Santa Ana City Council
June 6, 2023

CONSULTANT AGREEMENT FOR FEDERAL LEGISLATIVE ADVOCACY

SERVICES BETWEEN THE CITY OF SANTA ANA AND HOLLAND & KNIGHT, LLP THIS AGREEMENT is made and entered into on this 6th day of June, 2023 by and between Holland & Knight, LLP (“Consultant”), and the City of Santa Ana, a charter city and municipal corporation organized and existing under the Constitution and laws of the State of California (“City”).

RECITALS
A. On March 24, 2023 the City issued a Request for Proposal (“RFP”) No. 23-052, by which it desired to retain a consultant having special skill and knowledge in the field of federal legislative advocacy services for the City Manager’s Office.

B. Consultant submitted a responsive proposal that was among those selected by the city.

Consultant represents that it is able and willing to provide such services described in the scope of work that was included in the RFP No. 23-052.

C. In undertaking the performance of this Agreement, Consultant represents that it is knowledgeable in its field and that any services performed by Consultant under this Agreement will be performed in compliance with such standards as may reasonably be expected from a professional consulting firm in the field.

NOW THEREFORE, in consideration of the mutual and respective promises, and subject to the terms and conditions hereinafter set forth, the parties agree as follows:

1. SCOPE OF SERVICES
During the term of this Agreement, Consultant shall perform all tasks, services, and obligations described in the scope of work section included within RFP No. 23-052, including providing all labor, materials, tools, equipment, and incidental customary work required to fully and adequately complete the services described and set forth in the “Scope of Services”, which was included in RFP 23-052 and is attached hereto and fully incorporated herein by this reference as Exhibit A, and as further set forth in Consultant’s “Proposal”, which is attached hereto and fully incorporated herein by this reference as Exhibit B.

2. COMPENSATION
a. City agrees to pay, and Consultant agrees to accept as total payment for its services for City, the amount of $117,600.00 per year, or $9,800.00 per month, as further described and identified in Consultant’s “Cost Proposal”, which is attached hereto and fully incorporated herein by this reference as Exhibit C. The total amount to be expended during the term of this Agreement, including any extension periods as set forth in Section 3 below, shall not exceed $352,800.00.
b. Payment by City shall be made within forty-five (45) days following receipt of proper invoice evidencing work performed, subject to City accounting procedures. Payment City Council 41 – 37 6/6/2023

need not be made for work which fails to meet the standards of performance set forth in the Recitals which may reasonably be expected by City.

3. TERM
This Agreement shall commence on July 1, 2023 for a three (3) year term and end on June 30, 2026, with the option for the City to grant up to two (2), 1-year extensions, exercisable by a writing by the City Manager and the City Attorney, unless terminated earlier in accordance with Section 15, below.

4. INDEPENDENT CONTRACTOR
Consultant shall, during the entire term of this Agreement, be construed to be an independent contractor and not an employee of the City. This Agreement is not intended nor shall it be construed to create an employer-employee relationship, a joint venture relationship, or to allow the City to exercise discretion or control over the professional manner in which Consultant performs the services which are the subject matter of this Agreement; however, the services to be provided by Consultant shall be provided in a manner consistent with all applicable standards and regulations governing such services. Consultant shall pay all salaries and wages, employer's social security taxes, unemployment insurance and similar taxes relating to employees and shall be responsible for all applicable withholding taxes.

5. OWNERSHIP OF MATERIALS
This Agreement creates a non-exclusive and perpetual license for City to copy, use, modify, reuse, or sublicense any and all copyrights, designs, and other intellectual property embodied in plans, specifications, studies, drawings, estimates, and other documents or works of authorship fixed in any tangible medium of expression, including but not limited to, physical drawings or data magnetically or otherwise recorded on computer diskettes, which are prepared or caused to be prepared by Consultant under this Agreement (“Documents & Data”). Consultant shall require all subcontractors to agree in writing that City is granted a non-exclusive and perpetual license for any Documents & Data the subcontractor prepares under this Agreement.

Consultant represents and warrants that Consultant has the legal right to license any and all Documents & Data. Consultant makes no such representation and warranty in regard to Documents & Data which were provided to Consultant by the City. City shall not be limited in any way in its use of the Documents and Data at any time, provided that any such use not within the purposes intended by this Agreement shall be at City’s sole risk.

6. INSURANCE
Consultant shall not commence work for the City until it has provided evidence satisfactory to the City it has secured all insurance required under this Section. In addition, Consultant shall not allow any subconsultant to commence work on any subcontract until it has secured all insurance required under this Section.

Insurance Coverage shall be at least as broad as:

City Council 41 – 38 6/6/2023

• Commercial General Liability (CGL): Insurance Services Office Form CG 00 01 covering CGL on an “occurrence” basis, including products and completed operations, property damage, bodily injury and personal & advertising injury with limits no less than $1,000,000 per occurrence. If a general aggregate limit applies, either the general aggregate limit shall apply separately to this project/location (ISO CG 25 03 or 25 04) or the general aggregate limit shall be twice the required occurrence limit.
• Automobile Liability: ISO Form Number CA 00 01 covering any auto (Code 1), or if Consultant has no owned autos, hired, (Code 8) and non-owned autos (Code 9), with limit no less than $1,000,000 per accident for bodily injury and property damage.
• Workers’ Compensation: as required by the State of California, with Statutory Limits, and Employer’s Liability Insurance with limit of no less than $1,000,000 per accident for bodily injury or disease.
• Professional Liability (Errors and Omissions) Insurance appropriates to the Consultant’s profession, with limit no less than $2,000,000 per occurrence or claim, $2,000,000 aggregate.

If the Consultant maintains broader coverage and/or higher limits than the minimums shown above, the City requires and shall be entitled to the broader coverage and/or the higher limits maintained by the Consultant. Any available insurance proceeds in excess of the specified minimum limits of insurance and coverage shall be available to the City.

Other Insurance Provisions: The insurance policies are to contain, or be endorsed to contain, the following provisions:

Additional Insured Status: The City, its officers, officials, employees, and volunteers are to be covered as additional insureds on the CGL policy with respect to liability arising out of work or operations performed by or on behalf of the Consultant including materials, parts, or equipment furnished in connection with such work or operations. General liability coverage can be provided in the form of an endorsement to the Consultant’s insurance (at least as broad as ISO Form CG 20 10 11 85 or if not available, through the addition of both CG 20 10, CG 20 26, CG 20 33, or CG 20 38; and CG 20 37 if a later edition is used).

Primary Coverage: For any claims related to this contract, the Consultant’s insurance coverage shall be primary coverage at least as broad as ISO CG 20 01 04 13 as respects the City, its officers, officials, employees, and volunteers. Any insurance or self-insurance maintained by the City, its officers, officials, employees, or volunteers shall be excess of the Consultant’s insurance and shall not contribute with it.

Notice of Cancellation: Each insurance policy required above shall provide that coverage shall not be canceled, except with notice to the City.

Waiver of Subrogation: Consultant hereby grants to City a waiver of any right to subrogation which any non-professional liability insurer of said Consultant may acquire against City Council 41 – 39 6/6/2023

the City by virtue of the payment of any loss under such insurance. Consultant agrees to obtain any endorsement that may be necessary to affect this waiver of subrogation, but this provision applies (except as it relates to Consultant’s professional liability insurance) regardless of whether or not the City has received a waiver of subrogation endorsement from the non-professional liability insurer.

Self-Insured Retentions: Self-insured retentions must be declared to and approved by the City. The City may require the Consultant to purchase coverage with a lower retention or provide proof of ability to pay losses and related investigations, claim administration, and defense expenses within the retention. The policy language shall provide, or be endorsed to provide, that the selfinsured retention may be satisfied by either the named insured or City. Notwithstanding the foregoing, if Consultant fails or refuses to obtain such coverage as the City requires, the City’s sole remedy for Consultant's failure or refusal shall be terminate this Agreement with no right to monetary damages, and City shall pay Consultant for services performed by it prior to termination.

Acceptability of Insurers: Insurance is to be placed with insurers authorized to conduct business in the state with a current A.M. Best’s rating of no less than A:VII, unless otherwise acceptable to the City.

Claims Made Policies: If any of the required policies provide claims-made coverage:
• The Retroactive Date must be shown, and must be before the date of the contract or the beginning of contract work.
• Insurance must be maintained and evidence of insurance must be provided for at least five (5) years after completion of the contract of work. • If coverage is canceled or non-renewed, and not replaced with another claims-made policy form with a Retroactive Date prior to the contract effective date, the Consultant must purchase “extended reporting” coverage for a minimum of five (5) years after completion of work.

Verification of Coverage: Consultant shall furnish the City with original Certificates of Insurance including all required amendatory endorsements (or copies of the applicable policy language effecting coverage required by this clause) and a copy of the Declarations and Endorsement Page of the CGL policy listing all policy endorsements to City before work begins.

However, failure to obtain the required documents prior to the work beginning shall not waive the Consultant’s obligation to provide them.

The City reserves the right to require complete, certified copies of all required insurance policies, including endorsements required by these specifications, at any time.

Special Risks or Circumstances: City reserves the right to modify these requirements, including limits, based on the nature of the risk, prior experience, insurer, coverage, or other special circumstances. The Consultant reserves the right to review and approve or reject any modification by the City of these requirements as they relate to professional liability insurance coverage.

However, the Consultant is confident that its current professional liability insurance is sufficient to protect the City.

City Council 41 – 40 6/6/2023

7. INDEMNIFICATION
Consultant agrees to defend, and shall indemnify and hold harmless the City, its officers, agents, employees, contractors, special counsel, and representatives from liability: (1) for personal injury, damages, just compensation, restitution, judicial or equitable relief arising out of claims for personal injury, including death, and claims for property damage, which may arise from the negligent operations of the Consultant, its subcontractors, agents, employees, or other persons acting on its behalf which relates to the services described in section 1 of this Agreement; and (2) from any claim that personal injury, damages, just compensation, restitution, judicial or equitable relief is due by reason of the terms of or effects arising from this Agreement. This indemnity and hold harmless agreement applies to all claims for damages, just compensation, restitution, judicial or equitable relief suffered, or alleged to have been suffered, by reason of the events referred to in this Section or by reason of the terms of, or effects, arising from this Agreement. The Consultant further agrees to indemnify, hold harmless, and pay all costs for the defense of the City, including fees and costs for special counsel to be selected by the City, regarding any action by a third party challenging the validity of this Agreement, or asserting that personal injury, damages, just compensation, restitution, judicial or equitable relief due to personal or property rights arises by reason of the terms of, or effects arising from this Agreement. City may make all reasonable decisions with respect to its representation in any legal proceeding. Notwithstanding the foregoing, to the extent Consultant’s services are subject to Civil Code Section 2782.8, the above indemnity shall be limited, to the extent required by Civil Code Section 2782.8, to claims that arise out of, pertain to, or relate to the negligence, recklessness, or willful misconduct of the Consultant.

8. INTELLECTUAL PROPERTY INDEMNIFICATION
Consultant shall defend and indemnify the City, its officers, agents, representatives, and employees against any and all liability, including costs, for infringement of any United States’ letters patent, trademark, or copyright infringement, including costs, contained in the work product or documents provided by Consultant to the City pursuant to this Agreement.

9. RECORDS
Consultant shall keep records and invoices in connection with the work to be performed under this Agreement. Consultant shall maintain complete and accurate records with respect to the costs incurred under this Agreement and any services, expenditures, and disbursements charged to the City for a minimum period of three (3) years, or for any longer period required by law, from the date of final payment to Consultant under this Agreement. All such records and invoices shall be clearly identifiable. Consultant shall allow a representative of the City to examine, audit, and make transcripts or copies of such records and any other documents created pursuant to this Agreement during regular business hours. Consultant shall allow inspection of all work, data, documents, proceedings, and activities related to this Agreement for a period of three (3) years from the date of final payment to Consultant under this Agreement.

City Council 41 – 41 6/6/2023

10. CONFIDENTIALITY
If Consultant receives from the City information which due to the nature of such information is reasonably understood to be confidential and/or proprietary, Consultant agrees that it shall not use or disclose such information except in the performance of this Agreement, and further agrees to exercise the same degree of care it uses to protect its own information of like importance, but in no event less than reasonable care. “Confidential Information” shall include all nonpublic information. Confidential information includes not only written information, but also information transferred orally, visually, electronically, or by other means. Confidential information disclosed to either party by any subsidiary and/or agent of the other party is covered by this Agreement. The foregoing obligations of non-use and nondisclosure shall not apply to any information that (a) has been disclosed in publicly available sources; (b) is, through no fault of the Consultant disclosed in a publicly available source; (c) is in rightful possession of the Consultant without an obligation of confidentiality; (d) is required to be disclosed by operation of law; or (e) is independently developed by the Consultant without reference to information disclosed by the City.

11. CONFLICT OF INTEREST CLAUSE
Consultant covenants that it presently has no interests and shall not have interests, direct or indirect, which would conflict in any manner with performance of services specified under this Agreement.

12. NON-DISCRIMINATION
Consultant shall not discriminate because of race, color, creed, religion, sex, marital status, sexual orientation, gender identity, gender expression, gender, medical conditions, genetic information, or military and veteran status, age, national origin, ancestry, or disability, as defined and prohibited by applicable law, in the recruitment, selection, teaching, training, utilization, promotion, termination or other employment related activities or any services provided under this Agreement. Consultant affirms that it is an equal opportunity employer and shall comply with all applicable federal, state and local laws and regulations.

13. EXCLUSIVITY AND AMENDMENT
This Agreement represents the complete and exclusive statement between the City and Consultant, and supersedes any and all other agreements, oral or written, between the parties. In the event of a conflict between the terms of this Agreement and any attachments hereto, the terms of this Agreement shall prevail. This Agreement may not be modified except by written instrument signed by the City and by an authorized representative of Consultant. The parties agree that any terms or conditions of any purchase order or other instrument that are inconsistent with, or in addition to, the terms and conditions hereof, shall not bind or obligate Consultant or the City. Each party to this Agreement acknowledges that no representations, inducements, promises or agreements, orally or otherwise, have been made by any party, or anyone acting on behalf of any party, which is not embodied herein.

City Council 41 – 42 6/6/2023

14. ASSIGNMENT
Inasmuch as this Agreement is intended to secure the specialized services of Consultant, Consultant may not assign, transfer, delegate, or subcontract any interest herein without the prior written consent of the City and any such assignment, transfer, delegation or subcontract without the City's prior written consent shall be considered null and void. Nothing in this Agreement shall be construed to limit the City’s ability to have any of the services which are the subject to this Agreement performed by City personnel or by other consultants retained by City.

15. TERMINATION
This Agreement may be terminated by either party upon thirty (30) days written notice of termination to the non-terminating party. In such event, Consultant shall be entitled to receive and the City shall pay Consultant compensation for all services performed by Consultant prior to receipt of such notice of termination, subject to the following conditions:
a. As a condition of such payment, the Executive Director may require Consultant to deliver to the City all work product(s) completed as of such date, and in such case such work product shall be the property of the City unless prohibited by law, and Consultant consents to the City's use thereof for such purposes as the City deems appropriate.
b. Payment need not be made for work which fails to meet the standard of performance specified in the Recitals of this Agreement.

16. WAIVER
No waiver of breach, failure of any condition, or any right or remedy contained in or granted by the provisions of this Agreement shall be effective unless it is in writing and signed by the party waiving the breach, failure, right or remedy. No waiver of any breach, failure or right, or remedy shall be deemed a waiver of any other breach, failure, right or remedy, whether or not similar, nor shall any waiver constitute a continuing waiver unless the writing so specifies.

17. JURISDICTION - VENUE
This Agreement has been executed and delivered in the State of California and the validity, interpretation, performance, and enforcement of any of the clauses of this Agreement shall be determined and governed by the laws of the State of California. Both parties further agree that Orange County, California, shall be the venue for any action or proceeding that may be brought or arise out of, in connection with or by reason of this Agreement.

18. PROFESSIONAL LICENSES
Consultant shall, throughout the term of this Agreement, maintain all necessary licenses, permits, approvals, waivers, and exemptions necessary for the provision of the services hereunder and required by the laws and regulations of the United States, the State of California, the City of Santa Ana and all other governmental agencies. Consultant shall notify the City immediately and City Council 41 – 43 6/6/2023

in writing of its inability to obtain or maintain such permits, licenses, approvals, waivers, and exemptions. Said inability shall be cause for termination of this Agreement.

19. NOTICE
Any notice, tender, demand, delivery, or other communication pursuant to this Agreement shall be in writing and shall be deemed to be properly given if delivered in person or mailed by first class or certified mail, postage prepaid, or sent by fax or other telegraphic communication in the manner provided in this Section, to the following persons:

To City:

Jennifer L. Hall
Clerk of the City Council
City of Santa Ana
20 Civic Center Plaza (M-30)
P.O. Box 1988
Santa Ana, CA 92702-1988
Fax: 714- 647-6956
With courtesy copies to:

Kristine Ridge
City Manager
City of Santa Ana
20 Civic Center Plaza
P.O. Box 1988
Santa Ana, California 92702
To Consultant:

A party may change its address by giving notice in writing to the other party. Thereafter, any communication shall be addressed and transmitted to the new address. If sent by mail, communication shall be effective or deemed to have been given three (3) days after it has been deposited in the United States mail, duly registered or certified, with postage prepaid, and addressed as set forth above. If sent by fax, communication shall be effective or deemed to have been given twenty-four (24) hours after the time set forth on the transmission report issued by the transmitting facsimile machine, addressed as set forth above. For purposes of calculating these time frames, weekends, federal, state, County or City holidays shall be excluded.

Leslie Pollner
Senior Policy Advisor
Holland & Knight, LLP
800 17
th Street N.W.

Washington, D.C. 20006
Fax: 202-955-5564
City Council 41 – 44 6/6/2023

20. MISCELLANEOUS PROVISIONS
a. Each undersigned represents and warrants that its signature herein below has the power, authority and right to bind their respective parties to each of the terms of this Agreement, and shall indemnify City fully, including reasonable costs and attorney’s fees, for any injuries or damages to City in the event that such authority or power is not, in fact, held by the signatory or is withdrawn. b. All Exhibits referenced herein and attached hereto shall be incorporated as if fully set forth in the body of this Agreement.

IN WITNESS WHEREOF, the parties hereto have executed this Agreement the date and year first above written.

ATTEST: CITY OF SANTA ANA
Jennifer L. Hall Kristine Ridge
City Clerk City Manager
APPROVED AS TO FORM: CONSULTANT:

SONIA R. CARVALHO
City Attorney
By:

Jonathan T. Martinez
Assistant City Attorney (title)
Tax ID#
Leslie Pollner
Senior Policy Advisor
City Council 41 – 45 6/6/2023

EXHIBIT A

SCOPE OF SERVICES
City Council 41 – 46 6/6/2023

CITY OF SANTA ANA
Consultant shall perform the services as set forth below.

I. SCOPE OF SERVICES
A. HELP SET LEGISLATIVE PRIORITIES

1. Work with the City Council, the City Manager, and other designated City staff to discuss goals, objectives, opportunities, and priorities.

2. Provide strategic advice regarding the development of legislative positions and priorities.

3. Raise, discuss and assess any affirmative legislative action that may benefit the City, as needed. In consultation with City staff, determine appropriate positions on relevant legislation and recommend proactive legislative action, as appropriate.

B. ADVOCATE ON THE CITY’S BEHALF

1. Advocate the City’s position to the President of the United States, members of the U.S.

House of Representatives, U.S. Senate, federal agencies, regulatory committees, and other interested parties.

2. Identify opportunities for City officials to participate in the legislative process and make recommendations. Those opportunities include, but are not limited to, communication to members of the U.S. Congress, providing testimony at legislative hearings, and communication with federal agencies.

C. LEGISLATIVE RESEARCH AND ANALYSIS

1. At the request of the City, research, provide information, and prepare written reports on a variety of topics, including, but not limited to, the following:
i. Federal laws/regulations and proposed legislation
ii. Legislative hearings, reports, and testimony
iii. Federal funding opportunities
iv. Reporting and data that may impact City operations

2. Monitor federal agency rulemaking and notify City of potential impacts.

3. Coordinate with City staff and departments to develop a proactive and comprehensive strategy to seek federal funding that serves the City’s priorities. The plan shall identify City projects, outline and prioritize multiple funding options and opportunities for each project, and evaluate the cost/benefit ratio for each opportunity.

4. Monitor and report on the federal budget, and work to secure funding when appropriate on projects beneficial to City’s interests.

EXHIBIT I

SCOPE OF SERVICES
RFP
City Council
23-052 Federal Legislative Advocacy Services Page 18 of 33 41 – 47 6/6/2023

CITY OF SANTA ANA
D. MEETINGS WITH CITY STAFF REGARDING GRANT OPPORTUNITIES At the request of the City, provide meeting opportunities for City staff to discuss potential grant/funding opportunities and guide them through the application process.

1. Work with the City to identify and evaluate potential funding categories with annual budget or appropriation bills, and specific funding on grant opportunities.

E. KEEP THE CITY UPDATED ON PERTINENT LEGISLATION

1. Provide updates on proposed, introduced, and amended federal legislation, and proposed and adopted federal administrative rules and regulations, to identify and report on matters that potentially affect the City’s legislative priorities.

2. Identify potential future legislative issues or opportunities that may interest the City, and help position the City to benefit from new laws, regulations, policies, programs, and/or funding opportunities.

F. RELATIONSHIP-BUILDING WITH FEDERAL LAW MAKERS
Support a positive relationship with the President of the United States, members of the U.S. Congress, and federal agencies.

1. Assist in establishing relations between councilmembers and City staff and legislative persons, including chairs and consultants of key committees and other important policymakers.

2. Coordinate meetings with members of the U.S. Congress and federal agencies to provide the City the opportunity to meet with key policymakers on pertinent City issues.

G. PREPARE POSITION LETTERS AND DRAFT LEGISLATVE LANGUAGE At the request of the City, assist with drafting position letters, legislative language, and talking points on legislation or language for City policy resolutions.

H. MONTHLY REPORTS
Provide regular updates on the political landscape in Washington, D.C. to help provide context, and identify opportunities and potential issues. At a minimum, provide monthly reports of activities pursued or accomplished on behalf of the City.

I. FPPC FILINGS
Prepare and file all applicable Fair Political Practices Commission lobbying documents and reports within all applicable deadlines, per the provisions of the Political Reform Act of 1974 as amended. Provide the City notification of any changes or modifications that may be pertinent.

RFP
City Council
23-052 Federal Legislative Advocacy Services Page 19 of 33 41 – 48 6/6/2023

EXHIBIT B
Consultant’s Proposal
City Council 41 – 49 6/6/2023
www.hklaw.com
Response to Request for Proposal from the
City of Santa Ana
Federal Legislative Advocacy Services – No. 23-052
April 18, 2023
Leslie Pollner
Senior Policy Advisor | Washington, D.C. | 202.744.3954 | [email protected] Lisa Barkovic
Senior Policy Advisor | Washington, D.C. | 202.419.2486 | [email protected] City Council 41 – 50 6/6/2023
Disclaimer: The information provided in this handout is general information and not designed to be and should not be relied on as your sole source of information when analyzing and resolving a specific legal issue. Each fact situation is different; the laws are constantly changing. If you have specific questions regarding a particular fact situation, we urge you to consult with legal counsel.

All product and company names are trademarks™ or registered®trademarks of their respective holders. Use of them does not imply any affiliation with or endorsement by them.

Copyright © 2023 Holland & Knight LLP. All rights reserved. 207432036 Table of Contents
Cover Letter ................................................................................................................................................1 Services Provided .......................................................................................................................................2 A. Help Set Legislative Priorities.......................................................................................................3 B. Advocate on the City’s Behalf.......................................................................................................3 C. Legislative Research and Analysis...............................................................................................3 D. Meetings with City Staff Regarding Grant Opportunities ..............................................................5 E. Keep the City Updated on Pertinent Legislation...........................................................................6 F. Relationship-Building With Federal Law Makers ..........................................................................6 G. Prepare Position Letters and Draft Legislative Language ............................................................6 H. Monthly Reports ...........................................................................................................................7 I. FPPC Filings.................................................................................................................................7 Agreement Statement .................................................................................................................................8 Firm and Team Experience.......................................................................................................................10 Proposed Work Plan .................................................................................................................................18 Exhibit A: D. Conflict of Interest ................................................................................................................21 Exhibit B: P. Litigation Status....................................................................................................................22 Exhibit C: Sample Terms of Engagement.................................................................................................24 Cost Proposal ...........................................................................................................................................25 Certifications .............................................................................................................................................26 City Council 41 – 51 6/6/2023
Confidential Presentation for City of Santa Ana | 1

800 17th Street N.W. | Washington, D.C. 20006 | T 202.955.3000 | F 202.955.5564 Holland & Knight LLP | www.hklaw.com
Leslie Pollner Lisa Barkovic
202.744.3954 202.419.2486
[email protected] [email protected]
April 18, 2023
Daniel Soto, Project Manager (via PlanetBids)
City of Santa Ana – City Manager’s Office
20 Civic Center Plaza
Santa Ana, CA 92701
Re: Proposal for Federal Advocacy Services, RFP No. 23-052 Dear Mr. Soto:

Thank you for the opportunity to present Holland & Knight’s qualifications for federal advocacy services.

Holland & Knight is a Limited Liability Partnership. It has been an honor to represent the City of Santa Ana in Washington, D.C., over the past several years and we are proud of the successes we have accomplished together. To continue to achieve your federal objectives at the federal level, the City needs a lobbying firm that not only brings in-depth legislative and regulatory experience but also uses creative, multifaceted strategies that advance your agenda with Congress, the White House, federal agencies as well as with other key stakeholders.

Holland & Knight is that firm. We have significant experience serving the needs of local governments and public agencies. Our successful track record for the City, includes securing over $5 million for public safety, $2.5 million for downtown business improvements, assisting with the Centennial Park land conversion, and helping to secure direct coronavirus relief funding through the American Rescue Plan Act. Given our extensive work with the City, we are ready to hit the ground running.

As you know, our team offers a bipartisan, comprehensive, and above all, successful approach to federal relations for our clients. We know how to continue to strengthen and expand your relationships with Congress and the federal government to secure federal funding and resources for Santa Ana. We have an excellent track record creating initiatives and opportunities to raise the City’s profile at the national level.

We also understand that the City’s needs go beyond traditional advocacy. We stand ready to continue to help the City connect with other cities to learn about best practices and share policy solutions and to expand the City’s bandwidth to tackle complex public policy challenges.

Holland & Knight would consider it a privilege to continue to represent the City of Santa Ana in achieving its legislative, funding and policy goals at the federal level.

