HomeMy WebLinkAbout6586RESOLUTION NO. 6586
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 CITY EMPLOYEES
ASSOCIATION ( "ACEA ") FOR JULY 1, 2007 THROUGH JUNE 30, 2010
THE CITY COUNCIL OF THE CITY OF ARCADIA, CALIFORNIA DOES HEREBY
FIND, DETERMINE AND RESOLVE AS FOLLOWS:
SECTION 1. The City Council hereby approves that certain Memorandum of
Understanding ( "MOU") by and between the City of Arcadia and the Arcadia City Employees
Association ( "ACEA ") dated effective as of July 1, 2007, a copy of which is attached hereto.
The City Manager is hereby authorized and directed to execute this Memorandum of
Understanding on behalf of the City. The salary and benefits for employees represented by
ACEA shall be those set forth in the Memorandum of Understanding.
SECTION 2. The City Clerk shall certify to the adoption of this Resolution.
Passed, approved and adopted this 21st day of August 2007.
Mayor of thetCity o Arcadia
ATTEST:
<Zx'�' 11L(
ity Clerk of the City of Arcadia
APPROVED AS TO FORM:
City Attomey
STATE OF CALIFORNIA )
COUNTY OF LOS ANGELES) SS:
CITY OF ARCADIA )
I, JAMES H. BARROWS, City Clerk of the City of Arcadia, hereby certifies
that the foregoing Resolution No. 6586 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 21 st day of August, 2007 and that said
Resolution was adopted by the following vote, to wit:
AYES: Council Member Amundson, Chandler, Harbicht, Wuo and Segal
NOES: None
ABSENT: None
5 Z -- � :-- ity Clerk of the City of Arcadia
2
7.9M
CITY OF ARCADIA
AND
ARCADIA CITY EMPLOYEES ASSOCIATION
(CONFIDENTIAUSUPERVISORY /PROFESSIONAL UNIT
AND GENERAL EMPLOYEE UNIT)
MEMORANDUM OF UNDERSTANDING
JULY 1, 2007 THROUGH JUNE 30, 2010
TABLE OF CONTENTS
Preamble
Paqe
1
Article I
Parties and Recognition
2
Appropriate Unit
2
Mutual Recommendation and Implementation
3
Authorized Agents
3
Article II
Term
4
Savings Clause
4
No Strike Clause
4
Article III
Association Rights
A. Agency Shop Agreement
6
B. Right To Join
8
C. Use of Bulletin Boards
9
D. Payroll Deduction
9
E. Access to Facilities
10
F. Association Stewards
10
G. Reasonable Notice
11
H. List of Names
12
Article IV
Management Rights
13
Article V
Compensation
14
Promotion or Advancement
14
Article VI
Hours
A. Overtime(FLSA)
16
B. Rest Periods
16
C. Work Schedules
17
Article VII
Stability Pay
A. Stability Pay
18
B. Longevity Pay
18
Article VIII
Tuition /Loan Reimbursement
20
Article IX
Mileage Reimbursement
21
Article X
Health, Dental and Life Insurance
22
Retiree Health Insurance
24
Article XI
Disability Income Insurance
26
Article X1
Medical Examinations
27
ACEA 2007 -2010
TABLE OF CONTENTS
Article XIII Uniforms 28
Article XIV Leaves of Absence
A.
Non - Medical Leaves Without Pay
30
B.
Family Care and Medical Leaves
31
C.
Temporary Military Leave
34
D.
Vacation Leave
35
E.
Sick Leave
36
F.
Bereavement Leave
37
G.
Holidays
38
H.
Jury Leave
39
I.
Court Witness Leave
39
J.
Industrial Accident Leave
40
Article XV Probationary Period
41
Article XVI Special Pay
A.
Acting Pay
42
B.
Call -Back Pay
42
C.
Bilingual Pay
42
D.
Dispatch /Records /CSO Training Pay
42
Article XVII Layoffs
47
E.
A.
Layoff Procedure
43
B.
Re- employment List
43
C.
Definitions
44
Article XVIII Personnel Files
45
Article XIX Employee Grievances
A.
Definitions
46
B.
Timeliness
47
C.
Employee Representation
47
D.
Informal Grievance Procedure
47
E.
Formal Grievance Procedure
47
F.
Appeal to Human Resources Commission
49
Article XX Disciplinary Action
A. Suspension, Salary Reduction, Demotion and Dismissal 55
B. Notification and Appeal Procedure 55
C. Salary reduction 56
D. Unauthorized Absence 56
Article XXI Full Understanding 57
ACEA 2007 -2010
PREAMBLE
It is the purpose of the Memorandum of Understanding to promote and provide for harmonious
relations, cooperation and communication between City Management and the City employees
covered by this Memorandum. As a result of good faith negotiations between City Management
representatives and Association representatives this Memorandum sets forth the Agreement
regarding wages, hours and other terms and conditions of employment for the employees covered
by this Memorandum. This Memorandum provides for an orderly means of resolving differences
which may arise from time to time during its term.
1
ARTICLE I
Section A.
Section B.
PARTIES AND RECOGNITION
(Government Code Sections 3500 et.seg.).
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 City Employees Association, a formally
recognized exclusive employee organization, hereinafter referred to as the
"Association ", pursuant to the provisions of the Meyers- Milias -Brown Act
APPROPRIATE UNIT
The classifications covered by this agreement are:
Confidential /Supervisory /Professional Unit
Accounting Specialist
Administrative Assistant — H.R.
Assistant Engineer
Assistant Planner
Associate Civil Engineer
Associate Planner
Deputy City Clerk
Executive Assistant
Human Resources Technician
Legal Assistant
Librarian
Principal Librarian
Records Coordinator
Redevelopment Project Analyst
Revenue Collection Specialist
Senior Library Technician
Senior Police Records Technician
Senior Combination Inspector
Senior Planner
Video Technician /Office Assistant
General Employee Unit
Accounting Technician I & II
Administrative Assistant
Building Technician I & II
Business License Officer
Circulation Services Supervisor
Code Services Officer
Combination Inspector
Community Services Officer
Communications & Marketing Specialist I & II
Computer Support Specialist
Custodian
Dispatcher I & II
Dispatch Services Supervisor
Engineering Aide
Engineering Assistant
Evidence Technician
Fire Administrative Specialist
Fire Inspector
Historical Museum Education Coordinator
Historical Museum Curator
Info and Referral Coordinator
Information Systems Specialist
Library Technician I & II
Logistical Services Officer
Office Assistant
Police Communications Coordinator
Police Records Technician I & II
Public Works Inspector
Public Works Technician
Recreation Coordinator
Senior Accounting Technician
Senior Administrative Assistant
Senior Citizens Program Specialist
Senior Citizens Project Specialist
Senior Code Services Officer
Senior Engineering Assistant
2
ARTICLEI (continued)
Section C. MUTUAL RECOMMENDATION AND IMPLEMENTATION
This Memorandum of Understanding constitutes a mutual recommendation to be
presented to the City Council, subsequent to the ratification meeting by the
membership of the Confidential /Supervisory/Professional Unit and the General
Employees Unit. It is agreed that this memorandum shall not be binding upon the
parties either in whole or in part unless and until the City Council formally acts, by
majority vote, to approve and adopt said Memorandum.
Section D. AUTHORIZED AGENTS
The City's principal authorized agent shall be the City Manager, 240 W. Huntington
Drive, Arcadia, California, 91066 -6021, except where a particular City representative
is specifically designated in connection with the performance of a specific function or
obligation set forth herein.
The Confidential /Supervisory/Professional and General Employee's authorized
representative is Cara Wilhelm, President of the Arcadia City Employees
Association, 240 W. Huntington Drive, Arcadia, California, 91066 -6021. The duly
authorized staff representative is Robin Nahin, Executive Director of City Employees
Associates, 254 B Lindero Avenue, Long Beach, California, 90803.
Section E. The City agrees to give the Association notice of any changes, additions, or
deletions of bargaining unit by classifications via an emailed copy of the Human
Resources Commission Agenda. The agenda will be emailed to the Association's
authorized agent at the same time the agenda is sent to Commission members.
The Association shall be responsible for providing the City with the authorized
agent's email address.
41
ARTICLE II
Section A. TERM
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, 2007 and ending June 30, 2010.
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 and effect for the duration of said agreement. In the event
any section of this Memorandum is declared invalid, the City agrees to meet and
confer with the Association, upon request, regarding the impact or implementation
of the court order or decree or legislation.
Section C. NO STRIKE CLAUSE
1. It is agreed and understood that there will be no concerted strike, sympathy
strike, work stoppage, slow -down, obstructive picketing, or concerted refusal
or failure to fully and faithfully perform job functions and responsibilities, or
other concerted interference with the operations of the City by the
Association or by its officers, agents, or members during the term of this
Agreement. Compliance with the request of other labor organizations to
engage in such activity is included in this prohibition.
2. The Association recognizes the duty and obligation of its representatives to
comply with the provisions of this Agreement and to make every effort toward
inducing its members not to strike, stop work, slow -down, or picket
obstructively, and the Association agrees in good faith to actively take
affirmative action to cause those employees to cease such action.
It is agreed and understood that any employee concertedly violating this
article may be subject to disciplinary action up to and including discharge,
and /or, may be considered to have automatically resigned from the City
service. For purposes of this article, any employee deemed to have
automatically resigned shall be eligible to utilize the Grievance Procedure as
provided in this Agreement.
3. It is understood that in the event this article is violated, the City shall be
entitled to withdraw any rights, privileges, or services provided for in this
Agreement or in any other City rules, regulations, resolutions and /or
ordinances, from any employee and /or the Association. No such actions
Iv
ARTICLE U (continued)
shall be taken by the City in the event that the Association acts in good faith
in accordance with paragraph 2 above.
4. The expiration or violation of this Agreement shall not prejudice the City's
right to assert to the illegality of any such activities mentioned above if
engaged in by the Association or employees. Upon the expiration of this
agreement, this language shall not prevent the Association from engaging in
such activities mentioned above, to the extent such activity is otherwise legal
for public employees to participate in.
