MEMORANDUM OF UNDERSTANDING
between the
ANAHEIM MUNICIPAL EMPLOYEES
ASSOCIATION,
POLICE CADET UNIT
and the
CITY OF ANAHEIM
June 21, 2024 through June 18, 2026
June 19, 2026 – June 15, 2028
1 TABLE OF CONTENTS
ARTICLE 1 - PREAMBLE.......................................................................................................1 ARTICLE 2 - PURPOSE...........................................................................................................1 ARTICLE 3 - RECOGNITION.................................................................................................2 ARTICLE 4 - EMPLOYEE RIGHTS........................................................................................2 ARTICLE 5 - MANAGEMENT RIGHTS................................................................................2 ARTICLE 6 - MEET AND CONFER.......................................................................................3 ARTICLE 7 - CHECK-OFF ......................................................................................................3 ARTICLE 8 - HOURS OF WORK, PAY DAY, AND WAGES..............................................3 ARTICLE 9 - PROBATION .....................................................................................................4 ARTICLE 10 - WORKING CONDITIONS..............................................................................5 ARTICLE 11 - ROTATION AND ASSIGNMENT .................................................................6 ARTICLE 12 - BILINGUAL PAY............................................................................................6 ARTICLE 13 - PREMIUM PAY...............................................................................................7 ARTICLE 14 - STANDBY .......................................................................................................8 ARTICLE 15 - DISCIPLINE.....................................................................................................8 ARTICLE 16 - GRIEVANCE PROCEDURE ..........................................................................8 ARTICLE 17 - MILITARY LEAVE.......................................................................................10 ARTICLE 18 - PENSIONS .....................................................................................................10 ARTICLE 19 - PAID SICK LEAVE.......................................................................................10 ARTICLE 20 - BEREAVEMENT LEAVE ............................................................................11 ARTICLE 21 - CONSTRUCTION .........................................................................................12 ARTICLE 22 - SAVINGS CLAUSE ......................................................................................12 ARTICLE 23 - DURATION ...................................................................................................13 APPENDIX “A” - WAGES.....................................................................................................14 ARTICLE 1 - PREAMBLE ....................................................................................................1 ARTICLE 2 - PURPOSE ........................................................................................................1 ARTICLE 3 - RECOGNITION..............................................................................................2 ARTICLE 4 - EMPLOYEE RIGHTS....................................................................................2 ARTICLE 5 - MANAGEMENT RIGHTS ............................................................................2 ARTICLE 6 - MEET AND CONFER....................................................................................3 ARTICLE 7 - CHECK-OFF...................................................................................................3 ARTICLE 8 - HOURS OF WORK, PAY DAY, AND WAGES..........................................3 ARTICLE 9 - PROBATION...................................................................................................4 ARTICLE 10 - WORKING CONDITIONS..........................................................................5 ARTICLE 11 - ROTATION AND ASSIGNMENT..............................................................5 ARTICLE 12 - BILINGUAL PAY.........................................................................................6 ARTICLE 13 - PREMIUM PAY............................................................................................7 ARTICLE 14 - STANDBY......................................................................................................7 2 ARTICLE 15 - DISCIPLINE..................................................................................................7 ARTICLE 16 - GRIEVANCE PROCEDURE ......................................................................8 ARTICLE 17 - MILITARY LEAVE .....................................................................................9 ARTICLE 18 - PENSIONS...................................................................................................10 ARTICLE 19 - PAID SICK LEAVE....................................................................................10 ARTICLE 20 - CONSTRUCTION ......................................................................................10 ARTICLE 21 - SAVINGS CLAUSE....................................................................................11 ARTICLE 22 - DURATION .................................................................................................12 APPENDIX “A” - WAGES...................................................................................................13 1 ARTICLE 1 - PREAMBLE
1.1 The wages, hours, and other terms and conditions of employment within the lawful scope of representation of the Anaheim Municipal Employees Association, Police Cadet Unit (hereinafter called “AMEA”) have been agreed upon by representatives of the AMEA and staff officials of City of Anaheim (hereinafter called “ANAHEIM”) and shall apply to all employees of ANAHEIM working in classifications set forth in Appendix “A” (bargaining unit members).
