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CITY COUNCIL AGENDA REPORT
City of Anaheim
HUMAN RESOURCES DEPARTMENT
DATE: NOVEMBER 15, 2022
FROM: HUMAN RESOURCES DEPARTMENT
SUBJECT: ADOPTION OF THREE MEMORANDA OF UNDERSTANDING
BETWEEN THE CITY OF ANAHEIM AND THE ANAHEIM
MUNICIPAL EMPLOYEES ASSOCIATION INCLUDING
GENERAL EMPLOYEES, CLERICAL EMPLOYEES, AND
PART-TIME UNIT
ATTACHMENT (Y/N): YES ITEM # 29
RECOMMENDATION:
That the City Council, take the following actions:
1. by three Resolutions, adopt three separate Memoranda of Understanding establishing the terms and conditions of employment for classifications in the i) General Employees, ii) Clerical Employees, and iii) Part-Time Unit represented by the Anaheim Municipal Employees Association (“AMEA”) effective June 24, 2022 through July 3, 2025; and
2. by Motion, amend the Fiscal Year 2022/2023 budget by $3,350,800.
DISCUSSION:
The Memoranda of Understanding (“MOUs”) between the City of Anaheim and the Anaheim Municipal Employees Association, General Employees, Clerical Employees, and Part-Time Unit, expired on June 23, 2022. Over the last four months, the City’s labor negotiator has worked under City Council authority to meet and confer with the AMEA. The MOUs presented for City Council adoption reflect the tentative agreements reached with the AMEA that were subsequently ratified by the AMEA members on November 2, 2022.
The AMEA represents a total of approximately 784 full-time and part-time employees organized into three units 1) General Employees Unit, 2) Clerical Employees Unit, and 3) Part-Time Unit. These employees serve in a wide range of classifications in every City department. The General Employees Unit includes 324 incumbents serving in 84 different classifications, such as Assistant Engineer, Assistant Planner, Code Enforcement Officer, Forensic Specialist, Housing Specialist, Librarian, Plans Examiner, Security Officer, and Vehicle Technician. The Clerical Employees Unit includes 162 incumbents serving in 41 different classifications in roles such as Accounting Specialist, Office Specialist, Police and Fire Dispatchers, Police Records Specialist, and Senior Storekeeper. There are 298 incumbents in the Part-Time Unit that Adoption of Memoranda of Understanding Between the City of Anaheim and the Anaheim Municipal Employees Association November 15, 2022
includes 31 classifications, many of which are the part-time equivalents of the full-time classifications, as well as Library Page, Park Ranger, Program Specialist, and Traffic Control Assistant.
Major provisions of the MOU for the General and Clerical Units include:
Term of MOU: Three year term from June 24, 2022 through July 3, 2025; Wages: A total of 10.5% wage increase over the three year term of the contract that includes fiscal year 2022/23 through FY 2024/25 (4.0%, 3.0%, 3.5%), with initial wages effective June 24, 2022;
Retirement Health Savings Account (RHSA): Effective the pay period that includes July 1, 2023, employee contribution will be reduced by 1% of the employee’s gross pay and the City’s contribution will increase by 1% of the employee’s base pay;
Certification Pay: $700 per year and $1,200 per year certification pay for certain regular employees in the Police Communications Bureau upon obtaining an Intermediate or Advanced POST Professional Public Safety Dispatcher Certification, respectively;
Boot Allowance: Increase the annual Safety Boot Allowance by $75 for a total of $300;
Major provisions of the MOU for the Part-Time Unit include:
Term of MOU: 3 year term from June 24, 2022 through July 3, 2025; Wages: A total of 10.5% wage increase over the three year term of the contract that includes fiscal year 2023/23 through FY 2024/25 (4.0%, 3.0%, 3.5%), with initial wages effective June 24, 2022;
Adjust the hourly rate of pay for part-time classifications to maintain parity with full-time equivalent classifications;
Part-Time Permit Technician: Certification pay of two hundred and fifty dollars ($250) per year upon obtaining a Permit Technician Certification; Part-Time Code Enforcement Officer II: Certification pay of $375 per year upon obtaining a Code Enforcement Officer Certificate – Module II (Intermediate) and $750 upon obtaining the Code Enforcement Officer Certification – Module III (Advanced);
Shift Differential: Increase the shift differential premium by $0.50 for a total of $0.75 per hour for certain part-time classifications;
Bilingual Pay: Increase the hourly bilingual pay premium for part-time employees who are assigned bilingual duties based on their ability to speak, read, and/or write in other languages; and
Holidays: Compensate at the rate of 1½ times the employee’s regular hourly rate of pay when performing authorized work on President’s Day, Memorial Day, and Veterans Day.
In addition to the foregoing, salary relationships within each unit were adjusted to achieve the following: 1) designate journey-level positions as the benchmark classification, 2) address pay disparities between part-time classifications that have full- Adoption of Memoranda of Understanding Between the City of Anaheim and the Anaheim Municipal Employees Association November 15, 2022
time equivalent classifications, and 3) establish salary relationships to include 17 classifications that were added to the Part-Time Unit through a unit modification process certified on May 19, 2022. The tentative agreements also include general cleanup of classifications to reflect current position titles and deletion of obsolete job classifications.
The tentative agreements also provide clarifying or new language on issues of employment related to other administrative provisions, including a comprehensive language cleanup. A red-line copy of the MOU reflecting the agreed changes is included with this report.
IMPACT ON BUDGET:
The General Fund impact of the three AMEA MOUs in Fiscal Year 2022/2023 is estimated to be $3,350,800 and $18,753,000 over the three-year term of the agreement, of which approximately 55% is General Fund. Funding will come from additional revenues or other expenditure savings by the respective departments. The City’s FY 2022/2023 budget will be amended accordingly to support this recommendation.
Respectfully submitted,
Linda N. Andal
Human Resources Director
Attachments:
1. Resolution – General Employees
2. Memorandum of Understanding – General Employees
3. Memorandum of Understanding – General Employees - redlined
4. Resolution – Clerical Employees Unit
5. Memorandum of Understanding –Clerical Employees
6. Memorandum of Understanding –Clerical Employees - redlined
7. Resolution – Part-Time Unit
8. Memorandum of Understanding – Part-Time Unit
9. Memorandum of Understanding – Part-Time Unit - redlined