i
MEMORANDUM OF UNDERSTANDING
between the
INTERNATIONAL BROTHERHOOD OF
ELECTRICAL WORKERS
LOCAL 47
and the
CITY OF ANAHEIM
January 1, 2023 through January 1, 2026
ii
TABLE OF CONTENTS
ARTICLE 1 - PREAMBLE ..................................................................................... 1 ARTICLE 2 - PURPOSE ....................................................................................... 1 ARTICLE 3 - UNION RECOGNITION ................................................................... 1 ARTICLE 4 - SCOPE ............................................................................................ 1 ARTICLE 5 - MANAGEMENT RIGHTS ................................................................ 2 ARTICLE 6 - EMPLOYEE RIGHTS ...................................................................... 2 ARTICLE 7 - NOTIFICATION ............................................................................... 3 ARTICLE 8 - CONSULTATION............................................................................. 3 ARTICLE 9 - MEET AND CONFER ...................................................................... 3 ARTICLE 10 - MEMORANDUM OF UNDERSTANDING ...................................... 4 ARTICLE 11 - DISCUSSION ................................................................................ 4 ARTICLE 12 - CHECK-OFF .................................................................................. 4 ARTICLE 13 - UNION ORGANIZATION ............................................................... 4 ARTICLE 14 - COMPENSATION.......................................................................... 6 ARTICLE 15 - CLASSIFICATION ......................................................................... 7 ARTICLE 16 - APPROPRIATE SALARY STEP .................................................... 7 ARTICLE 17 - SALARY RELATIONSHIPS ......................................................... 10 ARTICLE 18 - HOURS OF WORK AND PAY DAY ............................................. 11 ARTICLE 19 - ADJUSTED HOURS .................................................................... 12 ARTICLE 20 - TEMPORARY UPGRADE ........................................................... 12 ARTICLE 21 - PAYROLL DEDUCTIONS ........................................................... 14 ARTICLE 22 - GENERAL ................................................................................... 14 ARTICLE 23 - APPOINTMENTS AND PROMOTIONS ...................................... 15 ARTICLE 24 - EMPLOYMENT LISTS ................................................................. 17 ARTICLE 25 - PROBATION ............................................................................... 17 ARTICLE 26 - OUTSIDE EMPLOYMENT ........................................................... 19 ARTICLE 27 - SERVICE AWARDS .................................................................... 19 ARTICLE 28 - TRAINING ................................................................................... 19 ARTICLE 29 - SUSPENSION, DEMOTION, AND DISMISSAL .......................... 19 ARTICLE 30 - REASSIGNMENT, LAYOFF, AND RE-EMPLOYMENT .............. 21 ARTICLE 31 - TRANSFER ................................................................................. 22 iii
ARTICLE 32 - REINSTATEMENT ...................................................................... 23 ARTICLE 33 - VOLUNTARY DEMOTION .......................................................... 23 ARTICLE 34 - BEREAVEMENT LEAVE ............................................................. 24 ARTICLE 35 - HOLIDAYS .................................................................................. 25 ARTICLE 36 - INDUSTRIAL ACCIDENT LEAVE ................................................ 26 ARTICLE 37 - JURY DUTY AND COURT APPEARANCES .............................. 27 ARTICLE 38 - LEAVE WITHOUT PAY ............................................................... 28 ARTICLE 39 - MILITARY LEAVE........................................................................ 28 ARTICLE 40 - SICK LEAVE ................................................................................ 29 ARTICLE 41 - VACATION .................................................................................. 32 ARTICLE 42 - OVERTIME .................................................................................. 34 ARTICLE 43 - BILINGUAL PAY .......................................................................... 36 ARTICLE 44 - CALL-OUT ................................................................................... 37 ARTICLE 45 - DISTRIBUTION ........................................................................... 38 ARTICLE 46 - METER READER RULES ........................................................... 39 ARTICLE 47 - PLANNED OVERTIME ................................................................ 39 ARTICLE 48 - SHIFT DIFFERENTIAL ................................................................ 39 ARTICLE 49 - SHORT SHIFT CHANGE ............................................................ 40 ARTICLE 50 - REST PERIOD ............................................................................ 41 ARTICLE 51 - TRAVEL AND MILEAGE EXPENSE ........................................... 43 ARTICLE 52 - MEALS ........................................................................................ 43 ARTICLE 53 - POLE SWITCH OPERATION ...................................................... 45 ARTICLE 54 - UTILITY DEPARTMENT ELECTRIC CREW MAKEUP AND ASSIGNMENT ............................................................................ 46 ARTICLE 55 - LAMP REPLACEMENT ............................................................... 48 ARTICLE 56 - REPLACEMENT OF TOOLS ....................................................... 48 ARTICLE 57 - FITNESS FOR DUTY .................................................................. 50 ARTICLE 58 - STANDBY DUTY ......................................................................... 50 ARTICLE 59 - PROJECT BASED WORK ASSIGNMENTS ................................ 51 ARTICLE 60 - WATER INCENTIVE PAY PROGRAM ........................................ 51 ARTICLE 61 - SAFETY BOOT ALLOWANCE .................................................... 54 ARTICLE 62 - HIGH VOLTAGE HAZARD PAY .................................................. 54 ARTICLE 63 - NORTHERN AMERICAN ELECTRIC RELIABILITY
CORPORATION (NERC) CERTIFICATION – EDUCATIONAL
INCENTIVE PAY PROGRAM ..................................................... 55 iv
ARTICLE 64 - CLASS “A” DRIVER LICENSE CERTIFICATION PAY ................ 56 ARTICLE 65 – ELECTRICIAN AND HVAC CERTIFICATION PAY ................... 57 ARTICLE 66 - GRIEVANCE PROCEDURE ........................................................ 57 ARTICLE 67 - INSURANCE – ACTIVE EMPLOYEES ........................................ 61 ARTICLE 68 - POST RETIREMENT MEDICAL BENEFITS ............................... 66 ARTICLE 69 - PHYSICAL EXAMINATIONS ....................................................... 68 ARTICLE 70 - SAFETY COMMITTEE ................................................................ 68 ARTICLE 71 - JOINT COMMITTEE ON MEDICAL PROGRAMS ....................... 69 ARTICLE 72 - NOTIFICATION OF CONTRACTING OUT .................................. 69 ARTICLE 73 - NO STRIKE ................................................................................. 69 ARTICLE 74 - CONSTRUCTION ........................................................................ 70 ARTICLE 75 - SAVINGS CLAUSE ..................................................................... 70 ARTICLE 76 - DURATION .................................................................................. 71 APPENDIX “A” - SPECIAL PROVISIONS .......................................................... 72 APPENDIX “B” - WAGES ................................................................................... 75 APPENDIX “C” – LETTERS OF UNDERSTANDING AND LETTERS OF
AGREEMENT..…………….........................................………..84 1 ARTICLE 1 - PREAMBLE
1.1 The wages , hours, and condi tions of employment that are set forth in this Memorandum of Unders tanding (hereinafter “MOU”) have been discussed and jointly proposed by and betw een the City of Anaheim (hereinafter called “ANAHEIM”) and I .B.E.W. L ocal #47 International Brotherhood of El ectrical Workers, AFL-CIO (hereinafter “UNION”) and shall apply to a ll the employees of ANAHEIM working in the classifications set forth in Appendix “A”.
1.2 The terms and conditions of employment that are set forth in the MOU have been discussed in good faith between the staff officials of ANAHEIM and the UNION.
The UNION agrees to recommend acceptance by its members of all of the terms and condit ions of employment as set forth herein, and the staff officials of ANAHEIM agree to recommend to the Anaheim City Council that all of the terms and conditions of employ ment as set forth be incorporated in full in a resolution by City Council. Upon adoption of such a resolution, all the terms and condit ions of this MOU so incorporated shall become effective without any further action by either party.
ARTICLE 2 - PURPOSE
2.1 The objectives of the parties to this M OU are to prom ote full communication between ANAHEIM and its employees and to promote the i mprovement of employer-employee relations w ithin the municipal government by providing a uniform basis for recognizing t he right of employees to join organizations of their own choice and be represented by such organizations in their employment relationships with ANAHEIM.
ARTICLE 3 - UNION RECOGNITION
3.1 ANAHEIM hereby recognizes UNION as the bargaining representative fo r all it s members to the fullest extent allowable under Cal ifornia law applying to publi c employees. As public employees, such employees shall have the right to discuss individual problems of employment with ANAHEIM, provided that upon request of the employee, UNI ON shall be kept fully informed and have the right to be present at all such meetings between ANAHEIM and the individual.
ARTICLE 4 - SCOPE
4.1 All officers and positions of ANAHEIM are d ivided into the classified s ervice and the exempt service. The exempt service shall include the following:
4.1.1 All elected officials and members of boards and commissions.
2 4.1.2 The Anaheim City Manager, the Anaheim City Attorney, the Anaheim City Treasurer, and the Anaheim City Clerk.
4.1.3 Volunteer personnel and personnel appointed to serve without pay.
4.1.4 Architects, consultants, couns el, and others rendering t emporary professional service.
4.1.5 Such positions involving seasonal or part-time employment as may be specifically placed in the exempt s ervice b y the Human Resources Director.
4.2 The classified service shall include all oth er positions that are not spec ifically placed in the exempt service by this ARTICLE.
4.3 The provisions of t his ARTICLE and M OU shall apply only to the classified service unless otherwise specifically provided.
ARTICLE 5 - MANAGEMENT RIGHTS
5.1 Management retains, exclusively, all its inherent rights , functions , duties, and responsibilities except where specif ically limited in this document. The rights of Management include, but are not limited to, the exclusive right to con sider the merits, necessity or organization of any service or activity provid ed by law, or administrative order; determi ne the mission of its constituent departments, commissions, and boards; set standards of service, determine the procedures and standards of selection for employment and promotion; direct its employees; take disciplinary action; relieve its employees from du ty because of lac k of work or for other legitimate reasons; maintain the ef ficiency of ANAHEIM’s operations; determine the methods, means , and personnel by which AN AHEIM’s operations are to be conducted; determine the content of job classifications; take a ll necessary actions to carry out its mission in emergencies; and exercise complete control and discretion over its organization and the technology o f performing its work.
ARTICLE 6 - EMPLOYEE RIGHTS
6.1 Employees shall have all rights granted to public employees under California law.
Employees shall have the right to form, join, and par ticipate in the activities of employee organizations of their own choosing for the purpose of representation on all matters of employer-employee relations. Employees also have the right t o refuse to join or participate in the activities of employee organi zations and shall have the right to represent them selves individually in their employment relations with ANAHEIM. No employee s hall be interfered with, intimidated, restr ained, coerced, or discriminated against by ANAHEIM or by any employee organization because of his/her exercise of these rights.
3 ARTICLE 7 - NOTIFICATION
7.1 Reasonable written notice shall be given by the A naheim City Management Representative to the affected UNION, of any proposed ordinance, resolution, rule, or regulation directly relating to matters within the scope of representation to be presented to the Anaheim City Council for determination, and the UNION shall be given t he opportunity to meet with the Anaheim City Management Representative prior to submission to the Anaheim Cit y Council for determination.
7.2 In cases of emergenc y when the Anaheim City Counc il determines that an ordinance, resolution, rule , or regulation must be adopted immedi ately without prior notice or meeting with the UNION, the Anaheim City Management Representative shall provide such notice at the earliest p racticable time following the adoption of such ordinance, resolution, rule, or regulation.
ARTICLE 8 - CONSULTATION
8.1 The Anaheim City Management Representative, after consultation in good fai th with representatives of UNION, may recommend adoption of reasonable rules and regulati ons for the administration of employer -employee relations. The Anaheim City Management Representative shall consult in good faith with representatives of UNION on empl oyer-employee relations matters which affect them, including those that are not subject to meeting and conferring.
ARTICLE 9 - MEET AND CONFER
9.1 The Anaheim City Management Representative and UNION representatives, shall have the mutual obligation pers onally to me et and confer in order to exchange freely inform ation, opinions, and proposals and to endeavor to reach agreement on mat ters within the scope of representation. Nothing herein precludes the use of any impasse procedure authorized by law whenever an agreement is not reached during the meeting and conferring process and the use of such impasse procedure is mutually agreed upon by the Anaheim City Management Representative and UNION.
9.2 The Anaheim City Management Representative shall not be required to meet and confer in good faith on any subject pre -empted by f ederal or state law or by the Anaheim City Charter nor shall he/ she be required to meet and confer in good faith on Manage ment or “employee rights” as herein defined. Proposed amendments to this ARTICLE are excluded from the scope of meeting and conferring.
4 ARTICLE 10 - MEMORANDUM OF UNDERSTANDING
10.1 When the meeting and conferring process results in ag reement between t he Anaheim City Management Representative and UNION, such agreement shall be incorporated in a written M OU, and signed by the Anaheim City Management Representative and UNION representatives. The matters incorporated in the MOU shall be presented to the A naheim City Council , or its statutory representative, for determination.
ARTICLE 11 - DISCUSSION
11.1 It is the intent of bo th parties to maintain an open line of communication for the betterment of employer -employee relations. Any issue not pertaining t o grievances or grievable issues may be discussed by UNION or ANAH EIM at either party’s request.
11.1.1 ANAHEIM and UNION agree that either party may rais e, at any time, the issue of a modified workweek under the pr ovisions of this ARTICLE.
11.2 A party requesting a discussion may orally or in writing notify the other party of the subject to be discussed. Thereafter, a meeting shall be promptly arranged at which meeting not more than two (2) UN ION members and the B usiness Manager or Business Representative of the UNION may be present.
11.3 If the parties are not able to resolve t he issues after three (3) meetings, the issues will be considered dropped, unless both parties agree to meet additional times.
ARTICLE 12 - CHECK-OFF
12.1 ANAHEIM agrees to che ck-off for the payment of the regular monthly UNION dues and the regular UNION initiation fee, and to deduct such payments from the wages of all UNION memb ers and employees when authorized to do so by said members and employees, and remit such payments to the UNION in accordance with the terms of signed authorizations of such members and employees. The deduction of such dues and initiation fees, the remittal of same by ANAHEIM to the UNION, s hall constitute paym ent of said dues a nd in itiation fees by s uch members and employees of the UNION.
ARTICLE 13 - UNION ORGANIZATION
13.1 The UNION representatives are those elected or appoi nted in accordance with the c onstitution and bylaws of the UNION . ANAHEIM recognizes the UNION’s right to appoint shop stewards.
5 13.1.1 The UNION shall notify the Anaheim City Management Representative, in writing, of the names and job class titles of its officers, shop stewards and other representatives each time an election is held or new appointments are made.
13.1.2 An employee elected or appointed as an officer or shop steward of the UNION shall be required to work full-time in his/her respective job class and shall not interrupt the work of other employees.
13.2 Officers and representatives (subject to the provisions of ARTICLE 3 – UNION RECOGNITION) of the UNION shall be p ermitted to visit employee wo rk locations for the purposes of observing condi tions under which employees are working, provided such visit shall not interrupt the work of such employees, or interfere with the normal operations of the department or with est ablished safety requirements.
13.2.1 Such officers and representatives shall not enter any work location without the knowledge of the D epartment Head, Division Head, or other appropriate supervisor.
13.2.2 Solicitation of membership and all activities co ncerned with the internal management of the UNION, such as collecting dues, holding membership meetings, pr eparation of petitions or grievance mater ial, preparation of proposals, campaigning for office, conducting elections and distributing literature, shal l not be conducted during working hours.
13.3 In the event that UNION i s formally meeting and conferring with representatives of ANAHEIM on matter s within the scope of representation dur ing regular ANAHEIM business hours, a reasonable number of officers, shop stewards or other representatives of UNION shall be allowed reasonable time off without loss of compensation or other benefits.
13.3.1 Such officers, shop stewards, and representatives shall not leave their duty or workstation or assignment without the knowledge of t he Department Head, Division Head, or other appropriate manager or supervisor.
13.3.2 Such meetings are subj ect to scheduling in a manner consistent wi th operating needs and work schedules.
13.4 ANAHEIM shall furnish portions of bulletin boards at mutually agreeable, specific locations for the purpose of posting notices pertaining to UNION business.
13.4.1 All materials must be dated and must identify the UNION.
13.4.2 ANAHEIM reserves the right to determine what reasonable portion of bulletin boards is to be allocated for UNION materials.
13.4.3 If the UNION does not abide by these provi sions, it will forfeit its right to have materials posted on ANAHEIM’s bulletin boards.
6 13.5 ANAHEIM shall allow UNION to conduct meetings in ANAHEIM facilities.
13.5.1 Such meetings shall be scheduled in accordance with regulations governing use of public meeting rooms at ANAHEIM facilities.
13.6 Effective March 12, 1986, ANAHEIM and UNION agree to the following:
13.6.1 ANAHEIM will pay the regular hourly rate for regularly scheduled work hours for five (5) committee member s, when they are attending the meet and confer sessions.
13.6.2 ANAHEIM will pay employees who are released from work for UNION business at UNION expense and will bill the UNION at the employee’s regular rate of pay.
13.6.3 On days when UNION and ANAHEIM schedule meet and confer sessions shift workers on the bargaining committee will be scheduled to work the day shift.
ARTICLE 14 - COMPENSATION
14.1 The Anaheim City Management Representative shall be responsible for recommending wages, rates, and salary schedules for each job class in Appendix “A.”
14.2 Prior to any such recommendations, the Anaheim City Management Representative and UNION representatives shall meet and confer in good faith to endeavor to reach agreement on matters concerning wages, hours, and other terms and conditions of employment in classifications represented by UNION.
14.3 At such time as agreement is reached for such classificatio ns, the Anaheim City Management Representative and UNION shall jointly submit a written memorandum of such understanding, which sh all not be binding, to the Anaheim City Council for determination.
14.4 Wages for the various classifications shall be set for th in Appendix “ A” attached to this MOU and by this reference made a part hereof. The Anaheim City Management Representative will not recommend any revision or modifications to this MOU without first consulting on such recommendations with UNION.
14.5 The parties acknowledge that ANAHEIM intends to base future negotiating strategies upon the principle of di fferential a djustments and the UNION will maintain its position of across the board, non-differential bargaining.
14.6 Non-substantive revisions to republish the information contained in Appendix “ A” Wages to comply w ith the requirements of California Code of Regulations Section 570.5 may be made only after notification to Union.
7 ARTICLE 15 - CLASSIFICATION
15.1 The H uman Resources Director shall be responsible for recommending classification of all positions in the classified service on the basis of the k ind and level of the duties an d responsibi lities of the positions, to the end that all positions in the same class sh all be sufficiently alike to permit use of a single descriptive title, the same qualification requirements, the same test of competence, and the same salary schedule.
15.1.1 A job class may contain one (1) or more positions.
15.1.2 Classification of a ll positions in the classified service shall require approval of the Anaheim City Manager.
15.2 A position may be reclassified on the basis of changes in or re-evaluation of the duties, responsibilities, and/or qualification requirements of the position.
15.2.1 The Human Resources Director shall b e responsible for recommending such reclassification as he/she finds to be necessary.
15.2.2 A reclassification shall become effective upon action by the Anaheim City Manager on a Personnel Action Form.
15.2.3 Incumbents may or may not be reclassified w ith their position, based upon the recommendation of the Human Resources Director, the appropriate Department Head, and the app roval of the Anaheim City Manager.
ARTICLE 16 - APPROPRIATE SALARY STEP
16.1 Regular, full-time employees shall be eligible for consideration for merit pay increases as follows:
16.1.1 To the fourth (4
th) step of the salary schedule after completion of one (1) year of service in the third (3rd) step.
16.1.2 To the fifth (5th) step after completion of six (6) months of service in the fourth (4th) step.
16.1.3 To the sixth (6th) step after completion of six (6) months of se rvice in the fifth (5th) step.
16.1.4 To the seventh (7
th) step after completion of six (6) months of service
in the sixth (6th) step.
16.1.5 To the eighth (8th) step after completion of one (1) year of service in the seventh (7th) step, except as provided in ARTICLE 16.1.8.
8 16.1.6 To the ninth (9th) step after completion of one (1) year of service in the eighth (8th) step, except as provided in ARTICLE 16.1.8.
16.1.7 For those class ifications with a tenth (10 th) step added to the salary range effective the pay period incl uding January 1, 2024 (See Appendix A – for details), employees at the ninth (9 th) step shall be eligible to move to t he tenth (10th) step on their first merit review date occurring on o r after the effective date o f the addition of the t enth (10th) step. Except that an employee who has been on Step 9 for one year or more and is not currently on a performance improvement plan shall be advanced to the Step 10 upon its effective date.
16.1.8 In such cases as may oc cur wherein an employee shall demonstrate exceptional ability and prof iciency in performance of his/her assigned duties, said employee may be given a special merit advancement to the next higher step without regard to the minimum length of service provisions contained in this ARTICLE upon the approv al of the employee’s Department Head .
16.1.9 Certain job classes shall be designated b y an “S” before schedule numbers. Employees in these classes shall be eligible for consideration for merit pay increases to t he eighth (8 th) step after
completion of six (6) months of service in the seventh (7th) step. They shall be eligible for consider ation for merit pay increases to the ninth (9th) step after completion of six (6) months of service in the eighth (8th) step.
16.2 Merit pay increa ses shall be granted upon approval of th e employee’s Department Head for continued meritorious and efficient service and continued improvement by the e mployee in the effective performance of the duties of his/her position.
16.2.1 The effective date of the merit pay increase s shall be the first day of the pay per iod following approval as provided in ARTICLE 16.1 and completion of the minimum required ser vice in the next lower step as provided in ARTICLE 16.1.
16.3 An employee may be reduced by one (1) or more steps on the basi s of unsatisfactory work performance or conduct. Such action shall require approval of the employee’s Department Head and the Hum an Resources Director will be notified prior to final action being taken.
16.3.1 The employee may be returned to his/her former salary step at such time as deemed appropriate.
16.4 Newly hired employees shall normally be compensated at the lowest step of the salary schedule of the job class for which they were hired. ANAHEIM may hire at a higher step in the salary schedule.
16.4.1 The provisions of this ARTICL E shall also apply to re -employed and reinstated employees.
9 16.5 An incumbent employee reclass ified with his/her position to a lower job class shall retain his/her rate of pay and his/her anniversary date for purposes of merit pay increases, or shall be placed in the step of the lower salary schedule closest to his/her rate of pay. If the ninth (9th) step of the salary schedule of the lower job class is lower than the incumbent’s rate of pay, the rate of pay shall be identified as the “Y” step of the lower salary schedule. An employee compensated at the “Y” step because of a downward reclassification shall remain in the “Y” step, until such time as his/her job class is assigned to a salary schedule in which the ninth (9th) step is equivalent to or higher than the “Y” step, at which time the employee shall be placed in the ninth (9th) step.
16.6 An incumbent employee re classified with his/h er position to an equi valent job class shall retain his/her rate of pay and his/her anniversary date for purposes of merit pay increases.
16.7 An employee who is promoted or reclassified with his/her position to a higher job class shall be placed in the step of the higher salary schedule that will provide a pay increase not less than four percent (4%), except when the ni nth (9 th) step of
the higher salary s chedule provides a pay increase of less than four percent (4%), or when the entry -step of the higher salary schedule is more than four percent (4%) higher than the employee’s current rate of pay. The employee shall be given a new anniversary date for purposes of merit pay increases in accordance with the provisions of ARTICLE 16.1.
16.7.1 An employee pro moted to a formal apprenticeship classification may be appointed above the entry level step and may remain in the step to which he/she is appointed l onger than the time provided in section
16.1. 16.7.2 An employee prom oted in accor dance with the appropr iate Apprenticeship Agreement from the app rentice classification to the journey level classification shall be placed in the ninth (9th) step of the higher salary schedule.
16.8 An employee who is demoted shall be placed in the step of the lower salary schedule that will provide a reduction i n pay of not less than four percent ( 4%).
The employee shall be given a new anniversary date for purposes of meri t pay increases in accordance with the provisions of ARTICLE 16.1.
16.9 An employee in a job class which is assigned to a different salary schedule as a result of a pay adjustment shall re tain his/her same salary step status in the newly authorized salary schedule and shall retain the same anniversary date for purposes of merit pay increases.
16.10 When more than one (1) personnel action invol ving changes in an employee’s salary step status become effective on the same day, all such changes shall be in accordance with the provisions of the preceding paragraphs of this ARTICLE, and shall take place in the following order of precedence: (1) adjustment to same salary step in a new salary sched ule; (2) merit pay or reduction in step; (3) promotion, demotion, or reclassification.
