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Home My WebLink About7594RESOLUTION NO. 7594 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, 2024, THROUGH JUNE 30, 2027 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 dated effective as of July 1, 2024, 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 MOU. SECTION 2. The City Clerk shall certify to the adoption of this Resolution. [SIGNATURES ON THE NEXT PAGE] 1 Passed, approved, and adopted this2"+Yi, day of September, 2024. ATTEST - City Clerk APPROVED AS TO FORM: 110 iz"- Michael J. Maurer City Attorney 2 `cek m 4 Mayor of the City of Arcadia STATE OF CALIFORNIA ) COUNTY OF LOS ANGELES) SS: CITY OF ARCADIA ) I, LINDA RODRIGUEZ, City Clerk of the City of Arcadia, hereby certifies that the foregoing Resolution No. 7594 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 special meeting of said Council held on the 24th day of September, 2024 and that said Resolution was adopted by the following vote, to wit: AYES: Cheng, Wang, and Cao NOES: Verlato and Kwan ABSENT: None KI (�a U�"14 --- Clerk of the City of Arcadia CITY OF ARCADIA AND ARCADIA CITY EMPLOYEES' ASSOCIATION (CONFIDENTIAL/SUPERVISORY/PROFESSIONAL UNIT AND GENERAL EMPLOYEE UNIT) MEMORANDUM OF UNDERSTANDING JULY 1, 2024 - JUNE 30, 2027 Table of Contents Page PREAMBLE.....................................................................................................................1 ARTICLEI.......................................................................................................................1 Section A. PARTIES AND RECOGNITION.................................................................1 Section B. APPROPRIATE UNIT..............................................................................:.1 Section C. MUTUAL RECOMMENDATION AND IMPLEMENTATION ....................... 2 Section D. AUTHORIZED AGENTS............................................................................2 SectionE. NOTICE..................................................................................................... 3 ARTICLEII...................................................................................................................... 3 SectionA. TERM......................................................................................................... 3 SectionB. SAVINGS CLAUSE...................................................................................3 Section C. NO STRIKE CLAUSE................................................................................ 3 ARTICLE III ASSOCIATION RIGHTS......................................................................... 4 Section A. LEGISLATIVE AUTHORITY...................................................................... 4 Section B. RIGHT TO JOIN........................................................................................ 5 Section C. USE OF BULLETIN BOARDS................................................................... 5 Section D. ACCESS TO FACILITIES .............................................. Section E. ASSOCIATION STEWARDS..................................................................... 6 Section F. REASONABLE NOTICE............................................................................. 7 ARTICLE IV MANAGEMENT RIGHTS........................................................................ 7 ARTICLE V COMPENSATION.....................................................................................8 Section A. SALARY SCHEDULES.............................................................................. 8 Section B. PROMOTION OR ADVANCEMENT.......................................................... 8 Section C. PERCENTAGES BETWEEN STEPS ........................................................ 8 Section D. ADVANCEMENT THROUGH STEPS ........................................................ 9 ARTICLE VI RETIREMENT.........................................................................................9 Section A. EMPLOYEES HIRED BEFORE JULY 1, 2011..........................................9 Section B. EMPLOYEES HIRED ON OR AFTER OCTOBER 9, 2011, OTHER THAN NEW CALPERS MEMBERS....................................................................11 Section C. NEW CALPERS MEMBERS HIRED ON OR AFTER JANUARY 1, 201312 ACEA MOU 2024 - 2027 Section D. DEFERRED COMPENSATION (457 PLAN)...........................................13 ARTICLEVII HOURS...............................................................................................13 SectionA. OVERTIME..............................................................................................13 Section B. REST PERIODS......................................................................................14 Section C. WORK SCHEDULES...............................................................................14 ARTICLE VIII LONGEVITY PAY.................................................................................14 ARTICLE IX TUITION ADVANCEMENT/REIMBURSEMENT..................................... 15 ARTICLE X MILEAGE REIMBURSEMENT............................................................... 16 ARTICLE XI HEALTH, DENTAL AND LIFE INSURANCE........................................17 Section A. CONTRIBUTION FOR EMPLOYEES HIRED BEFORE SEPTEMBER 17, 2024............................................................................17 Section B. CONTRIBUTION FOR EMPLOYEES HIRED ON OR AFTER SEPTEMBER17, 2024............................................................................18 Section C. CASH IN LIEU OF COVERAGE OR CASH FOR EXCESS CONTRIBUTIONS...................................................................................19 Section D. PERMANENT (BENEFITED) PART-TIME EMPLOYEES ........................ 20 Section E. CASH IN LIEU OF COVERAGE OR CASH FOR EXCESS CONTRIBUTIONS FOR PERMANENT (BENEFITED) PART-TIME EMPLOYEES.......................................................................................... 21 ARTICLE XII RETIREE MEDICAL............................................................................ 23 Section A. RETIREE HEALTH INSURANCE FOR EMPLOYEES HIRED BEFORE JULY1, 2011...........................................................................................23 Section B. RETIREE HEALTH INSURANCE FOR EMPLOYEES HIRED ON OR AFTER JULY 1, 2011..............................................................................24 ARTICLE XIII DISABILITY INCOME INSURANCE...................................................24 ARTICLE XIV MEDICAL EXAMINATIONS................................................................ 25 SectionA. ...............................................................................................25 Section B. .......................................25 ARTICLEXV UNIFORMS......................................................................................... 25 SectionA. ........................................................................................... ...25 SectionB. .......................................................................................... ...25 SectionC. ................................................................................................26 ARTICLE XVI LEAVES OF ABSENCE...................................................................... 26 ACEA MOU 2024 — 2027 Section A. NON -MEDICAL LEAVES WITHOUT PAY...............................................26 Section B. FAMILY CARE AND MEDICAL LEAVES.................................................27 Section C. TEMPORARY MILITARY LEAVE (Paid and Unpaid) .............................. 27 Section D. VACATION LEAVE.................................................................................. 28 Section E. SICK LEAVE............................................................................................29 Section F. BEREAVEMENT LEAVE......................................................................... 32 SectionG. HOLIDAYS............................................................................................... 32 SectionH. JURY LEAVE...........................................................................................34 Section I. COURT WITNESS LEAVE...................................................................... 34 Section J. INDUSTRIAL ACCIDENT LEAVE............................................................ 35 ARTICLE XVII PROBATIONARY PERIOD................................................................. 35 SectionA . ..............................................................................................35 SectionB. ................................................................................................36 SectionC.................................................................................................36 SectionD.................................................................................................36 SectionE. .............. _ _.............................................................................36 ARTICLE XVIII SPECIAL PAY..................................................................................... 36 Section A. ACTING PAY........................................................................................... 36 Section B. CALL-BACK PAY..................................................................................... 36 Section C. BILINGUAL PAY......................................................................................37 ARTICLE XIX LAYOFFS............................................................................................ 37 Section A. LAYOFF PROCEDURE...........................................................................37 Section B. RE-EMPLOYMENT LIST.........................................................................38 Section C. DEFINITIONS.......................................................................................... 38 ARTICLE XX PERSONNEL FILES...........................................................................39 SectionA. .......................................................................39 SectionB. ...........................................................................................39 SectionC. ..............................................................................................39 ARTICLE XXI EMPLOYEE GRIEVANCES................................................................40 Section A. DEFINITIONS..........................................................................................40 Section B. TIMELINESS...........................................................................................41 ACEA MOU 2024 — 2027 Section C. EMPLOYEE REPRESENTATION...........................................................41 Section D. INFORMAL GRIEVANCE PROCEDURE................................................41 Section E. FORMAL GRIEVANCE PROCEDURE....................................................41 Section F. APPEAL TO HUMAN RESOURCES COMMISSION ............................... 42 ARTICLE XXII DISCIPLINARY ACTIONS.................................................................. 47 Section A. SUSPENSION, SALARY REDUCTION, DEMOTION AND DISMISSAL. 47 Section B. NOTIFICATION AND APPEAL PROCEDURE ........................................ 47 Section C. SALARY REDUCTION............................................................................48 Section D. UNAUTHORIZED ABSENCE.................................................................. 48 ARTICLE XXIII DISCIPLINARY ACTIONS — FULL-TIME AND PART-TIME BENEFITED UNCLASSIFIED EMPLOYEES................................................................ 48 ARTICLE XXIV FULL UNDERSTANDING...................................................................49 SectionA.................................................................................................49 SectionB.................................................................................................49 2024 — 2027 NEGOTIATION TEAMS........................................................................... 