Agenda packet, first session — Glendale City Council, May 7, 2024 (part 1 of 2)

A G E N D A

GLENDALE CITY COUNCIL

COUNCIL CHAMBERS
613 E. Broadway, 2nd Floor
Glendale, CA 91206
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MAY 7, 2024

ROLL CALL

1. CLOSED SESSION
– 1:00 PM ( To Commence at 2:00 PM)
a.

Conference with Legal Counsel - Pending Litigation: Claim of Pogossian, Claim No. 24-0120
b.

Public Employee Performance Evaluation – City Attorney

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c. Conference with Labor Negotiators. City-designated representatives: John Takhtalian, Paula Adams and Laura Kalty. The name of the employee organization is: Glendale Police Officers’ Association
d. Conference with Real Property Negotiators: City-designated negotiator: Bradley Calvert. Negotiating Party: Erik Khojoyan. Property: 1401 N. Verdugo Road.

Instructions to the negotiator(s) will concern the price and terms of payment for the lease of City-owned property
e. Conference with Legal Counsel - Pending Litigation: Hayrapet v. City of Glendale, L.A.S.C. Case No. 21STCV12455
f. Conference with Legal Counsel - Pending Litigation: Friends of Rockhaven v. City of Glendale, L.A.S.C. Case No. 23STCP01092

2. REGULAR BUSINESS AGENDA – 6:00 PM
Roll Call
a. Flag Salute: Mayor Elen Asatryan
b. Invocation: Dr. Suzie Abajian, City Clerk
c. Report of the City Clerk, re: Posting of Agenda. The Agenda for the May 7, 2024 Regular Meeting of the Glendale City Council was Posted on May 2, 2024, on the Bulletin Board Outside City Hall.

3. PRESENTATIONS AND APPOINTMENTS
a. Agenda Preview for the Meetings of Tuesday, May 14, 2024 b. Proclamation Designating May 2024 as Older Americans Month c. Proclamation Designating May 2024 as Building Safety Month d. Proclamation Designating the 2nd Week of May 2024 as Lung Cancer Action Week e. Update on Bus Rapid Transit (BRT) Project by Metro Staff

4. CONSENT ITEMS (Including Minutes)
The following are Routine and May be Acted Upon by One Motion. Any Member of Council or the Audience Requesting Separate Consideration May do so by Making Such Request Before Motion is Proposed.
a. City Clerk, re: Minutes of the Special City Council Meeting of April 30, 2024 b. Glendale Water & Power, re: Adopt Specification No. 3982 for Vault Dewatering, Hazardous Waste Disposal and Emergency Response Clean-Up, and Direct the City Clerk to Advertise for Bids

1. Resolution adopting Specification No. 3982 to furnish materials, equipment and labor for vault dewatering, hazardous waste disposal and emergency response clean-up for Glendale Water & Power (GWP), and directing the City Clerk to advertise for bids c. City Clerk, re: Solicitation of a Legal Advertising Contract for the City of Glendale

1. Resolution Adopting Specification No. 3986 and Directing the City Clerk to Advertise for Bids

5. CITY COUNCIL/STAFF COMMENTS

6. COMMUNITY EVENT ANNOUNCEMENTS (3-Minutes)
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7. ADOPTION OF ORDINANCES

8. ACTION ITEMS
a.

Human Resources, re: Memorandum of Understanding (MOU) between the City of Glendale and the Glendale City Employees’ Association (GCEA)

1. Resolution Approving and Adopting the GCEA MOU Commencing July 1, 2024, through June 30, 2027

2. Resolution providing for the establishment of classification titles and compensation for employees covered by the Glendale City Employees’ Association MOU

3. Resolution providing for the establishment of one classification title and compensation for Electrical Line Mechanic Supervisor II covered by the Glendale Management Association MOU

4. Resolution providing for the establishment of classification titles and cost of living adjustment for Executives
b.

Management Services, re:

Appointment to Fill Vacancy on the Burbank-Glendale-
Pasadena Airport Authority

1. Motion appointing an individual to serve as a Glendale representative on the Airport Authority for the remainder of the unexpired term through May 31, 2025

2. Motion directing staff on alternate options for recruitment and selection of an Airport Authority Commissioner
c.

Management Services, re: Selection of Charter Review Committee Members (Continued from April 30, 2024 Council Meeting)

1. Motion Selecting Members

9. HEARINGS
a.

City Attorney, re: Sixth Public Hearing Regarding the Composition of Council Districts Related to the City's Proposed Transition to District-Based Councilmember Elections and Discussion of Potential Amendments to City Charter

1. Motion Identifying a Proposed District Map for Inclusion into a Proposed Ballot Measure to Transition to District-Based Councilmember Elections

2. Motion Providing Direction on a Proposed District Map

3. Motion Directing Staff Regarding Proposed Charter Amendments Pertaining to Council Districts, a Directly Elected Mayor, and Council Compensation

10. REPORTS - INFORMATION

11. WRITTEN COMMUNICATIONS

12. DISCUSSION OF COUNCILMEMBER FUTURE AGENDA REQUESTS
a.

Mayor Asatryan’s Request for a Report on a Code of Conduct/Rules of Decorum for City Council Meetings (Moved from April 30, 2024 Council Meeting) b.

Mayor Asatryan’s Request for a Report on Options for Oral Communications and Public Comment on Agenda Items, and Matters related to the Order of Business for Council Agendas (Moved from April 30, 2024 Council Meeting) c.

Councilmember Kassakhian’s Request for Report on Amending the City’s Investment Policy to Prohibit Investments in or related to the Republic of Azerbaijan

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Mayor Asatyran’s Request for a Report on Recruitment Updates from the Human Resources Department

13. ORAL COMMUNICATIONS
Discussion is Limited to Items NOT a Part of this Agenda. Each Speaker is Allowed 5 minutes.

Council May Question or Respond to The Speaker But There Will be no Debate or Decision.

The City Manager May Refer the Matter to the Appropriate Department for Investigation and Report.

14. NEW BUSINESS

15. ADJOURNMENT

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1 M I N U T E S
SPECIAL MEETING: GLENDALE CITY COUNCIL

COUNCIL CHAMBERS
613 E. Broadway, 2nd Floor
Glendale, CA 91206
APRIL 30, 2024
The Special Public Meeting of the Glendale City Council convened in the Brand Studios, in said City, at 2:02 p.m. on the above date, pursuant to a call for such meeting signed by the City Clerk of the City Council, and on file with the City Clerk, a copy of which is as follows:

April 26, 2024
Date
A SPECIAL PUBLIC MEETING of the City Council is hereby called to meet at 2:00 PM on Tuesday, April 30, 2024, in the Council Chamber, 613 E. Broadway, 2nd Floor, Glendale, CA 91206 to consider the following item(s) of business, to wit;

1. Study Session #1: FY 2023-24 General Fund Projection, Proposed FY 2024-25 General Fund Budget, Five-Year General Fund Forecast; Potential Future Revenue Enhancements

2. Community Development, re: Use of City Days at the Alex Theatre: Armenian Fairytale’s 30th Anniversary Show
a. Motion to approve use of one of twelve annual City Days at the Alex Theatre for the Armenian Fairytales 30th Anniversary Show on May 18, 2024 Written Notice of said meeting was given, which Notice consisted of a copy of the foregoing Call, and was served on each Member of the Council not joining in the Call, and upon the in said City not less than 24 hours before the time fixed in said Call for said meeting, as follows:

Upon Dan Brotman at 5:00 p.m. April 26, 2024 Glendale, CA Upon Vartan Gharpetian at 5:00 p.m. April 26, 2024 Glendale, CA Upon Ardy Kassakhian at 5:00 p.m. April 26, 2024 Glendale, CA Upon Ara Najarian at 5:00 p.m. April 26, 2024 Glendale, CA Upon Elen Asatryan at 5:00 p.m. April 26, 2024 Glendale, CA Mayor Asatryan called the meeting to order at 2:02 p.m.

ROLL CALL
- All Present
- Report of the City Clerk of the City Council, re: Posting of Agenda. The Agenda for the Tuesday, April 30, 2024 Special Public Meeting of the City Council was posted on April 26, 2024, on the Bulletin Board Outside City Hall.

1. Study Session #1: FY 2023-24 General Fund Projection, Proposed FY 2024-25 General Fund Budget, Five-Year General Fund Forecast; Potential Future Revenue Enhancements
Staff Comments:

Roubik Golanian, City Manager
John Takhtalian, Asst. City Manager
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2 Presenting:

Jason Bradford, Director of Finance/CIO
Nicole Cone, Coren & Cone
Eric Myers, HdL
Mark Lovelace, HdL
Public Comments:

Harry Atighi
Armen Avedian
David Kaishchyan
Odette Peters
Matthew Buck
Greg Astoryan
Lisa Morris

2. Community Development, re: Use of City Days at the Alex Theatre: Armenian Fairytale’s 30th Anniversary Show
Staff Comments:

Roubik Golanian, City Manager
Tamar Sadd, Deputy Director of CDD
b. Motion to approve use of one of twelve annual City Days at the Alex Theatre for the Armenian Fairytales 30th Anniversary Show on May 18, 2024 Moved: Brotman Seconded: Gharpetian
Vote as Follows
ADJOURNMENT – 4:23 p.m.

Moved: Brotman Seconded: Kassakhian
Ayes:

Noes:

Absent:

Abstain:

Brotman, Gharpetian, Kassakhian, Najarian, Asatryan
None
None
None
Mayor of the City of Glendale
City Clerk of the City of Glendale
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CITY OF GLENDALE, CALIFORNIA

REPORT TO THE CITY COUNCIL

AGENDA ITEM
Report: Adopt Specification No. 3982 for Vault Dewatering, Hazardous Waste Disposal and Emergency Response Clean-Up, and Direct the City Clerk to Advertise for Bids.

COUNCIL ACTION
Item Type: Consent Item
Approved for May 7, 2024 calendar

EXECUTIVE SUMMARY
Glendale Water and Power (GWP) plans to contract with a company that provides support services such as vault dewatering, hazardous waste disposal and emergency clean-up of GWP facilities to allow GWP staff to conduct repair and maintenance and restore power and water services, as soon as possible, to the residents and businesses in Glendale following interruption of service to conduct said repairs/maintenance. In conducting operation and maintenance services, GWP is faced with challenges that prevents the continuous service to the public. Occasionally, an overhead transformer explodes that requires immediate clean-up or an equipment failure in the underground vault needs to be repaired to restore power immediately to the vicinity. But, to conduct the repairs, the vault must first be cleaned and dewatered for GWP staff to safely conduct the repairs. Additionally, the oily water cannot be discharged easily to the street as GWP needs to comply with the federal and state environmental regulations. Thus, GWP needs a contractor that can dewater and clean these vaults, as soon as possible, for GWP staff to repair the defective equipment and restore power immediately to the customers. The clean-up and emergency response usually generates hazardous waste that should be disposed of properly and by certified contractors. 7 of 470

24b
5 0
7 0

RECOMMENDATION
Adopt the Specification No. 3982 to furnish materials, equipment, and labor for vault dewatering, hazardous waste disposal and emergency clean-up for Glendale Water & Power, and direct the City Clerk to advertise for bids.

ANALYSIS
Glendale Water and Power (GWP) provides power and water services reliably to the residents and businesses in Glendale. In conducting these services, GWP is faced daily with operational, maintenance and construction and regulatory challenges that prevents the continuous service to the public. Occasionally, an overhead transformer explodes and spills oil into resident’s pool or garden, a pipeline breaks and discharges polluted water into the street, or an equipment fails inside an electric vault that is full of water. Additionally, a chemical spill at the Power Plant may require immediate clean- up to protect the public and the nearby river. To conduct some repairs, for example inside the vault, it must first be cleaned and dewatered for GWP staff to safely conduct the repairs. Additionally, the oily water cannot be discharged easily to the street as GWP needs to comply with the federal and state discharge regulations. Thus, GWP needs a contractor that can provide support services such as vault dewatering, hazardous waste disposal and emergency response cleanup for GWP restore operation.

Vault Dewatering – Underground vaults accumulate water from rain, yard cleaning or from residents’ lawn irrigation. An equipment failure in the vault requires cleaning and dewatering these vaults, as soon as possible, for GWP staff to safely repair the defective equipment and restore power immediately to the customers. The water sometimes cannot be discharged to the street as GWP electric has to comply with the water discharge requirements. Additionally, the vault dewatering clean-up and emergency response usually generates hazardous wastes that requires timely and proper disposal as required by federal and state environmental laws.

Hazardous Waste Disposal – Aside from the waste generated from the emergency clean-up, the GWP water and power O & M and construction activities generate and accumulate hazardous wastes in their work areas. These wastes must be stored and managed and disposed of properly and timely. GWP relies on contractors who can transport the wastes to certified disposal in-state or out-of-state facilities for appropriate treatment and disposal.

Emergency Response Clean-Up – In some instances, GWP operations may generate spills in their work areas that require immediate clean-up because of the proximity to a storm drain or water body, or the spill is large and is beyond GWP’s staff capacity to clean up. For example, a transformer that blew up where contents sprayed into the resident’s swimming pool or vegetable garden, or a spill that occurred in the Power plant area and has potential of discharging to the river. GWP needs a contractor who can provide a reliable clean-up service and who is familiar and certified to conduct the service to reduce risk to the public and the environment. 8 of 470

34b
5 0
7 0

STAKEHOLDERS/OUTREACH
Not applicable.

FISCAL IMPACT
The vault dewatering, hazardous waste disposal and emergency clean-up will cost $105,000annually and will be included as part of the FY 2024-2025 budget. Staff will return to Council to award the contract.

Existing Appropriation
Amount Account String Funding Source
$81,900 43110-5820-GWP-4540-P0000-T0000-
F0000-0000-0000
Electric Works Revenue
Fund
$23,100 43110-5920-GWP-4540-P0000-T0000-
F0000-0000-0000
Water Works Revenue
Fund

ENVIRONMENTAL REVIEW (CEQA/NEPA)
The herein subject action of adopting specifications is not a project as defined by the California Environmental Quality Act (CEQA) and thus a CEQA analysis is not required.

CAMPAIGN DISCLOSURE
Not applicable.

ALTERNATIVES TO STAFF RECOMMENDATION
Alternative 1: Decline to adopt the Resolution approving Specification No. 3982, and authorize the City Clerk to advertise for bids.

Alternative 2: Consider other alternative not proposed by staff.

ADMINISTRATIVE ACTION
Submitted by:

Mark Young, General Manager - Glendale Water and Power
Prepared by:

Stephen Nersesyan, Deputy General Manager - Support Services Approved by:

Roubik R. Golanian, P.E., City Manager

EXHIBITS/ATTACHMENTS
None.
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RESOLUTION NO. ________

A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF GLENDALE, CALIFORNIA, ADOPTING SPECIFICATION NO. 3982 FOR VAULT DEWATERING,

HAZARDOUS WASTE DISPOSAL AND EMERGENCY RESPONSE CLEAN-UPAND

DIRECTING THE CITY CLERK TO ADVERTISE FOR BIDS
BE IT RESOLVED BY THE COUNCIL OF THE CITY OF GLENDALE:

SECTION 1. The specifications to furnish materials, equipment and labor for vault dewatering, hazardous waste disposal and emergency response clean-up for Glendale Water and Power, including the various documents incorporated therein, are hereby approved, adopted, designated and shall hereafter be known as Specifications No. 3982.

SECTION 2. That the City Clerk is hereby directed to advertise for bids for work, equipment and materials described in Specifications No. 3982 adopted by this Resolution.

Adopted by the Council of the City of Glendale on this ___ day of _________, 2024. ________________________________
Mayor
ATTEST:
_____________________________________
City Clerk
STATE OF CALIFORNIA ) SS.

COUNTY OF LOS ANGELES )
I, Suzie Abajian PhD, City Clerk of the City of Glendale, hereby certify that the foregoing Resolution No. _______________ was adopted by a majority vote of the Council of the City of Glendale, California, at a regular meeting held on the ______ day of ______________________, 2024, and that the same was adopted by the following vote:

Ayes:

Noes:

Absent:

Abstain:
________________________
City Clerk
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CITY OF GLENDALE, CALIFORNIA

REPORT TO THE CITY COUNCIL

AGENDA ITEM
Report: Solicitation of a Legal Advertising Contract for the City of Glendale

1. Resolution Adopting Specification No. 3986 and Directing the City Clerk to Advertise for Bids

COUNCIL ACTION
Item Type: Consent Calendar
Approved for May 7, 2024 calendar

EXECUTIVE SUMMARY
In accordance with the City’s Charter, legal advertising for the City of Glendale shall be performed through publication in one or more newspapers of general circulation within the City’s jurisdiction. Accordingly, the City Council is required to annually approve the specifications related to the solicitation of a legal advertising contract and direct the City Clerk to advertise for bids.
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24c
5 1
3 6

RECOMMENDATION
That City Council adopt Specification No. 3986 and direct the City Clerk to advertise for bids.

ANALYSIS
In accordance with Article VI, Section 11 of the Glendale City Charter, the Council shall annually call for bids for all official advertising of the city, pursuant to specifications which shall first be approved by the Council. The purpose of this report is to seek both approval of the Specifications as well as approval to solicit for bids.

STAKEHOLDERS/OUTREACH
Not applicable

FISCAL IMPACT
The City Clerk’s advertising account is directly influenced by the number of hearings being advertised for City Council, various other boards and commissions, and the publication of ordinance summaries on an annual basis. The proposed legal advertising contract is anticipated to not exceed $60,000, which is requested as part of the proposed budget for FY 2024-25, per the table below. Staff will return to Council to award the contract.

Proposed Appropriation
Amount Account String Funding Source
$60,000.00 44200-1010-CCD-0010-P0000 General Fund

ENVIRONMENTAL REVIEW (CEQA/NEPA)
Not applicable.

CAMPAIGN DISCLOSURE
This item is exempt from campaign disclosure requirements.

ALTERNATIVES TO STAFF RECOMMENDATION
Alternative 1: Adopt an amended resolution approving Specification No. 3986 and direct the City Clerk to advertise for bids.

Alternative 2: No other alternative exists because there is a legal requirement for legal advertising. Failure to adequately advertise would result in a violation of public noticing laws.

ADMINISTRATIVE ACTION
Submitted by:

Suzie Abajian, City Clerk
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34c
5 1
3 6
Prepared by:

Karen Cortes, Administrative Assistant
Approved by:

Roubik R. Golanian, P.E., City Manager

EXHIBITS/ATTACHMENTS

1. Legal Advertising Bid
13 of 470

RESOLUTION NO.

A RESOLUTION OF THE COUNCIL OF THE CITY OF GLENDALE, CALIFORNIA, ADOPTING CITY CLERK SPECIFICATIONS NO. 3986 FOR

LEGAL ADVERTISING SERVICES PURSUANT TO GLENDALE CHARTER ARTICLE VI, SECTION 11 AND DIRECTING THE CITY CLERK TO ADVERTISE FOR BIDS BE IT RESOLVED BY THE COUNCIL OF THE CITY OF GLENDALE;
SECTION 1. The specifications, on file in the Office of the City Clerk, for Legal Advertising services including the various documents incorporated therein, are hereby approved, adopted, designated, and shall hereafter be known as Specification No. 3986.

SECTION 2. The City Clerk is hereby directed to advertise for bids for the services and materials described in Specifications No.3986 adopted by this Resolution.

Adopted this day of , 2024.

Mayor of the City of Glendale
ATTEST:

City Clerk of the City of Glendale

STATE OF CALIFORNIA )

COUNTY OF LOS ANGELES )

CITY OF GLENDALE )
I, Suzie Abajian Ph.D., City Clerk of the City of Glendale, do hereby certify that the foregoing Resolution No. was duly adopted by the Council of the City of Glendale, California, at a regular meeting held on the day of , 2024 and that the same was adopted by the following vote:

AYES:

NOES:

ABSENT:

ABSTAIN:

City Clerk
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SPECIFICATIONS NO. 3986
FOR

LEGAL ADVERTISING
IN THE

CITY OF GLENDALE, CALIFORNIA
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2 NOTICE CALLING FOR BIDS
Sealed bids will be received at the office of the City Clerk of the City of Glendale until 2:00 p.m. on Wednesday, May 22, 2024 for:

THE LEGAL ADVERTISING WITHIN THE GEOGRAPHICAL AREA

OF THE CITY OF GLENDALE, FOR THE CITY OF GLENDALE
Bids will be opened publicly at or about 2:00 P.M. of said day in the Council Chambers of the City Hall, in the City of Glendale, California.

The work shall be done in accordance with Specification No. 3986 on file in the office of the City Clerk of the City of Glendale, where they may be examined copies obtained.

Bids shall be made in duplicate on the proposal form obtainable at the Office of the City Clerk.

Bidders are hereby notified that in accordance with the provisions of the Labor Code of the State of California, the Council of the City of Glendale has ascertained and determined by Resolution No. as amended, the general prevailing rate of per diem wages and the general prevailing rate for legal holiday and overtime work for each craft or type of worker needed in the execution of contracts with the City of Glendale. Said Resolution is on file in the office of the City Clerk and is incorporated herein and made a part hereof the same as though fully set forth herein.

The City of Glendale reserves the right to reject any and all bids and to waive any informalities or technical defects as the best interests of the City may require.

Suzie Abajian, City Clerk
City of Glendale
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3 INSTRUCTIONS AND INFORMATION FOR BIDDERS
A. INTENT OF SPECIFICATIONS
It is the intent of these specifications to provide for complete legal advertising for the entire period covered by the contract and within the geographical area of the City of Glendale, with the express exception that legal advertising relating to charter amendments is hereby excluded.

The total bid shall be itemized in accordance with the Proposal Schedule. Each item of the Proposal Schedule must be filled in and completed or the bid will be considered incomplete and subject, at the City’s option, to rejection. On the Proposed Schedule, Item 1 (price per lineal inch for the first insertion), and Item 1a (price per lineal inch for each subsequent insertion) only will be used to evaluate the bid for the purpose of awarding the contract. Items 2, 2a, 3 and 3a shall be binding upon the bidder, but shall not be used in determining the lowest responsible bidder.

Any contract entered into with the City under Specification No. 3986 shall include all the services provided therein and be let to the lowest responsible bidder.

Billing shall be made monthly to the Director of Finance based on the submission of invoices.

B. FORM OF PROPOSAL AND SIGNATURE
The proposal must be made on the form provided for that purpose, enclosed in a sealed envelope bearing the title of the work and specifications number, and addressed to the City Clerk, 613 E. Broadway, Room 110, Glendale, California, 91206-4393. If the bid is made by an individual, it must be signed by the full name of the bidder, whose address must be given; if it is made by a firm, it must be signed with the firm name by a member of the firm, and the name and full address of each member must be given; and if it is made by a corporation, it must be signed by the proper office in the corporate name, and the corporate seal must be attached to such signature. No other proposals will be considered.

C. PROPOSALS
Blank spaces in the proposal must be properly filled in and the phraseology of the proposal form must not be changed. Any unauthorized conditions, limitations, or provisos attached to a proposal may render it informal and cause its rejection. Alterations by erasure or interlineation must be explained or noted in the proposal over the signature of the bidder. Bidders are invited to be present at the opening of proposals. A corporation submitting a proposal may be required, before the contract is finally awarded, to furnish a certificate as to its corporate existence, satisfactory evidence as to the officer or officers authorized to execute the contract on behalf of the corporation. All proposals shall be made in duplicate on the proposal form obtainable at the office of the City Clerk of the City of Glendale.

D. EXAMINATION OF SPECIFICATION
The bidder must make a careful examination of all the Specification and must fully inform himself/herself to the character of work required. The City will, in no case, be responsible for any unanticipated cost that may be suffered the contractor as a result of the contractor’s failure to fully inform himself/herself in regard to all conditions pertaining to the work. 17 of 470

4 E. QUALIFICATIONS OF BIDDER
The bidder must satisfy the City of his/her ability to furnish the materials and to perform the work contemplated.
18 of 470

5 PROPOSAL FOR:

LEGAL ADVERTISING

WITHIN THE GEOGRAPHICAL AREA OF THE

CITY OF GLENDALE
UNDER
SPECIFICATION NO. 3986
Date_______________________________
To the Honorable Mayor and City Council
Glendale, California
Ladies and Gentlemen:

In compliance with the advertisement calling therefore, the undersigned hereby proposed and agrees to:

Do the Legal Advertising within the Geographic Area of the City of Glendale, in accordance with Specification No. 3986 of the City of Glendale and the Proposal Schedule which follows, to enter into and execute a contract at the prices set forth in said Proposal Schedule.

The bid price shall include all sales, use or other taxes applicable to the items bid upon. 19 of 470

6 PROPOSAL SCHEDULE
(Bidder shall fill in the price bid in the appropriate column.) Item No.

1. Price per lineal inch for 1st insertion.

2. Price per lineal inch for each subsequent insertion. 20 of 470

7 If awarded the contract, the undersigned hereby agrees to sign said contract within fourteen (14) days after the award of said contract.

The undersigned has examined and judged at his/her own responsibility the type of legal advertising proposed and is familiar with the specifications.

The undersigned has carefully checked all of the above figures and understands that said City will not be responsible for any error or omission on the part of the undersigned in preparing this bid, nor will said City release the undersigned on account of said error or omission. (Bidder shall sign in appropriate blanks)
INDIVIDUAL Name of Company_______________________________________________ Signature of Individual____________________________________________ Address_______________________________________________________ ________________________________________Phone________________ City State Zip Code
PARTNERS Name of Partnership_____________________________________________ Signature of Member Signing_______________________________________ Address_______________________________________________________ ________________________________________Phone________________ City State Zip Code

CORPORATION Name of
Corporation_____________________________________________ Signature of Officer______________________________________________ Title_____________________________________________(Corporate Seal) Address_______________________________________________________ ________________________________________Phone________________ City State Zip Code
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8 DETAILED SPECIFICATION

1. DEFINITIONS
The word “advertising” as used in these specifications, shall mean, and include all legal advertising in the City of Glendale, except for publication of Charter amendments, which may be required by law to be published in a legal newspaper or in a newspaper of general circulation.

The word “contractor” as used in these specifications, shall mean the successful bidder.

2. REQUIREMENT OF CIRCULATION
All advertising shall be published in a newspaper of general circulation which is published and circulated in the geographical area of the City of Glendale, and in all other respects shall comply with the requirements of law applicable to legal newspapers and newspapers of general circulation.

3. PROOFING MATERIAL
Proofs of all matter to be published under these Specifications shall be first carefully read with the copy and corrected, and two (2) revised proof sheets of the corrected matter shall be delivered to the City Clerk or other officer, board, commission or department of said City ordering such advertising, with the original copy thereof, in time to permit the reading of such proof before such advertising is published, and upon return of one of said proof sheets to the contractor all corrections noted thereon shall be made before such advertising is published, without additional charge. No charge shall be made or allowed for republication of a matter occasioned by any error on the part of the contractor notwithstanding the proof thereof may have been read by any officer or employee of the City, or for the republication of any subsequent matter or publication in connection with the same proceeding which may have been occasioned by any such error on the part of the contractor under the conditions aforesaid.

4. DATES OF PUBLICATION
All advertising shall be published on the dates and at the times directed by said City or the officer, board, commission, or department thereof ordering such advertising. Affidavits, showing the publication of advertising shall be made in duplicate and delivered by the contractor without charge to the officer, board, commission, or department ordering the same not later than two (2) days after the completion of such advertising.
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9 5. PLACING AND HEADING ADVERTISING
All advertising shall be grouped under the heading “Public Notices,” which heading shall be placed above all columns in which such advertising is displayed, and no other matter shall be allowed to intervene or appear between the parts of such legal advertising or between the heading above referred to and the printed matter following the same.

6. SUPPLEMENTARY MATERIAL TO BE FURNISHED
The contractor shall furnish to the officers, board, commission or department of the City ordering advertising hereunder twenty-five (25) printed copies of each advertisement, the same to be printed on newsprint paper six inches by nine inches (6” x 9”) in size and delivered to the said officer, board, commission or department ordering the advertising not later than noon of the day immediately succeeding the first publications of such advertising, unless such officer, board, commission or department shall specify a lesser number of such copies. Each separate advertisement shall be separately printed without being combined with any other advertisement or printed matter.

7. SIZE OF TYPE FOR PRINTING
All advertising shall be printed in type not larger than six (6) points, set at least eleven (11) lines to the lineal inch of the column, and the columns shall not be less than one and one-half (1-1/2) inches wide.

8. PRICE STATEMENT
Bidders shall, in their respective bids, give the name of the newspaper in which it is proposed to publish advertising and state the price per lineal inch of column not less than one and one-half (1-1/2) inches in width for which such advertising will be published. Each bidder shall also state a price for the first insertion thereof and the price for each subsequent insertion of the same advertisement. The price so stated shall include the furnishing of twenty-five (25) printed copies of all advertising as above mentioned.

9. NEWSPAPERS AND ARCHIVE ACCESS TO BE PROVIDED
a. The contractor shall deliver, without extra charge therefore, not less than thirty (3) nor more than forty (40) copies of each issue of said paper, with inserts, published during the period covered by the contract, as needed as determined by the City Clerk. b. The contractor shall provide, without extra charge, unlimited access to archives of past publications (archived publications) whether internet, web-based or otherwise. If internet or web-based, contractor shall provide a password or passcode, if needed, to the City Clerk, City Attorney and City Manager to permit access to the archived publications during the period covered by the contract.
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10 10. ADDITIONAL COPIES OF ADVERTISING TO BE FURNISHED Each bidder shall also submit a bid for furnishing additional copies of all such advertising in quantities of not less than one hundred (100) copies as desired by the City. Said bid is binding upon the bidder but shall not be evaluated for the purpose of awarding the contract. Said copies are to be in addition to the twenty-five (25) printed copies above mentioned and shall be printed on newsprint paper six inches by nine inches (6” x 9”) in size. Bids for such copies shall state the price per page per hundred (100) copies. Also, each bidder shall submit a bid for furnishing additional copies of all such advertising in quantities of fifty (50) copies printed on Hammermill Ledger Bond, or equivalent, twenty-four (24) pound stock. No bid will be considered which does not state the price for furnishing such copies. The City is not obliged to have said copies printed but reserves the right to do so by giving notice to the contractor at any time before the contractor has completed the advertising, or before the type for the same has been distributed or destroyed.

11. EXECUTION OF CONTRACT
The contract shall be executed by the successful bidder within fourteen (14) days from the date of the awarding thereof, and when so executed shall cover the period of July 1, 2024, to midnight, June 30, 2025. The City, at its own option, reserves the right to extend the contract on a month-to-month basis thereafter, in accordance with the terms to be agreed upon between the parties.

A breach of any one of the conditions or terms of this specification or of the contract when so executed shall be sufficient cause for the Council of the City of Glendale to terminate such contract and readvertise for bids.
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CITY OF GLENDALE, CALIFORNIA

REPORT TO THE CITY COUNCIL

AGENDA ITEM
Report: Memorandum of Understanding (MOU) between the City of Glendale and the Glendale City Employees’ Association (GCEA).

1. Resolution Approving and Adopting the GCEA MOU Commencing July 1, 2024, through June 30, 2027.

2. Resolution providing for the establishment of classification titles and compensation for employees covered by the Glendale City Employees’ Association MOU.

3. Resolution providing for the establishment of one classification title and compensation for Electrical Line Mechanic Supervisor II covered by the Glendale Management Association MOU.

3. Resolution providing for the establishment of classification titles and cost of living adjustment for Executives.

COUNCIL ACTION
Item Type: Action Item
Approved for May 7, 2024 calendar

EXECUTIVE SUMMARY
The Glendale City Employees’ Association (GCEA) serves as the bargaining representative for a broad spectrum of non-management, rank-and-file city employees, excluding sworn police, sworn fire personnel, and utility field workers. It is the largest and most diverse bargaining unit, encompassing approximately 690 employees across various roles, including librarians, engineers, police and fire communications staff, parking enforcement officers, maintenance workers, and administrative staff. Reflecting the wide range of occupations it represents, the GCEA entered negotiations with a comprehensive and detailed set of proposals aimed at addressing both overarching organizational concerns and specific departmental issues. The previous MOU, effective since September 2021, provided modest cost-of-living increases averaging 1.5% annually over its three-year duration.

Since December 2023, the City has been engaged in negotiations with the GCEA, and after extensive discussions, staff is now ready to present resolutions for a new three- year MOU with the GCEA, effective from July 1, 2024, to June 30, 2027. The Council is 25 of 470

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reminded that MOU agreements stipulate the wages, hours, terms, and conditions of employment. Staff is confident that this agreement strikes a fair balance by maintaining competitive compensation and addressing the City’s budget constraints in a fiscally prudent manner.

RECOMMENDATION
That the attached Resolutions and Memorandum of Understanding between the City of Glendale and GCEA be approved as submitted. Additionally, that the attached Resolutions relating to the updated compensation for Electrical Line Mechanic Supervisor II and the FY 25/26 and FY 26/27 4% cost-of-living adjustment for Executives be approved as submitted.

ANALYSIS
Starting in December 2023, negotiations between the City and GCEA have been ongoing with the aim of reaching an agreement on a MOU.

The focus of this year’s negotiations has been to maintain a competitive structure while also addressing the fiscal realities of the organization. The GCEA negotiating team has raised concerns about the rising cost of living (COLA) in the region, which has made it difficult for their members to keep pace with earlier MOU agreements that offered relatively modest compensation adjustments. They have argued that this erosion of purchasing power has made life challenging for their members. Additionally, the GCEA has emphasized concerns about the cost of medical insurance and has sought to achieve parity with other bargaining units within the City in terms of out-of-pocket medical expenses. They have also requested an increase in the safety boot allowance, hazard pay for trash truck mechanics, enhancements to certain professional certifications, and the implementation of a public works technician pay program.

From the City’s perspective, maintaining a fair and competitive compensation and benefits structure is an equally high priority, as doing so assists in recruitment outreach and in the retention of quality personnel. The loss of talented and experienced staff to other jurisdictions has been an ongoing concern. The City’s negotiation team was also extremely cognizant of the arguments raised by the GCEA regarding the high cost-of- living, including concerns over inflation, and how it impacts our employees. Having said that, the City is grappling with increasing employment-related costs relating primarily to pension expenses that are projected to climb throughout the City’s multi-year financial forecast and uncertainty still exists in regard any new revenue streams that may impact the overall financial outlook.

Considering these challenges, staff is pleased to bring forth a three-year MOU agreement between the City and GCEA, which will run effective July 1, 2024, through June 30, 2027.

The proposed MOU is the culmination of over four months and over a dozen negotiation sessions between the City and GCEA negotiation teams. Staff believes that this tentative agreement, which provides fair cost-of-living adjustments (COLA) in each of the three years, relief on medical insurance costs and adjustments to targeted special pay categories, places the employees in a more competitive position within the labor market 26 of 470

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and addresses their concerns over the cost-of-living.

As outlined, the proposed three-year GCEA MOU includes the following COLAs:
•FY 24/25: 6.5% COLA, effective upon adoption of MOU.
•FY 25/26: 4% COLA, effective July 1, 2025.
•FY 26/27: 4% COLA, effective July 1, 2026.

Additionally, starting June 1, 2024, medical insurance premiums for all GCEA unit employees will be aligned with those of the GMA/General Manager bargaining unit which includes a 50-50 split on any new plan premiums. From the first day of the pay period that includes July 1, 2024, employees will also be eligible for up to six weeks of paid bonding leave within the twelve months following the birth, adoption, or foster care placement of a child.

The agreement also stipulates that, effective the same date, the GCEA salary schedule will be simplified from nine steps to six steps:
•Current Step 9 will become new Step 6.
•Current Step 8 will become new Step 5.
•Current Step 7 will become new Step 4.
•Current Step 6 will become new Step 3.
•Current Step 5 will become new Step 2.
•Current Step 4 will become new Step 1.

Employees on the current Steps 1 to 3 as of this date will be transitioned to the new Step 1, and the existing Steps 1 to 3 will be eliminated.

The MOU also includes adjustments in special pay categories affecting roles in Integrated Waste Truck Mechanical Maintenance, Commercial Refuse, Fleet Services, and Public Works Technician positions.

The MOU document, attached as Exhibit 1, is marked with red lines to highlight changes from the previous agreement. It was ratified by the GCEA on April 24, 2024, with a 90% approval rate, significantly exceeding the required two-thirds majority.

Staff recommends that the City Council adopt this proposed MOU. The accompanying Classification and Compensation Resolution included in this report, specifies the agreed- upon salary adjustments for GCEA represented employees including those in Employee Relations Confidential classifications. Unless otherwise noted, these terms will become effective on July 1, 2024.

The city is currently facing citywide compensation compaction issues. In each of the MOUs approved thus far, the concerns brought forward during the negotiation process have been addressed. While plans are in place to further address these issues 27 of 470

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comprehensively during the next negotiation cycle starting in July 2027, the staff proposes a 4% cost-of-living adjustment for Executives that matches those of the GMA bargaining unit for the second and third year of their MOU to maintain alignment with the GMA’s adjustments.

FISCAL IMPACT
The primary costs of the three-year agreement set forth in these Resolutions are related to the compensation adjustments, specifically COLA, and other extra/certification pay adjustments spread over three years. The breakdown below represents costs for each of the three years of the proposed City/GCEA MOU in addition to the two other resolutions.

Term Fiscal Year Cost
GCEA Class/Comp Resolution
May-June 2024 2023/24 $ 775,396
Year One 2024/25 $ 6,309,061
Effective June 1, 2024, increase City Contributions to
medical premiums to match GMA and continue with 50-50 cost sharing every plan year, thereafter.

Year Two 2025/26 $ 10,012,897
Year Three 2026/27 $ 13,645,413
Total $ 30,742,767
May-June 2024 of the City/GCEA MOU will cost $775,396 and the cost will be absorbed within the affected departments’ FY 2023/24 budget. No appropriation is requested at this time.

Executives/Resolution
Year Two – 4% COLA 2025/26 $ 181,265
Year Three – 4% COLA 2026/27 $ 371,688
Total $ 552,953
GMA Class/Comp Resolution
The updated compensation for Electrical Line Mechanic Supervisor II will cost $97,814.

ENVIRONMENTAL REVIEW (CEQA/NEPA)
This item is not subject to CEQA review.
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CAMPAIGN DISCLOSURE
This item is exempt from campaign disclosure requirements.

ADMINISTRATIVE ACTION
Submitted by:

Paula Adams, Chief Human Resources Officer
Prepared by:

Paula Adams, Chief Human Resources Officer
Approved by:

Roubik R. Golanian, P.E., City Manager

EXHIBITS/ATTACHMENTS
Classification and Compensation Resolution, which contains salary range amounts for classifications covered by the GCEA bargaining unit, GMA bargaining unit, and the Executive Classifications.

Text of proposed Memorandum of Understanding between the City of Glendale and Glendale City Employees’ Association. Three-year agreement commencing July 1, 2024, through June 30, 2027.

Exhibit A – Salary Schedule pending approval.
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RESOLUTION NO.______

A RESOLUTION OF THE CITY OF GLENDALE APPROVING

AND ADOPTING A THREE YEAR MEMORANDUM

OF UNDERSTANDING BETWEEN THE CITY OF GLENDALE AND
THE GLENDALE CITY EMPLOYEES’ ASSOCIATION (GCEA)
COMMENCING ON JULY 1, 2024 AND TERMINATING AFTER JUNE 30, 2027.

WHEREAS, the City of Glendale (hereinafter referred to as "City") and the Glendale City Employees’ Association (hereinafter referred to as "Association”) have met and conferred over wages, hours, terms and conditions of employment pursuant to Government Code 3500, as amended; and
WHEREAS, the City and the Association have agreed to the terms of a Memorandum of Understanding for a period of three years, commencing on July 1, 2024 and terminating after June 30, 2027.

NOW, THEREFORE, BE IT RESOLVED BY THE COUNCIL OF THE CITY OF GLENDALE:

Section 1. The City does hereby approve, ratify, and authorize the implementation of each economic and non-economic benefit and right set forth in the Memorandum of Understanding between the City and Association as substantively described in the Report to Council dated May 7, 2024, and Exhibit “A” attached hereto, which are incorporated herein by this reference, and said economic and non-economic benefits and rights shall be implemented to the extent the City may legally do so in accordance with the time constraints of said Memorandum of Understanding. The Chief Human Resources Officer is authorized to make minor clerical and other minor language clarifications to the MOU so long as such changes do not in any manner change the economic or non-economic benefits and rights of the parties. 30 of 470

Section 2. The City Council further authorizes the City Manager and Chief Human Resources Officer to negotiate and implement amendments to this Memorandum of Understanding affecting wages, hours, terms and conditions of employment subject to prior approval by the City Council.

Section 3. Any provision set forth in said Memorandum of Understanding which is inconsistent with any provision of the Municipal Code shall prevail and supersede the inconsistent provisions of the code.

Section 4. The compensation and fringe benefits provided to Association employees pursuant to this Memorandum of Understanding shall also be provided to “Confidential Employee Relations Classifications/Positions” in the same manner as set forth in the MOU for Association employees.

Adopted this 7th day of May 2024.
_____________________________
Mayor
_____________________________________
City Clerk

STATE OF CALIFORNIA )
)

COUNTY OF LOS ANGELES )
I, Suzie Abajian, Ph.D., City Clerk of the City of Glendale, certify that the foregoing Resolution was adopted by the Council of the City of Glendale, California, at a regular meeting held on the 7th day of May 2024, and that the same was adopted by the following vote:
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Ayes:

Noes:

Absent: ________________________________
City Clerk

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1 GCEA/CONFIDENTIAL/HOURLY
RESOLUTION NO. _________________

A RESOLUTION OF THE CITY OF GLENDALE PROVIDING FOR THE

ESTABLISHMENT OF CLASSIFICATION TITLES AND

COMPENSATION FOR EMPLOYEES OF THE CITY OF GLENDALE
COVERED BY THE GLENDALE CITY EMPLOYEES’ ASSOCIATION

MEMORANDUM OF UNDERSTANDING, INCLUDING CONFIDENTIAL

AND HOURLY CLASSIFICATIONS

WHEREAS, the City of Glendale (hereinafter referred to
as “City”) has established a system of classification for all positions within the City service with descriptive occupational titles used to identify and distinguish positions from one another based on job duties, essential functions, knowledge, skills, abilities and minimum requirements; and
WHEREAS, it is in the City’s best interest to
periodically add and delete classification titles to ensure that the City’s classification plan and organizational structure is contemporary and best meets the needs of its operating
departments; and
WHEREAS, the City has established a system of
compensation for the classification titles listed herein, based on collective bargaining agreements, resolutions and agreements as approved and adopted by the City Council.

NOW, THEREFORE, BE IT RESOLVED BY THE CITY COUNCIL OF
THE CITY OF GLENDALE:

Section 1. The classification titles hereinafter
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2 designated in this Resolution, except insofar as they are specifically provided for in The Charter of the City of Glendale, are hereby created.

Section 2. As to the persons in the various
classification titles herein mentioned subsequent to the effective date of this Resolution, the increases or decreases in rates of compensation set forth herein shall be effective on the date of the adoption of this Resolution.

Section 3. The following schedule of compensation
rates, attached hereto and incorporated herein as Exhibit "A" and labeled "Salary Range Amounts”, shows standard salary range numbers, the salary steps designated by number, and unless otherwise specified, the full-time monthly rates and special rates (in dollars) for all classification titles.

Section 4. The salary range numbers assigned to each
classification are set forth alphabetically in Sections 4.1 through 4.3, inclusive, of this Resolution.

SECTION 4.1. General Service
Salary
Range Classification Title
3000 ACCOUNTANT I
3001 ACCOUNTANT II
3002 ACCOUNTING SERVICES SPECIALIST
3003 ACCOUNTING TECHNICIAN
3004 ACCOUNTS PAYABLE TECH I
3005 ACCOUNTS PAYABLE TECH II
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3 3006 ACCOUNTS PAYABLE TECH III
3008 ADMINISTRATIVE ASSISTANT
3010 ADMINISTRATIVE ASSOCIATE
3289 ADMINISTRATIVE SPCLIST I CDD
3290 ADMINISTRATIVE SPCLIST II CDD
3011 ARBORIST CREW SUPERVISOR
3012 ARBORIST TECHNICIAN
3013 ASSOC CODE COMPLIANCE INSP
3014 ASSOC PERMIT SERVICES TECH
3015 ASST CODE COMPLIANCE INSPECTOR
3016 ASST CONSTRUCTION INSPECTOR
3017 ASST ENGINEERING TECHNICIAN
3018 ASST ENVIRONMENTAL TECHNICIAN
3019 ASST IT APPLICATIONS SPEC
3020 ASST PARKING MANAGER
3021 ASST PERMIT SVCS TECHNICIAN
3022 ASST PROGRAMMER ANALYST
3023 ASST PROJECT MANAGER
3025 BENEFITS ASSISTANT
3026 BENEFITS TECHNICIAN
3027 BILLING & COLL SPECIALIST
3028 BILLING & COLL TECHNICIAN
3029 BROADCAST PRODUCTION ASSISTANT
3030 BROADCAST PRODUCTION ASSOCIATE
3031 BUDGET ASSISTANT
3033 BUILDING CODE SPECIALIST I
3034 BUILDING CODE SPECIALIST II
3035 BUILDING CODE SPECIALIST III
3036 BUILDING INSPECTOR
3037 BUILDING REPAIR CREW SUPVR
3038 BUILDING REPAIRER
3039 BUSINESS ACCOUNT REP
3040 BUSINESS TRANSFRM ASSOCIATE
3041 BUYER I
3042 BUYER II
3043 CARPENTER
3044 CASE WORKER I
3045 CEMENT WORKER FINISHER
3046 CIVIL ENGINEER I
3047 CIVIL ENGINEERING ASSISTANT
3048 CIVIL ENGINEERING ASSOCIATE
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4 3049 CODE COMPLIANCE INSPECTOR
3050 COLLECTIONS SPECIALIST
3306 COMMUNITY BEAUTIFICATION COORD.
3051 COMMUNITY OUTREACH ASSISTANT
3052 COMMUNITY OUTREACH ASSOCIATE
3053 COMMUNITY SERVICE OFFICER
3054 COMMUNITY SERVICES COORDINATOR
3055 COMMUNITY SERVICES SPECIALIST
3056 CONSTRUCTION INSPECTOR
3313 CRIMINALIST TECHNICIAN
3314 CRIMINALIST I
3315 CRIMINALIST II
3057 CUSTODIAL WORKER
3058 CUSTOMER SVC ASSISTANT
3059 CUSTOMER SVC FIELD TECHNICIAN
3060 CUSTOMER SVC LIBRARY REP
3061 CUSTOMER SVC REP
3062 CUSTOMER SVC UTILITY REP
3064 DEPARTMENTAL BUDGET SPECIALIST
3065 DNA SPECIALIST
3066 DUPLICATING MACHINE OPERATOR
3067 DUPLICATING SHOP OPERATOR
3309 ECONOMIC DEVELOPMENT ADMIN ASSOC
3068 ECONOMIC DEVELOPMENT ADMN ASST
3069 ELECTRICAL ENGINEER I
3070 ELECTRICAL ENGINEERING ASSOC
3071 ELECTRICAL ENGINEERING ASST
3072 ELECTRICAL INSPECTOR
3075 ELECTRICAL SERVICE PLANNER
3076 ELECTRICIAN
3078 ENGINEERING AIDE
3079 ENGINEERING PROJECT SPECIALIST
3080 ENGINEERING TECHNICIAN
3081 ENVIRONMENTAL INSPECTOR
3321 ENVIRONMENTAL WASTE COORDINATOR
3319 ENVIRONMENTAL WASTE TECHNICIAN
3082 ENVIRONMENTAL TECHNICIAN
3083 EQUIPMENT MECHANIC HELPER
3084 EQUIPMENT MECHANIC I
3085 EQUIPMENT MECHANIC II
3086 EQUIPMENT OPERATOR I
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5 3087 EQUIPMENT OPERATOR II
3088 EQUIPMENT PAINTER/BODY REPAIR
3089 EQUIPMENT SERVICE WORKER
3090 EQUIPMENT WELDER
3318 EXHIBITION COORDINATOR
3091 EXECUTIVE SECRETARY
3093 EXECUTIVE SECRETARY (STENO)
3310 FINANCIAL APPLICATIONS SPECIALIST
3094 FIRE COMM OPERATOR 40 HR
3095 FIRE COMM OPERATOR 42 HR
3096 FIRE COMM SHIFT SUPERVISOR
3098 FIRE PREVENTION INSPECTOR
3099 FIRE PROTECTION ENGINEER I
3100 FIRE PROTECTION ENGRG ASSOC
3101 FIRE PROTECTION ENGRG ASST
3102 FIRE PROTECTION SPECIALIST I
3097 FIRE/ENVIRONMENTAL SAFETY SPEC
3103 FORENSIC SPECIALIST
3104 GARDENER
3105 GRAPHICS ILLUSTRATOR
3106 GROUNDSKEEPER I
3107 GROUNDSKEEPER II
3108 HAZARDOUS MATERIALS SPECIALIST
3109 HELICOPTER MECHANIC
3110 HOUSING ADVISOR
3111 HOUSING ASSISTANT
3112 HOUSING ASSOCIATE
3113 HOUSING PROGRAM ASSISTANT
3114 HOUSING PROGRAM SPECIALIST
3115 HOUSING TECHNICIAN
3118 HUMAN RESOURCES CERT SPEC
3119 HUMAN RESOURCES TECHNICIAN
3120 HVAC CONTROL TECHNICIAN
3121 HVAC INSPECTOR
3122 HVAC MECHANIC
3123 INFO SERVICES ASSOCIATE
3124 INSPECTOR I
3125 INSPECTOR II
3126 INSURANCE SERVICES TECHNICIAN
3127 INTEGRATED WASTE TRUCK OPER
3128 INTEGRATED WASTE WORKER
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6 3129 INTERNAL AUDIT ASSOCIATE
3291 IRRIGATION TECHNICIAN
3130 IT APPLICATIONS SPECIALIST
3131 LABORER
3132 LEGAL EXECUTIVE SECRETARY
3133 LEGAL SECRETARY
3134 LEGAL SYSTEMS ASSOCIATE
3135 LIBRARIAN
3136 LIBRARIAN SPECIALIST
3137 LIBRARY ASSISTANT
3138 LIBRARY TECHNICIAN
3139 LICENSE INVESTIGATOR
3140 LITERACY SERVICES COORDINATOR
3141 MACHINIST
3142 MAIL SERVICES SPECIALIST
3143 MAINTENANCE WORKER
3144 MECHANICAL ENGINEER I
3145 MECHANICAL ENGINEERING ASSOC
3146 MECHANICAL ENGINEERING ASST
3147 METER READER
3148 MOTION GRAPHICS DESIGNER
3149 MOTOR SWEEPER OPERATOR
3150 NEIGHBORHOOD SVCS FIELD REP
3151 NEIGHBORHOOD SVCS FIELD TECH
3152 NEIGHBORHOOD SVCS INSPECTOR
3153 NETWORK SPECIALIST
3154 NETWORK SPECIALIST ASSISTANT
3155 OFFICE OPERATIONS SUPERVISOR
3156 OFFICE SERVICES SECRETARY
3157 OFFICE SERVICES SECRETARY STNO
3158 OFFICE SERVICES SPECIALIST I
3159 OFFICE SERVICES SPECIALIST II
3160 OFFICE SPECIALIST I
3161 OFFICE SPECIALIST II
3162 PAINTER
3163 PARK MAINTENANCE SUPERVISOR
3292 PARK OPERATIONS SUPERVISOR
3164 PARKING ASSISTANT
3165 PARKING METER COLLECTOR/REPAIR
3293 PARKING SERVICES SUPERVISOR
3166 PAYROLL SPECIALIST I
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7 3169 PC SPECIALIST
3170 PC SPECIALIST ASSISTANT
3171 PERMIT SERVICES TECHNICIAN
3172 PERMIT SPECIALIST/FILMING
3173 PESTICIDE APPLICATOR
3174 PLAN CHECK SUPERVISOR
3175 PLAN CHECKER
3176 PLANNING ASSISTANT
3177 PLANNING ASSOCIATE
3178 PLUMBER
3179 PLUMBING INSPECTOR
3180 POLICE BUDGET & PROPERTY SUPVR
3181 POLICE COMM OPERATOR
3312 POLICE CHIEF’S ADJUTANT ASSISTANT
3305 POLICE COMM OPERATOR TRAINEE
3182 POLICE COMM SHIFT SUPERVISOR
3183 POLICE CUSTODY OFFICER
3184 POLICE CUSTODY SHIFT SUPVR
3185 POLICE PRKG ENFORCEMENT SUPVR
3304 POLICE PROPERTY SUPERVISOR
3186 POLICE RECORDS SHIFT SUPVR
3187 POLICE RECORDS SPECIALIST
3188 POLICE SERVICES ASSISTANT
3295 POLICE SERVICES OFFICER
3294 POLICE SERVICES SUP PRKG ENFRC
3296 POLICE SUPPORT SERVICES SPCLST
3190 POWER SCHEDULER
3191 POWER SYSTEMS ASSOCIATE
3192 PRINCIPAL ACCOUNTING TECHNICAN
3193 PRINCIPAL ENGINEERING TECH
3303 PRODUCTION ARTIST
3194 PROGRAM COORDINATOR
3195 PROGRAM SPECIALIST
3196 PROGRAMMER ANALYST
3197 PUBLIC EDUCATION COORDINATOR
3198 PUBLIC SAFETY BUSINESS ASST I
3199 PUBLIC SAFETY BUSINESS ASST II
3311 PUBLIC SAFETY BUSINESS ASST III
3287 PUBLIC WORKS ASSISTANT
3288 PUBLIC WORKS ASSOCIATE
3316 PUBLIC WORKS CUSTOMER SERVICE REP
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8 3200 REAL PROPERTY AGENT
3201 REC & CMNTY SRVCS COORDINATOR
3202 RESOURCE EFFICIENCY ADVISOR
3204 REVENUE PROTECTION COORDINATOR
3205 SAFETY TECHNICIAN
3206 SECRETARY TO CITY CLERK
3207 SIGN PAINTER
3208 SR ACCOUNTING SVCS SPECIALIST
3209 SR ACCOUNTING TECHNICIAN
3297 SR ADMINISTRATIVE SPCLST CDD
3308 SR BENEFITS SPECIALIST
3211 SR BILLING & COLL SPECIALIST
3212 SR BUILDING INSPECTOR
3213 SR BUILDING REPAIRER
3323 SR CEMENT WORKER/FINISHER
3214 SR CONSTRUCTION INSPECTOR
3215 SR CUSTODIAL WORKER
3216 SR CUSTOMER SVC FIELD TECH
3217 SR CUSTOMER SVC LIBRARY REP
3218 SR CUSTOMER SVC REPRESENTATIVE
3219 SR CUSTOMER SVC UTILITY REP
3252 SR DATA ENTRY OPERATOR
3220 SR DNA SPECIALIST
3221 SR ELECTRICAL SERVICE PLANNER
3222 SR ENGINEERING TECHNICIAN
3223 SR ENVIRONMENTAL TECHNICIAN
3320 SR ENVIRONMENTAL WASTE TECHNICIAN
3224 SR EQUIPMENT MECHANIC
3324 SR EQUIPMENT OPERATOR
3225 SR FIRE COMM OPERATOR
3226 SR FIRE ENVIRONMENTAL SPEC
3227 SR FIRE PREVENTION INSPECTOR
3228 SR FORENSIC SPECIALIST
3253 SR GARDENER
3229 SR GROUNDSKEEPER
3230 SR HOUSING PROGRAM SPECIALIST
3231 SR HUMAN RESOURCES CERT SPEC
3232 SR HUMAN RESOURCES TECHNICIAN
3233 SR INFORMATION SVC ASSOCIATE
3298 SR IRRIGATION TECHNICIAN
3307 SR INTEGRATED WASTE TRUCK OPERATOR
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9 3234 SR IT APPLICATIONS SPECIALIST
3235 SR NEIGHBORHOOD SERVICES INSP
3236 SR NETWORK SPECIALIST
3237 SR OFFICE SERVICES SPECIALIST
3238 SR OFFICE SPECIALIST
3239 SR PC SPECIALIST
3240 SR PERMIT SERVICES TECHNICIAN
3241 SR PRKG METER COLLECTOR/REPAIR
3317 SR PUBLIC WORKS CUSTOMER SERV REP
3242 SR STOREKEEPER
3243 SR SURVEY TECHNICIAN
3244 SR TELECOMMUNICATIONS TECH
3245 SR TRAFFIC PAINTER
3246 SR TREE TRIMMER
3247 SR UTILITY LOCATOR
3248 SR WASTEWATER MAINT WORKER
3249 SR WASTEWATER TECHNICIAN
3250 SR WIRELESS SYSTEM TECHNICIAN
3251 SR WORKERS COMP TECHNICIAN
3254 STOREKEEPER
3255 STORES CLERK
3256 STREET CREW SUPERVISOR
3257 STREET MAINTENANCE WORKER
3258 SURVEY PARTY CHIEF
3259 SURVEY PARTY CHIEF (LICENSED)
3260 SURVEY TECHNICIAN
3261 SYSTEMS SPECIALIST
3262 TECHNICAL STAFF ASSISTANT
3263 TECHNICAL STAFF ASSOCIATE
3264 TELECOMMUNICATIONS TECHNICIAN
3322 TRAFFIC CREW SUPERVISOR
3265 TRAFFIC ENGINEER I
3266 TRAFFIC ENGINEERING ASSISTANT
3267 TRAFFIC ENGINEERING ASSOCIATE
3268 TRAFFIC PAINTER
3269 TRANSIT ASSISTANT
3270 TRANSIT ASSOCIATE
3271 TRANSIT FIELD INSPECTOR
3272 TREAS & INVESTMT SVCS OPS SPEC
3273 TREAS & INVESTMT SVCS OPS TECH
3274 TREASURY SERVICES TECH I
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10 3275 TREASURY SERVICES TECH II
3276 TREE TRIMMER
3277 UTILITY CONSTRUCTION INSPECTOR
3278 UTILITY LOCATOR
3279 WASTEWATER MAINT CREW SUPVR
3280 WASTEWATER MAINT TRAINEE
3281 WASTEWATER MAINT WORKER
3282 WIRELESS SYSTEMS TECHNICIAN
3283 WIRELESS SYSTEMS TECHNOLOGIST
3284 WORKERS COMP ADJUSTOR I
3285 WORKERS COMP TECHNICIAN
3286 YARD ATTENDANT
3299 YOUTH SERVICES COORDINATOR
3300 YOUTH SERVICES FIELD COORD
3301 YOUTH SERVICES FINANCIAL COORD
3302 YOUTH SERVICES SPECIALIST
SECTION 4.2. Employee Relations/Confidential
Salary
Range Classification Title
3009 ADMINISTRATIVE ASSISTANT/HR
3007 ADMINISTRATIVE ASSOC/HR
3024 ASST TO CITY COUNCIL
3032 BUDGET ASSOCIATE
3116 HUMAN RESOURCES ASSISTANT
3117 HUMAN RESOURCES ASSOCIATE
3167 PAYROLL SPECIALIST II
3168 PAYROLL SPECIALIST III
3203 REVENUE ASSOCIATE
3210 SR ASSISTANT TO CITY COUNCIL
SECTION 4.3 Hourly
Salary
Range Classification Title
8000 * ADMINISTRATIVE INTERN
8001 AMBULANCE OPERATOR
8002 * ASST POOL MANAGER
42 of 470

11 8003 CITY RESOURCE SPECIALIST
8004 CIVIC AUD EVENT ATTENDANT
8005 CIVIC AUD EVENT FACILITATOR
8006 FACILITY ATTENDANT I
8007 FACILITY ATTENDANT II
8008 FIRE CADET
8009 HOURLY CITY WORKER
8039 HOURLY CITY WORKER 2
8012 LIBRARY MONITOR
8013 LIBRARY PAGE
8014 * LIFEGUARD I
8015 * LIFEGUARD II
8016 * LIFEGUARD III
8017 MEAL COORDINATOR
8018 POLICE CADET
8019 * POOL MANAGER
8021 * RECREATION LEADER I
8022 * RECREATION LEADER II
8023 * RECREATION LEADER III
8024 RECREATION PROGRAM SPECIALIST
8026 RESERVE POLICE OFFICER
8027 SEASONAL LABORER
8028 SKATE PARK ATTENDANT I
8029 SKATE PARK ATTENDANT II
8031 YOUTH EMPLOYMENT APPRENTICE
8033 YOUTH EMPLOYMENT TEAM SUPVR
* Exempt from Fair Labor Standards Act
Section 5 (a). The base salaries stated herein
include the employees’ portion of the contributions made to the PERS retirement system and a portion of the employer’s
contributions made to the PERS retirement system. The City does not reimburse employees for their PERS contributions, therefore their effective salaries are reduced by this amount from the amounts stated in this Resolution.
43 of 470

12 Section 6. The provisions of this Resolution so far as they are substantially the same as the provisions of previous classification/compensation resolutions and/or ordinances, and any amendment thereto, must be construed as continuations thereof and not as original enactments.

