaining Sections of this agreement shall
remain in full force arid effect for the duration of said agreement.
2
ARTICLE 11/ UNION RIGHTS
Section A RIGHT TO JOIN
The City and the Union recognize the right of the employees to form, join and
participate in lawful activities of employee organizations and the equal alternative right
of employees to refuse to join or participate in employee organization activities.
Section B. USE OF BULLETIN BOARDS
The City shall provide for the Union's use designated bulletin boards where employees
in the bargaining unit have access during regular business hours subject to the
following conditions:
a) all postings for bulletin boards must contain the date of posting and the
identification of the organization and
b) the Union will not post information which is defamatory, derogatory or obscene
subject to the immediate removal of the right to post for a period not to exceed
90 days.
Section C. PAYROLL DEDUCTION
The City will deduct from the pay of Union members the normal and regular monthly
Union membership dues as voluntarily authorized in writing by the employee on the
City form subject to the following conditions:
1. Such deduction shall be made only upon submission of the City form to the
designated City representative. Said form shall be duly completed and signed
by the employee.
2. The City shall not be obligated to put into effect any new, changed or
discontinued deduction until the pay period commencing fifteen days or longer
after such submission.
Section D. ACCESS TO FACILITIES
All Union business will be conducted by employees and Union representatives outside
of established work hours.
3
ARTICLE 1/1 (continued)
Nothing herein shall be construed to prevent a Union representative or
an employee from contacting the Human Resources Manager or other
management representatives regarding personnel related matters during
work hours.
The authorized Union Business Agent shall be given access to work locations during
working hours provided that prior to visiting any work location the Union representative
shall:
1. contact the Human Resources Manager or his designate, to state the purpose
of his visit and which location he will be visiting, and
2. the Human Resources Manager or designate determines that such visit shall
not interfere with the operations of the department.
In the event the requested time and/or location of such visit by the Union Business
Agent is denied because it would interfere with the operations of the department, the
Human Resources Manager or his designate shall set an alternative time and/or
location for such visit within 72 hours.
Section E. UNION STEWARDS
Four (4) Shop Stewards shall be selected in such manner as the Union may
determine.
The Union shall notify the employer in writing of the names of the four (4) Stewards
who are authorized to represent employees in the bargaining unit.
Section F. REASONABLE NOTICE
It is mutually understood and agreed that a copy (via the United States Postal Service)
of the City Council and/or Human Resources Commission agenda for each meeting
mailed to two authorized representatives of the Union shall constitute reasonable
written notice of any opportunity to meet with such agencies, on all matters within the
scope of representation upon which the City Councilor Human Resources
Commission may act. The Union shall provide the Human Resources Manager with
the name and addresses of the two authorized representatives within five days of the
effective date of this agreement.
4
ARTICLE IV MANAGEMENT RIGHTS
Section A. Except as limited by the specific and express terms of this agreement, the City hereby
retains and reserves unto itself all rights, powers, authority, duty and responsibilities
confirmed on and vested in it by the laws and the Constitution of the State of
California, the Charter of the City of Arcadia and/or the laws and Constitution of the
United States of America.
The management and the direction of the work force of the City is vested exclusively in
the City, and nothing in this agreement is intended to circumscribe or modify the
existing rights of the City to direct the work of its employees; hire, promote, demote,
transfer, assign and retain employees in positions within the City,. subject to the
Personnel Rules and Regulations of the City; suspend or discharge employees for
proper cause; maintain the efficiency of governmental operations; relieve employees
from duties for lack of work or other good reason; take action as may be necessary to
carry out the City's mission and services in emergencies; and to determine the
methods, means and personnel by which the operations are to be carried out.
5
ARTICLE V COMPENSA TlON
Section A. The City shall continue to pay 7% of the employee's contribution to the Public
Employee's retirement System.
ifhe City shall pay 7% of the employees' compensation earnable as Employer Paid
Member Contributions and re[lort the same [lercent of com[lensation earnable a~
~[lecial COri1[lensation.l
Effective July 1, 2001 employees shall be p.laced on said salary schedule at the steR
~epresenting the nearest dollar to their salary on June 30, 2001. In addition!
~mployees in the classifications of, Equipment Operator, Maintenance Crew Chief and
,water Services Representative Crew Chief shall advance an additional step
(approximately 2.5%). After this placement on the recommended salal}' schedule thd
'schedule shall then be im[lroved b~ 3.0%.1
Effective the first pay period in Jul~ 2002, the salal}' schedule shall be im[lfoved bY,
r ,-
\3.0% for re[lresented em[llo~ees.
Section B. PROMOTION OR ADVANCEMENT IN RATE OF COMPENSATION
1. When an employee is promoted, the pay shall advance to the lowest step in
such higher range that will provide not less than an approximate 5% increase in
compensation unless the top step in such range provides less than one step
increase. The 5% shall be measured by the range from which the employee is
promoted.
2. When an employee is promoted to a higher classification, the date of promotion
shall be used in determining the date of future step increases.
Section C. The Parties acknowledge that the percentage between steps within a range is
approximately 2.5%.
Section D. During the term of this agreement, individuals will advance in their rates of
compensation two steps (approximately 5.0%) on their anniversary dates upon
receiving satisfactory evaluations until the top step in the range is reached.
6
ARTICLE VI OVERTIME (FLSA)
Section A. With the approval of the City Manager, and when necessary to perform essential work,
a department administrator may require employees to work at any time other than
during regular working hours until such work is accomplished. An employee required
to be in a work status beyond forty hours (40) in a designated work week, or to work in
excess of the regularly scheduled shift shall be paid at the rate of one and one-half
times the regular hourly rate. No overtime credit shall be allowed for any period less
than one-half hour. Overtime shall be rounded to the nearest one-half hour.
jThe DefJartment Administrator, CitY' Manager or Designee, may permit an employee to
take compensatory time in lieu of paid overtime. With Department Administrator
approval, represented employees shall be permitted to accumulate compensatory time
only to a maximum of sixty (60) hours. When the maximum level of compensatory
time is reached, overtime shall be paid. The scheduling of compensatory time off shall
not result in the pyramiding of overtime.
Section B. Employees recalled to work after completing a day's work, including any overtime shall
receive a minimum credit of two (2) hours of overtime.
Section C. When an employee is directed by his/her department administrator or the City
Manager to attend classes or City functions at times other than regularly scheduled
work hours which cause the employee to be in a work status in excess of 40 hours in a
7 day work period, the employee shall be paid at the rate of time and one-half the
employee's regular rate of pay. This does not apply to classes or other functions which
the employee voluntarily attends.
7
ARTICLE VI/ STABILITY PAY
Section A. This feature of the Pay Plan is intended to encourage stability of employment by
recognizing years of service with compensation. The plan pays $25 per year for each
year of consecutive service up to a maximum of twenty (20) years of service. An
employee is not eligible to receive stability pay until they have completed five (5) years
of consecutive service. The following is the schedule of how stability pay is calculated.
Completed Years Completed Years
of Service Amount of Service Amount
11 $275 16 $400
12 $300 17 $425
13 $325 18 $450
14 $350 19 $475
15 $375 20 $500
Cash stability payments are made once a year between December 1 and December
10 only to employees on the payroll as of December 1.
Stability payments will be paid on a pro-rata basis to employees that retire or are laid
off prior to December 1, provided they meet all eligibility requirements.
Stability pay will only be applicable to employees who were hired prior to January 1,
1984.
8
ARTICLE VIII
TUITION REIMBURSEMENT
Section A. The Tuition Reimbursement Program will operate on a fiscal year basis (July 1 through
June 30). Each employee shall be eligible for reimbursement of educational expenses
which are job related or are applicable toward a specific degree. Reimbursement will
be provided upon the successful completion of course work.
Maximum tuition reimbursement, including on campus parking fees and textbooks is
$2,150.00 per fiscal year. School supplies are not reimbursable.