ARTICLE 2 - PURPOSE
2.1 The purpose of the City of Anaheim Police Cadet apprenticeship program is to introduce students to various aspects of police work in preparation for a career in law enforcement. The intent of the program is to expose cadet employees to as many areas of the Police Department and detail assignments as possible in order to provide a broad range of knowledge and experience.
2.2 Participation in the Police Cadet apprenticeship program is conditioned, in part, upon the following terms and conditions of employment:
2.2.1 Maintaining enrollment and completion of six (6) semester units or more per semester or quarter of college coursework (summer break excluded).
2.2.2 Proof of enrollment and completion at the beginning and end of each semester during the course of employment.
2.2.3 Maintaining a grade point average of 2.0 (“C” grade) or better for all courses taken.
2.2.4 Not being on academic probation or dismissed from academic studies.
2.2.5 Employees hired into the Police Cadet classification but failing to maintain qualifications under Article 2.2.1 or 2.2.2 due to their completion of a degree and graduation may remain employed in the Police Cadet classification for an additional twelve (12) months after completion of a degree and graduation at the sole discretion of the Chief of Police.
To be eligible for consideration, the employee must submit a written request for the extension upon learning of their anticipated graduation date and no later than thirty (30) calendar days prior to graduation. The Chief of Police or their designee shall provide a written response within twenty-one (21) calendar days of receipt of the request. If approved, the twelve (12) month extension period shall commence on the date following the date of graduation.
2.3 Failure to meet the terms and conditions of employment specified in ARTICLE 2.2 et seq. shall be deemed as immediate dismissal from employment from the Police Cadet apprenticeship program. Any dismissal as a result of violating Article 2.2 et seq. shall 2 be prohibited from the grievance process.
2.3.1 An employee dismissed from employment as a result of violating Article 2.2 et seq. shall be eligible to reapply to the Police Cadet apprenticeship program after one (1) complete semester or quarter of college coursework following the dismissal. Said individual must show proof of meeting the terms and conditions specified in Article 2.2 et seq. with the application.
ARTICLE 3 - RECOGNITION
3.1 ANAHEIM hereby recognizes the AMEA as the exclusively, recognized representative for all bargaining unit members (hereinafter referred to as “members” and/or “employees”) 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, the AMEA shall be kept fully informed and have the right to be present at all such meetings between ANAHEIM and the individual.
ARTICLE 4 - EMPLOYEE RIGHTS
4.1 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 matters 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 exercise of these rights.
ARTICLE 5 - MANAGEMENT RIGHTS
5.1 Management retains, exclusively, all its inherent rights, functions, duties, and responsibilities except where specifically limited in this document. The rights of management include, but are not limited to, the exclusive 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; determine the procedures and standards of selection for employment, training, and promotion; direct its employees; establish work schedules and 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.
3 5.2 The exercise of the forgoing powers, rights, authority, duties, and responsibilities by management; the adoption of policies, rules, regulations, and practices in furtherance thereof; and the use of judgment and discretion in connection therewith, shall be limited only by the law and by the specific and express terms of this MOU, and then only to the extent such specific and express terms are in conformance with the law.
ARTICLE 6 - MEET AND CONFER
6.1 The City Management Representative and representatives of AMEA shall have the mutual obligation personally to meet and confer in order to freely exchange 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 meet and confer process and the use of such impasse procedure is mutually agreed upon by the City Management Representative and AMEA.
6.2 The City Management Representative shall not be required to meet and confer in good faith on any subject preempted by federal or state law or by the City Charter nor shall be required to meet and confer on management or employee rights as herein defined.
Proposed amendments to this ARTICLE are excluded from the scope of meet and confer.