Very truly yours,
Holland & Knight LLP
_____________________________ ____________________________ Leslie Pollner, Senior Policy Advisor Lisa Barkovic, Senior Policy Advisor City Council 41 – 52 6/6/2023
Confidential Presentation for City of Santa Ana | 2
Services Provided
Holland & Knight’s Public Policy and Regulation (PP&R) Group is one of the most experienced, wellrespected government relations practices in the country. We combine all the essential elements: bringing in-depth legislative and regulatory experience and a strong record of success, while using creative and multifaceted strategies to advance the City’s agenda with Congress, the White House federal agencies, regional and national associations, as well as other key stakeholders. We have significant experience working with local governments – all of the team members proposed for this engagement have either worked directly for or alongside local governments for over 20 years. Our qualifications include:

Deep Local Government Experience: Holland & Knight has developed a strong foundation in all issues that matter to local governments spanning transportation, water, infrastructure, housing/homelessness, broadband, mental health, community and economic development, public safety and homeland security, immigration, energy and environmental issues, among others.

Bipartisan: Holland & Knight’s bipartisan team provides access to key policymakers in either party. While some firms fluctuate depending on which party is in power, Holland & Knight remains steady year after year, election after election, by nurturing longstanding relationships on both sides of the aisle while advocating on behalf of our clients.

Creative Campaign-Style Advocacy: Unlike other firms, Holland & Knight offers a campaign-style approach to advocacy. We incorporate lobbying, regulatory lawyering, traditional and social media, coalition building and grassroots engagement to break through the “noise” in Washington and achieve client goals.

Profile Raising Success: We have been highly successful in positioning mayors and their teams as national leaders on issues of importance. Through our strong relationships with think tanks, business associations, labor organizations and thought leaders, Holland & Knight has successfully built coalitions, developed platforms and broadened support for client priorities leading to favorable legislation and media attention.

California Connected: Your Holland & Knight team has longstanding ties with the Golden State. We have a deep understanding of the policies, politics and people impacting the City’s needs and goals. We represent California local governments and government entities, including Fremont, West Sacramento, Sacramento, San Jose, San Diego, Orange County Fire Authority, the Los Angeles Metropolitan Transportation Authority, the Southern California Association of Governments, the Port of Los Angeles and the Los Angeles Community College District.

Team-based: We work as a seamless team and dedicate the personnel with the necessary relationships and substantive knowledge to the matter at hand. This organizational structure provides clients with a significant advantage that does not exist with many firms, which tend to operate as independent actors or only have meaningful relationships with one body of Congress or one political party.

As reflected throughout our proposal, Holland & Knight has been able to secure significant successes for the City of Santa Ana. Our approach to the scope of services is outlined in the following pages.

City Council 41 – 53 6/6/2023
Confidential Presentation for City of Santa Ana | 3
A. Help Set Legislative Priorities
Every year, we have worked with the City to develop a comprehensive federal agenda. We have helped the City identify short, medium and longer-term priorities and crafted strategies to help advance them. If selected, we would continue to provide strategic counsel on Santa Ana’s legislative, regulatory and funding priorities. In developing effective advocacy strategies for the City, Holland & Knight will evaluate the federal landscape, challenges and opportunities by taking into account House and Senate leadership, committee and caucus pressures and their proposed bills and policy agenda. We will keep in close contact with the City by providing regular updates on the political and legislative factors affecting the City’s interests, projects and top priorities. Based on these factors, we will adjust advocacy strategies to navigate the often-changing dynamics and complex political terrain in Washington, D.C.

We will also assist the City with developing strategies and initiatives to affirmatively advance legislation to benefit the City of Santa Ana. This could include building outside support for the City’s priorities working in coalition with mayors and council members from other cities and key stakeholder groups, creating forums to highlight the City’s work at the national level, providing letters of support from the City and other key stakeholders and working in coalition with outside groups like the U.S. Conference of Mayors to generate support for the City’s priorities.

B. Advocate on the City’s Behalf
Holland & Knight will continue to actively and aggressively advocate for the City to advance its priority issues. We will work closely with Congress and the Administration to achieve success on your federal agenda, including having regular contact with federal officials, strategizing on next steps and assisting you in maintaining and strengthening your relationships. These efforts include:
• Engaging in ongoing discussions with the White House, Congress and relevant federal agencies to discuss your priorities, respond in a timely basis to inquiries and concerns and gather insider information and intelligence to gain behind-the-scenes insights on challenges and opportunities • Identifying critical times in the federal legislative or budgetary process for the City to contact congressional members or the Administration to advance its priority projects or issues • Drafting briefs, proposals and other content as needed to advance education efforts and information sharing
• Creating opportunities for City officials to provide testimony before Congress on its priorities and assist in the preparation of testimony – both in Washington, D.C. and through roundtables and events in the City and the region
• Maintaining constant contact with the City on strategic implementation, making adjustments to strategy as federal political and legislative factors evolve C. Legislative Research and Analysis
Holland & Knight will continue to keep the City apprised of the latest developments on federal activities and issues that impact Santa Ana through ongoing Washington updates and other briefing memos on key municipal issues. This will include strategy memos related to specific project or issue priorities as key legislative, program or regulatory developments occur. Our proactive, constant communication with our clients in real-time is a hallmark of our approach.

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Holland & Knight will research and track federal legislative and regulatory developments of interest to the City, including providing ongoing political intelligence regarding developments within Democratic and Republican Party caucuses, House and Senate committees, the White House and federal departments and agencies to help the City gain insights on proposed legislation, rulemaking and funding opportunities. When legislation or regulations are introduced that poses a threat or opportunity for the City, our team will share and provide analysis to the City. We are available 24/7 to answer questions about the political and policy landscape in Washington.

Every Monday, we provide an update on key developments for the week ahead that may be of interest to the City. This includes Committee hearings, press events and major Administration announcements. We also send out our Eyes on Washington report at the end of the week recapping major developments in the Capitol.

Federal Funding
Holland & Knight understands the full range of funding opportunities that the City may choose to pursue and has the expertise to help the City secure additional critical resources. Whether helping to navigate the federal grant and appropriations process or accessing national philanthropic dollars, our team has an unparalleled track record of success.

Appropriations: Our team will work closely with the City to determine how your priorities may benefit from the annual appropriations process and use our extensive relationships with the Senate and House Appropriations Committee members to achieve your funding priorities.

Holland & Knight understands how to use the appropriations process to advance our clients’ priorities and with the return of earmarks – Community Project Funding (CPF)/Congressionally Directed Spending (CDS) – there is an unprecedented opportunity to secure funding for the City. Last year, we helped the City secure $2.5 million for the City’s Downtown Business Improvement Initiative, which provided funding for a dedicated wireless network throughout the City's Business Improvement District as well as upgrades to the City’s downtown parking structures for visitor, customer and employee use.

This year, we have helped advance a $3.5 million CPF request to help expand and support the Santa Ana Multi-Disciplinary Response Teams (SMART), which is a pilot program that deploys traumainformed social workers and mental health clinicians to respond to non-emergency 911 calls reducing the burden on the City’s public safety system. SMART provides an immediate response to calls for service to the city and to the Santa Ana Police Department (SAPD) involving individuals experiencing mental health crises and/or substance abuse disorders.

For both opportunities, we helped the City identify the potential project and arranged meetings with Rep.

Correa’s staff to discuss the projects’ merits. We then helped craft the project narratives and assisted with submitting the applications to Rep. Correa’s office. We provided strategic guidance to the City on letters of support. Our approach helped the City secure these highly competitive Community Project Funding requests.

If selected to continue to represent the City, we will continue to shepherd the City's projects through the process from beginning to end. advocating for City projects before the appropriate congressional members and staff.

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Grants: When the City decides to pursue a particular grant opportunity, Holland & Knight will assist in mapping a strategic plan to pursue the grant, addressing selection criteria and stressing certain project aspects that the agency may be more focused on in a particular round of funding. Because of our close agency relationships, we often gain key intelligence and insight into program directions that an agency may be considering which can change from year to year. The ability to ascertain the constraints and expectations of the grant-making agencies is one of the most important factors of successful grant awards.

Holland & Knight monitors all legislative and regulatory activity that affects our clients and acts accordingly if there is an opportunity or threat from it. We provide weekly updates on legislative priorities.

In addition, we have developed a tracker for all relevant funding opportunities in the Bipartisan Infrastructure Law and Inflation Reduction Act. We provide this tracker on a weekly basis to our clients in addition to real time updates as grants are released and awards are made. We have also helped our clients provide feedback to agencies prior to the release of federal funding opportunities to ensure that the programs are designed to benefit their key priorities and programs.

D. Meetings with City Staff Regarding Grant Opportunities Holland & Knight will continue to regularly meet with the City's staff to discuss potential grant/funding opportunities and to help guide staff through the application process. We can also assist with various efforts including meetings with federal departments and agencies to discuss your initiatives, working with the Santa Ana congressional delegation to solicit support for grants through letters or contact with agency heads and staff and using our close relationships with the administration to lobby on your behalf.

Because of our relationships with both career and political staff at federal agencies, we can often gain intelligence and insight into key criteria and priorities for the grant programs that agency officials may be considering which can change from year to year, thus enabling our clients to have a better chance at success.

After the City identifies a grant opportunity, we will help craft the grant application to carefully address selection criteria, stressing certain project aspects that the agencies may be more focused on during a particular round of funding. We will then set up meetings with the federal agencies/departments to discuss the City of Santa Ana’s proposed initiatives, work with the congressional delegation to solicit support for grants through letters and direct contact with the agency leadership and use our close relationships with the administration to lobby on your behalf.

Our approach has paid off for Santa Ana. Using our relationships with the U.S. DOJ and Community Oriented Policing Services Office (COPS), we worked closely with City staff and the Santa Ana Police Department to successfully secure four COPS Hiring grants in years 2014, 2015, 2016 and most recently in 2020. For each grant award, the Holland & Knight team reviewed and edited the application, drafted and obtained support letters from the delegation and arranged for key meetings between the COPS office and police chief.

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E. Keep the City Updated on Pertinent Legislation
As previously mentioned, Holland & Knight monitors all legislative and regulatory activity that affects our clients and acts accordingly if there is an opportunity or threat from it. In addition to using standard databases, such as Bloomberg Government (BGov), Politico Pro and National Journal, we get our best information through discussions with members of Congress and staff, key committee members and staff, House and Senate leadership and White House and administration officials. They provide Holland & Knight behind-the-scenes insights on proposals, potential issues and funding opportunities, which we then use to provide real-time updates to our clients. This way, our clients know exactly what is happening in D.C. as developments occur and this allows our clients to have a seat at the table and actively participate in development of policy.

We also provide timely reports to our clients on congressional hearings, relevant legislation, federal guidance and grant opportunities. Every Monday, we send along a “Week Ahead” email highlighting key committee hearings, legislation and developments in Washington, D.C., that impact local governments.

In addition, we also send our “Eyes on Washington” report recapping significant federal developments each week.

F. Relationship-Building With Federal Law Makers
Holland & Knight will continue to use our relationships with the White House, Biden Administration and Congress to advance the City's initiatives and to ensure that it receives attention at the federal level for its innovative work. We work closely with Rep. Correa and the entire California Congressional delegation as well as with Senators Padilla and Feinstein and we will leverage these relationships to advance your priorities.

Additionally, Holland & Knight can call upon a vast range of partners with whom we have strong working relationships to collaborate with and support our efforts, either actively or behind the scenes. All the team members identified in this proposal have extensive experience working with foundations, think tanks, trade associations and NGOs that support the activities of executive branch agencies and multilateral institutions in Washington, D.C.

G. Prepare Position Letters and Draft Legislative Language Holland & Knight can prepare compelling fact sheets to support the City's funding, legislative and regulatory requests. In addition, we can write letters to House and Senate members and administration officials outlining the City’s position.

Holland & Knight brings a strong track record in drafting legislation, amendments, committee report language, appropriations provisions and congressional testimony on all issues relevant to local governments' priorities. We also monitor, review, shape and advance or block critical regulations.

For example, we have successfully drafted and included provisions for our municipal clients in the recent bipartisan infrastructure bill, surface transportation authorizations, Energy Policy Acts, Clean Water/Safe Drinking Water Acts, Water Resources of Development bills and FAA Authorization bills.

As Congress considers legislation for the City's priorities, we can secure opportunities for the City to serve as witnesses during the committee hearings on these bills and arrange roundtables and visits for committee leadership and the Administration to tour the City's projects.

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In addition, we will work with the City to shape and influence bills by:
• Scheduling calls and meetings with the congressional delegation offices and committee staff • Drafting supporting materials for the City to send to the committees and delegation • Drafting legislation language and amendments for the City's priorities • Using our relationships with committee staff to provide real time updates on amendments, committee markups and hearings
H. Monthly Reports
We will provide monthly reports to you on the political landscape in Washington and on developments impacting the City’s priorities. In addition, we will provide weekly and real-time updates on developments as they occur.

As a matter of practice, we schedule weekly calls with our clients to provide updates. In many cases, we communicate more frequently through email or more formal communications. This approach allows us to understand your evolving needs and priorities, making us more effective in representing you.

Some of the following have been mentioned previously in this proposal but the entire list of client communications includes:
• Monthly reports with the status of legislative, regulatory and public affairs initiatives we are addressing for the City at the direction of the Office of the Mayor • Regular appearances before the Council’s Legislative committee • Weekly “Week Ahead” and “Eyes on Washington” updates, which offer our clients the latest information on key developments in Congress and the Executive Branch • Weekly grant notifications that provide our clients with information regarding recently announced federal grant opportunities
• A comprehensive tracker providing information on all the grant opportunities included in the Bipartisan Infrastructure Law and Inflation Reduction Act If selected, we can tailor these updates to meet your schedule and needs. We offer this because, as stated before, close communication among our team members and our clients is a hallmark of Holland & Knight’s work. In fact, we encourage you to reach out to us beyond scheduled calls or visits because we know that important issues arise beyond the normal workday. This way you feel a part of our day-to-day advocacy efforts and are always up to speed on our activities and progress.

I. FPPC Filings
If selected for this assignment, Holland & Knight will assure timely filings of all necessary reports and will notify the City of any relevant and pertinent changes.

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Agreement Statement
Please find below a list of exceptions to the Terms and Conditions as submitted by Holland & Knight.

Exceptions to Terms and Conditions
Exhibit II – Sample Agreement

6. Minimum Scope and Limit of Insurance
Waiver of Subrogation
Contractor hereby grants to Entity a waiver of any right to subrogation which any non-professional liability insurer of said Contractor may acquire against the Entity by virtue of the payment of any loss under such insurance. Contractor agrees to obtain any endorsement that may be necessary to affect this waiver of subrogation, but this provision applies (except as it relates to Contractor’s professional liability insurance) regardless of whether or not the Entity has received a waiver of subrogation endorsement from the nonprofessional liability insurer.

Self-Insured Retentions
Self-insured retentions must be declared to and approved by the Entity. The Entity may require the Contractor to purchase coverage with a lower retention or provide proof of ability to pay losses and related investigations, claim administration, and defense expenses within the retention. The policy language shall provide, or be endorsed to provide, that the self-insured retention may be satisfied by either the named insured or Entity.

Notwithstanding the foregoing, if Contractor fails or refuses to obtain such coverage as the Entity requires, the Entity’s sole remedy for Contractor's failure or refusal shall be terminate this Agreement with no right to monetary damages, and Entity shall pay Contractor for services performed by it prior to termination.

Claims Made Policies (note – should be applicable only to professional liability, see below) If any of the required policies provide claims-made coverage:

1. The Retroactive Date must be shown, and must be before the date of the contract or the beginning of contract work.

2. Insurance must be maintained and evidence of insurance must be provided for at least five (5) years after completion of the contract of work.

3. If coverage is canceled or non-renewed, and not replaced with another claims-made policy form with a Retroactive Date prior to the contract effective date, the Contractor must purchase “extended reporting” coverage for a minimum of five (5) years after completion of work.

Special Risks or Circumstances
Entity reserves the right to modify these requirements, including limits, based on the nature of the risk, prior experience, insurer, coverage, or other special circumstances. The Firm reserves the right to review and approve or reject any modification by the Entity of these requirements as they relate to professional liability insurance coverage. However, the Firm is confident that its current professional liability insurance is sufficient to protect the Entity.

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Notwithstanding the foregoing, if Contractor fails or refuses to obtain such coverage as the Entity requires, the Entity’s sole remedy for Contractor's failure or refusal shall be terminate this Agreement with no right to monetary damages, and Entity shall pay Contractor for services performed by it prior to termination.

TERMINATION
This Contract may be terminated by either party the City upon thirty (30) days written notice of termination to the non-terminating party. In such event, Contractor shall be entitled to receive and the City shall pay Consultant compensation for all services performed by Contractor prior to receipt of such notice of termination, subject to the following conditions:
a. As a condition of such payment, the Executive Director may require Contractor to deliver to the City all work product(s) completed as of such date, and in such case such work product shall be the property of the City unless prohibited by law, and Consultant consents to the City's use thereof for such purposes as the City deems appropriate.
b. Payment need not be made for work which fails to meet the standard of performance specified in the Recitals of this Agreement.

Please refer to Exhibit C for a sample of our Terms of Engagement.

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Firm and Team Experience
i. General description of the firm
Founded in 1968, Holland & Knight is a global law firm with nearly 2,000 lawyers and other professionals in 35 offices throughout the world. We have five primary sections (Business, Government, Litigation, Healthcare and Real Estate) and within those sections provides representation in more than 100 areas of the law.

Formed in 1982, Holland & Knight’s Public Policy & Regulation (PP&R) Group is one of the most experienced, well respected government relations practices in the country. With more than 100 individuals servicing over 250 private and government agency clients, the PP&R Group includes five former members of Congress (three Democrats, two Republicans), former Trump, Obama, Clinton and Bush Administration officials, former local government officials and former senior congressional committee and legislative staffers.

In addition to the core team dedicated to supporting your goals and objectives, the City will have access to the vast experience of Holland & Knight’s entire PP&R team. For more details on your team members, please refer to Question V. for your team’s resumes.
ii. Firm’s nearest address serving the City of Santa Ana.

Holland & Knight has offices in the state of California. Our nearest address to the City of Santa Ana and their headquarters is:

Orange County
3 Park Plaza, Suite 1400
Irvine, CA 92614
iii. Address of firm’s office located in Washington, D.C.

Holland & Knight’s Washington, D.C., office is located at:

Washington, D.C.
800 17th Street N.W., Suite 1100
Washington, D.C. 20006
iv. Name and contact information Project Manager/Principal Agent.

Your Holland & Knight team will be co-led by the following contacts:

Leslie Pollner, Senior Policy Advisor
800 17th Street N.W., Suite 1100, Washington,
D.C. 20006
202.744.3954
[email protected]
Lisa Barkovic, Senior Policy Advisor
800 17th Street N.W., Suite 1100, Washington,
D.C. 20006
202.419.2486
[email protected]
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v. Resumes for Project Manager(s) and all key individuals.

Holland & Knight Senior Policy Advisors, Leslie Pollner and Lisa Barkovic, will serve as your project managers, responsible for overseeing the effective management of the engagement. Ms. Pollner and Ms.

Barkovic will be responsible for ensuring the City's priorities and interests are addressed in a timely and thorough manner. They will stay in constant communication with you about Holland & Knight’s activities on your behalf and your evolving needs.

This approach keeps the entire Holland & Knight team working in sync with and accountable to the City of Santa Ana. It is important to emphasize that every member of the Holland & Knight team, as well as the full firm, is always accessible to the City. A hallmark of Holland & Knight is that we function as a seamless extension of your team.

Outlined below is your Holland & Knight team:

Leslie Pollner is a Senior Policy Advisor and co-leader of Holland & Knight's Local Government Group. Ms. Pollner focuses on local government and public sector advocacy. Her extensive experience in government at the federal and local level allows her to help clients develop innovative solutions and advocacy strategies to achieve results. Prior to joining the firm in 2013, Ms. Pollner was the deputy mayor for federal affairs in Los Angeles under Mayor Antonio Villaraigosa. She led the City of Los Angeles' office in Washington, D.C., directed its federal advocacy and managed its lobbying teams.

Lisa Barkovic is a Senior Policy Advisor in Holland & Knight's Washington, D.C., office.

Ms. Barkovic has over 20 years of experience in the areas of federal appropriations, public safety, and homeland security. Prior to joining Holland & Knight, Ms. Barkovic served five years in the office of Rep. Mark Foley (R-FL) as a legislative assistant. Her work there included managing all appropriation requests and developing legislative strategies on an array of issues.

Eve Maldonado O'Toole is a Senior Policy Advisor and co-leader of Holland & Knight’s Local Government Group. She brings more than 25 years of federal lobbying experience, with substantial background in local government/public sector advocacy, regulatory, appropriations and policy development, and in establishing and executing local publicprivate partnerships, successful grassroots campaigns and coalitions, including Mayors and CEOs for U.S. Housing Investment, and positioning state and local officials and municipalities nationally. Prior to joining the firm, she led the League of California Cities office in Washington, D.C.

Lauri Hettinger is a Senior Policy Advisor and advocates for local governments, transportation agencies and water utilities focusing on surface transportation, water resources and economic development policy and funding priorities. Before joining Holland & Knight, Ms. Hettinger worked for Senator George Voinovich (R-OH) and served as his staff director on the Senate Environment and Public Works Committee’s Transportation and Infrastructure Subcommittee, which oversees the DOT, EPA and the Army Corps of Engineers.

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Nicholas Leibham is an attorney in Holland & Knight's Orange County and Washington, D.C., offices, and has 20 years of policy/political. Mr. Leibham's counsel includes aspects of policy development as well as lobbying the legislative and executive branches of government, federal funding and business development initiatives, procurement, public-private partnerships, regulatory matters and rulemakings, tax policy issues and company wind-downs where government is a creditor/stakeholder. Before joining Holland & Knight, Mr. Leibham was the Western regional director for the Democratic National Committee as well as a senior aide to Rep. Gary Ackerman (D-N.Y.) and Rep. Neil Abercrombie (D-Hawaii).

Ed Perlmutter is a government relations attorney and general practitioner. Before joining Holland & Knight, Mr. Perlmutter was a member of the U.S. House of Representatives and served eight terms representing the Seventh Congressional District of Colorado, as well as servicing as Colorado State Senate for two terms. He earned a reputation as a bipartisan bridge-builder and a champion of renewable energy and smart growth policies.

Over the course of his political career, Mr. Perlmutter has developed many relationships at the federal, state and local levels across a broad range of subjects.

Dan Maldonado, Chief Executive Officer, DCM Group LLC, has more than 40 years of expertise in federal advocacy services to advance local government project initiatives including infrastructure and economic development, housing, environmental, small business, public safety and public health. Mr. Maldonado served as the Chief of Staff and principal appropriations assistant to former Los Angeles Congressman and national Latino leader Edward Roybal. Mr. Maldonado addressed a spectrum of funding issues and advised on strategies dealing with voting rights amendments, farmworker rights and immigration reform.
vi. Disclosure of any and all proposed sub-consultant(s).

Mr. Dan Maldonado, Chief Executive Officer, DCM Group LLC, will be working with Holland & Knight to support the City of Santa Ana’s lobbying efforts.
vii. List of other municipal customers the firm currently serves and explain in what capacity.

District of Columbia Bar rules prohibit Holland & Knight from divulging current client relationships because of attorney-client confidentiality requirements and other professional responsibility considerations. This prohibition extends to identifying the names of clients where our representation is not otherwise public knowledge.

However, our federal public policy clients are all disclosed on our quarterly filings with the House and Senate pursuant to the Lobbying Disclosure Act. Accordingly, we have listed below the relevant local government clients for whom disclosures are filed and can be found online as of April 2023.

Client Duration Amount
Board of County Commissioners of Pitkin County, CO 2002-present $130,000 City and County of San Francisco, CA 2009-present $6 million City of Atlanta, GA 2007-present $5 million
City of Aurora, CO 2007-present $960,000
City of Charlotte, NC 2004-present $3.9 million
City of Cleveland, OH 2002-present $600,000
City of Everett, WA 2019-present $490,000
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Client Duration Amount
City of Fremont, CA 2011-present $1.3 million
City of Hampton, VA 2022-present $10,000
City of Norfolk, VA 2004-present $2.5 million
City of Philadelphia, PA 2011-present $1.15 million
City of Sacramento, CA 2007-present $1.9 million
City of San Diego, CA 2022-present $210,000
City of San Jose, CA 2019-present $530,000
City of Santa Ana, CA 2014-present $720,000
City of Seattle, WA 2009-present $1.8 million
City of Sugar Land, TX 2022-present $150,000
City of Tampa, FL 2009-present $1.6 million
City of West Palm Beach, FL 1999-present $2.8 million
City of West Sacramento, CA 2007-present $2.2 million
Cobb County, GA 2005-present $1.1 million
County of Placer, CA 1999-present $3.4 million
Hillsborough Area Regional Transit Authority 2000-present $1.5 million Los Angeles County Development Authority 2009-present $1.8 million Los Angeles County Metropolitan Transportation Authority 2012-present $1.7 million Metropolitan Atlanta Rapid Transit Authority 2008-present $2.45 million Niagara Frontier Transportation Authority 2019-present $460,000 Osceola County, FL 2016-present $630,000
Polk County 2001-present $2.4 million
Puget Sound Regional Council 2023-present $30,000
Regional Transportation Commission of Southern Nevada 2017-present $620,000 Sacramento County 2002-present $2.8 million
Southeastern Pennsylvania Transportation Authority 2021-present $130,000 Southern California Associate of Governments 2020-present $240,000 Southwest Ohio Regional Transit Authority 2015-present $1.25 million viii. List of successful projects.

Holland & Knight has secured billions of dollars in federal grants and programmatic funding for our clients' projects and initiatives. In addition, we understand how to utilize the annual appropriations process to benefit our clients. Below are several of our funding successes for clients, particularly for our clients in the State of California:
• Transportation: $762 million in DOT’s TIGER/BUILD/RAISE grants, $127.6 million in Safe Streets for All, $13.5 million in Reconnecting Communities, $92 million in DOT INFRA grants, $3.595 million in FTA Transit-Oriented Development grants, $123 million in FTA Bus and Bus Facilities grants, $87 million in FRA CRISI grants, and millions of dollars in FTA Full Funding Grant Agreements (FFGAs) • Economic Development: Over $1 billion from multiple federal agencies for large-scale economic development projects
• Public Safety: More than $48.5 million in DOJ COPS hiring grants, $55 million in AFG grants, and over $115 million in SAFER grant funding for emergency responses • Housing: $183.35 million in HUD Choice Neighborhoods Planning and Implementation grants; and increased funding for new Housing Choice Vouchers
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Below is a sample of successes we have secured for our clients.

Transportation: Holland & Knight recently assisted the City of Seattle, WA, in successfully securing a $11.2 million DOT INFRA grant for its West Seattle Bridge High-Rise project, which provided funding to repair one of the region’s most significant bridges that had been closed for over a year due to extensive cracking. Our team was involved with every aspect of the process. Prior to submitting the application, we set up a meeting for the City with DOT to discuss the project and ensure that the City understood the funding criteria. We held regular briefings with the congressional delegation to keep them apprised of the project and secured letters of support from them. Holland & Knight also ensured that members of the congressional delegation reached out to DOT Secretary Buttigieg to voice support for the project and drafted talking points for members to use during their calls.