50 iv ACEA MOU 2024 — 2027 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. ARTICLE I Section A. PARTIES AND RECOGNITION The Memorandum of Understanding is made and entered into between the management representatives of the City of Arcadia, hereinafter referred to as the "City" and representatives of the Arcadia 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 (Government Code §§3500 et. seq.). Section B. APPROPRIATE UNIT The classifications covered by this agreement are: Confidential/Su erviso /Professional Unit Accounting Specialist Administrative Assistant (1 assigned to Human Resources) Assistant City Clerk Assistant Engineer Assistant Planner Associate Civil Engineer Associate Planner City Clerk Technician Code Services Supervisor Deputy City Clerk Librarian I & ll Principal Librarian Public Works Customer Service/Administrative Supervisor Revenue Collection Specialist Senior Civil Engineer Senior Building Inspector Senior Library Technician Senior Planner ACEA MOU 2024 — 2027 General Employee Unit Accounting Technician i & iI Administrative Assistant Building Inspector Building Technician I & II Business License Officer Circulation Services Supervisor Code Services Officer Engineering Assistant Fire Administrative Specialist Fire Prevention Specialist Historical Museum Curator Information Systems Specialist Library Assistant Library Technician I & ll Museum Education Coordinator Office Assistant Office Coordinator Plans Examiner Public Works Inspector Recreation Coordinator Senior Building Technician Senior Engineering Assistant Senior Accounting Technician Senior Administrative Assistant Senior Citizens Program Specialist Senior Citizens Project Specialist Senior Code Services Officer Senior Fire Prevention Specialist Senior Public Works Inspector Utility Billing Specialist 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, 91007, 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 the President of the Arcadia City Employees Association, 240 W. Huntington Drive, Arcadia, California, 91007. The duly authorized staff representative is Jeffrey Natke General Manager of City Employees' Associates, 4401 Atlantic Ave, Suite 200, Long Beach, CA 90807. ACEA MOU 2024 - 2027 Section E. NOTICE 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. 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, 2024 and ending June 30, 2027. 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 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. ACEA MOU 2024 - 2027 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 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. ARTICLE III ASSOCIATION RIGHTS Section A. LEGISLATIVE AUTHORITY In accordance with AB 119, the City shall notify the Association representatives when a new employee is hired in the bargaining unit, including during new employee onboarding and when a new employee orientation occurs. The City will provide reasonable paid release time of 30 minutes for the Board to meet with the new employee for the purposes of discussing membership in the Association. The City shall also provide the Association representatives with reports, as specified by AB 119, of all employees in the bargaining unit no less than quarterly. In accordance with SB 866, Association representatives will notify the City when a new employee has signed a membership card authorizing membership dues deduction and when such deductions shall begin. The City shall rely on the representations made by the association regarding the authorization to make, revoke, cancel, or change deductions for employees represented by the ACEA. The City shall deduct dues on a regular payroll basis for employees represented by the ACEA following receipt of written notice from ACEA that written authorization has been provided to the Association by the employee. The City shall remit such funds to the Association within 30 days of the deduction. 4 ACEA MOU 2024 - 2027 If an ACEA represented employee desires to revoke, cancel, or change prior dues deduction, such requests shall be directed in writing, in accordance with Association Bylaws, to the Association, which shall promptly provide written notice to the City. 1. Indemnification. In accordance with SB 866, the Association shall indemnify, defend and hold the City harmless from and against all claims and liabilities as a result of implementing and maintaining the terms of this article. 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. The City and the Association agree that neither shall discriminate, nor retaliate against any employee for the employee's participation or non -participation in any Association activity. Section C. 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: 1. All postings for bulletin boards must contain the date of posting and the identification of the organization; and 2. The Association will not post any 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 #1, Police Department and Recreation Center, and regular bulletin boards will be made available in Fire Station #2, and Public Works Services at a location approved by the Department Director, or City Manager. Section D. 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 Director or other ACEA MOU 2024 - 2027 management representatives regarding personnel related matters during work hours. The authorized Association Agent shall be given access to work locations during working hours provided that prior to visiting any work location the Association representative shall: Contact the Human Resources Director or designee, to state the purpose of their visit and which location they will be visiting; and 2. The Human Resources Director 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 Agent is denied because it would interfere with the operations of the department, the Human Resources Director 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 E. ASSOCIATION STEWARDS The ACEA will have a total of 7 Association Stewards who are authorized to represent the employees and shall be selected in such manner as the Association may determine. The Association shall notify the Human Resources Director in writing of the names of the 7 Association Stewards. 2. The 7 Stewards who are authorized to represent employees shall be permitted one day off without pay each calendar year to attend a training session. Advance written notice of no less than 14 calendar days shall be given to each Association Steward's supervisor. Association Stewards are allowed reasonable release time to participate in meetings related to negotiations. Association Stewards shall be provided release time during their regular work hours for the purpose of: a. Representation at a meeting that is reasonably expected to result in discipline when the Association Agent is not available to be present b. Representation at a grievance hearing 6 ACEA MOU 2024 - 2027 c. Special meeting with the Human Resources Director, or their designee, and Association Agent to resolve problems within the scope of bargaining; and/or d. A 30 minute orientation period with new hires at the beginning of a new employee orientation conducted by the Human Resources Department. In addition, Association Stewards shall be provided a maximum of 2 hours per month of release time during their regular work hours to attend to other Association business, as needed. No further release time is provided for the preparation, investigation, or processing of disciplinary issues, grievances, or other Association business. To facilitate the process, Association Stewards shall contact the Human Resources Director or designee to arrange the time to conduct Association business as described above. Not more than 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 Director. Time spent on Association Stewards activities outside of normal working hours is not compensable. Section F. REASONABLE NOTICE The City will provide 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. ARTICLE IV MANAGEMENT RIGHTS 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 ACEA MOU 2024 — 2027 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. ARTICLE V COMPENSATION Section A. SALARY SCHEDULES 1. The City agrees to increase ACEA base salaries of classifications covered by this MOU as follows: • Effective the beginning of the pay period containing July 1, 2024: 7% • Effective the beginning of the pay period containing July 1, 2025: 6% • Effective the beginning of the pay period containing July 1, 2026: 5% The salary schedules for classifications covered by this MOU are set forth on Exhibit A and incorporated herein. 2. In addition, ACEA will be given a one-time non-PERSable bonus of $79,000 to be distributed to ACEA employees. Actual distribution amounts for each employee shall be determined by the ACEA. The Association shall indemnify, defend, and hold the City harmless from and against all claims and liabilities as a result of implementing the terms of the one-time non-PERSable bonus. Section B. PROMOTION OR ADVANCEMENT 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 amount. Such step of approximately 5% shall be measured by the range from which the employee is promoted. 2. When an employee is promoted to a higher classification, the date of promotion shall be used in determining the date of future step increases. Future step increases for promotions will follow Section D. "Advancement Through Steps" below. Section C. PERCENTAGES BETWEEN STEPS ACEA MOU 2024 - 2027 The parties acknowledge that the percentage between steps within a range is approximately 2.5%. Section D. ADVANCEMENT THROUGH STEPS The advancement through the salary steps is discretionary based upon satisfactory performance and continuous service in the same classification. The following schedule is an example of merit increases when an employee begins employment at Step A in a classification not previously held by the employee: A Step to C Step: 6 months All other Steps: 12 months A salary step advancement at 6 months will be determined upon satisfactory performance evaluation during this test period and shall not imply automatic passing of probation at the end of an applicable 12-month probationary period. Salary step advancements are not assured. Any step advancement may be withheld or delayed by the appointing authority if an employee's performance does not merit such advancement. Employees will advance in their rates of compensation two steps (approximately 5%) on their step increase eligibility date upon receiving a satisfactory performance evaluation. Employees starting service at Step A in a new classification, whether newly hired or promoted, will be eligible for a step increase consideration at 6 months of service in their new classification. If a step increase is granted at 6 months, the next step increase consideration will be 12 months from this date and annually thereafter. Employees starting service at any other salary step in a new classification, whether newly hired or promoted, will be eligible for a step increase consideration at 12 months of service in their new classification and annually thereafter. ARTICLE VI RETIREMENT Section A. EMPLOYEES HIRED BEFORE JULY 1. 2011 The City contracts with the State of California Public Employees' Retirement System (CaIPERS) for the classifications contained in this Agreement. The plan shall include the following options: 1. 2.5% @ 55 retirement formula (Government Code §21354.4) ACEA MOU 2024 — 2027 2. Single highest year final compensation (Government Code §20042) 3. Post Retirement Survivor Continuance 4. Credit for Unused sick leave (Government Code §20965) 5. 1959 Survivors Benefit for which each employee contributes $0.93 per pay period 6. Third level 1959 Survivors Benefit allowance (Government Code §21573) 7. Military service credit as public service option (Government Code §21024). It is agreed and understood that the employee is responsible for paying for this benefit 8. As permitted by CalPERS, employees may elect to purchase service credit by remitting payment to CalPERS via payroll deductions. If the employee elects this option, the City agrees to allow members to elect those payments as pre-tax payroll deductions for service purchases 9. Special compensation items shall be reported to CaIPERS in accordance with applicable law 10. Employees agree to make contributions to offset a portion of the City's costs related to CalPERS retirement benefits. The employee cost -sharing will be accomplished through pre-tax deductions in the manner contemplated by Government Code §20516(f). The parties recognize that the IRS has yet to take a position on the pre-tax status of deductions made under §20516(f) and in the event that, subsequent to the effective date of this provision, the IRS determines that such deductions do not qualify for pre-tax status, the parties agree to meet and discuss the effects thereof. The cost sharing arrangement will be implemented as follows: Employees will pay 7% of PERSable compensation for CalPERS retirement via payroll deduction toward the City's Employer Contribution to CalPERS and said amount will be allocated to the employer's account. 