Section 7. It is hereby declared to be the intention of the Council that the sections, paragraphs, lines, sentences, clauses and phrases of this Resolution are severable, and if any phrase, clause, sentence, line, paragraph or section of this Resolution shall be declared unconstitutional by the valid judgment or decree of a court of competent jurisdiction, such unconstitutionality shall not affect any of the remaining phrases, clauses, sentences, lines, paragraphs and sections of this Resolution.

Section 8. Effective Date. This Resolution shall
take effect and be in full force as of the pay period beginning May 5, 2024.
(a) Effective May 5, 2024, all classifications listed
in Sections 4.1 and 4.2, inclusive, as well as the hourly equivalent of said salaried classifications, shall receive an additional six and one-half percent (6.50%) wage increase to the wages previously in effect.
(b) Effective May 5, 2024, all classifications listed
in Section 4.3 shall be eligible to receive an additional six and 44 of 470

13 one-half percent (6.50%) wage increase to the wages previously in effect.
(c) Effective the first day of the pay period that
includes July 1, 2024, Steps 7 through 9 of the salary schedule will be eliminated, resulting in a six (6) step salary schedule.

At the time of this modification, the current step numbers will be modified as follows:

Current Step 9 will become new Step 6
Current Step 8 will become new Step 5
Current Step 7 will become new Step 4
Current Step 6 will become new Step 3
Current Step 5 will become new Step 2
Current Step 4 will become new Step 1
(d) Effective the first day of the pay period that
includes July 1, 2025, all classifications listed in Sections 4.1 and 4.2, as well as the hourly equivalent of said salaried classifications, shall receive a four percent (4.00%) wage increase to the wages previously in effect.
(e) Effective July 1, 2025, all classifications listed
in Section 4.3 shall be eligible to receive an additional four percent (4.00%) wage increase to the wages previously in effect. 45 of 470

14 (f) Effective the first day of the pay period that
includes July 1, 2026, all classifications listed in Sections 4.1 and 4.2, as well as the hourly equivalent of said salaried classifications, shall receive a four percent (4.00%) wage increase to the wages previously in effect.
(g) Effective July 1, 2026, all classifications listed
in Section 4.3 shall be eligible to receive an additional four percent (4.00%) wage increase to the wages previously in effect. (h) The City is authorized to adjust the salary ranges
of classifications and related occupational series contained within Sections 4.1 through 4.3, inclusive, as well as the hourly equivalent of said salaried classifications, which are affected by legislative action by any governmental entity that increases the minimum wage of jurisdictions within the City of Glendale.

Adopted this 7th day of May 2024.
__________________________________
Mayor
ATTEST:
_______________________________
City Clerk

46 of 470

15 STATE OF CALIFORNIA )
) ss:

COUNTY OF LOS ANGELES )
I, Suzie Abajian, Ph.D., City Clerk of the City of
Glendale, certify that the foregoing Resolution was adopted by the Council of the City of Glendale, California, at a regular meeting held on the 7th day of May 2024, and that the same was passed by the following vote:

Ayes:

Noes:

Absent:

Abstain:
____________________________
City Clerk
47 of 470

1 GMA/GMA EXEMPT
RESOLUTION NO. _________________

A RESOLUTION OF THE CITY OF GLENDALE PROVIDING FOR THE

ESTABLISHMENT OF CLASSIFICATION TITLES AND

COMPENSATION FOR EMPLOYEES OF THE CITY OF GLENDALE

COVERED BY THE GLENDALE MANAGEMENT ASSOCIATION

MEMORANDUM OF UNDERSTANDING, INCLUDING EMPLOYEE

RELATIONS EXEMPT CLASSIFICATIONS

NOW, THEREFORE, BE IT RESOLVED BY THE CITY COUNCIL OF
THE CITY OF GLENDALE:

Section 1. The classification titles hereinafter
48 of 470

2 designated in this Resolution, except insofar as they are specifically provided for in The Charter of the City of Glendale, are hereby created.

Section 4. The salary range numbers assigned to each
classification are set forth alphabetically in Sections 4.1 through 4.3, inclusive, of this Resolution.

SECTION 4.1 Mid-Management - Supervisor
Salary
Range Job Description
2500 * ACCOUNTANT III
2501 * ACCOUNTING SUPERVISOR
2502 * ACCOUNTS PAYABLE SUPERVISOR
2672 * AMBULANCE OPERATOR COORD
2508 * BILLING & COLL ADMIN SUPVR
49 of 470

3 2509 * BROADCAST COORDINATOR
2510 * BROADCAST MANAGER
2512 * BUILDING INSPECTION SUPERVISOR
2513 * BUSINESS TRANSFRM MANAGER
2514 * BUYER SUPERVISOR
2516 * CIVIL ENGINEER II
2715 * CLAIMS & SUPPORT SERVICES COORDINATOR
2517 * COMMUNITY DEVELOPMENT SUPVR
2518 * COMMUNITY FOREST SUPERVISOR
2519 * COMMUNITY SERVICES MANAGER
2520 * COMMUNITY SERVICES SUPERVISOR
2521 * CONSTRUCTION SUPERVISOR
2698 * CRIMINALIST III
2699 * CRIMINALIST IV
2700 * CRIMINALIST V
2523 * CUSTODIAL SUPERVISOR
2524 * CUSTOMER SVC COLLECTION SUPVR
2525 * CUSTOMER SVC FIELD SUPERVISOR
2527 * CUSTOMER SVC OPS SUPERVISOR
2528 * CUSTOMER SVC OPS SUPVR STENO
2529 * CUSTOMER SVC UTILITY SUPVR
2695 * DEPARTMENTAL APPLICATIONS MANAGER
2532 * DEPUTY CITY CLERK
2533 * DEPUTY CITY TREASURER
2534 * DNA LABORATORY SUPERVISOR
2536 * ELECTRICAL ENGINEER II
2537 * ELECTRICAL LINE MECH SUPVR II
2538 * ELECTRICAL MECHANIC SUPVR II
2539 * ELECTRICAL SYS DISPATCH SUPVR
2540 * ELECTRICAL TEST SUPERVISOR
2701 * EMERGENCY MEDICAL SERVICES NURSE SPECIALIST
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4 2543 * ENVIRONMENTAL AFFAIRS MANAGER
2544 * ENVIRONMENTAL MANAGEMENT COORD
2545 * ENVIRONMENTAL PROGRAM SPEC
2546 * EQUIPMENT MAINTENANCE SUPVR
2710 * EXECUTIVE ASSISTANT
2547 * EXECUTIVE ASST TO CITY COUNCIL
2548 * FACILITIES MAINT SUPERVISOR
2550 * FIRE COMM SUPERVISOR
2551 * FIRE PREVENTION COORDINATOR
2553 * FIRE PROTECTION ENGINEER II
2554 * FIRE PROTECTION SPECIALIST II
2555 * FORENSIC SUPERVISOR
2694 * GIS MANAGER
2558 * HAZARDOUS MATERIALS SUPERVISOR
2702 * HOMELESS PROGRAMS MANAGER
2560 * HOMELESS PROGRAMS SUPERVISOR
2689 * HOUSING APPLICATIONS MANAGER
2570 * INTEGRATED WASTE SUPERVISOR
2706 * INVESTIGATIVE ANALYST
2680 * IT APPLICATIONS MANAGER
2573 * IT INFRASTRUCTURE MANAGER
2696 * IT PROJECTS MANAGER
2574 * LEGAL SERVICES SUPERVISOR
2575 * LIBRARY ARTS & CULTURE SUPVR
2576 * LIBRARY CIRCULATION SUPERVISOR
2577 * LINE CLEARANCE FOREST SUPVR II
2579 * NEIGHBORHOOD SVCS SUPERVISOR
2697 * NETWORK MANAGER
2580 * NETWORK SPECIALIST SUPERVISOR
2581 * OFFICE SERVICES SUPERVISOR
2582 * OFFICE SERVICES SUPVR STENO
51 of 470

5 2583 * PARK SERVICES MANAGER
2584 * PARKING MANAGER
2585 * PAYROLL SUPERVISOR
2586 * PC SPECIALIST SUPERVISOR
2588 * POWER LINE SUPERVISOR II
2589 * POWER PLANT INST & CNTRL SUPVR
2590 * POWER PLANT MAINTENANCE SUPVR
2591 * POWER PLANT MECHANIC SUPVR
2592 * POWER PLANT OPERATIONS SUPVR
2593 * POWER PLANT SHIFT SUPERVISOR
2677 * PRINCIPAL FIRE/ENV SFTY SPEC
2683 * PRINCIPAL POWER SYSTEM OPER
2595 * PROGRAM SUPERVISOR
2598 * PUBLIC BENEFITS CHRG MKTNG MGR
2600 * RECYCLING COORDINATOR
2603 * SECRETARY TO CITY MANAGER
2604 * SECRETARY TO CITY MANAGER STNO
2612 * SR CODE COMPLIANCE INSPECTOR
2613 * SR COMMUNITY SERVICES SUPVR
2614 * SR CRIME ANALYST
2615 * SR ENVIRONMENTAL PROGRAM SPEC
2616 * SR FACILITIES MAINT SUPERVISOR
2618 * SR GRAPHICS ILLUSTRATOR
2623 * SR INTEGRATED WASTE SUPERVISOR
2626 * SR LIBRARY ARTS & CLTR SUPVR
2627 * SR NEIGHBORHOOD SERVICES SUPVR
2628 * SR PARK SERVICES MANAGER
2629 * SR PC SPECIALIST SUPERVISOR
2630 * SR POWER PLANT SHIFT SUPVR
2635 * SR STREET MAINTENANCE SUPVR
2636 * SR UTILITY ACCOUNTANT
52 of 470

6 2606 * SHOP SUPERINTENDENT
2639 * STATION ELECTR/OPER SUPVR II
2640 * STATION ELECTRICIAN SUPVR II
2641 * STORES SUPERVISOR
2642 * STREET MAINTENANCE SUPERVISOR
2643 * SUPERVISING ELECTR ENGRG ASSOC
2644 * SURVEY SUPERVISOR
2645 * SURVEY SUPERVISOR (LICENSED)
2649 * TELECOMMUNICATIONS SUPERVISOR
2650 * TRAFFIC & PARKING SUPERVISOR
2654 * UNDRGR DISTR CONST SUPVR II
2656 * URBAN FORESTER
2657 * UTILITY BUSINESS SYS SUPPT MGR
2705 * UTILITY OPERATIONS SUPERVISOR
2660 * WASTEWATER MAINT SUPVR
2661 * WATER ENGINEERING SUPERVISOR
2662 * WATER FACILITIES SUPERVISOR
2663 * WATER QUALITY MANAGER
2664 * WATER QUALITY SUPERVISOR
2665 * WATER SYSTEM OPERATIONS SUPVR
2666 * WATER SYSTEM SUPERVISOR II
2668 * WIRELESS SYSTEMS MANAGER
2669 * WIRELESS SYSTEMS SUPERVISOR
2703 * WORKFORCE DEVELOPMENT SUPERVISOR
2681 * YOUTH SERVICES SUPERVISOR
SECTION 4.2. Mid-Management-Technical-Professional
Salary
Range Job Description
2503 * ADMINISTRATIVE ANALYST
53 of 470

7 2504 * ADMINISTRATIVE OFFICER CDD
2505 * ASST PUBLIC INFO OFFICER
2506 * ASST TRANSIT MANAGER
2507 * BENEFITS COORDINATOR
2511 * BUDGET ANALYST
2515 * CASE WORKER II
2712 * CLAIMS ANALYST
2522 * CRIME ANALYST
2714 * DATA ANALYST
2530 * DEPARTMENTAL HR OFFICER
2531 * DEPUTY CITY ATTORNEY
2675 * DEVELOPMENT OFFICER
2685 * EMPLOYEE HEALTH COORD
2535 * ECONOMIC DEVELOPMENT COORD
2542 * ENERGY MARKETER TRADER
2549 * FACILITIES SVCS COORDINATOR
2713 * FLEET COMPLIANCE MANAGER
2686 * FINANCIAL APPLICATIONS ANALYST
2552 * FIRE PREVENTION SUPERVISOR
2556 * GIS ANALYST
2557 * GIS PROJECT MANAGER
2559 * HOMELESS PROGRAMS COORDINATOR
2561 * HOUSING ANALYST
2562 * HOUSING COORDINATOR
2069 * HOUSING PROJECT MANAGER
2564 * HOUSING SYSTEMS ANALYST
2565 * HUMAN RESOURCES ANALYST
2566 * HUMAN RESOURCES ANALYST II
2567 * HUMAN RESOURCES COMPLIANCE OFC
2568 * INFO SERVICES PROJECT MANAGER
2679 * INNOVATION PROJECT MANAGER
54 of 470

8 2569 * INTEGRATED WASTE PLANNER
2571 * INTERNAL AUDITOR
2572 * IT APPLICATIONS ANALYST
2676 * LEGAL FELLOW
2578 * MECHANICAL ENGINEER II
2707 * NETWORK ENGINEER II
2682 * PARALEGAL
2709 * PARK PLANNER
2587 * PLANNER
2594 * POWER SYSTEMS ANALYST
2711 * PRINCIPAL ELECTRICAL SERVICE PLANNER
2596 * PROJECT MANAGER
2597 * PUBLIC BENEFITS CHRG COORD
2599 * PUBLIC SAFETY BUSINESS SPEC
2673 * PUBLIC WORKS MGMT ANALYST
2688 * PURCHASING COORDINATOR
2684 * RECORDS ADMINISTRATION ANALYST
2601 * REVENUE ANALYST
2678 * RISK & INS SERVICES ANALYST
2602 * SAFETY SERVICES SPECIALIST
2605 * SECURITY SYSTEMS MANAGER
2607 * SR ADMINISTRATIVE ANALYST
2608 * SR ADMINISTRATIVE OFFICER
2610 * SR BUILDING CODE SPECIALIST
2611 * SR BUYER
2687 * SR FINANCIAL APPLICATIONS ANALYST
2617 * SR GIS PROJECT MANAGER
2619 * SR HOUSING ADVISOR
2620 * SR HOUSING ANALYST
2621 * SR HOUSING COORDINATOR
2622 * SR INSPECTOR
55 of 470

9 2624 * SR INTERNAL AUDITOR
2625 * SR INVESTIGATOR
2708 * SR IT APPLICATIONS ANALYST
2631 * SR PROJECT MANAGER
2690 * SR PUBLIC SAFETY BUSINESS SPECIALIST
2674 * SR PUBLIC WORKS MGMT ANALYST
2632 * SR REVENUE ANAYLST
2633 * SR SAFETY SERVICES SPECIALIST
2634 * SR SECURITY SYSTEMS MANAGER
2637 * SR UTILITY FINANCIAL ANALYST
2638 * SR WORKERS COMP ANALYST
2646 * SYSTEMS ANALYST
2691 * SYSTEMS ENGINEER I
2692 * SYSTEMS ENGINEER II
2693 * SYSTEMS ENGINEER III
2647 * SYSTEMS PROGRAMMER
2648 * TECHNICAL STAFF ANALYST
2651 * TRAFFIC ENGINEER II
2652 * TRANSIT ANALYST
2653 * TRANSP & PARKING SVCS SUPVR
2655 * URBAN DESIGNER
2658 * UTILITY FINANCIAL ANALYST
2659 * UTILITY SAFETY OFFICER
2670 * WORKERS COMP ADJUSTOR II
2671 * WORKERS COMP ANALYST
56 of 470

10 SECTION 4.3 Management
Salary
Range Job Description
2000 * ACCOUNTING MANAGER
2001 * ASST CHIEF INFORMATION OFFICER
2002 * ASST CITY ATTORNEY
2003 * ASST CITY CLERK
2004 * ASST CITY ENGINEER
2005 * ASST CITY TREASURER
2157 * ASST DIR OF CMTY DEVELOPMENT
2006 * ASST DIR OF CMTY SVCS & PARKS
2007 * ASST DIR OF FINANCE
2009 * ASST DIR OF HUMAN RESOURCES
2151 * ASST DIR OF LIB ARTS & CLTR
2011 * ASST DIR OF PUBLIC WORKS
2167 * ASST DIR OF PUBLIC WORKS/CITY ENGINEER
6000 * ASST FIRE CHIEF
6003 * ASST FIRE CHIEF 40 HR
2012 * ASST FIRE MARSHAL
2013 * ASST GENERAL MANAGER
2014 * ASST GM UTILITY/FINANCE/RISK
2015 * ASST INTEGRATED WASTE ADMIN
7000 * ASST POLICE CHIEF
2016 * ASST PW MAINT SVCS ADMIN
2017 * ASST TO CITY MANAGER
2018 * ASST TRAFFIC & TRANSP ADMIN
2019 * BENEFITS MANAGER
2020 * BUDGET MANAGER
2021 * BUILDING OFFICIAL
2023 * BUSINESS TRANSFRM & MKTG ADMIN
2024 * CHIEF ASST CITY ATTORNEY
57 of 470

11 2025 * CHIEF ASST GNRL MGR ELECTRIC
2152 * CHIEF ASST GNRL MGR ELEC & PWR
2153 * CHIEF ASST GNRL MGR WATER
2165 * CHIEF INFORMATION TECHNOLOGY ARCHITECT
2026 * CITY ENGINEER
2027 * CLAIMS & LITIG SUPPORT SUPVR
2178 * CLEAN ENERGY OFFICER
2174 * COMMUNICATIONS MANAGER
2173 * COMMUNICATIONS OFFICER
2028 * COMMUNICATIONS SYSTEM ADMIN
2029 * COMMUNITY RELATIONS COORD
2030 * COMMUNITY SERVICES ADMIN
2031 * CONSTRUCTION SERVICES MANAGER
2032 * CUSTOMER SVCS ADMINISTRATOR
2526 * CUSTOMER SVC OPS MANAGER
2172 * CYBERSECURITY MANAGER
2033 * DEPUTY BUILDING OFFICIAL
2034 * DEPUTY CHIEF INFO OFFICER
2035 * DEPUTY DIR OF CMTY DEVELOPMENT
2154 * DEPUTY DIR OF CMTY SVCS & PRKS
2036 * DEPUTY DIR OF FINANCE
2170 * DEPUTY DIR OF FIRE ADMINISTRATION
2037 * DEPUTY DIR OF HOUSING
2038 * DEPUTY DIR OF HUMAN RESOURCES
2039 * DEPUTY DIR OF LIB ARTS & CLTR
2045 * DEPUTY DIR OF PLNG&NBRHD SVCS
2040 * DEPUTY DIR OF PUBLIC WORKS
2041 * DEPUTY DIR OF PW/ADMIN & ENVIR
2042 * DEPUTY DIR OF PW/CITY ENGINEER
2043 * DEPUTY DIR OF PW/FIELD SVCS
2044 * DEPUTY DIR OF PW/MAINT SVCS
58 of 470

12 6001 * DEPUTY FIRE CHIEF
6004 * DEPUTY FIRE CHIEF 40 HR
2046 * DEPUTY GENERAL MANAGER GWP
2047 * ECONOMIC DEVELOPMENT MANAGER
2175 * ELECTRICAL ENGINEERING MANAGER
2177 * ELECTRICAL FIELD SERVICES SUPERVISOR
2048 * ELECTRICAL SUPERINTENDENT
2050 * ELECTRICAL SUPT-SUBMETER&COMM
2052 * EMERGENCY SERVICES COORDINATOR
2053 * ENERGY TRADING MANAGER
2054 * ENVIRONMENTAL PROGRAM ADMIN
2055 * EXECUTIVE ADMIN/VERDUGO FIRE
2056 * EXECUTIVE ANALYST
2057 * FACILITIES MAINT SUPERINTNDNT
2058 * FACILITIES MANAGEMENT ADMIN
2059 * FINANCE ADMINISTRATOR
2060 * FINANCIAL APPLICATIONS ADMIN
2061 * FINANCIAL APPLICATIONS MANAGER
6002 * FIRE BATTALION CHIEF
6005 * FIRE BATTALION CHIEF 40 HR
2063 * FIRE MARSHAL
2064 * FISCAL OPERATIONS MANAGER
2065 * FLEET MANAGER
2066 * GENERAL COUNSEL
2067 * GRAPHICS ADMINISTRATOR
2068 * GWP OPERATIONAL SUPPT SVCS MGR
2563 * HOUSING SUPERVISOR
2070 * HUMAN RESOURCES ADMINISTRATOR
2181 *

HUMAN RESOURCES COMPLIANCE & OPERATIONS

MANAGER
2072 * INTEGRATED RESOURCE PLAN ADMIN
2073 * INTEGRATED WASTE ADMINISTRATOR
59 of 470

13 2074 * INTERNAL AUDIT MANAGER
2162 * INTEGRATED WASTE SUPERINTENDENT
2075 * JAIL ADMINISTRATOR
2155 * LAB DIRECTOR
2179 * LEGISLATIVE AFFAIRS & COMMUNICATIONS MANAGER
2076 * LIBRARY ARTS & CULTURE ADM MGR
2077 * LIBRARY ARTS & CULTURE ADMIN
2078 * MECH MAINT & WAREHOUSE ADMIN
2079 * MECHANICAL MAINT SUPERINTENDENT
2080 * NEIGHBORHOOD SVCS ADMIN
2081 * PARKS SERVICES ADMINISTRATOR
2082 * PERMIT SERVICES ADMINISTRATOR
2083 * PLAN CHECK SPECIALIST
2084 * PLANNING ADMINISTRATOR
2085 * POLICE BUDGET & PROPERTY ADMIN
7001 * POLICE CAPTAIN
2086 * POLICE CIVILIAN DIV COMMANDER
2088 * POLICE COMM ADMINISTRATOR
2087 * POLICE COMM & TECHNOLOGY ADMIN
7002 * POLICE LIEUTENANT
2090 * POLICE RECORDS ADMINISTRATOR
2091 * POWER CONTRACTS MANAGER
2176 * POWER ENGINEERING MANAGER
2092 * POWER MANAGEMENT ADMINISTRATOR
2093 * POWER PLANNING MANAGER
2094 * POWER PLANT SUPERINTENDENT
2095 * POWER SYSTEMS SUPERINTENDENT
2096 * PRINCIPAL ACCOUNTANT
2097 * PRINCIPAL ADMIN OFFICER CDD
2098 * PRINCIPAL ASST CITY ATTORNEY
2099 * PRINCIPAL BUILDING CODE SPEC
60 of 470

14 2100 * PRINCIPAL CIVIL ENGINEER
2101 * PRINCIPAL DEVELOPMENT OFFICER
2102 * PRINCIPAL ECONOMIC DEV OFFICER
2103 * PRINCIPAL ELECTRICAL ENGINEER
2160 * PRINCIPAL HOUSING ADVISOR
2104 * PRINCIPAL HOUSING COORDINATOR
2105 * PRINCIPAL HOUSING PROJECT MGR
2106 * PRINCIPAL HOUSING SUPERVISOR
2107 * PRINCIPAL INSPECTION SUPVR
2108 * PRINCIPAL INTERNAL AUDITOR
2109 * PRINCIPAL LIB ART & CLTR ADMIN
2111 * PRINCIPAL NBRHD SERVICES SUPVR
2112 * PRINCIPAL PLANNER
2163 * PRINCIPAL TRAFFIC ENGINEER
2113 * PRINCIPAL URBAN DESIGNER
2114 * PRINCIPAL UTILITY FIN ANALYST
2115 * PROJECT MGMT ADMINISTRATOR
2116 * PUBLIC INFORMATION OFFICER
2117 * PUBLIC SAFETY BUSINESS ADMIN
2118 * PUBLIC SAFETY BUSINESS COORD
2119 * PUBLIC WORKS ADMINISTRATOR
2120 * PUBLIC WORKS MANAGER
2121 * PURCHASING ADMINISTRATOR
2122 * REVENUE MANAGER
2123 * RISK & INSURANCE SERVICES MGR
2124 * SAFETY ADMINISTRATOR
2125 * SR ASSISTANT CITY ATTORNEY
2609 * SR BUDGET ANALSYT
2126 * SR CIVIL ENGINEER
2127 * SR COMMUNITY DEVELOPMENT SUPVR
2128 * SR DEVELOPMENT OFFICER
61 of 470

15 2129 * SR ECONOMIC DEV COORDINATOR
2130 * SR ELECTRICAL ENGINEER
2131 * SR EXECUTIVE ANALYST
2132 * SR HOUSING PROJECT MANAGER
2161 * SR HOUSING SUPERVISOR
2133 * SR HUMAN RESOURCES ANALYST
2134 * SR INTEGRATED WASTE PLANNER
2135 * SR MECHANICAL ENGINEER
2136 * SR PLANNER
2137 * SR PUBLIC WORKS MANAGER
2164 * SR TRAFFIC ENGINEER
2138 * SR URBAN DESIGNER
2139 * STREET SUPERINTENDENT
2166 * SUSTAINABILITY OFFICER
2140 * TRAFFIC & TRANSPORTATION ADMIN
2141 * TRAFFIC & TRANSPORTATION ENGR
2142 * TRANSIT MANAGER
2168 * UTILITY BUSINESS SYSTEMS SUPPORT ADMINISTRATOR
2143 * UTILITY FINANCE MANAGER
2159 * UTILITY MANAGER
2144 * UTILITY RISK MANAGER
2156 * VERDUGO FIRE MANAGER
2145 * WASTEWATER MAINT SUPT
2146 * WATER ENGINEERING MANAGER
2147 * WATER SERVICES ADMINISTRATOR
2148 * WATER SUPERINTENDENT
2149 * WORKERS COMP ADMINISTRATOR
2150 * WORKFORCE DEVELOPMENT ADMIN
2180 * WORKFORCE DEVELOPMENT MANAGER
2158 * YOUTH SERVICES MANAGER
* Exempt from Fair Labor Standards Act
62 of 470

16 Section 5 (a). The base salaries stated herein
include the employees’ portion of the contributions made to the PERS retirement system and a portion of the employer’s portion of the contributions made to the PERS retirement system. These contributions are up to eight percent (8%) of the base salaries for non-Safety employees and nine percent (9%) of the base salaries for Fire and Police Safety employees. Additionally, employees pay a portion of the employer’s contributions made to the PERS retirement system as provided for in the respective Memorandum of Understanding. The City does not reimburse employees for their PERS contributions, therefore their effective salaries are reduced by this amount from the amounts stated in this resolution.

Section 5 (b). Effective the first day of the pay
period that includes July 1, 2024, the portion of the employer PERS contribution paid by Non-Safety General Manager PEPRA employees shall decrease by one-quarter percent (0.25%).

Section 5 (c). Effective the first day of the pay
period that includes July 1, 2025, the portion of the employer PERS contribution paid by Non-Safety General Manager PEPRA employees shall decrease by one-quarter percent (0.25%).

Section 5 (d). Effective the first day of the pay
period that includes July 1, 2026, the portion of the employer 63 of 470

17 PERS contribution paid by Non-Safety General Manager PEPRA employees shall decrease by one-quarter percent (0.25%).

Section 6. The provisions of this Resolution so far as
they are substantially the same as the provisions of previous classification/compensation resolutions and/or ordinances, and any amendment thereto, must be construed as continuations thereof and not as original enactments.

Section 7. It is hereby declared to be the intention
of the Council that the sections, paragraphs, lines, sentences, clauses and phrases of this Resolution are severable, and if any phrase, clause, sentence, line, paragraph or section of this Resolution shall be declared unconstitutional by the valid judgment or decree of a court of competent jurisdiction, such unconstitutionality shall not affect any of the remaining phrases, clauses, sentences, lines, paragraphs and sections of this Resolution.

SECTION 8. EFFECTIVE DATE. This Resolution shall
take effect and be in full force as of the pay period beginning May 5, 2024.
(a)In addition to the compensation rates set forth herein, effective the commencement of the first pay period that includes March 1, 2024, all General Manager Non-Safety
classifications listed in Section 4 shall receive a six percent (6.00%) wage increase to the wages previously in 64 of 470

18 effect.
(b)In addition to the compensation rates set forth herein, effective the commencement of the first pay period that includes July 1, 2024, all Sworn Fire Manager
classifications listed in Section 4 shall receive a one percent (1.00%) wage increase to the wages previously in effect.
(c)In addition to the compensation rates set forth herein, effective the commencement of the first pay period that includes July 1, 2024, all Sworn Fire Manager
classifications listed in Section 4 shall have an
additional salary step added to the salary ranges, which shall be in the amount of five and one-half percent (5.50%) above the existing Step 6 of the same salary ranges. With the addition of the salary step, the current step 1 shall be eliminated, thus maintaining six salary steps within the range.
(d)In addition to the compensation rates set forth herein, effective the commencement of the first pay period that includes July 1, 2025, all General Manager Non-Safety
classifications listed in Section 4 shall receive a four percent (4.00%) wage increase to the wages previously in effect.
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19 (e)In addition to the compensation rates set forth herein, effective the commencement of the first pay period that includes July 1, 2025, all Sworn Fire Manager
classifications listed in Section 4 shall receive a five percent (5.00%) wage increase to the wages previously in effect.
(f)In addition to the compensation rates set forth herein, effective the commencement of the first pay period that includes July 1, 2026, all General Manager Non-Safety
classifications listed in Section 4 shall receive a four percent (4.00%) wage increase to the wages previously in effect.
(g)In addition to the compensation rates set forth herein, effective the commencement of the first pay period that includes July 1, 2026, all Sworn Fire Manager
classifications listed in Section 4 shall receive a five percent (5.00%) wage increase to the wages previously in effect.

Adopted this 7th day of May 2024.
_______________________
Mayor
ATTEST:
66 of 470

20 ______________________________
City Clerk

STATE OF CALIFORNIA )
) ss:

COUNTY OF LOS ANGELES )
I, Suzie Abajian, Ph.D., City Clerk of the City of
Glendale, certify that the foregoing Resolution was adopted by the Council of the City of Glendale, California, at a regular meeting held on the 7th day of May 2024, and that the same was passed by the following vote:

Ayes:

Noes:

Absent:

Abstain:
____________________________
City Clerk
67 of 470

1 EXECUTIVES
RESOLUTION NO. _________________

A RESOLUTION OF THE CITY OF GLENDALE PROVIDING FOR THE

ESTABLISHMENT OF CLASSIFICATION TITLES AND COMPENSATION FOR

EXECUTIVE LEVEL EMPLOYEES OF THE CITY OF GLENDALE

WHEREAS, the City of Glendale (hereinafter referred to as “City”) has established a system of classification for all positions within the City service with descriptive occupational titles used to identify and distinguish positions from one another based on job duties, essential functions, knowledge, skills, abilities and minimum requirements; and
WHEREAS, it is in the City’s best interest to periodically add and delete classification titles to ensure that the City’s classification plan and organizational structure is contemporary and best meets the needs of its operating departments; and
WHEREAS, the City has established a system of compensation for the classification titles listed herein, based on collective bargaining agreements, resolutions and agreements as approved and adopted by the City Council.

NOW, THEREFORE, BE IT RESOLVED BY THE CITY COUNCIL OF THE CITY OF GLENDALE:

Section 1. The classification titles hereinafter designated in this Resolution, except insofar as they are specifically provided for in The Charter of the City of Glendale, are hereby created.

Section 2. As to the persons in the various classification 68 of 470

2 titles herein mentioned subsequent to the effective date of this Resolution, the increases or decreases in rates of compensation set forth herein shall be effective on the date as set forth in Section 9 of this Resolution.

Section 3. The following schedule of compensation rates, attached hereto and incorporated herein as Exhibit "A" and labeled "Salary Range Amounts”, shows standard salary range numbers, the salary steps designated by number, and unless otherwise specified, the full- time monthly rates in dollars, for all classification titles.

Section 4. The salary range number assigned to each
classification are set forth alphabetically as follows:

Salary
Range Job Description
1100 * ASST CITY MANAGER
1101 * CHIEF INFORMATION OFFICER
1121 * CHIEF INNOVATION OFFICER
1102 * CITY ATTORNEY
1104 * CITY CLERK
1105 * CITY MANAGER
1106 * CITY TREASURER
1107 * DEPUTY CITY MANAGER
1108 * DIR OF COMM & CMTY RELATIONS
1109 * DIR OF COMMUNITY DEVELOPMENT
1110 * DIR OF COMMUNITY SVCS & PARKS
1112 * DIR OF FINANCE
1122 * DIR OF FINANCE & INFORMATION TECHNOLOGY
1113 * CHIEF HUMAN RESOURCES OFFICER
1114 * DIR OF LIBRARY ARTS & CULTURE
1115 * DIR OF PUBLIC WORKS
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3 1200 * FIRE CHIEF
1119 * GENERAL MANAGER GWP
1300 * POLICE CHIEF
* Exempt from Fair Labor Standards Act
Section 5 (a). The base salaries stated herein include the employees’ portion of the contributions made to the PERS retirement system and a portion of the employer’s portion of the contributions made to the PERS retirement system. These contributions are up to eight percent (8%) of the base salaries for non-Safety employees and nine percent (9%) of the base salaries for Fire and Police Safety employees.

Additionally, employees pay a portion of the employer’s contributions made to the PERS retirement system in the amount of one and three quarters percent (1.75%). The City does not reimburse employees for their PERS contributions, therefore their effective salaries are reduced by this amount from the amounts stated in this Resolution.

Section 5 (b). Effective the first day of the pay period that includes July 1, 2024, the portion of the employer PERS contribution paid by Executive PEPRA employees shall decrease by one- quarter percent (0.25%).

Section 5 (c). Effective the first day of the pay period that includes July 1, 2025, the portion of the employer PERS contribution paid by Executive PEPRA employees shall decrease by one- quarter percent (0.25%).
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4 Section 5 (d). Effective the first day of the pay period that includes July 1, 2026, the portion of the employer PERS contribution paid by Executive PEPRA employees shall decrease by one- quarter percent (0.25%).

Section 6. Except as otherwise restricted by Charter, and except as to the City Manager and City Attorney, the City Manager may set Executive Salaries in Section 4 anywhere within the range between and including Step 1 and Step 8. The City Manager and City Attorney’s salaries shall be set in accordance with their respective Employment Agreement.

Section 7. The provisions of this Resolution so far as they are substantially the same as the provisions of previous classification/compensation resolutions and/or ordinances, and any amendment thereto, must be construed as continuations thereof and not as original enactments.

Section 8. It is hereby declared to be the intention of the Council that the sections, paragraphs, lines, sentences, clauses and phrases of this Resolution are severable, and if any phrase, clause, sentence, line, paragraph or section of this Resolution shall be declared unconstitutional by the valid judgment or decree of a court of competent jurisdiction, such unconstitutionality shall not affect any of the remaining phrases, clauses, sentences, lines, paragraphs and sections of this Resolution.

SECTION 9. EFFECTIVE DATE. This Resolution shall take effect 71 of 470

5 and be in full force as of the pay period beginning May 7, 2024. (a)In addition to the compensation rates set forth herein, effective the commencement of the first pay period that includes July 1, 2025, all appointed and elected Executive-level classifications listed in Section 4, with the exception of City Manager and City Attorney, shall receive a four percent (4.00%) wage increase to the wages previously in effect.
(b)In addition to the compensation rates set forth herein, effective the commencement of the first pay period that includes July 1, 2026, all appointed and elected Executive-level classifications listed in Section 4, with the exception of City Manager and City Attorney, shall receive a four percent (4.00%) wage increase to the wages previously in effect.

Adopted this 7th day of May 2024.
__________________________________
Mayor
ATTEST:
_______________________________
City Clerk

STATE OF CALIFORNIA )
) ss:

COUNTY OF LOS ANGELES )
72 of 470

6 I, Suzie Abajian, Ph.D., City Clerk of the City of Glendale, certify that the foregoing Resolution was adopted by the Council of the City of Glendale, California, at a regular meeting held on the 7th day of May 2024, and that the same was passed by the following vote:

Ayes:

Noes:

Absent:

Abstain:
____________________________
City Clerk
73 of 470

City of Glendale
Salary Exhibit A ‐ Eff 05/05/2024 ‐ GCEA Cola Update ELM SPV II Update ‐ Pending Approval Salary Range Step 1S t e p 2S t e p 3S t e p 4S t e p 5S t e p 6S t e p 7S t e p 8S t e p 9S t e p 10 1000 ‐ ‐ ‐ ‐ ‐ ‐ ‐ 1,430.00 ‐ ‐ 1100 14,499.03 ‐ ‐ ‐ ‐ ‐ ‐ 23,031.00 ‐ ‐ 1101 11,360.16 ‐ ‐ ‐ ‐ ‐ ‐ 20,232.00 ‐ ‐ 1102 ‐ ‐ ‐ ‐ ‐ ‐ ‐ 25,833.33 ‐ ‐ 1104 ‐ ‐ ‐ ‐ ‐ ‐ ‐ 11,137.50 ‐ ‐ 1105 ‐ ‐ ‐ ‐ ‐ ‐ ‐ 29,225.00 ‐ ‐ 1106 ‐ ‐ ‐ ‐ ‐ ‐ ‐ 12,460.37 ‐ ‐ 1107 10,717.13 ‐ ‐ ‐ ‐ ‐ ‐ 20,288.30 ‐ ‐ 1108 10,506.99 ‐ ‐ ‐ ‐ ‐ ‐ 16,848.94 ‐ ‐ 1109 14,931.64 ‐ ‐ ‐ ‐ ‐ ‐ 20,348.00 ‐ ‐ 1110 11,252.99 ‐ ‐ ‐ ‐ ‐ ‐ 20,685.00 ‐ ‐ 1112 13,675.20 ‐ ‐ ‐ ‐ ‐ ‐ 20,416.00 ‐ ‐ 1113 13,609.45 ‐ ‐ ‐ ‐ ‐ ‐ 19,929.00 ‐ ‐ 1114 10,717.13 ‐ ‐ ‐ ‐ ‐ ‐ 18,660.00 ‐ ‐ 1115 14,792.09 ‐ ‐ ‐ ‐ ‐ ‐ 20,473.00 ‐ ‐ 1119 17,814.10 ‐ ‐ ‐ ‐ ‐ ‐ 26,397.00 ‐ ‐ 1120 10,717.13 ‐ ‐ ‐ ‐ ‐ ‐ 17,185.92 ‐ ‐ 1121 11,252.99 ‐ ‐ ‐ ‐ ‐ ‐ 19,038.00 ‐ ‐ 1122 13,149.23 ‐ ‐ ‐ ‐ ‐ ‐ 21,515.63 ‐ ‐ 1200 18,421.78 ‐ ‐ ‐ ‐ ‐ ‐ 24,998.00 ‐ ‐ 1300 18,904.40 ‐ ‐ ‐ ‐ ‐ ‐ 25,654.00 ‐ ‐ 2000 9,933.63 10,479.98 11,056.37 11,664.47 12,306.02 12,982.85 13,696.91 14,450.24 ‐ ‐ 2001 12,040.76 12,703.00 13,401.67 14,138.76 14,916.39 15,736.79 16,602.31 17,515.44 ‐ ‐ 2002 9,705.07 10,238.94 10,800.36 11,393.97 12,022.11 12,683.66 13,380.85 14,117.12 ‐ ‐ 2003 7,311.70 7,713.84 8,138.10 8,585.70 9,057.91 9,556.10 10,081.68 10,636.17 ‐ ‐ 2004 9,961.72 10,510.39 11,089.12 11,697.72 12,340.84 13,021.83 13,737.45 14,492.05 ‐ ‐ 2005 8,540.82 9,010.31 9,506.12 10,029.56 10,579.45 11,161.31 11,775.19 12,422.82 ‐ ‐ 2006 11,473.36 12,438.55 13,065.57 13,715.57 14,356.38 14,994.85 15,819.56 16,689.64 ‐ ‐ 2007 12,040.76 12,703.00 13,401.67 14,138.76 14,916.39 15,736.79 16,602.31 17,515.44 ‐ ‐ 2009 11,473.36 12,438.55 13,065.57 13,715.57 14,356.37 14,994.84 15,819.56 16,689.64 ‐ ‐ 2011 13,048.35 13,767.32 14,525.55 15,322.68 16,168.39 17,051.88 17,990.64 18,982.36 ‐ ‐ 2012 8,950.38 9,441.63 9,960.52 10,509.28 11,088.00 11,696.60 12,339.72 13,020.72 ‐ ‐ 2013 14,542.20 15,342.03 16,185.89 17,076.07 18,015.21 19,006.09 20,051.42 21,154.25 ‐ ‐ 2014 14,542.20 15,342.04 16,185.89 17,076.07 18,015.21 19,006.09 20,051.43 21,154.25 ‐ ‐ 2015 8,130.17 8,577.68 9,049.39 9,545.20 10,069.86 10,626.72 11,212.23 11,826.51 ‐ ‐ 2016 9,018.31 9,515.33 10,037.66 10,589.86 11,171.94 11,785.19 12,435.20 13,118.52 ‐ ‐ 2017 8,918.67 9,409.20 9,926.71 10,472.67 11,048.67 11,656.35 12,297.45 12,973.81 ‐ ‐ 2018 10,013.47 10,562.23 11,143.19 11,756.34 12,403.00 13,082.88 13,803.05 14,563.52 ‐ ‐ 2019 9,933.63 10,479.98 11,056.37 11,664.47 12,306.02 12,982.85 13,696.91 14,450.24 ‐ ‐ 2020 9,933.63 10,479.98 11,056.37 11,664.47 12,306.02 12,982.85 13,696.91 14,450.24 ‐ ‐ 2021 11,863.36 12,515.69 13,203.67 13,929.52 14,695.75 15,504.51 16,357.02 17,256.70 ‐ ‐ 2023 11,004.99 11,610.24 12,248.80 12,922.54 13,633.22 14,383.08 15,174.16 16,008.70 ‐ ‐ 2024 14,702.64 15,511.40 16,363.90 17,264.70 18,213.89 19,214.63 20,271.95 21,386.69 ‐ ‐ 2025 13,592.56 14,340.27 15,128.38 15,960.13 16,837.85 17,763.95 18,740.69 19,771.49 ‐ ‐ 2026 10,660.03 11,246.76 11,864.47 12,518.02 13,203.67 13,930.73 14,698.08 15,506.84 ‐ ‐ 2027 6,997.00 7,381.24 7,787.34 8,215.31 8,667.39 9,143.75 9,646.45 10,176.78 ‐ ‐ 2028 8,137.05 8,584.57 9,057.39 9,554.41 10,083.63 10,636.95 11,221.45 11,838.05 ‐ ‐ 2029 6,383.85 6,733.56 7,105.14 7,498.58 7,911.57 8,346.43 8,805.48 9,289.85 ‐ ‐ 2030 8,249.84 8,703.12 9,181.72 9,686.74 10,219.40 10,780.82 11,374.43 12,000.34 ‐ ‐ 2031 9,239.23 9,747.69 10,282.68 10,848.66 11,444.69 12,073.85 12,736.61 13,437.15 ‐ ‐ 2032 9,961.72 10,510.39 11,089.12 11,697.72 12,340.84 13,021.83 13,737.45 14,492.05 ‐ ‐ 2033 10,448.32 11,022.40 11,628.67 12,268.34 12,942.45 13,654.53 14,405.88 15,198.54 ‐ ‐ 2034 9,962.84 10,510.39 11,089.12 11,698.83 12,341.95 13,020.72 13,736.24 14,492.05 ‐ ‐ 2035 10,062.88 10,616.29 11,200.70 11,817.39 12,467.39 13,153.04 13,876.66 14,639.45 ‐ ‐ 2036 10,723.80 11,313.61 11,935.86 12,592.33 13,284.91 14,015.58 14,786.44 15,599.69 ‐ ‐ 2037 10,062.88 10,616.29 11,200.70 11,817.39 12,467.39 13,153.04 13,876.66 14,639.45 ‐ ‐ 2038 11,212.96 11,829.66 12,480.30 13,166.72 13,890.89 14,654.88 15,460.91 16,311.26 ‐ ‐ 2039 9,042.50 9,540.64 10,064.09 10,617.41 11,203.02 11,817.39 12,467.39 13,153.04 ‐ ‐ 2040 10,660.03 11,246.76 11,864.47 12,518.02 13,203.67 13,930.73 14,698.08 15,506.84 ‐ ‐ 2041 10,013.47 10,562.23 11,143.19 11,756.34 12,403.00 13,082.88 13,803.05 14,563.52 ‐ ‐ 2042 12,269.55 12,943.66 13,655.83 14,408.11 15,200.78 16,036.06 16,918.43 17,849.20 ‐ ‐ 2043 10,660.03 11,246.76 11,864.47 12,518.02 13,203.67 13,930.73 14,698.08 15,506.84 ‐ ‐ 2044 10,660.03 11,246.76 11,864.47 12,518.02 13,203.67 13,930.73 14,698.08 15,506.84 ‐ ‐ 2045 9,946.74 10,494.39 11,070.69 11,679.29 12,321.29 12,998.85 13,714.46 14,468.04 ‐ ‐ 2046 11,863.36 12,515.69 13,203.67 13,929.52 14,695.75 15,504.51 16,357.02 17,256.70 ‐ ‐ 2047 8,176.14 8,626.07 9,100.01 9,599.27 10,126.16 10,683.01 11,270.86 11,892.20 ‐ ‐ 2048 10,528.82 11,107.54 11,718.37 12,362.61 13,042.58 13,760.43 14,517.36 15,315.79 ‐ ‐ 2050 9,247.32 9,756.91 10,293.01 10,859.08 11,456.04 12,085.39 12,750.38 13,451.02 ‐ ‐ 2052 6,629.98 6,994.68 7,381.24 7,795.44 8,224.53 8,674.37 9,144.87 9,646.45 ‐ ‐ 2053 10,272.26 10,837.21 11,433.15 12,061.20 12,723.95 13,424.49 14,163.09 14,941.98 ‐ ‐ 2054 11,004.99 11,610.24 12,248.80 12,922.54 13,633.22 14,383.08 15,174.16 16,008.70 ‐ ‐ 5/1/2024 Page 1 of 12
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City of Glendale
Salary Exhibit A ‐ Eff 05/05/2024 ‐ GCEA Cola Update ELM SPV II Update ‐ Pending Approval Salary Range Step 1S t e p 2S t e p 3S t e p 4S t e p 5S t e p 6S t e p 7S t e p 8S t e p 9S t e p 10 2055 9,210.47 9,716.61 10,251.60 10,815.34 11,410.07 12,038.31 12,700.88 13,398.06 ‐ ‐ 2056 6,629.98 6,994.68 7,381.24 7,795.44 8,224.53 8,674.37 9,144.87 9,646.45 ‐ ‐ 2057 7,939.21 8,376.40 8,837.78 9,323.26 9,828.28 10,371.27 10,935.01 11,549.29 ‐ ‐ 2058 9,792.55 10,330.98 10,899.28 11,497.55 12,131.46 12,795.24 13,501.54 14,244.80 ‐ ‐ 2059 10,272.26 10,837.21 11,433.15 12,061.20 12,723.95 13,424.49 14,163.09 14,941.98 ‐ ‐ 2060 11,212.96 11,829.67 12,480.30 13,166.72 13,890.89 14,654.89 15,460.90 16,311.25 ‐ ‐ 2061 9,933.63 10,479.98 11,056.37 11,664.47 12,306.02 12,982.85 13,696.91 14,450.24 ‐ ‐ 2063 10,660.03 11,246.76 11,864.47 12,518.02 13,203.67 13,930.73 14,698.08 15,506.84 ‐ ‐ 2064 9,933.63 10,479.98 11,056.37 11,664.47 12,306.02 12,982.85 13,696.91 14,450.24 ‐ ‐ 2065 9,576.28 10,103.17 10,658.91 11,246.76 11,864.47 12,518.02 13,203.67 13,930.73 ‐ ‐ 2066 12,414.44 13,097.77 13,817.94 14,577.29 15,379.07 16,225.90 17,117.39 18,059.69 ‐ ‐ 2067 6,875.10 7,254.68 7,652.69 8,073.77 8,517.94 8,987.23 9,482.01 10,001.93 ‐ ‐ 2068 9,882.25 10,425.34 10,998.29 11,603.35 12,241.82 12,914.91 13,625.87 14,374.80 ‐ ‐ 2069 6,134.17 6,472.44 6,827.82 7,199.40 7,595.18 8,015.15 8,458.01 8,923.95 ‐ ‐ 2070 8,950.38 9,441.63 9,960.52 10,509.28 11,088.00 11,696.60 12,339.72 13,020.72 ‐ ‐ 2072 11,004.99 11,610.24 12,248.80 12,922.54 13,633.22 14,383.08 15,174.16 16,008.70 ‐ ‐ 2073 10,013.47 10,562.23 11,143.19 11,756.34 12,403.00 13,082.88 13,803.05 14,563.52 ‐ ‐ 2074 9,933.63 10,479.98 11,056.37 11,664.47 12,306.02 12,982.85 13,696.91 14,450.24 ‐ ‐ 2075 8,344.85 8,803.81 9,288.08 9,798.87 10,337.86 10,906.45 11,506.30 12,139.09 ‐ ‐ 2076 7,022.31 7,408.88 7,814.98 8,246.39 8,699.68 9,177.06 9,683.30 10,214.75 ‐ ‐ 2077 7,545.76 7,962.20 8,399.38 8,859.55 9,347.36 9,861.60 10,404.59 10,977.54 ‐ ‐ 2078 7,903.57 8,338.43 8,797.39 9,279.52 9,789.20 10,326.42 10,895.84 11,496.43 ‐ ‐ 2079 7,903.57 8,338.43 8,797.39 9,279.52 9,789.20 10,326.42 10,895.84 11,496.43 ‐ ‐ 2080 8,427.02 8,890.63 9,379.65 9,898.45 10,441.44 11,015.51 11,622.99 12,259.13 ‐ ‐ 2081 9,212.70 9,718.94 10,253.84 10,817.67 11,413.61 12,040.54 12,702.77 13,401.42 ‐ ‐ 2082 10,038.77 10,589.87 11,173.06 11,788.54 12,437.44 13,120.85 13,842.14 14,603.46 ‐ ‐ 2083 8,130.17 8,577.68 9,049.39 9,545.20 10,069.86 10,626.72 11,212.23 11,826.51 ‐ ‐ 2084 8,861.88 9,349.69 9,863.83 10,403.47 10,976.33 11,580.37 12,216.51 12,889.60 ‐ ‐ 2085 6,963.69 7,346.71 7,751.70 8,180.79 8,637.52 9,109.22 9,600.48 10,129.69 ‐ ‐ 2086 13,065.49 13,784.09 14,542.21 15,342.04 16,185.85 17,076.07 18,015.25 19,006.09 ‐ ‐ 2087 8,276.27 8,730.76 9,210.47 9,716.61 10,252.72 10,815.34 11,410.07 12,038.31 ‐ ‐ 2088 6,963.69 7,346.71 7,751.70 8,180.79 8,637.52 9,109.22 9,600.48 10,129.69 ‐ ‐ 2090 8,180.80 8,637.52 9,109.22 9,600.48 10,129.70 10,686.83 11,274.61 11,894.71 ‐ ‐ 2091 10,272.26 10,837.21 11,433.15 12,061.20 12,723.95 13,424.49 14,163.09 14,941.98 ‐ ‐ 2092 11,739.13 12,385.69 13,066.69 13,782.30 14,541.56 15,339.99 16,185.51 17,076.07 ‐ ‐ 2093 10,272.26 10,837.21 11,433.15 12,061.20 12,723.95 13,424.49 14,163.09 14,941.98 ‐ ‐ 2094 9,422.08 9,939.86 10,487.41 11,061.57 11,672.40 12,313.20 12,990.84 13,705.25 ‐ ‐ 2095 9,066.70 9,564.83 10,090.52 10,642.72 11,231.78 11,849.59 12,496.06 13,189.89 ‐ ‐ 2096 6,904.97 7,283.53 7,684.88 8,109.51 8,553.48 9,022.96 9,521.10 10,043.34 ‐ ‐ 2097 8,233.74 8,687.02 9,164.41 9,668.31 10,198.74 10,760.16 11,351.45 11,976.14 ‐ ‐ 2098 12,414.44 13,097.77 13,817.94 14,577.29 15,379.07 16,225.90 17,117.39 18,059.69 ‐ ‐ 2099 10,357.50 10,928.04 11,528.63 12,162.54 12,830.97 13,537.28 14,281.83 15,067.33 ‐ ‐ 2100 10,260.72 10,825.67 11,421.61 12,049.75 12,712.42 13,411.84 14,149.32 14,927.09 ‐ ‐ 2101 8,233.74 8,687.02 9,164.41 9,668.31 10,198.74 10,760.16 11,351.45 11,976.14 ‐ ‐ 2102 8,233.74 8,687.02 9,164.41 9,668.31 10,198.74 10,760.16 11,351.45 11,976.14 ‐ ‐ 2103 10,528.82 11,107.54 11,718.37 12,362.61 13,042.58 13,760.43 14,517.36 15,315.79 ‐ ‐ 2104 6,586.34 6,948.71 7,330.61 7,734.39 8,160.13 8,612.20 9,081.59 9,580.93 ‐ ‐ 2105 8,233.74 8,687.02 9,164.41 9,668.31 10,198.74 10,760.16 11,351.45 11,976.14 ‐ ‐ 2106 8,233.74 8,687.02 9,164.41 9,668.31 10,198.74 10,760.16 11,351.45 11,976.14 ‐ ‐ 2107 8,233.74 8,687.02 9,164.41 9,668.31 10,198.74 10,760.16 11,351.45 11,976.14 ‐ ‐ 2108 8,200.33 8,650.17 9,126.44 9,626.90 10,157.24 10,716.42 11,304.27 11,927.75 ‐ ‐ 2109 8,233.74 8,687.02 9,164.41 9,668.31 10,198.74 10,760.16 11,351.45 11,976.14 ‐ ‐ 2111 9,516.44 10,038.78 10,589.86 11,173.06 11,788.54 12,437.43 13,120.85 13,842.14 ‐ ‐ 2112 8,597.22 9,070.05 9,568.28 10,095.17 10,650.72 11,235.22 11,853.03 12,505.36 ‐ ‐ 2113 8,597.22 9,070.05 9,568.28 10,095.17 10,650.72 11,235.22 11,853.03 12,505.36 ‐ ‐ 2114 6,896.41 7,275.71 7,675.86 8,098.06 8,543.43 9,013.28 9,509.09 10,032.08 ‐ ‐ 2115 10,235.41 10,798.03 11,391.65 12,018.67 12,680.22 13,378.52 14,113.58 14,890.24 ‐ ‐ 2116 7,315.72 7,717.18 8,142.82 8,591.45 9,063.16 9,561.30 10,085.96 10,641.60 ‐ ‐ 2117 9,230.01 9,737.36 10,272.26 10,837.22 11,433.15 12,062.41 12,725.84 13,425.76 ‐ ‐ 2118 6,629.98 6,994.68 7,381.24 7,795.44 8,224.53 8,674.37 9,144.87 9,646.45 ‐ ‐ 2119 9,576.28 10,103.17 10,658.91 11,246.76 11,864.47 12,518.02 13,203.67 13,930.73 ‐ ‐ 2120 6,629.98 6,994.68 7,381.24 7,795.44 8,224.53 8,674.37 9,144.87 9,646.45 ‐ ‐ 2121 9,210.47 9,716.61 10,251.60 10,815.34 11,410.07 12,038.31 12,700.88 13,399.18 ‐ ‐ 2122 9,066.70 9,564.83 10,090.52 10,642.72 11,231.78 11,849.59 12,496.06 13,189.89 ‐ ‐ 2123 9,066.70 9,564.83 10,090.52 10,642.72 11,231.78 11,849.59 12,496.06 13,189.89 ‐ ‐ 2124 7,105.14 7,497.47 7,909.34 8,345.32 8,804.37 9,288.64 9,798.32 10,337.86 ‐ ‐ 2125 11,125.97 11,736.80 12,381.04 13,064.45 13,781.18 14,541.56 15,338.87 16,182.16 ‐ ‐ 2126 9,305.95 9,817.86 10,357.50 10,928.04 11,528.63 12,162.54 12,830.97 13,537.28 ‐ ‐ 2127 7,022.31 7,408.88 7,814.98 8,246.39 8,699.68 9,177.06 9,683.30 10,214.75 ‐ ‐ 2128 7,438.75 7,849.50 8,280.92 8,729.55 9,208.15 9,715.50 10,258.49 10,823.35 ‐ ‐ 2129 7,022.31 7,408.88 7,814.98 8,246.39 8,699.68 9,177.06 9,683.30 10,214.75 ‐ ‐ 5/1/2024 Page 2 of 12
75 of 470