We also reviewed the grant application to make sure that it emphasized aspects of the project that are aligned with the Biden Administration's priorities. Our efforts paid off and the City received the highly competitive grant. Just a few months later, our team also helped the City successfully secure a $20 million RAISE grant for the East-Way Marginal Way Corridor Improvement Project to enhance safety and improve traffic flow at several of the City’s busiest freight intersections and to improve safety for cyclists by creating a dedicated protected bike lane.

Centennial Park Land Conversion: Holland & Knight’s team successfully assisted the City of Santa Ana on a critically important effort to preserve Santa Ana College’s adult education center in Centennial Park as the City sought to renew a long-term lease arrangement with the National Park Service (NPS). When NPS indicated that the recreational purposes of its land had to be fully met, it became necessary to establish a land replacement process in which the City would offer land whose value would be equivalent to the NPS land being exchanged – a determination that also involved the General Services Administration (GSA). The Holland & Knight team coordinated with the City Manager and the City’s Department of Parks, Recreation and Community Services and scheduled of a series of discussions with NPS and GSA to advance the process, identify next steps related to NEPA, title work and GSA land valuation. Through this process, we convinced GSA to accept a 100% public discount conveyance. An integral part of our efforts included closely coordinating with Rep. Correa on the project’s progress, ensuring that Rep. Correa weighed in with the Secretary of the Interior and preparing letters/talking points for Rep. Correa and his staff.

Affordable Housing/Homelessness: In 2018, Holland & Knight launched the Mayors & CEOs for U.S.

Housing Investment. This coalition of 39 bipartisan mayors and CEOs includes mayors from urban, rural, and suburban municipalities. Together, they represent more than 23 million residents and millions of households. The coalition has worked closely with Congress and the Administration to maximize housing and homelessness funding in the COVID-19 relief measures and annual appropriations bills. We have also focused on creating new programs that pair housing with health and supportive services targeted to the homeless as well as developing a housing stabilization fund program for those teetering on homelessness.

The coalition is seen as a key resource by Congress, the Administration, stakeholders and media.

Further, to elevate the coalition’s work, Holland & Knight has organized and led virtual meetings and roundtables with key House and Senate leaders, House and Senate committees, the White House, HUD, and stakeholders, and participated in forums with the National League of Cities, U.S. Conference of Mayors, and the National Alliance to End Homelessness.

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The Coalition also worked to advance and expand the Low-Income Housing Tax Credit, one of the nation’s most important tools for financing the production and preservation of affordable rental housing.

We worked to build support for the Affordable Housing Credit Improvement Act (AHCIA) of the last session in 2021 (S. 1136 and H.R. 2573) and helped galvanize mayors on this issue.

Working with the Enterprise ACTION campaign, we helped draft a letter of support for the legislation and secured the signatures from 82 bipartisan mayors. We have led several U.S. Conference of Mayors resolutions supporting the issue and helped convene mayors to meet with key congressional leaders to highlight the importance of expanding the tax credit. We are continuing our efforts to include the expansion of the AHCIA in the upcoming tax extenders bill.

Public Safety: In 2020, we helped the City of Everett, WA, secure a $6 million DOJ COPS grant to hire up to 16 additional officers to assist with community policing efforts. In advance of submitting the application, we arranged for the Mayor to meet with the DOJ COPS Office to highlight the City’s needs for additional officers. We reviewed the City’s grant application, helping to carefully tailor the application to meet the Administration’s key criteria and metrics. We also strongly advised the City to seek the option of a waiver with the application which was extremely beneficial once the pandemic hit. Additionally, we helped the City secure letters of support from their congressional delegation and stayed in touch with the COPS office throughout the review process.

Appropriations: Holland & Knight ensured that our clients' member directed spending requests were advanced by their House and Senate members. In the FY 2022 appropriations bills, we helped our clients secure over $200 million in House and Senate Community Project Funding/Congressionally Directed Spending requests. We helped them draft funding requests, met with congressional offices to match projects with their priorities, and helped ensure that offices understood the importance of the projects.

Below are samples of Community Project Funding/Congressionally Directed Spending requests we secured for our clients:
• City of Aurora, Colorado: $1.35 million for the Safe Outdoor Spaces Project. The City of Aurora has a large unsheltered homeless population, and currently, has limited access to shelters. The City is using this funding to provide sheltering options and hygiene facilities in a safe parking lot for these residents.
• City of Norfolk, Virginia: $2.9 million for Historic Hunton YMCA. The William A. Hunton YMCA in Norfolk, located in the Tidewater Gardens public housing community, provides meals and day care for hundreds of children from the neighborhood every day. It is subject to frequent nuisance flooding and is at risk for future flood events. The City is using this funding to acquire the property and relocate this community resource to a more sustainable area that is not at risk of flooding. • City of San Jose, California: $1.5 million for San José Public Library Caregiver Training for Digital Inclusion. The City of San Jose currently offers professional training and access to technology necessary for family, friend, and neighbor (FFN) caregivers to meet the needs of underserved children in San José. These funds would allow the San José Public Library to provide additional access to high-quality workforce development training in child development and to expand digital inclusion and technology support for caregivers to enhance the care they provide. • City of San Francisco, California: $1.5 million for Herz Playground Recreation Center. We successfully assisted the City of San Francisco secure funding to assist with construction of a new 11,500 square foot multi-use recreation center and outdoor amenities for the economically and socially isolated Sunnydale/Visitacion Valley neighborhood.

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Confidential Presentation for City of Santa Ana | 16
ix. Describe relationships firm has with members of U.S. Congress, federal agencies, and their staff.

Holland & Knight will use our extensive relationships with White House and Administration officials and congressional members and staff to identify opportunities for the City. Our team has excellent relationships with all members of the California delegation, including Rep. Correa, Sen. Padilla and Sen.

Feinstein as well as all the leading candidates for Sen. Feinstein’s seat. Our relationships include:

Holland & Knight’s Relationships with Congressional Leadership Senate House
Senate Leadership (Majority Leader,
Minority Leader, Majority Whip, Minority
Whip and Majority Conference Secretary)
House Leadership (Speaker of the House, Majority
Leader, Minority Leader, Majority Whip and Minority
Whip)
Chair/Ranking Member, Senate
Appropriations Committee and
Subcommittees
Chair/Ranking Member, House Appropriations
Committee and Subcommittees
Chair/Ranking Member, Senate Finance
Committee
Chair/Ranking Member, House Ways & Means
Committee
Chair/Ranking Member, Senate
Environment and Public Works Committee
Chair/Ranking Member, House Energy and Commerce
Committee
Chair/Ranking Member, Senate Commerce,
Science and Transportation Committee
Chair/Ranking Member, House Transportation and
Infrastructure Committee
Chair/Ranking Member, Senate Homeland
Security & Governmental Affairs Committee
Chair/Ranking Member, House Homeland Security
Committee
Chair/ Ranking Member, Senate Banking,
Housing and Urban Affairs Committee
Chair/ Ranking Member, House Financial Services
Committee
Chair/Ranking Member, Senate Health,
Education, Labor and Pensions Committee
Chair/Ranking Member, House Education and Labor
Committee
Holland & Knight also has strong ties with top officials in the White House, including Vice President Kamala Harris, as well as with President Biden’s senior leadership team. Our relationships in the White House include President Biden’s chief of staff, deputy chief of staff, director of public engagement, Office of Intergovernmental Affairs, national climate advisors, Council on Environmental Quality (CEQ), immigration advisor, COVID-19 Response Team and many senior advisors.

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Confidential Presentation for City of Santa Ana | 17
In addition, we have relationships with the Cabinet Secretaries their senior leadership teams at all the agencies affecting the City of Santa Ana priorities, including:
• Department of Justice
• Department of Labor
• Department of Transportation
• Department of Treasury
• Department of Veterans Affairs
• Environmental Protection Agency
• Department of Commerce
• Federal Communications Commission
• Department of Interior
• Department of Housing and Urban
Development
Further, Holland & Knight can also call upon a vast range of partners with whom we have strong working relationships such as the U.S. Conference of Mayors, National League of Cities, U.S. Chamber of Commerce, Center for American Progress and the Brookings Institution. We will use our relationships in Washington to advance the City's initiatives and to ensure that the City receives attention at the federal level for its innovative work.

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Confidential Presentation for City of Santa Ana | 18
Proposed Work Plan
The strength and power of local governments is at the core of Holland & Knight's Public Policy & Regulatory (PP&R) practice. Through our work representing cities, counties and other municipal entities throughout California and across the country, we have developed a strong foundation on all of the issues that matter to the City of Santa Ana. We understand the unique pressures and needs facing Santa Ana, as well as local governments across the country. We know how to position clients and what it takes to be successful on their behalf. Holland & Knight offers a campaign-style approach to advocacy. We incorporate lobbying, regulatory lawyering, profile-raising, traditional and social media, coalition building and grassroots engagement to achieve client goals.

The Holland & Knight team has a track record of working together successfully, ensuring assigned tasks and deliverables are completed on time. Your proposed Holland & Knight team understands Santa Ana’s unique needs.
• Fully grasps the range of federal issues, opportunities and challenges for the City • Has a proven track record of success
• Has longstanding bipartisan relationships with Santa Ana’s congressional, House and Senate leaders, the chairs and members of key committees/subcommittees and top White House and federal agency officials.

Our goal is to function as a seamless extension of your team, serving as the City’s Washington D.C., office. We will be in constant communication with you so that together we are effectuating a successful federal program for the City. As reflected throughout our proposal, Holland & Knight has been able to secure significant successes for our local government clients. Our approach is outlined below.

Strategic Plan: At the start of our engagement, the Holland & Knight team would meet with you for an indepth, strategic planning session. This would include:
• Consulting with the Mayor’s office and other key personnel to review the City’s specific funding objectives, policy priorities and regulatory needs. We would want to understand any new local dynamics around these priorities, the issues/challenges we are trying to address and successes that we could highlight at the federal level.
• Providing the City with a current assessment of the budgetary climate and political dynamics in Washington, D.C., which will govern decisions for the Administration and Congress around a particular issue. We would want to identify upcoming opportunities to highlight your priorities before Congress and the Administration. We would also want to identify new, potential champions and/or opponents at the federal level in Congress, the Administration, and with key stakeholder. • Using this analysis, we would develop timelines and performance metrics to assess progress on your priorities.
• Creating messaging materials and briefing materials to explain the City's initiatives. We would work closely with your team to quantify the impact of you proposed funding, regulatory and policy priorities both locally and nationally. These materials are "living" documents that will be constantly refined based on new information/feedback we receive.
• In coordination with the Mayor’s office, we would work with the City's communications team to develop a media strategy to complement our advocacy work and to ensure that messaging materials reinforce the City's overall message. We would also identify opportunities to highlight the work through local, national, and social media. The goal would be to tell the “Santa Ana story.” City Council 41 – 69 6/6/2023
Confidential Presentation for City of Santa Ana | 19
• Meeting with potential supporters from the California congressional delegation, Administration and key congressional committees, as well as with key stakeholder groups to advocate for the City’s priorities.
• Developing forums for the Mayor to highlight the City's work at the national level by partnering with high-level organizations that can help garner policy and media attention. • Building outside support for the City’s priorities working with mayors from other cities and key stakeholder groups. This includes developing tangible records of support through letters to Congress from key urban stakeholder groups, other mayors and/or other elected officials; resolutions of support from the National League of Cities and/or U.S. Conference of Mayors; and supportive blog posts from outside organizations.

Advocacy: As previously mentioned, Holland & Knight will actively and aggressively advocate for the City to advance its priority issues. We will work closely with Congress and the Administration to achieve success on your federal agenda, including having regular contact with federal officials, strategizing on next steps, and assisting you in maintaining and strengthening your relationships. These efforts include:
• Engaging in ongoing discussions with the White House, Congress and relevant federal agencies to discuss your priorities, respond in a timely basis to inquiries and concerns, and gather insider information and intelligence to gain behind-the-scenes insights on challenges and opportunities. • Identifying critical times in the federal legislative or budgetary process for the City to contact congressional members or the Administration to advance your priority projects or issues. • Drafting briefs, proposals and other content to advance education efforts and information sharing. • Creating opportunities for City of Santa Ana officials to provide testimony before Congress on its priorities and assist in the preparation of testimony in Washington, D.C. and through roundtables and events in the City and the region.
• Maintaining constant contact with the City on strategic implementation, making adjustments to strategy as federal political and legislative factors evolve.

Holland & Knight will maximize our advocacy efforts by ensuring City officials have every opportunity to meet with stakeholders in Washington to highlight the City’s innovative work and federal priorities. When your team meets in Washington, Holland & Knight will make all arrangements necessary, including:
• Securing meetings with House and Senate members and their staff, the White House, key federal agency officials, stakeholders, and potential coalition partners • Assisting with advance work, including developing talking points, briefing materials, position papers, and justification packets
• Participating in all meetings to provide support and guidance • Assisting with follow-up after the visit to ensure that efforts on your behalf are sustained • Preparing the federal agency staff or congressional members’ key staff prior to your visit, so that the meetings are productive and efficient, and the staff are adequately prepared to discuss your projects and priorities.

Federal Funding: As previously mentioned, Holland & Knight understands the full range of funding opportunities that the City may choose to pursue and has the expertise to help the City secure additional critical resources. Whether helping to navigate the federal grant and appropriations process or accessing national philanthropic dollars, our team has an unparalleled track record of success.

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Confidential Presentation for City of Santa Ana | 20
Appropriations: Our team will work closely with the City to determine how your priorities may benefit from the annual appropriations process and use our extensive relationships with the Senate and House Appropriations Committee members to achieve your funding priorities.

Grants: When the City decides to pursue a particular grant opportunity, Holland & Knight will assist in mapping a strategic plan to pursue the grant, addressing selection criteria and stressing certain project aspects that the agency may be more focused on in a particular round of funding. Because of our close agency relationships, we often gain key intelligence and insight into program directions that an agency may be considering which can change from year to year. The ability to ascertain the constraints and expectations of the grant-making agencies is one of the most important factors of successful grant awards.

We would use a multi-layered strategy involving the City of Santa Ana staff:

Date Action from Holland & Knight Deliverables
July 2023
• Continue to monitor appropriations process and advocate for City's pending Community Project Funding requests
• Potential trip to DC to meet with delegation and
Administration officials to highlight City initiatives and discuss funding opportunities
• Monthly Report
• Grants Matrix
• Schedule D.C.
visits
August -
September
2023
• Develop opportunities for members of Congress to visit Santa Ana to highlight projects/key initiatives
• End of FY23 on September 30. Provide update and outlook on appropriations process
• Monthly Report
October
2023
• Holland & Knight to lead in-person strategic planning session with key City staff and departments to review legislative and funding priorities in preparation for 2024
• Provide analysis of pending and upcoming legislative and policy and identify City priorities.
• Draft 2024 Policy
Platform
• Monthly Report
November
2023
• Continue to monitor appropriations process
• Continued review of funding opportunities and help prioritize City projects
• Help finalize City’s federal policy platform/legislative priorities • Finalize 2024
Platform
• Monthly Report
December
2023
• Identify FY 25 Community Project Funding (CPF) requests • Identify potential grant opportunities to pursue in 2024 • Provide year-end wrap up report to Council/City Manager • Year-End Report
• Analysis of
spending bills
January
2024
• Assist Mayor with U.S. Conference of Mayors Winter Meeting and schedule potential meetings to advance City's legislative agenda
• Finalize FY25 CPF Requests
• Monthly Report
• Schedule USCM
visits
FebruaryMarch
2024
• Schedule virtual meetings with delegation to socialize FY25 CPF requests
• Assist with forms & documentation needed for CPF requests • Monitor grant opportunities for City
• Monthly Report
• CPF Forms and
letters
Please refer to Attachment B: References in the Certifications section for Holland & Knight’s references.

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Confidential Presentation for City of Santa Ana | 21
Exhibit A: D. Conflict of Interest
Holland & Knight LLP does not have any current or potential conflicts of interest representing the City of Santa Ana.

Holland & Knight is one of the largest law and lobbying firms in the United States and is often asked to represent a client with interests adverse to another client in an unrelated matter. Holland & Knight follows the applicable rules and codes of professional conduct pertaining to conflicts of interest. Before Holland & Knight accepts the representation of a new client or a new matter for an existing client, the name of the prospective client and related relevant information, including the names of adverse parties, are compared with a list of the firm’s current and former clients maintained on a computerized database. If it is determined the prospective representation creates a conflict with an existing or former representation, Holland & Knight would not accept the new client or matter without the conflict being resolved, typically through appropriate disclosure to and waivers from the affected clients.

In addition, Holland & Knight seeks to avoid conflicts of interest which may be created by the employment of new lawyers and non-lawyer staff. Prior to joining the firm, candidates cooperate in a due diligence process that determines whether the joiner would cause a disqualifying conflict of interest that could be imputed to all of Holland & Knight and if so, appropriate procedures are initiated to resolve the conflict pursuant to the ethics rules, ethics opinions and case law in the appropriate jurisdiction.

Holland & Knight represents clients whose interests might be considered generally adverse as competing economic enterprises. As a practice, we do not divulge such relationships because of confidentiality and other professional responsibility considerations. In certain circumstances, where requested by a client and with full disclosure to all affected clients, Holland & Knight does erect an ethics wall (a/k/a an ethical screen) between the Holland & Knight personnel working on matters for the affected clients thus acknowledging Holland & Knight's duty of loyalty and as a means to protect client confidences.

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Confidential Presentation for City of Santa Ana | 22
Exhibit B: P. Litigation Status
Holland & Knight (the Firm) is one of the largest law firms in the U.S. with many thousands of clients at any given time. Incident to its discharge of legal services to its clients, the Firm, and/or its lawyers, from time to time becomes involved in controverted matters, including claims against it that are in large part unmeritorious. Attached is a list of litigation pending against the Firm in which the plaintiffs have alleged a breach by the Firm or its lawyers of a professional or contractual obligation to a Firm client or clients. The Firm has not been judged guilty or liable.

Please refer to the below list of pending litigation against Holland & Knight LLP as of March 28, 2023.

Abrahami v. Meister Seelig & Fein LLP et al. v. H&K, et al., Case No. 21-cv-10203, in the United States District Court for the Southern District of New York
Abrahami v. Meir, et al., Case No. xxxxxxx, Supreme Court of the State of New York, County of New York Edward L. Berman, et al. vs. Holland & Knight LLP, Case No. 652466-2015, Supreme Court of the State of New York, County of New York
BLDG 44 Developers LLC, BLDG 44 LI LLC, and BLDG Management Co., Inc. v. Holland & Knight LLP, and Kenneth Lowenstein, Case No. 656774/2020, Supreme Court of the State of New York, County of New York
The Brooklyn Tabernacle v. Holland & Knight, et al., Case No. 520533-2020, Supreme Court of the State of New York, County of Kings
Cai v. Holland & Knight, Case No. 100061-2023, Supreme Court of the State of New York, County of New York
EFO Laser Spine Institute, Ltd., EFO Genpar, Inc., and EFO Holdings LP v. Holland & Knight LLP, et al., Case No. 21-CA-008909, Circuit Court in and for Hillsborough County, Florida Hengda USA Education Co. v. Holland & Knight LLP, et al., Case No. CACE-20-019728, Circuit Court, Seventeenth Judicial Circuit, Broward County, Florida
Kadah, et al. v. H&K, et al., Case No. 152026/2022, Supreme Court of the State of New York, County of New York
Kaktovik Inupiat Corp. v. Holland & Knight LLP, Case No. 2BA-21-00059CI, Utqiagvik Superior Court of Alaska
Key v. Holland & Knight LLP, et al., Case No. 19STCV16821, Superior Court of California, County of Los Angeles
Lodge, Raymond E. v. Enterprise Group Counsel, a Law Corporation; Holland & Knight LLP; David A.

Robinson, Esq.; and Does 1-10, inclusive, Case No. 37-2023-00000425-CU-PN-NC, in the Superior Court of California, County of San Diego, North County Division Medlink Legal Systems LLC v. H&K et al., Case No. 22-9339-CA-01, Circuit Court, Eleventh Judicial Circuit, Miami-Dade County, Florida
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Confidential Presentation for City of Santa Ana | 23
Pappas, et al. v. Holland & Knight LLP et al., Case No. 22STCV09229, Superior Court of California, County of Los Angeles
Dr. Michael Perry v. Holland & Knight LLP, et al., Case No. 2021-CA-008937, Circuit Court in and for Hillsborough County, Florida
Soflo, LLC v. Haley G. Pivato, et al., Case No. 2017 CAB 004290, Superior Court of the District of Columbia
Sorenson Impact Foundation and James Lee Sorenson Family Foundation v. Continental Stock Transfer & Trust Company, et al., Case No. 2021-0413-SG, in the Court of Chancery of the State of Delaware
Dr. James St. Louis v. Holland & Knight LLP, et al., Case No. 21-CA-008456, Circuit Court of Hillsborough County, Florida
Walsam 316, LLC, et al. v. Thompson & Knight LLP, et al., Case No. 156653/2022, Supreme Court of the State of New York, County of New York
YA Global Investments, L.P., fka Cornell Capital Partners, LP, et al. v. Holland & Knight LLP, et al., Case No. UNN-L-003685-20, Superior Court of New Jersey, Union County, Law Division City Council 41 – 74 6/6/2023
Confidential Presentation for City of Santa Ana |
Certifications
Please refer to the following pages for our certifications.

City Council 41 – 75 6/6/2023

CITY OF SANTA ANA

SAMPLE ONLY
Certification - I certify that I have read, understand and agree to the terms and conditions of this Request for Proposals. I have examined the Scope of Services (Exhibit I) and am qualified to provide services being requested as specified herein. I understand and agree that I am responsible for reporting any errors, omissions or discrepancies to the City for clarification prior to the submission of my proposal.

PROPOSER’S STATEMENT: I have read, understood and agree to the terms and conditions on all pages of the Request for Proposals. Upon request, I will transfer and deliver goods or services to the City in accordance with said terms and conditions.
__________________________________________________________________________________

FEDERAL ID NUMBER (IF APPLICABLE) CONTRACTOR LICENSE NUMBER (IFAPPLICABLE)

ATTACHMENT A
PROPOSER’S CERTIFICATION, PROPOSAL PRICING
RFP No. 23-052 Federal Legislative Advocacy Services Page 25 of 32 Holland & Knight LLP
__________________________________________________________________________________

LEGAL NAME OF COMPANY PHONE AND FAX NUMBERS
__________________________________________________________________________________

BUSINESS ADDRESS
__________________________________________________________________________________

PRINTED NAME OF AUTHORIZED AGENT TITLE
__________________________________________________________________________________

SIGNATURE OF AUTHORIZED AGENT DATE E-MAIL ADDRESS
59-0663819 N/A
800 17th Street N.W., Suite 1100, Washington, DC 20006
202.955.3000 / 202.955.5564
Leslie I. Pollner Senior Policy Advisor

4.18.23 [email protected]
City Council 41 – 76 6/6/2023
THIS FORM MUST BE COMPLETED AND INCLUDED WITH THE PROPOSAL.

ATTACHMENT B

REFERENCES
PROPOSALS THAT DO NOT CONTAIN THIS FORM WILL BE CONSIDERED NONRESPONSIVE.

CITY OF SANTA ANA
List and describe fully the contracts performed by your firm which demonstrate your ability to provide the supplies, equipment or services included in the scope of the proposal specifications. Attach additional pages if required. The City reserves the right to contact each of the references listed for additional information regarding your firm's qualifications.

REFERENCE
Customer Name: City of San Jose, CA Contact Individual: Zane Barnes, Chief Intergovernmental Relations Officer
Address: 200 East Santa Clara Street Phone Number: 408.355.5769 San Jose, CA 95113 EMAIL: [email protected]
Contract Amount: $13,500 per month Year: 2017-present
Description of supplies, equipment, or services provided: Provide federal advocacy services for the City, including assistance with federal funding opportunities as well as legislative and regulatory counsel.

Regularly present before City Council and assist with meetings in Washington, D.C. and at the U.S.

Conference of Mayors.

REFERENCE
Customer Name: City of Tampa, FL Contact Individual: Ian J. Whitney, Associate Director Address: 315 E. Kennedy Blvd Phone Number: 813.274.8016 (M), 813.599.2945 (C) Tampa, FL 33602 EMAIL:

Contract Amount: $10,000 per month Year: 2010-present
Description of supplies, equipment, or services provided: Provide federal advocacy representation before U.S. Congress, White House, federal departments and agencies. This includes providing guidance on federal funding opportunities, monitoring legislation and assisting Mayor with priorities.

REFERENCE
Customer Name: City of Phoenix, AZ Contact Individual: Clark Princell, Chief of Staff Address: 200 W. Washington Street Phone Number: 602.558.2747 Phoenix, AZ 85003 EMAIL: [email protected]
Contract Amount: $23,000 per month Year: 2013-Present
Description of supplies, equipment, or services provided: Work closely with the City manager and mayor’s office to provide federal advocacy representation in City Council Washington, D.C. 41 – 77 6/6/2023

REFERENCE
Customer Name: City of Seattle, WA Contact Individual: Gael Tarleton, Director Address: 600 Fourth Ave. Phone Number: 206.798.2835
Seattle, WA 98104 EMAIL: [email protected]
Contract Amount: $18,500 per month Year: 2014-Present
Description of supplies, equipment, or services provided: Provide comprehensive federal advocacy services for the City, including with the White House, Congress, and federal agencies. This includes providing assistance with federal funding opportunities and creating profile raising opportunities for the Mayor, City Council and city departments.

RFPCity Council No. 23-052 Federal Legislative Advocacy 41 – 78Services Page 6/6/2023 26 of 32

CITY OF SANTA ANA
THIS FORM MUST BE COMPLETED AND INCLUDED WITH THE PROPOSAL.

PROPOSALS THAT DO NOT CONTAIN THIS FORM WILL BE CONSIDERED NONRESPONSIVE.

Proposer understands and agrees that this written RFP (or any part thereof specifically designated and accepted by the City of Santa Ana, hereinafter City) shall constitute the entire agreement between proposer and the City only after it has been accepted by the City Council, endorsed by the Clerk of the Council with her signature and official seal noting hereon the action of approval of the Council, signed by the Executive Director or his duly authorized agent, and signed by the City Attorney, denoting his approval of the form of this document, and its execution, and when it or an exact copy of it has been either delivered to proposer or deposited with the United States Postal Service properly addressed to the proposer with the correct postage affixed thereto.

