Memorandum of Understanding
between the
American Federation of State, County, and
Municipal Employees, Local 2002,
General Management Unit
and the
City of Anaheim
December 24, 2021July 1, 2023 through June 30, 20232027
i
Table of Contents
PREAMBLE ................................ ................................ ................................ ............................... 1 SECTION I: GENERAL ADMINISTRATION ................................ ................................ ........... 2 Article 1 - Recognition ................................ ................................ ................................ ........... 2 Article 2 - Employee Rights ................................ ................................ ................................ .. 2 Article 3 - Employer Rights ................................ ................................ ................................ ... 2 Article 4 - Construction ................................ ................................ ................................ ......... 2 Article 5 - Savings Clause ................................ ................................ ................................ ...... 3 Article 6 - Duration ................................ ................................ ................................ ................. 3 Article 7 - Notification ................................ ................................ ................................ ........... 3 Article 8 - Consultation ................................ ................................ ................................ .......... 3 Article 9 - Meet And Confer ................................ ................................ ................................ ... 4 Article 10 - Memorandum Of Understanding ................................ ................................ ..... 4 Article 11 - Discussion ................................ ................................ ................................ ........... 4 Article 12 - Union Administration ................................ ................................ ........................ 5 Article 13 - New Employee Orientation ................................ ................................ .............. 6 Article 14 - Check Off ................................ ................................ ................................ ............. 7 Article 15 - Notification Of Contracting Out ................................ ................................ ....... 7 SECTION II: COMPENSATION ................................ ................................ .............................. 7 Article 16 - Salary Administration ................................ ................................ ....................... 7 Article 17 - Hours of Work and Payday ................................ ................................ ..............10 Article 18 - Premium Pay ................................ ................................ ................................ .....11 SECTION III: EMPLOYMENT ................................ ................................ ............................... 12 Article 19 - Appointments and Promotions ................................ ................................ .......12 Article 20 - Probation................................ ................................ ................................ ........ 1817 Article 21 - Salary Reduction, Suspension, Demotion, And Dismissal .................. 191918 Article 22 - Layoff, Reassignment, And Reemployment ................................ .......... 212120 Article 23 - Reinstatement ................................ ................................ ........................... 232322 Article 24 - Voluntary Demotion ................................ ................................ ..................... 2423 Article 25 - Transfer ................................ ................................ ................................ ...... 242423 Article 26 - Post-Offer Medical And Physical Exams ................................ ................ 252524 SECTION IV: LEAVES ................................ ................................ ................................ .............25 Article 27 - Holidays ................................ ................................ ................................ .......... 2625 Article 28 - Vacation ................................ ................................ ................................ ......... 2726
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Article 29 - Sick Leave ................................ ................................ ................................ .. 292928 Article 30 - Industrial Accident Leave ................................ ................................ ............ 3332 Article 31 - Bereavement Leave ................................ ................................ .................. 343333 Article 32 - Military Leave ................................ ................................ ............................ 353433 Article 33 - Jury Duty And Court Appearances ................................ ......................... 363534 Article 34 - Leave Without Pay ................................ ................................ .................... 363635 Article 35 - Administrative Leave................................ ................................ ................ 363635 SECTION V: BENEFITS ................................ ................................ ................................ ..........36 Article 36 - Insurance and Pensions................................ ................................ ........... 383736 Article 37 - Post-Retirement Medical Benefits ................................ ......................... 424140 Article 38 - Miscellaneous Benefits and Services Awards ................................ ....... 444342 Article 39 - Payroll Deductions ................................ ................................ .................... 454443 Article 40 - Joint Committee On Medical Program ................................ ...........................43 SECTION VI: MISCELLANEOUS PROVISIONS ................................ .......................... 464544 Article 41 - Part-Time Employees ................................ ................................ ............... 464544 Article 42 - Grievance Procedure ................................ ................................ ................ 524847 Article 43 - No Strike ................................ ................................ ................................ ............50 Article 44 - Outside Employment ................................ ................................ ................ 555251 Article 45 - Personnel Files ................................ ................................ .......................... 565251 Article 46 - Professional Licenses ................................ ................................ ............... 565352 Article 47 - Required Equipment and Apparel ................................ .......................... 565352 Article 48 - Duration ................................ ................................ ................................ ..... 585553 Appendix “A” – Special Provisions ................................ ................................ .............. 605654 Appendix “B” – Represented Classifications and Rates of Pay .............................. 625755
1 MEMORANDUM OF UNDERSTANDING BETWEEN THE CITY OF ANAHEIM
AND THE AMERICAN FEDERATION OF STATE, COUNTY,
AND MUNICIPAL EMPLOYEES, LOCAL 2002,
GENERAL MANAGEMENT UNIT
PREAMBLE
The wages, hours, and other terms and conditions of employment within the lawful scope of representation of the American Federation of State, County, and Municipal Employees , Local 2002, General Management (hereinafter called “AFSCME” or “UNION”) have been agreed upon by representatives of the AFSCME and staff officials of City of Anaheim (hereinafter called “ANAHEIM” or “City”) and shall apply to all employees of ANAHEIM working in classifications set forth in Appendi x “B” (bargaining unit classifications). AFSCME agrees to recommend acceptance by bargaining unit members of all the terms and c onditions of employment as set forth herein, and the staff officials of ANAHEIM agree to recommend to the City Council that all terms and conditions of employment, as set forth herein, be approved pursuant to California Government Code §3505.1.
2 SECTION I: GENERAL ADMINISTRATION
Article 1 - Recognition
1.1 ANAHEIM hereby recognizes AFSCME as the bargaining representative for all its members to the fullest extent allowable under California law applying to public 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, AFSCME shall be kept fully informed and have the right to be present at all such meetings betw een ANAHEIM and the individual.
Article 2 - Employee Rights
2.1 Employees shall have all rights granted to public employees under California law.
Employees shall have the right to form, join and participate in the activities of employee organizations of their own choosing for the purpose of representation on all matter s of employer-employee relations. Employees also have the right to refuse to join or participate in the activities of employee organizations and shall have the right to represent themselves individually in their employment relations with ANAHEIM. No employee shall be interfered with, intimidated, restrained, coerced, or discriminated against by ANAHEIM or by any employee organization because of his/her the employee’s exercise of these rights.
Article 3 - Employer Rights
3.1 The Employer retains, e xclusively, all its inherent rights, functions, duties, and responsibilities e xcept where specifically limited in this document. The rights of the employer include, but are not limited to, the e xclusive right to consider the merits, necessity, or organization of any service or activity provided by law or administrative order; determine the mission of its constituent departments, commissions, and boards; set standards of service and performance; de termine the procedures and standards of selection for employment, training, and promotion; direct its employees; establish work schedules a nd work assignments; evaluate employee performance; take disciplinary action; relieve its employees from duty because of lack of work or other legitimate reasons; maintain the efficiency of ANAHEIM’s operations; determine the methods, means, and personnel by which ANAHEIM’s operations are to be conducted; classify and reclassify positions; determine the content of job classifications; contract out work and transfer work into or out of the unit; take all necessary action to carry out its mission in emergencies; and exercise complete control and discretion over its organization and the technology of performing its work.
Article 4 - Construction
3 4.1 Nothing in this Memorandum of Understanding (hereinafter “ 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, sha ll 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 (Sections 3500, et seq.).
Article 5 - Savings Clause
5.1 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.
Article 6 - Duration
6.1 This MOU shall be in full force and effect as of the first day of the pay period following adoption of a resolution approving this MOU and the terms hereof by the City Council of the City of Anaheim. The terms of this Memorandum are to remain in full force and effect through the thirtieth (30th) day of June, 20232027.
Article 7 - Notification
7.1 Reasonable written notice shall be given by the City Management Representative to AFSCME, of any proposed ordinance, resolution, rule, or regulation directly relating to matters within the scope of representation to be presented to the City Council for determination, and AFSCME shall be given the opportunity to meet with the City Management Representative prior to submission to the City Council for determination.
7.2 In cases of emergency when the City Council determines that an ordinance, resolution, rule, or regulation must be adopted immediately without prior notice or meeting with AFSCME, the City Management Representative shall provide such notice at the earliest practicable time following the adoption of such ordinance, resolution, rule, or regulation.
Article 8 - Consultation
8.1 The City Management Representative, after consultation in good faith with representatives of AFSCME, may recommend adoption of reasonable rules and regulations for the administration of employer-employee relations. The City Management Representative shall consult in good faith with representatives of AFSCME on employer- employee relations matters which affect them, including those that are not subject to meeting and conferring.
4 Article 9 - Meet And Confer
9.1 The City Management Representative and representatives of AFSCME shall have the mutual obligation personally to meet and confer in order to exchange freely information, opinions, and proposals and to endeavor to reach agreement on matters 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 ANAHEIM and t he UNION.
9.2 The City Management Representative shall not be required to meet and confer in good faith on any subject pre-empted by federal or state law or by the Anaheim City Charter nor shall they he/she be required to meet and confer in good faith on Management Employer or “eEmployee rRights” as herein defined in ARTICLES 2 and 3. Proposed amendments to this ARTICLE are excluded from the scope of meeting and conferring.
Article 10 - Memorandum Of Understanding
10.1 When the meeting and conferring process results in agreement between ANAHEIM and AFSCME, such agreement shall be incorporated in a written MOU, signed by ANAHEIM Representative(s) and AFSCME representative(s). The matters incorporated in the MOU shall be presented to the City Council, or its statutory representative, for determination.
Article 11 - Discussion
11.1 It is the intent of both parties to maintain an open line of communication for the betterment of employer -employee relations. Any issue not pertaining to grievances or grievable issues may be discussed by AFSCME or ANAHEIM at either party’s request.
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) AFSCME members and the business manager or business representative of AFSCME may be present. Upon notification and with mutual agreement, either party may include additional representatives.
11.3 If the parties are not able to resolve the issues after three (3) meetings, the issues will be considered dropped, unless both parties agree to meet additional times.
11.4 If the discussion process results in an agreement between the City Management Representative and AFSCME to amend this MOU, such agreement shall be incorporated in a written Letter of Understanding (hereinafter “LOU”), signed by the City Management Representative(s) and AFSCME representative(s). The matters incorporated in the Letter of Understanding shall be presented to the City Council , or its statutory representative, for determination when necessary.
5 Article 12 - Union Administration
12.1 AFSCME representatives are those elected or appointed in accordance with the constitution and bylaws of AFSCME.
12.2 ANAHEIM recognizes the UNION’s right to appoint shop stewards.
12.3 AFSCME shall notify ANAHEIM, in writing, of the names and job classification titles of its officers, unit representatives, stewards, or other officials each time an election is held or new appointments are made.
12.4 An employee elected or appointed as an officer, director, or representative of the AFSCME shall be required to work full-time in his/her the employee’s respective job classification.
12.5 Officers, directors, and representatives (subject to the provision of this ARTICLE) of the UNION shall be permitted to visit employee work locations for the purpose of observing conditions under which employees are working, provided such visit shall not interfere with the normal operations of the department or with established safety requirements.
12.5.1 Such officers, directors, and representatives shall not enter any work location without the knowledge of the Department Head, Division Head, or other appropriate supervisor.
12.6 In the event that the AFSCME formally meets and confers with representatives of ANAHEIM on matters within the scope of representation during regular City business hours, a reasonable number of officers, directors, and representatives, or other officials of the AFSCME shall be allowed reasonable time off without loss of compensation or other benefits. Stewards and officers shall be granted reasonable time off without loss of compensation for representing employees in disciplinary matters or otherwise enforcing this MOU.
12.6.1 Such officers, directors, representatives, or other officials shall not leave their duties, work stations, or assignments without the knowledge of their appropriate manager or supervisor. Release time shall, whenever possible, be requested at least forty-eight (48) hours in advance so as to allow the department to make any necessary adjustments for work coverage. Union release time may be granted if the request is submitted on the date of the union activity and will not be granted if the request is submitted after the date of union activity.
12.6.2 Such meetings are subject to scheduling in a manner consistent with operating needs and work schedules.
12.7 ANAHEIM agrees to provide the President and board members of AFSCME reasonable time off without loss of compensation or benefits for all activities concerned with the internal management of AFSCME.
12.8 ANAHEIM shall furnish bulletin boards at mutually agreeable, specific locations for the purpose of posting notices pertaining to AFSCME business.
6 12.9 ANAHEIM shall allow AFSCME to conduct meetings in City facilities.
12.9.1 Such meetings are shall be scheduled in accordance with regulations governing use of public meeting rooms at City facilities.
12.10 Within thirty (30) days of the date of hire or by the first pay period of the month following hire, ANAHEIM shall provide the UNION with the following information of bargaining unit employees:
• Name
• Hire date
• Job title
• Department
• Work location
• Work cellular number, if provided by the City
• Personal cellular and home phone numbers
• Personal email addresses
• Home address
12.11 The information identified in this section shall be provided to the UNION regardless of whether the newly hired public employee was previously employed by the public employer.
12.12 ANAHEIM shall provide the same information of all bargaining unit employees to the UNION on a quarterly basis.
12.13 Employees’ personal information shall not be deemed public record subject to disclosure to any person or organization other than the UNION.
12.14 Employees may choose not to have their personal information (home address, home telephone number, personal cellular number, or personal email address) released to the Union. Employees making such a request must submit a written (including email) request to the Human Resources Department.
Article 13 - New Employee Orientation
13.1 ANAHEIM shall provide notice of new employee orientations no less than ten (10) calendar days in advance, to AFSCME. The notification shall include date, time, location, and name(s) of new employees attending the orientation.
13.2 AFSCME shall be provided up to one-half (1/2) hour during the new employee orientation sessions to speak with new employees about contractual rights, introduce new employees to AFSCME, and discuss potential enrollment in membership.
13.3 If an in-person new employee orientation session is not held within thirty (30) calendar days of an employee’s date of hire, the City will allow AFSCME to make arrangements for an in-person meeting with the new employee during working hours, for up to one -half
7 hour. During the meeting, the AFSCME representative may discuss enrollment in membership.
Article 14 - Check Off
14.1 ANAHEIM agrees to check-off for the payment of the regular monthly AFSCME dues and to deduct such payments from the wages of all AFSCME represented members and employees when authorized to do so by said members and employees AFSCME, and remit such payments to AFSCME in accordance with the terms of signed authorizations of such members and employees . The deduction of such dues and the remittal of same by ANAHEIM to AFSCME shall constitute payment of said dues and initiation fees by such members and employees to AFSCME.
Article 15 - Notification Of Contracting Out
15.1 ANAHEIM agrees to notify AFSCME 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 AFSCME.
15.1.1 Such notification will be given before a decision to contract out is made; and
15.1.2 AFSCME will have an opportunity to comment prior to a determination by ANAHEIM to enter into contracting arrangements.
SECTION II: COMPENSATION
Article 16 - Salary Administration
16.1 Purpose
16.1.1 The purpose of this ARTICLE is to maintain a compensation program that will attract and retain qualified employees at all levels of responsibility. Employee compensation shall be externally competitive and internally consistent and fair.
16.2 General
16.2.1 Part-time employees are compensated based on an hourly rate and full -time employees are compensated based on an annual salary rate. Part -time and full- time employees shall be assigned to a classification in which the pay rate is an amount within a specified salary range.
16.2.2 An employee’s placement within a salary range is referred to as the employee’s compa-ratio, which is determined by dividing the employee’s rate of pay into the
8 market point o f the applicable salary range. The frequency and amount of increases is partially dependent upon the employee’s compa-ratio.
16.3 New Hires
16.3.1 Salary offers shall be between the “Minimum” and “Market” of the applicable salary range and shall reflect the prospective employee’s experience and qualifications.
Employees hired at the Minimum are presumed to be qualified to perform the duties and responsibilities of the job classification into which they are hired. If external considerations require hiring an employee at a higher rate, t The Human Resources Director may approve a rate above the Market of the salary range .
Appointments above the Control Point are subject to the recommendation of the Human Res ources Director and the approval by the City Manager. Under no circumstances may the salary offer exceed the “Maximum Point.”
16.3.1.1 New employees shall be paid at no less than the Minimum of the salary range. New employees may be hired above the Minimum of the range only if they possess experience, education, and/or qualifications that exceed the minimum standards established for the position.
16.3.1.2 As set forth in ARTICLE 28 - VACATION, the Human Resources Director may approve a one-time crediting of a vacation time bank and/or may approve an increase in service credits for vacation accrual rates for new hires.
16.4 Merit Increases
16.4.1 Employees are eligible for individual merit increases in accordance with the current “Merit Matrix” within their pay range effective on the first (1st) day of the pay period following their merit review date. Merit increases are not automatically granted. Employees may be determined to be ineligible to receive a merit increase based upon their overall performance rating as stated in the employee’s Performance Review Plan.
16.4.2 The City Manager shall determine the Merit Matrix each fiscal year based upon the City’s financial condition ,; the City’s ability to pay ,; market conditions,; and any other factors the City Manager may deem appropriate.
16.4.3 Merit increases shall be based upon an employee’s overall performance rating as demonstrated in the Performance Review Plan and in accordance with the Merit Matrix. The employee’s Executive Manager Department Head shall certify an employee’s overall rating to the Human Resources Director for implementation of a merit increase.
16.4.4 Employees are eligible for individual merit increases within their pay range effective on the first (1st) day of the pay period following their merit review date.
Merit review dates are set in accordance with the following rules:
9 For employees with a compa-ratio
between 80.00%-99.99%
Once every six (6) months until
attaining a compa-ratio of 100.00%.
For employees with a compa-ratio at or
above 100.00%
Once every twelve (12) months
16.4.5 Merit increases shall be implemented in accordance with the following:
16.4.5.1 An increase up to compa-ratio of one-hundred twenty percent (120.0%) shall be paid to the employee’s base salary.
16.4.5.2 Any portion of a merit increase that would result in a compa -ratio exceeding one-hundred twenty percent ( 120.0%) shall be paid as a lump sum payment. Base salaries shall not exceed one-hundred twenty percent (120.0%) compa-ratio.
16.4.5.3 Lump sum payments are not added to the employee’s base pay and are not used in determining highest year compensation for the California Public Employees’ Retirement System (“PERS”) or for any leave bank payoff.
16.5 Special Adjustments
16.5.1 Employees may be eligible for a special salary adjustment, as approved by the City Manager, with the recommendation of the Human Resources Director. Requests for special salary and equity adjustments must be submitted in writing to the Human Resources Director,; state the rationale for special salary adjustment,; and be signed by the employee’s Executive Manager Department Head. Salary and equity adjustments must be supported in writing and shall only be granted to address significant variances unrelated to tenure or performance among employees in the same or similar job classification. Such special salary adjustments may not result in an employee’s compa-ratio exceeding one-hundred twenty percent (120.0%).
16.6 Reclassification
16.6.1 An incumbent who is reclassified with his/her position to a job classification at a higher range shall be placed at the Minimum of the new range or at a rate in the range which provides a ten percent (10%) base rate of pay increase, provided the rate does not exceed a compa-ratio of 105.00%. If a ten percent (10%) increase places the employee’s salary beyond the 105.00% compa-ratio, the employee shall receive a minimum of five percent (5%) increase or an increase between five percent (5%) and ten percent (10%) in order to bring the employee to 105.00% compa-ratio; however, in no case shall the employee’s salary exceed the Control Point. The employee shall be given a new merit review date in accordance with ARTICLE 16.4.
10 16.6.2 An incumbent who is reclassified to a job classification with no change in range shall retain his/her their current rate of pay and merit review date.
16.6.3 An incumbent who is reclassified with his/her position to a job classification at a lower range shall retain his/her their current rate of pay in the new range. If the current rate is higher than the new range Control Point, the employee’s pay rate shall be frozen until such time as the Control Point of the range for the position exceeds the employee’s rate of pay.
16.6.4 An incumbent who is reclassified does not begin a new probationary period.
Article 17 - Hours of Work and Payday
17.1 Forty (40) Hour Work Week. The average regular work week for full-time employees shall be forty (40) hours.
17.1.1 For all full-time employees with an average regular work week of forty (40) hours, the monthly rate shall be the annual rate divided by twelve (12).
17.1.2 Part-Time employees shall be paid at an hourly rate, which shall be calculated by dividing the annual rate of the same position by two thousand eighty (2080) hours.
17.1.3 All pay, discipline, and leave provisions will be administered consistent with this MOU and Fair Labor Standards Act (FLSA) requirements for exempt positions.
17.2 Alternative Work Schedules . In certain instances, alternatives to the traditional work schedule may be appropriate. Such schedules may be implemented under the following guidelines:
17.2.1 Such schedules may be implemented at the request of the employee subject to City approval or by management when it is determined that a non -traditional work schedule serves the public interest.
17.2.2 Alternate work schedules shall not reduce service to the public.
17.2.3 Alternate schedules approved at the request of the employee may be adjusted or revoked by either party upon adequate notice to the other party. Adequate notice is understood to mean at least one (1) full pay period.
17.2.4 Alternate work schedules implemented by management may be revoked by the City upon adequate notice to all affected employees. Adequate notice is understood to mean at least one (1) full pay period.
17.2.4.1 The parties agree that any disputes regarding the denials or rescission of alternative schedules may be addressed as outlined in ARTICLE 11 - DISCUSSION.
11 17.2.5 Employees may be assigned to or revoked from an alternate work schedule only effective at the beginning of a biweekly pay period.
17.3 Pay Days. Regular salaries and compensation of employees shall be paid on a biweekly basis.
17.4 All holiday, vacation, and sick leave payments shall be at the employee’s regular hourly rate of pay.
Article 18 - Premium Pay
18.1 Standby
18.1.1 Certain employees may be paid “Management Standby Pay” based upon the recommendation of the Human Resources Director and the appropriate Executive Manager Department Head with approval of the City Manager.
18.1.1.1 Standby Pay will be two hundred twenty-five dollars ($225) per a seven (7) consecutive day standby assignment as determined by the Human Resources Director paid at a daily rate of one and one half (1.5) hour at the employee’s base rate of pay for each day of standby duty, and two (2) hours at the employee’s base rate of pay for each recognized holiday as defined in ARTICLE 27 – HOLIDAYS.
18.1.1.2 Standby pay eligibility will be evaluated on an individual basis.
18.2 Temporary Upgrade
18.2.1 An employee temporarily upgraded to another job class at a higher salary range shall receive a seven and one-half (7½%) pay differential if they are assigned to work in the higher classification for a minimum of one (1) complete work shift.
18.2.2 Employees temporarily upgraded under this ARTICLE must be qualified for the higher classification and must also be responsible for the full range of duties assigned to the higher level classification in order to be paid for the upgrade. The determination of those persons qualified to work in higher rated classifications shall be made by the City.
18.2.3 Upgrade pay is not available for Executive positions. Temporary coverage for such positions shall be in accordance with ARTICLE 9.2 and shall require pre-approval of the City Manager.
18.3 Bilingual Pay
12 18.3.1 Employees required to speak in Spanish or other languages (including sign language), as well as English, as part of their regular duties of their position will be compensated at the rate of seventy dollars ($70) per pay period in addition to their regular pay.
18.3.2 Employees required to speak, and read, and/or write in Spanish or other languages (including sign language), as well as English, as part of their regular duties of their position will be compensated at the rate of ninety dollars ($90) per pay period in addition to their regular pay if the employee can also read and/or write in Spanish or other languages, as well as English.
18.3.3 Any employee receiving compensation under this A RTICLE 18.3.2 shall not concurrently receive compensation under ARTICLE 18.3.1.
18.3.43 Employees who are assigned to test other employees for bilingual certification, as part of their regular duties of their position will be compensated at the rate of one hundred twenty dollars ($120) per pay period in addition to their regular pay.
18.3.54 The appropriate Executive Manager Department Head shall designate which positions shall be assigned bilingual duties and which language shall be eligible for bilingual pay.
18.3.65 The Human Resources Department shall conduct a competency test for employees whose positions have been assigned bilingual duties to certify these employees are eligible for bilingual pay. However, where operating departments have authorized bilingual cert ifiers, they may conduct their own bilingual competency testing and notify the Human Resources Director of such results.
18.3.76 The effective date of bilingual pay certification shall be the first (1st) day of the pay period following the passing of the bilingual test by the employee as provided in ARTICLE 18.3.5. Bilingual pay eligibility shall continue in accordance with the provisions in ARTICLE 18.3 during any period of leave with pay.
18.3.87 Bilingual pay eligibility shall continue only as long as the employee’s Executive Manager Department Head affirms an ongoing need for the bilingual duties, and only so long as the employee demonstrates continuing competency through a proficiency examination at intervals deemed appropriate by the Human Resources Department.
18.3.98 Employees on Short-Term Disability (“STD”) or Leave Without Pay for over forty (40) hours in a pay period shall not receive bilingual pay.
SECTION III: EMPLOYMENT
Article 19 - Appointments and Promotions
13 19.1 Appointments and promotions will be solely based on qualifications without regard to political affiliation or belief, membership in or attitude toward any employee organization, or any protected category under state or federal law, including race, religion, color, national origin, ancestry, physical disability, mental disability, medical condition, genetic information, marital status, sex, gender, gender identity, gender expression, age, sexual orientation, and military and veteran status, except where age or lack of physical disability is a bona fide occupational qualification. race, color, national origin, religious or political affiliation or belief, membership in or attitude toward any employee organization, gender, age, physical disability, or any other protected classification prescribed by law, except where gender, age, or lack of physical disability is a bona fide occupational qualification.
19.1.1 Examinations shall be used and conducted to aid in the selection of qualified employees, and shall consist of recognized selection techniques which will, in the opinion of the Human Resources Director, test fairly the abilities and aptitudes of candidates.
19.2 Recruitment – Open
19.2.1 Unless otherwise indicated at the time a recruitment is announced, recruitments are open to the general public.
19.2.2 At the conclusion of the filing period (or periodically for a continuous recruitment), an applicant who has failed to demonstrate that he/she possessesion of the minimum requirements for the position shall be removed from further consideration. For open recruitments for a classification, the remaining applicants shall be placed on an eligibility list; however, only those remaining applicants whose qualificatio ns best fit the position shall be referred for consideration.