10 ARTICLE 17 - SALARY RELATIONSHIPS
17.1 ANAHEIM a nd UNION a gree that wages for al l classifications represented by UNION shall be based on the salary relationships shown below:
UTILITIES AUTOMATED SYSTEMS SPECIALIST (100%)
Utilities Automated Systems Support Rep (87.5%)
ELECTRICAL UTILITY INSPECTOR
Electric Utility Inspection Supervisor (120%)
Senior Electrical Utility Inspector (115%)
Senior Water Utility Inspector (115%)
Water Utility Inspector I (85%)
Water Utility Inspector II (100%)
FACILITY AND EVENT ELECTRICIAN (100%)
Apprentice HVAC Mechanic (85%)
HVAC Mechanic (100%)
Lead Facility and Event Electrician (115%)
Lead HVAC Mechanic (115%)
HVAC/Electrician Lead Worker (120%)
HVAC/Electrical Helper (70%)
LINE MECHANIC (100%)
Apprentice Line Mechanic (85%)
Electric Crew Supervisor (117%)
Electric Field and Operations Foreman (124%)
Electrical Helper (70%)
Line Crew Supervisor (117%)
Utilities System Operator (107%)
Utilities System Operator in Training (85%)
Utilities Troubleshooter (107%)
Utilities Troubleshooter Supervisor (117%)
MAINTENANCE PIPEFITTER (100%)
Apprentice Maintenance Pipefitter (85%)
Maintenance Pipefitter B (98%)
Maintenance Pipefitter Working Supervisor (117%)
Water Field and Operations Foreman (130%)
Water Meter Repairer I (90% of Maintenance Pipefitter B) Water Meter Repairer II (93% of Maintenance Pipefitter B) Water Meter Working Supervisor (117%)
METER READER (100%)
Senior Utilities Service Representative (117%)
Utilities Service Representative (112%)
SUBSTATION ELECTRICIAN 100%
Apprentice Substation Electrician (85%)
Substation Electrician Supervisor (117%)
11 ELECTRIC METER TECHNICIAN (100%)
Apprentice Electric Meter Technician (85%)
Senior Electric Meter Technician (110%)
Electric Meter Supervisor (117%)
UTILITIES GENERATION TECHNICIAN (100%)
Generation Plaint Maintenance Working Supervisor (117%)
SUBSTATION TEST TECHNICIAN (100%)
Substation Test Technician Supervisor (117%)
Apprentice Substation Test Technician (85%)
UTILITIES CUSTOMER SERVICE REPRESENTATIVE II (100%)
Utilities Customer Service Representative I (85%)
Utilities Customer Service Representative III (105%)
Utilities Senior Customer Service Representative (115%)
WAREHOUSE AND TOOLROOM WORKER (100%)
Senior Warehouse and Toolroom Worker (112.5%)
Utilities Yard Working Supervisor (120%)
Senior Apparatus Repairer (110%)
Toolroom Technician (100%)
WATER PRODUCTION TECHNICIAN (100%)
Apprentice Water Production Technician (85%)
Water Production Technician Supervisor (117%)
Water Production and Maintenance Foreman (130%)
WATER TREATMENT OPERATOR (100%)
Laboratory Technician I (87.5%)
Laboratory Technician II (105%)
WATER SYSTEM OPERATOR (100%)
Senior Water System Operator (110%)
Water System Operator in Training (85%)
ARTICLE 18 - HOURS OF WORK AND PAY DAY
18.1 The average regular workweek for employees in classifications in Appendix “A” shall be forty (40) hours.
18.1.1 For al l employees with an average r egular workweek of forty (40) hours, the monthly rate shall be the hourly rate times 2,080 divided by twelve (12).
18.2 Regular salaries and compensation of a ll employees shall be paid on a bi weekly basis.
12 18.3 ANAHEIM and U NION agree that in c ertain instances alterna tives to the traditional work schedule {five ( 5) days/eight ( 8) hours per day } may be necessary to preserve job security. Such schedul es may be i nstalled under the following guidelines:
18.3.1 Either ANAHE IM or UNION m ay initiate discussions regarding such alternate work schedules.
18.3.2 Alternate work schedules shall not reduce service to the public.
18.3.3 Such alternate work sched ules shall be created by Letter of Understanding.
18.3.4 Unless expressly limited by Letter of Understanding such schedules may be revoked by either party upon notice to the other party.
ARTICLE 19 - ADJUSTED HOURS
19.1 ANAHEIM and the UNION recognize the need for a system of adjusted hours for employees whose work schedul e does not correspond to the established work week for payroll purposes.
19.2 The system of adjusted hours permits such employees to accrue up to twenty - four (24) positive adjusted hours (hours worked, but not paid) or twenty -four (24) negative adjusted hours (hours paid, but not worked).
19.3 ANAHEIM and UNION agr ee tha t an employee who transfers to a job where adjusted hours are not used, or who leaves ANAHEIM employment will have any accrued adjusted hours balance adjusted to zero by paying the employ ee at his/her current rate for any positiv e balance or by docki ng his/her pay for any negative balance.
19.4 Affected employees may review payroll documents prior to adjusting balances to zero.
ARTICLE 20 - TEMPORARY UPGRADE
20.1 Temporary upgrading shall be defined as the temporary assignment of a n employee to per form the work of a job cla ss which is assign ed to a salary schedule higher than his/her regular job class. Employees who ar e temporarily upgraded for a period of two (2) consecutive hours or more, and who are responsible for the full range of duties assigned to the higher level classif ication, shall be compensated at the top step (“9”) rate of the classification to which they were assigned for all hours worked in the higher job class.
20.1.1 In the event two or more employees i n the classification of Facility and Event Electrician are scheduled to work any shift for which there is no
13 Lead Facility and Event Electrician on the sh ift, one Facility and Event Electrician shall be selected for temporary up grade for the hours of the shift during which no Lead is on duty.
20.1.2 In the event two or more employees i n the classification of HVAC Mechanic are scheduled to work any shift for which there is no Lead HVAC Mechanic on the shift , one HVAC Mechanic shall be selected for temporary upgrade for the hours of the shift during which no Lead is on duty.
20.2 Employees temporarily upgraded to a higher paying position in a management class shall receive a five percent (5%) increase.
20.3 Employees upgraded int o management positions listed below shall re ceive additional compensation equivalent to one (1) hour of double ti me pay for each full day of upgrade worked. Such additional compensation shall be in lieu of, and not in addition to, any upgrade premium an employee may be entitled to under any other provision of this ARTICLE.
Chief Utilities Systems Operator
Electric Field Superintendent
Electric Utility Inspection Supervisor
Senior Utilities Systems Scheduler
Warehouse Manager
Water Field Superintendent
Water Inspection Supervisor
Water Production Superintendent
Water Quality Laboratory Supervisor
Water Systems Operations Superintendent
20.3.1 Employees upgraded to a classification listed above for less than one (1) full day shall be paid a five percent (5%) premium in accordance with the language in ARTICLES 20.1 and 20.2.
20.4 If an employee is temporarily assig ned to perform wo rk at a lower rated job classification, his/her rate of pay shall not be changed. Such t emporary assignments of work shall be made at the discretion of ANAHEIM.
20.5 All holiday and v acation and sick leave shall be paid at t he employee’s regular rate of pay.
20.6 ANAHEIM and UNION a gree that parallel moves may be made w ithin classifications in order to avoid the necessity of wor king an employee at a higher rated job classification.
20.7 An employee must be qualified for the higher position in order to be paid for upgrading. If not fully qualified, his/her time will be considered on-the-job training.
The determination of those pe rsons qualified to work in higher rat ed classifications shall be established by ANA HEIM. It is intended by both parties that lists of employees qualified for temporary upgrading shall be established and
14 that employees selected to work temporarily at a high er rated job classification shall be selected from said lists. Assignments to higher rated classifications shall be made from lists at the sole discretion of ANAHEIM, except as provided below:
20.7.1 When a lead or supervisory position on a utility field crew is to be filled by temporary upg rade, the senior av ailable qualified employee normally assigned to that crew shall be assigned to the upgrade.
20.7.2 Line Mechanics assigned to buc ket tru cks will normally not be permitted to participate in upgrade.
20.8 When an employee responds to an emergency call-out in an upgrade position to supervise a crew and is subsequently relieved and assigned to be a journey level worker, the employee shall remain compensated at the upgrade rate until the job is completed.
ARTICLE 21 - PAYROLL DEDUCTIONS
21.1 Deductions of a uthorized amounts may be made from employees’ pay for the following purposes:
21.1.1 Withholding Tax;
21.1.2 Contributions to retirement benefits;
21.1.3 Contribution to survivors’ benefits;
21.1.4 Payment of life insurance and accidental death a nd dismemberment insurance premium;
21.1.5 Payment of non-industrial disability insurance premium;
21.1.6 Payment of hospitalization and major medical insurance premium;
21.1.8 Contributions to the City Employees Annual Charities Fund Drive;
21.1.9 Payment of membership dues to UNION;
21.1.11 Deduction for UNION Political Action Committee;
21.1.12 Deduction for UNION Health Benefits Trust;
21.1.13 Other purposes as may be authorized by the City Council.
21.2 All e mployees must make and maintain arrangements for the direct deposit of biweekly pay into the financial institution of their choice via el ectronic fund transfer. Employees not participating in direct deposit as of July 1, 2023 shall not be required to participate unless and until such employees voluntarily begin participation.
ARTICLE 22 - GENERAL
22.1 It is hereby the declared personnel policy of ANAHEIM that:
22.1.1 Employment by ANAHEIM shall be based on merit and fitness, free of personal and political considerations.
15 22.1.2 Appointments, promotions, and other actions requiring the applicat ion of the merit p rinciple shall be based on systematic tests and/or evaluations.
22.1.3 Positions having similar duties and responsibilities shall be classified and compensated on a uniform basis.
22.1.4 Tenure of employees shall be subject to good beha vior, satisfactory work performance, necessi ty for the perfor mance of work, and the availability of funds.
22.2 Any action concerning an employee’s status of employment shall be processed on a Personnel Action F orm. Such status shall become effective upon action by a management employee who has resp onsibility for authorizing such action. All full-time employees shall receive a true copy of any per sonnel acti on taken concerning their status of employment.
22.3 ANAHEIM will notify UNION, and UNION shall refer such skilled and experienced personnel to ANAHEIM for necessary testing.
22.4 Job bulletins regarding classifications represented by UNION shall be sent to the UNION during recruitment periods.
22.5 ANAHEIM sh all be the sole judge of the testing, qu alification and ac ceptance procedures of all applicants for em ployment and promotion and ANAHEIM retains the right to reject any applicant for employment; PROVIDED, HOWEVER, that no test or qualification procedures utilized by ANAHEIM or refusal to accept for employment shall be done to discriminate for or against an applicant because of UNION or non-UNION membership or because any protected category under state or federal law, except where age or lack of physical abi lity is a bona f ide occupational qualification.
ARTICLE 23 - APPOINTMENTS AND PROMOTIONS
23.1 Appointments and promotions shall be based on merit and fitness to be ascertained so far as pract icable by competi tive examinations. Examinations shall be used and conducted to aid in t he selection of qualified employees, and shall consist of recognized selection techniques, which w ill, in the opinion of the Human Resources Director, fairly test the qualifications of candidates.
23.2 Minimum standards of employ ment for each j ob class shall be approved by the Human Resources Director.
23.3 Vacancies in positions above the entry level shall be fi lled by promotion whenever one (1) or more qualified candidates are available, except when a qualified, work -disabled emplo yee is placed in such position according to the Vocational Rehab ilitation Administration Regulation. Promotions shall be on a competitive basis except whe n the Human Resources Director finds that the
16 number of employees qualified for promotion is insuffic ient to justify competition.
Appropriate consideration shall be given to promotional candidates’ qualification, record of performance, and seniority, in that order.
23.3.1 Advancement to a higher paid job class shall constitute a promotion.
23.3.2 For the purposes of this ARTICLE, appointment to an apprenticeship classification shall constitute a promotion.
23.3.3 Employees w ill be notifie d at the time promotional examinations for classifications listed in Appendix “A” are announced. The weights t o be assigned to qualification, record of performance, and seniorit y whenever a management evaluation is to be part of the selection process will be part of the notification.
23.4 Examinations for appointments and promotions shall be in such form as will fairly test the abilities and aptitudes of candidates for the duties to be performed, so that such appointments and promot ions will be solely based on qualific ations without regard political affiliation or belief, membership in or attitude t oward any employee organization, or any protected category unde r state or federal law, except where age or lack of ph ysical ability is a bon a fide oc cupational qualification.
23.5 Candidates who qualify for employment or promotion shall be placed on an eligibility list for the appropriate job class. At such times a s a department management evaluation is included in the establishment of a pro motional eligibility list , the list shall rank the eligible candidates in the order of final evaluation, and appointment from that list shall follow rank order.
23.6 When an appo intment is to be made to a vacancy, the Human Resources Director shall submit to the appropriate Department Head the names on the appropriate employment list. Appointments to vacant positions shall be made by the appropriate D epartment Head, with the concu rrence of the Human Resources Director.
23.6.1 The ap propriate Department Head, with the concurrence of the Human Resources Director, may order names removed from an eligibility list for good and sufficient reasons.
23.7 In the absence of appropriate em ployment lists, a provisional appointment may be made by ANAHEIM of a person meeting the minimum qualifications for the position. An eligibility list shall b e established within six (6) months for any regular, full-time position filled by provisional appo intment. In the event that any provisional appointee fails to qualify on the eligibility list as established within six (6) months of his/her provisional appointment, said provisional appoint ee shall have his/her employment terminated at the close of the first complete biweekly pay period following the establishment of the eligibility list.
23.8 Appointments to certain grant funded positions as designated by the City Manager may be made w ithout competitive e xaminations and/or evaluations.
Such appointments may be made by the appropriate D epartment Head (with the
17 approval of the Human Resources Direc tor and the City Manager). In the event that a grant funded appointee fails to complete c ompetitive examinations and/or evaluations and is not appointed to an ANAHEIM funded position during his/her period of empl oyment under the grant, sai d gra nt fund ed appointee shall be terminated from City employment.
23.9 ANAHEIM agrees to utilize part time meter readers only when all regular meter reader positions are filled, except during periods of recruitment (up to six (6) months after a vacancy occurs).
ARTICLE 24 - EMPLOYMENT LISTS
24.1 Employment lists, in order of their priority, shall be re -employment lists and eligibility lists.
24.2 Re-employment lists shall contain the names of regular, full-time employees laid off in good standing for lack of funds or work.
24.2.1 Names on re-employment lists shall remain for a period not to exceed one (1) year.
24.3 Eligibility lists shall be created in accordance with the provisions of ARTICLE 23 – APPOINTMENTS AND PROMOTIONS.
24.3.1 Eligibility lists m ay contain the names of one (1) or mo re persons eligible for employment.
24.3.2 Open competitive or promotional eligibilit y lists shall remain in effec t for a period of one (1) year or until depleted. Lists containing less than three (3) names may be considered depleted. Lists may be extended by the Human Resources Director for a period not to exceed one (1) additional year.
ARTICLE 25 - PROBATION
25.1 Employees appointed from eligibility lists, reinstated employees and e mployees reassigned according to t he Vocational Rehabilitation Administrative Regulation shall be subject to a period of probation. The regular period of probation shall be one (1) year unless otherwise specified for certain designated job classes.
25.1.1 Employees promoted from an apprentice job class to the journey level class in accordan ce with the appropriate Apprent iceship Agreement shall not be subject to a period of probation in the journey level class.
25.1.2 In the event an employee is assigned to light duty status or is absent from work due to a lengthy illness or injury or other reason resulting in protected l eave time during his/her probationary period, said
18 employee’s proba tionary status may be ex tended, subject to the discretion of the app ropriate Depar tment Head, beyond the regular period of probation in the amount of one (1) complete biweekly pay period for each complete biweekly pay period assigned to light duty status or lost due to such illness or injury or protected leave time.
25.1.3 Subject to the d iscretion of the appropriate Department Head, an employee’s probationary status may be extended beyond the regular probationary period for reasons other than those addressed in 25.1.2 by providing t he employee advanced written notice. In no e vent shall a probationary extension under this provision exceed six (6) months.
25.1.4 Upon successful completion of a probationary period, an employee shall be granted regular status in the classification in which the probationary period is served. Exc ept that employees in the Utilities Customer Service Represe ntative I/II classification series shall serve a probationary period as set forth below in 25.1.4.1.
25.1.4.1 Employees serving in the Utilities Custo mer Service Representative I classification shall serve an eighteen (18) month probationary period. Fo llowing successful
completion of the probation period, employees will
advance to the Utilities Customer Service Representativ e II, at which time the employee will obtain regular status and shall not be subject to a period of probation at the Utilities Customer Service Representative II level. In no event will the employee gain regular status as a U tilities Customer Service Representative I.
25.1.5 Regarding promotional probations, employees shall be eligible for step increases as defined in ARTICLE 16 – APPROPRIATE SALARY STEP (one-year promotional probation shall not impact an employee’s eligibility for step increase).
25.2 The work and conduct of probationary employees shall be subject to close scrutiny and evaluation, and, if found to be below standards satisfactory to the appointing authority, the appropriate Department Head may reject the probationer at any time during the probationary period. Such rejections shall not be subject to review or a ppeal unless such rejection is alleged to be contrary to the provisions of this MOU.
25.2.1 An employee rejected during the probationary period from a position to which he/she has been promoted or transferred shall be returned to the classification in w hich he/she has regular status unl ess the reasons for his/her failure to complete the pr obationary period would be cause for dismissal.
25.3 An employee shall be retained beyond the end of the probationary period only if the appropriate Department Head affirms that the services of the employee have been found to be satisfactory.
19 ARTICLE 26 - OUTSIDE EMPLOYMENT
26.1 An employee may engage in employment other than his/her job with ANAHEIM, if his/her Department Head determines that such outside employment d oes not interfere with the performance of assigned duties and does not constitute a conflict of interest.
ARTICLE 27 - SERVICE AWARDS
27.1 Service awards, in the form of service pins or the equivalent, shall be pres ented to employees in classifications l isted i n Appendix “A” as listed bel ow. Such service awards shall also be presented to an employee upon retirement.
Five (5) years of service;
Ten (10) years of service;
Fifteen (15) years of service;
Twenty (20) years of service;
Twenty-five (25) years of service;
Thirty (30) years of service;
Thirty-five (35) years of service;
Forty (40) years of service.
27.2 For purposes of this ARTI CLE, the term “ye ars of service” shall be define d as continuous, full-time service.
ARTICLE 28 - TRAINING
28.1 The Human Resources Director shall encourage the impr ovement of s ervice by providing employees wi th opportunities for training, including train ing for advancement and for general fitness for public service.
28.2 Reimbursement to employees for costs incurred for formalized training shall be in accordance with regulations established by the City Manager.
ARTICLE 29 - SUSPENSION, DEMOTION, AND DISMISSAL
29.1 The tenure of every employee shall be conditioned on good behavior and satisfactory work performance. An employee may have their salary step reduced or be suspended, demoted, or dismissed for good and sufficient cause.
29.2 When in the judgment of the appropriate Department Head, an employee’s work performance or conduct justifies disciplinary action short of demotion or dismissal, the employe e may be suspended without pay. Upon proposing such action, the Department Head shall file with the employee and the Human Resources Director a written notification containing a statement of the substantial
20 reasons and the effective date for the proposed action. No employee shall be suspended for more than thirty (30) consecutive calendar days at any one time.
29.3 An employee may be demoted or dismissed upon recommendation of a Division Head or other appropriat e supervisor whenever in the judgm ent of t he appropriate Department Head, the e mployee’s work or misconduct so warrants.
Upon proposing such action, the Department Head shall file with the employee and the Hum an Resources Director a written notific ation containing a statement of the substantial reasons for the proposed action and the ef fective date of the proposed action.
29.3.1 Suspension without pay pending furt her action sha ll be the status of dismissed employees appealing dismissal under the pr ovisions of ARTICLE 64 – GRIEVANCE PROCEDURE. Suc h suspension shall not exceed ninety (90) calendar days.
29.4 When an employee is dis missed as provided in this ARTICLE , ANAHEIM and UNION agree to the following accelerated procedure under the provisions o f ARTICLE 64 – GRIEVANCE PROCEDURE.
29.4.1 ANAHEIM and UNION agree that only one (1) post Skelly Hearing by the appropriate Executive o r Administrative Manager shall be held.
This hearing shall be held within ten (10) working days after the dismissal is grieved unless mutually extended.
29.4.2 If the grievance is then appealed to Step III to be submitted to an impartial arbitrator for a final and binding decision, ANAH EIM and UNION agree to:
1) Develop a standing list of mutually approv ed
arbitrators that shall in clude no more than ten (10)
mutually approved arbitrators.
2) ANAHEIM and UNION agree to re-establish the
list of arbitrators once each year in January.
3) ANAHEIM a nd UNION may remove arbitrators
from this list at any time.
4) Select the arbitrator from the standing list that
has the earliest, reasonable available hearing date,
unless the parties m utually agree to select another
arbitrator from the list.
5) Stipulate to the f ollowing submission language
when a dismissal is submitted to an impartial
arbitrator: “Was (name of employee) dismissed for
good and sufficient c ause? If not, what shall the
remedy be?”
21 ARTICLE 30 - REASSIGNMENT, LAYOFF, AND RE-EMPLOYMENT
30.1 Layoff for lack of work or lack of funds shall be on t he basis of an e valuation of qualifications, and department seniority.
30.1.1 An employee whose position has been abolished due t o lack of work or lack of funds shall be reassigned by his/her Department Head to any position within his/her department in an equivalent or lower job class for which he/she meet the minimum requirements and have department seniority over other employees in the job class. An apprentice job class is considered equivalent to the journey level job class for purposes of this AR TICLE. If the e mployee whose position has bee n abolished does not have department seni ority over othe r employees in equivalent or lower classes, he/she may be reassigned by his/her Department Head to a ny vacant pos ition within the department in an equival ent or lower job class, for wh ich the employee meets the minimum requirements. Employ ees so reassigned shall be placed in the salary step of the appropriate salary schedule closest to their rate of pay. Employees so reassigned shall be reinst ated to their former job class a nd salary st ep status when positions in their former job clas s (within their departm ent) become vacant. Such reinstatement shall be on the basis of department seniority.
30.1.2 Whenever an employee whose position has been abolished cannot be reassigned t o a vacant p osition within his/her department, the employee shall b e reassigned by t he City Manager to any vacant position in any other department in his/her job clas s or in an equivalent or lower job c lass fo r which the employee meets the minimum qualifications for employment. If an employee is reassigned to a vacant position within his/her job class in any other department, he/she shall retain his/her rate of pay. If an employee is reassigned to a vacant position in an equivalent or lower job class in an y other department, he/she may be placed in any salary step of the appropriate salary schedule that does not provide an inc rease in salary. Employees reassigned to vacant positions in an equivalent or lower job class in any other department shall be reinsta ted to their former job class and salary step status when positi ons in their form er job class (within their for mer department) become vacan t. Such reinstatement shall be on the basis of department seniority.
30.1.3 A regular, full-time employee who is subject to layoff or reassignment under the provisions of this ARTICLE shall, upon the request of the employee, be appointed to any available part-time assignment within his/her department in an equivalent or lower job class for which he/she meets the minimum qualifications.
30.1.4 An employee reassigned under ARTICLES 30.1.3 or 30.1.4 shall lose all rights, privileges, and benef its granted under the authority of this
22 MOU, except that such employee shall be reinstated to his/her former job class and salary step status (such reinstatement on th e basis of department seniority) when a position in his/her former job class becomes vacant.
30.2 Whenever an employee whose position has been abolished is not reassi gned to any vacant position, he/she shall be placed on the re- employment list for his/her job class. P ersons on the re -employment list shall be re- employed with t heir former salary step status when positions in their job class (within the department from which they were laid off) become vacant. Re- employment shall be on the basis of department seniority. Names on the re-employment lists shall remain for a period not to exceed one (1) year.
30.3 Whenever an employee is reassigned to a vacant position i n the same class, an equivalent class, or lower class as herein p rovided, he/she shall retain the sam e anniversary date for purposes of merit pay increases.
30.4 Whenever an employee is reinstated to a vacant position i n his/her former job class, or re -employed as herein provided, he/she shall be given a new anniversary date for purpos es of meri t pay increases in accordance with the provisions of ARTICLE 16 – APPROPRIATE SALARY STEP.
30.5 An employee reinstated from the re-employment list shall be conside red to have continuous service and may be credited with the amount of accumulated sick leave the employee had accrued at the time of layoff if the employe e elects to remit to ANAHEIM any payment received under the provis ions of ARTICLE 40 – SICK LEAVE.
30.6 The provisions of this ARTICLE shall apply only to regular, full-time employees in the classified service. Employees appointed to certain grant funded positions as designated by the City Manager under ARTICLE 23.8 shall be excluded from the provisions of this ARTICLE.
ARTICLE 31 - TRANSFER
31.1 A change of an employee’s place of employment from one (1) division to another or from one (1) department to another shall be considered a transfer. A change of an employee’s place of employment to a vacant po sition in a job class on the same salary schedule as his/her own job class shall al so be considered a transfer.
31.1.1 A transfer from one (1) division to another or from one (1) department to another shall require the approval of the he ad of the divis ion or department to which the employee is transferring and the Hum an Resources Director. Such a transfer shall be initiated by request of the employee to the Human Resources Director.
31.1.2 A transferred employee shall retain his/her rate of pay a nd anniversary date for purposes of merit pay increases.
23 31.1.3 In order to be tr ansferred to a job class with minimum standards of employment substantially different from those of his/her own job class, an employee shall be re quired to demonstrate his/her eligibility for employment in accordance with the provisions of ARTICL E 23 – APPOINTMENTS AND PROMOTIONS and s hall serve a new
probationary period in accordance with the provisions of A RTICLE 25 – PROBATION.