City of Glendale
Salary Exhibit A ‐ Eff 05/05/2024 ‐ GCEA Cola Update ELM SPV II Update ‐ Pending Approval Salary Range Step 1S t e p 2S t e p 3S t e p 4S t e p 5S t e p 6S t e p 7S t e p 8S t e p 9S t e p 10 2130 9,416.59 9,934.55 10,480.89 11,057.39 11,665.52 12,307.15 12,984.05 13,698.18 ‐ ‐ 2131 7,632.03 8,052.00 8,494.86 8,963.03 9,448.61 9,970.85 10,512.81 11,101.77 ‐ ‐ 2132 7,022.31 7,408.88 7,814.98 8,246.39 8,699.68 9,177.06 9,683.30 10,214.75 ‐ ‐ 2133 7,920.13 8,355.74 8,815.35 9,300.18 9,811.72 10,351.36 10,920.68 11,521.28 ‐ ‐ 2134 7,022.31 7,408.88 7,814.98 8,246.39 8,699.68 9,177.06 9,683.30 10,214.75 ‐ ‐ 2135 9,305.95 9,817.86 10,357.50 10,928.04 11,528.63 12,162.54 12,830.97 13,537.28 ‐ ‐ 2136 7,814.98 8,245.18 8,698.47 9,177.06 9,682.18 10,214.75 10,776.17 11,368.66 ‐ ‐ 2137 7,632.03 8,052.00 8,494.86 8,963.03 9,448.61 9,970.85 10,512.81 11,101.77 ‐ ‐ 2138 7,814.98 8,245.18 8,698.47 9,177.06 9,682.18 10,214.75 10,776.17 11,368.66 ‐ ‐ 2139 8,072.38 8,516.35 8,984.81 9,478.94 10,000.34 10,550.31 11,130.62 11,742.75 ‐ ‐ 2140 10,660.03 11,246.76 11,864.47 12,518.02 13,203.67 13,930.73 14,698.08 15,506.84 ‐ ‐ 2141 9,042.50 9,540.64 10,064.09 10,617.41 11,203.02 11,817.39 12,467.39 13,153.04 ‐ ‐ 2142 9,426.74 9,944.42 10,492.06 11,068.46 11,678.17 12,320.18 12,997.73 13,712.13 ‐ ‐ 2143 9,717.54 10,251.97 10,815.81 11,410.73 12,038.31 12,700.41 13,398.90 14,135.82 ‐ ‐ 2144 11,125.97 11,736.80 12,381.04 13,064.45 13,781.18 14,541.56 15,338.87 16,182.16 ‐ ‐ 2145 8,637.51 9,112.57 9,613.76 10,142.52 10,700.36 11,288.88 11,909.77 12,564.81 ‐ ‐ 2146 11,739.13 12,385.69 13,066.69 13,782.30 14,541.56 15,339.99 16,185.51 17,076.07 ‐ ‐ 2147 11,739.13 12,385.69 13,066.69 13,782.30 14,541.56 15,339.99 16,185.51 17,076.07 ‐ ‐ 2148 9,746.30 10,282.30 10,847.82 11,444.41 12,073.86 12,738.01 13,438.60 14,177.72 ‐ ‐ 2149 9,230.01 9,737.36 10,272.26 10,837.22 11,433.15 12,062.41 12,725.84 13,425.76 ‐ ‐ 2150 10,163.00 10,722.20 11,312.27 11,933.52 12,589.30 13,281.83 14,013.55 14,784.34 ‐‐ 2151 10,194.09 10,754.39 11,345.68 11,970.37 12,629.59 13,323.34 14,056.07 14,828.08 ‐ ‐ 2152 14,952.31 15,775.97 16,642.33 17,556.90 18,523.31 19,541.36 20,615.99 21,750.26 ‐ ‐ 2153 13,592.56 14,340.27 15,128.38 15,960.13 16,837.85 17,763.95 18,740.69 19,771.49 ‐ ‐ 2154 10,163.01 10,722.19 11,312.27 11,933.52 12,589.30 13,281.84 14,013.55 14,784.34 ‐ ‐ 2155 10,272.26 10,837.21 11,433.15 12,061.20 12,723.95 13,424.49 14,163.09 14,941.98 ‐ ‐ 2156 7,438.75 7,849.50 8,280.92 8,729.55 9,208.15 9,715.50 10,258.49 10,823.35 ‐ ‐ 2157 11,863.36 12,515.69 13,203.67 13,929.52 14,695.75 15,504.52 16,357.02 17,256.70 ‐ ‐ 2158 8,355.64 8,814.70 9,299.06 9,810.97 10,350.52 10,918.83 11,519.36 12,152.93 ‐ ‐ 2159 9,210.94 9,717.54 10,251.97 10,815.81 11,410.73 12,038.31 12,700.41 13,398.90 ‐ ‐ 2160 5,981.65 6,310.70 6,657.81 7,023.99 7,410.27 7,817.86 8,247.79 8,701.45 ‐ ‐ 2161 7,627.07 8,046.56 8,489.12 8,956.02 9,448.60 9,968.28 10,516.53 11,094.94 ‐ ‐ 2162 8,072.19 8,516.17 8,984.53 9,478.66 10,000.07 10,550.04 11,130.25 11,742.48 ‐ ‐ 2163 10,260.72 10,825.67 11,421.61 12,049.75 12,712.42 13,411.84 14,149.32 14,927.09 ‐ ‐ 2164 9,305.95 9,817.86 10,357.50 10,928.04 11,528.63 12,162.54 12,830.97 13,537.28 ‐ ‐ 2165 12,040.76 12,703.00 13,401.67 14,138.76 14,916.39 15,736.79 16,602.31 17,515.44 ‐ ‐ 2166 9,595.68 10,123.45 10,680.24 11,267.65 11,887.37 12,541.18 13,230.94 13,958.64 ‐ ‐ 2167 13,048.35 13,767.32 14,525.55 15,322.68 16,168.39 17,051.88 17,990.65 18,982.36 ‐ ‐ 2168 10,271.67 10,836.61 11,432.62 12,061.42 12,724.79 13,424.66 14,163.01 14,941.98 ‐ ‐ 2169 7,229.37 7,627.37 8,047.35 8,490.20 8,956.14 9,448.60 9,968.28 10,516.53 ‐ ‐ 2170 10,251.60 10,815.34 11,410.08 12,038.30 12,700.87 13,398.07 14,134.96 14,912.38 ‐ ‐ 2171 7,920.13 8,355.74 8,815.35 9,300.18 9,811.72 10,351.36 10,920.68 11,521.28 ‐ ‐ 2172 10,723.80 11,313.61 11,935.86 12,592.33 13,284.91 14,015.58 14,786.44 15,599.69 ‐ ‐ 2173 7,315.72 7,717.18 8,142.82 8,591.45 9,063.16 9,561.30 10,085.96 10,641.60 ‐ ‐ 2174 8,539.91 9,009.60 9,505.13 10,027.91 10,579.45 11,161.32 11,775.19 12,422.83 ‐ ‐ 2175 11,739.13 12,385.69 13,066.69 13,782.30 14,541.56 15,339.99 16,185.51 17,076.07 ‐ ‐ 2176 10,260.72 10,825.67 11,421.61 12,049.75 12,712.42 13,411.84 14,149.32 14,927.09 ‐ ‐ 2177 9,709.72 10,243.60 10,807.25 11,402.07 12,029.00 12,689.34 13,387.73 14,124.01 ‐ ‐ 2178 9,716.99 10,251.42 10,815.25 11,410.09 12,037.64 12,699.72 13,398.20 14,135.10 ‐‐ 2179 8,918.67 9,409.20 9,926.71 10,472.67 11,048.67 11,656.35 12,297.45 12,973.81 ‐‐ 2180 8,355.64 8,814.70 9,299.06 9,810.97 10,350.52 10,918.83 11,519.36 12,152.93 ‐‐ 2181 9,933.63 10,479.98 11,056.37 11,664.47 12,306.02 12,982.85 13,696.91 14,450.24 ‐‐ 2500 6,441.36 6,795.63 7,169.63 7,561. 87 7,979.41 8,417.81 8,880.79 9,369.23 ‐‐ 2501 7,655.85 8,076.94 8,521.19 8,989.83 9,484.25 10,005.93 10,556.27 11,136.86 ‐ ‐ 2502 5,984.69 6,313.85 6,661.11 7,027.48 7,413.99 7,821.76 8,251.95 8,705.81 ‐ ‐ 2503 5,402.46 5,699.31 6,012.27 6,351.65 6,697.92 7,071.73 7,446.84 7,858.72 ‐ ‐ 2504 5,402.46 5,699.31 6,012.27 6,351. 65 6,697.92 7,071.73 7,446.84 7,858.72 ‐‐ 2505 5,907.48 6,231.98 6,573.68 6,938. 38 7,324.85 7,712.62 8,150.82 8,592.66 ‐‐ 2506 7,078.01 7,467.30 7,878.00 8,311. 29 8,768.41 9,250.67 9,759.46 10,296.23 ‐‐ 2507 5,942.10 6,268.83 6,612.77 6,977. 46 7,361.70 7,767.80 8,193.45 8,644.50 ‐‐ 2508 5,217.41 5,504.37 5,807.11 6,126. 50 6,463.46 6,818.95 7,193.99 7,589.66 ‐‐ 2509 5,402.46 5,699.31 6,012.27 6,351.65 6,697.92 7,071.73 7,446.84 7,858.72 ‐ ‐ 2510 6,543.72 6,903.76 7,282.22 7,681.53 8,104.85 8,550.13 9,021.84 9,519.98 ‐ ‐ 2511 6,745.28 7,116.30 7,507.70 7,920.60 8,356.20 8,815.81 9,300.64 9,812.18 ‐ ‐ 2512 6,503.52 6,861.32 7,237.37 7,640.03 8,056.56 8,502.86 8,970.01 9,461.26 ‐ ‐ 2513 7,204.06 7,600.95 8,018.59 8,459.22 8,919.39 9,409.43 9,932.88 10,480.52 ‐ ‐ 2514 6,519.52 6,878.45 7,258.22 7,656.22 8,079.54 8,521.29 8,990.76 9,484.25 ‐ ‐ 2515 5,402.46 5,699.31 6,012.27 6,351.65 6,697.92 7,071.73 7,446.84 7,858.72 ‐ ‐ 2516 8,460.43 8,926.37 9,416.32 9,935.20 10,480.52 11,056.92 11,664.31 12,306.22 ‐ ‐ 2517 6,494.21 6,852.02 7,229.37 7,627.38 8,047.34 8,490.20 8,956.14 9,448.61 ‐ ‐ 2518 5,902.92 6,228.53 6,570.15 6,934.84 7,312.19 7,715.97 8,138.17 8,588.10 ‐ ‐ 5/1/2024 Page 3 of 12
76 of 470

City of Glendale
Salary Exhibit A ‐ Eff 05/05/2024 ‐ GCEA Cola Update ELM SPV II Update ‐ Pending Approval Salary Range Step 1S t e p 2S t e p 3S t e p 4S t e p 5S t e p 6S t e p 7S t e p 8S t e p 9S t e p 10 2519 8,355.64 8,814.70 9,299.06 9,810.97 10,350.52 10,918.83 11,519.36 12,152.93 ‐ ‐ 2520 6,203.22 6,544.84 6,904.97 7,283.53 7,684.88 8,107.09 8,553.48 9,022.96 ‐ ‐ 2521 7,062.61 7,451.40 7,860.95 8,295.81 8,734.20 9,230.01 9,728.15 10,273.47 ‐ ‐ 2522 5,402.46 5,699.31 6,012.27 6,351.65 6,697.92 7,071.73 7,446.84 7,858.72 ‐ ‐ 2523 5,133.24 5,416.23 5,713.09 6,026.04 6,358.53 6,708.25 7,077.21 7,466.45 ‐ ‐ 2524 5,761.38 6,078.90 6,412.51 6,771.43 7,143.10 7,521.57 7,941.54 8,380.95 ‐ ‐ 2525 5,761.38 6,078.90 6,412.51 6,771.43 7,143.10 7,521.57 7,941.54 8,380.95 ‐ ‐ 2526 7,204.06 7,600.95 8,018.59 8,459.22 8,919.39 9,409.43 9,932.88 10,480.52 ‐ ‐ 2527 5,231.05 5,518.60 5,822.43 6,144.50 6,482.77 6,833.59 7,213.36 7,610.25 ‐ ‐ 2528 5,366.82 5,661.35 5,973.18 6,297.49 6,644.97 7,013.10 7,398.55 7,805.77 ‐ ‐ 2529 5,761.38 6,078.90 6,412.51 6,771.43 7,143.10 7,521.57 7,941.54 8,380.95 ‐ ‐ 2530 7,581.68 7,998.67 8,438.65 8,902.73 9,392.40 9,908.96 10,454.00 11,028.91 ‐ ‐ 2531 7,737.93 8,163.48 8,612.20 9,086.24 9,586.61 10,114.71 10,670.45 11,257.09 ‐ ‐ 2532 5,450.85 5,749.94 6,066.24 6,396.50 6,751.89 7,119.00 7,515.89 7,926.55 ‐ ‐ 2533 6,189.36 6,528.83 6,887.75 7,266.22 7,665.34 8,087.54 8,531.71 9,001.00 ‐ ‐ 2534 9,142.54 9,645.33 10,175.66 10,734.85 11,325.02 11,947.30 12,604.28 13,298.03 ‐ ‐ 2535 5,981.19 6,311.26 6,658.74 7,024.64 7,409.99 7,816.10 8,247.51 8,702.00 ‐ ‐ 2536 8,560.56 9,031.34 9,528.08 10,052.18 10,605.03 11,188.32 11,803.61 12,452.88 ‐ ‐ 2537 9,801.19 10,340.34 10,908.56 11,508.31 12,141.12 12,809.24 13,512.89 14,255.74 ‐ ‐ 2538 7,828.75 8,260.17 8,715.78 9,193.16 9,698.19 10,230.94 10,794.59 11,388.30 ‐ ‐ 2539 8,707.68 9,187.39 9,691.30 10,225.17 10,787.71 11,380.20 12,006.02 12,667.56 ‐ ‐ 2540 7,828.75 8,260.17 8,715.78 9,193.16 9,698.19 10,230.94 10,794.59 11,388.30 ‐ ‐ 2542 9,362.34 9,877.69 10,420.69 10,993.64 11,598.80 12,236.05 12,909.14 13,618.98 ‐ ‐ 2543 9,141.42 9,645.33 10,175.66 10,737.08 11,326.14 11,946.18 12,604.28 13,298.03 ‐ ‐ 2544 7,646.92 8,065.77 8,509.75 8,979.22 9,473.92 9,993.92 10,543.80 11,123.64 ‐ ‐ 2545 7,469.83 7,881.70 8,313.12 8,769.84 9,253.00 9,763.88 10,299.99 10,865.97 ‐ ‐ 2546 6,252.63 6,596.67 6,951.04 7,337.50 7,734.39 8,169.25 8,621.42 9,095.59 ‐ ‐ 2547 5,402.46 5,699.31 6,012.27 6,351.65 6,697.92 7,071.73 7,446.84 7,858.72 ‐ ‐ 2548 6,303.26 6,649.53 7,016.54 7,407.67 7,818.42 8,249.84 8,692.70 9,169.06 ‐ ‐ 2549 4,835.37 5,102.16 5,381.80 5,677.45 5,990.31 6,319.45 6,666.83 7,032.64 ‐ ‐ 2551 7,903.57 8,338.43 8,797.39 9,279.52 9,789.20 10,326.42 10,895.84 11,496.43 ‐ ‐ 2552 6,842.90 7,220.25 7,618.26 8,035.80 8,477.55 8,948.14 9,437.16 9,955.96 ‐ ‐ 2553 8,460.43 8,926.37 9,416.32 9,935.20 10,480.52 11,056.92 11,664.31 12,306.22 ‐ ‐ 2554 8,460.43 8,926.37 9,416.32 9,935.20 10,480.52 11,056.92 11,664.31 12,306.22 ‐ ‐ 2555 7,412.32 7,819.54 8,249.84 8,703.12 9,181.72 9,686.74 10,219.40 10,781.94 ‐ ‐ 2556 6,854.25 7,231.23 7,628.96 8,048.55 8,491.23 8,958.19 9,450.93 9,970.75 ‐ ‐ 2557 7,234.02 7,633.14 8,053.11 8,497.09 8,964.33 9,456.70 9,977.82 10,525.47 ‐ ‐ 2558 7,114.35 7,506.68 7,918.55 8,349.87 8,814.70 9,294.41 9,809.86 10,349.40 ‐ ‐ 2559 5,402.46 5,699.31 6,012.27 6,351.65 6,697.92 7,071.73 7,446.84 7,858.72 ‐ ‐ 2560 5,981.19 6,311.26 6,658.74 7,024.64 7,409.99 7,816.10 8,247.51 8,702.00 ‐ ‐ 2561 5,402.46 5,699.31 6,012.27 6,351.65 6,697.92 7,071.73 7,446.84 7,858.72 ‐ ‐ 2562 5,981.19 6,311.26 6,658.74 7,024.64 7,409.99 7,816.10 8,247.51 8,702.00 ‐ ‐ 2564 6,700.15 7,068.38 7,457.17 7,844.85 8,301.58 8,758.30 9,233.46 9,746.58 ‐ ‐ 2565 6,745.28 7,116.30 7,507.70 7,920.60 8,356.20 8,815.81 9,300.64 9,812.18 ‐ ‐ 2566 7,284.92 7,685.54 8,108.30 8,554.23 9,024.73 9,521.10 10,044.73 10,597.22 ‐ ‐ 2567 7,920.13 8,355.74 8,815.35 9,300.18 9,811.72 10,351.36 10,920.68 11,521.28 ‐ ‐ 2568 7,234.02 7,633.14 8,053.11 8,497.09 8,964.33 9,456.70 9,977.82 10,525.47 ‐ ‐ 2569 5,907.48 6,231.98 6,573.68 6,938.38 7,324.85 7,712.62 8,150.82 8,592.66 ‐ ‐ 2570 5,534.79 5,839.65 6,159.48 6,503.52 6,848.67 7,226.02 7,635.56 8,050.88 ‐ ‐ 2571 6,681.72 7,048.74 7,436.52 7,846.06 8,277.48 8,730.76 9,211.59 9,718.94 ‐ ‐ 2572 6,700.15 7,068.38 7,457.17 7,844.85 8,301.58 8,758.30 9,233.46 9,746.58 ‐ ‐ 2573 10,723.80 11,313.61 11,935.86 12,592.33 13,284.91 14,015.58 14,786.44 15,599.69 ‐ ‐ 2574 6,073.13 6,406.74 6,757.66 7,135.01 7,520.45 7,935.77 8,370.63 8,835.36 ‐ ‐ 2575 6,363.19 6,712.80 7,082.15 7,472.16 7,884.03 8,317.68 8,774.40 9,256.44 ‐ ‐ 2576 6,363.19 6,712.80 7,082.15 7,472.16 7,884.03 8,317.68 8,774.40 9,256.44 ‐ ‐ 2577 6,586.34 6,948.71 7,330.61 7,734.39 8,160.13 8,612.20 9,081.59 9,580.93 ‐ ‐ 2578 8,460.43 8,926.37 9,416.32 9,935.20 10,480.52 11,056.92 11,664.31 12,306.22 ‐ ‐ 2579 5,402.46 5,699.31 6,012.27 6,351.65 6,697.92 7,071.73 7,446.84 7,858.72 ‐ ‐ 2580 5,547.44 5,853.51 6,175.58 6,508.08 6,867.00 7,250.03 7,648.22 8,070.42 ‐ ‐ 2581 4,528.09 4,776.65 5,040.10 5,318.52 5,610.72 5,917.91 6,241.19 6,587.46 ‐ ‐ 2582 4,636.22 4,891.67 5,160.88 5,447.31 5,747.61 6,061.68 6,392.97 6,743.89 ‐ ‐ 2583 6,421.16 6,774.32 7,146.92 7,539.99 7,954.75 8,392.22 8,853.78 9,340.75 ‐ ‐ 2584 8,607.74 9,081.12 9,580.56 10,107.55 10,663.38 11,249.92 11,868.66 12,521.46 ‐ ‐ 2585 7,655.85 8,076.94 8,521.19 8,989.83 9,484.25 10,005.93 10,556.27 11,136.86 ‐ ‐ 2586 6,667.95 7,033.85 7,420.32 7,833.40 8,237.18 8,703.12 9,192.05 9,698.19 ‐ ‐ 2587 6,829.03 7,205.17 7,600.95 8,018.59 8,459.22 8,923.95 9,415.20 9,932.88 ‐ ‐ 2588 7,438.75 7,849.50 8,280.92 8,729.55 9,208.15 9,715.50 10,258.49 10,823.35 ‐ ‐ 2589 7,350.16 7,755.14 8,180.79 8,634.07 9,109.22 9,608.48 10,138.81 10,694.46 ‐ ‐ 2590 7,886.26 8,320.00 8,775.61 9,258.77 9,769.56 10,306.88 10,873.97 11,471.12 ‐ ‐ 2591 7,350.16 7,755.14 8,180.79 8,634.07 9,109.22 9,608.48 10,138.81 10,694.46 ‐ ‐ 2592 8,814.70 9,299.06 9,809.86 10,350.52 10,920.03 11,520.63 12,155.56 12,822.78 ‐ ‐ 5/1/2024 Page 4 of 12
77 of 470

City of Glendale
Salary Exhibit A ‐ Eff 05/05/2024 ‐ GCEA Cola Update ELM SPV II Update ‐ Pending Approval Salary Range Step 1S t e p 2S t e p 3S t e p 4S t e p 5S t e p 6S t e p 7S t e p 8S t e p 9S t e p 10 2593 7,666.65 8,088.85 8,532.83 9,001.00 9,495.79 10,020.35 10,570.32 11,151.28 ‐ ‐ 2594 7,368.58 7,773.57 8,201.45 8,653.61 9,128.77 9,630.35 10,160.78 10,719.77 ‐ ‐ 2595 5,366.82 5,661.35 5,973.18 6,297.49 6,644.97 7,013.10 7,398.55 7,805.77 ‐ ‐ 2596 8,460.43 8,926.37 9,416.32 9,935.20 10,480.52 11,056.92 11,664.31 12,306.22 ‐ ‐ 2597 6,360.77 6,710.57 7,078.71 7,467.50 7,878.26 8,309.67 8,767.52 9,250.67 ‐ ‐ 2598 8,502.86 8,971.22 9,464.71 9,984.71 10,534.59 11,113.31 11,725.35 12,369.50 ‐ ‐ 2599 5,402.46 5,699.31 6,012.27 6,351.65 6,697.92 7,071.73 7,446.84 7,858.72 ‐ ‐ 2600 6,494.21 6,852.02 7,229.37 7,627.38 8,047.34 8,490.20 8,956.14 9,448.61 ‐ ‐ 2601 5,402.46 5,699.31 6,012.27 6,351.65 6,697.92 7,071.73 7,446.84 7,858.72 ‐ ‐ 2602 5,402.46 5,699.31 6,012.27 6,351.65 6,697.92 7,071.73 7,446.84 7,858.72 ‐ ‐ 2603 5,402.46 5,699.31 6,012.27 6,351.65 6,697.92 7,071.73 7,446.84 7,858.72 ‐ ‐ 2605 7,234.02 7,633.14 8,053.11 8,497.09 8,964.33 9,456.70 9,977.82 10,525.47 ‐ ‐ 2606 6,842.90 7,220.25 7,618.26 8,035.80 8,477.55 8,948.14 9,437.16 9,955.96 ‐ ‐ 2607 5,981.19 6,311.26 6,658.74 7,024.64 7,409.99 7,816.10 8,247.51 8,702.00 ‐ ‐ 2608 6,629.98 6,994.68 7,381.24 7,795.44 8,224.53 8,674.37 9,144.87 9,646.45 ‐ ‐ 2610 8,460.43 8,926.37 9,416.32 9,935.20 10,480.52 11,056.92 11,664.31 12,306.22 ‐ ‐ 2611 6,018.04 6,350.53 6,700.15 7,068.38 7,457.17 7,867.84 8,300.46 8,758.30 ‐ ‐ 2612 6,134.17 6,472.44 6,827.82 7,199.40 7,595.18 8,015.15 8,458.01 8,923.95 ‐ ‐ 2613 6,823.36 7,198.29 7,594.06 8,012.91 8,453.45 8,918.18 9,408.31 9,925.99 ‐ ‐ 2614 6,312.47 6,659.95 7,025.76 7,412.32 7,817.21 8,240.62 8,695.03 9,181.72 ‐ ‐ 2615 8,133.70 8,581.22 9,052.83 9,548.64 10,073.30 10,628.95 11,213.35 11,831.16 ‐ ‐ 2616 6,586.34 6,948.71 7,330.61 7,734.39 8,160.13 8,612.20 9,081.59 9,580.93 ‐ ‐ 2617 7,785.01 8,214.10 8,664.04 9,140.31 9,638.44 10,169.90 10,725.54 11,325.02 ‐ ‐ 2618 5,173.54 5,458.85 5,759.15 6,076.66 6,410.28 6,764.55 7,137.33 7,528.55 ‐ ‐ 2619 5,599.65 5,907.63 6,232.55 6,575.34 6,936.98 7,318.52 7,721.04 8,145.69 ‐ ‐ 2620 5,981.19 6,311.26 6,658.74 7,024.64 7,409.99 7,816.10 8,247.51 8,702.00 ‐ ‐ 2621 6,273.39 6,618.54 6,982.02 7,363.93 7,770.12 8,199.21 8,646.73 9,124.21 ‐ ‐ 2622 6,525.07 6,883.94 7,262.56 7,662.00 8,083.41 8,528.00 8,997.04 9,491.88 ‐ ‐ 2623 6,586.34 6,948.71 7,330.61 7,734.39 8,160.13 8,612.20 9,081.59 9,580.93 ‐ ‐ 2624 7,273.11 7,672.23 8,095.73 8,540.83 9,010.31 9,506.12 10,029.56 10,579.44 ‐ ‐ 2625 7,273.11 7,672.23 8,095.73 8,540.83 9,010.31 9,506.12 10,029.56 10,579.44 ‐ ‐ 2626 6,998.12 7,383.56 7,789.67 8,218.76 8,672.04 9,148.31 9,651.10 10,182.55 ‐ ‐ 2627 6,462.01 6,817.59 7,191.40 7,586.06 8,004.72 8,445.35 8,905.52 9,399.19 ‐ ‐ 2628 7,022.31 7,408.88 7,814.98 8,246.39 8,699.68 9,177.06 9,683.30 10,214.75 ‐ ‐ 2629 8,275.32 8,730.46 9,210.64 9,717.22 10,251.67 10,815.51 11,410.36 12,037.93 ‐ ‐ 2630 8,001.37 8,442.00 8,904.40 9,397.89 9,912.22 10,458.65 11,033.84 11,640.20 ‐ ‐ 2631 9,305.95 9,817.86 10,357.50 10,928.04 11,528.63 12,162.54 12,830.97 13,537.28 ‐ ‐ 2632 6,519.52 6,878.45 7,258.22 7,656.22 8,079.54 8,521.29 8,990.76 9,484.25 ‐ ‐ 2633 5,981.19 6,311.26 6,658.74 7,024.64 7,409.99 7,816.10 8,247.51 8,702.00 ‐ ‐ 2634 7,785.01 8,214.10 8,664.04 9,140.31 9,638.44 10,169.90 10,725.54 11,325.02 ‐ ‐ 2635 6,586.34 6,948.71 7,330.61 7,734.39 8,160.13 8,612.20 9,081.59 9,580.93 ‐ ‐ 2636 6,519.52 6,878.45 7,258.22 7,656.22 8,079.54 8,521.29 8,990.76 9,484.25 ‐ ‐ 2637 6,269.48 6,614.26 6,978.02 7,361.88 7,766.78 8,193.91 8,644.59 9,120.02 ‐ ‐ 2638 6,437.82 6,792.28 7,164.97 7,569.86 7,974.85 8,422.46 8,877.98 9,363.46 ‐ ‐ 2639 8,404.03 8,865.32 9,354.34 9,868.48 10,411.47 10,983.22 11,587.26 12,225.82 ‐ ‐ 2640 7,438.75 7,849.50 8,280.92 8,729.55 9,208.15 9,715.50 10,258.49 10,823.35 ‐ ‐ 2641 5,561.22 5,868.40 6,191.68 6,533.39 6,893.52 7,271.99 7,671.11 8,093.32 ‐ ‐ 2642 6,228.54 6,570.14 6,934.84 7,312.19 7,715.97 8,138.17 8,588.10 9,060.45 ‐ ‐ 2643 8,239.69 8,692.89 9,171.01 9,675.39 10,207.58 10,769.00 11,361.31 11,986.19 ‐ ‐ 2644 7,438.75 7,849.50 8,280.92 8,729.55 9,208.15 9,715.50 10,258.49 10,823.35 ‐ ‐ 2645 7,675.77 8,099.08 8,543.25 9,013.65 9,507.33 10,033.01 10,579.44 11,166.17 ‐ ‐ 2646 7,334.17 7,737.55 8,163.12 8,612.09 9,085.76 9,585.47 10,112.67 10,668.87 ‐ ‐ 2647 6,700.15 7,068.38 7,457.17 7,844.85 8,301.58 8,758.30 9,233.46 9,746.58 ‐ ‐ 2648 5,547.44 5,853.51 6,175.58 6,508.08 6,867.00 7,250.03 7,648.22 8,070.42 ‐ ‐ 2649 6,343.65 6,692.61 7,060.65 7,448.98 7,858.72 8,290.97 8,746.95 9,228.06 ‐ ‐ 2650 6,393.62 6,745.28 7,116.30 7,507.70 7,920.60 8,356.20 8,815.81 9,300.64 ‐ ‐ 2651 8,460.43 8,926.37 9,416.32 9,935.20 10,480.52 11,056.92 11,664.31 12,306.22 ‐ ‐ 2652 5,402.46 5,699.31 6,012.27 6,351.65 6,697.92 7,071.73 7,446.84 7,858.72 ‐ ‐ 2653 8,026.69 8,468.43 8,934.37 9,425.62 9,944.42 10,492.06 11,067.34 11,678.17 ‐ ‐ 2654 6,235.42 6,579.36 6,940.61 7,321.50 7,726.39 8,149.71 8,598.34 9,072.37 ‐ ‐ 2655 6,829.03 7,205.17 7,600.95 8,018.59 8,459.22 8,923.95 9,415.20 9,932.88 ‐ ‐ 2656 6,586.34 6,948.71 7,330.61 7,734.39 8,160.13 8,612.20 9,081.59 9,580.93 ‐ ‐ 2657 9,379.84 9,895.75 10,440.04 11,014.21 11,620.01 12,259.13 12,933.33 13,644.67 ‐ ‐ 2658 5,699.50 6,013.01 6,343.65 6,692.61 7,060.65 7,448.98 7,858.72 8,290.97 ‐ ‐ 2659 8,299.34 8,756.07 9,236.90 9,745.46 10,284.91 10,850.98 11,450.37 12,073.85 ‐ ‐ 2660 6,273.39 6,618.54 6,982.02 7,363.93 7,770.12 8,199.21 8,646.73 9,124.21 ‐ ‐ 2661 6,503.52 6,861.32 7,237.37 7,640.03 8,056.56 8,502.86 8,970.01 9,461.26 ‐ ‐ 2662 6,682.93 7,063.72 7,444.51 7,855.18 8,283.15 8,734.20 9,214.58 9,721.38 ‐ ‐ 2663 8,133.70 8,581.22 9,052.83 9,548.64 10,073.30 10,628.95 11,213.35 11,831.16 ‐ ‐ 2664 6,842.90 7,220.25 7,618.26 8,035.80 8,477.55 8,948.14 9,437.16 9,955.96 ‐ ‐ 2665 7,699.96 8,124.40 8,570.79 9,042.50 9,539.52 10,064.09 10,617.41 11,203.02 ‐ ‐ 5/1/2024 Page 5 of 12
78 of 470

City of Glendale
Salary Exhibit A ‐ Eff 05/05/2024 ‐ GCEA Cola Update ELM SPV II Update ‐ Pending Approval Salary Range Step 1S t e p 2S t e p 3S t e p 4S t e p 5S t e p 6S t e p 7S t e p 8S t e p 9S t e p 10 2666 6,595.46 6,957.91 7,341.04 7,743.70 8,169.25 8,619.18 9,093.13 9,593.25 ‐ ‐ 2668 10,723.80 11,313.61 11,935.86 12,592.33 13,284.91 14,015.58 14,786.44 15,599.69 ‐ ‐ 2669 6,547.16 6,907.30 7,285.76 7,686.19 8,108.39 8,554.69 9,026.31 9,523.33 ‐ ‐ 2670 5,217.28 5,503.71 5,807.45 6,122.63 6,519.52 6,819.82 7,191.40 7,589.41 ‐ ‐ 2671 5,844.21 6,166.37 6,504.63 6,856.67 7,238.67 7,643.57 8,056.56 8,500.63 ‐ ‐ 2672 5,402.46 5,699.31 6,012.27 6,351.65 6,697.92 7,071.73 7,446.84 7,858.72 ‐ ‐ 2673 5,402.46 5,699.31 6,012.27 6,351.65 6,697.92 7,071.73 7,446.84 7,858.72 ‐ ‐ 2674 5,981.19 6,311.26 6,658.74 7,024.64 7,409.99 7,816.10 8,247.51 8,702.00 ‐ ‐ 2675 5,981.19 6,311.26 6,658.74 7,024.64 7,409.99 7,816.10 8,247.51 8,702.00 ‐ ‐ 2676 7,143.10 7,535.43 7,948.42 8,385.61 8,846.90 9,333.49 9,846.71 10,389.70 ‐ ‐ 2677 7,305.86 7,707.68 8,131.65 8,578.89 9,050.69 9,548.55 10,073.67 10,627.74 ‐ ‐ 2678 5,402.46 5,699.31 6,012.27 6,351.65 6,697.92 7,071.73 7,446.84 7,858.72 ‐ ‐ 2679 7,273.11 7,672.23 8,095.73 8,540.83 9,010.31 9,506.12 10,029.56 10,579.44 ‐ ‐ 2680 10,723.80 11,313.61 11,935.86 12,592.33 13,284.91 14,015.58 14,786.44 15,599.69 ‐ ‐ 2681 6,202.01 6,543.72 6,903.76 7,283.53 7,683.77 8,105.97 8,552.37 9,022.96 ‐ ‐ 2682 6,304.28 6,651.01 7,016.82 7,402.73 7,809.86 8,239.42 8,692.61 9,170.64 ‐ ‐ 2683 9,865.97 10,408.68 10,981.54 11,585.67 12,223.30 12,895.55 13,604.65 14,352.39 ‐ ‐ 2684 6,963.69 7,346.71 7,751.70 8,180.79 8,637.52 9,109.22 9,600.48 10,129.69 ‐ ‐ 2685 6,745.28 7,116.30 7,507.70 7,920.60 8,356.20 8,815.82 9,300.64 9,812.19 ‐ ‐ 2686 6,601.13 6,964.19 7,347.22 7,751.31 8,177.64 8,627.41 9,101.91 9,602.52 ‐ ‐ 2687 7,670.15 8,092.01 8,537.07 9,006.61 9,501.98 10,024.58 10,575.94 11,157.61 ‐ ‐ 2688 5,402.37 5,699.50 6,012.97 6,343.69 6,692.59 7,060.68 7,449.02 7,858.72 ‐ ‐ 2689 7,785.23 8,213.42 8,665.16 9,141.74 9,644.54 10,174.99 10,734.61 11,325.01 ‐ ‐ 2690 5,988.47 6,317.84 6,665.32 7,031.91 7,418.67 7,826.70 8,257.17 8,711.31 ‐ ‐ 2691 6,667.95 7,033.85 7,420.32 7,833.40 8,237.18 8,703.12 9,192.05 9,698.19 ‐ ‐ 2692 7,334.17 7,737.55 8,163.12 8,612.09 9,085.76 9,585.47 10,112.67 10,668.87 ‐ ‐ 2693 8,067.28 8,510.99 8,979.09 9,472.94 9,993.95 10,543.62 11,123.52 11,735.31 ‐ ‐ 2694 8,275.32 8,730.46 9,210.64 9,717.22 10,251.67 10,815.51 11,410.36 12,037.93 ‐ ‐ 2695 9,933.63 10,479.98 11,056.37 11,664.47 12,306.02 12,982.85 13,696.91 14,450.24 ‐ ‐ 2696 9,933.63 10,479.98 11,056.37 11,664.47 12,306.02 12,982.85 13,696.91 14,450.24 ‐ ‐ 2697 10,723.80 11,313.61 11,935.86 12,592.33 13,284.91 14,015.58 14,786.44 15,599.69 ‐ ‐ 2698 7,412.32 7,819.54 8,249.84 8,703.12 9,181.72 9,686.74 10,219.40 10,781.94 ‐ ‐ 2699 8,756.07 9,238.02 9,746.58 10,282.68 10,848.66 11,445.81 12,075.06 12,738.84 ‐ ‐ 2700 9,142.54 9,645.33 10,175.66 10,734.85 11,325.02 11,947.30 12,604.28 13,298.03 ‐ ‐ 2701 8,427.38 8,890.89 9,379.89 9,895.78 10,440.05 11,014.25 11,620.03 12,259.14 ‐ ‐ 2702 8,355.64 8,814.70 9,299.06 9,810.97 10,350.52 10,918.83 11,519.36 12,152.93 ‐ ‐ 2703 6,203.22 6,544.84 6,904.97 7,283.53 7,684.88 8,107.09 8,553.48 9,022.96 ‐ ‐ 2705 6,617.21 6,981.16 7,365.12 7,770.20 8,197.56 8,648.43 9,124.09 9,625.92 ‐ ‐ 2706 7,640.05 8,060.25 8,503.57 8,971.26 9,464.68 9,985.24 10,534.43 11,113.82 ‐ ‐ 2707 7,334.17 7,737.55 8,163.12 8,612.09 9,085.76 9,585.47 10,112.67 10,668.87 ‐ ‐ 2708 8,067.28 8,510.99 8,979.09 9,472.94 9,993.95 10,543.62 11,123.52 11,735.31 ‐ ‐ 2709 8,460.43 8,926.37 9,416.32 9,935.20 10,480.52 11,056.92 11,664.31 12,306.22 ‐ ‐ 2710 5,402.46 5,699.31 6,012.27 6,351.65 6,697.92 7,071.73 7,446.84 7,858.72 ‐ ‐ 2711 7,814.69 8,244.50 8,697.94 9,176.33 9,681.03 10,213.49 10,775.23 11,367.86 ‐ ‐ 2712 5,402.46 5,699.31 6,012.27 6,351.65 6,697.92 7,071.73 7,446.84 7,858.72 ‐ ‐ 2713 6,468.04 6,823.78 7,199.09 7,595.04 8,012.77 8,453.47 8,918.41 9,408.93 ‐ ‐ 2714 5,402.37 5,699.50 6,012.97 6,343.68 6,692.59 7,060.68 7,449.02 7,858.71 ‐ ‐ 2715 6,189.00 6,529.39 6,888.51 7,267.38 7,667.08 8,088.77 8,533.65 9,003.00 ‐ ‐ 3000 5,059.71 5,347.38 5,619.88 5,929.59 6,266.15 6,615.51 6,979.36 7,363.23 7,768.20 ‐ 3001 5,972.64 6,306.93 6,652.72 7,014.89 7,406.17 7,793.96 8,222.63 8,674.88 9,151.99 ‐ 3002 3,078.91 3,248.93 3,427.15 3,607.62 3,819.46 4,028.01 4,245.69 4,489.09 4,725.42 ‐ 3003 3,583.13 3,778.77 3,987.22 4,209.61 4,432.00 4,682.47 4,933.96 5,211.17 5,494.04 ‐ 3004 3,078.91 3,248.93 3,427.15 3,607.62 3,819.46 4,028.01 4,245.69 4,489.09 4,725.42 ‐ 3005 3,508.53 3,701.91 3,905.74 4,122.29 4,342.33 4,591.57 4,839.58 5,101.63 5,383.45 ‐ 3006 3,945.31 4,160.73 4,390.18 4,627.64 4,882.72 5,154.09 5,429.99 5,730.47 6,053.08 ‐ 3007 4,714.00 4,973.27 5,246.80 5,535.37 5,839.82 6,161.01 6,499.86 6,857.36 7,234.51 ‐ 3008 3,843.95 4,053.63 4,277.15 4,500.76 4,756.88 5,020.15 5,294.91 5,591.81 5,899.35 ‐ 3009 4,203.67 4,434.88 4,678.79 4,936.13 5,207.62 5,494.03 5,796.21 6,115.00 6,451.32 ‐ 3010 4,312.19 4,548.52 4,798.89 5,059.71 5,347.38 5,619.88 5,929.59 6,266.14 6,615.51 ‐ 3011 4,961.84 5,234.35 5,522.01 5,827.11 6,148.50 6,472.15 6,852.97 7,217.50 7,614.62 ‐ 3012 4,142.08 4,367.95 4,607.86 4,858.23 5,129.60 5,413.69 5,721.14 6,041.40 6,351.11 ‐ 3013 4,798.89 5,059.71 5,347.38 5,619.88 5,929.59 6,266.14 6,615.51 6,979.37 7,363.23 ‐ 3014 3,705.39 3,909.14 4,123.43 4,343.46 4,591.57 4,851.26 5,110.95 5,397.40 5,686.19 ‐ 3015 3,593.59 3,790.45 4,000.03 4,216.68 4,450.65 4,696.41 4,954.87 5,227.37 5,516.17 ‐ 3016 4,328.39 4,567.17 4,818.67 5,085.33 5,357.83 5,660.57 5,960.96 6,294.03 6,643.39 ‐ 3017 4,109.48 4,335.36 4,574.14 4,827.90 5,091.17 5,365.94 5,667.54 5,982.06 6,306.93 ‐ 3018 5,170.29 5,454.48 5,754.95 6,069.28 6,405.83 6,768.01 7,125.47 7,513.27 7,934.88 ‐ 3019 4,446.04 4,690.57 4,949.03 5,233.22 5,525.50 5,814.30 6,134.46 6,467.63 6,822.74 ‐ 3020 5,061.97 5,340.31 5,633.82 5,943.63 6,270.76 6,615.51 6,978.81 7,363.03 7,768.35 ‐ 3021 3,145.22 3,317.69 3,501.56 3,690.23 3,883.51 4,093.19 4,335.36 4,563.59 4,827.90 ‐ 3022 4,446.04 4,690.57 4,949.03 5,233.22 5,525.50 5,814.30 6,134.46 6,467.63 6,822.74 ‐ 5/1/2024 Page 6 of 12
79 of 470

City of Glendale
Salary Exhibit A ‐ Eff 05/05/2024 ‐ GCEA Cola Update ELM SPV II Update ‐ Pending Approval Salary Range Step 1S t e p 2S t e p 3S t e p 4S t e p 5S t e p 6S t e p 7S t e p 8S t e p 9S t e p 10 3023 5,768.14 6,085.48 6,420.15 6,773.28 7,145.82 7,538.80 7,953.44 8,390.87 8,852.33 ‐ 3024 3,843.95 4,053.63 4,277.15 4,500.76 4,756.88 5,020.15 5,294.91 5,591.81 5,899.35 ‐ 3025 3,420.17 3,607.62 3,804.39 4,025.65 4,238.72 4,470.43 4,710.35 4,979.36 5,247.16 ‐ 3026 2,953.60 3,116.05 3,287.43 3,468.24 3,658.99 3,860.24 4,072.55 4,296.54 4,532.85 ‐ 3027 3,843.95 4,053.63 4,277.15 4,500.76 4,756.88 5,020.15 5,294.91 5,591.81 5,899.35 ‐ 3028 3,078.91 3,248.93 3,427.15 3,607.62 3,819.46 4,028.01 4,245.69 4,489.09 4,725.42 ‐ 3029 3,843.95 4,053.63 4,277.15 4,500.76 4,756.88 5,020.15 5,294.91 5,591.81 5,899.35 ‐ 3030 4,312.19 4,548.52 4,798.89 5,059.71 5,347.38 5,619.88 5,929.59 6,266.14 6,615.51 ‐ 3031 3,843.95 4,053.63 4,277.15 4,500.76 4,756.88 5,020.15 5,294.91 5,591.81 5,899.35 ‐ 3032 4,312.19 4,548.52 4,798.89 5,059.71 5,347.38 5,619.88 5,929.59 6,266.14 6,615.51 ‐ 3033 6,287.05 6,632.93 6,997.46 7,383.94 7,789.26 8,226.03 8,676.56 9,151.77 9,648.92 ‐ 3034 6,720.25 7,091.75 7,480.68 7,892.87 8,333.04 8,790.72 9,270.45 9,784.00 10,314.97 ‐ 3035 7,183.69 7,579.68 7,995.35 8,435.52 8,899.05 9,389.23 9,905.13 10,448.91 11,024.25 ‐ 3036 5,170.29 5,454.48 5,754.95 6,069.28 6,405.83 6,768.01 7,125.47 7,513.27 7,934.88 ‐ 3037 4,911.83 5,181.97 5,467.29 5,768.90 6,093.77 6,411.67 6,778.56 7,137.15 7,538.89 ‐ 3038 3,972.06 4,192.19 4,422.77 4,654.39 4,917.67 5,188.94 5,469.55 5,768.90 6,096.03 ‐ 3039 4,929.25 5,199.49 5,485.94 5,780.58 6,099.61 6,444.26 6,786.66 7,163.91 7,563.38 ‐ 3040 4,911.83 5,181.97 5,467.29 5,768.90 6,093.77 6,411.67 6,778.56 7,137.15 7,538.89 ‐ 3041 4,312.19 4,548.52 4,798.89 5,059.71 5,347.38 5,619.88 5,929.59 6,266.14 6,615.51 ‐ 3042 5,079.49 5,357.83 5,653.60 5,972.64 6,306.93 6,652.72 7,014.89 7,406.17 7,793.97 ‐ 3043 4,380.76 4,621.80 4,875.75 5,142.41 5,429.99 5,729.33 6,041.40 6,369.76 6,723.74 ‐ 3044 4,312.19 4,548.52 4,798.89 5,059.71 5,347.38 5,619.88 5,929.59 6,266.14 6,615.51 ‐ 3045 4,114.18 4,340.46 4,579.18 4,831.04 5,096.75 5,377.07 5,672.81 5,984.81 6,313.98 ‐ 3046 7,077.43 7,466.64 7,877.33 8,310.62 8,767.65 9,249.92 9,758.66 10,295.38 10,861.57 ‐ 3047 5,928.37 6,253.33 6,596.86 6,960.16 7,344.38 7,747.43 8,173.48 8,623.02 9,097.29 ‐ 3048 6,846.66 7,223.25 7,620.56 8,039.62 8,481.86 8,948.31 9,440.47 9,959.67 10,507.50 ‐ 3049 5,170.29 5,454.48 5,754.95 6,069.28 6,405.83 6,768.01 7,125.47 7,513.27 7,934.88 ‐ 3050 3,843.95 4,053.63 4,277.15 4,500.76 4,756.88 5,020.15 5,294.91 5,591.81 5,899.35 ‐ 3051 4,312.19 4,548.52 4,798.89 5,059.71 5,347.38 5,619.88 5,929.59 6,266.14 6,615.51 ‐ 3052 4,702.25 4,960.71 5,233.22 5,525.50 5,823.62 6,148.50 6,472.15 6,833.19 7,217.50 ‐ 3053 3,993.72 4,213.38 4,445.19 4,689.62 4,947.53 5,219.65 5,506.75 5,809.59 6,129.19 ‐ 3054 4,664.95 4,921.15 5,191.21 5,476.61 5,778.22 6,096.03 6,431.45 6,785.53 7,158.06 ‐ 3055 3,798.55 4,007.00 4,227.04 4,459.98 4,705.64 4,964.20 5,236.70 5,524.37 5,828.24 ‐ 3056 5,170.29 5,454.48 5,754.95 6,069.28 6,405.83 6,768.01 7,125.47 7,513.27 7,934.88 ‐ 3057 2,953.60 3,116.05 3,287.43 3,468.24 3,658.99 3,860.24 4,072.55 4,296.54 4,532.85 ‐ 3058 2,953.60 3,116.05 3,287.43 3,468.24 3,658.99 3,860.24 4,072.55 4,296.54 4,532.85 ‐ 3059 3,967.35 4,185.50 4,415.71 4,658.63 4,914.84 5,185.18 5,470.30 5,771.16 6,088.59 ‐ 3060 3,422.44 3,609.88 3,807.88 4,028.01 4,245.69 4,489.09 4,725.42 4,992.17 5,251.87 ‐ 3061 3,145.22 3,317.69 3,501.56 3,690.23 3,883.51 4,093.19 4,335.36 4,563.59 4,827.90 ‐ 3062 3,610.35 3,808.91 4,018.40 4,239.38 4,472.60 4,718.54 4,978.05 5,251.87 5,540.76 ‐ 3064 4,797.76 5,061.97 5,339.18 5,619.88 5,929.59 6,262.66 6,599.12 6,970.62 7,361.90 ‐ 3065 5,855.08 6,177.60 6,517.64 6,877.46 7,254.71 7,654.18 8,075.70 8,519.45 8,987.49 ‐ 3066 3,215.12 3,392.10 3,580.87 3,775.29 3,980.16 4,205.00 4,423.90 4,669.66 4,933.96 ‐ 3067 4,016.61 4,235.80 4,467.51 4,718.73 4,972.30 5,235.01 5,533.32 5,833.89 6,160.93 ‐ 3068 3,843.95 4,053.63 4,277.15 4,500.76 4,756.88 5,020.15 5,294.91 5,591.81 5,899.35 ‐ 3069 7,466.64 7,877.33 8,310.62 8,767.65 9,249.92 9,758.66 10,295.38 10,861.57 11,458.95 ‐ 3070 7,223.25 7,620.56 8,039.62 8,481.86 8,948.31 9,440.47 9,959.67 10,507.50 11,085.38 ‐ 3071 6,253.33 6,596.86 6,960.16 7,344.38 7,747.43 8,173.47 8,623.02 9,097.29 9,597.64 ‐ 3072 5,170.29 5,454.48 5,754.95 6,069.28 6,405.83 6,768.01 7,125.47 7,513.27 7,934.88 ‐ 3075 5,953.99 6,281.21 6,627.09 6,989.27 7,373.58 7,781.16 8,207.38 8,659.14 9,134.25 ‐ 3076 4,661.46 4,918.80 5,188.94 5,469.55 5,768.90 6,096.03 6,426.74 6,778.56 7,153.45 ‐ 3078 3,265.23 3,443.35 3,633.24 3,833.50 4,039.59 4,271.31 4,500.76 4,748.78 5,007.34 ‐ 3079 7,055.68 7,444.60 7,854.44 8,284.24 8,742.97 9,223.92 9,729.27 10,267.31 10,829.74 ‐ 3080 4,818.66 5,085.33 5,357.83 5,660.58 5,960.96 6,294.02 6,643.39 7,008.78 7,394.26 ‐ 3081 4,026.78 4,248.04 4,482.12 4,733.71 4,992.17 5,278.62 5,556.96 5,862.05 6,177.60 ‐ 3082 6,175.34 6,515.29 6,873.98 7,263.00 7,661.15 8,067.60 8,520.58 8,977.04 9,476.64 ‐ 3083 3,420.17 3,607.62 3,804.39 4,025.65 4,238.72 4,470.43 4,710.35 4,979.36 5,247.16 ‐ 3084 4,522.90 4,771.67 5,034.09 5,310.93 5,603.11 5,911.22 6,236.38 6,579.34 6,941.23 ‐ 3085 4,665.42 4,922.00 5,192.71 5,478.31 5,779.63 6,097.44 6,432.87 6,786.66 7,159.95 ‐ 3086 3,740.34 3,945.31 4,161.86 4,391.31 4,632.35 4,886.21 5,155.22 5,438.18 5,736.30 ‐ 3087 4,329.52 4,568.30 4,819.80 5,084.20 5,363.67 5,659.44 5,970.38 6,299.87 6,645.75 ‐ 3088 4,286.57 4,522.90 4,770.91 5,043.42 5,310.08 5,602.36 5,914.42 6,233.55 6,579.34 ‐ 3089 3,203.53 3,380.52 3,565.61 3,763.60 3,973.19 4,183.99 4,412.22 4,654.39 4,917.67 ‐ 3090 5,690.08 6,003.55 6,333.83 6,681.91 7,049.23 7,436.89 7,846.06 8,278.00 8,733.79 ‐ 3091 3,788.10 3,996.55 4,215.45 4,448.39 4,699.80 4,938.58 5,223.89 5,525.50 5,814.30 ‐ 3093 3,883.51 4,099.03 4,323.68 4,563.59 4,815.09 5,085.33 5,357.83 5,651.34 5,960.96 ‐ 3094 4,480.33 4,726.74 4,986.71 5,260.91 5,550.27 5,855.55 6,177.60 6,517.36 6,875.86 ‐ 3095 5,022.41 5,298.68 5,590.12 5,897.56 6,221.97 6,564.17 6,925.22 7,306.04 7,707.87 ‐ 3096 5,775.87 6,093.49 6,428.63 6,782.23 7,155.24 7,548.78 7,963.99 8,401.99 8,864.10 ‐ 3097 6,040.17 6,372.30 6,722.80 7,092.60 7,482.66 7,894.19 8,328.42 8,786.49 9,269.70 ‐ 3098 5,754.77 6,071.26 6,405.17 6,757.46 7,129.15 7,521.18 7,934.88 8,371.28 8,831.70 ‐ 5/1/2024 Page 7 of 12
80 of 470