Eligibility lists for open recruitments for specific positions will include solely those candidates that have been interviewed. Multiple eligibility lists may exist for a recruitment.
19.2.3 City employees who submit an application in an open recruitment shall be evaluated on the same basis as external applicants. Successful candidates may be required to undergo a reference check, background check and/or pass a post-offer pre-employment medical examination.
19.2.3.1 Eligibility lists created from an open recruitment shall not be ranked.
Such lists may be restricted to the position for which the recruitment is conducted, or may apply to any vacancies within the City in the specified classification.
19.2.3.2 Eligibility lists shall remain in effect for a period of six (6) months or until depleted, whichever occurs first . Lists containing three (3) two (2) or fewer names may be considered depleted.
19.2.3.3 Eligibility lists may be extended by the Human Resources Director for a period not to exceed an additional six (6) months.
14 19.3 Recruitment – Promotional
19.3.1 At such times as the “Appointing Authority,” with concurrence of the Human Resources Director, determines that it is in the best interests of the City to promote from within, promotions shall be on a competitive basis except when the Human Resources Director finds that the number of employees qualified for promotion is insufficient to justify competition.
19.3.2 Promotional eligibility lists may be ranked. Such lists may also be restricted to the position for which the promotional recruitment is conducted, or may apply to any vacancies within the City in the specified classification.
19.3.2.1 When creating a ranked list, eligible candidates shall be listed in the order of final evaluation and appointments from that list shall normally follow rank order. When ranking a promotional eligibility list, appropriate consideration shall be given to pro motional candidates' qualifications, record of performance, and seniority, in that order. Employees shall be given written notice of their rank order on promotional eligibility lists.
19.3.2.2 Promotional eligibility lists shall remain in effect for a period of six (6) months, or until depleted, whichever occurs first. Lists containing three (3) two (2) or fewer names may be considered depleted.
19.3.2.3 Promotional eligibility lists may be extended by the Human Resources Director for a period not to exceed an additional six (6) months.
19.3.2.4 The appropriate Executive Manager Department Head, with the concurrence of the Human Resources Director, may order names removed from a promotional eligibility list for good and sufficient reasons. Employees shall be given written notice of removal of their names from eligibility lists.
19.4 Promotion Without Competition
19.4.1 An employee may be promoted without qualifying through the competitive process when he/she the employee is in a classification with a recognized career progression (e.g. from Utilities Analyst I to Utilities Analyst II), or when the Human Resources Director determines that the number of employees qualified for promotion is insufficient to justify competition.
19.4.2 When the position is one with a recognized career progression, the employee’s Executive Manager Department Head need only notify the Human Resources Director, in writing, that the employee meets all of the minimum requirements for the higher-level position.
19.4.3 When the Human Resources Director determines that the number of employees qualified for promotion is insufficient to justify competition, the Executive Manager
15 Department Head of the department with the vacancy shall informally solicit interest among his/her department employees; discuss the position and its requirements with all qualified employees who indicate interest; and consider an employee’s record of performance. The Executive Manager Department Head shall provide the results of his/her the informal process and recommendation for promotion to the Human Resources Director.
19.5 Promotions – General
19.5.1 An employee promoted to a classification assigned to a salary range shall be placed at any rate within the designated salary range which provides a minimum ten percent (10%) base rate of pay increase. With the approval of the Human Resources Director, an employee who is promoted to a classification that is assigned field responsibilities shall be placed at a rate in the range which provides a minimum fifteen percent (15%) pay increase. In no case may the increase cause the employee’s salary to excee d the Control Point Maximum Point. A new merit review date shall be established in accordance with ARTICLE 16 – SALARY ADMINISTRATION.
19.5.1.1 The new pay rate for promotion to Electric Field and Operations Superintendent shall be calculated using the base hourly rate of pay plus the additional “Rubber Gloving Pay,” if the employee was Rubber Glove Certified and receiving such pay in the bargaining unit classification at the time of promotion.
19.5.1.2 Under special circumstances, a new pay rate may be calculated using other forms of pay recommended by the Human Resources Director.
19.5.2 Promotions to Administrative Management positions must be approved by the City Manager.
19.5.3 The City Manager may appoint a current City employee to an Administrative Management position at any rate within the designated salary range.
19.5.4 The City Manager may, at his/her their discretion, provide additional vacation accrual or vacation balance in accordance with the provisions of ARTICLE 28 – VACATION to a promoted employee.
19.5.5 The Human Resources Director may recommend pay adjustments or other remedies to correct pay inequities arising out of the application of these promotional policies where pay rates are not internally equitable. All recommendations shall require the approval of the City Manager.
19.6 Acting Appointments
19.6.1 An “Acting Appointment” is the appointment of an employee to a higher -level position on a temporary basis for an indefinite duration when a legitimate need exists due to a vacancy or an extended absence of another employee such as
16 illness, vacation, prolonged jury duty service, military leave, etc. Not all long - term vacancies require an acting appointment; such appointments are reserved for positions that must be filled by law or Charter, or for those positions that are essential to maintain public services and/or efficiency of operations within the City.
19.6.2 An Acting Appointment of a person meeting the minimum qualifications for the position may be made by the appropriate Executive Manager Department Head with the approval of the City Manager for Administrative Management positions.
Acting appointments to all other management positions shall only be made with the approval of the Human Resources Director under special circumstances pursuant to ARTICLE 19.6.1. Requests for Acting Appointments must be submitted in writing and must include justification for the appointment.
19.6.3 Acting Appointments are subject to the following:
19.6.3.1 An Acting Appointment must cover a period of at least thirty calendar (30) days.
19.6.3.2 A request for an Acting Appointment should be submitted to the Human Resources Department prior to instituting the acting period.
An acting appointment is not posted.
19.6.3.3 The Acting Appointment must involve the assignment of duties and responsibilities corresponding to those included in the job description for the acting position and must be assumed on a full -time basis.
However, in some departments, individuals may take on additional assignments and responsibilities at a higher level while maintaining their current job for a limited duration.
19.6.3.4 The appointee in all cases must meet the requirements as provided in the job description of the acting title. The appointee’s background will be reviewed to ensure that the appointee meets the minimum requirements.
19.6.3.5 If an incumbent fails to meet the minimum requirements for an acting appointment but is performing duties associated with the position, an appropriate acting classification and level of pay shall be determined by Human Resources.
19.6.3.6 The normal promotional salary progression will apply in accordance with ARTICLE 19.5. If the employee is placed in the position through a competitive process after serving in an acting capacity, the resulting action will be a status change from acting to probationary and the employee’s merit review date will remain the same.
17 19.7 Provisional Appointments
19.7.1 A “Provisional Appointment” is the appointment of a person from outside the organization to a position on a temporary basis for a limited duration when a legitimate need exists to fill a vacancy prior to the establishment of an eligibility list. The Provisional Appointment requires the prior approval of the Human Resources Director.
19.7.2 A Provisional Appointment shall only be allowed in the absence of an eligibility list. All Provisional Appointments shall be temporary and shall be valid only until an eligibility list is established for the position. No Provisional Appointment shall be valid beyond six (6) months without the approval of the City Manager. In no case shall a Provisional Appointment exceed twelve (12) months.
19.7.3 A Provisional Appointment may be permitted to occupy a vacant position provided that the appointing authority certifies that the nominee is qualified for appointment based on an evaluation of experience, training or education, and there are no reemployment lists for the position.
19.7.4 For purposes of computing the appropriate pay rate, Provisional Appointments shall be considered new appointments. If the provisional appointee is placed in the position through a competitive process after serving in a provisional capacity, the action will be a status change from provisional to probationary and the appointee’s merit review date will remain the same.
19.7.5 In the event that any provisional appointee fails to qualify on the eligibility list or is not selected as established within the appropriate time of the provisional appointment, said provisional appointment shall end and the provisional appointee shall have his/her their employment terminated.
19.7.6 If it is not possible to establish an eligibility list for any reason, the City Manager, upon recommendation from the Human Resources Director, may approve a provisional appointee to a probationary appointment provided that the department has interviewed a vailable candidates and determined that the candidates do not possess the skills needed to fill the vacancy and the Human Resources Director concurs with such determination.
19.8 Grant-Funded Positions and/or Limited Term Positions
19.8.1 Appointments to certain grant -funded and/or limited -term positions as designated by the City Manager may be made without competitive examinations and/or evaluations. Such appointments may be made by the appropriate Executive Manager Department Head with the approval of the Human Resources Director. In the event that a grant -funded and/or limited -term appointee fails to complete competitive examinations and/or evaluations and is not appointed to a City -funded position during his/her their period of
18 employment under the grant or limited -term position, said appointee shall be terminated from City employment.
19.9 Notwithstanding any other provisions of this ARTICLE, vacant full-time positions which would otherwise be filled by an open recruitment may be filled by appointing a Part- time non-probationary employees who is currently employed in a the equivalent Part- Time classification to a comparable full -time classification without qualifying the employee through the competitive process.
Article 20 - Probation
20.1 Purpose
20.1.1 This ARTICLE allows the Appointing Authority to subject newly hired or promoted employees to heightened scrutiny, and to reject such an employee at any time during his/her the probationary period if the employee’s work and conduct is determined to be below standards.
20.2 General
20.2.1 Newly appointed employees; employees promoted; employees reinstated after thirty (30) calendar days in accordance with ARTICLE 23 – REINSTATEMENT; employees reassigned according to the Vocational Rehabilitation Administrative Regulation; and employees transfer red in accordance with ARTICLE 25 – TRANSFER shall be subject to a period of probation. The regular period of probation shall be twelve (12) months.
20.2.1.2 Subject to the discretion of the appropriate Executive Manager Department Head, an employee’s probationary status may be extended beyond the regular probationary period by providing the employee advanced written notice.
20.2.1.3 Upon successful completion of a probationary period, an employee shall be granted regular status in the classification in which the probationary period is served.
20.3 Evaluation
20.3.1 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 Executive Manager Department Head may reject the probationer at any time during the probationary period. Such rejections shall not be subject to review or appeal unless such a rejection is alleged to be contrary to the provisions of this MOU, any state or federal law or Chapter 1.05 of the City of Anaheim Municipal Code (Personnel System).
20.3.2 An employee shall be retained beyond the end of the probationary period only if
19 the appropriate Executive Manager Department Head affirms that the services of the employee have been found to be satisfactory. However, in the event the Executive Manager Department Head fails to either affirm or reject a probationary employee prior to the end of the employee’s probationary period, the employee will be considered to have satisfactorily completed his/her the probationary period and shall be granted regular status in the classification in which the probationary period is served.
20.4 Probationary Rejection
20.4.1 An employee rejected or laid off during the probationary period from a position to which he/she has been the employee was appointed from outside the organization shall be separated from City service.
20.4.2 An employee rejected or laid off during the probationary period from a position to which he/she had been the employee was promoted or transferred shall be returned to the classification in which he/she the employee had regular status unless the reasons for his/her their failure to complete his/her the probationary period would be cause for dismissal.
20.4.3 Anaheim ANAHEIM will make every reasonable effort to return a part -time employee rejected or laid off from a position to which he/she had been the employee was promoted or transferred to during the probationary period to the classification in which he/she the employee had regular status unless the reasons for his/her their failure to complete the probationary period would be cause for dismissal. If not returned to his/her their former classification, the employee shall be separated from City service/employment.
Article 21 - Salary Reduction, Suspension, Demotion, And Dismissal
21.1 The tenure of every employee shall be conditioned on good behavior and satisfactory work performance. An employee may have his/her their salary reduced or be suspended without pay, demoted, or dismissed for good and sufficient cause.
21.2 When in the judgment of the appropriate Department Head, or Administrative Manager designee, an employee’s work performance or conduct justifies disciplinary action short of demotion or dismissal, the employee may be:
21.2.1 Suspended without pay. Upon taking such action, the appropriate Department Head, or Administrative Manager designee, shall file with the employee and the Human Resources Director a written notification containing a statement of the substantial reasons for the action. No employee shall be suspended without pay for more than thirty (30) calendar days, or;
21.2.2 Reduced in salary. Upon taking such action, the appropriate Department Head, or Administrative Manager designee, shall file with the employee and the Human Resources Director a written notification containing a statement of the substantial
20 reasons for the action. The employee may be returned to his/her their former salary at such time as deemed appropriate by the appropriate Department Head, or Administrative Manager designee.
21.2.2.1 No employee’s salary may be reduced below the minimum salary required by applicable law or regulation.
21.3 An employee may be demoted or dismissed upon recommendation of an appropriate manager the Department Head, or designee , whenever in the judgment of the appropriate Department Head, or Administrative Manager designee, the employee’s work or misconduct so warrants. Upon taking such action, the appropriate Department Head, or Administrative Manager designee, shall file with the employee and the Human Resources Director a written notification containing a statement of the substantial reasons for the action and the effective date of the action.
21.4 In the disciplinary process, ANAHEIM shall conform with the procedural due process requirements of Skelly v. State Personnel Board. At such time as Skelly due process is required, prior to the determination that discipline will be imposed, the appropri ate Department Head, or Administrative Manager designee, at a minimum shall:
21.4.1 Provide written notification to the employee of the proposed discipline at least six (6) business ten (10) calendar days, excluding recognized holidays as defined in ARTICLE 27 - HOLIDAYS, prior to the date the discipline is proposed to be implemented. The notification shall include:
21.4.1.1 The discipline that is proposed;
21.4.1.2 The grounds for imposed disciplinary action;
21.4.1.3 The actions, omissions, or conduct of the employee upon which the proposed discipline is based; and
21.4.1.4 An invitation to respond either orally or in writing prior to the proposed effective date of the discipline.
21.4.2 Provide copies of documents considered which support the proposed discipline.
21.4.3 Provide written notification of the final determination after consideration of the employee’s response or after the opportunity to respond, if the employee chooses not to respond.
21.4.4 Failure to comply with ARTICLE 21.4 shall not invalidate a disciplinary action, but may result in penalties, upon ANAHEIM, as reflected in decisions of the California appellate courts.
21.5 When an employee is dismissed as provided in this ARTICLE, the following accelerated procedure under the provisions of ARTICLE 42 – GRIEVANCE PROCEDURE shall apply:
21 21.5.1 Only one (1) post -Skelly hearing by a representative from the City Manager’s Office shall be held. This hearing shall be held within ten (10) business fourteen (14) calendar days, excluding recognized holidays as defined in ARTICLE 27 - HOLIDAYS, after the dismissal is grieved, unless mutually extended.
21.5.2 If the grievance is then timely appealed to Step III to be submitted to an impartial arbitrator for a final and binding decision, ANAHEIM and AFSCME agree to:
21.5.2.1 Develop a standing list of mutually approved arbitrators.
21.5.2.1.1 This list shall include no more than five (5) mutually approved arbitrators.
21.5.2.1.2 ANAHEIM and AFSCME agree to reestablish the list of arbitrators once each year in January.
21.5.2.1.3 ANAHEIM or AFSCME may mutually remove arbitrators from this list at any time.
21.5.2.2 Select the arbitrator from the standing list that has the earliest, reasonable available hearing date, unless the parties mutually agree to select another arbitrator from the list.
21.5.2.3 Stipulate to the following submission language when a dismissal is submitted to an impartial arbitrator: “Was (name of employee) dismissed for good and sufficient cause? If not, what shall be the remedy?”
Article 22 - Layoff, Reassignment, And Reemployment
22.1 Purpose
22.1.1 Layoffs shall be implemented for a lack of work or a lack of funds and shall be the basis of an evaluation of employee qualifications and seniority within the affected job class.
22.1.2. ANAHEIM will notify AFSCME of layoffs, which affect employees represented by AFSCME at the same time or prior to notification of employees.
22.2 Procedure
22.2.1 An employee whose position has been abolished due to lack of work or lack of funds shall be reassigned by his/her Executive Manager the Department Head to the position within his/her the division or department in an equivalent or lower job class closest to his/her the employee’s current classification for which he/she the employee meets the minimum requirements and where he/she the employee has City seniority over other employees in the job class. In the case of employees
22 having equal City seniority, the tie-breaker will be resolved by a random lottery. If the employee whose position has been abolished does not have City seniority over other employees in equivalent or lower classes, he/she the employee may be reassigned by his/her Executive Manager the Department Head to any vacant position within the department in an equivalent or lower job class, for which he/she the employee meets the minimum requirements. An employee so reassigned shall be reinstated to their former job class and compa -ratio when positions in their former job class (within the department) become vacant within two (2) years of such assignment. Such reinstatement shall be on the basis of City seniority.
22.2.1.1 Employees reassigned to a job class without a salary step schedule shall retain their current merit review date and their current base rate of pay if it falls within the salary range of the classification reassigned .
Otherwise, their base rate of pay will be adjusted to the Control Point of the salary range for the new classification. In no case shall the management employee’s base rate of pay exceed the Control Point as a result of such reassignment in lieu of layoff.
22.2.1.2 Employees reassigned to a job class with a salary step schedule will be placed in the closest salary step of the new job class which does not provide an increase. The employee’s base hourly rate of pay will be used in calculating the appropriate rate of pay.
22.2.2 Whenever an employee, whose position has been abolished cannot be reassigned to a position within his/her their department, he/she the employee may be reassigned by the City Manager to any vacant position in any other department in his/her the job class or in an equivalent or lower job class for which he/she the employee meets the minimum qualifications for employment. Employees reassigned to vacant positions in an equivalent or lower job class in any other department shall be reinstated to their former job class and salary step status compa-ratio when positions in their former job class (within their former department) become vacant within two (2) years of such assignment . Such reassignment shall be on the basis of City seniority.
22.2.3 An employee who is reassigned in lieu of layoff to a job classification at the same salary range shall retain his/her their current base rate of pay and merit review date.
22.2.4 Whenever an employee is reassigned to a vacant position in the same class, an equivalent class, or lower class as herein provided, he/she the employee shall retain the same anniversary date for purposes of merit pay increases.
22.2.5 Whenever an employee is reinstated to a vacant position in his/her their former job class, or re-employed as herein provided, he/she the employee shall be given a new anniversary date for purposes of merit pay increases in accordance with the provisions of ARTICLE 16 – SALARY ADMINISTRATION.
22.3 Reemployment
23 22.3.1 Whenever an employee whose position has been abolished is not reassigned to another position, he/she the employee shall be separated from City service and placed on the reemployment list for his/her their job class. Persons on the reemployment list shall be reemployed with their former salary step status compa- ratio when positions in their job class (within the department from which they were laid off) become vacant within two (2) years of being placed on the reemployment list. Reemployment shall be on the basis of City seniority.
22.3.2 Reemployment lists shall contain the names of regular, full-time employees laid off in good standing for lack of work or lack of funds.
22.3.2.1 Reemployment lists shall remain in effect for a period of one (1) two (2) years. Reemployment lists shall not be extended.
22.3.3 An employee reinstated reemployed from a reemployment list shall be considered to have continuous service and shall be credited with the amount of accumulated sick leave he/she the employee had accrued at the time of layoff if he/she the employee elects to remit to the City any payment received under the provisions of ARTICLE 29 – SICK LEAVE.
22.3.4 The provisions of this ARTICLE shall not apply to Part -Time employees and employees appointed to certain grant -funded and/or limited -term positions as designated by the City Manager under ARTICLE 19.8.
Article 23 - Reinstatement
23.1 Upon recommendation of the Executive Manager Department Head and with approval of the Human Resources Director, an employee may be reinstated to a vacant position in his/her their former job classification or job family within three (3) two (2) years of his/her their termination date without re-qualifying for employment by competitive process.
23.1.1 A full-time employee reinstated within thirty (30) calendar days of his/her their termination date shall be considered to have continuous service; shall not serve a new probationary period; and shall be credited with the amount of accumulated sick leave he/she the employee had at the time of termination. He/she The employee shall be placed in his/her their former salary status range and shall retain his/her their anniversary date for purposes of merit pay increases. If his/her their anniversary date occurred during the period of his/her absence, his/her the employee’s new anniversary day shall be the first (1st) day of the ne xt biweekly pay period following reinstatement.
23.1.2 A part-time employee reinstated within thirty (30) calendar days of his/her their termination date shall be considered to have continuous service and shall not serve a new probationary period. He/she The employee shall be placed in his/her their former salary range.
24 23.1.3 A full -time or part -time employee reinstated after thirty (30) calendar days of his/her their termination date shall serve a new probationary period; may be considered to have broken service for purposes of salary status; and shall be considered to have broken service for all other employee benefits.
23.2 An employee may be reinstated under the provisions of the Vocational Rehabilitation Administrative Regulation to any vacant position for which he/she the employee meets the minimum qualifications.
Article 24 - Voluntary Demotion
24.1 A voluntary demotion is the movement of an employee into a classification with a lower salary schedule or salary range at the request of the employee.
24.2 A voluntary demotion shall require the approval of the Executive Manager Department Head under whom the employee will serve and the Human Resources Director. An employee taking a voluntary demotion may be placed in any salary of the appropriate salary range that does not provide an increase in salary. A new anniversary date shall be given for purposes of merit pay increases in accordance with provisions of ARTICLE 16 – SALARY ADMINISTRATION.
24.2.1 Voluntary demotions authorized under the provisions of the Vocational Rehabilitation Administrative Regulation shall be in accordance with the provisions of this ARTICLE.
24.3 Upon recommendation of the Executive Manager Department Head and with approval of the Human Resources Director, an employee who has taken a voluntary demotion to a lower job class may be reinstated to a vacant position in his/her their former job class, which the employee had regular status, within three (3) two (2) years of the effective date of the voluntary demotion without re-qualifying by competitive processes.
24.3.1 An employee reinstated to his/her their former job class from a voluntary demotion shall be placed in the salary range at his/her their current base rate of pay. He/she The employee shall retain his/her their anniversary date for purposes of merit pay increases; however, if he/she the employee is placed below market in a salary range, he/she the employee shall be eligible for a merit pay increase after six (6) months or his/her their regular anniversary date, whichever is sooner.
Article 25 - Transfer
25.1 A change of an employee’s place of employment from one division to another or from one department to another shall be considered a “Transfer.” Movement of an employee to a vacant position in a job classification on the same salary range as his/her own their current job class shall also be considered a transfer.
25 25.2 A Transfer requires the approval of the Executive Manager Department Head to which the employee is transferring and the Human Resources Director. A Transfer may be initiated by the City Manager, Executive Manager Department Head, or by request of the employee to the Human Resources Director.
25.2.1 A transferred employee shall retain his/her their base rate of pay and his/her their anniversary date for purposes of merit pay increases.
25.2.2 If a Transfer is initiated by request of an employee to a job class with minimum standards of employment substantially different from those of his/her own their current job class, an employee shall be required to demonstrate his/her eligibility for employment in accordance wi th the provisions of ARTICLE 19 – APPOINTMENTS AND PROMOTIONS and he/she the employee shall serve a new probationary period in accordance w ith the provisions of ARTICLE 20 – PROBATION.
25.2.3 A scheduled merit increase may be deferred at the discretion of the Executive Manager Department Head for a period of up to si x (6) months to allow management to properly evaluate the transferred employee’s work performance and conduct.
Article 26 - Post-Offer Medical And Physical Exams
26.1 In order to be eligible for employment with the City, candidates shall be required to pass a medical evaluation, the character of which is in accordance with the standards established by the Human Resources Director.
26.2 In order to be eligible for promotion or transfer to a job class in a category requiring substantially different physical qualifications than his/her the employee’s present job class, an employee must pass the appropriate medical examination.
26.3 All physical and medical 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 his/her their practice as defined by California State Law.
26.3.1 Exceptions to the provisions of ARTICLE 26.3 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.
26.4 The City shall pay for any physical and medical examination required under the provisions of this ARTICLE.
26.5 Any employee who returns to work after an absence in e xcess of forty (40) consecutive working hours due to illness or physical incapacity or who has been removed from the workplace under provisions of Administrative Regulation 277, may be required by his/her
26 Executive Manager the Department Head to undergo a medical e xamination prior to returning to work.
26.6 In the event the post -offer examination determines an employee is unable to perform the essential functions of a position without accommodation, the City will engage in an appropriate interactive process in compliance with Administrative Regulation 251.
SECTION IV: LEAVES
Article 27 - Holidays
27.1 Holidays – General
27.1.1 The following days shall be recognized as holidays. Full-time employees shall have the following 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
▪ Any day designated by the City Council for a public feast, or holiday
27.1.2 In the event that any of the above holidays fall on an employee’s scheduled day off, said employee shall observe the preceding work day or the following work day as scheduled by the Department Head to provide maximum regular service to the public.
27.1.3 In order to be eligible for holiday pay, an employee must be either at work or on paid leave of absence on the regularly scheduled work day immediately 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 leave of absence on either the regularly scheduled work day immediately preceding or immediately following the holiday or day observed in lieu of the holiday shall receive compensation for said holiday or day observed in lieu of the holiday.
27 27.2 Effective January 1, 2022, and each January 1 st thereafter, iIn addition to the holidays listed above under ARTICLE 27.1.1, each full -time employee who is employed as of January 1st of each calendar year will receive one (1) eight (8)-hour floating holiday per calendar year. The A new employee will be eligible to use the floating holiday hours upon completion of six (6) months of service with the Cityon or after January 1st of each calendar year. This leave time has no monetary value, cannot be cashed out and must be used by the end of the calendar year. The floating holiday shall be scheduled and taken in accordance with the best interests of the City and the department or division in which the employee is employed.
27.3 Part-time employees are subject to ARTICLE 41 - PART-TIME EMPLOYEES.
Article 28 - Vacation
28.1 All vacations shall be scheduled and taken in accordance with the best interests of the City and the department or division in which the employee is employed. Requests for vacation and scheduling of vacations shall not be arbitrarily denied or changed.