11.In addition to the foregoing cost sharing payments, employees shall continue to pay 1 % of the member contribution to CalPERS. 12.The City shall continue to pay the cost of the employees' member contribution to CalPERS in the amount of 7% (EPMC) and shall continue to report that as additional compensation pursuant to §20636(c)(4) of the Government Code. Further, said amount will be allocated to the employee's retirement account. 13. The Pre -Retirement Option 2W Death Benefit (Government Code §21548). Pursuant to §20516(f) (Employee Sharing Cost of Additional Benefits), Employees agree to cost share this benefit with the City through pre-tax deductions in the manner contemplated by §20516(f) of 10 ACEA MOU 2024 - 2027 the Government Code. The parties recognize that the IRS has yet to take a position on the pre-tax status of deductions made under §20516(0 and in the event that, subsequent to the effective date of this provision, the IRS determines that such deductions do not qualify for pre-tax status, the parties agree to meet and discuss the effects thereof. It is agreed and understood that both parties shall split the cost of this optional benefit which was determined to be a total of 0.276%. The cost - sharing arrangement will be implemented as follows: Employees will pay 0.138% of PERSable compensation to CalPERS retirement via payroll deduction; and the City will pay 0.138% of PERSable compensation to CalPERS retirement. Section B. EMPLOYEES HIRED ON OR AFTER OCTOBER 9, 2011, OTHER THAN NEW CALPERS MEMBERS The City contracts with the State of California Public Employees Retirement System (CaIPERS) for the classifications contained in this Agreement. The plan shall include the following options: 1. 2% at age 60 retirement formula (Government Code §21353) 2. 3 year average final compensation period (Government Code §20037) 3. Post Retirement Survivor Continuance 4. Credit for Unused sick leave (Government Code §20965) 5. 1959 Survivors Benefit for which each employee contributes $0.93 per pay period 6. Third level 1959 Survivors Benefit allowance (Government Code §21573) 7. Military service credit as public service option (Government Code §21024). It is agreed and understood that the employee is responsible for paying for this benefit 8. As permitted by CalPERS, employees may elect to purchase service credit by remitting payment to CalPERS via payroll deductions. If the employee elects this option, the City agrees to allow members to elect those payments as pre-tax payroll deductions for service purchases 9. Special compensation items shall be reported to CalPERS in accordance with applicable law 10. Employee will pay the 7% member contribution to CalPERS via payroll deduction 11. The Pre -Retirement Option 2W Death Benefit (Government Code §21548). Pursuant to §20516(f) (Employee Sharing Cost of Additional Benefits), Employees agree to cost share this benefit with the City through pre-tax deductions in the manner contemplated by §20516(f) of 11 ACEA MOU 2024 - 2027 the Government Code. The parties recognize that the IRS has yet to take a position on the pre-tax status of deductions made under §20516(f) and in the event that, subsequent to the effective date of this provision, the IRS determines that such deductions do not qualify for pre-tax status, the parties agree to meet and discuss the effects thereof. It is agreed and understood that both parties shall split the cost of this optional benefit which was determined to be a total of 0.276%. The cost - sharing arrangement will be implemented as follows: Employees will pay 0.138% of PERSable compensation to CaIPERS retirement via payroll deduction; and the City will pay 0.138% of PERSable compensation to CaIPERS retirement. Section C. NEW CALPERS MEMBERS HIRED ON OR AFTER JANUARY 1. 2013 The City contracts with the State of California Public Employees' Retirement System (CaIPERS) for the classifications contained in this Agreement. The plan shall include the following options: 1. 2% at age 62 retirement formula (Government Code §7522.20) 2. A 3 year average final compensation period (Government Code §20037) 3. Post Retirement Survivor Continuance 4. Credit for Unused sick leave (Government Code §20965) 5. 1959 Survivors Benefit for which each employee contributes $0.93 per pay period 6. Third level 1959 Survivors Benefit allowance (Government Code §21573) 7. Military service credit as public service option (Government Code §21024). It is agreed and understood that the employee is responsible for paying for this benefit 8. As permitted by CaIPERS, employees may elect to purchase service credit by remitting payment to CaIPERS via payroll deductions. If the employee elects this option, the City agrees to allow members to elect those payments as pre-tax payroll deductions for service purchases 9. Special compensation items shall be reported to CaIPERS in accordance with applicable law 10. Employee will pay 50% of the normal cost member contribution to CaIPERS on a pre-tax basis via payroll deduction 11. The Pre -Retirement Option 2W Death Benefit (Government Code §21548). Pursuant to §20516(f) (Employee Sharing Cost of Additional Benefits), Employees agree to cost —share this benefit with the City through pre-tax deductions in the manner contemplated by §20516(f) of the Government Code. The parties recognize that the IRS has yet to 12 ACEA MOU 2024 — 2027 Section D ARTICLE VII Section A take a position on the pre-tax status of deductions made under §20516(f) and in the event that, subsequent to the effective date of this provision, the IRS determines that such deductions do not qualify for pre-tax status, the parties agree to meet and discuss the effects thereof. It is agreed and understood that both parties shall split the cost of this optional benefit which was determined to be a total of 0.276%. The cost - sharing arrangement will be implemented as follows: Employees will pay 0.138% of PERSable compensation to CaIPERS retirement via payroll deduction; and the City will pay 0.138% of PERSable compensation to CalPERS retirement. DEFERRED COMPENSATION 457 PLAN Employees may elect to allocate salary to Contribution Plan and/or the newly available accordance with the provisions of the Plan. HOURS OVERTIME the City's 457 Pre -Tax Roth Contribution Plan, in With the approval of the City Manager, and when necessary to perform essential work, a Department Director may require an employee(s) to work at any time other than during regular working hours until such work is completed. Employees required to work beyond 40 hours in a designated FLSA period, 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, except when temporary adjustments ("flexing hours") are made within the designated FLSA period by mutual agreement between the employee and their Department. For purposes of FLSA overtime calculation, paid sick leave 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 their Department Director 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 FLSA period, the employee shall be paid at the rate of time and one-half the employee's regular rate of pay. This does not apply to classes or other functions which the employee voluntarily attends. 13 ACEA MOU 2024 - 2027 The Department Director or City Manager may permit an employee to take compensatory time in lieu of paid overtime. With Department Director approval, represented employees shall be permitted to accumulate compensatory time only to a maximum of 100 hours. When the maximum level of compensatory time is reached, overtime shall be paid. Each employee may cash out up to 20 hours of their available compensatory time hours one time during each fiscal year. 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. Section B. REST PERIODS Represented employees shall receive for each 8 or 9 hour shift worked, at the discretion of the respective department, two 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 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), 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 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 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. ARTICLE Vlll LONGEVITY PAY 14 ACEA MOU 2024 - 2027 Section A. LONGEVITY PAY ARTICLE IX Effective the beginning of the pay period containing July 1, 2024, a Longevity Pay benefit will be implemented based on the following formula: Completed Years of Continuous Service_ 5-9Yrs 10-14Yrs 15-19Yrs 20+ Yrs Amount Per Pav Period $50 $76 $100 $230.77 The Longevity Pay benefit is effective the pay period an employee completes 5, 10, 15, or 20 years of continuous PERSable employment with the City. The foregoing amounts shall be subject to applicable payroll deductions. Permanent (Benefited) Part Time Employees covered under this Agreement receive half of the benefit amount listed in Section B. TUITION ADVANCEMENT/REIMBURSEMENT Employees shall be eligible for tuition advancement or reimbursement who have completed at least one probationary period in the Classified Service, or one year of continuous service if employment is "at -will," subject to the conditions below. To qualify for tuition advancement/reimbursement, a Tuition Advancement/Reimbursement Form must be submitted and pre - approved by the employee's Department Director and Human Resources Director, before the course(s) begin. Tuition advancement or reimbursement shall only be for the first degree in each education level that an employee seeks to obtain, and shall only be for courses, specialized training, or degree programs "job -related" that are directly related to the employee's position as determined by the City Manager or designee. The City Manager or their designee may grant approval for tuition advancement or reimbursement if they determine that a second degree in any education level is both beneficial and job -related. The Tuition Advancement/Reimbursement Program will operate on a fiscal year basis (July 1 through June 30) and shall be subject to the availability of funds as determined by the City. The maximum advancement or reimbursement amount shall be $4,126 for undergraduate courses and $5,062 for graduate courses. Eligible fees include tuition, on campus parking 15 ACEA MOU 2024 — 2027 fees and textbooks. All other fees are subject to approval by the City. School supplies are not reimbursable. Permanent (Benefited) part-time employees shall receive one-half of the benefit. All course work must be completed while employed by the City of Arcadia with a passing grade of "C" or equivalent when numerical score or pass/fail grade is given. If the employee either does not receive a "C" or better or for any reason does not finish the class, the advance is due and payable. Any employee who shall voluntarily retire or terminate employment or be terminated for disciplinary cause within one year from the completion of a class or classes shall refund all tuition paid under this provision for those specific classes unless they were required to attend by the appointing power. An employee who separates employment and who received tuition advancement and did not complete a class or classes within 1 year from the advancement, shall refund all tuition advanced and be subject to the provisions outlined in the Advanced Tuition Participation and Advancement Agreement. Employees who retire on a Disability or Industrial Disability Retirement, or are laid off shall not be required to refund tuition fees. The City reserves the right to investigate any school and approve or deny it for advancement or reimbursement if such action appears warranted. Courses must be taken at an accredited education institution, which is defined as any college or university which has been accredited by a recognized government or professional accrediting body (as determined by the City). Additionally, the City reserves the right to deny any course(s), specialized training or degree programs determined by the City Manager to be non job related. ARTICLE X MILEAGE REIMBURSEMENT 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 Director. If travel is required frequently during a month, reimbursement will be made once a month. Completed mileage forms shall be submitted to the Department Director 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, 16 ACEA MOU 2024 - 2027 ARTICLE XI HEALTH, DENTAL AND LIFE INSURANCE Section A. CONTRIBUTION FOR EMPLOYEES HIRED BEFORE SEPTEMBER 17, 2024 The City shall provide regular full-time employees in a classification represented by this Agreement with the following contributions: 1. CaIPERS Health Program: The City will contribute the Public Employees' Medical and Hospital Care Act (PEMHCA) minimum employer contribution required pursuant to Government Code §22892(b) ("PEMHCA Minimum Contribution") per month per employee for health insurance. The PEMHCA minimum is included within the City's contribution. For employees hired before September 17, 2024, the City shall provide a maximum contribution inclusive of the PEMHCA Minimum and Dental Contribution, up to the following amounts, effective July 1, 2024: Employee Only: $1,072/month Employee +1 Eligible Dependent: $1,400/month Employee +2 or More Eligible Dependents (Family): $1,800/month a. If the premium cost of the health plan exceeds the City contribution, the employee shall pay through payroll deduction the difference between the monthly premium and the amount contributed by the City. b. 