Loading...
HomeMy WebLinkAbout6240 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,