ARTICLE 7 - CHECK-OFF
7.1 ANAHEIM agrees to check off for the payment of the regular monthly AMEA dues and to deduct such payments from the wages of all AMEA-represented members when authorized to do so by AMEA, and remit such payments to the AMEA 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 the AMEA shall constitute payment of said dues and initiation fees by such members of the AMEA.
ARTICLE 8 - HOURS OF WORK, PAY DAY, AND WAGES
8.1 ANAHEIM shall make every reasonable effort to schedule employees listed in Appendix “A” in accordance with their school schedule. This is a part-time position of approximately thirty (30) hours per week on various shifts. Hours are irregular and based on the need of ANAHEIM and may be used on a full-time (40 hours per week) basis, if required. There shall be no minimum number of hours guaranteed.
8.1.1 ANAHEIM and AMEA agree that availability is a condition of employment.
Any employee who does not maintain their availability, does not report as scheduled, or is otherwise absent without leave may be subject to discipline up to and including dismissal.
8.2 Regular salaries and compensation of all employees shall be paid on a biweekly 4 basis. The following terms referenced in this MOU are defined as follows:
8.2.1 Regular Hourly Rate of Pay: The rate of pay utilized for purposes of the calculation of overtime under the Fair Labor Standards Act (“FLSA”).
8.2.2 Base Rate of Pay: The rate of pay associated with an employee’s placement on the salary schedule for their classification.
8.3 Wages and hours for the classification shall be set forth in Appendix “A” attached to this MOU and by this reference made a part hereof.
8.3.1 Newly hired employees shall be compensated at the lowest step of the salary schedule.
8.3.2 Employees in the job classification listed in Appendix “A” shall be eligible for consideration for merit pay increases as follows:
8.3.2.1 To the eighth (8th) step of the salary schedule after completion of five-hundred and twenty (520) hours in the seventh (7th) step.
8.3.2.2 To the ninth (9th) step of the salary schedule after completion of fivehundred and twenty (520) hours in the eighth (8th) step.
8.3.2.3 To the tenth (10th) step of the salary schedule after completion of five-hundred and twenty (520) hours in the ninth (9th) step.
8.3.2.4 Merit pay increases may be denied by the employee’s department manager for good and sufficient reasons. Employees shall be given written notice of the basis for denial of a merit pay increase, and such denial shall be subject to review through the grievance procedure.
8.4 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 9 - PROBATION
9.1 Employees working in classifications listed in Appendix “A” shall serve a probationary period of twelve (12) months. Upon successful completion of a probationary period, an employee shall be considered to have part-time status in the classification in which the probationary period isserved.
9.1.1 In the event an employee is assigned to light duty or is absent from work due to a lengthy illness, injury, or another reason resulting in protected leave time during the probationary period, said employee’s probationary status may be extended, subject to the discretion of the Chief of Police, beyond the regular period of probation in the amount of one (1) complete biweekly pay period for each complete biweekly pay period assigned to light duty or absence due 5 to illness, injury, or protected leave time.
9.2 The work and conduct of probationary employees shall be subject to close scrutiny.
An employee shall be retained beyond the end of the probationary period only if the Chief of Police or designee affirms that the work and conduct of the employee have been found to be satisfactory. If the work and conduct of a probationary employee is found to be below the Department’s standards, the Chief of Police or designee may reject the probationer at any time during the probationary period. Such rejections shall not be subject to review or appeal unless such rejection is alleged to be contrary to the provisions of any State or Federal law, and then such review/appeal will be limited to that which is required by law.
9.3 Anaheim will make every reasonable effort to return an employee rejected or laid off during the probationary period to the classification in which they had regular status, unless the reasons for their failure to complete the probationary period would be cause for dismissal. If not returned to their former classification, the employee shall be separated from employment with ANAHEIM.