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. c. Dependent enrollment will require proof of eligibility for dependent status including social security number, marriage, birth, and adoption certificates. 2. Dental Insurance — Mandatory Enrollment: The City will contribute the employee only cost for Delta Care USA insurance per month ("Dental Contribution") toward one of two dental plans. Additional coverage may be purchased through the Optional Benefits allocation. 17 ACEA MOU 2024 — 2027 3. Life Insurance: Effective as soon as practical with the insurance carrier, the City shall provide a $75,000 Life & AD&D benefit for eligible employees. 4. Vision Plan: The City shall provide each employee with a vision plan, with the City paying the premium up to the cost of the family plan. The vision plan will be Vision Service Plan, Option B. 5. Optional Benefits — Full -Time Employees: Subject to the limits set forth herein, the City shall contribute the remaining amount of employee's health and dental insurance benefit allowance through a contribution to a Internal Revenue Code §125 Cafeteria Plan Section B. CONTRIBUTION FOR EMPLOYEES HIRED ON OR AFTER SEPTEMBER 17, 2024 The City shall provide regular full-time employees in a classification represented by this Agreement with the following contributions: CalPERS Health Program: The City will contribute the Public Employees' Medical and Hospital Care Act (PEMHCA) minimum employer contribution required pursuant to Government Code §22892(b) ("PEMHCA Minimum Contribution") per month per employee for health insurance. The PEMHCA minimum is included within the City's contribution. For employees hired on or after September 17, 2024, the City shall provide a maximum contribution, which is inclusive -of the PEMHCA Minimum and Dental Contribution, up to the following amounts, effective October 1, 2024: Employee Only: $866/month Employee +1 Eligible Dependent: $1,400/month Employee +2 or More Eligible Dependents (Family): $1,800/month a. If the City's contribution exceeds the cost of the employee's elected coverage (e.g. Employee Only, Employee +1, Family), no amount shall be given in cash as taxable income. b. If the premium cost of the health plan exceeds the City contribution, the employee shall pay through payroll deduction the difference between the monthly premium and the amount contributed by the City. 18 ACEA MOU 2024 — 2027 c. Dependent enrollment will require proof of eligibility for dependent status including social security number, marriage, birth, and adoption certificates. 2. Dental Insurance — Mandatory Enrollment: The City will contribute the employee only cost for Delta Care USA insurance per month ("Dental Contribution") toward one of two dental plans. Additional coverage may be purchased through the Optional Benefits allocation. 3. Life Insurance: Effective as soon as practical with the insurance carrier, the City shall provide a $75,000 Life & AD&D benefit for eligible employees. 4. Vision Plan: The City shall provide each employee with a vision plan, with the City paying the premium up to the cost of the family plan. The vision plan will be Vision Service Plan, Option B. 5. Optional Benefits — Full -Time Employees: Subject to the limits set forth herein, the City shall contribute the remaining amount of employee's health and dental insurance benefit allowance through a contribution to a Internal Revenue Code §125 Cafeteria Plan Section C. CASH IN LIEU OF COVERAGE OR CASH FOR EXCESS CONTRIBUTIONS Excess Contributions for Employees Hired Before July 1, 2021. If the City's contribution, up to a maximum of $1,072/month, exceeds the cost of the employee's elected coverage (e.g. Employee Only, Employee +1, Family), the difference shall be contributed as taxable income. a. Those employees hired before July 1, 2021, who receive cash as taxable income will have the amount capped to the amount they were receiving as of July 1, 2021 and then reduced to an amount that will allow the City-wide Total Medical Plan Payment to be less than 20%. This amount will result in the employee's new capped cash - in -lieu. b. Those employees hired before July 1, 2021, who qualify to receive cash as taxable income and who subsequently reduce their cash -in -lieu amount through a qualifying change, shall be subject to the new cash -in -lieu limit 19 ACEA MOU 2024 - 2027 based on their elected reduced amount, and will forfeit their previous cash -in -lieu limit. c. Employees hired before July 1, 2021, who did not take cash -in -lieu as of July 1, 2021, for any unused portion of the City's contribution toward benefits shall no longer be eligible to receive cash. 2. Cash In Lieu of City Coverage for Employees Hired Before July 1, 2021. Employees are required to carry one of the City's designated medical plans unless they opt out. Employees hired before July 1, 2021 may receive cash -in -lieu for opting out of the City's designated medical plans, up to a maximum of $1,072/month, during the annual open enrollment period by signing a written waiver each year, that attests that the employee and each member of the employee's Tax Family (i.e. all individuals for whom the employee expects to claim a personal exemption deduction for the upcoming tax year) each has alternative minimum essential coverage (other than coverage in the individual market and other than individual coverage through Covered California) for the upcoming tax year. If employees provide the executed written waiver and documentation confirming that he or she is enrolled in an alternative group health plan that satisfies the above at open enrollment or within 30 days after the start of the plan year, they will be entitled to the maximum allotted cash referenced in Section C.1 above, and subject to the limitations enumerated in Section C.1.-c., to be taken as taxable income. 3. Employees hired after July 1, 2021, shall not be eligible to receive cash in lieu of benefits nor for excess contributions above their enrollment elections. Section D. PERMANENT (BENEFITED) PART-TIME EMPLOYEES The City shall provide permanent (benefited) part-time employees in a classification represented by this Agreement with the following contributions: CalPERS Health Program: The City will contribute the Public Employees' Medical and Hospital Care Act (PEMHCA) minimum employer contribution required pursuant to Government Code §22892(b) ("PEMHCA Minimum Contribution") per month per employee for health insurance. The PEMHCA minimum is included within the City's contribution. Effective July 1, 2024, the City shall provide a maximum contribution inclusive of the PEMHCA Minimum and Dental Contribution, up to the following amounts: 20 ACEA MOU 2024 - 2027 Employee Only: $536/month Employee +1 Eligible Dependent: $700/month Employee +2 or More Eligible Dependents (Family): $900/month a. If the premium cost of the health plan exceeds the City contribution, the employee shall pay through payroll deduction the difference between the monthly premium and the amount contributed by the City. b. 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. c. Dependent enrollment will require proof of eligibility for dependent status including social security number, marriage, birth and/or adoption certificates. 2. Dental Insurance — mandatory enrollment: The City will contribute the employee only cost for Delta Care USA insurance per month ("Dental Contribution") toward one of two dental plans. Additional coverage may be purchased through the Optional Benefits allocation. 3. Life Insurance: Effective as soon as practical with the insurance carrier, the City shall provide a $75,000.00 life & AD&D benefit for eligible employees. 4. Vision Plan: The City shall provide each employee with a vision plan, with the City paying the premium up to the cost of the family plan. This vision plan will be Vision Service Plan, option B. 5. Optional Benefits — Part Time Employees: Subject to the limits set forth herein, the City shall contribute the remaining amount of employee's health and dental insurance benefit allowance through a contribution to an Internal Revenue Code §125 Cafeteria Plan. Section E. CASH IN LIEU OF COVERAGE OR CASH FOR EXCESS CONTRIBUTIONS FOR PERMANENT (BENEFITED) PART-TIME EMPLOYEES Excess Contributions for Employees Hired Before July 1, 2021. If the City's contribution, up to a maximum of $536/month, exceeds the cost of the employee's elected coverage (e.g. Employee Only, Employee +1, Family), the difference shall be contributed as taxable income. 21 ACEA MOU 2024 - 2027 a. Those employees hired before July 1, 2021, who receive cash as taxable income will have the amount capped to the amount they were receiving as of July 1, 2021 and then reduced to an amount that will allow the City-wide Total Medical Plan Payment to be less than 20%. This amount will result in the employee's new capped cash -in -lieu. b. Those employees who qualify to receive cash as taxable income and who subsequently reduce their cash -in -lieu amount through a qualifying change, shall be subject to the new cash -in -lieu cap based on their elected reduced amount, and will forfeit their previous cash -in -lieu cap. c. Employees hired before July 1, 2021, who do not take cash -in - lieu as of July 1, 2021, for any unused portion of the City's contribution toward benefits shall no longer be eligible to receive cash -in -lieu. 2. Cash In Lieu of City Coverage for Employees Hired Before July 1, 2021. Employees are required to carry one of the City's designated medical plans unless they opt out. An employee hired before July 1, 2021, may receive cash -in -lieu for opting out of the City's designated medical plans, up to a maximum of $536/month, during the annual open enrollment period by signing a written waiver each year, that attests that the employee and each member of the employee's Tax Family (i.e. all individuals for whom the employee expects to claim a personal exemption deduction for the upcoming tax year) each has alternative minimum essential coverage (other than coverage in the individual market and other than individual coverage through Covered California) for the upcoming tax year. If the employee provides the executed written waiver and documentation confirming that he or she is enrolled in an alternative group health plan that satisfies the above at open enrollment or within 30 days after the start of the plan year, they will be entitled to the maximum allotted cash referenced in Section E.1. above, and subject to the limitations enumerated in Section E.1.a.-c., to be taken as taxable income. 3. Employees hired after July 1, 2021, shall not be eligible to receive cash in lieu of benefits nor for excess contributions above their enrollment elections. 