5
ARTICLE Ill ASSOCIATION RIGHTS
Section A. AGENCY SHOP AGREEMENT
Legislative Author!ty
The City of Arcadia (City) and the Arcadia City Employees Association,
Confidential, Supervisory, Professional, and General Employee Bargaining Unit
(Association) mutually understand and agree that in accordance with State of
California law, per adoption of SB 739, and the Agency Shop election held on
September 15, 2005, a simple majority of ballots cast by regular employees in
classifications represented by the Association voted to be covered by an Agency
Shop agreement. As a result of the Agency Shop election, as a condition of
continued employment, this Agency Shop agreement hereby requires that all
bargaining unit employees:
1. Elect to join the Association and pay Association dues;
2. Pay an agency fee for representation; or
3. With a religious exemption, pay a fee equal to the agency fee to be
donated to selected charities.
The following agency shop provision will be implemented, in conformity with
California Government Code Section 3502.5 and applicable law.
Association Dues /Agency Fee Collection
Effective with the pay period beginning September 4, 2005, the Administrative
Services Department shall deduct Association dues, agency fee and religious
exemption fees from all employees who have signed a written authorization and a
copy of that authorization has been provided to the Administrative Services
Department. Employees on leave without pay or employees who earn a salary
less than the Association deduction shall not have an Association dues or agency
fee deduction for that pay period.
The Association shall notify the City of any agency fee payer who elects to only
pay fair share fees, the fee equal to direct representation costs as determined by
the Association's certified financial report. The Association shall notify the City of
the amount of the fair share fee to be deducted from the fair share fee payer's
paycheck.
New Hire Notification
Effective September 15, 2005, all new hires in the Confidential, Supervisory,
Professional and General Employee Bargaining Unit shall be informed by the
Human Resources Division of the Administrative Services Department, at the time
of hire, that an Agency Shop agreement is in effect for their classification. The
9
ARTICLE M (continueco
employee shall be provided a copy of this agreement, the Memorandum of
Understanding and a form, mutually developed between the City and the
Association that outlines the employee's choices under the Agency Shop
Agreement.
The employee shall be provided thirty (30) calendar days from the date of hire to
elect their choice and provide a signed copy of that choice to the Administrative
Services Department. The Association may request to meet with new hires at a
time and place mutually agreed upon between the Department Head and the
Association.
Failure to Pav Dues /Fees
All unit employees who choose not to become members of the Arcadia City
Employees Association shall be required to pay to Arcadia City Employees
Association a representation service fee that represents such employee's
proportionate share of Arcadia City Employees Association cost of legally
authorized representation services on behalf of unit employees in their relations with
the City of Arcadia. Such representation service fee shall in no event exceed the
regular, periodic membership dues paid by unit employees who are members of
Arcadia City Employees Association. Unit employees who attain such status after
the effective date of this Agreement shall be subject to its terms thirty (30) days after
attaining unit status.
Leave Without Pay/Temporary Assignment Out of Unit
Employees on an unpaid leave of absence or temporarily assigned out of the unit
as a Supervisor shall be excused from paying dues, agency shop fees, or
charitable contributions.
Religious Exemption
Any employee who is a member of a religious body whose traditional tenets or
teachings include objections to joining or financially supporting employee
organizations shall not be required to pay an agency fee, but shall pay by means
of mandatory payroll deduction an amount equal to the agency fee to a non-
religious, non -labor charitable organization exempt from taxation under Section
501(c)(3) of the Internal Revenue Code. Those fees shall be remitted by the City,
at the choice of the employee, to one of the following non - labor, non - religious
charitable organizations: United Way or American Red Cross.
To qualify for the religious exemption the employee must provide to Arcadia City
Employees Association, with a copy to the City, a written statement of objection,
along with verifiable evidence of membership in a religious body as described
above. The City will implement the change in status within thirty (30) days unless
7
ARTICLE III (continued)
notified by Arcadia City Employees Association that the requested exemption is
not valid. The City shall not be made a party to any dispute arising relative to the
determination of religious exemptions.
Any of the above - described payment obligations shall be processed by the City in
the usual and customary manner and time frames.
Records
The Association shall keep an adequate itemized record of its financial transactions
and shall make available annually, to the City and to Agency Fee payers, within 60
days after the end of its fiscal year, a written financial report thereof in the form of a
balance sheet certified as to accuracy by its president and treasurer or
corresponding principal officer, or by a certified public accountant.
The City shall provide the Association a list of all unit members and dues paying
status with each Association dues check remitted to the Association.
Rescission of Agreement
The Agency Shop agreement may be rescinded at any time during the term of the
Memorandum of Understanding by a majority vote of all the employees in the
bargaining unit. A request for such vote must be supported by a petition containing
the signatures of at least thirty percent (30 %)of the employees in the unit. The
election shall be by secret ballot and conducted by California State Mediation and
Conciliation and in accordance with state law.
Indemnification
The Association shall indemnify, defend and hold the City harmless from and
against all claims and liabilities as a result of implementing and maintaining this
agreement.
Section B. RIGHT TO JOIN
The City and the Association 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.
During the life of this contract, all unit members who choose to become members of
the Association shall be required to maintain their membership in the Association in
good standing, subject however, to the right to resign from membership no sooner
than April 15, or later than May 15, of the year this MOU expires. Any unit member
may exercise the right to resign by submitting a written notice to the Association and
to the City during the resignation period.
A
ARTICLE III (continued)
Section C.
Section D.
The City and the Association agree that neither shall discriminate or retaliate against
any employee for the employee's participation or non - participation in any
Association activity.
USE OF BULLETIN BOARDS
The City shall provide for the Association's use, designated bulletin boards where
employees in the bargaining unit have access during regular business hours subject
to the following conditions:
All postings for bulletin boards must contain the date of posting and the
identification of the organization; and
2. The Association 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.
Locking bulletin boards will be made available in the Library, City Hall, Fire Station
#105, Police Department and Recreation Center, and regular bulletin boards will be
made available in Fire Station #106, and the City Service Center at a location
approved by the Department Administrator or City Manager.
PAYROLL DEDUCTION
The City will deduct from the second paycheck of each month and remit to the
Association, pay of Association members the normal and regular monthly
Association membership dues as voluntarily authorized in writing by the employee
subject to the following conditions:
1. Such deduction shall be made only upon submission of deduction 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 (15) days
or longer after such submission.
Every effort will be made to remit dues to the Association within two weeks of
receipt. The Association agrees to indemnify and hold the City harmless against any
and all suits, claims, demands and liabilities that may arise out of, or by reason of,
any action that shall be taken by the City for the purpose of complying with this
Section.
0
ARTICLE III (continued)
Section E. ACCESS TO FACILITIES
All Association business will be conducted by employees and Association
representatives outside of established work hours.
Nothing herein shall be construed to prevent an Association representative or an
employee from contacting the Human Resources Administrator or other
management representatives regarding personnel related matters during work
hours.
The authorized Association Business Agent shall be given access to work locations
during working hours provided that prior to visiting any work location the Association
representative shall:
1. Contact the Human Resources Administrator or designee, to state the
purpose of his /her visit and which location he will be visiting; and
2. The Human Resources Administrator or designee 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 Association
Business Agent is denied because it would interfere with the operations of the
department, the Human Resources Administrator or designee shall set an
alternative time and /or location for such visit within 72 hours.
The Association may schedule after work hours meetings, in the City Conference
rooms or the City Council Chambers at such times these facilities are not in use, by
submitting a written request to the appropriate City administrator which shall include
the date, time, number of people expected, general reason for the meeting, and an
acknowledgment that no food or beverages will be consumed in City facilities.
Approval will be granted in the same manner as it is granted to other organizations.
Section F. ASSOCIATION STEWARDS
1. Three (3) Stewards who are authorized to represent the
Confidential /Supervisory/Professional employees and the four (4) Stewards
who are authorized to represent the General employee bargaining unit shall
be selected in such manner as the Association may determine.
The Association shall notify the employer in writing of the names of the seven
(7) Stewards.
2. The three (3) Stewards who are authorized to represent the
Confidential /Supervisory/Professional employees and the four (4) Stewards
who are authorized to represent the General employee bargaining unit shall
10
ARTICLE M (continued)
be permitted one day off without pay each calendar year to attend a training
session. Advance written notice of no less than fourteen (14) calendar days
shall be given to each steward's supervisor.
3. Association Stewards are allowed reasonable release time to participate in
meetings related to negotiations. In addition, a steward shall be provided
release time during his /her regular work hours for the purposes of:
• Representation at a meeting that is reasonably expected to result
in discipline when the Association Business Agent is not available
to be present.
• Representation at a grievance hearing.
• Special meeting with Human Resources Administrator, or
designee, and Association Business Agent to resolve problems
within the scope of bargaining.
• A fifteen (15) minute orientation period with new hires at the
beginning of a new employee orientation conducted by the Human
Resources Division.
No release time is provided for the preparation, investigation, or processing
of disciplinary issues, grievances, or other Association business.
To facilitate the process, the Steward shall contact the Human Resources
Administrator or designee to arrange the time to conduct Association
business as described above. Not more than one (1) of the designated
steward representatives may participate in any special meeting to resolve a
problem within the scope of bargaining or grievance hearing at one time
unless agreed to by the Human Resources Administrator.
Time spent on steward activities outside of normal working hours is not
compensable.
Section G. REASONABLE NOTICE
The City will provide fifteen (15) business days notice prior to final implementation of
changes to wages, hours of work, or other terms and conditions of employment
within the scope of negotiations. Upon written notice from the Association outlining
the area(s) of concern, together with the Association's proposal, the City will meet
and confer on those matters that are within the scope of negotiations.
In addition, the City shall mail to the Association and the chief shop steward a copy
of the agendas for each City Council and /or Human Resources Commission
meeting.
11
ARTICLE III (continued)
Section H. LIST OF NAMES
The Association shall provide and maintain, with the City, a current list of the names
of all authorized representatives of the Confidential /Supervisory/Professional Unit
and the General Employee Unit.