ARTICLE 10 - WORKING CONDITIONS
10.1 ANAHEIM agrees to furnish one (1) outerwear jacket and two (2) uniforms, which includes two (2) short-sleeve shirts, two (2) pairs of pants, one (1) long-sleeve shirt, and one (1) belt for employees in classifications listed in Appendix “A”.
10.2 ANAHEIM agrees to provide each employee in a classification listed in Appendix “A” with a quarterly performance evaluation while on probation. Upon successful completion of probation, a Cadet employee will be evaluated at least once annually to assess current job performance and potential employment as a police officer.
10.3 ANAHEIM shall authorize a Cadet employee to participate in the Ride-Along Program on their own time and as approved by appropriate management. Applicable waivers must be signed in advance of the Ride-Along. A Cadet employee shall be paid for their Ride-Along shift(s) if the Ride-Along occurs during the employee’s normally scheduled work hours. If an approved Ride-Along occurs outside of the employee’s normally scheduled work hours, the employee shall be compensated at the base rate of pay for up to a maximum of four (4) hours or to the end of the RideAlong, whichever is less.
10.4 A Cadet employee must successfully complete first aid training and obtain CPR certification within twelve (12) months from the date of appointment. Cadet employees who were hired prior to the effective date of this MOU shall successfully complete first aid training and obtain CPR certification within twelve (12) months from the date of City Council adoption of this MOU. All first aid and CPR training shall be conducted during the regularly scheduled work shift and compensated at the base rate of pay.
6 ARTICLE 11 - ROTATION AND ASSIGNMENT
11.1 Rotation determinations shall be made in the best interest of ANAHEIM to meet Department needs and efficiencies. Rotation of detail assignments shall occur on a regular basis to enhance the career development of Cadet employees typically twice a year – during the spring and fall school semesters. Department needs will take precedence over individual considerations, with the final rotation decision resting with the Manager. Prior to rotation, Cadet employees may fill out a rotation questionnaire to determine assignment interest. Needs of the Department, prior performance, availability, prior assignments, time worked at the front counter, time remaining as a cadet, assignment interest, and seniority shall determine rotation and assignment selection.
11.2 The duration of detail assignments is determined by, and made in the best interest of ANAHEIM, and are generally for a period of six (6) months. If approved by ANAHEIM, a Cadet employee may remain in an assignment for a period longer than one (1) rotation by choice; the number of employees rotating; for training purposes; because the employee was assigned to a detail in the middle of a rotation and never completed a full six (6) months in the assignment; or due to the operational needs and best interest of the Department.
11.3 Cadet employees may be assigned to duties requiring more technical skill or responsibility, as well as serving to train Cadet employees for new assignments or those Cadet employees newly hired.
11.4 Upon approval of a formal Police Cadet Training Program by the Police Chief, employees who are temporarily assigned as a primary trainer to new police cadets shall receive a five percent (5%) pay differential above their base rate of pay for each hour training duties are actually performed. To be eligible for the differential as a primary trainer, the employee must meet all minimum qualifications to be a trainer and be responsible for completing the daily trainee evaluation for any training duty assignment. Training duties will be assigned in a minimum of two (2) hour increments. An employee temporarily assigned to perform training duties may be removed from such assignment at the sole discretion of the Police Chief.
ARTICLE 12 - BILINGUAL PAY
12.1 Employees required to speak 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 ($0.90) one dollar and five cents ($1.05) per hour to be included in the regular hourly rate of pay.
12.2 Employees required to speak 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 one dollar and ten cents ($1.10) forty-five cents ($1.45) per hour to be included in the regular hourly rate of pay if the employee can also read and/or write in Spanish or other languages, as well as English.
7 12.3 The Police Chief shall designate which employees shall be assigned bilingual duties and which language(s) shall be eligible for bilingual pay.
12.4 The Human Resources Director shall conduct a test of competency for employees who have been assigned bilingual duties to certify these employees eligible for bilingual pay, except that operating departments with authorized bilingual certifiers may conduct their own test of bilingual competency and notify the Human Resources Director of the outcome of the test.