22 ACEA MOU 2024 - 2027 ARTICLE XII RETIREE MEDICAL Section A. RETIREE HEALTH INSURANCE FOR EMPLOYEES HIRED BEFORE JULY 1, 2011 Program Description For employees hired before July 1, 2011, and retiring from the City on or after January 1, 2012 ("Tier II Retirees"), the City agrees to provide a Premium Payment for the purpose of purchasing health coverage offered through CalPERS for the Tier II Retiree and their spouse in an amount not to exceed the monthly premium applicable to the coverage level for the retiree (i.e., One -Party or Two -Party) as shown in the chart below. 2. Premium Payment The total Premium Payment shall be payable in the following form: (1) PEMHCA (PEMCHA) Minimum contribution payable directly to CalPERS, and (2) a reimbursement to the Tier II Retiree equal to the difference between the cost of the plan in which the Tier II Retiree enrolls, subject to the caps below, and the PEMHCA Minimum contribution ("Reimbursement"). If a retiree enrolls in a more expensive plan, the Tier II Retiree will be responsible for payment of any premium in excess of the capped amount. Tier II Retiree Premium Payment One -Party (Retiree Only) $ 505.63* Two -Party (Retiree + Spouse) $ 1,011.26* * These amounts were established based on the 2012 PERS Choice plan for Los Angeles. The Premium Payment includes the PEMHCA Minimum, paid directly to CaIPERS, not to the eligible retiree. As specified below, the Reimbursement shall cease for the Tier II Retiree upon eligibility for Medicare coverage, and the Reimbursement shall cease for the spouse upon eligibility for Medicare coverage, or after 15 years, whichever occurs first. 3. Eligibility Requirements Tier II Retirees must be "eligible retirees" in order to receive the benefits described in this subsection. Eligible retirees must meet the following requirements: a. An "eligible retiree" is an employee who retires on a service, disability, or industrial disability retirement and has 1,000 hours of accumulated sick leave at the date of retirement. 23 ACEA MOU 2024 — 2027 An employee who has fewer than 1,000 hours of accumulated sick leave at the date of retirement may become eligible for the retiree health benefit by paying the City an amount equal to the Employee's daily pay rate at the time of retirement times the number of hours needed to meet the 1,000 hours of accumulated sick leave requirement, with the following restrictions: The employee must have reached the age of 55; and 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. iii. To meet the 1,000 sick leave hour requirement, the employee would be limited to purchasing up to a maximum of 350 hours worth of sick leave in an amount equal to the employee's daily pay rate at the time of retirement; 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, the limitation of 350 hours will be excused b. The retiree, and if applicable, the retiree's spouse, must be enrolled in CaIPERS retiree medical and maintain eligibility to continue in the CalPERS Health Program as stipulated by CalPERS in order to receive the City's Premium Payment. If the Association becomes aware of the death of a retiree, the Association shall notify Human Resources. Section B. RETIREE HEALTH INSURANCE FOR EMPLOYEES HIRED ON OR AFTER JULY 1, 2011 For employees hired on or after July 1, 2011, that retire from the City and who remain enrolled in a CalPERS health plan after retirement ("Tier III Retiree"), the City will pay no more than the PEMHCA Minimum contribution. Tier III Retirees shall not be reimbursed or otherwise receive payment from the City for health insurance premiums in excess of the PEMHCA Minimum contribution. ARTICLE XIII DISABILITY INCOME INSURANCE 24 ACEA MOU 2024 - 2027 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. ARTICLE XIV 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. ARTICLE XV UNIFORMS Section A. Upon hire, the City shall provide the following employees with 5 shirts: -Public Works Inspector • Senior Public Works Inspector -Code Services Officer . Senior Code Services Officer . Code Services Supervisor •Building Inspector -Senior Building Inspector Upon hire, the City shall provide the following employees with 4 sets of uniforms consisting of a long sleeve shirt, short sleeve shirt, pants/skirt, cross-tie/tie, and 1 sweater or 1 medium weight uniform jacket. •Fire Prevention Specialist •Senior Fire Prevention Specialist •Fire Administration Specialist •Administrative Assistant (assigned to Fire) Uniforms shall be replaced on an as needed basis, pursuant to department procedures. All employees represented by this MOU shall receive 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. 25 ACEA MOU 2024 - 2027 Section C. The City shall provide a safety shoe allowance up to a maximum of $250 per fiscal year for each employee in the following classifications: Engineering Assistant, Senior Engineering Assistant, Assistant Engineer, Associate Civil Engineer, Senior Civil Engineer, Building Inspector, Senior Building Inspector, Code Services Officer, Senior Code Services Officer, Code Services Supervisor, Fire Prevention Specialist, Senior Fire Prevention Specialist, Public Works Inspector, and Senior Public Works Inspector. For the term of this agreement only (July 1, 2024, through June 30, 2027), if the City and the Arcadia Public Works Employees' Association (APWEA) agree to a higher maximum safety shoe allowance, the City shall increase ACEA's safety shoe allowance by the same amount. 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. Section D The City shall continue to report $168.00 per year to CalPERS as special compensation for uniform allowance to the extent permitted by law. "New Members" as defined under the Public Employees' Pension Reform Act of 2013 will not have the value of the uniforms reported as special compensation. ARTICLE XVI LEAVES OF ABSENCE 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 the employee 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 their service, who enters military service of the United States, who is temporarily incapacitated by illness, or who presents some other reasons equally satisfactory. 26 ACEA MOU 2024 - 2027 3. Right to Return — the granting of a leave of absence without pay confers upon the employee the right to return to their classification before or at the expiration of the leave of absence. Therefore, a leave of absence shall be granted only to an employee who intends to return to their 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 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 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 Department of their intent to continue coverage and to remit the full monthly premium for any coverage to the Administrative Services Department. Section B. FAMILY CARE AND MEDICAL LEAVES 1. Upon the written request of an employee, the City shall grant any and all Family Care and Medical Leaves as required by law. Section C. TEMPORARY MILITARY LEAVE Paid and Un aid7 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. Although a military leave of absence is not considered a break in service in relation to seniority, if the employee wishes to have their extended military service time credited toward CalPERS, the employee may buy back credit 27 ACEA MOU 2024 — 2027 for their leave of absence for active military service through CalPERS as CalPERS has determined that payments while on such service are not reportable for retirement purposes. Section D. VACATION LEAVE Accumulated vacation leave shall be granted at the discretion of the appointing power. 2. Effective the beginning of the pay period following Council adoption of this MOU, vacation may not be accumulated beyond the amount accumulable for a 39 pay period basis (1.5 years' worth of vacation). Upon initial implementation of the new, reduced, accumulation cap, the City will cash out to ACEA employees any vacation leave exceeding the new cap, plus an additional 40 hours as selected by individual ACEA employees. 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 6 months. 3. An employee who has previously requested and was granted approval of vacation leave for use during the last 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 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 rate of compensation applicable at the time he leaves the City employ. If an employee works 50% of the pay period, the employee shall receive credit for that pay period's vacation accrual. If an employee works less than 50% of the pay period, the employee accrues nothing. 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 as follows: 28 ACEA MOU 2024 - 2027 Years of Service Accrual Rate Hours Per Year Accrued Max Accrual 0-4 years 3.07 hours 80 Hours 120 5-9 years 4.61 hours 120 Hours 180 10-14 years 5.23 hours 136 Hours 204 15+ years 6.15 hours 160 Hours 240 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 as follows: Years of Service Accrual Rate Hours Per Year Max Accrual Accrued 0-4 1.54 40 60 5-9 2.31 60 90 10-14 15+ 2.62 68 102 80 120 3.07 6. Employees may elect to sell back vacation during a calendar, not to exceed a maximum of 80 hours in the calendar year. Effective for calendar year 2025 and every year thereafter: By December 31 (beginning in 2024) of each year, employees who wish to sell back vacation time must make an irrevocable election to cash out up to eighty (80) hours of vacation leave that will be earned in the following 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 or 1 hour for every 30 hours worked, whichever is greater. The maximum accrual is 96 hours. Paid sick leave will carry over each year of employment. Employees may accumulate up to a maximum of 1,500 hours of sick leave with pay. 2. Except as provided hereinafter, sick leave means authorized absence from duty of an employee who is temporarily disabled and unable to work due to one of the following: a. Diagnosis, care, or treatment of an existing health condition of, or preventative care for, an employee; 29 ACEA MOU 2024 — 2027 b. Diagnosis, care, or treatment of an existing health condition of, or preventative care for, an employee's family member, which includes parent (biological, adoptive, foster parent, step parent, legal guardian, or a person who stood loco parentis when employee was a child), child (biological, adoptive, foster child, step child, legal ward, or a child to whom the employee stands loco parentis regardless of age or dependency status), spouse, registered domestic partner, parent -in-law, sibling, grandchild, or grandparent; c. For an employee who is a victim of domestic violence, sexual assault, or stalking for the purposes described in Labor Code sections 230(c) and 230.1 (a); and/or, d. An employee may designate one additional person per 12- month period at the time the employee requests sick leave. An employee will make reasonable effort to schedule medical appointments during non -working hours. 3. 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. 4. Kin Care Leave: In addition to the prescribed purposes of paid sick leave in Section E. 3, and employee may use up to'/ of their annual accrued sick leave to care for and attend to a family member who is ill. Every effort shall be made to schedule medical appointments for an ill family member during non -working hours. For the purposes of Kin Care Leave, family members shall include parent (biological adoptive, foster parent, step-parent, or legal guardian), child (biological, adoptive, foster child, step -child, legal ward, a child of a registered domestic partner, or a child to whom the employee stand loco parentis regardless of the age or dependency), spouse, or registered domestic partner, and an employee may designate one additional person per 12-month period at the time the employee requests sick leave. 5. In case of absence due to illness, if the paid sick leave is foreseeable, the employee shall notify his department within reasonable advance notice. If the paid sick leave in unforeseeable, the employee shall provide notice of the need for the leave as soon as possible. The minimum increment of use of paid sick leave shall be 30 minutes. 6. The appointing power and City Manager may discipline an employee if sick leave is used for an inappropriate purpose. 30 ACEA MOU 2024 - 2027 7. If an employee separates from employment with the City and is rehired within 1 year from separation, up to 80 hours or 10 days, whichever is greater depending upon the employee's regular scheduled workday, of accrued and unused sick leave will be reinstated. 