28.2 An employee shall be eligible to take any accrued vacation upon completion of si x (6) months of service.
28.3 The maximum amount of vacation that may be taken at any given time shall be that amount that has accrued to the employee concerned.
28.4 In the event that any recognized holiday occurs during an employee's vacation, the holiday shall not be charged against the employee's accrued vacation. The only vacation hours that shall be charged against any employee's accrued vacation shall be those ho urs that the employee is regularly scheduled to work.
28.5 Paid vacation shall continue to accrue in accordance with the provisions of this ARTICLE under any period of leave with pay. Employees shall not accrue vacation while on Short- Term Disability or Long-Term Disability.
28.6 Full-time employees with an average of forty (40) hours shall receive annual vacation with pay in accordance with the following provisions:
28.6.1 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 for paid vacation at the close of the final complete biweekly pay period of each fiscal year (one hundred six (106) hours per year).
28.6.2 Upon completion of four (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 (one hundred thirty (130) hours per year).
28 28.6.3 Upon completion of eight (8) years of continuous, full -time service, such employees shall accrue paid vacation at the rate of six (6) hours for each complete biweekly pay period (one hundred fifty-six (156) hours per year).
28.6.4 Upon completion of fourteen (14) years of continuous, full -time service, such employees shall accrue paid vacation at the rate of seven (7) hours for each complete biweekly pay period (one hundred eighty-two (182) hours per year).
28.6.5 Upon completion of nineteen (19) years of continuous, full -time service, such employees shall accrue paid vacation at the rate of eight (8) hours for each complete biweekly pay period (two hundred eight (208) hours per year).
28.6.6 Upon completion of twenty-four (24) years of continuous, full -time service, such employees shall accrue paid vacation at the rate of nine (9) hours for each complete biweekly pay period (two hundred thirty-four (234) hours per year).
28.7 Maximum vacation accumulations for full -time employees with an average regular work week of forty (40) hours shall be as follows:
28.7.1 For employees accruing vacation at the rate of one hundred si x (106) hours for every twenty-six (26) complete biweekly pay periods, the ma ximum amount of vacation that may be accumulated shall be two hundred twelve (212) hours.
28.7.2 For employees accruing vacation at the rate of one hundred thirty (130) hours for every twenty-six (26) complete biweekly pay periods, the ma ximum amount of vacation that may be accumulated shall be two hundred sixty (260) hours.
28.7.3 For employees accruing vacation at the rate of one hundred fifty -six (156) hours for every twenty-six (26) complete biweekly pay periods, the maximum amount of vacation that may be accumulated shall be three hundred twelve (312) hours.
28.7.4 For employees accruing vacation at the rate of one hundred eighty -two (182) hours for every twenty -six (26) complete biweekly pay periods, the ma ximum amount of vacation that may be accumulated shall be three hundred si xty-four (364) hours.
28.7.5 For employees accruing vacation at the rate of two hundred eight (208) hours for every twenty-six (26) complete biweekly pay periods, the ma ximum amount of vacation that may be accumulated shall be four hundred sixteen (416) hours.
28.7.6 For employees accruing vacation at the rate of two hundred thirty-four (234) hours every twenty-six (26) complete biweekly pay periods, the ma ximum amount of vacation that may be accumulated shall be four hundred sixty-eight (468) hours.
28.8 The minimum amount of vacation that may be taken at any given time shall be one (1) day.
28.9 Employees shall have the number of hours of his/her their regular workday deducted
29 from his/her their accrued vacation time for each day of vacation taken.
28.10 Upon termination, an employee shall be compensated through payroll at his/her their current base rate of pay for any vacation accrued but not taken. Upon termination, the employee shall be compensated for the full accrual for the final pay period.
28.11 Upon retirement or layoff, in lieu of compensation, the employee may elect to defer the full accrual into the 457 deferred compensation plan, subject to the annual ma ximum amount limitation. If the full accrual e xceeds the annual ma ximum amount, then any remaining balance shall be paid in cash compensated through payroll.
28.12 Employees shall have the ability to be compensated for accrued vacation hours at any time throughout the year, subject to the following provisions:
28.12.1 The employee must have used a minimum forty (40) hours of vacation during the previous twelve (12) months.
28.12.2 The employee’s vacation balance cannot drop below forty (40) hours as a result of the request.
28.12.3 The employee’s Executive Manager Department Head must approve the employee’s request for the vacation pay-off.
28.13 The Human Resources Director may recommend, and the City Manager may approve, a one-time crediting of the vacation time bank for new hires or newly promoted employees for use upon completion of six (6) months in the position.
28.14 Part-Time employees shall accrue leave in accordance with ARTICLE 41 - PART-TIME EMPLOYEES.
Article 29 - Sick Leave
29.1 Full-time employees shall accrue annual sick leave with pay in accordance with the following provisions:
29.1.1 Full-time employees with an average regular work week of forty (40) hours shall accrue paid sick leave at the rate of three (3) hours for each complete biweekly pay period.
29.1.2 Paid sick leave shall continue to accrue in accordance with ARTICLE 29 during any period of leave with pay.
29.1.3 Employees shall not accrue sick leave while on Short -Term Disability or Long - Term Disability.
29.1.4 An employee requesting sick leave for an absence from work as a result of any injury or disease, which is compensable under the State of California Labor Code,
30 after eligibility for Industrial Accident Leave has ended, shall receive ma ximum compensation from the City in an amount equal to the difference between temporary disability payments mandated by the State of California Labor Code and his/her the employee’s regular base hourly rate of pay.
29.2 The number of hours of an employee’s regular work day shall be deducted from his/her their accrued sick leave time for each regularly scheduled working day that he/she the employee is on paid sick leave.
29.3 Employees shall take sick leave in full day increments except only in cases where Family Medical Leave or Short-Term Disability situations exist.
29.3.1 An employee may, at his/her their option, elect to use vacation time to bridge the period after sick leave is e xhausted and prior to Short -Term Disability commencing.
29.4 Sick leave that is accrued, but not taken, shall be accumulated.
29.4.1 Regular, full-time employees with an average regular work week of forty (40) hours shall be paid at their regular hourly rate of pay for all sick leave hours accumulated beyond one hundred seventy-five (175) hours in each calendar year.
29.4.1.1 Payment shall be made in January of each year, or upon the employee's termination of employment for any reason.
29.4.1.2 A maximum of one hundred seventy-five (175) hours shall carry over from year to year.
29.4.2 The City shall pay to a regular, full -time employee, upon the employee's termination of employment due to retirement or layo ff in accordance with ARTICLE 22 – LAYOFF, REASSIGNMENT, AND REEMPLOYMENT, all hours accumulated up to the maximum of one hundred seventy-five (175) hours that may be carried over from year to year.
29.4.3 Upon retirement or layoff, in lieu of compensation, the employee may elect to defer the entire accrual into the 457 deferred compensation plan, subject to the annual maximum amount limitation, or convert up to one hundred seventy-five (175) hours to CalPERS service credit.
29.4.3.1 If the entire accrual shall exceed the annual maximum amount, then any balance would be paid to the employee.
29.4.4 If an employee dies while employed, the City shall pay to his/her the beneficiary, as designated by the CalPERS records, the cash equivalent (paid at base salary rate) of all hours accumulated up to the maximum of one hundred seventy-five (175) hours.
29.5 In the event that any paid holiday occurs during a period when a Management the
31 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 any employee's accrued sick leave shall be those hours that the employee is regularly scheduled to work.
29.6 An employee eligible for paid sick leave shall be granted such leave for the following reasons:
29.6.1 Illness of the employee or physical incapacity of the employee due to illness or injury.
29.6.2 Enforced quarantine of the employee in accordance with community health regulations.
29.6.3 Medical and dental appointments during work hours. Use of sick leave for scheduled medical and dental appointments shall require prior approval of the employee's supervisor and will be granted in accordance with the best interests of the City and the employee's department or division.
29.6.4 Temporary disabilities caused by pregnancy and childbirth.
29.6.5 To attend to the illness of the employee’s family member. “Family member” means a child (biological, adopted, foster, stepchild, a legal ward, child of a registered domestic partner, or a child to whom the employee stands in loco parentis), parent (biological, adopted, foster, stepparent, or legal guardian of an employee or the employee’s spouse or registered domestic partner, or a person who stood in loco parentis when the employee was a minor child), spouse, registered domestic partner, grandparent, grandchild, or sibling of the employee regardless of residence. As used in this ARTICLE, registered domestic partner means that a Declaration of Domestic Partnership has been filed with the California Secretary of State.
29.7 An employee who cannot perform his/her their assigned duties due to illness or physical incapacity shall inform his/her their immediate supervisor of the fact as soon as possible.
Failure to do so within a reasonable time may be cause for denial of sick leave with pay.
29.8 Unless prohibited by law, in the event that an employee is absent in excess of three (3) or more consecutive working days, the employee's Executive Manager or Administrative Manager Department Head, or designee , may require that the employee submit to him/her a written statement by a physician licensed by the State of California certifying that the employee's condition prevented him/her the employee from performing the duties of his/her their position. Failure on the part of the employee to comply with such a requirement may be considered cause for disciplinary action.
29.9 Short-Term Disability
29.9.1 Total disability means an employee's complete inability to engage in his/her the employee’s regular occupation. An employee who has completed six (6) months
32 as a regular, full -time employee and is continuously and totally disabled for more than one (1) calendar month, shall receive a Short-Term Disability benefit of net sixty percent (60%) of his/her the employee’s base rate of pay, after withholding taxes, and less deductible benefits.
29.9.1.1 Such disability benefit shall continue during total disability up to a maximum of six (6) months, including the thirty (30) day elimination period, from date of disability.
29.9.1.2 Payment of Short -Term Disability benefits is contingent upon the continuation of on-going medical treatment.
29.9.1.3 Short-Term Disability benefits shall continue beyond sixty (60) and/or o ne hundred twenty (120) days of absence only upon submission of a “Report of Physical Examination” by the treating physician or medical practitioner, including certification of continuing disability and expected return date.
29.9.1.4 Deductible benefits include salary or other compensation paid by 1) any employer; 2) Workers’ Compensation Act or similar law including benefits for partial or total disability, whether permanent or temporary, if benefits being received are for the current disabling condition; and 3) a pension plan toward which the City contributed.
29.9.2 Payment of employee premiums shall be waived for any Anaheim ANAHEIM sponsored medical, dental, and life insurance benefit plans during any biweekly pay period during which Short-Term Disability benefits are paid.
29.9.2.1 Benefits are not payable unless the employee is regularly seen and treated by a licensed physician or medical practitioner who certifies the continuing disability.
29.10 Long-Term Disability
29.10.1 An employee who is continuously and totally disabled for more than six (6) months shall receive Long -Term Disability benefits in accordance with the provisions of this ARTICLE.
29.10.2 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 shall be considered as one (1) period of continuous total disability under the following conditions:
29.10.2.1 All periods of total disability must be due to the same cause or causes;
29.10.2.2 All recurring periods of total disability that qualify as one (1) period of continuous total disability for the insured Long -Term Disability
33 plan, shall qualify as one (1) period of continuous total disability for the Anaheim ANAHEIM Disability Plan and shall not require a new one (1) month waiting period before Anaheim ANAHEIM disability benefits will be paid; and
29.10.2.3 Commencement of the benefit period for the insured Long -Term Disability plan shall automatically terminate benefits from the Anaheim ANAHEIM Disability Plan.
29.11 Part-Time Employees shall be provided sick leave in accordance with ARTICLE 41 - PART- TIME EMPLOYEES.
Article 30 - Industrial Accident Leave
30.1 In the event that any full-time employee is absent from work as a result of any injury or disease which is found to be compensable under the State of California Labor Code, such absence shall be considered Industrial Accident Leave.
30.2 Industrial Accident Leave shall begin on the first (1st) day of such absence as defined in this ARTICLE.
30.2.1 Industrial Accident Leave shall continue during all absences due to a single injury, but not to exceed one (1) year of accumulated absence.
30.2.2 Industrial Accident Leave benefits provided by this ARTICLE shall apply to each injury or disease as defined in this ARTICLE.
30.2.3 The effective date of a permanent disability rating as awarded by the Workers’ Compensation Appeals Board ends eligibility for Industrial Accident Leave for that particular injury or disease.
30.2.4 A written statement from the treating physician that the employee's condition is “Permanent and Stationary” or separation from City service ends eligibility for Industrial Accident Leave for that particular injury or disease.
30.2.5 Industrial Accident Leave for absence due to injury or disease as defined in this ARTICLE shall be granted to employees only upon presentation of a physician's certificate of treatment.
30.3 Any full-time employee on Industrial Accident Leave shall receive compensation from the City in an amount equal to the difference between temporary disability payments mandated by the State of California Labor Code and his/her the employee’s regular base rate of pay.
30.4 In the event that an employee who has received or is receiving Industrial Accident Leave benefits files a civil action in state or federal court against a third party for allegedly causing or contributing to the cause of his/her the employee’s injury which resulted in
34 his/her the employee’s absence from work, the employee is required to inform the Risk Management Division of such filing.
30.5 No employee shall have accrued sick leave deducted while on Industrial Accident Leave.
Vacation and Sick Leave shall continue to accrue for any employee on Industrial Accident Leave in accordance with the provisions of ARTICLE 28 – VACATION and ARTICLE 29 – SICK LEAVE.
Article 31 - Bereavement Leave
31.1 Bereavement leave may be used only at the time a death occurs, or to make burial arrangements and/or attend funeral or memorial services.
31.1 In the event a death occurs in the immediate family of a full-time employee who has been employed for at least thirty (30) calendar days , the employee shall be granted bereavement leave with pay for up to a maximum of three (3) work days within three (3) months of the death of an immediate family member as defined in ARTICLE 31.1.1.
31.1.1 "Immediate family" shall be defined as any relative by blood or marriage who is a member of the employee’s household, under the same roof, and any parent, foster parent, step-parent, spouse or registered domestic partner, child, step child, grandchild, grandparent, sibling, step sibling, parent-in-law, daughter-in-law, or son-in-law of the employee or the employee’s spouse or registered domestic partner.
31.1.2 For purposes of this ARTICLE, “Registered Domestic Partner” means that a Declaration of Domestic Partnership has been filed with the California Secretary of State.
31.2 In addition to paid bereavement leave as provided for below in ARTICLE 31.1, employees may use all unused sick or vacation hours up to five (5) additional working days for bereavement purposes. Such leave must be taken within three (3) months of the death of an immediate family member as defined in ARTICLE 31.1.1. If an employee has no sick or vacation on the books, he/she the employee may utilize leave without pay for these additional five (5) days.
31.3 An employee may extend the time period for using the bereavement leave as provided in this ARTICLE to six (6) months following the death of an immediate family member by notifying the employee’s supervisor within the first three (3) months following the family member’s death.
31.3 In the event a death occurs in the immediate family of a full-time Management employee, the employee shall be granted bereavement leave with pay for up to a maximum of three (3) consecutive work days.
31.3.1 "Immediate family" shall be defined as any relative by blood or marriage who is a member of the employee's household, under the same roof, and any parent, foster
35 parent, step -parent, spouse or registered domestic partner, child, grandchild, brother, or sister of the employee, or any parent, foster parent, or step-parent of the employee's spouse or registered domestic partner, regardless of residence.
31.3.2 For purposes of this ARTICLE, “Registered Domestic Partner” means that a Declaration of Domestic Partnership has been filed with the California Secretary of State.
31.4 In the event a death occurs among “other” family members of a full -time Management employee, the employee shall be granted bereavement leave with pay for up to a maximum of one (1) work day.
31.4.1 Other family members shall be defined as grandparent, daughter -in-law, son-in- law not under the same roof of the employee, and any grandparent, child, grandchild, brother, or sister of the employee's spouse or registered domestic partner, regardless of residence.
Article 32 - Military Leave
32.1 This ARTICLE prescribes City policy relating to military leave and compensation in accordance with the provisions of the Military and Veterans Code of the State of California §389-999.5, the Uniformed Services Employment and Reemployment Rights Act of 1994 (USERRA), 38 U.S.C. §4301-4335, and with all federal provisions (Public Law §93-508).
32.2 An employee requesting leave under this provision shall provide their Department Head and the Human Resources Department with a copy of the military orders specifying the date(s), site, and purpose of the activity or mission.
32.3 Within the limits of such orders, the Department Head may determine when the leave is to be taken and may modify the employee’s work schedule to accommodate the request for leave.
32.4 An employee who is on active duty and has been employed for at least one (1) year will receive his/her the employee’s salary for the first thirty (30) calendar days of military duty.
32.5 An employee who is a member of the California National Guard will receive his/her the employee’s salary for the first thirty (30) calendar days of active service regardless of his/her the length of service with the City.
32.6 An employee who is on temporary military duty and has been employed for at least one (1) year or at least one (1) year of combined military/employment service will receive his/her the employee’s salary for the first thirty (30) calendar days of duty.
32.7 Pay shall not exceed thirty (30) calendar days in any fiscal year.
32.8 During any term of deployment, employees shall be considered to be on leave without pay status (LWOP) and shall accrue no paid leaves.
36 Article 33 - Jury Duty And Court Appearances
33.1 In the event any full -time employee in the classified service is duly summoned to any court for the purpose of performing jury duty, he/she the employee shall receive his/her regular compensation for any regularly scheduled working hours spent in actual performance of such service.
33.2 Whenever an employee is duly summoned to appear as a witness for court or any other legal or administrative proceeding (e.g., deposition, arbitration), on matters arising out of the employee’s course and scope of work , 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, he/she the employee shall receive his/her their regular compensation for any regularly scheduled working hours spent in actual performance of such service. An employee shall not receive regular compensation where the employee is a litigant or a defendant in a criminal or civil case, or any other action, brought about as a result of their own action.
33.2.1 Whenever an employee is summoned to appear as a witness for court matters within the scope of his/her their employment, he/she the employee shall be compensated in accordance with provisions concerning compensation for normal performance of duties.
33.2.12 Employees receiving witness fees shall remit such fees to the Finance Department in order to be considered at work for payroll purposes during time spent as such witnesses.
33.3 In the event any Part -Time employee is summoned to any court for the purpose of performing jury duty, the employee is released from his/her the employee’s regularly scheduled working hours and shall not be compensated for such service.
Article 34 - Leave Without Pay
34.1 Any full-time employee who is absent from work and who is not on leave with pay shall be considered to be on leave without pay. An employee on leave without pay shall receive no compensation.
34.2 An employee on leave without pay for over forty (40) consecutive hours in a pay period shall not accumulate vacation or sick leave while on such leave.
34.3 Non-Medical Leave Without Pay
34.3.1 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. Under no circumstances shall such leave exceed six (6) months.
37 34.3.2 Leave without pay for a period not to e xceed forty (40) working hours may be granted by the employee's Administrative Manager or Department Head , or designee.
34.3.3 Leave without pay in e xcess of forty (40) hours shall require the approval of the employee's Department Head.
34.3.4 An employee on non-medical leave without pay in excess of two (2) complete bi- weekly pay periods shall be responsible for his/her the employee’s full cost of all benefits he/she the employee is receiving/enrolled.
34.4 Medical Leave Without Pay
34.4.1 In the event that leave without pay is granted to an employee for reasons of illness or physical incapacity due to illness or injury, the City shall continue to pay for any hospitalization and major medical insurance previously paid for by the City, for a maximum of six (6) complete months.
34.4.2 The City shall waive the payment of employee premiums for any City sponsored medical, dental, and life insurance benefit plans for a maximum of six (6) months.
34.4.3 An employee may be granted leave without pay not to exceed six (6) months. An extension of leave without pay beyond six (6) months is permitted only when leave without pay is granted to an employee for reasons of illness or physical incapacity and a determination has been made by the Human Resources Director that return to work is likely or that continuation of leave without pay is a reasonable accommodation of an employee's disability.
34.5 An employee returning to work from leave without pay shall be placed in the same salary range/hourly rate he/she the employee was in prior to such leave.
34.5.1 If such leave was in e xcess of two (2) complete biweekly pay periods, the employee's anniversary date for purposes of merit pay increases shall be changed to conform with the provisions of ARTICLE 16 – SALARY ADMINISTRATION provided that he/she the employee returns to a position in his/her the same job class.
34.5.2 If the employee returns to a position in a lower job class, his/her the employee’s salary step/range status shall be determined in accordance with the provisions of ARTICLE 24 – VOLUNTARY DEMOTION.
Article 35 - Administrative Leave
35.1 Effective January 1, 2022 , and each January 1 st thereafter, full-time employees shall receive sixteen (16) hours of administrative leave. Effective January 1, 2024, and each January 1 st thereafter, full -time employees shall receive twenty -four (24) hours of administrative leave.
38 35.1.1 Full-time employees who begin employment in an AFSCME represented classification after January 1 st but on or before June 30 th of each calendar year shall receive eight (8) sixteen (16) hours of administrative leave for that calendar year and sixteen (16) twenty-four (24) hours of administrative leave each January 1st thereafter. Full -time employees who begin employment in an AFSCME represented classification on July 1st through December 31st shall not receive eight (8) hours of administrative leave for that calendar year and twenty-four (24) hours of administrative leave each until January 1st of the following yearthereafter.
35.2 Administrative leave has no monetary value, cannot be cashed-out and must be used by the end of the calendar year.
35.3 Administrative leave shall be scheduled and taken in accordance with the best interests of the City and the department or division in which the employee is employed.
35.4 Employees will be eligible to use administrative leave hours upon completion of six (6) months of service with the City.
35.5 Use of administrative leave does not count towards usage criteria for the cash out of vacation hours pursuant to ARTICLE 28 – VACATION.
SECTION V: BENEFITS
Article 36 - Insurance and Pensions
36.1 General Provisions
36.1.1 The City Council shall set plan rates and employee contributions for City health and wellness plans annually.
36.1.2 The master contract between the City and plan administrator shall govern in the event any disputes arise over any matter within a provision of the contract.
36.1.3 Proof of eligibility will be required of all employees enrolled in any City insurance plan to enroll a dependent.
36.2 Health Insurance
36.2.1 For full-time employees:
36.2.1.1 The City shall offer prepaid and/or insured health plans recommended by the Anaheim Health Council and approved by the City Council.
36.2.1.2 Employees become eligible for coverage on the first (1st) day of the month following one (1) complete calendar month after hire date. Part-
39 time employees shall be eligible as defined in ARTICLE 41 - PART-TIME EMPLOYEES.
36.2.1.3 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 enrollment period will be automatically enrolled by ANAHEIM in the single party coverage plan for medical and dental with the lowest month ly ANAHEIM contribution.
36.2.1.34 The employee shall contribute the difference between the City contribution and the total premium costs.
36.2.1.45 Proof of marriage or Declaration of Domestic Partnership shall be required to enroll an employee spouse or domestic partner in the employee's selected medical plan.
36.2.1.56 Employees who are covered by another health plan, including the dependent spouse of married City employee couples, may shall present proof of such coverage in order to opt -out of City coverage and receive one hundred twenty-five dollars ($125) per month in lieu of City provided health benefits. In the event an employee who has elected this option loses health coverage for any re ason and notifies the City of such loss within thirty (30) calendar days, he/she the employee may enroll in any City plan when the alternate health coverage ceases upon proof of loss of health coverage. Health coverage wil l be effective the first (1 st) day of the following month . An employee may re -elect the opt -out option annually during open enrollment or may enroll in a City plan.
36.2.1.67 For all medical plans, married City employee couples shall be allowed only one (1) medical plan and only one (1) dental plan to cover all family members. Married City employee couples covered by a single under the same two (2) party or family plan while both spouses are employed by the City may elect the opt -out option for the dependent employee.
36.2.1.78 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 2021 shall equal the percent change in the CPI -W for the year ending May 2020, 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 2020).
40 36.3 Dental Insurance
36.3.1 The City shall sponsor prepaid and/or insured dental plans recommended by the Anaheim Health Council and approved by the City Council for all full -time employees.
36.3.2 The City’s contribution towards the cost of Dental plans shall be set annually by the City Council. Employees shall be required to contribute one hundred percent (100%) of any excess amount over the contribution set by the City Council.
36.3.3 Employees become eligible for dental coverage on the first (1st) day of the month following one (1) complete calendar month after hire date.
36.4 Life Insurance
36.4.1 Basic Life Group Term Life Insurance for Basic, Dependent, and Supplemental Life Insurance Coverage:
36.4.1.1 The City shall make available group term life insurance for basic life, dependent life, and supplemental life insurance coverage for full -time employees.
36.4.1.2 The City’s dollar contribution to the program and benefits of such program are specified in the Life Insurance Plan agreed upon by the City and the City’s insurance provider.
36.4.2 Voluntary Accidental Death and Dismemberment Insurance
36.4.2.1 The City shall make available voluntary accidental death and dismemberment insurance coverage for full-time employees.
36.4.2.2 The City’s dollar contribution to the program and benefits of such program are specified in the Life Insurance Plan agreed upon by the City and the City’s insurance provider.
36.4.3 Paid-Up Life Insurance
36.4.3.1 Any full-time employee who retires shall receive a Paid-up Life Insurance Policy, paid for wholly by the City, with a face value of one hundred dollars ($100.00) for each complete continuous year of service and fifty dollars ($50.00) for more than six (6) months, but less than a complete year of service up to a maximum of two thousand dollars ($2,000).
36.4.4 Permanent and Total Disability Life Insurance
41 36.4.4.1 Full-time employees who are permanently and totally disabled shall receive a waiver of premium for life insurance coverage elected prior to the disability.
36.4.4.2 Waiver of premiums and continuation of coverage will continue as specified in the Life Insurance Plan agreed upon by the City and the City’s insurance provider.
36.5 Pension and Deferred Compensation
36.5.1 California Public Employee’s Retirement System (CalPERS): For the purpose of this ARTICLE, employees whose CalPERS membership began prior to January 1, 2013 who are not considered “New Members” within the meaning of the designated “Classic” members, and those employees whose CalPERS membership began on or after January 1, 2013 are designated as Public Employees’ Pension Reform Act (hereinafter, “PEPRA”) are referred to as “Classic” members;, and those employees who are considered “New Members” within the meaning of PEPRA are considered “PEPRA” membersas determined by CalPERS.