Proposer further agrees that upon delivery (as defined above) of the accepted agreement he/she will furnish City all required bonds and certificate of liability insurance within ten (10) days (excluding Saturdays, Sundays and City’s legal holidays), or the funds, check, draft, or proposer’s bond substituted in lieu thereof accompanying this proposal shall become the property of the City and shall be considered as payment of damages due to the delay and other causes suffered by City because of the failure to furnish the necessary bonds and because it is distinctly agreed that the proof of damages actually suffered by City is difficult to ascertain; otherwise said funds, check drafts, or proposer’s bond substituted in lieu thereof shall be returned to the undersigned.

Proposer understands that a proposal is required for the entire work, that the estimated quantities set forth in the RFP schedule are solely for the purpose of comparing proposals, and that final compensation under the contract will be based upon the actual quantities of work satisfactorily completed.

All terms contained in the specifications, the certification of nondiscrimination by contractors, and the required insurance certificates are to be incorporated by reference into this agreement and are made specifically as part of this RFP.

Firm________________________________________________________________________________ Signed and Printed Name: ______________________________________________________________ Title ________________________________________________________________________________ Date

ATTACHMENT C
PROPOSER’S STATEMENT
RFP No. 23-052 Federal Legislative Advocacy Services Page 27 of 32 Holland & Knight LLP

4.18.23 Senior Policy Advisor
Leslie Pollner
City Council 41 – 79 6/6/2023
City Council 41 – 80 6/6/2023

CITY OF SANTA ANA
Notary Public Signature Notary Public Seal
THIS FORM MUST BE COMPLETED AND INCLUDED WITH THE PROPOSAL.

PROPOSALS THAT DO NOT CONTAIN THIS FORM WILL BE CONSIDERED NONRESPONSIVE.

The prospective participant certifies, by signing and submitting this bid or proposal, to the best of his or her knowledge and belief, that:
(1) No Federal appropriated funds have been paid or will be paid, by or on behalf of the undersigned, to any person for influencing or attempting to influence an officer or employee of any Federal agency, a Member of Congress, an officer or employee of Congress, or an employee of a Member of Congress in connection with the awarding of any Federal contract, the making of any Federal grant, the making of any Federal loan, the entering into of any cooperative agreement, and the extension, continuation, renewal, amendment, or modification of any Federal contract, grant, loan, or cooperative agreement.
(2) If any funds other than Federal appropriated funds have been paid or will be paid to any person for influencing or attempting to influence an officer or employee of any Federal agency, a Member of Congress, an officer or employee of Congress, or an employee of a Member of Congress in connection with this Federal contract, grant, loan, or cooperative agreement, the undersigned shall complete and submit Standard Form-LLL, "Disclosure of Lobbying Activities," in conformance with its instructions.

This certification is a material representation of fact upon which reliance was placed when this transaction was made or entered into. Submission of this certification is a prerequisite for making or entering into this transaction imposed by Section 1352, Title 31, U.S. Code. Any person who fails to file the required certification shall be subject to a civil penalty of not less than $10,000 and not more than $100,000 for each such failure.

The prospective participant also agrees by submitting his or her bid or proposal that he or she shall require that the language of this certification be included in all lower tier subcontracts, which exceed $100,000 and that all such subrecipients shall certify and disclose accordingly.

Signed:

Title:

Firm:

Date:

ATTACHMENT E

NON-LOBBYING CERTIFICATION
RFP No. 23-052 Federal Legislative Advocacy Services Page 29 of 32 Holland & Knight LLP

4.18.23 Senior Policy Advisor
City Council 41 – 81 6/6/2023

CITY OF SANTA ANA
THIS FORM MUST BE COMPLETED AND INCLUDED WITH THE PROPOSAL.

PROPOSALS THAT DO NOT CONTAIN THIS FORM WILL BE CONSIDERED NONRESPONSIVE.

The undersigned consultant or corporate officer, during the performance of this contract, certifies as follows:

1. The Consultant shall not discriminate against any employee or applicant for employment because of race, color, religion, sex, or national origin. The Consultant shall take affirmative action to ensure that applicants are employed, and that employees are treated during employment without, regard to their race, color, religion, sex, or national origin. Such action shall include, but not be limited to, the following: employment, upgrading, demotion, or transfer; recruitment or recruitment advertising; layoff or termination; rates of pay or other forms of compensation; and selection for training, including apprenticeship. The Consultant agrees to post in conspicuous places, available to employees and applicants for employment, notices to be provided setting forth the provisions of this nondiscrimination clause.

2. The Consultant shall, in all solicitations or advertisements for employees placed by or on behalf of the Consultant, state that all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, or national origin.

3. The Consultant shall send to each labor union or representative of workers with which he/she has a collective bargaining agreement or other contract or understanding, a notice to be provided advising the said labor union or workers’ representatives of the Consultant’s commitments under this section, and shall post copies of the notice in conspicuous places available to employees and applicants for employment.

4. The Consultant shall comply with all provisions of Executive Order 11246 of September 24, 1965, and of the rules, regulations, and relevant orders of the Secretary of Labor.

5. The Consultant shall furnish all information and reports required by Executive Order 11246 of September 24, 1965, and by rules, regulations, and orders of the Secretary of Labor, or pursuant thereto, and will permit access to his/her books, records, and accounts by the administering agency and the Secretary of Labor for purposes of investigation, to ascertain compliance with such rules, regulations, and orders.

1. In the event of the Consultant’s non-compliance with the nondiscrimination clauses of this contract or with any of the said rules, regulations, or orders, the contract may be canceled, terminated, or suspended in whole or in part and the Consultant may be declared ineligible for further Government contracts or federally assisted construction contracts in accordance with procedures authorized in

ATTACHMENT F

NON-DISCRIMINATION CERTIFICATION
RFP No. 23-052
City Council
Federal Legislative Advocacy Services Page 30 of 32
41 – 82 6/6/2023

CITY OF SANTA ANA
Execution Order 11246 of September 24, 1965, and such other sanctions may be imposed and remedies invoked as provided in Executive Order 11246 of September 24, 1965, or by rule, regulations, or order of the Secretary of Labor, or as otherwise provided by law.

2. The Consultant shall include the portion of the sentence immediately preceding paragraph (1) and the provisions of paragraphs (1) through (7) in every subcontract or purchase order unless exempted by rules, regulations, or orders of the Secretary of Labor issued pursuant to Section 204 of Executive Order 11246 of September 24, 1965, so that such provisions will be binding upon each subcontract or purchase order as the administering agency may direct as means of enforcing such provisions, including sanctions for noncompliance; provided, however, that in the event the Consultant becomes involved in, or is threatened with, litigation with a subconsultant or vendor as a result of such direction by the administering agency, the Consultant may request that the United States enter into such litigation to protect the interests of the United States.

8. Pursuant to California Labor Code Section 1735, as added by Chapter 643 Stats. 1939, and as amended, no discrimination shall be made in the employment of persons upon public works because of race, religious creed, color, national origin, ancestry, physical handicaps, mental condition, marital status, or sex of such persons, except as provided in Section 1420, and any consultant of public works violating this Section is subject to all the penalties imposed for a violation of the Chapter.

Signed:

Title:

Firm:

Date:

RFP No. 23-052 Federal Legislative Advocacy Services Page 31 of 32 Holland & Knight LLP

4.18.23 Senior Policy Advisor
City Council 41 – 83 6/6/2023

EXHIBIT C

COMPENSATION
Consultant’s Fee Proposal
City Council 41 – 84 6/6/2023
Confidential Presentation for City of Santa Ana | 25
Cost Proposal
Monthly & Yearly Not-to-Exceed Amount
Our goal is to offer the City of Santa Ana (the City) cost-effective and predictable pricing for our representation as it relates to your initiatives and projects. Based on the services described in your RFP for federal and state lobbying services, Holland & Knight would propose a monthly fixed-rate fee of $9,800 ($117,600 annually). Please note that this fixed fee amount is the same that Holland & Knight has charged the City of Santa Ana since 2014. This fixed fee is also inclusive of routine expenses. We would propose that reasonable travel related costs would be reimbursable only with the advance written approval of The City of Santa Ana. The monthly fixed fee rate includes the following:

Description of Services
Communications:
• Regular weekly call; regular presentations to Legislative Committee and full City Council; monthly written reports; “Week Ahead” and “Eyes on Washington” newsletters Federal Funding:
• Help develop federal funding plan; identify upcoming federal funding opportunities; comprehensive tracker of Bipartisan Infrastructure Law and Inflation Reduction Act opportunities; assistance with Community Project Funding/Congressionally Directed Spending requests; follow up with agencies following grant submission
Washington DC travel:
• Assistance with scheduling all meetings; preparing briefings; attending meetings; and follow-up Relationships:
• Assist the City developing relationships with White House, Administration, and congressional stakeholders as well as US Conference of Mayors, other key cities, and key organizations.

Legislative Tracking:
• Provide strategic counsel on legislation and regulations that could impact the City.

Blended Rates
Hourly rates for each category of employee:

Title Rate
Senior Policy Advisor $865
Partner $1,055
Legislative Assistant $205
City Council 41 – 85 6/6/2023
Confidential Presentation for City of Santa Ana | 26
Billable Hours
We do not offer a billable hour for federal advocacy services. Holland & Knight’s Public Policy & Regulation Group ended the tracking of billable hours for fixed-fee clients more than 10 years ago – becoming the largest national practice group to do so.

We did this because we found the practice of logging time has several drawbacks. For example, there is the time spent on administrative tasks such as keeping time that otherwise would go to creative solutions for client problems.

There is also the inability of being able to use the full public policy talent within a firm without seeking to charge clients for the additional hours. With Holland & Knight’s approach, a client has access to all that advocacy talent and expertise as needed – at no additional cost.

Our innovative flat-fee approach toward billing has been well received since its start. In fact, the U.K.- based Financial Times named Holland & Knight a “standout” among U.S. law firms that have developed creative ways of adapting to formidable challenges in the business environment.

In selecting Holland & Knight as a “Business of Law” leader, one of only five U.S. law firms at the top of its list, the Times cited our decision to stop tracking billable hours for fixed-fee clients as of January 1, 2012. Instead, the newspaper wrote, “the team devised a more efficient system that simply measures output rather than time. Clients are still billed on a fixed monthly fee and receive monthly or quarterly progress reports on what tasks have been fulfilled.”
However, despite the recognition and success of this approach, Holland & Knight embraces additional innovative fee structures that are directly tied to helping our clients achieve their goals. We recognize that organizations such as the City of Santa Ana are under increased scrutiny to manage their spending efficiently and control costs.

Please note that, with this offer, we welcome the opportunity to help our clients secure their goals through tailoring pricing structures. Be assured that we are committed to helping our clients secure their goals through non-traditional pricing arrangements.

City Council 41 – 86 6/6/2023
Human Resources
www.santa-ana.org/departments/human-resources/
Item # 42
City of Santa Ana
20 Civic Center Plaza, Santa Ana, CA 92701
Staff Report
June 6, 2023
TOPIC: Memorandum of Understanding between the City of Santa Ana and the Service Employees International Union Local 721 Full-Time Employees Unit

AGENDA TITLE
Adoption of a Memorandum of Understanding Establishing the Terms and Conditions of Employment for Full-Time Classifications Represented by the Service Employees International Union (“SEIU”) Local 721, effective July 1, 2022 through June 30, 2025

RECOMMENDED ACTION
Authorize the City Manager to execute a Memorandum of Understanding with SEIU Local 721 Full-Time Employees Unit regarding wages, hours, and other terms and conditions of employment effective July 1, 2022 through June 30, 2025, and authorize nonsubstantive changes which may be necessary to implement the agreement.

DISCUSSION
The City recently reached a tentative agreement with SEIU Local 721 on a three (3) year successor Memorandum of Understanding (“MOU”) effective July 1, 2022 through June 30, 2025. The tentative agreement has been ratified by SEIU membership. The major provisions of the agreement include: salary increases of three percent (3%) retroactive to July 1, 2022, three percent (3%) in July 2023, and three percent (3%) in July 2024; reopener in January 2025 to discuss results of a compensation market study; recognizing Cesar Chavez holiday; winter holiday closure language; increasing City medical contributions by one hundred dollars ($100) per month effective the first full pay period following City Council approval of the MOU, fifty dollars ($50) per month in January 2024, and fifty dollars ($50) per month in January 2025; increasing City dental contribution by twenty dollars ($20) per month effective the first full pay period following City Council approval of the MOU; City contribution of one percent (1%) to employees’ retirement health savings accounts; motorcycle license pay of up to six hundred dollars ($600) per year for employees who repair and maintain police motorcycles; water certification pay of up to four hundred dollars ($400) per month; and conversion of hours to retirement health savings or deferred compensation if the maximum vacation cap is reached.

City Council 42 – 1 6/6/2023
Memorandum of Understanding between the City of Santa Ana and the Service Employees International Union Local 721 Full-Time Employees Unit June 6, 2023

Other key terms of the agreement include: updated grievance procedure; reducing the number of unused sick leave hours that may be converted to CalPERS service credit to eighty (80) for current employees and eliminating the option to convert unused sick leave hours to CalPERS service credit for future employees; modifying the maximum amount of sick leave that may be converted upon non-disciplinary separation to employees’ retirement health savings or 457 deferred compensation accounts from one thousand sixty-seven (1,067) hours to one thousand six hundred (1,600) hours after fifteen years of full-time service with the City; new employees hired after City Council approval of the MOU will accrue a maximum of seven hundred (700) sick leave hours with any accrued hours over the maximum cashed out into employees’ retirement health savings accounts in January each year; and clarifying language on issues of employment.

ENVIRONMENTAL IMPACT
There is no environmental impact associated with this action.

FISCAL IMPACT
The estimated annual cost of the agreement during the three (3) year period is $1,420,377 for FY 2022-23, $4,525,805 for FY 2023-24, and $6,364,609 for FY 2024-25, for a total estimated cost of $12,310,791. Approximately 46% is paid by the General Fund.

The FY22-23 budget includes sufficient funding for the first-year cost of the agreement. The proposed FY23-24 budget includes an allocation of $3,417,952 for SEIU negotiations. If the City Council adopts this MOU, the FY23-24 budget will be short $1,107,853 ($4,525,805 estimated cost, less $3,417,952 allocated); and staff will need to develop a recommendation to address the shortfall in a future quarterly budget report.

EXHIBIT(S)

1. Memorandum of Understanding between the City of Santa Ana and SEIU Local 721 Submitted By: Jason Motsick, Executive Director of Human Resources Approved By: Kristine Ridge, City Manager
City Council 42 – 2 6/6/2023
2022-2025 MOU City of Santa Ana & SEIU Full-Time Employees Unit Page 1 JULY 1, 2022 – JUNE 30, 2025

MEMORANDUM
OF

UNDERSTANDING

CITY OF SANTA ANA
AND

FULL-TIME EMPLOYEES UNIT
SERVICE EMPLOYEES INTERNATIONAL UNION LOCAL 721
City Council 42 – 3 6/6/2023
2022-2025 MOU City of Santa Ana & SEIU Full-Time Employees Unit Page 2

MEMORANDUM OF UNDERSTANDING

BETWEEN THE CITY OF SANTA ANA AND

THE FULL-TIME EMPLOYEES UNIT OF
SERVICE EMPLOYEES INTERNATIONAL UNION LOCAL 721
JULY 1, 2022 – JUNE 30, 2025
Table of Contents
ARTICLE I.....................................................................................................................................7

1.0 RECOGNITION ........................................................................................................................7 ARTICLE II...................................................................................................................................8

2.0 NON-DISCRIMINATION CLAUSE .......................................................................................8 ARTICLE III .................................................................................................................................9

3.0 ATTENDANCE, WORKDAY & WORKWEEK.....................................................................9

3.1 Attendance ........................................................................................................................9

3.2 Hours of Work ..................................................................................................................9

3.3 Alternate Work Schedules ................................................................................................9

3.4 Personal Hardship ...........................................................................................................11

3.5 Water Production Meal Breaks .......................................................................................11 ARTICLE IV................................................................................................................................12

4.0 SALARIES ..............................................................................................................................12

4.1 Basic Compensation Plan................................................................................................12

4.2 Salary Schedule...............................................................................................................12

4.3 Salaries ............................................................................................................................12

4.4 Application of Basic Compensation Plan .......................................................................13

4.5 Probation .........................................................................................................................13

4.6 Beginning Rates ..............................................................................................................13

4.7 Service.............................................................................................................................13

4.8 Advancement within Ranges ..........................................................................................14

4.9 Reduction in Salary Steps ...............................................................................................16

4.10 Promotion........................................................................................................................16

4.11 Demotion.........................................................................................................................16

4.12 Reallocation of Salary Rate Ranges................................................................................16

4.13 Request for Classification Review..................................................................................17 ARTICLE V .................................................................................................................................19

5.0 ASSIGNMENT & OTHER SPECIAL PAY ADDITIVES.....................................................19

5.1 Assignment Pay Differential...........................................................................................19 City Council 42 – 4 6/6/2023
2022-2025 MOU City of Santa Ana & SEIU Full-Time Employees Unit Page 3

5.2 Lead Pay..........................................................................................................................20

5.3 Bilingual Pay...................................................................................................................21

5.4 Shift Differential .............................................................................................................22

5.5 Standby Pay.....................................................................................................................23

5.6 Call Back Duty................................................................................................................24

5.7 Temporary Upgrade Assignment Pay .............................................................................24

5.8 Authority for Assignments..............................................................................................27

5.9 Career Development Incentives ......................................................................................27

5.10 Limitation on Career Development Incentive Pay..........................................................32

5.11 Water Certification Pay...................................................................................................33 ARTICLE VI................................................................................................................................34

6.0 OVERTIME.............................................................................................................................34

6.1 General Policy for Overtime Work.................................................................................34

6.2 Definition ........................................................................................................................34

6.3 Computation of Forty (40) Hour Workweek ..................................................................34

6.4 Compensation for Overtime............................................................................................35

6.5 Compensatory Time........................................................................................................35

6.6 No Effect on Other Benefits............................................................................................36

6.7 Overtime Work to be Minimized ....................................................................................36

6.8 Overtime Work on a Holiday..........................................................................................36 ARTICLE VII..............................................................................................................................37

7.0 TRAINING & EDUCATIONAL ASSISTANCE PROGRAM ..............................................37

7.1 Purpose............................................................................................................................37

7.2 Eligibility ........................................................................................................................37

7.3 Reimbursement ...............................................................................................................38

7.4 Procedures.......................................................................................................................38 ARTICLE VIII.............................................................................................................................40

8.0 HOLIDAYS.............................................................................................................................40

8.1 City Holidays ..................................................................................................................40

8.2 Holiday Bank ..................................................................................................................41

8.3 Modified Holiday Schedule - Library Employees ..........................................................42

8.4 Requirements ..................................................................................................................42

8.5 Use of Holiday Time.......................................................................................................42

8.6 Maximum Accumulation of Holiday ..............................................................................42 City Council 42 – 5 6/6/2023
2022-2025 MOU City of Santa Ana & SEIU Full-Time Employees Unit Page 4

8.7 Winter Holiday Closure ..................................................................................................43 ARTICLE IX................................................................................................................................45

9.0 VACATION ............................................................................................................................45

9.1 Purpose............................................................................................................................45

9.2 Accrual ............................................................................................................................45

9.3 Use of Vacation...............................................................................................................46

9.4 Computation of Vacation Use.........................................................................................46

9.5 Continuous Service Requirement....................................................................................47

9.6 Vacation Cash-Out..........................................................................................................47

9.7 Maximum Accumulation ................................................................................................48 ARTICLE X .................................................................................................................................50

10.0 OTHER LEAVES OF ABSENCE ........................................................................................50

10.1 Sick Leave.......................................................................................................................50

10.2 Bereavement Leave.........................................................................................................54

10.3 Military Leave.................................................................................................................55

10.4 Examination Leave .........................................................................................................55

10.5 Unauthorized Absence ....................................................................................................55

10.6 Authorized Absences Without Pay - Short Term............................................................56

10.7 Authorized Absence Without Pay - Long Term .............................................................56

10.8 Industrial Leave...............................................................................................................56

10.9 Pregnancy Disability Leave ............................................................................................56

10.10 Catastrophic Leave..........................................................................................................57

10.11 Court Appearances..........................................................................................................59 ARTICLE XI................................................................................................................................61

11.0 EMPLOYEE INSURANCE BENEFITS ..............................................................................61

11.1 Medical Health Insurance ...............................................................................................61

11.2 Dental Insurance .............................................................................................................62

11.3 Long-Term Disability Insurance.....................................................................................63

11.4 Life Insurance .................................................................................................................63

11.5 Benefits Advisory Committee.........................................................................................63

11.6 Retirement Health Savings (RHS) Plan ..........................................................................63

11.7 Vision Insurance .............................................................................................................64 ARTICLE XII..............................................................................................................................65

12.0 RETIREMENT BENEFITS ..................................................................................................65 City Council 42 – 6 6/6/2023
2022-2025 MOU City of Santa Ana & SEIU Full-Time Employees Unit Page 5

12.1 CalPERS Retirement Plans .............................................................................................65

12.2 Contributions...................................................................................................................65

12.3 CalPERS Benefit Options ...............................................................................................66 ARTICLE XIII.............................................................................................................................68

13.0 TOOLS ..................................................................................................................................68

13.1 Personal Tools.................................................................................................................68

13.2 Tool Allowance...............................................................................................................68

13.3 Lost or Stolen Tools........................................................................................................68 ARTICLE XIV.............................................................................................................................69

14.0 UNIFORMS...........................................................................................................................69

14.1 Uniforms .........................................................................................................................69 ARTICLE XV ..............................................................................................................................70

15.0 SAFETY ................................................................................................................................70

15.1 Safety Shoes/Boots .........................................................................................................70 ARTICLE XVI.............................................................................................................................71

16.0 GRIEVANCE PROCEDURE ...............................................................................................71 ARTICLE XVII...........................................................................................................................74

17.0 UNION RIGHTS ...................................................................................................................74

17.1 Union Representatives ....................................................................................................74

17.2 Release Time...................................................................................................................74

17.3 Worksite Access..............................................................................................................78

17.4 Use of Bulletin Boards....................................................................................................79

17.5 Use of City Facilities.......................................................................................................79

17.6 Payroll Deductions..........................................................................................................80

17.7 Reporting Requirements .................................................................................................81

17.8 New Employee Orientations ...........................................................................................81 ARTICLE XVIII..........................................................................................................................83

18.0 CITY RIGHTS.......................................................................................................................83

18.1 Management Rights ........................................................................................................83

18.2 Meet and Confer on Impact ............................................................................................84 ARTICLE XIX.............................................................................................................................85

19.0 ANTI-STRIKE CLAUSE......................................................................................................85

19.1 Prohibited Conduct .........................................................................................................85

19.2 Union Responsibility.......................................................................................................85 City Council 42 – 7 6/6/2023
2022-2025 MOU City of Santa Ana & SEIU Full-Time Employees Unit Page 6 ARTICLE XX ..............................................................................................................................86

20.0 LAYOFFS..............................................................................................................................86

20.1 Notice of Layoff..............................................................................................................86

20.2 Order of Layoff ...............................................................................................................86

20.3 Reemployment List .........................................................................................................86

20.4 Temporary Appointment.................................................................................................87

20.5 Contracting Out...............................................................................................................87 ARTICLE XXI.............................................................................................................................89

21.0 MISCELLANEOUS PROVISIONS .....................................................................................89

21.1 Joint Labor Management Teams.....................................................................................89

21.2 Performance Appraisals ..................................................................................................89

21.3 Driving City Vehicles .....................................................................................................89 ARTICLE XXII...........................................................................................................................91

22.0 FULL UNDERSTANDING, WAIVER & SEPARABILITY...............................................91

22.1 Intent of Agreement ........................................................................................................91

22.2 Rules and Regulations.....................................................................................................91

22.3 Waiver of Bargaining......................................................................................................91

22.4 Emergency Waiver Provision .........................................................................................91

22.5 Separability Provision .....................................................................................................92 ARTICLE XXIII..........................................................................................................................93

23.0 TERM OF MOU....................................................................................................................93 EXECUTION OF THE NEW AGREEMENT .........................................................................94 SEIU Local 721 Bargaining Committee ....................................................................................95 EXHIBIT A ..................................................................................................................................96 EXHIBIT B.................................................................................................................................117 City Council 42 – 8 6/6/2023
2022-2025 MOU City of Santa Ana & SEIU Full-Time Employees Unit Page 7

ARTICLE I

1.0 RECOGNITION

1.1 Pursuant to the provisions of the Meyers-Millias-Brown Act, Government Code §3500, et seq., the City of Santa Ana (hereinafter called the “City”) has recognized the Service Employees International Union, Local 721 (hereinafter called the “Union” or “SEIU”) as the recognized representative of the bargaining unit which includes all full-time employees employed by the City in classifications listed in Exhibit A of this Memorandum of Understanding (“MOU”).

1.2 During the term of this MOU, no substantive issue of representation shall be raised contrary to this MOU, except as provided in the City’s Employer-Employee Relations Resolution (“EERR”) No. 81-75.

City Council 42 – 9 6/6/2023
2022-2025 MOU City of Santa Ana & SEIU Full-Time Employees Unit Page 8

ARTICLE II

2.0 NON-DISCRIMINATION CLAUSE

2.1 The City and the Union agree they shall not discriminate against any employee in violation of State and Federal law. The City and the Union shall meet and modify any provisions of this MOU that are inconsistent with the discrimination law.

City Council 42 – 10 6/6/2023
2022-2025 MOU City of Santa Ana & SEIU Full-Time Employees Unit Page 9

ARTICLE III

3.0 ATTENDANCE, WORKDAY & WORKWEEK

3.1 Attendance
Employees covered by this MOU shall be in attendance at their work during hours prescribed by the Department Head or their designee(s) and shall not absent themselves without approval of the Department Head or their designee(s).

3.2 Hours of Work
Eight (8) hours of work shall constitute a normal day and forty (40) hours of work shall constitute a minimum workweek, except for employees who have been approved for alternate work schedules as provided in this article by the City Manager.

3.3 Alternate Work Schedules
A. 4/10 Work Schedule
The Department Head, with the approval of the City Manager, may assign Code Enforcement Officers, Police Department employees, and selected Fleet Services employees to a workweek consisting of four (4) ten (10) hour days, with an additional one-half (0.5) or one (1) hour for an unpaid meal break. The assigned employee shall work four (4) ten (10) hour days and shall have three (3) consecutive days off in a workweek. Upon mutual agreement between the supervisor and employee, the employee may waive their right to three (3) consecutive days off in a workweek. The regular workweek shall consist of forty (40) hours. A regular day off shall consist of ten (10) hours.

B. 3/11.5, 1/5.5 Alternate Work Schedule - Correctional Records Employees The Department Head, with the approval of the City Manager, may assign these employees to a workweek consisting of three (3) eleven and one-half (11.5) hour days and one (1) five and one-half (5.5) hour day, with an additional forty-five (45) minutes for an unpaid meal break. The assigned employee shall have three and onehalf (3.5) consecutive days off in a workweek. Upon mutual agreement between the supervisor and employee, the employee may waive their right to three and onehalf (3.5) consecutive days off in a workweek. The regular workweek shall consist of forty (40) hours. A regular day off shall consist of either eleven and one-half (11.5) hours or five and one-half (5.5) hours.