8. Part-time employees who work more than 40 hours in a pay period shall receive sick leave under the same conditions as full-time employees at one-half the level of full-time employees (1.847 hours) for each pay period of service completed with the City or 1 hour for every 30 hours worked, whichever is greater. Due to system constraints, part-time employees who work 60 or more hours in a pay period shall continue to receive sick leave under the same conditions on the basis of 1.847 hours for each pay period of service. Semi-annually, hours will be reviewed to determine whether additional accrual of hours need to be adjusted to comply with 1 hour for every 30 hours worked. The maximum accrual per year is 80 hours or 10 days. 9. Upon separation from the City of Arcadia, an employee who works 50% of the final pay period, shall receive credit for that pay period's sick leave accrual Based on the following: Full-time: 0 to 29 hours: no accrual 30-39 hours: 1 hour 40 hours and above: 3.693 hours Part-time: 0 to 29 hours: No accrual 30-39 hours: 1 hour 40 hours and above: 1.847 hours 10. Unused Sick Leave. Unused sick leave is not cashed out upon termination, resignation, retirement, or other separation from employment. Unused sick leave may be converted to retirement service credits, as may be permitted under applicable retirement system laws and regulations. Employees hired before July 1, 2024, who retire with the City of Arcadia may convert any unused sick leave up to 1,500 hours into retirement service credits. Employees hired on or after July 1, 2024, who retire with the City of Arcadia may convert any unused sick leave up to 1,000 hours into retirement service credits. 31 ACEA MOU 2024 - 2027 Section F. BEREAVEMENT LEAVE Death In Family. 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/domestic partner, 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 4 days; provided, however, if the employee is required to travel more than 300 miles from their residence, the employee may take an additional 2 days. In accordance with Assembly Bill 1949, employees will be entitled to take up to five (5) days of unpaid bereavement leave for spouse, child, parent, sibling, grandparent, grandchild, domestic partner, or parent -in-law. Employees may use a combination of leave balances and paid bereavement leave specified in this paragraph. Reproductive Loss. In accordance with Senate Bill 848, employees who have worked for the City for at least 30 days and have suffered a reproductive loss event will be entitled to take up to five (5) days of unpaid protected leave. A reproductive loss event is defined as the day or, for a multi -day event, the final day of a failed adoption, failed surrogacy, miscarriage, stillbirth or an unsuccessful assisted reproduction. The 5 days must be taken within three months of the event. Employees may use a combination of leave balances and paid bereavement leave specified in the paragraph above. 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 Martin Luther King, Jr. Day President's Day Memorial Day Independence Day Labor Day Veteran's Day Thanksgiving Day Day after Thanksgiving Day Christmas Eve 32 ACEA MOU 2024 — 2027 January 1 Third Monday in January The third Monday in February The last Monday in May July 4 The first Monday in September November 11 The fourth Thursday in November The Friday following the fourth Thursday in November December 24 Christmas Day December 25 New Year's Eve December 31 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 Christmas Eve - December 24 Christmas Day - December 25, or New Year's Eve - December 31 falls on a Saturday or Sunday, the Friday preceding or the Monday following, respectively, shall be a holiday. 3. In lieu of a Citywide holiday to celebrate Admissions Day, full time employees shall receive an 8 hour floating holiday to be scheduled by the employee in the same manner as vacation leave. Additionally, full time employees shall receive an 8 hour floating holiday for their birthday to be scheduled by the employee in the same manner as vacation leave. Floating holidays shall not carry over into subsequent fiscal years and failure to schedule a floating holiday in the fiscal year in which it is earned shall result in its loss. If the City re -adopts Admission Day as a fixed Citywide holiday, the floating holiday based thereon shall cease and eligible employees shall receive the fixed Citywide holiday. Full time employees in the unit employed on July 1 of the fiscal year shall conditionally accrue 16 hours of floating holiday. If the employee uses floating holiday leave and separates from City employment before the date upon which the floating holiday is based (Admission Day and/or the Employee's birthday), said floating holiday leave shall be repaid to the City through payroll deduction. Employees hired after the beginning of the fiscal year shall accrue floating holiday only if the employee is employed before the date on which the floating holiday is based (Admission day and/or the Employee's birthday). As an example, an employee hired on July 15, whose birthday is August 5, would receive a floating holiday for their birthday and Admission Day for that fiscal year. However, if that same employee was hired on March 15, the employee would not receive any floating holiday benefit for that fiscal year. 4. An employee required to work or attends a class or function on any holiday allowed to them by this Section shall be paid for the holiday, and in addition, they shall be compensated in accordance with FLSA's (Fair 33 ACEA MOU 2024 - 2027 Labor Standards Act) applicable overtime rules. The regular rate of pay calculation includes Longevity Pay. A holiday allowed by this Section occurring during any leave of absence with pay shall be added to the number of working days' leave of absence to which such employee is entitled. 5. 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 will receive Holiday pay for 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 10 hours, the employee shall receive 10 hours of holiday pay. 6. 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 8 hour holiday bank. Holiday bank 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. 7. Represented part-time employees who work more than 40 hours in a pay period shall receive Holiday pay for the actual number of regularly scheduled working hours for a designated holiday. Section H. 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 80 hours per year. All hours in excess of 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 2 hours prior to the end of the normal work schedule, an employee shall report as soon as practical to full duty. Section I. COURT WITNESS LEAVE 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 City Manager, an employee may be granted leave with pay during his 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. 34 ACEA MOU 2024 - 2027 Section J. INDUSTRIAL ACCIDENT LEAVE 1. Industrial accident leave shall be granted only to employees with 3 or more full years of continuous service with the City. 2. Industrial accident leave shall be allowed for a maximum of 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 themself 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. ARTICLE XVII 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 35 ACEA MOU 2024 - 2027 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/or who are not currently employed by the City in a permanent position shall be on probation for 12 months before attaining permanent status. Section C. Eligible candidates currently employed by the City in a permanent position and are appointed from a promotional or open competitive list shall be on probation for 6 months before attaining permanent status. Section D. Any probationary period may be extended for up to six (6) months. Section E. A probationary employee who is holding a promotional position shall have the right to demotion to the classification in which they hold a permanent appointment, unless they were discharged for cause from City employment. ARTICLE XVIII SPECIAL PAY Section A. ACTING PAY Any employee in the unit who is required, in writing, to work 4 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. 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 employee is required while off duty to report back to work on a call - out, they shall receive a minimum of 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. 36 ACEA MOU 2024 — 2027 Section C. BILINGUAL PAY The total number of positions authorized for bilingual pay at any time is at the sole discretion of the Department Director. The Department Director shall be responsible for determining appointments based on the following criteria: 1. Appropriate job positions/specific to a job assignment. 2. Employee has most frequently utilized bilingual skills in the past. An employee who believes their position/job assignment has a need for their bilingual capabilities and/or has frequently utilized their bilingual skills in the past shall notify their direct supervisor in writing. The Department Director will notify the City Manager and Human Resources if they determine that the bilingual skills are needed. Once certified, the employee shall receive a bilingual pay stipend of $40.00 per pay period. Once an employee is certified for bilingual pay, an employee shall be willing to assist other departments if bilingual assistance is needed during their work hours. The City and the Association agree that once an employee receives bilingual certification and the bilingual pay stipend, the employee will not have the stipend rescinded during the course of employment within the position for which the employee tested. If such time the employee promotes or is otherwise reassigned to another position and such need for bilingual skills is not needed, the Department Director will notify the employee and Human Resources in writing of the determination of removal of bilingual skills. 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. ARTICLE XIX LAYOFFS Section A. LAYOFF PROCEDURE The City Manager or appointing power may lay off 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, 37 ACEA MOU 2024 - 2027 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 (benefited) 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 6 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 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. Section C. DEFINITIONS Permanent Employee — Full-time and benefited part-time worker of the City of Arcadia who has successfully completed the applicable probationary period. 38 ACEA MOU 2024 - 2027 2. Layoff — Permanent separation from employment with the City as a result of a work reduction. 3. 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 3 years is below proficient. In such case, the layoff shall be based upon performance. 4 Work Reduction — A decrease in the level of service or amount of product output by the City. ARTICLE XX PERSONNEL FILES Section A. The City shall maintain a central personnel file for each employee in the Human Resources Department. 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 shall request in writing their 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 3 years will not be considered in promotional recruitments. Section C. WRITTEN REPRIMAND REVIEW The City agrees to a non -binding review of written reprimands for unit employees by the Human Resources Director or designee. 39 ACEA MOU 2024 - 2027 ARTICLE XXI 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. 3. Department Director— The department director or designee. 4. Work day — A work day is any day the City offices are regularly open for business. 5. Exclusions from the Grievance Procedure: a. The procedure is not to be used for the purpose of changing wages, hours and working conditions. 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. 