The City reserves the right to investigate any school and approve or disapprove it for
reimbursement if such action appears warranted. Only courses, specialized training,
or degree programs "job-related" to permanent full-time positions will be considered for
tuition reimbursement. Individual courses taken toward achievement of career
objective such as a law degree or a teaching credential will be reimbursable only to the
extent that such courses are job related as determined by the Department Head and
Human Resources Manager.
The Tuition Reimbursement Program is voluntary and time spent on courses will not
be considered as time worked for the City, unless an employee is directed to
participate by the department administrator.
Reimbursement for Degree Programs which are structured on a "special package"
basis will be considered individually and terms will be negotiated. In no circumstance,
shall a negotiated reimbursement exceed $2,150.00 in a given year. To qualify for
reimbursement, the following criteria must be met:
1. A course grade of "C" or equivalent, or higher must be attained.
2. The employee must be currently employed by the City of Arcadia.
3. The course must be taken at an accredited educational institution, which is
defined as any college, university, technical, vocational, business or high school
which has been accredited by a recognized governmental or professional
accrediting body.
Any employee who receives tuition reimbursement must remain in the employ of the
City for one (1) year after completion of any course for which reimbursement was
made. If the employee voluntarily terminates employment, or is terminated by the City,
prior to one (1) year after completion of the course(s), he/she must repay the City all
monies received. (This may include deduction from vacation leave etc.)
9
ARTICLE VIII (continued)
An Education Reimbursement Request Form must be submitted to an employee's
Department Head before the course begins, in order to qualify for tuition
reimbursement. Upon Department Head approval the form will be forwarded to the
Human Resources Manager.
Following review by the Human Resources Manager and City Manager, the form will
be returned Approved/Disapproved to the employee.
After receiving approval, the employee holds the form until completion of the course(s).
After approved course(s) have been successfully completed, the employee must
submit the form with a copy of grade(s) and tuition and book receipts to the Human
Resources Department.
After final reimbursement is approved, the Administrative Services Department will
issue a reimbursement check to the employee.
10
ARTICLE IX MILEAGE REIMBURSEMENT
Section A. Mileage is reimbursed for travel in an employee's personal vehicle in connection with
City business. Prior approval must be obtained from the immediate supervisor or
department head. If travel is required frequently during a month, reimbursement will be
made once a month. Completed mileage forms shall be submitted to the department
head consistent with the administrative policy.
Any employee authorized to use a personal vehicle must maintain an insurance policy
meeting the standards established by the City Manager.
11
ARTICLE X HEAL TH, DENTAL AND LIFE INSURANCE
Section A. The City will continue to provide Health, Dental and Life Insurance benefits to each full-
time employee in a classification represented by this agreement. Effective July 1,
2001, the City shall pay up to a maximum of $553.00 per month per employee for
coverage.
If the City's contribution exceeds the cost of employee only coverage, the difference
shall be contributed toward the cost of dependent coverage or to the employee in cash
or a combination of both. The employee has the option of having any amount in
excess of the premium contributed to the employee's account in the City's deferred
compensation plan instead of receiving cash.
If the premium cost of the health plan exceeds the City's contribution, the employee
shall pay through payroll deduction the difference between the monthly premium and
the amount contributed by the City.
The employee's exercise of the option to use the difference toward dependent health
coverage or the deferred compensation plan is subject to the conditions controlling
enrollment periods and eligibility established by the respective plans or carriers.
Section B. Effective July 1, 2001 the City shall provide regular full-time employees in a
classification represented by this Agreement with the following contributions:
1. CalPERS Health Program
. The City will contribute $16 per month per employee for health insurance.
2. Dental Insurance - mandatory enrollment
The City will contribute $13.20 per month for employee only enrollment in one of
the two dental plans. Additional coverage may be purchased through the
Optional Benefits allocation.
3. Optional Benefits
The City shall contribute $523.80 per month per eligible employee toward an
optional benefits plan. The employee may receive this amount in cash or may
elect to use coverage for him/herself or his/her dependents for City- approved
benefits options, including but not limited to, dental insurance, supplemental life
insurance, optional long term disability insurance or deferred compensation
plan. Any monies received in cash will be considered as taxable income but are
not considered base salary for purposes of overtime calculation.
The employee's exercise of the option to use the difference toward dependent
health coverage is subject to the conditions controlling enrollment periods and
eligibility established by the respective plans or carriers.
12
ARTICLE X (continued)
Dependent enrollment will require proof of eligibility for dependent status such
as marriage, birth and adoption certificate.
The employee need not enroll in a medical plan to be eligible for optional
benefits allowance provided that the employee annually during open enrollment,
sign a waiver and refusal of coverage.
4. The City shall continue to provide each employee with life insurance in the
amount of $7,500.00.
5. ifhe City shall provide each employee with a vision plan, with the City paying
,the premium in the fiscal year 2001-2002 and 2002-2003. This vision plan will
[be Vision Service Plan...Q[ltion B. The Cit~ will [la~ the [lremium u[l to the cost
pf the familHlanr--
Section B. RETIRED HEALTH INSURANCE
The City agrees to pay the employee-only health insurance premium for eligible
retirees from the classifications represented by this agreement who retire after July 1,
1985. Such payment shall cease by employee's sixty-fifth (65) birthday. If the retired
employee has other group medical coverage available to him/her, then this other group
insurance shall be primary and the City's health insurance plan shall function as
secondary co-insurance.
An eligible retiree is an employee who retirees on a SERVICE retirement and has 125
days of accumulated sick leave at the date of retirement. An employee who has fewer
than 125 days of accumulated sick leave at the date of retirement may become eligible
for coverage for the employee only health insurance premium by paying the City an
amount equal to his daily pay rate at the time of retirement times the number of days
needed to meet the 125 days of accumulated sick leave requirement. In addition, the
eligible employee must apply prior to retirement for such coverage through Human
Resources. The Union shall notify Human Resources in the event of the death of a
retired member.
Effective February 1, 1999 retirees will be subject to the terms of the CalPERS Health
Program. In this program the City will pay to CalPERS $1.00 per month for the
retiree's health insurance. This amount increases annually by 5% until it is equal to the
City contribution for active employees of $16.00 per month. The difference between
this contribution and the employee only cost of the insurance selected by the retiree
will be refunded to the retiree by the City on a monthly basis based on a report by
CalPERS of the retiree's continued enrollment.
In order to be eligible for retiree health coverage, the employee must be enrolled in a
City-sponsored health plan as of the retiree's last day of work and maintain eligibility to
continue in the CalPERS Health Program as stipulated by the Health Program.
13
ARTICLE XI DISABILITY INCOME INSURANCE
Section A. The City shall provide disability income insurance up to a maximum total monthly
payment of $12.81 per full-time employee, covered by this agreement during the life of
the agreement.
14
ARTICLE XI/ MEDICAL EXAMINA TlONS
Section A. All medical examinations required by the City shall be paid for by the City in
accordance with the City of Arcadia Personnel Rules and Regulations.
Section B. An employee at any time may be required by the appointing power to take a medical
examination, paid for by the City, to determine fitness for duty.
15
ARTICLE XIII
UNIFORMS
Section A. The City shall provide each employee with seven (7) sets of uniforms consisting of
shirts and trousers.
Section B. The City shall provide one medium weight uniform jacket for each uniformed
employee.
Section C. Upon termination of employment the employee shall turn in all uniforms issued or shall
have a dollar amount equal to the lost uniform cost deducted form the employee's final
check.
16
ARTICLE XIV
LEA VES
Section A. In accordance with the current Personnel Rules and Regulations of the City of Arcadia,
all leaves for classifications represented by this agreement shall be provided for as
follows:
Section B. POWER TO GRANT LEAVE
Upon the written request of an employee stating the reasons therefore, the appointing
power with the approval of the City Manager shall have power to grant leaves of
absence with or without pay subject to the following restrictions:
1. Length - leave of absence without pay may be granted for a period not to exceed
one year with the exception that military leaves may be granted for the duration
of a war or national emergency or as required by the Military and Veterans' code.