12
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, including the right to subcontract unit work.
13
ARTICLE V COMPENSATION
Section A. The City shall continue to pay 7% of the employee's contribution to the Public
Employee's Retirement System. Effective October 1, 2008, the City shall amend
the existing contract with CalPERS to provide the 2.5% @ 55 retirement formula,
subject to an affirmative vote of affected City employees. The City shall pay 7% of
the employee's contribution with the employees contributing 1 % on a pre -tax basis.
The City shall pay seven percent (7 %) of the employees' compensation earnable as
Employer Paid Member Contributions and report the same percent of compensation
earnable as special compensation.
The City agrees to contract with PERS to provide Association with a Military Service
Credit option. It is agreed and understood that the employee is responsible for
paying for this benefit.
The City of Arcadia conducted a Labor Market Salary Survey completed in April
2007 and revised in June 2007. The Survey utilized a labor market for the City,
which included salary data for the cities of: Alhambra, Burbank, Covina, Downey, El
Monte, Gardena, Glendora, Monrovia, Monterey Park, Norwalk, Pasadena, West
Covina and Whittier. The recommended 60 percentile salary range adjustments,
rounded to the nearest 2.5% increment, shall be effective June 24, 2007, as
identified in the compensation study. In the event a classification is placed at a
higher range, employees in these classifications will be placed a maximum of 5%
above their July 1, 2007 salary. If the recommended salary schedule as identified
in the compensation study is greater than 5 %, those employees will receive the
balance effective July 1, 2008; provided an employee's salary shall not exceed the
top step of their salary range. The new salary schedule is attached as Appendix
A.
Upon adoption of this Agreement, a one -time payment of $750.00 less applicable
deductions, if any, shall be made to represented employees not receiving an
adjustment from the compensation study completed in April 2007 and revised in
June 2007.
Effective October 1, 2008 and July 1, 2009 the City will increase salaries for all
members 1 % and 1.38% respectively.
The City and Association agree to re -open the MOU on or about December 1,
2009, for the sole purpose of meeting and conferring, with respect to the next
compensation study, if the City chooses to conduct another study.
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 that
14
ARTICLE V (continued)
amount. Such one step of approximately 5.0% 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 percentages between steps within a range are
approximately 2.5 %.
Section D. The advancement through the salary steps is discretionary based upon satisfactory
performance and continuous service in the same classification. The following
schedule is the continuous service time required for a qualified employee to receive
each step increase:
A Step to C Step: 6 months
All other Steps: 12 months
Salary step advancements may be withheld or delayed by the appointing authority if
an employee's performance does not merit such an advancement.
During the term of this agreement, individuals will advance in their rates of
compensation two steps (approximately 5.0 %) on their anniversary date upon
receiving a satisfactory performance evaluation.
15
ARTICLE Vl HOURS
Section A. OVERTIME
With the approval of the City Manager, and when necessary to perform essential
work, a Department Administrator may require an employee(s) to work at any time
other than during regular working hours until such work is completed. Represented
employees required to be in a work status beyond forty (40) hours 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 employee's regular hourly rate. For purposes of
overtime calculation, paid sick leave when accompanied by a doctor's slip verifying
illness and all other paid leave time shall be regarded as hours worked. No
overtime credit shall be allowed for any period less than one - quarter hour. Overtime
shall be rounded to the nearest one - quarter hour.
When a represented 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 designated work week, 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.
The Department Administrator or City Manager 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 one hundred (100) 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.
An employee who has accrued compensatory time and requested use of accrued
compensatory time, shall be permitted to use such time off within a reasonable
period after making the request, if such use does not unduly disrupt the operation of
the City. An employee's request to use compensatory time shall not be denied on
the basis that it would require the payment of overtime to the replacement
employee. The City will assist employees by posting the opportunity, however, it is
the responsibility of the employee to find coverage.
Section B. REST PERIODS
Represented employees, except Dispatcher I's and Dispatcher 11's, shall receive for
each eight (8) or nine (9) hour shift worked, at the discretion of the respective
department, two (2) fifteen (15) minute rest periods, one each approximately at the
mid -point of each one -half shift. Office personnel shall not leave City property
during break periods, and field personnel shall take breaks at the work site.
Employees in transit between work sites may take their rest period at a location
between the normal route of work locations. Rest periods are for the good of the
employee, but periods cannot be used to make up for other lost time. Rest periods
16
ARTICLE VI (continued)
are not cumulative and may not be taken concurrently with lunch periods.
Section C. WORK SCHEDULES
The City may establish and change work schedules, work times and work hours,
and assign employees thereto, in its sole discretion; provided, however, if the City
decides to eliminate a current alternate work schedule (5/40, 9/80, 4/10, 3/12 or
3/13.20), the City agrees it will meet and confer with the Association prior to
eliminating the alternate work schedule. If, after meeting and conferring with the
Association, the City decides to proceed with its decision to eliminate an alternate
work schedule, affected employees shall receive a minimum of two (2) weeks notice
of the change.
Except for emergencies and temporary changes in work schedules, work times and
work hours, which shall be defined for six months or less, affected employees shall
be given a minimum of two (2) weeks notice of change in work hours, work times
and work schedules. In the case of an emergency or temporary change in work
schedules, work times or work hours, reasonable notice shall be given to affected
employees.
Employees assigned to rotating schedules shall be allowed to conduct mutually
agreed upon shift trades for each rotation, subject to management's right to deny or
limit such trades due to operational reasons which include, but are not limited to, an
employee's probationary status, an employee's performance issues, or employee
training.
17
ARTICLE V// STABILITY PA MONGEVITY PA Y
Section A. STABILITY PAY
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.
Section B. LONGEVITY PAY
Effective December 1, 2006, a Longevity Pay benefit will be implemented based on
the following formula:
Completed Years of Service
5- 9Years
10 — 14 Years
15 Years and beyond
Amount Per Year
$1,000
$1,500
$2,000
W=
ARTICLE V11 (continued)
Cash longevity payments are made once a year between December 1 and
December 10 only to employees on the payroll as of December 1. There is no
pro- ration of this benefit. The foregoing amounts shall be subject to applicable
payroll deductions.
19
ARTICLE M TUITION LOAN /REIMBURSEMENT
Section A. The Tuition Loan /Reimbursement Program will operate on a fiscal year basis (July 1
through June 30). Maximum tuition reimbursement, including on campus parking
fees and textbooks shall be paid at the California State University rates plus $100
per year for qualified expenses. School supplies are not reimbursable.
The tuition loan or reimbursement shall only be for courses that are directly related
to the employee's position as determined by the City Manager. Only courses,
specialized training, or degree programs "job- related" to permanent full -time
positions will be considered for tuition loan or reimbursement.
All course work must be completed while employed by the City of Arcadia with
passing grade of "C" or equivalent when numerical score or pass /fail grade is given.
Any employee who shall terminate employment within one (1) year from the
completion of a class or classes shall refund all tuition paid under this provision
unless he was required to attend by the appointing power.
20
ARTICLE IX MILEAGE REIMBURSEMENT
Section A. Mileage is reimbursed at a rate established by the City 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.
21
ARTICLE X HEALTH, 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. The City shall
pay up to a maximum of $595.00 per month per employee for coverage. Effective
January 1, 2008, the City shall pay up to a maximum of $688.00 per month per
employee for coverage. Effective July 1, 2009, the City shall pay up to a maximum
of $795.00 per month per employee for coverage. For full -time employees, 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.
The City shall pay up to a maximum of $297.50 per month per permanent part-time
employee for coverage. Effective January 1, 2008, the City shall pay up to a
maximum of $344.00 per month per permanent part-time employee for coverage.
Effective July 1, 2009, the City shall pay up to a maximum of $397.50 per month per
permanent part-time employee. For permanent part -time employees, if the City's
contribution exceeds the cost of employee only coverage, the difference may be
contributed toward the cost of dependent coverage only.
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, 2007 the City shall provide regular full -time employees in a
classification represented by this Agreement with the option to elect the following
contributions in lieu of the contributions provided in Section A of this Article:
1. CaIPERS 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.
22
ARTICLE X (continued)
3. Optional Benefits
The City shall contribute $565.80 per month per eligible employee toward an
optional benefits plan. Effective January 1, 2008, the City shall contribute
$658.80 per month per eligible employee toward an optional benefits plan.
Effective July 1, 2009, the City shall contribute $765.80 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.
The employee need not enroll in a medical plan to be eligible for optional
benefits allowance provided that the employee annually sign a waiver and
refusal of coverage during open enrollment.
Dependent enrollment will require proof of eligibility for dependent status such
as a marriage, birth and adoption certificate.
4. Life Insurance
The City shall provide a $25,000 life insurance benefit for eligible employees.
5. The City shall provide each employee with a vision plan, with the City paying
the premium in fiscal years 2007/08, 2008/09 and 2009/10. This vision plan
will be Vision Service Plan, Option B. The City will pay the premium up to the
cost of the family plan.
Section C. Effective July 1, 2007, the City shall provide permanent part-time employees in a
classification represented by this Agreement with the option to elect the following
contributions in lieu of the contributions provided in Section A of this Article:
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 $268.30 per month per eligible employee
toward an optional benefits plan. Effective January 1, 2008, the City
shall contribute $329.40 per month per eligible employee toward an
23
ARTICLE X (continued)
optional benefits plan. Effective July 1, 2009, the City shall contribute
$382.90 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 not considered base
salary for purposes of overtime calculation.
The employee need not enroll in a medical plan to be eligible for
optional benefits allowance provided that the employee annually sign
a waiver and refusal of coverage during open enrollment.
Dependent enrollment will require proof of eligibility for dependent
status such as a marriage, birth and adoption certificate.
Section D.
4. Life Insurance
The City shall continue to provide a $25,000.00 life insurance benefit for
eligible employees.