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 40 ACEA MOU 2024 - 2027 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 or her choice to prepare and present the grievance. The employee may use a reasonable amount of released time to process the grievance. The release time must be approved by the Department Director. Section D. INFORMAL GRIEVANCE PROCEDURE Within 15 working days following the event, or within 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 their immediate supervisor. Section E. FORMAL GRIEVANCE PROCEDURE First Level of Review: Next Level Supervisor If the employee is not able to resolve the grievance after discussion with their immediate supervisor, within 10 working days after the informal discussion with the immediate supervisor, the employee shall present the grievance in writing to the next level supervisor on the official City grievance form setting forth the following information: a. The specific section of the rules or MOU allegedly violated. b. The specific act or omission which gave rise to the alleged violation. c. The date or dates on which the violation occurred. d. Documents, witnesses or evidence in support of the grievance. e. The resolution of the grievance at the informal stage. f. The remedy requested. A copy of the grievance shall be provided to the Human Resources Department concurrently with presentation to the immediate supervisor. 41 ACEA MOU 2024 — 2027 The next level supervisor shall render a decision in writing, on the grievance form, within 10 working days after receiving the grievance. 2. Department Director Review If the employee does not agree with the decision of the next level supervisor, within 10 working days after receiving the next level supervisor's decision or 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 Director. The Department Director may require the employee and the immediate supervisor to attend a grievance meeting. The Department Director shall communicate a decision in writing within 10 working days of receiving the grievance or within 10 working days of holding a grievance meeting whichever is longer. 3. Human Resources Director If the employee is not in agreement with the decision reached by the Department Director, within 10 working days after receiving the Department Director's decision or 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 Director on the official City grievance form. The Human Resources Director may require the employee and the immediate supervisor to attend a grievance meeting. The Human Resources Director shall communicate a decision in writing within 10 working days of receiving the grievance or the holding of a grievance meeting whichever is longer. 4. Human Resources Commission If the employee is not in agreement with the decision of the Human Resources Director or if the Human Resources Director has failed to respond, the employee shall present the grievance to the Human Resources Commission within 10 working days from the date of receipt of the Human Resources Director's decision or 20 days from the date the Human Resources Director received the grievance but failed to issue a decision. Section F. APPEAL TO HUMAN RESOURCES COMMISSION 1. Scheduling of Hearing Upon receipt of the request for an appeal, the City shall, within 30 days, transmit the appeal to the Human Resources Commission. The 42 ACEA MOU 2024 — 2027 Commission shall schedule a hearing. The appeal hearing shall be set not less than 20 working days nor more than 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 10 working days prior to the hearing. 2. Public Hearings All hearings shall be open to the public. 3. Pre-Hearinri 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 Department and the other party. The Human Resources Department will issue the subpoenas. The Human Resources 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 10 working days before the date of the hearing. b. Exhibits and Witness Lists 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 Department a list of all witnesses and a list and copy of all exhibits. An original and 9 copies of the exhibits shall be presented to the Human Resources 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 5 working days prior to the date set for the hearing, each party shall submit to the Human Resources Department a Statement of Issues. 43 ACEA MOU 2024 - 2027 4. Submission to the Human Resources Commission 5 working days prior to the date set for the hearing, the Human Resources 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 Hearin a. The hearing need not be conducted in accordance with technical rules relating to evidence and witnesses but hearings shall be conducted in a manner most conducive to determination of the truth. b. Any relevant evidence may be admitted if it is the type of evidence on which responsible persons are accustomed to rely in the conduct of serious affairs, regardless of the existence of any common law or statutory rules which might make improper the admission of such evidence over objection in civil actions. c. Hearsay evidence may be used for the purpose of supplementing or 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. 44 ACEA MOU 2024 — 2027 8. Proceed with Hearin, or r Request for Continuance Each side should be asked if it is ready to proceed. If either side is not ready and wishes a continuance, good cause must be stated. Any request for a continuance must be made in writing and submitted prior to the hearing to all parties. Before requesting a continuance, the moving party shall contact all parties to determine if there is any opposition to the continuance and shall state in its request if there is opposition. 9. Testimony under Oath All witnesses shall be sworn in for the record prior to offering testimony at the hearing. The chairperson will request the witnesses to raise their right hand and respond to the following: "Do you swear that the testimony you are about to give at this hearing is the truth, the whole truth and nothing but the truth?" 10. Presentation of the Case The hearing shall proceed in the following order unless the Human Resources Commission for special reason, directs otherwise: a. The Chair of the Human Resources Commission ("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 their evidence. e. The respondent may then offer its evidence. f. The grievant followed by the respondent may offer rebutting evidence. g. Closing arguments shall be permitted at the discretion of the Human Resources Commission. The party with the burden of proof shall have the right to go first and to close the hearing by making the last argument. The Commission may place a time limit on closing arguments. The Commission or the parties may request the submission of written briefs. After the request for submittal of written briefs, the Commission will determine whether to allow the parties to submit written briefs and determine the number of pages of said briefs. 11. Procedure for the Parties The party representing the department and the party representing the employee will address their remarks, including objections, to the Chair. Objections may be ruled upon summarily or argument may be permitted. 45 ACEA MOU 2024 - 2027 The Chair reserves the right to terminate argument at any time and issue a ruling regarding an objection or any other matter, and thereafter the representatives shall continue with the presentation of their case. 12. Right to Control Proceedings While the parties are generally free to present their case in the order that they prefer, the Chair reserves the right to control the proceedings, including, but not limited to, altering the order of witnesses, limiting redundant or irrelevant testimony, or by the direct questioning of witnesses. 13. Hearing Demeanor and Behavior All parties and their attorneys or representatives shall not, by written submission or oral presentation, disparage the intelligence, ethics, morals, integrity or personal behavior of their adversaries or members of the Commission. 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 10 working days. 15. Recommended Decision The Human Resources Commission shall render its recommendations as soon after the conclusion of the hearing as possible, and no event, later than 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 grievant's 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 Director within 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 46 ACEA MOU 2024 — 2027 Manager within 10 working days of the Commission's decision. If the appealing party requests a transcript, that party shall pay the cost of the transcript. 17. Final Action by City Manager Within 10 working days of the filing of exceptions, or within 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 Director. ARTICLE XXII 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 Director 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 47 ACEA MOU 2024 — 2027 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. Section C. SALARY REDUCTION An employee may be disciplined by reduction in compensation to any step in the salary scale applicable to the employee's current classification or to the classification to which the employee is demoted. Section D. UNAUTHORIZED ABSENCE Unauthorized leaves of absence are cause for immediate dismissal. ARTICLE XXIII DISCIPLINARY ACTIONS — FULL-TIME AND PART-TIME BENEFITED UNCLASSIFIED EMPLOYEES The parties agree to provide all full-time unclassified and part-time benefited members paying dues to the bargaining group the right to request and be granted a meeting with the City Manager to answer to charges in a disciplinary action that may be expected to result in loss of pay or termination. Full -Time Unclassified Positions Assistant City Clerk City Clerk Technician Deputy City Clerk Part -Time Benefited Positions Information Systems Specialist Librarian Library Technician I & II Museum Education Coordinator Office Assistant Senior Citizen Project Specialist Senior Citizen Program Specialist Senior Library Technician 48 ACEA MOU 2024 - 2027 ARTICLE XXIV 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 the Memorandum of Understanding to be executed this 24th day of September 2024. ARCADIA CITY EMPLOYEES CITY OF ARCADIA President 49 ACEA MOU 2024 — 2027 3 Dominic Lazzare City Manager 2024 — 2027 NEGOTIATION TEAMS ACEA NEGOTIATION TEAMS CITY REPRESENTATIVES Anabel Carrillo, Jason Kruckeberg, President Assistant City Manager/ Development Services Director Johnathan Doojphibulpol, Henry Chen, Vice President Interim Administrative Services Director Stevy Acevedo, Anely Williams, Director Interim Human Resources Director Alicia Salce, Sairy Stepanian, Treasurer Senior Human Resources Analyst Ali Doudar, Laura Drottz Kalty, Member -At -Large LCW Attorney Stephanie Pruhs, Member -At -Large Victoria De Frank, CEA Attorney 50 ACEA MOU 2024 - 2027 EXHIBIT A CITY OF ARCADIA MONTHLY SALARY RANGE JULY 1, 2024 - JUNE 30, 2025 ACEA - 7.0% Range Title Step A Step B Step C Step D Step E Step F Step G Step H Step I Step J Number 42 Library Assistant $ 3,834 $ 3,928 $ 4,029 $ 4,128 $ 4,232 $ 4,339 $ 4,447 $ 4,560 $ 4,673 $ 4,790 43 Accounting Technician 1 $ 3,928 $ 4,029 $ 4,128 $ 4,232 $ 4,339 $ 4,447 $ 4,560 $ 4,673 $ 4,790 $ 4,907 44 $ 4.029 $ 4128 $ 4,232 $ 4,339 $ 4,447 $ 4,560 $ 4,673 $ 4,790 $ 4,907 $ 5,031 45 Office Assistant $ 4,128 $ 4,232 $ 4,339 $ 4,447 $ 4,560 $ 4,673 $ 4,790 $ 4,907 $ 5,031 $ 5,155 46 Library Technician I $ 4,232 $ 4,339 $ 4,447 $ 4,560 $ 4,673 $ 4,790 $ 4,907 $ 5,031 $ 5,155 $ 5,283 Museum Education Coordinator 47 Accounting Technician II $ 4,339 $ 4,447 $ 4,560 $ 4,673 $ 4,790 $ 4,907 $ 5,031 $ 5,155 $ 5,283 $ 5,415 Senior Citizens Project S cialist 48 Libra ry Technician II $ 4,447 S 4,560 $ 4,673 $ 4,790 $ 4,907 $ 5.031 $ 5,155 $ 5,283 $ 5,415 $ 5,551 Administrative Assistant 49 City Clerk Technician $ 4,560 $ 4,673 $ 4,790 $ 4,907 $ 5,031 $ 5,155 $ 5,283 $ 5,415 $ 5,551 $ 5,693 Senior Citizens Program Specialist 50 Buildin Technician 1 $ 4,673 $ 4,7901 $ 4,907 $ 5,031 $ 5,1551 $ 51283 $ 5,415 $ 5,551 $ 5,693 $ 5,832 51 Recreation Coordinator $ 4,790 $ 4,907 $ 5,031 $ 5,155 $ 5,283 $ 5,415 $ 5,551 $ 5,693 $ 5,832 $ 5,978 52 Senior Libra Technician $ 4,907 $ 5,031 $ 5,155 $ 5,283 $ 5,415 $ 5,551 $ 5,693 $ 5,832 $ 5,978 $ 6,127 53 Senior Accounting Technician $ 5,031 $ 5,155 $ 5,283 $ 5,415 $ 5,551 $ 5,693 $ 5,832 $ 5,978 $ 6,127 $ 6,282 UtilityBillingSpecialist 54 Building Technician II $ 5,155 $ 5,283 $ 5,415 $ 5,551 $ 5,693 $ 5,832 $ 5,978 $ 6,127 $ 6,282 $ 6,436 Senior Administrative Assistant 65 Fire Administrative Specialist $ 5,283 $ 5,415 $ 5,551 $ 5,693 $ 5,832 $ 5,978 $ 6,127 $ 6,282 $ 6,436 $ 6,599 56 $ 5.415 $ 5,551 $ 5,693 $ 5,832 $ 5,978 $ 6,127 $ 6,282 $ 6,436 $ 6,599 $ 6,761 Accounting Specialist 57 Circulation Services Supervisor $ 5,551 $ 5,693 $ 5,832 $ 5,978 $ 6,127 $ 6,282 $ 6,436 $ 6,599 $ 6,761 $ 6,930 Revenue Collection Specialist 58 Code Services Officer $ 5,693 $ 5,832 $ 5,978 $ 6,127 $ 6,282 $ 6,436 $ 6,599 $ 6,761 $ 6,930 $ 7,105 Deputy City Clerk Engineering Assistant Historical Museum Curator 59 Information Systems Specialist $ 5,832 $ 5,978 $ 6,127 $ 6,282 $ 6,436 $ 6,599 $ 6,761 $ 6,930 $ 7,105 $ 7,283 Librarian 1 Office Coordinator 60 Business License Officer $ 5,978 $ 6,127 $ 6,282 $ 6,436 $ 6,599 $ 6,761 $ 6,930 $ 7,105 $ 7,283rE�d Senior Buildin Technician EXHIBIT A CITY OF ARCADIA MONTHLY SALARY RANGE JULY 1, 2024 - JUNE 30, 2025 ACEA - 7.0% Range Title Step A Step B Step C Step D Step E Step F Step G I Step H Step 1 Step J Number 61 $ 6,127 $ 6,282 $ 6,436 $ 6,599 $ 6,761 $ 6,930 $ 7,105 $ 7,283 $ 7,464 $ 7,651 62 Public Works Inspector $ 6,282 $ 6,436 $ 6,599 $ 6,761 $ 6,930 $ 7,105 $ 7,283 $ 7,464 $ 7,651 $ 7,843 Senior Code Services Officer 63 $ 6,436 $ 6,599 $ 6,761 $ 6,930 $ 7,105 $ 7,283 $ 7,464 $ 7,651 $ 7,843 $ 8,039 Assistant City Clerk Assistant Planner 64 Building Inspector $ 6,599 $ 6,761 $ 6,930 $ 7,105 $ 7,283 $ 7,464 $ 7,651 $ 7,843 $ 8,039 $ 8,239 Librarian If Senior Enaineerincl Assistant 65 $ 64761 $ 6,930 $ 7,105 $ 7,283 $ 7464 $ 7651 $ 7,843 $ 8,039 $ 8,239 $ 8,448 66 Senior Public Works Inspector $ 6,930 S 7,105 $ 7.283 $ 7,464 $ 7,651 $ 7,843 $ 8,039 $ 8,239 $ 8,448 $ 8,658 67 $ 7,105 $ 7,283 $ 7,464 $ 7,651 $ 7,843 $ 8,039 $ 8,239 $ 8,448 $ 8,658 $ 8,875 Fire Prevention Specialist 68 Public Works Customer $ 7.283 $ 7,464 $ 7,651 $ 7,843 $ 8,039 $ 8,239 $ 8,448 $ 8,658 $ 8,875 $ 9,096 Service/Administrative Supervisor Code Services Supervisor Assistant Engineer 69 Associate Planner $ 7,464 $ 7,651 $ 7,843 $ 8,039 $ 8,239 $ 8,446 $ 8,658 $ 8,875 $ 9,096 $ 9,324 Senior Building Inspector Plans Examiner 70 $ 7,651 $ 7,843 $ 8,039 $ 8,239 $ 8,448 $ 8,658 $ 8,875 $ 9,096 $ 9,324 $ 9,558 71 Senior Fire Prevention Specialist $ 7,843 $ 8,039 $ 8,239 $ 8,448 $ 8,658 $ 8,875 $ 9,096 $ 9,324 $ 9.558 $ 9,798 72 $ 8,039 $ 8,239 $ 8,448 $ 8,658 $ 8,875 $ 9,096 $ 9,324 $ 9,558 $ 9,798 $10,039 73 Principal Librarian $ 8,239 $ 8,448 $ 8,658 $ 8,875 $ 9,096 $ 9.324 $ 9,558 $ 9,798 $10,039 $10,289 74 Associate Civil Engineer $ 8,446 $ 8,656 $ 8,872 $ 9,095 $ 9,322 $ 9,554 $ 9,794 $10,039 $10,289 $10,647 75 Senior Planner $ 8,656 $ 8,872 $ 9,095 $ 9,322 $ 9,554 $ 9,794 $10,039 $10,289 $10,547 $10,811 76 $ 8,872 $ 9 095 $ 9,322 $ 9,554 $ 9,794 $ 10,039 $10,289 $10.547 $10,811 $11 081 77 $ 9,095 $ 9,322 $ 9,554 $ 9,793 $ 10,040 $10,289 $10,546 $10,811 $11,081 $11,358 78 Senior Civil Engineer $ 9,322 $ 9,555 $ 9,794 $ 10,039 $10,290 $10 546 $10,810 $11.081 $11,357 $11,642 Salaries are effective the beginning of the pay period containing July 1, 2024 EXHIBIT A CITY OF ARCADIA MONTHLY SALARY RANGE JULY 1, 2025 - JUNE 30, 2026 ACEA - 6.0% Range Title Step A Step B Step C Step D Step E Step F Step G Step H Step I Step J Number 42 Library Assistant $ 4,064 $ 4,164 $ 4,271 $ 4,376 $ 4,486 $ 4,599 $ 4,714 $ 4,834 $ 4,953 $ 5,077 43 Accounting Technician 1 $ 4,164 $ 4,271 $ 4,376 $ 4,486 $ 4,599 $ 4,714 $ 4,834 $ 4,953 $ 5,077 $ 5,201 q4 $ 4,271 $ 4,376 $ 4,486 $ 4,599 $ 4,714 $ 4,834 $ 4,953 $ 5,077 $ 5,201 $ 5,333 45 Office Assistant $ 4,376 $ 4,486 $ 4,599 $ 4,714 $ 4,834 $ 4,953 $ 5,077 $ 5,201 $ 5,333 $ 5,464 46 Library Technician 1 $ 4,486 $ 4,599 $ 4,714 $ 4,834 $ 4,953 $ 5,077 $ 5,201 $ 5,333 $ 5,464 $ 5,600 Museum Education Coordinator 47 Accounting Technician II $ 4,599 $ 4,714 $ 4,834 $ 4,953 $ 5,077 $ 5,201 $ 5,333 $ 5,464 $ 5,600 $ 5,740 Senior Citizens Pro'ectS ecialist 48 Library Technician II $ 4,714 $ 4,834 $ 4,953 $ 5,077 $ 5,201 $ 5,333 $ 5,464 $ 5,600 $ 5,740 $ 5,884 Administrative Assistant 49 City Clerk Technician $ 4,834 $ 4,953 $ 5,077 $ 5,201 $ 5,333 $ 5,464 $ 5,600 $ 5,740 $ 5,884 $ 6,035 Senior Citizens Program Specialist 50 Building Technician 1 $ 4,953 $ 5,077 $ 5,201 $ 5.333 $ 5,464 $ 5,600 $ 5,740 $ 5,884 $ 6,035 $ 6,182 51 Recreation Coordinator $ 5,077 $ 5,201 $ 5,333 $ 5,464 $ 5,600 $ 5,740 $ 5,884 $ 6,035 $ 6,182 $ 6,337 52 Senior Library Technician $ 5,201 $ 5,333 $ 5,464 $ 5,600 $ 5,740 $ 5,884 $ 6,035 $ 6,182 $ 6,337 $ 6,495 53 Senior Accounting Technician $ 5,333 $ 5,464 $ 5,600 $ 5,740 $ 5,884 $ 6,035 $ 6,182 $ 6,337 $ 6,495 $ 6,659 Utility Billin Specialist 54 Building Technician 11 $ 5,464 $ 5,600 $ 5,740 $ 5,884 $ 6,035 $ 6,182 $ 6,337 $ 6,495 $ 6,659 $ 6,822 Senior Administrative Assistant 55 Fire Administrative Specialist $ 5,600 $ 5,7401 $ 5,884 $ 6,035 $ 6,182 $ 6,337 $ 6,495 $ 6,659 $ 6,822 $ 6,995 56 $ 5,740 $ 5,884 $ 6,035 $ 6,1821 $ 6,337 $ 6,495 $ 6,659 $ 6,822 $ 6,995 $ 7,167 Accounting Specialist 57 Circulation Services Supervisor $ 5,884 $ 6,035 $ 6,182 $ 6,337 $ 6,495 $ 6,659 $ 6,822 $ 6,995 $ 7,167 $ 7,346 Revenue Collection Specialist 58 Code Services Officer $ 6,035 $ 6,182 $ 6,337 $ 6,495 $ 6,659 $ 6,822 $ 6,995 $ 7,167 $ 7,346 $ 7,531 Deputy City Clerk Engineering Assistant Historical Museum Curator 59 Information Systems Specialist $ 6,182 $ 6,337 $ 6,495 $ 6,659 $ 6,822 $ 6,995 $ 7,167 $ 7,346 $ 7,531 $ 7,720 Librarian I CIfice Coordinator 60 Business License Officer $ 6,337 $ 6,495 $ 6,659 $ 6,822 $ 6,995 $ 7,167 $ 7,346 $ 7,531 $ 7,720 Senior Buildin Technician EXHIBIT A CITY OF ARCADIA MONTHLY SALARY RANGE JULY 1, 2025 - JUNE 30, 2026 ACEA - 6.0% Range Title Step A Step B Step C Step D Step E Step F Step G Step H Step I Step J Number 61 $ 6,495 $ 6,659 $ 6,822 $ 6,995 $ 7,167 $ 7,346 $ 7,531 $ 7,720 $ 7,912 $ 8,110 62 Public Works Inspector $ 6,659 $ 6,822 $ 6,995 $ 7,167 $ 7,346 $ 7,531 $ 7,720 $ 7,912 $ 8,110 $ 8,314 Senior Code Services Officer 63 $ 6,622 $ 6,995 $ 7,167 $ 7,346 $ 7,531 $ 7,720 $ 7,912 $ 8,110 $ 8,314 $ 8,521 Assistant City Clerk Assistant Planner 64 Building Inspector $ 6,995 $ 7,167 $ 7,346 $ 7,531 $ 7,720 $ 7,912 $ 8,110 $ 8,314 $ 8,521 $ 8,733 Librarian 11 Senior Encjineerina Assistant 66 $ 7,167 $ 7,346 $ 7.531 1 $ 7,720 $ 7,912 $ 8,110 $ 8,314 $ 8,521 $ 8,733 $ 8,955 66 Senior Public Works I nape ctor $ 7,346 $ 7,531 $ 7,720 $ 7,912 $ 8,110 $ 81314 $ 81521 $ 81733 $ 8,955 $ 9,177 67 $ 7.531 $ 7 720 $ 7,912 $ 8,110 $ 8.314 $ 8,521 $ 8,733 S 8,955 $ 9,177 $ 9,408 Fire Prevention Specialist 68 Public Works Customer $ 7,720 $ 7,912 $ 8,110 $ 8,314 $ 8,521 $ 8,733 $ 8,955 $ 9,177 $ 9,408 $ 9,642 Service/Administrative Supervisor Code Services Su ervisor Assistant Engineer 69 Associate Planner $ 7,912 $ 8,110 $ 8,314 $ 8,521 $ 8,733 $ 8,955 $ 9,177 $ 9,408 $ 9,642 $ 9,883 Senior Building Inspector Plans Examiner 70 $ 8,110 $ 8,314 $ 8,521 $ 8,733 $ 8,955 $ 9,177 $ 9,408 $ 9,642 $ 9,883 $10,131 71 Senior Fire Prevention Specialist $ 8,314 $ 8,521 $ 8,955 $ 9,177 $ 9,408 $ 9,642 $ 9,883 $10,131 $10,386 72 $ 8,521 $ 8,733 $ 9,177 $ 9,408 $ 9,642 $ 9,883 $10,131 $10,386 $10,641 73 Princi al Librarian $ 8,733 $ 8,955 $ 9,408 $ 9,642 $ 9,883 $10,131 $10,386 $10.641 $10,906 74 Associate Civil En ineer $ 8,953 $ 9,175 $ 9,641 $ 9,881 $10,127 $10,382 $10,641 $10,906 $11,180 76 Senior Planner $ 9,175 $ 9,404 W9,177$ $ 9,881 $10,127 $10,382 $10,641 $10,906 $11,180 $11,460 6$ 9404 $ 9,641 $10 127 $10,382 $10,641 $10,906 $11,180 $11,460 $11,746 77 $ 9,641 $ 9,881 $10,381 $10,642 $10,906 $11:179 $11:460 $11,746 $12,039 78 Senior Civil En ineer $ 9,881 $10,128 $10 641 $10.907 $11 179 $11 459 1 $11.746 1 $12.038 $ 12,341 Salaries are effective the beginning of the pay period containing July 1, 2025 EXHIBIT A CITY OF ARCADIA MONTHLY SALARY RANGE JULY 1, 2026 - JUNE 30, 2027 ACEA - 5.0% Range Title Step A Step B Step C Step D Step E Step F Step G Step H Step I Step J Number 42 Library Assistant $ 4,267 $ 4,372 $ 4,485 $ 4,595 $ 4,710 $ 4,829 $ 4,950 $ 5,076 $ 5,201 $ 5,331 43 Accounting Technician 1 $ 4,372 $ 4,485 $ 4,595 $ 4.710 $ 4,829 $ 4,950 $ 5.076 $ 5,201 $ 5,331 $ 5,461 44 $ 4,485 $ 4,595 $ 4,710 $ 4,829 $ 4,950 $ 5,076 $ 5,201 $ 5,331 $ 5,461 $ 5,600 45 Office Assistant $ 4,595 $ 4.710 $ 4.829 $ 4,960 $ 5,076 $ 5.201 $ 5,331 $ 5.461 $ 5.600 $ 5,737 46 Library Technician 1 $ 4,710 $ 4,829 $ 4,950 $ 5,076 $ 5,201 $ 5,331 $ 5,461 $ 5,600 $ 5,737 $ 5,880 Museum Education Coordinator 47 Accounting Technician II $ 4,829 $ 4,950 $ 5.076 $ 5,201 $ 5,331 $ 5,461 $ 5,600 $ 5,737 $ 5,880 $ 6,027 Senior Citizens Project Specialist 48 Library Technician II $ 4,950 $ 5,076 $ 5,201 $ 51331 $ 5,461 $ 5,600 $ 5,737 $ 5,880 $ 6,027 $ 6,178 Administrative Assistant 49 City Clerk Technician $ 5,076 $ 5,201 $ 5,331 $ 5,461 $ 5,600 $ 5,737 $ 5,880 $ 6,027 $ 6,178 $ 6,337 Senior Citizens Pr ram Specialist 50 Building Technician $ 5,201 $ 5,331 $ 5,461 $ 5.600 $ 5,737 $ 5,880 $ 6,027 $ 6,178 $ 6337 $ 6491 51 Recreation Coordinator $ 5,331 $ 5,461 $ 5,600 $ 5,737 $ 5,880 $ 6,027 $ 6,178 $ 6,337 $ 6,491 $ 6,654 52 Senior Library Technician $ 5,461 $ 5,600 $ 5,737 $ 5,880 $ 6,027 $ 6,178 $ 6,337 $ 6,491 $ 6,654 $ 6,820 53 Senior Accounting Technician $ 5,600 $ 5,737 $ 5,880 $ 6,027 $ 6,178 $ 6,337 $ 6,491 $ 6,654 $ 6,820 $ 6,992 Utility Billing Specialist 54 Building Technician II $ 5,737 $ 5,880 $ 6,027 $ 6,178 $ 6,337 $ 6,491 $ 6,654 $ 6,820 $ 6,992 $ 7,163 Senior Administrative Assistant 55 Fire Administrative Specialist $ 5,880 $ 6,027 $ 6,178 $ 6,337 $ 6,491 $ 6,654 $ 6,820 $ 6,992 $ 7,163 $ 7,345 56 $ 6,027 $ 6,178 $ 6,337 $ 6,491 $ 6,654 $ 6.820 $ 6.992 $ 7.163 $ 7,345 $ 7,525 Accounting Specialist 57 Circulation Services Supervisor $ 6,178 $ 6,337 $ 6,491 $ 6,654 $ 6,820 $ 6,992 $ 7,163 $ 7,345 $ 7,525 $ 7,713 Revenue Collection Specialist 58 Code Services Officer $ 6,337 $ 6,491 $ 6,654 $ 6,820 $ 6,992 $ 7,163 $ 7,345 $ 7,525 $ 7,713 $ 7,908 Deputy City Clerk Engineering Assistant Historical Museum Curator 59 Information Systems Specialist $ 6,491 $ 6,654 $ 6,820 $ 6,992 $ 7,163 $ 7,345 $ 7,525 $ 7,713 $ 7,908 $ 8,106 Librarian I Office Coordinator $ 8,106 60 Business License Officer $ 6,654 $ 6,820 $ 6,992 $ 7,163 $ 7,345 $ 7,525 $ 7,713 $ 7,908 Senior Building Technician EXHIBIT A CITY OF ARCADIA MONTHLY SALARY RANGE JULY 1, 2026 - JUNE 30, 2027 ACEA - 5.0% Range Title Step A Step B Step C Step D I Step E Step F Step G Step H Step I Step J Number 61 $ 6,B20 $ 6,992 $ 7,163 $ 7,345 $ 7,525 $ 7,713 $ 7,908 $ 8,106 $ 8,308 $ 8,516 62 Public Works Inspector $ 6,992 $ 7,163 $ 7,345 $ 7,525 $ 7,713 $ 7,908 $ 8,106 $ 8,308 $ 8,516 $ 8,730 Senior Code Services Officer 63 $ 7,163 $ 7,345 $ 7,525 $ 7,713 S 7,908 $ 8,106 S 8,308 $ 8,516 $ 8,730 $ 8,947 Assistant City Clerk Assistant Planner 64 Building Inspector $ 7,345 $ 7,525 $ 7,713 $ 7,908 $ 8,106 $ 8,308 $ 8,516 $ 8,730 $ 8,947 $ 9,170 Librarian II Senior En n rin Assistant 65 $ 7,525 $ 7,713 $ 7,908 $ 8,106 5 8,305 $ 8,516 $ 8,73J S 8,947 $ 9,170 $ 9,403 66 SeniorPubiic Works Ins ectnr $ 7,713 $ 7,908 $ 8,106 $ 8,308 $ 8,516 $ 8,730 $ 8,947 5 9,170 $ 9,403 $ 9,636 67 $ 7,908 $ 8,106 $ B 308 $ 8,516 $ 8,730 $ 8,947 $ 9.170 S 9 403 $ 9 636 $ 9.878 Fire Prevention Specialist 68 Public Works Customer $ 8,106 $ 8,308 $ 8,516 $ 8,730 $ 8,947 $ 9,170 $ 9,403 $ 9,636 $ 9,878 $10,124 Service/Administrative Supervisor Code Services Supervisor Assistant Engineer 69 Associate Planner $ 8,308 $ 8,516 $ 8,730 $ 8,947 $ 9,170 $ 9,403 $ 9,636 $ 9,878 $10,124 $10,377 Senior Building Inspector Plans Examiner 70 $ 8,516 $ 8,730 $ 8,947 $ 9,170 $ 9,403 $ 9,636 $ 9,878 $10,124 $10,377 $10,638 71 Senior Fire Prevention Specialist $ 8,730 $ 8,947 $ 9,170 $ 9,403 $ 9,636 $ 9,878 $10,124 $10,377 $10,638 $10,905 72 $ 8,947 $ 9,170 $ 9,403 $ 9,636 $ 9,878 $ 10,124 $10,377 $10,638 $10,905 $11,173 73 Principal Librarian $ 9.170 $ 9,403 $ 9,63 $ 9,878 $ 10,124 $10,377 $10,638 $10,905 $11.173 $11.451 74 Associate Civil Engineer $ 9,401 $ 9,634 $ 9,874 $10,123 $10,375 $10,633 $10,901 $11,173 $11,451 $11,739 75 Senior Planner $ 9,634 $ 9,874 $ 10,123 $10,375 $10,633 $10,901 $11,173 $11,451 $11,739 $12,033 76 $ 9,874 $10 123 $10,375 $10,633 $10,901 $11,173 $11,451 $11 739 $12,033 $12,333 77 Senior Civil Engineer $ 10,123 $10,375 1 $10,633 $10,900 $11,174 $11,451 $11,738 $12,033 $12,333 $12,641 78 $ 10,375 $10,634 1 $10.901 $11,173 $11,452 $11,738 $12,032 $12,333 $12,640 $12,958 Salaries are effective the beginning of the pay period containing July 1, 2026