2. Reason - a leave of absence may be granted an employee, provided he meets
all other requirements set forth in this rule, who desires to attend school or
college or to enter training to improve the quality of his service, who enters
military service of the United States, who is temporarily incapacitated by illness,
or who presents some other reasons equally satisfactory.
3. Right to Return - the granting of a leave of absence without pay confers upon
the employee the right to return to his classification before or at the expiration of
his leave of absence. Therefore, a leave of absence shall be granted only to an
employee who intends to return to his classification with the City.
4. Service Record - no request for leave of absence will be considered unless the
employee presenting the request has a satisfactory service record.
5. An employee granted a leave of absence may be required by the appointing
power or the City Manager to successfully pass a medical examination prior to
being allowed to return to work.
6. The granting of a leave of absence of thirty days or less, with or without pay, shall
not constitute an interruption of service within the meaning of this subsection.
The granting of a leave of absence with or without pay of more than thirty days
shall constitute an interruption of service unless, in the action granting such leave
of absence, it is provided that such leave of absence shall not constitute an
interruption of service.
17
ARTICLE XIV (continued)
Section C. TEMPORARY MILITARY LEAVE (Paid and Unpaid)
Any employee who is a member of the reserve corps of the armed forces of
the United States or of the National Guard or the Navy Militia shall be entitled
to a temporary military leave of absence as provided by applicable California State
Law.
To be eligible for paid leave for 30 calendar days of active military training, an
employee must have been employed by the City for a period of not less than one year
immediately prior to the day on which the leave of absence begins. If the employee
has not been employed for a period of one year, the leave shall be granted without
pay. Pay shall not exceed 30 calendar days in anyone fiscal year.
An employee on paid military leave shall continue to accrue vacation, sick leave,
seniority and/or holiday in the same manner as the employee would have, had the
employee been in a work status.
To be eligible to receive the leave, an employee must submit a request in writing with a
copy of his/her military orders to his/her immediate supervisor for processing.
This leave does not apply to employees who are drafted or receive orders to military
duty for periods longer than 180 calendar days. Employee's right to return to vacant
positions after an absence that exceed 180 days shall be governed by the applicable
federal and state law.
18
ARTICLE XIV (continued)
Section D. VACATION LEAVE
1. Every full-time employee represented by this agreement, with the exception of
temporary appointments shall accumulate vacation with pay beginning with the
first full pay period of employment at the rate of 3.07 hours per pay period during
the first five years of continuous full-time employment with the City; at the rate of
4.61 hours per pay period between the employee's fifth and tenth anniversary
date of continuous full-time employment; at the rate of 5.22 hours per pay period
between the employee's tenth and fifteenth anniversary date of continuous full-
time employment, and at the rate of 6.15 hours per pay period after fifteen years
of continuous full-time employment with the City. Accumulated vacation shall be
granted at the discretion of the appointing power.
2. Vacation may not be accumulated beyond the amount accumulable for a sixty-
five (65) pay period basis. Once an employee has accumulated this amount, no
more vacation will be accrued by the employee until the employee's accrual has
been reduced below this maximum amount.
When through work circumstances and needs of the job, an employee has been
unable to utilize vacation time and this has not been a pattern or past practice for
that employee, the City Manager for good cause may approve excess
accumulated vacation, provided the employee reduces the total below the
allowable maximum within six (6) months.
3. An employee who has previously requested and was granted approval of
vacation leave for use during the last three (3) months of the calendar year and is
unable to utilize such leave because of the City's cancellation of leave shall be
allowed to carry over the excess leave time into the next three (3) months of the
new calendar year, if rescheduling of the vacation leave is not possible.
4. Upon termination, vacation used shall be prorated against vacation earned.
Every City employee who leaves the City employ for any reason shall be granted
all accumulated vacation or shall be paid therefore at his rate of compensation
applicable at the time he leaves the City employ. If an employee works more
than 50% of the pay period, the employee shall receive credit for 50% of the pay
period's vacation.
19
ARTICLE XIV (continued)
Section E. SICK LEAVE
1. Every full-time employee represented by this agreement shall be granted sick
leave with full pay. Said sick leave shall be accumulated beginning with the first
full pay period of employment on the basis of 3.693 hours for each pay period of .
service completed with the City. Employees may accumulate up to a maximum
of 2,000 hours of sick leave with pay.
2. The appointing power and City Manager may require a medical examination by a
physician of any employee during absence on account of illness of such
employee.
3. Sick leave means authorized absence from duty of an employee who is
temporarily disabled and unable to work due to a non-work related medical
condition or due to a scheduled medical or dental appointment during regular
working hours for a non-work related medical condition. Every effort shall be
made to schedule appointments during non-working hours.
4. Sick leave may be used by an employee when their attendance upon a member
of the employee's family dependent who is seriously ill and requiring the
attendance of such employee. Sick leave may also be used. when the
employee's family dependent requires the employee's presence at the
dependent's medical or dental appointment during regular working hours. Every
effort shall be made to schedule appointments during non-working hours. Family
dependents shall include only dependents currently residing in the employee's
household, or the employee's minor children.
5. The appointing power and City Manager may require evidence of the reason for
any employee's absence caused by illness or death in the immediate family of
the employee during the time for which sick leave is requested.
6. An employee represented by this agreement, with the exception of temporary
appointments, may be granted a leave of absence with pay upon approval of the
Department Head and the City Manager at the time, of death, or where death
appears imminent, in the immediate family, defined as the spouse, the
employee's or employee's spouse's mother stepmother or father, stepfather,
brother or sister, child or stepchild, grandparents, grandchildren, or any relative of
the employee's spouse residing in the same household. Such leave, up to a
maximum of three (3) working days at one time, shall not be charged against sick
or other leave. If over three (3) working days of such leave is granted, at one
time, that amount over three (3) days shall be charged against sick or other
leave.
20
ARTICLE XIV (continued)
7. In case of absence due to illness, the employee shall notify his department in
accordance with departmental rules and explain the nature of the illness. The
appointing power and City Manager may deny or revoke sick leave if the illness
or injury for which it is taken is caused or substantially aggravated by
compensated outside employment.
Section F. WORKERS' COMPENSATION
In those instances where an employee of the City of Arcadia is injured on duty and the
injury is so recognized by the Workers' Compensation Act by the City of Arcadia or the
Workers' Compensation Appeals Board, such employee may be paid a combination of
salary and Workers' Compensation equal to his regular salary rate for such time as he
is absent from duty because of such injury. Such payment shall be granted only to
employees with three or more full years of continuous service with the City as well as
to those who have completed their initial probation with the City as of June 14, 1999.
The leave shall be for up to a maximum of ten months from and after date of such
injury. Lost time due to an injury on duty shall not be charged against an employee's
accumulated sick leave.
Section G. HOLIDAYS
1. Each employee in a classification represented by this MOU shall be allowed the
following holidays with eight (8) hours of regular pay:
New Year's Day - January 1
Washington's Birthday - The third Monday in February
Memorial Day - The last Monday in May
Independence Day - July 4
Labor Day - The first Monday in September
Admission Day - September 9
Veteran's Day - November 11
Thanksgiving Day - The fourth Thursday in November
The Friday following the fourth Thursday in November
Christmas Eve - December 24 - 4 hours
Christmas Day - December 25
New Years Eve - December 31 - 4 hours
Every day appointed by the City Council for a public fast,
thanksgiving or holiday.
21
ARTICLE XIV (continued)
2. In lieu of a citywide holiday to celebrate Dr. Martin Luther King's birthday, unit
members shall receive eight (8) hours of floating holiday to be scheduled by the
employee in the same manner as vacation days are scheduled. Floating
holidays do not carry over from calendar year to calendar year. Failure to timely
schedule the day off shall result in its loss.
If the City adopts Dr. Martin Luther King's birthday as a citywide holiday, this
floating holiday shall cease and the unit members shall receive the citywide'
holiday.
If a holiday falls on a Friday that City operations are closed, under the 9/80 work
schedule, each employee will receive eight (8) hours of floating holiday time.