C. 9/80 Work Schedule
Employees shall be permitted to work a 9/80 work schedule when authorized by the Department Head and approved by the City Manager. A departmental work unit City Council 42 – 11 6/6/2023
2022-2025 MOU City of Santa Ana & SEIU Full-Time Employees Unit Page 10 will not be permitted to work this schedule if in the discretion of the Department Head and City Manager, the 9/80 work schedule may reduce service to the public.

1. Work Schedule
The 9/80 work schedule shall be defined as working eighty (80) hours over nine (9) days in a two (2) week period. An employee shall work eight (8) days for nine (9) hours per day and one (1) day for eight (8) hours, excluding a one (1) hour unpaid meal break during each work shift, totaling forty (40) working hours in each FLSA work week.

2. Work Week
The FLSA work week shall be defined as the work week starting exactly four (4) hours after the start time of the employee’s regularly scheduled shift on their alternating regular day off and ending exactly one hundred and sixty-eight (168) hours later.

No employee working the 9/80 work schedule will be able to flex their alternating regular day off start time nor the time they take their meal break, which will occur after an employee has worked at least four (4) hours on their alternating regular day off.

Modifications of the FLSA work week are not permitted unless authorized by the Executive Director of Human Resources or their designee.

3. Schedule Changes
Employees cannot change schedules without prior approval of their supervisor and Department Head. The purpose of this authorization is to review the impact on staffing and overtime. Employees may change schedules at the beginning of any work week with supervisor and Department Head approval.

4. Emergencies
All employees on the 9/80 work schedule are subject to be called to work any time to meet any and all emergencies or unusual conditions that, in the opinion of the City Manager, Department Head or designee, may require such service from any of said employees.

5. Leave Benefits
When an employee is off on a scheduled workday under the 9/80 work schedule, then nine (9) hours of eligible leave per workday shall be charged against the employee’s leave balance or eight (8) hours shall be charged if the day off is their alternating regular eight (8) hour work day. All leaves shall City Council 42 – 12 6/6/2023
2022-2025 MOU City of Santa Ana & SEIU Full-Time Employees Unit Page 11 continue under the current accrual, eligibility, request and approval requirements.

D. It is the intent of the parties that no additional paid time off shall be gained or lost as a result of the implementation of an alternate work schedule.

The City reserves the right to abandon alternate work schedules if, in the opinion of the concerned Department Head and the City Manager, the alternate work schedule has not produced the desired results. If this right is exercised, the City and SEIU shall meet and confer in good faith prior to abandoning any of these alternate work schedules.

3.4 Personal Hardship
Any employee who encounters a personal hardship with their work hours may request an accommodation from their Department Head. A hardship request will be limited to an employee’s authorized hours of work. An accommodation will be considered only after the employee has exhausted all other personal options to resolve the hardship.

If the employee is unable to resolve their problem, the employee may request an accommodation from their Department Head by submitting a hardship claim. The Department Head may authorize an accommodation after reviewing said claim or assign a manager to investigate and recommend a resolution of the hardship claim. The manager may recommend one of the following:

1. Approve an appropriate flex schedule that does not disrupt the department’s ability to deliver its services or create disruption in the work unit;

2. Deny the employee’s proposed solution to resolve the hardship; or

3. Reassign the employee to a 5/40 work schedule.

The Department Head may accept any one of the manager’s recommendations or advance their own to resolve the hardship.

3.5 Water Production Meal Breaks
The Water Production staff who are assigned to work an eight (8) hour day shift covering Monday through Friday will be required to take a thirty (30) minute unpaid meal break during the shift.

City Council 42 – 13 6/6/2023
2022-2025 MOU City of Santa Ana & SEIU Full-Time Employees Unit Page 12

ARTICLE IV

4.0 SALARIES

4.1 Basic Compensation Plan
There is an established basic compensation plan for all full-time personnel who are now employed or will in the future be employed in any of the designated classifications of employment represented by the Union as listed in this MOU and/or its exhibits.

4.2 Salary Schedule
A. The basic salary and wage schedule contains various salary rate ranges, each comprised of seven (7) steps or rates of pay.

The steps within each range are identified by the letters “AAA”, “AA”, and “A” through “E” inclusive, with Step “AAA” being the lowest step in the range.

Step “AAA” is the normal beginning pay rate.

Step “AA” is an automatic increase after the completion of six (6) months of service in Step “AAA”.

Steps “A” through “D” are an automatic step increase after the completion of twelve (12) months of service.

Step “E” is a performance based step increase which an employee may be eligible to receive after the completion of twelve (12) months of service in Step “D”.

The assignment of classifications to salary rate ranges is listed in Exhibit A of this MOU.

4.3 Salaries
The base salary rate of each employee and classification shall be increased as follows:

A. A base salary increase of six (6) salary rate ranges, which is approximately three percent (3%) effective July 1, 2022.

B. Three percent (3%) wage increase effective the first full pay period after July 1, 2023.

C. Three percent (3%) wage increase effective the first full pay period after July 1, 2024.

City Council 42 – 14 6/6/2023
2022-2025 MOU City of Santa Ana & SEIU Full-Time Employees Unit Page 13 D. The parties agree to establish benchmark classifications and associated classification relationships by July 31, 2024. The City shall then conduct and complete a compensation market study (of benchmark classifications) by December 31, 2024. Upon completion of the study, the parties agree to reopen to discuss the results of the market study.

4.4 Application of Basic Compensation Plan
The salary rate ranges contained in Section 4.2 of this article and the City’s salary schedule are monthly salary rate ranges. All employees working in classifications of employment covered by this MOU shall be compensated at a monthly rate, except that an employee hired for temporary work in a position which has an anticipated duration of less than six (6) months shall be paid at a rate per hour for actual time spent in the performance of the duties of their employment.

The regular rate of pay shall be computed as provided for by the FLSA.

Any hourly rate of pay, defined as the regular hourly rate of pay, shall be computed by dividing the monthly salary rate by 173.33. In determining the hourly rate as herein provided, computation shall be made to the nearest whole cent and a computation resulting in an even one-half cent ($0.005) shall fix the rate at the next higher whole cent.

4.5 Probation
The probationary period shall be one (1) year from the date of appointment from an open eligible list (new hire), a reappointment eligible list (rehire), or a promotional eligible list.

4.6 Beginning Rates
A new employee shall be paid the rate shown as Step “AAA” in the salary rate range allocated to the classification of employment for which they have been hired.

In special instances where such new employee possesses unique and exceptional educational training and/or experience qualifications, the Department Head, under whom the employee will serve, may submit a written request and justification to the City Manager or designee for authorization to place such new employee on Step “AA,” “A,” “B,” “C,” or “D” within the allocated salary rate range for the classification in which they are being hired. If approved, such new employee shall be assigned to a salary step upon the commencement of their service in the classification of employment to which the salary rate range applies and such assignment having once been made shall remain in effect until the said employee shall be entitled to advance to the next salary step in accordance with the further provisions of this article.

4.7 Service
The word “service” as used in this MOU shall be deemed to mean continuous, full-time City Council 42 – 15 6/6/2023
2022-2025 MOU City of Santa Ana & SEIU Full-Time Employees Unit Page 14 service in the classification in which the employee is being considered for salary advancement, service in a higher classification, or service in a classification allocated to the same salary rate range and having generally similar duties and requirements.

Employees hired after the first (1st) work day of the month shall not be credited with “time in service” for that month when determining the length of service required for salary step advancement.

A lapse of service by an employee for a period of time longer than thirty (30) calendar days by reason of resignation, quit (i.e. less than two (2) weeks’ notice), or discharge, shall serve to eliminate the accumulated length of service time of such employee for the purposes of this MOU, and such employee reentering the service of the City shall be considered as a new employee, except when they are being or will be reappointed within one (1) year and placed in the same salary step in the appropriate salary rate as they were at the time of termination of employment.
“Resignation, quit, or discharge” for purposes of this section shall mean separating from full-time employment altogether, not leaving one (1) position to accept appointment to another position in an unrelated classification outside the career ladder.

4.8 Advancement within Ranges
A. Length of Service Advancement
After the salary of an employee has been first established, such employee shall be advanced from Step “AAA” to Step “AA,” Step “AA” to Step “A,” from Step “A” to Step “B,” from Step “B” to Step “C,” or from Step “C” to Step “D,” whichever is the next higher step to that on which the employee has been previously paid. Each advancement shall be effective the first (1st) day of the month following the date of completion of the length of service required for the advancement, as provided in Section 4.2.

Effective the first full pay period following City Council approval of this 2022- 2025 MOU, the effective date of the step increase shall be the first (1st) day of the pay period following the date of completion of the length of service required.

B. Merit Advancement
An employee shall be considered for advancement from Step “D” to Step “E” upon the completion of the required length of service as provided in Section 4.2. The effective date of such merit increase, if granted, shall be on the first (1st) day of the month following the completion of such required length of service.

Advancement to Step “E” may be granted only for continued meritorious and efficient service and continued improvement by the employee in the efficient performance of the duties of their position.

City Council 42 – 16 6/6/2023
2022-2025 MOU City of Santa Ana & SEIU Full-Time Employees Unit Page 15 Effective the first full pay period following City Council approval of this 2022- 2025 MOU, the effective date of such merit step increase, if granted, shall be the first (1st) day of the pay period following completion of one (1) year of service at the step from which said employee is being advanced.

Such merit advancement shall require the following:

1. There shall be on file in the Human Resources Department, a copy of each performance appraisal report required to be made on the employee by the Civil Service Rules and Regulations and/or the City Manager during the period of service time of such employee subsequent to their last salary advancement.

2. The Department Head, at least twenty (20) calendar days prior to the anticipated completion of such employee’s required length of service, shall file with the City Manager or designee a statement recommending the granting or denial of the merit increase and supporting such a recommendation with specific reasons therefore. The employee shall be notified by the Department Head as to such recommendations and of the reasons therefore.

3. No advancement in salary above Step “D” shall become effective until approved by the City Manager or designee, except when placement on a salary step above Step “D” results from promotion under the provisions of Section

4.10 of this Article.

4. Notwithstanding the foregoing provisions of this subsection to the contrary, a merit step advance shall be automatically granted ninety (90) days after the due date if no performance appraisal is completed. The effective date of such merit step advance shall be retroactive to the first (1st) day of the month following the completion of the required length of service.

Effective the first full pay period following City Council approval of this 2022- 2025 MOU, the effective date of such automatic merit step advancement referenced in this provision shall be retroactive to the first full pay period following the completion of the required length of service.

C. Length of Service Required When Advancement Denied
When an employee has not been approved for advancement to merit Step “E,” they may be reconsidered for such advancement after the completion of three (3) months of additional service and shall be reconsidered for such advancement after the completion of six (6) months of additional service. This reconsideration shall follow the same steps and shall be subject to the same actions as provided in subparagraph B(2) and (3) of this section.

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2022-2025 MOU City of Santa Ana & SEIU Full-Time Employees Unit Page 16

4.9 Reduction in Salary Steps
Subject to the provisions in this section, any employee who is being paid at merit Step “E” may be reduced to Step “D” of the appropriate salary range, upon the recommendation of the Department Head, and the approval of the City Manager.

The procedure for such reduction shall follow the same procedure as outlined for merit advancements in Section 4.8 above.

An employee reduced to Step “D” may be considered for re-advancement to Step “E” under the same provisions as contained in Section 4.8C above.

4.10 Promotion
When an employee is promoted to a position in a higher classification from a position in a lower classification in the same occupational career ladder, they shall be reassigned to Step “AAA” in the appropriate salary rate range for the higher classification; provided, however, that if the base salary step currently being paid such employee is already equal to or higher than said Step “AAA,” they will be placed in the lowest step in the appropriate salary rate range as will grant that employee a minimum increase of one (1) salary step, approximately five percent (5.0%) over their current base salary step, inclusive of lead pay, and exclusive of any other assignment or special pay additive or additives such as bilingual pay, shift differential, special skill pay or the like, except when placement at “E” step will not be sufficient to provide a one (1) salary step, approximately five percent (5.0%) increase.

4.11 Demotion
When an employee is demoted to a position in a lower classification, their salary rate shall be fixed in the appropriate salary rate range for the lower classification in accordance with the following provisions:

A. The salary rate shall be reduced by at least one (1) salary step, which is approximately five percent (5.0%).

B. The new salary rate must be within the appropriate salary rate range.

C. The new salary rate shall not be higher than the salary step to which the employee would have been entitled had their service time in the higher classification been spent in the lower classification.

4.12 Reallocation of Salary Rate Ranges
Any employee who is employed in a classification which is reallocated to a different salary rate range from that previously assigned shall be retained in the same salary step in the new City Council 42 – 18 6/6/2023
2022-2025 MOU City of Santa Ana & SEIU Full-Time Employees Unit Page 17 salary rate range as they had previously held in the prior rate range and shall retain credit for length of service in such step towards advancement to the next higher step.

4.13 Request for Classification Review
A. Any employee who, for a period exceeding one (1) year, believes they are regularly and consistently performing duties and/or responsibilities not in conformance with their classification or, duties and/or responsibilities of another classification, may request a classification review of their position through their supervisor to the Department Head. The employee must submit their request on a form specified by the Executive Director of Human Resources, outlining in writing how they believe their current duties and/or responsibilities differ from their classification.

B. The Department Head shall review the employee’s submitted request and within sixty (60) calendar days will make one (1) of the following determinations:

1. Will support the employee’s request.
a. If the Department Head supports the employee’s request for a classification review, they shall forward the request to the Executive Director of Human Resources along with justification for support of the employee’s request. b. The Department Head will notify the employee that their request has been submitted to the Executive Director of Human Resources.

2. Will not support the employee’s request.
a. If the Department Head does not support the employee’s request for a classification review, they shall notify the employee of this decision in writing and set forth the basis for the decision.
b. If the Department Head does not support the employee’s request, but agrees that some of the duties and/or responsibilities being performed by the employee are those of a different City classification, they shall:
• Eliminate the duties and/or responsibilities of the different City classification being performed by the employee, and
• Return the employee to performance of the duties and/or responsibilities of their proper classification.

C. Any employee request for classification review approved by the Department Head will be forwarded to the Executive Director of Human Resources or designee. The Executive Director of Human Resources or designee shall confirm receipt of the request in writing to the employee. Within sixty (60) calendar days of receipt of the request, the Executive Director of Human Resources or designee will notify the City Council 42 – 19 6/6/2023
2022-2025 MOU City of Santa Ana & SEIU Full-Time Employees Unit Page 18 employee and Department Head of the decision as to whether a study will be conducted. If the Executive Director of Human Resources or designee determines that a study is appropriate, the Executive Director of Human Resources or designee will so notify the employee and the Department Head in writing and will provide the employee and Department Head with an approximate start date for the study.

D. Determinations of the Department Head and the Executive Director of Human Resources are not final. An appeal to the City Manager or their representative shall be presented within fifteen (15) working days of the notification of the findings by the Executive Director of Human Resources. The City Manager’s decision is final.

This process is not subject to the grievance provisions of this MOU.

E. All studies and study findings will require City Manager or designee approval before proceeding.

F. All recommendations resulting from study findings require the approval of the City Council and will be implemented in accordance to the City’s Civil Service rules.

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2022-2025 MOU City of Santa Ana & SEIU Full-Time Employees Unit Page 19

ARTICLE V

5.0 ASSIGNMENT & OTHER SPECIAL PAY ADDITIVES

5.1 Assignment Pay Differential
A. Calculation of Pay Differential
Assignment pay differentials, as listed herein and throughout the MOU, will, in each case, be added individually and separately to the employee’s base salary. In no event shall one (1) assignment pay differential be added to the employee’s base salary as a basis for the calculation of an additional pay differential.

B. Eligibility
Employees who were eligible for, assigned, and received assignment pay under this section prior to June 30, 2013, shall continue to receive said pay under the current assignment formulas provided they continue to meet the qualifications described in the applicable assignment pay provisions of this article.

Employees hired after August 31, 2010, or hired before August 31, 2010, who did not receive assignment pay under this section prior to June 30, 2013, shall not be eligible to receive it.

C. Fleet Services

1. Automotive Service Excellence
Incumbents in the classifications of Fleet Services Technician I, II and III who possess nationally recognized certifications for Automotive Service Excellence Master Certification (ASE) and ASE Alternative Fuel will be paid an assignment pay differential at a rate set five (5) salary rate ranges, which is approximately two and one-half percent (2.5%) for each of the certifications, above their base monthly salary step. Effective January 1, 2023, the assignment pay differential in this provision shall be approximately two and one-half percent (2.5%) for each of the certifications, above their base monthly salary step.

The restrictions set forth in Section 5.1B do not apply to this provision.

2. Fire Certification
The City and the SEIU 721 agree to meet and confer to discuss the addition of Fire Certifications if the City agrees to enter into any agreement in which they service Fire Department vehicles.

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2022-2025 MOU City of Santa Ana & SEIU Full-Time Employees Unit Page 20

3. Commercial Driver’s License
Personnel in the classifications of Fleet Services Technician I, II, III, and Fleet Services Supervisor, who maintain a valid State of California Commercial Driver’s License and are assigned to an area that requires the possession of either a Class “A,” or Class “B” license in the course and scope of their work, shall be paid at a rate set five (5) salary rate ranges, which is approximately two and one-half percent (2.5%) above their base monthly salary step. Effective January 1, 2023, the pay differential in this provision shall be approximately two and one-half percent (2.5%) above their base monthly salary step.

4. Motorcycle License
The City will reimburse employees in the classification of Fleet Services Technician I, II or III for costs incurred for accredited motorcycle training courses, testing and Department of Motor Vehicle (DMV) fees associated with obtaining the motorcycle (M1) license.

Effective the first full pay period following Council approval of this 2022-25 MOU, incumbents in the classification of Fleet Equipment Technician II and III who are assigned to perform repairs and maintenance of Police Motorcycles, on a continuous and regular basis, who possess and maintain an (M1) motorcycle license, will be paid six hundred dollars ($600) per year paid each pay period.

D. Notary
An employee that is required by a Department Head or their designee to perform the duties of a Notary Public for the City, in addition to regular duties, shall be paid a monthly differential of forty dollars ($40.00) for each full month of assignment.

The City will reimburse employees for costs incurred in association with obtaining or maintaining a California Notary Public license with Department Head approval.

5.2 Lead Pay
Incumbents in any classification listed in this MOU who are regularly and continuously assigned to perform lead supervisory responsibilities will receive lead pay compensation at a rate set ten (10) salary rate ranges, which is approximately five percent (5.0%) above their base monthly salary step. Effective January 1, 2023, the assignment pay differential in this provision shall be approximately five percent (5.0%) above their base monthly salary step.

An employee who has lead responsibilities as defined within the duties and responsibilities of their classification shall not receive lead pay.

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2022-2025 MOU City of Santa Ana & SEIU Full-Time Employees Unit Page 21 An incumbent in the classification of Custodian who is regularly and continuously assigned to perform lead supervisory responsibilities will receive lead pay compensation at a rate set fifteen (15) salary rate ranges, which is approximately seven and one-half (7.5%) above their base monthly salary step. Effective January 1, 2023, the assignment pay differential in this provision shall be approximately seven and one-half percent (7.5%) above their base monthly salary step.

Any employees who have continuously received lead pay for leading the same functional group for five (5) years shall have their lead pay assignment made permanent. This provision applies to employees receiving lead pay through the pay period in which the City Council approves this 2022-2025 MOU. This provision will no longer apply to any employees who are assigned to duties which would qualify them for lead pay on or after the first full pay period following City Council approval of this 2022-2025 MOU.

5.3 Bilingual Pay
An employee who is assigned by a Department Head or their designee to a position requiring bilingual capability in both English and any other language or sign language, shall be paid a monthly assignment pay differential in accordance with the criteria and amounts set forth below:

A. Certification
Certification by the Executive Director Human Resources or designee as having satisfactorily demonstrated conversational fluency in both languages for any position requiring bilingual capacity. There shall be periodic recertification of such bilingual capability.

B. Primary Bilingual Assignments
Assigned positions where it has been determined by the Department Head that bilingual proficiency is essential to carry out duties and responsibilities of a critical and/or emergency nature without ready access to backup assistance, or positions where bilingual public contact is a major, essential, or integral element of the work being performed, will be designated as Primary Bilingual Assignments.

A qualified incumbent of such position shall be paid a monthly differential of one hundred and seventy-five dollars ($175.00) for each full month of such assignment.

C. Secondary Bilingual Assignment
Assigned positions where it has been determined by a Department Head that regular and frequent bilingual usage is necessary to the performance of duties, but not a major, essential or integral element of the work, will be designated as Secondary Bilingual Assignments.

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2022-2025 MOU City of Santa Ana & SEIU Full-Time Employees Unit Page 22 A qualified incumbent of such position shall be paid a monthly differential of forty dollars ($40.00) for each full month of such assignment.

D. Limits on Assignments
The number of bilingual assignments shall be no larger than the requirements of the department, as determined by the Department Head and the City Manager.

E. Limits on Bilingual Pay
In no event shall an employee be eligible to earn more than one (1) bilingual pay differential.

5.4 Shift Differential
A. Night Shift Differential
An employee who is continuously and regularly assigned to a schedule of work which requires that they actually work a minimum of four and one-half (4.5) hours between the hours of 5:00 p.m. and 7:00 a.m., shall be paid a shift differential for their entire work shift at a rate set ten (10) salary rate ranges, which is approximately five percent (5.0%) higher than their base salary step. Effective January 1, 2023, the assignment pay differential in this provision shall be approximately five percent (5.0%) above their base monthly salary step.

This shift pay differential shall not be applicable to employees in the classification of Park Ranger and Supervising Park Ranger.

B. Library Shift Differential
Employees hired and assigned to the Library prior to December 1, 1987, who work evening shifts until closing time, but who are not otherwise eligible for shift differential as provided under Subsection A above, shall receive special shift pay in an amount equal to one-half (0.5) of one (1) hour’s pay for each day they work an evening shift until closing time.

This special shift pay shall be computed on the hourly equivalent of the base monthly salary step. This half hour of shift pay shall not be counted toward the computation of overtime.

Such special library shift pay differential shall not be applicable to library employees hired on or after December 1, 1987.

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5.5 Standby Pay
A. Standby Defined
An employee who is released from active duty, but is required by their department to leave notice where they can be reached and be available to return to active duty at any time other than their regularly scheduled working hours, shall be said to be on standby duty.

B. Requirements of Standby
Employees in the unit may be required to be on standby for many different reasons.

Being on standby means that the employee is required to:
• Be accessible by phone, email or text;
• Promptly return to work after being called, emailed or texted; • Remain fit for duty and able to respond. Employees are not permitted to drink alcohol while on standby duty.

Employees on standby shall receive a cell phone from the City and will be required to respond to the call or text as quickly as possible. Upon responding to the call or text, the employee will be instructed as to whether they is required to return to work and will be informed of the location to which they must respond. Response time will generally be the employee’s normal commute time to the City and the minimal time necessary for the employee to get ready to return to work.

C. Compensation Rates for Standby

1. Weekly Rate
An employee shall receive four hundred and fifty dollars ($450.00) per week when assigned to be on standby duty.

2. Daily Rate
Employees who trade days, or partial days, will have that time deducted from their pay on a prorated daily rate, which may be prorated to an hourly rate of three dollars and fifty-two cents ($3.52), based on a seven (7) day week or one hundred and twenty-eight (128) hours. Employees who cover the day or hours shall be paid at the prorated rate.

All trades must be approved by the Supervisor or Manager.

3. In addition to Standby Pay, if an employee is able to handle the incident by phone or other electronic means without reporting to duty, they shall be entitled City Council 42 – 25 6/6/2023
2022-2025 MOU City of Santa Ana & SEIU Full-Time Employees Unit Page 24 to overtime pay at the rate of fifteen (15) minutes or actual time spent per incident, whichever is greater, paid at time and one-half (1.5) per incident.

D. Assignment to Standby Duty
Employees in the following departments shall be required to serve on standby duty:
• Water Production
• Water Maintenance
• Public Works Maintenance
• Building Maintenance
• Information Services
The City’s preference will be to accomplish the above through volunteers; however, qualified employees may be directed to be on standby duty if the number of volunteers is insufficient.

Additional standby programs may be implemented with the approval of the Department Head and City Manager.

5.6 Call Back Duty
Any employee who is recalled to active duty from off duty, shall be entitled to overtime pay at the rate of one and one-half (1.5) times the base hourly pay rate, or double time (2x) the base hourly pay rate for City observed holidays, for time actually worked after reporting to the place of duty, or three (3) hours pay at the base rate of pay, whichever is greater.

5.7 Temporary Upgrade Assignment Pay
In order to provide an equitable method of compensating employees who are temporarily assigned to a vacant, full-time, budgeted, higher-level position the following shall apply:

A. General Guidelines

1. Temporary upgrade (TUG) assignments shall be limited to the temporary filling of vacant, full-time, budgeted positions due to the termination, promotion or authorized long-term absence of the incumbent. A temporarily vacant position need not be a position without an incumbent.

2. Each such assignment may be terminated at any time, but in no event shall such assignment continue beyond one hundred and eighty (180) days or nine hundred and sixty (960) hours each fiscal year, whichever comes first.

3. Prior to recommending to the City Manager that a pay differential for a TUG assignment be granted, the Department Head shall make the following determinations:

City Council 42 – 26 6/6/2023
2022-2025 MOU City of Santa Ana & SEIU Full-Time Employees Unit Page 25 a. The duties and responsibilities of the position to be filled are of such nature that they cannot remain unassigned pending the return to duty of the absent incumbent or preparation of an eligible list, whichever is applicable. b. It is not practical to assign the duties of the vacant position to any other employee(s) in the same or higher classification.

4. The City Manager or their designee must give written approval of all TUG assignments involving an increase in pay for the appointee.

B. Eligibility

1. With the exception of those described in Section 5.7(B)(3) below, regular, fulltime employees shall receive TUG assignment pay if the following criteria are met:
a. The work assumed encompasses the majority of the typical duties and responsibilities of the vacated position.
b. To qualify for TUG assignment pay, employees must serve in an acting capacity in the higher level classification as follows:
• Ten (10) consecutive working days of eight (8) hours each; or • Eight (8) consecutive working days of ten (10) hours each, for employees working on an alternative work schedule; or
• Any combination of consecutive working days consisting of nine (9) hours each and one (1) working day consisting of eight (8) hours, for a total of eighty (80) hours of work for employees working the 9/80 work schedule; or
• Two (2) consecutive work weeks, consisting of three (3) eleven and one-half (11.5) hour days and one (1) five and one-half (5.5) hour day for a total of eighty (80) hours of work for employees working on an alternative work schedule.
c. In computing qualifying service rendered, only full days of actual duty shall be included, and partial days shall not be combined to make full days unless they are normally granted holiday hours. Normally granted holidays will be included in computing actual duty days.
d. Employees must re-qualify for a TUG if the employee has not worked in this specific TUG assignment for a period of eighteen (18) consecutive months. The employee shall only be considered to work in a higher City Council 42 – 27 6/6/2023
2022-2025 MOU City of Santa Ana & SEIU Full-Time Employees Unit Page 26 classification if such work is duly and specifically authorized by the employee’s Department Head.