31.2 Transfers for t he betterment of employees and the best interests of ANAHEIM shall be encouraged by all echelons of management.
ARTICLE 32 - REINSTATEMENT
32.1 An employee who terminates his/her employment in good standing may be reinstated to a vacant position in his/her former job class within three (3) years of his/her termination date without going through the competitive processes.
32.1.1 An employee reinstated within thirty (30) days of his/her termination date shall be considere d t o have conti nuous service and shall b e credited with the amount of accumulated sick leave he/she had at the time of termina tion. The employee s hall be placed in his/her former salary step and shall retain hi s/her anniversary date for purposes of merit pay increases. If the anniversary date has occurred during the period of the employee’s absence, the new anniversary date shall be the first day of the next biweekly pay period following reinstatement.
32.1.2 An employee reinstated aft er t hirty (3 0) days of his/her termination date may be considered to have broken service for purposes of salary step status, and shall be considered to have broken s ervice for all other employee benefits.
32.2 An employee may be reinstated unde r the provis ions of the Vocational Rehabilitation Administrative Regulation to any vacant position for which he/she meets the minimum qualifications.
32.3 The provisions of this ARTICLE shall apply to regular, full-time employees.
ARTICLE 33 - VOLUNTARY DEMOTION
33.1 If an empl oyee takes a voluntary demotion as a result of a downward reclassification of his/her position, his/her salary step status shall be in accordance with the provisions of ARTICLE 16.5.
24 33.2 Voluntary demotions as a result of impending layoff shal l be in accordance with the provisions of ARTIC LE 30 – REASSIGNMENT, LAYOFF AND RE - EMPLOYMENT.
33.3 An employee may request a voluntary de motion for any reason. Such voluntary demotion s hall require the approval of the Department Head to which the employee will report. An employee taking such volunt ary demotion m ay be placed in any salary step of the appropriate salary schedule that does not provide an increase in salary. T he employee s hall be given a new annivers ary date for purposes of merit pay inc reases in accordance with the provisions of ARTIC LE 16 – APPROPRIATE SALARY STEP.
33.3.1 Voluntary demotions in accordance with the Vocational Rehabilitation Administrative Regulation shall be in accordance with the p rovisions of ARTICLE 33.2.
33.4 An employee who has taken a voluntary demotion to a lower job class may be reinstated to a vacant position in his/her former job class within three (3) years of the effective da te of the voluntary demotion without r e-qualifying by competitive processes.
33.4.1 An employee reinstated to his/her former job class from a voluntary demotion shall retain his/her rate of pay. If his/her rate of pay is not included in t he sal ary schedule of his/her former job class, the employee shall be placed in the salary step o f that salary schedu le which is closest to his/her rate of pay. The employee shall ret ain his/her anniversary date for purposes of merit pay increases; however, if the employee is placed in the fifth (5th) or sixth (6th) step of the salary schedule, the e mployee shall be eligible for a merit pay increase after thirteen (13) complete biweekl y pay periods or his/her regular anniversary date, whichever is sooner.
ARTICLE 34 - BEREAVEMENT LEAVE
34.1 In the event a death occurs in the family of a full-time employee, the employee shall be granted bereavement leave with pay for up to a maximum of three (3) work s hifts. “Family member” shall be defined as: any rel ative by blood or marriage who is a member of a the employee’ s household, under the same roof, and any spouse, registered dom estic partner, child (including stillbor n), parent, foster pare nt, stepparent, stepchild, sibling, grandparent, grandchild, parent -in- law, daughter-in-law, or son-in-law of the employee or t he employee’s spouse or registered domestic partner.
34.1.2 Bereavement leave may be taken within three (3) months of the date of death.
34.1.3 The City will guarantee that, in addition to the above, employees may use all available vacation on the books up to forty (40) hours. If no
25 vacation is on the books, the City guarantees the employee the ability to use up to forty (40) hours leave without pay.
34.1.4 An employee may extend the time period for using the bereavement leave as provided in Article 34.1 to six (6) months following the death of an immedi ate family member by notifying the employ ee’s supervisor within the first three (3) mon ths following th e family member’s death.
34.2 As used in this ARTICLE, registered domestic partner means that a Declaration of Domestic Partnership has been filed with the California Secretary of State.
ARTICLE 35 - HOLIDAYS
35.1 The followi ng days shal l be recognized as holiday s, and regular , full-time employees shall have these holidays off with pay:
January 1, New Year’s Day
Third Monday in January, Martin Luther King, Jr.’s Birthday Third Monday in February, Presidents’ Day
Last Monday in May, Memorial Day
July 4, Independence Day
First Monday in September, Labor Day
November 11, Veteran’s Day
Fourth Thursday in November, Thanksgiving Day
Friday after Thanksgiving
December 25, Christmas Day
Every day designated by the City Council for a p ublic feas t, thanksgiving, or holiday
35.2 In the event that a ny of the above hol idays fall on an employee’s scheduled day off, said employee shall observe the precedi ng work day or the following work day as scheduled by the Department Head to provide maximum regul ar service to the public.
35.3 Refer to the Letter of Understanding between the Parties dated December 12, 2022, attached to and forming a part of this Agreement for Article 35.3.
35.4 Refer to the Letter of U nderstanding between the Parties dated December 12, 2022, attached to and forming a part of this Agreement for Article 35.4.
35.5 In the event that any of the recognized holidays fall on a weekend, all field employees shall observe the same day.
35.6 In order to be eligible for holiday pay, an employee must be either at work or on paid leave of absence on the regul arly scheduled work day i mmediately preceding the holiday, or day observed in lieu of the holiday, and the regularly scheduled work day immediately following the holiday, or day observed in lieu of the holiday. No employee who is on suspension or unpaid l eave of absence on
26 either the regular ly scheduled workday immedi ately preceding or im mediately following the holiday, or day observed in lie u of the holiday, sha ll receiv e compensation for said holiday or day observed in lieu of the holiday.
35.7 For those employees who are assigned by management to work the Nine Plan alternate schedule:
35.7.1 If the holiday falls on the em ployee’s nine (9) hour work da y, the employee will receive only eight (8) hours of holiday pay.
35.7.2 To receive ful l pay for the hol iday, the employee shall be req uired to submit a request for one (1) hour of vaca tion or compensatory time to be char ged t o t hat day . Alternately, the em ployee may request, subject to management approval, authorization to make up the hour.
Employees so authorized shall make up the hour by working one (1) hour in addition to their regula r work shift on another day during the same FLSA work peri od and City pay period. UNION and ANAHEIM agree that such additional hour shall not be considered overtime, and the employee shall be paid at his/her regular hourly rate of pay.
35.7.3 In lieu of receiving full pay for the hol iday, an employee may request one hour of scheduled leave without pay (SLW).
35.7.4 In the event an employee makes no selection or has not been approved for a flex hour in 35.7.2, the employee shall be charged one (1) hour of vacation. In the eve nt that employee does not have sufficient vacation time to cover the hour, or in the event the employee is not eligible for vacation pay, the employee shall be charged one (1) hour of scheduled leave without pay (SLW).
ARTICLE 36 - INDUSTRIAL ACCIDENT LEAVE
36.1 In the event that any full-time employee is absent from work as a result of any injury or disease which comes under the State of Cal ifornia Work ers’ Compensation Insurance and Saf ety Act, such absence shall be considered t o be Industrial Accident Leave.
36.2 An employee on Industr ial Accident Leave shall receive compensation from ANAHEIM in an amount equal to the diff erence between temporary di sability payments mandated by the State of California Workers’ Compensation Insurance and Safety Act and the employee’s regular basic rate of pay.
36.2.1 In the event that an employee who has received or is receiving Industrial Accident Leave benef its file s a civil legal action agains t a third part y for allegedly causing or contribut ing to the cause of the injury which resulte d in the abs ence from work, the employee is required to inform the Risk Management Office of the fi ling of such legal action.
27 36.3 Industrial Accident Leave shall begin on the first day of such absence as defined in ARTICLE 36.1.
36.3.1 Industrial Accident Leave shall c ontinue during all absences due to a single injury, but not to exceed one (1) year of accumulated absence.
36.3.2 Industrial Accident Leave benef its provided b y this ARTICLE shall apply to each injury or disease as defined in ARTICLE 36.1.
36.3.3 The effective date of a permanent disability rating as awarded by the Workers’ Compensation App eals Board ends eligi bility f or Industrial Accident Leave for that particular injury or disease.
36.3.4 A w ritten statement from the treating physic ian that the em ployee’s condition is permanent and stationary or separation from ANAHEIM service ends eligibility for Industrial Accident Leave for that particular injury or disease.
36.3.5 Industrial Accident Leav e for absence due to injury or disease as defined in thi s AR TICLE shall be granted to employees only upon presentation of a physician’s certificate of treatment.
36.4 No employee shall have accrued sick leave deducted while on Industrial Accident Leave. Vacation and sic k leave shall continue to accrue for an employee on Industrial Accident Leave in accordance with the provisions of ARTICLE 40 – SICK LEAVE and the provisions of ARTICLE 41 – VACATION.
ARTICLE 37 - JURY DUTY AND COURT APPEARANCES
37.1 In t he event any full-time employee is duly s ummoned to any court for the purpose of performing jury duty, the employee shall receive his/her regular compensation for a ny regularly sch eduled working hours spent in actual performance of such service.
37.2 Whenever an employee is duly summoned to appear as a witness, except where the employee is a litigant or a defendant in a criminal case or any action brought about as a result of his/her own misconduct , the employee shall receive his/her regular compensation f or any regularly scheduled working hours spent in actual performance of such service.
37.2.1 Employees rec eiving witness fees shall remit such fees to the Collection Officer in order to be consi dered at work for payrol l purposes during time spent as such witnesses.
37.3 In the event any full -time employee who wor ks a rotating schedule, is dul y summoned to any court for the purpo se of performing jur y duty, the employee shall be placed on day -shift until the jury duty has concluded. Such employee shall be excluded from overtime opportunities while performing jury duty.
28 ARTICLE 38 - LEAVE WITHOUT PAY
38.1 An employee who is absent from work and who is not on leave with pay shall be considered to be on leave without pay.
38.1.1 An employee on leave without pay shall receive no compensation and shall accumulate no vacation or sick leave while on such leave.
38.1.2 An employee who has a need to be absent from work and who is not eligible for leave with pay may request to be placed on leave without pay. Leave without pay for a period not to exceed f orty (40) working hours may be granted by the emplo yee’s Division Head. Leave without pay in excess of fo rty (40) hours up to a maximum of twelve (12) months shall require the approval of the employee’s D epartment Head. An employee who is absent from work in excess of twelve (12) months on leave without pay shall be separated from City Service.
38.1.3 In t he event that leave without pay is granted to an employee for reasons of illness or physical incapacity due to illness or injury, ANAHEIM shall continu e t o pay for a ny health insurance benefits previously paid for by ANAHE IM for a maxi mum of twelve (12) complete months. ANAHEIM shall waive th e payment of employee premiums for any ANAHEIM-sponsored medical, dental , and l ife insurance benefit plans for a maxim um of twelve (12) complete months.
38.1.4 An employee returning to work from leave without pay shall be placed in the same salary step he/she was in prior to such leave. If s uch leave was in excess of two (2) com plete biweekly pay peri ods, the employee’s anniversary date for purposes of merit pay increases shall be changed to conform with the provisions of ARTICLE 16.1 provided that the em ployee returns to the same job class. If the employee returns to a position in a lower job class, his/her salary step status shall be determined in accordance with the provisions of A RTICLE 33 – VOLUNTARY DEMOTION.
38.1.5 An employee may request Scheduled Leave Without Pay in lieu of authorized vacation or pre- approved s ick l eave. All such reques ts shall be scheduled and taken in accordance with the best interests of ANAHEIM and the department or divi sion in which the employee is employed.
ARTICLE 39 - MILITARY LEAVE
39.1 ANAHEIM’s policy r elating to military leave and compensation s hall be in accordance with the provisions of the Military and Veterans Code of the State of California, and with any other applicable law.
29 ARTICLE 40 - SICK LEAVE
40.1 Employees shall accrue annual sick leave with pay in accordance with the following provisions:
40.1.1 Regular, full -time employees with an average regular work week of forty (40) hour s shall accrue paid sick leave at the r ate of thr ee (3) hours for each complete biweekly pay period.
40.1.2 Paid sick leave shall continue to accrue in accordance with the above provisions during any period of leave with pay.
40.1.3 An employee requesting sick leave for an absence from work a s a result of any injury or di sease which comes under the Sta te of California Workers’ Compensation In surance and Safety Act after eligibility for Industrial Accident Leave has ended shall receive maximum compensation from ANAHEM in an amount equal to the difference between temporary di sability payments mandated by the State of California Workers’ Compensa tion Insurance and Safety Act and the employee’s regular basic rate of pay.
40.2 Each employee shall have one-half (1/2) hour deducted from his/her accrued sick leave time for each one-half (1/2) hour of sick leave taken. An em ployee with a regular work day of eight (8) hours shall have eight (8) hours deducted from his/her accrued sick leave time for each regularly scheduled working day that the employee is on paid sick leave. The minimum amount of sick leave that may be taken at any given time shall be one-half (1/2) hour.
40.3 Sick leave that is accrued, but not taken, shall be accumulated.
40.3.1 Regular, full-time employees with an average r egular work week of forty (40) hours shall be paid at their regular hourly rate of pay for all hours accumulated beyond one hundred seventy-five (175) hours in each calendar year. Payment shall be made in Januar y of each year, or upon the employee’s termination of employment for any reason. A maximum of one hundred seventy -five (175 ) hours shall carry over from year to year.
40.3.2 ANAHEIM shall pay to an employee upon the employee’s termination of employment due to retirement in accorda nce with ARTICLE 65 – INSURANCE – ACTIVE EMPLOYEES o r lay off in accor dance with ARTICLE 30 – REASSIGNMENT, LAYOFF AND RE-EMPLOYMENT,
all h ours accumulated up to the maximum of one hundred sev enty- five (175) hours that may be carr ied ove r from year to year. If an employee dies wh ile employed, ANAHEIM shall pay t o his/her beneficiary, as designated by th e California Public Employees’ Retirement System (hereinafter “PERS”) records, the cash equi valent of all hours accumulated up to the maximum of one hundred seventy- five (175) hours that may be carried over from year to year.
30 40.4 An employee who has completed six (6) months as a regular, full-time employee and is continuously and totally disabl ed for more than one (1) calendar month, shall receive a disability benefit of sixty percent (60%) of his/her base rate of pay, less withholding taxes and deductible benefits. Such disability benefit shall continue during disability, up to a maximum of s ix (6) months f rom date of disability. Up on completion of thirty (30) a nd ninety (90) days of absenc e while receiving short term disability benef its, an employee will normally be required to submit a report from the treating physician explaining the nature and extent of the disabling illn ess or injuries and the prognosis and date of expected return to work. Failure to comply may result in termination of this benefit.
40.4.1 Deductible benefits include salary or other compensation paid by any employer; Workers’ Compensation Act or similar law including benefits for partial or total disability, whether per manent or temporary if benefits being recei ved are for the curren t disabling condition; a pension plan toward which ANAHEIM contributed.
40.4.2 Total disability means an employee’s complete inability to engage in his/her regular occupation.
40.4.3 Benefits are not payable unless the employee is r egularly seen and treated by a licensed physician or medical practitioner who certifies to the continuing disability.
40.4.4 ANAHEIM sha ll waive the payment of em ployee premium s for any ANAHEIM-sponsored medical, dental, and life insurance benefit plans during any biweekly pay period dur ing whic h s hort term disability benefits are paid.
40.5 In the event that any paid holiday occurs during a period when an employee is on paid sick leave, the holiday shall not be charged against the employee’s accrued sick leave. The only sick leave hours that shall be charged against an employee’s accrued sick leave shall be thos e h ours t hat the employee i s regularly scheduled to work.
40.6 An employee eligible for paid sick leave s hall be granted such leave for the following reasons:
40.6.1 Illness of the employee or physical incapacity of the employee due to illness or injury.
40.6.2 Enforced quarantine of the employee in accordance with co mmunity health regulations.
40.6.3 Medical and dental appointments during work hours. Use of sick leave for scheduled m edical and dental appointments shall require prior approval of the em ployee’s supervisor and will be gr anted in accordance with the bes t interest of ANAHEIM and the em ployee’s department or division.
40.6.4 Temporary disabilities caused by pregnancy and childbirth.
31 40.6.5 Illness of the employee’s immediate family.
40.6.6 Any additional reason required by law.
40.7 Any employee who can not perform his/her assigned duties due to illness or physical incapacity shall inform his/her immediate supervisor of t he fact and the reason therefore as soon as possible. Failure to do so within a reasonable time may be cause of denial of sick leave without pay.
40.8 In the event that an employee is absent on sic k leave, in excess of twenty-four (24) consecutive workin g hours , the employee’s D epartment Head or Division Head may r equire that the employee s ubmit to him/her a written statement by a physician licensed by the S tate of Calif ornia certifying that the employee’s condition prevented him/her from performi ng the d uties of his/her position.
Failure on the part of the employee to co mply with such a requirement may be considered grounds for disciplinary action.
40.9 In the event that an employee becomes ill during working hours and is placed on paid sick lea ve prior to the close of the workday, such paid si ck leave shall be calculated to the nearest hour.
40.10 Employees who are absent from the ir regular work shift as the result of illness or injury shall be removed from any as signed Standby and s hall not be eligible for planned overtime or emergency call-out for twenty -four ( 24) hours or the beginning of thei r n ext scheduled work shift , whichever occurs first. This provision shall not apply to sick leave absences due to pre- planned medical/dental appointments or absences to tend to the illness of imm ediate family members.
40.11 Effective December 19, 1980, accrued sick leave hours shall be entered in a new sick leave plan and reg ular, full-time employees with an average regula r work week of forty (40) hours who were employed as of that date shall have up to one hundred seventy-five (175) hours tr ansferred to the usable sick leave account.
The remainder (over 175 hours) shall be credited as follows: seventy-five percent (75%) to be reported as service credi t at retirement; twenty-five percent (25%) converted to cash value at the e mployee’s current (December 19, 1980) regular hourly rate of pay and paid with interest at retirement, l ayoff or to his/her beneficiary, as designated by PERS records if the employee dies wh ile employed.
40.11.1 Employees who retire in calendar year 1984 or thereafter shall receive service credit for all hours up to one hundred seventy-five (175).
40.11.2 An employee who has more than ten (10) year s of continuous City service may elect once each calendar year to receive all or a por tion of his/her Employee Sick Leave Trust Fund amount. When requested, such payments shall be paid in cash by separate chec k subject to standardized withholding taxes. Wh en partial payment is requested, the am ount sha ll not be less than twenty-five percent (25%) o f the balance , and a maximum of four (4) such partial
32 payments shall be allowed with the fourth payment paying the entire remaining balance in the account.
40.11.2.1 Beginning with tax year 2004 and the reafter, employees may no longer el ect to receive a portion of the Sick Leave Trust fund amount and shall be paid any remaining
balance only upon separation from City service.
40.12 If two (2) or more periods of total disability occur during a specific six (6) month elimination period for the insured long term disability plan, all such periods s hall be considered as one (1) period of continuous total disability under the f ollowing conditions:
40.13 All periods of total disability must be due to the same cause or causes; and
40.14 All recurring periods of total disability that qualify as one (1) period of continuous total disability for the insured long term disabilit y plan, shall qualify as one (1) period of continuous total disability for the ANAHEIM Disability Plan and shall not require a new one (1) month waiting per iod before ANAHEIM Disability B enefits will be paid; and
40.15 Commencement of the benefit period f or th e insured long term disability plan shall automatically terminate benefits from the ANAHEIM Disability Plan.
ARTICLE 41 - VACATION
41.1 Regular, full-time employees with an average work week of forty (40) hours shall receive annual vacation with pay in accordance with the following provisions.
41.1.1 For the first four (4) years of continuous, full-time service such employees shall accrue paid vacation at the rate of four (4) hours for each complete biweekly pay period plus two (2) hours of paid vacation at the close of the final complete biweek ly pay period of each fiscal year (106 hours or 13.25 working days per year).
41.1.2 Upon completion of fo ur (4) years of continuous, full-time service, such employees shall accrue paid vacation at the rate of five (5) hours for each complete biweekly pay period (130 hours or 16.25 working days per year).
41.1.3 Upon compl etion of eight (8) years of continuous, full-time service, such employees shall accrue paid vacation at the rat e of six (6) hours for each complete biweekly pay period (156 hours or 19 .5 working days per year).
41.1.4 Upon completion of fourteen (14) year s of continuous, f ull-time service, su ch employees shall accrue paid vacation at the rate of seven (7) hours fo r each complete biweekly pay per iod (182 hours or
22.75 working days per year).
33 41.1.5 Upon c ompletion of nineteen (19) y ears of c ontinuous, ful l-time service, such employees shall accrue paid vacation at the rate of eight (8) hours for each complete biweekly pay period (208 hours or 26 working days per year).
41.1.6 Upon com pletion of twenty -four (24) years of cont inuous, full-time service, such employees shall accrue paid vacation at the rate of nine (9) hours f or each complete biweekly pay period (234 hours or 29.25 working days per year).
41.2 Paid vacations shall continue to accrue in accord ance with the above provisions during any period of leave with pay. All vacations shall be scheduled and taken in accordance with the best interests of ANAHEIM and the department or division in which the employee is employed. The max imum amount of vacation that may be taken at any given tim e shall be that amount that has accrued to the employee concerned. The minimum amo unt of vacation that may be taken at any given time shall be one-half (1/2) hour.
41.3 An employee shall be eligible to take any accrued vacation upon completion of six (6) months of service. Each employee shall have one (1) hour deducted from his/her accrued vacation time for each hour of vacation taken. Vacation, which is accrued, but not taken, shall be accumulated.
41.4 Maximum vacation accumulations for employees with an average r egular work week of forty (40) hours shall be as follows:
41.4.1 For employees accruing vacation at the rate of one hundred six (106) hours for every twenty -six (26) complete biweekly pay periods, the maximum amount of vacation that may be accumulated shall be o ne hundred ninety (190) hours.
41.4.2 For employees accruing vacation at the rate of one hundred thirty (130) hours for every twenty -six (26) complete biweekly pay periods, the maximum amount of vacation that may be a ccumulated shall be two hundred forty (240) hours.
41.4.3 For employees accruing vacation at t he rate of one hundred fifty -six (156) hours for every twenty -six (26) com plete biweekly pay periods, the maximum amount of vacation that may be accumulated shall be two hundred ninety (290) hours.
41.4.4 For employees accruing va cation at the rate of one hundred eighty- two (182) hours for every twent y-six (26) complete biweekl y pay periods, the maximum amount of vacation that may be accumulat ed shall be three hundred forty (340) hours.
41.4.5 For employees ac cruing vacation at t he rate of two hundred eight (208) hours for every twenty -six (26) comple te biweekly pay periods, the maximum amount of vacation that may be accum ulated shall be three hundred ninety (390) hours.
34 41.4.6 For employees accruing vacation at the rate of two hundred thirty-four (234) hours for every twenty-six (26) complete biweekl y pay periods, the maximum amount of vacation that may be accumulated shall be four hundred forty (440) hours.
41.5 Employees shall be eligible on a semi-annual basis to be compensa ted at their regular rate of pay for up to forty (40) hours vacation accrued but not ta ken, subject to the following provisions:
41.5.1 A minimum of eighty (80) hours of vacation must have been used during the previous twelve (12) months.
41.5.2 An em ployee’s request for annual v acation payoff is subject to approval by the employee’s Department Head.
41.5.3 Payment shall be made in January and July of each year.
41.6 Upon termination, an employee shall be compensated in cash at his/her current rate of pay for any vacation accrued but not taken.
41.7 In the event that any recognized holiday occurs during an employee’s vac ation, the holiday s hall not be charged against the employee’s accrued vacat ion. The only vacation hours tha t shall be charged against an employee’s accrued vacation shall be those hours that the employee is regularly scheduled to work.
41.8 Employees who terminate employment with ANAHEIM due to disability, and if subsequently rehired, shal l be credited with prior servi ce for the purpose of vacation accrual.
41.9 Employees who have compl eted four (4) years of continuous full -time service and who terminate employment with ANAHEIM and are subsequently rehired, shall be cr edited with prior ser vice for the purpose of vacati on accr ual upon completion of five (5) years of additional continuous full-time service.
ARTICLE 42 - OVERTIME
42.1 ANAHEIM and UNION recognize the obligation to maintain essential water and electric pub lic ut ility services to the resi dents, homes, and busines ses of ANAHEIM. Both parties agree that situatio ns hazardous t o the public, interruptions of service, and other emergencies occur outside scheduled working hours and that people employed in this public service are expected to work many hours outside of sc heduled work periods, and such work may be requir ed when needed. Employees who are unable to reach the normal reporting location within a reasonable time may be removed by ANAHEIM from the list of those persons to whom overtime is normally assigned.
42.2 A full-time Public Utilities Department employee who performs authorized work in excess of his/her normal work period, regular w ork week, workday, or shift shall
35 be compensated for such work at t he rate of two (2) ti mes his/her regular hourly rate of pay, except as provided in ARTICLE 42.7 and ARTICLE 49.7.