Floating holiday time is not accruable and not payable if unused. The floating
holiday must be used by the end of the fiscal year in which it is granted or it shall
be forfeited.
Each employee in a classification represented by this MOU shall be allowed
eight (8) hours floating holiday for his or her birthday to be scheduled by the
employee in the same manner as vacation days are scheduled. Floating
holidays do not carry over from calendar year to calendar year. Failure to
schedule the day off within the calendar year shall result in its loss.
Section H. WITNESS LEAVE
An employee who is subpoenaed or required to appear in Court as a witness shall be
deemed to be on a leave of absence. With approval of the appointing power and City
Manager, the employee may be granted leave with pay during the required absence.
The employee shall remit to the City fees received except mileage.
A paid leave of absence shall not be granted for time spent in Court on personal
cases.
Section I.
UNAUTHORIZED ABSENCE
Unauthorized leaves of absence are cause for immediate dismissal.
22
ARTICLE XV PROBA TIONARY PERIOD
Section A. The probationary period is part of the examination process. It is a work-test period
during which the employee's performance and conduct on the job are evaluated to
determine whether or not the employee is fully qualified for permanent appointment.
During the probationary period, a probationer may be released, or demoted if
permanent status is held in a lower classification, without the right of appeal, if the
appointing power deems the probationer unfit or unsatisfactory for service.
When a provisional appointment is made to a probationary position and subsequently
the appointee is appointed to the position as a probationary employee, with no time
interval between the provisional and probationary appointment, the "employment date"
as herein defined, shall be the date first appointed on a provisional basis.
Section B. All eligible candidates appointed to a position from an open competitive examination
and who are not currently employed in a permanent position shall be on probation for
. twelve months before attaining permanent status.
Section C. Eligible candidates appointed from a promotional list shall be on probation for six
months before attaining permanent status.
23
ARTICLE XVI
ACTING PA Y
Section A. Any employee in the unit who is required, in writing, to work three (3) working days or
longer in a higher classification which is vacant due to sick leave, injury leave, vacation,
termination or move up due to acting pay shall receive the following acting pay
retroactive to the first day of the assignment:
1. five (5) percent above their current rate of pay or A step of the higher
classification; or
2. an employee in the classification of Maintenance Worker assigned to an acting
position of Public Works Foreman, Water Foreman, Building Maintenance
Technician, or Water Service Representative shall receive ten (10) percent
above their current rate of pay; or
3. should such percentage exceed the top step of the range for the higher
classification, the employee shall receive compensation at the top step of the
higher classification.
Section B. Nothing contained herein shall apply to an employee who is being trained by the City to
qualify for a higher classification.
24
ARTICLE XVI/
LA YOFFS
Section A. LAYOFF PROCEDURE
The City Manager or appointing power may layoff an employee in the Classified
Service because of a material change in duties or organization, inclement weather,
adverse working conditions, shortage of work or funds or return of employees from
authorized leave of absence.
The order of layoff shall be temporary, probationary, and then regular employees and
shall be (1) based on performance and (2) in the reverse of total cumulative time
served in the same class or promotional field upon the date established for the layoff to
become effective.
Regular full-time employees who receive notice of layoff may, in lieu of layoff,
voluntarily demote to the next lower classification that the employee previously held
within the unit, provided such employee's seniority in the department is greater than an
employee holding the lower position.
Section B. RE-EMPLOYMENT LIST
The names of employees shall be placed upon re-employment lists in the reverse
order of the layoff. Re-employment lists shall remain effective for two (2) years from
the effective date of separation from service.
Section C. SEVERANCE PAY
A full-time employee whose position is abolished or vacated by a reduction in work
load or lack of funds, and has at least one (1) year of consecutive fulltime service with
the City shall receive, upon termination, severance pay. Severance pay shall be a
lump sum payment equal to 1/5th of their previous months' salary times the number of
years of consecutive service, not exceeding five (5) years of service.
25
ARTICLE XVIII
PERSONNEL FILES
Section A. The City shall maintain a central personnel file for each employee. Supervisors may
maintain working personnel files.
If a supervisor maintains a working personnel file, copies of written material which is to
be used as a basis for employee discipline shall be sent to the central personnel file
and given to the employee.
Copies of performance evaluations and/or disciplinary actions shall not be entered in
the file, until the employee is given a copy and an opportunity to review and comment
thereon. The employee shall be given an opportunity during working hours to initial,
date, and file a written response to the material. The written response shall be
attached to the material.
An employee or their designated representative (in writing) shall have the right to
examine and/or obtain copies of any material from the employee's personnel file.
Such copies shall be provided at the employee's cost.
Section B. Discipline older than three (3) years will not be considered in promotional recruitments.
26
!.ARTICLE XIX
EMPLOYEE GRIEVANCES
Section A. DEFINITIONS
1. Grievance
A grievance is an allegation by an employee(s) of a misinterpretation or
misapplication of any express provision of the applicable Memorandum of
Understanding or Personnel Rules and Regulations where there is no other
specific method of review provided by City law.
2. Grievant
An employee or group of employees in the classified service adversely
affected by an act or omission by the City allegedly in violation of an express
provision of the Memorandum of Understanding or Personnel Rules and
Regulations.
3. Department Administrator
The department head or designee.
4. Work day
A work day is any day the City offices are regularly open for business.
5. Exclusions from the Grievance Procedure
a. The procedure is not to be used for the purpose of changing wages,
hours and working conditions.
b. The procedure is not intended to be used to challenge the content of
employee evaluations or performance reviews.
c. The procedure is not intended to be used to challenge a
reclassification, layoff, transfer, denial of reinstatement, or denial of a
step or merit increase.
d. The procedure is not intended to be used in cases of oral or written
reprimand, demotion, suspension or removal.
e. The procedure is not to be used to challenge violation of law or past
practice unless the rules or MOU expressly refer to same.
f. The procedure is not to be used to challenge examinations or
appointment to positions.
27
ARTICLE XIX (continued)
Section B. TIMELINESS
The grievance must be filed by the employee within the timelines set forth herein.
Failure of the employee to file the initial grievance or process the grievance from one
level to another in a timely manner is a forfeiture of the grievance and the grievance
will not be processed further.
If the City fails to respond in a timely manner, the employee may proceed to the next
level.
Section C. EMPLOYEE REPRESENTATION
The employee may be represented by a person of his or her choice to prepare and
present the grievance. The employee may use a reasonable amount of released
time to process the grievance. The release time must be approved by the
Department Head.
Section D. INFORMAL GRIEVANCE PROCEDURE
Within fifteen (15) working days following the event, or within fifteen (15) working
days after the employee should reasonably have known of the event, the employee
should attempt to resolve the grievance on an informal basis by discussion with his
or her immediate supervisor.
Section E. FORMAL GRIEVANCE PROCEDURE
1. First Level of Review: Next Level Supervisor
If the employee is not able to resolve the grievance after discussion with his or
her immediate supervisor, within ten (10) working days after the informal
discussion with the immediate supervisor, the employee shall present the
grievance in writing to the next level supervisor on the official City grievance
form setting forth the following information:
a. The specific section of the rules or MOU allegedly violated.
b. The specific act or omission which gave rise to the alleged violation.
c. The date or dates on which the violation occurred.
d. Documents, witnesses or evidence in support of the grievance.
e. The resolution of the grievance at the informal stage.
f. The remedy requested.
28
ARTICLE XIX (continued)
A copy of the grievance shall be provided to the Human Resources Division of
the Administrative Services Department concurrently with presentation to the
immediate supervisor.
The next level supervisor shall render a decision in writing, on the grievance
form, within ten (10) working days after receiving the grievance.
2. Department Head Review
If the employee does not agree with the decision of the next level supervisor,
within ten (10) working days after receiving the next level supervisor's decision
or twenty (20) days from the date the next level supervisor received the
grievance but failed to issue a decision, the employee shall present the
grievance in writing, on the grievance form, to the department head.
The. department head may require the employee and the immediate
supervisor to attend a grievance meeting. The department head shall
communicate a decision in writing within ten (10) working days of receiving the
grievance or within ten (10) working days of holding a grievance meeting
whichever is longer.