City of Glendale
Salary Exhibit A ‐ Eff 05/05/2024 ‐ GCEA Cola Update ELM SPV II Update ‐ Pending Approval Salary Range Step 1S t e p 2S t e p 3S t e p 4S t e p 5S t e p 6S t e p 7S t e p 8S t e p 9S t e p 10 3099 7,077.43 7,466.64 7,877.33 8,310.62 8,767.65 9,249.92 9,758.66 10,295.38 10,861.57 ‐ 3100 6,846.66 7,223.25 7,620.56 8,039.62 8,481.86 8,948.31 9,440.47 9,959.67 10,507.50 ‐ 3101 5,928.37 6,253.33 6,596.86 6,960.16 7,344.38 7,747.43 8,173.48 8,623.02 9,097.29 ‐ 3102 6,360.43 6,708.67 7,076.59 7,467.87 7,876.67 8,311.00 8,767.46 9,248.41 9,759.60 ‐ 3103 4,980.49 5,254.13 5,543.02 5,848.11 6,169.50 6,508.32 6,865.78 7,243.12 7,641.37 ‐ 3104 3,281.52 3,463.13 3,653.02 3,843.95 4,060.60 4,281.86 4,507.74 4,759.33 5,036.45 ‐ 3105 4,142.08 4,367.95 4,607.86 4,858.23 5,129.60 5,413.69 5,721.14 6,041.40 6,351.11 ‐ 3106 2,977.59 3,141.36 3,314.14 3,496.41 3,688.72 3,891.60 4,105.63 4,331.44 4,569.67 ‐ 3107 3,653.02 3,843.95 4,060.60 4,281.86 4,507.74 4,759.32 5,036.45 5,313.45 5,605.69 ‐ 3108 5,653.60 5,964.54 6,292.89 6,643.39 7,003.30 7,388.65 7,789.26 8,226.03 8,676.56 ‐ 3109 5,249.51 5,540.57 5,843.40 6,164.79 6,502.48 6,862.39 7,238.51 7,636.66 8,059.40 ‐ 3110 5,067.82 5,349.64 5,644.28 5,952.85 6,266.14 6,615.51 6,986.92 7,371.19 7,776.61 ‐ 3111 3,843.95 4,053.63 4,277.15 4,500.76 4,756.88 5,020.15 5,294.91 5,591.81 5,899.35 ‐ 3112 4,525.16 4,773.27 5,037.58 5,314.79 5,607.07 5,915.56 6,241.65 6,582.92 6,946.22 ‐ 3113 3,145.22 3,317.69 3,501.56 3,690.23 3,883.51 4,093.19 4,335.36 4,563.59 4,827.90 ‐ 3114 3,420.17 3,607.62 3,804.39 4,025.65 4,238.72 4,470.43 4,710.35 4,979.36 5,247.16 ‐ 3115 4,312.19 4,548.52 4,798.89 5,059.71 5,347.38 5,619.88 5,929.59 6,266.14 6,615.51 ‐ 3116 4,203.67 4,434.88 4,678.79 4,936.13 5,207.62 5,494.03 5,796.21 6,115.00 6,451.32 ‐ 3117 4,714.00 4,973.27 5,246.80 5,535.37 5,839.82 6,161.01 6,499.86 6,857.36 7,234.51 ‐ 3118 4,489.52 4,736.45 4,996.95 5,271.79 5,561.73 5,867.63 6,190.35 6,530.82 6,890.01 ‐ 3119 3,987.22 4,209.61 4,432.01 4,682.47 4,933.96 5,211.18 5,494.03 5,796.21 6,115.00 ‐ 3120 5,719.91 6,035.56 6,367.40 6,714.41 7,080.07 7,478.32 7,884.77 8,329.65 8,777.91 ‐ 3121 5,170.29 5,454.48 5,754.95 6,069.28 6,405.83 6,768.01 7,125.47 7,513.27 7,934.88 ‐ 3122 4,880.37 5,149.38 5,431.21 5,724.62 6,041.40 6,369.76 6,713.28 7,105.69 7,486.52 ‐ 3123 4,031.49 4,252.66 4,486.83 4,748.78 5,000.37 5,283.33 5,562.80 5,870.15 6,186.93 ‐ 3124 5,170.29 5,454.48 5,754.95 6,069.28 6,405.83 6,768.01 7,125.47 7,513.27 7,934.88 ‐ 3125 5,436.96 5,735.17 6,051.76 6,390.76 6,741.26 7,110.40 7,490.00 7,909.26 8,345.85 ‐ 3126 4,630.00 4,884.98 5,154.09 5,429.99 5,729.33 6,041.40 6,369.76 6,723.74 7,105.69 ‐ 3127 3,784.23 3,981.00 4,190.49 4,399.04 4,625.01 4,883.38 5,122.16 5,407.38 5,709.08 ‐ 3128 3,265.23 3,443.35 3,633.24 3,833.50 4,039.59 4,271.31 4,500.76 4,748.78 5,007.34 ‐ 3129 4,312.19 4,548.52 4,798.89 5,059.71 5,347.38 5,619.88 5,929.59 6,266.14 6,615.51 ‐ 3130 5,202.51 5,488.67 5,790.56 6,109.03 6,445.02 6,799.47 7,173.51 7,568.00 7,984.24 ‐ 3132 4,943.48 5,215.37 5,502.21 5,804.84 6,124.10 6,460.93 6,816.28 7,191.17 7,586.69 ‐ 3133 4,695.28 4,938.57 5,211.18 5,495.17 5,814.30 6,124.10 6,460.93 6,816.28 7,191.17 ‐ 3134 4,630.00 4,884.98 5,154.09 5,429.99 5,729.33 6,041.40 6,369.76 6,723.74 7,105.69 ‐ 3135 5,045.77 5,322.89 5,615.17 5,923.75 6,249.85 6,594.50 6,956.58 7,339.86 7,743.86 ‐ 3136 5,549.99 5,855.08 6,178.73 6,517.64 6,876.33 7,253.58 7,653.05 8,074.57 8,518.22 ‐ 3137 3,853.37 4,065.21 4,288.83 4,525.16 4,774.40 5,036.45 5,324.02 5,616.30 5,924.98 ‐ 3138 3,853.37 4,065.21 4,288.83 4,525.16 4,774.40 5,036.45 5,324.02 5,616.30 5,924.98 ‐ 3139 4,312.19 4,548.52 4,798.89 5,059.71 5,347.38 5,619.88 5,929.59 6,266.14 6,615.51 ‐ 3140 4,632.35 4,886.21 5,156.35 5,438.18 5,735.17 6,047.24 6,389.54 6,741.26 7,110.40 ‐ 3141 4,320.29 4,557.85 4,808.12 5,071.39 5,351.99 5,644.28 5,952.86 6,290.54 6,628.32 ‐ 3142 3,029.93 3,195.34 3,371.19 3,566.84 3,758.99 3,973.19 4,180.51 4,412.22 4,648.65 ‐ 3143 2,953.60 3,116.05 3,287.43 3,468.24 3,658.99 3,860.24 4,072.55 4,296.54 4,532.85 ‐ 3144 7,077.43 7,466.64 7,877.33 8,310.62 8,767.65 9,249.92 9,758.66 10,295.38 10,861.57 ‐ 3145 6,846.66 7,223.25 7,620.56 8,039.62 8,481.86 8,948.31 9,440.47 9,959.67 10,507.50 ‐ 3146 5,928.37 6,253.33 6,596.86 6,960.16 7,344.38 7,747.43 8,173.48 8,623.02 9,097.29 ‐ 3147 3,244.22 3,422.44 3,609.88 3,802.13 4,013.97 4,238.72 4,470.43 4,710.35 4,979.36 ‐ 3148 4,931.61 5,202.89 5,489.42 5,807.33 6,105.45 6,452.37 6,804.18 7,188.40 7,568.00 ‐ 3149 3,942.95 4,158.37 4,387.73 4,628.87 4,882.72 5,149.38 5,438.18 5,729.33 6,047.24 ‐ 3150 3,593.59 3,790.45 4,000.03 4,216.68 4,450.65 4,696.41 4,954.87 5,227.37 5,516.17 ‐ 3151 4,525.16 4,773.27 5,037.58 5,314.79 5,607.07 5,915.56 6,241.65 6,582.92 6,946.22 ‐ 3152 5,170.29 5,454.48 5,754.95 6,069.28 6,405.83 6,768.01 7,125.47 7,513.27 7,934.88 ‐ 3153 4,504.25 4,751.04 5,011.95 5,290.30 5,580.32 5,887.67 6,210.19 6,553.72 6,912.41 ‐ 3154 4,013.97 4,236.46 4,470.43 4,716.19 4,974.65 5,248.29 5,538.31 5,841.05 6,163.66 ‐ 3155 3,705.39 3,909.14 4,123.43 4,343.46 4,591.57 4,851.26 5,110.95 5,397.40 5,686.19 ‐ 3156 3,343.31 3,524.92 3,719.43 3,923.17 4,147.92 4,359.85 4,606.73 4,855.97 5,126.02 ‐ 3157 3,420.17 3,607.62 3,804.39 4,025.65 4,238.72 4,470.43 4,710.35 4,979.36 5,247.16 ‐ 3158 2,953.60 3,116.05 3,287.43 3,468.24 3,658.99 3,860.24 4,072.55 4,296.54 4,532.85 ‐ 3159 3,145.22 3,317.69 3,501.56 3,690.23 3,883.51 4,093.19 4,335.36 4,563.59 4,827.90 ‐ 3160 2,953.60 3,116.05 3,287.43 3,468.24 3,658.99 3,860.24 4,072.55 4,296.54 4,532.85 ‐ 3161 2,953.60 3,116.05 3,287.43 3,468.24 3,658.99 3,860.24 4,072.55 4,296.54 4,532.85 ‐ 3162 4,213.10 4,446.04 4,690.57 4,943.29 5,223.89 5,525.50 5,814.30 6,134.46 6,467.63 ‐ 3163 5,455.61 5,756.08 6,072.86 6,406.96 6,759.91 7,131.31 7,523.73 7,937.53 8,374.10 ‐ 3164 3,145.22 3,317.69 3,501.56 3,690.23 3,883.51 4,093.19 4,335.36 4,563.59 4,827.90 ‐ 3165 4,062.86 4,285.25 4,520.55 4,768.56 5,031.74 5,308.95 5,600.10 5,908.58 6,233.55 ‐ 3166 3,904.33 4,119.00 4,345.63 4,584.60 4,836.75 5,102.76 5,383.45 5,679.51 5,991.85 ‐ 3167 4,389.99 4,631.41 4,886.11 5,154.85 5,438.37 5,737.53 6,053.08 6,385.96 6,737.21 ‐ 3168 4,797.85 5,061.78 5,340.13 5,633.82 5,943.72 6,270.57 6,615.51 6,979.38 7,363.22 ‐ 3169 5,044.61 5,322.07 5,614.78 5,923.60 6,249.39 6,593.11 6,955.73 7,338.30 7,741.90 ‐ 3170 4,498.19 4,745.59 5,006.60 5,281.96 5,572.47 5,878.95 6,202.30 6,543.42 6,903.31 ‐ 5/1/2024 Page 8 of 12
81 of 470

City of Glendale
Salary Exhibit A ‐ Eff 05/05/2024 ‐ GCEA Cola Update ELM SPV II Update ‐ Pending Approval Salary Range Step 1S t e p 2S t e p 3S t e p 4S t e p 5S t e p 6S t e p 7S t e p 8S t e p 9S t e p 10 3171 4,109.48 4,335.36 4,574.14 4,827.90 5,091.17 5,365.94 5,667.54 5,982.06 6,306.93 ‐ 3172 3,508.53 3,701.91 3,905.74 4,122.29 4,342.33 4,591.57 4,839.58 5,101.63 5,383.45 ‐ 3173 3,600.65 3,797.42 4,007.00 4,215.45 4,441.42 4,699.80 4,938.58 5,223.89 5,525.50 ‐ 3174 6,720.25 7,091.75 7,480.68 7,892.87 8,333.04 8,790.72 9,270.45 9,784.00 10,314.97 ‐ 3175 5,001.50 5,277.49 5,567.42 5,875.99 6,197.38 6,539.78 6,886.79 7,272.23 7,675.09 ‐ 3176 5,043.42 5,310.07 5,602.36 5,914.43 6,233.55 6,579.34 6,941.21 7,322.97 7,725.74 ‐ 3177 5,754.96 6,069.27 6,405.84 6,768.01 7,125.47 7,513.27 7,934.88 8,371.29 8,831.71 ‐ 3178 4,320.29 4,557.85 4,808.12 5,071.39 5,351.99 5,644.28 5,952.86 6,290.54 6,628.32 ‐ 3179 5,170.29 5,454.48 5,754.95 6,069.28 6,405.83 6,768.01 7,125.47 7,513.27 7,934.88 ‐ 3180 4,557.85 4,808.12 5,072.52 5,351.99 5,651.34 5,960.96 6,290.54 6,643.39 6,992.75 ‐ 3181 4,836.66 5,102.76 5,383.36 5,679.41 5,991.85 6,321.34 6,669.01 7,035.80 7,422.84 ‐ 3182 5,566.38 5,872.51 6,195.50 6,536.20 6,895.73 7,274.96 7,675.09 8,097.27 8,542.62 ‐ 3183 4,327.26 4,564.82 4,815.09 5,080.62 5,360.19 5,654.73 5,965.67 6,294.03 6,641.13 ‐ 3184 5,001.50 5,277.49 5,567.42 5,875.99 6,197.38 6,539.78 6,886.79 7,272.23 7,675.09 ‐ 3185 4,557.85 4,808.12 5,072.52 5,351.99 5,651.34 5,960.96 6,290.54 6,643.39 6,992.75 ‐ 3186 4,807.08 5,071.49 5,350.39 5,644.65 5,955.12 6,282.63 6,628.23 6,992.75 7,377.35 ‐ 3187 3,078.91 3,248.93 3,427.15 3,607.62 3,819.46 4,028.01 4,245.69 4,489.09 4,725.42 ‐ 3188 4,312.19 4,548.52 4,798.89 5,059.71 5,347.38 5,619.88 5,929.59 6,266.14 6,615.51 ‐ 3190 7,133.67 7,526.08 7,941.85 8,366.85 8,830.29 9,320.56 9,829.40 10,359.24 10,948.52 ‐ 3191 6,153.11 6,490.80 6,848.36 7,226.83 7,622.72 8,039.62 8,482.15 8,949.06 9,440.47 ‐ 3192 4,031.49 4,252.66 4,486.83 4,748.78 5,000.37 5,283.33 5,562.80 5,870.15 6,186.93 ‐ 3193 6,846.66 7,223.25 7,620.56 8,039.62 8,481.86 8,948.31 9,440.47 9,959.67 10,507.50 ‐ 3194 3,972.06 4,192.19 4,422.77 4,654.39 4,917.67 5,188.94 5,469.55 5,768.90 6,096.03 ‐ 3195 3,411.89 3,600.65 3,797.42 4,004.65 4,224.78 4,458.85 4,706.86 4,958.36 5,236.70 ‐ 3196 5,873.73 6,197.38 6,538.65 6,877.46 7,272.23 7,675.09 8,093.22 8,529.90 9,010.86 ‐ 3197 3,961.60 4,180.51 4,408.74 4,648.65 4,910.60 5,171.43 5,457.96 5,765.41 6,079.83 ‐ 3198 3,508.53 3,701.91 3,905.74 4,122.29 4,342.33 4,591.57 4,839.58 5,101.63 5,383.45 ‐ 3199 3,843.95 4,053.63 4,277.15 4,500.76 4,756.88 5,020.15 5,294.91 5,591.81 5,899.35 ‐ 3200 5,669.90 5,982.06 6,311.55 6,659.69 7,024.22 7,412.01 7,825.43 8,246.94 8,702.18 ‐ 3201 4,416.93 4,661.46 4,918.80 5,188.94 5,469.55 5,768.90 6,096.03 6,426.74 6,780.82 ‐ 3202 4,475.14 4,720.90 4,980.49 5,254.13 5,553.38 5,843.40 6,171.76 6,513.03 6,868.23 ‐ 3203 4,312.19 4,548.52 4,798.89 5,059.71 5,347.38 5,619.88 5,929.59 6,266.14 6,615.51 ‐ 3204 5,170.29 5,454.48 5,754.95 6,069.28 6,405.83 6,768.01 7,125.47 7,513.27 7,934.88 ‐ 3205 3,843.95 4,053.63 4,277.15 4,500.76 4,756.88 5,020.15 5,294.91 5,591.81 5,899.35 ‐ 3206 3,934.76 4,152.63 4,380.76 4,620.67 4,862.94 5,129.60 5,429.99 5,721.14 6,041.40 ‐ 3207 4,064.08 4,285.25 4,521.68 4,775.53 5,044.55 5,310.08 5,602.36 5,914.42 6,233.55 ‐ 3208 3,508.53 3,701.91 3,905.74 4,122.29 4,342.33 4,591.57 4,839.58 5,101.63 5,383.45 ‐ 3209 3,757.86 3,963.96 4,182.86 4,406.38 4,648.65 4,910.60 5,171.43 5,457.96 5,765.41 ‐ 3210 4,312.19 4,548.52 4,798.89 5,059.71 5,347.38 5,619.88 5,929.59 6,266.14 6,615.51 ‐ 3211 4,312.19 4,548.52 4,798.89 5,059.71 5,347.38 5,619.88 5,929.59 6,266.14 6,615.51 ‐ 3212 5,436.96 5,735.17 6,051.76 6,390.76 6,741.26 7,110.40 7,490.00 7,909.26 8,345.85 ‐ 3213 4,312.19 4,548.52 4,798.89 5,059.71 5,347.38 5,619.88 5,929.59 6,266.14 6,615.51 ‐ 3214 5,436.96 5,735.17 6,051.76 6,390.76 6,741.26 7,110.40 7,490.00 7,909.26 8,345.85 ‐ 3215 3,083.62 3,253.55 3,432.99 3,626.27 3,824.17 4,036.11 4,248.04 4,494.93 4,733.71 ‐ 3216 4,298.25 4,534.58 4,784.01 5,047.09 5,324.77 5,617.62 5,926.58 6,252.49 6,596.39 ‐ 3217 3,761.25 3,967.35 4,186.35 4,423.90 4,669.66 4,928.12 5,194.78 5,474.26 5,771.16 ‐ 3218 3,508.53 3,701.91 3,905.74 4,122.29 4,342.33 4,591.57 4,839.58 5,101.63 5,383.45 ‐ 3219 4,117.59 4,344.78 4,583.37 4,834.96 5,101.63 5,382.23 5,678.09 5,990.16 6,319.74 ‐ 3220 8,400.67 8,862.97 9,350.80 9,865.57 10,408.22 10,981.11 11,585.55 12,222.48 12,894.37 ‐ 3221 6,360.43 6,708.67 7,076.59 7,467.87 7,876.67 8,311.00 8,767.46 9,248.41 9,759.60 ‐ 3222 5,327.60 5,621.01 5,928.37 6,253.33 6,596.86 6,960.16 7,344.38 7,747.43 8,173.47 ‐ 3223 6,793.63 7,166.26 7,561.03 7,977.93 8,413.48 8,885.01 9,377.65 9,888.84 10,426.87 ‐ 3224 4,978.89 5,252.71 5,541.61 5,846.42 6,167.99 6,507.19 6,865.12 7,242.75 7,641.09 ‐ 3225 4,803.60 5,067.81 5,346.15 5,644.28 5,952.86 6,266.14 6,615.51 6,986.92 7,370.00 ‐ 3226 6,372.30 6,722.80 7,092.60 7,482.66 7,894.19 8,328.42 8,786.49 9,269.70 9,779.57 ‐ 3227 6,121.27 6,458.02 6,813.13 7,187.92 7,583.26 8,000.35 8,440.32 8,904.51 9,394.32 ‐ 3228 6,125.23 6,461.78 6,816.99 7,191.88 7,587.78 8,004.68 8,444.85 8,909.50 9,399.78 ‐ 3229 4,079.25 4,302.77 4,541.55 4,790.79 5,059.71 5,347.38 5,619.88 5,929.59 6,255.72 ‐ 3230 3,508.53 3,701.91 3,905.74 4,122.29 4,342.33 4,591.57 4,839.58 5,101.63 5,383.45 ‐ 3231 5,017.04 5,292.98 5,584.09 5,891.22 6,215.24 6,557.07 6,917.71 7,298.19 7,699.59 ‐ 3232 4,203.67 4,434.88 4,678.79 4,936.13 5,207.62 5,494.03 5,796.21 6,115.00 6,451.32 ‐ 3233 4,475.14 4,720.90 4,980.49 5,254.13 5,553.38 5,843.40 6,171.76 6,513.03 6,868.23 ‐ 3234 5,722.83 6,037.54 6,369.66 6,719.97 7,089.59 7,479.45 7,890.80 8,324.84 8,782.72 ‐ 3235 5,436.96 5,735.17 6,051.76 6,390.76 6,741.26 7,110.40 7,490.00 7,909.26 8,345.85 ‐ 3236 4,818.67 5,082.98 5,361.32 5,658.31 5,968.02 6,295.25 6,643.39 7,009.05 7,393.36 ‐ 3237 3,508.53 3,701.91 3,905.74 4,122.29 4,342.33 4,591.57 4,839.58 5,101.63 5,383.45 ‐ 3238 3,420.17 3,607.62 3,804.39 4,025.65 4,238.72 4,470.43 4,710.35 4,979.36 5,247.16 ‐ 3239 5,395.60 5,692.36 6,005.44 6,335.74 6,684.21 7,051.84 7,439.69 7,848.87 8,280.56 ‐ 3240 5,327.60 5,621.01 5,928.37 6,253.33 6,596.86 6,960.16 7,344.38 7,747.43 8,173.47 ‐ 3241 4,466.95 4,712.61 4,971.17 5,244.90 5,533.60 5,838.79 6,160.08 6,500.22 6,857.68 ‐ 3242 3,843.95 4,053.63 4,277.15 4,500.76 4,756.88 5,020.15 5,294.91 5,591.81 5,899.35 ‐ 5/1/2024 Page 9 of 12
82 of 470

City of Glendale
Salary Exhibit A ‐ Eff 05/05/2024 ‐ GCEA Cola Update ELM SPV II Update ‐ Pending Approval Salary Range Step 1S t e p 2S t e p 3S t e p 4S t e p 5S t e p 6S t e p 7S t e p 8S t e p 9S t e p 10 3243 5,327.60 5,621.01 5,928.37 6,253.33 6,596.86 6,960.16 7,344.38 7,747.43 8,173.47 ‐ 3244 5,473.41 5,774.45 6,091.98 6,427.03 6,780.54 7,153.45 7,546.90 7,962.01 8,399.92 ‐ 3245 4,192.18 4,422.77 4,654.39 4,917.67 5,188.95 5,469.55 5,768.90 6,096.03 6,431.32 ‐ 3246 3,947.57 4,164.21 4,393.57 4,635.84 4,890.82 5,162.19 5,440.54 5,743.28 6,057.60 ‐ 3247 4,561.64 4,812.53 5,077.22 5,356.47 5,651.07 5,961.88 6,289.79 6,635.73 7,000.69 ‐ 3248 4,186.35 4,423.90 4,669.66 4,928.13 5,194.78 5,474.25 5,771.16 6,088.57 6,423.44 ‐ 3249 6,422.22 6,774.98 7,147.61 7,550.57 7,967.47 8,395.96 8,861.75 9,350.80 9,853.89 ‐ 3250 5,079.49 5,357.83 5,653.60 5,972.64 6,306.93 6,652.72 7,014.89 7,406.17 7,793.97 ‐ 3251 4,203.67 4,434.88 4,678.79 4,936.13 5,207.62 5,494.03 5,796.21 6,115.00 6,451.32 ‐ 3252 3,420.17 3,607.62 3,804.39 4,025.65 4,238.72 4,470.43 4,710.35 4,979.36 5,247.16 ‐ 3253 3,866.18 4,079.25 4,302.77 4,541.55 4,790.79 5,059.71 5,347.38 5,619.88 5,929.59 ‐ 3254 3,403.79 3,591.23 3,788.10 3,995.42 4,213.10 4,441.42 4,699.80 4,938.58 5,223.89 ‐ 3255 3,078.91 3,248.93 3,427.15 3,607.62 3,819.46 4,028.01 4,245.69 4,489.09 4,725.42 ‐ 3256 4,929.60 5,200.73 5,486.77 5,788.54 6,106.91 6,442.79 6,797.14 7,170.98 7,565.39 ‐ 3257 3,368.93 3,554.02 3,750.79 3,952.28 4,167.70 4,406.38 4,640.45 4,887.34 5,171.43 ‐ 3258 6,153.11 6,490.80 6,848.36 7,226.83 7,622.72 8,039.62 8,482.15 8,949.06 9,440.47 ‐ 3259 6,360.43 6,708.67 7,076.59 7,467.87 7,876.67 8,311.00 8,767.46 9,248.41 9,759.60 ‐ 3260 4,328.39 4,567.17 4,818.67 5,085.33 5,357.83 5,660.57 5,960.96 6,294.03 6,643.39 ‐ 3261 4,504.25 4,751.04 5,011.95 5,290.30 5,580.32 5,887.67 6,210.19 6,553.72 6,912.41 ‐ 3262 4,013.97 4,236.46 4,470.43 4,716.19 4,974.65 5,248.29 5,538.31 5,841.05 6,163.66 ‐ 3263 4,504.25 4,751.04 5,011.95 5,290.30 5,580.32 5,887.67 6,210.19 6,553.72 6,912.41 ‐ 3264 4,475.14 4,720.90 4,980.49 5,254.13 5,553.38 5,843.40 6,171.76 6,513.03 6,868.23 ‐ 3265 7,077.43 7,466.64 7,877.33 8,310.62 8,767.65 9,249.92 9,758.66 10,295.38 10,861.57 ‐ 3266 5,928.37 6,253.33 6,596.86 6,960.16 7,344.38 7,747.43 8,173.48 8,623.02 9,097.29 ‐ 3267 6,846.66 7,223.25 7,620.56 8,039.62 8,481.86 8,948.31 9,440.47 9,959.67 10,507.50 ‐ 3268 3,945.31 4,159.59 4,384.34 4,640.46 4,887.33 5,166.91 5,438.19 5,737.28 6,052.84 ‐ 3269 3,145.22 3,317.69 3,501.56 3,690.23 3,883.51 4,093.19 4,335.36 4,563.59 4,827.90 ‐ 3270 4,312.19 4,548.52 4,798.89 5,059.71 5,347.38 5,619.88 5,929.59 6,266.14 6,615.51 ‐ 3271 2,956.65 3,119.60 3,290.85 3,465.58 3,654.15 3,855.63 4,076.89 4,292.22 4,535.71 ‐ 3272 5,079.49 5,357.83 5,653.60 5,972.64 6,306.93 6,652.72 7,014.89 7,406.17 7,793.97 ‐ 3273 4,797.76 5,061.97 5,339.18 5,619.88 5,929.59 6,262.66 6,599.12 6,970.62 7,361.90 ‐ 3274 3,078.91 3,248.93 3,427.15 3,607.62 3,819.46 4,028.01 4,245.69 4,489.09 4,725.42 ‐ 3275 3,508.53 3,701.91 3,905.74 4,122.29 4,342.33 4,591.57 4,839.58 5,101.63 5,383.45 ‐ 3276 3,757.86 3,963.96 4,182.86 4,406.38 4,648.65 4,910.60 5,171.43 5,457.96 5,765.41 ‐ 3277 5,170.29 5,454.48 5,754.95 6,069.28 6,405.83 6,768.01 7,125.47 7,513.27 7,934.88 ‐ 3278 4,159.59 4,384.34 4,640.45 4,887.34 5,166.90 5,438.18 5,737.28 6,052.83 6,385.74 ‐ 3279 4,826.77 5,091.17 5,371.78 5,672.25 5,982.06 6,312.68 6,659.69 7,024.22 7,406.17 ‐ 3280 2,953.60 3,116.05 3,287.43 3,468.24 3,658.99 3,860.24 4,072.55 4,296.54 4,532.85 ‐ 3281 3,885.97 4,099.03 4,333.10 4,555.49 4,815.09 5,085.33 5,357.83 5,652.51 5,963.40 ‐ 3282 4,880.37 5,149.38 5,431.21 5,724.62 6,041.40 6,369.76 6,713.28 7,105.69 7,486.52 ‐ 3283 5,953.99 6,281.21 6,627.09 6,989.27 7,373.58 7,781.16 8,207.38 8,659.14 9,134.25 ‐ 3284 4,434.36 4,677.76 4,933.96 5,206.46 5,491.78 5,787.55 6,105.45 6,452.37 6,804.18 ‐ 3285 3,987.22 4,209.61 4,432.01 4,682.47 4,933.96 5,211.18 5,494.03 5,796.21 6,115.00 ‐ 3286 3,422.44 3,609.88 3,807.88 4,028.01 4,245.69 4,489.09 4,725.42 4,992.17 5,251.87 ‐ 3287 3,843.95 4,053.63 4,277.15 4,500.76 4,756.88 5,020.15 5,294.91 5,591.81 5,899.35 ‐ 3288 4,312.19 4,548.52 4,798.89 5,059.71 5,347.38 5,619.88 5,929.59 6,266.14 6,615.51 ‐ 3289 2,953.60 3,116.05 3,287.43 3,468.24 3,658.99 3,860.24 4,072.55 4,296.54 4,532.85 ‐ 3290 3,508.53 3,701.91 3,905.74 4,122.29 4,342.33 4,591.57 4,839.58 5,101.63 5,383.45 ‐ 3291 3,972.06 4,192.19 4,422.77 4,654.39 4,917.67 5,188.94 5,469.55 5,768.90 6,096.03 ‐ 3292 5,455.61 5,756.08 6,072.86 6,406.96 6,759.91 7,131.31 7,523.73 7,937.53 8,374.10 ‐ 3293 5,061.97 5,340.31 5,633.82 5,943.63 6,270.76 6,615.51 6,978.81 7,363.03 7,768.35 ‐ 3294 5,000.37 5,275.13 5,565.06 5,871.38 6,193.90 6,535.07 6,894.98 7,274.49 7,675.09 ‐ 3295 4,277.15 4,512.45 4,760.46 5,022.41 5,298.40 5,589.55 5,897.00 6,221.87 6,564.27 ‐ 3296 4,277.15 4,512.45 4,760.46 5,022.41 5,298.40 5,589.55 5,897.00 6,221.87 6,564.27 ‐ 3297 4,312.19 4,548.52 4,798.89 5,059.71 5,347.38 5,619.88 5,929.59 6,266.14 6,615.51 ‐ 3298 4,312.19 4,548.52 4,798.89 5,059.71 5,347.38 5,619.88 5,929.59 6,266.14 6,615.51 ‐ 3299 4,664.95 4,921.15 5,191.21 5,476.61 5,778.22 6,096.03 6,431.45 6,785.53 7,158.06 ‐ 3300 4,664.95 4,921.15 5,191.21 5,476.61 5,778.22 6,096.03 6,431.45 6,785.53 7,158.06 ‐ 3301 4,664.95 4,921.15 5,191.21 5,476.61 5,778.22 6,096.03 6,431.45 6,785.53 7,158.06 ‐ 3302 3,753.15 3,959.25 4,177.02 4,406.38 4,648.65 4,904.86 5,175.00 5,459.19 5,759.57 ‐ 3303 3,281.52 3,463.13 3,653.02 3,843.95 4,060.60 4,281.86 4,507.74 4,759.33 5,036.45 ‐ 3304 4,807.08 5,071.49 5,350.39 5,644.65 5,955.12 6,282.63 6,628.23 6,992.75 7,377.35 ‐ 3305 4,836.66 5,102.76 5,383.36 5,679.41 5,991.85 6,321.34 6,669.01 7,035.80 7,422.84 ‐ 3306 4,525.16 4,773.27 5,037.58 5,314.79 5,607.07 5,915.56 6,241.65 6,582.92 6,946.22 ‐ 3307 3,947.19 4,164.21 4,393.29 4,634.90 4,889.79 5,158.80 5,442.51 5,741.86 6,057.60 ‐ 3308 3,805.52 4,014.82 4,235.61 4,468.55 4,714.30 4,973.62 5,247.16 5,535.77 5,840.20 ‐ 3309 4,312.19 4,548.52 4,798.89 5,059.71 5,347.38 5,619.88 5,929.59 6,266.14 6,615.51 ‐ 3310 5,722.81 6,037.56 6,369.63 6,719.96 7,089.55 7,479.48 7,890.85 8,324.85 8,782.71 ‐ 3311 4,441.94 4,686.25 4,943.99 5,215.91 5,502.79 5,805.44 6,124.74 6,461.60 6,816.99 ‐ 3312 3,843.95 4,053.63 4,277.15 4,500.76 4,756.88 5,020.15 5,294.91 5,591.81 5,899.35 ‐ 3313 4,980.49 5,254.13 5,543.02 5,848.11 6,169.50 6,508.32 6,865.78 7,243.12 7,641.37 ‐ 5/1/2024 Page 10 of 12
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Salary Exhibit A ‐ Eff 05/05/2024 ‐ GCEA Cola Update ELM SPV II Update ‐ Pending Approval Salary Range Step 1S t e p 2S t e p 3S t e p 4S t e p 5S t e p 6S t e p 7S t e p 8S t e p 9S t e p 10 3314 5,855.08 6,177.60 6,517.64 6,877.46 7,254.71 7,654.18 8,075.70 8,519.45 8,987.49 ‐ 3315 6,720.25 7,091.75 7,480.68 7,892.87 8,333.04 8,790.72 9,270.45 9,784.00 10,314.97 ‐ 3316 3,610.35 3,808.91 4,018.40 4,239.38 4,472.60 4,718.54 4,978.05 5,251.87 5,540.76 ‐ 3317 4,117.59 4,344.78 4,583.37 4,834.96 5,101.63 5,382.23 5,678.09 5,990.16 6,319.74 ‐ 3318 5,045.77 5,322.89 5,615.17 5,923.75 6,249.85 6,594.50 6,956.58 7,339.86 7,743.86 ‐ 3319 5,170.36 5,454.73 5,754.74 6,071.25 6,405.16 6,757.45 7,129.11 7,521.21 7,934.88 ‐ 3320 5,366.51 5,661.67 5,973.06 6,301.58 6,648.17 7,013.82 7,399.58 7,806.56 8,235.92 ‐ 3321 5,648.96 5,959.66 6,287.44 6,633.25 6,998.07 7,382.97 7,789.03 8,217.43 8,669.39 ‐ 3322 4,929.60 5,200.73 5,486.77 5,788.54 6,106.91 6,442.79 6,797.14 7,170.98 7,565.39 ‐ 3323 4,360.71 4,600.55 4,853.57 5,120.52 5,402.15 5,699.27 6,012.73 6,343.43 6,692.32 ‐ 3324 4,590.19 4,842.65 5,108.99 5,389.99 5,686.44 5,999.19 6,329.15 6,677.25 7,044.50 ‐ 5000 3,993.67 4,213.94 4,445.80 4,690.47 4,948.91 5,221.40 5,508.90 5,811.49 6,131.45 6,468.79 5001 7,240.42 7,638.69 8,059.04 8,502.68 8,970.80 9,464.73 9,985.55 10,534.57 11,114.21 11,725.77 5002 6,157.02 6,495.27 6,851.89 7,229.38 7,626.44 8,045.59 8,487.92 8,954.85 9,447.56 9,967.18 5003 7,724.50 8,149.77 8,598.23 9,071.27 9,570.12 10,097.06 10,652.21 11,238.07 11,855.75 12,507.66 5004 4,948.91 5,221.40 5,508.90 5,811.49 6,131.45 6,468.79 6,824.64 7,200.25 7,596.74 8,014.11 5005 6,133.73 6,470.69 6,826.35 7,201.67 7,597.97 8,016.39 8,456.75 8,921.60 9,412.08 9,929.25 5006 3,127.30 3,299.24 3,480.59 3,672.28 3,874.51 4,087.19 4,311.45 4,548.53 4,798.42 5,062.18 5007 4,681.07 4,939.04 5,210.96 5,497.98 5,800.19 6,118.63 6,455.59 6,810.02 7,184.30 7,579.36 5008 6,083.69 6,418.47 6,771.67 7,144.80 7,537.59 7,952.40 8,389.43 8,850.77 9,337.65 9,851.30 5009 4,948.91 5,221.40 5,508.90 5,811.49 6,131.45 6,468.79 6,824.64 7,200.25 7,596.74 8,014.11 5010 3,860.37 4,072.57 4,296.26 4,532.77 4,782.00 5,045.19 5,322.24 5,615.52 5,923.90 6,249.66 5011 4,212.80 4,444.66 4,689.24 4,947.77 5,220.26 5,507.76 5,810.35 6,130.22 6,467.65 6,823.50 5012 3,196.70 3,373.96 3,559.20 3,753.65 3,963.10 4,180.62 4,409.62 4,651.26 4,905.62 5,174.88 5013 4,894.03 5,163.30 5,446.42 5,746.73 6,063.19 6,398.06 6,751.35 7,120.78 7,510.81 7,923.92 5014 5,761.74 6,078.19 6,411.92 6,761.70 7,134.54 7,528.09 7,941.20 8,378.51 8,838.81 9,324.35 5015 5,158.64 5,442.24 5,742.08 6,058.15 6,391.69 6,743.85 7,114.51 7,506.16 7,918.69 8,354.49 5016 4,385.89 4,627.62 4,882.07 5,150.57 5,434.08 5,732.78 6,047.71 6,380.11 6,731.03 7,101.79 5017 3,851.25 4,062.79 4,285.91 4,521.85 4,770.51 5,033.13 5,309.80 5,601.47 5,909.37 6,234.85 5018 3,047.07 3,214.46 3,391.05 3,578.19 3,774.63 3,982.56 4,202.26 4,433.55 4,677.56 4,934.38 5019 3,993.01 4,212.80 4,445.32 4,685.82 4,943.59 5,215.14 5,502.82 5,807.78 6,127.65 6,464.80 5020 4,990.21 5,264.41 5,553.81 5,859.43 6,181.39 6,521.86 6,880.95 7,259.78 7,659.59 8,081.43 5021 6,001.19 6,331.31 6,679.95 7,047.10 7,434.09 7,843.21 8,274.36 8,729.90 9,209.85 9,716.57 5022 6,920.44 7,300.51 7,701.37 8,124.44 8,571.82 9,043.70 9,541.02 10,066.35 10,619.50 11,204.08 5023 6,470.69 6,826.35 7,201.67 7,597.97 8,016.39 8,456.75 8,921.60 9,412.08 9,929.25 10,475.37 5024 6,073.25 6,406.80 6,758.94 7,130.84 7,522.49 7,936.16 8,373.10 8,833.30 9,319.14 9,831.69 5025 5,878.04 6,201.14 6,541.61 6,901.83 7,281.90 7,682.85 8,105.83 8,552.07 9,022.71 9,518.99 5026 4,533.91 4,783.14 5,046.33 5,323.37 5,616.66 5,926.28 6,252.03 6,596.30 6,959.18 7,341.71 5027 4,015.13 4,235.97 4,468.40 4,714.78 4,973.88 5,247.04 5,535.20 5,839.68 6,160.41 6,499.74 5028 5,303.91 5,595.68 5,903.58 6,227.82 6,570.67 6,932.12 7,313.23 7,715.32 8,139.54 8,586.92 5029 4,204.54 4,435.83 4,679.84 4,936.76 5,208.68 5,495.70 5,797.81 6,116.26 6,452.08 6,806.60 5030 4,522.80 4,771.46 5,033.98 5,310.37 5,602.89 5,911.65 6,236.65 6,580.07 6,942.09 7,323.67 5031 5,596.30 5,904.54 6,229.31 6,571.79 6,933.12 7,314.57 7,717.20 8,141.20 8,588.71 9,061.07 5032 7,023.37 7,409.59 7,816.99 8,246.82 8,700.36 9,178.66 9,682.97 10,215.63 10,777.69 11,370.60 5033 6,583.40 6,945.88 7,327.32 7,730.04 8,155.10 8,603.85 9,077.36 9,576.88 10,103.59 10,659.79 5034 7,023.37 7,409.59 7,816.99 8,246.82 8,700.36 9,178.66 9,682.97 10,215.63 10,777.69 11,370.60 5035 6,583.40 6,945.88 7,327.32 7,730.04 8,155.10 8,603.85 9,077.36 9,576.88 10,103.59 10,659.79 5036 5,246.85 5,535.58 5,840.44 6,161.55 6,500.03 6,857.12 7,233.86 7,631.49 8,051.14 8,494.06 5037 4,289.33 4,525.84 4,775.07 5,038.25 5,315.30 5,607.45 5,915.83 6,241.59 6,584.72 6,946.36 5038 4,449.97 4,695.12 4,952.99 5,225.87 5,513.83 5,816.80 6,137.15 6,474.87 6,831.01 7,206.89 5039 4,735.57 4,995.81 5,270.96 5,561.31 5,867.69 6,190.41 6,530.31 6,889.97 7,269.27 7,669.46 5040 5,236.31 5,524.28 5,828.39 6,148.73 6,486.45 6,843.73 7,220.75 7,617.43 8,036.05 8,477.82 5041 3,876.32 4,089.09 4,314.68 4,551.66 4,801.46 5,065.12 5,343.88 5,637.64 5,947.54 6,274.82 5042 3,557.21 3,752.61 3,959.58 4,177.01 4,407.16 4,650.02 4,905.62 5,175.07 5,459.53 5,760.21 5043 4,121.56 4,348.19 4,587.55 4,839.63 5,105.67 5,386.61 5,682.74 5,994.92 6,324.47 6,672.64 5044 2,821.00 2,976.16 3,139.84 3,312.54 3,494.73 3,686.93 3,889.72 4,103.65 4,329.35 4,567.47 5045 5,238.87 5,527.03 5,831.52 6,152.34 6,490.44 6,847.24 7,223.79 7,621.23 8,040.79 8,483.52 5046 4,319.43 4,557.17 4,807.54 5,071.87 5,351.19 5,645.71 5,956.37 6,284.41 6,629.91 6,995.07 5047 3,651.39 3,852.49 4,063.93 4,287.05 4,522.99 4,771.65 5,034.36 5,310.94 5,602.61 5,910.61 5048 3,365.51 3,550.28 3,745.58 3,951.23 4,168.56 4,397.47 4,639.20 4,894.89 5,164.53 5,448.04 5049 5,043.67 5,321.38 5,614.19 5,923.33 6,248.71 6,592.79 6,955.29 7,337.63 7,740.96 8,166.22 5050 3,824.57 4,034.87 4,256.86 4,490.42 4,736.81 4,997.14 5,271.44 5,560.74 5,866.46 6,189.46 5051 3,664.69 3,865.97 4,078.74 4,303.10 4,540.17 4,789.97 5,053.64 5,331.16 5,624.92 5,933.68 5052 4,320.38 4,557.45 4,808.39 5,073.29 5,351.95 5,646.85 5,957.89 6,285.17 6,630.96 6,995.26 5053 3,365.23 3,550.28 3,745.67 3,951.51 4,168.94 4,397.94 4,639.58 4,895.17 5,164.63 5,449.08 5054 4,308.89 4,545.96 4,795.67 5,059.43 5,338.09 5,631.85 5,941.75 6,269.03 6,613.58 6,977.88 5055 4,950.71 5,222.45 5,509.28 5,812.25 6,131.36 6,469.07 6,825.21 7,201.10 7,596.55 8,014.02 5056 4,291.89 4,527.74 4,777.25 5,040.44 5,317.30 5,610.11 5,918.87 6,244.72 6,587.66 6,949.97 5057 6,372.33 6,723.24 7,093.53 7,483.18 7,894.48 8,328.57 8,786.59 9,269.67 9,780.09 10,318.58 5058 8,003.86 8,443.65 8,908.49 9,398.41 9,915.68 10,461.41 11,036.78 11,643.43 12,283.82 12,959.43 6000 15,512.13 16,365.30 17,265.39 18,214.99 19,216.81 20,273.73 ‐ ‐ ‐ ‐ 5/1/2024 Page 11 of 12
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City of Glendale
Salary Exhibit A ‐ Eff 05/05/2024 ‐ GCEA Cola Update ELM SPV II Update ‐ Pending Approval Salary Range Step 1S t e p 2S t e p 3S t e p 4S t e p 5S t e p 6S t e p 7S t e p 8S t e p 9S t e p 10 6001 14,036.79 14,808.81 15,623.29 16,482.57 17,389.12 18,345.51 ‐ ‐ ‐ ‐ 6002 12,482.37 13,168.90 13,893.19 14,657.32 15,463.47 16,313.96 ‐ ‐ ‐ ‐ 6003 16,693.93 17,612.10 18,580.76 19,602.70 20,680.85 21,818.29 ‐ ‐ ‐ ‐ 6004 15,105.12 15,935.90 16,812.37 17,737.05 18,712.59 19,741.79 ‐ ‐ ‐ ‐ 6005 13,431.15 14,169.87 14,949.21 15,771.42 16,638.84 17,553.98 ‐ ‐ ‐ ‐ 6100 7,448.99 7,850.97 8,274.39 8,721.39 9,191.98 9,688.30 ‐ ‐ ‐ ‐ 6101 8,160.76 8,569.18 8,997.96 9,448.18 9,920.91 10,417.22 ‐ ‐ ‐ ‐ 6102 8,838.24 9,244.51 9,670.07 10,114.93 10,580.16 11,066.82 ‐ ‐ ‐ ‐ 6103 8,922.92 9,333.48 9,763.33 10,212.48 10,681.99 11,172.95 ‐ ‐ ‐ ‐ 6104 8,461.98 8,918.63 9,399.94 9,908.04 10,442.95 11,006.79 ‐ ‐ ‐ ‐ 6105 9,185.55 9,644.34 10,126.72 10,632.68 11,164.37 11,722.86 ‐ ‐ ‐ ‐ 6106 9,904.83 10,449.38 11,023.95 11,630.67 12,270.63 12,945.95 ‐ ‐ ‐ ‐ 6107 10,638.04 11,180.45 11,750.73 12,349.95 12,980.26 13,642.72 ‐ ‐ ‐ ‐ 6108 7,448.99 7,850.97 8,274.39 8,721.39 9,191.98 9,688.30 ‐ ‐ ‐ ‐ 6109 8,160.76 8,569.18 8,997.96 9,448.18 9,920.91 10,417.22 ‐ ‐ ‐ ‐ 6110 8,838.24 9,244.51 9,670.07 10,114.93 10,580.16 11,066.82 ‐ ‐ ‐ ‐ 6111 8,922.92 9,333.48 9,763.33 10,212.48 10,681.99 11,172.95 ‐ ‐ ‐ ‐ 6112 8,461.98 8,918.63 9,399.94 9,908.04 10,442.95 11,006.79 ‐ ‐ ‐ ‐ 6113 9,185.55 9,644.34 10,126.72 10,632.68 11,164.37 11,722.86 ‐ ‐ ‐ ‐ 6114 9,904.83 10,449.38 11,023.95 11,630.67 12,270.63 12,945.95 ‐ ‐ ‐ ‐ 6115 10,638.04 11,180.45 11,750.73 12,349.95 12,980.26 13,642.72 ‐ ‐ ‐ ‐ 6200 6,574.28 ‐ ‐ ‐ ‐ ‐ ‐ ‐ ‐ ‐ 7000 16,142.60 17,029.68 17,967.76 18,956.85 19,999.32 20,999.28 21,944.24 ‐ ‐ ‐ 7001 14,708.11 15,518.67 16,372.13 17,271.96 18,221.70 19,132.79 19,993.77 ‐ ‐ ‐ 7002 12,373.97 13,055.74 13,773.48 14,530.67 15,638.17 16,420.08 17,158.98 ‐ ‐ ‐ 7100 7,540.27 7,956.27 8,393.21 8,854.66 9,340.61 9,855.61 10,299.12 ‐ ‐ ‐ 7101 9,713.43 10,249.47 10,812.21 11,407.65 12,034.60 12,696.53 13,267.87 ‐ ‐ ‐ 7200 7,540.27 ‐ ‐ ‐ ‐ ‐ ‐ ‐ ‐ ‐ 8000 16.00 16.88 17.81 ‐ ‐ ‐ ‐ ‐ ‐ ‐ 8001 23.00 25.00 ‐ ‐ ‐ ‐ ‐ ‐ ‐ ‐ 8002 25.24 26.63 28.10 ‐ ‐ ‐ ‐ ‐ ‐ ‐ 8003 35.00 ‐ ‐ ‐ ‐ 115.28 ‐ ‐ ‐ ‐ 8004 19.10 ‐ ‐ ‐ ‐ ‐ ‐ ‐ ‐ ‐ 8005 24.12 ‐ ‐ ‐ ‐ ‐ ‐ ‐ ‐ ‐ 8006 16.75 17.67 18.64 ‐ ‐ ‐ ‐ ‐ ‐ ‐ 8007 19.10 20.16 21.26 ‐ ‐ ‐ ‐ ‐ ‐ ‐ 8008 16.00 16.88 17.81 18.79 ‐ ‐ ‐ ‐ ‐ ‐ 8009 16.00 ‐ ‐ ‐ ‐ 34.99 ‐ ‐ ‐ ‐ 8012 16.00 16.88 ‐ ‐ ‐ ‐ ‐ ‐ ‐ ‐ 8013 16.00 16.88 17.81 ‐ ‐ ‐ ‐ ‐ ‐ ‐ 8014 17.00 17.94 18.92 ‐ ‐ ‐ ‐ ‐ ‐ ‐ 8015 19.40 20.46 21.59 ‐ ‐ ‐ ‐ ‐ ‐ ‐ 8016 22.13 23.34 24.62 ‐ ‐ ‐ ‐ ‐ ‐ ‐ 8017 16.00 16.88 17.81 18.79 19.82 20.91 ‐ ‐ ‐ ‐ 8018 16.00 16.88 17.81 18.79 ‐ ‐ ‐ ‐ ‐ ‐ 8019 28.80 30.39 32.05 ‐ ‐ ‐ ‐ ‐ ‐ ‐ 8021 16.24 17.13 18.08 ‐ ‐ ‐ ‐ ‐ ‐ ‐ 8022 18.52 19.55 20.62 ‐ ‐ ‐ ‐ ‐ ‐ ‐ 8023 21.13 22.30 23.53 ‐ ‐ ‐ ‐ ‐ ‐ ‐ 8024 24.12 25.44 26.84 ‐ ‐ ‐ ‐ ‐ ‐ ‐ 8026 34.65 ‐ ‐ ‐ ‐ ‐ ‐ ‐ ‐ ‐ 8027 16.24 17.13 18.08 19.07 20.12 ‐ ‐ ‐ ‐ ‐ 8028 18.52 19.55 20.62 ‐ ‐ ‐ ‐ ‐ ‐ ‐ 8029 21.13 22.30 23.53 ‐ ‐ ‐ ‐ ‐ ‐ ‐ 8031 16.24 17.13 18.08 ‐ ‐ ‐ ‐ ‐ ‐ ‐ 8033 18.27 19.27 20.33 ‐ ‐ ‐ ‐ ‐ ‐ ‐ 8039 16.00 ‐ ‐ ‐ ‐ 34.99 ‐ ‐ ‐ ‐ 5/1/2024 Page 12 of 12
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Glendale City Employees’ Association Memorandum of Understanding July 1, 20241 – June 30,
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Tentative Agreement – April 18, 2024

CITY OF GLENDALE
AND
GLENDALE CITY EMPLOYEES’ ASSOCIATION

MEMORANDUM OF UNDERSTANDING

THREE-YEAR AGREEMENT
JULY 1, 20241 – JUNE 30, 20274
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TABLE OF CONTENTS
ARTICLE ONE – PARTIES TO MEMORANDUM OF UNDERSTANDING.............................................................................1 ARTICLE TWO – SALARIES AND COMPENSATION ..........................................................................................................9 ARTICLE THREE – WORK PERIODS, SCHEDULES, AND OVERTIME ...............................................................................32 ARTICLE FOUR – FRINGE BENEFITS..............................................................................................................................52 ARTICLE FIVE – LEAVE POLICY......................................................................................................................................80 ARTICLE SIX – VERDUGO FIRE COMMUNICATIONS CENTER........................................................................................99 ARTICLE SEVEN – WORKING CONDITIONS ................................................................................................................104 ARTICLE EIGHT – GRIEVANCE PROCEDURE ...............................................................................................................106 ARTICLE NINE – GENERAL PROVISIONS .....................................................................................................................109 PARTIES TO THE AGREEMENT ...................................................................................................................................111 APPENDIX "A"............................................................................................................................................................112 APPENDIX "B" ............................................................................................................................................................121 INDEX.........................................................................................................................................................................123 90 of 470

Glendale City Employees’ Association Memorandum of Understanding July 1, 20241 – June 30, 20274 Article One
6 ARTICLE ONE
I. PARTIES TO MEMORANDUM OF UNDERSTANDING
This Memorandum of Understanding (herein referred to as MOU or Agreement, interchangeably) has been prepared pursuant to the terms of the City of Glendale Employee Relations ordinance, as amended, which is hereby incorporated by reference. This Agreement has been executed by representatives of the City of Glendale (hereinafter referred to as "City") on behalf of the City Manager and by representatives of the Glendale City Employees' Association (hereinafter referred to as "Association") pursuant to Government Code 3500, as amended, et seq., and hereby satisfies the City's duty to meet and confer with the Association during the life of this Agreement. Except as otherwise provided by this MOU, all increases in compensation and benefits go into effect on the pay period that includes July 1, 2024
II. GENDER
The terms "they" and "their" may be used in this agreement as substitutes for the terms "his", "hers", "his/her", "he", "she", or other terms which would indicate masculine or feminine gender.

III.II. RECOGNITION
A. GCEA - Recognized Employee Organization
Pursuant to the provisions of the Employee Relations Ordinance of the City of Glendale, as amended, tThe City recognizes the Glendale City Employees' Association as the exclusive recognized employee organization on behalf of all full-time salaried non-management and non-mid-management general employees of the City of Glendale. Specific classifications recognized by the City as being represented by the Association are listed in Appendix "A" of this Agreement.

B. Exclusions
Those classifications and positions excluded include employees designated as confidential, executive, management, mid-management, hourly, or represented by the International Brotherhood of Electrical Workers Local 18.

C. Classifications Recognized
Specific classifications recognized by the City of Glendale being represented by the Glendale City Employees' Association are listed in Appendix "A" of this agreement.

D.C. Certification of Representative (GCEA) - Bonafide Under FLSA

1. The GCEA has been certified as the bonafide representative by the National Labor Relations Board (NLRB) under the Fair Labor Standards Act. As a consequence of this certification, some of the wages, hours, terms and conditions of employment stated in this memorandum of understanding were negotiated that otherwise would not have been changed. The City and Association have thus adopted a 7(b) work period under the provisions of the Fair Labor Standards Act (FLSA) for selected job 91 of 470

Glendale City Employees’ Association Memorandum of Understanding July 1, 20241 – June 30, 20274 Article One
7 classifications as set forth in Article Three.

2. If, at any time the GCEA is voluntarily (by providing at least sixty (60) days’ notice in advance) or involuntarily decertified as bonafide representative by the NLRB, the GCEA shall be obliged to inform the Director of Human Resources immediately of this fact in writing. and tThose wages, hours, terms and conditions of employment that are affected by this decertification, namely, those divisions affected by the Fair Labor Standards Act shall be null and void and subject to immediate renegotiation.

E.D. Contract Bar to Rival Organization

1. The recognized representation rights of Glendale City Employees' Association shall not be subject to challenge by another labor organization, unless any such petition challenging that representation is filed less than 120 days but more than 90 days prior to the expiration of this Agreement.

IV.III. COMMITMENT TO EQUAL EMPLOYMENT OPPORTUNITY/VALUING DIVERSITY The City and the Association are committed to working together to support a work environment characterized by fair treatment and access to equal opportunities for all protected groups under the law.

The City and the Association further agree to support, encourage, nurture and value the cultural, ethnic and gender diversity of our City's workforce.

V.IV. ASSOCIATION AND EMPLOYEE RIGHTS AND RESPONSIBILITIES A. Association and Employee Rights
The City and the Association shall comply with the provisions of the Meyers-Milias-Brown Act (MMBA) or any subsequent State law governing meet and confer rights of employee organizations. The parties further agree that during the term of this MOUemorandum of Understanding, each party shall retain those rights respectively vested by local, state and federal law, which cannot otherwise be waived by this Agreement.

B. Payroll Distribution

1. Payroll is distributed on a bi-weekly basis, with the distribution of paychecks occurring every other Thursday. Under the bi-weekly distribution, the pay period shall occur every two weeks, commencing the first (1 st) Sunday and concluding on the second (2nd) Saturday of the pay period, with payroll distribution occurring the second (2 nd) Thursday following the close of the pay period.

C. Payroll Deduction
The City shall, during the term of this Agreement, deduct monies for membership dues and insurance premiums on a monthly basis from unit employees whose classification and position are recognized to be represented by the Association and who voluntarily authorize the deduction in writing, on forms approved by the City. The City shall not be 92 of 470

Glendale City Employees’ Association Memorandum of Understanding July 1, 20241 – June 30, 20274 Article One
8 obligated to put into effect any new, changed, or discontinued deduction until the pay period commencing thirty (30) days after receiving the request. The City shall remit the monies from authorized deductions made in accordance with procedures set forth by the City.

D. Indemnification – Transmittal of Funds
The Association agrees to hold City harmless and indemnify the City against any claim, causes of action, or law suits arising out of the deduction or transmittal of such funds to the Association, except the failure of the City to transmit monies legally deducted from employees pursuant to this article to the Association.

E. Payroll Direct Deposit Program
All unit employees are required to participate in the City’s payroll direct deposit program.

F. Association Representation Responsibilities
The Association agrees and shall assume its responsibilities as recognized designated representative to represent all unit employees without discrimination, interference, restraint, or coercion and to comply with exclusive representation responsibilities as set forth in the City's Employee Relations Ordinance as amended.

G.F. Association Release Time - Meeting and Conferring

1.Time Off For Meeting and Conferring
a. The City and Association recognize that it is of benefit both to the City and Association that representatives designated by the Association to serve as the Association negotiating committee be granted leave from duty with full pay during scheduled working hours to participate in meet and confer sessions as requested by the City.
b. The Association negotiating committee shall be allowed release time as approved by management in order to prepare for meet and confer sessions required for subsequent new MOUsemorandum of Understanding.
c. Individual negotiating committee members shall give management as much advance notice as possible about the dates, times, and duration of the requested release time.
d. Unless otherwise agreed to by both parties, the negotiating teams for the Association and City shall not exceed tensix (106) members exclusive of representatives not employed by the City each.
e. Full pay, as stated, shall mean the employee's current base salary, fringe benefits, and any assigned bonus.
f. Each party shall provide the other a list of representatives at least two weeks prior 93 of 470

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9 to the date set for meeting and conferring unless both parties agree such notice is impractical.

H.G. Release Time - Board of Director Meetings

1. Subject to limitations set forth in this aAgreement, each on-duty member of the Association’s Board of Directors or their designated alternate with prior notification shall be granted release time from their assigned duties to attend regular or special called Board meetings of the Association unless an emergency staffing need occurs.

2. By January 30 of each calendar year, the Association shall provide to the Director of Human Resources the following:
a. A list of names and classifications of all officers and Board Members and their alternatesives.
b. A list of all dates and times of all planned Board of Directors’’s Meetings for the calendar year.

I.H. Release Time - Representation/Business/Recreational Issues

1. Release time from their assigned duties for on-duty Association Officers, Board of Directors or other unit employees as designated by the Association President, for all other representation and business and/or social / recreational issues may be granted by Management with prior notification to a supervisor unless an emergency situation occurs which prevents such prior notification.

2. In these emergency situations the affected employee must notify a supervisor as soon as possible.

J.I. Association Office Space

1. The City agrees to provide an office space which is available and not needed for City functions and activities for the Association. The location and size of such office space shall continue to be designated by the City and may be changed by the City upon prior notification to the Association.

2. The Association, therefore, agrees that City maintains the right of access without notice under emergency conditions as set forth in Article NineTen of this MOU,emorandum of Understanding between the parties and has the right to periodically inspect this space for maintenance of condition provided that a 24-hour prior notice is given to the President or Vice President and the Association has the opportunity to have a representative in attendance during inspection.