42.3 A f ull-time employee working in a department other than the Public Ut ilities Department who performs authorized work in ex cess of h is/her normal work period, regular work week, workday, or shift shall be compensated for such work at the rate of one and one- half (1 ½) times his/her regular hourly rat e of pay, except as provided for in ARTICLE 42.8.
42.4 Overtime shall be calculated to the nea rest one-quarter ( 1/4) hour of overtime worked, exc ept any overtime of less t han one- half (1/2) hour dura tion shall be calculated to the nearest one-half (1/2) hour.
42.5 All overtime must be authorized by the appropriate Division Head.
42.6 Notwithstanding the above overtime provisions, there shall be no compensation for the time spent in attending meetings of any kind wh ich are for the purpose of education or training, unless required by law. In the event ANAHEIM dir ects an employee to attend a meeting for the purpose of education or training, time spent in the meeti ng shall be considered time worked, and the employee shall be compensated accordingly.
42.7 When employees perform overtime work as Registered Disaster Service Workers at the time of a declared disaster under the “City of Anaheim Disaster Plan,” they shall be paid at the rate of one and one-half (1 ½) times their regular rate of pay for each hour worked.
42.8 A full- time employee working in a departmen t o ther than the Public Utilitie s Department w ho p erforms authorized overtime work im mediately precedi ng or upon co mpletion of a regular work shift (extension of the workday) shall be compensated for such work as follows:
42.8.1 One and one- half (1 ½) tim es the employee’s regular hourly rate of pay f or all hours worked in excess of eight (8) hours, up to and including twelve (12) hours in any workday, and
42.8.2 Two (2) times the employee’s regular hourly rate of pay for all hours worked in excess of twelve (12) hours in any workday.
42.9 When employees in the following job classes perform overtime work between the hours of 11:30 p.m. and 8:00 a.m., they shall be paid at the rate of two (2) times their regular rate of pay for such overtime hours worked be tween the hours of 11:30 p.m. and 8:00 a.m.:
Apprentice HVAC Mechanic
Facility and Event Electrician
HVAC Mechanic
HVAC/Electrician Lead Worker
Lead Facility and Event Electrician
Lead HVAC Mechanic
36 42.10 All Public Utilities Department employees who ear n overtime may elect to take it as compensatory time under the following provisions:
42.10.1 Compensatory time is earned at one and one- half (1 ½) times for each hour worked.
42.10.2 Must be designated as compensatory time when earned.
42.10.3 Once this time is designated as compensatory, it cannot be converted to another type of overtime.
42.10.4 Employees shall have the opti on of accruing u p to a maximum of eighty (80) hours compensatory time per fiscal year. Such compensatory time shall be paid off to a balance of forty (40) hours twice per fiscal year. Compensatory time shall be paid off on the last payday in December and on the last payday in June each fiscal year.
42.10.5 Any employee who separates service for any reason or promotes out of the bargaining unit shall be paid at his/her current regular rate of pay for all compensatory time accrued but not taken.
42.10.6 Compensatory time off s hall be granted in accordance with ARTICLE 41 – VACATION.
42.11 All Non-Public Utilities Department employees who earn overtime may elect to be paid by check for any overtime worked or to be paid at the rate of on e-half (1/2) times their regular hour ly rate and accrue o ne (1) hour of compensato ry ti me earned for each hour of overtime worked, subject to the following conditions:
42.11.1 Compensatory time must be so designated at the time it is earned and once designated may not be converted to another form of overtime.
42.11.2 An employee shall have the option of accruing up to a maximum of forty (40) hours compensatory tim e per fiscal year. Such compensatory time shall be paid off to a balance of twenty (20) hours twice per fiscal year. Compensatory time shall be paid off on the last payday in December and on the last payday in June each fiscal year.
42.11.3 An employee who separates service for any reas on or promotes out of the bargaining unit shall be pai d at his/her current r egular hourly rate of pay for all compensatory time accrued but not taken.
42.11.4 Requests for compensatory time off shall be revi ewed and approved in accordance with ARTICLE 41 – VACATION.
ARTICLE 43 - BILINGUAL PAY
43.1 Effective the pay period begi nning September 1, 2023 employees required to speak in Spani sh or other languages (including sign language), as well as
37 English, as part of the regular duti es of their position, will be compensated at the rate of ninety dollars ($90) per pay period in addition to their regular pay.
43.2 Effective the p ay period beginning September 1, 2023 employees required to speak, and read and/or writ e in Spanish or other la nguages(including s ign language), as well as English, as part of the regular duties o f their position, will be compensated at the rate of one-hundred ten dollars ($110) per pay period in addition to their regular pay.
43.3 The appropriate Department Head shall designate which po sitions shall be assigned bilingual duties and which languages shall be eligible for bilingual pay.
43.4 The Human Resources Direc tor shall conduct a test of competency for employees whose positions have been assigned bilingual duties t o certify these employees eligible f or bilingual pay, except that oper ating departments with authorized bilingual certifiers may conduct their own tes t of bilingual competency and notify the Human Resources Director of the outcome of the test.
43.5 Eligibility for bilingual pay shall continue in accordance with the above pr ovisions during any period of leave with pay.
ARTICLE 44 - CALL-OUT
44.1 Call-out compensation shall be in accordance with the following provisions:
44.2 All emergency call-out time s hall be calculated to the nearest one -quarter (1/4) hour of time worked.
44.3 When an employee, ass igned to a depa rtment o ther than the Public Utilit ies Department, is called out for emergency work, the employee shall be paid at the overtime rate of pay for such emergency work.
44.3.1 For employees assigned to departments other than the Public Utilities Department, a minimum of three (3) hours (including travel time) of pay at the overtime rate shall be guaranteed for each emergency call- out.
44.3.2 For employees assigned to departments other than the Public Utilities Department, forty-five (45) minutes time shall be added t o the time worked to compensate the employee for travel time incurred for each emergency call-out.
44.3.3 For employees assigned to departments other than the Public Utilities Department, a minimum of two (2) hours pay at the overtime rate shall be guaranteed for prearranged overti me, except when such overtime occurs immediately before or after a regular work period.
44.4 Public Utilities Department employees shall be g uaranteed a mi nimum of three (3) hours of pay at the overtime rate for each call-out.
38 44.4.1 Call-out time for these employees shall be calculated from the time of arrival.
44.5 Overtime work (except an extension of the regular work peri od) assigned with less than eight (8) working hours’ notice shall be considered call-out.
44.6 Employees serving in the classific ations of Utilities Troubleshooter , Utilities System Operator, and Water Systems Operator who are called out to work for a period of eight (8) hours or less before a normal scheduled shift and continue to work through the end of the scheduled shift shall be compensated at the regular
rate of pay for the regular shift and in addition, shall receive compensation equivalent to one (1) times the reg ular rate of pay per hour for the number of hours worked during the shift that are equivalent to the amount of call out time worked, up to a maximum of eight hours.
ARTICLE 45 - DISTRIBUTION
45.1 In order that overtime can be equitably distributed among employees in a given classification, ANAHEIM a nd UNIO N agree that overtime will be ass igned pursuant to the Public Utilities Departme nt policies except that employees who are unable to reach the U tilities Service Center within a reasonable time may be removed by ANAHE IM f rom the list of th ose persons to whom overtime is normally assigned.
45.2 Call-out lists shall be prepared by each pay period and posted each payday.
45.3 All overtime worked or declined shall be charged.
45.4 Each list will be gone through one (1) time before moving to the next list.
45.5 Call-out lists will consi st of Line Mechanic, Electric Cr ew Supervisor (line c rew) and Electric Crew Supervisor (service crew). The “ Evergreen” list for Electric Crew Supervisor (line crew) will be comp rised of Line Crew Supervisors a nd Electric Crew Su pervisors in ascending order of o vertime worked. The “Evergreen” list for Elect ric Crew Supervisor (service crew) will be comprised of Service Crew Supervisors and Electric Crew Supervisors in as cending order of overtime worked.
45.5.1 When calling-out an Electric Crew Supervisor (line crew), the order of calling shall be Electric C rew Supervisor (line cr ew); Electric Crew Supervisor (service crew), then Line Mechanic (upgrade).
45.5.2 When calling-out an Electric Crew Su pervisor (service crew) , the order of calling shall be Electric Crew Supervisor (service cre w) then Line Mechanic (upgrade).
39 45.5.3 For the Line Mechanic call -out list, the or der of calling shall be Standby Line Mechanic (if exi sting), Line Mechanic, Electric Crew Supervisor, Troubleshooter, and then, Troubleshooter Supervisor.
45.6 Common cal l-out lists will be created for Maintenance Pipefitter Working Supervisor.
ARTICLE 46 - METER READER RULES
46.1 An employee working i n the cla ssification of Meter Reader who has completed eight (8) units of meter book value shall be compensated at the rate of two (2) times his/her regular hourly rate of pay for each completed unit of meter book value or portion thereof that is assi gned on the same day. One (1) unit = fifty- four (54) minutes.
46.1.1 An employee working in the classification of Meter Re ader who is assigned to work his/her regularly scheduled day off shall be compensated at the rate of two (2) times his/ her regular hourly rate of pay for each completed unit of meter book value or portion thereof.
ARTICLE 47 - PLANNED OVERTIME
47.1 Planned overtime w ork for Pub lic Utilities Department employees will not be scheduled for less than four (4) hours, exce pt when such overtime work occurs immediately prior to or following a regular work period.
47.2 Employees r equired to work such pl anned overt ime immediat ely prior t o or following their regular work period shall not require assignment from the overtime list; however, th e employees’ hours worked shall be ad ded to t he overtime list.
For the purpose of this ARTICLE, “imme diately prior t o or follow ing” shall be understood to mean no more than three (3) hours.
47.2.1 Employees who are notified of cancellation of planned overtime a fter the close of their regularly scheduled work shift immediately preceding the planned overti me, shall recei ve one- half (1/2) hour pay at the appropriate overtime rate.
47.3 Planned overtime lists shall be prepared each pay period and posted each payday. The planned overtime list may be combined with the emergency call-out list as determ ined by the operating department ( e.g., Public Utilities, Public Works, or Convention Center).
47.4 All overtime worked or declined shall be charged.
ARTICLE 48 - SHIFT DIFFERENTIAL
40 48.1 All work periods regularly sche duled to begin at noon or later, bu t before 3:00 p.m., will receive a shift diffe rential of one dollar and seventy -five cents ($1.75) per hour.
48.2 All work periods regular ly scheduled to begin a t 3:00 p.m. o r lat er, but be fore 3:00 a.m., w ill r eceive a shift differential of t wo dollars and twent y-five cents ($2.25) per hour.
48.3 When a shift premium is applicable to time worked at the overtime rate of pay, the overtime rate shall be applied to the applicable shift premium.
48.4 When an employee is required to work continuously without a break beyond the end of his/her night shift, the overtime rate shall be applied to the applicable shift premium.
48.5 Shift premium shall be pay able only for hours actually worked and shal l not be paid for non-work time, such as vacations, holidays, sick leave, etc.
ARTICLE 49 - SHORT SHIFT CHANGE
49.1 For employees assigned to a department other than the Public Utilities Department, short shift changes as d efined herein shall be compen sated at the rate of one and one-half (1 ½) the employee’s regular rate of pay.
49.2 For Public Utilities Department employees, short shift changes as defined herein shall be compensated at the rate of t wo (2) times the employee’s regular rate of pay.
49.3 For Public Utilities Department employees, the first work day o n a new schedule after transfer from one schedule of working days to another without notification of such transfer at least eight (8) work hours in advance of the start ing time of the new schedule.
49.4 For employees as signed to a depar tment o ther than the Public Utilities Department, the first work day on a new schedule after transfer from one schedule of working days t o another without notificatio n of such tran sfer at least eight (8) work hours in advance of the starting time of the new schedule.
49.5 The first shift after t ransfer from one (1) eight (8) hour working shift to another without notification of such transfer at least eight (8) work hours in advance of the starting time of the new shift.
49.6 Whenever required to transfer from one schedule of working days to another with but eight (8) hours off between shifts more than once in a work week.
49.7 Except as required under FLSA, no overtime compensation shall be paid f or any hours worked on a second shift in any twenty-four (24) hour period whi ch hours are worked as a result of a regular shift rotation or which hours are worked as a
41 result of shift changes or changes in days off that were mutually agreed upon by employees for thei r own convenience. A ny changes in days off must be in the same work week.
ARTICLE 50 - REST PERIOD
50.1 ANAHEIM and UNION agree that no employee will be denied an eight (8) hour rest period after working sixteen (16) consecutive hours if the employee requests such r est p eriod because of his/her physical c ondition. Employees who have worked sixteen (16) consecutive hours may be required to take an eight (8) hour rest period in order to ensure adequate staffing levels for regular work shifts, for availability of commercial drivers, or for emergency response.
50.1.1 The sixteen (16) hours begins upon arrival at work.
50.2 A rest period of eight (8) consecutive hours or more shall be considered to be an interruption of continuous work. Rest p eriods of less than eight (8) consecutive work hours shall not be considered to be an interruption of continuous work.
50.3 Employees r esponding to emergency call -out who have had an interruption of work as defined in 50.2, shall be eligible for a rest pe riod equivale nt to the amount of call-out time the employee is enti tled to pursuant to Article 44, up to a maximum of eight (8) hours. This Article 50.3 shall apply only to employees in the following classifications called -out in accordance w ith Articles 4 4 and 4 5 and departmental policy:
Apprentice Electric Meter Technician Substation Electrician Apprentice Line Mechanic Substation Electrician Supervisor Apprentice Maintenance Pipefitter Substation Test Technician Apprentice Substation Electrician Substation Test Technician Supervisor Apprentice Substation Test Technician Utilities Yard Working Supervisor Apprentice Water Production Technician Warehouse & Tool Room Worker Electric Crew Supervisor Warehouse & Tool Room Worker Supervisor Electric Meter Supervisor Water Field & Operations Foreman Electric Meter Technician Water Meter Working Supervisor Electrical Field Operations Foreman Water Meter Repairer I & II Electrical Utility Inspector Water Production & Maintenance Foreman Laboratory Technician I & II Water Production Technician Line Mechanic Water Production Technician Supervisor
Maintenance Pipefitter Water Utility Inspector I & II
Maintenance Pipefitter Working Supervisor
Senior Electric Meter Technician
Senior Electrical Utility Inspector
Senior Warehouse & Tool Room Worker
Senior Water Utility Inspector
42 50.3.1 Example Scenario:
• Employee’s regular shift is 6:30 AM to 4:00 PM
• Employee gets a call-back for an emergency maintenance/repair at 12:30 AM • Employee arrives on site at 1:00 AM
• The repair work lasts 6.0 hours, and concludes at 7:00 AM • Employee goes home and takes rest of day off
o Employee is paid 5.5 hours of OT (double time) and .5 of Regular (normal shift start at 6:30)
o Employee is eligible for an 5.5-hour rest period, which begins at 7:00 AM and ends at 12:30 PM
o Employee is paid regular pay from 7:00 AM to 12:30 PM o Employee to use own leave time for remainder of shift, from 1:00 PM t o 4:00 PM (for the remainder of shift after half hour non-paid meal break)
50.4 Employees shall be paid at their regular hourly rate of pay for all regularly scheduled work hours, which occur during the rest period unless such employees are required to return to work. Employees required to return to work during such rest p eriods, s hall be compen sated at the overtime rate of pa y for all time worked. This overtime pay s hall be in lieu of, and no t in addition to, the regular rate of pay. Employees not required by management to return to work, but w ho choose to t ake less than the full rest period to which they are eligible, shall be paid their regular hourly rate of pay for all regularly scheduled work hours.
50.5 Mealtime will not be considered an interruption of consecutive work time nor will it be considered part of consecutive work time, except when such mealtime is a paid meal break as provided in ARTICLE 52 – MEALS.
50.6 The meal period that occurs during the regular work hours of an employee, will not be included in the computation of the eight (8) hour rest period. An employee who returns to work from a rest period that extends m ore than four (4) hours into his/her regular work shift shall be considered to have taken a meal period prior to reporting, except that such employee s hall be allowe d to observe any meal period taken by a crew to which such employee may be assigned.
50.7 The employee responsible for the crew shall determine when r est periods shall take place for employees because of their physical condition and is responsible for notifying the crewmembers. Management shall determine when rest periods are required for staffing reasons and shall notify the employee responsible for the crew.
50.8 When an employee’s rest period extends four (4) or more hours into the regularly scheduled work s hift, the employees may request vacation pay, compensatory time, or sc heduled leave wit hout pay for the remainder of the work shift.
Approval of such request shall be granted, unless maximum work load or emergency conditions exist.
50.8.1 When an employee’s rest period extends less than four (4) hours into the regularly sc heduled work shif t, the e mployee m ay request
43 vacation pay, compensatory ti me, or scheduled leave without pay for the remainder of the w ork shift. Approval of such r equest shall be granted if it is in accordance with the best int erest of ANAHEIM and the division or department in which the employee is employed.
50.9 No employee who has less than eight (8) consecutive hours off -duty in the sixteen (16) hours immediatel y preceding hi s/her regularly scheduled work shift, will be deni ed an eight ( 8) hour rest period, if the employ ee requests such rest period because of his/her physical condition. The rest period shall commence at the time the employee goes off-duty.
ARTICLE 51 - TRAVEL AND MILEAGE EXPENSE
51.1 Travel expense allow ance f or employees while on City business sha ll be provided in accordance with regulations established by the Anaheim City Manager and/or the Anaheim City Council.
51.2 ANAHEIM’s mileage reim bursement rate wi ll be the standard mileage rate established by the Internal Revenue Service. A ny increase or decrease shall be effective the first day of the second month after the date of publication by the Internal Revenue Service.
ARTICLE 52 - MEALS
52.1 Public Utilities Department employees shall e arn meal compen sation at fixed intervals during periods of call- out overtime; planned overti me; and during an extension of their regular or planned work day. Meal compensation is not earned for any hours worked during a regularly scheduled work shift.
52.2 Meal compensation shall cons ist of eighteen dollars ( $18) plus one- half (1/2) hour overtime pay.
52.2.1 Payment for meal allowance(s) shall be paid each payday through the normal payroll process for all me als earned du ring the previous pay period.
52.2.2 Meal compensation will not count as hours worked.
52.3 During CALL-OUT OVERTIME meal compensation shall be earned as follows:
52.3.1 One (1) meal compensation will be earne d for each interval of four and one-half (4 ½) consecutive hours of paid overtime completed.
52.3.2 If the employee reports for call-out overtime work within one and one- half (1 ½) hours after normal quitting tim e, and the employee w orks beyond two and on e-half (2 ½) hours after normal quitting time, one (1) meal compensation will be earned.
44 52.3.3 Employees called out to work one (1) hour or more prio r to the beginning of a regular w ork shift will be paid meal allowance for two (2) meals, plus one-half (1/2) hour overtime.
52.4 During EXTENSION OF THE RE GULAR WORKDAY, meal compensat ion shall be earned as follows:
52.4.1 An initial meal compensation will be ear ned upon compl etion of a work period consisting of two (2) consecutive hours of paid overti me; thereafter, one (1) meal compensation will be earned for each interval of four and one -half (4 ½) consecutive hours of paid overtime completed.
52.5 During PLANNED OVERTIME meal compensation shall be earned as follows:
52.5.1 Employees scheduled to w ork a planned overtime job s hall pr ovide their f irst mea l. An initial meal compensat ion will be earned upon completion of ten (10) consecutive hours of overtime wor ked (excluding the unpaid l unch break), ther eafter, one (1) meal compensation will be earned fo r each interval of four and one-half (4 ½) consecutive hours of paid overtime completed.
52.5.2 Employees scheduled to work planned overtime two (2) hours or more prior to t he begi nning of a regular shif t will earn one (1) meal compensation.
52.6 Meal breaks will be taken as determined by the crew supervisor or responsible employee considering the needs and safety of the customers, crew, and status of the job.
52.7 Each time a mea l break is taken the em ployee will have one- half (1/2) hour of overtime deducted from earned meal compensation.
52.8 ANAHEIM a nd UNION agree that the one -half (1/2) hour l unch period for day shift field crew employees will begin between 11:00 a.m. and 12:30 p.m. If the one-half (1/2) hour lunch period does not begin during that time, no lunch period will be observed during that workday, and employees will be paid one -half (1/2) hour at the overtime rate, and will be permitted to eat while working.
52.9 The City shall provide UNION employees assigned to a department other t han the Public Utilities Depa rtment adequate meal s during periods of call -out overtime, planned overti me, and during an extension of the regular or planned work day. Meal compens ation i s not earned for any hou rs worked during a regularly scheduled work shift.
52.9.1 Mealtime shall b e compensated at the appropriate overtime rate and shall normally be limi ted to thirty (30) minutes with a maximum of forty-five (45) minutes paid mealtime.
45 52.9.2 An employee may , at the employee’s request, be compensated for meals at the rate of one-half (1/2) hour of overtime pay per meal.
52.10 During EMERGENCY CALL-OUT OVERTIME a meal shall be earned as follows:
52.10.1 An employee will be provided one (1) m eal i f the employ ee reports back to emergency overtime work within one and one-half (1 ½) hours after normal quitting time and if the employee works beyond two and one-half (2 ½) hours after norm al quitting time; thereafter, an employee shall be prov ided an adequate meal at four (4) hour intervals during the performance of emergency overtime work.
52.10.2 An employee shall be provided with two (2) adequate meals if t he employee is called out on emergency overtime work one (1) hour before a sc heduled workday. If a meal has been earned under another section of this rul e wit hin two (2) hours of the scheduled workday, only one (1) meal shall be provided under this Section.
52.11 During EXTENSION OF THE REGULAR WORKDAY, a meal shall be earned as follows:
52.11.1 An employee shall receive one (1) meal if the employee i s scheduled to work overtime two (2) hours before a regular work shift.
52.11.2 An employee shall be provided an adequate meal if th e employee works two (2) hours overtime beyond the regular quitting time.
52.12 During PLANNED OVERTIME a meal shall be earned as follows:
52.12.1 Employees scheduled to wor k a planned overtime job shall provide their first meal. Mealtime for the firs t meal on planned overtime shall not be compensated and will normally occur after four (4) hours work.
Eligibility for the first City paid meal shall be aft er an additional six (6) hours are worked and , thereafter, eligibility fo r meals shall be at intervals of four (4) hours worked.
52.13 ANAHEIM and the UNION agree that the one-half (1/2) hour lunch period for day shift field crew employees will begin between 11:00 a.m. and 12:30 p.m. If the one-half (1/2) hour lunch period does not begin during that time, no lunch period will be observed during that workday, and employees will be paid one-half (1/2) hour at the overtime rate, and will be permitted to eat while working.
ARTICLE 53 - POLE SWITCH OPERATION
53.1 Qualified employees may be assigned to operate pole switches.
46 ARTICLE 54 - UTILITY DEPARTMENT ELECTRIC CREW MAKEUP AND ASSIGNMENT
54.1 ANAHEIM and the UNION agree tha t the num ber of employees on a crew shall be determined by ANAHEIM. ANAHEIM will det ermine crew size and make up, and will assign work to crews in such a manner as to ensure compliance with the requirements of state and federal law and the A NAHEIM Accident Preve ntion Manual.
54.1.1 ANAHEIM an d UNION agre e that i n the f ollowing limited in stances when ANAHEI M assigns work to crews, the minimum number of employees s hall be three (3) jo urney lev el e mployees or t wo (2) journey level employees and one (1) apprentice e mployee of an appropriate voltage step:
54.1.1.1 Installing and removing gan g-operated pole
switches.
54.1.1.2 Inter-setting poles in energized straigh t line single distribution circuits and attaching conductors.
54.1.2 ANAHEIM and UNI ON agree that in the following limited instances when ANAHEIM assigns work to crews, the minim um number of employees shall be two (2) jou rney level employees and one (1) qualified elec trical worker. A qu alified elect rical worker shall be qualified in CPR, first aid, boom truck operation, and radio procedures in order to render emergency assistance. A qualified electrical worker for purpos es of this ARTICLE is a Public Utilities Depart ment employee who is a qualified per son as defined by Title 8 of the Electrical Safety Orders who by reason of experience or instruction is familiar with the operation to be performed and the hazards involved.
54.1.2.1 Installing and removing capacitor banks from a two- (2) person aerial device in a n energ ized primary
circuit.
54.1.2.2 Installing and removing s ingle phas e and three phase tr ansformers being installed one (1) at a
time.
54.1.2.3 Constructing overhead line extensions.
54.1.2.4 Performing energized TVI work.
54.1.2.5 Moving energized overhead primary conductors.
54.1.2.6 Installing, removing, moving, s plicing, and
terminating underground primary c ircuits and
equipment.
54.1.2.7 Energizing, de-energizing, and grounding overhead and underground primary circuits and equipment.
47 54.1.2.8 Installing and removing primary risers.
54.1.3 ANAHEIM an d UNION ag ree that crew supervisors and field superintendents shall work together to improve communication and mutual understanding of work assign ment decisions. Crew supervisors shall have the sol e discretion to requ est that additional employees be assigned to a c rew when, in their p rofessional judgment, the work requires it.
54.1.4 Disputes concerning electric crew make up and assignm ent shall be referred to a join t labor -management committee for resolution. The committee s hall co nsist of the UNION Bus iness Manager and Assistant Business Manager and two (2) management
representatives from ANAHEIM.