2. Whenever practicable, the appointing authority shall rotate TUG assignments among all qualified employees.

3. Employees in the following categories shall not be assigned to TUG work unless specifically authorized by the City Manager:
a. Non-permanent employees (probationary, part-time, seasonal, etc.). b. Employees performing work above their regular classification in a training capacity.

C. Payment

1. On the eleventh (11th) consecutive working day an employee has been serving in a TUG assignment, and for each additional consecutive working day the employee so serves, they shall receive the beginning rate (Step “AAA”) assigned to the higher classification or the lowest rate in that range which is at least ten (10) salary rate ranges, or approximately five percent (5.0%) higher than the current base salary rate they normally receive, (inclusive of lead pay and exclusive of any other assignment or special pay additive or additives) whichever is greater, except when placement at Step “E” will not be sufficient to provide the ten (10) salary rate range increase. Effective January 1, 2023, employees eligible to receive TUG pay as provided for in this provision shall receive the beginning rate (Step “AAA”) assigned to the higher classification or the lowest rate in that range which is at least five percent (5.0%) higher than the base salary they normally receive (inclusive of lead pay and exclusive of any other assignment or special pay additive or additives) whichever is greater, except when placement at Step “E” will not be sufficient to provide approximately five percent (5.0%) salary increase.

If an employee has worked ten (10) consecutive days during the term of this MOU in a higher classification, the employee shall thereafter receive TUG pay for each day the employee is assigned to work in the higher classification during the term of this MOU.

2. Assignment or special pay additives, such as bilingual pay, shift differential, special skill pay, etc., paid to an employee prior to becoming eligible for TUG assignment pay, will not be considered in computing the amount of higher pay to which they are entitled in this section above. If the special circumstances upon which said additive is based are also applicable to the TUG assignment and the employee remains eligible for such pay while in the TUG position, this amount will be added to the new salary rate range.

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2022-2025 MOU City of Santa Ana & SEIU Full-Time Employees Unit Page 27

3. TUG assignments which entail moving an employee into a classification represented by a bargaining unit other than that which represents their permanent classification shall not include any change in fringe benefits for the affected employee.

4. While working in a TUG assignment, an employee will continue to accrue, and have recorded, general, special or normal salary step increases in the employee’s permanent position; however, such salary increases will be paid only to maintain the minimum five percent (5.0%) differential above the salary to which an employee is entitled in their permanent position.

5.8 Authority for Assignments
All assignments of personnel to positions set forth in Sections 5.1 through 5.5 above shall be made or revoked at the discretion of the Department Head.

5.9 Career Development Incentives
Employees appointed to a classification which requires an International Conference of Building Officials (ICBO), International Code Council (ICC), or other certificate(s) as a prerequisite to hiring, either upon appointment or by the time of the employee’s completion of successful probation (regular appointment), shall not be eligible for career incentive pay for the prerequisite certificate(s). However, they will be eligible for career incentive pay for any other certificates approved for their classification.

In no event shall the application of this Career Development Incentive Program result in an individual being eligible to earn more than twenty-five (25) salary rate ranges, which is approximately twelve and one-half percent (12.5%) above their monthly base salary step.

Effective January 1, 2023, the maximum incentive available under this provision shall be approximately twelve and one-half percent (12.5%) above their base monthly salary step.

A. An incumbent in one of the classifications listed below will be paid at a rate set ten (10) salary rate ranges (approximately five percent (5.0%)) above their base monthly salary step for each of the following: valid registration as a Registered Engineer by the State of California and valid registration as a Structural Engineer by the State of California (a total of twenty (20) salary rate ranges (approximately ten percent (10.0%) for possession of both). Effective January 1, 2023, an incumbent in one of the classifications listed below will be paid approximately five percent (5.0%) above their base monthly salary step for each of the following: valid registration as a Registered Engineer by the State of California and valid registration as a Structural Engineer by the State of California (a total of approximately ten percent (10.0%) for possession of both.

Additionally, said incumbents who possess a valid certificate issued by the ICBO, (or similar nationally recognized certificating organization) in the areas of accessibility/usability (one (1) specialty area), residential energy plan check, or City Council 42 – 29 6/6/2023
2022-2025 MOU City of Santa Ana & SEIU Full-Time Employees Unit Page 28 non-residential energy plan check, shall be paid an incentive pay differential at a rate set above their base monthly salary step in accordance with the following schedule: One (1) certificate from one (1) specialty area: five (5) salary rate ranges (approximately two and one-half percent (2.5%); an additional certificate from a second specialty area (total of two (2)): ten (10) salary rate ranges (approximately five percent (5.0%)); an additional certificate from a third specialty area (total of three (3)): fifteen (15) salary rate ranges (approximately seven and one-half percent (7.5%)). Effective January 1, 2023, the pay differentials in this provision shall be:
one (1) certificate from one (1) specialty area: approximately two and one-half percent (2.5%); an additional certificate from a second specialty area (total of two (2)): approximately five percent (5.0%); and an additional certificate from a third specialty area (total of three (3)): approximately seven and one-half percent (7.5%). o Assistant Engineer
o Associate Engineer
o Civil Engineer
o Senior Civil Engineer
o Senior Engineer
o Senior Traffic Engineer
o Assistant Plan Check Engineer
o Associate Plan Check Engineer
o Senior Plan Check Engineer
o Senior Transportation Analyst
C. An incumbent in one of the classifications listed below who possesses a valid certificate issued by the ICBO, (or similar nationally recognized certificating organization) in the area(s) of building inspection, combination inspection, electrical inspection, mechanical inspection, plumbing inspection, combination dwelling inspection, plan examining, accessibility/usability (one (1) specialty area), residential energy plan check, or non-residential energy plan check, shall be paid an incentive pay differential at a rate set above their base monthly salary step in accordance with the schedule listed below.

Incumbents who possess a valid certificate issued by the ICBO in combination inspection may substitute this for building inspection or combination dwelling inspection; however, incumbents shall not receive incentive pay for more than two (2) of these three (3) certificates.

One (1) certificate from one (1) specialty area: five (5) salary rate ranges (approximately two and one-half percent (2.5%); an additional certificate from a second specialty area (total of two (2)): ten (10) salary rate ranges (approximately five percent (5.0%)); an additional certificate from a third specialty area (total of three (3)): fifteen (15) salary rate ranges (approximately seven and one-half percent (7.5%)); an additional certificate from a fourth specialty area (total of four (4)):
twenty (20) salary rate ranges (approximately ten percent (10.0%)); and an additional certificate from the fifth specialty area (total of five (5)): twenty-five (25) City Council 42 – 30 6/6/2023
2022-2025 MOU City of Santa Ana & SEIU Full-Time Employees Unit Page 29 salary rate ranges (approximately twelve and one-half percent (12.5%)). Effective January 1, 2023, the pay differentials in this provision shall be: one (1) certificate from one (1) specialty area: approximately two and one-half percent (2.5%); an additional certificate from a second specialty area (total of two (2)): approximately five percent (5.0%); an additional certificate from a third specialty area (total of three (3)): approximately seven and one-half percent (7.5%); an additional certificate from a fourth specialty area (total of four (4)): approximately ten percent (10%); and an additional certificate from a fifth specialty area (total of five (5)):
approximately twelve and one-half percent (12.5%).
o Combination Building Inspector o Senior Combination
o Building Technician Building Inspector
o Senior Electrical Systems
Specialist (T)
D. Incumbents in the classifications of:
o Code Enforcement Associate
o Code Enforcement Officer
o Code Enforcement Supervisor
who obtain or possess a valid certificate issued by the ICBO, ICC, SCACEO (Southern California/Statewide Association of Code Enforcement Officers), CACEO (California Association of Code Enforcement Officers), or any similar nationally recognized certificating organization in any four (4) of the following Career Development Incentive areas shall receive incentive pay at a rate of five (5) salary rate ranges (approximately two and one-half percent (2.5%)) for each certificate, but not to exceed five (5) certificates, or a total of twenty-five (25) salary rate ranges (approximately twelve and one-half percent (12.5%)). Effective January 1, 2023, the pay differentials in this provision shall be approximately two and onehalf percent (2.5%) for each certificate, but not to exceed five (5) certificates, or a total of approximately twelve and one-half percent (12.5%).

If an incumbent has obtained four (4) such certificates from the menu below, they shall be eligible to earn an additional five (5) salary rate ranges (approximately two and one-half percent (2.5%)) pay additive upon completion of both the SCACEO/CACEO Intermediate and SCACEO/CACEO Advanced Certifications.

Effective January 1, 2023, if an incumbent has obtained four (4) such certificates from the menu below, they shall be eligible to earn an additional approximate two and one-half percent (2.5%) pay additive upon completion of both the SCACEO/CACEO Intermediate and SCACEO/CACEO Advanced Certifications:
o Building Inspection
o Electrical Inspection
o Mechanical Inspection
o Plumbing Inspection
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2022-2025 MOU City of Santa Ana & SEIU Full-Time Employees Unit Page 30 o Combo Dwelling Inspector
o Plans Examiner
o Zoning Inspection
o Property Maintenance and Housing
o PC 832
o Basic Module (SCACEO/CACEO)
o Accessibility Inspector/Plans Examiner
o Permit Technician
o Coastal and Floodplain Construction Inspector
o Disaster Response Inspector
If an incumbent has already completed both the SCACEO/CACEO Intermediate and the SCACEO/CACEO Advanced certifications, upon completion of any other four (4) certificates from the menu above, said employee shall be eligible to receive the additional five (5) salary rate ranges (approximately two and one-half percent (2.5%) total) pay additive for the Intermediate/Advanced certifications. Effective January 1, 2023, the pay differential in this provision shall be approximately two and one-half percent (2.5%) for the Intermediate/Advanced certifications.

In no event shall the expansion of current certificate pay opportunities result in an employee being eligible to earn more than twenty-five (25) salary rate ranges (approximately twelve and one-half percent (12.5%)) in pay additives for Career Development Incentives above their then base monthly salary step. Effective January 1, 2023, the maximum pay differentials in this provision shall be approximately twelve and one-half percent (12.5%) above their base monthly salary step for Career Development Incentives.

E. An incumbent in one of the classifications listed below who possesses a valid certificate issued by the ICBO (or similar nationally recognized certificating organization) in the areas of reinforced concrete, structural masonry, structural steel/welding, electrical inspection, plumbing inspection, plans examiner, or C27 landscape contractors license, shall be paid an incentive pay differential at a rate set above their base monthly salary step in accordance with the following schedule:

One (1) certificate from one specialty area: five (5) salary rate ranges (approximately two and one-half percent (2.5%)); an additional certificate from a second specialty area (total of two (2)): ten (10) salary rate ranges (approximately five percent (5.0%)); an additional certificate from a third specialty area (total of three (3)): fifteen (15) salary rate ranges (approximately seven and one-half percent (7.5%)); an additional certificate from a fourth specialty area (total of four (4)):
twenty (20) salary rate ranges (approximately ten percent (10.0%)); and an additional certificate from the fifth specialty area (total of five (5)): twenty-five (25) salary rate ranges (approximately twelve and one-half percent (12.5%)). Effective January 1, 2023, the pay differentials in this provision shall be: one (1) certificate from one (1) specialty area: approximately two and one-half percent (2.5%); an additional certificate from a second specialty area (total of two (2)): approximately five percent (5.0%); an additional certificate from a third specialty area (total of City Council 42 – 32 6/6/2023
2022-2025 MOU City of Santa Ana & SEIU Full-Time Employees Unit Page 31 three (3)): approximately seven and one-half percent (7.5%); an additional certificate from a fourth specialty area (total of four (4)): approximately ten percent (10%); and an additional certificate from a fifth specialty area (total of five (5)):
approximately twelve and one-half percent (12.5%).
o Construction Inspector
o Senior Construction Inspector
F. An incumbent in the classification listed below who possess a valid certificate issued by the ICBO (or similar nationally recognized certificating organization) in the areas of plumbing inspection, electrical inspection, plans examiner, C27 landscape contractors license, turf grass management, or certified arborist by the International Society of Arboriculture (ISA), shall be paid an incentive pay differential at a rate set above their base monthly salary step in accordance with the following schedule: One (1) certificate from one specialty area: five (5) salary rate ranges (approximately two and one-half percent (2.5%)); an additional certificate from a second specialty area (total of two (2)): ten (10) salary rate ranges (approximately five percent (5.0%)); an additional certificate from a third specialty area (total of three (3)): fifteen (15) salary rate ranges (approximately seven and one-half percent (7.5%)); an additional certificate from a fourth specialty area (total of four (4)): twenty (20) salary rate ranges (approximately ten percent (10.0%)); and an additional certificate from the fifth specialty area (total of five (5)): twentyfive (25) salary rate ranges (approximately twelve and one-half percent (12.5%)).

Effective January 1, 2023, the pay differentials in this provision shall be: one (1) certificate from one (1) specialty area: approximately two and one-half percent (2.5%); an additional certificate from a second specialty area (total of two (2)):
approximately five percent (5.0%); an additional certificate from a third specialty area (total of three (3)): approximately seven and one-half percent (7.5%); an additional certificate from a fourth specialty area (total of four (4)): approximately ten percent (10%); and an additional certificate from a fifth specialty area (total of five (5)): approximately twelve and one-half percent (12.5%). o Contracts Administrator
G. An incumbent in one of the classifications listed below who possesses a valid certificate issued by the ISA as a certified arborist shall be paid at a rate of set five (5) salary rate ranges (approximately two and one-half percent (2.5%)) above their base monthly salary step. Effective January 1, 2023, the pay differential in this provision shall be approximately two and one-half percent (2.5%) above their base monthly salary step.
o Projects Manager
o Tree Maintenance Supervisor
o Tree Trimmer
o Maintenance Worker II (assigned to the tree crew)
o Public Works Projects Specialist
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2022-2025 MOU City of Santa Ana & SEIU Full-Time Employees Unit Page 32 H. An incumbent in the classification listed below who possesses a valid certificate issued by the ISA as a certified Tree Worker shall be paid at a rate of set five (5) salary rate ranges (approximately two and one-half percent (2.5%)) above their base monthly salary step. Effective January 1, 2023, the pay differential in this provision shall be approximately two and one-half percent (2.5%) above their base monthly salary step.
o Maintenance Worker II (assigned to the tree crew)

5.10 Limitation on Career Development Incentive Pay
A. With the exception of the employee classifications listed in Subsection 5.10(B), employees already receiving career development incentive pay under Section 5.9 prior to June 30, 2012 and who continue to meet the qualifications described in the applicable career development incentive pay provisions of Section 5.9 shall continue to receive said pay under the current career development incentive pay formulas. Employees who did not receive career development pay prior to the June 30, 2012 shall not be eligible to receive it.

B. The employee classifications listed below and already receiving career development incentive pay under Section 5.9 prior to June 30, 2013 and who continue to meet the qualifications described in the applicable career development incentive pay provisions of Section 5.9 shall continue to receive said pay under the current career development incentive pay formulas. Employees in the classifications listed herein below who have not received career development pay prior to the June 30, 2013 will not thereafter be eligible to receive it. • Assistant Engineer
• Associate Engineer
• Civil Engineer
• Senior Civil Engineer
• Senior Engineer
• Senior Traffic Engineer
C. Any employee hired after September 30, 2010 shall not be eligible to receive career development incentive pay under the career development incentive pay provisions of Section 5.9
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2022-2025 MOU City of Santa Ana & SEIU Full-Time Employees Unit Page 33

5.11 Water Certification Pay
Effective the first full pay period following City Council approval of this 2022-2025 MOU, employees shall be eligible for Water Certification Pay according to the following provisions:

A. Employees who possess a Water Distribution Certificate that is higher than the Water Distribution certification level required for their classification shall receive payment based on the following levels achieved.

Distribution 2 = one hundred dollars ($100) per month
Distribution 3 = two hundred dollars ($200) per month
Distribution 4 = three hundred dollars ($300) per month Distribution 5 = four hundred dollars ($400) per month
B. Employees who possess a Water Treatment Certificate that is higher than Water Treatment certification level required for their classification shall receive payment based on the following levels achieved.

Treatment 2 = one hundred dollars ($100) per month
Treatment 3 = three hundred dollars ($300) per month
Treatment 4 = four hundred dollars ($400) per month
C. The maximum an employee can receive per month in this section is four hundred dollars ($400) per month. The pay in this section is only available to employees in classifications with minimum qualifications that require a Water Distribution and/or Treatment Certificate. An employee whose classification only requires a Water Distribution certificate cannot receive pay for a Water Treatment Certificate.

An employee whose classification only requires a Water Treatment certificate cannot receive pay for a Water Distribution Certificate.

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2022-2025 MOU City of Santa Ana & SEIU Full-Time Employees Unit Page 34

ARTICLE VI

6.0 OVERTIME

6.1 General Policy for Overtime Work
When it shall be determined to be in the public interest for employees to perform overtime work, or in an emergency situation, the City Manager, the Department Head, or a duly authorized designee, may require an employee to perform overtime work. Employees are required to obtain supervisor authorization before working overtime.

6.2 Definition
A. Overtime work is defined as authorized or required time worked in excess of forty (40) hours in the workweek schedule of an employee.

B. A workweek is a fixed and regularly recurring period of one hundred and sixtyeight (168) consecutive hours, consisting of seven (7) consecutive twenty-four (24) hour periods.

C. The workweek for each employee is designated by the appointing authority. An employee’s work schedule within the workweek shall not be changed for the purpose of avoiding payment of overtime; however, nothing shall abridge management’s right to establish and change work schedules and assignments in accordance with Article XVIII - City Rights.

6.3 Computation of Forty (40) Hour Workweek
In computing the forty (40) hour workweek, the following type of work hours in a paid status shall be included in the computation:
• Actual hours worked
• Jury/witness leave
• Bereavement leave
Any combination of the hours in this section, in excess of forty (40) hours per workweek, shall entitle the employee to overtime.

Any paid time off during the workweek for vacation leave, sick leave, all unpaid leave, holiday leave, Chapter Chair/President’s Leave, Union Business Leave, and compensatory time off shall not be counted towards the hours worked in a workweek for the computation of payment for overtime, unless the hours in excess of forty (40) hours in a workweek (including the above listed time) are worked by the employee at the requirement of their Department Head or authorized designee.

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2022-2025 MOU City of Santa Ana & SEIU Full-Time Employees Unit Page 35 For example:

An employee working a Monday through Friday work schedule who takes nine (9) hours of vacation leave on Monday and works their normal thirty-one (31) hours Tuesday through Friday, would not earn overtime for two (2) hours they volunteered to work extra on Saturday. However, if that same employee had been required by their supervisor or management to work the two (2) hours on Saturday, as opposed to volunteering, the two (2) hours would be compensated as overtime.

6.4 Compensation for Overtime
The City’s preferred method by which overtime shall be compensated is by monetary payment, at one and one-half (1.5) times the employee’s regular rate of pay, subject to the provisions of Section 6.5.

6.5 Compensatory Time
A. Overtime Conversion to Compensatory Time
Should the Department Head determine that the best interests of the City will be served thereby, their designee may permit an employee to be compensated for overtime work by earning compensatory time off at the rate of one and one-half (1.5) hours for each overtime hour worked.

B. Maximum Accumulation of Compensatory Time
Employees shall have the option, with Department Head approval, to earn up to a maximum of eighty (80) hours of compensatory time off.

C. Use of Compensatory Time

1. Since compensatory time is earned at one and one-half (1.5) hours for each hour of overtime worked, eighty (80) hours of compensatory time equates to fiftythree point thirty-three (53.33) hours of overtime worked.

2. Such compensatory time off shall be taken at the discretion of the employee when requested at least seventy-two (72) hours in advance, subject to the operational needs and staffing requirements of the department.

3. If the Department Head or their designee subsequently denies the requested compensatory time off, the employee and department will mutually agree on a future date within one (1) year when the employee can use the paid compensatory time off.

If the requested compensatory time off is not used within that one (1) year, such compensatory time will be paid off in cash.

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2022-2025 MOU City of Santa Ana & SEIU Full-Time Employees Unit Page 36

4. Compensatory time off may be taken in increments as small as one-half (0.5) hour.

5. Compensatory time off may not be granted or taken in advance of the overtime work for which the time off compensates. Before compensatory time off may be taken, the overtime worked must have been recorded on official payroll records at or about the time the overtime work was performed. In the absence of such recording, no compensatory time off in excess of compensatory hours already banked will be permitted.

D. Cash-Out of Compensatory Time
Upon an employee’s appointment to a position in which overtime may not be earned (FLSA exempt) or upon an employee’s separation from employment, they shall be paid for all compensatory time accumulated prior to such promotion or separation from service.

6.6 No Effect on Other Benefits
Overtime work shall not apply to the earning of employee benefits (retirement, holidays, vacation accrual, sick leave accrual, and employee insurance benefits), toward the completion of probationary period, or to progression within salary rate range.

6.7 Overtime Work to be Minimized
To the extent that they are reasonably able to do so, the Department Head or their designee shall arrange work programs to minimize overtime work. Necessary overtime work shall be apportioned among employees of like classification and assignment.

6.8 Overtime Work on a Holiday
Work on an observed holiday which would otherwise be a scheduled day off for the employee will be paid as overtime.

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2022-2025 MOU City of Santa Ana & SEIU Full-Time Employees Unit Page 37

ARTICLE VII

7.0 TRAINING & EDUCATIONAL ASSISTANCE PROGRAM

7.1 Purpose
A. To encourage employees to take college courses and special training courses which will better enable them to perform their present duties and prepare them for increased responsibilities.

B. To provide financial assistance to eligible employees for education and training.

C. To establish eligibility requirements, conditions and procedures whereby such assistance may be provided.

7.2 Eligibility
A. Applications for tuition reimbursement will be considered only from permanent employees who have completed probation.

B. Employees receiving financial assistance from other sources such as the G.I. Bill, scholarships, etc. shall be eligible for reimbursement, subject to Section 7.3C, in an amount not to exceed the difference between the cost of tuition and the amount of the other financial assistance received.

C. Applications shall be approved only for courses directly related to the employee’s job or directly related to a promotional position in the employee’s occupational specialty.

D. Courses not ostensibly related to the employee’s job, but which are required to qualify for a degree that is directly related to their job, may be reimbursable only after all required occupationally related courses have been completed.

E. Prior to receiving tuition reimbursement, employees must submit documentary proof of having received a grade of not less than “C” for the course. For courses based on a pass/fail criterion, a pass must be received. If objective ratings are not rendered for a specific course, then a certificate of successful completion must be submitted.

F. Approval will be limited to the following:

1. Courses given by accredited colleges and universities, city colleges or adult education courses under the sponsorship of a Board of Education.

The accredited colleges and universities must come from one (1) of the six (6) regional accreditation bodies for the United States (as approved by the City Council 42 – 39 6/6/2023
2022-2025 MOU City of Santa Ana & SEIU Full-Time Employees Unit Page 38 Department of Education), including the Western Association of Schools and Colleges, the Northwest Association of Colleges and Universities, the Middle States Commission on Higher Education, the New England Association of Schools and Colleges, the North Central Association of Colleges and Schools, and the Southern Association of Schools and Colleges.

2. Workshops, seminars, conferences and similar activities, not identifiable as a formal course of instruction within the curriculum of a recognized educational institution, do not fall within the purview of this program but may be authorized and funded by the interested department.

G. When an employee is required by their Department Head to attend a particular course or seminar, the expense shall be borne entirely by the department.

7.3 Reimbursement
A. Reimbursement will be based on the cost of tuition, required enrollment/registration fees, related miscellaneous fees (health, parking, student union fees, equipment, etc.), all required texts/eBooks, and related materials for each course. Additional expenses, such as meals and lodging are not reimbursable.

B. Costs for required texts are eligible for one hundred percent (100%) reimbursement subject to the following conditions:

1. That a duplicate of the required text(s)/eBooks was unavailable for loan from the departmental libraries prior to the commencement of course work; and

2. That any textbook(s) purchased by the City shall be submitted to the employee’s respective departmental library in order that such text(s) may be made available to all employees.

C. The maximum tuition reimbursement is two thousand five hundred dollars ($2,500) per fiscal year, which the employee may claim either as costs are incurred during the year or as a single lump sum. The maximum tuition reimbursement applies to any reimbursements provided in this article.

7.4 Procedures
A. An employee who desires to seek tuition reimbursement under the provisions of this article must complete, in duplicate, an Application for Training and Educational Assistance Form and submit it to their Department Head, including a course schedule or description, prior to the commencement the class(es) or the payment of fees for registration/tuition.

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2022-2025 MOU City of Santa Ana & SEIU Full-Time Employees Unit Page 39 B. The Department Head shall recommend approval or disapproval based on established criteria and budgetary constraints and then forward the application to the Executive Director of Human Resources or designee.

C. The Executive Director of Human Resources or designee will approve or disapprove the application for the City Manager. One (1) copy will be returned to the employee and the duplicate will be retained by the Human Resources Department. It is advisable that the applicant accomplish the procedure so far described in order to ascertain the eligibility of the intended course of instruction for reimbursement under the provisions of this policy prior to the inception of the course or disbursement of personal funds.

D. The employee will submit their copy of the approved application to Human Resources Department within three (3) months after they have completed the course and received their final grade. The employee must include official verification of their final grade with appropriate receipts for tuition and textbook costs. These will be returned to the employee upon request. Applications not submitted to the Human Resources Department within three (3) months following completion of the course become void.

E. Upon receipt of the application and required documentation, the Human Resources Department will determine whether the completed course of instruction is compatible with the provisions of this article and will compute the amount of reimbursement, authenticate the application and forward it to the employee’s Department Head.

F. The Department Head will then authorize the Finance and Management Services Department to reimburse the employee the approved amount out of the budget of the department concerned.