K.J. Revocation
City reserves the right to revoke Association's use of any facility, space, or equipment for any reason upon prior notification of sixty (60) days to Association. In the event of an emergency, as set forth in Article NineTen, the notification provision is waived. 94 of 470

Glendale City Employees’ Association Memorandum of Understanding July 1, 20241 – June 30, 20274 Article One
10 L.K. Indemnification – Facilities

1. In lieu of charging a rental fee, the Association agrees to hold City harmless and indemnify the City against any claim, causes of action, or lawsuits arising out of any Association's use, placement, installation, operation, goods, services, or devise or any publication of libelous matter on Association bulletin board or any use, placement, installation of any equipment, furniture, floor covering, records, or other personal property not owned by City.

2. Association further agrees to reimburse City for any costs of repair to any building space or structure provided to them by the City under the terms of this aAgreement resulting from the deliberate, malicious, or negligent act of any of its unit employees related to the Association use of such facilities.

M. Limitations
The Association, its officers, representatives, and/or members shall conduct Association business, including employee relations matters, as set forth in this Agreement, or with the approval of management.

VI.V. MANAGEMENT RIGHTS AND RESPONSIBILITIES
A. Management Rights
The City continues to reserve, retain, and is vested with, solely and exclusively, all rights of management, regardless of the frequency of use, which have not been expressly abridged by specific provisions of this MOUemorandum of Understanding or by law, to manage the City for the citizens of Glendale, as such rights existed prior to the execution of this MOUemorandum of Understanding. The City continues to reserve and retain solely and exclusively all rights of management, including those City rights set forth in the City's Employee Relations Ordinance as amended, and including but not limited to the following rights:

1. To manage the City and to determine policies and procedures and the right to manage the affairs of the City.

2. To take into consideration the existence of facts which are the basis of the management decision.

3. To determine the necessity, organization, and implementation and termination of any service or activity conducted by the City or other governmental jurisdictions, and to expand or diminish services.

4. To determine nature, manner, means, type, time, quantity, quality, technology, standards, level, and extent of services to be provided to the public.

5. To determine methods of financing.

6. To determine quality, quantity, and types of equipment or technology to be used.

7. To determine and/or change the facilities, methods, technology, equipment and 95 of 470

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11 apparatus, means, operations to be performed, organizational structure, size, and composition of the work force and allocate and assign work by which the City operations and services are to be conducted.

8. To plan, determine, and manage City budget which includes, but is not limited to, changes in the number of locations, relocations, and types of operations, processes, and materials to be used in carrying out all City functions, including the right to contract for or subcontract any work or operation of the City.

9. To assign work to and schedule employees in accordance with requirements as determined by the City as to work hours and changes to work hours, work schedules, including call back, standby, and overtime, and assignments except as otherwise listed by this agreement.

10. To lay off employees of the City from duties because of lack of work or funds, or under conditions where continued work would be ineffective or non-productive or not cost effective as determined by the City.

11. To establish and modify goals and objectives related to productivity and performance programs and standards, including, but not limited to, quality and quantity, and require compliance thereto.

12. To direct, supervise, recruit, select, hire, evaluate, promote, transfer, discipline, discharge, terminate, suspend, demote, reprimand, reduce or withhold salary increases and benefits, and otherwise discipline employees for cause.

13. To determine qualifications, skills, abilities, knowledge, selection procedures and standards, job classifications, and to reallocate and reclassify employees.

14. To hire, transfer intra- or inter-department, promote, reduce in rank, demote, reallocate, and terminate employees and take other personnel action for non- disciplinary reasons in accordance with this Agreement and Civil Service Rules and Regulations.

15. To determine policies, procedures, and standards for selection, training, and promotion of employees.

16. To establish employee performance standards, including quality, and quantity standards, and to require compliance therewith.

17. To maintain order and efficiency in its facilities and operations.

18. To establish, implement, and/or modify rules and regulations, policies and procedures related to productivity, performance, efficiency, standards of ethics, conduct, safety, health, and order in the City and to require compliance therewith.

19. To restrict the activity of an employee organization on City property and facilities and on City time except as set forth in this Agreement.

20. To determine the issues of public policy and the overall goals and objectives of the City's departments and to take necessary action to achieve the goals and objectives 96 of 470

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12 of the City's departments.

21. To require the performance of other services not specifically stated herein in the event of emergency or disaster as deemed necessary by the City.

22. To take any and all necessary steps and action to carry out the service requirements and to determine the issues of public policy and the overall mission of the City and the mission of the Agency in emergencies or any other time deemed necessary by the City not specified above.

B. Authority of Third Party Neutral
All management rights, powers, authority, and functions, whether heretofore or hereinafter exercised, shall remain vested exclusively with City. No third party neutral shall have the authority to diminish any of the management rights thatwhich are included in this Agreement.

C. Impact of Management Rights
The City agrees to meet and confer with the Association, except in emergencies as defined elsewhere in this Agreement, over the impacts of the exercise of a management right which directly impacts upon the wages, hours, and terms and conditions of employment of unit employees, unless remedies for the impact consequences of the exercise of a management right upon unit employees are provided for in this Agreement, Civil Service Rules and Regulations, or Departmental Rules and Regulations.

D. Agreement to Meet Regarding Service Delivery Assessment Policy Upon adoption of this Agreement, the City and Association agree to meet promptly regarding further discussion relating to modifications to the existing policy currently known as the Service Delivery Assessment and Competitive Bidding Policy (APM 3-19).

VII.VI. NO STRIKE/JOB ACTION PROVISION
In addition to the no strike/job action provisions and penalties in the City's Employee Relations Ordinance, the following provisions shall apply.

A. Prohibited Conduct
The Association, its officers, agents, representatives, and/or members when on duty, agree they will not call, cause, engage, or condone any strike (including a sympathy strike), walkout, sit down, work stoppage, slowdown, sickout, blue flu, pretended illness, or engage or honor any other form of types of job action by unit employees or by any other employees of the City or employees of any other employer by withholding or refusing to perform services or honor any type or form of picket line of any union or employee organization.

B. Employee Termination
Any employee who participates in any conduct prohibited in Section A above shall be considered on unauthorized absence and shall be subject to discharge or other 97 of 470

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13 disciplinary action by the City, regardless of whether the Association carries out in good faith its responsibilities set forth below.

C. Association Responsibilities

1. In the event that the Association, its officers, agents, representatives, and/or members engage in any of the conduct prohibited in Section A, Prohibited Conduct, above, the Association shall immediately instruct any persons engaging in such conduct that their conduct is in violation of this MOUemorandum of Understanding and unlawful, and they must immediately cease engaging in conduct prohibited in Section A, Prohibited Conduct, above, and return to work.

2. If the Association performs all of the responsibilities in good faith set forth in Section C(1) above, its officers, agents, and representatives shall not be liable for damages for prohibited conduct performed by employees who are covered by this Agreement in violation of Section A, Prohibited Conduct, above.

VIII.VII. BI-MONTHLY MEETING – CITY / GCEA
A Department Head and Director Human Resources shall meet bi-monthly with three (3) representatives of the Association appointed by the Association President. The purpose of said meeting is to discuss employee relations matters.

IX.VIII. INTEGRATED WASTE MANAGEMENT – JOINT MANAGEMENT/LABOR COMMITTEE The City and Association agree to form a committee with designated representatives to discuss the construction and assignment of routes, new equipment purchases and overtime upon request of the Association. It should be noted that all of the above subjects are management rights and not subject to meet & confer; however, in the spirit of good faith, the City agrees that collaboration with the Association on the above subjects is beneficial to the workplace morale and the efficient operation of the division 98 of 470

Glendale City Employees’ Association Memorandum of Understanding July 1, 20241 – June 30, 20274 Article Two
14 ARTICLE TWO

SALARIES AND COMPENSATION
I. SALARY SCHEDULES
All Salary Schedules for unit employees during the term of this agreement are set forth in this Article.

II.I. SALARY ADJUSTMENTSSCHEDULE – July 1, 2021 through June 30, 2024 A. Effective May 5, 2024the first day of the pay period , beginning August 29, 2021, unit employees shall receive a six and one half one percent (6.51%) increase to base salary.

B. Effective the first day of the pay period that includes July 1, 20252, unit employees shall receive a fourtwo percent (4.02%) increase to base salary.

C. Effective the first day of the pay period that includes July 1, 20263, unit employees shall receive a one and one-half four percent (4.01.5%) increase to base salary.

III. REDUCTION OF EMPLOYEE COST-SHARING OF PERS EMPLOYER CONTRIBUTIONS A. Effective the first day of the pay period that includes January 1, 2022, the unit employee contribution to the employer PERS contribution rate shall decrease by one percent (1%), for a total unit employee contribution of three percent (3%).

B. Effective the first day of the pay period that includes July 1, 2023, the unit employee contribution to the employer PERS contribution rate shall decrease by one-half percent (0.5%), for a total unit employee contribution of two and one-half percent (2.5%).

IV.II. SALARY SURVEY
The City agrees to survey twelve (12) GCEA-represented classifications as selected by the GCEA in each year of this agreement.

V.III. GAIN SHARE
During the term of this agreement, the City may provide a one-time, non-PERSable “gain-share” bonus payment between 0.5% and 1.0% of base salary to all unit employees. Said payment will be conditioned upon each year’s year-end fiscal year budget financial results, at the discretion of the City Manager.

VI.IV. DEFERRED COMPENSATION
A. 457 Deferred Compensation Program
The City administers a 457 deferred compensation program for all unit employees, which enables the employee to set aside salaried funds up to the maximum dollar figure allowed 99 of 470

Glendale City Employees’ Association Memorandum of Understanding July 1, 20241 – June 30, 20274 Article Two
15 under federal law.

B. Salary Comparisons
It is understood and agreed that this City-paid deferred compensation shall be included in all salary and compensation comparisons.

VII.V. STEP ADVANCEMENT IN RATE OF COMPENSATION
A. Salary Steps
Effective the first day of the pay period that includes July 1, 2024, the parties agree to eliminate Steps 7 through 9 of their salary schedule and have a six (6) step salary schedule. At the time of this modification, the current step numbers will be modified as follows:

Current Step 9 will become new Step 6
Current Step 8 will become new Step 5
Current Step 7 will become new Step 4
Current Step 6 will become new Step 3
Current Step 5 will become new Step 2
Current Step 4 will become new Step 1
In addition, all employees in the unit on that date who are at then current Steps 1 to 3 will move to the new Step 1. Then current Steps 1 through 3 will be eliminated.

For all employees at Steps 1 through 4 (which will become the new Step 1 effective the first day of the pay period that includes July 1, 2024, on the day it becomes Step 1, shall have the ability to move to the new Step 2 as set forth below. This means, that any of these employees who have been at current steps 1 through 4 (which shall become the new Step 1) for six months or more at the time of the transition to the new step numbers, shall be placed at the new Step 2. On the date of placement at the new Step 2, that day becomes the employee’s new anniversary date. Employees who have not completed six months at current Steps 1-4, will be at new Step 1 and will be eligible to move to the new Step 2 once they complete a total of six (6) months of combined service at their old Step and new Step 1.

The following are examples regarding the above paragraph:

1. An employee at current Step 2-4 who as been at their step for seven (7) months at the time of the transition, will move to new Step 2 at the time of the transition.

2. An employee at current Step 1-4 who as been at their step for four (4) months at the time of the transition, will move to the new Step 1 at the time of the transition, and will be eligible to move to the new Step 2 two (2) months later.

3. An employee hired after the transition date, who is placed at the new Step 1, will be eligible to move to Step 2 as set forth in the chart below.

Movement through the steps will be as follows:

1.Step 1 - shall be eEntry step for new unit employees in all classifications in this unit. 100 of 470

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16 2.Step 2 - A unit employee who receives an evaluation that successfully meets standards or is exemplary should receive this step after the completion of six (6) months of service in Step 1 in the same classification.

3.Step 3 - A unit employee who receives an evaluation that successfully meets standards or is exemplary should receive this step after the completion of one (1) year of service in Step 2 in the same classification.

4.Step 4 - A unit employee who receives an evaluation that successfully meets standards or is exemplary should receive this step after the completion of one (1) year of service in Step 3 in the same classification.

5.Step 5 - A unit employee who receives an evaluation that successfully meets standards or is exemplary should receive this step after the completion of one (1) year of service in Step 4 in the same classification.

6.Step 6 - A unit employee who receives an evaluation that successfully meets standards or is exemplary should receive this step after the completion of one (1) year of service in Step 5 in the same classification.

7.Step 7 - A unit employee who receives an evaluation that successfully meets standards or is exemplary should receive this step after the completion of one (1) year of service in Step 6 in the same classification.

8.Step 8 - A unit employee who receives an evaluation that successfully meets standards or is exemplary should receive this step after the completion of one (1) year of service in Step 7 in the same classification.

9.Step 9 - A unit employee who receives an evaluation that successfully meets standards or is exemplary should receive this step after the completion of one (1) year of service in Step 8 in the same classification.

10.7.Does Not Meets Standards Evaluation- A unit employee who receives an evaluation that does not meet standards shall not be advanced to the next step until they receive an evaluation that successfully meets standards or is exemplary. Unit employees so affected shall be reevaluated within ninety (90) days. Any employee denied a step increase shall be notified in writing of reasons for denial.

11.8. Right to Hire and Appoint Above Step 1
The City reserves the right to hire and appoint a new or promoted employee at a salary step above Step 1. Employees hired above Step 1 shall move through the Steps as set forth above.

B. Effective Date of Step Increases and Extra Compensation All step increases and extra compensation shall be made effective at the start of the next regular pay period that includes the employee’s anniversary date. 101 of 470

Glendale City Employees’ Association Memorandum of Understanding July 1, 20241 – June 30, 20274 Article Two
17 C. Right to Raise Salaries, Other Compensation and Benefits The City reserves the right to raise salaries, other compensation, and benefits during the term of this aAgreement. The City will meet and consult (i.e., the City will inform the Association and agree to meet with the Association to discuss the issues) with the Association prior to implementing increased compensation and benefits.

D. Y-Rating

1. When a personnel action, such as a demotion due to layoff, reallocation, reclassification, or reassignment due to work restrictions results in the lowering of the incumbent unit employee's salary range, the affected incumbent's salary may be "Y-rated" by the City.

2. "Y-rated" shall mean the maintenance of the incumbent employee's salary rate at the level effective the day preceding the effective date of the personnel action in lieu of placing the employee in a lower salary range.

3. The employee's base salary shall remain at the same level until the salary range of the new classification equals or exceeds the Y-rated salary.

4. Those unit employees reassigned due to work restrictions shall be Y-rated upon written agreement and mutual consent between the affected employee and the City.

E. Base Salary
Base salary shall mean only the assigned salary to any unit classification exclusive of any other type of form of compensation.

F. Extra Pay/Compensation
Extra pay shall be defined as compensation above the unit employee's base salary for special assignments, differentials, and bonuses.

VIII.VI. ONE-PERSON REFUSE TRUCK ASSIGNMENT
Assignment
Unit eEmployees in the classifications of Integrated Waste Worker, or Truck Operator or qualified designated Integrated Waste Workers in the Integrated Waste Management Division of the Public Works Department who are assigned by management to one-person operation of a refuse collection truck shall receive extra compensation of one hundred and sixty dollars ($160.00) per month which is paid hourly ($.923) per hour) as assigned.

This extra compensation is paid only when such employees are actually engaged in the one-person operation of a refuse truck.

A. Compensation

1. This extra compensation shall be one hundred and sixty dollars ($160.00) per month above their base salary.
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Glendale City Employees’ Association Memorandum of Understanding July 1, 20241 – June 30, 20274 Article Two
18 2. In 2017, unit employees in the classification of Integrated Waste Truck Operator had the One-Person Refuse Truck Assignment pay of one-hundred sixty dollars ($160) per month included into the employees’ base salary. Thus the One-Person Refuse Truck Assignment pay ceased to exist for employees in the classification of Integrated Waste Truck Operator upon adoption of this provision. Employees in the classification of Integrated Waste Worker, when assigned to One-Person Refuse Truck duties, shall continue to receive extra pay in the amount of one-hundred sixty dollars ($160) per month on those occasions when their services in this assignment are needed as set forth above.

B. Limitation
As it relates to unit employees in the classification of Integrated Waste Worker, this extra compensation shall be paid only during those periods or portions thereof when such employees are actually engaged in the one-person operation of a refuse truck.

IX.VII. PUBLIC WORKS/INTEGRATED WASTE MANAGEMENT DIVISION – COMMERCIAL REFUSE

ASSIGNMENT PAY
Assignment
Unit eEmployees in the classifications of Integrated Waste Truck Operator, Integrated Waste Worker, Senior Integrated Waste Worker, or Maintenance Worker in the Integrated Waste Management Division of the Public Works Department, who are assigned by Management to commercial refuse collection duties and/or the Bin Truck Operator assignment, shall receive extra compensationthirty dollars ($30.00) per month which is paid hourly ($.173) per hourly) as assigned. This pay will be paid only during those periods or portions thereof when such employees are actually engaged in commercial/refuse collection duties and/or “hustler” driver assignments.

A. Compensation
This extra compensation shall be thirty dollars ($30.00) per month above their base salary.

B. Limitation
This extra compensation shall be paid only during those periods or portions thereof when such employees are actually engaged in commercial/refuse collection duties and/or “hustler” driver assignments.

X.VIII. PUBLIC WORKS/INTEGRATED WASTE TRUCK MECHANICAL MAINTENANCE ASSIGNMENT A. Assignment
Unit eEmployees in the classifications of Senior Equipment Mechanic, Equipment Mechanic I, Equipment Mechanic II, Equipment Welder, Equipment Mechanic Helper and Equipment Service Worker, who are assigned to the Public Works Mechanical Maintenance Division and perform maintenance on Integrated Waste trucks, shall receive 103 of 470

Glendale City Employees’ Association Memorandum of Understanding July 1, 20241 – June 30, 20274 Article Two
19 extra compensation one hundred and twenty five dollars ($125.00) per month. This pay shall be paid only during those periods or portions thereof when such employees are actually assigned to the Public Works Mechanical Maintenance Division and perform maintenance on Integrated Waste trucks, on a regular basis. This pay will be increased to two-hundred and fifty dollars ($250) per month effective the first day of the pay period that includes July 1, 2024.

The trucks being maintained under this provision include all Integrated Waste packer units (front-loaders, rear loaders, automated side loaders and manual side loaders).

B. Compensation
This extra compensation shall be in the amount of one hundred twenty-five dollars ($125.00) per month above their base salary.

C. Limitation
This extra compensation shall be paid only during those periods or portions thereof when such unit employees are actually assigned to the Public Works Mechanical Maintenance Division and perform maintenance on the refuse vehicles described in Section A above, on a regular basis.

XI. PUBLIC WORKS/FLEET SERVICES – ASE CERTIFICATION PAY A. Certification Pay

1. Effective the pay period that begins August 29, 2021, unit eEmployees in the classifications of Equipment Mechanic I, Equipment Mechanic II and Sr. Equipment Mechanic shall be eligible to receive extra pay for having attained and maintained valid ASE (Automotive Service Excellence) certifications as follows:
a) Three (3) or more ASE certifications: $10050 per month b) Six (6) or more ASE certifications: $2100 per month

2. Unit eEmployees are responsible for notifying Public Works/Fleet Services Division management upon their receipt of the valid ASE certifications. The additional compensation will be effective the following pay period from the date of notification. ASE certification pay will only be applied to unit employees who maintain current valid certifications. If the certifications expire, the compensation will cease.

XII.EQUIPMENT WELDER CLASSIFICATION
A. Equity Adjustment
Effective the pay period that begins on August 29, 2021, the compensation of the Equipment Welder classification shall be set to the salary range of the Utility Welder classification as of August 29, 2021. The classification of Equipment Welder shall be subject to all other terms and conditions of the GCEA Memorandum of Understanding.
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Glendale City Employees’ Association Memorandum of Understanding July 1, 20241 – June 30, 20274 Article Two
20 XIII. Environmental Technician Series
The City agrees to conduct a job analysis study on the classification of Assistant Environmental Technician and work collaboratively with Public Works and Glendale Water & Power management and the GCEA to determine the appropriate classification, compensation and whether reallocation of existing incumbents to a different classification is warranted. The City agrees to conduct the first meeting with the GCEA on this matter no later than September 22, 2021 and move expeditiously on any proposed recommendation, pending necessary Civil Service Commission and City Council action, as well as promotional examination.

XIV. CODE COMPLIANCE INSPECTION UNIT – HAZARDOUS EXPOSURE CERTIFICATION PAY A. Assignment
Unit eEmployees in the classification of Code Compliance Inspector, Associate Code Compliance Inspector and Assistant Code Compliance Inspector, who complete an in- house curriculum on hazardous exposures and receive certification, shall be eligible to receive one hundred fifty dollars ($150.00) per monthextra compensation. The curriculum shall include: training in remediation of public health violations and exposures, extreme structural/fire hazards, unsanitary conditions, and any other conditions which pose an imminent hazard to the health, safety and welfare of the public. The curriculum shall also include certification by the Housing and Urban Development (HUD) Department’s on Housing Quality Standards.
.

B. Compensation
This extra compensation shall be in the amount of one hundred fifty dollars ($150.00) per month above their base salary.

XV. WATER DIVISION LICENSE INCENTIVE PROGRAM
A. Engineering Division Unit Employees

1. Unit eEmployees in the Glendale Water & Power Department – Water Division Engineering unit, which includes the Utility Construction Inspector, that pass the State of California Department of Health Services Level 3 Distribution (D3) licensing examination shall receive extra pay in the amount of eightfour percent (84.0%) above their of base salary.

2. Effective the pay period beginning August 29, 2021, the above compensation shall increase to eight percent (8.0%) above the base salary.

B. Cost of Licensing Examinations and Renewal Fees
The City shall pay the costs for the above Water Division unit employees’ examination and renewal fees, and provide continuous education opportunities for employees to maintain the “contact hour” requirements.

XVI. PUBLIC WORKS TECHNICIAN INCENTIVE PROGRAM
A. Unit eEmployees in eligible classifications in the Public Works Department Maintenance 105 of 470

Glendale City Employees’ Association Memorandum of Understanding July 1, 20241 – June 30, 20274 Article Two
21 Services Division shall receive incentive pay as follows:
i. Industry Certification Pay

1. Unit eEmployees in the classifications of Senior Tree Trimmer or Tree Trimmer who obtain professional certification as an International Society of Arboriculture (ISA) Certified Tree Trimmer shall receive industrial certification pay of three hundred twenty-five dollars ($325) per month above their base salary.

2. Unit eEmployees in the classifications of Senior Tree Trimmer or Tree Trimmer who obtain professional certification as an International Society of Arboriculture (ISA) Certified Arborist shall receive industrial certification pay of five hundred twenty- five dollars ($525) per month above their base salary. Employees will be paid only for the highest value incentive achieved. A Tree Trimmer who attains both ISA Tree Worker and ISA Arborist Certification, will only be reimbursed for ISA Arborist Certification incentive.

2.3. Unit eEmployees in the classifications of Arborist Crew Supervisor or Arborist Technician who obtain professional certification as an International Society of Arboriculture (ISA) Certified Municipal Specialist, International Society of Arboriculture (ISA) Tree Risk Assessment Qualification (TRAQ), or become a American Society of Consulting Arborists (ASCA) Registered Consulting Arborist shall receive industrial certification pay of six hundred twenty-five dollars ($625) per month above their base salary.

3.4. Effective the pay period beginning August 29, 2021, unit eEmployees in the classifications of Arborist Crew Supervisor or Arborist Technician who possess and maintain two or more of the
certifications set forth in the paragraph just XVI – A 1(c) above, shall receive industrial certification pay of nine-hundred twenty-five dollars ($925) per month above their base salary.

4.5. Unit eEmployees in the classification of Yard Attendant who obtain professional certification from California State Sacramento Operations Maintenance of Wastewater Collections Systems Volume 1, or the California Water Environment Association (CWEA) in Collection System Maintenance GradeLevel I shall receive industrial certification pay of three hundred twenty-five dollars ($325) per month above their base salary.
ii. Public Works Technician Pay

1. Unit Eemployees of the Public Works Department Maintenance Services Division in the classifications of Street Maintenance Worker, Maintenance Worker, Senior Traffic Painter, Traffic Painter, Traffic Crew Supervisor, Senior Parking Meter Collector/Repairer, Parking 106 of 470

Glendale City Employees’ Association Memorandum of Understanding July 1, 20241 – June 30, 20274 Article Two
22 Meter Collector/Repairer, Parking Services Supervisor/Meter Shop, Cement Worker Finisher, Senior Cement Worker Finisher,
Equipment Operator I, Equipment Operator II, Senior Equipment Operator and Street Crew Supervisor who have successfully achieved proficiency in six (6) approved “Core Competencies” as defined by the Public Works Department Public Works Technician Program Guidelines will receive pay of three hundred twenty-five dollars ($325) per month above their base salary.
iii. Fabrication Specialist Pay

1. Unit eEmployees in any classifications in the Public Works Department Maintenance Services Division having previous training and experience at the apprentice level in Carpentry, Welding, or in Sign Design Software and Sign Making as defined for each “Fabrication Specialty” and achieving proficiency as a “Fabrication Specialist” as defined by the Public Works Department Public Works Technician Program Guidelines will receive pay of five hundred twenty-five dollars ($525) per month above their base salary.

B. Limitations
i. Incentives cannot be compounded. Employees will be reimbursed only for the highest value incentive achieved, e.g. a Tree Trimmer who attains both ISA Tree Worker and ISA Arborist Certification, will only be reimbursed for ISA Arborist Certification incentive.
ii.i. Once achieving proficiency as a Public Works Technician or Fabrication Specialist, unit employees must retain a Successfully Meets or Exemplary Summary Rating on their annual Job Performance Evaluations, and maintain a set minimum hours of refresher training for each of their core competencies in order to sustain proficiency and eligibility for the incentive. iii.ii. Unit Employees obtaining industry certification must retain a Successfully Meets or Exemplary Summary Rating on their annual Job Performance Evaluations, and sustain the Certification active and in good standing through completing required Continuing Education Units (CEUs) and abiding by established industry standards. Failure to retain Certification will result in the loss of this incentive.
iv.iii. Should an employee receive less than a Successfully Meets ratings resulting in the loss of pay, the employee shall be reevaluated within ninety (90) days, as set forth Article Two Section VI A (10). If after the ninety (90) days, the employee’s performance is deemed to be back to at least Successfully Meets, then the employee shall again be eligible for the incentive. v.iv. Once achieving industry certification or proficiency as a Public Works Technician or Fabrication Specialist, unit employees will be expected to perform tasks and assignments on occasion within their respective areas of 107 of 470

Glendale City Employees’ Association Memorandum of Understanding July 1, 20241 – June 30, 20274 Article Two
23 certification or proficiency as determined by management. These supplemental assignments shall not become the primary responsibilities of any employee, nor is it the intent of this program to diminish overtime opportunities for those employees in the primary assignments. If the performance of the duties under this program result in an ongoing responsibility, the affected employee will be placed in an acting assignment commensurate with the work they are performing and consistent with provisions of the GCEA MOU (Article Two, Section XXV Acting Assignment).

For purposes of this section, there shall be no “vacant position” requirement for the Acting Assignment eligibility.
vi. The intent of this provision is not to diminish promotional opportunities, but rather provide opportunities for employees to gain new skills, which could lead to future promotion.

XVII. WASTE WATER MAINTENANCE SECTION CERTIFICATION INCENTIVE PROGRAM A. Waste Water Maintenance Section Unit Employees
Unit eEmployees in the Public Works Department – Waste Water Maintenance Section who hold a Collection System Maintenance certification issued by the California Water Environment Association (CWEA) shall receive incentive pay for obtaining certification as follows:

1. Five percent (5%) baseextra pay for obtaining the Collection System Maintenance Level I certificate.

2. Ten percent (10%) baseextra pay for obtaining the Collection System Maintenance Level II certificate.

3. Thirteen percent (13%) baseextra pay for obtaining the Collection System Maintenance Level III certificate.

4. Fifteen percent (15%) baseextra pay for obtaining the Collection System Maintenance Level IV certificate.

5. The above incentive pay is non-cumulative. Employees will receive one pay for the highest-level certificate they have earned.

B. Limitations
ii. All classifications within the Waste Water Maintenance Section will be eligible for certification up to the Collection System Maintenance Level III. ii. The classifications of Senior Waste Water Maintenance Worker and Waste Water Crew Supervisor will be eligible for certification up to the Collection System Maintenance Level IV.

C. Cost of Licensing Examinations and Renewal Fees
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Glendale City Employees’ Association Memorandum of Understanding July 1, 20241 – June 30, 20274 Article Two
24 The City shall pay the costs for the above Waste Water Maintenance Section unit employees’ examination and renewal fees, and provide continuous education opportunities for employees to maintain the “contact hour” requirements.

XVIII. ENVIRONMENTAL “DESIGNATED OPERATOR” OR “UNDERGROUND STORAGE TANK INSPECTOR” CERTIFICATION PAY
A. “Designated Operator” or “Underground Storage Tank Inspector” Certification

1. Unit eEmployees in the classifications of Assistant Environmental Technician, Environmental Technician, Senior Environmental Technician, Fire/Environmental Safety Specialist, Senior Fire/Environmental Safety Specialist and Hazardous Materials Specialist who perform underground storage tank “designated operator” or “inspector” duties and obtain and maintain the “Designated Operator” or “Underground Storage Tank Inspector” certification issued by the International Code Council (ICC) shall receive a certification pay of twoone hundred dollars ($2100) per month above their base salary.

2. Effective the pay period beginning August 29, 2021, the compensation set forth in A- 1 above shall increase to two hundred dollars ($200) per month above the base salary.

XIX. ABOVEGROUND PETROLEUM STORAGE ACT (APSA) CERTIFICATION PAY A. APSA Certification

1. Effective the pay period beginning August 29, 2021, unit eEmployees in the classifications of Fire Prevention Inspector, Fire Environmental Safety Specialist and Sr.

Fire Environmental Safety Specialist who perform inspections on above-ground petroleum storage tanks and facilities and obtain and maintain the APSA certification issued by the Cal-Fire Office of State Fire Marshal shall receive a certification pay of one hundred dollars ($100) per month above their base salary.

2. Unit employees are responsible for notifying Fire Department management upon their receipt of the valid APSA certifications. The additional compensation will be effective the following pay period from the date of notification. ASPA certification pay will only be applied to unit employees who maintain current valid certifications. If the certification expires, the compensation will cease.

XX. SENIOR COMMUNITY SERVICE OFFICER PROGRAM – POLICE DEPARTMENT A. Purpose
The purpose of the Senior Community Service Officer Program is to select and recognize those non-sworn employees in the position of Community Service Officer in general, communications or jail assignments; Police Communications Operator; Community Service Officer – Records; Community Service Officer – Property; Police Custody Officers; Police Services Officer; or Police Support Services Specialist who may receive difficult and challenging assignments or are required to work independently with a minimum of supervision. These unit employees shall provide leadership, direction and training for other unit employees. Additionally, they may be required to assist the Police Department 109 of 470

Glendale City Employees’ Association Memorandum of Understanding July 1, 20241 – June 30, 20274 Article Two
25 in a wide variety of other duties and responsibilities including but not limited to providing performance evaluation input. Eligible unit employees shall be considered by Police management for the “Senior” assignment if they possess the commensurate aptitude, skill and expertise necessary for such assignment. Such assignments are not subject to any review committee.

B. Compensation
Extra Pay
i. Unit eEmployees in the classifications of Community Service Officer – Records;, Police Communications Operator, Community Service Officer – Property; Police Services Officer, Police Support Services Specialist, or Police Custody Officers assigned as "Seniors" shall receive extra compensation in the amount of threetwo hundredfifty dollars ($ 25300) per month over their base salary.

C. Administration
The Senior Community Service Officer Program shall be administered as follows:

Eligibility Requirements
CSO or Police Communications Operator Records/Jail/General Parking Assignment Requirements
Any PoliceCommunity Service Officer, Police Communications Operator, Police Services Officer, Police Support Services Specialist, or Police Custody Officer, Community Service Officer – Records; or Community Service Officer – Property; in the Communications, Records, Jail or General Parking Enforcement Assignments who meets the following requirements shall be considered by Police management for assignment as a Senior Community Service Officer:
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a. Job performance is rated "successfully meets standards" or above. b. Has three (3) years job experience in the specific field for which application is made.
c. Has a minimum of two (2) years of experience with the Glendale Police Department in the specific field for which application is made.

1. Modification - Minimum Experience
The minimum experience necessary for either "Senior" assignment may be temporarily modified whenever Police management determines there is an insufficient amount of candidates possessing the required expertise for specialized assignments or eligibility standards within the department from which to select. Modification recommendations may be made by the review committee for approval by Police management.

2. Review Committee
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Glendale City Employees’ Association Memorandum of Understanding July 1, 20241 – June 30, 20274 Article Two
26 a. Committee Size
A review committee of five (5) persons appointed by the Police Chief shall establish selection criteria, screen, rank, and recommend qualified candidates for the position of Senior Community Service Officer. b. Committee Composition
The Committee will consist of the appropriate department commander and a total of four (4) managers and/or supervisors with demonstrated knowledge of the particular function being applied for. The GCEA President or designee shall also serve on the Committee as a non-voting member.

3. Revocation
a. Written Notification
Upon review by the "Senior Community Service Officer Committee", this assignment is revocable at any time by the Police Chief if such determination is accompanied by written notification stating the reasons for the revocation of the assignment.
b. Non-Applicable Specialized Assignment
This provision does not apply to assignments made by Police management as a specialized assignment, pursuant to the aforementioned paragraph.

4. Authorization
The total number of non-sworn Senior Community Service Officer assignments authorized within the various Police Department work sections shall be determined by the City.

5. Re-evaluation
A re-evaluation of the assigned Senior’s Community Service Officer's performance shall be conducted by the Review Board every six (6) months.

6. Assignment
a. Responsibilities and Duties
Non-sworn employees assigned as a Senior Community Service Officer shall be given responsibilities and duties as defined and recommended by the Police Review Board and approved by Police management.
b. Additional Responsibilities
As part of their routine assignment, Seniors Community Service Officers may assist their direct supervisor in preparing personnel performance evaluations, 111 of 470

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27 and act as that unit supervisor during short-term absences.

7. Limitations
a. Functioning in Assignment
The extra compensation for this assignment shall be paid only during those periods or portions thereof, when such employees are actually assigned and functioning as a Senior Community Service Officer.
b. Non-Job-Related Illness or Injury
However, should If an employee assigned as a Senior Community Service Officerbecomes unable to perform that function due to a non-job related illness or injury for a period of fifteen (15) working days or more, this assignment compensation shall be suspended for all scheduled work days not worked in excess of the first fifteen (15) working days and until the day he/shethey returns to full duty assignment.
c. Special Short-Term Assignments
Periodically the need for additional Senior Community Service Officer assignments may occur throughout the Department to address special staffing requirements. Police management shall have the authority to fill those assignments with temporary Senior Community Service Officers on a short-term basis, as approved by City management. When a special short- term position is needed, the temporary assignment will be offered to the next employee on the eligibility list which was created by the Review Committee. d. Temporary Assignments
Senior Community Service Officer assignments are temporary assignments, not a separate job classification. It does not have Civil Service status, and is not subject to Civil Service selection procedures, appeals, or seniority; it is not a property right and may be revoked by Police management at any time for job-related reasons or operational necessity.

XXI. POST CERTIFICATION PAY – POLICE COMMUNICATIONS
A. Compensation
Unit eEmployees in the classifications of Police Communications Operator and Police Communications Shift Supervisor shall receive extra compensation in the amount of $250 per month above their base salary for having attained the POST Public Safety Dispatchers' Basic Course Curriculum Certification.

XXII. POLICE COMMUNICATIONS ASSIGNMENT PAY
A. Compensation
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Glendale City Employees’ Association Memorandum of Understanding July 1, 20241 – June 30, 20274 Article Two
28 Unit eEmployees in the classification of Community Service Officer who are assigned to police communications operations shall receive an extra assignment pay of one hundred and forty dollars ($140) per month over their base salary.

XXIII. POLICE CUSTODY ASSIGNMENT PAY
A. Compensation
Unit eEmployees in the classification of Community Service Officer and Police Custody Shift Supervisor who are assigned to Police Custody Operations shall receive an extra assignment pay of one hundred and thirty dollars ($130) per month over their base salary.

Effective the implementation of an inequity adjustment affecting the classifications of Police Custody Officer and Police Custody Shift Supervisor occurring during the term of this MOU, the Police Custody Assignment pay shall cease to exist.

XXIV. PROPERTY AND POLICE RECORDS ASSIGNMENT PAY
A. Compensation

1. Unit employees in the classifications of Community Service Officer, Police Records Shift Supervisor and Police Property Supervisor who are assigned to work the Police Records Bureau or the Property Bureau shall receive an extra assignment pay of twoone hundred twenty-five dollars ($2125.00) per month over their base salary.

2. Effective the pay period that begins August 29, 2021, the above assignment pay shall increase to two hundred twenty-five dollars ($225.00) per month over the base salary.

XXV. TRAFFIC AND FRONT DESK ASSIGNMENT PAY
Employees in the classifications of Police Services Officer and Police Services Supervisor who are assigned to work traffic or the front desk shall receive an extra assignment pay of one hundred dollars ($100.00) per month
XXVI. POLICE CRIMINALIST/FORENSIC/DNA LAB ASSIGNMENT PAY A. Compensation

1. Unit eEmployees in the classifications of Forensic Specialist, Senior Forensic Specialist, DNA Specialist, Criminalist Technician, Criminalist I and Criminalist II shall receive an extra assignment pay of one hundred fifty dollars ($150) per month over their base salary.

XXVII. SHIFT PAY
Unit eEmployees who are assigned to certain shifts shall receive extra pay as follows:

A. Evening Shifts

1. Unit eEmployees who are assigned to work any hours that occur on or after 3:00 p.m. but before 12:00 a.m. shall receive one dollar and twenty-five cents ($1.25) per hour extra above their base hourly rate for each hour worked within this time period. 113 of 470

Glendale City Employees’ Association Memorandum of Understanding July 1, 20241 – June 30, 20274 Article Two
29 B. Night Shifts

1. Unit eEmployees who are assigned to work any hours that begin on or after 12:00 a.m. but before 8:00 a.m. of the next following day shall receive one dollar and fifty cents ($1.50) per hour extra above their base hourly rate for each hour worked within this time period.

C. Eligibility/Limitations

1. Unit eEmployees, except those working the night shift in the Police Record Bureau on or after 4:00 a.m. and on or before 7:00 a.m., must work a minimum of four (4) hours within either shift or a combination of both shifts to be eligible to receive shift pay extra compensation as provided for in this section.

2. In the Police and Fire Departments, only unit employees in the classifications of Community Service Officers, Office Specialist I, Office Specialist II, Senior Office Specialist, Office Services Specialist I, Office Services Specialist II, Senior Office Services Specialist, Police Records Specialist, Office Services Secretary, Office Services Secretary (Steno), Senior Forensic Specialist, Forensic Specialist, Criminalist Technician, Criminalist I, Criminalist II, Police Services Officer, Public Safety Business Assistant I, Public Safety Business Assistant II, Public Safety Business Assistant III, Police Services Assistant, Police Support Services Specialist, and Police Records Shift Supervisor shall be entitled to receive Shift Paythe extra compensation provided for in this article.

3. Unit eEmployees receiving compensation for overtime, standby, call back or Communications Assignment Pay or Police Custody Assignment Pay shall not be entitled to receive the Sshift Ppay extra compensation provided for in this section. ii. Unit eEmployees in the classifications of Police Communications Operator Trainee, Police Communications Operator and Police Communications Shift Supervisor shall not be entitled to receive the sShift Ppay extra compensation provided for in this section.

XXVIII. FOREIGN LANGUAGE OR SIGN LANGUAGE INTERPRETER PROFICIENCY PROGRAM A. Purpose

1. The purpose of the Foreign Language Proficiency Program is to provide linguistic assistance for non-English speaking person(s) who represent a large segment of the Glendale community, and for hearing impaired individuals who make use of sign language.

2. This service is provided through certain selected unit employees who have been certified as proficient in a designated foreign language or approved sign language for the hearing impaired.

B. Compensation
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Glendale City Employees’ Association Memorandum of Understanding July 1, 20241 – June 30, 20274 Article Two
30 1. Unit eEmployees assigned to the Foreign Language or Sign Language Interpreter Proficiency Program shall receive extra compensation of one-hundred dollars ($100.00) per month above their base salary.

2. This extra pay compensation shall become effective the first pay period following receipt of approval by the Director of Human Resources. This extra compensation pay shall terminate immediately upon the day the assignment is revoked by department management.

C. Administration
The City's Foreign Language or Sign Language Interpreter Proficiency Program shall be administered as follows:

1. Qualifications
An unit employee may be authorized and may qualify for the program upon the determination of City Management that the employee possesses the following qualifications:

The employee possesses and exercises:
1) Linguistic skills and abilities in both English and in a designated foreign language; including sign language;
2) Knowledge of and sensitivity toward the culture and needs of the foreign language speaking group.
a. The specific assignment of the employee requires a demonstrated ability in both English and in a designated foreign language used by a large segment of the residents of the community which the City serves, or by hearing impaired individuals in need of City Services.
b. The specific assignments must require the use of both languages by the employee on a continuing, frequent, and recurring basis in order to meet the service demands and fulfill the mission, goals and responsibilities of the department in which the employee is employed.
c. The specific assignment may require the employee to assist in interviews and interrogations of persons in criminal investigations or any other interactions with customers requiring the use of both languages.
d. The specific assignment will subject designated employees to being subpoenaed to testify in a criminal or administrative proceeding regarding information received through translation, interrogation, or any other interaction with customers.
e. Unit eEmployees receiving this assignment pay shall be available to provide their language skills in any City assignment or Department where the need for these skills arises.
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Glendale City Employees’ Association Memorandum of Understanding July 1, 20241 – June 30, 20274 Article Two
31 2. Foreign Language or Sign Language Fluency Certification a. Unit eEmployees meeting the qualifications of the program and who wish to be placed in the Foreign Language Interpreter Proficiency Program must first apply, test, and successfully demonstrate fluency in the given language or fluency in sign language through examinations administered by Human Resources. b. Human Resources shall then certify to the appropriate Department Head the names of employees who have successfully demonstrated foreign language fluency skills and abilities or sign language skills and abilities.

3. Application
Unit eEmployees who have been certified in foreign language skills and abilities and seek consideration for assignment to the Foreign Language or Sign Language Interpreter Proficiency Program shall submit an application requesting consideration for the program. Application should be submitted to the employee's department head through the employee's Division management.

4. Eligibility Criteria
When qualified and certified unit employees submit application for consideration to be placed in the Foreign Language or Sign Language Interpreter Proficiency Program, the following eligibility criteria shall be utilized in determining which employees shall be selected:
a. The most appropriate position in terms of specific job assignment. b. Employees who have most frequently utilized foreign language interpreter skills on job assignments in the past.
c. Employee's total seniority in time spent as a regular employee with the City of Glendale.
d. Employees found to be eligible on an equal basis may be given consideration for assignment appointments on a semi-annual basis.

5. Appointment
a. The Department Head shall be responsible for determining appointments to the Foreign Language or Sign Language Interpreter Proficiency assignments based on the qualifications, certification, and eligibility requirements set forth for this program.
b. A re-evaluation of each appointment may be made at any time and may be revoked at any time by Department Management.

6. Total Number of Authorized Assignments
The total number of positions authorized and filled at any time is the sole discretion 116 of 470

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32 of City Management.

D. Interpreter Skills of All Employees

1. All unit employees who have foreign language skills or sign language skills are not necessarily entitled to an appointment for a Foreign Language or Sign Language Interpreter Proficiency assignment.

2. Therefore, nothing herein is intended to relieve or diminish in any way unit employees possessing these skills and abilities from any responsibility and duty to utilize and exercise these skills and abilities in linguistic communication in the performance of their required duties.

3. Employees possessing such language skills will continue to use these skills without additional compensation on an occasional as needed basis.

E. Limitations

1. This payextra compensation shall be paid only during those periods or portions thereof when such employees are actually assigned to the Foreign Language or Sign Language Interpreter Proficiency Program and are performing the assignment in their daily scheduled duties.

2. However, should a unit employee assigned to the Foreign Language Interpreter Program or Sign Language Interpreter Proficiency Program be unable to perform that function due to a non-job related illness or injury for a period of twenty-one (21) calendar days, this assignment compensation shall be suspended for all scheduled work days not worked in excess of the first twenty-one (21) calendar days and until the day he/shethey returns to this full duty assignment.

F. Temporary Assignments
Foreign Language Interpreter Proficiency and Sign Language Interpreter Proficiency Program assignments are temporary assignments, not a separate job classification; they do not have Civil Service status, and are not subject to Civil Service selection procedures, appeals, or seniority; they are not a property right and may be revoked by Management at any time for job-related reasons or operational necessity.

XXIXVIII. FIRE AND POLICE COMMUNICATIONS OPERATORS - LEADWORKER ASSIGNMENT A. Compensation

1. Unit eEmployees in the classifications of Fire Communications Operator and Police Communications Operator who are assigned as a lead worker shall receive five percent (5%) one dollar and twenty-five cents ($1.25) per hour of above their base hourly rate for each hour worked as a lead worker. It is the intent of this program that when the departments are fully staffed, there shall not be more than one leadworker per shift.

2. Effective the pay period beginning August 29, 2021, the above compensation shall increase to five percent (5%) per hour above their base hourly rate for each hour 117 of 470

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33 worked as lead worker.

XXIX. POLICE – PRISONER SEARCH ASSIGNMENT
A. Eligibility
Unit eEmployees in the classifications of CSO/General, CSO/Records, Police Services Officer, Police Records Shift Supervisor, Police Budget and Property Supervisor, Police Property Supervisor, Police Parking Enforcement Supervisor, Police Communications Operator Trainee, Police Communications Operator and Police Communications Shift Supervisor, who have been trained and certified in prisoner search techniques, can be required to search prisoners when sworn police employees or jail custodial staff are not available, and when none of the aforementioned unit employees volunteer to search prisoners as required by management.

B. Compensation
Any CSO/General, CSO/Records, Police Services Officer, Police Records Shift Supervisor, Police Budget and Property Supervisor, Police Property Supervisor, Police Parking Enforcement Supervisor, Police Communications Operator Trainee, Police Communications Operator or Police Communications Shift Supervisor, who conduct a prisoner search of a prisoner as required, shall receive fifty dollars ($50.00) above their base pay per each prisoner search but shall not exceed more than one hundred dollars ($100.00) per employees’ work schedule per day, regardless of number of searches conducted.

C. Limitation
A CSO / General, trained and certified in prisoner search techniques, who is assigned to an off-site facility (e.g., Glendale Galleria Substation), may be required to perform prisoner searches on a regular basis. The CSO/General assigned in this capacity shall receive “Senior CSO” pay, as set forth in Section XII, as compensation for conducting prisoner searches as required, whether or not any searches are actually conducted. The CSO/General unit employee receiving Senior CSO pay shall not be entitled to the payadditional compensation as set forth in Section XIX – B above for conducting prisoner searches.

XXXI. ACTING ASSIGNMENT
A. Eligibility – Five (5) Consecutive Calendar Days

1. An unit eEmployee after having been performing the duties of a vacant position for at least five (5) consecutive calendar days shall be given an acting assignment.

2. Should an unit employee’s acting assignment be assigned for or extend longer than thirty (30) calendar days, there shall be no interruption of the acting assignment for any breaks in employment due to leaves of absence for fourteen (14) calendar days or less.

3. A vacant position is one in which the incumbent is on some form of leave, or has 118 of 470

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34 terminated, or a newly created position. A vacant position may also be when an unit employee has been transferred to another job assignment in a different Division of the same department.

4. In rare and exceptional circumstances where an unanticipated vacancy arises that could impair operational necessity, the department head may authorize acting pay beginning on the first day of the acting assignment.

B. Fulfill Responsibilities of Vacant Position
Acting assignments may be made only to fulfill the responsibilities of the vacant position until such time as an appointment is made or until such time as the incumbent has returned to duty.

C. Assignment Limitations
Upon the approval of the department head and the notification of the Human Resources Department, acting assignments may be granted for a period not greater than ninety (90) calendar days. Extension of acting assignments beyond ninety (90) calendar days must be approved by the City Manager.

D. One Move-Up per Vacancy

1. Acting assignments are limited to one (1) move-up per vacancy. Additional move-ups may be approved for acting assignment, depending upon business necessity, as determined by management.

2. A unit employee who is assigned to fill a vacancy in management or mid-management shall be eligible for Acting Assignment. Such acting assignment shall be limited to the first move-up to management or mid-management vacancies by a unit employee.

Additional move-ups may be approved for acting assignment, depending upon business necessity, as determined by management.

E. Compensation
Upon assignment of an acting appointment, unit employees will begin to earn a salary which is equal to Step 1 of the salary range of the position assigned to, but shall receive at least a salary five percent (5%) above the current base salary of the employee's permanent position, unless the five percent (5%) exceeds Step 9 of the acting assignment classification. In this event the acting assignment salary range shall be Step 9 of the acting assignment classification.

F. Time Accrues Towards Salary Step Increases
While working in an acting capacity, an employee will continue to accrue time toward salary step increases in their permanent position.

XXXII. LIMITATION ON EXTRA PAY ASSIGNMENT
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35 Assignments to extra pay positions are temporary, not a separate classification, and do not have Civil Service status and are not subject to Civil Service selection procedures, appeals, or seniority.

Assignments are not a property right.

XXXIII. RETIREMENT
A. PERS
The City provides unit employee retirement coverage through the Public Employees' Retirement System (PERS).

B. Employer PERS Contribution Rate
The employer PERS contribution rate is established and adjusted annually for the employer by PERS Board of Administration. The City shall be solely responsible for payment of the employer contribution rate established by PERS, except as set forth in the respective employee cost-sharing provisions in Section E.

C. Employee PERS Contribution Rate

1. City of Glendale first tier classic members (subject to the 2.5%@55 formula) per California Government Code section 21354.4 the California Public Employees’ Pension Reform Act of 2013 (“PEPRA”) contribute eight percent (8.0%) compensation earnable to pay for their member contribution. City of Glendale second tier classic members (subject to the 2%@55 formula per California Government Code section 21354 – for classic member employees hired on or after January 1, 2011) contribute seven percent (7.0%) compensable earnable to pay for their member contribution.

2. The eight percent (8.0%) compensation earnable for first tier classic employees and seven percent (7.0%) for second tier classic employees are added to salaries by the City shall be included in all salary and compensation comparisons.

3. Should Federal and State laws and regulations require the withholding of personal income taxes, the City will withhold such income taxes, which are applicable.

4. The City has adopted the CalPERS resolution in accordance with IRS Code section 414(h)(2) to ensure that the employee contribution is made on a pre-tax basis.

5. “New members” as defined by California Public Employees’ Pension Reform Act of 2013 (“PEPRA”) on and after January 1, 2013, shall individually pay the an initial Member CALPERS contribution rate of 50% of the normal cost rate for the Defined Benefit Plan effective July 1, 2013 in which said new member is enrolled, rounded to the nearest quarter of 1%, as established annually by CalPERSor the current contribution rate of similarly situated employees, whichever is greater. (PEPRA – Government code section 7522.30). “New members” as defined by PEPRA on and after January 1, 2013, shall be enrolled in the PEPRA provided for retirement formula (2.5% at 67) (Government Code section 7522.20(a)). Final pensionable compensation (as defined for new members in Government Code section 7522.34) shall be determined by reference to the highest average annual pensionable compensation 120 of 470

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36 earned during a period of 36 consecutive months (Government Code section 7522.32(a)).

D. Special Compensation Provided In this MOU
For each form of special compensation provided in this MOU that is required to be reported to CalPERS per Title 2 California Code of Regulations section 571 for classic members of CalPERS and per Section 571.1 for “New Members” as defined by the Public Employees’ Pension Reform Act of 2013 (“PEPRA”), the City will report that pay as pensionable compensation. CalPERS does however, make the final determination as to whether any form of special compensation is pensionable.

ED. Additional Retirement Benefits

1. "2% at 60" formula as adopted by the City, effective July 1, 1971.

12. 1959 Survivors Benefit Level Three as adopted by the City, effective November 5, 1994.

23. Survivors Continuance benefit as adopted by the City, effective July 1, 1971.

4. One time five percent (5%) increase for employees retired prior to January 1, 1971, adopted by the City, effective July 1, 1975.

35. One-year highest compensation formula as adopted by the City effective September 1, 1976.

6. One time fifteen percent (15%) increase for employees retired prior to July 1, 1971, adopted by the City, effective October 1, 1977.

47. Post retirement survivors allowance to continue after re-marriage, effective August 13, 1985.

58. Military buy back effective November 8, 1991.

69. “2% at 55" formula as adopted by the City effective October 1, 1994. 710. 1959 Survivor’s Benefit - Level Four- as adopted by the City effective October, 1997. Employees pay the employee contribution for this benefit. 811. Unused Sick Leave Credits (Gov’t. Code 20965) effective June 30, 1998. 912. “2.5% at 55” formula effective December 1, 2005 (single highest year). 103. Retirement Optional Settlement 2 Death Benefit (Govt. Code Section 21548) to be adopted by the City effective July 1, 2007.
114. “2% at 55” formula, with the highest three average years, as adopted by the City effective January 1, 2011 for all new unit employees hired on or after January 1, 2011. 121 of 470

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37 E. PERS Cost Sharing
Employees in the bargaining unit pay two and one half percent (2.5%) as an additional pension contribution as cost sharing in accordance with Government Code section 20516(a).

1. Effective August 1, 2011, unit employees agree to contribute one and one-half percent (1.5%) of their salary per year and each fiscal year thereafter to the employer PERS contribution rate.

2. Effective September 1, 2013, unit employees agree to contribute an additional one and one-half percent (1.5%) of their salary per year and each fiscal year thereafter to the employer PERS contribution rate, for a total unit employee contribution of three percent (3%).

3. Effective July 1, 2016, unit employees agree to contribute an additional one percent (1%) of their salary per year and each fiscal year thereafter to the employer PERS contribution rate, for a total unit employee contribution of four percent (4%).

4. As set forth in Article Two, Section III, effective the first day of the pay period that includes January 1, 2022, the unit employee contribution to the employer PERS contribution rate shall decrease by one percent (1%), for a total unit employee contribution of three percent (3%).

5. As set forth in Article Two, Section III, effective the first day of the pay period that includes July 1, 2023, the unit employee contribution to the employer PERS contribution rate shall decrease by one-half percent (0.5%), for a total unit employee contribution of two and one-half percent (2.5%).

6. Employer PERS Contribution Rate: For the purposes of this section, “employer PERS contribution rate” means the percentage rate established annually by PERS as the employer cost for retirement benefits.

7. Salary and Extra Pay: For the purposes of this section, “salary” means those categories of salary and PERS reportable extra pay.

8. Employee Contribution to Employer Contribution Rate – Pre-Tax: The City has retained specialized legal counsel in order to render a written opinion as to whether or not said employee contributions to the employer-side contribution requirement can be considered on a “pre-tax” basis. If the rendered legal opinion is, in the opinion of the Office of the City Attorney, supportive of City treatment of said contributions as “pre-tax”, the City shall undertake the steps, including adoption of appropriate City Council resolution(s), necessary to allow the Payroll Section to treat these distributions as “pre-tax”. However, it is expressly agreed to and understood by the parties that the City itself has no authority or jurisdiction by which to bind the IRS, the Franchise Tax Board, or any other agency to a determination that said contributions are indeed “pre-tax”. Thus, the parties agree and acknowledge that the City shall have no liability to any individual employee, should a taxing agency or other administrative body reject treatment of said contributions as being “pre-tax”.
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38 F. “Favored Nations” Clause
Should any other non-safety miscellaneous bargaining units or employee groups negotiate any further retirement enhancements or changes to the cost-sharing provisions as set forth in Section XXXII-E, the City will meet and confer with the Association to discuss providing the same or equivalent retirement options for GCEA unit employees. 123 of 470

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39 ARTICLE THREE

WORK PERIODS, SCHEDULES, AND OVERTIME
I. WORK PERIODS
A. Seven (7) Day Work Period
The work hours for unit employees shall be a fixed and regularly recurring period of one hundred and sixty-eight (168) consecutive hours consisting of seven (7) consecutive twenty-four (24) hour periods.

B. Seven (7) Day Work Period for Employees On a 5/40 or 4/10 Other Than 9/80 Work Schedule, Beginning / Ending
The seven (7) day work period shall begin on Monday at 12:00 a.m. and end on Sunday at 11:59:59 p.m. except as modified by management.

C. Seven (7) Day Work Period For Employees on the 9/80 Work Schedule, Beginning / Ending
The seven (7) day work period shall begin exactly four (4) hours after the start time of each employee’s alternating regular day off except as modified by Management.

D. Seven (7) Day Work Period - Fixed and Regularly Recurring Thereafter, the work periods shall be fixed and regularly recurring seven (7) day work periods as set forth in the aforementioned.

E. Twenty-eight (28) Day Work Period Fixed and Regularly Recurring Community Service Officers assigned to 3/36 work schedule shall work a fixed and regularly recurring twenty (28) day work period of one hundred and sixty-eight (168) work hours.

II. TIME WORKED
Maximum Time Worked – Seven (7) Day Work Period
The maximum time worked per each seven (7) day work period which is paid at the straight time rate of pay shall be forty (40) hours inclusive of breaks and exclusive of time not considered work time.

A. CSO Maximum Time Worked – Twenty-eight (28) Day Work Period Community Service Officers working the 3/36 work plan shall work a twenty-eight (28) day work period. The maximum time worked per each twenty-eight (28) day work period 124 of 470

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40 shall be one hundred and sixty-eight (168) hours inclusive of breaks and exclusive of time not considered work time.