12.5 The effective date of bilingual pay certification shall be the first date of the pay period following notification to the Human Resources Director of the passing of the bilingual test by the employee as provided in Article 12.4 above.
12.6 Bilingual pay eligibility shall continue only as long as the Police Chief affirms an ongoing need for the assigned bilingual duties, and only so long as the employee demonstrates continuing competency through a proficiency exam once every three (3) years, or sooner at the request of the operating department.
ARTICLE 13 - PREMIUM PAY
13.1 Cadet employees who perform authorized work in excess of forty (40) hours in a regular work week shall be compensated for such overtime work at the rate of one and one-half (1 ½) times the employee’s regular hourly rate of pay.
13.1.1 Overtime shall be calculated to the nearest one-quarter hour of overtime worked.
13.1.2 All overtime must be authorized in advance by the appropriate Administrative Manager.
13.2 Employees working in classifications listed in Appendix “A” who perform authorized work on the following days shall be compensated for such work at the rate of one and one-half (1½) times the employee’s regular hourly rate of pay:
January 1st, 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 4th, Independence Day
First Monday in September, Labor Day
November 11th, Veterans Day
Fourth Thursday in November, Thanksgiving Day
Friday after Thanksgiving Day
December 25th, Christmas Day
Every day designated by the City Council for a public feast, thanksgiving, or holiday
13.3 Notwithstanding the above overtime provisions, there shall be no overtime pay for 8 the time spent outside scheduled work hours, in attending meetings of any kind which are for the purpose of education or training, unless required by ANAHEIM to attend such training.
ARTICLE 14 - STANDBY
14.1 A cadet employee assigned to court standby at times other than during their scheduled work hours for the purpose of being on call as a witness on matters within the scope of their employment shall be guaranteed two (2) hours of pay at the regular hourly rate of pay for each calendar day of such standby duty.
14.1.1 An employee assigned to standby duty for the purpose of being on call for two (2) separate court subpoenas for both a morning and an afternoon session on the same day or when an employee is carried over from a single subpoena from a morning session to an afternoon session on the same day, shall be guaranteed two (2) additional hours of pay at the employee’s regular hourly rate of pay for each calendar day of such standby duty.
ARTICLE 15 - DISCIPLINE
15.1 The tenure of every employee shall be conditioned on good behavior and satisfactory work performance. Any employee may be reduced in salary, suspended, demoted or dismissed for good and sufficient cause.
15.2 When in the judgment of the Police Chief, division head or other appropriate manager, an employee’s work performance or conduct justifies disciplinary action short of demotion or dismissal; the employee may be reduced in salary or suspended without pay. Upon taking such action a written notification containing a statement of the substantial reasons for the action shall be filed with the employee and the Human Resources Director. No employee shall be suspended for more than thirty (30) calendar days at any one time.
15.3 An employee may be dismissed upon recommendation of a division head or other appropriate supervisor whenever in the judgment of the Police Chief, the employee’s work or misconduct so warrants. Upon taking such action, the Police Chief 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.
15.4 ANAHEIM and AMEA agree to stipulate to the following submission language when discipline under this Article is submitted to an impartial arbitrator: “Was (name of employee) [reduced in salary, suspended, or dismissed] for good and sufficient cause? If not, what shall the remedy by?”
ARTICLE 16 - GRIEVANCE PROCEDURE
16.1 Any grievance or dispute which may arise out of the application or interpretation of the terms or conditions of this MOU, as alleged by AMEA, shall be considered to be a matter subject to review through the grievance procedure and shall be settled in 9 accordance with the procedure set forth immediately herein below, except a dispute by an applicant regarding employment.
16.2 In those instances where discipline is imposed other than a salary step reduction, suspension, or dismissal, AMEA may submit a written request for a review of the disciplinary action through an administrative review procedure.