City Council 42 – 41 6/6/2023
2022-2025 MOU City of Santa Ana & SEIU Full-Time Employees Unit Page 40

ARTICLE VIII

8.0 HOLIDAYS

8.1 City Holidays
A. City paid holidays observed by the City are as follows:
o January 1 - New Year’s Day.
o Third (3rd) Monday in January - In observance of Martin Luther King, Jr.’s Birthday.
o Third (3rd) Monday in February - In observance of President’s Day. o March 31 - In commemoration of Cesar Chavez Day (effective the first holiday after City Council approval of this 2022-2025 MOU). o Last Monday in May - In commemoration of Memorial Day. o July 4 - In observance of Independence Day.
o First (1st) Monday in September - In observance of Labor Day. o November 11 - In observance of Veteran’s Day.
o Fourth (4th) Thursday in November - In observance of Thanksgiving Day. o The Friday immediately following Thanksgiving Day.
o Last working day before Christmas Day, unless Christmas Day falls on Thursday, in which instance, the day following Christmas Day shall be observed in lieu thereof.
o December 25 - In observance of Christmas Day.
o One (1) Floating Holiday - Any workday selected by the employee with prior permission of the employee's supervisor.
o Every day proclaimed by the Mayor of the City as a holiday for City employees.
o Any holiday which falls on a Sunday will be observed on the following Monday.
o Any holiday which falls on a Saturday will be observed on the Friday preceding the holiday.

City Council 42 – 42 6/6/2023
2022-2025 MOU City of Santa Ana & SEIU Full-Time Employees Unit Page 41 If a holiday falls on an employee’s alternating regularly scheduled day off, the employee must then take their holiday off before or after the regular holiday as their holiday off with supervisor and Department Head approval. Such holiday time is referred to as an “impact holiday.” If the employee cannot take their holiday off before or after the regular scheduled holiday off, the employee will bank the hours of holiday leave to be used at a later date with the supervisor’s approval.

B. Holiday Pay/Credit
Each City holiday shall be paid, or credited, equivalent to the employees’ regularly scheduled work shift.

For example:
• An employee assigned to a 4/10 work schedule would receive ten (10) hours of holiday pay or credit for each holiday.
• An employee assigned to a 9/80 work schedule with alternating Fridays off would receive nine (9) hours of holiday pay or credit for each holiday, even if the holiday fell on the employee’s regular eight (8) hour Friday or scheduled Friday off.

C. Floating Holidays

1. Floating holidays shall be credited to each employee’s holiday bank on January 1 st of each year.

2. A floating holiday shall be credited at a rate equivalent to the employee’s regularly scheduled work shift.

For example:
• An employee assigned to a 4/10 work schedule would receive ten (10) hours of credit in their holiday bank for the floating holiday. • An employee assigned to a 9/80 work schedule with alternating Fridays off would receive nine (9) hours of credit for the floating holiday.

8.2 Holiday Bank
Eligible employees shall be credited, in a manner consistent with Section 8.1, with hours for all holidays listed in this article. The hours shall be credited to the employee’s holiday bank at the beginning of each calendar year in lieu of earning the paid holidays as they occur.

1. Eligible employees are:
• Employees with regularly scheduled days off other than Saturday and Sunday.

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2022-2025 MOU City of Santa Ana & SEIU Full-Time Employees Unit Page 42 • Employees with alternative work schedules in:
o Code Enforcement
o Police Records
o Correctional Records
o Fleet Services Divisions
• Employees on a 4/10 work schedule.

If any employee working in the above referenced categories separates from employment prior to December 31st of any year and has exhausted hours of holiday time (listed in Section 8.1) over their annual accrual, the value of hours not yet accrued but used shall be deducted from the final paycheck.

2. Substitute holidays may be scheduled by the Department Head or their designee, normally during the same month that the holiday is observed by other City employees.

An employee entitled to time off in lieu of holidays shall receive that time off in proportion to their service at full pay in such capacity during the year.

8.3 Modified Holiday Schedule - Library Employees
Full-time employees assigned to the Library Department shall, during the term of this MOU, observe holidays on the dates specified in Section 8.1 above.

8.4 Requirements
A. Employees, including those separating from service, must be in a paid status on their workday both preceding the holiday and after the holiday in order to receive pay or credit for the holidays provided in Section 8.1 above.

B. A newly appointed employee must complete six (6) months of continuous full-time service in order to earn the Floating Holiday listed in Section 8.1 above. Such employees can then use the Floating Holiday as early as the pay period following the completion of six (6) months in a paid status.

8.5 Use of Holiday Time
Holiday time may be taken in increments of one-half (0.5) hour.

8.6 Maximum Accumulation of Holiday
Holiday benefits may not be carried over from one (1) calendar year to the next. If an employee has any holiday leave remaining at the end of the calendar year it will be forfeited at the end of that calendar year.

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2022-2025 MOU City of Santa Ana & SEIU Full-Time Employees Unit Page 43

8.7 Winter Holiday Closure
A. Mandatory Closure
City Hall and all other City departments (with the exception of the Police Department, Santa Ana Zoo, and select employees in Fleet Services Division of the Public Works Department) shall be closed for a mandatory winter holiday closure each year during the term of this MOU.

Subject to consultation with the Union, the City Manager may exclude other worksites, departments/agencies, positions, classifications, and/or individuals from the mandatory closure.

B. Dates of Closures
City Hall will be closed on the days between December 24 (except for years when December 24 falls on a Wednesday in which case City Hall will be closed starting on December 25) and January 1 each year. An employee regularly assigned to work on one or more days during this time period shall use accrued paid leave (as set forth in paragraph C below) for their regularly scheduled hours for each day they would otherwise have been scheduled to work.

During this time period, per Article 8.1 December 24 (except if it falls on Wednesday in which case December 26 is the holiday), December 25 and January 1 (or the days these holidays are observed) are City Holidays.

C. Additional Days Off during a Closure

1. Employees will need to choose from the options in this subsection to cover any additional regularly scheduled work days which are not City observed holidays.

2. Employees may use any of the following accrued leaves they have available to cover any additional day(s) off which may be required by the closure:
• Vacation
• Compensatory Time Off
• Holiday

3. Employees are not permitted to use sick leave for a holiday closure day unless they produce a physician’s certification for each day reported as sick leave.

This additional certification is not required for employees with approved advance sick leave usage due to FMLA/CFRA/PDL (or any other protected leave).

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2022-2025 MOU City of Santa Ana & SEIU Full-Time Employees Unit Page 44

4. Employees shall have the option of not using paid leave for any, or all, holiday closure day(s) and taking the day(s) off as an absence without pay.

D. Standby Assignments during a Closure
An employee assigned to standby while using leave for the holiday closure shall receive the additional three dollars and fifty-two cents ($3.52) per hour, as per Section 5.5(C)(2), for each regularly scheduled work hour (i.e., during those hours of the day which cut across their regular work hours) they are using paid leave for, but is still assigned to standby.

Such employee shall still adhere to the provisions of Section 8.7(C) to cover their regular shift while remaining in standby mode and available for callback. However, if an employee is recalled during their regular work hours, the time spent on the recall shall be deducted from the paid leave for that day.

For example:

An employee regularly scheduled to work 6:30 a.m. – 4:00 p.m. on one (1) of the days during the closure uses nine (9) hours of accrued vacation to cover that day.

If that employee is recalled from 8:00 a.m. – 10:00 a.m. on that same day, they will only have seven (7) hours of vacation deducted from their vacation accrual for that day.

E. Callbacks during a Closure
An employee who is recalled to active duty on one of the winter holiday closure days, regardless if recalled during their regularly scheduled work hours, or outside of their regularly scheduled work hours, or whether they have used paid leave during the defined FLSA workweek, shall be paid at the callback rates defined in Section 5.6.

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2022-2025 MOU City of Santa Ana & SEIU Full-Time Employees Unit Page 45

ARTICLE IX

9.0 VACATION

9.1 Purpose
It is the policy of the City to grant employees vacation leave in order to provide them with a break in their regular work schedule and this purpose will be used as a guide in the administration of the provisions of this article.

9.2 Accrual
A. Employees shall accrue vacation on a monthly basis each calendar year, based on completed continuous years of service, as set forth in the following table:

B. Prorated Accrual in Year One
An employee who has completed less than one (1) year of service during the calendar year shall receive a proportionate fraction in accordance with the amount of service to their credit during the year; provided, however, no employee shall be entitled to, or receive payment for, any vacation until they have completed six (6) months of continuous service.

Completed Service
(in years)
Annual Accrual
(in hours)
Monthly Accrual Rate
(in hours)
1 - 2 80 6.67
3 - 5 120 10.00
6 124 10.33
7 128 10.67
8 132 11.00
9 136 11.33
10 140 11.67
11 144 12.00
12 148 12.33
13 152 12.67
14 156 13.00
15 160 13.33
16 168 14.00
17 176 14.67
18 184 15.33
19 192 16.00
20 or more 200 16.67
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2022-2025 MOU City of Santa Ana & SEIU Full-Time Employees Unit Page 46 C. Effect of Extended Sick Leave on Vacation Accrual
Absence on sick leave for a period in excess of fifteen (15) consecutive calendar days shall not be considered as service time for vacation accrual purposes.

9.3 Use of Vacation
A. Use of Vacation in First Year
On or after the first (1st) day of the month following completion of six (6) months of continuous full-time service, an employee may be allowed to take all or a proportionate fraction of their earned vacation, subject to scheduling approval of the employee’s supervisor.

B. Rate of Usage
Vacation time off may be taken in increments as small as one-half (0.5) hour, with fractional usage rounded upward to the next higher multiple of one-half (0.5) hour.

C. Minimum Usage
Upon the completion of two (2) years of continuous service, each employee must take at least five (5) working days of vacation off each calendar year.

D. Time of Usage
The time at which an employee may take their vacation shall be determined by the Department Head, with due regard for the wishes of the employee and particular regard for the needs of the service.

E. Limitation on Usage
With the exception of a retiring employee, no employee is granted, and no employee shall be allowed to take any vacation leave with pay in excess of fifty (50) working days or four hundred (400) hours in any one (1) calendar year.

9.4 Computation of Vacation Use
A. Holidays during Vacation
In computing vacation, each City observed holiday that occurs during the vacation, and that falls on a day which the employee would have worked had they not been on vacation, shall be deducted from the computation so that one (1) additional day of vacation shall be allowed to the employee.

City Council 42 – 48 6/6/2023
2022-2025 MOU City of Santa Ana & SEIU Full-Time Employees Unit Page 47 B. Sick Leave during Vacation
Should an employee suffer a sickness or injury while on authorized vacation, each full day of such sick leave, when confirmed by a physician’s statement and approval of the Department Head, may be deducted from the computation of vacation expended and charged against the employee’s accumulated sick leave as available.

9.5 Continuous Service Requirement
A. A period of earlier service does not apply toward vacation accumulation when an employee has had a break in continuous service, unless the break in service is concluded by reappointment or reemployment from layoff within one (1) year.

B. Leave of absences without pay, as provided in this MOU, do not constitute a break in continuous service as used in this section; however, the unpaid leave of absence period shall not be applied toward the accumulation of vacation.

C. Absences due to any statutorily protected leave (i.e. pregnancy disability, FMLA/CFRA, or military leave) shall not constitute a break in service even if the employee was not in a paid status. Such time counts as time in service and the period of absence shall be applied toward the accumulation of vacation.

9.6 Vacation Cash-Out
A. Annual Buy Back

1. If an employee wants to cash-out unused vacation leave they accrued during the calendar year, they must make an irrevocable election by December 15th of the prior calendar year (i.e. by December 15, 2022 for a cash-out in calendar year 2023).

2. The irrevocable election must indicate the amount of vacation hours the employee intends to cash-out during that next calendar year.

The number of hours to be cashed-out cannot exceed the total number of hours the employee will accrue during that same calendar year, or a maximum of one hundred (100) hours, whichever is the lesser amount.

3. Once the election form is submitted to Human Resources, the amount of hours to be cashed-out cannot be changed for that calendar year.

4. Employees may submit a request for cash-out up to two times (2X) per year– for payment in the pay period which includes July 1 and/or December 15.

5. In the event an employee’s vacation leave balance (on either pay period when they can elect to cash-out) is less than the amount of hours the employee had City Council 42 – 49 6/6/2023
2022-2025 MOU City of Santa Ana & SEIU Full-Time Employees Unit Page 48 previously elected to cash-out (in the prior calendar year), the employee will only receive payment for the amount of accumulated vacation leave remaining at the time of the cash-out in either July or December.

6. If an employee makes an irrevocable election to cash-out vacation in the following calendar year and uses vacation leave during that subsequent calendar year, the vacation leave used will first come from vacation leave the employee had earned (if any) prior to January 1st of the calendar year the employee had elected to cash-out. The use of such earned, but unused, vacation leave accumulated from previous calendar years shall not result in a reduction in the amount of vacation hours the employee is eligible to cashout.

B. Separation from Service
Per Labor Code §227.3, the parties agree that an employee who leaves City employment prior to completing six (6) months of service shall not receive any payment for vacation.

Employees with at least six (6) months of service upon separation from service shall be paid for all accumulated, but unused, vacation leave.

C. Rate of Payment
Payments shall be made based on the employee’s base rate at the time of the payment.

9.7 Maximum Accumulation
A. The maximum vacation an employee may accumulate is what they could earn based on their completed years of service.

B. An employee whose vacation bank is at the maximum of what they can accumulate shall not continue to accrue vacation until the amount of their vacation bank is reduced below the maximum cap. Effective the first full pay period following City Council approval of this 2022-2025 MOU, if the maximum vacation cap is reached, the City shall convert the hours over the vacation cap to the employee’s RHS or 457 account. Employees need to designate in advance whether they want the hours contributed to their RHS or 457 account.

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2022-2025 MOU City of Santa Ana & SEIU Full-Time Employees Unit Page 49 C. No employee may accumulate, or carry over from one (1) calendar year to the next, more than the maximum vacation hours as follows:

Completed Service
(in years)
Max Accumulation Cap
(in hours)
1 80
2 160
3 200
4 240
5 240
6 244
7 252
8 260
9 268
10 276
11 284
12 292
13 300
14 308
15 316
16 328
17 344
18 360
19 376
20 392
21 or more 400
D. Notwithstanding the foregoing, any affected employee who is in jeopardy of losing vacation because of department staffing needs, may with the approval of the Department Head, Executive Director of Human Resources and City Manager, receive a thirty (30) day extension beyond the normal cutoff date so that such employee will not lose vacation time.

City Council 42 – 51 6/6/2023
2022-2025 MOU City of Santa Ana & SEIU Full-Time Employees Unit Page 50

ARTICLE X

10.0 OTHER LEAVES OF ABSENCE

10.1 Sick Leave
A. Definition
The City provides paid sick leave to eligible employees upon verbal or written request, within the parameters of the law, for the following purposes:
• Diagnosis, care, or treatment of an existing health condition, or preventative care of, an employee or an employee’s qualified family member; • Specified purposes for an employee who is a victim or domestic violence, sexual assault, or stalking.

B. Accrual
Each employee shall be entitled to, and shall earn eight (8) hours of sick leave for each full calendar month of service in which they is employed by the City with full pay; provided, however, any absence on sick leave for a period of time greater than fifteen (15) consecutive calendar days in any one (1) calendar month shall not be considered to be service entitling an employee to earn sick leave as aforesaid.

C. Use of Sick Leave

1. Authorization for Use
Use of sick leave shall be authorized as follows:
a. Sick leave is not a right which an employee may use at their discretion, but shall be allowed only in cases of necessity and actual sickness or disability, as authorized in this article.
b. When an accepted industrial illness or injury has caused an employee’s absence, for which benefits are required under the State Workers’ Compensation Insurance and Safety Act, paid sick leave will be processed during the first three (3) consecutive days of the statutory waiting period. If the employee does not have sufficient accumulated sick leave at the commencement of such industrial illness or injury, they will be advanced sick leave for this purpose. Subsequently, the City will deduct an equal amount previously advanced from any sick leave accrued by the employee until the total amount is recovered. If the employee terminates before recovery of all advanced sick leave, the City will deduct the unrecovered cost of sick leave from such terminated employee’s final paycheck, to the City Council 42 – 52 6/6/2023
2022-2025 MOU City of Santa Ana & SEIU Full-Time Employees Unit Page 51 extent possible. If the employee remains off work longer than fourteen (14) days due to the same workers’ compensation related illness or injury, the employee will have the three (3) sick days used re-credited back to their account. The City pays the employee workers’ compensation benefits for such illness or injury starting on the fourth (4th) day. c. Employees are permitted to use sick leave for a work related injury or illness. The City may authorize employees to use vacation or compensatory time for approved workers’ compensation medical appointments as specified herein. The City may authorize use of such leave for City approved medical appointments whenever such appointments cannot be secured outside the employee’s regular workday, and salary continuation or workers’ compensation benefits are not available.

D. Limit
For all employees in the bargaining unit or who are currently employed by the City in a full-time position at the time of City Council approval of this 2022-2025 MOU, sick accrual will be capped at sixteen hundred (1600) hours.

For employees hired as new employees from outside the City into this bargaining unit on or after the date of City Council approval of this 2022-2025 MOU, the maximum amount of sick leave they may carry over into a calendar year is seven hundred (700) hours.

Any sick leave accrual above seven hundred (700) hours will be converted into an employee’s Retirement Health Savings (“RHS”) Plan account during the first full pay period in January of each year.

Sick leave usage shall be charged in minimum increments of a half (0.5) hour.

Fractional usage under a half (0.5) hour shall be rounded up to the next higher multiple of a half (0.5) hour.

E. Extended Use
The City Manager may grant medical leave of up to six (6) months without pay to an employee who has exhausted all of their accumulated sick leave if a licensed physician indicates that the employee will be sufficiently recovered to return to their employment within a six (6) month period. Prior to the expiration of the additional time, the employee may return to their position provided that the employee has a medical certificate from a licensed physician stating that the employee is able to return to work and perform all the duties of their position without work restrictions. In addition to the above, the City Manager may grant an additional extension not to exceed a total of one (1) year without pay.

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2022-2025 MOU City of Santa Ana & SEIU Full-Time Employees Unit Page 52 F. Extension by Use of Accrued Compensatory Time Off and/or Vacation After an employee’s sick leave has been exhausted, they may be granted permission to first use any unused accumulated compensatory time off benefits and then any unused accumulated vacation leave.

G. Notification of Use
An employee taking sick leave shall notify their immediate supervisor prior to the time they is scheduled to report for duty, or as otherwise established by their department.

When the absence is for more than three (3) consecutive working days, upon return to work the employee must present to their Department Head a physician’s certificate stating that the employee could not report to work because of such illness or injury, and advising that the employee is sufficiently recovered to safely return to work. Such certificate shall be forwarded to the Executive Director of Human Resources.

Upon written request by a Department Head or designee, a physician’s certificate, or other satisfactory written evidence of the need for qualified sick leave usage, may be required after any future absence of any duration less than three (3) days.

Such written notice shall be approved by the Department Head or designee and the stated reason therefore.

H. Denial
No employee shall be entitled to sick leave with pay while absent from duty because of sickness or injury purposely self-inflicted or caused by willful misconduct; or because of sickness or injury sustained while engaged in employment, other than employment by the City, for monetary gain or other compensation; or due to other reasons resulting from engaging in any business or activity for the purpose of personal monetary gain or other compensation.

I. Personal Necessity Leave (Family Sick Leave per Labor Code section 233) Each employee shall be afforded the opportunity to use up to forty-eight (48) hours of sick leave per calendar year, on a non-cumulative basis, as personal necessity leave.

1. Family Sick Leave
a. Personal necessity leave may be used to attend to an illness of a family member.

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2022-2025 MOU City of Santa Ana & SEIU Full-Time Employees Unit Page 53 b. A “family member” means any of the following:
• A child, which for purposes of this article means a biological, adopted, or foster child, stepchild, legal ward, or a child to whom the employee stands in loco parentis. This definition of a child is applicable regardless of age or dependency status.
• A biological, adoptive, or foster parent, stepparent, or legal guardian of an employee or the employee’s spouse or registered domestic partner, or a person who stood in loco parentis when the employee was a minor child.
• A spouse
• A registered domestic partner
• A grandparent
• A grandchild
• A sibling
c. A “household member” means:

Any member of the employees’ household related by blood or marriage; any other relative of the employee by blood or marriage, where it can be established by the employee that the employee’s presence is required to handle emergency arrangements and/or other matters.

2. Personal necessity leave may also be used, as follows:
• To attend to a serious accident to members of the employee’s immediate family
• Childbirth
• To cope with imminent danger to the employee’s family, home, or other valuable property
• When the existence of external circumstances beyond the employee’s control make it impossible for them to report for duty
• Attend to medical or dental appointments for members of the employee’s household or family member as defined above.

J. Payment for Unused Sick Leave For All Employees in the Bargaining Unit who are Currently Employed by the City in a Full-Time Position before the Date of City Council Approval of This 2022-2025 MOU:

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2022-2025 MOU City of Santa Ana & SEIU Full-Time Employees Unit Page 54

1. Except in cases of disability retirement, upon non-disciplinary termination of employment and at least ten (10) years of cumulative full-time service with the City, an employee shall be entitled to receive a portion of or their total accumulated and unused sick leave balance, depending on their years of cumulative full-time service with the City, upon the effective date of such termination, at the rate of pay effective on the date of such termination.

Upon termination of employment with the City, employees may deposit their accumulated, but unused sick leave hours into their Retirement Health Savings (RHS) account, subject to the following:
• For employees who had less than ten (10) years of service with the City as of September 30, 2010, the maximum sick leave eligible, after ten (10) years of full-time service, shall be equal to one third (1/3) of the total sick leave accumulated, up to a maximum of three hundred and twenty-five (325) hours.
• For employees who have at least ten (10) years of full-time service with the City prior to October 1, 2010, the maximum sick leave eligible, after ten (10) years of full-time service, shall be equal to one third (1/3) of the total sick leave accumulated, up to a maximum of four hundred and twenty-seven (427) hours.
• For employees with at least fifteen (15) years of full-time service with the City, they may convert up to one hundred percent (100%) of their unused sick leave to the RHS up to a maximum of one thousand six hundred (1,600) hours.

For employees hired as new employees from outside the City into this bargaining unit on or after the date of City Council approval of this 2022-2025 MOU, there shall be no conversion of sick leave to RHS at termination. Per Section 10.D above, these employees shall have their sick leave above seven hundred (700) hours converted to the RHS in the first full pay period in January of each year if employed by the City. Sick leave has no cash value at termination.

2. A lump sum payment of the amount shall be made to the beneficiaries of any eligible employee whose death occurs while such employee is an active employee of the City. Such payment shall be in the amount as described above and at the rate of pay in effect on the date of death.

10.2 Bereavement Leave
A. An employee shall be granted up to three (3) working days per incident of paid bereavement leave in case of death of a member of the employee’s immediate family.

City Council 42 – 56 6/6/2023
2022-2025 MOU City of Santa Ana & SEIU Full-Time Employees Unit Page 55 B. “Immediate family” as used in this section is limited to:

1. Any member of the employee’s household related by blood or marriage;

2. A parent, parent-in-law, stepparent, spouse, registered domestic partner, child, stepchild, brother, stepbrother, sister, stepsister, grandparent, grandparent-inlaw, or grandchild of the employee, regardless of residence;

3. Subject to the discretion of the Executive Director of Human Resources, any other relative of the employee by blood or by marriage where it can be established by the employee that as a result of such relative’s death, the employee’s presence is required to handle funeral arrangements and/or matters of estate.

C. Upon request, an employee may use up to two (2) additional work days of leave charged to their Personal Necessity Leave balance when authorized by their Department Head.

10.3 Military Leave
A. Proof of Orders and Reinstatements
An employee shall be granted military leave if they furnish the Executive Director of Human Resources satisfactory proof of their order to report for duty. Upon return and upon showing of proof of actual service pursuant to such orders, they will be reinstated as provided in Section 143 of the City’s Civil Service Rules and Regulations.

B. Temporary Leave
Members of the reserve forces of the United States or the National Guard granted temporary leave when ordered to duty will be granted leave with pay not to exceed thirty (30) working days in each calendar year after one (1) year of service with the City upon presenting satisfactory proof of orders to and from such temporary active duties.

10.4 Examination Leave
Employees participating in examinations conducted during their normal working hours for positions in the competitive service of the City will be granted leave with pay for the time actually required without loss of any accrued paid leave.

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2022-2025 MOU City of Santa Ana & SEIU Full-Time Employees Unit Page 56

10.5 Unauthorized Absence
Unauthorized absence from duty for any duration of time may be considered cause for dismissal. Absence from duty without approved leave for five (5) consecutive working days shall be deemed a resignation from the service; provided, however, if the employee returns to work and provides an explanation for such absence which their Department Head finds satisfactory, the Department Head may restore the employee to their position, with the City Manager’s approval.

10.6 Authorized Absences Without Pay - Short Term
Absence without pay not to exceed five (5) consecutive work days may be authorized by the Department Head. Absence without pay up to fifteen (15) calendar days may be authorized by the Department Head with the approval of the City Manager. Such an absence may be authorized only if in the judgment of the Department Head it serves the best interest of the City.

10.7 Authorized Absence Without Pay - Long Term
Upon receipt of a written request from an employee having permanent status and recommendation of approval by the Department Head, the City Manager with recommendation from the Executive Director of Human Resources may grant a leave of absence without pay for up to six (6) months. Additionally, the City Manager with recommendation from the Executive Director of Human Resources may grant an unpaid leave of absence extension of up to one (1) year.

An employee returning to duty with the City from such leave of absence shall inform the Department Head and the Executive Director of Human Resources of their intention at least thirty (30) calendar days prior to the expiration of the leave of absence. Upon receipt of such notice, the Department Head will take steps necessary to restore the employee to their former position.

10.8 Industrial Leave
Any period of time during which an employee is required to be absent from their position by reason of an industrial injury or industrial illness for which they are entitled to receive compensation shall not be considered a break in continuous service for the purpose of their right to salary adjustments or to the accrual of vacation and seniority.

10.9 Pregnancy Disability Leave
Employees may take an unpaid leave of absence during pregnancy disability consistent with the Pregnancy Disability Law (PDL), Family Medical Leave Act (FMLA) and/or California Family Rights Act (CFRA). A pregnant employee is entitled to a reasonable leave of absence without pay for any temporary disability resulting from pregnancy, miscarriage, childbirth or recovery therefrom. Such reasonable leave of absence shall not City Council 42 – 58 6/6/2023
2022-2025 MOU City of Santa Ana & SEIU Full-Time Employees Unit Page 57 exceed four (4) months. However, an employee may be granted up to an additional two (2) months of leave, at the discretion of the City Manager with recommendation from the Executive Director of Human Resources, for a total of up to six (6) months in which to recover from the disability.

As with all other temporary disabilities, a physician’s certificate is required to verify the extent and duration of the temporary disability.

An employee who plans to take pregnancy leave must give reasonable notice of at least four (4) weeks before the commencement of the leave and include the estimated duration of the leave.

The City will continue to contribute towards the employee’s health insurance coverage in accordance with state and federal legislation. The employee will be required to pay a cash premium to continue coverage while on a leave of absence without pay.

10.10 Catastrophic Leave
In order to assist employees otherwise granted a leave of absence without pay by the City Manager due to a catastrophic, non-industrial medical condition or injury, the City shall maintain a Catastrophic Leave Donation Program.

Nothing in this section shall be construed to alter City policies and procedures as provided in the Charter or ordinances of the City or other provisions of this MOU with regard to granting unpaid leaves of absence.