54.2 Electric Crew Supervisors may be required to perform any and all work that is safe, including use of aerial lift devices and climbing utility poles.
54.3 Line Mechanics who were classified as “Cable Splicer s” and who were permanently assigned to an underground crew on July 6, 1989 shall continue, at the employee’s option, to be permanently assigned to an underground crew.
54.4 ANAHEIM will have electric crews th at can perfor m underground and overhead work.
54.5 Sufficient personnel will be assigned to the crews and the Control Room to safely satisfy the needs of the electric utility.
54.5.1 ANAHEIM and UNION agr ee that s afety is a n integral part of ev ery work function. All employees are required to work w ithin the provisions of any and all applicable state and federal regulations and the Public Utilities Department Accident Prevention Manual.
54.6 All electric utility personnel shall receive adequate training and work exper ience so that all employees are qualified to perform underground and overhead work.
54.7 Each employee sh all usually be assigned to an electrical crew fo r a per iod of approximately one (1) year. Each employee will be assigned to an electric crew so as to ensure experience in both overhead and underground electric work.
54.8 Line Mechanics will be given the opportunity to request assignment as the Senior Line Mechanic on an electric crew once each year. Such crew assignments shall normally be made on the basis of decreasing seniorit y and will be effective the first day of the fi rst pay period after February 1. W hen an electric crew i s temporarily not i n service for any reason, crew employees will be temporarily reassigned without regard to any seniority provisions.
54.9 Nothing her ein s hall prohibit substation crews from instal ling, terminating, splicing, or maintaining synthetic cable in substations.
48 54.10 ANAHEIM and UNION agree that t he provis ions of this AR TICLE are not intended t o change the work as signments of Utilities Trou bleshooters and Substation Crews.
ARTICLE 55 - LAMP REPLACEMENT
55.1 Lamp replacement at all fire s tations, with t he exce ption of the headquarte rs station, may be performed by personnel other than those in the UNION unit.
ARTICLE 56 - REPLACEMENT OF TOOLS
56.1 ANAHEIM shall pay seventy-five percent (75%) of the City’s cost of replacing the listed personal tools used in the normal course of duti es of Electri c Utility Field employees upon submission of receipts by employee.
56.1.1 Line Mechanic , Elect ric Cr ew Supervisor, Utilitie s Troubleshooter, and/or Utilities Troubleshooter Supervisor
56.1.1.1 Body belt, including pliers, holster, and bolt bag
56.1.1.2 Climbers
56.1.1.3 Straps and pads
56.1.1.4 Kline pliers
56.1.1.5 Skinning knife
56.1.1.6 Speed wrench (1/2 – 9/16) and (5/8 and 3/4)
56.1.1.7 Wire strippers
56.1.1.8 Side cutters
56.1.1.9 Phillips screwdrivers
56.1.2 Substation Electrician
56.1.2.1 Body belt
56.1.2.2 Kline pliers
56.1.2.3 Skinning knife
56.1.2.4 Channel lock pliers
56.1.2.5 Medium and larger common screwdriver
49 56.1.2.6 Medium and larger Phillips screwdriver
56.1.2.7 Leather tool pouch with belt
56.1.2.8 Wire strippers
56.1.2.9 Side cutters
56.1.3 Substation Test Technician
56.1.3.1 Spin tight, nut drivers
56.1.3.2 Screwdrivers
56.1.3.3 Pliers, needle nose
56.1.3.4 Pliers, linemen
56.1.3.5 Wrench, 5/32” to 7/16”
56.1.3.6 Puller, fuse
56.1.3.7 Pliers, side cutters
56.1.3.8 Wire stripper
56.1.3.9 Hammer, 502
56.1.3.10 Punch, center
56.1.3.11 Skinning knife
56.1.3.12 Hex key set
56.1.3.13 Pliers, slip joint
56.1.3.14 Phillips screwdrivers
56.1.4 Electric Meter Technician
56.1.4.1 Tool pouch (AEA)
56.1.4.2 Belt (for above)
56.1.4.3 Screwdrivers: Phillips, Flat (large), Flat (small), and Holding
56.1.4.4 Diagonal wire cutters
50 56.1.4.5 Long nose pliers
56.1.4.6 Slip joint pliers (“Channel-lock”)
561.4.7 Electricians knife
56.1.4.8 Side cutters
561.4.9 Wire strippers
ARTICLE 57 - FITNESS FOR DUTY
57.1 ANAHEIM a nd UNION are committ ed to maintenance of a safe workplace.
Employees are individually responsible and accountable for their personal fitness for duty and shall not report to duty w hile “unf it” to safely p erform assigned duties.
ARTICLE 58 - STANDBY DUTY
58.1 ANAHEIM may assign to standby duty employees in any classif ication represented by the UN ION to ensure operational effectiveness and appropriate emergency response.
58.2 An employee assigned to st andby duty for purpos es of being on call to handle emergency situations arising at times other than during normal work ing hours shall be guaranteed three (3) hours of pay at his/her regular hourly rate of pay for each calendar day of such standby duty, except as provided in ARTICLE 58.2.2.
58.2.1 Only journey-level or higher employees shall be assigned t o standby duty except that ANAHEIM may, for the purpose of familiarization and training, assign trainees to standby du ty provi ded that during any callout, the trainee is accompanied by a journey -level or hi gher employee on standby.
58.2.2 Employees assigned to standby who are assigned t o drive a City vehicle to and from home shall be compensated for actual travel time at the overtime rate up to a maximum of forty-five (45) minutes each way and shall be guar anteed two (2) hours of pay at his/her regular hourly rate of pay for each calendar day of such standby duty.
58.3 ANAHEIM s hall notify UNION at least two (2) w eeks pr ior to implementing or significantly modifying standby provisions in a work unit.
51 ARTICLE 59 - PROJECT BASED WORK ASSIGNMENTS
59.1 ANAHEIM and the UNION agree that in certain instances changes and/or waivers of MOU provisions may be necessary primarily for job security.
59.2 ANAHEIM or UNI ON may initia te a meet and confer regarding such c hanges and/or waiver s of MOU provision s and, if ne cessary pr imarily for job security, develop mutually acceptable language and/or modifications to the MOU.
59.2.1 ANAHEIM and UNION agree that such discussions shall be initiated within five (5) working day s of notice by either party, unless extended by mutual agreement.
59.2.2 ANAHEIM and UNION agree that ARTICLE 59.1 shall be invoked only when there is mutual ag reement. Either part y may decline to reopen MOU provisions.
59.3 ANAHEIM and the UNION agree that agreements reached shall be creat ed by Letter of Unders tanding requiring Departmen t Head, C ity Manager , or City Council approval, as necessary.
59.3.1 Such arrangements shall be for the duration of the project only.
59.3.2 Such agreements shall not reduce service to the public.
59.3.3 Such agreements shal l improve efficiency, effec tiveness, customer satisfaction, or cost competitiveness.
ARTICLE 60 - WATER INCENTIVE PAY PROGRAM
60.1 All current Equipment Operators in the Water Utility who agree to a ttempt the program outlined below will be reclassified to Maintenance Pipefitter B.
60.2 All current Equipment Operators in t he Water Utility who decline to participate in the program outlined below w ill remain classified as Equipment Operators in the Water Utility.
60.3 All current Maintenance Pipefitters in the Water Utility who dec line to participate in the program outlined below shall be classified to Maintenance Pipefitter B.
60.4 Employees in t he classifications of Apprentice Maintenance Pipefitter or Maintenance Pipefitter B shall be promoted without competition to Maintenance Pipefitter upon completion of the following: (a) certification as a fully qualified Maintenance Pipefitter; (b) certifi cation as a fully qual ified Equipment Operat or; and (c) possession of a Water Distribution Operator; Grade II Certificate from the State of California Department of Health Services.
52 60.5 Any Equipment Operator who participates in the program for three (3) years and does not ob tain certification as a f ully qualified Mainten ance Pipefitter will be reclassified to Equipment Operator in the W ater Utility at the conclusion of the three (3) years.
60.6 Future appointments to Maintenance Pipefitter Working Supervisor shall require achievement of all three (3) requirements outlined in ARTICLE 60.4 above.
60.2 ANAHEIM shall provide certification pay to employees in the Water Utility who possess State Water Resources Control Board (hereinafter “SWRCB”) certification in Water Treatment and/or Water Distribution or possess A merican Water Works Association (AW WA) or C alifornia Water Environment Association (CWEA) certification in Laboratory Analyst in accordanc e with the following schedule:
CLASSIFICATION Certification Level I Certification Level II Treatment Distribution LA Treatment Distribution LA
WATER PRODUCTION
Water Production &
Maintenance Foreman 3 4 NA 4 5 NA
Water Production
Technician Supervisor
3 4 N/A 4 5 N/A
Water Production
Technician
3 3 N/A 4 4 N/A
Apprentice Water
Production Technician
3 3 N/A 4 4 N/A
WATER OPERATIONS
Senior Water System
Operator
N/A 4 N/A 5 5 N/A
Water System Operator
4 4 N/A 5 5 N/A
Water System Operator in
Training 3 3 N/A 4 4 N/A
WATER T&D
Water Field & Operations
Foreman 1 4 NA 2 5 NA
53 60.7.1 An employee who has been certified at the grade level required for Level I in Water Treatment, Water Distribution, or Laboratory Analyst as specified above shall receive seventy dollars ($70) per pay period for each category in which he/she has obtained the minimum required grade level. Any employee in the classification of Water Production Foreman or Water Production Technician Supervisor with possession of a Grade III Distribution certification as of the date of ratification of this agreement, shall be eligible to continue to receive Level I pay so long as the certification remains in effect.
Maintenance Pipefitter
Working Supervisor
1 3 N/A 2 4 N/A
Maintenance Pipefitter
1 3 N/A 2 4 N/A
Apprentice Maintenance
Pipefitter 1 3 N/A 2 4 N/A
Water Meter Working
Supervisor
1 4 N/A 2 5 N/A
Water Meter Repairer II
1 3 N/A 2 4 N/A
Water Meter Repairer I
1 2 N/A 2 3 N/A
WATER INSPECTION
Senior Water Utility
Inspector 2 3 N/A 3 4 N/A
Water Utility Inspector II
2 3 N/A 3 4 N/A
Water Utility Inspector I 2 2 NA 3 3 NA
Laboratory Technician II
2 3 2 3 4 3
Laboratory Technician I
1 2 1 2 3 2
54 60.7.2 An employee who has been certified at the grade level required for Level II in Water Treatment, Water Distribution, or Laboratory Analyst as specified above shall receive one hundred dollars ($100) per pay period for each category in which he/she has obtained the minimum required grade level.
60.7.3 In no event shall an employee receive more than one hundred dollars ($100) per pay period for any category for which he/she may be eligible for certification pay.
60.7.4 Eligibility for certification pay shall continue only as long as the employee remains certified in good standing by the SWRCB.
60.8 Notwithstanding the provisions of ARTICLE 60.8 above, an employee who obtains a Grade 5 certificate in Water Treatment or Water Distribution from the SWRCB shall be paid a one-time bonus of one thousand dollars ($1,000), payable one (1) year after the date of the employee’s certification by the SWRCB. An employee must be an active, full-time employee at the time the payment is made in order to receive the bonus.
ARTICLE 61 - SAFETY BOOT ALLOWANCE
61.1 ANAHEIM shall provide an annual Safety Boot Allowance of three hundred dollars ($300) to employees in classifications represented by the UNION who are required to wear safety boots with protective toe caps that meet or exceed standards established in the “Anaheim Public Utilities Accident Prevention Manual.” ANAHEIM agrees to consider additional classifications as recommended by Departmental Safety Committees.
61.2 It is the intent of the Parties to provide the annual Safety Boot Allowance to warehouse and electric and water field employees. The specific classifications required to wear safety boots with protective toe caps that meet or exceed standards established in the “Anaheim Public Utilities Accident Prevention Manual” shall be determined by ANAHEIM.
61.3 The annual Safety Boot Allowance shall be paid on the first payday in January to each employee in a classification designated by ANAHEIM in accordance with ARTICLE 61.2 above at the time the payment is made.
ARTICLE 62 - HIGH VOLTAGE HAZARD PAY
62.1 ANAHEIM agrees to provide High Voltage Hazard Pay as follows.
62.1.1 Employees in the classifications specified below who are qualified to perform work on transmission facilities rated at transmission level voltages (69,000 volts and above); trained to perform cable splicing; and available for assignment to perform such work, shall receive High
55 Voltage Hazard Pay in the amount of five percent (5%) x Line Mechanic ninth (9th) step:
62.1.1.1 Electric Crew Supervisor
62.1.1.2 Line Mechanic
62.1.1.3 Line Crew Supervisor
62.1.1.4 Service Crew Supervisor
62.1.1.5 Utilities Troubleshooter
62.1.1.6 Utilities Troubleshooter Supervisor
62.1.1.7 Substation Electrician
62.1.1.8 Substation Electrician Supervisor
62.1.1.9 Electric Field and Operations Foreman
62.1.2 ANAHEIM shall provide training to qualify the above-mentioned classes of employees to perform work at transmission level voltages, including cable splicing, based on jointly developed safety rules, work procedures, training programs, and certification procedures.
62.1.3 ANAHEIM will provide the training within sixty (60) days following development of the procedures set forth in ARTICLE 62.2 above.
62.1.4 High Voltage Hazard Pay will begin on the first day of the pay period following completion of the training, provided, however, that employees on the payroll as of the date this MOU is adopted by the Anaheim City Council, who are in one of the classifications specified above, and who complete the training when it is initially offered by the City, shall be eligible for High Voltage Hazard Pay retroactive back to January 3, 2013.
62.1.4.1 The assignment pay shall be added to the employee’s base rate of pay for all purposes including, but not limited to, employee leaves and overtime.
62.1.4.2 Only regular, full-time employees are eligible for the High Volta ge Hazard Pay. Probationary
employees are not eligible except as provided in
the Letter of Clarification dated December 11, 2013
concerning eligibility of probationary employees. In
addition, effective September 1, 2023, an employee
in the cl assification of Apprentice Line M echanic
who is “hot certified” as d etermined by the City ,
shall be eligible for the pay.
ARTICLE 63 - NORTHERN AMERICAN ELECTRIC RELIABILITY CORPORATION (NERC) CERTIFICATION – EDUCATIONAL INCENTIVE PAY PROGRAM
63.1 ANAHEIM agrees to provide NERC Certification – Educational Incentive Pay as follows:
56 63.1.2 Employees in the classifications of Utilities Systems Operator and Utilities Generation Technician who successfully obtain, and maintain in good standing a North American Electric Reliability Corporation (NERC) System Operator Certification shall receive NERC Certification – Educational Incentive Pay consisting of four percent (4%) x Utilities Systems Operator ninth step “9” pay rate.
63.1.2.1 The certification pay shall be added to the
employee’s base rate of pay for all purposes
including, but not limited to, employee leaves and
overtime.
63.1.2.2 Only regular, full-time employees are eligible for the NERC Certification - Educational Incentive Pay.
Probationary employees are not eligible.
63.1.3 Utilities Systems Operators shall obtain and maintain in good standing a NERC Transmission System Operator Certification to be eligible for such NERC Certification - Educational Incentive Pay.
63.1.4 Utilities Generation Technicians shall obtain and maintain in good standing a NERC Generator Operator Certification to be eligible for such NERC Certification - Educational Incentive Pay.
63.1.5 Employees are not required to obtain or maintain NERC Certification and ANAHEIM is not required to provide training or paid time for employees to obtain or maintain such NERC Certification.
63.1.6 Upon a written request by an eligible employee interested in obtaining or maintaining NERC Certification, ANAHEIM shall provide online training courses in an amount sufficient to obtain and maintain NERC Certification, as applicable. Such online training courses shall be accessible via home computer. Such training time shall be voluntary and non-paid time, and ANAHEIM shall not be required to provide a home computer. ANAHEIM computer facilities may be used to prepare for initial NERC Certification or to complete continuing education courses; provided, however, ANAHEIM and UNION agree that ANAHEIM facilities are provided as a convenience to the employee, and any NERC Certification preparation and/or continuing education performed by the employee on the ANAHEIM premises shall only be conducted on non-paid time.
ARTICLE 64 - CLASS “A” DRIVER LICENSE CERTIFICATION PAY
64.1 A regular, full-time employee whose position requires possession of a Class “A” driver license shall receive Class “A” certification pay of three hundred dollars ($300) on the first day following confirmation by their Department Head that the employee possesses a Class “A” driver license in good standing.
57 64.1.1 The Class “A” certification pay shall be paid once each fiscal year on the first payday in January.
64.1.2 Probationary employees shall not be eligible for Class “A” certification pay.
64.2 ANAHEIM agrees to pay the cost of TSA screening associated with obtaining/renewing for the HazMat endorsement on Class “A” driver licenses.
ARTICLE 65 – ELECTRICIAN AND HVAC CERTIFICATION PAY
65.1 A regular, full-time employee whose position requires possession of Electrician State Certification, shall receive certification pay of $300 per calendar year, payable with pay for the second (2
nd) pay period in the calendar year, upon
receipt of proof from the employee of current certification. Additionally, an employee shall be reimbursed the cost of timely completing the certification renewal, upon submission of request and documentation of cost.
65.2 A regular, full-time employee, other than an employee in the Anaheim Public Utilities Department, whose position requires maintenance of CA HVAC EPA 608 Certification, shall receive certification pay of $300 per calendar year, payable with pay for the second (2nd) pay period in the calendar year, upon receipt of proof from the employee of current certification. Additionally, an employee shall be reimbursed the cost of timely completing the certification renewal, upon submission of request and documentation of cost.
ARTICLE 66 - GRIEVANCE PROCEDURE
66.1 The dispute resolution procedures set forth in this ARTICLE are intended for use by ANAHEIM and UNION as the parties to this MOU. No grievance may be brought under this ARTICLE unless specifically authorized in writing by UNION.
Nothing herein is intended to restrict or limit an employee from exercising any right he/she may otherwise possess under the law, independent of this MOU.
66.2 Any alleged violation of the terms and conditions of this MOU or any alleged improper treatment of an employee, or any alleged violation of commonly accepted safety practices and procedures brought forward by UNION shall be considered to be a matter subject to review through the grievance procedure and settled in accordance with the provisions of this ARTICLE. ANAHEIM and UNION may mutually agree that any alleged violation of the MOU that requires interpretation of the MOU language or a past practice shall first be submitted to non-binding mediation, prior to any submission to arbitration. This language is not intended to impede or delay the arbitration process.
66.2.1 ARTICLE 29.4 provides for an accelerated procedure under the provisions of this ARTICLE when an employee is dismissed.
58 66.2.2 Disputes related to benefits and procedures provided for under the Workers’ Compensation Laws of California, or which fall within the jurisdiction of the Workers’ Compensation Appeals Board are not subject to the grievance procedure.
662.3 Employees’ rights to representation in grievance matters under the provisions of ARTICLE 65.2 above shall be limited in the following manner:
66.2.3.1 No supervisor shall be represented in grievance matters by an employee whom he/she may
supervise.
66.2.3.2 No employee shall be represented in grievance
matters by a supervisor for whom he/she may work.
66.2.4 Performance evaluations of an overall rating of “Valued Contributor” shall not be subject to the grievance process nor through the administrative review procedure set forth in ARTICLE 65.2.5.
66.2.5 In those instances where discipline is imposed other than salary step reduction, suspension, demotion, or dismissal, IBEW may submit a written request for a review of the disciplinary action through the administrative review procedure.
66.2.5.1 Administrative Review Procedure:
The written request must be submitted to the
Human Resources Department within fourteen (14)
calendar days after receipt of notice by the
employee of the disciplinary action. The
Department Head under which the discipline was
administered shall conduct an administrative review
within fourteen (14) calendar days of submission of
the written request.
The Department Head shall review the disciplinary
action and may affirm, reverse, or modify, as
deemed appropriate, the disciplinary action. The
Department Head’s determination shall be
delivered in writing within fourteen (14) calendar
days after the administrative review. The
Department Head’s determination shall be final and
binding.
66.3 Any violation of this MOU as alleged by ANAHEIM or UNION shall be resolved between authorized representatives of ANAHEIM and UNION. In the event that the parties cannot resolve the dispute, the dispute shall, upon the request of either ANAHEIM or UNION, be referred to an impartial arbitrator for a final and binding decision.
59 66.4 All costs of arbitration services utilized for resolution of any dispute between ANAHEIM and UNION shall be borne equally by ANAHEIM and UNION.
66.5 ANAHEIM and UNION agree that awards of back pay as a result of a successful appeal from a disciplinary action shall not be considered earnings from outside employment when such employment was obtained prior to the disciplinary action, in accordance with ARTICLE 26 – OUTSIDE EMPLOYMENT and to the extent that the earnings from such employment remained constant during the employee’s absence from work.
66.6 Employee grievances submitted by UNION to ANAHEIM shall be handled in the following manner:
66.6.1 Step I. An attempt shall be made to adjust all grievances on an informal basis between the employee, his/her UNION representative, and a supervisor in the employee’s chain of command, up to and including his/her Division Head, within fourteen (14) calendar days after the occurrence of the incident involved in the grievance. The Division Head shall deliver his/her answer within fourteen (14) calendar days after conducting the Step I meeting. Grievances resulting from the actions of a department other than an employee’s work unit shall be heard by an appropriate Administrative Manager from that department.
66.6.2 Step II. If the grievance is not adjusted to the satisfaction of the UNION in Step I, it shall be submitted in writing to the employee’s Department Head or his/her designated representative within fourteen (14) calendar days after the Step I answer is received by UNION. The Department Head or his/her designated representative shall meet with the employee and his/her UNION representative within fourteen (10) calendar days after receipt of the grievance. The Department Head or his/her designated representative shall review the grievance and may affirm, reverse, or modify as deemed appropriate, the disposition made at Step I and the Step II answer shall be delivered to the UNION within fourteen (14) calendar days after said meeting.
66.6.3 Step III. If the UNION is not satisfied with the Step II answer, it shall be submitted to an impartial arbitrator for a final and binding decision (or, if the Anaheim City Manager and the UNION agree, it shall be submitted to the Anaheim City Manager for a final and binding decision.) Such submission must occur within thirty (30) calendar days after the Step II answer is received.
66.6.4 If submitted to the City Manager, the City Manager or his/her assistant shall meet with the employee and his/her UNION representative within fourteen (14) calendar days after receipt of the grievance to him/her.
The City Manager or his/her assistant may affirm, reverse, or modify as deemed appropriate, the disposition made at Step II. The City Manager or his/her assistant shall deliver his/her decision to the UNION within fourteen (14) calendar days after said meeting, and such decision shall be final and binding on both parties.
60 66.7 In order to proceed to arbitration, either ANAHEIM or UNION shall serve written notice to the other party specifying the grievance to be submitted.
66.7.1 Such written notice must be submitted no later than thirty (30) calendar days after the Step II answer is received by the other party.
66.7.2 ANAHEIM and UNION shall, thereafter, attempt to resolve the issue and select an impartial arbitrator. If an arbitrator cannot be agreed upon, ANAHEIM and UNION shall request a panel from the American Arbitration Association or any other mutually agreed upon provider. If ANAHEIM and/or UNION fails to submit jointly, or separately, the issue to the agreed upon arbitrator, the American Arbitration Association or any other mutually agreed upon provider within thirty (30) calendar days after the written notice to proceed to arbitration is received, then either ANAHEIM or UNION may take action to compel arbitration. Failure to take action to compel arbitration within sixty (60) calendar days after written notice to the other party specifying the grievance to be submitted will conclusively be deemed abandonment of the right to compel arbitration.
66.8 The arbitrator’s decision shall be final and binding on both parties, it being agreed that the arbitrator shall have no powers to add to or subtract from, nor to modify any of the terms of any MOU between ANAHEIM and the UNION and that the arbitrator’s award shall be consistent with and controlled by this MOU, the Ordinances and Charter of ANAHEIM, and the laws and Constitution of the State of California.
66.9 The arbitrator will be requested by the parties to render his/her decision in writing as quickly as possible but in no event later than thirty (30) calendar days after the conclusion of the hearings, unless the parties agree otherwise.
66.10 Any grievance not presented and/or carried forward by UNION within the time limits specified in this ARTICLE shall be deemed null and void, provided, however, UNION and ANAHEIM may agree to continue said time limits.
66.10.1 Any Step I or Step II answer not provided by ANAHEIM to UNION within the time limits specified in ARTICLES 65.6.1 and 65.6.2 above shall be deemed a waiver by CITY of Step I or Step II of the grievance process; however, UNION and ANAHEIM may agree to continue said time limits. Upon waiver by ANAHEIM of Step I or Step II, UNION may submit the grievance for consideration at the next step.
66.11 Any adoption, deletion, or revision of ANAHEIM policy as may be suggested or recommended by an employee or employee organization shall not be considered to be a matter subject to review through the grievance procedure.