III. TIME NOT CONSIDERED AS WORK TIME
A. Activities Not Considered Work Time
The following activities shall not be considered time worked, except as provided for in this agreement.

1. Meal breaks.

2. Leave of absence taken without pay.

3. Travel time to work and returning home in either personal or City vehicle.

4. Time in off-duty training assignments (homework, study time, meal time, sleep time, etc.)

5. Off-duty travel to training sites and returning home.

6.5. Off-duty time putting on and taking off uniforms.

7. Off-duty time for personal preparation and clean-up.

8. Off-duty time spent in the maintenance of City vehicles or equipment.

9. Time worked for which unit employees have already been paid at one and one half (1 1/2) times their regular rate of pay within assigned forty (40) or forty-two (42) hour work period.

10.6. Any time not authorized as work time.

11.7. Any time spent in and related to organized school program of related supplemental instruction by apprenticeship employees working under a bona fide apprenticeship program.

12.8. Any time spent by employees participating in an Employee Assistance Program (EAP) on a voluntary basis.

B. CSO - 3/36 Work Plan - Work Time
The total of one hundred and four (104) hours per year of paid sick leave, holiday, vacation, jury duty, bereavement leave and/or compensatory time may be deducted from the work time of Community Service Officer working the 3/36 plan in order to provide overtime for hours worked between one hundred and sixty-one (161) and one hundred and sixty-eight (168) in a twenty-eight (28) day work period. 125 of 470

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41 IV. MEAL TIME
A. Meal BreakTime - Non-Work Time
Except as provided below,All unit employees shall be entitled to one unpaid meal break time for eight (8) or more consecutive hours of time worked. One meal break per scheduled work day, exclusive of overtime worked.

Effective the pay period that includes July 1, 2024, employees in the following classifications shall be entitled to a 30-minute paid meal break:
•Police Communications Officer (including Seniors and Supervisors) •Police Custody Officer (including Seniors and Supervisors) •Criminalist (I, II)
•Police Services Officer (including Seniors and Supervisors) •Community Service Officer – Records (including Seniors and Supervisors) •Fire Communications Operater (including Seniors and Supervisors) For employees in the above classifications, they are required to be working or available to respond to calls for service during their meal break.

B. Meal BreakTime Schedule
All meal time taken is considered non-work time and to be without pay. The schedule for meal breaks shall be determined by management, taking into consideration the continuity of services provided to the public, and the convenience of the employee.

C. Timing of Meal Break Time Length
In no case will mMeal breaks be permitted to exceed one (1) hour, nor cannot they be taken at the beginning or end of a work schedule.

D. One (1) Hour Meal Break Length

1. Except for some field and twenty-four (24) hour operations, as specified by City Management, the normal unpaid meal break shall be one (1) hour in length - the purpose being to allow employees the opportunity to rest from work duties, exercise, socialize with co-workers and avail themselves of noon-time informational and training programs.
2 Police Department unit employees may, at the discretion of management, take unpaid meal breaks (or if eligible for a 30-minute paid meal break) in conjunction with other leave times (vacation, holiday or comp time only) for a minimum of two (2) hours for the eight (8) hour, nine (9) hour, or ten (10) hour work days, and a minimum of four (4) hours for the twelve (12) hour work days. Police Department unit employees who utilize less than the required minimum leave times shall be required to take an unpaid meal break not in conjunction with the beginning or end of their normal or abbreviated work schedule.
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42 E. One Half Hour (1/2) Unpaid Meal Break Exception
Employees normally assigned a one (1) hour unpaid meal break may request and be granted by management, permission to have a one half (1/2) hour unpaid meal breaks under certain conditions as follows:

1. Service to the public, accomplishment of the City's operational mission and the staffing and work needs of the employees, co-workers and supervisor will take precedence over any one half (1/2) hour meal breaklunch requests.

2. All such requests when granted, shall be considered temporary in nature and subject to revocation by the supervisor at any time.

3. Employee personal obligations may be considered in one half (1/2) hour meal break requests; however, in granting such requests, first consideration will be given to those employees who have urgent personal emergency concerns such as serious documentable dependent care problems or ridesharing obligations.

V. BREAKS - REST PERIODS
A. Two (2) Fifteen (15) Minute Breaks -Rest Periods

1. Unit eEmployees may receive two (2) break rest periods for each scheduled work day actually worked, and a break rest period of fifteen (15) minutes for each four (4) consecutive hours of overtime worked.

2. Non-accumulative: Rest periods are not accumulative and shall not be added to any meal times, vacation, or any other form of authorized absence from work.

3. These breaks may not be used at the beginning or the end of work shift unless authorized by Management.

B. Benefit - Not Right
Break-rRest periods are a benefit and not a right, and time must be earned as any other benefit and is computed at the rate of fifteen (15) minutes per four (4) hours worked, or major fraction thereof.

C. Rest Period Procedure

1. Scheduled Not to Impair Service
Rest periods are scheduled or rescheduled by management as job requirements dictate.

2. Length of Rest Period
The rest period shall consist of fifteen (15) minutes cessation of work and will include time involved in going to and coming from a rest area unless otherwise authorized by this agreement.
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43 3. Employees
a. During rest periods, employees may remain and have non-alcoholic beverages at their desks or other department approved work areas other than a public counter.
b. Civic Center employees are encouraged to use the City-provided break areas for rest period when they wish beverages and food.

VI. WORK SCHEDULES
A. City Work Schedules
City work schedules shall be as herein defined except as otherwise provided for:

1. 5/40 Work Schedule
The 5/40 schedule shall consist of a forty (40) work hour week schedule consisting of five (5) eight (8) paid work hour days in seven (7) consecutive calendar day period exclusive of any meal periods assigned by management.

2. 9/80 Schedule
The 9/80 work schedule shall consist of an eighty (80) work hour two (2) week schedule consisting of eight (8) nine (9) hour days and one eight (8) hour working day in a eighty (80) work hour work period in fourteen (14) consecutive calendar days.

This schedule shall be divided into two forty (40) hour work periods segments exclusive of any meal periods as assigned by management. For employees on a 9/80 work schedule, their FLSA workweek shall begin exactly four hours after the start time on the day of the week which is the same day as their alternating regular day off. This will ensure that employees are regularly scheduled to work forty (40) hours in each defined workweek.

3. 4/40 Work Schedule
The 4/40 work schedule shall consist of a forty (40) work hour week schedule consisting of four (4) ten (10) paid work hour days in a seven consecutive calendar day period exclusive of any meal periods assigned by management.

4. 3/36 Work Schedule
The 3/36 work schedule shall consist of one hundred and sixty-eight (168) work hour schedule consisting of fourteen (14) twelve (12) work hour work days in a twenty- eight (28) consecutive calendar day work period exclusive of any meal periods assigned by management, except as otherwise provided for in this agreement.

5.4.3/36 Work Schedule: Police Department Traffic Division Unit employees assigned to work in the Police Department Traffic Division may work 128 of 470

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44 a 3/36 work schedule as follows:
a. The work period shall be a fixed and regularly recurring period of time consisting of fourteen (14) days.
b.a. In one seven day work period the first seven (7) days of the fourteen (14) day work period, unit employees will work three (3) twelve (12) hour days, for a total of thirty-six (36) hours.
c.b. In either the following or preceding seven day work period, the second seven (7) days of the fourteen (14) day work period, unit employees will work three (3) twelve (12) hour days and one (1) eight (8) hour “payback” day for a total of forty-four (44) hours. The FLSA workweek for such employees begins exactly four (4) hours after the start time of their eight (8) hour payback shift.

6. Department 9/80 and 3/36 Work Period Schedules Defined For the purpose of documenting a permanent reference point for the fourteen (14) day and twenty-eight (28) day work period involving the 9/80 and/or 3/36 work schedule in the Police Department, December 31, 1994 shall be the end of the preceding work period and January 1, 1995 shall be the beginning of the new work period which shall establish a period of consecutive fourteen (14) and twenty-eight (28) days works period thereafter.

7.5.Adoption of 7(b) Work Period – Library, Arts & Culture Department a. The City and Association have adopted a 7(b) work period under the provisions of the Fair Labor Standards Act (FLSA) for specified classifications of the Library, Arts & Culture Department working the 9/80 schedule.
b. The classifications employed on the 7(b) work period schedule include the following: Librarian, Librarian Specialist, Library Assistant, Customer Service Representative, Sr. Customer Service Representative, Office Operations Supervisor, Technical Staff Associate and IT Applications Specialist. c. The classifications set forth above will be guaranteed a minimum of 1840 hours of work and not more than 2240 hours of work for each 52-week period. d. As a reference point for the purposes of the 7(b) work period, January 2, 2005 marks the beginning of the 52-week work period, which renews annually thereafter.
e. Regardless of other provisions in this agreement, the classifications set forth above subject to the 7(b) work period shall be paid overtime after having worked more than 12 hours in a day, 56 hours in a week and 2080 hours in the 52-week work period.

B. Telecommuting
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45 City employees may be eligible to participate in Telecommuting as part of their work schedule upon meeting the requirements of the City's Telecommuting Policy as set forth in the Administrative Policy Manual and approved by Management.

C. Work Schedule - Police Communications
The work hours for unit employees assigned to work the communications operations of the Police Department shall consist of the 3/36 work schedule consisting of the one hundred and sixty-eight (168) work hours in a twenty-eight (28) day work period exclusive of any meal period assigned by management, except as otherwise provided in this agreement. Effective the first day of the pay period that includes July 1, 2024 , employees in the classifications of Police Communications Trainee, Police Communications Operator and Police Communications Shift Supervisor shall work alternate weeks of three (3) consecutive workdays of 12 consecutive hours each, followed by four (4) consecutive workdays of 12 consecutive hours each. For the Police Communications Trainee, all shifts also include a 30 minute unpaid meal break making the start of the shift 12 ½ hours from the end of the shift. For the Police Communications Operator and Police Communications Shift Supervisor all shifts include a 30 minute paid meal break making the start of the shift 12 hours from the end of the shift. For all employees, their designated FLSA workweek (168 hours in length) shall begin exactly six hours after the start time of their twelve-hour shift on the day of the week that corresponds with the employee's alternating regular day off.

D. Work Schedule - Police Jail

1. Unit employees assigned to work the jail operations section of the Police Department shall:Employees in the classifications of Police Custody Officer and Police Custody Shift Supervisor shall work alternate weeks of three (3) consecutive workdays of 12 consecutive hours each, followed by four (4) consecutive workdays of 12 consecutive hours each. All shifts also include a 30 minute paid meal break making the start of the shift 12 hours from the end of the shift. Their designated FLSA workweek (168 hours in length) shall begin exactly six hours after the start time of their twelve-hour shift on the day of the week that corresponds with the employee's alternating regular day off.
a. Work hours of a 3/36 modified work schedule consisting of one hundred and sixty-eight (168) work hours in a twenty-eight (28) consecutive calendar days’ work period.
b.a. These employees Work a daily work shift of twelve and one-half (12-1/2) hours per day. This includes: (a) a fifteen (15) minutes of briefing time before the start of work and fifteen (15) minutes after the end of the work shift. and; (b) one- half (1/2) hour meal period per daily work shift.
c. If an employee does not receive the one-half (1/2) meal period during their daily work shift, they shall be compensated for one-half (1/2) hour paid at one and one- half (1-1/2) times their base hourly rate for each daily one-half (1/2) hour meal break not received.
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46 d.b.Be allowed to take their daily one-half (1/2) hour meal break outside of the Police Department Buildingand .

Be allowed to eat the same food as provided for jail inmates if an employee is required to eat their meal in the jail premises.

2. Only Police Management, Police Custody Shift Supervisors or their designees are authorized to schedule meal breaks and to determine if work load precludes unit employees assigned to work in the jail from taking a one-half (1/2) hour meal break.

E. Work Schedule - Fire Communications

1. The work schedules, administration of leave benefits, overtime, meal and rest periods, and other related provisions covering the unit employees in the Fire Communications 4/42 work schedule are set forth in Article Six of this Aagreement.

2. All items covered in Article Six are inclusive for Fire Communications Shift Supervisors, Senior Fire Communication Operators and Fire Communications Operators and any other benefits that are included in this agreement (MOU) that relate to items in Article Six shall not apply to these unit employees.

F. Work Schedule - Meter Reader
As determined by management, Meter Readers in the Glendale Water & Power Department may be assigned to an incentive work schedule that is predicated on the completion of all assigned work assignments and tasks and not based on total hours worked per week, provided their work week does not exceed forty (40) hours per work week.

G. Resident Caretaker Program
The City and Association, and all unit employees serving in the capacity of Community Services and Parks caretakers agree to the following regarding the working conditions and work schedule for resident caretakers:

1. The Parks, Recreation and Community Services caretakers agree to perform the duties of a resident caretaker per specific "City of Glendale and Caretakers Agreement." Typically, thirty (30) hours per month are required to perform such services in lieu of rental fees for caretaker's residence.

2. Said cCompensation is considered by all parties to be full and complete compensation for any and all services rendered by employees serving in the capacity of Park Caretakers.

3. In addition to this MOUemorandum of Understanding, the relationship between the caretakers and the City is governed by the separate Caretaker Agreement executed by the caretakers and the City. Any conflicts between this MOU and the separately executed Caretakers Agreement shall be controlled by the Caretakers Agreement separately executed between the City and the caretakers. 131 of 470

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47 H. Work Schedules - Starting/Ending Time
Unit employees shall be assigned by management daily starting and ending work times.

I. Daylight Savings Work Schedules

1. Employees Assigned Night Shift
Unit employees who are assigned and work the night shift during which the daylight savings change occurs shall:
a. In the spring, when the time is advanced ahead by one (1) hour, modify their hours worked to begin work one (1) hour earlier. In this way the total hours worked for the normal shift shall remain the same. (Unit eEmployees assigned to Standby Assignment during the spring time change will receive one (1) less hour of Standby Pay than would normally be assigned).
b. In the fall, when the time is turned back, by one (1) hour, those individuals who work a full tour of duty of nine (9) hours shall be compensated by one (1) hour of overtime. (Unit employees assigned to Standby Assignment during the fall time change will receive one (1) additional hour of Standby Pay than would normally be assigned.)

2. Employee Assigned All Other Shifts
All other unit employees assigned and working a shift determined by management during which the "Daylight Savings" time change occurs (either spring or fall) shall work a full eight (8) hour shift regardless of whether the clock time is advanced or set back.

VII. OVERTIME DEFINITIONS
The following is time worked which shall be considered overtime, except as otherwise specified in this aAgreement.

A. Regular Overtime

1. Time Worked in Excess of Eight (8) hours
Overtime for unit employees on the 5/40 work week schedule is time worked in excess of eight (8) paid hours in a work day except as set forth in this aAgreement.

2. Time Worked in Excess of Nine (9) Hours
Overtime for unit employees on a 9/80 work schedule is time worked in excess of nine (9) paid hours in a work day except for any scheduled eight (8) paid hour work day as set forth in this Aagreement.

3. Time worked in excess of Ten (10) hours
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48 Overtime for unit employees on a 4/40 work week schedule is time worked in excess of ten (10) paid hours in a work day except as set forth in this aAgreement.

4. Time worked in Excess of Twelve (12) Hours
Overtime for unit employees on a 3/36 work schedule is time worked in excess of twelve (12) paid hours in a work day, except as set forth in this Aagreement.

5. Time Worked in Excess of forty (40) hours
a. 5/40 or 4/40 Work Schedule
Overtime for unit employees on a 5/40 or 4/40 work week schedule is time worked in excess of forty (40) paid hours in a seven (7) day work week period except as set forth in this aAgreement.
b. 9/80 Work Schedule
Overtime for unit employees on a 9/80 work week schedule is time worked in excess of forty-four (404) paid hours in a seven (7) day work week period or eighty (80) paid hours worked in a fourteen (14) day work period as set forth in this agreement.
c. 3/36 Work Schedule
Overtime for unit employees on a 3/36 work week schedule is time worked in excess of fifty-six (56) paid hours of seven (7) consecutive calendar days, except as set forth in this agreement.

Time Worked - Flexible Work Schedules
Overtime for unit employees who work flexible (staggered) work schedules by mutual agreement between supervisor and unit employee shall be paid overtime only for hours worked in excess of forty (40) hours per work week.

6. Time Worked in Excess of Forty-Two (42) Hours
Overtime for unit employees on a forty-two (42) hour work schedule is time worked in excess of forty-two (42) paid hours in a seven (7) day work week period, except as set forth in this agreement.

7. More Than Twelve (12) Hours in Day
Unit employees working the four (4) day on / four (4) day off work schedule shall be paid at one and one-half (1-1/2) times the employee's regular rate of pay for all hours worked in excess of twelve (12) hours in a work day.

8. Police Department: Community Service Officers and Police Communications Staff 3/36 Work Schedule
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49 a. Unit employees in the classifications of Community Service Officer, Police Communications Operator Trainee, Police Communications Operator, Police Communications Shift Supervisor and Police Custody Shift Supervisor assigned to the 3/36 work schedule shall work one hundred and sixty-eight (168) paid work hours in a twenty-eight (28) day work period. The eight (8) hours worked beginning from one hundred and sixty-one (161) to one hundred and sixty-eight b. (168) shall be compensated at the rate of time and one half (1 ½). Compensation of four (4) hours each pay period shall be provided.
c. Unit employees in the classifications of Community Service Officer, Police Communications Operator Trainee, Police Communications Operator, Police Communications Shift Supervisor and Police Custody Shift Supervisor working the 3/36 schedule shall be reimbursed for hours between one hundred and sixty-one (161) to one hundred and sixty-eight (168) with accumulated compensatory time, or a combination of compensatory time and pay, of which up to one-half (1/2) of such reimbursement may be pay.

9.6.Time Worked - Scheduled or Extended Shift Overtime
a. Unit eEmployees who are required to work either scheduled overtime or extended shift overtime are defined as working regular overtime.

10.7. “New Assignment” Extended Shift Overtime
a. Unit eEmployees in Public Works Field Operations, Information Services Department and Neighborhood Services Field Staff required to work extended shift overtime, for a new or different work assignment than the unit employee had been working on in the course of the regular workday, upon notification no more than one-half hour prior to the end of the regular work shift, shall be granted a minimum of two (2) work time hours of overtime.

B. Call Back Overtime (Unscheduled)

1. Call back work is unscheduled time worked performed by an off-duty unit employee called back to work after they have completed their normal work schedule and have left work or are on their day off. Unit employees must physically return to the worksite in order to receive call-back pay. Travel time to work and returning home shall be paid up to a maxiumum of one hour in total. If an employee travels (both coming to work and returning home) less than one hour, they shall submit their actual travel time as hours worked. If an employee travels (both coming to work and returning home) one hour or more, they shall submit travel time of one hournot be counted as time worked.

2. The City shall, when possible, make available to qualified employees an equitable distribution of call back overtime within their assigned section.

C. Court Time
Court time is work time required of a unit employee to attend court in response to a "go" 134 of 470

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50 subpoena, a coroner's inquest, or a hearing or trial in a civil or criminal case, at a time other than the employee's assigned work shift schedule, for the purpose of testifying as to knowledge acquired or claimed to have been acquired by such employee in the course of employment with the City.

D. Court Stand-By "On-Call" Time Assignment

1. Available Via Phone - Non-Work Time Assignment
Court stand-by on-call time is non-work time required of an off-duty unit employees authorized by the tribunal ordering the affected employee to appear or to stand-by on-call and be available for such purpose at a location other than the location specified in the subpoena, between the hours of 8:45 a.m. and 5:00 p.m., unless other stand-by times are ordered by the court or administrative tribunal.

2. Must Provide Phone Number
Unit employees placed on court stand-by time "on call" during their off duty time are required to be accessible by telephone or other methods approved by management.

They can appear at court in a reasonable amount of time if so ordered by the court or administrative tribunal.

E. Stand-by Assignment
Stand-by assignment is required of certain off duty Glendale Water & Power Department unit employees designated by management. Designated employees are to be accessible by phone or other methods approved by management and must have the ability to report to the Corporate Yard within one hour.

VIII. OVERTIME COMPENSATION RATE
A. Regular Overtime

1. Payment
Overtime shall be paid at one and one-half (1- 1/2) time the employee's regular hourly rate of pay. Whenever this MOU uses the term regular rate of pay, it is referring to regular rate of pay as defined by the Fair Labor Standards Act, 29 USC section 207(e).

2. Comp Time in Lieu of Payment
a. Unit employees may choose in lieu of cash payment to be compensated for overtime by the accumulation of compensatory time, on the ratio of one and one half (1-1/2) hours earned in compensatory time for each hour worked; or b. Stand-by assignment straight time pay may be converted to straight time compensatory time on an hour for hour basis.
c. Restrictions on accumulation and payment are outlined in this Article. 135 of 470

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51 B. Call-Back Overtime

1. Call-Back - Minimum Hours Granted
a. Glendale Water & Power Department, Public Works Department, Community Services and Parks Department field and operations unit employees, Information Services Department, Community Development/Neighborhood Services unit employees and Fire and Police Department unit employees called back to work, shall be granted a minimum of four (4) work time hours of overtime except as set forth in Section VIII, B-4.
b. Additional hours may be guaranteed by department heads as needed. c. All call back overtime shall be paid at one and one-half (1 1/2) times the employee's regular hourly rate of pay for all hours of call back overtime except as otherwise stated in this article.

2. Call-Back Between 12:00 a.m. - 8:00 a.m.
a. Unit employees shall be paid double (2 times) the employee's regular hourly rate of pay for every hour of call-back overtime actually worked between 12:00 a.m. midnight and 8:00 a.m. or the beginning of the next work shift, whichever comes first.
b. Only unscheduled time worked between 12:00 a.m. and 8:00 a.m. can be eligible for paid double (2 times) time, except as set forth in 2-d below. c. Unit employees subject to call-back provisions between the hours of 12:00 a.m. and 8:00 a.m., who are relieved of duty less than two (2) and one-half (2 ½) hours prior to the commencement of the regular work shift, shall be paid at straight time for the non-work time between the end of their call-back assignment and the start of their regular work shift. The Continuous Overtime provisions, as set forth in Section B-3 below do not apply in these circumstances, nor are the unit employees required to remain on work premises for the non-work time occurring between the end of the call-back assignment and the start of the regular work shift.
d. Effective the pay period beginning August 29, 2021, unit eEmployees of the Public Works Maintenance Services/Wastewater Maintenance Section, who perform CCTV inspections between the hours of 12:00 a.m. midnight and 6:30 a.m., shall be paid double (2 times) the employee’s regular hourly rate of pay for both scheduled and unscheduled work.

3. Continuous Overtime
a. Unit eEmployees called back to work six (6) or more hours prior to the start of their regular work shift, who work continuously through the start of the regular work shift, shall continue to receive overtime at the rate earned prior to the commencement of the regular work shift (double-time if between 12:00 am and 136 of 470

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52 8:00 am), as set forth in Section B-2 above, into the regular work shift. The unit employee shall continue to receive the double-time pay until relieved of duty for a rest period of six (6) continuous hours.
b. The unit employee on a rest period shall be paid at straight time for the duration of their regular work shift. If the rest period occurs outside of the regular work shift, there shall be no compensation.
c. Should the unit employee be called back to work less than six (6) hours following the commencement of the rest period, over time pay at the double-time rate shall resume when the work commences.
d. An appropriate rest area on City facilities will be provided for the rest period.

4. Limitations
Unit employees while on stand-by assignment, and then given a call back assignment shall, upon receiving call back assignment, cease receiving stand-by pay and shall receive call back assignment compensation as outlined in this Article.

C. Required Rest Period After Eighteen (18) Consecutive Hours

1. Under no circumstances shall an unit employee work in excess of eighteen (18) consecutive hours, inclusive of the employee’s regular work shift, without a rest period of at least two (2) hours.

2. Unit eEmployees will be given six (6) hours of rest before starting their normal work shift. If the six (6) hour rest period is not practical due to operational necessity, but after the mandatory two (2) hour rest period is satisfied, unit employees who are required to work will be paid double time. The double time rate will continue until the unit employees are relieved of duty or provided a rest period of at least six (6) continuous hours.

3. If the rest period occurs during the unit employee’s regular work shift, unit employees will be paid straight time for the hours of rest that occurs during the regular work shift period until the six (6) hour period is met. If the rest period occurs outside of the regular work shift, there shall be no compensation.

D. Sunday Overtime – Public Works Field Operations, Information Services Department & Neighborhood Services Field Staff

1. Unit eEmployees in Public Works field operations, Information Services Department and Neighborhood Services field staff shall be compensated at double (2 times) the employees’ regular hourly rate of pay for all overtime work assigned, both scheduled and unscheduled on Sundays. This double time overtime applies only during the hours assigned between 12:00 a.m. and 11:59 p.m. on Sundays. Should an unit employee’s Sunday overtime continue beyond 11:59 p.m. on Sunday, the unit employee’s Sunday double-time overtime pay shall continue through 5:59 a.m. on Monday morning. Any portion of a work assignment falling outside of these hours shall revert to either 137 of 470

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53 straight time pay or time and one-half pay, as provided by this MOUemorandum of Understanding.

2. Unit eEmployees while on standby assignment, and then assigned to work Sunday overtime as defined above, cease receiving standby pay upon assignment to this overtime assignment.

3. This double time payment shall only apply to overtime work and shall not apply to work and crews which are normally scheduled to work on Sundays or 24/7 operations.

4. Work assigned during EOC activation is excluded.

E. Court Time - "Go Subpoena”

1. Payment
Unit eEmployees shall be compensated for court time at straight time or at one and one half (1-1/2) times the employee's regular hourly rate for time actually spent at the location specified in the "go" subpoena and until released by the court, and exclusive of a one (1) hour break when the court adjourns for lunch. The payment of straight time pay or one and one half (1-1/2) pay shall be determined by the total hours worked as set forth in Article Three, Section VII, Overtime Definition.

2. Court Travel Time
The following schedule shall be utilized as work time when in an off-duty status authorized for court travel time:
a. Glendale Superior Court
No travel time will be authorized to and from for Glendale court appearances. b. Superior Courts - Los Angeles Civic Center
Forty-five (45) minutes each way will be authorized for travel time for L.A. Civic Center court appearances.
c. Superior Courts - Van Nuys
Forty-five (45) minutes each way will be authorized for travel for Van Nuys court appearances.
d. Superior Court - Pasadena
Thirty (30) minutes each way will be authorized for travel time for Pasadena Superior Court appearances.
e. Other Courts
Transportation times to and from all other courts will be determined by Police 138 of 470

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54 management.

3. Work Schedule Concludes at 7:00 a.m. or 6:00 a.m. - Minimum Hours Granted a. Unit eEmployees whose work schedule concludes at 7:00 a.m. and who are in receipt of a "go subpoena" which mandatorily requires their attendance in court or administrative tribunal within the next seven (7) hours shall be compensated a minimum of two (2) work time hours in addition to their compensation for actual court attendance.
b. Unit eEmployees whose work schedule concludes at 6:00 a.m. and who are in receipt of a “go subpoena” which mandatorily requires their attendance in court or administrative tribunal within the next seven (7) hours shall be compensated for up to three (3) hours of hour for hour paid straight time compensation in addition to their compensation for actual court attendance. c. Subpoena Cancellation - Seventy-Two (72) Hours’ Notice. If an employee receives less than 72 hours’ notice between weekly work periods, they shall receive four (4) hours overtime for “go” subpoenas and four (4) hours straight time for on-call subpoenas. If an employee receives less than seventy-two (72) hours’ notice during their weekly work period, they shall receive two (2) hours of overtime.
d. This paid compensation is designated for the “lay-over” time period between the conclusion of the work schedule at either 6:00 a.m. or 7:00 a.m. and the start of the court subpoena up to 9:00 a.m. This time shall be granted in lieu of any court travel time for this attendance in court.
e. Subsection 4 below shall apply to this Subsection 3 except that in no event shall a unit employee receive the two (2) hours set forth in Section 3a above unless the unit employee exceeds four (4) hours of actual court time.

4. Between Weekly Work Schedules – Minimum Hours Guaranteed Unit eEmployees subpoenaed into court during their off-duty time between weekly work schedules will be granted a minimum of four (4) hours overtime. If the unit employee is scheduled into court on the day they are scheduled to return to duty, the guaranteed minimum time will apply only if there is at least a four-hour period between the time indicated on the subpoena and the time the person is required to report for duty.

F. Holiday Overtime

1. Payment - Compensatoryion Time
Unit eemployees, except in the Police Department and Park Laborer and Park Naturalist programs and as otherwise modified by this aAgreement, required to work on a designated holiday, at the employee's option, may choose in lieu of cash payment to be compensated by the accumulation of compensatory time at on the 139 of 470

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55 rateio of one and one-half (1 1/2) hours earned in compensatory time for each hour worked, or portion of hours worked.

2. Payment-In-Cash
All time worked on designated holidays shall not exceed paid overtime at two and one-half (2 1/2) times the employee's regular hourly rate of pay. This paid overtime at two and one-half (2-1/2) times consists of the designated holiday payment at straight time and any actual time worked on the designated holiday paid at one and one-half (1-1/2) times.

G. Court Standby Time "On Call" Assignment

1. Payment/Minimum Hours Granted/All Unit Employees
a. All unit eEmployees subpoenaed into court or placed on stand-by time "on call" on job-related matters, during their assigned off duty time between weekly work periods will be granted a minimum of four (4) hours work time. b. If the unit eEmployee is placed on court stand-by time "on call" on the day they are scheduled to return to duty, the guaranteed minimum time will apply only if there is at least a four (4) hour period between the time indicated on the subpoena and the time the person is required to report for duty.

H. Standby Assignment Compensation

1. Eligibility
Unit eEmployees specifically assigned to standby, except as modified by this agreement, shall be compensated for such assignment.

2. Compensation
Compensation shall be as follows:
a. Weekend (Scheduled Days Off) / Holiday Standby Assignment 1) If assigned to a weekend or holiday standby assignment, such eligible unit employees shall receive twenty-one percent (21%) of their base hourly rate for each hour on standby during the hours between the end of the normal work schedule i.e., the employee’s regular shift) and the start of the next normal work schedule (i.e., the employee’s regular shift).

Employees may elect to be compensated for standby assignments in pay or in compensatory time. If the employee chooses to receive compensatory time in lieu of pay, they shall receive five (5) hours of straight time compensatory time for each twenty-four (24) hours on weekend assignment. 2) The term “weekend” refers to the unit employee’s scheduled days off. The term “holiday” means Saturdays, Sundays, holidays and the Fridays the unit 140 of 470

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56 employee is not scheduled to work due to the 9/80 Work Schedule. 3) Unit employees who are not required to observe a mandatory holiday and/or who are normally scheduled to work on days defined as “holidays” in Section a2 above, shall be compensated for a recall device standby assignment at the “weekday” rate, except on those days declared as their “weekend” of scheduled days off.
b. Weekday (Scheduled Workday) Stand-By Assignment
1) If assigned to a weekday standby assignment such eligible unit employees shall receive seventeen percent (17%) of their hourly rate for each hour on standby during the hours between the end of the normal work schedule and the start of the next normal work schedule.

Employees may elect to be compensated for standby assignments in pay or in compensatory time. If the employee chooses to receive compensatory time in lieu of pay, they shall receive two (2) hours of straight time compensatory time for each twelve (12) hours on weekday assignment.
2) The term "weekday (scheduled workday)" means Monday through Friday excluding the employee’s scheduled 9/80 day off on the 9/80 work schedule. 3) Should an employee in the future be scheduled off on a weekday and assigned on that day to a recall device-standby assignment, the employee shall be compensated under Section 2a(1) above.

3. Limitation
a. Employees shall not receive standby pay for any overtime worked during those assigned standby hours.
b. Unit eEmployees on standby assignment or recall device must remain within a forty (40) mile radius from the employee's worksite.

I. Standby Assignment Limitations

1. Limitations
Eligible unit employees shall receive standby pay only for those hours on standby assignment duty and shall not receive standby pay for any overtime worked during those assigned standby hours.

2. Non-Work Time
It is understood that such time on standby assignment is non-work time for the purposes of determining overtime compensation.

3. Full and Entire Compensation
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57 Except as otherwise provided for in this article, this compensation shall represent full and entire compensation for stand-by assignment.

IX. TIME WORK INCREMENTS
A. Increments - Less Than One (1) Hour
All authorized time worked which is beyond the unit employee's work shift schedule including, but not limited to, off-duty telephone calls, texts, and emails which is less than one (1) hour increments shall be compensated in the following manner:

Time Time Worked
0 - 3 minutes -0-
4 - 8 minutes 0.1 hour
9-15 minutes 0.2 hour
16-20 minutes 0.3 hour
21-26 minutes 0.4 hour
27-33 minutes 0.5 hour
34-38 minutes 0.6 hour
39-45 minutes 0.7 hour
46-50 minutes 0.8 hour
51-57 minutes 0.9 hour
58-60 minutes 1.0 hour
B. Increments Over One (1) Hour
Any time work increments which are over one hour shall be compensated in the same procedure as mentioned herein.

X. OVERTIME "COMPENSATORY TIME" ACCUMULATED AND PAYMENT A. Eligibility
Unit eEmployees may choose, in lieu of overtime payment, to have overtime hours worked converted to a compensatory time bank.

B. Conversion
Overtime designated for compensatory time may be converted and banked at the rate of straight time, one and one half time, double time, double time and one half or half time at the mutual agreement between the Management and the employee.

Example: Overtime Worked Comp. Time Conversion
Half-Time 1 hr. 0.5 hrs.

Straight Time 1 hr. 1.0 hrs.

One & One-Half 1 hr. 1.5 hrs.

Double Time 1 hr. 2.0 hrs.
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58 Double Time & One-Half
C. Accumulation
1 hr. 2.5 hrs.

1. Total One Hundred Twenty (120) Hours Comp Time
Unit eEmployees may accumulate up to a total of eighty (80) overtime hours worked which converts to a total of one hundred and twenty (120) compensatory hours, unless otherwise set forth in this agreement.

D. Use of Compensatory Time
Accumulated compensatory time may be utilized as paid leave on a straight time hour for hour basis. Requests for the use of compensatory time by the employee shall be granted within a reasonable period of time following the request, unless the request would unduly disrupt operational needs. All compensatory time utilized as paid leave by an employee shall be debited from their accrued compensatory time bank.

E. Pay Out - Compensatory Time

1. Compensatory Time– In Excess of One Hundred and Twenty (120) Hours – Transfer to RHSP
Unit employees must transfer unused accumulated compensatory time over one hundred twenty (120) hours compensatory time at the employee’s current rate of pay to the employee’s RHSP account. This transfer will be made in the pay period following the accrual exceeding the maximum hours.

2. Compensatory Time at Termination
All accumulated compensatory time which has not been utilized prior to a unit employee's employment termination from the City shall be paid off on a straight time basis at the employee's current regularhourly rate of pay.

3. Compensatory Time - Change in Classification
Any unit employee who changes classification which results in a difference in the rate of pay and who has accumulated any hours of compensatory time shall have all their accumulated compensatory hours paid off at their current regularhourly rate of pay.

F. Verdugo Fire Communications Compensatory Time
See Article Six for further details related to the use of compensatory time by Verdugo Fire Communications unit employees.

XI. EMERGENCY OVERTIME REQUIREMENT
The City reserves the right to require unit employees to work overtime in an emergency as set forth in Article NineTen.
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59 ARTICLE FOUR

FRINGE BENEFITS
I. FRINGE BENEFITS ADMINISTRATION PROVISION
A. Administration
The City reserves the right to select, administer, or fund any fringe benefits programs involving insurance that now exist or may exist in the future.

B. Selection and Funding

1. In the administration of fringe benefits programs involving insurance, the City shall have the right to select any insurance carrier, self-insure, or other method of providing coverage to fund the benefits provided, as long as the benefits of the plan are substantially the same.

2. The City may choose to exercise its right to select the insurance carrier and select Medicare as the City's Retirement Insurance Carrier for eligible unit employees and retirees. In such case, employees and retirees will be required to enroll in Medicare to be eligible to participate in other City medical plans.

C. Changes
The City shall meet with the Association prior to any change of insurance carrier or method funding coverage for any fringe benefits listed in this article.

D. Limitations

1. The City shall not pay any costs for any fringe benefits provided in this agreement for any person who is on leave of absence without pay for more than fifty percent (50%) of the payroll period unless the affected employee is qualified under the Family and Medical Care Leave Policy.

2. The City shall pay all of its portion of the medical insurance premium from the first day of the last month worked by a terminating employee regardless of how many days the terminating employee works in their last month of employment.

3. The employee shall be notified and billed for the monthly insurance premium by the City.

4. For an employee qualified under the City's Family and Medical Leave Policy, the City shall continue to pay the City's portion of the medical insurance premiums as set forth in this article of this aAgreement, not to exceed that required by law. 144 of 470

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60 E. Employee Changes in Benefit Coverage
Where optional choice of fringe benefit plans and/or insurance carriers is available to employees, changes in benefit plans and/or insurance carriers may only be made during the open enrollment period established by the City.

II. MEDICAL INSURANCE
A. Medical Insurance – 50/50 Split - Effective June 1, 2021

1. Effective June 1, 2021 all unit employees and the City shall each pay for fifty percent (50%) of the medical premium increases or receive fifty percent (50%) of any premium decreases that are effective June 1, 2021 toward the monthly medical insurance premiums. These amounts reflect the City paying fifty percent (50%) of the medical insurance premium increase that was in effect as of May 31, 2021, with the employee picking up the remaining fifty percent (50%) of the increase.

2. In the event fifty percent (50%) of any year’s premium decrease exceeds the employee monthly medical premium such contributions shall be zero dollars ($0.00) until such time as medical premium increases occur in the future.

Prudent Buyer Indemnity PPO Plan
Employee’s
Monthly
Contribution
City’s Monthly
Contribution
a. Employee $176.39 $ 440.73
b. Employee plus one dependent $464.28 $1,114.90
c. Employee plus two or more dependents $659.42 $1,580.07 California Care – HMO Plan
Employee’s
Monthly
Contribution
City’s Monthly
Contribution
a. Employee $268.00 $ 453.34
b. Employee plus one dependent $574.81 $ 940.01
c. Employee plus two or more dependents $814.87 $1,349.01 Kaiser – HMO - Traditional High Option Plan
Employee’s
Monthly
Contribution
City’s Monthly
Contribution
a. Employee $205.78 $395.92
b. Employee plus one dependent $411.77 $791.61
c. Employee plus two or more dependents $582.44 $1,120.35 145 of 470

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61 Kaiser – HMO Deductible Low Option Plan
Employee’s
Monthly
Contribution
City’s Monthly
Contribution
a. Employee $159.36 $341.47
b. Employee plus one dependent $318.94 $682.71
c. Employee plus two or more dependents $451.09 $966.25 Anthem – High Deductible Plan
Employee’s
Monthly
Contribution
City’s Monthly
Contribution
a. Employee $117.85 $294.44
b. Employee plus one dependent $254.55 $611.26
c. Employee plus two or more dependents $364.20 $872.67 B.A. Medical Insurance Premiums – Effective JuneJanuary 1, 20242 Effective JuneJanuary 1, 20242, medical insurance premiums for all GCEA unit employees shall align with those of the GMA/General Manager bargaining unit as set forth below:

Anthem Prudent Buyer PPO
Medical
Employee’s
Contribution
City’s
Contribution
Total
Monthly
Single $111.56 $692.26 $803.82
Two-Party $285.74 $1,771.23 $2,056.97
Family $529.53 $2,387.63 $2,917.16
Anthem California Care HMO
Medical
Employee’s
Contribution
City’s
Contribution
Total
Monthly
Single $191.04 $792.68 $983.72
Two-Party $458.79 $1,606.99 $2,065.78
Family $782.24 $2,168.69 $2,950.93

KAISER PERMANENTE
Traditional High Option HMO
Medical Employee’s
Contribution
City’s
Contribution
Total
Monthly
Single $60.28 $585.52 $645.80
Two-Party $120.57 $1,171.04 $1,291.61
Family $170.63 $1,657.00 $1,827.63
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62 KAISER PERMANENTE
Deductible Low Option HMO
Medical Employee’s
Contribution
City’s
Contribution
Total
Monthly
Single $50.13 $487.38 $537.51
Two-Party $100.29 $974.74 $1,075.03
Family $141.92 $1,379.24 $1,521.16
Anthem High Deductible Health Plan
Medical
Employee’s
Contribution
City’s
Contribution
Total
Monthly
Single $69.70 $457.65 $527.35
Two-Party $146.49 $960.94 $1,107.43
Family $277.91 $1,304.14 $1,582.05
Prudent Buyer Indemnity PPO Plan
Employee’s
Monthly
Contribution
City’s Monthly
Contribution
a. Employee $133.55 $ 483.57
b. Employee plus one dependent $346.84 $1,232.34
c. Employee plus two or more dependents $490.70 $1,748.79 California Care – HMO Plan
Employee’s
Monthly
Contribution
City’s Monthly
Contribution
a. Employee $228.28 $ 493.06
b. Employee plus one dependent $483.31 $1,031.51
c. Employee plus two or more dependents $688.71 $1,475.17 Kaiser – HMO - Traditional High Option Plan
Employee’s
Monthly
Contribution
City’s Monthly
Contribution
a. Employee $92.18 $509.52
b. Employee plus one dependent $184.57 $1,018.81
c. Employee plus two or more dependents $260.96 $1,441.83 Kaiser – HMO Deductible Low Option Plan
Employee’s
Monthly
Contribution
City’s Monthly
Contribution
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63 a. Employee $51.72 $449.11
b. Employee plus one dependent $103.45 $898.20
c. Employee plus two or more dependents $146.38 $1,270.96 Anthem – High Deductible Plan
Employee’s
Monthly
Contribution
City’s Monthly
Contribution
a. Employee $89.22 $323.07
b. Employee plus one dependent $190.16 $675.65
c. Employee plus two or more dependents $271.01 $965.86 C. Medical Insurance - 50/50 Split - Effective June 1, 2022 Effective June 1, 2022, the City shall pay fifty percent (50%) of any medical insurance premium increase, with the employee paying the remaining fifty percent (50%) of any increase that is effective June 1, 2022. Should the medical insurance premium decrease, the City and employee shall receive premium reductions in the same 50/50 proportion.

D. Medical Insurance - 50/50 Split - Effective June 1, 2023 Effective June 1, 2023, the City shall pay fifty percent (50%) of any medical insurance premium increase, with the employee paying the remaining fifty percent (50%) of any increase that is effective June 1, 2023. Should the medical insurance premium decrease, the City and employee shall receive premium reductions in the same 50/50 proportion.

E.B. Medical Insurance - 50/50 Split - Effective June 1 of each Calendar Year, 2024 Effective June 1 of each calendar year, 2024, the City shall pay fifty percent (50%) of any medical insurance premium increase, with the employee paying the remaining fifty percent (50%) of any increase that is effective June 1 of each calendar year, 2024. Should the medical insurance premium decrease, the City and employee shall receive premium reductions in the same 50/50 proportion.

F.C. Medical Insurance – Claims Experience / Un-blending of Rates Effective upon the “un-blending” of medical insurance coverage for active employees and retirees, which took effect June 1, 2016, tThe City and Association agree that all subsequent medical insurance premium rate renewals will be established according to the claims experience of only active City employees. Accordingly, prospective retirees’ medical insurance premium rates will be “un-blended” from the active City employees’ rates and determined according to the claims experience of only City retirees.

G.D. Medical Insurance - Indemnity Plan Coverage

1. Plan Premium Rate
The indemnity plan premium includes the rate charge for medical insurance coverage and is based on (a) the plan's group experience including mental health care; (b) cost 148 of 470

Glendale City Employees’ Association Memorandum of Understanding July 1, 2021 – June 30, 2024 Article Four
64 of administering the claims; (c) excess claims stop loss insurance; and (d) cost of Prescription Drug Card Program.

2. Coverage
The indemnity PPO plan coverage shall include the following coverage:
a. One common plan;
b. Out of pocket stop loss per individual two thousand dollars ($2,000) / four thousand dollars ($4,000);
c. Deductible In-Network two hundred dollars ($200) per individual not to exceed aggregate total of four hundred dollars ($400) per employee and dependents; Deductible Out-of-Network four hundred dollars ($400) per individual not to exceed aggregate total of eight hundred dollars ($800) per employee and dependents;
d. No deductible is applied to special accident benefits; e. No pre-authorization for hospitalization and outpatient services, except for specialized services;
f. 1) All charges in the designated PPO Network shall be covered at eighty percent (80%) subject to the annual deductible.
2) All charges outside designated PPO Network shall be covered at sixty percent (60%) of reasonable and customary charges subject to the annual deductible.
g. Maternity benefits for employees and dependent spouses; h. Mental and nervous (mMental health care) benefits shall be included in the indemnity insurance plan and paid the same as other illnesses. i. Home health care plan;
j. Preferred Provider Option (PPO);
k. Medical case management;
l. Nursery care for newborn infants;
m. Prescription Drug Card Program: ten dollars ($10.00) co-pay for generic drug prescriptions and twenty dollars ($20.00) co-pay for non-generic drug prescriptions.

H. HMO Medical Plans- Inpatient and Outpatient Psychological Services (Mental Health Care) Benefits
Provided per the terms and conditions of the medical health care plans. 149 of 470

Glendale City Employees’ Association Memorandum of Understanding July 1, 2021 – June 30, 2024 Article Four
65 I. Medical Insurance – Indemnity/HMO Plan Benefits Booklet The specific details of the indemnity and HMO plan medical insurance benefits are set forth in the Medical Insurance Plan Benefits Booklet available in Human Resources. All benefit descriptions included herein are subject to the individual insurance carriers’ benefit provisions as described in the respective Explanation of Benefits (EOB) for each carrier.

J. Paid Industrial Leave - Medical Insurance Premium
Unit eEmployees on paid industrial leave absent from duty because of injury or illness arising out of and in the course of employment shall have the City paid portion of their monthly insurance premium paid. This paid premium shall continue for a period up to 2080 work hours and exhaustion of all City-paid leave benefits, as set forth in Article Five, Section VII, A-C.

K. Meet and Confer - Medical Premium Increases
The City agrees to meet and confer over the increase of medical premiums with the understanding that premium increases on either the PPO or pre-paid (HMO) plans can be modified through benefit modification agreed to by the City and Association.

III. MEDICAL INSURANCE - RETIRED EMPLOYEES
A. Retiree Health Savings Plan (RHSP)

1. Purpose
a. The Retiree Health Savings Plan (RHSP) enables retiring unit employees the opportunity to convert unused accumulated sick leave hours to pre-tax monies to be used for the retirees’ medical insurance costs during their retirement.
b. Retiring unit employees may also participate in the PERS Sick Leave Credit program for unused sick leave, as set forth in Govt. Code 20965. Said rRetiring employees who choose the option of converting unused sick leave to service credit may not receive double credit for the same allotment of unused sick leave hours at retirement.

For Example:

If a unit employee has two thousand (2,000) hours upon retirement, he or shethey may choose any one of these three options:

1. convert two thousand (2,000) hours to the RHSP program;

2. convert two thousand (2,000) hours to the PERS Sick Leave Credit program; or
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Glendale City Employees’ Association Memorandum of Understanding July 1, 2021 – June 30, 2024 Article Four
66 3. a combination of the above two options with the understanding that hours may only be used once.

2. Sick Leave Conversion Rate
a. Retiring unit employees shall have each eligible hour of accrued unused sick leave hours converted at the rate of twenty-nine dollars ($29) per hour, which will be placed in each employee’s individual Retiree Health Savings Plan (RHSP) effective the employee’s official date of retirement.

3. Employees Retired Prior to July 1, 2001
a. Unit employees who retired prior to July 1, 2001, prior to the implementation of the Retiree Health Savings Plan (RHSP), and who participated in the sick leave conversion plan, shall be eligible to receive a contribution of up to $233.55 per retired unit employee per month toward the monthly medical insurance premium for the medical plans they are eligible for in accordance with the sick leave conversion plan available prior to July 1, 2001.
b. Unit employees who retired prior to July 1, 2001, prior to the implementation of the Retiree Health Savings Plan (RHSP), and who participated in the sick leave conversion plan, shall have their sick leave debited by eight (8) sick leave hours per month for each monthly medical insurance premium, as defined in this article, made by the City for the retired employee.

4.3.Eligibility
a. Unit eEmployees who retire from the City of Glendale (regardless of length of service) or terminate employment after twenty (20) years or more of service shall be eligible to participate in the Retiree Health Savings Plan (RHSP) and have their sick leave hour conversion amounts deposited into said RHSP account. b. Unit employees must have their unused accumulated vacation leave paid at the current base rate of pay to the employee’s RHSP account upon retirement subject to IRS regulations.
c. Unit employees must transfer unused accumulated compensatory time in excess of the limit set forth in this agreement at the current regular rate of pay, including extra pays that are normally subject to overtime, to the employee’s RHSP account, subject to IRS regulations. The transfer will be made the pay period following the pay period in which accrual exceeds the maximum hours, per this agreement.
d. The employee is responsible for paying any post retirement RHSP service fees and holds the City harmless for any taxes incurred from their utilization of the RHSP.

5.4.All RHSP Exhausted – May choose to personally maintain medical plan When all RHSP funds have been exhausted, retired employees may elect to pay 151 of 470

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67 personally the full monthly medical premium or terminate the medical plan coverage.

B. RHSP Seniority Contributions

1. The City shall contribute one-hundred and twenty-five dollars ($125) per month to eligible (employees with at least five (5) years of City service) unit employees’ RHSP accounts.

IV. MEDICARE
A. Retired Employees - Eligible for Medicare
Retired unit employees and/or their qualified dependents who are eligible to be covered by Medicare under Subchapter XVIII of Title 42 of the United States Code (relative to Health Insurance for the Aged) are deemed to be within the Modified and Supplemental group insurance coverage.

B. Retired Employees - Medicare

1. The retired unit employee and/or qualified dependent entitled to receive City paid Part "A": Medicare shall enroll in Part "A" (Hospital) Medicare upon becoming eligible for Medicare coverage.

2. Retired unit employees and/or their qualified dependents who are not entitled to receive City paid Part A Medicare benefits may be required to enroll in Part A (Hospital) Medicare benefits as a condition of participating in the City’s retired employee medical insurance plans.

3. These retired City employees shall have their Part A Medicare benefits paid for by the City when they are participating in the City’s medical insurance plan and shall continue to pay the City Medical insurance premiums, and Part “B” Medical as designated by the City.

4. Effective October 6, 2015, rRetired City employees who are not eligible for free Medicare Part A coverage shall be eligible for reimbursement for the Part A costs regardless of what plan is selected, including non-City plans.

5. Eligible retired City employees and their qualified dependents who fail to enroll in Part A Medicare benefits may be barred from participation in Retired Employee medical Insurance plans. This Medicare enrollment requirement may be modified or rescinded by the City at any time.

6. Retired City employees participating in the City’s medical insurance plan shall enroll in Part “B” Medical.

7. Retired unit employees and eligible dependents who reach age 65 must enroll in both Medicare Parts “A” and “B” within the prescribed eligibility period. Failure to enroll will result in an increase in the retiree’s medical rates set forth by the insurance carriers to be effective after the first of the month following the eligibility period. 152 of 470

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68 V. DENTAL INSURANCE
A. Dental Insurance Carrier and Plan Design

1. Dental Carrier
Three plans are available from Guardian Insurance: PPO – High Option; PPO – Mid- Level “Buy-Up”; and DMO.

2. PPO – High Option Dental Plan
The City shall pay the full premium for the PPO dental plan per month per employee for a dental plan for employees and their qualified dependents.

3. PPO – Mid-Level “Buy-Up” Dental Plan
For the PPO Mid-Level “Buy-Up” plan, the City shall pay the amount of the premium that is provided to unit employees participating in the DMO plan for employees and their qualified dependents. Employees will pay the difference from the DMO dental rates accordingly.

4. DMO - Dental Plan
The City shall pay the full premium for the DMO dental plan per month per employee for a dental plan for employees and their qualified dependents.

B. Premium Increases
Any premium increases on the PPO-High Option Plan or DMO dental plans that occur during the term of this aAgreement shall be paid by the City.

C. Dental Plan Enrollment Limitations
The following limitations apply to the respective dental plans:

1. City of Glendale Guardian PPO-High Option Plan
Employees covered under the City of Glendale indemnity medical plan may enroll in either of the two PPO Plans or the DMO Dental Plan during open enrollment only.

2. DMO & PPO Mid-Level “Buy-Up” Dental Plan
a. Employees and theircovered dependents (if applicable) covered under any plan other than the Anthem PPO plan under the HMO medical plan are restricted to dental coverage under the DMO dental plan or to “buy-up” to the PPO-Mid- Level Plan.
b. Dependents not enrolled in the HMO medical plan shall not be eligible for the coverage in DMO dental plan or the PPO-Mid-Level “Buy-Up” Plan. 153 of 470

Glendale City Employees’ Association Memorandum of Understanding July 1, 2021 – June 30, 2024 Article Four
69 3. Employees waiving Medical Insurance may participate in all Dental Insurance Plans.

D. Retired Employees – Dental Plans

1. Retirees shall be permitted to participate in the City’s dental plans as set forth below.
a. The premiums will be fully paid by the retired employee. b. Retired employees in the Indemnity Medical Plan may elect to participate in either the PPO Dental Plan or the HMO Dental Plan.
c. Retired employees in the HMO Medical Plan may enroll only in the HMO Dental Plan.
d. The City reserves the right to form a “Retiree” group within the Dental Program for rate-setting purposes.

VI. OPTICAL/VISION INSURANCE – CITY PLAN
A. Vision Insurance
Unit eEmployees are eligible for a group vision insurance plan to be provided to all unit employees and their dependents, governed solely by contracts of insurance approved by Council and purchased by the City. The vision plan provides for an examination, frames and lenses (or contact lenses) every twelve (12) months, with a ten-dollar ($10) co- payment.

B. Premium Payments
The City shall pay the entire cost of the premium for the City provided group vision insurance plan.

C. Retired Employees – Vision Plan

1. Effective June 1, 2012, rRetirees may participate in an optional vision care plan, which is not part of the group plan for active unit employees, as set forth below:
a. The premiums will be fully paid by the retired employee. b. The plan is separate and apart from the group vision plan for active employees.

Medical premium rates will be set independent of the active group plan; the retiree plan rates and experience will not be “blended” with rates and experience for active employees.

VII. LONG-TERM DISABILITY (LTD) INSURANCE - ASSOCIATION PLAN A. Premium Payment
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Glendale City Employees’ Association Memorandum of Understanding July 1, 2021 – June 30, 2024 Article Four
70 1. The City shall pay for one hundred percent (100%) of the monthly insurance premium rates for the City-administered Long-Term Disability Insurance Plan for unit employees who are members of the Glendale City Employees’ Association. The City has the right to choose the insurance carrier.

B. Plan Benefits

1. TheSaid insurance policy shall cover fifty percent (50%) of pre-disability earnings with a maximum paid benefit of two thousand five hundred dollars ($2500) per month and a sixty (60) day elimination period, and after all sick leave accrued by the affected unit employees has been first utilized.

2. The benefits provided in the City-administered Long-Term Disability Plan (LTD) shall be the same that were in effect as in the Association LTD Plan July 30, 2002.

C. Leave Without Pay
When a unit employee enrolled in the Plan is not working and files a claim for the LTD Benefit, the City and GCEA shall share equally (50/50) in the payment of the premium for a period that does not exceed two (2) months of premiums (60 days).

D.C. Exceptions - Family and Medical Care Leave
Notwithstanding the above, whenever an unit employee becomes qualified for coverage under the City Family and Medical Care Leave Policy, the City shall continue to pay medical premiums as set forth in this article, not to exceed that required by law.

E.D. Limitations

1. Plan benefits are provided for unit employees insured by the Plan up to age 65 for earnings lost for off the job illness or injury up to age 65 per the provisions of the Plan.

2. Compensation from LTD Insurance Benefits and accrued leaves may not exceed the employees’ base salary.

3. Employees may coordinate accrued leaves with LTD Benefits as permitted by the LTD Insurance Policy.

VIII. UNIFORMS
A. Uniforms Provided

1. Eleven Sets of Uniforms
The City shall provide eleven (11) sets of uniforms to the following list of classifications:

Building Repairer (Public Works-Facilities)
Custodial Worker (Public Works-Facilities)
Electrician
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71 Environmental Waste Coordinator
Environmental Waste Technician
Equipment Mechanic I
Equipment Mechanic II
Equipment Mechanic Helper
Equipment Operator II (Public Works/Facilities)
Equipment Service Worker
Equipment Maintenance Supervisor
Equipment Painter and Body Repairer
Equipment Welder
Groundskeeper I
Groundskeeper II
Helicopter Mechanic
HVAC Control Technician
HVAC Mechanic
Integrated Waste Truck Operator
Integrated Waste Worker
Irrigation Technician
Laborer (Public Works/Facilities)
Maintenance Worker (Public Works- Maintenance Services) Meter Reader
Painter
Parking Meter Collector/Repairer
Parking Services Supervisor/Meter Shop
Plumber
Senior Building Repairer (Public Works, Facility Services) Senior Equipment Mechanic
Senior Survey Technician
Senior Cement Worker Finisher
Senior Custodial Worker (Public Works, Facilities)
Senior Environmental Waste Technician
Senior Equipment Operator
Senior Groundskeeper
Senior Integrated Waste Truck Operator
Senior Irrigation Technician
Senior Parking Meter Collector/Repairer
Senior Traffic Painter
Senior Tree Trimmer
Senior Wastewater Maintenance Worker
Street Maintenance Worker
Survey Party Chief
Survey Supervisor
Survey Technician
Traffic Crew Supervisor
Traffic Painter
Tree Trimmer
Wastewater Maintenance Crew Supervisor
Wastewater Maintenance Trainee
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72 Wastewater Maintenance Worker
Yard Attendant

2. Coveralls
Coveralls are to be made available in the GWP and Public Works garages and to the unit employees in the classifications of Painter, Forensic Specialist, Senior Forensic Specialist, Criminalist Technician, Criminalist I and Criminalist II. Quality and quantity are to be determined by the City.