5. The City shall provide each employee with a vision plan, with the City paying
the premium in fiscal years 2007/08, 2008/09 and 2009/10. This vision plan
will be Vision Service Plan, Option B. The City will pay the premium up to the
cost of the family plan.
RETIREE HEALTH INSURANCE
For employees retiring from the City on or after July 1, 2007, the City agrees to pay
the employee and spouse health insurance monthly premium at an amount not to
exceed the PERS Choice premium for eligible City retirees from the classifications
represented by this Agreement. An eligible retiree is an employee who retires from
City service on a service, disability, or industrial disability retirement and has one
thousand (1000) hours of accumulated sick leave at the date of retirement.
Payment shall cease for the retiree upon eligibility for Medicare coverage, and
payment shall cease for the spouse upon eligibility for Medicare coverage or after
15 years, whichever occurs first. If the retired employee and /or spouse have other
group medical coverage available, then this other group insurance shall be primary
and the City's health insurance plan shall function as a secondary co- insurance.
In order to be eligible for retiree health coverage, the employee, and if applicable,
the employee's spouse, 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.
24
ARTICLE X (continued)
An employee who has fewer than one thousand (1000) hours of accumulated sick
leave at the date of retirement may purchase up to a maximum of three hundred
fifty (350) hours worth of sick leave in an amount equal to the employee's daily pay
rate at the time of retirement to meet the one thousand (1000) hour requirement,
with the following restrictions; provided, however, upon verification of information
from a qualified medical provider that an employee has substantially depleted the
employee's sick leave accrual due to an absence or absences caused by a serious
illness or injury suffered by the employee or a family dependent living in the
employee's household, this purchase limitation of 350 hours will be excused.
1. The employee must have reached the age of 55; and
2. The employee must be employed by the City of Arcadia and must
have worked full -time for the City of Arcadia for a minimum of 15
years. An employee may convert the dollar value of accumulated
vacation hours to reach the dollar value of up to 350 hours to meet
the thousand (1000) hours accumulated sick leave requirement;
provided, however, upon verification of information from a qualified
medical provider that an employee has substantially depleted the
employee's sick leave accrual due to a an absence or absences
caused by a catastrophic, life threatening illness or injury suffered by
the employee or a family dependent living in the employee's
household, this conversion limitation of 350 hours will be excused.
Effective February 1, 1999 retirees will be subject to the terms of the CaIPERS
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.
25
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 eligible employee, as currently defined by the insurer to be
an employee who works at least 30 hours per week, during the life of the
Agreement.
26
ARTICLE X11 MEDICAL EXAMINATIONS
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.
27
ART/CLEXIII UNIFORMS
Section A. Upon hire, the City shall provide the following employees with seven (7) sets of
uniforms consisting of shirts and trousers.
• Communication Specialist
• Custodian
Upon hire, the City shall provide the following employees with five (5) shirts:
• Public Works Inspector
Code Services Officer
• Combination Inspector
• Senior Code Services Officer
Upon hire, the City shall provide the following employees with four (4) sets of
uniforms consisting of long sleeve shirt, short sleeve shirt, pants /skirt, cross - tie /tie,
and one sweater or one medium weight uniform jacket.
• Community Services Officer
• Dispatcher 1 /II
• Dispatcher Services Supervisor
• Evidence Technician
• Logistical Services Officer
• Fire Inspector
• Fire Administration Specialist
• Police Records Technician 1 /11
• Senior Police Records Technician
• Office Assistant (assigned to the Fire & Police Department)
Uniforms shall be replaced on an as needed basis, pursuant to department
procedures.
In addition to the above uniforms, the City shall provide polo shirts for the following
employees:
• Communications Specialist (4)
• Police Records Technician 1 /II (2)
• Dispatcher I /ll (2)
• Dispatch Services Supervisor (2)
• All other employees represented by this MOU shall receive one (1)
Polo shirt yearly.
Section B. 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 from the
employee's final check.
99
ARTICLE X111 (continued)
Section C. The City shall provide a safety shoe allowance up to a maximum of $125 per fiscal
year for each employee in the following classifications: Combination Inspector,
Senior Code Services Officer, Code Services Officer, Community Services Officer,
Custodian, Fire Inspector, and Public Works Inspector.
The City shall designate safety shoe standards for the above classifications. A
purchase order, not to exceed the maximum fiscal year amount referred to above,
shall be provided upon the employee's request. Once the employee has purchased
safety shoes in this manner, the safety shoe shall be required footwear. Wearing of
safety shoes is limited to City work hours.
M
ARTICLEXIV LEAVES OFABSENCE
Section A. NON - MEDICAL LEAVES WITHOUT PAY
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 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 /she
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/her 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/her classification before or at the
expiration of his /her leave of absence. Therefore, a leave of absence shall
be granted only to an employee who intends to return to his /her 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 (30) 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 (30) 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.
7. The City shall continue to provide health, dental, life, and disability insurance
for an employee granted a leave of absence for up to 30 calendar days. It
shall be the responsibility of the employee who wishes to continue any
insurance coverage beyond the 30 calendar days, to notify the Human
Resources Division of his /her intent to continue coverage and to remit the full
monthly premium for any coverage to the Administrative Services
Department.
30
ARTICLE XIV (continued)
Section B. FAMILY CARE AND MEDICAL LEAVES
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
Family Care and Medical Leaves. In accordance with the Federal Family and
Medical Leave Act ( "FMLA ") and the California Family Rights Act ( "CFRA "), the City
of Arcadia will provide family and medical leave for eligible employees, as defined.
a. Definitions
"12 -Month Period" - means 12 -month period measured backward from the
date leave is taken and continuous with each additional leave day taken.
"Child" - means a child under the age of 18 years of age, or 18 years of age
or older who is incapable of self -care because of a mental or physical
disability. An employee's child is one for whom the employee has actual day -
to -day responsibility for care and includes, a biological, adopted, foster child,
step - child, or child of whom the employee is the legal guardian.
"Serious health condition" - means an illness, injury impairment, or physical
or mental condition that involves:
1) Any period of incapacity or treatment in connection with or
inconsequent to a hospital, hospice or residential medical care
facility;
2) Any period of incapacity requiring absence from work of more
than three calendar days, that also involves continuing
treatment by (or under the supervision of) a health care
provider;
3) Continuing treatment by a health care provider for a chronic or
long -term health condition that is incurable or so serious that, if
not treated, would likely result in a period of incapacity of more
than three calendar days; or
4) Prenatal care by a health provider.
"Continuing treatments" means:
1) Two or more visits to a health care provider;
2) Two or more treatments by a health care practitioner (e.g.
physical therapist) on referral from, or under the direction of a
health care provider; or
31
ARTICLE XIV (continued)
3) A single visit to a health care provider that results in a regimen
of continuing treatment under the supervision of the health care
provider (e.g. medication therapy).
b. Leave is only permitted for the following reasons:
The birth of a child or to care for a newborn of an employee;
2. The placement of a child with an employee in connection with the
adoption or foster care of a child;
3. Leave to care for a child, parent or a spouse who has a serious health
condition; or
4. Leave because of a serious health condition that makes the employee
unable to perform the functions of his /her position.
C. An employee is eligible for leave if the employee:
Has been employed for at least 12 months; and
2. Has been employed for at least 1,250 hours during the 12 -month
period immediately preceding the commencement of the leave.
d. Eligible employees are entitled to a total of 12 workweeks of leave during any
12 -month period. The 12 workweek period does not include leave taken for
an employee's pregnancy disability pursuant to Government Code Section
12945.2. An employee's entitlement to leave for the birth or placement of a
child for adoption or foster care expires 12 months after the birth or
placement.
e. Employee Benefits While on Leave
Leave under this policy is unpaid. While on leave, employees will continue to
be covered by the City of Arcadia's group health insurance to the same
extent that coverage is provided while the employee is on the job.
Employees may make the appropriate contributions for continued coverage
under the proceeding benefit plans by payroll deductions or direct payments
made to these plans. Employee contribution rates are subject to any change
32
ARTICLE XIV (continued)
in rates that occurs while the employee is on leave. If an employee fails to
return to work after his /her leave entitlement has been exhausted or expires,
the City of Arcadia shall have the right to recover its share of health plan
premiums for the entire leave period, unless the employee does not return
because of the continuation, recurrence, or onset of a serious health
condition which would entitle the employee to leave, or because of
circumstances beyond the employee's control. The City of Arcadia shall
have the right to recover premiums through deduction from any sums due the
City of Arcadia (e.g. unpaid wages, vacation pay, etc.)
f. If an employee requests leave for any reason permitted under this policy,
he /she must exhaust all accrued leaves (except sick leave) in connection
with the leave. An employee may elect to exhaust part or all of the
employee's sick leave while on an approved Family Medical Leave to care for
a child, parent or spouse. The exhaustion of accrued leave, and sick leave if
any is used, will run concurrently with the leave under this policy.
If an employee requests leave for his /her own serious health condition, in
addition to exhausting accrued leave, the employee must also exhaust
accrued sick leave.
g. Employees who request leave for their own serious health condition or to
care for a child, parent or a spouse who has a serious health condition must
provide written certification from the health care provider of the individual
requiring care.
If the leave is requested because of the employee's own serious health
condition, the certification must include a statement that the employee is
unable to perform the essential functions of his /her position.
If the City of Arcadia has reason to doubt the validity of a certification, the
City may require another medical opinion at the City's expense. When the
second opinion differs from the first, the City may require the opinion of a
third provider jointly approved by the City and the employee, at the City's
expense. The opinion of the third provider will be binding.
If an employee requests leave intermittently (a few days or hours at a time) or
on a reduced leave schedule to care for an immediate family member with a
serious health condition, the employee must provide medical certification that
such leave is medically necessary. "Medically necessary" means there must
be a medical need for the leave and that the leave can best be accomplished
through an intermittent or reduced leave schedule.