36.5.1.1 Full-time employees immediately become members of CalPERS in accordance with the contract between the City and CalPERS and subject to the California Public Employees’ Retirement Law (hereinafter, “PERL”).
36.5.1.2 Part-time employees working an average of thirty (30) hours per week on an ongoing basis or who work more than one thousand (1,000) hours in any given fiscal year or those otherwise required to be enrolled in CalPERS shall be eligible to become members of enrolled in CalPERS in accordance with the contract between the City and CalPERS and subject to PERL.
36.5.1.3 Employees who are “Classic” CalPERS members shall contribute the total eight percent (8%) employee required member contribution rate for retirement benefits and shall be enrolled in the Public Employee s’s Retirement defined benefit plan of 2.7% at 55.
36.5.1.3.1 A portion of the employer rate shall be paid by the employee, as provided by the various resolutions
recommended by the Human Resource Director and
approved by City Council. Effective July 3, 2015, t The employee contribution to the employer contribution rate shall be four percent (4%).
36.5.1.4 Employees who are PEPRA members shall contribute at least the required amount determined by CalPERS to be fifty percent (50%) of the normal costs of the plan, as established by CalPERS, and shall be enrolled in the Public Employees’s Retirement defined benefit plan of 2% at 62.
42 36.5.2 Employees whose compensation exceeds the various statutory limits for compensation reportable to CalPERS, including but not limited to IRC 401(a)(17) and the Public Employees’ Pension Reform Act, shall be mandatorily enrolled in a supplemental savings plan established and administered under the authority of City of Anaheim Resolution No. 2010-079.
36.5.3 Employees in classifications represented by AFSCME may participate in any voluntary deferred compensation program offered by ANAHEIM for which they are eligible.
36.6 Retirement Health Savings Plan
36.6.1 The City established the Retirement Health Savings plan to provide for reimbursement of eligible medical expenses as defined by the Retirement Health Savings plan document.
36.6.2 Full-time employees shall be enrolled in the City’s Retirement Health Savings plan.
36.6.2.1 Effective July 7, 2023, Tthe City shall contribute an additional one percent (1%) for a total of one percent (1.0%) of each employee’s gross pay to the applicable employee’s individual member account. Effective the pay period that includes January 7, 2022, the City’s contribution shall increase to a total of two percent (2.0%) three percent (3%) of the employee’s bi-weekly base pay salary to the applicable individual member account.
Except, however, employees who have separated from City employment before September 29, 2023 shall not be eligible for the increased one percent (1%) contribution.
36.6.2.2 The employee shall contribute one percent (1%) of his/her gross pay to the employee’s individual member account.
36.6.3 There are no vesting requirements for contributions made to an employee’s individual member account.
Article 37 - Post-Retirement Medical Benefits
37.1 Benefit Requirements
37.1.1 Regular, full-time employees covered by this MOU who are enrolled as a subscriber in a City-sponsored health plan at the time of separation from Anaheim City service shall be eligible to participate in any City sponsored health plan (medical and dental) as a retiree subject to the following terms and conditions:
37.1.1.1 The employee must be credited with at least five (5) years of continuous, full-time City service on the date of retirement, and
43 37.1.1.2 The employee must have been awarded a service retirement from CalPERS as the reason for separation from City service, and
37.1.1.3 CalPERS retirement benefits must commence no later than the first (1st) day of the month following the date of separation from City service, or
37.1.1.4 The employee must have been awarded a disability retirement (Ordinary or Industrial) from CalPERS as the reason for separation from City service.
37.2 Contributions
37.2.1 For all regular, full-time employees hired prior to January 1, 1996 who meet the requirements for participation in any City sponsored health plan as a retiree, the City shall provide separate contributions towards the premium costs of the City sponsored medical and/or dental plans elected by the employee according to the following schedule:
37.2.1.1 For service retirements, the contributions shall be a percentage of the annual contributions made by Anaheim the City on behalf of active employees, the percentage equal to one and one -half (1½) times the miscellaneous two percent at si xty (2% @ 60) CalPERS retirement schedule to a ma ximum contribution of ninety -five percent (95%) based on the employee’s age at retirement and City service accrued through December 31, 2005. City service shall be calculated to the nearest complete one-quarter (1/4) year.
37.2.1.2 For Disability Retirements, the contribution shall be a percentage of the annual contributions made by Anaheim the City on behalf of active employees, the percentage equal to two percent (2%) for each year of service to a maximum contribution of ninety-five percent (95%) based on the employees consecutive years of City service for Safety and on City service accrued through December 31, 2005 for Miscellaneous. City service shall be calculated to the nearest complete one quarter (1/4) year.
37.2.1.3 In the event an employee is eligible for both a Service and a Disability Retirement benefit under this ARTICLE, the employee shall receive the Service Retirement benefit.
37.2.1.4 The Anaheim City contribution shall be based on the Two -Party or Family rate only for those employees who properly enroll a dependent spouse or registered domestic partner and/or other family members prior to retirement and shall continue only as long as the retiree maintains coverage for such dependents in City sponsored health plans.
Nothing in this ARTICLE shall prevent a retiree from properly enrolling new dependents at the retiree’s cost.
44 37.3 Health Plans
37.3.1 The following conditions shall apply to all retirees who are participating in City sponsored health plans:
37.3.1.1 Retirees shall be required to enroll in Medicare Parts A and B upon establishing eligibility. Failure to enroll when eligible will result in cancellation of coverage.
37.3.1.2 The full value of any Medicare credits provided to the City or Medicare surcharges imposed on the City by virtue of a retiree’s participation or non-participation in Medicare shall be passed on to the retiree in the form of reduced or increased premium costs.
37.3.1.3 The surviving spouse or registered domestic partner of the retiree may continue coverage under the same terms and conditions provided that the surviving spouse or registered domestic partner was properly enrolled at the time of the employee’s retireme nt and that dependent coverage was continuously maintained during the employee’s retirement.
37.3.1.4 Once cancelled for any reason, coverage shall not be reinstated.
37.3.1.5 Coverage shall be cancelled for non -payment of fees after three (3) months in arrears.
37.3.1.6 There shall be “Coordination of Benefits” where other insurance exists.
37.3.1.7 Retirees may change plans and add dependents only during an open enrollment period, e xcept that the surviving spouse or registered domestic partner of a retiree may not enroll a new spouse or registered domestic partner.
Article 38 - Miscellaneous Benefits and Services Awards
38.1 Service awards shall be presented to full -time employees for the following years of service:
38.1.1 Five (5)
38.1.2 Ten (10)
38.1.3 Fifteen (15)
38.1.4 Twenty (20)
38.1.5 Twenty-five (25)
38.1.6 Thirty (30)
38.1.7 Thirty-five (35)
38.1.8 Forty (40)
45 38.1.9 Such service awards shall also be presented to any full -time employee upon his/her retirement.
38.1.10 For purposes of this ARTICLE, the term "years of service," shall be defined as continuous, full-time service.
38.2. Executive Physical
38.2.1 Administrative Managers may undergo a medical examination once a year. Middle Managers or other employees as designated by the City Manager may undergo a medical examination in accordance with the guidelines established by the City Manager.
Article 39 - Payroll Deductions
39.1 Deductions of authorized amounts may be made from employees’ pay for the following purposes:
39.1.1 Federal, State, and Medicare tTax withholding;
39.1.2 Contributions to retirement benefits, including retiree health savings;
39.1.3 Contribution to survivors’ benefits;
39.1.4 Payment of life insurance and accidental death and dismemberment insurance premium;
39.1.5 Payment of non-industrial disability insurance premium;
39.1.6 Payment of hospitalization and major medical insurance premium; Payment to or savings in Orange County’s Credit Union;
39.1.7 Contributions to the City Employees Annual Charities Fund Drive;
39.1.8 Payment of membership dues to the American Federation of State, County, and Municipal Employees, Local 2002;
39.1.9 Voluntary deduction for UNION Political Action Committee;
39.1.10 Payment of Personal Computer Purchase Program Loan;
39.1.11 Payment of Tuition Assistance;
39.1.132 Payment of Deferred Compensation Loans; and
39.1.143 Other purposes as may be authorized by the City Council.
39.2 Employees may only revise or revoke a deduction to the UNION’s Political Action Committee once per year between January 10 and January 20. The provisions of Section
39.1.10 shall sunset upon expiration of this MOU unless extended by mutual agreement.
46 39.2 All employees must make and maintain arrangements for the direct deposit of paychecks into the financial institution of their choice via electronic fund transfer.
Article 40 - Joint Committee On Medical Program
40.1 The parties to this Agreement, 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 sponsored medical programs, review alternative approaches to plan design and providing medical care programs, and investigate cost containment systems, all for the purpose of achieving adequate low-cost medical care for the employees of ANAHEIM.
40.2 Serving on the committee with the Human Resources Department staff and operating department management staff will be two (2) members from the AFSCME General Management unit.
40.3 This committee will meet as often as is necessary during the life of this Agreement and will report to the Human Resources Director on a periodic basis its findings and recommendations for changes 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 City Manager for review.
40.4 Because of the comple xity 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.
SECTION VI: MISCELLANEOUS PROVISIONS
Article 41 - Part-Time Employees
41.1 Categories:
41.1.1 Part-Time Non-CalPERS members – Employees hired to work an average of less than twenty (20) hours per week on an ongoing basis (maximum of one thousand (1,000) hours pursuant to the Public Employees’ Retirement Law (PERL) for exclusion from California Public Employees’ Retirement System (CalPERS) membership in a fiscal year) or working in a position excluded from CalPERS membership by law or contract exclusion.
41.1.2 Part-Time CalPERS members – Employees hired with prior CalPERS membership; who have met CalPERS membership eligibility (worked one thousand (1000) hours in a fiscal year) per Government Code Section 20305(a)(3)(B) of the Public Employee’s Retirement Law (PERL); or otherwise are determined to be eligible per the PERL.
47 41.2 Premium Pay:
41.2.1 Part-Time employees who perform authorized work in excess of forty (40) hours during his/her the employee’s regular work week and is otherwise eligible for overtime shall be compensated for such work at the rate of one and one -half (1 ½) times his/her the employee’s regular hourly rate of pay for that work week.
41.2.1.1 All overtime must be authorized by the appropriate Administrative Mmanager, and/or his/her designee.
41.2.1.2 Overtime of less than one-half (½) hour duration shall be calculated as one-half (½) hour. Overtime of one -half (½) hour or more shall be calculated to the nearest one-quarter (¼) hour of time worked.
41.2.1.3 Notwithstanding the above overtime provisions, there shall be no overtime pay for the time spent outside scheduled work hours, in attending meetings of any kind which are for the purposes of education or training, unless required by ANAHEIM to attend suc h training or meeting.
41.2.2 Temporary upgrading shall be paid in accordance with ARTICLE 18 – PREMIUM PAY.
41.2.3 Bilingual pay:
41.2.3.1 Employees required to speak Spanish or other languages (including sign language), as well as English as part of their regular duties of their position will be compensated at the rate of seventy cents ($.70) per hour in addition to be included in their regular hourly rate of pay.
41.2.3.2 Employees required to speak , and read, and/or write in Spanish or other languages (including sign language), as well as English , as part of the regular duties of their position will be compensated at the rate of ninety cents ($.90) per hour in addition to be included in their regular hourly rate of pay if the employee can also read and/or write in Spanish or other languages, as well as English.
41.2.3.3 Any employee receiving compensation under this A RTICLE 41.2.3.2 shall not concurrently receive compensation under ARTICLE 41.2.3.1.
41.2.3.43 Employees who are assigned to test other employees for bilingual certification, as part of the ir regular duties of their position, will be compensated at the rate of one dollar and twenty cents ($1.20) per hour in addition to be included in their regular hourly rate of pay.
41.3 Health and Welfare:
48 41.3.1 Deferred Compensation Plan for employees not covered by CalPERS.
41.3.1.1 Part-time employees not eligible to enroll in CalPERS are mandatorily enrolled in the City’s deferred compensation plan in accordance with the Deferred Compensation Plan document.
41.3.1.2 Employees mandatorily enrolled in the plan shall contribute seven and one-half percent (7 ½%) of their gross pay.
41.3.2 An employee who is hired to work an average of thirty (30) hours per week on an ongoing basis shall be classified as “Thirty (30) Hour Employees.” Thirty (30) Hour Employees eligible pursuant to the Affordable Care Act (ACA) shall be provided health medical insurance, through an HMO Plan (HMO 1) designated for employees in this unit in a Part -time HMO plan, on the first day of the month following one (1) complete calendar month after becoming eligible, for as long as they maintain eligibility under the Affordable Care Act (“ ACA”) requirements so long as they remain employed and available to work thirty (30) hours per week . Thirty (30) Hour Employees may enroll in a Part -time plan or choose to enroll in any of the medical plans offered to full -time employees. The City’s maximum contribution towards Thirty (30) Hour Employees’ purchase of a medical plan shall be as set forth in ARTICLE 41.3.4.
41.3.3 Employees eligible for health insurance pursuant to this ARTICLE shall be eligible for an HMO Plan 2 (full -time equivalent) after two (2) years of employment. The parties agree that the City’s compliance with affordability requirements shall be measured by the City’s offering of a plan designated as the HMO 1 medical insurance plan. The HMO 1 Plan is designated for Part-time employees in this unit who are eligible for medical insurance under the ACA.
41.3.4 AnaheimANAHEIM’s maximum contribution towards an employee’s purchase of medical insurance HMO Plans (employee only) is as follows: shall be the flat dollar amount equivalent to seventy-five percent (75%) of the single -party premium of the plan designated by the City as HMO 2 Plan, but in no event less than the amount required to meet the affordability standard for coverage required under the ACA for the plan designated as the HMO 1 Plan.
41.3.4.1 HMO Plan 1: The flat -dollar amount equivalent to 75% of the single- party HMO Plan 2 premium, but in no event less than the amount required to meet the affordability standard for coverage required under the ACA.Nothing in ARTICLES 41.3.2 to 41.3.4 shall require the City to make higher contributions to premiums for non -HMO 1 Plan medical plans selected by Part-time employees.
41.3.4.2 HMO Plan 2 (full-time equivalent): 75% of the single-party premium.
49 41.3.5 At the sole discretion of the City, the PARTIES agree to reopen ARTICLE 41.3 (“Health and Welfare”) as a result of any changes to the Patient Protection and Affordable Care Act.
41.4 Vacation Benefit:
41.4.1 Employees working in part -time classifications listed in Appendix B who work eleven hundred (1,100) or more hours in any calendar year shall be paid three (3%) of his/her the employee’s gross earnings, excluding vacation payout from the preceding calendar year, as vacation benefits upon separation or during the first third (3rd) pay period of the next calendar year. The calendar year shall be defined as the period for which wages earned are reported for tax purposes.
41.5 Employee Availability and Leaves:
41.5.1 Employees hired to work an average of twenty (20) hours per week on an ongoing basis shall be required to maintain an availability of twenty (20) hours per week.
Employees hired to work an average of thirty (30) hours per week on an ongoing basis shall be required to maintain an availability of thirty (30) hours per week. An employee who does not maintain his/her their required availability, does not report to work as scheduled, or who is otherwise absent without leave shall be subject to discipline up to and including dismissal from their position with ANAHEIM.
41.5.2 Part-time employees in classifications listed in Appendix B of this MOU, who have been employed for at least thirty (30) calendar days before the leave commences, shall be provided unpaid leave of up to three (3) consecutive five (5) work days in the event of a death in their immediate family for the purpose of making funeral arrangements and/or attending funeral services. Such leave does not have to be taken consecutively. An employee with available sick leave or compensatory time may use such accrued leave to cover all or a portion of the bereavement leave.
Bereavement leave must be completed within three (3) months of t he date of death. “Immediate family” for the purposes of this paragraph ARTICLE shall be defined as any relative by blood or marriage who is a member of the employee’s household, under the same roof, and any parent, foster pa rent, step -parent, spouse, or registered domestic partner, child, stepchild, sibling, grandparent, grandchild, parent-in-law, daughter-in-law or son-in-law brother, or sister of the employee, or any parent, foster parent, or step-parent of the employee’s spouse, or registered domestic partner, regardless of residence. As used in this ARTICLE, registered domestic partner means that a Declaration of Domestic Partnership has been filed with the California Secretary of State .Part-time employees shall be provided unpaid leave of up to five (5) work days in the event of a death in their immediate family. Such leave must be taken within three (3) months of the death of an immediate family member as defined in ARTICLE 31.1.1. An employee with available sick leave may use such accrued leave to cover all or a portion of the bereavement leave. A Part-time employee may extend the time period for using the bereavement leave as provided in this ARTICLE to six (6) months following the death of an immediate family m ember by notifying the employee’s supervisor within the first three (3) months following the family member’s death.
50 41.5.3 Part-time employees in classifications listed in Appendix B of this MOU who have been continuously employed for a period of at least one (1) full year may be eligible for an unpaid leave of absence of up to sixty (60) calendar days. Such leaves shall be scheduled and taken in accordance with the best interests of ANAHEIM, and shall require the prior written approval of the Appointing Authority Department Head, or designee.
41.5.4 Leaves taken under the provisions of the federal Family Medical Leave Act and/or the California Family Leave Act shall be concurrent with any leave entitlement an employee may have under the provisions of this ARTICLE.
41.5.5 Thirty (30) Hour Part-time Employees shall be granted up to thirty (30) hours of jury duty unpaid leave whenever duly summoned to any court for the purpose of performing jury duty, provided the employee submits documentation from the court for such duty performed. Any additional leave required for jury duty shall be unpaid.
41.5.6 ANAHEIM shall provide employees in part-time classifications listed in Appendix B of this MOU with sick leave benefits in accordance with applicable law, including but not limited to California’s Healthy Workplaces, Healthy Families Act of 2014 (Labor Code section 245, et seq.).
41.5.6.1 Part-time employees shall earn one (1) hour of paid sick leave for every thirty (30) hours worked, up to a total of twenty -four (24) hours in a calendar year subject to the following provisions:
41.5.6.1.1 Part-time employees shall be allowed to use paid sick leave on or after the ninetieth (90 th) calendar
day of employment. Paid sick leave can only be used
on days when the employee is scheduled to work.
Paid sick leave cannot be used in the same pay
period it is earned. Any use of paid sick leave must
be for a minimum of two (2) hours.
41.5.6.1.2 Sick leave hours will be accrued in full hour increments after completion of a full thirty (30)
hours of work. For example, if a part-time employee
works 45 hours in a pay period , the employee will
accrue one (1) hour of paid sick leave for the first
thirty (30) hours worked. The remaining fifteen (15)
hours will be counted the following pay period.
41.5.6.1.3 Part-time employees may carry over unused accrued sick leave hours from one year to the next, up to a
cap of forty-eight (48) hours.
51 41.5.6.1.4 Part-time employees shall be allowed to use up to a maximum of forty -eight (48) hours of accrued sick
leave in a calendar year. It is the responsibility of
such employees to adhere to all City and Department
policies and regulations regar ding attendance and
sick leave.
41.5.6.1.5 Accrued paid sick leave hours will not be paid out upon separation for any reason.
41.6 Part-Time Employees Service Credit:
41.6.1 Part-time employees covered by this MOU who promote to a full -time classification covered by this MOU shall be credited with service time for their hours worked as an AFSCME Part-time employee for purposes of determining the following specific benefits and seniority. One year of service credit will be calculated as 2,080 hours worked. For example, an employee who has been employed by the City in an AFSCME Part -time classification for eight (8) years and who worked 1,560 hours each year for a total of 12,480 hours, upon promotion to a full-time AFSCME classification, shall be credited with six (6) years of service credit for purposes of benefits and seniority listed in the following sub- articles only:
41.6.1 Promotional eligibility lists under ARTICLE 19.3.2.1
41.6.2 Layoffs, Reassignments, and Reemployment under ARTICLE 22
41.6.3 Eligibility to take Vacation under ARTICLE 28.2
41.6.4 Vacation accrual under ARTICLE 28.6
41.6.5 Service awards and recognition under ARTICLE 38
41.6.6 Seniority associated with reinstatement following a successful grievance procedure under ARTICLE 42.9
41.6.2 “Job classification represented by AFSCME” s hall be defined as the represented classifications at the time of the Part -time employee’s promotion to a full -time classification. The inaugural MOU between AFSCME and ANAHEIM, adopte d by City Council on December 21, 2021, shall define job classifications represented by AFSCME for promotions that occurred prior to AFSCME representation of Management and Confidential employees.
41.6.3 Part-time employees in job classifications represented by AFSCME that promoted to a full-time position in job classifications represented by AFSCME on or before the first day of the pay period after City Council adoption of this MOU shall receive service credit in accordance with ARTICLE 41.6 if the employee submits a written request to the Employee Relations Division of the Human Resources Department for such service credit no later than December 31, 2023. The parties agree that any requests received after December 31, 2023 shall not be considered and any rights under this Section shall be waived except when an employee is unavailable to submit the written request due to reasons caused by being on state or federal protected leave. Under this specific exception, the written request must be made
52 within thirty (30) calendar days of the date of the employee’s return to work.
Article 42 - Grievance Procedure
42.1 The dispute resolution procedures set forth in this ARTICLE are intended for use by ANAHEIM and AFSCME as the parties to this MOU. No grievance may be brought under this ARTICLE unless specifically authorized in writing by AFSCME. 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.
42.2 Any alleged violation of the terms and conditions of this MOU, violation of the Administrative Regulations, or any alleged violation of commonly accepted safety practices and procedures brought forward by AFSCME 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 AFSCME may 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.
42.2.1 ARTICLE 21.5 – SALARY REDUCTION, SUSPENSION, DEMOTION, AND DISMISSAL provides for an accelerated procedure under the provisions of this ARTICLE when an employee is dismissed.
42.2.2 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.
42.2.3 Employees’ rights to representation in grievance matters under the provisions of ARTICLE 12.56 - UNION ADMINISTRATION , shall be limited in the following manner:
42.2.3.1 No supervisor shall be represented in grievance matters by an employee whom he/she the supervisor may supervise.
42.2.3.2 No employee shall be represented in grievance matters by a supervisor for whom he/she the employee is a subordinatemay work.
42.2.4 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 42.2.5.1.
42.2.5 In those instances where discipline is imposed other than suspension, demotion, or dismissal, AFSCME may submit a written request for a review of the disciplinary action through an administrative review procedure.
42.2.5.1 Administrative Review Procedure:
53 The written request must be submitted to the Human Resources Department within fourteen (14) calendar days , excluding recognized holidays as defined in ARTICLE 27 - HOLIDAYS, 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, excluding recognized holidays as defined in ARTICLE 27 - HOLIDAYS, 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 , excluding recognized holidays as defined in ARTICLE 27 - HOLIDAYS, after the administrative review. The Department Head’s determination shall be final and binding.
42.3 Any violation of this MOU as alleged by ANAHEIM or AFSCME shall be resolved between authorized representatives of ANAHEIM and AFSCME. In the event that the parties cannot resolve the dispute, the dispute shall, upon the request of either ANAHEIM or AFSCME, be referred to an impartial arbitrator for a final and binding decision.
42.4 All expenses of any arbitration shall be borne equally by ANAHEIM and AFSCME. Each party, however, will be responsible for its own cost of representation and related costs of representation.
42.5 Employee grievances submitted by AFSCME to ANAHEIM shall be handled in the following manner:
42.5.1 Step I. Step I grievances shall be submitted in writing to the Human Resources Director within seven (7) business fourteen (14) calendar days, excluding recognized holidays as defined in ARTICLE 27 - HOLIDAYS, after the occurrence of the incident involved in the grievance, or within seven (7) business fourteen (14) calendar days, excluding recognized holidays as defined in ARTICLE 27 - HOLIDAYS, of the date the employee should have known of its occurrence through the exercise of reasonable care and diligence. An attempt shall be made to adjust all grievances on an informal basis between the employee, his/her AFSCME representative, and the Department Head, within seven (7) business fourteen (14) calendar days, excluding recognized holidays as defined in ARTICLE 27 - HOLIDAYS, after the occurrence of the incident involved in the grievance. The Department Head shall deliver his/her a written response within seven (7) business fourteen (14) calendar days, excluding recognized holidays as defined in ARTICLE 27 – HOLIDAYS, after conducting the Step I meeting.
42.5.1.1 Grievances resulting from the actions of a department other than an employee’s work unit shall be heard by the Department Head in which the grievance is alleged to have occurred.
54 42.5.1.2 If the Department Head is the employee’s ne xt supervisor in the employee’s chain of command, the grievance shall initiate at Step II.
42.5.2 Step II. If the grievance is not adjusted to the satisfaction of AFSCME in Step I, it shall be submitted in writing to the Human Resources Director within seven (7) business fourteen (14) calendar days, excluding recognized holidays as defined in ARTICLE 27 - HOLIDAYS, after the Step I answer is received by AFSCME. A representative from the City Manager’s Office shall meet with the employee and his/her the employee’s AFSCME representative within ten (10) business fourteen (14) calendar days, excluding recognized holidays as defined in ARTICLE 27 - HOLIDAYS, after submission of the Step II grievance to him/her . The representative from the City Manager’s Office shall review the grievance and may affirm, reverse, or modify the Step I decision, as the representative deems appropriate. The Step II written response shall be delivered to AFSCME within seven (7) business fourteen (14) calendar days, excluding recognized holidays as defined in ARTICLE 27 – HOLIDAYS, after said meeting.
42.5.3 Step III. If AFSCME is not satisfied with the response provided at Step II, the grievance shall be submitted to an impartial arbitrator for a final and binding decision, provided AFSCME submits its written request for arbitration to the City.
Such submission must occur within thirty (30) calendar days after the Step II response is received.
42.5.3.1 ANAHEIM and AFSCME may agree to submit a grievance to non-binding mediation, prior to submission to arbitration. This language is not intended to impede or delay the arbitration process.