66.12 An employee who has been suspended, demoted, or dismissed may be reinstated to his/her position as a result of a successful appeal through the grievance procedure. In the event of such reinstatement, the employee shall be returned to his/her former status of employment, including reinstatement of
61 seniority and accrued fringe benefits. In such cases, the City Manager may order the payment of back pay to a reinstated employee in any amount up to payment for the full period of time involved. In implementing an arbitrator’s award, the City Manager shall order the payment of back pay to a reinstated employee in the amount provided in the arbitrator’s award. It shall be conclusively presumed that there is no award of back pay to a reinstated employee unless specifically set forth in the written order of the City Manager. Any earnings of the reinstated employee from other employment during his/her period of suspension or separation shall be deducted from the amount of back pay ordered by the City Manager.
66.13 In the event any time period specified in this section ends on a holiday, a day recognized in lieu of a holiday, a Saturday, or Sunday, the time period shall be extended to the first day occurring after such days that is not a holiday, a day recognized in lieu of a holiday, a Saturday or Sunday,
ARTICLE 67 - INSURANCE – ACTIVE EMPLOYEES
67.1 Health Insurance
67.1.1 ANAHEIM agrees to offer r prepaid and/or insured health plans recommended by the Joint Committee on Medical Programs and approved by the Anaheim City Council. Health Maintenance Organization (hereinafter “HMO”) benefit schedules shall be standardized to the extent possible.
67.1.2 All eligible employees must enroll in a medical and dental plan offered by the City or show acceptable proof of alternate coverage. Any employee who fails to elect medical and dental plan coverage by the end of the open enrollment period will be automatically enrolled by ANAHEIM in a single party coverage for medical and dental plans with the lowest monthly ANAHEIM contribution.
67.1.3 For all medical plans, ANAHEIM employees who are married or in a registered domestic partnership shall be allowed only one (1) medical plan and only one (1) dental plan to cover all family members. Such ANAHEIM employee couples covered by one (1) plan shall pay no health insurance premium while both members of the employee couple are employed by ANAHEIM. Effective January 1, 1997, married City employee couples not provided the premium waiver shall have the option to elect the “opt-out” program for the dependent spouse as described in ARTICLE 66.2.2 or to direct the City to increase its normal contribution towards health coverage by an amount up to the City’s contribution towards single-party coverage.
67.1.4 Proof of marriage will be required of all employees when adding a new spouse to any current medical plan. Proof of a registered domestic partnership under the State of California shall be required of
62 all employees adding a new domestic partner to any current medical plan.
67.1.5 The Master contract between ANAHEIM and the plan administrator shall govern in the event of any disputes over any matter within the provisions of the contract.
67.1.6 The benefit schedules for the prepaid HMO health plans will not be modified unilaterally by ANAHEIM, except that each company may, from time to time, make revisions to master contract language or impose minor benefit modifications. If an imposed benefit modification results in a monthly fee increase, the cost-sharing provisions of this MOU in effect on the date the fee increase is effective shall be applied to the new fees.
67.1.7 The patient/employee responsibility under the hospital pre- authorization review process is limited to assuring proper notification has been made according to the published employer kit supplied by ANAHEIM to each employee.
67.2 ANAHEIM and Employee Contributions
67.2.1 ANAHEIM shall increase its contribution to the premiums for the various health plans each January. This contribution shall be based on the Consumer Price Index, All Items Index – Urban Wage Earners and Clerical Employees (CPI-W), for the areas identified as Los Angeles – Riverside – Orange County. The increase in ANAHEIM’s contribution shall be equal to the percent change for the year ending May of the prior calendar year plus seventy-five percent (75%) of any amount above the CPI-W. (For example, the City’s increase in contribution for calendar year 2004 shall equal the percent change in the CPI-W for the year ending May 2003, plus seventy-five percent (75%) of the amount of the health premium increase that exceeds the percent change in the CPI-W for the year ending May 2003).
67.2.2 Employees who are covered by other health plans must present proof of such coverage in order to receive one hundred twenty-five dollars ($125) per month in lieu of health benefits provided herein. This shall apply to the dependent spouse of married ANAHEIM employee couples who do not elect the premium waiver provided in ARTICLE
66.1.3. In the event an employee who has elected this option loses health coverage for any reason, and notifies ANAHEIM of such loss within the statutorily defined time period; the employee may enroll immediately in any plan offered by ANAHEIM. Employees may re- elect the “opt-out” option annually during open enrollment, or may enroll in a City sponsored health plan.
67.2.3. Employees shall be required to contribute the
difference between the total cost of any plan selected and the
63 ANAHEIM contribution for medical plans set forth in ARTICLE 67.2.1 and for dental plans set forth in ARTICLE 67.5.3.
67.3 Life Insurance
67.3.1 For Life Insurance, ANAHEIM agrees to provide fifty thousand dollars ($50,000) of group term life insurance during the term of this MOU.
67.3.1.1 Dependent coverage with an insurance volume of ten thousand dollars ($10,000) per dependent may
be added to the life insurance average at the option
of the employee.
67.3.1.2 ANAHEIM agrees to provide supplemental term life insurance of up to four hundred fifty thousand
dollars ($450,000) in increments of fifty thousand
dollars ($50,000). One hundred percent (100%) of
the cost of the supplemental term life insurance
shall be paid by the employee.
67.3.2 The City shall contribute one-half (1/2) the cost of the premium for the group term life insurance and dependent coverage. The employee shall contribute the difference between the ANAHEIM contribution and the total premium cost.
67.3.2.1 UNION and ANAHEIM agree that effective July 1, 2002, the employee’s contribution for group term
life insurance for the employee shall be paid from
the Life Insurance Rebate account. ANAHEIM
shall continue to contribute one-half (1/2) the cost
of the premium for dependent coverage and the
employee shall continue to contribute the difference
between the ANAHEIM contribution and the total
premium cost for dependent coverage.
67.3.2.2 UNION and ANAHEIM agree that payment of the
employee’s contribution for the premium for group
term life insurance from the Life Insurance Rebate
account shall continue through June 30, 2006, or
until the account is depleted, whichever occurs first.
67.3.3 An employee who retires shall receive a paid-up life insurance policy, paid for wholly by ANAHEIM, with a face value of one hundred dollars ($100) for each complete year of service and fifty dollars ($50) for more than six (6) months, but less than a complete year of service up to a maximum of two thousand dollars ($2,000).
67.3.4 Permanent and Total Disability Life Insurance Benefit:
64 67.3.4.1 An employee who is eligible to retire and who is permanently and totally disabled shall receive the
following Life Insurance benefit:
• One hundred dollars ($100) paid up life
insurance for each year of service as
provided under the Retired Life Insurance
Program.
• Decreasing term life insurance in the
amount of the employee’s Basic Life
Insurance less the paid up life insurance
described above. Such term life insurance
shall decrease by 1/60 of the original value
each month until the face value of such
insurance reaches zero (5 years).
• The permanently and totally disabled
employee shall pay no premium during the
term of this benefit.
67.3.4.2 An employee who is not eligible to retire shall receive the following Life Insurance benefit:
Decreasing term life insurance in the amount of the
employee’s Basic Life Insurance. Such term
insurance shall decrease by 1/60 of the original
amount each month until the face value reaches
zero (5 years).
The permanently and totally disabled employee
shall pay no premium during the term of this
benefit.
67.3.4.3 This language expresses the intent of the parties.
The precise language shall be prepared by
insurance attorneys.
67.4 Long-Term Disability Benefits
67.4.1 ANAHEIM agrees to pay the cost of long-term disability insurance premiums during the term of this MOU.
67.4.2 ANAHEIM shall pay the premium for employee group long-term disability insurance coverage in accordance with the provisions of any contract between ANAHEIM and any company or companies
providing such coverage.
67.5 Dental Plans
65 67.5.1 ANAHEIM agrees to continue sponsorship of the fee for service dental plan.
67.5.2 ANAHEIM agrees to continue sponsorship of prepaid dental plans.
67.5.3 ANAHEIM shall during the term of this MOU pay up to the contribution rate in effect in 2007: Single, twenty-four dollars and ninety-nine cents ($24.99); 2-Party, thirty-eight dollars and ninety-nine cents ($38.99); Family, fifty-six dollars and three cents ($56.03) towards the premium cost of the plan selected by the employee.
67.6 Short Term Disability
67.6.1 ANAHEIM agrees to continue sponsorship of the employee paid short-term disability insurance coverage for presently enrolled employees during the term of this MOU.
67.6.2 ANAHEIM agrees to provide the existing Short Term Disability plan.
ANAHEIM agrees to pay ANAHEIM’s portion of medical, dental, life, and optical insurance during absence due to illness or injury up to six (6) months.
67.7 Pensions
67.7.1 ANAHEIM shall contribute a portion of the cost of employee retirement benefits in accordance with the provisions of the contract between ANAHEIM and PERS, and in accordance with provisions of this MOU.
67.7.1.1 ANAHEIM provides Government Code section
21354.5 (“2.7% @ 55”) retirement benefits for
those eligible under the law.
67.7.1.1.1 Employees shall contribute four percent (4%) toward the employer contribution.
67.7.1.1.2 ANAHEIM shall contribute a portion of the cost of employee survivors’ benefits in accordance with the provisions of the above contract.
67.7.1.1.3 Employees shall pay the eight percent (8%) statutorily required employee contribution rate.
67.7.1.2 ANAHEIM amended the PERS Miscellaneous Plan for Anaheim City, Employer Number 303, to institute a revised defined benefit plan for covered employees hired on or after January 1, 2013. The revised defined retirement plan for those considered “new members” under the law shall consist of the “2% @ 62” defined formula (Government Code section 7522.20(a)), with a final compensation period of three (3) consecutive years (Government Code section 20037) and the employee paying the full required member contribution determined by CalPERS to equal fifty percent (50%) of the normal costs attributable
66 to the applicable retirement formula, as provided in Government Code sections 7522.30 and 20516.
67.71.2.1 UNION and ANAHEIM agree that any provision of ARTICLE 66.7.5, as amended herein, that are contrary to or inconsistent with the lawful provisions of the California Public Employees’ Pension Reform Act of 2013 shall be modified so as to cause them to be consistent with those lawful provisions through a Letter of Understanding that amends the MOU, as amended herein, and incorporated with the MOU.
ARTICLE 68 - POST RETIREMENT MEDICAL BENEFITS
68.1 ANAHEIM agrees to continue sponsorship of the Retired Employee Insurance Program through September 30, 2005. Retired employees who are receiving a post-retirement medical benefit from ANAHEIM on September 30, 2005 shall continue to receive such benefit from ANAHEIM in accordance with the provisions of the MOU between ANAHEIM and UNION that was in effect at the time of their retirement. Employees who retire on or after October 1, 2005 shall become entitled to post-retirement medical benefits solely through and under the terms of a Trust Fund established and maintained by the UNION.
68.2 UNION established a Trust n accordance with the Letter of Understanding dated August 12, 2005, included in this Agreement as Attachment “ “. The following terms and conditions provide an overview of the Agreement, but are not meant as a substitute for the Agreement. If any of the provisions of the following overview are inconsistent with the terms of the Letter of Understanding, the language of the Letter of Understanding shall prevail.
68.3 UNION shall assume all responsibility and liability for post-retirement medical benefits for all active employees of ANAHEIM employed in classifications for which the UNION is the recognized employee representative (“UNION active employees”) and their eligible dependents, spouses, and registered domestic partners who separate from ANAHEIM service on or after October 1, 2005. The UNION shall defend, indemnify, and hold ANAHEIM harmless from any legal action or claims arising from any breach of this agreement by the Trust or the UNION, or failure by the Trust to fulfill its fiduciary responsibilities.
68.4 ANAHEIM shall have the right to audit the Trust on a periodic basis as determined by the City. The Trust shall cooperate fully with any audit, and, except to the extent limited by law, shall make all records available for inspection and review. ANAHEIM shall pay for any audit conducted under this Section.
68.5 The Trust shall be responsible for determining benefit eligibility and benefit schedules. The Trust shall inform ANAHEIM of the eligibility and benefit schedules it adopts effective October 1, 2005, and shall provide written notice to ANAHEIM whenever eligibility or benefit schedules may be modified.
68.6 On October 1, 2005, or as soon thereafter as the UNION notifies ANAHEIM that the Trust is established, ANAHEIM shall remit to the Trust that portion of the
67 Post-Retirement Medical Reserves that has been set aside for employees in classifications represented by the UNION. The designated reserves shall be apportioned between ANAHEIM and the Trust such that the same portion of assets based on plan liabilities shall be allocated to retired employees receiving Post-Retirement Medical benefits on September 30, 2005, and to those active employees hired prior to January 1, 2002 who are employed on September 30, 2005.
68.7 ANAHEIM and UNION agree that the Trust shall be funded by ongoing contributions from employees and ANAHEIM.
68.7.1 Effective the first pay period following October 1, 2005, ANAHEIM shall contribute and remit to the Trust four percent (4%) of active UNION employee gross compensation, less the amount necessary to offset and amortize ANAHEIM’s actuarially determined unfunded liabilities for those UNION retirees who are receiving a post-retirement medical benefit from ANAHEIM, which amount shall be retained by ANAHEIM. ANAHEIM and UNION agree that if the Trust is not established on October 1, 2005, ANAHEIM will set aside amounts required by this Section. Upon notification by the UNION that Trust is established, ANAHEIM shall remit all amounts set aside.
68.7.2 Effective December 26, 2008, ANAHEIM shall remit to the Trust five percent (5%) of active UNION employee gross compensation, less the amount necessary to offset and amortize ANAHEIM’s actuarially determined unfunded liabilities for those retirees who are receiving a post-retirement medical benefit from ANAHEIM, which amounts shall be retained by ANAHEIM. This Post-Retirement Medical Benefit contribution shall not be reduced to less than one-half percent (1/2%) of active UNION employee gross compensation.
68.7.3 The parties further agreed that in addition to ANAHEIM’s contribution set forth above, ANAHEIM shall withhold four percent (4%) of each employee’s base biweekly compensation, and remit those funds to the Trust.
68.7.4 For the fiscal year ending June 30, 2006, and every two (2) years thereafter, ANAHEIM shall conduct an actuarial valuation of ANAHEIM’s Post-Retirement Medical liabilities. The valuation shall include an estimate of the percentage of UNION gross payroll required to amortize ANAHEIM’s actuarially determined unfunded liabilities for those UNION retirees who are receiving a post-retirement medical benefit from ANAHEIM to June 30, 2036.
68.8 UNION may at any time direct ANAHEIM to modify the percentage withheld from UNION active employees as the employee contribution to the Trust in lieu of the percentage set forth herein. Such changes will be effective the first day of the payroll period following receipt of written authorization. No such authorization shall affect ANAHEIM’s contribution to the UNION Trust.
68 68.9 ANAHEIM shall maintain a Retiree Health Savings Plan per the terms of the January 4, 2019 Letter of Understanding between the Parties attached hereto.
68.10 ANAHEIM shall provide the UNION Trust access to ANAHEIM sponsored health plans at the same rates provided to all other active and retired employees of ANAHEIM.
ARTICLE 69 - PHYSICAL EXAMINATIONS
69.1 In order to be eligible for employment with ANAHEIM, candidates shall be required to pass a physical examination, the character of which shall be in accordance with standards established by the Human Resources Director.
69.2 In order to be eligible for promotion or transfer to a job class in a category requiring physical qualification that are different than his/her present job class, an employee must pass the appropriate physical examination.
69.3 An employee who returns to work after an absence in excess of forty-eight (48) consecutive working hours due to illness or physical incapacity may be required by the Department Head to undergo a physical examination.
69.3.1 An employee who fails to pass a physical examination required under the provisions ARTICLE 69.3 shall engage in an appropriate interactive process with ANAHEIM in compliance with Administrative Regulation 251.
69.4 All physical examinations required under the provisions of this ARTICLE shall be performed by a physician in active practice licensed by California State Law and within the scope of practice for which the physician is licensed as defined by California State Law.
69.4.1 Exceptions to the provisions in ARTICLE 69.4 may be made only in the case of out-of-state candidates for employment. In such cases, the physician performing the examination may be a physician licensed by the state in which the candidate resides.
69.5 ANAHEIM shall pay for any physical examination required under the provisions of this ARTICLE.
ARTICLE 70 - SAFETY COMMITTEE
70.1 ANAHEIM and UNION agree that one-half (1/2) of the membership of the Safety Committee shall be composed of employees in classifications within the bargaining unit. The UNION shall recommend to ANAHEIM employees for appointment to the Safety Committee. The selection of the classification and the appointment of the employees shall be the responsibility of the Department Head.
69 ARTICLE 71 - JOINT COMMITTEE ON MEDICAL PROGRAMS
71.1 The parties to this MOU, in recognition of the need to provide an adequate level of medical care coverage at a reasonable cost to ANAHEIM and its employees hereby agree to the formation of a committee to analyze current ANAHEIM medical programs, review alternative approaches to providing medical care programs, plan design, and investigate cost containment systems, all for the purpose of achieving adequate low-cost medical care for the employees of ANAHEIM.
70.2 Serving on the committee with Human Resources Department staff and operating department management staff shall be two (2) members from the UNION.
70.3 This committee shall meet as often as is necessary during the life of this MOU and shall report to the Human Resources Director on a periodic basis its findings and recommendations for change to ANAHEIM’s present medical programs. A report shall be prepared setting forth specific recommendations as to alternatives, plan design, and cost containment provisions. The report shall be forwarded to the Anaheim City Manager for review.
71.4 Because of the complexity of the problem and the diverse interests of the respective organizations, the parties recognize that it is incumbent upon all members of the committee to work in a spirit of harmony and cooperation to achieve what should be beneficial to all concerned.
ARTICLE 72 - NOTIFICATION OF CONTRACTING OUT
72.1 ANAHEIM agrees to notify UNION of possible contracting out of City work or services if such contracting out will have a significant long-term impact on work performed by employees in classifications represented by UNION.
72.1.1 Such notification will be given before a decision to contract out is made, and
72.1.2 UNION will have an opportunity to comment prior to a determination by ANAHEIM to enter into contracting arrangements.
ARTICLE 73 - NO STRIKE
73.1 The UNION agrees that under the terms of this MOU, the UNION and/or its members shall not conduct any strikes, slowdowns, or other work stoppages against, ANAHEIM, or to withdraw from assignments to standby duty during any grievance or dispute which may arise out of the application or interpretation of the terms or conditions of this MOU or any matter subject to review through the grievance procedure.
70 ARTICLE 74 - CONSTRUCTION
74.1 Nothing in this MOU shall be construed to deny any person or employee the rights granted by federal and state laws and City Charter provisions. The rights, powers, and authority of the Anaheim City Council in all matters, including the right to maintain any legal action, shall not be modified or restricted by this MOU.
The provisions of this MOU are not intended to conflict with the provisions of Chapter 10, Division 4, Title 1 of the Government Code of the State of California (Section 3500, et seq.).
ARTICLE 75 - SAVINGS CLAUSE
75.1 The resolution of ANAHEIM shall provide that if any provision of this MOU or the resolution is at any time, or in any way, held to be contrary to any law by any court of proper jurisdiction, the remainder of this MOU and the remainder of the Resolution shall not be affected thereby, and shall remain in full force and effect.
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71 72
APPENDIX “A” - SPECIAL PROVISIONS
A.1 Only those employees who are active City employees serving in class ifications represented by U NION at the time of approval of this Agreement by City Council shall be eligible to receive any compensation associated with changes to this Agreement.
A.2 All modific ations within this Agreement shall be effective September 1, 2023, unless otherwise expressly provided herein.
A.3 Effective the pay period beginning January 6, 2023, employees shall receive a four percent (4.0%) wage increase. Retroactive pay amounts for this increase s hall be paid with pay for the pay period beginning September 15, 2023, or as soon thereafter as possible.
A.4 Employees shall receive a one -time lump sum according to the following schedule.
Each employee in the Benchmark Classification or any classification with a salary relationship to the Benchmark Classification shall receive a lump sum in the amount indicated bel ow. T he parties agree that the lump sum is not a part of total compensation earnable to be reported to CalPERS:
Benchmark Classification Lump
Sum
Water Systems Operator $2,000
Utilities Generation Technician $2,100
Electrical Utility Inspector $2,200
Warehouse & Toolroom Worker $2,300
Water Production Technician $2,400
Meter Reader $2,500
Substation Test Technician $2,600
Substation Electrician $2,700
Electric Meter Technician $2,800
Line Mechanic $2,900
Utilities CSR II $3,000
Water Treatment Operator $3,100
Utilities System Operator $3,200
Utilities Automated Systems Specialist $3,300
Facility & Event Electrician $3,400
Maintenance Pipefitter $3,500
A.5 Market adjustments for benchmark classifications shall be implemented effect ive September 1, 2023 in accordance with the following schedule:
1. Four and one-half percent (4.5%) for:
73 a. Electric Utility Inspector
b. Utilities Customer Service Representative II
c. Warehouse and Toolroom Worker
d. Water Systems Operator
e. Facility and Event Electrician
f. Water Production Technician
g. Maintenance Pipefitter
h. Meter Reader
i. Electric Meter Technician
j. Utilities Generation Technician
k. Substation Test Technician
2. Eight and one-half percent (8.5%) for:
a. Substation Electrician
3. N
ine and one-half percent (9.5) for:
a. Utilities System Specialist
b. Line Mechanic
c. Water Treatment Operator
A.6 E
ffective the pay period beginning December 22, 2023, employees shall receive a four percent (4.0%) wage increase.
A.7 E
ffective the pay period beginning December 20, 2024, employees shall receive a four and one-half percent (4.5%) wage increase.
A.8 All certificate pays shall be subject to determination by CalPERS as to whet her they shall be reported as part of total compensation earnable.
A.9 AN
AHEIM and UNION agree to es tablish a working group for the following purposes:
1. Tem
porary Upgrade – to determine appropriate limits for periods of temporary upgrade. Upon reaching mutual agreement, the Parties shall ent
er into a Letter of Understanding on changes to terms.
2. Holiday Overtime - to determine appropriate clarification language r
egarding pay for overtime worked on recognized City holidays or days observed in lieu of holidays. Upon reaching mutual agreement, the Parties shall enter into a Letter of Understanding on changes to terms.
3. Meal Compensation – to determine appropriate clarification language r
egarding Article 52.3.3. Upon reaching mutual agreement, the Parties shall enter into a Letter of Understanding on changes to terms.
4. Insurance – to discuss modifications of Article 67.1.6 proposed by the City.
U
pon reaching mutual agreement, the Parties shall enter into a Letter of Understanding on changes to terms.
74 5. Fiber Optics - to discuss developing a pilot program to address training, certification, and compensation for employees serving in the Substation Tes
t Technician benchmark classifications with the intent of developing ex
pertise in maintenance and installation of fiber optics. . Upon reaching m
utual agreement on the parameters of a pilot program, the Parties shall ent
er into a Letter of Understanding.