33
ARTICLE XIV (continued)
h. Although the City of Arcadia recognizes that emergencies arise which may
require employees to request immediate leave, employees are required to
give as much notice as possible of their need for leave. If leave is
foreseeable, at least 30 days notice is required. In addition, if an employee
knows that he /she will need leave in the future, but does not know the exact
date(s) (e.g. for the birth of a child or to take care of a newborn), the
employee shall inform his /her supervisor as soon as possible that such leave
will be needed. If the City of Arcadia determines that an employee's notice is
inadequate or the employee knew about the requested leave in advance of
the request, the City of Arcadia may delay the granting of the leave until it
can, in its discretion, adequately cover the position with a substitute.
I. Upon expiration of leave, an employee is entitled to be restored to the
position of employment held when the leave commenced, or to an equivalent
position. As a condition of restoration of an employee whose leave was due
to the employee's own serious health condition, which made the employee
unable to perform his /her job, the employee must obtain and present a
fitness - for -duty certification from the health care provider that the employee is
able to resume work. Failure to provide such certification will result in denial
of restoration.
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 Federal law and
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 any one (1) 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.
34
ARTICLE XIV (continued)
This leave provision does not apply to employees who are drafted or receive orders
to military duty for periods longer than 180 calendar days. Employee's rights to
return to vacant positions after an absence that exceeds 180 calendar days shall be
governed by the applicable Federal and State law.
Section D. VACATION LEAVE
1. Accumulated vacation leave 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
practice for that employee, the City Manager for good cause may approve
excess accumulated vacation, provided the employee reduces this total
below the allowable maximum within six (6) months.
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 pro -rated 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 /her rate of
compensation applicable at the time he /she leaves the City employ. If an
employee works more than 50% of the pay period, the employee shall
receive credit for 50% of that pay period's vacation.
5. Full -time employees 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 5.23
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.
35
ARTICLE XIV (continued)
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. Vacation shall be accrued based on
years of service as follows:
1 -5 years
80 hours
6 -10 years
120 hours
11 -15 years
136 hours
16+ years
160 hours
Part -time employees 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 1.54 hours per pay period
during the first five years of continuous employment with the City; at the rate
of 2.31 hours per pay period between the employee's fifth and tenth
anniversary date of continuous employment; at the rate of 2.62 hours per pay
period between the employee's tenth and fifteenth anniversary date of
continuous employment, and at the rate of 3.07 hours per pay period after
fifteen years of continuous employment with the City.
6. Vacation scheduling for the dispatch, records, and community services officer
work sections, excluding supervisory and management employees, shall be
determined by seniority within each work section, provided that the employee's
vacation request is made within one month prior to the applicable master
vacation schedule. Requests made during the applicable period of the master
vacation schedule will be considered on a first come, first served basis.
7. Employees may elect to sell back vacation during a calendar year equal to the
amount of vacation taken during the year, by the date of the request, not to
exceed a maximum of 80 hours in the calendar year.
Section E. SICK LEAVE
1. Every full -time employee represented by this Agreement shall accrue sick
leave 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 1,500 hours of sick leave
with pay.
2. The City Manager or designee may require a medical examination by a
physician or evidence of the reason for an absence of any employee during
absence on account of illness of such employee.
3. Except as provided hereinafter, sick leave means authorized absence from
duty of an employee who is temporarily disabled and unable to work due to a
medical condition or due to a scheduled medical or dental appointment
36
ARTICLE XIV (continued)
during regular working hours. Every effort shall be made to schedule
appointments during non - working hours.
Employees that are injured on duty, and the injury is recognized as such by
the City or the WCAB, and not eligible to receive salary to supplement
workers' compensation temporary disability benefits under Section J of this
Article, may request that accrued sick leave be paid to supplement workers'
compensation disability payments.
d. Sick leave may be used by an employee when his /her care and attendance
is required by a family dependent who 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.
e. 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.
f. In case of absence due to illness, the employee shall notify his /her
department in accordance with departmental rules and explain the nature of
the illness. If an employee is requested to provide a doctor's certification for
their illness or the illness of their dependent(s), the request for the
certification shall be made prior to their return to work. 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.
g. Part-time employees who work more than forty (40) hours in a pay period
shall receive sick leave in the same manner and under the same conditions
as full -time employees at one -half the level of full -time employees.
Section F. BEREAVEMENT LEAVE
At the time of death, or where death appears imminent, in the immediate family, an
employee, may be granted a leave of absence with pay, upon approval of the
appointing power and the City Manager. Immediate family is defined as the spouse,
the employee or employee's spouse's mother or stepmother, father or stepfather,
brother or sister or step sibling, child or stepchild, grandparents, grandchildren, or
any relative of the employee or employee's spouse residing in the same household.
Such leave, shall be granted based on employee's current work shift up to a
maximum of three (3) shifts.
37
ARTICLE XIV (continued)
Section G. HOLIDAYS
1. Each employee in a classification represented by this MOU shall be allowed the
following holidays with pay:
New Year's Day - January 1
President's Day - The third Monday in February
Memorial Day - The last Monday in May
Independence Day - July 4
Labor Day - The first Monday in September
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 Year's Eve — December 31 - 4 hours
Every day appointed by the City Council for a public fast, thanksgiving
or holiday.
2. Whenever New Year's Day - January 1; Independence Day - July 4; Veteran's
Day - November 11; or Christmas Day - December 25, falls on a Saturday or
Sunday, the Friday preceding or the Monday following, respectively, shall be a
holiday.
3. In lieu of a city -wide holiday to celebrate Dr. Martin Luther King's birthday, full -
time employees shall receive one floating holiday to be scheduled by the
employee in the same manner as vacation leave.
In lieu of a city -wide holiday to celebrate Admissions Day, full -time employees
shall receive one floating holiday to be scheduled by the employee in the same
manner as vacation leave. Floating holidays do not carry over into subsequent
fiscal years. Failure to timely schedule the days off shall result in their loss. If
the City adopts Dr. Martin Luther King's birthday or re- adopts Admissions Day as
a city -wide holiday, the floating holiday(s) shall cease and eligible employees
shall receive the city -wide holiday.
4. Each employee in a classification represented by this MOU shall be allowed
eight (8) hours floating holiday for his /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.
5. An employee required to work or attend a class or function on any holiday
allowed to him by this Section shall be paid for the holiday, and in addition, he
shall be compensated in accordance with the applicable overtime rules. A
holiday allowed by this Section occurring during any leave of absence with pay
W
ARTICLE XIV (continued)
Section H.
Section I.
shall be added to the number of working days' leave of absence to which such
employee is entitled.
6. For full -time employees assigned to an alternate work week, and scheduled to
work 9 or more hours, but for the holiday would have been scheduled to work 9
or more hours, the employee may use accrued vacation time, accrued comp
time, floating holiday time or unpaid leave to make up any difference between
the provided nine hours of holiday pay and the actual number of regularly
scheduled working hours for a designated holiday. For example, if a holiday falls
on a day an employee is scheduled to work ten (10) hours, the employee shall
receive nine (9) hours of holiday pay and be permitted to use other accrued
leaves to make up the extra hour for that day.
For full -time employees assigned to an alternate work week, if a holiday falls on
a Friday that City Hall is closed under the 9/80 plan, each employee shall receive
an eight (8) hour floating holiday. 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.
Salary for the holiday shall be paid during the pay period in which the holiday
occurs.
8. Represented part -time employees who work more than forty (40) hours in a pay
period shall receive holidays in the same manner and under the same conditions
as full -time employees at one -half the level of full -time employees.
JURY LEAVE
When an employee is called or required to serve as a juror, attendance shall be
deemed a leave of absence with full pay. The City will compensate jury service up
to eighty (80) hours per year. All hours in excess of eighty (80) shall not be
compensated. The employee shall remit to the City all fees received except
mileage. For employees assigned to an alternate work week, pay for jury duty shall
not be provided on regularly scheduled days off. When released from any day of
service more than two (2) hours prior to the end of the normal work schedule, an
employee shall report as soon as practical to full duty.
COURT WITNESS LEAVE
City Manager, an employee may be granted leave with pay during his /her 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.
An employee who is subpoenaed or required to appear in court as a witness shall
be deemed to be on leave of absence. With approval of the appointing power and
39
ARTICLE X/V (continued)
Section J. INDUSTRIAL ACCIDENT LEAVE
Industrial accident leave shall be granted only to employees with three (3) or
more full years of continuous service with the City.
Industrial accident leave shall be allowed for a maximum of ten (10) months
from and after the date of injury. Industrial accident leave shall be equivalent
to the employee's regular base salary and any temporary disability
compensation payment required by law shall be deducted from the industrial
accident leave payment. Lost time due to an injury on duty shall not be
charged against an employee's accumulated sick leave after all industrial
accident leave is expended.
3. Compensation shall continue until the employee returns to work, industrial
accident leave is exhausted, or it is medically determined that there is a
permanent disability which precludes return to regular duties, whichever
occurs first.
4. The City reserves the right to require an employee to furnish proof from a
physician of the cause and necessity of absence during an industrial accident
leave.
5. "Industrial accident" as used in this Article, is defined as any illness or injury
arising directly out of the employment of the employee which forces the
employee to absent himself /herself from work upon the advice of a physician.
The determination of whether an illness or injury results from an industrial
accident shall be made by the City in consultation with its Workers'
Compensation administrators.
M
ARTICLE XV PROBATIONARY 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 (12) months before attaining permanent status.
For the classifications of Dispatcher I, Dispatcher 11, Community Service Officer, and
Police Records Technician 1 /11 and Senior Police Records Technician the
probationary period for all eligible candidates appointed from an open competitive
examination and who are not currently employed in a permanent position, shall be
eighteen (18) months. Eligible candidates appointed from a promotional list to these
classifications, (except Dispatcher I promoting to a Dispatcher 11) shall be on
probation twelve (12) months before attaining permanent status. A Dispatcher I
who has successfully completed probation and is appointed from a promotional list
to Dispatcher 11 shall be on probation for six (6) 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.
Section D. Probationary period may be extended for a one six (6) month period with the
approval of the Human Resources Administrator.
Section E. A probationary employee who is holding a promotional position shall have the right
to demotion to the classification in which he /she holds a permanent appointment,
unless he /she was discharged for cause from City employment.