42.6 In order to proceed to arbitration, either ANAHEIM or AFSCME shall serve written notice to the other party specifying the grievance to be submitted.
42.6.1 Such written notice must be submitted no later than thirty (30) calendar days after the Step II answer is received by the other party.
42.6.2 ANAHEIM and AFSCME shall thereafter attempt to resolve the issue and select an impartial arbitrator. If an arbitrator cannot be agreed upon, ANAHEIM and AFSCME shall request a panel from the California State Mediation and Conciliation Service or any other mutually agreed upon provider. If ANAHEIM and/or AFSCME fail(s) to submit jointly, or separately, the issue to the agreed upon arbitrator, the California State Mediation and Conciliation Service, 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 AFSCME may take action to compel arbitration. Failure to take action to compel arbitration within si xty (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.
42.7 The arbitrator’s decision shall be final and binding on both ANAHEIM and AFSCME, it being agreed that the arbitrator shall have no powers to add to or subtract from, nor to
55 modify any of the terms of any MOU between ANAHEM and AFSCME and that the arbitrator’s award shall be consistent with and controlled by this MOU, Ordinances and Charter of the City of Anaheim, and the laws and Constitution of the State of California.
42.7.1 The parties will request the arbitrator to render his/her a decision in writing as quickly as possible, but in no event later than thirty (30) calendar days after the conclusion of the hearing, unless the parties agree otherwise.
42.7.2 Any grievance not presented and/or carried forward by AFSCME within the time limits specified in this ARTICLE shall be deemed null and void, provided, however, AFSCME and ANAHEIM may agree to continue said time limits.
42.7.2.1 If the City does not provide a written response to Step I or Step II of the grievance process within the prescribed deadline, the grievance shall be deemed denied and will proceed to the next Step.
42.8 Any adoption, deletion, or revision of ANAHEIM policy as may be suggested or recommended by any employee or employee organization shall not be considered to be a matter subject to review through the grievance procedure.
42.9 An employee who has been suspended, demoted, or dismissed may be reinstated to his/her their 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 the employee’s former status of employment, including reinstatement of seniority and accrued fringe benefits. In such cases, the City Manager may order the payment of back pay to an employee reinstated by an impartial arbitrator in any amount up to payment for the full period of time involved. In implementing a Step III award, the City Manager shall order the payment of back pay to a reinstated employee in the amount provided in the Step III award. It shall be conclusively presumed that there is no award of back pay to a reinstated employee unless specifically set forth in the Step III award. It shall be conclusively presumed that there is no award of back pay to a reinstated employee unless specifically set forth in the Step III award. Any earnings of the reinstated employee from other employment during his/her the period of suspension or separation shall be deducted from the amount of back pay awarded.
Article 43 - No Strike
43.1 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.
Article 44 - Outside Employment
44.1 An employee may engage in employment other than his/her job the employee’s position with ANAHEIM, if his/her the employee’s Department Head determines that such outside
56 employment does not interfere with the performance of assigned duties and does not constitute a conflict of interest, as provided in Administrative Regulation 233.
Article 45 - Personnel Files
45.1 Access
45.1.1 An employee, alone or accompanied by a union representative, shall have the right to review his/her the employee’s personnel (HR and Departmental) file or authorize his/her the employee’s union representative in writing to conduct such a review.
45.1.2 An employee or his/her the employee’s representative must provide reasonable notice and shall schedule an appointment with the Department or the Human Resources Department to inspect and/or to obtain a copy of the records.
45.1.3. Upon request, ANAHEIM shall provide one copy of the record without charge to an employee or his/her the employee’s representative within a reasonable timeframe, if properly authorized by the employee. An employee’s written authorization must specify the records to be released and to whom they are to be released. ANAHEIM may verify any written authorization inspections.
45.2 Placement of Material in Personnel (H.R. and Departmental) Files
45.2.1 No disciplinary material shall be inserted in an employee's personnel file (HR) without his/her the employee’s prior notice.
45.2.2 If an employee's review of his or her their official personnel record reveals any documents that the employee feels are detrimental to his or her their record, the employee shall have the right to place into his or her their official record written comments or explanations concerning these documents.
45.2.3 Any employee may request that material pertinent to his or her their employment be placed into his or her their official personnel record.
Article 46 - Professional Licenses
46.1 ANAHEIM shall pay for all professional licenses required for employment, including renewal costs or fees. Subject to Departmental approval, ANAHEIM agrees to pay for certifications and education courses required for employment; and professional and occupational licenses, certifications, and education courses that are related to an employee's position but not required by the minimum training and requirements for the position.
Article 47 - Required Equipment and Apparel
57 47.1 Personal Protective Equipment
47.1.1 ANAHEIM agrees to provide Personal Protective Equipment (PPE) to all employees required to wear and/or utilize PPE, subject to approval of the Departmental Safety Program Manager and/or the City Safety Manager.
47.1.2 ANAHEIM will replace or reimburse PPE as reasonably required.
47.2 Protective Footwear
47.2.1 Subject to the approval of the applicable department Safety Program Manager and/or the City Safety Manager, the City shall provide a reimbursement of up to $200 to all employees who are required to wear protective footwear that meet or exceed standards established by Cal/OSHA.
47.2.2 The City shall reimburse employees for replacement protective footwear as reasonably required.
47.2.3 ANAHEIM and AFSCME agree to establish a working group to discuss considering a protective footwear allowance for specified classifications. At the written request of either party, the working group shall meet eighteen (18) months after City Council adoption of this MOU in order to study and evaluate the need for a protective footwear allowance for specified classifications.
47.3 Uniforms
47.3.1 ANAHEIM agrees to provide uniforms to all employees required to wear specific uniforms.
47.3.2 ANAHEIM will provide a reasonable number of replacement uniforms as needed
58 Article 48 - Duration
48.1 The terms of this MOU are to remain in full force and effect until and including June 30, 20232027. Upon adoption of a Resolution approving the terms and conditions of this MOU by the City Council of the City of Anaheim, this MOU shall be in full force and effect.
STAFF OFFICIALS OF THE CITY OF ANAHEIM,
A Municipal Corporation
AMERICAN FEDERATION OF STATE,
COUNTY, AND MUNICIPAL EMPLOYEES,
LOCAL 2002, GENERAL MANAGEMENT UNIT
By:__________________________________
By:__________________________________
By:__________________________________
By:__________________________________
By:__________________________________
By:__________________________________
By:__________________________________
By:__________________________________
By:__________________________________
By:__________________________________
_____________________________________
Date
By:__________________________________
By:__________________________________
By:__________________________________
59 By:__________________________________
By:__________________________________
____________________________________
Date
60 Appendix “A” – Special Provisions
A.1 Effective the first day of the pay period following City Council adoption of this MOU, ANAHEIM shall provide a base salary increase of three percent (3%). five percent (5%) retroactive to July 7, 2023. Only those employees serving in classifications represented by AFSCME who are active City employees on or after September 29, 2023 shall be eligible to receive any compensation associated with this wage increase.
This increase shall be retroactive to July 9, 2021 for employees who are on payroll as of the first day of the pay period following City Council adoption of this MOU.
A.2 Effective the second pay period following City Council adoption of this MOU, ANAHEIM shall provide each full-time employee a lump sum equivalent to one percent (1%) of the employee’s annualized base rate of pay in effect on July 8, 2021 for those employees on payroll as of the effective date of this provision.
Effective the second pay period following City Council adoption of this MOU, ANAHEIM shall provide each part-time employee a prorated lump sum payment (i.e., 0.75% for 30- hour employees and 0.50% for 20-hour employees).
The parties agree that the lump sum payment is not compensation earnable and will not be reported to CalPERS as it is provided in the same year as a salary increase. Effective June 21, 2024, ANAHEIM shall provide a base salary increase of five percent (5%).
A.3 Effective July 8, 2022 June 20, 2025 , ANAHEIM shall provide a base salary increase of three percent (3%)five percent (5%).
A.4 ANAHEIM agrees that within sixty (60) calendar days of the City Council’s adoption of this MOU, it shall meet and confer with AFSCME to address salary compaction issues that may result from the 2023-2026 memoranda of understandings between ANAHEIM and IBEW General and IBEW Management units.
ANAHEIM will not agree to a specific formula at this time as it is awaiting the results of the classification and compensation study.
A.54 ANAHEIM and AFSCME agree to establish a working group s to discuss each of the following:
1. Revisions to the MOU for the purpose of clarifying the meaning of certain forms of pay, including references to the “regular hourly rate of pay”, “regular base pay”, “regular compensation”, and similar references to forms of pay.
2.1. Revisions to the MOU for the purpose of clarifying the meaning of which classifications are included in the “Administrative Manager ,” or “Administrative Management” or “Middle Manager” group as used in this MOU ., and for the purpose of clarifying the meaning of and identify classifications deemed “field employees” per ARTICLE 19.5.1.
61 The working group(s) shall meet at such times and places as determined necessary by the parties. Upon reaching mutual agreement, ANAHEIM and AFSCME agree to re -open the applicable MOU for the sole purpose of implementing the agreed-upon terms.
A.6 ANAHEIM and AFSCME agree that during the term of the MOU, ANAHEIM will retain a consultant to conduct a classification and compensation study (“Study”) of the classifications represented by AFSCME. The Parties share a joint interest that the Study result in accurate information and analysis. Therefore, the Parties hereby agree to the following regarding the Study process: (i) AFSCME and ANAHEIM will meet to discuss comparable agencies; (ii) AFSCME and ANAHEIM will meet to discuss comparable classifications for those classifications that are being studied. If the Parties are unable to agree on comparable agencies and/or comparable classifications, ANAHEIM will make the final determination. In addition, ANAHEIM will provide a final draft of the Study before it is finalized. ANAHEIM agrees that AFSCME will have an opportunity to provide feedback before the Study is finalized. Finally, the Parties agree to re-open the MOU on the topic of wages only upon written request by either party and no later than ninety (90) calendar days after the issuance of the final Study. The Parties contemplate that this re-opener will also cover general wage increases, if any, that may be agreed to for the last year of this MOU.
ANAHEIM and AFSCME also agree to meet and confer regarding any changes to job descriptions (including any changes to minimum qualifications, knowledge, skills, and abilities and working conditions, essential functions, and FLSA designation).
A.7 The following terms referenced in this MOU are defined as follows:
Regular Hourly Rate of Pay – the rate of pay utilized for purposes of the calculation of overtime under the Fair Labor Standards Act (“FLSA”).
Base Rate of Pay – the rate of pay associated with an employee’s placement on the salary schedule for their classification.
Designee – shall be defined as an employee from a classification in the AFSCME General Management Unit, or a non-AFSCME management unit classification.
62 Appendix “B” – Represented Classifications and Rates of Pay
AFSCME GENERAL MANAGEMENT - APPENDIX "B"
JULY 7, 2023 – JUNE 20, 2024
INCORPORATING 5.0% INCREASEJULY 9, 2021 – DECEMBER 23, 2021 INCORPORATING 3.0% INCREASE
FULL-TIME CLASSIFICATION ANNUAL SALARY RANGES
TITLE
CODE TITLE MINIMUM
80%
MARKET
100%
CONTROL
110%
MAXIMUM
115%
O51 Administrative Services Manager 93,137 116,421 128,063 133,884 H55 Assistant City Attorney 144,486 180,608 198,669 207,699 O20 Assistant City Clerk 76,624 95,780 105,358 110,147
AA2 Assistant Customer Services Manager 88,702 110,877 121,965 127,509 O54 Assistant Information Systems Manager 97,794 122,242 134,466 140,578 F93 Assistant Purchasing Agent 84,478 105,597 116,157 121,437 124 Assistant Risk Manager 102,683 128,354 141,189 147,607 002 Assistant to the City Manager 93,137 116,421 128,063 133,884 067 Audit Manager 113,209 141,511 155,662 162,738
M58 Budget Manager 113,209 141,511 155,662 162,738
202 Budget Supervisor 97,794 122,242 134,466 140,578
172 Building Inspection Manager 88,702 110,877 121,965 127,509 N13 Building Official 118,870 148,587 163,446 170,875
102 Business Information Systems Manager 131,054 163,817 180,199 188,390 H98 Capital Projects Manager 107,818 134,772 148,249 154,988 F91 Chief Assistant City Attorney - Prosecution 159,296 199,120 219,032 228,988 G20 Chief Utilities Systems Operator 107,818 134,772 148,249 154,988 AC4 City Engineer 131,054 163,817 180,199 188,390
M80 City Librarian 118,870 148,587 163,446 170,875
103 City Surveyor 93,137 116,421 128,063 133,884
260 Claims Manager 93,137 116,421 128,063 133,884
O32 Communications Supervisor 84,478 105,597 116,157 121,437 O30 Community Development Manager 118,870 148,587 163,446 170,875 O27 Community Investment Manager 102,683 128,354 141,189 147,607 F53 Community Preservation & Licensing
Manager
118,870 148,587 163,446 170,875
E62 Community Preservation Supervisor 84,478 105,597 116,157 121,437 497 Community Services Manager 113,209 141,511 155,662 162,738 F96 Community Services Superintendent 88,702 110,877 121,965 127,509 520 Community Services Supervisor 69,500 86,875 95,563 99,906 N28 Community and Sustainability Programs
Manager
118,870 148,587 163,446 170,875
63 AFSCME GENERAL MANAGEMENT - APPENDIX "B"
JULY 9, 2021 – DECEMBER 23, 2021
INCORPORATING 3.0% INCREASE
FULL-TIME CLASSIFICATION ANNUAL SALARY RANGES
TITLE
CODE TITLE MINIMUM
80%
MARKET
100%
CONTROL
110%
MAXIMUM
115%
541 Construction Inspection Supervisor 80,455 100,569 110,626 115,654 115 Construction Services Manager 113,209 141,511 155,662 162,738 AA4 Crime Analysis Supervisor 76,624 95,780 105,358 110,147 673 Customer Services Manager 102,683 128,354 141,189 147,607 171 Deputy Community Services Director 131,054 163,817 180,199 188,390 K37 Deputy Director Community Economic
Development
131,054 163,817 180,199 188,390
130 Deputy Director of Administration &
Operations
144,486 180,608 198,669 207,699
204 Deputy Director of Convention Center
Sales & Services
144,486 180,608 198,669 207,699
005 Deputy Finance Director 131,054 163,817 180,199 188,390 642 Deputy Fire Marshal 107,818 134,772 148,249 154,988 257 Deputy Planning and Building Director 131,054 163,817 180,199 188,390 222 Deputy Public Works Director 137,606 172,008 189,209 197,809 211 Electric Field & Operations Superintendent 107,818 134,772 148,249 154,988 G23 Electric Field Manager 131,054 163,817 180,199 188,390 G62 Electric Operations Manager 131,054 163,817 180,199 188,390 N73 Electric Systems Planning Manager 137,606 172,008 189,209 197,809 E92 Engineering Manager 113,209 141,511 155,662 162,738 O45 Enterprise Administrative Services
Manager
107,818 134,772 148,249 154,988
M57 Enterprise Information Technology
Manager
107,818 134,772 148,249 154,988
F75 Environmental Services and Safety
Manager
113,209 141,511 155,662 162,738
N55 Event Crowd Control Supervisor 57,178 71,472 78,619 82,193 O46 Event Services Manager 76,624 95,780 105,358 110,147 O35 External Affairs Manager 107,818 134,772 148,249 154,988 133 Facility Maintenance Manager 76,624 95,780 105,358 110,147 AD6 Facility Services &Sustainability Manager 76,624 95,780 105,358 110,147 219 Facility Services Supervisor 57,178 71,472 78,619 82,193 O43 Financial Accounting Manager 102,683 128,354 141,189 147,607
64 N18 Fire Communications Operations
Supervisor
72,975 91,219 100,341 104,902
AFSCME GENERAL MANAGEMENT - APPENDIX "B"
JULY 9, 2021 – DECEMBER 23, 2021
INCORPORATING 3.0% INCREASE
FULL-TIME CLASSIFICATION ANNUAL SALARY RANGES
TITLE
CODE TITLE MINIMUM
80%
MARKET
100%
CONTROL
110%
MAXIMUM
115%
132 Fire Dispatch Operations Manager 102,683 128,354 141,189 147,607 208 Fire Marshal 118,870 148,587 163,446 170,875
136 Fire Prevention Supervisor 93,137 116,421 128,063 133,884 E87 Fleet and Facility Manager 107,818 134,772 148,249 154,988 G63 Generation Plant Manager 102,683 128,354 141,189 147,607 236 Golf Course Superintendent 76,624 95,780 105,358 110,147 O39 Golf Manager 97,794 122,242 134,466 140,578
AB8 Government Affairs Manager 97,794 122,242 134,466 140,578 201 Housing Authority Manager 102,683 128,354 141,189 147,607 F08 Housing Coordinator 69,500 86,875 95,563 99,906
AC1 Housing Program Manager 113,209 141,511 155,662 162,738 N57 Housing Programs Administrator 88,702 110,877 121,965 127,509 112 Housing Services Administrator 88,702 110,877 121,965 127,509 O29 Housing Services Manager 118,870 148,587 163,446 170,875 M36 Information Systems Manager 113,209 141,511 155,662 162,738 M23 Integrated Resources Manager 137,606 172,008 189,209 197,809 751 Law Office Administrator 93,137 116,421 128,063 133,884 563 Library Services Manager 80,455 100,569 110,626 115,654 255 Neighborhood and Human Services
Manager
102,683 128,354 141,189 147,607
AD5 Operations Manager 97,794 122,242 134,466 140,578
N08 Operations Superintendent 88,702 110,877 121,965 127,509 E88 Operations Supervisor 72,975 91,219 100,341 104,902 G07 Park Services Superintendent 88,702 110,877 121,965 127,509 149 Parking Services/Box Office Manager 76,624 95,780 105,358 110,147 AA7 Parking Supervisor 57,178 71,472 78,619 82,193
389 Parks Manager 113,209 141,511 155,662 162,738
E39 Parks Services Supervisor 63,038 78,798 86,678 90,618 N40 Permit Counter Supervisor 69,500 86,875 95,563 99,906 161 Plan Check Manager 102,683 128,354 141,189 147,607
O31 Planning Services Manager 118,870 148,587 163,446 170,875 G03 Police Communications Manager 93,137 116,421 128,063 133,884 441 Police Records Manager 93,137 116,421 128,063 133,884
65 170 Police Support Services Administrator 118,870 148,587 163,446 170,875 F48 Principal Electrical Engineer 113,209 141,511 155,662 162,738 AFSCME GENERAL MANAGEMENT - APPENDIX "B"
JULY 9, 2021 – DECEMBER 23, 2021
INCORPORATING 3.0% INCREASE
FULL-TIME CLASSIFICATION ANNUAL SALARY RANGES
TITLE
CODE TITLE MINIMUM
80%
MARKET
100%
CONTROL
110%
MAXIMUM
115%
109 Principal Human Resources Analyst 102,683 128,354 141,189 147,607 N39 Principal Planner 102,683 128,354 141,189 147,607
M89 Principal Product Development Specialist 118,870 148,587 163,446 170,875 O41 Principal Project Planner 102,683 128,354 141,189 147,607 G25 Project Consultant 124,813 156,016 171,618 179,418
N81 Public Works Operations Manager 118,870 148,587 163,446 170,875 503 Purchasing Agent 107,818 134,772 148,249 154,988
O21 Records &Information Manager 69,500 86,875 95,563 99,906 N11 Revenue and Licensing Supervisor 69,500 86,875 95,563 99,906 540 Risk Manager 118,870 148,587 163,446 170,875
710 Safety Manager 102,683 128,354 141,189 147,607
G12 Security Supervisor 57,178 71,472 78,619 82,193
157 Senior Library Services Manager 93,137 116,421 128,063 133,884 K36 Special Projects Manager 131,054 163,817 180,199 188,390 N77 Stores &Wardrobe Supervisor 63,038 78,798 86,678 90,618 G38 Street Maintenance and Sanitation
Administrator
102,683 128,354 141,189 147,607
O01 Substation/Automation Engineering
Manager
131,054 163,817 180,199 188,390
N82 Supervising Librarian 72,975 91,219 100,341 104,902 220 Support Services Coordinator 69,500 86,875 95,563 99,906 182 Systems Project Manager 97,794 122,242 134,466 140,578 O14 Traffic Office Administrator 63,038 78,798 86,678 90,618 AA3 Transit Planning Manager 113,209 141,511 155,662 162,738 N50 Transmission and Distribution Manager 137,606 172,008 189,209 197,809 AB6 Treasury Administrator 80,455 100,569 110,626 115,654 AA1 Utilities Assist General Manager-Power
Supply
159,296 199,120 219,032 228,988
092 Utilities Assistant General Manager -
Electric Services
159,296 199,120 219,032 228,988
G21 Utilities Assistant General Manager -
Finance/Adm
159,296 199,120 219,032 228,988
66 G22 Utilities Assistant General Manager -
Water Services
159,296 199,120 219,032 228,988
119 Utilities Chief Risk Manager 137,606 172,008 189,209 197,809
AFSCME GENERAL MANAGEMENT - APPENDIX "B"
JULY 9, 2021 – DECEMBER 23, 2021
INCORPORATING 3.0% INCREASE
FULL-TIME CLASSIFICATION ANNUAL SALARY RANGES
TITLE
CODE TITLE MINIMUM
80%
MARKET
100%
CONTROL
110%
MAXIMUM
115%