75 APPENDIX “B” - WAGES
(S
ee following wage tables)
Code Classification Grade
212 Facility and Event Electrician C1000 7 - 9 $41.36 - $44.74 $3,308.80 - $3,579.20 $7,169.07 - $7,754.93 $86,028.80 - $93,059.20 188 HVAC Mechanic C1000 4 - 9 $36.77 - $44.74 $2,941.60 - $3,579.20 $6,373.47 - $7,754.93 $76,481.60 - $93,059.20 207 HVAC/Electrical Helper C1005 5 - 9 $26.77 - $31.32 $2,141.60 - $2,505.60 $4,640.13 - $5,428.80 $55,681.60 - $65,145.60 019 Apprentice HVAC Mechanic C1010 4 - 9 $31.26 - $38.03 $2,500.80 - $3,042.40 $5,418.40 - $6,591.87 $65,020.80 - $79,102.40 368 Lead Facility and Event Electrician C1020 9 - 9 $49.21 - $49.21 $3,936.80 - $3,936.80 $8,529.73 - $8,529.73 $102,356.80 - $102,356.80 366 Lead HVAC Mechanic C1020 5 - 9 $42.06 - $49.21 $3,364.80 - $3,936.80 $7,290.40 - $8,529.73 $87,484.80 - $102,356.80 138 HVAC Electrician Lead Worker C1030 9 - 9 $53.69 - $53.69 $4,295.20 - $4,295.20 $9,306.27 - $9,306.27 $111,675.20 - $111,675.20 333 Line Mechanic C1100 7 - 9 $54.27 - $58.70 $4,341.60 - $4,696.00 $9,406.80 - $10,174.67 $112,881.60 - $122,096.00 023 Apprentice Line Mechanic C1120 4 - 9 $41.01 - $49.90 $3,280.80 - $3,992.00 $7,108.40 - $8,649.33 $85,300.80 - $103,792.00 671 Utilities Troubleshooter C1130 9 - 9 $62.81 - $62.81 $5,024.80 - $5,024.80 $10,887.07 - $10,887.07 $130,644.80 - $130,644.80 N59 Electric Crew Supervisor C1150 9 - 9 $68.68 - $68.68 $5,494.40 - $5,494.40 $11,904.53 - $11,904.53 $142,854.40 - $142,854.40 329 Line Crew Supervisor C1150 9 - 9 $68.68 - $68.68 $5,494.40 - $5,494.40 $11,904.53 - $11,904.53 $142,854.40 - $142,854.40 N95 Utilities Troubleshooter Supervisor C1150 9 - 9 $68.68 - $68.68 $5,494.40 - $5,494.40 $11,904.53 - $11,904.53 $142,854.40 - $142,854.40 142 Electrical Helper C1110 3 - 9 $32.47 - $41.09 $2,597.60 - $3,287.20 $5,628.13 - $7,122.27 $67,537.60 - $85,467.20 239 Electric Field & Operations Foreman C1160 8 - 9 $69.99 - $72.79 $5,599.20 - $5,823.20 $12,131.60 - $12,616.93 $145,579.20 - $151,403.20 01C Maintenance Pipefitter C1300 6 - 9 $33.56 - $37.75 $2,684.80 - $3,020.00 $5,817.07 - $6,543.33 $69,804.80 - $78,520.00 025 Apprentice Maintenance Pipefitter C1310 6 - 9 $28.53 - $32.09 $2,282.40 - $2,567.20 $4,945.20 - $5,562.27 $59,342.40 - $66,747.20 693 Water Meter Repairer I C1320 5 - 9 $28.47 - $33.30 $2,277.60 - $2,664.00 $4,934.80 - $5,772.00 $59,217.60 - $69,264.00 696 Water Meter Repairer II C1330 5 - 9 $29.41 - $34.41 $2,352.80 - $2,752.80 $5,097.73 - $5,964.40 $61,172.80 - $71,572.80 347 Maintenance Pipefitter B C1350 6 - 9 $32.89 - $37.00 $2,631.20 - $2,960.00 $5,700.93 - $6,413.33 $68,411.20 - $76,960.00 350 Maintenance Pipefitter Working Supervisor C1370 9 - 9 $44.17 - $44.17 $3,533.60 - $3,533.60 $7,656.13 - $7,656.13 $91,873.60 - $91,873.60 121 Water Meter Working Supervisor C1370 9 - 9 $44.17 - $44.17 $3,533.60 - $3,533.60 $7,656.13 - $7,656.13 $91,873.60 - $91,873.60 238 Water Field & Operations Foreman C1380 8 - 9 $47.19 - $49.08 $3,775.20 - $3,926.40 $8,179.60 - $8,507.20 $98,155.20 - $102,086.40 369 Meter Reader C1400 3 - 9 $26.21 - $33.16 $2,096.80 - $2,652.80 $4,543.07 - $5,747.73 $54,516.80 - $68,972.80 679 Utilities Service Representative C1410 4 - 9 $30.53 - $37.14 $2,442.40 - $2,971.20 $5,291.87 - $6,437.60 $63,502.40 - $77,251.20 682 Senior Utilities Service Representative C1420 4 - 9 $31.89 - $38.80 $2,551.20 - $3,104.00 $5,527.60 - $6,725.33 $66,331.20 - $80,704.00 639 Substation Electrician C1500 7 - 9 $51.67 - $55.89 $4,133.60 - $4,471.20 $8,956.13 - $9,687.60 $107,473.60 - $116,251.20 029 Apprentice Substation Electrician C1510 4 - 9 $39.05 - $47.51 $3,124.00 - $3,800.80 $6,768.67 - $8,235.07 $81,224.00 - $98,820.80 591 Substation Electrician Supervisor C1560 9 - 9 $65.39 - $65.39 $5,231.20 - $5,231.20 $11,334.27 - $11,334.27 $136,011.20 - $136,011.20 079 Utilities Customer Services Rep II C1600 4 - 9 $26.64 - $32.41 $2,131.20 - $2,592.80 $4,617.60 - $5,617.73 $55,411.20 - $67,412.80 H62 Utilities Customer Service Rep I C1610 4 - 9 $22.64 - $27.55 $1,811.20 - $2,204.00 $3,924.27 - $4,775.33 $47,091.20 - $57,304.00 H61 Utilities Customer Services Rep III C1620 4 - 9 $27.97 - $34.03 $2,237.60 - $2,722.40 $4,848.13 - $5,898.53 $58,177.60 - $70,782.40 527 Utilities Sr Customer Service Rep C1630 4 - 9 $30.63 - $37.27 $2,450.40 - $2,981.60 $5,309.20 - $6,460.13 $63,710.40 - $77,521.60 01X Warehouse n Toolroom Worker C1700 4 - 9 $26.24 - $31.92 $2,099.20 - $2,553.60 $4,548.27 - $5,532.80 $54,579.20 - $66,393.60 01W Senior Warehouse n Toolroom Worker C1720 7 - 9 $33.20 - $35.91 $2,656.00 - $2,872.80 $5,754.67 - $6,224.40 $69,056.00 - $74,692.80 684 Utilities Yard Working Supervisor C1730 9 - 9 $38.30 - $38.30 $3,064.00 - $3,064.00 $6,638.67 - $6,638.67 $79,664.00 - $79,664.00 E94 Senior Apparatus Repairer C1710 7 - 9 $32.46 - $35.11 $2,596.80 - $2,808.80 $5,626.40 - $6,085.73 $67,516.80 - $73,028.80 M43 Toolroom Technician C1700 9 - 9 $31.92 - $31.92 $2,553.60 - $2,553.60 $5,532.80 - $5,532.80 $66,393.60 - $66,393.60 IBEW - APPENDIX "B" WAGES
Effective: 1/6/2023
Step Hourly Rates Biweekly Rates Monthly Rates Annual Rates 76 501 Water Production Technician C1800 6 - 9 $37.94 - $42.68 $3,035.20 - $3,414.40 $6,576.27 - $7,397.87 $78,915.20 - $88,774.40 027 Apprentice Water Production Technician C1810 5 - 9 $31.01 - $36.28 $2,480.80 - $2,902.40 $5,375.07 - $6,288.53 $64,500.80 - $75,462.40 583 Water Production Technician Supervisor C1820 9 - 9 $49.94 - $49.94 $3,995.20 - $3,995.20 $8,656.27 - $8,656.27 $103,875.20 - $103,875.20 280 Water Production & Maintenance Foreman C1830 8 - 9 $53.35 - $55.48 $4,268.00 - $4,438.40 $9,247.33 - $9,616.53 $110,968.00 - $115,398.40 299 Water Treatment Operator C1900 3 - 9 $29.73 - $37.62 $2,378.40 - $3,009.60 $5,153.20 - $6,520.80 $61,838.40 - $78,249.60 E56 Laboratory Technician I C1910 3 - 9 $26.02 - $32.92 $2,081.60 - $2,633.60 $4,510.13 - $5,706.13 $54,121.60 - $68,473.60 E55 Laboratory Technician II C1920 3 - 9 $31.22 - $39.50 $2,497.60 - $3,160.00 $5,411.47 - $6,846.67 $64,937.60 - $82,160.00 O24 Utilities Automated Systems Specialist C2000 5 - 9 $34.21 - $40.02 $2,736.80 - $3,201.60 $5,929.73 - $6,936.80 $71,156.80 - $83,241.60 O25 Utilities Automated Systems Support Rep C2010 4 - 9 $28.78 - $35.02 $2,302.40 - $2,801.60 $4,988.53 - $6,070.13 $59,862.40 - $72,841.60 E53 Electrical Utility Inspector C2100 4 - 9 $39.23 - $47.73 $3,138.40 - $3,818.40 $6,799.87 - $8,273.20 $81,598.40 - $99,278.40 160 Water Utility Inspector I C2120 4 - 9 $33.35 - $40.57 $2,668.00 - $3,245.60 $5,780.67 - $7,032.13 $69,368.00 - $84,385.60 E44 Water Utility Inspector II C2100 4 - 9 $39.23 - $47.73 $3,138.40 - $3,818.40 $6,799.87 - $8,273.20 $81,598.40 - $99,278.40 E72 Senior Electrical Utility Inspector C2110 5 - 9 $46.92 - $54.89 $3,753.60 - $4,391.20 $8,132.80 - $9,514.27 $97,593.60 - $114,171.20 E42 Senior Water Utility Inspector C2110 5 - 9 $46.92 - $54.89 $3,753.60 - $4,391.20 $8,132.80 - $9,514.27 $97,593.60 - $114,171.20 M41 Electric Utility Inspection Supervisor C2130 4 - 9 $47.08 - $57.28 $3,766.40 - $4,582.40 $8,160.53 - $9,928.53 $97,926.40 - $119,142.40 545 Utilities Systems Operator C2500 5 - 9 $52.13 - $60.98 $4,170.40 - $4,878.40 $9,035.87 - $10,569.87 $108,430.40 - $126,838.40 AB4 Utilities System Operator In Training C2510 4 - 9 $42.60 - $51.83 $3,408.00 - $4,146.40 $7,384.00 - $8,983.87 $88,608.00 - $107,806.40 283 Electric Meter Technician C2200 9 - 9 $52.06 - $52.06 $4,164.80 - $4,164.80 $9,023.73 - $9,023.73 $108,284.80 - $108,284.80 021 Apprentice Electric Meter Technician C2210 4 - 9 $36.37 - $44.25 $2,909.60 - $3,540.00 $6,304.13 - $7,670.00 $75,649.60 - $92,040.00 G59 Senior Electric Meter Technician C2220 7 - 9 $50.54 - $54.66 $4,043.20 - $4,372.80 $8,760.27 - $9,474.40 $105,123.20 - $113,692.80 549 Electric Meter Supervisor C2230 9 - 9 $60.91 - $60.91 $4,872.80 - $4,872.80 $10,557.73 - $10,557.73 $126,692.80 - $126,692.80 G64 Utilities Generation Technician C2300 7 - 9 $50.67 - $54.80 $4,053.60 - $4,384.00 $8,782.80 - $9,498.67 $105,393.60 - $113,984.00 277 Generation Plant Maintenance Working Supervisor C2310 9 - 9 $64.12 - $64.12 $5,129.60 - $5,129.60 $11,114.13 - $11,114.13 $133,369.60 - $133,369.60 641 Substation Test Technician C2400 4 - 9 $48.23 - $58.68 $3,858.40 - $4,694.40 $8,359.87 - $10,171.20 $100,318.40 - $122,054.40 F37 Apprentice Substation Test Technician C2410 4 - 9 $41.00 - $49.88 $3,280.00 - $3,990.40 $7,106.67 - $8,645.87 $85,280.00 - $103,750.40 593 Substation Test Technician Supervisor C2420 9 - 9 $68.66 - $68.66 $5,492.80 - $5,492.80 $11,901.07 - $11,901.07 $142,812.80 - $142,812.80 K89 Water Systems Operator C2600 4 9 $41.80 - $50.85 $3,344.00 - $4,068.00 $7,245.33 - $8,814.00 $86,944.00 - $105,768.00 K88 Senior Water System Operator C2610 4 9 $43.88 - $53.39 $3,510.40 - $4,271.20 $7,605.87 - $9,254.27 $91,270.40 - $111,051.20 AB5 Water System Operator In Training C2620 5 9 $36.94 - $43.22 $2,955.20 - $3,457.60 $6,402.93 - $7,491.47 $76,835.20 - $89,897.60 77 Code Classification Grade
212 Facility and Event Electrician C1000 7 - 9 $43.22 - $46.75 $3,457.60 - $3,740.00 $7,491.47 - $8,103.33 $89,897.60 - $97,240.00 188 HVAC Mechanic C1000 4 - 9 $38.43 - $46.75 $3,074.40 - $3,740.00 $6,661.20 - $8,103.33 $79,934.40 - $97,240.00 207 HVAC/Electrical Helper C1005 5 - 9 $27.98 - $32.73 $2,238.40 - $2,618.40 $4,849.87 - $5,673.20 $58,198.40 - $68,078.40 019 Apprentice HVAC Mechanic C1010 4 - 9 $32.66 - $39.74 $2,612.80 - $3,179.20 $5,661.07 - $6,888.27 $67,932.80 - $82,659.20 368 Lead Facility and Event Electrician C1020 9 - 9 $53.76 - $53.76 $4,300.80 - $4,300.80 $9,318.40 - $9,318.40 $111,820.80 - $111,820.80 366 Lead HVAC Mechanic C1020 9 - 9 $53.76 - $53.76 $4,300.80 - $4,300.80 $9,318.40 - $9,318.40 $111,820.80 - $111,820.80 138 HVAC Electrician Lead Worker C1030 9 - 9 $56.10 - $56.10 $4,488.00 - $4,488.00 $9,724.00 - $9,724.00 $116,688.00 - $116,688.00 333 Line Mechanic C1100 7 - 9 $59.43 - $64.28 $4,754.40 - $5,142.40 $10,301.20 - $11,141.87 $123,614.40 - $133,702.40 023 Apprentice Line Mechanic C1120 4 - 9 $44.91 - $54.64 $3,592.80 - $4,371.20 $7,784.40 - $9,470.93 $93,412.80 - $113,651.20 671 Utilities Troubleshooter C1130 9 - 9 $68.78 - $68.78 $5,502.40 - $5,502.40 $11,921.87 - $11,921.87 $143,062.40 - $143,062.40 N59 Electric Crew Supervisor C1150 9 - 9 $75.21 - $75.21 $6,016.80 - $6,016.80 $13,036.40 - $13,036.40 $156,436.80 - $156,436.80 329 Line Crew Supervisor C1150 9 - 9 $75.21 - $75.21 $6,016.80 - $6,016.80 $13,036.40 - $13,036.40 $156,436.80 - $156,436.80 N95 Utilities Troubleshooter Supervisor C1150 9 - 9 $75.21 - $75.21 $6,016.80 - $6,016.80 $13,036.40 - $13,036.40 $156,436.80 - $156,436.80 142 Electrical Helper C1110 3 - 9 $35.56 - $45.00 $2,844.80 - $3,600.00 $6,163.73 - $7,800.00 $73,964.80 - $93,600.00 239 Electric Field & Operations Foreman C1160 8 - 9 $76.64 - $79.71 $6,131.20 - $6,376.80 $13,284.27 - $13,816.40 $159,411.20 - $165,796.80 545 Utilities Systems Operator C2500 5 - 9 $58.79 - $68.78 $4,703.20 - $5,502.40 $10,190.27 - $11,921.87 $122,283.20 - $143,062.40 AB4 Utilities System Operator In Training C2510 4 - 9 $44.91 - $54.64 $3,592.80 - $4,371.20 $7,784.40 - $9,470.93 $93,412.80 - $113,651.20 01C Maintenance Pipefitter C1300 6 - 9 $35.07 - $39.45 $2,805.60 - $3,156.00 $6,078.80 - $6,838.00 $72,945.60 - $82,056.00 025 Apprentice Maintenance Pipefitter C1310 6 - 9 $29.81 - $33.53 $2,384.80 - $2,682.40 $5,167.07 - $5,811.87 $62,004.80 - $69,742.40 693 Water Meter Repairer I C1320 5 - 9 $29.74 - $34.79 $2,379.20 - $2,783.20 $5,154.93 - $6,030.27 $61,859.20 - $72,363.20 696 Water Meter Repairer II C1330 5 - 9 $30.73 - $35.95 $2,458.40 - $2,876.00 $5,326.53 - $6,231.33 $63,918.40 - $74,776.00 347 Maintenance Pipefitter B C1350 6 - 9 $34.37 - $38.66 $2,749.60 - $3,092.80 $5,957.47 - $6,701.07 $71,489.60 - $80,412.80 350 Maintenance Pipefitter Working Supervisor C1370 9 - 9 $46.16 - $46.16 $3,692.80 - $3,692.80 $8,001.07 - $8,001.07 $96,012.80 - $96,012.80 121 Water Meter Working Supervisor C1370 9 - 9 $46.16 - $46.16 $3,692.80 - $3,692.80 $8,001.07 - $8,001.07 $96,012.80 - $96,012.80 238 Water Field & Operations Foreman C1380 8 - 9 $49.32 - $51.29 $3,945.60 - $4,103.20 $8,548.80 - $8,890.27 $102,585.60 - $106,683.20 369 Meter Reader C1400 3 - 9 $27.38 - $34.65 $2,190.40 - $2,772.00 $4,745.87 - $6,006.00 $56,950.40 - $72,072.00 679 Utilities Service Representative C1410 4 - 9 $31.90 - $38.81 $2,552.00 - $3,104.80 $5,529.33 - $6,727.07 $66,352.00 - $80,724.80 682 Senior Utilities Service Representative C1420 4 - 9 $33.32 - $40.54 $2,665.60 - $3,243.20 $5,775.47 - $7,026.93 $69,305.60 - $84,323.20 639 Substation Electrician C1500 7 - 9 $56.07 - $60.64 $4,485.60 - $4,851.20 $9,718.80 - $10,510.93 $116,625.60 - $126,131.20 029 Apprentice Substation Electrician C1510 4 - 9 $42.36 - $51.54 $3,388.80 - $4,123.20 $7,342.40 - $8,933.60 $88,108.80 - $107,203.20 591 Substation Electrician Supervisor C1560 9 - 9 $70.95 - $70.95 $5,676.00 - $5,676.00 $12,298.00 - $12,298.00 $147,576.00 - $147,576.00 079 Utilities Customer Services Rep II C1600 4 - 9 $27.84 - $33.87 $2,227.20 - $2,709.60 $4,825.60 - $5,870.80 $57,907.20 - $70,449.60 H62 Utilities Customer Service Rep I C1610 4 - 9 $23.66 - $28.79 $1,892.80 - $2,303.20 $4,101.07 - $4,990.27 $49,212.80 - $59,883.20 H61 Utilities Customer Services Rep III C1620 4 - 9 $29.23 - $35.56 $2,338.40 - $2,844.80 $5,066.53 - $6,163.73 $60,798.40 - $73,964.80 527 Utilities Sr Customer Service Rep C1630 4 - 9 $32.01 - $38.95 $2,560.80 - $3,116.00 $5,548.40 - $6,751.33 $66,580.80 - $81,016.00 01X Warehouse n Toolroom Worker C1700 4 - 9 $27.42 - $33.36 $2,193.60 - $2,668.80 $4,752.80 - $5,782.40 $57,033.60 - $69,388.80 01W Senior Warehouse n Toolroom Worker C1720 7 - 9 $34.70 - $37.53 $2,776.00 - $3,002.40 $6,014.67 - $6,505.20 $72,176.00 - $78,062.40 684 Utilities Yard Working Supervisor C1730 9 - 9 $40.03 - $40.03 $3,202.40 - $3,202.40 $6,938.53 - $6,938.53 $83,262.40 - $83,262.40 E94 Senior Apparatus Repairer C1710 7 - 9 $33.93 - $36.70 $2,714.40 - $2,936.00 $5,881.20 - $6,361.33 $70,574.40 - $76,336.00 M43 Toolroom Technician C1700 9 - 9 $33.36 - $33.36 $2,668.80 - $2,668.80 $5,782.40 - $5,782.40 $69,388.80 - $69,388.80 IBEW - APPENDIX "B" WAGES
Effective: 09/01/2023
Step Hourly Rates Biweekly Rates Monthly Rates Annual Rates 78 501 Water Production Technician C1800 6 - 9 $39.65 - $44.60 $3,172.00 - $3,568.00 $6,872.67 - $7,730.67 $82,472.00 - $92,768.00 027 Apprentice Water Production Technician C1810 5 - 9 $32.41 - $37.91 $2,592.80 - $3,032.80 $5,617.73 - $6,571.07 $67,412.80 - $78,852.80 583 Water Production Technician Supervisor C1820 9 - 9 $52.18 - $52.18 $4,174.40 - $4,174.40 $9,044.53 - $9,044.53 $108,534.40 - $108,534.40 280 Water Production & Maintenance Foreman C1830 8 - 9 $55.75 - $57.98 $4,460.00 - $4,638.40 $9,663.33 - $10,049.87 $115,960.00 - $120,598.40 299 Water Treatment Operator C1900 3 - 9 $32.55 - $41.19 $2,604.00 - $3,295.20 $5,642.00 - $7,139.60 $67,704.00 - $85,675.20 E56 Laboratory Technician I C1910 3 - 9 $28.48 - $36.04 $2,278.40 - $2,883.20 $4,936.53 - $6,246.93 $59,238.40 - $74,963.20 E55 Laboratory Technician II C1920 3 - 9 $34.18 - $43.25 $2,734.40 - $3,460.00 $5,924.53 - $7,496.67 $71,094.40 - $89,960.00 O24 Utilities Automated Systems Specialist C2000 5 - 9 $37.46 - $43.82 $2,996.80 - $3,505.60 $6,493.07 - $7,595.47 $77,916.80 - $91,145.60 O25 Utilities Automated Systems Support Rep C2010 4 - 9 $31.51 - $38.34 $2,520.80 - $3,067.20 $5,461.73 - $6,645.60 $65,540.80 - $79,747.20 E53 Electrical Utility Inspector C2100 4 - 9 $41.00 - $49.88 $3,280.00 - $3,990.40 $7,106.67 - $8,645.87 $85,280.00 - $103,750.40 160 Water Utility Inspector I C2120 4 - 9 $34.85 - $42.40 $2,788.00 - $3,392.00 $6,040.67 - $7,349.33 $72,488.00 - $88,192.00 E44 Water Utility Inspector II C2100 4 - 9 $41.00 - $49.88 $3,280.00 - $3,990.40 $7,106.67 - $8,645.87 $85,280.00 - $103,750.40 E72 Senior Electrical Utility Inspector C2110 5 - 9 $49.03 - $57.36 $3,922.40 - $4,588.80 $8,498.53 - $9,942.40 $101,982.40 - $119,308.80 E42 Senior Water Utility Inspector C2110 5 - 9 $49.03 - $57.36 $3,922.40 - $4,588.80 $8,498.53 - $9,942.40 $101,982.40 - $119,308.80 M41 Electric Utility Inspection Supervisor C2130 4 - 9 $49.20 - $59.86 $3,936.00 - $4,788.80 $8,528.00 - $10,375.73 $102,336.00 - $124,508.80 283 Electric Meter Technician C2200 9 - 9 $54.40 - $54.40 $4,352.00 - $4,352.00 $9,429.33 - $9,429.33 $113,152.00 - $113,152.00 021 Apprentice Electric Meter Technician C2210 4 - 9 $38.01 - $46.24 $3,040.80 - $3,699.20 $6,588.40 - $8,014.93 $79,060.80 - $96,179.20 G59 Senior Electric Meter Technician C2220 7 - 9 $55.33 - $59.84 $4,426.40 - $4,787.20 $9,590.53 - $10,372.27 $115,086.40 - $124,467.20 549 Electric Meter Supervisor C2230 9 - 9 $63.65 - $63.65 $5,092.00 - $5,092.00 $11,032.67 - $11,032.67 $132,392.00 - $132,392.00 G64 Utilities Generation Technician C2300 7 - 9 $52.95 - $57.27 $4,236.00 - $4,581.60 $9,178.00 - $9,926.80 $110,136.00 - $119,121.60 277 Generation Plant Maintenance Working Supervisor C2310 9 - 9 $67.01 - $67.01 $5,360.80 - $5,360.80 $11,615.07 - $11,615.07 $139,380.80 - $139,380.80 641 Substation Test Technician C2400 4 - 9 $50.40 - $61.32 $4,032.00 - $4,905.60 $8,736.00 - $10,628.80 $104,832.00 - $127,545.60 F37 Apprentice Substation Test Technician C2410 4 - 9 $42.84 - $52.12 $3,427.20 - $4,169.60 $7,425.60 - $9,034.13 $89,107.20 - $108,409.60 593 Substation Test Technician Supervisor C2420 9 - 9 $71.74 - $71.74 $5,739.20 - $5,739.20 $12,434.93 - $12,434.93 $149,219.20 - $149,219.20 K89 Water Systems Operator C2600 4 - 9 $43.68 - $53.14 $3,494.40 - $4,251.20 $7,571.20 - $9,210.93 $90,854.40 - $110,531.20 K88 Senior Water System Operator C2610 4 - 9 $48.04 - $58.45 $3,843.20 - $4,676.00 $8,326.93 - $10,131.33 $99,923.20 - $121,576.00 AB5 Water System Operator In Training C2620 5 - 9 $38.61 - $45.17 $3,088.80 - $3,613.60 $6,692.40 - $7,829.47 $80,308.80 - $93,953.60 79 Code Classification Grade