3. Rain Boots
The City shall provide rain boots for the classification of Public Works Building Repairer and GWP Meter Readers.

4. Field Employee Safety T-Shirt Program
a. The Field Employee Orange Safety T-Shirt Policy & Procedure became effective January 1, 1992. Details of the Field Employee Orange Safety T-Shirt Policy & Procedurepolicy & procedure are available in Human Resources or in the Association Office.
b. The City-issued Safety T-Shirts are considered to be a City-issued uniform and employees are required to comply with uniform requirements. c. The City-issued Safety T-Shirts are to be kept in good condition and are not to be cut up and/or altered in any way.

B. Uniform, Clothing and Equipment Allowance In Lieu of Issue Unit eEmployees, as designated below in Section B-1 through Section B-5, shall receive an annual uniform allowance as specified in the following for the purchase and maintenance of the required uniform and/or clothing and equipment purchase in lieu of issue, authorized by Department policy.

The City agrees that it will provide employees in the unit with a minimum of six (6) months notice of a change in uniform item(s).

1. Fire Communications Shift Supervisor, Senior Fire Communications Operator and Fire Communications Operator - $ 819 Uniform Allowance
a. Unit eEmployees in the classifications of Fire Communications Shift Supervisor and Senior Fire Communications Operator and Fire Communications Operator shall receive an annual uniform, clothing and equipment allowance in lieu of issuance of a uniforme of eight hundred and nineteen dollars ($819.00) per year. b. This uniform and/or clothing and equipment allowance shall be used toward the purchase and maintenance of items including, but not limited to the following:
Long Sleeve Light Blue Shirt
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73 Short Sleeve Light Blue Shirt
Pants
Belt
Skirt
Sweater
Shoes
Socks
Sweat outfit (regulation) for nights
Patches

2. Fire (Non-Safety) Environmental Specialist, Sr. Fire Environmental Specialist, Fire Prevention Inspector, Sr. Fire Prevention Inspector, Fire Protection Engineering Assistant, Fire Protection Engineering Associate, Fire Protection Engineer I, Fire Protection Specialist I, Engineering Project Specialist (Fire) and Plan Checker (Fire) - $819 Uniform Allowance
a. Employees in the classifications of Fire Non-Safety Environmental Specialists, Sr.

Fire Environmental Specialist, Fire Prevention Inspector, Sr. Fire Prevention Inspector, Fire Protection Engineering Assistant, Fire Protection Engineering Associate, Fire Protection Engineer I, Fire Protection Specialist I, Engineering Project Specialist (Fire) and Plan Checker (Fire) shall receive an annual uniform clothing and equipment allowance in lieu of issuance of a uniforme of eight hundred and nineteen four dollars ($819.00) per year.
b. This uniform and/or clothing and equipment allowance shall be used toward the purchase and maintenance of items including, but not limited to the following:
Command Jacket
White Uniform Shirt (Short Sleeve)
Black Tie
Silver Tie Bar
Name Plate
Nomex Trousers (black)
Uniform Belt (black)
Glendale Fire Department Belt Buckle
Uniform Shoes (black)
Socks (black)

3. Police Custody Shift Supervisor, Police Custody Officer, Police Communications Shift Supervisor, Police Communications Operator, Police Communications Operator Trainee, Police Records Shift Supervisor, Police Parking Enforcement Supervisor, Police Budget and Property Supervisor, Police Property Supervisor, Police Services Officer, Police Support Services Specialist, Police Services Supervisor/Parking Enforcement, Parking Services Supervisor/Enforcement and Community Service Officer - $819 Uniform Allowance
a. Employees in the classifications of Police Custody Shift Supervisor, Police Custody Officer, Police Communications Shift Supervisor, Police Communications Operator, Police Communications Operator Trainee, Police Records Shif 158 of 470

Glendale City Employees’ Association Memorandum of Understanding July 1, 2021 – June 30, 2024 Article Four
74 Supervisor, Police Parking Enforcement Supervisor, Police Budget and Property Supervisor, Police Property Supervisor, Police Services Officer, Police Support Services Specialist, Police Services Supervisor/Parking Enforcement, Parking Services Supervisor/Enforcement and Community Service Officer shall receive an annual uniform, clothing and equipment allowance in lieu of issueance of a uniform of eight hundred and nineteen dollars ($819.00). b. This uniform and/or clothing and equipment allowance shall be used toward the purchase and maintenance of items including, but not limited to the following:
Long Sleeve Shirt
Short Sleeve shirt
Pants
Belt
Shoes
Sweater
Socks
Patches
Field jacket
Hand cuffs
Hand cuffs' case
Key flap

4. Senior Forensic Specialist and Forensic Specialist - $819 Uniform Allowance a. Unit employees in the classifications of Senior Forensic Specialist, Forensic Specialist, Criminalist Technician, Criminalist I and Criminalist II, when assigned to the Forensic Services unit, shall receive an annual uniform/clothing and equipment allowance of eight hundred and nineteen dollars ($819.00) per year. b. This uniform and/or clothing and equipment allowance shall be used toward the purchase and maintenance of civilian uniforms and footwearitems for office and/or field duty in compliance with City and Department dress and appearance standard and policies.

5. Wireless System Technician, Sr. Wireless System Technician, and Wireless System Technologist - $780 Uniform Allowance
a. Employees in the classifications of Wireless System Technician, Sr. Wireless System Technician, and Wireless System Technologist shall receive an annual uniform, clothing and equipment allowance in lieu of issueance of a uniform of seven hundred and eighty dollars ($780.00).
b. This uniform and/or clothing and equipment allowance shall be used toward the purchase and maintenance of items including, but not limited to the following:
Long Sleeve Polo Shirt
Short Sleeve Polo Shirt
Long Sleeve Work Shirt
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75 Sweatshirt
Light Jacket
Heavy Jacket
Rain Jacket
Black T-Shirt
Coverall
Belt
Boots – Heavy
Pants
C. Uniform Allowance Payment
Uniform allowance payment for affected unit employees shall be paid as it is earned. The annual amount as defined in B (1) through B (5) above shall be pro-rated and included in each paycheck.

D. Uniform Payment for New Hires (Effective 10/16/14)
Effective October 16, 2014, nNewly hired unit employees described in Section B (1) through Section B(5) above shall receive a flat payment of two-hundred fifty dollars ($250) as a means to defray the costs of the initial purchase of required uniform items. The department shall be responsible for submitting the appropriate employee transaction form for this payment within the first thirty (30) days of hire.

E. Uniform Requirements
Unit eEmployees who are required to wear uniforms or who are provided uniform allowance must wear the uniform while on duty unless permission to do otherwise has been received from the immediate supervisor. Employees who are on duty and do not comply with uniform requirements shall be subject to disciplinary action.

F. Uniform Allowance Limitations
An unit employee who is on a leave of absence without pay for an entire pay period shall not receive his or hertheir uniform allowance for that pay period.

G. Termination Prior to Completion of Probation

1. Any unit employee who voluntarily terminates prior to or fails probation prior to completion of their probation, shall reimburse the City for all uniforms purchased by the employee allowance received, not to exceed the total amount of uniform allowance received.

2. Failure to reimburse the City uniform allowance previously issued under the 160 of 470

Glendale City Employees’ Association Memorandum of Understanding July 1, 2021 – June 30, 2024 Article Four
76 provisions of this article shall require the City to withhold any unpaid portion from sums owed to employee by City at time of termination.

H. Safety Boot Issuance

1. The City shall provide one pair of work boots meeting all existing safety standards, as defined by either ANSI or ASTM, of the City’s choice on an annual basis to all unit employees in the classifications set forth below:

Administrative Assistant/PW Warehouse (Modified Assignment) Arborist Crew Supervisor
Arborist Technician
Assistant Code Compliance Inspector
Assistant Construction Inspector
Assistant Environmental Technician
Assistant Parking Manager
Associate Code Compliance Inspector
Building Inspector
Building Repairer
Building Repair Crew Supervisor
Cement Worker Finisher
Code Compliance Inspector
Construction Inspector
Custodial Worker
Customer Service Field Technician
Electrical Inspector
Electrical Service Planner
Environmental Technician
Environmental Waste Coordinator
Environmental Waste Technician
Electrician
Equipment Mechanic I
Equipment Mechanic II
Equipment Mechanic Helper
Equipment Operator I
Equipment Operator II
Equipment Service Worker
Equipment Welder
Groundskeeper I
Groundskeeper II
Helicopter Mechanic
Housing Technician
HVAC Inspector
HVAC Mechanic
Inspector I
Inspector II
Integrated Waste Truck Operator
Integrated Waste Worker
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Glendale City Employees’ Association Memorandum of Understanding July 1, 2021 – June 30, 2024 Article Four
77 Irrigation Technician
Laborer
License Investigator
Maintenance Worker
Motor Sweeper Operator
Neighborhood Services Inspector
Neighborhood Services Field Rep
Painter
Park Maintenance Supervisor
Park Operations Supervisor
Parking Meter Collector/Repairer
Parking Services Supervisor/Meter Shop
Plumber
Plumbing Inspector
Program Coordinator/Comm. Serv./Parks – GYA (Field Operations) Program Specialist/Neighborhood Services (Field Operations) Revenue Protection Coordinator
Senior Building Inspector
Senior Building Repairer
Senior Cement Worker Finisher
Senior Construction Inspector
Senior Custodial Worker
Senior Customer Service Field Technician
Senior Electrical Service Planner
Senior Environmental Technician
Senior Environmental Waste Technician
Senior Equipment Operator
Senior Equipment Mechanic
Senior Integrated Waste Worker
Senior Irrigation Technician
Senior Groundskeeper
Senior Parking Meter Collector/Repairer
Senior Storekeeper
Senior Survey Technician
Senior Telecommunications Technician
Senior Traffic Painter
Senior Tree Trimmer
Senior Utility Locator
Senior Wastewater Maintenance Worker
Senior Water System Mechanic
Sign Painter
Storekeeper
Stores Clerk
Street Crew Supervisor
Street Maintenance Worker
Survey Party Chief
Survey Technician
Telecommunications Technician
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Glendale City Employees’ Association Memorandum of Understanding July 1, 2021 – June 30, 2024 Article Four
78 Traffic Crew Supervisor
Traffic Painter
Tree Trimmer
Utility Construction Inspector
Utility Locator
Wastewater Maintenance
Crew Supervisor Wastewater
Maintenance Trainee
Wastewater Maintenance
Worker
Water System Supervisor I
Wireless Systems Technician
Wireless Systems Technologist
Yard Attendant
Youth Services Coordinator
Youth Services Field Coordinator
Youth Services Specialist

2. The City shall provide one pair of work boots meeting all existing safety standards, as defined by either ANSI or ASTM, of the City’s choice every three (3) years to all unit employees in the following “Engineering” classifications set forth below:

Assistant Engineering Technician
Assistant Project Manager
Building Code Specialist I/II/III
Civil Engineer I
Civil Engineering Assistant
Civil Engineering Associate
Community Beautification Coordinator
Electrical Engineer I
Electrical Engineering Assistant
Electrical Engineering Associate
Engineering Aide
Engineering Project Specialist
Engineering Technician
Mechanical Engineer I
Mechanical Engineering Assistant
Mechanical Engineering Associate
Principal Engineering Technician
Senior Engineering Technician
Traffic Engineer I
Traffic Engineering Assistant
Traffic Engineering Associate

3. The allowable expenditure for safety footwear for the classifications set forth in Section G (1) and G (2) above shall not exceed threeone hundred and seventy-five dollars ($300175) inclusive of taxes. The allowable expenditures for safety footwear for the classifications set forth in Sections G (1) and G (2) above may also include 163 of 470

Glendale City Employees’ Association Memorandum of Understanding July 1, 2021 – June 30, 2024 Article Four
79 insoles, socks and other footwear accessories available on the boot truck or through the vendor. Any additional accessories purchased must fall within the $300175 limit and must be handled in a single transaction when the boots are purchased.

4. The following classifications within the Fire Prevention Bureau shall be provided one pair of work boots not to exceed four three hundred dollars ($3400) inclusive of taxes every two (2) years:

Engineering Project Specialist (Fire)
Fire Non-Safety Environmental Specialist
Fire Prevention Inspector
Fire Protection Engineer I
Fire Protection Engineering Assistant
Fire Protection Engineering Associate
Fire Protection Specialist I
Plan Checker (Fire)
Senior Fire Environmental Specialist
Senior Fire Prevention Inspector

5. Should excessive wear or damage as a result of work-related use of safety boots cause the need for premature replacement of said boots, management may authorize their replacement.

I. Clothing Repair and Replacement

1. The City shall reimburse the cost in excess of ten dollars ($10.00) per occurrence for repairing only the uniforms or clothing of any unit employee damaged in the course of their required duties or for replacing the same upon certification by Management that it cannot be reasonably repaired.

2. In considering the cost amount to be given unit employee for replacement, Fire Management shall determine the use and extent of wear or damage to the item or items.

IX. SAFETY ITEMS
Unit eEmployees shall comply with all applicable safety requirements as informed by management.

Disciplinary action shall be taken for non-compliance with these safety requirements.

X. MEAL REIMBURSEMENT
A. Meal Reimbursement Per Diem

1. A per diem rate of thirteen dollars ($13.00) shall be paid to all employees unit employees described in Section A(1) above (i.e., employees eligible for uniform allowance in Section VIII) who meet one of the following conditions described in “item a” through “item c” below. This per diem payment will be included on the unit employee’s paycheck, subject to IRS deductions.
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80 a. Emergency Call Back
In excess of four (4) hours and with less than two (2) hours advance notice, meal reimbursement shall be provided, and also for each time period in excess of four (4) hours worked thereafter.
b. Early Call-In
Meal reimbursement shall be provided if an employee is called in early with less than two (2) hours advance notice.
c. Extended Shift
Meal reimbursement shall be provided for an employee who works In excess of three (3) hours prior to or past the normal expiration time of the shift and for each four (4) hour time period following normal expiration of regularly scheduled shift worked thereafter.

B. Scheduled Call-Back
Meal reimbursement shall not be provided for scheduled call-back. For scheduled call- back in excess of eight (8) hours, extended shift rule applies.

XI. EDUCATIONAL REIMBURSEMENT
A. Eligibility
When any unit employee enrolls in a lower and/or upper division or graduate level university course or other course of college level, which course of study is directly related to such employee's work and has received prior approval of the department head, payment of one-half of the tuition and one-half of the cost of required course books for same may be made to the employee upon successful completion of said course.

B. Limitations
The aggregate total an unit employee may be reimbursed by the City for their educational courses may not exceed twenty thousand dollars $20,000) per each five years of their full-time salaried employment with the City. Beginning with the first day of employment, employees are eligible to receive twenty thousand dollars ($20,000) for each five (5) year cycle (1-5, 6-10, 11-15, etc.)
This benefit is non-accumulative and must be used within each five (5) year cycle.

C. Repayment to City if Terminated Within the Year of Study In the event such reimbursed employee leaves the employment of the City for any reason, except layoff, within a period of one (1) year following the completion of such course of study, the amount paid by the City for such tuition and books shall be repaid to the City by having the Director of Finance deduct same from the severance pay or last salary paycheck of such employee.
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81 XII. HEALTH MAINTENANCE PROGRAM
The City shall compensate all unit employees the amount of one-hundred fifty dollars ($150) per fiscal year for the cost of membership for themselves and their families in a physical fitness facility or program, a wellness program, for annual physical examinations, stress EKG examinations, related physical fitness exercise equipment, fitness related safety equipment, and/or activities relating to health and wellness, and personal development.

The one-hundred fifty dollars ($150) payment shall be paid to all active unit employees on the first pay period of June within each year of the term of the MOU.

XIII. GLENDALE POLICE DEPARTMENT EMPLOYEE FITNESS/WELLNESS PROGRAM A. Fitness/Wellness Programs
During the term of this Agreement, the City may periodically employ the services of an outside vendor to provide comprehensive health and fitness services to unit employees assigned to the Glendale Police Department. These Fitness/Wellness programs are designed to assist unit employees in developing healthy lifestyles relative to exercise, diet and overall fitness. While participation in these programs is strongly encouraged, such programs shall be voluntary for unit employees.

B. Incentives
When such programs are in place, the City sets forth the following incentives to encourage participation:

Unit employees assigned to the Police Department who participate in the Fitness/Wellness program, shall receive two-hundred dollars ($200) annually to pay for a health club membership and/or reimbursement for a heart scan AND up to twelve (12) hours of compensatory time leave, upon completion of the Comprehensive Health/Fitness Screening and a One-On-One Fitness Consultation, as set forth below.

1. Two-Hundred Dollars ($200) Annual Reimbursement
Unit employees, upon completion of the program’s Wellness Orientation, Comprehensive Health/ Fitness Screening AND One-On-One Consultation (2-a, 2-b and 2-c below) administered by the Police Department’s Health and Fitness Director, on an annual basis, shall receive a payment of two-hundred dollars ($200) for the purpose of either a health club membership and/or reimbursement for a heart scan.

2. Up to Twelve (12) Hours Compensation Time Leave
Unit employees, upon completion of the program’s components prior to June 1st of each fiscal year, as set forth below, shall be eligible to receive up to twelve (12) hours of compensatory time on an annual basis, awarded by July 1st of the fiscal year. a. Wellness Orientation: One (1) hour comp time.

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b. Comprehensive Health/Fitness Screening: Two (2) hours comp time Completion of all minimum requirements (blood work, health/fitness assessment, and fitness log) prior to June 1st of each fiscal year. c. One-On-One Consultation: One (1) hour comp time
Meeting with the Wellness Coordinator to provide guidance, nutrition assessment, personal training consultation or similar.
d. Blood Pressure
Confirmation score based on minimum two readings (if elevated). Optimal (less than 120/80mmHg): Two (2) hours comp time
OR
Pre-hypertensive (Systolic 121-139 and/or Diastolic 81-89mmHg: One (1) hour comp time
(Note: the Wellness Coordinator shall have the discretion to award the full two hours to an employee who has demonstrated significant improvement in blood pressure based on participation in an improvement plan in consultation with the Wellness Coordinator).
e. Cholesterol
Confirmation score based on reading from on-site or off-site blood draw:

Desirable (less than 200 or total/HDL ratio <4.5: Two (2) hours comp time OR
Borderline High (total/HDL ratio <5,0 and LDL<130: One (1) hour comp time (Note: the Wellness Coordinator shall have the discretion to award the full two hours to an employee who has demonstrated significant improvement in cholesterol score based on participation in an improvement plan in consultation with the Wellness Coordinator).
f. Body Composition: Two (2) hours comp time
Confirmation score based on reading during on-site fitness assessment. Men must achieve rank of 50% (29<16.6%, 39<19.7%, 49<21.9%, 59<23.2%) Women must achieve rank of 50% (29<21%, 39<22.6%, 49<25.6%, 59<28.8%) (Note: the Wellness Coordinator shall have the discretion to award the full two 167 of 470

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83 hours to an employee who has demonstrated significant improvement in body composition based on participation in an improvement plan in consultation with the Wellness Coordinator).
g. Health/Fitness Education Seminars: Two (2) hours comp time Credit is awarded for the completion of at least one seminar offered on-site as arranged by the Wellness Coordinator
C. Limitation

1. Should the City discontinue the Fitness/Wellness program as described in “XIII-A” above, the incentives described in “XIII-B” above shall be discontinued.

2. The above described incentives shall only be available to unit employees assigned to the Glendale Police Department.

XIV.XIII. MILEAGE REIMBURSEMENT PLAN
A. Formula
The following plan is the mileage reimbursement for City employees using personal vehicles for authorized City business approved by management.

1. Reimbursement Rate
The mileage reimbursement shall be based on the standard Internal Revenue Service (IRS) reimbursement rate. Mileage records shall be maintained on forms approved by management.

2. Limitations
a. Mileage reimbursement should not be interpreted as being the rate of reimbursement received for travel as set forth in the City's Administrative Policy Manual.
b. Any unit employee using their own personal vehicle for City business and receives a mileage reimbursement or monthly auto allowance must maintain a valid California driver’s license and automobile insurance on the vehicle they use for City business and must show proof of such upon request of supervision or management.

B. Monthly Auto Allowance

1. The following unit classifications are designated by the City Manager and are eligible to receive monthly automobile allowance for using their personal vehicles for authorized City business as approved by management.
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84 Classification Monthly Rate
Meter Reader $425
Resource Efficiency Advisor $425
Building Code Specialist I/II $425
Code Compliance Inspector $425
Construction Inspector $425
Building Inspector $425
Electrical Inspector $425
Housing Technician $425
HVAC Inspector $425
License Investigator $425
Neighborhood Services Insp. $425
Plumbing Inspector $425
Sr. Building Inspector $425
Inspector I/II $425
Business Account Representative $425

2. This allowance will cease when any unit employee receiving an auto allowance is assigned a City vehicle to conduct his/hertheir City business.

C. Limitations
Unit eEmployees receiving monthly automobile allowance shall not be entitled to such allowance whenever absent from work on a leave of absence without pay or not using their personal vehicle for City business for more than (87 hours) fifty percent (50%) of their work schedule during a given calendar month.

XV.XIV. DMV LICENSING REIMBURSEMENT POLICY
A. Purpose

1. The purpose of the policy is to outline the reimbursement procedures for DMV driver's licenses requirements affecting certain classifications, positions, and employees in the City of Glendale.

2. Employees who are required to upgrade their driver's license and/or are required to get special endorsement due to Department of Motor Vehicles regulations, will receive reimbursement of fees as set forth in the following.

B. Reimbursement for Required New DMV Driver’s License Requirements:

1. Employees whose job specifications did not require a commercial driver’s license or special endorsement to perform their driving responsibilities prior to DMV regulation changes and, as a result of these changes, now require this licensing.

2. Employees will be reimbursed, on a one-time basis, for fees required by the DMV to 169 of 470

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85 upgrade their driver's license.

3. License renewal fees, minus regular Class C licensing fees, will be paid for by the City.

4. DMV receipts must be submitted for reimbursement.

5. Additional fees that may be incurred by an employee as a result of failing a test will not be reimbursed by the City.

C. Reimbursement if New DMV Driver's License is Requested by Management

1. Employees hired into or promoted to classifications which state in the job specifications: "May require a commercial driver’s license and/or specific endorsement", will be reimbursed for DMV fees if such a license is requested by Management. Employees who obtain commercial driver’s licenses and/or specific endorsements, whose job specifications do not require said license will be reimbursed for DMV fees if Management utilizes their commercial driving abilities on a regular basis.

2. Employees in these classifications, who are required by Management to have a commercial driver’s license and/or special endorsement, will be reimbursed the difference in renewal fees between regular licensing and commercial and/or special endorsement licensing.

D. No Reimbursement If Promoted / Hired Into Position With DMV Driver’s License Requirements

1. Employees promoted or hired into positions whose job specifications require a commercial and/or special endorsement driver's license are excluded from this policy and are responsible for their own licensing fees.

2. Exceptions are employees promoted or hired into these positions prior to specification changes brought about by DMV licensing revision.

E. Failure to Obtain DMV Licensing Requirements
In the event an incumbent employee is unable to obtain the commercial license, and/or specific certification required, every effort will be made to reassign the employeethat individual to a position, not requiring a commercial license and if necessary that employee's salary will be "Y" rated until they are able to obtain their commercial license or transfer to another classification/position which does not require a commercial license or special certification.

F. Compliance Standards
Compliance to DMV commercial driver's license for all City of Glendale employees must be in keeping the DMV California Commercial River Standards Handbook, Section One, 170 of 470

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86 Commercial Driver License Program Qualifications and Sanctions.

XVI.XV. EMPLOYEE DRIVER'S LICENSE REQUIREMENTS
A. Driver's License Requirements
Unit eEmployees who are in a classification which requires the possession and maintenance of a valid California driver's license and/or are required to drive a vehicle for the City shall participate in the State of California Department of Motor Vehicles Employee Pull Notice program. Affected unit employees are required to inform their department management on the first working day after official notification of a conviction which results in a restriction, suspension, or revocation of their said driver's license.

B. Vehicle Code Violations
Any unit employee covered in "A" above shall be required, when convicted of driving under the influence of alcohol or drugs, to meet at least once with the City employees' assistance counselor for substance abuse counseling. EAP counseling sessions are further defined in Article Seven, Section 1-D.

C. Consequence of Non-compliance
Failure by unit employees to comply with any of the provisions set forth in this Section (XVI, A, B) shall be grounds for disciplinary action up to and including removal.

XVII.XVI. AIR QUALITY MANAGEMENT DISTRICT (AQMD) REGULATIONS It is acknowledged that both parties understand that the City must comply with the regulations issued by the Air Quality Management District (AQMD). It is further understood the City must meet and confer with the GCEA before implementing any necessary changes to meet these regulations.

XVIII.XVII. PARKING
Free parking is provided for employees as available. Parking permits are required of unit employees who wish to park in the Civic Center parking structure.

XIX.XVIII. MISUSE OF BENEFITS
Unit eEmployees who fraudulently gain or fraudulently attempt to gain for themselves or others by deception, omission, or fraud the benefits of the City's Workers' Compensation, retirement, medical, dental, or psychological insurance policies or any other benefit which they would not otherwise be entitled to shall be subject to: a) denial of requested benefits; and/or b) disciplinary action up to and including removal.
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87 ARTICLE FIVE

LEAVE POLICY
I. HOLIDAYS
A. Holiday Leave Hours

1. Each January 1st, full-time unit employees, excluding unit employees who receive holiday-in-lieu pay, upon becoming eligible, are eligible for up to one hundred and twenty fourfifteen (12415) hours of paid holiday leave per calendar year to be used for eleventen (110) City designated holidays as they occur and Floating Holiday hours and as further defined in this article.

B. City Designated Holidays
The following are designated holidays which holiday leave time hours are deducted from employee's holiday leave time as they occur except as otherwise specified by this article. •New Year's Day (first day of January)
•Martin Luther King, Jr. (third Monday of January)
•Washington's Birthday (third Monday in February)
•Memorial Day (last Monday in May)
•Juneteenth (nineteenth day of June)
•Independence Day (fourth day of July)
•Labor Day (first Monday in September)
•Veteran's Day (eleventh day of November)
•Thanksgiving Day (fourth Thursday in November)
•Friday following Thanksgiving Day
•Christmas Day (twenty-fifth day of December)
C. Use of Designated Holidays Leave Hours
Unit eEmployees who receive holiday leave for city designated leave holidays shall use holiday leave from their holiday leave hours as the City designated holiday occurs in amounts appropriate to their regular scheduled work shift. For example, eight (8) hours on an eight (8) hour shift, nine (9) hours on a nine (9) hour shift, ten (10) hours on a ten (10) hour shift and twelve (12) hours on a twelve (12) hour shift.

D. Floating Holiday Leave Hours
Any remaining holiday leave hours not used for these designated City holidays shall be 172 of 470

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88 used in a manner consistent with floating leave policy as set forth in this article.

E. Friday After Thanksgiving Day

1. When the Friday after Thanksgiving falls on an employee’s off-Friday (for employees whose alternating regular day off is Friday) on the 9/80 work schedule, employees will retain nine (9) hours of holiday leave for use of floating leave, providing that their normal work schedule includes this Friday as a holiday and they are also normally scheduled to be off this Friday.

2. Unit eEmployees, excluding unit employees in the Police Department (24/7 operations:

Custody, Communications or Records), scheduled to work on the Friday after Thanksgiving Day shall receive holiday overtime unless the employee requests to take time worked on the said day to be earned as compensatory time as set forth in this aAgreement.

F. Public Works Department-Integrated Waste Division
Designated Integrated Waste unit employees will work all designated holidays except Christmas as outlined in this Article, Section I-B, and receive holiday overtime.

G. Christmas/New Year’s Day - Public Works Integrated Waste and Mechanical Maintenance Division

1. When Christmas or New Year’s Day holiday does not fall on a weekend, both the Public Works Integrated Waste and Mechanical Maintenance employees shall not work that day, except on emergency. The work load would then be made up on the following Saturday.

2. On that Saturday, the regular Mechanical Maintenance staffing level which is required to service and repair refuse trucks on Saturdays and holidays shall continue to be worked and staffed. The other holidays shall be worked as scheduled.

3. Example: If the City observed holiday falls on a Friday or Monday, unit employees scheduled to work on said days will receive holiday overtime pay if required to work.

H. Floating Holiday Leave Utilization

1. Floating holiday leave time not expended for the eleven (11)ten city designated holidays shall be floating holiday leave. Floating leave shall be approved at such time as is mutually agreeable to the employee and the employee's department head.

Leave payment shall be charged against employee available holiday leave hours accrued.

2. A new unit employee must be employed sixty (60) calendar days in a calendar year before becoming eligible for floating holiday leave.

3. Unit eEmployees who terminate their employment with the City may utilize any 173 of 470

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89 floating holidays up to their last day of employment with the City.

4. The appropriate use of floating holiday leave shall be the employee’s responsibility to monitor. Any employee using so much floating leave that insufficient leave remains to cover the eleventen (110) City designated holidays shall be required to utilize vacation, compensatory time or unpaid leave of absence to cover the designated holiday.

I. Floating Holiday Cash-Out

1. The City shall pay unit employees up to eighteen (18) hours of floating holiday leave when management is unable to allow unit employees to take their floating holiday leave because of operational necessity or other related reasons before December 31 of each calendar year. This payment shall be made following theon the second paycheck that includes December 31stof January of the following calendar year.

2. This cash-out is limited to eighteen (18) hours of floating holiday leave at the base rate of pay in effect on such day.

3. This excludes Police Department unit employees.

J. Holiday Occurrence on Saturday or Sunday

1. Friday Holiday
The Friday immediately preceding any regular holiday that falls on a Saturday shall be deemed to be a holiday, excluding Police Department 24/7 operations (Custody, Communications or Records) and Parking Enforcement Detail.

2. Monday Holiday
The Monday immediately following any regular holiday that falls on a Sunday shall be deemed to be a holiday, excluding Police Department 24/7 operations.

K. Holiday Policy on Scheduled Day Off

1. When a holiday falls on a day which is part of the employee’s scheduled days off, employees shall not be required to use holiday leave time from their holiday leave bank. For example, if Independence Day falls on a Saturday and moves to the previous Friday, and that Friday is the employee’s regular day off.

2. When a holiday occurs on a day on which an employee is scheduled to work, the employee shall take such holiday leave as is appropriate to their work schedule.

L. Holiday Scheduling
The City reserves the right to require employees to work on designated holidays. 174 of 470

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90 M. Police Department/Park Laborer Programs

1. Holiday Leave Bank
a. 1) On January first of each year, unit employees currently employed shall be granted a holiday time bank of one-hundred and twenty-fourfifteen (12415) hours.

Such holiday time off shall be taken with the approval of Management. b. The parties to this MOUmemorandum, including the unit employees, will endeavor, in good faith, to avoid accumulation of holiday time which may result in scheduling problems and/or loss of holiday time if not taken during the calendar year.
c. Unit eEmployees shall utilize holiday time when taking time off on a City designated holiday and the holiday time bank shall be debited for the number of hours in their scheduled work shift.
d. Unit eEmployees in the Police Department assigned to the Operations, Jail, and Records divisions and Community Services; and Community Services and Parks - Park Laborer Program who are required to work on a designated holiday shall not be debited their holiday leave time bank nor shall they receive any additional compensation for working the designated holiday. The use of this holiday time bank will be scheduled by Management and the affected unit employee, taking into consideration the staffing needs of the Department.

2. Police Department Designated Mandatory Holidays
a. All other unit employees in the Police Department (i.e., non-24/7 operations) required to work the following designated mandatory holidays (1) first day of January (New Year's Day); (2) third Monday of January (Martin Luther King, Jr.

Holiday); (3) President’s Day; (4) last Monday of May (Memorial Day); (5) fourth of July (Independence Day); (6) first Monday in September (Labor Day); (7) Veteran’s Day; (8) fourth Thursday in November (Thanksgiving Day); (9) Friday after Thanksgiving; and (10) 25th day of December (Christmas Day) shall receive one-and-one-half time and one-half (1 ½) overtime pay.
b. Affected unit employees' holiday time bank shall not be debited as follows:
1) When required to work on any of these designated mandatory holidays or; 2) While on IOD status and not administratively assigned. c. If the IOD status is projected to exceed the next full pay period, the unit employee will be administratively assigned and subject to Designated Mandatory Holiday 175 of 470

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91 debit.
d. 1) Police Department employees assigned to the Field Services Division, Traffic Bureau, Parking Enforcement Detail, shall observe those mandatory holidays identified by Glendale Municipal Code Section

3.08.010 A with the exception of the Friday after Thanksgiving which shall not be a mandatory holiday for these employees.
2) Unit eEmployees required to work on the Friday after Thanksgiving shall receive overtime compensation at time and one and one half (1 ½) pay.

This additional compensation shall be at one half percent (0.5%) for a total of one and one half percent (1.5%). No holiday leave hours are debited from the holiday leave bank for employees who work the Friday after Thanksgiving.
3) Section 3.08.010 C, referring to designation of Friday or Monday as a holiday, when actual holiday falls on Saturday or Sunday, shall specifically not apply to these same unit employees.

3. Police Department, and Park Laborer Program New Unit Employees - Holiday Bank New unit employees hired in the Police Department or Park Laborer Programs after January 1 of each calendar year shall receive a proportion of the holiday bank based on the following schedule:

Month of Hire Hours Banked Hours Banked (eff1/1/21)
January 12406 115
February 10697 106
March 9790 99
April 9781 90
May 9772 81
June 8863 72
July 7954 63
August 7045 54
September 7036 45
October 6127 36
November 3618 27
December 9 18

4. Holiday Compensation - Police Department, and Park Laborer Programs Only a. On the second paycheck in January of each year, the City shall pay Police Department unit employees and employees in the Park Laborer Programs up to but not to exceed thirty-two (32) hours of unused holiday time for the previous calendar year at the base rate of pay in effect on such day. Employees will receive the number of hours, which when added to their unused holiday hours equals thirty two (32) hoursAny unused holiday
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92 time in excess of thirty-two (32) hours shall be forfeited. b.a. All holidays earned are based upon the occurrence of the holidays recognized by the City which have occurred during the current calendar year prior to the employee's last day of employment with the City.
c.b. All holidays earned (i.e., the holiday has occurred in the year) but not taken up to and including the last day of employment with the City shall be forfeited.

N. Twenty-Fourth of December

1. City Offices Open

2.1. When December 24th occurs on a weekday except as provided below, employees in the bargaining unit shall not be required to work. when City offices are scheduled to be opened, all City offices including Libraries, shall close at 12:00 p.m.

When Should December 24th occurs on a weekend, unit employees scheduled to work shall be eligible to work one-half of their normally scheduled work shift as follows: outlined in Section N1c below. Four (4) hours for employees on a 5/40 work schedule; four and one-half (4-1/2) hours for employees on a 9/80 work schedule; five (5) hours for employees on a 4/40 work schedule or six (6) hours for employees assigned to the Police Department, Traffic Division 3/36 work schedule.

Only unit employees working on this day as part of a daytime work schedule starting on or after 6:00 a.m. and ending not later than 6:00 p.m. or 6:30 p.m. for employees assigned to the Police Department, Traffic Division 3/36 work schedule, shall be considered eligible for this holiday provision. a. Unit employees eligible for this holiday leave shall work one-half (1/2) of their normally scheduled work shift on this day. This leave shall amount to four (4) hours for employees on a 5/40 work schedule; four and one-half (4-1/2) hours for employees on a 9/80 work schedule; five (5) hours for employees on a 4/40 work schedule or six (6) hours for employees assigned to the Police Department, Traffic Division 3/36 work schedule.

3.2.Limitations
a. That part of December 24th from 12:00 p.m. to 6:00 p.m. shall be and is hereby designated a holiday; provided, however, that said The December 24 th holiday shall not apply to the unit employees in the operation of the Fire and Police Departments, whose functions are essential to the public welfare as designated by management.
b. Unit eEmployees whose 9/80 day off falls on a day other than a Friday, and whose normal day off falls on December 24th shall be eligible for four and one-half (4 1/2) hours of compensatory time to be taken at another time mutually agreed to by the employee and management.
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Glendale City Employees’ Association Memorandum of Understanding July 1, 20241 – June 30, 20274 Article Five
93 c. Those unit employees receiving December 24 holiday time off shall work no later than 12:00 p.m. Employees receiving this benefit shall not receive a meal break on this day.

4.3.Non-Cumulative
a. This twenty-fourth (24th) day of December holiday provision is non-cumulative, and if not utilized for any reason as set forth in this section, it may not be taken at a later time except as provided herein.
b. Only unit employees actually scheduled to work on December 24th are eligible for the holiday.
c. Unit employees eligible to receive the December 24th holiday leave, with the approval of management, may combine a maximum of four (4) hours on a 5/40, four and one-half (4-1/2) hours on a 9/80, five (5) hours on a 4/40, or six (6) hours on the Police Traffic 3/36 schedule of December 24th leave with compensatory time or vacation or floating holiday leave or sick leave to receive a full shift off on December 24th. Leaves of absence without pay or temporary disability may not be combined with the December 24th holiday leave.

O. Holiday Leave Limitation

1. No unit employee shall receive any holiday pay if they use more than four hours (4) of leave of absence without pay either the work day before or the work day after the holiday except as set forth in City Family and Medical Leave Policy.

2. Unit eEmployees who terminate employment before the end of the calendar year shall only be eligible to receive holiday leave hours covering those holidays chronologically occurring prior to their termination and shall also receive up to eighteen (18) hours cash-out of unused floating holiday leave. All mandatory holidays occurring after termination (i.e., the employee has not yet earned the holiday hours shall not be paidforfeited.

P. Holiday Leave Utilization
Accumulated holiday leave time may be taken in 10th of an hour increments or more as approved by management.

II. SPECIAL DAYS OF OBSERVANCE
A. Definition
A special day of observance, day of mourning, or a like day of participation, when so declared by Council by resolution, shall have the same legal effect as a holiday, and during such day or portion thereof so declared, City offices shall be closed, except those offices providing services essential to the public welfare.
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94 B. Schedule
Unless specifically declared otherwise by the City Council, such day shall be between the hours of 7:30 a.m. and 5:30 p.m.

C. Eligibility
Only unit employees working on a special day of observance and not rendering essential services shall have the day off with pay.

D. Compensation

1. Employees whose services are declared essential by the City Manager shall work during such day, or portion thereof, and shall be compensated therefore as by this section specifically provided as follows:

2. Unit eEmployees working in the Integrated Waste Management Division shall receive straight time in addition to regular pay for each hour worked during such day or period specified by the City.

3. Unit eEmployees required to perform essential services on such a day between the hours of 7:30 a.m. and 5:30 p.m., or such other period as specified by the City, shall receive straight time pay in addition to regular pay for each hour worked during such day or period as declared by the City Council.

III. VACATION
A. Vacation Earned
Unit eEmployees compensated on a monthly basis shall be provided with vacation earnings to be based on the following schedule:

Years of
Full-Time
Service
Annual # of Hours
Eligible to Earn
Monthly Accrual
# of Hours Per
Month
Year 1 through 4
(start through 48 months)
1-4 80 hours 6.667 hours
Beginning year 5
(49 months through 168 months)
4-14 120 hours 10.000 hours
Beginning year 15
(169 months and thereafter)
14 160 hours 13.333 hours
B. Limitations

1. Vacation is earned and awarded monthly and is computed on the basis of the annual hours divided by the number of months per year.
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95 2. No vacation hours shall be credited for a month in which the employee has been on a leave of absence without pay, excluding disciplinary suspensions without pay, during the majority (50%+) of the month.

3. All vacations shall be taken at such time as approved by the department head for which the employee works.

4. Vacation leave may be taken in 10 th of an hour increments or more as approved by management.

5. Unit eEmployees begin to accrue vacation time exactly one year after their first day of employment as a full-time unit employee. However, on the first day of the 13th month of employment, the City will provide the employee with 80 hours of vacation. During the first year of full-time employment, if an employee leaves employment he/shethey will not receive any cash vacation. This provision is permitted by Labor Code section 227.3 since it is contained in this MOU. At the beginning of the thirteenth (13th) month of full-time service with the City employees will be eligible to use the 80 hours of vacation provided to them and will accrue vacation on a monthly basis thereafter.

6. Any unit employee who is laid off during their first year of employment and is then rehired within a one (1) year time period shall have their prior service time earned prior to their lay off apply toward their service time eligibility for vacation benefits earned.

7. Unit eEmployees working any schedule, including other than a regular forty (40) hour schedule, shall be subject to the exact same vacation policy as all other unit employees.

8. Vacation leave balance shall be the employee's responsibility to monitor. Any employee using vacation leave in excess of the employee's accrued leave shall be required to utilize floating holiday leave, compensatory time or unpaid leave of absence to cover excessive vacation leave taken.

C. Prior Service
For the purpose of computing additional vacations allowed after five years, "total service" means and includes all full-time service with the City prior to any resignation or retirement as well as the service of an unit employee following reemployment.

D. Vacation Accumulation
All unit employees shall accumulate and use vacation time earned as follows:

1. An unit employee shall be entitled to accrue a maximum total of three (3) years of vacation time. Vacation leave earned in excess of the three (3) years of accumulated 180 of 470

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3.1. Once three (3) years of accumulated vacation leave is accrued, the unit employee stops accruing additional vacation time until the leave is utilized and the accumulated time is reduced to below the maximum accrual limits. This accrual stops when the unit employee reaches maximum accrual limits of either 240 hours (1 to 4 years of full time service), 360 hours (5 to 14 years of full time service), or 480 hours (15 or more years of full time service).

4.2. An unit employee who is unable to return to work due to an serious and prolonged illness or injury which prevents such person from taking earned vacation time during the calendar year and the limits set forth in this Section D 1 and 2 above, may, with the approval of the City Manager, carry over such vacation time to the next succeeding calendar year.

5.3. Accumulation and use of vacation leave beyond any succeeding calendar year and the limits set forth in this Section D 1 and 2 above, may be granted at the discretion of the City Manager in special or unusual circumstances. Any employee who is allowed to accumulate above the maximum of three years of accumulate vacation will be cashed out down to three (3) years of accumulation at the end of the calendar year.

6.4. An unit employee who has been on military leave of absence for a least thirty (30) consecutive days during the calendar year in which such person would otherwise be entitled and required to take a vacation, may take said vacation during the twelve calendar months immediately following the calendar month of termination of thesaid military leave but in no way shall such unit employee be entitled to take said vacation or receive any compensation for same after this last stated time.

E. Annual Vacation Cash-Out/During Employment
Effective the pay period beginning August 29, 2021 through November 30, 2021, unit employees may cash out up to one hundred twenty (120) hours of accrued vacation leave time at their base hourly rate of pay each fiscal year. The cash out may be taken up to two times per fiscal year in smaller increments, but may not exceed a total of one hundred twenty (120) hours per fiscal year.

Effective December 1, 2021, for calendar year 2022 (1/1/22) and every year thereafter:

By December 15 (the first year being 2021) of each year, employees may make an irrevocable election to cash out up to 120 hours of vacation, which they can accrue per year which will be earned in the following calendar year at the employee’s base rate of pay. In the following year, the employee can receive the cash for the leave they irrevocably elected to cash out in the first pay period of December.

If an employee’s vacation time off leave balance is less than the amount the employee elected to cash out (in the prior calendar year), the employee will receive cash for the amount of leave the employee has accrued at the time of the cash out. 181 of 470

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97 If an employee makes an irrevocable election to cash out vacation time off in the following calendar year and uses such leave in that subsequent year, the vacation or compensatory time off leave used will come from the leave the employee had earned prior to January 1 of the year the employee has elected to cash out vacation or compensatory time off. This is to ensure that assuming an employee had a vacation leave time off balance prior to January 1, the leave used will not result in a reduction in the amount of leave the employee will be eligible to cash out.

In addition to the above, starting in calendar year 2022, an employee who has an “unforeseen emergency” (defined as an unanticipated emergency that is caused by an event beyond the control of the employee and that would result in severe financial hardship to the employee if early withdrawal were not permitted) shall be entitled to make a request to the Director of Human Resources for a payoff of accrued vacation time off of up to a total of 120 hours.

F. Vacation Cash-Out at Termination / Retirement - RHSP Any unit employee who has completed at least one year of service with the City prior to termination shall be paid at the base hourly rate then being received for the vacation to which the employee would otherwise be entitled and also for vacation days earned by reason of months worked in the current calendar year, provided said vacation days have not been taken at or prior to the date of separation. Unit eEmployees who terminate with less than twenty (20) years of service will have all of their accumulated vacation paid out upon separation. Unit eEmployees who terminate after twenty (20) or more years of service, or retire will have all of their accumulated vacation hours paid into their RHSP account upon their retirement.

Further details on unused accumulated vacation leave and RHSP are set forth in Article Four of this aAgreement.

IV. LEAVE OF ABSENCE - SWEARING-IN CEREMONY - U.S. CITIZENSHIP In recognition of unit employees receiving their United States citizenship, the City proudly recognizes their new citizenship status and eligible employees shall be granted leave of absence with pay to attend the Swearing-In Ceremonies related to the employee’s citizenship.

V. SICK LEAVE
A. Sick Leave Benefit

1. Sick leave is a benefit and not a right and is to be utilized by employees who are unable to work because of an injury or illness, except as provided otherwise in this article.

2. The sick leave benefit should be thought of as an insurance policy; it insures and protects employees from a loss in wages when they are unable to work because of an illness or injury.

3.2. The City considers good attendance to be a very important part of a unit employee's overall performance. Absenteeism creates a hardship on City operations and co- 182 of 470

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98 workers, resulting in work schedule disruptions and added costs. However, the City will not consider sick leave protected as a statutory leave entitlement in evaluating performance or in conjunction with any discipline of an employee.

B. Sick Leave Accumulation Plan

1. Employees shall accrue eight (8) hours sick leave for each major portion of a month (96 hours per year) worked in a calendar year.

2. The maximum sick leave hours which can be accumulated each calendar year shall be ninety-six (96) hours.

3.2. For each month, or more than fifty percent (50%) portion thereof, during which a full time unit employee is compensated on a monthly basis, said unit the employee shall be allowed a sick leave of absence with full pay for eight (8), nine (9), ten (10), or twelve (12) hours, depending upon such employee’s assigned work schedule to be taken only when the employee is unable to work on account of illness or injury, including pregnancy or for eligible family members as addressed below. Said amount of sick leave hours shall be debited in full from the affected employee’s sick leave accrual bank.

4.3. Service time prior to any resignation, retirement, or removal from employment of the City shall not thereafter be considered for any leave accumulation (credits) except in the case of an unit employee reinstated. Unit eEmployees reinstated subsequent to resignation shall have reinstated to their credit any accumulated sick leave hours lost because of such resignation.

5.4. Unit eEmployees re-employed from a lay-off list shall have all previously accrued sick leave credit added to their accumulated sick leave balance.

C. Limitations

1. Sick leave shall not be accrued for time during which anunit employee is on leave of absence from duty without pay.

2. Sick leave shall be approved by management based on the sick leave policies set forth in the Administrative Policy Manual of the City.

3. An unit employee who is unable to work on account of illness or injury shall abide by the sick leave policy and procedure established by the City. The City reserves the right to send an unit employee for examination to verify medical release prior to authorizing the employee to return to work.

4. Any illness or injury extending more than five (5) full working days for anunit employees must be verified by a physician or Employee Health Services.

D. Department Notification

1. Unit eEmployees who are absent from work due to illness or injury shall promptly 183 of 470

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99 notify their supervisor or department head daily of this fact, in advance. Each department may have further requirements regarding the reporting of absences from work due to illness or injury. This may include requiring the employee to provide proof of illness or injury to Employee Health Services, based on the sick leave policies of the City.

2. Management shall exempt employees from these requirements providing the unit employee:
a. is in a medical facility; or
b. has an industrial disability which has been determined to be permanent and stationary by a licensed medical physician and prohibits return to duty; or c. other arrangements, locations, or conditions have been authorized by management.

3. Failure to comply with the requirements of this article shall be grounds for disciplinary action, which could include dismissal from the City.

E. Misuse of Sick Leave
No unit employee shall misuse, feign, and/or misrepresent any illness or injury or deceive any other employee, supervisor, or any representative of the City as to their real condition for the purpose of remaining away from scheduled work assignments. Should this misuse, feigning, or misrepresentation of illness or injury be proven, disciplinary action will be taken, which could include dismissal from the City.

F. Use of Accumulated Sick Leave
In addition to illness or injury, accumulated unused sick leave may be used by an unit employee for:

1. Temporary disability as outlined in this aAgreement.

2. Family care leave as outlined in this aAgreement.

3. Transfer to the employee’s RHSP account as set forth in Article Four.

G. Family Care Leave with Pay - Utilize Sick Leave

1. Definition
Family care leave shall be defined as whenever the unit employee's presence with the family is needed because of illness or medical conditions with their spouse or family.

2. Sick Leave With Pay
a. Unit eEmployees may, upon request, be granted in each calendar year up to a maximum of forty-eight (48) sick leave hours.
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b. Family illness leave and such time taken shall be charged against the unit employee's accumulated sick leave.

3. Facts Justifying Absence
Management must be furnished reasonable evidence of the need for leave.

4. Family
“Family” shall mean spouse, employee's child or parents, or spouse’s child or parents, siblings, grandparents or grandchildren, or spouse’s siblings, grandparents or grandchildren, domestic partner and designated person as defined by State law, or any other relative residing in the same household as employee.

H. Additional Leave Without Pay
Additional leaves of absence without pay on account of illness or injury may be granted in the same manner and for such period of time as is provided in the case of other leaves of absence without pay, as set forth in this article or as provided by the City's Family and Medical Care Leave Policy.

VI. BEREAVEMENT LEAVE
A. Definition
Bereavement leave shall be defined as whenever any unit employee has experienced a death, or critical illness where death appears to be imminent in the immediate family, defined as the spouse, the employee's or employee's spouse's mother or father, stepmother or stepfather, brother or sister, child, grandparents, grandchildren, son-in- law, daughter-in-law, brother-in-law, sister-in-law, "step" relatives as described above, the employee’s registered domestic partner or any other relative of the employee or employee's spouse residing in the same household or who has resided with the employee in the same household for three (3) out of the last five (5) years.

B. Leave With Pay
Such unit employee may be granted bereavement leave with full pay not to exceed a total of three (3) working days per occurrence as approved by department management. This bereavement leave must be used within thirteen (13) months of whenever any employee has experienced a death, or critical illness where death appears to be imminent in the immediate family as defined above.

In addition to the above, employees are entitled to use two additional days of bereavement leave per occurrence. However, that leave is unpaid but the employee has the right to use accumulated vacation or sick leave. In addition, those additional two days are only for the death of an immediate family member and must be used within thirteen (13) months of the family member’s death.
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C. Facts Justifying Absence
The unit employee must submit an approved declaration or other evidence acceptable to department management justifying such absence.

D. Not Applicable if on Sick Leave
Bereavement leave shall not apply to unit employees on sick leave at the time of the incident.

VII. WORKERS' COMPENSATION
A. Workers’ Compensation Leave
Unit eEmployees compelled to be absent from duty because of injury or illness arising out of and in the course of employment shall receive a paid leave of absence not to exceed three hundred twenty (320) hours (8 weeks).

B. Temporary Disability

1. If an unit employee is entitled to receive temporary disability indemnity under Division 4 of the California Labor Code, such unit employee may elect to supplement statutory disability payments with any accumulated sick leave, compensatoryion time and/or vacation leave benefits when added to the temporary disability indemnity will result in a payment equal to full salary and City paid Deferred Compensation.

2. This full salary shall not exceed the employee's base earnings and City paid Deferred Compensation that were in effect as of the date of illness or injury.

3. When an unit employee uses paid leave to augment full salary paid leave benefits, including sick leave, vacation leave, compensatoryion time, holiday leave time, continue to accrue, consistent with these leave policies.

C. Additional Temporary Disability Benefit

1. After an unit employee exhausts all the benefits they are eligible for in Article Five, Sections VII, A and B, and the employee continues to be temporarily disabled, he/shethey shall receive, for a period not to exceed six months, additional compensation which when added to the statutory disability rate results in a payment equal to two-thirds of full base salary and City paid Deferred Compensation for such period.

2. This full salary shall not exceed the employee's base earnings that were in effect as of the date of illness or injury.

3. Unit eEmployees may elect to not use all of their accrued vacation time up to eighty (80) total hours before being eligible for this benefit.

D. Statutory Benefits Follow Additional Benefits
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If an unit employee has exhausted his/hertheir benefits under Article Five, Sections VII. A, B and C, and if the employee is still temporarily or permanently disabled, he/shethey shall receive statutory temporary disability benefits in effect at the date of illness or injury.

E. Outside Employment and Medical Limitations

1. All outside employment must be approved by management pursuant to City and departmental rules and regulations.

2. During convalescence and/or modified work assignment, it shall be expressly forbidden for an unit employee to engage in any outside employment that would interfere with their convalescence.

VIII. JURY DUTY
A. Notification/Summoned
Any unit employee who is summoned to serve on jury duty shall immediately notify their supervisor and provide written evidence of notice or of summons. The employee shall receive their regular salary limited to ten (10) working days annually.

B. Accommodation of Jury Leave
For unit employees assigned to evening or night work shifts, Management shall attempt to accommodate their employee's work schedule while assigned to Jury Duty. Such an accommodation may include being assigned to day shift (Monday through Friday - 6:30 a.m. - 6:30 p.m.). In the event that jury service is performed on the employee’s regular day off, no accommodation shall be made, unless an employee is deprived of a traditional “weekend” break, consisting of at least two consecutive days off.

C. Jury Duty Call-In
Unit eEmployees participating in the juror telephone call-in system shall immediately notify their supervisor of their next-day jury duty obligation when known and make appropriate mutually agreed to work schedule changes.

D. Jury Duty Stand-by
Unit eEmployees placed on jury duty stand-by will immediately notify supervisors of stand- by status so accommodations can be made.

E. Jury Time Extension
This jury time may only be extended if the City receives documentation from the Courtshould a formal request be submitted to the City Manager by the Jury Commissioner.

IX. MILITARY LEAVE
A. Eligibility

1. Military leave of absence with pay shall be granted to permanent unit employees who 187 of 470

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have been employed with the City for one year or more when called to active military duty or active duty training. Such time shall include hourly employment which immediately precedes the employee's appointment to a permanent classification.

2. Unit eEmployees with less than one year shall receive military leave of absence without pay.

3. Military leave with pay shall not be granted to unit employees on weekend assignment or advance party on weekend assignment and inactive duty training.

B. Length of Military Leave with Pay
Eligible unit employees shall be entitled to military leave of absence with pay for the first thirty (30) days of active military duty.

X. OTHER LEAVES - WITHOUT PAY
A. Leave of Absence Without Pay - Up to 7 Days
The Department Head may grant a leave of absence without pay to unit employees for periods up to seven (7) calendar days in any month.

B. Leave of Absence Without Pay - Excess of 7 Days
The Department Head may grant leaves of absence without pay to unit employees in excess of seven (7) calendar days in any month, with the approval of City Manager.

C. Leave of Absence Without Pay - Early Return
Any unit employee granted a leave of absence without pay may, with the approval of the Department Head and the City Manager, return to duty prior to the time fixed for the expiration of such leave.

D. Leave of Absence - Excess of 6 Months
Any unit employee returning to work from any leave of absence in excess of six (6) months shall not be permitted to return to work until completing a physical examination and being released by Employee Health Services and/or Workers’ Compensation, if applicable.

E. Limitations

1. Unit eEmployees shall first utilize all of their accrued vacation, holiday, and compensatory time before a leave of absence without pay is granted, except as approved by department head.

2. Unit eEmployees eligible for unpaid leave under the Family and Medical Care Leave Policy may elect to use such leave concurrent with accrued paid leaves.

XI. VOLUNTARY FURLOUGH
A.The City and Association agree on a voluntary furlough program, which will enable 188 of 470

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salaried unit employees the ability to take pre-scheduled unpaid time off with the approval of the department head and the City Manager. If the request is approved, the following provisions apply:

1. Unit eEmployees participating in the voluntary furlough program shall continue to receive full leave accruals and health benefits.

2. Unit eEmployees participating in the voluntary furlough program shall work a minimum of seventy-five percent (75%) of the month.

3. Voluntary furlough leave may be taken in increments of one hour or more.

4. The voluntary furlough will be coordinated in three (3) month blocks, commencing either the 1 st or 16 th of the month. The furlough may be renewed/extended at the conclusion of the three (3) month period, at the request of the employee and upon approval of management.

5. Unit eEmployees on other leaves without pay (e.g., extended medical leave) during a pay period shall not be eligible for this program. This program is only available to unit employees who are in a paid status the scheduled workday before and after the voluntary furlough.

6. A voluntary furlough day that occurs in conjunction with a City holiday will not affect the unit employee’s right to be paid for that holiday.

7. Overtime will not be paid unless the unit employee actually works in excess of forty (40) hours in the designated work week. Hours worked beyond the employee’s revised (furloughed) work schedule, but less than forty (40) hours in the designated work week shall be paid at straight time.

8. Unit eEmployees participating in the voluntary furlough program shall not be required to exhaust all paid leaves prior to taking voluntary furlough leave.

9. Furlough days will not alter an unit employee’s date of hire, length of service, seniority or step increase advancement.

10. Insofar as PERS retirement service credit is determined by the number of hours worked per year, it is the employee’s responsibility to monitor the effects of the voluntary furlough on future retirement benefits.

11. Participation in the voluntary furlough program shall be subject to the approval of the department head. Consideration for departmental workload, scheduling, coverage, operational necessity and other factors may be used as a basis for approving or denying a request. Voluntary furlough arrangements are subject to review on a regular basis and may be discontinued by either party under exigent circumstances.