16.2.1 Administrative Review Procedure:
i. The written request must be submitted to the Human Resources Department within fourteen (14) calendar days after receipt of notice by the employee of the disciplinary action. The Police Chief or Deputy Police Chief shall conduct an administrative review within fourteen (14) calendar days of submission of the written request. ii. The Police Chief or Deputy Chief of Police shall review the disciplinary action and may affirm, reverse, or modify the disciplinary action as deemed appropriate. The Police Chief or Deputy Police Chief’s determination shall be delivered in writing within fourteen (14) calendar days after the administrative review. The Police Chief or Deputy Police Chief’s determination shall be final and binding.
16.3 Employee grievances submitted by AMEA to the Human Resources Department shall be handled in the following manner:
16.3.1 If not resolved in the informal process, the grievance or dispute as defined in Article 16.1 above shall be reduced to written form by AMEA and be presented to the Human Resources Department within fourteen (14) calendar days of the date of the alleged occurrence or dispute. Thereafter, a representative of ANAHEIM shall meet within ten (10) calendar days of the receipt of the written grievance with an authorized agent of AMEA in an attempt to resolve the dispute. ANAHEIM shall issue its decision within ten (10) calendar days after said meeting.
16.4 In the event that the parties cannot resolve the dispute to the parties’ satisfaction (i.e., ANAHEIM and/or AMEA), the dispute shall, upon the request of either party be referred within thirty (30) calendar days to an impartial arbitrator for a final and binding decision.
16.4.1 If the grievance is submitted to an impartial arbitrator by either party for a final and binding decision, AMEA and ANAHEIM agree to:
16.4.1.1 Develop a standing list of mutually approved arbitrators.
16.4.1.1.1 This list shall include no more than five (5) mutually approved arbitrators.
10 16.4.1.1.2 AMEA and ANAHEIM agree to reestablish the list of arbitrators once year in January.
16.4.1.1.3 AMEA and ANAHEIM may agree to remove arbitrators from the list at any time.
16.4.1.2 AMEA and ANAHEIM agree to select from the standing list that has the earliest, reasonable available hearing date, unless the parties agree to select another arbitrator from the list.
16.5 An arbitrator’s decision shall be final and binding on both parties, it being agreed that said arbitrator shall have no powers to add to or subtract from the provisions herein, and that the laws of the State of California shall be controlling at all times.
16.6 All expenses of any arbitration shall be borne equally by ANAHEIM and AMEA.
16.7 The parties may mutually agree to submit any grievance or dispute covered under the provisions of this Article to non-binding mediation, prior to submission to arbitration.
ARTICLE 17 - MILITARY LEAVE
ANAHEIM’s policy relating to military leave and compensation therefore, shall be in accordance with the provisions of the Military and Veterans Code of the State of California, and with all federal provisions (Public Law 93-508).
During any term of deployment, employees shall be considered to be on leave without pay status (LWOP) and shall receive no accruals.
ARTICLE 18 - PENSIONS
18.1 ANAHEIM will provide as a retirement benefit a Deferred Compensation Plan (457) not covered by the Public Employees Retirement System (PERS). The classification of Police Cadet is excluded by contract agreement from PERS.
18.2 ANAHEIM and AMEA agree that mandatory participation is required by all employees in a classification listed in Appendix “A.”
18.3 ANAHEIM and AMEA agree that the employee contribution to the 457 plan shall be seven and one-half percent (7.50%) of the employee’s biweekly gross pay.
ARTICLE 19 - PAID SICK LEAVE
19.1 Employees shall earn one (1) hour of paid sick leave for every thirty (30) hours actually worked.
19.2 Employees shall be allowed to use paid sick leave on or after the ninetieth (90) calendar day of employment with the City of Anaheim. 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. 11 19.3 Total sick leave accruals shall not exceed eighty (80) hours in a calendar year.
19.4 Sick leave hours will be accrued in full one-hour increments after completion of a full thirty (30) hours of work. For example, if an 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 towards the following pay period.