AA5 Utilities Enterprise Risk Supervisor 88,702 110,877 121,965 127,509 106 Utilities Financial Planning Manager 131,054 163,817 180,199 188,390 772 Utilities Financial Services Manager 131,054 163,817 180,199 188,390 686 Utilities Inventory & Facilities Manager 88,702 110,877 121,965 127,509 G49 Utilities Services Supervisor 72,975 91,219 100,341 104,902 215 Utilities Settlements Supervisor 97,794 122,242 134,466 140,578 AC9 Utilities Strategic Planning Manager 107,818 134,772 148,249 154,988 148 Water Engineering Manager 131,054 163,817 180,199 188,390 237 Water Field & Operations Superintendent 102,683 128,354 141,189 147,607 M29 Water Field Operations Manager 131,054 163,817 180,199 188,390 691 Water Field Superintendent 93,137 116,421 128,063 133,884 123 Water Maintenance Scheduler 80,455 100,569 110,626 115,654 755 Water Production Superintendent 102,683 128,354 141,189 147,607 AC5 Water Quality Laboratory Supervisor 102,683 128,354 141,189 147,607 M56 Water Systems Operations
Superintendent
118,870 148,587 163,446 170,875
G18 Workers Compensation Manager 93,137 116,421 128,063 133,884 100 Workforce Center Supervisor 76,624 95,780 105,358 110,147 354 Workforce Development Manager 97,794 122,242 134,466 140,578
PART-TIME CLASSIFICATION HOURLY SALARY RANGES
TITLE
CODE TITLE MINIMUM
80%
MARKET
100%
CONTROL
110%
MAXIMUM
115%
J38 PT Assistant City Attorney 69.46 86.83 95.51 99.86
R28 PT Audit Manager 54.43 68.03 74.84 78.24
B54 PT Capital Projects Manager 51.84 64.79 71.27 74.51 R73 PT Chief Assistant City Attorney -
Prosecution
76.58 95.73 105.30 110.09
S66 PT Chief Utilities Systems Operator 51.84 64.79 71.27 74.51 A08 PT Community Services Manager 54.43 68.03 74.84 78.24 J36 PT Community Services Supervisor 33.41 41.77 45.94 48.03
67 S56 PT Construction Services Manager 54.43 68.03 74.84 78.24 S73 PT Customer Services Manager 49.37 61.71 67.88 70.96 S16 PT Electric Field & Operations
Superintendent
51.84 64.79 71.27 74.51
AFSCME GENERAL MANAGEMENT - APPENDIX "B"
JULY 9, 2021 – DECEMBER 23, 2021
INCORPORATING 3.0% INCREASE
PART-TIME CLASSIFICATION HOURLY SALARY RANGES
TITLE
CODE TITLE MINIMUM
80%
MARKET
100%
CONTROL
110%
MAXIMUM
115%
863 PT Facility Services/Parking Manager 47.02 58.77 64.65 67.59 B67 PT Fire Dispatch Operation Manager 49.37 61.71 67.88 70.96 S11 PT Golf Course Superintendent 36.84 46.05 50.65 52.96 B57 PT Housing Coordinator 33.41 41.77 45.94 48.03
R95 PT Housing Programs Administrator 42.65 53.31 58.64 61.30 S91 PT Housing Services Manager 57.15 71.44 78.58 82.15 935 PT Library Services Manager 38.68 48.35 53.19 55.60 R14 PT Operations Supervisor 35.08 43.86 48.24 50.43
B27 PT Parking Supervisor 27.49 34.36 37.80 39.52
S36 PT Parks Manager 54.43 68.03 74.84 78.24
B70 PT Principal Planner 49.37 61.71 67.88 70.96
S74 PT Principal Project Planner 49.37 61.71 67.88 70.96 P56 PT Project Consultant 60.01 75.01 82.51 86.26
R66 PT Purchasing Agent 51.84 64.79 71.27 74.51
S98 PT Records &Information Manager 33.41 41.77 45.94 48.03 R12 PT Special Projects Manager 63.01 78.76 86.63 90.57 B12 PT Supervising Librarian 35.08 43.86 48.24 50.43
J56 PT Systems Project Manager 47.02 58.77 64.65 67.59
S87 PT Utilities Assistant General Manager -
Finance/Adm
76.58 95.73 105.30 110.09
S53 PT Water Field Superintendent 44.78 55.97 61.57 64.37 R09 PT Water Production Superintendent 49.37 61.71 67.88 70.96 S65 PT Workers Compensation Manager 44.78 55.97 61.57 64.37 P83 PT Workforce Center Supervisor 36.84 46.05 50.65 52.96 B07 Part Time Building Official 57.15 71.44 78.58 82.15 B44 Part Time Community Preservation
Supervisor
40.61 50.77 55.84 58.38
S90 Part Time Electric Operations Manager 63.01 78.76 86.63 90.57 B48 Part Time Parking Services/Box Office
Manager
36.84 46.05 50.65 52.96
B36 Part Time Water Maintenance Scheduler 38.68 48.35 53.19 55.60
68 AFSCME GENERAL MANAGEMENT - APPENDIX "B"
DECEMBER 24, 2021 – JULY 7, 2022
INCORPORATING 120% COMP-RATIO
FULL-TIME CLASSIFICATION ANNUAL SALARY RANGES
TITLE
CODE TITLE MINIMUM
80%
MARKET
100%
CONTROL
110%
MAXIMUM
120%
O51 Administrative Services Manager 93,137 116,421 128,063 139,705 H55 Assistant City Attorney 144,486 180,608 198,669 216,730 O20 Assistant City Clerk 76,624 95,780 105,358 114,936
AA2 Assistant Customer Services Manager 88,702 110,877 121,965 133,052 O54 Assistant Information Systems
Manager
97,794 122,242 134,466 146,690
F93 Assistant Purchasing Agent 84,478 105,597 116,157 126,716 124 Assistant Risk Manager 102,683 128,354 141,189 154,025 002 Assistant to the City Manager 93,137 116,421 128,063 139,705 067 Audit Manager 113,209 141,511 155,662 169,813
M58 Budget Manager 113,209 141,511 155,662 169,813
202 Budget Supervisor 97,794 122,242 134,466 146,690
172 Building Inspection Manager 88,702 110,877 121,965 133,052 N13 Building Official 118,870 148,587 163,446 178,304
102 Business Information Systems
Manager
131,054 163,817 180,199 196,580
H98 Capital Projects Manager 107,818 134,772 148,249 161,726 F91 Chief Assistant City Attorney -
Prosecution
159,296 199,120 219,032 238,944
G20 Chief Utilities Systems Operator 107,818 134,772 148,249 161,726 AC4 City Engineer 131,054 163,817 180,199 196,580
M80 City Librarian 118,870 148,587 163,446 178,304
103 City Surveyor 93,137 116,421 128,063 139,705
260 Claims Manager 93,137 116,421 128,063 139,705
O32 Communications Supervisor 84,478 105,597 116,157 126,716 O30 Community Development Manager 118,870 148,587 163,446 178,304 O27 Community Investment Manager 102,683 128,354 141,189 154,025 F53 Community Preservation & Licensing
Manager
118,870 148,587 163,446 178,304
E62 Community Preservation Supervisor 84,478 105,597 116,157 126,716 497 Community Services Manager 113,209 141,511 155,662 169,813
69 F96 Community Services Superintendent 88,702 110,877 121,965 133,052 520 Community Services Supervisor 69,500 86,875 95,563 104,250 N28 Community and Sustainability
Programs Manager
118,870 148,587 163,446 178,304
AFSCME GENERAL MANAGEMENT - APPENDIX "B"
DECEMBER 24, 2021 – JULY 7, 2022
INCORPORATING 120% COMP-RATIO
FULL-TIME CLASSIFICATION ANNUAL SALARY RANGES
TITLE
CODE TITLE MINIMUM
80%
MARKET
100%
CONTROL
110%
MAXIMUM
120%
541 Construction Inspection Supervisor 80,455 100,569 110,626 120,683 115 Construction Services Manager 113,209 141,511 155,662 169,813 AA4 Crime Analysis Supervisor 76,624 95,780 105,358 114,936 673 Customer Services Manager 102,683 128,354 141,189 154,025 171 Deputy Community Services Director 131,054 163,817 180,199 196,580 K37 Deputy Director Community
Economic Development
131,054 163,817 180,199 196,580
130 Deputy Director of Administration &
Operations
144,486 180,608 198,669 216,730
204 Deputy Director of Convention Center
Sales & Services
144,486 180,608 198,669 216,730
005 Deputy Finance Director 131,054 163,817 180,199 196,580 642 Deputy Fire Marshal 107,818 134,772 148,249 161,726 257 Deputy Planning and Building Director 131,054 163,817 180,199 196,580 222 Deputy Public Works Director 137,606 172,008 189,209 206,410 211 Electric Field & Operations
Superintendent
107,818 134,772 148,249 161,726
G23 Electric Field Manager 131,054 163,817 180,199 196,580 G62 Electric Operations Manager 131,054 163,817 180,199 196,580 N73 Electric Systems Planning Manager 137,606 172,008 189,209 206,410 E92 Engineering Manager 113,209 141,511 155,662 169,813 O45 Enterprise Administrative Services
Manager
107,818 134,772 148,249 161,726
M57 Enterprise Information Technology
Manager
107,818 134,772 148,249 161,726
F75 Environmental Services and Safety
Manager
113,209 141,511 155,662 169,813
N55 Event Crowd Control Supervisor 57,178 71,472 78,619 85,766 O46 Event Services Manager 76,624 95,780 105,358 114,936 O35 External Affairs Manager 107,818 134,772 148,249 161,726 133 Facility Maintenance Manager 76,624 95,780 105,358 114,936
70 AD6 Facility Services &Sustainability
Manager
76,624 95,780 105,358 114,936
219 Facility Services Supervisor 57,178 71,472 78,619 85,766 O43 Financial Accounting Manager 102,683 128,354 141,189 154,025 AFSCME GENERAL MANAGEMENT - APPENDIX "B"
DECEMBER 24, 2021 – JULY 7, 2022
INCORPORATING 120% COMP-RATIO
FULL-TIME CLASSIFICATION ANNUAL SALARY RANGES
TITLE
CODE TITLE MINIMUM
80%
MARKET
100%
CONTROL
110%
MAXIMUM
120%
N18 Fire Communications Operations
Supervisor
72,975 91,219 100,341 109,463
132 Fire Dispatch Operations Manager 102,683 128,354 141,189 154,025 208 Fire Marshal 118,870 148,587 163,446 178,304
136 Fire Prevention Supervisor 93,137 116,421 128,063 139,705 E87 Fleet and Facility Manager 107,818 134,772 148,249 161,726 G63 Generation Plant Manager 102,683 128,354 141,189 154,025 236 Golf Course Superintendent 76,624 95,780 105,358 114,936 O39 Golf Manager 97,794 122,242 134,466 146,690
AB8 Government Affairs Manager 97,794 122,242 134,466 146,690 201 Housing Authority Manager 102,683 128,354 141,189 154,025 F08 Housing Coordinator 69,500 86,875 95,563 104,250
AC1 Housing Program Manager 113,209 141,511 155,662 169,813 N57 Housing Programs Administrator 88,702 110,877 121,965 133,052 112 Housing Services Administrator 88,702 110,877 121,965 133,052 O29 Housing Services Manager 118,870 148,587 163,446 178,304 M36 Information Systems Manager 113,209 141,511 155,662 169,813 M23 Integrated Resources Manager 137,606 172,008 189,209 206,410 751 Law Office Administrator 93,137 116,421 128,063 139,705 563 Library Services Manager 80,455 100,569 110,626 120,683 255 Neighborhood and Human Services
Manager
102,683 128,354 141,189 154,025
AD5 Operations Manager 97,794 122,242 134,466 146,690
N08 Operations Superintendent 88,702 110,877 121,965 133,052 E88 Operations Supervisor 72,975 91,219 100,341 109,463 G07 Park Services Superintendent 88,702 110,877 121,965 133,052 149 Parking Services/Box Office Manager 76,624 95,780 105,358 114,936 AA7 Parking Supervisor 57,178 71,472 78,619 85,766
389 Parks Manager 113,209 141,511 155,662 169,813
E39 Parks Services Supervisor 63,038 78,798 86,678 94,558 N40 Permit Counter Supervisor 69,500 86,875 95,563 104,250
71 161 Plan Check Manager 102,683 128,354 141,189 154,025 O31 Planning Services Manager 118,870 148,587 163,446 178,304 G03 Police Communications Manager 93,137 116,421 128,063 139,705 441 Police Records Manager 93,137 116,421 128,063 139,705 AFSCME GENERAL MANAGEMENT - APPENDIX "B"
DECEMBER 24, 2021 – JULY 7, 2022
INCORPORATING 120% COMP-RATIO
FULL-TIME CLASSIFICATION ANNUAL SALARY RANGES
TITLE
CODE TITLE MINIMUM
80%
MARKET
100%
CONTROL
110%
MAXIMUM
120%
170 Police Support Services Administrator 118,870 148,587 163,446 178,304 F48 Principal Electrical Engineer 113,209 141,511 155,662 169,813 109 Principal Human Resources Analyst 102,683 128,354 141,189 154,025 N39 Principal Planner 102,683 128,354 141,189 154,025
M89 Principal Product Development
Specialist
118,870 148,587 163,446 178,304
O41 Principal Project Planner 102,683 128,354 141,189 154,025 G25 Project Consultant 124,813 156,016 171,618 187,219
N81 Public Works Operations Manager 118,870 148,587 163,446 178,304 503 Purchasing Agent 107,818 134,772 148,249 161,726
O21 Records &Information Manager 69,500 86,875 95,563 104,250 N11 Revenue and Licensing Supervisor 69,500 86,875 95,563 104,250 540 Risk Manager 118,870 148,587 163,446 178,304
710 Safety Manager 102,683 128,354 141,189 154,025
G12 Security Supervisor 57,178 71,472 78,619 85,766
157 Senior Library Services Manager 93,137 116,421 128,063 139,705 K36 Special Projects Manager 131,054 163,817 180,199 196,580 N77 Stores &Wardrobe Supervisor 63,038 78,798 86,678 94,558 G38 Street Maintenance and Sanitation
Administrator
102,683 128,354 141,189 154,025
O01 Substation/Automation Engineering
Manager
131,054 163,817 180,199 196,580
N82 Supervising Librarian 72,975 91,219 100,341 109,463 220 Support Services Coordinator 69,500 86,875 95,563 104,250 182 Systems Project Manager 97,794 122,242 134,466 146,690 O14 Traffic Office Administrator 63,038 78,798 86,678 94,558 AA3 Transit Planning Manager 113,209 141,511 155,662 169,813 N50 Transmission and Distribution
Manager
137,606 172,008 189,209 206,410
AB6 Treasury Administrator 80,455 100,569 110,626 120,683 276 Utilities Assistant General Manager 159,296 199,120 219,032 238,944
72 73
AFSCME GENERAL MANAGEMENT - APPENDIX "B"
DECEMBER 24, 2021 – JULY 7, 2022
INCORPORATING 120% COMP-RATIO
FULL-TIME CLASSIFICATION ANNUAL SALARY RANGES
TITLE
CODE TITLE MINIMUM
80%
MARKET
100%
CONTROL
110%
MAXIMUM
120%
119 Utilities Chief Risk Manager 137,606 172,008 189,209 206,410 AA5 Utilities Enterprise Risk Supervisor 88,702 110,877 121,965 133,052 106 Utilities Financial Planning Manager 131,054 163,817 180,199 196,580 772 Utilities Financial Services Manager 131,054 163,817 180,199 196,580 686 Utilities Inventory & Facilities
Manager
88,702 110,877 121,965 133,052
G49 Utilities Services Supervisor 72,975 91,219 100,341 109,463 215 Utilities Settlements Supervisor 97,794 122,242 134,466 146,690 AC9 Utilities Strategic Planning Manager 107,818 134,772 148,249 161,726 148 Water Engineering Manager 131,054 163,817 180,199 196,580 237 Water Field & Operations
Superintendent
102,683 128,354 141,189 154,025
M29 Water Field Operations Manager 131,054 163,817 180,199 196,580 691 Water Field Superintendent 93,137 116,421 128,063 139,705 123 Water Maintenance Scheduler 80,455 100,569 110,626 120,683 755 Water Production Superintendent 102,683 128,354 141,189 154,025 AC5 Water Quality Laboratory Supervisor 102,683 128,354 141,189 154,025 M56 Water Systems Operations
Superintendent
118,870 148,587 163,446 178,304
G18 Workers Compensation Manager 93,137 116,421 128,063 139,705 100 Workforce Center Supervisor 76,624 95,780 105,358 114,936 354 Workforce Development Manager 97,794 122,242 134,466 146,690
PART-TIME CLASSIFICATION HOURLY SALARY RANGES
TITLE
CODE TITLE MINIMUM
80%
MARKET
100%
CONTROL
110%
MAXIMUM
120%
J38 PT Assistant City Attorney 69.46 86.83 95.51 104.20 R28 PT Audit Manager 54.43 68.03 74.84 81.64
74 AFSCME GENERAL MANAGEMENT - APPENDIX "B"
DECEMBER 24, 2021 – JULY 7, 2022
INCORPORATING 120% COMP-RATIO
PART-TIME CLASSIFICATION HOURLY SALARY RANGES
TITLE
CODE TITLE MINIMUM
80%
MARKET
100%
CONTROL
110%
MAXIMUM
120%
B54 PT Capital Projects Manager 51.84 64.79 71.27 77.75 R73 PT Chief Assistant City Attorney -
Prosecution
76.58 95.73 105.30 114.88
S66 PT Chief Utilities Systems Operator 51.84 64.79 71.27 77.75 A08 PT Community Services Manager 54.43 68.03 74.84 81.64 J36 PT Community Services Supervisor 33.41 41.77 45.94 50.12 S56 PT Construction Services Manager 54.43 68.03 74.84 81.64 S73 PT Customer Services Manager 49.37 61.71 67.88 74.05 S16 PT Electric Field & Operations
Superintendent
51.84 64.79 71.27 77.75
863 PT Facility Services/Parking Manager 47.02 58.77 64.65 70.52 B67 PT Fire Dispatch Operation Manager 49.37 61.71 67.88 74.05 S11 PT Golf Course Superintendent 36.84 46.05 50.65 55.26 B57 PT Housing Coordinator 33.41 41.77 45.94 50.12
R95 PT Housing Programs Administrator 42.65 53.31 58.64 63.97 S91 PT Housing Services Manager 57.15 71.44 78.58 85.72 935 PT Library Services Manager 38.68 48.35 53.19 58.02 R14 PT Operations Supervisor 35.08 43.86 48.24 52.63
B27 PT Parking Supervisor 27.49 34.36 37.80 41.23
S36 PT Parks Manager 54.43 68.03 74.84 81.64
B70 PT Principal Planner 49.37 61.71 67.88 74.05
S74 PT Principal Project Planner 49.37 61.71 67.88 74.05 P56 PT Project Consultant 60.01 75.01 82.51 90.01
R66 PT Purchasing Agent 51.84 64.79 71.27 77.75
S98 PT Records &Information Manager 33.41 41.77 45.94 50.12 R12 PT Special Projects Manager 63.01 78.76 86.63 94.51 B12 PT Supervising Librarian 35.08 43.86 48.24 52.63
J56 PT Systems Project Manager 47.02 58.77 64.65 70.52
S87 PT Utilities Assistant General
Manager - Finance/Adm
76.58 95.73 105.30 114.88
S53 PT Water Field Superintendent 44.78 55.97 61.57 67.17 R09 PT Water Production Superintendent 49.37 61.71 67.88 74.05 S65 PT Workers Compensation Manager 44.78 55.97 61.57 67.17 P83 PT Workforce Center Supervisor 36.84 46.05 50.65 55.26 B07 Part Time Building Official 57.15 71.44 78.58 85.72
75 AFSCME GENERAL MANAGEMENT - APPENDIX "B"
DECEMBER 24, 2021 – JULY 7, 2022
INCORPORATING 120% COMP-RATIO
PART-TIME CLASSIFICATION HOURLY SALARY RANGES
TITLE
CODE TITLE MINIMUM
80%
MARKET
100%
CONTROL
110%
MAXIMUM
120%
B44 Part Time Community Preservation
Supervisor
40.61 50.77 55.84 60.92
S90 Part Time Electric Operations
Manager
63.01 78.76 86.63 94.51
B48 Part Time Parking Services/Box Office
Manager
36.84 46.05 50.65 55.26
B36 Part Time Water Maintenance
Scheduler
38.68 48.35 53.19 58.02
76 AFSCME GENERAL MANAGEMENT - APPENDIX "B"
EFFECTIVE JULY 8, 2022
INCORPORATING 3% INCREASE
FULL-TIME CLASSIFICATION ANNUAL SALARY RANGES
TITLE
CODE TITLE MINIMUM
80%
MARKET
100%
CONTROL
110%
MAXIMUM
120%
O51 Administrative Services Manager 95,932 119,915 131,907 143,898 H55 Assistant City Attorney 148,823 186,029 204,632 223,235 O20 Assistant City Clerk 78,924 98,655 108,521 118,386
AA2 Assistant Customer Services Manager 91,364 114,205 125,626 137,046 O54 Assistant Information Systems
Manager
100,729 125,911 138,502 151,093
F93 Assistant Purchasing Agent 87,014 108,767 119,644 130,520 124 Assistant Risk Manager 105,766 132,207 145,428 158,648 002 Assistant to the City Manager 95,932 119,915 131,907 143,898 067 Audit Manager 116,606 145,758 160,334 174,910
M58 Budget Manager 116,606 145,758 160,334 174,910
202 Budget Supervisor 100,729 125,911 138,502 151,093
172 Building Inspection Manager 91,364 114,205 125,626 137,046 N13 Building Official 122,437 153,046 168,351 183,655
102 Business Information Systems
Manager
134,986 168,733 185,606 202,480
H98 Capital Projects Manager 111,054 138,817 152,699 166,580 F91 Chief Assistant City Attorney -
Prosecution
164,078 205,097 225,607 246,116
G20 Chief Utilities Systems Operator 111,054 138,817 152,699 166,580 AC4 City Engineer 134,986 168,733 185,606 202,480
M80 City Librarian 122,437 153,046 168,351 183,655
103 City Surveyor 95,932 119,915 131,907 143,898
260 Claims Manager 95,932 119,915 131,907 143,898
O32 Communications Supervisor 87,014 108,767 119,644 130,520 O30 Community Development Manager 122,437 153,046 168,351 183,655 O27 Community Investment Manager 105,766 132,207 145,428 158,648 F53 Community Preservation & Licensing
Manager
122,437 153,046 168,351 183,655
E62 Community Preservation Supervisor 87,014 108,767 119,644 130,520 497 Community Services Manager 116,606 145,758 160,334 174,910 F96 Community Services Superintendent 91,364 114,205 125,626 137,046 520 Community Services Supervisor 71,586 89,483 98,431 107,380 N28 Community and Sustainability
Programs Manager
122,437 153,046 168,351 183,655
77 AFSCME GENERAL MANAGEMENT - APPENDIX "B"
EFFECTIVE JULY 8, 2022
INCORPORATING 3% INCREASE
FULL-TIME CLASSIFICATION ANNUAL SALARY RANGES
TITLE
CODE TITLE MINIMUM
80%
MARKET
100%
CONTROL
110%
MAXIMUM
120%
541 Construction Inspection Supervisor 82,870 103,588 113,947 124,306 115 Construction Services Manager 116,606 145,758 160,334 174,910 AA4 Crime Analysis Supervisor 78,924 98,655 108,521 118,386 673 Customer Services Manager 105,766 132,207 145,428 158,648 171 Deputy Community Services Director 134,986 168,733 185,606 202,480 K37 Deputy Director Community
Economic Development
134,986 168,733 185,606 202,480
130 Deputy Director of Administration &
Operations
148,823 186,029 204,632 223,235
204 Deputy Director of Convention Center
Sales & Services
148,823 186,029 204,632 223,235
005 Deputy Finance Director 134,986 168,733 185,606 202,480 642 Deputy Fire Marshal 111,054 138,817 152,699 166,580 257 Deputy Planning and Building Director 134,986 168,733 185,606 202,480 222 Deputy Public Works Director 141,736 177,170 194,887 212,604 211 Electric Field & Operations
Superintendent
111,054 138,817 152,699 166,580
G23 Electric Field Manager 134,986 168,733 185,606 202,480 G62 Electric Operations Manager 134,986 168,733 185,606 202,480 N73 Electric Systems Planning Manager 141,736 177,170 194,887 212,604 E92 Engineering Manager 116,606 145,758 160,334 174,910 O45 Enterprise Administrative Services
Manager
111,054 138,817 152,699 166,580
M57 Enterprise Information Technology
Manager
111,054 138,817 152,699 166,580
F75 Environmental Services and Safety
Manager
116,606 145,758 160,334 174,910
N55 Event Crowd Control Supervisor 58,894 73,618 80,980 88,342 O46 Event Services Manager 78,924 98,655 108,521 118,386 O35 External Affairs Manager 111,054 138,817 152,699 166,580 133 Facility Maintenance Manager 78,924 98,655 108,521 118,386 AD6 Facility Services &Sustainability
Manager
78,924 98,655 108,521 118,386
219 Facility Services Supervisor 58,894 73,618 80,980 88,342
78 AFSCME GENERAL MANAGEMENT - APPENDIX "B"
EFFECTIVE JULY 8, 2022
INCORPORATING 3% INCREASE
FULL-TIME CLASSIFICATION ANNUAL SALARY RANGES
TITLE
CODE TITLE MINIMUM
80%
MARKET
100%
CONTROL
110%
MAXIMUM
120%
O43 Financial Accounting Manager 105,766 132,207 145,428 158,648 N18 Fire Communications Operations
Supervisor
75,166 93,957 103,353 112,748
132 Fire Dispatch Operations Manager 105,766 132,207 145,428 158,648 208 Fire Marshal 122,437 153,046 168,351 183,655
136 Fire Prevention Supervisor 95,932 119,915 131,907 143,898 E87 Fleet and Facility Manager 111,054 138,817 152,699 166,580 G63 Generation Plant Manager 105,766 132,207 145,428 158,648 236 Golf Course Superintendent 78,924 98,655 108,521 118,386 O39 Golf Manager 100,729 125,911 138,502 151,093
AB8 Government Affairs Manager 100,729 125,911 138,502 151,093 201 Housing Authority Manager 105,766 132,207 145,428 158,648 F08 Housing Coordinator 71,586 89,483 98,431 107,380
AC1 Housing Program Manager 116,606 145,758 160,334 174,910 N57 Housing Programs Administrator 91,364 114,205 125,626 137,046 112 Housing Services Administrator 91,364 114,205 125,626 137,046 O29 Housing Services Manager 122,437 153,046 168,351 183,655 M36 Information Systems Manager 116,606 145,758 160,334 174,910 M23 Integrated Resources Manager 141,736 177,170 194,887 212,604 751 Law Office Administrator 95,932 119,915 131,907 143,898 563 Library Services Manager 82,870 103,588 113,947 124,306 255 Neighborhood and Human Services
Manager
105,766 132,207 145,428 158,648
AD5 Operations Manager 100,729 125,911 138,502 151,093
N08 Operations Superintendent 91,364 114,205 125,626 137,046 E88 Operations Supervisor 75,166 93,957 103,353 112,748 G07 Park Services Superintendent 91,364 114,205 125,626 137,046 149 Parking Services/Box Office Manager 78,924 98,655 108,521 118,386 AA7 Parking Supervisor 58,894 73,618 80,980 88,342