3. Human Resources Manager
If the employee is not in agreement with the decision reached by the
department head, within ten (10) working days after receiving the department
head's decision or twenty (20) days from the date the department
administrator received the grievance but failed to issue a decision, the
employee shall present the grievance in writing to the Human Resources
Manager on the official City grievance form.
The Human Resources Manager may require the' employee and the
immediate supervisor to attend a grievance meeting. The Human Resources
Manager shall communicate a decision in writing within ten (10) working days
of receiving the grievance or the holding of a grievance meeting whichever is
longer.
4. Human Resources Commission
If the employee is not in agreement with the decision of the Human Resources
Manager or if the Human Resources Manager has failed to respond, the
employee shall present the grievance to the Human Resources Commission
within ten (10) working days from the date of receipt of the Human Resources
Manager's decision or twenty (20) days from the date the Human Resources
Manager received the grievance but failed to issue a decision.
29
ARTICLE XIX (Continued)
Section F. APPEAL TO HUMAN RESOURCES COMMISSION
1. Scheduling of Hearing
Upon receipt of the request for an appeal, the City shall, within thirty (30)
days, transmit the appeal to the Human Resources Commission. The
Commission shall schedule a hearing. The appeal hearing shall be set not
less than twenty (20) working days nor more than sixty (60) working days from
the date of the filing of the appeal. All interested parties shall be notified in
writing of the date, time, and place of the hearing at least ten (10) working
days prior to the hearing.
2. Public Hearings
All hearings shall be open to the public.
3. Pre-Hearing Procedure
a. Subpoenas
The Human Resources Commission is authorized to issue subpoenas
at the request of either party prior to the commencement of the hearing.
After the commencement of the hearing, subpoenas shall be issued by
the Commission only for good cause. Each party will prepare their own
subpoenas and present them to the Human Resources Division of the
Administrative Services Department and the other party. The Human
Resources Division of the Administrative Services Department will
issue the subpoenas. The Human Resources Division of the
Administrative Services Department will serve subpoenas for current
City employees. It will be the responsibility of the employee or the City
to serve subpoenas on individuals who are not currently employed by
the City. It will be the responsibility of the employee and the City to
submit the written request for subpoenas at least ten (10) working days
before the date of the hearing.
b. Exhibits and Witness Lists
Five (5) working days prior to the date set for the hearing, each party
shall serve upon the other party and submit to the Human Resources
Division of the Administrative Services Department a list of all
witnesses and a list and copy of all exhibits. An original and nine (9)
copies of the exhibits shall be presented to the Human Resources
Division of the Administrative Services Department in 3 hole notebooks
which are tabbed down the side with the exhibit numbers. The
employer's exhibits shall be designated by number. The employee's
exhibits shall be designated by alphabetical letter. Neither party will be
permitted to call during the hearing, a witness not identified pursuant to
30
ARTICLE XIX (continued)
this section nor use any exhibit not provided pursuant to this section
unless that party can show that they could not reasonably have
anticipated the prior need for such witness or such exhibit.
c. Statement of Issues
Five (5) working days prior to the date set for the hearing, each party
shall submit to the Human Resources Division of the Administrative
Services Department a Statement of Issues.
4. Submission to the Human Resources Commission
Five (5) working days prior to the date set for the hearing, the Human
Resources Division of the Administrative Services Department shall present
each member of the Human Resources Commission with a copy of the
jurisdictional documents. Those documents include the grievance documents
at each level and the responses to the grievance.
5. Payment of Employee Witnesses
Employees of the City who are subpoenaed to testify during working hours will
be released with pay to appear at the hearing. The Commission may direct
that these employees remain on call until called to testify. Employees who are
subpoenaed to testify during non-working hours will be compensated for the
time they actually testify, unless the City agrees to a different arrangement.
6. Conduct of the Hearing
a. The hearing need not be conducted in accordance with technical rules
relating to evidence and witnesses but hearings shall be conducted in a
manner most conducive to determination of the truth.
b. Any relevant evidence may be admitted if it is the type of evidence on
which responsible persons are accustomed to rely in the conduct of
serious affairs, regardless of the existence of any common law or
statutory rules which might make improper the admission of such
evidence over objection in civil actions.
c. Hearsay evidence may be used for the purpose of supplementing or
explaini)1g any direct evidence that shall not be sufficient in itself to
support a finding unless it would be admissible over objection in civil
actions.
d. The rules dealing with privileges shall be effective to the same extent
that they are now or hereafter may be recognized in civil actions.
31
ARTICLE XIX (Continued)
e. Irrelevant and unduly repetitious evidence may be excluded.
f. The Human Resources Commission shall determine relevancy, weight
and credibility of testimony and evidence. Decisions made by the
Commission shall not be invalidated by any informality in the
proceedings.
g. During examination of a witness, all other witnesses, except the parties,
shall be excluded from the hearing upon motion of either party.
h. The Human Resources Commission may conduct the hearing or
delegate evidentiary and/or procedural rulings to its legal counsel.
7. Burden of Proof
In a grievance appeal the grievant has the burden of proof by preponderance
of the evidence.
8. Proceed with Hearing or Request for Continuance
Each side should be asked if it is ready to proceed. If either side is not ready
and wishes a continuance, good cause must be stated. Any request for a
continuance must be made in writing and submitted prior to the hearing to all
parties. Before requesting a continuance, the moving party shall contact all
parties to determine if there is any opposition to the continuance and shall
state in its request if there is opposition.
9. Testimony under Oath
All witnesses shall be sworn in for the record prior to offering testimony at the
hearing. The chairperson will request the witnesses to raise their right hand
and respond to the following:
"Do you swear that the testimony you are about to give at this hearing is the
truth, the whole truth and nothing but the truth?"
10. Presentation of the Case
The hearing shall proceed in the following order unless the Human Resources
Commission for special reason, directs otherwise:
a. The Human Resources Chair shall announce the issues after a review
of the statement of issues presented by each party.
b. The grievant (employee) shall be permitted to make an opening
statement.
32
ARTICLE XIX (Continued)
c. The respondent (City) shall be permitted to make an opening
statement, or reserve an opening statement until presentation of its
case.
d. The grievant shall produce his/her evidence.
e. The respondent may then offer its evidence.
f. The grievant followed by the respondent may offer rebutting evidence.
g. Closing arguments shall be permitted at the discretion of the Human
Resources Commission. The party with the burden of proof, shall have
the. right to go first and to close the hearing by. making the last
argument. The Commission may place a time limit on closing
arguments. The Commission or the parties may request the
submission of written briefs. After the request for submittal of written
briefs, the Commission will determine whether to allow the parties to
submit written briefs and determine the number of pages of said briefs.
11. Procedure for the Parties
The party representing the department and the party representing the
employee will address their remarks, including objections, to the Chair of the
Human Resources Commission. Objections may be ruled upon summarily or
argument may be permitted. The Chair reserves the right to terminate
argument at any time and issue a ruling regarding an objection or any other
matter, and thereafter the representatives shall continue with the presentation
of their case.
12. Right to Control Proceedings
While the parties are generally free to present their case in the order that they
prefer, the Chair reserves the right to control the proceedings, including, but
not limited to, altering the order of witnesses, limiting redundant or irrelevant
testimony, or by the direct questioning of witnesses.
13. Hearing Demeanor and Behavior
All parties and their attorneys or representatives shall not, by written
submission or oral presentation, disparage the intelligence, ethics, morals,
integrity or personal behavior of their adversaries or members of the
Commission.
33
ARTICLE XIX (Continued)
14. Deliberation Upon the Case
The Commission will consider all oral and documentary evidence, the
credibility of witnesses, and other appropriate factors in reaching their
decision. The Commission may deliberate at the close of the hearing in
closed session or at a later fixed date and time not to exceed ten (10) working
days.