41
ARTICLE XVI SPECIAL PAY
Section A. ACTING PAY
Any employee in the unit who is required, in writing, to work five (5) consecutive
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 percent (5 %) above their current rate of pay or A step of the higher
classification, whichever is higher; or
2. 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.
Nothing contained herein shall apply to an employee who is being trained by the
City to qualify for a higher classification.
Section B. CALL -BACK PAY
If a unit member is required while off duty to report back to work on a call -out,
he/she shall receive a minimum of two (2) hours pay at straight time or the hours
actually worked at the appropriate rate of compensation, whichever is greater. Call
back pay shall commence upon the arrival of the employee at the work site.
Section C. BILINGUAL PAY
A maximum of fifteen (15) employees may be certified as bilingual by the City.
Once certified, the employee shall receive a bilingual pay stipend of $75 per month.
Any employee who is not certified as bilingual by the City shall not be required to
use a language other than English. However, when a member of the public, who
does not speak English asks an employee for assistance in a language other than
English that the employee understands, the employee shall make a reasonable
effort to communicate with the member of the public in a polite and professional
manner.
Section D. DISPATCH /RECORDS /CSO TRAINING PAY
During the term of this Agreement, a Dispatcher, Records Technician or CSO
assigned by the Police Chief or his /her designee to perform the extra duty and
responsibility of training new employees shall receive $50.00 per pay period, in
addition to their base salary, only while in the capacity of training new employees.
42
ARTICLEXVII LAYOFFS
Section A. LAYOFF PROCEDURE
The City Manager or appointing power may layoff an employee because of change
in duties or organization, deletion of service, adverse working conditions, shortage
of work or funds or return of employees from authorized leave of absence.
The order of layoff shall be based on performance (outlined in Section C below),
and in the reverse of total cumulative time served in the same classification upon
the date established for the layoff to become effective. The order of employee
layoff in a department shall be as follows: temporary, provisional, probationary,
permanent. The employee in the class with the least seniority in the department will
be laid off and may exercise bumping rights, if any, to the least senior incumbent in
the class in the City. However, if a vacancy exists in the class, there will be no
bumping and the employee who is to be laid off will be reassigned to the vacant
position.
Classified employees may only bump or voluntarily demote to a classified position
and unclassified employees may only bump or demote to an unclassified position.
Permanent 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
the most junior employee holding the lower position. Permanent part-time
employees may in lieu of layoff voluntarily demote to the next lower part-time
classification that the employee previously held within the unit, provided such
employee's seniority in the department is greater than the most junior employee
holding the lower position.
Employees in classifications which are found in more than one Department may in
lieu of layoff voluntarily transfer to another City department in the same
classification, or lower classification, provided there is a funded vacant position or
provided the employee's seniority is greater than the most junior employee holding
the position.
An employee who transfers across departmental lines shall serve a six month
probationary period. If the employee fails the probationary period the employee
shall then be placed on the re- employment list, and the employee who was laid off
shall be reinstated.
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 eighteen (18)
months from the effective date of separation from service. Failure of the employee
on the re- employment list to provide the City their current address shall result in the
employee's name being removed from the eligibility list.
43
ARTICLE XVII (continued)
Section C. DEFINITIONS
Employee - Permanent full -time and permanent part-time worker of the City of
Arcadia who has been employed by the City for twelve (12) consecutive months.
Layoff - Permanent separation from employment with the City as a result of a work
reduction.
Performance - The rating received by the employee from the City of Arcadia's
evaluation process. For the purposes of layoffs, seniority will only be disregarded if
an employee's overall performance evaluation rating in any one of the last three (3)
years is below proficient. In such case, the layoff shall be based upon performance.
Work Reduction - A decrease in the level of service or amount of product output by
the City.
C�!
ARTICLE XVlll PERSONNEL FILES
Section A. The City shall maintain a central personnel file for each employee in the Human
Resources Division. 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.
Copies of letters of commendation and /or certificate of commendation from the City
Council or City Manager shall be placed in the employee's personnel file.
An employee or their designated representative (in writing) shall have the right to
examine and/or obtain copies at the employee's expense, of any material from the
employee's personnel file with the exception of material that includes ratings, reports
and records which were obtained prior to the employment of the involved employee.
Section B. Discipline older than three (3) years will not be considered in promotional
recruitments.
ARTICLE XIX EMPLOYEE GRIEVANCES
Section A. DEFINITIONS
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 City and /or Department 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 City and /or Department
Personnel Rules and Regulations.
Department Head
The Department Head or Designee.
4. Work day
A work day is any day the City offices are regularly open for business.
Exclusions from the Grievance Procedure
a. The procedure is not to be used for the purpose of changing wages, hours
and working conditions. Allegations involving wages, hours and working
conditions may thus be grieved only if the grievance involves a
misapplication or misinterpretation of an express provision of the MOU or a
City /Department Personnel Rules and Regulations.
b. The procedure is not intended to be used to challenge the content of
employee evaluations or performance reviews. Allegations that the City has
failed to comply with an evaluation procedure set forth in a specific provision
of the MOU and /or City /Department Personnel Rules and Regulations are
grievable.
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.
Notwithstanding the above, if the process used to reach the foregoing
decisions is not in compliance with an express provision of the MOU and /or
City /Department Personnel Rules and Regulations, a grievance may be filed.
M
ARTICLE X/X (continued)
d. The procedure is not intended to be used in cases of oral or written
reprimand, demotion, suspension, removal or other disciplinary action.
Appeals of disciplinary actions are covered by the City's Personnel Rules
and Regulations.
e. The procedure is not to be used to challenge examinations or appointment
to positions. Notwithstanding the above, if the process used to reach the
foregoing decisions is not in compliance with an express provision of the
MOU and/or City /Department Personnel Rules and Regulations, a
grievance may be filed.
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/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 /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/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.
47
ARTICLE XIX (continued)
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.
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 Administrator
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 Administrator on the official City grievance form.
The Human Resources Administrator may require the employee and the
immediate supervisor to attend a grievance meeting. The Human
Resources Administrator 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.
iM
ARTICLE XIX (continued)
4. Human Resources Commission
If the employee is not in agreement with the decision of the Human
Resources Administrator or if the Human Resources Administrator 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 Administrator's decision or twenty (20)
days from the date the Human Resources Administrator received the
grievance but failed to issue a decision.
Section F. APPEAL TO HUMAN RESOURCES COMMISSION
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.
EM
ARTICLE XIX (continued)
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 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.
50
ARTICLE XIX (continued)
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
explaining 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.
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:
51
ARTICLE XIX (continued)
"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.
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.
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.
52
ARTICLE XIX (continued)
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.
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
Administrator 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.
53
ARTICLE XIX (continued)
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.
54
ARTICLEXX DISCIPLINARY ACTIONS
Section A. SUSPENSION, SALARY REDUCTION, DEMOTION, AND DISMISSAL
The appointing powers are vested with the right to discipline or to dismiss permanent
employees as provided by this Section.
A permanent employee holding a position in the classified service shall be subject to
suspension without pay, salary reduction, demotion or dismissed for cause. A permanent
employee in the classified service shall have the right to appeal the suspension without
pay, demotion, or dismissal to the Human Resources Commission. If the appeal is
timely, filed, a hearing will be scheduled by the Human Resources Commission.
Probationary employees are subject to demotion or dismissal without cause or right to a
hearing.
Section B. NOTIFICATION AND APPEAL PROCEDURE
A permanent employee who is being suspended, reduced in pay, demoted or dismissed
shall receive from the appointing power a written statement of the charge(s) upon which
the discipline is based, the City rule(s), policy or regulation violated, together with any
written evidence and /or witness statements the City is relying upon to support the
statement of charges.
The discipline letter shall be hand delivered, either by personal service or by the City
sending the notice by Registered Mail as provided herein above, the employee shall have
30 calendar days within which to file with the Human Resources Administrator a written
request for an appeal hearing before the Human Resources Commission. The employee
may also elect to file a written answer to the statement of charges at this time. A copy of
the disciplinary letter together with any attachments and the employee's answer shall be
given to the Human Resources Commission.
An evidentiary hearing shall be scheduled by the Human Resources Commission. In any
hearing regarding suspension, demotion or discharge of a permanent employee, the
appointing power has the burden of proof. The strict rules of evidence shall not apply to
disciplinary hearing conducted by the Human Resources Commission. Evidence both oral
and in writing may be submitted by each party. Witnesses shall be sworn and subject to
cross examination.
The employee who is being disciplined shall testify if called as a witness. Upon request,
the employee is entitled to an open or closed hearing.
55
ARTICLEXX (continued)
Section C. SALARY REDUCTION
An employee may be disciplined b y
scale applicable to the employee's
the employee is demoted.
reduction in compensation to any step in the salary
current classification or to the classification to which
Section D. UNAUTHORIZED ABSENCE
Unauthorized leaves of absence are cause for immediate dismissal.
56
ARTICLE"I FULL UNDERSTANDING
Section A. This Memorandum of Understanding and attached side - letters 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 Association 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 Association 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. The parties may mutually agree
in writing to meet and confer on any subject contained in this Agreement during the life of
this Agreement.
Section B. The parties hereto have caused this Memorandum of Understanding to be executed this
I day of August, 2007
Arcadia City Employees Association City of Arcadia
Cara Wilhelm
President
. A OAOX
William R. Kelly
City Manager
57
Appendix A
CITY OF ARCADIA SALARY RANGE
JULY 1 2007 TO SEPTEMBER 30, 2008
ACEA
Range
Number
Title
Step A
Stop B
Step C
Step D
Step E
Step F
Step G
Step H
Step I
Step J
39
Custodian
$2,429
$2,490
$2,552
$2,616
$2,681
$2,748
$2,817
$2,887
$2,959
$3,033
40
Police Records Tech 1
$2,490
$2,552
$2,616
$2,681
$2,748
$2,817
$2,887
$2,959
$3,033
$3,109
41
$2,552
$2,616
$2,681
$2,748
$2,817
$2,887
$2,959
$3,033
$3,109
$3,187
42
Library Tech 1
$2,616
$2,681
$2,748
$2,817
$2,887
$2,959
$3,033
$3,109
$3,187
$3,266
43
Accounting Technician 1
$2,681
$2,748
$2,817
$2,887
$2,959
$3,033
$3,109
$3,187
$3,266
$3,348
44
Police Records Technician II
$2,748
1 $2,817
$2,887
$2,9591
$3,033
$3.1091
$3,187
$3,2661
$3,348
$3,431
45,
Office Assistant
$2,817
$2,887
$2,959
$3,0331
$3,109
$3,1871
$3,266
$3,348
$3,431
$3,517
46
Historical Museum Ed. Cord.