XII. ELIGIBLE LEAVE BENEFITS
A. Accrual/Usage of Leave Benefits
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All leave benefits (vacation, holidays, sick leave, bereavement, compensatory time offs or any other leaves) shall be accrued and taken in one-tenth hourly increments based on current benefit accrual rates.

B. Example
An unit employee who works a 12-hour shift work schedule accrues sick leave time at the rate of eight (8) hours per month, and if they take a sick leave day, they shall be debited 12 hours from their sick leave accrual.

C. Leave of Absence - Family and Medical Care Leave
Unit eEmployees requesting unpaid Family and Medical Care Leave will be granted leave pursuant to the City's Family and Medical Care Leave Policy.

D. PAID BONDING LEAVE
Effective the first day of the pay period that includes July 1, 2024, employees will be eligible for up to six (6) weeks of paid bonding leave in the twelve (12) months following the birth of an employee’s child and to care for a newborn, and/or placement of a child with an employee in connection with the adoption or foster care of a child by an employee. Consistent with FMLA/CFRA provisions, bonding leave may be used in a minimum duration of two weeks with at least 30 days’ notice to the City. 190 of 470

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ARTICLE SIX
7-DAY WORK PERIOD – 12-HOUR WORK SCHEDULE

VERDUGO FIRE COMMUNICATIONS CENTER
I. WORK SCHEDULE - FIRE COMMUNICATIONS
This Article describes the work schedule, administration of leave benefits, overtime, meal and rest periods, and other related provisions covering the unit employees in the Verdugo Fire Communications Center, and is in lieu of other such provisions as set forth in this aAgreement.

A. Seven (7) Day Work Period - Beginning/Ending
The seven (7) day work period shall begin on Sunday at 0630 hours and end on the following Sunday at 06299 hours, subject to changes by management, after prior notification, based on operation needs of the Fire Department.

B. Seven (7) Day work Period - Fixed and Regularly Recurring The work period shall be a fixed and regularly recurring period of one hundred sixty-eight (168) consecutive hours consisting of seven (7) consecutive 24-hour periods.

C. Forty-Two (42) Hour Work Week Schedule

1. Rotating Schedule
Fire Communications Operators, Senior Fire Communications Operators and Fire Communication Shift Supervisors assigned to work the rotating forty-two (42) hour work week schedule shall work a rotation consisting of two (2) consecutive day shifts (0630-1830) with 24 hours off, and two (2) consecutive night shifts (1830-0630) with four days off.

2. Non-Rotating Schedule
Fire Communications Operators, Senior Fire Communications Operators and Fire Communication Shift Supervisors assigned to work the non-rotating forty-two (42) hour work week schedule may work four (4) consecutive day shifts such as, but not limited to 0630-1830, with four (4) days off or three (3) consecutive day shifts such as, but not limited to 0630-1830 one (1) work week with four (4) days off and four (4) consecutive day shifts such as, but not limited to 0630-1830 the following work week with three (3) days off.

3. Eight (8) Week Period
This work schedule over an eight (8) week period equals four (4) thirty-six (36) hour 191 of 470

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weeks and four (4) forty-eight (48) hour weeks.

D. Forty (40) Hour Work Week Schedule
Those Fire Communications Operators, Senior Fire Communications Operators and Fire Communication Shift Supervisors not assigned to work the forty-two (42) hour work week schedule may be assigned to a forty; (40) hour work week schedule either five (5) days, eight (8) hours per day or four (4) days, ten (10) hours per day in any seven (7) consecutive day work period. The scheduled days and times of the forty (40) hour work schedule are subject to change by management, after prior notification, based on operational needs of the Fire Department.

II. OVERTIME
A. Forty-eight (48) Hour Work Week

1. A unit employee assigned to work the four (4) day cycle (48-hour work week) shall be compensated at one and one-half (1-1/2) times their regular rate of pay for all hours worked in excess of forty-eight (48) hours within the seven (7) day work period.

2. The eight (8) hours worked beyond forty (40) hours in the forty-eight (48) hour work week shall be compensated at straight time and included in the employee’s base salary.

B. Thirty-six (36) Hour Work Week

1. A unit employee assigned to work the three (3) day cycle (36-hour work week) shall be compensated at straight time at their regular rate of pay for all hours worked up to a total of forty (40) hours worked in that seven (7) day work period.

2.1. All hours worked in excess of forty (40) in the definedat seven (7) day work period shall be considered overtime and be compensated at time and one half (1-1/2) their regular rate of pay.

C. Additional Compensation In-Lieu of Guaranteed Overtime Effective July 1, 1996, unit employees in the classification of Fire Communications Operator (42-hour week), Senior Fire Communications Operator and Fire Communications Shift Supervisor will receive a one-time base salary increase equivalent to the amount of compensation previously earned as guaranteed overtime. The former “guaranteed overtime” provision referred to the time worked in excess of forty hours (40) hours in the four (4) day (48-hour work week), which amounted to eight (8) hours per week, or sixteen (16) hours per month. For purposes of this agreement, this eight (8) hours worked above forty (40) during the forty-eight (48) hour work week will no longer be considered overtime, and shall be compensated at straight time. 192 of 470

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D.B. More Than Twelve (12) Hours Worked in Day
Unit eEmployees working the four (4) day on, four (4) day off – twelve (12) hour work schedule shall be paid at one and one-half (1 1/2) times the employee's regular rate of pay for all hours worked in excess of twelve (12) hours in a work day.

III. SALARY ADJUSTMENT
A. Salary Inequity Adjustment - Fire Communications Operator It is understood that the classification of Fire Communications Operator received a four percent (4.0%) salary inequity adjustment effective July 1, 1996.

B. Salary Increase In-Lieu of Guaranteed Overtime

1. It is understood by the City and the Association that effective July 1, 1996 unit employees in the classification of Fire Communications Operator (42-hour week), Senior Fire Communications Operator and Fire Communications Shift Supervisor received a one-time base salary increase equivalent to the amount of compensation previously earned as guaranteed overtime.

2. This former “guaranteed overtime” provision referred to the time worked in excess of 40 hours in the four (4) day (48-hour work week), which amounted to eight (8) hours per week, or sixteen (16) hours per month.

3. For purposes of this agreement, this eight (8) hours worked above forty (40) during the forty-eight (48) hour work week will no longer be considered overtime, and shall be compensated at straight time.

4. This salary adjustment in-lieu of guaranteed overtime shall be added to the salary range of the Fire Communications Operator after the salary inequity adjustment of four percent (4.0%) has been applied, as set forth in Article Six, Section A above.

IV.III. HOLIDAYS
A. Holiday Leave Hours
Unit eEmployees working in Fire Communications are eligible for one hundred and twenty four fifteen (12415) holiday leave hours per calendar year.

B. Eligibility
This holiday time shall be granted as follows:

1. Holiday-in-Lieu Pay
Fire Communications Operators shall be paid eighty-two (82) hours annually at 193 of 470

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straight time at the employee's regular rate of pay prorated per calendar month, in lieu of holiday time off.

2. Floating Holiday Leave
Forty-twoThirty-three (4233) hours annually shall be granted as floating holidays.

3. Total Holiday Leave
Total Holiday Leave time including holiday in lieu pay and floating holiday leave shall not exceed one hundred and twenty-fourfifteen (12415) hours. a. Ten (10) Hour Employees
For ten hour (10) employees, three (3) eight hour floating holidays are granted to provide two ten (10) hour days with a balance of four (4) hours, which shall be taken in increments of two ten (10) hour holidays and one four (4) hour segment to be taken by itself or combined with vacation time to constitute one ten (10) hour day.
b. Eight (8) Hour Employees
For eight (8) hour employees, three (3) eight-hour holidays are granted.

C. Approval of Floating Holidays

1. Floating holidays shall be approved at such time as is mutually agreeable to the employee and Fire Management. All other provisions of the MOUemorandum of Understanding on floating holidays shall continue to govern.

2. All other provisions of this MOUagreement on floating holidays shall continue to be granted to Fire Communication Operators.

V.IV. TRADES
Maximum Two (2) Trades Per Month
Qualified unit employees may request to initiate a maximum of two (2) trades per month with another qualified unit employee. This request shall be made to Fire Management, who shall have the authority to approve or deny trades based on operational necessity or staffing needs of the Fire Communication Center.

A. Trades Repaid
Trades must be repaid within a one (1) calendar year period from the date the trade was executed. Each (8) trade and payback is the sole responsibility of the affected employees.

The City and Fire Management are not responsible or liable for any non-payback trades. 194 of 470

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B. Limitations

1. Trades can only be made between the unit employees who work the same hourly schedule: Twelve (12) hour with twelve (12) hour unit employee; Ten (10) hour with ten (10) hour unit employee; eight (8) hour with eight (8) hour unit employee.

2. Trades can only be made between unit employees who share the same classification series, unless approved by management.

VI.V. COMPENSATORY TIME – REQUEST TO USE COMP TIME
A. Requests to use Comp Time
Requests for the use of compensatory time shall be made to Fire Management. , Employees are required to provide reasonable notice. If reasonable notice is provided, Fire Management who shall shall grant the request unless the request would be unduly disrupt to operational needshave the authority to approve or deny its use based on operational consideration and the needs of the Center.

VII.VI. LEAVE BENEFIT – TWELVE (12) HOUR SHIFT WORK SCHEDULE A. Accrual/Usage of Leave Benefits
All leave benefits, sick, vacation, holiday, bereavement, or any other leaves, shall be accrued and taken in 10th of an hour increments based on current benefit accrual rates as for all other unit employees.

B. Example
An unit employee accrues sick leave time at the rate of eight (8) hours per month, and if they take a sick leave day, they shall be debited twelve (12) hours from their sick leave accrual.

VIII.VII. BENEFIT ELIGIBILITY
A.Unless modified, limited or excluded by this aAgreement, including Article Six, Fire Communications Shift Supervisors, Senior Fire Communication Operators and Fire Communication Operators are eligible for the same benefits as other unit employees.

B.All items covered in this Article apply only for Fire Communications Shift Supervisors, Senior Fire Communication Operators and Fire Communication Operators and any other benefits that are included in this agreement (MOU) that relate to items in this Article shall not apply to these unit employees.

IX.VIII. CHANGES AND MODIFICATIONS TO SCHEDULE
It is understood that management reserves the right to change and/or modify work hours, work schedules and assignments, subject to the terms and conditions of this Agreement. 195 of 470

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ARTICLE SEVEN

WORKING CONDITIONS
I. ALCOHOL AND SUBSTANCE ABUSE
A. Mutual Agreement
City and Association agree to mutually work together for the prevention of alcohol and substance abuse in the workplace for the benefit of the employees, City, and its citizens.

B. Determent, Detection and Treatment
The City and Association also will work together to support the City programs, policies, and procedures currently implemented to deter, detect and treat the problems of alcohol and substance abuse in the workplace, provided that such programs are consistent with the law. Such policies, programs, and procedures include but are not limited to the City's Employee Assistance Program, Medical Standards, Drug and Alcohol Educational and Training Programs, Policy of Consumption of Alcoholic Beverages and Illegal or Controlled Substances, Drug and Alcohol Screening for pre-placement candidates, safety sensitive promotional candidates, employee renewal of Class "A" and "B" Driver's licenses, and reasonable suspicion of employees under the influence on work time.

C. Support of EAP
The City and Association agree to encourage and support the rehabilitation of employees with alcohol and substance abuse problems through the constructive use of the Employee Assistance Program.

D. EAP Counseling
It is understood Voluntary EAP counseling sessions are confidential. Records kept under the Mandatory EAP Rehabilitation program shall be available only to those persons who administer the program or monitor and/or manage employees participating in the program.

II. TEMPORARY MODIFIED WORK PROGRAM
A. Eligibility
The City has a Temporary Modified Work Program for temporarily disabled and convalescing unit employees. Any unit employee who is temporarily incapable of performing his/hertheir normal assigned duties because of an illness or injury may request assignment or be required by City management to participate in the temporary modified work program. The decision as to whether to offer temporary modified duty is up to the discretion of the City.
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B. Application and Acceptance
Application for the program shall be in writing by the unit employee when consideration is requested for the work program and by written direction when management requires the employee to participate. City management shall make a determination of admission to the program based upon such factors as:

1. The attending physician's release to temporary modified work program;

2. Availability of City-wide work stations suitable to accommodate the employee's specific limitations; and

3. The employee's ability to perform satisfactorily in a selected temporary assignment.

C. Outside Employment
During convalescence and/or modified work assignment, it shall be expressly forbidden for the employee to engage in any outside employment that would interfere with their convalescence.

D. Final Decision
The department head shall make the final decision based upon stated criteria, and the affected unit employee shall be notified in writing.

III. INTERACTIVE PROCESS
An employee who is disabled will be able to participate in the good faith interactive process so that the City can assess whether a reasonable accommodation can be provided for the employee’s disability. The good faith interactive process consists of a meeting or meetings with the employee and City representatives to compare the employee’s work restrictions to the essential functions of the employee’s job. The parties will engage in a dialogue so that the City can assess whether reasonable accommodation is possible. The employee shall be made aware of their right to representation.

IV. PERSONAL APPEARANCE/DRESS STANDARDS
The City reserves the right to establish and/or modify personal appearance standards for City employees.
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ARTICLE EIGHT

GRIEVANCE PROCEDURE
I. CITY'S GRIEVANCE PROCEDURE - REPRINTING
Unit eEmployees or the Association who choose to resolve a dispute relating to work related matters may utilize the City's grievance procedure, provided that the subject matter of that grievance falls within the definition of a grievance, provided in the following section. The City's Grievance Procedure is reprinted from the City's Employer-Employee Relations Ordinance here solely for the convenience of unit employees and management.

II. GRIEVANCES
A. Definition
A grievance is any dispute concerning the interpretation or application of this MOUemorandum of Understanding or of rules or regulations governing personnel practices or working conditions.

B. Grievance - Informal - Verbal
When an employee or the Association believes feels he/shethey haves a grievance as defined, been unfairly treated or does not agree with his/her supervisor on policy interpretation, he/she the employee or the Association may initiate formal action to secure review of the grievance by top management. Such action should be used, however, only after informal appeal through discussion with the immediate supervisor (or if filed by the Association, the Chief Human Resources Officer) has not been successful.

It is the spirit and intent of this procedure that all grievances be settled quickly and fairly, without any subsequent discrimination against employees who may seek to adjust a grievance, real or imagined. In addition to the above, if an employee feels they have been unfairly treated or does not agree with their supervisor on policy interpretation not covered in Section A above, they may file an informal grievance directly with the Human Resources Department. The Chief Human Resources Officer or their designee shall hold a meeting with the employee and/or their Association representative to try and resolve the informal grievance in a manner which is acceptable. However, if the grievance is not satisfactorily resolved, this informal grievance cannot be moved to a formal written grievance as outlined below.

C. Grievance - Formal - Written
If the informal answer given by the employee's supervisor is not satisfactory, the employee may appeal his/hertheir grievance in the following manner:

1. Step I - Supervisor
Within fourteen (14) calendar days following the occurrence of the alleged grievance, 198 of 470

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the employee will present his/hertheir views to his/hertheir supervisor (if filed by the Association, it will be presented to the applicable supervisor or moved directly to Step II) on a grievance form, in duplicate, obtainable from Human Resources. The supervisor will, within seven (7) calendar days, enter his/hertheir decision and the reasons for it and return it to the employee. If the employee is not satisfied with the answer given, he/shethey may appeal as follows:

2. Step II - Department Head
Within seven (7) calendar days of receipt of the supervisor's answer, the employee will forward the grievance to his/hertheir department head. The department head will, within seven (7) calendar days, enter his/hertheir decision, the reasons for it and return it to the grievant. If the employee is not satisfied with the decision, he/shethey may appeal as follows:

3. Step III - City Manager
Within seven (7) calendar days of receipt of the department head's answer, the employee will forward the grievance to the City Manager. The City Manager will, within seven (7) calendar days, enter his/hertheir decision, the reasons for it and return it to the employee. The decision of the City Manager is final and binding on all parties.

D. General

1. Time Limits
If the time limit at any step should elapse, the decision rendered at the previous step will be understood to have been accepted. For example, if an employee does not forward a Step I decision to Step II within seven (7) calendar days, it is understood that he/shethey haves accepted the Step I decision and the matter is closed. Time limits may be extended by mutual consent.

2. Grievance Settled - Form Distribution
When a grievance is settled, the employee will keep the duplicate of the form and the original will be placed in the grievance file in Human Resources.

3. Representation
An employee utilizing this procedure may be represented or assisted by, not to exceed three, authorized representatives in the preparation, presentation and hearing of a grievance. The supervisor, department head and City Manager may also be accompanied by other persons in conferences or hearings. Witnesses may be called and questioned by both parties.

4. Time of Hearings
All grievances will be heard during working hours if practicable. Aggrieved employees, 199 of 470

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their representatives, and all witnesses will be given reasonable time off without loss of pay, vacation or other time credits for the purpose of presenting grievances.

5. Grievances- Non-Appealable to Civil Service Commission The grievance procedure is not intended as a means of appealing actions under the jurisdiction of the Civil Service Commission.
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ARTICLE NINE

GENERAL PROVISIONS
I. WAIVER PROVISION ON BARGAINING DURING TERM AGREEMENT Except as may be specifically provided for in this Agreement, or by mutual agreement in writing during the effective dates of this document, the Association hereby agrees not to seek to negotiate or bargain with respect to any matters pertaining to rates, wages, hours, and terms and conditions of employment covered by this MOUemorandum of Understanding.

II. EMERGENCY WAIVER PROVISIONS
In the event of circumstances beyond the control of the City, such as acts of God, fire, flood, insurrection, civil disorder, national emergency, or similar circumstances as determined by management, the provisions of this MOUemorandum of Understanding which restrict the City's ability to respond to these emergencies shall be suspended for the duration of such emergency.

After the emergency is over, the Association shall have the right to meet with the City regarding the impact on employees of the suspension of these provisions in this MOUemorandum of Understanding.

III. SEVERABILITY PROVISION
A. MOU Remains in Full Force and Effect
Should any article, section, subsection, subdivision, sentence, clause, phrase or provision of this MOUemorandum of Understanding be found to be inoperative, void, or invalid by a court of competent jurisdiction, all other provisions of this MOUemorandum of Understanding shall remain in full force and effect for the duration of this MOUemorandum of Understanding.

B. Successor Provision
In the event any provision shall have been found to be inoperative, void or invalid as aforementioned, the City and the Association shall, upon the request of either party, meet and confer in an effort to agree upon a successor provision.

IV. PROVISIONS OF MOUEMORANDUM OF UNDERSTANDING
A. Sole and Entire Description of MOUemorandum of Understanding The provisions of this MOUemorandum of Understanding shall supersede all prior agreements and Memoranda of Understanding, oral or written, expressed or implied, between the parties, and shall govern the entire relationship of any and all rights or claims which may be asserted hereunder or otherwise. This MOUemorandum of Understanding is not intended to cover any matters preempted by Federal or State law or City Charter.

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1. It is understood and agreed that there exist within the City, in written form, Civil Service and Departmental Rules and Regulations.

2. Except as specifically modified by this Memorandum of Understanding (MOU), these rules and regulations and any subsequent amendments thereto, shall be in full force and effect.

3. Before any new or subsequent amendments to these Civil Service and/or departmental rules and regulations which, directly affect wages, or significantly alter hours, and terms and conditions of employment, are implemented, the City shall meet and confer with the Association regarding such changes.

4. Nothing provided herein shall prevent the City from implementing such rules and regulations provided it has met with the Association as required.

V. AMENDMENTS TO MOUEMORANDUM OF UNDERSTANDING
The provisions of this Memorandum of Understanding can be amended, supplemented, rescinded or otherwise altered only by mutual agreement in writing, hereafter signed by the designated representatives of the City and the Association.

VI. RESOLUTION OF IMPASSE
Should impasse be reached regarding the negotiation of a successor Agreement to this Agreement, the City and Association shall meet and confer to establish an impasse procedure to resolve the disagreement the City and the Association shall follow the impasse procedures as outlined in current State law. If, within five (5) days of the declaration of impasse the parties mutually agree to mediation, they shall participate in a mediation with an agreed upon mediator or one selected by the State Mediation and Conciliation Service which is part of the Public Employment Relations Board.

VII. TERM OF MEMORANDUM OF UNDERSTANDING
The term of this Memorandum of Understanding shall be for the period of three years commencing on July 1, 20241, and terminating after June 30, 20274.

VIII. RATIFICATION AND IMPLEMENTATION
A. Acknowledgment
The City and Association acknowledge that this MOUemorandum of Understanding shall not be in full force and effect until ratified by those Association members voting who are in classifications represented by the Association set forth in this Agreement and adopted in the form of a resolution by the City Council.

B. Mutual Recommendation
This Agreement constitutes a mutual recommendation by the parties hereto, to the City Council, that one or more ordinances and/or resolutions be adopted accepting its 202 of 470

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provisions and effecting the changes enumerated herein relating to wages, hours, fringe benefits, and other terms and conditions of employment for unit employees represented by the Association.

C. Ratification
Subject to the foregoing, this Memorandum of Understanding is hereby ratified by the authorized representatives of the City and Association and entered into on this 14thday of September 2021.
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APPENDIX "A"

CITY OF GLENDALE

GENERAL SERVICE CLASSIFICATIONS
A. DESIGNATED CLASSIFICATIONS
The following are the City of Glendale's general service classifications:

Accountant I
Accountant II
Accounting Services Specialist
Accounting Technician
Accounts Payable Technician I
Accounts Payable Technician II
Accounts Payable Technician III
Administrative Assistant
Administrative Associate
Administrative Specialist I/CDD
Administrative Specialist II/CDD
Arborist Crew Supervisor
Arborist Technician
Assistant Code Compliance Inspector
Assistant Construction Inspector
Assistant Engineering Technician
Assistant Environmental Technician
Assistant IT Applications Specialist
Assistant Parking Manager
Assistant Permit Services Technician
Assistant Programmer Analyst
Assistant Project Manager
Associate Code Compliance Inspector
Associate Permit Services Technician
Benefits Assistant
Benefits Technician
Billing & Collections Specialist
Billing & Collections Technician
Budget Assistant
Broadcast Production Assistant
Broadcast Production Associate
Building Code Specialist I
Building Code Specialist II
Building Code Specialist III
Building Inspector
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Building Repair Crew Supervisor
Building Repairer
Business Account Representative
Business Transformation Associate
Buyer I
Buyer II
Carpenter
Case Worker I
Cement Worker Finisher
Civil Engineer I
Civil Engineering Assistant
Civil Engineering Associate
Code Compliance Inspector
Collections Specialist
Community Beautification Coordinator
Community Outreach Assistant
Community Outreach Associate
Community Service Officer
Community Services Coordinator
Community Services Specialist
Construction Inspector
Criminalist Technician
Criminalist I
Criminalist II
Custodial Worker
Customer Service Assistant
Customer Service Field Technician
Customer Service Library Representative
Customer Service Representative
Customer Service Utility Representative
Data Entry Operator
Departmental Budget Specialist
DNA Specialist
Duplicating Machine Operator
Duplicating Shop Operator
Economic Development Administrative Assistant
Electrical Engineer I
Electrical Engineering Assistant
Electrical Engineering Associate
Electrical Inspector
Electrical Mechanic
Electrical Mechanic Supervisor I
Electrical Service Planner
Electrician
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Engineering Aide
Engineering Project Specialist
Engineering Technician
Environmental Inspector
Environmental Technician
Environmental Waste
Coodinator
Environmental Waste
Technician
Equipment Mechanic Helper
Equipment Mechanic I
Equipment Mechanic II
Equipment Operator I
Equipment Operator II
Equipment Painter & Body Repairer
Equipment Service Worker
Equipment Welder
Executive Secretary
Executive Secretary (Steno)
Fire Communications Operator
Fire Communications Shift Supervisor
Fire Prevention Inspector
Fire Protection Engineer I
Fire Protection Engineering Assistant
Fire Protection Engineering Associate
Fire Protection Specialist I
Fire/Environmental Specialist
Forensic Specialist
Gardener
Graphics Illustrator
Groundskeeper I
Groundskeeper II
Hazardous Materials Specialist
Heavy Equipment Mechanic
Helicopter Mechanic
Housing Advisor
Housing Assistant
Housing Associate
Housing Programs Assistant
Housing Programs Specialist
Housing Technician
Human Resources Certification Specialist
Human Resources Technician
HVAC Control Technician
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HVAC Inspector
HVAC Mechanic
Information Services Associate
Inspector I
Inspector II
Instrument Technician
Insurance Services Technician
Integrated Waste Truck Operator
Integrated Waste Worker
Internal Audit Associate
Irrigation Technician
IT Applications Specialist
Laborer
Legal Executive Secretary
Legal Secretary
Legal Systems Associate
Librarian
Librarian Specialist
Library Assistant
Library Technician
License Investigator
Literacy Services Coordinator
Machinist
Mail Services Specialist
Maintenance Worker
Mechanical Engineer I
Mechanical Engineering Assistant
Mechanical Engineering Associate
Meter Reader
Motion Graphics Designer
Motor Sweeper Operator
Neighborhood Services Field Representative
Neighborhood Services Field Technician
Neighborhood Services Inspector
Network Specialist
Network Specialist Assistant
Office Operations Supervisor
Office Services Secretary
Office Services Secretary (Steno)
Office Services Specialist I
Office Services Specialist II
Office Specialist I
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Office Specialist II
Painter
Park Maintenance Supervisor
Park Operations Supervisor
Parking Assistant
Parking Meter Collector/Repairer
Parking Services Supervisor
Payroll Specialist I
PC Specialist
PC Specialist Assistant
Permit Services Technician
Permit Specialist/Filming
Pesticide Applicator
Plan Check Supervisor
Plan Checker
Planning Assistant
Planning Associate
Plumber
Plumbing Inspector
Police Budget & Property Supervisor
Police Chief’s Adjutant Assistant
Police Communications Operator
Police Communications Operator Trainee
Police Communications Shift Supervisor
Police Custody Officer
Police Custody Shift Supervisor
Police Parking Enforcement Supervisor
Police Property Supervisor
Police Records Shift Supervisor
Police Records Specialist
Police Services Assistant
Police Services Officer
Police Services Supervisor/Parking Enforcement
Police Support Services Specialist
Power Scheduler
Power Systems Associate
Principal Accounting Technician
Principal Engineering Technician
Principal Instrument Technician
Production Artist
Program Coordinator
Program Specialist
Programmer Analyst
Public Education Coordinator
Public Safety Business Assistant I
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Public Safety Business Assistant II
Public Safety Business Assistant III
Public Works Assistant
Public Works Associate
Real Property Agent
Recreation & Community Services Coordinator
Resource Efficiency Advisor
Revenue Associate
Revenue Protection Coordinator
Safety Technician
Secretary to City Clerk
Secretary to City Clerk (Steno)
Senior Accounting Services Specialist
Senior Accounting Technician
Senior Administrative Specialist/CDD
Senior Benefits Specialist
Senior Billing & Collections Specialist
Senior Building Inspector
Senior Building Repairer
Senior Buyer
Senior Cement Worker
Finisher
Senior Construction Inspector
Senior Custodial Worker
Senior Customer Service Field Technician
Senior Customer Service Library Representative
Senior Customer Service Representative
Senior Customer Service Utility Representative
Senior Data Entry Operator
Senior DNA Specialist
Senior Electrical Service Planner
Senior Engineering Technician
Senior Environmental Technician
Senior Environmental Waste
Technician
Senior Equipment Mechanic
Senior Equipment Operator
Senior Fire Communications Operator
Senior Fire Prevention Inspector
Senior Fire/Environmental Specialist
Senior Forensic Specialist
Senior Gardener
Senior Groundskeeper
Senior Housing Program Specialist
Senior Human Resources Certification Specialist
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Senior Human Resources Technician
Senior Information Services Associate
Senior Instrument Technician
Senior Integrated Waste Truck Operator
Senior Irrigation Technician
Senior IT Applications Specialist
Senior Meter Reader
Senior Neighborhood Services Inspector
Senior Network Specialist
Senior Office Services Specialist
Senior Office Specialist
Senior Parking Meter Collector/Repairer
Senior PC Specialist
Senior Permit Services Technician
Senior Storekeeper
Senior Survey Technician
Senior Telecommunications Technician
Senior Traffic Painter
Senior Tree Trimmer
Senior Utility Locater
Senior Wastewater Maintenance Worker
Senior Wastewater Technician
Senior Wireless System Technician
Senior Workers’ Compensation Technician
Sign Painter
Storekeeper
Stores Clerk
Street Crew Supervisor
Street Maintenance Worker
Survey Party Chief
Survey Party Chief (Licensed)
Survey Technician
Systems Specialist
Technical Staff Assistant
Technical Staff Associate
Telecommunications Technician
Traffic Crew Supervisor
Traffic Engineer I
Traffic Engineering Assistant
Traffic Engineering Associate
Traffic Painter
Transit Assistant
Transit Associate
Transit Field Inspector
Treasury & Investment Operations Specialist
Treasury & Investment Operations Technician
Treasury Services Technician I
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Treasury Services Technician II
Tree Trimmer
Utility Construction Inspector
Utility Locator
Wastewater Maintenance Crew Supervisor
Wastewater Maintenance Trainee
Wastewater Maintenance Worker
Wireless System Technician
Wireless Systems Technologist
Workers Comp. Adjuster I
Workers Compensation Technician
Yard Attendant
Youth Outreach Service Worker
Youth Services Coordinator
Youth Services Financial Coordinator
Youth Services Specialist
B. CONFIDENTIAL EMPLOYEE RELATIONS CLASSIFICATIONS/POSITIONS The following general service classifications/positions designated as confidential for employee relations purposes per the City's Employer-Employee Relations Ordinance.

Administrative Assistant – Human Resources
Administrative Assistant/Benefits – Human Resources
Administrative Associate – Human Resources
Assistant to City Council
Budget Associate
Executive Secretary (Steno) - Finance & Administrative Services Department Executive Secretary - City Manager’s Office
Executive Secretary (Steno) - Human Resources
Human Resources Assistant
Human Resources Associate
Office Operations Supervisor - Human Resources
Office Services Secretary - City Manager’s Office
Payroll Specialist II
Payroll Specialist III
Senior Accounting Technician (Payroll Assignment) - Finance & Administrative Services Department
Senior Assistant to City Council
Senior Office Services Specialist - (Benefits) - Human Resources 212 of 470

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C. DESIGNATING CONFIDENTIAL CLASSIFICATIONS/POSITIONS
In addition, to the classifications/positions listed in "B" above, other positions within certain classifications may later be designated as Employee Relations confidential per the City's Employer-Employee Relations Ordinance should finding be made their positions are confidential for employee relations purposes.
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APPENDIX "B"

MOU AMENDMENT

BETWEEN

THE CITY OF GLENDALE
AND

THE GLENDALE CITY EMPLOYEES ASSOCIATION (GCEA)

REGARDING FLEXIBLE WORK SCHEDULES
This MOU between the City Manager on behalf of the City of Glendale (hereinafter referred to as the “City”) and by representatives of the Glendale City Employees Association (“GCEA or the “Association”) pursuant to Government Code 3500, as amended, et seq. hereby satisfies the City’s duty to meet and confer with the Association regarding work schedules for employees represented by GCEA.

Spirit of the Agreement
It is the spirit and intent of this agreement to recognize and fulfill our collective responsibility in the City of Glendale for providing excellent service to the citizens of our community. Further we are committed to the stewardship of environmental resources necessary for promoting a lasting legacy of health, welfare, and the future well-being of our community and the region.

Flexible Work Schedules
The successful implementation of flexible work schedules requires the cooperative and collaborative efforts of the City and the GCEA. Department Heads and GCEA members agree to work within committee structures, by Department, to develop work schedules that provide appropriate staffing levels, as determined by each Department Head, while providing flexibility in work schedules, where reasonably possible, for GCEA members. Approval of flex schedules shall not be unreasonably withheld, and will be based on the following understandings/guidelines:
1) The GCEA and the City reaffirm the provisions of the current MOU between the City and GCEA, which provides for flexible work schedules (5/40, 9/80, 4/10 and other minor variations of these) upon implementation of changes to have City facilities open five (5) days per week. Under no circumstances shall the provisions of this amendment be construed as an intention by the parties to reinstate a mandatory 5/40 work schedule on a widespread basis within the City. 2) The GCEA and the City acknowledge that current MOU provisions permit Department Heads of the City to modify work schedules to meet service needs. If City facilities are open five (5) days per week:
(a) there may be increased opportunities for employees represented by GCEA to change from their current work schedule to a work schedule more desirable for the employee, and 214 of 470

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(b) there is no expectation or intent on the part of the City to reduce the number of employees currently working a 4/10, 9/80 or other variation of work schedules unless desired by the employee and consistent with maintaining services to the public, and (c) decisions to modify current work schedules will be based on a balance of the following factors/goals:
➢Employee requests and desires including accommodations for childcare obligations.
➢Maximizing customer services
➢Compliance with Rule 2022 of the South Coast Air Quality Management District including a strong effort to preserve existing carpool, rideshare and other trip reduction arrangements.
➢Minimizing the impact on departmental operations
3) While option 3 (current 9/80 schedule with roughly half of employees scheduled to work each Friday) of the 11/18/03 staff report was determined to best balance the above factors/goals, modifications of option 3 may be just as effective in balancing these goals. Following is a list of all of the Compressed Work Week (CWW) options from the 11/18/03 staff report:
1) Existing 9/80 CWW – City closed every other Friday
2) 9/80 CWW – Percentage of Employees off on Monday and Friday of the same week 3) 9/80 CWW – Percentage of Employees off every Friday
4) 9/80 CWW – Percentage of Employees off each day during the same week 5) 4/40 CWW – Percentage of Employees off on Monday and Friday of each week 6) 5/40 – Discontinue CWW
Term of Agreement
This MOU amendment shall become effective on March 15, 2004 and shall remain in effect until superseded by a new agreement approved by both the GCEA and the City of Glendale.

Ratification
The City and Association acknowledge that this MOU amendment, which has been ratified by the GCEA membership, shall not be in full force and effect until adopted by the City Council.

This MOU amendment constitutes a mutual recommendation by the parties hereto, to the City Council, that one or more ordinances and /or resolutions be adopted accepting its provisions and affecting the changes enumerated herein relating to wages, hours, fringe benefits and other terms and conditions of employment for unit employees represented by the GCEA.
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INDEX
A
Accrual/Usage of Leave Benefits 103 Acting Assignment 27
Activities Not Considered Work Time 33
Additional Retirement Benefits 29
Agreement to Meet Regarding Service Delivery
Assessment Policy 7
Air Quality Management District (AQMD) Regulations 79
Alcohol and Substance Abuse 104
Amendments to Memorandum of Understanding 110
Appendix "A" - General Service Classifications 112
Appendix "B" - Flexible Work Schedules 121
Article Eight – Grievance Procedure 106
Article Five – Leave Policy 80
Article Four – Fringe Benefits 52
Article Nine – General Provisions 109
Article One – Parties to Memorandum of Understanding 1
Article Seven – Working Conditions 104
Article Six - Verdugo Fire Communications Center 99
Article Three – Work Periods, Schedules and Overtime 32 Article Two – Salaries and Compensation 9
Assignment Pay
Acting Assignment 27
Police – Prisoner Search Assignment 26
Fire Communications Operators - Leadworker 26
Limitation On Extra Pay Assignments 28
One-Person Refuse Truck 11
Police Communications 21
Police Custody 21
Police Criminalist/Forensic / DNA Lab Assignment Pay21
Property & Police Records 22
Public Works/Integrated Waste Management Division -
Commercial Refuse/Public Works 12
Public Works/Integrated Waste Truck Mechanical
Maintenance 12
Association and Employee Rights 2
Association and Employee Rights and Responsibilities 2
Payroll Deduction 2
Association Office Space 4
Leave with Pay 93
Bi-Monthly Meeting - City-GCEA 8
Breaks - Rest Periods 35
C
Call-Back Overtime 43
Certification of Representative (GCEA) - Bonafide Under FLSA 1
City’s Grievance Procedure - Reprinting 106
Civil Service and Departmental Rules and Regulations 110 Classifications Recognized 1
Commitment to Equal Employment Opportunity/Valuing
Diversity 2
Comp Time in Lieu of Payment 43
Compensation
Acting Assignment 27
Police – Prisoner Search Assignment 26
Fire Communications Operators - Leadworker
Assignment 26
Gain Share 9
One-Person Refuse Truck Assignment 11
Police Communications Assignment Pay 21
Police Custody Assignment Pay 21
Police Criminalist/Forensic / DNA Lab Assignment 21 Property & Police Records Assignment Pay 22
Public Works/Integrated Waste Management Division -
Commercial Refuse Assignment Pay 12
Public Works/Integrated Waste Truck Mechanical
Maintenance Assignment 12
Senior Community Service Officer Program 18
Confidential Employee Relations Classifications/Positions Designation of 119
Contract Bar to Rival Organization 2
Court Stand-By "On-Call" Time Assignment 48
Court Time 42
Court Time - "Go Subpoena 45
CSO or Police Communications Operator
Records/Jail/General Parking Assignment Requirements
19 Association Release Time - Meeting and Conferring 3
Association Representation Responsibilities 3
Association Responsibilities 8
Authority of Third Party Neutral 7
B
Base Salary 11
Bereavement Leave 93
D
Daylight Savings Work Schedules 39
Deferred Compensation 9
457 Deferred Compensation Program 9
Salary Comparisons 10
Dental Insurance 60
Dental Carrier 60
Dental Plan Enrollment Limitations 60
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Premium Increases 60
Retired Employees 61
Designating Confidential Classifications/Positions,
Designating 120
Direct Deposit 3
DMV Licensing Reimbursement Policy 77
Program 23
Compensation 23
Fringe Benefits 52
Fringe Benefits Administration Provision 52
Does Not Meet Standards Evaluation 10
Driver's License Requirements 79
E
Educational Reimbursement 73
Effective Date of Step Increases and Extra Compensation 11 Emergency Overtime Requirement 51
Emergency Waiver Provisions 109
Employee Assistance Program (EAP)
Counseling 104
Support of 104
Employee Driver's License Requirements 79
Vehicle Code Violations 79
Employee PERS Contribution Rates 29
Employee Termination 8
Employer PERS Contribution Rates 29
Exclusions 1
Extra Pay/Compensation 11
F
Family and Medical Care Leave 98
Favored Nations Clause 31
Fire Communications Center 99
Benefit Eligibility 103
Changes and Modifications to Schedule 103
Compensatory Time – Request to Use Comp Time 103
Holidays 101 Approval of Floating Holidays 102 Floating Holiday Leave 102 In-Lieu Pay 101 Leave Benefit – 12 Hour Shift Work Schedule 103
Overtime 100 36-Hour Work Week 100 48-Hour Work Week 100 Additional Compensation In-Lieu of Guaranteed
Overtime 100 More Than 12 Hours Worked in Day 101 Salary Adjustment 101 Total Holiday Leave 102 Trades 102 Work Schedules 99
Fire Communications Operators - Leadworker Assignment
26 Foreign Language or Sign Language Interpreter Proficiency G
Gain Share 9
GCEA - Recognized Employee Organization 1
Gender 1
General Provisions 109
Amendments to Memorandum of Understanding 110
Emergency Waiver Provisions 109
Provisions of Memorandum of Understanding 110
Ratification and Implementation 110
Resolution of Impasse 110
Severability Provision 109
Term of Memorandum of Understanding 110
Waiver Provision on Bargaining During Term
Agreement 109
Glendale Police Department Employee Fitness/Wellness
Program 74
Incentives 74
Grievance Procedure 106
Grievances 106
City’s Procedure - Reprinting 106
Formal - Written 106
General 107
Informal - Verbal 106
H
Health Maintenance Program 73
HMO Medical Plans- Inpatient and Outpatient
Psychological Services (Mental Health Care) Benefits 57 Holidays
City Designated Holidays 80
Fire Communications Center 99
Floating Holiday Cashout 82
Floating Holiday Leave Hours 80
Friday After Thanksgiving Day 81
Leave Hours 81
Leave Limitation 86
Leave Utilization 86
Occurrence on Saturday or Sunday 82
Park Laborer Programs 83
Police Department 83
Policy on Scheduled Day Off 82
Public Works Department-Integrated Waste Division 81
Public Works Integrated Waste and Mechanical
Maintenance Division
Christmas/New Year’s Day 81
217 of 470

Glendale City Employees’ Association Memorandum of
Understanding
July 1, 20241 – June 30, 20274 Index
125
Scheduling 82
Twenty-Fourth of December 85
Use of Designated Holidays Leave Hours 80
I
50/50 Split - Effective June 1, 2013 53
50/50 Split - Effective June 1, 2014 55
Indemnity Plan Coverage 55
Indemnity/HMO Plan Benefits Booklet 57
Meet and Confer 57
Paid Industrial Leave 57
Un-blending of Rates 55
Medical Insurance - Retired Employees 57
Medicare 59
Meet and Confer - Medical Premium Increases 57
Mileage Reimbursement Plan 76
Monthly Auto Allowance 76
Limitation On Extra Pay Assignments 28
Limitations 5
Long-Term Disability (LTD) Insurance - Association Plan 62 Exceptions – Family and Medical Care Leave 62
Leave Without Pay 62
Premium Payment 62
M
Management Rights 5
Management Rights And Responsibilities 5
Meal Reimbursement 72
Meal Time 34
Medical Insurance 53
Payment 50
Regular 40
Stand-by Assignment 43
Time Work Increments 49
Overtime "Compensatory Time" Accumulated and
Payment 50
Pay Out – Compensatory Time 51
Verdugo Fire Communications 51
Overtime Compensation
Call-Back Overtime 43
Comp Time in Lieu of Payment 43
Court Standby Time "On Call" Assignment 48
Court Time - "Go Subpoena 45
Holiday 47
Regular Overtime 43
Required Rest Period After 18 Consecutive Hours 45
Standby Assignment: 48
Overtime Compensation Rate 43
Payment 43
Military Leave 95
Misuse Of Benefits 79
Monthly Auto Allowance 76
N
No Strike/Job Action Provision 7
O
One-Person Refuse Truck Assignment 11
Optical/Vision Insurance – City Plan 61
Other Leaves - Without Pay
Overtime
95 Bereavement Leave 93
Family Care Leave with Pay 92
Holidays 80
Jury Duty 95
Leave of Absence – Swearing in Ceremony – U.S.

Citizenship 90
"New Assignment" Extended Shift 42
Call Back (Unscheduled) 42
Court Stand-By "On-Call" Time Assignment 42
Court Time 42
Definitions 40
Emergency Overtime Requirement 51
Overtime "Compensatory Time" Accumulated AndMilitary 95 Other Leaves Without Pay 95
Sick Leave 89
Special Days of Observance 86
Vacation 86
Workers' Compensation 92
Impact of Management Rights 7
Indemnification – Facilities 5
Indemnification – Transmittal of Funds 3
J
Jury Duty 95
L
Leave Benefit - 12 Hour Shift Work Schedule - Fire
Communications 103
Leave Benefits 97
Accrual/Usage of Leave Benefits 97
Leave of Absence - Family and Medical Care Leave 98
Leave of Absence - Swearing-In Ceremony - U.S.

Citizenship 90
Leave Policy 80
218 of 470

Glendale City Employees’ Association Memorandum of
Understanding
July 1, 20241 – June 30, 20274 Index
126
Sunday Overtime - Public Works Field Operations,
Information Services Department & Neighborhood
Services Field Staff 45
Overtime Definitions 40
P
Paid Industrial Leave - Medical Insurance Premium 57
Parking 80
Parties to Memorandum of Understanding 1
Parties to the Agreement 111
Payroll Deduction 2
Payroll Distribution Changes 2
PERS 29
Cost Sharing 30
Employee PERS Contribution Rates 29
Employer PERS Contribution Rates 29
PERS Cost Sharing 30
Personal Appearance/Dress Standards 106
Police Communications Assignment Pay 21
Police Custody Assignment Pay 21
Police Department/Park Laborer Programs 84
Property & Police Records Assignment Pay 22
Prohibited Conduct 7
Provisions of Memorandum of Understanding 111
Public Works/Integrated Waste Management Division -
Commercial Refuse Assignment Pay 12
Public Works/Integrated Waste Truck Mechanical
Maintenance Assignment 12
R
Ratification and Implementation 109
Recognition 1
GCEA - Recognized Employee Association 1
Release Time - Board of Director Meetings 4
Release Time - Meeting and Conferring 3
Release Time - Representation/Business/Recreational
Issues 4
Resolution of Impasse 109
Retired Employees
Dental Insurance
Dental Plans 57
Medical Insurance
Retiree Health Savings Plan (RHSP) 57
Medicare 59
Medicare, Eligible for 59
Vision Plan 61
Retired Employees - Eligible for Medicare 59
Retired Employees - Medicare 59
Retiree Health Savings Plan (RHSP) 57
All RHSP Exhausted 59
Seniority Contributions 59
Sick Leave Conversion Rate 58
Retirement 29
“Favored Nations” Clause 31
Additional Retirement Benefits 29
Employee PERS Contribution Rates 29
Employer PERS Contribution Rates 29
PERS 29
PERS Cost Sharing 30
RHSP Seniority Contributions 59
Revocation 5
RHSP Seniority Contributions (General Managers) 55
Right to Hire and Appoint Above Step 11
Right to Raise Salaries, Other Compensation and Benefits 11 S
Safety Items 71
Salaries and Compensation 9
Salary Comparisons 10 Salary Schedules 9
Senior Community Service Officer Program 18
Assignment 20
Authorization 20
CSO or Police Communications Operator
Records/Jail/General Parking Assignment
Requirements 19
Limitations 20
Modification – Minimum Experience 19
Re-evaluation 20
Review Committee 19
Revocation 20
Severability Provision 108
Shift Pay 22
Eligibility/Limitations 22
Evening Shifts 22
Night Shifts 22
Sick Leave 89
Accumulation Plan 89
Benefit 89
Department Notification 90
Family Care Leave with Pay 91
Limitations 90
Misuse of Sick Leave 91
Use of Accumulated Sick Leave 91
Special Days of Observance 86
Stand-by Assignment 43
Step Advancement in Rate of Compensation 10 Base Salary 11
Effective Date of Step Increases and Extra
Compensation 11
219 of 470

Glendale City Employees’ Association Memorandum of
Understanding
July 1, 20241 – June 30, 20274 Index
127
Extra Pay/Compensation 11
Right to Hire and Appoint Above Step 11
Right to Raise Salaries, Other Compensation and
Verdugo Fire Communications Center 98
Voluntary Furlough 95
Benefits 11
Sunday Overtime - Public Works Field Operations,
Information Services Department, Neighborhood
Services Field Staff 45
T
Telecommuting 37
Temporary Modified Work Program 103
Application and Acceptance 104
Outside Employment 104
Term of Memorandum of Understanding 109
Time Not Considered as Work Time 33
Activities Not Considered Work Time 33
CSO – 3/36 Work Plan – Work Time 32
Time Work Increments 49
Time Worked 32
CSO Maximum Time Worked – 28 Day Work Period 32
Maximum Time Worked – 7 Day Work Period 32
U
Uniform, Clothing and Equipment Allowance in Lieu of
Issue 64
Uniforms 62
Allowance Limitations 67
Allowance Payment 67
Clothing and Equipment Allowance In Lieu of Issue 64 Clothing Repair And Replacement 71
Field Employee Safety T-Shirt Program 64
Payment for New Hires 67
Safety Boot Issuance 68
Termination Prior to Completion of Probation 67
Uniform Requirements 67
Uniforms Provided 62
V
Vacation 86
W
Waiver Provision On Bargaining During Term Agreement108 Waste Water Maintenance Section Certification Incentive Program 17
Waste Water Maintenance Section Unit Employees 17
Water Division License Incentive Program 14
Engineering Division Unit Employees 14
Work Periods 32
28 Day Work Period Fixed and Regularly Recurring 32
7 Day Work Period 32
7 Day Work Period – Fixed and Regularly Recurring 32
7 Day Work Period for Employees On Other Than 9/80
Work Schedule, Beginning/Ending 32
7 Day Work Period for Employees on the 9/80 Work
Schedule, Beginning/Ending 32
Library, Arts & Culture Department 37
Work Periods, Schedules and Overtime 32
Work Schedule – Fire Communications 99
7-Day Work Period – Beginning/Ending 99
7-Day Work Period – Fixed and Regularly Recurring 99
Forty (40) – Hour Work Week Schedule 100 Forty-Two (42) Hour Work Week Schedule 99
Work Schedules 36
3/36 - Police Department Traffic Division 36
3/36 Work Schedule 36
4/40 Work Schedule 36
5/40 Work Schedule 36
9/80 Schedule 36
Daylight Savings 39
Department 9/80 and 3/36 Work Period Schedules
Defined 37
Accumulation 87
Annual Vacation Cash-Out 88
Cash-Out at Termination/Retirement - RHSP 87
Limitations 86
Prior Service 87
Vacation Earned 86
Fire Communications 38
Meter Reader 38
Police Communications 37
Police Jail 38
Resident Caretaker Program 39
Starting/Ending Time 39
Telecommuting 37
Workers' Compensation 92
Working Conditions 103
Y
Y-Rating 11
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CITY OF GLENDALE, CALIFORNIA

REPORT TO THE CITY COUNCIL

AGENDA ITEM
Report: Appointment to Fill Vacancy on the Burbank-Glendale-Pasadena Airport Authority

1. Motion appointing an individual to serve as a Glendale representative on the Airport Authority for the remainder of the unexpired term through May 31, 2025.

2. Motion directing staff on alternate options for recruitment and selection of an Airport Authority Commissioner

COUNCIL ACTION
Item Type: Action Item
Approved for May 7, 2024 calendar

EXECUTIVE SUMMARY
The Hollywood Burbank Airport is managed by the Burbank-Glendale-Pasadena Airport Authority (BGPAA), overseen by nine commissioners appointed through a joint powers agreement (JPA) among Burbank, Glendale, and Pasadena. Commissioners serve four- year terms, with each city appointing three members. As Councilmember Paula Devine concluded her service on the Glendale City Council on April 16, 2024, her vacant seat needs to be filled.
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28b
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RECOMMENDATION
City Council appoint an individual to serve as a member representing the City of Glendale on the Burbank-Glendale-Pasadena Airport Authority.

ANALYSIS
The Hollywood Burbank Airport is owned and operated by the Burbank-Glendale- Pasadena Airport Authority (BGPAA), a government agency created and governed by a joint powers agreement (JPA) between cities of Burbank, Glendale, and Pasadena. The BGPAA is governed by nine commissioners, three appointed from each city. The Commissioners serve four-year terms, with current commissioners serving until their replacements are appointed. Under the JPA, no qualifications are established for appointment of commissioners by any of the cities (Paragraph 2.2, Commission of the Authority). Each city appoints commissioners based upon their own policies and criteria.

Currently, Councilmember Ara Najarian and former Councilmember Frank Quintero serve as Glendale’s members on the BGPAA Commission. Former Councilmember Paula Devine was also a member, however with the conclusion of her term on City Council on April 16, 2024, that seat has been vacated.

Section 2.2 of the JPA specifies the following: Any member [of the Commission] who also serves as a member of the governing body [City Council] of any Party shall automatically forfeit such member's membership on the Commission if such member ceases to be a member of the governing body, but after such forfeiture, such member may be appointed or reappointed to the Commission. In case of a vacancy in membership on the Commission, the same shall be promptly filled by the governing body of the Party which appointed the vacating member.

That same section of the JPA also states: In case of a vacancy in membership on the Commission, the same shall be promptly filled by the governing body of the Party which appointed the vacating member. An appointment to fill a vacancy during an unexpired term shall be for a period of the unexpired term.

The BGPAA regularly scheduled meetings take place the first and third Mondays of each month starting at 9:00 am, with various committee meetings taking place right before or after the regularly scheduled meetings. At this time, Council can immediately appoint any elected or non-elected individual to fill the vacancy for the term expiring on May 31, 2025; or Council can direct staff to establish a recruitment and selection process. If Council appoints a Council Member to serve on the BGPPA, staff will update and post FPPC Form 806 pertaining to additional compensation/stipend that is paid to BGPAA commissioners.

STAKEHOLDERS/OUTREACH
n/a

FISCAL IMPACT
There is no fiscal impact associated with this report.
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38b
5 1
6 1

ENVIRONMENTAL REVIEW (CEQA/NEPA)
N/A

CAMPAIGN DISCLOSURE
This item is exempt from campaign disclosure requirements.

ALTERNATIVES TO STAFF RECOMMENDATION
Alternative 1: Direct staff on alternate options for recruitment and selection of a Commissioner.

Alternative 2: Council may consider any other alternative not proposed by staff.

ADMINISTRATIVE ACTION
Submitted by:

Elena Bolbolian, Chief Innovation Officer
Prepared by:

Annette Ghazarian, Communications Officer
Approved by:

Roubik R. Golanian, P.E., City Manager

EXHIBITS/ATTACHMENTS
None
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MOTION
Moved by Council Member ____________________________, seconded by Council Member ___________________________, that the Council of the City of Glendale hereby selects and appoints ___________________ to fill a vacancy on the Burbank-Glendale-Pasadena Airport Authority commission through the rest of the unexpired term, which unexpired term ends on May 31, 2025. Said appointment shall be effective immediately.

Vote as follows:

Ayes:

Noes:

Absent:

Abstain:
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M O T I O N
Moved by Council Member , seconded by Council Member , that with regard to the process for recruitment and selection of an individual to fill the Glendale vacancy on the Burbank- Glendale-Pasadena Airport Authority Commission, the Council hereby directs staff as follows:

Vote as follows:

Ayes:

Noes:

Absent:

Abstain:
225 of 470

CITY OF GLENDALE, CALIFORNIA

REPORT TO THE CITY COUNCIL

AGENDA ITEM
Report: Selection of Charter Review Committee Members

1. Motion Selecting Members

COUNCIL ACTION
Item Type: Action Item
Approved for April 30, 2024 calendar

EXECUTIVE SUMMARY
The City Council approved the establishment of a nine-member Charter Review Committee on February 27, 2024. A marketing campaign ensued, resulting in applications from Glendale residents who are registered to vote. At this meeting, Council is asked to appoint the Charter Review Committee members. The Committee will be tasked with reviewing provisions of the City Charter and making recommendations to the City Council.

Meetings are planned to begin in May.
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28c
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RECOMMENDATION
That City Council appoint Charter Review Committee members from the pool of applicants based on one of the alternatives provided for consideration.

ANALYSIS
On February 27, 2024, the Council adopted Resolution No. 24-37 to establish a Charter Review Committee with nine members. Staff launched a marketing campaign to recruit candidates for the Charter Review Committee. Minimum requirements required applicants to be residents of Glendale who are registered to vote, i.e. Glendale electors.

In total, 31 applications were received by the deadline of April 12th. An additional three applications were received after the deadline. The applications are attached as Exhibit

1. Below is the list of all applicants in alphabetical order by first name:

1. Bryan Smith*

2. Dave Quast*

3. Lilit Harutyunyan*
*Indicates submissions received after the deadline.

Staff is seeking Council’s selection of the committee members based upon one of the alternatives provided for consideration.
227 of 470

38c
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STAKEHOLDERS/OUTREACH
Staff promoted the opportunity to join the Charter Review Committee by various means:
- A post was made in Glendale’s City Connection, a monthly digital newsletter with 30,000+ subscribers.
- Multiple social media posts were published on the City’s social media platforms. - The City Clerk advertised through their office’s communication channels. - A website banner was created on the City’s homepage.
- Direct emails were sent to community organizations.

FISCAL IMPACT
There is no fiscal impact associated with this report.

ENVIRONMENTAL REVIEW (CEQA/NEPA)
N/A

CAMPAIGN DISCLOSURE
This item is exempt from campaign disclosure requirements.

ALTERNATIVES TO STAFF RECOMMENDATION

1. Council may choose to not select the nine available applicants at this meeting and ask staff to conduct additional outreach. However, this alternative will likely impact the timeline given Council’s desire to receive input from the Committee on specific items related to a directly elected mayor and expanded council in advance of the November 2024 election.

2.Direct Appointments and Council Consensus: Each Council member selects one person to serve on the committee. Then, Council collectively chooses the remaining four members through a voting process and/or consensus-building.

3.Council Recommends/City Manager Appoints: Council can narrow the pool by having each Councilmember recommend two names from the pool and delegate the final selection of committee members to the City Manager.

4.City Manager Appoints: The City Council can choose to direct the City Manager to select nine committee members from the applicant pool.

5.The Council can choose another alternative not identified by staff.

ADMINISTRATIVE ACTION
Submitted by:

Michael Garcia, City Attorney
Prepared by:

Gregory Kajszo, Innovation Project Manager
Elena Bolbolian, Chief Innovation Officer
Approved by:

Roubik R. Golanian, P.E., City Manager
228 of 470

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EXHIBITS/ATTACHMENTS

1. Applications
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C:\inetpub\wwwroot\multitenant\temp\CC_05072024_Motion_8c1.pdf MOTION
Moved by Council Member _________________________, seconded by Council Member ___________________________, that the Council hereby appoints the following individuals to the Charter Review Committee, 2024-26:

1. 2.

3. 4.

5. 6.

7. 8.

9. Vote as follows:

Ayes:

Noes:

Absent:

Abstain:
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Charter Review Committee Application
REQUIREMENTS:

Applicants MUST live in Glendale and be registered to vote in Glendale.

1. Are you a Glendale Resident?

Yes

2. Are you registered to vote in Glendale?

Yes

No
APPLICANT INFORMATION:

3. Name: ___________________________________________________________________________

4. Email: _______________________________________________________

5. Phone: ___________________________________________________________________________

6. Home address: _ __________
__________________

7. How long have you lived i
n Glendale?: _________________________________________________

8. Why are you interested in updating the City’s Charter?: ____________________________________

_________________________________________________________________________________

Glendale City CouncilMay 7, 2024

Glendale City Council
May 7, 2024