15. Recommended Decision
The Human Resources Commission shall render it's recommendations as
soon after the conclusion of the hearing as possible, and no event, later than
ten (10) working days after concluding the hearing, unless otherwise
stipulated to by the parties. The recommended decision shall include an
explanation of the basis for the decision.
The Human Resources Commission shall not be polled as to their decision by
the grievant or the grievants counsel.
16. Recommendation to the City Manager
The decision of the Human Resources Commission is advisory to the City
Manager. The proposed decision shall be provided to the grievant and the
City Manager.
Either the employee or the department may file a written appeal to the
proposed decision, by filing exceptions thereto with the Human Resources
Manager within ten (10) days of receipt of the Commission's recommended
decision.
The party desiring to contest the recommended decision of the Commission
may also request a transcript for review by the City Manager within ten (10)
working days of the Commission's decision. If the appealing party requests a
transcript, that party shall pay the cost of the transcript.
17. Final Action by City Manager
Within ten (10) working days of the filing of exceptions, or within ten (10) days
of receipt of the transcript, the City Manager shall review the decision of the
Commission, any exceptions filed, and a record, if one is requested. The
decision of the City Manager shall be final. The decision shall be transmitted
to the employee and to the department head.
34
ARTICLE XX LABOR-MANAGEMENTCOMMITTEE
Section A. The City and the Union hereby agree to the establishment of an ad hoc committee to
discuss employer-employee relation matters.
Each side may designate up to two (2) Maintenance Services Department
representatives to serve on the committee. For purpose of coordination only, the
Human Resources Manager shall be chairman of the committee. The committee shall
meet quarterly as necessary, at a mutually agreed upon time and place. The party
requesting the meeting shall submit an agenda of topics to be discussed no less than
five (5) days prior to the scheduled meeting date.
35
ARTICLE XXI
FULL UNDERSTANDING
Section A. This Memorandum of Understanding contains all the covenants, stipulations and
provisions agreed upon by the parties and any other prior existing understanding or
agreements by the parties, whether formal or informal, regarding any such matters are
hereby superseded or terminated in their entirety.
It is the intent of the parties that this agreement be administered in its entirety in good
faith during its full term. The Union recognizes that during such term it may be
necessary for Management to make changes in rules or procedures affecting the
employees in the unit and that the City will meet and confer as required by law, before
implementing changes.
For the life of this agreement it is agreed and understood that the Union hereto
voluntarily and unqualifiedly waives its rights and agrees that the City shall not be
required to meet and confer with respect to any subject or matter whether referred to or
covered in this agreement or not during the term of this agreement. However, the
specific provisions of this contract may not be reopened during the term of this contract
without the consent of the City and the Union.
Section B. The parties hereto have caused this Memorandum of Understanding to be executed
this _ day of June, 2001.
APWEA
CITY OF ARCADIA
Craig Clark, President
APWEA
William R. Kelly
City Manager
36
APWEA
Bill Hall, Team Member
Tom Higham, Team Member
Robert Leyva, Team Member
Jon Shoemaker, Team Member
Ray Whitmer, Representative
Melissa Ornelas, Representative
NEGOTIATION TEAMS
CITY OF ARCADIA
David Bell, Asst. Human Resources Manager
Cindy Rowe, Management Services Officer
David McVey, General Services Superintendent
37
CITY OF ARCADIA SALARY RANGE
JULY 2001 TO JUNE 2002
For Management, Teamsters and APWEA
Range I I I I I I I
Number Title Step A Step B I StepC Step D Step E Step F Step G Step H Step I IStep J
39 Custodian $2,226 $2,281 $2,338 $2,397 $2,457 $2,518 $2,581 $2,646 $2,712 $2,780
- 1 I
Office Assistant
40 Accounting Technician I $2,2811 $2,338 $2,3971 $2,457 $2,518 $2,581 $2,646 $2,712 $2,780 $2,849
~ryTeChl 1
Police Records Tech I I
411 $2,338 $2,397 $2,457 ~ $2,518 $2,581 $2,646 $2,712 $2,780 $2,849 $2,920
42 $2,397 $2,457 $2,518 $2,581 $2,646 $2,712 $2,7801 $2,849 $2,920 $2,993
43 Dispatcher I $2,457 $2,518 $2,581 $2,646 $2,712 $2,780 $2,849 $2,920 $2,993 $3,068
Info and Referral Coord I
Senior Citizens Prog. Spec.
Video Tech/Office Assistant I
~-
44 Accounting Technician II I $2,518 $2,581 $2,646 $2,712 $2,780 $2,849 $2,920[ $2,993 $3,068 $3,145
Administrative Assistant I
Library Tech II 1 - 1 I__~.
Police Records Technician II $2,7121 $2,8491 I $3,1451
45 Senior Citizens Program Specialist $2,581 $2,646 $2,780 $2,920 $2,9931 $3,068 $3,224
-~ .~-
46 Maintenance Worker 1 $2,646 $2,712 $2,7801 $2,849 $2,9201 $2,993 $3,0681 $3,145 $3,2241 $3,304
47 Building Technician I $2,712 $2,780 $2,849 $2,920 $2,9931 $3,068 $3,1451 $3,224 $3,3041 $3,387
Community Services Officer 1 I
48 Fleet Technician I $2,780 $2,849 $2,920 $2,993 $3,0681 $3,145 $3,2241 $3,304 $3,3871 $3,-472
Sr. Police Records Tech 1 , , i $3,3041 j
I $3,1451
49 Deputy City Clerk $2,849 $2,920 $2,9931 $3,068 $3,224 $3,387 $3,472 L$3,559
Dispatcher II I 1 1 1
Sr. Administrative Assistant I 1 1 I
-~ $2,920 I $2,993 $3,068 $3,145 $3,2241 $3,304 $3,387 $3,472 $3,559 $3,648
50 Building Maintenance Tech
-~ Printing Services Specialist 1 I 1 1 ---.. -
Senior Accounting Technician 1 I -
Senior Library Technician I I I
Water Production Tech I 1 I I $~l I
51 Building Technician II $2,993 $3,068 $3,1451 $3,224 $3,3041 $3,387 $3,4721 $3,6481 $3,739