$2,887
$2,959
$3,033
$3,109
$3,187
$3,2661
$3,348
$3,431
$3,517
$3,604
Library Tech II
47
Accounting Technician II
$2,959
$3,033
$3,109
$3,187
$3,266
$3,348
$3,431
$3,517
$3,604
$3,694
Info and Referral Coord
Recreation Coordinator
Senior Citizens Project Spec.
48
Dispatcher 1
$3,033
$3,109
$3,187
$3,266
$3,348
$3,431
$3,517
$3,604
$3,694
$3,787
Sr. Police Records Tech
49
Administrative Assistant
$3,109
$3,187
$3,266
$3,348
$3,431
$3,5171
$3,604
$3,694
$3,787
$3,882
Senior Citizens Program Specialist
50
Building Technician 1
$3,187
$3,266
$3,348
$3,431
$3,517
$3,604
$3,694
$3,787
$3,882
$3,979
Communi Services Officer
En ineerin Aide
51
$3,266
$3,348
$3,431
$3,517
$3,604
$3,694
$3,787
$3,882
$3,979
$4,078
52
Senior Library Technician
$3,348
$3,431
$3,517
$3,604
$3,694
$3,787
$3,882
$3,979
$4,078
$4,180
53
$3,431
$3,517
$3,604
$3,6941
$3,787
$3,882
$3,979
$4,078
$4,180
$4,284
Senior Accounting Technicial
54
Communications & Marketing Specialist 1
$3,517
$3,604
$3,694
$3,787
$3,882
$3,979
$4,078
$4,180
$4,284
$4,391
Building Technician 11
Dispatcher 11
, Logistical Services Officer
Sr. Administrative Assistant
55
Accounting Specialist
$3,604
$3,694
$3,787
$3,882
$3,979
$4,078
$4,180
$4,284
$4,391
$4,500
Business License Officer
Code Services Officer
Fire Administrative Specialist
Records Coordinator
Appendix A
CITY OF ARCADIA SALARY RANGE
JULY 1 2007 TO SEPTEMBER 30, 2008
ACEA
Range
Number
Title
Step A
Step B
Step C
Step D
Step E
Step F
Step G
Step H
stop I
Ste J
Revenue Collection Specialist
56
Engineering Assistant
$3,694
$3,787
$3,882
$3,979
$4,078
$4,180
$4,284
$4,391
$4,500
$4,613
Human Resources Technician
Legal Assistant
Public Works Technician
571
Circulation Services Supervisor
$3,7871
$3,882
$3,9791
$4,078
$4,1801
$4,284
$4,391
$4,5001
$4,613
$4,728
58
$3,8821
$3, 979
$4, 078
$4, 180
$4, 284
$4,391
$4,500
$4,613
$4,728
$4,847
59
Dispatch Services Supervisor
$3,979
$4,078
$4,180
$4,284
$4,391
$4,500
$4,613
$4,728
$4,847
$4,968
Historical Museum Curator
Information Systems Specialist
Legal Coordinator
Librarian I
Senior Code Services Officer
60
Communications& Marketing Specialist 11
$4,078
$4,180
$4,2841
$4,391
$4,500
$4,613
$4,728
$4,847
$4,968
$5,092
Deputy City Clerk
Evidence Technician
Executive Assistant
61
$4,180
$4,284
$4,391
$4,500
$4,613
$4,728
$4,847
$4,968
$5,092
$5,219
62
Assistant Planner
$4,284
$4,391
$4,500
$4,613
$4,728
$4,847
$4,968
$5,092
$5,219
$5,350
Combination Inspector
Public Works Inspector
Senior Engineering Assistant
63
Communications Specialist
$4,391
$4,500
$4,613
$4,728
$4,847
$4,968
$5,092
$5,219
$5,350
$5,484
64
Fire Inspector
$4,500
$4,613
$4,728
$4,847
$4,968
$5,092
$5,219
$5,350
$5,484
$5,621
Librarian II
65
Police Comm. & Info. Sys. Spec.
$4,613
$4,728
$4,847
$4,968
$5,092
$5,219
$5,350
$5,484
$5,621
$5,761
66
Assistant Engineer
$4,728
$4,847
$4,968
$5,092
$5,219
$5,350
$5,484
$5,621
$5,761
$5,906
Associate Planner
Sr. Combination Inspector
67
$4,847
$4,968
$5,092
$5,219
$5,350
$5,484
$5,621
$5,761
$5,906
$6,053
68
Police Communications Coordinator
$4,968
$5,092
$5,219
$5,350
$5,484
$5,621
$5,761
$5,906
$6,053
$6,205
69
$5,092
$5,219
$5,350
$5,484
$5,621
$5,761
$5,906
$6,053
$6,205
$6,360
70
Associate Civil Engineer
$5,219
$5,350
$5,484
$5,6211
$5,761
$5,906
$6,0531
$6,2051
$6,360
$6,519
Deputy Fire Marshal
Appendix A
CITY OF ARCADIA SALARY RANGE
JULY 1 2007 TO SEPTEMBER 30, 2008
ACEA
Range
Number
Title
Stop A
Step B
Step C
Step D
Step E
Step F
Step G
Stop H
Stop I
Step J
Senior Planner
71
$5,350
$5,484
$5,621
$5,761
$506
$6,053
$6,205
$6,360
$6,519
$6,682
72
$5,484
$5,621
$5,761
$5,906
$6,053
$6,205
$6,360
$6,519
$6,682
$6,849
73
Principal Librarian
$5,621
$5,761
$5,906
$6,053
$6,205
$6,360
$6,519
$6,682
$6,849
$7,020
Appendix A
CITY OF ARCADIA SALARY RANGE
OCTOBER 1, 2008 - JUNE 30, 2009
ACEA
Range
Number
Title
Step A
Step B
Step C I
Step D
Step E
Step F
Step G
Step H
I Step 1
Ste J
39
Custodian
$2,453
$2,515
$2,577
$2,642
$2,707
$2,775
$2,845
$2,916
$2,989
$3,064
40
Police Records Tech 1
$2,515
$2,577
$2,642
$2,707
$2,775
$2,845
$2,916
$2,989
$3,064
$3,141
41
$2,577
$2,642
$2,707
$2,775
$2,845
$2,916
$2,989
$3,064
$3,141
$3,219
42
Libra Tech 1
$2,642
$2,707
$2,775
$2,845
$2,916
$2,989
$3,064
$3,141
$3,219
$3,299
43
Accounting Technician 1
$2,707
$2,775
$2,845
$2,916
$2,989
$3,064
$3,141
$3,219
$3,299
$3,381
44
Police Records Technician II
$2,7751
$2,845
$2,916
$2,989
$3,0641
$3,141
$3,219
$3,299
$3,381
$3,465
45
Office Assistant
$2,845
$2,916
$2,989
$3,064
$3,1411
$3,219
$3,299
$3,381
$3,465
$3,552
46
Historical Museum Ed. Cord.
$2,916
$2,989
$3,064
$3,141
$3,219
$3,299
$3,381
$3,465
$3,552
$3,640
Library Tech II
47
Accounting Technician II
$2,989
$3,064
$3,141
$3,219
$3,299
$3,381
$3,465
$3,552
$3,640
$3,731
Info and Referral Coord
Recreation Coordinator
Senior Citizens Project Spec.
48
Dispatcher 1
$3,064
$3,141
$3,219
$3,299
$3,381
$3,465
$3,552
$3,640
$3,731
$3,825
Sr. Police Records Tech
49
Administrative Assistant
$3,141
$3,219
$3,299
$3,381
$3,465
$3,552
$3,640
$3,731
$3,825
$3,921
Senior Citizens Program Specialist
50
Building Technician 1
$3,219
$3,299
$3,381
$3,465
$3,552
$3,640
$3,731
$3,825
$3,921
$4,018
Community Services Officer
Engineering Aide
51
$3,299
$3,381
$3,465
$3,552
$3,640
$3,731
$3,825
$3,921
$4,018
$4,118
52
Senior Library Technician
$3,381
$3,465
$3,552
$3,640
$3,731
$3,825
$3,921
$4,018
$4,118
$4,221
53
$3,465
$3,552
$3,640
$3,731
$3,825
$3,921
$4,018
$4,118
$4,221
$4,327
Senior Accounting Technicial
54
Communications & Marketing Specialist 1
$3,552
$3,640
$3,731
$3,825
$3,921
$4,018
$4,118
$4,221
$4,327
$4,435
Building Technician II
Dispatcher II
Logistical Services Officer
Sr. Administrative Assistant
55
Accountin S eciaiist
$3,640
$3,731
$3,825
$3,921
$4,018
$4,118
$4,221
$4,327
$4,435
$4,545
Business License Officer
Appendix A
CITY OF ARCADIA SALARY RANGE
OCTOBER 1, 2008 - JUNE 30, 2009
ACEA
Range
Number
Title
Step A
Step B
Step C
Step D
Step E
Step F
Step G
Step H
Step I
Stop J
Code Services Officer
Fire Administrative Specialist
Records Coordinator
Revenue Collection Specialist
Engineering Assistant
$3,731
$3,825
$3,921
$4,018
$4,118
$4,221
$4,327
$4,435
$4,545
$4,659
Human Resources Technician
Legal Assistant
d
Public Works Technician
Circulation Services Su ervisor
$3,825
$3,921
$4,018
$4,118
$4,221
$4,327
$4,435
$4,545
$4,659
$4,775
58
Dispatch Services Supervisor
Historical Museum Curator
$3,921
$4, 018
$4,018
$4, 118
$4,118
$4, 221
$4,221
$4,327
$4,327
$4,435
$4,435
$4,545
$4,545
$4,6591
$4,659
$4,775
$4,775
$4,895
$4,895
$5,018
Information Systems Specialist
Legal Coordinator
Librarian I
Senior Code Services Officer
60
Communications & Marketing Specialist II
$4,118
$4,221
$4,327
$4,435
$4,545
$4,659
$4,775
$4,895
$5,018
$5,143
Deputy City Clerk
Evidence Technician
Executive Assistant
61
62
Assistant Planner
Combination Inspector
$4,221
$4,327
$4,327
$4,435
$4,435
$4,545
$4,545
$4,659
$4,659
$4,775
$4,775
$4,895
$4,8951
$5,0181
$5,018
$5,143
$5,1431
$5,2711
$5,271
$5,403
Public Works Inspector
Senior Engineering Assistant
63
Communications Specialist
$4,435
$4,5451
$4,659
$4,775
$4,895
$5,018
$5,143
$5,271
$5,403
$5,539
64
Fire Inspector
$4,545
$4,659
$4,775
$4,895
$5,018
$5,143
$5,271
$5,403
$5,539
$5,677
Librarian II
65
Police Comm. & Info. Sys. Spec.