389 Parks Manager 116,606 145,758 160,334 174,910
E39 Parks Services Supervisor 64,931 81,164 89,280 97,397 N40 Permit Counter Supervisor 71,586 89,483 98,431 107,380 161 Plan Check Manager 105,766 132,207 145,428 158,648
O31 Planning Services Manager 122,437 153,046 168,351 183,655 G03 Police Communications Manager 95,932 119,915 131,907 143,898
79 AFSCME GENERAL MANAGEMENT - APPENDIX "B"
EFFECTIVE JULY 8, 2022
INCORPORATING 3% INCREASE
FULL-TIME CLASSIFICATION ANNUAL SALARY RANGES
TITLE
CODE TITLE MINIMUM
80%
MARKET
100%
CONTROL
110%
MAXIMUM
120%
441 Police Records Manager 95,932 119,915 131,907 143,898 170 Police Support Services Administrator 122,437 153,046 168,351 183,655 F48 Principal Electrical Engineer 116,606 145,758 160,334 174,910 109 Principal Human Resources Analyst 105,766 132,207 145,428 158,648 N39 Principal Planner 105,766 132,207 145,428 158,648
M89 Principal Product Development
Specialist
122,437 153,046 168,351 183,655
O41 Principal Project Planner 105,766 132,207 145,428 158,648 G25 Project Consultant 128,558 160,698 176,768 192,838
N81 Public Works Operations Manager 122,437 153,046 168,351 183,655 503 Purchasing Agent 111,054 138,817 152,699 166,580
O21 Records &Information Manager 71,586 89,483 98,431 107,380 N11 Revenue and Licensing Supervisor 71,586 89,483 98,431 107,380 540 Risk Manager 122,437 153,046 168,351 183,655
710 Safety Manager 105,766 132,207 145,428 158,648
G12 Security Supervisor 58,894 73,618 80,980 88,342
157 Senior Library Services Manager 95,932 119,915 131,907 143,898 K36 Special Projects Manager 134,986 168,733 185,606 202,480 N77 Stores &Wardrobe Supervisor 64,931 81,164 89,280 97,397 G38 Street Maintenance and Sanitation
Administrator
105,766 132,207 145,428 158,648
O01 Substation/Automation Engineering
Manager
134,986 168,733 185,606 202,480
N82 Supervising Librarian 75,166 93,957 103,353 112,748 220 Support Services Coordinator 71,586 89,483 98,431 107,380 182 Systems Project Manager 100,729 125,911 138,502 151,093 O14 Traffic Office Administrator 64,931 81,164 89,280 97,397 AA3 Transit Planning Manager 116,606 145,758 160,334 174,910 N50 Transmission and Distribution
Manager
141,736 177,170 194,887 212,604
AB6 Treasury Administrator 82,870 103,588 113,947 124,306 276 Utilities Assistant General Manager 164,078 205,097 225,607 246,116
80 AFSCME GENERAL MANAGEMENT - APPENDIX "B"
EFFECTIVE JULY 8, 2022
INCORPORATING 3% INCREASE
FULL-TIME CLASSIFICATION ANNUAL SALARY RANGES
TITLE
CODE TITLE MINIMUM
80%
MARKET
100%
CONTROL
110%
MAXIMUM
120%
119 Utilities Chief Risk Manager 141,736 177,170 194,887 212,604 AA5 Utilities Enterprise Risk Supervisor 91,364 114,205 125,626 137,046 106 Utilities Financial Planning Manager 134,986 168,733 185,606 202,480 772 Utilities Financial Services Manager 134,986 168,733 185,606 202,480 686 Utilities Inventory & Facilities
Manager
91,364 114,205 125,626 137,046
G49 Utilities Services Supervisor 75,166 93,957 103,353 112,748 215 Utilities Settlements Supervisor 100,729 125,911 138,502 151,093 AC9 Utilities Strategic Planning Manager 111,054 138,817 152,699 166,580 148 Water Engineering Manager 134,986 168,733 185,606 202,480 237 Water Field & Operations
Superintendent
105,766 132,207 145,428 158,648
M29 Water Field Operations Manager 134,986 168,733 185,606 202,480 691 Water Field Superintendent 95,932 119,915 131,907 143,898 123 Water Maintenance Scheduler 82,870 103,588 113,947 124,306 755 Water Production Superintendent 105,766 132,207 145,428 158,648 AC5 Water Quality Laboratory Supervisor 105,766 132,207 145,428 158,648 M56 Water Systems Operations
Superintendent
122,437 153,046 168,351 183,655
G18 Workers Compensation Manager 95,932 119,915 131,907 143,898 100 Workforce Center Supervisor 78,924 98,655 108,521 118,386 354 Workforce Development Manager 100,729 125,911 138,502 151,093
PART-TIME CLASSIFICATION HOURLY SALARY RANGES
TITLE
CODE TITLE MINIMUM
80%
MARKET
100%
CONTROL
110%
MAXIMUM
120%
J38 PT Assistant City Attorney 71.55 89.44 98.38 107.32 R28 PT Audit Manager 56.06 70.08 77.08 84.09
B54 PT Capital Projects Manager 53.39 66.74 73.41 80.09 R73 PT Chief Assistant City Attorney -
Prosecution
78.88 98.60 108.46 118.33
81 AFSCME GENERAL MANAGEMENT - APPENDIX "B"
EFFECTIVE JULY 8, 2022
INCORPORATING 3% INCREASE
PART-TIME CLASSIFICATION HOURLY SALARY RANGES
TITLE
CODE TITLE MINIMUM
80%
MARKET
100%
CONTROL
110%
MAXIMUM
120%
S66 PT Chief Utilities Systems Operator 53.39 66.74 73.41 80.09 A08 PT Community Services Manager 56.06 70.08 77.08 84.09 J36 PT Community Services Supervisor 34.42 43.02 47.32 51.63 S56 PT Construction Services Manager 56.06 70.08 77.08 84.09 S73 PT Customer Services Manager 50.85 63.56 69.92 76.27 S16 PT Electric Field & Operations
Superintendent
53.39 66.74 73.41 80.09
863 PT Facility Services/Parking Manager 48.43 60.53 66.59 72.64 B67 PT Fire Dispatch Operation Manager 50.85 63.56 69.92 76.27 S11 PT Golf Course Superintendent 37.94 47.43 52.17 56.92 B57 PT Housing Coordinator 34.42 43.02 47.32 51.63
R95 PT Housing Programs Administrator 43.93 54.91 60.40 65.89 S91 PT Housing Services Manager 58.86 73.58 80.94 88.30 935 PT Library Services Manager 39.84 49.80 54.78 59.76 R14 PT Operations Supervisor 36.14 45.17 49.69 54.21
B27 PT Parking Supervisor 28.31 35.39 38.93 42.47
S36 PT Parks Manager 56.06 70.08 77.08 84.09
B70 PT Principal Planner 50.85 63.56 69.92 76.27
S74 PT Principal Project Planner 50.85 63.56 69.92 76.27 P56 PT Project Consultant 61.81 77.26 84.98 92.71
R66 PT Purchasing Agent 53.39 66.74 73.41 80.09
S98 PT Records &Information Manager 34.42 43.02 47.32 51.63 R12 PT Special Projects Manager 64.90 81.12 89.23 97.35 B12 PT Supervising Librarian 36.14 45.17 49.69 54.21
J56 PT Systems Project Manager 48.43 60.53 66.59 72.64
S87 PT Utilities Assistant General
Manager - Finance/Adm
78.88 98.60 108.46 118.33
S53 PT Water Field Superintendent 46.12 57.65 63.42 69.18 R09 PT Water Production Superintendent 50.85 63.56 69.92 76.27 S65 PT Workers Compensation Manager 46.12 57.65 63.42 69.18 P83 PT Workforce Center Supervisor 37.94 47.43 52.17 56.92 B07 Part Time Building Official 58.86 73.58 80.94 88.30 B44 Part Time Community Preservation
Supervisor
41.83 52.29 57.52 62.75
82 AFSCME GENERAL MANAGEMENT - APPENDIX "B"
EFFECTIVE JULY 8, 2022
INCORPORATING 3% INCREASE
PART-TIME CLASSIFICATION HOURLY SALARY RANGES
TITLE
CODE TITLE MINIMUM
80%
MARKET
100%
CONTROL
110%
MAXIMUM
120%
S90 Part Time Electric Operations
Manager
64.90 81.12 89.23 97.35
B48 Part Time Parking Services/Box Office
Manager
37.94 47.43 52.17 56.92
B36 Part Time Water Maintenance
Scheduler
39.84 49.80 54.78 59.76
Appendix “B” – Represented Classifications and Rates of Pay
AFSCME GENERAL MANAGEMENT - APPENDIX "B" WAGES
JULY 7, 2023 - JUNE 20, 2024
INCORPORATING 5.0% INCREASE
FULL-TIME CLASSIFICATION ANNUAL SALARY RANGES
TITLE
CODE TITLE MINIMUM
80%
MARKET
100%
CONTROL
110%
MAXIMUM
120%
O51 Administrative Services Manager 100,729 125,911 138,502 151,093 158 Assistant Building Official 116,606 145,758 160,334 174,910 H55 Assistant City Attorney 156,264 195,330 214,863 234,396 O20 Assistant City Clerk 82,870 103,588 113,947 124,306 AA2 Assistant Customer Services Manager 95,932 119,915 131,907 143,898 O54 Assistant Information Systems Manager 105,766 132,207 145,428 158,648 F93 Assistant Purchasing Agent 91,364 114,205 125,626 137,046 124 Assistant Risk Manager 111,054 138,817 152,699 166,580 002 Assistant to the City Manager 122,437 153,046 168,351 183,655 067 Audit Manager 122,437 153,046 168,351 183,655
M58 Budget Manager 122,437 153,046 168,351 183,655
202 Budget Supervisor 105,766 132,207 145,428 158,648
172 Building Inspection Manager 95,932 119,915 131,907 143,898 N13 Building Official 128,558 160,698 176,768 192,838
102 Business Information Systems Manager 141,736 177,170 194,887 212,604 H98 Capital Projects Manager 116,606 145,758 160,334 174,910 F91 Chief Assistant City Attorney - Prosecution 172,282 215,352 236,887 258,422 O35 Chief Communications Officer 134,986 168,733 185,606 202,480
83 AFSCME GENERAL MANAGEMENT - APPENDIX "B" WAGES
JULY 7, 2023 - JUNE 20, 2024
INCORPORATING 5.0% INCREASE
FULL-TIME CLASSIFICATION ANNUAL SALARY RANGES
TITLE
CODE TITLE MINIMUM
80%
MARKET
100%
CONTROL
110%
MAXIMUM
120%
G20 Chief Utilities Systems Operator 116,606 145,758 160,334 174,910 AC4 City Engineer 141,736 177,170 194,887 212,604
M80 City Librarian 128,558 160,698 176,768 192,838
103 City Surveyor 100,729 125,911 138,502 151,093
260 Claims Manager 100,729 125,911 138,502 151,093
O32 Communications Supervisor 91,364 114,205 125,626 137,046 N28 Community and Sustainability Programs
Manager
128,558 160,698 176,768 192,838
O30 Community Development Manager 128,558 160,698 176,768 192,838 O27 Community Investment Manager 111,054 138,817 152,699 166,580 F53 Community Preservation & Licensing
Manager
128,558 160,698 176,768 192,838
E62 Community Preservation Supervisor 91,364 114,205 125,626 137,046 497 Community Services Manager 122,437 153,046 168,351 183,655 F96 Community Services Superintendent 95,932 119,915 131,907 143,898 520 Community Services Supervisor 75,166 93,957 103,353 112,748 541 Construction Inspection Supervisor 87,014 108,767 119,644 130,520 115 Construction Services Manager 122,437 153,046 168,351 183,655 282 Controller 128,558 160,698 176,768 192,838
AA4 Crime Analysis Supervisor 82,870 103,588 113,947 124,306 673 Customer Services Manager 111,054 138,817 152,699 166,580 171 Deputy Community Services Director 141,736 177,170 194,887 212,604 130 Deputy Director of Administration &
Operations
156,264 195,330 214,863 234,396
204 Deputy Director of Convention Center
Sales & Services
156,264 195,330 214,863 234,396
005 Deputy Finance Director 141,736 177,170 194,887 212,604 642 Deputy Fire Marshal 116,606 145,758 160,334 174,910 257 Deputy Planning and Building Director 141,736 177,170 194,887 212,604 222 Deputy Public Works Director 148,823 186,029 204,632 223,235 211 Electric Field & Operations Superintendent 116,606 145,758 160,334 174,910 G23 Electric Field Manager 141,736 177,170 194,887 212,604 G62 Electric Operations Manager 141,736 177,170 194,887 212,604 N73 Electric Systems Planning Manager 148,823 186,029 204,632 223,235
84 AFSCME GENERAL MANAGEMENT - APPENDIX "B" WAGES
JULY 7, 2023 - JUNE 20, 2024
INCORPORATING 5.0% INCREASE
FULL-TIME CLASSIFICATION ANNUAL SALARY RANGES
TITLE
CODE TITLE MINIMUM
80%
MARKET
100%
CONTROL
110%
MAXIMUM
120%
E92 Engineering Manager 122,437 153,046 168,351 183,655 O45 Enterprise Administrative Services
Manager
116,606 145,758 160,334 174,910
M57 Enterprise Information Technology
Manager
116,606 145,758 160,334 174,910
F75 Environmental Services and Safety
Manager
122,437 153,046 168,351 183,655
N55 Event Crowd Control Supervisor 61,839 77,299 85,029 92,759 O46 Event Services Manager 82,870 103,588 113,947 124,306 133 Facility Maintenance Manager 82,870 103,588 113,947 124,306 AD6 Facility Services &Sustainability Manager 82,870 103,588 113,947 124,306 219 Facility Services Supervisor 61,839 77,299 85,029 92,759 O43 Financial Accounting Manager 111,054 138,817 152,699 166,580 281 Fire Communications Administration
Supervisor
78,924 98,655 108,521 118,386
N18 Fire Communications Operations
Supervisor
78,924 98,655 108,521 118,386
132 Fire Dispatch Operations Manager 111,054 138,817 152,699 166,580 208 Fire Marshal 128,558 160,698 176,768 192,838
136 Fire Prevention Supervisor 100,729 125,911 138,502 151,093 E87 Fleet and Facility Manager 116,606 145,758 160,334 174,910 285 General Services Officer 134,986 168,733 185,606 202,480 G63 Generation Plant Manager 111,054 138,817 152,699 166,580 O39 Golf Manager 105,766 132,207 145,428 158,648
236 Golf Operations Superintendent 95,932 119,915 131,907 143,898 AB8 Government Affairs Manager 105,766 132,207 145,428 158,648 K37 Housing and Community Development
Deputy Director
141,736 177,170 194,887 212,604
201 Housing Authority Manager 111,054 138,817 152,699 166,580 F08 Housing Coordinator 75,166 93,957 103,353 112,748
AC1 Housing Program Manager 122,437 153,046 168,351 183,655 N57 Housing Programs Administrator 95,932 119,915 131,907 143,898 112 Housing Services Administrator 95,932 119,915 131,907 143,898 O29 Housing Services Manager 128,558 160,698 176,768 192,838 M36 Information Systems Manager 122,437 153,046 168,351 183,655
85 AFSCME GENERAL MANAGEMENT - APPENDIX "B" WAGES
JULY 7, 2023 - JUNE 20, 2024
INCORPORATING 5.0% INCREASE
FULL-TIME CLASSIFICATION ANNUAL SALARY RANGES
TITLE
CODE TITLE MINIMUM
80%
MARKET
100%
CONTROL
110%
MAXIMUM
120%
M23 Integrated Resources Manager 148,823 186,029 204,632 223,235 751 Law Office Administrator 100,729 125,911 138,502 151,093 563 Library Services Manager 87,014 108,767 119,644 130,520 255 Neighborhood and Human Services
Manager
111,054 138,817 152,699 166,580
AD5 Operations Manager 105,766 132,207 145,428 158,648
N08 Operations Superintendent 95,932 119,915 131,907 143,898 E88 Operations Supervisor 78,924 98,655 108,521 118,386 G07 Park Services Superintendent 95,932 119,915 131,907 143,898 149 Parking Services/Box Office Manager 82,870 103,588 113,947 124,306 AA7 Parking Supervisor 61,839 77,299 85,029 92,759
389 Parks Manager 122,437 153,046 168,351 183,655
E39 Parks Services Supervisor 68,178 85,222 93,744 102,266 N40 Permit Counter Supervisor 75,166 93,957 103,353 112,748 161 Plan Check Manager 111,054 138,817 152,699 166,580
O31 Planning Services Manager 128,558 160,698 176,768 192,838 G03 Police Communications Manager 100,729 125,911 138,502 151,093 441 Police Records Manager 100,729 125,911 138,502 151,093 170 Police Support Services Administrator 128,558 160,698 176,768 192,838 F48 Principal Electrical Engineer 122,437 153,046 168,351 183,655 109 Principal Human Resources Analyst 111,054 138,817 152,699 166,580 N39 Principal Planner 111,054 138,817 152,699 166,580
M89 Principal Product Development Specialist 128,558 160,698 176,768 192,838 O41 Principal Project Planner 111,054 138,817 152,699 166,580 G25 Project Consultant 134,986 168,733 185,606 202,480
N81 Public Works Operations Manager 128,558 160,698 176,768 192,838 503 Purchasing Agent 116,606 145,758 160,334 174,910
O21 Records &Information Manager 75,166 93,957 103,353 112,748 N11 Revenue and Licensing Supervisor 75,166 93,957 103,353 112,748 540 Risk Manager 128,558 160,698 176,768 192,838
710 Safety Manager 111,054 138,817 152,699 166,580
G12 Security Supervisor 61,839 77,299 85,029 92,759
157 Senior Library Services Manager 100,729 125,911 138,502 151,093 K36 Special Projects Manager 141,736 177,170 194,887 212,604
86 AFSCME GENERAL MANAGEMENT - APPENDIX "B" WAGES
JULY 7, 2023 - JUNE 20, 2024
INCORPORATING 5.0% INCREASE
FULL-TIME CLASSIFICATION ANNUAL SALARY RANGES
TITLE
CODE TITLE MINIMUM
80%
MARKET
100%
CONTROL
110%
MAXIMUM
120%
N77 Stores &Wardrobe Supervisor 68,178 85,222 93,744 102,266 G38 Street Maintenance and Sanitation
Administrator
111,054 138,817 152,699 166,580
O01 Substation/Automation Engineering
Manager
141,736 177,170 194,887 212,604
N82 Supervising Librarian 78,924 98,655 108,521 118,386 220 Support Services Coordinator 75,166 93,957 103,353 112,748 182 Systems Project Manager 105,766 132,207 145,428 158,648 O14 Traffic Office Administrator 68,178 85,222 93,744 102,266 AA3 Transit Planning Manager 122,437 153,046 168,351 183,655 N50 Transmission and Distribution Manager 148,823 186,029 204,632 223,235 AB6 Treasury Administrator 87,014 108,767 119,644 130,520 276 Utilities Assistant General Manager 172,282 215,352 236,887 258,422 119 Utilities Chief Risk Manager 148,823 186,029 204,632 223,235 AA5 Utilities Enterprise Risk Supervisor 95,932 119,915 131,907 143,898 106 Utilities Financial Planning Manager 141,736 177,170 194,887 212,604 772 Utilities Financial Services Manager 141,736 177,170 194,887 212,604 686 Utilities Inventory & Facilities Manager 95,932 119,915 131,907 143,898 G49 Utilities Services Supervisor 78,924 98,655 108,521 118,386 215 Utilities Settlements Supervisor 105,766 132,207 145,428 158,648 AC9 Utilities Strategic Planning Manager 116,606 145,758 160,334 174,910 148 Water Engineering Manager 141,736 177,170 194,887 212,604 237 Water Field & Operations Superintendent 111,054 138,817 152,699 166,580 M29 Water Field Operations Manager 141,736 177,170 194,887 212,604 691 Water Field Superintendent 100,729 125,911 138,502 151,093 123 Water Maintenance Scheduler 87,014 108,767 119,644 130,520 755 Water Production Superintendent 111,054 138,817 152,699 166,580 AC5 Water Quality Laboratory Supervisor 111,054 138,817 152,699 166,580 M56 Water Systems Operations Superintendent 128,558 160,698 176,768 192,838 G18 Workers Compensation Manager 100,729 125,911 138,502 151,093 100 Workforce Center Supervisor 82,870 103,588 113,947 124,306 354 Workforce Development Manager 105,766 132,207 145,428 158,648
87 PART-TIME CLASSIFICATION HOURLY SALARY RANGES
TITLE
CODE TITLE MINIMUM
80%
MARKET
100%
CONTROL
110%
MAXIMUM
120%
J38 PT Assistant City Attorney 75.13 93.91 103.30 112.69 R28 PT Audit Manager 58.86 73.58 80.94 88.30
B07 PT Building Official 61.81 77.26 84.98 92.71
B54 PT Capital Projects Manager 56.06 70.08 77.08 84.09 R73 PT Chief Assistant City Attorney -
Prosecution
82.83 103.53 113.89 124.24
S66 PT Chief Utilities Systems Operator 56.06 70.08 77.08 84.09 B44 PT Community Preservation Supervisor 43.93 54.91 60.40 65.89 A08 PT Community Services Manager 58.86 73.58 80.94 88.30 J36 PT Community Services Supervisor 36.14 45.17 49.69 54.21 S56 PT Construction Services Manager 58.86 73.58 80.94 88.30
88 AFSCME GENERAL MANAGEMENT - APPENDIX "B" WAGES
JULY 7, 2023 - JUNE 20, 2024
INCORPORATING 5.0% INCREASE
PART-TIME CLASSIFICATION HOURLY SALARY RANGES
TITLE
CODE TITLE MINIMUM
80%
MARKET
100%
CONTROL
110%
MAXIMUM
120%
S73 PT Customer Services Manager 53.39 66.74 73.41 80.09 S16 PT Electric Field & Operations
Superintendent
56.06 70.08 77.08 84.09
S90 PT Electric Operations Manager 68.14 85.18 93.70 102.21 863 PT Facility Services/Parking Manager 50.85 63.56 69.92 76.27 B67 PT Fire Dispatch Operation Manager 53.39 66.74 73.41 80.09 S11 PT Golf Operations Superintendent 46.12 57.65 63.42 69.18 B57 PT Housing Coordinator 36.14 45.17 49.69 54.21
R95 PT Housing Programs Administrator 46.12 57.65 63.42 69.18 S91 PT Housing Services Manager 61.81 77.26 84.98 92.71 935 PT Library Services Manager 41.83 52.29 57.52 62.75 R14 PT Operations Supervisor 37.94 47.43 52.17 56.92
B48 PT Parking Services/Box Office Manager 39.84 49.80 54.78 59.76 B27 PT Parking Supervisor 29.73 37.16 40.88 44.60
S36 PT Parks Manager 58.86 73.58 80.94 88.30
B70 PT Principal Planner 53.39 66.74 73.41 80.09
S74 PT Principal Project Planner 53.39 66.74 73.41 80.09 P56 PT Project Consultant 64.90 81.12 89.23 97.35
R66 PT Purchasing Agent 56.06 70.08 77.08 84.09
S98 PT Records & Information Manager 36.14 45.17 49.69 54.21 R12 PT Special Projects Manager 68.14 85.18 93.70 102.21 B12 PT Supervising Librarian 37.94 47.43 52.17 56.92
J56 PT Systems Project Manager 50.85 63.56 69.92 76.27
S53 PT Water Field Superintendent 48.43 60.53 66.59 72.64 B36 PT Water Maintenance Scheduler 41.83 52.29 57.52 62.75 R09 PT Water Production Superintendent 53.39 66.74 73.41 80.09 S65 PT Workers Compensation Manager 48.43 60.53 66.59 72.64 P83 PT Workforce Center Supervisor 39.84 49.80 54.78 59.76
89 AFSCME GENERAL MANAGEMENT - APPENDIX "B" WAGES
JUNE 21, 2024 - JUNE 19, 2025
INCORPORATING 5.0% INCREASE
FULL-TIME CLASSIFICATION ANNUAL SALARY RANGES
TITLE
CODE TITLE MINIMUM
80%
MARKET
100%
CONTROL
110%
MAXIMUM
120%
O51 Administrative Services Manager 105,766 132,207 145,428 158,648 158 Assistant Building Official 122,437 153,046 168,351 183,655 H55 Assistant City Attorney 164,078 205,097 225,607 246,116 O20 Assistant City Clerk 87,014 108,767 119,644 130,520 AA2 Assistant Customer Services Manager 100,729 125,911 138,502 151,093 O54 Assistant Information Systems Manager 111,054 138,817 152,699 166,580 F93 Assistant Purchasing Agent 95,932 119,915 131,907 143,898 124 Assistant Risk Manager 116,606 145,758 160,334 174,910 002 Assistant to the City Manager 128,558 160,698 176,768 192,838 067 Audit Manager 128,558 160,698 176,768 192,838
M58 Budget Manager 128,558 160,698 176,768 192,838
202 Budget Supervisor 111,054 138,817 152,699 166,580
172 Building Inspection Manager 100,729 125,911 138,502 151,093 N13 Building Official 134,986 168,733 185,606 202,480
102 Business Information Systems Manager 148,823 186,029 204,632 223,235 H98 Capital Projects Manager 122,437 153,046 168,351 183,655 F91 Chief Assistant City Attorney - Prosecution 180,896 226,120 248,732 271,344 O35 Chief Communications Officer 141,736 177,170 194,887 212,604 G20 Chief Utilities Systems Operator 122,437 153,046 168,351 183,655 AC4 City Engineer 148,823 186,029 204,632 223,235
M80 City Librarian 134,986 168,733 185,606 202,480
103 City Surveyor 105,766 132,207 145,428 158,648
260 Claims Manager 105,766 132,207 145,428 158,648
O32 Communications Supervisor 95,932 119,915 131,907 143,898 N28 Community and Sustainability Programs
Manager
134,986 168,733 185,606 202,480
O30 Community Development Manager 134,986 168,733 185,606 202,480 O27 Community Investment Manager 116,606 145,758 160,334 174,910 F53 Community Preservation & Licensing
Manager
134,986 168,733 185,606 202,480
E62 Community Preservation Supervisor 95,932 119,915 131,907 143,898 497 Community Services Manager 128,558 160,698 176,768 192,838 F96 Community Services Superintendent 100,729 125,911 138,502 151,093 520 Community Services Supervisor 78,924 98,655 108,521 118,386
90 AFSCME GENERAL MANAGEMENT - APPENDIX "B" WAGES
JUNE 21, 2024 - JUNE 19, 2025
INCORPORATING 5.0% INCREASE
FULL-TIME CLASSIFICATION ANNUAL SALARY RANGES
TITLE
CODE TITLE MINIMUM
80%
MARKET
100%
CONTROL
110%
MAXIMUM
120%
541 Construction Inspection Supervisor 91,364 114,205 125,626 137,046 115 Construction Services Manager 128,558 160,698 176,768 192,838 282 Controller 134,986 168,733 185,606 202,480
AA4 Crime Analysis Supervisor 87,014 108,767 119,644 130,520 673 Customer Services Manager 116,606 145,758 160,334 174,910 171 Deputy Community Services Director 148,823 186,029 204,632 223,235 130 Deputy Director of Administration &
Operations
164,078 205,097 225,607 246,116