212 Facility and Event Electrician C1000 7 - 10 $44.95 - $50.56 $3,596.00 - $4,044.80 $7,791.33 - $8,763.73 $93,496.00 - $105,164.80 188 HVAC Mechanic C1000 4 - 10 $39.96 - $50.56 $3,196.80 - $4,044.80 $6,926.40 - $8,763.73 $83,116.80 - $105,164.80 207 HVAC/Electrical Helper C1005 5 - 10 $29.09 - $35.39 $2,327.20 - $2,831.20 $5,042.27 - $6,134.27 $60,507.20 - $73,611.20 019 Apprentice HVAC Mechanic C1010 4 - 10 $33.97 - $42.98 $2,717.60 - $3,438.40 $5,888.13 - $7,449.87 $70,657.60 - $89,398.40 368 Lead Facility and Event Electrician C1020 9 - 10 $55.90 - $58.14 $4,472.00 - $4,651.20 $9,689.33 - $10,077.60 $116,272.00 - $120,931.20 366 Lead HVAC Mechanic C1020 9 - 10 $55.90 - $58.14 $4,472.00 - $4,651.20 $9,689.33 - $10,077.60 $116,272.00 - $120,931.20 138 HVAC Electrician Lead Worker C1030 9 - 10 $58.34 - $60.67 $4,667.20 - $4,853.60 $10,112.27 - $10,516.13 $121,347.20 - $126,193.60 333 Line Mechanic C1100 7 - 9 $61.81 - $66.85 $4,944.80 - $5,348.00 $10,713.73 - $11,587.33 $128,564.80 - $139,048.00 023 Apprentice Line Mechanic C1120 4 - 9 $46.70 - $56.82 $3,736.00 - $4,545.60 $8,094.67 - $9,848.80 $97,136.00 - $118,185.60 671 Utilities Troubleshooter C1130 9 - 9 $71.53 - $71.53 $5,722.40 - $5,722.40 $12,398.53 - $12,398.53 $148,782.40 - $148,782.40 N59 Electric Crew Supervisor C1150 9 - 9 $78.21 - $78.21 $6,256.80 - $6,256.80 $13,556.40 - $13,556.40 $162,676.80 - $162,676.80 329 Line Crew Supervisor C1150 9 - 9 $78.21 - $78.21 $6,256.80 - $6,256.80 $13,556.40 - $13,556.40 $162,676.80 - $162,676.80 N95 Utilities Troubleshooter Supervisor C1150 9 - 9 $78.21 - $78.21 $6,256.80 - $6,256.80 $13,556.40 - $13,556.40 $162,676.80 - $162,676.80 142 Electrical Helper C1110 3 - 9 $36.99 - $46.80 $2,959.20 - $3,744.00 $6,411.60 - $8,112.00 $76,939.20 - $97,344.00 239 Electric Field & Operations Foreman C1160 8 - 9 $79.70 - $82.89 $6,376.00 - $6,631.20 $13,814.67 - $14,367.60 $165,776.00 - $172,411.20 545 Utilities Systems Operator C2500 5 - 9 $61.14 - $71.53 $4,891.20 - $5,722.40 $10,597.60 - $12,398.53 $127,171.20 - $148,782.40 AB4 Utilities System Operator In Training C2510 4 - 9 $46.70 - $56.82 $3,736.00 - $4,545.60 $8,094.67 - $9,848.80 $97,136.00 - $118,185.60 01C Maintenance Pipefitter C1300 6 - 10 $36.47 - $42.67 $2,917.60 - $3,413.60 $6,321.47 - $7,396.13 $75,857.60 - $88,753.60 025 Apprentice Maintenance Pipefitter C1310 6 - 10 $31.00 - $36.27 $2,480.00 - $2,901.60 $5,373.33 - $6,286.80 $64,480.00 - $75,441.60 693 Water Meter Repairer I C1320 5 - 10 $30.94 - $37.64 $2,475.20 - $3,011.20 $5,362.93 - $6,524.27 $64,355.20 - $78,291.20 696 Water Meter Repairer II C1330 5 - 10 $31.96 - $38.89 $2,556.80 - $3,111.20 $5,539.73 - $6,740.93 $66,476.80 - $80,891.20 347 Maintenance Pipefitter B C1350 6 - 10 $35.75 - $41.82 $2,860.00 - $3,345.60 $6,196.67 - $7,248.80 $74,360.00 - $86,985.60 350 Maintenance Pipefitter Working Supervisor C1370 9 - 10 $48.00 - $49.92 $3,840.00 - $3,993.60 $8,320.00 - $8,652.80 $99,840.00 - $103,833.60 121 Water Meter Working Supervisor C1370 9 - 10 $48.00 - $49.92 $3,840.00 - $3,993.60 $8,320.00 - $8,652.80 $99,840.00 - $103,833.60 238 Water Field & Operations Foreman C1380 8 - 10 $51.29 - $55.47 $4,103.20 - $4,437.60 $8,890.27 - $9,614.80 $106,683.20 - $115,377.60 369 Meter Reader C1400 3 - 9 $28.48 - $36.04 $2,278.40 - $2,883.20 $4,936.53 - $6,246.93 $59,238.40 - $74,963.20 679 Utilities Service Representative C1410 4 - 9 $33.17 - $40.36 $2,653.60 - $3,228.80 $5,749.47 - $6,995.73 $68,993.60 - $83,948.80 682 Senior Utilities Service Representative C1420 4 - 9 $34.66 - $42.17 $2,772.80 - $3,373.60 $6,007.73 - $7,309.47 $72,092.80 - $87,713.60 639 Substation Electrician C1500 7 - 9 $58.31 - $63.07 $4,664.80 - $5,045.60 $10,107.07 - $10,932.13 $121,284.80 - $131,185.60 029 Apprentice Substation Electrician C1510 4 - 9 $44.06 - $53.61 $3,524.80 - $4,288.80 $7,637.07 - $9,292.40 $91,644.80 - $111,508.80 591 Substation Electrician Supervisor C1560 9 - 9 $73.79 - $73.79 $5,903.20 - $5,903.20 $12,790.27 - $12,790.27 $153,483.20 - $153,483.20 079 Utilities Customer Services Rep II C1600 4 - 10 $28.95 - $36.63 $2,316.00 - $2,930.40 $5,018.00 - $6,349.20 $60,216.00 - $76,190.40 H62 Utilities Customer Service Rep I C1610 4 - 10 $24.61 - $31.14 $1,968.80 - $2,491.20 $4,265.73 - $5,397.60 $51,188.80 - $64,771.20 H61 Utilities Customer Services Rep III C1620 4 - 10 $30.40 - $38.46 $2,432.00 - $3,076.80 $5,269.33 - $6,666.40 $63,232.00 - $79,996.80 527 Utilities Sr Customer Service Rep C1630 4 - 10 $33.29 - $42.12 $2,663.20 - $3,369.60 $5,770.27 - $7,300.80 $69,243.20 - $87,609.60 01X Warehouse n Toolroom Worker C1700 4 - 9 $28.51 - $34.69 $2,280.80 - $2,775.20 $4,941.73 - $6,012.93 $59,300.80 - $72,155.20 01W Senior Warehouse n Toolroom Worker C1720 7 - 9 $36.09 - $39.03 $2,887.20 - $3,122.40 $6,255.60 - $6,765.20 $75,067.20 - $81,182.40 684 Utilities Yard Working Supervisor C1730 9 - 9 $41.63 - $41.63 $3,330.40 - $3,330.40 $7,215.87 - $7,215.87 $86,590.40 - $86,590.40 IBEW - APPENDIX "B" WAGES
Effective: 12/22/2023
Step Hourly Rates Biweekly Rates Monthly Rates Annual Rates 80 E94 Senior Apparatus Repairer C1710 7 - 9 $35.28 - $38.16 $2,822.40 - $3,052.80 $6,115.20 - $6,614.40 $73,382.40 - $79,372.80 M43 Toolroom Technician C1700 9 - 9 $34.69 - $34.69 $2,775.20 - $2,775.20 $6,012.93 - $6,012.93 $72,155.20 - $72,155.20 501 Water Production Technician C1800 6 - 9 $41.23 - $46.38 $3,298.40 - $3,710.40 $7,146.53 - $8,039.20 $85,758.40 - $96,470.40 027 Apprentice Water Production Technician C1810 5 - 9 $33.70 - $39.42 $2,696.00 - $3,153.60 $5,841.33 - $6,832.80 $70,096.00 - $81,993.60 583 Water Production Technician Supervisor C1820 9 - 9 $54.26 - $54.26 $4,340.80 - $4,340.80 $9,405.07 - $9,405.07 $112,860.80 - $112,860.80 280 Water Production & Maintenance Foreman C1830 8 - 9 $57.97 - $60.29 $4,637.60 - $4,823.20 $10,048.13 - $10,450.27 $120,577.60 - $125,403.20 299 Water Treatment Operator C1900 3 - 9 $33.86 - $42.84 $2,708.80 - $3,427.20 $5,869.07 - $7,425.60 $70,428.80 - $89,107.20 E56 Laboratory Technician I C1910 3 - 9 $29.63 - $37.49 $2,370.40 - $2,999.20 $5,135.87 - $6,498.27 $61,630.40 - $77,979.20 E55 Laboratory Technician II C1920 3 - 9 $35.55 - $44.98 $2,844.00 - $3,598.40 $6,162.00 - $7,796.53 $73,944.00 - $93,558.40 O24 Utilities Automated Systems Specialist C2000 5 - 9 $38.95 - $45.57 $3,116.00 - $3,645.60 $6,751.33 - $7,898.80 $81,016.00 - $94,785.60 O25 Utilities Automated Systems Support Rep C2010 4 - 9 $32.77 - $39.87 $2,621.60 - $3,189.60 $5,680.13 - $6,910.80 $68,161.60 - $82,929.60 E53 Electrical Utility Inspector C2100 4 - 9 $42.64 - $51.88 $3,411.20 - $4,150.40 $7,390.93 - $8,992.53 $88,691.20 - $107,910.40 160 Water Utility Inspector I C2120 4 - 9 $36.25 - $44.10 $2,900.00 - $3,528.00 $6,283.33 - $7,644.00 $75,400.00 - $91,728.00 E44 Water Utility Inspector II C2100 4 - 9 $42.64 - $51.88 $3,411.20 - $4,150.40 $7,390.93 - $8,992.53 $88,691.20 - $107,910.40 E72 Senior Electrical Utility Inspector C2110 5 - 9 $51.00 - $59.66 $4,080.00 - $4,772.80 $8,840.00 - $10,341.07 $106,080.00 - $124,092.80 E42 Senior Water Utility Inspector C2110 5 - 9 $51.00 - $59.66 $4,080.00 - $4,772.80 $8,840.00 - $10,341.07 $106,080.00 - $124,092.80 M41 Electric Utility Inspection Supervisor C2130 4 - 9 $51.17 - $62.26 $4,093.60 - $4,980.80 $8,869.47 - $10,791.73 $106,433.60 - $129,500.80 283 Electric Meter Technician C2200 9 - 10 $56.58 - $58.84 $4,526.40 - $4,707.20 $9,807.20 - $10,198.93 $117,686.40 - $122,387.20 021 Apprentice Electric Meter Technician C2210 4 - 10 $39.52 - $50.01 $3,161.60 - $4,000.80 $6,850.13 - $8,668.40 $82,201.60 - $104,020.80 G59 Senior Electric Meter Technician C2220 7 - 10 $57.54 - $64.72 $4,603.20 - $5,177.60 $9,973.60 - $11,218.13 $119,683.20 - $134,617.60 549 Electric Meter Supervisor C2230 9 - 10 $66.19 - $68.84 $5,295.20 - $5,507.20 $11,472.93 - $11,932.27 $137,675.20 - $143,187.20 G64 Utilities Generation Technician C2300 7 - 9 $55.07 - $59.56 $4,405.60 - $4,764.80 $9,545.47 - $10,323.73 $114,545.60 - $123,884.80 277 Generation Plant Maintenance Working Supervisor C2310 9 - 9 $69.69 - $69.69 $5,575.20 - $5,575.20 $12,079.60 - $12,079.60 $144,955.20 - $144,955.20 641 Substation Test Technician C2400 4 - 10 $52.41 - $66.32 $4,192.80 - $5,305.60 $9,084.40 - $11,495.47 $109,012.80 - $137,945.60 F37 Apprentice Substation Test Technician C2410 4 - 10 $44.55 - $56.37 $3,564.00 - $4,509.60 $7,722.00 - $9,770.80 $92,664.00 - $117,249.60 593 Substation Test Technician Supervisor C2420 9 - 10 $74.61 - $77.59 $5,968.80 - $6,207.20 $12,932.40 - $13,448.93 $155,188.80 - $161,387.20 K89 Water Systems Operator C2600 4 - 9 $45.43 - $55.27 $3,634.40 - $4,421.60 $7,874.53 - $9,580.13 $94,494.40 - $114,961.60 K88 Senior Water System Operator C2610 4 - 9 $49.97 - $60.80 $3,997.60 - $4,864.00 $8,661.47 - $10,538.67 $103,937.60 - $126,464.00 AB5 Water System Operator In Training C2620 5 - 9 $40.16 - $46.98 $3,212.80 - $3,758.40 $6,961.07 - $8,143.20 $83,532.80 - $97,718.40 81 Code Classification Grade
212 Facility and Event Electrician C1000 7 - 10 $46.97 - $52.84 $3,757.60 - $4,227.20 $8,141.47 - $9,158.93 $97,697.60 - $109,907.20 188 HVAC Mechanic C1000 4 - 10 $41.76 - $52.84 $3,340.80 - $4,227.20 $7,238.40 - $9,158.93 $86,860.80 - $109,907.20 207 HVAC/Electrical Helper C1005 5 - 10 $30.40 - $36.99 $2,432.00 - $2,959.20 $5,269.33 - $6,411.60 $63,232.00 - $76,939.20 019 Apprentice HVAC Mechanic C1010 4 - 10 $35.49 - $44.91 $2,839.20 - $3,592.80 $6,151.60 - $7,784.40 $73,819.20 - $93,412.80 368 Lead Facility and Event Electrician C1020 9 - 10 $58.43 - $60.77 $4,674.40 - $4,861.60 $10,127.87 - $10,533.47 $121,534.40 - $126,401.60 366 Lead HVAC Mechanic C1020 9 - 10 $58.43 - $60.77 $4,674.40 - $4,861.60 $10,127.87 - $10,533.47 $121,534.40 - $126,401.60 138 HVAC Electrician Lead Worker C1030 9 - 10 $60.97 - $63.41 $4,877.60 - $5,072.80 $10,568.13 - $10,991.07 $126,817.60 - $131,892.80 333 Line Mechanic C1100 7 - 9 $64.59 - $69.86 $5,167.20 - $5,588.80 $11,195.60 - $12,109.07 $134,347.20 - $145,308.80 023 Apprentice Line Mechanic C1120 4 - 9 $48.81 - $59.38 $3,904.80 - $4,750.40 $8,460.40 - $10,292.53 $101,524.80 - $123,510.40 671 Utilities Troubleshooter C1130 9 - 9 $74.75 - $74.75 $5,980.00 - $5,980.00 $12,956.67 - $12,956.67 $155,480.00 - $155,480.00 N59 Electric Crew Supervisor C1150 9 - 9 $81.74 - $81.74 $6,539.20 - $6,539.20 $14,168.27 - $14,168.27 $170,019.20 - $170,019.20 329 Line Crew Supervisor C1150 9 - 9 $81.74 - $81.74 $6,539.20 - $6,539.20 $14,168.27 - $14,168.27 $170,019.20 - $170,019.20 N95 Utilities Troubleshooter Supervisor C1150 9 - 9 $81.74 - $81.74 $6,539.20 - $6,539.20 $14,168.27 - $14,168.27 $170,019.20 - $170,019.20 142 Electrical Helper C1110 3 - 9 $38.65 - $48.90 $3,092.00 - $3,912.00 $6,699.33 - $8,476.00 $80,392.00 - $101,712.00 239 Electric Field & Operations Foreman C1160 8 - 9 $83.30 - $86.63 $6,664.00 - $6,930.40 $14,438.67 - $15,015.87 $173,264.00 - $180,190.40 545 Utilities Systems Operator C2500 5 - 9 $63.90 - $74.75 $5,112.00 - $5,980.00 $11,076.00 - $12,956.67 $132,912.00 - $155,480.00 AB4 Utilities System Operator In Training C2510 4 - 9 $48.81 - $59.38 $3,904.80 - $4,750.40 $8,460.40 - $10,292.53 $101,524.80 - $123,510.40 01C Maintenance Pipefitter C1300 6 - 10 $38.12 - $44.59 $3,049.60 - $3,567.20 $6,607.47 - $7,728.93 $79,289.60 - $92,747.20 025 Apprentice Maintenance Pipefitter C1310 6 - 10 $32.40 - $37.90 $2,592.00 - $3,032.00 $5,616.00 - $6,569.33 $67,392.00 - $78,832.00 693 Water Meter Repairer I C1320 5 - 10 $32.33 - $39.33 $2,586.40 - $3,146.40 $5,603.87 - $6,817.20 $67,246.40 - $81,806.40 696 Water Meter Repairer II C1330 5 - 10 $33.40 - $40.64 $2,672.00 - $3,251.20 $5,789.33 - $7,044.27 $69,472.00 - $84,531.20 347 Maintenance Pipefitter B C1350 6 - 10 $37.35 - $43.70 $2,988.00 - $3,496.00 $6,474.00 - $7,574.67 $77,688.00 - $90,896.00 350 Maintenance Pipefitter Working Supervisor C1370 9 - 10 $50.16 - $52.17 $4,012.80 - $4,173.60 $8,694.40 - $9,042.80 $104,332.80 - $108,513.60 121 Water Meter Working Supervisor C1370 9 - 10 $50.16 - $52.17 $4,012.80 - $4,173.60 $8,694.40 - $9,042.80 $104,332.80 - $108,513.60 238 Water Field & Operations Foreman C1380 8 - 10 $53.60 - $57.97 $4,288.00 - $4,637.60 $9,290.67 - $10,048.13 $111,488.00 - $120,577.60 369 Meter Reader C1400 3 - 9 $29.76 - $37.66 $2,380.80 - $3,012.80 $5,158.40 - $6,527.73 $61,900.80 - $78,332.80 679 Utilities Service Representative C1410 4 - 9 $34.67 - $42.18 $2,773.60 - $3,374.40 $6,009.47 - $7,311.20 $72,113.60 - $87,734.40 682 Senior Utilities Service Representative C1420 4 - 9 $36.21 - $44.06 $2,896.80 - $3,524.80 $6,276.40 - $7,637.07 $75,316.80 - $91,644.80 639 Substation Electrician C1500 7 - 9 $60.94 - $65.91 $4,875.20 - $5,272.80 $10,562.93 - $11,424.40 $126,755.20 - $137,092.80 029 Apprentice Substation Electrician C1510 4 - 9 $46.04 - $56.02 $3,683.20 - $4,481.60 $7,980.27 - $9,710.13 $95,763.20 - $116,521.60 591 Substation Electrician Supervisor C1560 9 - 9 $77.11 - $77.11 $6,168.80 - $6,168.80 $13,365.73 - $13,365.73 $160,388.80 - $160,388.80 079 Utilities Customer Services Rep II C1600 4 - 10 $30.25 - $38.28 $2,420.00 - $3,062.40 $5,243.33 - $6,635.20 $62,920.00 - $79,622.40 H62 Utilities Customer Service Rep I C1610 4 - 10 $25.72 - $32.54 $2,057.60 - $2,603.20 $4,458.13 - $5,640.27 $53,497.60 - $67,683.20 H61 Utilities Customer Services Rep III C1620 4 - 10 $31.76 - $40.19 $2,540.80 - $3,215.20 $5,505.07 - $6,966.27 $66,060.80 - $83,595.20 527 Utilities Sr Customer Service Rep C1630 4 - 10 $34.79 - $44.02 $2,783.20 - $3,521.60 $6,030.27 - $7,630.13 $72,363.20 - $91,561.60 01X Warehouse n Toolroom Worker C1700 4 - 9 $29.79 - $36.25 $2,383.20 - $2,900.00 $5,163.60 - $6,283.33 $61,963.20 - $75,400.00 01W Senior Warehouse n Toolroom Worker C1720 7 - 9 $37.70 - $40.78 $3,016.00 - $3,262.40 $6,534.67 - $7,068.53 $78,416.00 - $84,822.40 684 Utilities Yard Working Supervisor C1730 9 - 9 $43.50 - $43.50 $3,480.00 - $3,480.00 $7,540.00 - $7,540.00 $90,480.00 - $90,480.00 IBEW - APPENDIX "B" WAGES
Effective: 12/20/2024
Step Hourly Rates Biweekly Rates Monthly Rates Annual Rates 82 E94 Senior Apparatus Repairer C1710 7 - 9 $36.87 - $39.88 $2,949.60 - $3,190.40 $6,390.80 - $6,912.53 $76,689.60 - $82,950.40 M43 Toolroom Technician C1700 9 - 9 $36.25 - $36.25 $2,900.00 - $2,900.00 $6,283.33 - $6,283.33 $75,400.00 - $75,400.00 501 Water Production Technician C1800 6 - 9 $43.09 - $48.47 $3,447.20 - $3,877.60 $7,468.93 - $8,401.47 $89,627.20 - $100,817.60 027 Apprentice Water Production Technician C1810 5 - 9 $35.22 - $41.20 $2,817.60 - $3,296.00 $6,104.80 - $7,141.33 $73,257.60 - $85,696.00 583 Water Production Technician Supervisor C1820 9 - 9 $56.71 - $56.71 $4,536.80 - $4,536.80 $9,829.73 - $9,829.73 $117,956.80 - $117,956.80 280 Water Production & Maintenance Foreman C1830 8 - 9 $60.59 - $63.01 $4,847.20 - $5,040.80 $10,502.27 - $10,921.73 $126,027.20 - $131,060.80 299 Water Treatment Operator C1900 3 - 9 $35.38 - $44.77 $2,830.40 - $3,581.60 $6,132.53 - $7,760.13 $73,590.40 - $93,121.60 E56 Laboratory Technician I C1910 3 - 9 $30.96 - $39.17 $2,476.80 - $3,133.60 $5,366.40 - $6,789.47 $64,396.80 - $81,473.60 E55 Laboratory Technician II C1920 3 - 9 $37.15 - $47.01 $2,972.00 - $3,760.80 $6,439.33 - $8,148.40 $77,272.00 - $97,780.80 O24 Utilities Automated Systems Specialist C2000 5 - 9 $40.71 - $47.62 $3,256.80 - $3,809.60 $7,056.40 - $8,254.13 $84,676.80 - $99,049.60 O25 Utilities Automated Systems Support Rep C2010 4 - 9 $34.25 - $41.67 $2,740.00 - $3,333.60 $5,936.67 - $7,222.80 $71,240.00 - $86,673.60 E53 Electrical Utility Inspector C2100 4 - 9 $44.56 - $54.21 $3,564.80 - $4,336.80 $7,723.73 - $9,396.40 $92,684.80 - $112,756.80 160 Water Utility Inspector I C2120 4 - 9 $37.87 - $46.08 $3,029.60 - $3,686.40 $6,564.13 - $7,987.20 $78,769.60 - $95,846.40 E44 Water Utility Inspector II C2100 4 - 9 $44.56 - $54.21 $3,564.80 - $4,336.80 $7,723.73 - $9,396.40 $92,684.80 - $112,756.80 E72 Senior Electrical Utility Inspector C2110 5 - 9 $53.29 - $62.34 $4,263.20 - $4,987.20 $9,236.93 - $10,805.60 $110,843.20 - $129,667.20 E42 Senior Water Utility Inspector C2110 5 - 9 $53.29 - $62.34 $4,263.20 - $4,987.20 $9,236.93 - $10,805.60 $110,843.20 - $129,667.20 M41 Electric Utility Inspection Supervisor C2130 4 - 9 $53.47 - $65.05 $4,277.60 - $5,204.00 $9,268.13 - $11,275.33 $111,217.60 - $135,304.00 283 Electric Meter Technician C2200 9 - 10 $59.13 - $61.49 $4,730.40 - $4,919.20 $10,249.20 - $10,658.27 $122,990.40 - $127,899.20 021 Apprentice Electric Meter Technician C2210 4 - 10 $41.31 - $52.27 $3,304.80 - $4,181.60 $7,160.40 - $9,060.13 $85,924.80 - $108,721.60 G59 Senior Electric Meter Technician C2220 7 - 10 $60.13 - $67.64 $4,810.40 - $5,411.20 $10,422.53 - $11,724.27 $125,070.40 - $140,691.20 549 Electric Meter Supervisor C2230 9 - 10 $69.17 - $71.94 $5,533.60 - $5,755.20 $11,989.47 - $12,469.60 $143,873.60 - $149,635.20 G64 Utilities Generation Technician C2300 7 - 9 $57.54 - $62.24 $4,603.20 - $4,979.20 $9,973.60 - $10,788.27 $119,683.20 - $129,459.20 277 Generation Plant Maintenance Working Supervisor C2310 9 - 9 $72.82 - $72.82 $5,825.60 - $5,825.60 $12,622.13 - $12,622.13 $151,465.60 - $151,465.60 641 Substation Test Technician C2400 4 - 10 $54.77 - $69.30 $4,381.60 - $5,544.00 $9,493.47 - $12,012.00 $113,921.60 - $144,144.00 F37 Apprentice Substation Test Technician C2410 4 - 10 $46.56 - $58.91 $3,724.80 - $4,712.80 $8,070.40 - $10,211.07 $96,844.80 - $122,532.80 593 Substation Test Technician Supervisor C2420 9 - 10 $77.96 - $81.08 $6,236.80 - $6,486.40 $13,513.07 - $14,053.87 $162,156.80 - $168,646.40 K89 Water Systems Operator C2600 4 - 9 $47.47 - $57.76 $3,797.60 - $4,620.80 $8,228.13 - $10,011.73 $98,737.60 - $120,140.80 K88 Senior Water System Operator C2610 4 - 9 $52.23 - $63.54 $4,178.40 - $5,083.20 $9,053.20 - $11,013.60 $108,638.40 - $132,163.20 AB5 Water System Operator In Training C2620 5 - 9 $41.97 - $49.10 $3,357.60 - $3,928.00 $7,274.80 - $8,510.67 $87,297.60 - $102,128.00 83 84
APPENDIX “C” – LETTERS OF UNDERSTANDING AND LETTERS OF AGREEMENT (S
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