$4,659
$4,775
$4,895
$5,018
$5,143
$5,271
$5,403
$5,539
$5,677
$5,819
66
Assistant Engineer
$4,775
$4,895
$5,018
$5,143
$5,271
$5,4031
$5,539
$5,677
$5,819
$5,965
Associate Planner
Appendix A
CITY OF ARCADIA SALARY RANGE
OCTOBER 1, 2008 - JUNE 30, 2009
ACEA
Range
Number
Title
Step A
Stop B
Step C
Step D
Step E
Ste F
Step G
Ste H
Ste I
Step J
Sr. Combination Inspector
67
$4,895
$5,018
$5,143
$5,271
$5,403
$5,539
$5,677
$5,819
$5,965
$6,114
68
Police Communications Coordinator
$5,018
$5,143
$5,271
$5,403
$5,539
$5,677
$5,819
$5,965
$6,114
$6,267
69
$5,143
$5,271
$5,403
$5,539
$5,677
$5,819
$5,965
$6,114
$6,267
$6,424
70
Associate Civil Engineer
$5,271
$5,403
$5,539
$5,677
$5,819
$5,965
$6,114
$6,267
$6,424
$6,584
Deputy Fire Marshal
Senior Planner
71
$5,404
$5,539
$5,677
$5,819
$5,9651
$6,114
$6,267
$6,424
$6,584
16,749
72
$5,539
$5,677
$5,819
$5,965
$6,114
$6,267
$6, 0
$6,584
$6,749
$6,918
73
Principal Librarian
$5,677
$5,819
$5,965
$6,114
$6,2671
$6,4241
$6,5841
$6,7491
$6,918
$7,090
Appendix A
CITY OF ARCADIA SALARY RANGE
JULY 1 2009 - JUNE 30 2010
ACEA
Range
Number
39
40
41
42
43
44
45
46
Title
Custodian
Police Records Tech 1
Libra Tech 1
Accountin Technician 1
Police Records Technician II
Office Assistant
Historical Museum Ed. Cord.
Step A
$2,487
$2,550
$2,613
$2,678
$2,744
$2,813
$2,884
$2,956
Step B
$2,550
$2,613
$2,678
$2,744
$2,813
$2,8841
$2,9561
$3,030
Step C
$2,613
$2,678
$2,744
$2,813
$2,884
$2,956
$3,030
$3,106
Step D
$2,678
$2,744
$2,813
$2,884
$2,956
$3,030
$3,106
$3,184
Stop E
$2,744
$2,813
$2,884
$2,956
$3,030
$3,106
$3,184
$3,263
k$2,956
$3,184
$3,263
$3,345
Ste G
$2,884
$2,956
$3,030
$3,106
$3,184
$3,263
$3,345
$3,428
Ste H
$2,956
$3,030
$3,106
$3,184
$3,263
$3,345
$3,428
$3,513
Ste 1
$3,030
$3,106
$3,184
$3,263
$3,345
$3,428
$3,513
$3,601
Step J
$3,106
$3,184
$3,263
$3,345
$3,428
$3,513
$3,601
$3,690
Library Tech II
47
Accounting Technician 11
$3,030
$3,106
$3,184
$3,263
$3,345
$3,428
$3,513
$3,601
$3,690
$3,782
Info and Referral Coord
Recreation Coordinator
Senior Citizens Project Spec.
48
Dispatcher 1
$3,106
$3,184
$3,263
$3,345
$3,428
$3,513
$3,601
$3,690
$3,782
$3,878
49
50
Sr. Police Records Tech
Administrative Assistant
Senior Citizens Program Specialist
Building Technician 1
l Community Services Officer
$3,184
$3,263
$3,263
$3,345
$3,345
$3,428
$3,428
$3,513
$3,513
$3,601
$3,601
$3,690
$3,690
$3,782
$3,782
$3,878
$3,878
$3,975
$3,975
$4,073
Engineering Aide
51
$3,345
$3,428
$3,513
$3,601
$3,690
$3,7821
$3,878
$3,9751
$4,073
$4,175
52
Senior Library Technician
$3,428
$3,513
$3,601
$3,690
$3,782
$3,878
$3,975
$4,073
$4,175
$4,279
53
$3,513
$3,601
$3,690
$3,782
$3,878
$3,975
$4,073
$4,175
$4,279
$4,387
Senior Accounting Technicial
54
Communications 8 Marketing Specialist 1
$3,601
$3,690
$3,782
$3,878
$3,975
$4,073
$4,175
$4,279
$4,387
$4,496
Building Technician II
Dispatcher 11
Lo istical Services Officer
Sr. Administrative Assistant
55
Accounting Specialist
$3,690
$3,782
$3,878
$3,975
$4,073
$4,175
$4,279
$4,387
$4,496
$4,608
Business License Officer
Code Services Officer
Fire Administrative S cialist
Records Coordinator
Appendix A
CITY OF ARCADIA SALARY RANGE
JULY 1, 2009 - JUNE 3% 2010
ACEA
Range
Number
Title
Step A
Stop 6
Step C
Step D
Step E
Ste G
Ste H
Ste 1
Ste J
Revenue Collection Specialist
56
Engineering Assistant
$3,782
$3,878
$3,975
$4,073
$4,175
N$4,279
$4,387
$4,496
$4,608
$4,723
Human Resources Technician
Legal Assistant
Public Works Technician
57
Circulation Services Supervisor
$3,878
$3,975
$4,073
$4,1751
$4,279
$4,387
$4,4961
$4,608
$4,7231
$4,841
58
$3, 975
$4, 073
$4, 175
$4, 279
$4,387
$4,496
$4,608
$4,723
$4,841
$4,963
59
Dispatch Services Supervisor
$4, 073
$4, 175
$4, 279
$4,387
$4,496
$4,608
$4,723
$4,841
$4,963
$5,087
Historical Museum Curator
Information Systems Specialist
Legal Coordinator
Librarian I
Senior Code Services Officer
60
Communications 8 Marketing Specialist 1
$4,175
$4,279
$4,387
$4,496
$4,608
$4,723
$4,841
$4,963
$5,087
$5,214
Deputy City Clerk
Evidence Technician
Executive Assistant
61
$4, 279
$4, 387
$4,496
$4,608
$4,723
$4,841
$4,963
$5,087
$5,214
$5,344
62
Assistant Planner
$4,387
$4,496
$4,608
$4,723
$4,841
$4,963
$5,087
$5,214
$5,344
$5,478
Combination Inspector
Public Works Inspector
Senior Engineering Assistant
63
Communications Specialist
$4,496
$4,608
$4,723
$4,841
$4,963
$5,087
$5,214
$5,344
$5,478
$5,615
64
Fire Inspector
$4,608
$4,723
$4,841
$4,963
$5,087
$5,214
$5,344
$5,478
$5,615
$5,755
Librarian II
65
Police Comm. R Info. Sys. Spec.
$4,723
$4,841
$4,963
$5,087
$5,214
$5,344
$5,478
$5,615
$5,755
$5,899
66
Assistant Engineer
$4,841
$4,963
$5,087
$6,2141
$5,344
$5,478
$5,615
$5,755
$5,899
$6,047
Associate Planner
Sr. Combination Inspector
67
$4,963
$5,087
$5,214
$5,344
$5,478
$5,615
$5,755
$5,899
$6,047
$6,198
68
Police Communications Coordinator
$5,087
$5,214
$5,344
$5,478
$5,615
$5,755
$5,899
$6,047
$6,198
$6,353
69
$5,214
$5,344
$5,478
$5,615
$5,755
$5,899
$6,047
$6,198
$6,353
$6,513
7D
Associate Civil Engineer
$5,344
$5,478
$5,615
$5,755
$5,899
$6,047
$6,198
$6,353
$6,513
$6,675
Deputy Fire Marshal
Appendix A
CITY OF ARCADIA SALARY RANGE
JULY 1, 2009 -JUNE 30, 2010
ACEA
Range
Number
Title
Step A
Step B
Step C
Step D
Step E
Stop F
Step G
Step H
Step I
Step
Senior Planner
J
71
72
$5,478
$5,615
$5,755
$5,899
$6,047
$6,198
$6,353
$6,513
$6,675
$6,842
73
Princi al Librarian
$5,615
$5,755
$5,755
$5,899
$5,899
$6,047
$6,047
$6,198
$6,198
$6,353
$6,353
$6,513
$6,675
$6,842
$7,013
$6,513
$6,675
$6,842
$7,013
$7,188