Equipment Operator I I 1 -
Fire Administrative Specialist I 1 I I 1
- IHuman Resources Technician I I I ~
I Logistical Services Officer I
I Storekeeper/Buyer i 1
521Business License Officer $3,0681 $3,1451 $3,224 $3,304 $3,3871 $3,472 $3,559 $3,648 $3,739 $3,832
Icode Services Officer 1 I- I 1 I I
Fleet Technician II I I I I 1
CITY OF ARCADIA SALARY RANGE
JULY 2001 TO JUNE 2002
For Management, Teamsters and APWEA
531 I $3,1451 $3,2241 $3,3041 $3,3871 $3,4721 $3,559 $3,648 $3,739 $3,8321 $3,928
54 Accounting_ Specialist 1 $3,2241 $3,3041 $3,3871 $3,4721 $3,5591 $3,648 $3,739 $3,832 $3,928 $4,026
Fleet Technician/Welder I I- I I
- !Water Production Tech II 1 1 $3,5591 I I I
55 Engineerin!j Assistant ~ $3,304 $3,387 $3,472 $3,6481 $3,739 $3,8321 $3,9281 $4,026 $4,127
Legal Coordinator L 1 I 1
56 Evidence Technician I $3,3871 $3,4721 $3,559 $3,648 $3,739 $3,832 $3,928L $4,0261 $4,1271 $4,230
Building Main!. Crew Chief
57 Executive Assistant $3.4721 $3,559 $3,648 $3,739 $3,832 $3,9281 $4,026 $4,127/ $4,230 $4,336
Librarian
Maintenance Crew Chief I /- I I
Water Services Rep. Crew Chief --I
58 Assistant Planner I $3,559 $3,6481 $3,739 $3,832 $3,9281 $4,0261 $4,127 $4,230 $4,336 $4,444
Combination Inspector I I
- Public Works Inspector 1 ---.J + 1 1
Computer Sueport Specialist I 1 1 $4,1271 i
59 I $3,6481 $3,739 $3,832 $3,928 $4,0261 $4,230 $4,3361 $4,444 $4,555
60 Fleet Maintenance Crew Chief I $3,739 $3,832 $3,928 $4,026 $4,'1271 $4,230 $4,336 $4,444 $4,555 $4,669
I Purchasing Officer - I I 1 I
Recreation Supervisor I 1 I - I
ISr. Citizens Supervisor I . I I I 1
Iwater Main!. Crew Chief 1 I I 1 I I I- I
1 I I I , I L -
Water Production Crew Chief , , I 1 I I I
IYouth Services Supervisor 1 I I I 1 $4,5551
611 Senior Engineering Assistant 1 $3,8321 $3,9281 $4,026 $4,127 $4,230! $4,3361 $4,444 $4,669 $4,786
621Associate Planner -l $3,9281 $4,0261 $4,127; $4,230 $4,3361 $4,4441 $4,555 _ $4,6691 $4,786 $4,906
ICommunications Specialist I I I I I
I Fire Inspector 1 I 1 I 1 I I I u
- ~edev. Project Analyst I I 1 I 1
Sr. Combination Inspector 1 I I I I $4,7861 $4,9061
=---63L I $4,026L $4,127L_ $4,230L $4,336 $4,444 $4,555 $4,6691 $5,028
64 Human Resources Analyst I $4,127 $4,2301 $4,3361 $4,444 $4,5551 $4,669 $4,7861 $4,906 $5,028 $5,154
Maintenance Contracts ---I I I 1 1 J f-
- I 1 I 1 i
Management Analyst I
Special Projects Mgr F I I I I I I
IWater Quality Backflow Ins. I I I i jH
-- iWater Services Officer I I t I $4,6691 $4,786/ $4,9061
- 651 I $4,230 $4,3361 $4,4441 $4,5551 $5,0281 $5,1541 $5,283
661Assistant Engineer I $4,3361 $4,4441 $4,5551 $4,6691 $4,7861 $4,9061 $5,0281 $5,154 $5,2831 $5,415
ITransportation Services Officer I I I I
CITY OF ARCADIA SALARY RANGE
JULY 2001 TO JUNE 2002
For Management, Teamsters and APWEA
I Senior Planner
Deputy Fire Marshall
67 Police Records Manager $4,444 $4,555 $4,669 $4,786 $4,906 $5,028 $5,154 $5,283 $5,415 $5,550
Principal Librarian 1
68 Management Svs. Officer $4,555 $4,669 $4,786 $4,906 $5,028 $5,154 $5,2831 $5,415 $5,550 $5,689
69 $4,669 $4,786 $4,906 $5,028 $5,154 $5,283 $5,415 $5,550 $5,689 $5,831
70 Associate Civil Engineer $4,786 $4,906 $5,028 $5,154 $5,283 $5,415 -- $5,550 $5,689 $5,831 $5,977
71 Accounting Supervisor I $4,906 $5,028 $5,154 $5,283 $5,415 $5,550 $5,689 $5,831 $5,977 $6,126
Assist HR and Risk Manager 1 -
General Services Sup!. -
72IAssistant Cily Librarian , $5,028 $5,154 $5,283 $5,415 $5,550\ $5,689 $5,831\ $5,977 $6,126 $6,279
I
IAsst Rec. &Comm Srvcs Dir. I I I ,
731Planning Services Manager I $5,154 $5,2831 $5,415 $5,5501 $5,6891 $5,831 $5,977 $6,126 $6,279 $6,436
741 , $5,283 $5,4151 $5,550 $5,689 $5,8311 $5,977 $6,126 $6,279 $6,436 $6,597
I
75 Street Superintendent $5,415 $5,550 $5,689 $5,831 $5,977 $6,126 $6,279 $6,436 $6,597 $6,762
76 Building Official $5,550 $5,689 $5,8311 $5,977 $6,126 $6,279 $6,436 $6,597 $6,762 $6,931
77 Water Superintendent $5,689 $5,831 $5,977 $6,126 $6,279 $6,436 $6,5971 $6,762 $6,931 $7,104
78 $5,831 $5,9771 $6,1~~ $6,2791 $6,436 $6,597 $6,7621 $6,931 $7,104 $7,282
79 I $5,977 $6,1261 $6,279 $6,4361 $6,597 $6,762 $6,9311 $7,104 $7,282 $7,464
- 80 1 Economic Dev. Administrator I $6,2791 $6,4361 $6,5971 - $7,1041 $7,4641
$6,126 $6,762 $6,931 $7,282 $7,651
811 I $6,279 $6,4361 $6,5971 $6,7621 $6,9311 $7,104 $7,2821 $7,464 $7,6511 $7,842
821 Field Services Manager 1 $6,436 $6,5971 $6,7621 $6,931 !--.--J7,104 $7,282 $7,4641 $7,651 $7,842 $8,038
'Fin. Services Mgr./Treasurer i i ~! ---I ~-
General Services Mgr. 1 -
Community Dev Administrator I .-
83 $6,597 $6,7621 $6,931 $7,104 $7,282 $7,4641 $7,6511 $7,842 $8,0381 $8,239
84, 1 $6,762 $6,9311 $7,104 $7,282 $7,464 $7.6511 $7,8421 $8,038 $8,239r $8,445
851HR & Risk Manager 1 $6,931 $7,1041 $7,2821 $7,464 $7,651 $7,8421 $8,0381 $8,239 $8,445 $8,656
ICily EnQineer/EnQ Serv.Admin I I I I I I -~--
CITY OF ARCADIA SALARY RANGE
JULY 2002 TO JUNE 2003
For Management, Teamsters and APWEA
Range StePA! I 1 I 1 I I
Number Title Step B 1 StepC Step D Step E I Step F StepG Step H I Ste~p J
39 Custodian ~- -I $2,2931 $2,350 t_~l,409 $2,469 $2,5311 $2,594 $2,659/ $2,7251 $2,7931 $2,863
Office Assistant I I
40 Accounting Technician I $2,350 $2,409 ~2_,469 $2,531 $2,594 $2,65~ $2,7251 $2,7931 $2,8631 $2,935
Library Tech I , 1
Police Records Tech I
41 $2,409 $2,469 $2,531 $2,594 $2,659 $2,725 $2,793 $2,863 $2,935 $3,008
42 1 $2,469 I $2,531 $2,594 $2,659 $2,725 $2,793 $2,863 $2,935 $3,008 $3,083
-- ---
43 Dispatcher I $2,531 $2,594 $2,659 $2,725 $2,793 $2,863 $2,9351 $3,008 $3,083 $3,160
Info and Referral Coord I . I
Senior Citizens Prog~pec. I I
Video Tech/Office Assistant I I
44 Accounting Technician II $2,594 $2,659 $2,7251 $2,7931 $2,8631 $2,9351 $3,0081 $3,083 $3,1601 $3,239
Administrative Assistant 1 I I I
.- ,
Library Tech II I 1