204 Deputy Director of Convention Center
Sales & Services
164,078 205,097 225,607 246,116
005 Deputy Finance Director 148,823 186,029 204,632 223,235 642 Deputy Fire Marshal 122,437 153,046 168,351 183,655 257 Deputy Planning and Building Director 148,823 186,029 204,632 223,235 222 Deputy Public Works Director 156,264 195,330 214,863 234,396 211 Electric Field & Operations Superintendent 122,437 153,046 168,351 183,655 G23 Electric Field Manager 148,823 186,029 204,632 223,235 G62 Electric Operations Manager 148,823 186,029 204,632 223,235 N73 Electric Systems Planning Manager 156,264 195,330 214,863 234,396 E92 Engineering Manager 128,558 160,698 176,768 192,838 O45 Enterprise Administrative Services
Manager
122,437 153,046 168,351 183,655
M57 Enterprise Information Technology
Manager
122,437 153,046 168,351 183,655
F75 Environmental Services and Safety
Manager
128,558 160,698 176,768 192,838
N55 Event Crowd Control Supervisor 64,931 81,164 89,280 97,397 O46 Event Services Manager 87,014 108,767 119,644 130,520 133 Facility Maintenance Manager 87,014 108,767 119,644 130,520 AD6 Facility Services &Sustainability Manager 87,014 108,767 119,644 130,520 219 Facility Services Supervisor 64,931 81,164 89,280 97,397 O43 Financial Accounting Manager 116,606 145,758 160,334 174,910 281 Fire Communications Administration
Supervisor
82,870 103,588 113,947 124,306
N18 Fire Communications Operations
Supervisor
82,870 103,588 113,947 124,306
91 AFSCME GENERAL MANAGEMENT - APPENDIX "B" WAGES
JUNE 21, 2024 - JUNE 19, 2025
INCORPORATING 5.0% INCREASE
FULL-TIME CLASSIFICATION ANNUAL SALARY RANGES
TITLE
CODE TITLE MINIMUM
80%
MARKET
100%
CONTROL
110%
MAXIMUM
120%
132 Fire Dispatch Operations Manager 116,606 145,758 160,334 174,910 208 Fire Marshal 134,986 168,733 185,606 202,480
136 Fire Prevention Supervisor 105,766 132,207 145,428 158,648 E87 Fleet and Facility Manager 122,437 153,046 168,351 183,655 285 General Services Officer 141,736 177,170 194,887 212,604 G63 Generation Plant Manager 116,606 145,758 160,334 174,910 O39 Golf Manager 111,054 138,817 152,699 166,580
236 Golf Operations Superintendent 100,729 125,911 138,502 151,093 AB8 Government Affairs Manager 111,054 138,817 152,699 166,580 K37 Housing and Community Development
Deputy Director
148,823 186,029 204,632 223,235
201 Housing Authority Manager 116,606 145,758 160,334 174,910 F08 Housing Coordinator 78,924 98,655 108,521 118,386
AC1 Housing Program Manager 128,558 160,698 176,768 192,838 N57 Housing Programs Administrator 100,729 125,911 138,502 151,093 112 Housing Services Administrator 100,729 125,911 138,502 151,093 O29 Housing Services Manager 134,986 168,733 185,606 202,480 M36 Information Systems Manager 128,558 160,698 176,768 192,838 M23 Integrated Resources Manager 156,264 195,330 214,863 234,396 751 Law Office Administrator 105,766 132,207 145,428 158,648 563 Library Services Manager 91,364 114,205 125,626 137,046 255 Neighborhood and Human Services
Manager
116,606 145,758 160,334 174,910
AD5 Operations Manager 111,054 138,817 152,699 166,580
N08 Operations Superintendent 100,729 125,911 138,502 151,093 E88 Operations Supervisor 82,870 103,588 113,947 124,306 G07 Park Services Superintendent 100,729 125,911 138,502 151,093 149 Parking Services/Box Office Manager 87,014 108,767 119,644 130,520 AA7 Parking Supervisor 64,931 81,164 89,280 97,397
389 Parks Manager 128,558 160,698 176,768 192,838
E39 Parks Services Supervisor 71,586 89,483 98,431 107,380 N40 Permit Counter Supervisor 78,924 98,655 108,521 118,386 161 Plan Check Manager 116,606 145,758 160,334 174,910
O31 Planning Services Manager 134,986 168,733 185,606 202,480
92 AFSCME GENERAL MANAGEMENT - APPENDIX "B" WAGES
JUNE 21, 2024 - JUNE 19, 2025
INCORPORATING 5.0% INCREASE
FULL-TIME CLASSIFICATION ANNUAL SALARY RANGES
TITLE
CODE TITLE MINIMUM
80%
MARKET
100%
CONTROL
110%
MAXIMUM
120%
G03 Police Communications Manager 105,766 132,207 145,428 158,648 441 Police Records Manager 105,766 132,207 145,428 158,648 170 Police Support Services Administrator 134,986 168,733 185,606 202,480 F48 Principal Electrical Engineer 128,558 160,698 176,768 192,838 109 Principal Human Resources Analyst 116,606 145,758 160,334 174,910 N39 Principal Planner 116,606 145,758 160,334 174,910
M89 Principal Product Development Specialist 134,986 168,733 185,606 202,480 O41 Principal Project Planner 116,606 145,758 160,334 174,910 G25 Project Consultant 141,736 177,170 194,887 212,604
N81 Public Works Operations Manager 134,986 168,733 185,606 202,480 503 Purchasing Agent 122,437 153,046 168,351 183,655
O21 Records &Information Manager 78,924 98,655 108,521 118,386 N11 Revenue and Licensing Supervisor 78,924 98,655 108,521 118,386 540 Risk Manager 134,986 168,733 185,606 202,480
710 Safety Manager 116,606 145,758 160,334 174,910
G12 Security Supervisor 64,931 81,164 89,280 97,397
157 Senior Library Services Manager 105,766 132,207 145,428 158,648 K36 Special Projects Manager 148,823 186,029 204,632 223,235 N77 Stores &Wardrobe Supervisor 71,586 89,483 98,431 107,380 G38 Street Maintenance and Sanitation
Administrator
116,606 145,758 160,334 174,910
O01 Substation/Automation Engineering
Manager
148,823 186,029 204,632 223,235
N82 Supervising Librarian 82,870 103,588 113,947 124,306 220 Support Services Coordinator 78,924 98,655 108,521 118,386 182 Systems Project Manager 111,054 138,817 152,699 166,580 O14 Traffic Office Administrator 71,586 89,483 98,431 107,380 AA3 Transit Planning Manager 128,558 160,698 176,768 192,838 N50 Transmission and Distribution Manager 156,264 195,330 214,863 234,396 AB6 Treasury Administrator 91,364 114,205 125,626 137,046 276 Utilities Assistant General Manager 180,896 226,120 248,732 271,344 119 Utilities Chief Risk Manager 156,264 195,330 214,863 234,396 AA5 Utilities Enterprise Risk Supervisor 100,729 125,911 138,502 151,093 106 Utilities Financial Planning Manager 148,823 186,029 204,632 223,235
93 AFSCME GENERAL MANAGEMENT - APPENDIX "B" WAGES
JUNE 21, 2024 - JUNE 19, 2025
INCORPORATING 5.0% INCREASE
FULL-TIME CLASSIFICATION ANNUAL SALARY RANGES
TITLE
CODE TITLE MINIMUM
80%
MARKET
100%
CONTROL
110%
MAXIMUM
120%
772 Utilities Financial Services Manager 148,823 186,029 204,632 223,235 686 Utilities Inventory & Facilities Manager 100,729 125,911 138,502 151,093 G49 Utilities Services Supervisor 82,870 103,588 113,947 124,306 215 Utilities Settlements Supervisor 111,054 138,817 152,699 166,580 AC9 Utilities Strategic Planning Manager 122,437 153,046 168,351 183,655 148 Water Engineering Manager 148,823 186,029 204,632 223,235 237 Water Field & Operations Superintendent 116,606 145,758 160,334 174,910 M29 Water Field Operations Manager 148,823 186,029 204,632 223,235 691 Water Field Superintendent 105,766 132,207 145,428 158,648 123 Water Maintenance Scheduler 91,364 114,205 125,626 137,046 755 Water Production Superintendent 116,606 145,758 160,334 174,910 AC5 Water Quality Laboratory Supervisor 116,606 145,758 160,334 174,910 M56 Water Systems Operations Superintendent 134,986 168,733 185,606 202,480 G18 Workers Compensation Manager 105,766 132,207 145,428 158,648 100 Workforce Center Supervisor 87,014 108,767 119,644 130,520 354 Workforce Development Manager 111,054 138,817 152,699 166,580
PART-TIME CLASSIFICATION HOURLY SALARY RANGES
TITLE
CODE TITLE MINIMUM
80%
MARKET
100%
CONTROL
110%
MAXIMUM
120%
J38 PT Assistant City Attorney 78.88 98.60 108.46 118.33 R28 PT Audit Manager 61.81 77.26 84.98 92.71
B07 PT Building Official 64.90 81.12 89.23 97.35
B54 PT Capital Projects Manager 58.86 73.58 80.94 88.30 R73 PT Chief Assistant City Attorney -
Prosecution
86.97 108.71 119.58 130.45
S66 PT Chief Utilities Systems Operator 58.86 73.58 80.94 88.30 B44 PT Community Preservation Supervisor 46.12 57.65 63.42 69.18 A08 PT Community Services Manager 61.81 77.26 84.98 92.71 J36 PT Community Services Supervisor 37.94 47.43 52.17 56.92 S56 PT Construction Services Manager 61.81 77.26 84.98 92.71 S73 PT Customer Services Manager 56.06 70.08 77.08 84.09 S16 PT Electric Field & Operations
Superintendent
58.86 73.58 80.94 88.30
S90 PT Electric Operations Manager 71.55 89.44 98.38 107.32
94 AFSCME GENERAL MANAGEMENT - APPENDIX "B" WAGES
JUNE 21, 2024 - JUNE 19, 2025
INCORPORATING 5.0% INCREASE
PART-TIME CLASSIFICATION HOURLY SALARY RANGES
TITLE
CODE TITLE MINIMUM
80%
MARKET
100%
CONTROL
110%
MAXIMUM
120%
863 PT Facility Services/Parking Manager 53.39 66.74 73.41 80.09 B67 PT Fire Dispatch Operation Manager 56.06 70.08 77.08 84.09 S11 PT Golf Operations Superintendent 48.43 60.53 66.59 72.64 B57 PT Housing Coordinator 37.94 47.43 52.17 56.92
R95 PT Housing Programs Administrator 48.43 60.53 66.59 72.64 S91 PT Housing Services Manager 64.90 81.12 89.23 97.35 935 PT Library Services Manager 43.93 54.91 60.40 65.89 R14 PT Operations Supervisor 39.84 49.80 54.78 59.76
B48 PT Parking Services/Box Office Manager 41.83 52.29 57.52 62.75 B27 PT Parking Supervisor 31.22 39.02 42.92 46.83
S36 PT Parks Manager 61.81 77.26 84.98 92.71
B70 PT Principal Planner 56.06 70.08 77.08 84.09
S74 PT Principal Project Planner 56.06 70.08 77.08 84.09 P56 PT Project Consultant 68.14 85.18 93.70 102.21
R66 PT Purchasing Agent 58.86 73.58 80.94 88.30
S98 PT Records & Information Manager 37.94 47.43 52.17 56.92 R12 PT Special Projects Manager 71.55 89.44 98.38 107.32 B12 PT Supervising Librarian 39.84 49.80 54.78 59.76
J56 PT Systems Project Manager 53.39 66.74 73.41 80.09
S53 PT Water Field Superintendent 50.85 63.56 69.92 76.27 B36 PT Water Maintenance Scheduler 43.93 54.91 60.40 65.89 R09 PT Water Production Superintendent 56.06 70.08 77.08 84.09 S65 PT Workers Compensation Manager 50.85 63.56 69.92 76.27 P83 PT Workforce Center Supervisor 41.83 52.29 57.52 62.75
95 AFSCME GENERAL MANAGEMENT - APPENDIX "B" WAGES
JUNE 20, 2025
INCORPORATING 5.0% INCREASE
FULL-TIME CLASSIFICATION ANNUAL SALARY RANGES
TITLE
CODE TITLE MINIMUM
80%
MARKET
100%
CONTROL
110%
MAXIMUM
120%
O51 Administrative Services Manager 111,054 138,817 152,699 166,580 158 Assistant Building Official 128,558 160,698 176,768 192,838 H55 Assistant City Attorney 172,282 215,352 236,887 258,422 O20 Assistant City Clerk 91,364 114,205 125,626 137,046 AA2 Assistant Customer Services Manager 105,766 132,207 145,428 158,648 O54 Assistant Information Systems Manager 116,606 145,758 160,334 174,910 F93 Assistant Purchasing Agent 100,729 125,911 138,502 151,093 124 Assistant Risk Manager 122,437 153,046 168,351 183,655 002 Assistant to the City Manager 134,986 168,733 185,606 202,480 067 Audit Manager 134,986 168,733 185,606 202,480
M58 Budget Manager 134,986 168,733 185,606 202,480
202 Budget Supervisor 116,606 145,758 160,334 174,910
172 Building Inspection Manager 105,766 132,207 145,428 158,648 N13 Building Official 141,736 177,170 194,887 212,604
102 Business Information Systems Manager 156,264 195,330 214,863 234,396 H98 Capital Projects Manager 128,558 160,698 176,768 192,838 F91 Chief Assistant City Attorney - Prosecution 189,941 237,426 261,169 284,911 O35 Chief Communications Officer 148,823 186,029 204,632 223,235 G20 Chief Utilities Systems Operator 128,558 160,698 176,768 192,838 AC4 City Engineer 156,264 195,330 214,863 234,396
M80 City Librarian 141,736 177,170 194,887 212,604
103 City Surveyor 111,054 138,817 152,699 166,580
260 Claims Manager 111,054 138,817 152,699 166,580
O32 Communications Supervisor 100,729 125,911 138,502 151,093 N28 Community and Sustainability Programs
Manager
141,736 177,170 194,887 212,604
O30 Community Development Manager 141,736 177,170 194,887 212,604 O27 Community Investment Manager 122,437 153,046 168,351 183,655 F53 Community Preservation & Licensing
Manager
141,736 177,170 194,887 212,604
E62 Community Preservation Supervisor 100,729 125,911 138,502 151,093 497 Community Services Manager 134,986 168,733 185,606 202,480 F96 Community Services Superintendent 105,766 132,207 145,428 158,648 520 Community Services Supervisor 82,870 103,588 113,947 124,306
96 AFSCME GENERAL MANAGEMENT - APPENDIX "B" WAGES
JUNE 20, 2025
INCORPORATING 5.0% INCREASE
FULL-TIME CLASSIFICATION ANNUAL SALARY RANGES
TITLE
CODE TITLE MINIMUM
80%
MARKET
100%
CONTROL
110%
MAXIMUM
120%
541 Construction Inspection Supervisor 95,932 119,915 131,907 143,898 115 Construction Services Manager 134,986 168,733 185,606 202,480 282 Controller 141,736 177,170 194,887 212,604
AA4 Crime Analysis Supervisor 91,364 114,205 125,626 137,046 673 Customer Services Manager 122,437 153,046 168,351 183,655 171 Deputy Community Services Director 156,264 195,330 214,863 234,396 130 Deputy Director of Administration &
Operations
172,282 215,352 236,887 258,422
204 Deputy Director of Convention Center
Sales & Services
172,282 215,352 236,887 258,422
005 Deputy Finance Director 156,264 195,330 214,863 234,396 642 Deputy Fire Marshal 128,558 160,698 176,768 192,838 257 Deputy Planning and Building Director 156,264 195,330 214,863 234,396 222 Deputy Public Works Director 164,078 205,097 225,607 246,116 211 Electric Field & Operations Superintendent 128,558 160,698 176,768 192,838 G23 Electric Field Manager 156,264 195,330 214,863 234,396 G62 Electric Operations Manager 156,264 195,330 214,863 234,396 N73 Electric Systems Planning Manager 164,078 205,097 225,607 246,116 E92 Engineering Manager 134,986 168,733 185,606 202,480 O45 Enterprise Administrative Services
Manager
128,558 160,698 176,768 192,838
M57 Enterprise Information Technology
Manager
128,558 160,698 176,768 192,838
F75 Environmental Services and Safety
Manager
134,986 168,733 185,606 202,480
N55 Event Crowd Control Supervisor 68,178 85,222 93,744 102,266 O46 Event Services Manager 91,364 114,205 125,626 137,046 133 Facility Maintenance Manager 91,364 114,205 125,626 137,046 AD6 Facility Services &Sustainability Manager 91,364 114,205 125,626 137,046 219 Facility Services Supervisor 68,178 85,222 93,744 102,266 O43 Financial Accounting Manager 122,437 153,046 168,351 183,655 281 Fire Communications Administration
Supervisor
87,014 108,767 119,644 130,520
N18 Fire Communications Operations
Supervisor
87,014 108,767 119,644 130,520
97 AFSCME GENERAL MANAGEMENT - APPENDIX "B" WAGES
JUNE 20, 2025
INCORPORATING 5.0% INCREASE
FULL-TIME CLASSIFICATION ANNUAL SALARY RANGES
TITLE
CODE TITLE MINIMUM
80%
MARKET
100%
CONTROL
110%
MAXIMUM
120%
132 Fire Dispatch Operations Manager 122,437 153,046 168,351 183,655 208 Fire Marshal 141,736 177,170 194,887 212,604
136 Fire Prevention Supervisor 111,054 138,817 152,699 166,580 E87 Fleet and Facility Manager 128,558 160,698 176,768 192,838 285 General Services Officer 148,823 186,029 204,632 223,235 G63 Generation Plant Manager 122,437 153,046 168,351 183,655 O39 Golf Manager 116,606 145,758 160,334 174,910
236 Golf Operations Superintendent 105,766 132,207 145,428 158,648 AB8 Government Affairs Manager 116,606 145,758 160,334 174,910 K37 Housing and Community Development
Deputy Director
156,264 195,330 214,863 234,396
201 Housing Authority Manager 122,437 153,046 168,351 183,655 F08 Housing Coordinator 82,870 103,588 113,947 124,306
AC1 Housing Program Manager 134,986 168,733 185,606 202,480 N57 Housing Programs Administrator 105,766 132,207 145,428 158,648 112 Housing Services Administrator 105,766 132,207 145,428 158,648 O29 Housing Services Manager 141,736 177,170 194,887 212,604 M36 Information Systems Manager 134,986 168,733 185,606 202,480 M23 Integrated Resources Manager 164,078 205,097 225,607 246,116 751 Law Office Administrator 111,054 138,817 152,699 166,580 563 Library Services Manager 95,932 119,915 131,907 143,898 255 Neighborhood and Human Services
Manager
122,437 153,046 168,351 183,655
AD5 Operations Manager 116,606 145,758 160,334 174,910
N08 Operations Superintendent 105,766 132,207 145,428 158,648 E88 Operations Supervisor 87,014 108,767 119,644 130,520 G07 Park Services Superintendent 105,766 132,207 145,428 158,648 149 Parking Services/Box Office Manager 91,364 114,205 125,626 137,046 AA7 Parking Supervisor 68,178 85,222 93,744 102,266
389 Parks Manager 134,986 168,733 185,606 202,480
E39 Parks Services Supervisor 75,166 93,957 103,353 112,748 N40 Permit Counter Supervisor 82,870 103,588 113,947 124,306 161 Plan Check Manager 122,437 153,046 168,351 183,655
O31 Planning Services Manager 141,736 177,170 194,887 212,604
98 AFSCME GENERAL MANAGEMENT - APPENDIX "B" WAGES
JUNE 20, 2025
INCORPORATING 5.0% INCREASE
FULL-TIME CLASSIFICATION ANNUAL SALARY RANGES
TITLE
CODE TITLE MINIMUM
80%
MARKET
100%
CONTROL
110%
MAXIMUM
120%
G03 Police Communications Manager 111,054 138,817 152,699 166,580 441 Police Records Manager 111,054 138,817 152,699 166,580 170 Police Support Services Administrator 141,736 177,170 194,887 212,604 F48 Principal Electrical Engineer 134,986 168,733 185,606 202,480 109 Principal Human Resources Analyst 122,437 153,046 168,351 183,655 N39 Principal Planner 122,437 153,046 168,351 183,655
M89 Principal Product Development Specialist 141,736 177,170 194,887 212,604 O41 Principal Project Planner 122,437 153,046 168,351 183,655 G25 Project Consultant 148,823 186,029 204,632 223,235
N81 Public Works Operations Manager 141,736 177,170 194,887 212,604 503 Purchasing Agent 128,558 160,698 176,768 192,838
O21 Records &Information Manager 82,870 103,588 113,947 124,306 N11 Revenue and Licensing Supervisor 82,870 103,588 113,947 124,306 540 Risk Manager 141,736 177,170 194,887 212,604
710 Safety Manager 122,437 153,046 168,351 183,655
G12 Security Supervisor 68,178 85,222 93,744 102,266
157 Senior Library Services Manager 111,054 138,817 152,699 166,580 K36 Special Projects Manager 156,264 195,330 214,863 234,396 N77 Stores &Wardrobe Supervisor 75,166 93,957 103,353 112,748 G38 Street Maintenance and Sanitation
Administrator
122,437 153,046 168,351 183,655
O01 Substation/Automation Engineering
Manager
156,264 195,330 214,863 234,396
N82 Supervising Librarian 87,014 108,767 119,644 130,520 220 Support Services Coordinator 82,870 103,588 113,947 124,306 182 Systems Project Manager 116,606 145,758 160,334 174,910 O14 Traffic Office Administrator 75,166 93,957 103,353 112,748 AA3 Transit Planning Manager 134,986 168,733 185,606 202,480 N50 Transmission and Distribution Manager 164,078 205,097 225,607 246,116 AB6 Treasury Administrator 95,932 119,915 131,907 143,898 276 Utilities Assistant General Manager 189,941 237,426 261,169 284,911 119 Utilities Chief Risk Manager 164,078 205,097 225,607 246,116 AA5 Utilities Enterprise Risk Supervisor 105,766 132,207 145,428 158,648 106 Utilities Financial Planning Manager 156,264 195,330 214,863 234,396
99 AFSCME GENERAL MANAGEMENT - APPENDIX "B" WAGES
JUNE 20, 2025
INCORPORATING 5.0% INCREASE
FULL-TIME CLASSIFICATION ANNUAL SALARY RANGES
TITLE
CODE TITLE MINIMUM
80%
MARKET
100%
CONTROL
110%
MAXIMUM
120%
772 Utilities Financial Services Manager 156,264 195,330 214,863 234,396 686 Utilities Inventory & Facilities Manager 105,766 132,207 145,428 158,648 G49 Utilities Services Supervisor 87,014 108,767 119,644 130,520 215 Utilities Settlements Supervisor 116,606 145,758 160,334 174,910 AC9 Utilities Strategic Planning Manager 128,558 160,698 176,768 192,838 148 Water Engineering Manager 156,264 195,330 214,863 234,396 237 Water Field & Operations Superintendent 122,437 153,046 168,351 183,655 M29 Water Field Operations Manager 156,264 195,330 214,863 234,396 691 Water Field Superintendent 111,054 138,817 152,699 166,580 123 Water Maintenance Scheduler 95,932 119,915 131,907 143,898 755 Water Production Superintendent 122,437 153,046 168,351 183,655 AC5 Water Quality Laboratory Supervisor 122,437 153,046 168,351 183,655 M56 Water Systems Operations Superintendent 141,736 177,170 194,887 212,604 G18 Workers Compensation Manager 111,054 138,817 152,699 166,580 100 Workforce Center Supervisor 91,364 114,205 125,626 137,046 354 Workforce Development Manager 116,606 145,758 160,334 174,910
PART-TIME CLASSIFICATION HOURLY SALARY RANGES
TITLE
CODE TITLE MINIMUM
80%
MARKET
100%
CONTROL
110%
MAXIMUM
120%
J38 PT Assistant City Attorney 82.83 103.53 113.89 124.24 R28 PT Audit Manager 64.90 81.12 89.23 97.35
B07 PT Building Official 68.14 85.18 93.70 102.21
B54 PT Capital Projects Manager 61.81 77.26 84.98 92.71 R73 PT Chief Assistant City Attorney -
Prosecution
91.32 114.15 125.56 136.98
S66 PT Chief Utilities Systems Operator 61.81 77.26 84.98 92.71 B44 PT Community Preservation Supervisor 48.43 60.53 66.59 72.64 A08 PT Community Services Manager 64.90 81.12 89.23 97.35 J36 PT Community Services Supervisor 39.84 49.80 54.78 59.76 S56 PT Construction Services Manager 64.90 81.12 89.23 97.35 S73 PT Customer Services Manager 58.86 73.58 80.94 88.30 S16 PT Electric Field & Operations
Superintendent
61.81 77.26 84.98 92.71
S90 PT Electric Operations Manager 75.13 93.91 103.30 112.69
100
AFSCME GENERAL MANAGEMENT - APPENDIX "B" WAGES
JUNE 20, 2025
INCORPORATING 5.0% INCREASE
PART-TIME CLASSIFICATION HOURLY SALARY RANGES
TITLE
CODE TITLE MINIMUM
80%
MARKET
100%
CONTROL
110%
MAXIMUM
120%
863 PT Facility Services/Parking Manager 56.06 70.08 77.08 84.09 B67 PT Fire Dispatch Operation Manager 58.86 73.58 80.94 88.30 S11 PT Golf Operations Superintendent 50.85 63.56 69.92 76.27 B57 PT Housing Coordinator 39.84 49.80 54.78 59.76
R95 PT Housing Programs Administrator 50.85 63.56 69.92 76.27 S91 PT Housing Services Manager 68.14 85.18 93.70 102.21 935 PT Library Services Manager 46.12 57.65 63.42 69.18 R14 PT Operations Supervisor 41.83 52.29 57.52 62.75
B48 PT Parking Services/Box Office Manager 43.93 54.91 60.40 65.89 B27 PT Parking Supervisor 32.78 40.97 45.07 49.17
S36 PT Parks Manager 64.90 81.12 89.23 97.35
B70 PT Principal Planner 58.86 73.58 80.94 88.30
S74 PT Principal Project Planner 58.86 73.58 80.94 88.30 P56 PT Project Consultant 71.55 89.44 98.38 107.32
R66 PT Purchasing Agent 61.81 77.26 84.98 92.71
S98 PT Records & Information Manager 39.84 49.80 54.78 59.76 R12 PT Special Projects Manager 75.13 93.91 103.30 112.69 B12 PT Supervising Librarian 41.83 52.29 57.52 62.75
J56 PT Systems Project Manager 56.06 70.08 77.08 84.09
S53 PT Water Field Superintendent 53.39 66.74 73.41 80.09 B36 PT Water Maintenance Scheduler 46.12 57.65 63.42 69.18 R09 PT Water Production Superintendent 58.86 73.58 80.94 88.30 S65 PT Workers Compensation Manager 53.39 66.74 73.41 80.09 P83 PT Workforce Center Supervisor 43.93 54.91 60.40 65.89