19.5 Employees may carry over unused accrued sick leave hours from one calendar year to the next so long as the sick leave bank does not exceed eighty (80) hours at any time.
19.6 Employees shall be allowed to use up to a maximum of forty (40) eighty (80) 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 regarding attendance and sick leave. Paid sick leave shall be used and charged in increments of one-half (0.5) hour, with a minimum charge of one-half (0.5) hour.
19.7 Accrued sick leave hours have no cash value and will not be paid upon separation.
ARTICLE 20 - BEREAVEMENT LEAVE
20.1 ANAHEIM and AMEA agree that employees in classifications listed in Appendix “A” of this MOU shall be entitled to bereavement leave with pay in the event of a death in their immediate family or a designated person for up to a maximum of five (5) of their regularly scheduled work shifts, not to exceed forty (40) hours. Bereavement leave shall be taken consecutively within fourteen (14) days. However, if funeral or memorial services are scheduled beyond the immediate period following the death, the Chief of Police or designee may approve nonconsecutive use of the leave to allow the employee to attend such services. Proof of death or service may be required.
20.2 “Immediate family” for the purposes of this ARTICLE, shall be defined as parent, foster parent, step-parent, spouse, or registered domestic partner, child, stepchild, sibling, grandparent, grandchild, parent-in-law, daughter-in-law or son-in-law of the employee or employee’s spouse, or registered domestic partner. As used herein, “registered domestic partner” means that a Declaration of Domestic Partnership has been filed with the California Secretary of State.
20.2.1 “Designated person” for the purposes this ARTICLE, is one (1) designated person per year with a significant personal relationship, to be defined as related by blood or whose association with the employee is equivalent to a family relationship. City may require reasonable verification of the death and the relationship of the designated person to the employee. Misrepresentation of such relationship for purpose of obtaining bereavement leave may result in disciplinary action.
ARTICLE 20 21 - CONSTRUCTION
210.1 Nothing in this MOU shall be construed to deny any person or employee the rights granted by federal and state laws and City Charter provisions. The rights, powers and authority of the Anaheim City Council in all matters, including the right 12 to maintain any legal action, shall not be modified or restricted by this MOU. The provisions of this MOU are not intended to conflict with the provisions of Chapter 10, Division 4, Title 1 of the Government Code of the State of California (Sections 3500, et seq.)
ARTICLE 21 22 - SAVINGS CLAUSE
221.1 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. 13 ARTICLE 22 23 - DURATION
232.1 This MOU shall be in full force and effect following ratification by the City Council of the City of Anaheim through June 18, 2026 June 15, 2028. The effective date of all provisions in the MOU is June 21, 2024 June 19, 2026, unless otherwise stated.
STAFF OFFICIALS ANAHEIM MUNICIPAL EMPLOYEES
OF THE CITY OF ANAHEIM, ASSOCIATION, POLICE CADET
a Municipal Corporation UNIT
By: _ By: _
By: _ By: _
By: _ By: _
By: _ By: _
By: _
By: _
By:
By: _
Dated:
14 APPENDIX “A” - WAGES
Effective July 19, 2024
Classification Step Code Schedule Hourly Rate
Police Cadet 7 1260 $ 21.75
Police Cadet 8 1260 $ 22.50
Police Cadet 9 1260 $ 23.25
Police Cadet 10 1260 $ 24.00
Effective June 20, 2025
Classification Step Code Schedule Hourly Rate
Police Cadet 7 1260 $ 24.75
Police Cadet 8 1260 $ 25.50
Police Cadet 9 1260 $ 26.25
Police Cadet 10 1260 $ 27.00
Effective June 19, 2026
Incorporating 4% Increase
Classification Grade Step 07 Step 08 Step 09 Step 10
Police Cadet P5000 25.74 26.52 27.31 28.13
Effective June 18, 2027
Incorporating 3.5% Increase
Classification Grade Step 07 Step 08 Step 09 Step 10
Police Cadet P5000 26.64 27.44 28.26 29.11