Police Records Technician II I I
45 Senior Citizens Program Specialist $2,6591 $2,725 $2,793 $2,863 $2,935 $3,0081 $3,083 $3,160 $3,2391 $3,320
46 Maintenance Worker $2,7251 $2,793 $2,863 $2,935 $3,008 $3,083 $3,160 $3,239 $3,3201 $3,403
47 Building Technician I $2,7931 $2,863 $2,935 $3,008 $3,083 $3,160 $3,2391 $3,320 $3,4031 $3,488
I Community Services Officer I I I 1 I I I I 1
I
481Fleet Technician I $2,8~ $2,9351 $3,00~ $3,083 ~ $3,160 $3,2391 $3,3201 $3,403 ! $3,4881 $3,575
ISr. Police Records Tech I I $3,5751
,
49 Deputy City Clerk -- $2,935 $3,0081 $3,083t_ _ _$3,1601_ $3,239 $3,320 $3,403 $3,488 i $3,655
Dispatcher II I I
Sr. Administrative Assistant i I
50 Building Maintenance Tech 1 $3,008 $3,083 $3,160 $3,239 $3,3201 $3,4031 $3,488 $3,575 $3,6641 $3,756
I Printing Services Specialist I I I I I I I I I I
ISenior Accounting Technician I
_ ~r Library Technician -1- --- I 1--- I I
Water Production Tech I -r I I
51 Building Technician II $3,083 $3,160 $3,2391 $3,320 $3,403 $3,4881 $3,575 $3,6641 $3,7561 $3,850
-~-- ~l!!pment Operator I ---~- I 1
Fire Administrative Specialist I I
IHuman Resources Technician I I I I I
~gistical Services Officer I 1 1 I I
StorekeepenBuyer 1 I
52 Business License Officer $3,160 $3,239 $3,320 $3,403 $3,488 $3,575 $3,6641 $3,7561 $3,850 $3,946
Code Services Officer I I
Fleet Technician II I I I 1 I I I
CITY OF ARCADIA SALARY RANGE
JULY 2002 TO JUNE 2003
For Management, Teamsters and APWEA
531 I $3,239 $3,3201 $3,4031 $3,488 $3,5751 $3,6641 $3,7561 $3,850 $3,946 $4,046
54IAccounting Specialist 1 $3,320 $3,403 $3,4881 $3.575 $3,664 $3,7561 $3.850 $3,946 $4,046 $4,147
1 Fleet T echnician/Welder I I
lWaler Producl'lon Tech II $3,8501
55 Engineering Assistant $3,403 $3,488 $3.575: $3,664 $3,756 $3,946 $4,046 $4,147 $4,251
~gal Coordinator $3,488 $3,575\ $3.664 $3,7561 $3,850 $3,9461 $4,0461 $4,147 $4,251 $4,357
56 Evidence Technician
Building Main!. Crew Chief 1 I
57 Executive Assistant 1 $3.575 $3,664 $3,756 $3,8501 $3,946 $4,046 $4,1471 $4,251 $4,357 $4,466
Librarian 1 1
---
Maintenance Crew Chief I $4.0461 $4,147 1
IWater Services Rep. Crew Chief I I
58 Assistant Planner I $3,664 $3,756 $3.850 $3,946 $4,2511 $4.3571 $4,466 $4,578
ICombination Inspector I I I L I ._-
IPublic Works Inspector I I I I I I
IComputer Support Specialist I I 1 I I
591 I $3.7561 $3,850 $3,946 $4.0461 $4,147\ $4,251 $4,3571 $4,466 $4.,~ n~4,692
60 Fleet Maintenance Crew Chief I $3.850 $3,946 $4,046 $4,1471 ~4,251 $4,357 $4,4661 $4,578 $4,692 $4,809
Purchasing Officer I I \ - 1
Recreation Supervisor I I --~-- ---- -
-
Sr. Citizens Supervisor 1 ~ I
IWater Main!. Crew Chief I , -I i
IWater Production Crew Chief I I -- ~-
--
Youth Services Supervisor I
61 Senior Engineering Assistant I $3,947 $4,046 $4,147 $4,2511 $4,357 $4,466 $4.578 $4,6921 $4,809~ $4,929
62 Associate Planner $4,046 $4,147 $4,251 $4,357 $4,466 $4,578 $4,692 $4,810 $4,929 $5,052
Communications Specialist . t---
Fire Inspector 1
IRedev. Project Analyst I I -1 1_-
, -----
Sr. Combination Inspector I $4,147~ $4,251 I : 1
63 , $4.357 $4,4661 $4.5781 $4,6921 $4,809 $4,9291 $5,052 $5,178
64 Human Resources Analyst 1 $4.251 $4,357 $4,4661 $4,5781 $4,692 $4,809 $4,9291 $5,0521 $5,178 $5~O7
- I
Maintenance Contracts 1 1 I
~gementAnalyst I I I 'm~
_ . Special Projects Mgr I I 1 I -
-- I Water Quality Backflow Ins. -, I I
I Water Services Officer I I
651 j $4,357 $4,466 $4,578 $4,692 $4,809 $4.929 $5,052 $5.178 $5.307 $5,440
661Assistant Engineer I $4,466 $4,578] $4,692 $4,809 $4,929 $5,052 $5,178 $5,307 $5,440 $5,576
ITransportation Services Officer 1 I I
CITY OF ARCADIA SALARY RANGE
JULY 2002 TO JUNE 2003
For Management, Teamsters and APWEA
Senior Planner
Deputy Fire Marshall I
67 Police Records Manager 1_ $4,5781,
Principal Librarian I
68 Management Svs. Officer I $4,6921
69 $4,80.9
7o.IAssociate Civil Engineer I $4,929
711Accounting Supervisor 'I $5,0.52
IAssist HR and Risk Manager
IGeneral Services Sup!. ~
72 Assistant City Librarian
Asst Rec. & Comm Srvcs Dir.
73 Planning Services Manager
74
75 Street Superintendent
761 Building Official
~~ ~ter _superintendent
791
80.: Economic Dev. Administrator
811
821 Field Services Manager
IFin. Services Mgr./Treasurer
IGeneral Services Mgr.
ICommunity Dev Administrator
831
841
851HR & Risk Manager
ICitv Enqineer/Enq Serv.Admin
$5,178
I
$5,30.71
$5,440.
I $5,576
$5,7151
1 $5,8581
I $6,0.0.4
- $6,1541
- $6,30.81
1 $6,4661
I~i',~
/ 1
1
I
$6,793
$6,9631
~ $7,1371
$4.692
$4.80.9
$4,929
$5,0.52
$5,1781
$5,30.7
$5,440.
$5,576
$5.715
$5,858
$6.0.0.4
$6,154
$6.30.8
$6,4661
$6,628
$6,7931
I
---r-
i
$6,9631
$7,1371
$7,315
I
$4,80.9
$4,930.
$5,0.52
$5,178! _
$5,30.7:
$5,440.
I
$5,576
$5,715
$5,858
$6.0.0.41
$6,154
$6,30.8
$6,466
$6,628
$6,793
$6.9631
I
I
$7,137
$7,3151
$7,4981
1
$4,929
$5,0.53
$5,178
$5,30.7
$5,440.
$5,576/
$5.715
$5,8581
$6.0.0.4
$6,154
$6,30.8
$6,466
$6,628
$6.793
$6,963
$7,1371__
~
$7,315
$7,498
$7,6861
$5,0.52
$5,179
$5,30.7
$5,440.
$5,576
$5.715
$5,858
$6,0.0.4
$6,154
$6,30.8
$6,466
$6,628
$6,7931
$6,9631
$7,137!
$7,315~
$7,498/-
$7,6861
$7,8781
$5.178
$5.30.7
$5,440.
$5.576
$5,7151
$5,858
$6,0.0.4
$6,154
$6,30.8
$6,466
$6,628
$6,793
$6,963
$7,137
$7.315
$7,4981
I
I
$7.686
$7,878
$8,0.75
1
I__J
$5,30.7 $5,440.
--
$5,440.
$5,576
$5,715
$5.858
$5,576
$5.715
$5,858
$6,0.0.4
$6,0.0.4
$6.154
$6,154 $6.30.8
$6,30.8 $6,466
$6,466 $6,628
$6,628 $6,793
$6,793 $6,963
$6,963 _ $7,137
$7,137 $7,315
$7,315 $7,498
$7,4981 $7,686
$7.6861--.!!,878j.
----I
$7,878 $8,0.75
$8,0.75 $8.277
$8,2771_ $8,484
1
$5,576/
$5,715
$5,858
$6.0.0.4
$6,154
$5,715
$5,858
$6,0.04
$6,154
$6,30.8
$6,30.8 $6,466
$6,466 $6,628
$6,628 $6,793,
$6.793 $6,963
$6,9631 $7,137
$7,137 $7,315
$7,315 $7,498
$7,498 $7.686
$7,686 $7,878
$7,878 $8,0.75
$8,0.751 $8.277
_L___
I
$8,2771
$8,4841
$8,6961
I
$8,484
$8,696
$8,9~3,