For the purpose of this program, a “catastrophic” condition shall mean any significant personal tragedy such as a life-threatening illness or severe non-industrial illness or injury lasting more than two (2) weeks, which requires the employee to need personal time off beyond the amount of leave time they have accrued. Maternity leave or elective surgery, absent significant unplanned complications preventing the employee’s return to work, are not considered catastrophic.

The Catastrophic Leave Donation Program shall cover the uncompensated time prior to the employee’s becoming eligible for the LTD benefits.

A. Guidelines
It shall be understood that all donations under this procedure are voluntary and subject to taxation for the recipient.

1. Employees may donate vacation, compensatory time, or one (1) floating holiday to the eligible employee. In no event shall sick leave be donated.

2. Employees shall be provided a two (2) week period to submit donations.

Donations received after this two (2) week period shall not be processed. The City Council 42 – 59 6/6/2023
2022-2025 MOU City of Santa Ana & SEIU Full-Time Employees Unit Page 58 two (2) week period for each case shall be selected by the Department Head or their designee.

3. All donations must be made in two (2) hour increments, except for floating holiday donations which must be made in full days (to be credited to recipient based on the donor’s amount of hours for the floating holiday).

4. Any authorization of donations not made in accordance with the procedures outlined in Section 10.10(C)(2) will not be processed.

5. All donations shall be irrevocable.

6. In the event the recipient returns to work before leave donations have been exhausted, any balance on the books shall be accrued by the recipient and designated as sick leave and may be used pursuant to Article X.

B. Eligibility
Regular employees shall be eligible for catastrophic leave donations if the following criteria are met:

1. When it is reasonably foreseeable that all accumulated time on the books, such as sick leave, compensatory time, holiday and vacation, will be exhausted and the employee’s absence will continue past the time when the employee will be on paid status.

2. The employee’s Department Head or their designee must approve a written request for donations accompanied by a medical statement from the employee’s attending physician. The attending physician’s statement must verify the employee’s need for an extended medical leave and an estimate of the time the employee will be unable to work.

C. Procedure

1. Upon receipt of a valid request for donations from an eligible employee, the Department Head or their designee shall post a notice within forty-eight (48) hours of receipt of the eligible employee’s need for donations via email and on bulletin boards accessible to employees. No confidential medical information shall be included in the posted notice.

2. Employees wishing to donate time to an eligible employee must sign their authorization of the transfer of such donated time and provide:
• Their name, department name, and employee number.

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2022-2025 MOU City of Santa Ana & SEIU Full-Time Employees Unit Page 59 • The number of hours of compensatory, holiday or vacation time to be donated, within the limitations of Section 10.10A(3);
• The name, department and employee number of the recipient; • A statement indicating that the donor understands such donation of time is irrevocable.

3. At the close of the donation period, the department shall verify that each donating employee has accrued vacation, holiday, and/or compensatory time balances sufficient to cover the designated donation.

4. The department shall submit all approved donation authorizations for an eligible employee at one time for processing. No donation authorizations for the eligible employee will be processed after this period. However, employees who receive donations under this procedure and who exhaust all donated hours may request an additional donation period subject to the provisions of Section

10.10A.

5. The City shall add the donated time to the recipient’s sick leave bank.

10.11 Court Appearances
A. City Business
Compensation for court appearances due to City business shall be as follows:

1. For each required court appearance (including but not limited to, depositions, meetings, and interviews) during an employee’s off-duty time, said employee shall be paid overtime for the period of time from their arrival at court until they are released from court or the court session closes for that day. However, in no case shall an employee receive less than two (2) hours overtime for a court appearance.

If separate court appearances are made both in the morning and afternoon of a particular day, a minimum of two (2) hours overtime will be allowed for each session attended.

If the employee is not released from a morning session and must remain available for afternoon court, the employee shall be paid overtime for all hours the court is in session that day.

The employee must provide a copy of the subpoena requiring their attendance to initiate payroll procedures.

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2022-2025 MOU City of Santa Ana & SEIU Full-Time Employees Unit Page 60

2. A subpoenaed employee scheduled to appear in court (including but not limited to depositions, meetings, and interviews) on City business during offduty time may be placed in a standby status by the Department Head or their authorized representative if the employee can respond to the court, if called, within sixty (60) minutes of the employee’s notification.

In the event such off-duty employee is on standby status during any court session and is not required to appear in court, such employee shall be compensated two (2) hours on a straight time basis, for each said court session.

With the approval of the Department Head, the employee may elect, in lieu of paid time, to take two (2) hours of compensatory time off for the standby time and not appearing in court.

If such off-duty employee on standby actually appears in court, they shall be compensated as provided in Section 10.11(A)(1).

B. Jury Duty or Witness

1. When an on-duty employee is called to serve as a juror or non-party witness in any court action, they shall be allowed to leave for the time actually required for such service without loss of pay.

Each on-duty employee called for such service shall present their Department Head the jury summons or subpoena calling them to such service and shall pay into the City Treasury the fees collected for such service, excluding any reimbursement for mileage expenses.

An employee on jury duty who is released from jury duty by the court may take off for the rest of their workday if taking into consideration the time it would take to travel back to work, there would still be two (2) hours or less left on their shift. If there would be more than two (2) hours left in their shift at the time they would arrive at work, the employee must return to work or call in to their supervisor and ask to use leave to cover the rest of their shift.

2. If an employee is called to serve on jury duty during a normal day off or on a City holiday, then the jury duty shall be considered the same as having occurred during the employee’s regular day off work; therefore, the employee will receive no added compensation.

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2022-2025 MOU City of Santa Ana & SEIU Full-Time Employees Unit Page 61

ARTICLE XI

11.0 EMPLOYEE INSURANCE BENEFITS

11.1 Medical Health Insurance
A. Health Plans
The City contracts with the California Public Employees Retirement System (CalPERS) for the provision of health insurance per the Public Employees’ Medical and Hospital Care Act (PEMHCA).

The City shall make contributions toward the payment of medical health insurance premiums for employees and their eligible dependents enrolled in a medical health insurance plan offered through CalPERS.

The City may choose to offer new medical health plans, other than CalPERS, if they will provide substantially similar or improved coverage and benefits.

B. Contributions

1. The City’s monthly contribution for medical health insurance shall be based on the plan coverage chosen by the employee, up to the listed maximums:
a. Effective January 1, 2022 and continuing thereafter
SINGLE (Employee Only) $ 804.00
2-PARTY (Employee + 1) $1,457.00
FAMILY (Employee + all dependents) $1,850.00
b. Effective the first full pay period following City Council approval of this 2022-2025 MOU and continuing thereafter
SINGLE (Employee Only) $ 904.00
2-PARTY (Employee + 1) $1,557.00
FAMILY (Employee + all dependents) $1,950.00
c. Effective January 1, 2024 and continuing thereafter
SINGLE (Employee Only) $ 954.00
2-PARTY (Employee + 1) $1,607.00
FAMILY (Employee + all dependents) $2,000.00
d. Effective January 1, 2025 and continuing thereafter
SINGLE (Employee Only) $1,004.00
2-PARTY (Employee + 1) $1,657.00
FAMILY (Employee + all dependents) $2,050.00
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2022-2025 MOU City of Santa Ana & SEIU Full-Time Employees Unit Page 62 The above amounts are inclusive of the CalPERS statutory minimum amount which CalPERS determines and publishes each year.

2. Any contribution necessary to maintain benefits under said medical health plans in excess of the amounts set forth above shall be borne entirely by the employee.

C. Medical Waiver Option
An employee who has primary coverage under another non-City sponsored group medical health plan and voluntarily waives, in writing, their City paid medical health insurance coverage shall receive a cash payment each month in an amount equal to fifty percent (50%) of the total monthly premium amount for the City’s lowest cost single “employee-only” medical health plan.

Pursuant to the Affordable Care Act (ACA) Employer Mandate “affordability” determination, an Eligible Opt-Out Arrangement requires the following for employees who opt-out of employer-provided health coverage and receive cash in lieu:

1. Employee must provide reasonable evidence that the employee and each member of the employee’s expected tax family (individuals the employee expects to claim personal exemption deduction) have or will have minimum essential coverage (other than coverage in the individual market, whether or not obtained through Covered California) during the period of coverage to which the opt-out arrangement applies;

2. The opt-out payment may not be made if the employer knows or has reason to know that the employee or any other member of the employee’s expected tax family does not have or will not have the alternative coverage;

3. The evidence of alternative coverage must be provided every plan year to which the eligible opt-out arrangement applies; and

4. The reasonable evidence must be provided no earlier than a reasonable period of time before the plan year begins.

11.2 Dental Insurance
A. The City offers two (2) types of dental insurance plans. One (1) is a Dental Health Maintenance Organization (DHMO) plan and one (1) is a Preferred Provider Organization (PPO) plan.

B. The City shall contribute a maximum amount of up to one hundred and ten dollars ($110.00) for each employee toward the payment of premiums for dental insurance plans provided by the City for employees and their eligible dependents. Effective the first full pay period following City Council approval of this 2022-2025 MOU, City Council 42 – 64 6/6/2023
2022-2025 MOU City of Santa Ana & SEIU Full-Time Employees Unit Page 63 the City will increase the monthly contribution to one hundred thirty dollars ($130) for dental insurance plans.

C. Any contribution necessary to maintain benefits under said dental plans in excess of the amounts set forth above shall be borne entirely by the employee.

11.3 Long-Term Disability Insurance
A. The City shall provide LTD benefit plan coverage with a sixty (60) day elimination period, with a five thousand dollar ($5,000.00) per month maximum benefit, for all employees at no cost to the employee.

11.4 Life Insurance
A. The City shall provide each employee with a fifty thousand dollar ($50,000) group term life insurance policy and a fifty thousand dollar ($50,000) Accidental Death and Dismemberment (AD&D).

B. The City shall provide these life insurance benefits at no cost to the employee.

11.5 Benefits Advisory Committee
When there is a need to discuss matters relating to employee insurance benefits and the City believes it would be beneficial to involve a Benefits Advisory Committee (BAC), each party (the Union and the City) shall have an equal number of representatives on such a committee to meet as necessary.

11.6 Retirement Health Savings (RHS) Plan
Employees participate in the City’s RHS Plan subject to the following:

1. One and one-half percent (1.50%) will be deducted from each employee’s base pay and deposited into their individual RHS account each pay period. This contribution shall be made on a pre-tax basis.

2. Upon an employee’s termination of employment, the cash value of their eligible sick leave balances will be deposited into the individual's RHS account, based on the criteria in Section 10.1(J) and the RHS Plan adoption agreement to provide the employee and their designated eligible dependents, if any, with benefits under any health insurance program including, but not limited to, the program maintained by the City.

3. Upon retirement, up to eighty (80 hours) of an employee’s accumulated, but unused sick leave, after eligible RHS payments are made, will be converted into CalPERS Service Credit per Section 12.3(A) and Government Code §20965.

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2022-2025 MOU City of Santa Ana & SEIU Full-Time Employees Unit Page 64

4. Effective the first full pay following July 1, 2023, the City will contribute one percent (1%) of an employee’s base pay deposited into their individual RHS account each pay period.

11.7 Vision Insurance
A. The City shall offer employees a vision insurance plan.

B. For employees who choose vision coverage, all premium costs shall be paid by the employee through a pre-tax payroll deduction.

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ARTICLE XII

12.0 RETIREMENT BENEFITS

12.1 CalPERS Retirement Plans
A. The terms of the existing miscellaneous plan contract between the City and CalPERS govern retirement benefits for employees are incorporated by reference herein.

B. The California Public Employees’ Pension Reform Act (PEPRA) went into effect on January 1, 2013. Based on consideration of various eligibility factors, PEPRA defines each employee as either a “classic” or “new” member of CalPERS.

1. “Classic” Members
An employee who qualifies as a “classic” member receives a retirement benefit formula of 2.7% @ 55, with no social security coverage.

The final average compensation period for a “classic” member is the single highest consecutive twelve (12) months (Government Code §20042).

2. “New” Members
An employee defined as a “new” member (Government Code §7522.20a) receives a retirement benefit formula of 2% @ 62.

The final average compensation period for a “new” member is the highest average compensation earned during any consecutive thirty-six (36) month period (Government Code §7522.32a).

12.2 Contributions
The City shall continue to make contributions to CalPERS on behalf of each individual employee as follows:

A. City Contributions

1. “Classic” Members
The City shall continue to pay each employee’s member contribution and report it to CalPERS as compensation earnable [Government Code §20636(C)(4)].

This contribution is known as the Employer Paid Member Contribution (EPMC), which is equal to eight percent (8.0%) of compensation earnable.

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2022-2025 MOU City of Santa Ana & SEIU Full-Time Employees Unit Page 66 Such payments are not increases in base salary and no salary rate range applicable to any employee shall be changed or deemed to have been changed by reason thereof. As a result, the City will not treat these payments as ordinary income and, thus will not withhold Federal or State income tax from said payments as permitted by IRS Code section 414(h)(2).

2. “New” Members
As required by PEPRA, the City shall participate in equal cost sharing by paying fifty percent (50%) of the normal cost, as established by CalPERS in its annual valuation report.

B. Employee Contributions

1. “Classic” Members
The employee contribution rate shall be eight percent (8.0%) of compensation earnable. All employee contributions are paid towards the employer portion of the City’s CalPERS contribution. This payment shall be paid in accordance with Government Code §20516(f) as cost sharing.

2. “New” Members
As required by PEPRA, the employee contribution rate shall be fifty percent (50%) of the normal cost, as rounded to the nearest quarter of a percent by CalPERS in its annual valuation.

C. Pre-Taxable Benefit
To the extent permitted by CalPERS and IRS regulations, the City shall make any employee contributions as a pre-tax deduction.

12.3 CalPERS Benefit Options
The City contracts with CalPERS to provide the following additional optional benefits:

A. Credit for Unused Sick Leave (Government Code §20965) Effective the date of City Council adoption of this 2022-2025 MOU, the maximum total unused sick leave that can be converted shall be ten (10) eight (8) hour working days equal to eighty (80) hours. Employees hired on or after a contract amendment between the City and CalPERS shall not be eligible to convert unused sick leave to CalPERS for service credit.

The City must report only those days of unused sick leave that were accrued by the employee during the normal course of employment. This section applies to City Council 42 – 68 6/6/2023
2022-2025 MOU City of Santa Ana & SEIU Full-Time Employees Unit Page 67 CalPERS members whose effective date of retirement is within four (4) months of separation from employment.

B. Military Service Credit as Public Service (Government Code §21024) An employee may elect to purchase up to four (4) years of service credit for any continuous active military or merchant marine service prior to employment. The employee must contribute an amount equal to the contribution for current and prior service that the employee and the employer would have made with respect to that period of service.

C. Pre-Retirement Death Benefits

1. Optional Settlement 2W Death Benefit (Government Code §21548) The spouse of a deceased employee, who is eligible to retire from service at the time of death, may elect to receive a Pre-Retirement Optional Settlement 2W Death Benefit. The benefit is a monthly allowance equal to the amount the employee would have received if they had retired from service on the date of death and elected Optional Settlement 2, the highest monthly allowance an employee can leave a spouse.

2. Fourth Level 1959 Survivors Benefit (Government Code §21574) D. Post-Retirement Death Benefits
Post-Retirement Survivor’s Allowance (PRSA) for continuation of benefits even after remarriage (Government Code §21624, 21626 and 21628).

E. Cost of Living Allowance (COLA) (Government Code §21329) Up to a maximum of a two percent (2.0%) COLA as determined by CalPERS each year.

City Council 42 – 69 6/6/2023
2022-2025 MOU City of Santa Ana & SEIU Full-Time Employees Unit Page 68

ARTICLE XIII

13.0 TOOLS

13.1 Personal Tools
Employees in the following classifications shall provide their own personal tools which are ordinarily used in their trade:
• Fleet Services Technician I
• Fleet Services Technician II
• Fleet Services Technician III
• Fleet Services Supervisor

13.2 Tool Allowance
The City will provide at least one (1) vendor account for each employee who has at least one (1) year of service in one of the classifications listed in Section 13.1 above.

These employees shall be allowed up to eleven hundred dollars ($1100) per fiscal year in order to purchase tools which, in the sole determination of the Fleet Services Manager, are necessary for the performance of such employees’ job duties.

Employees will either be reimbursed for their tool purchases or they may purchase tools from the vendor who will then bill the City for the purchases.

Employees will be allowed to carry over their unused tool allowances for not more than two (2) consecutive fiscal years.

13.3 Lost or Stolen Tools
The City shall bear no liability or responsibility in replacing lost or stolen tools, except as provided in this article.

City Council 42 – 70 6/6/2023
2022-2025 MOU City of Santa Ana & SEIU Full-Time Employees Unit Page 69

ARTICLE XIV

14.0 UNIFORMS

14.1 Uniforms
A. Uniform Maintenance

1. All employees who are required by the City to wear a uniform while on duty shall continue to be provided with seven (7) sets of clean uniforms every two (2) weeks at no cost to the employees.

2. All field/yard maintenance, custodial and equipment repair employees shall be provided with eleven (11) clean sets every two (2) weeks at no cost to the employees.

3. Any employee who wishes to be provided with one (1) or more additional clean sets per week, above the amounts specified in this section, will be required to pay the extra cost incurred for such additional set(s).

B. All Police Records Personnel and the Senior Office Assistants assigned to the traffic window shall be provided with three (3) sets of uniforms and one (1) sweater.

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ARTICLE XV

15.0 SAFETY

15.1 Safety Shoes/Boots
A. The City agrees to pay up to three hundred dollars ($300) per fiscal year per employee, for the purchase and/or repair of approved safety shoes/boots.

The option of purchase and/or repair shall be at the sole discretion of each employee.

The employee may purchase their safety shoes/boots from either a City approved vendor or any outside vendor of their choice.

B. Employees will be allowed to use this allowance to purchase insoles or other shoe/boot related accessories.

C. Code Enforcement employees who are regularly assigned to work involving confiscation or retrieval of evidence or who must regularly enter dangerous or abandoned properties will be eligible for a safety shoe/boot allowance. Code Enforcement employees will be allowed to use this allowance to purchase uniform shirts, as approved by the department manager or their designee.

D. All safety shoes/boots purchased under this program must have steel reinforced toes, insteps and bear the official stamp of approval from the American National Standards Institute (ANSI).

E. If a particular classification is designated by the Executive Director of Human Resources or designee as requiring its incumbents to wear safety shoes/boots, then it will be mandatory for all incumbents of that classification to wear the type of safety shoes/boots (boot or low-quarter) deemed to be appropriate by the Department Head.

Some exemptions may be allowed, on a case-by-case basis, depending on the type and amount of exposure to hazardous conditions in a particular position and subject to the approval or disapproval of the Executive Director of Human Resources or designee.

F. The procedure necessary to be followed for the implementation and operation of this program shall be in accordance with the existing policies and procedures as previously established by the City.

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ARTICLE XVI

16.0 GRIEVANCE PROCEDURE

16.1 Definition of Grievance. A grievance shall be defined as a timely complaint by the Union concerning the interpretation or application of specific provisions of this MOU.

The parties can mutually agree to extend any deadlines in this Article.

16.2 Step 1
A. The Union shall first attempt to resolve the grievance at Step 1 with the Executive Director of Human Resources or designee without undue delay, but in no case, beyond a period of ten (10) calendar days after the occurrence of the alleged incident giving rise to the grievance, or when the grievant knew or should have reasonably become aware of the facts giving rise to the grievance.

B. The Executive Director of Human Resources or designee will respond to the grievance within fourteen (14) calendar days of receiving the grievance.

C. Every effort shall be made to find an acceptable solution to the grievance at Step

1. 16.3 Step 2.

A. If the Union is not satisfied with the response from the Executive Director of Human Resources or designee, the Union must submit grievance in writing to Step 2 (binding arbitration) to the Executive Director of Human Resources or designee with ten (10) calendar days of receiving the Step 1 response. Should the Union fail to file a written grievance at Step 2 within ten (10) calendar days after receiving the response at Step 1, the grievance shall be barred and waived.

B. The City and Union agree to select an arbitrator in the following manner:

1. The City and Union shall create and maintain a standing list of three (3) to five (5) mutually approved arbitrators.

2. The City and Union shall select an arbitrator from the standing list via the striking method. The parties shall mutually agree which party strikes the first name. If the parties cannot mutually agree, the parties shall toss a coin to determine who shall strike the name. Once the arbitrator is selected, the parties will contact the arbitrator to schedule a hearing.

3. If none of the identified arbitrators are able to take the case, then the parties will request a list of seven (7) arbitrators from the State Mediation and Conciliation Services. Once the list is received, the representatives of the parties shall strike names until an arbitrator is chosen. The parties shall City Council 42 – 73 6/6/2023
2022-2025 MOU City of Santa Ana & SEIU Full-Time Employees Unit Page 72 mutually agree which party strikes the first name. If the parties cannot mutually agree, the parties shall toss a coin to determine who shall strike the first name.

Once the arbitrator is selected, the parties will contact the arbitrator to schedule a hearing.

C. Hearing Process: During the hearing, the formal rules of evidence do not apply.

The cost of the arbitration including but not limited to the list of arbitrators, the arbitrator themselves, and the court reporter shall be split evenly between the City and Union. The arbitrator’s decision shall be final and binding. The arbitrator shall issue their decision within thirty (30) calendar days from the conclusion of the hearing, unless the parties agree otherwise.

16.4 Alleged Violations of City Rules, Regulations, and Policies.

A. If an employee, group of employees, or Union (grievant) believes there has been a violation, misapplication, or misinterpretation of a City rule, regulation, or policy, the grievant may file a grievance within ten (10) calendar days of the alleged violation, misapplication, or misinterpretation or when the grievant knew or should have reasonably become aware of the facts giving rise to the grievance.

B. Step 1.

1. A grievant must submit a grievance in writing to the Executive Director of Human Resources or designee.

2. The Department Head shall meet with the employee within ten (10) calendar days after submission of the grievance.

3. The Department Head shall deliver the Step 1 written response to the employee within ten (1) calendar days after meeting with the employee.

C. Step 2.

1. If the grievant is not satisfied with the Step 1 response, the grievant must submit the grievance in writing to Step 2 to the Executive Director of Human Resources or designee within ten (10) calendar days of receiving the Step 1 response.

2. The City Manager or designee shall meet with the employee within twentyone (21) days after submission of the Step 2 grievance. The City Manager or designee may affirm, reverse, or modify the decision made at Step 1.

3. The City Manager or designee shall deliver the Step 2 written response to the employee within ten (10) calendar days after meeting with the employee.

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2022-2025 MOU City of Santa Ana & SEIU Full-Time Employees Unit Page 73 D. Step 3.

1. If the grievant is not satisfied with the Step 2 response, the grievant must submit the grievance in writing to Step 3 (binding arbitration) to the Executive Director of Human Resources or designee within ten (10) calendar days of receiving the Step 2 response. Should the grievant fail to file a written grievance at Step 3 within ten (10) calendar days after receiving the response at Step 2, the grievance shall be barred and waived.

2. The City and Union agree to select an arbitrator in the following manner:
a. The City and Union shall create and maintain a standing list of three (3) to five (5) mutually approved arbitrators.
b. The City and Union shall select an arbitrator via the striking method. The parties shall mutually agree which party strikes the first name. If the parties cannot mutually agree, the parties shall toss a coin to determine who shall strike the first name. Once the arbitrator is selected, the parties will contact the arbitrator to schedule a hearing.
c. If none of the identified arbitrators are able to take the case, then the parties will request a list of seven (7) arbitrators from the State Mediation and Conciliation Services. Once the list is received, the representatives of the parties shall strike names until an arbitrator is chosen. The parties shall mutually agree which party strikes the first name. If the parties cannot mutually agree, the parties shall toss a coin to determine who shall strike the first name. Once the arbitrator is selected, the parties will contact the arbitrator to schedule a hearing.

3. Hearing Process: During the hearing, the formal rules of evidence do not apply.

The cost of the arbitration including but not limited to the list of arbitrators, the arbitrator themselves, and the court reporter shall be split evenly between the City and Association. The arbitrator’s decision shall be final and binding.

The arbitrator shall issue their decision within thirty (30) calendar days from the conclusion of the hearing, unless the parties agree otherwise.

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ARTICLE XVII

17.0 UNION RIGHTS

17.1 Union Representatives
A. The Union shall have the right to appoint/elect a reasonable number of employee representatives who are recognized by the City as union officers, work site leaders, or stewards.

Such reasonable number of work site leaders and stewards recognized by the City shall be limited to eighteen (18) employees.

B. The Executive Director of Human Resources or designee shall be provided with a list of the names and classification titles of the Union’s officers, work site leaders, stewards, and other union representatives. The Union agrees to inform the City in writing of any changes in said list within ten (10) calendar days of date of change.

17.2 Release Time
A. Grievances
During the term of this MOU, the City agrees to grant a reasonable amount of City time, without loss of pay or benefits, to enable the union officers, worksite leaders, and stewards to assist other bargaining unit employees in processing grievances under Article XVI.

Union officers, worksite leaders, and stewards shall make advance arrangement with their supervisors prior to absenting themselves for such purpose.

The union officers, worksite leaders, and stewards shall be required by the City to record and report to their supervisors the work time spent in assisting other bargaining unit employees pursuant to this provision of the MOU.

Any unauthorized or unapproved time used by a union officer, worksite leader, or steward to investigate, discuss, process or meet in conjunction with pursuing a grievance or complaint shall be charged to that employee’s vacation or comp time leave bank.

The Union shall limit the number of union officers, worksite leaders, or stewards who participate in the investigation or appear at hearings on City time to one (1) representative and one (1) Chapter Board member.

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2022-2025 MOU City of Santa Ana & SEIU Full-Time Employees Unit Page 75 B. Union Business Leave
In addition to the above time, union officers, worksite leaders, and stewards shall be granted three hundred (300) hours of release time per fiscal year. This leave is cumulative, meaning the total amount of hours allowed each fiscal year is to be shared by all eligible employees in the unit and is not an individual annual allotment of hours for each employee.

The purpose of this additional three hundred (300) hours per fiscal year shall be to enable the union officers, worksite leaders, and stewards to participate in union activities which may include conventions, seminars and meetings that are otherwise not covered by this MOU. Such time shall be paid by the Union who will reimburse the City for the hours used by employees of the unit.

Such union officers, worksite leaders, or stewards shall provide at least forty-eight (48) hours’ advance notice and make arrangements with their supervisors prior to absenting themselves for such purposes.

The union officers, worksite leaders, and stewards shall be required by the City to record and report to their supervisors on the work time spent on Union business.

Any unauthorized or unapproved time used by a union officer, worksite leader, or steward to conduct union business shall be charged to that employee’s vacation or comp time leave bank.

Time spent by the Union’s Chapter Chair/President, officers worksite leaders, or stewards on Chapter Chair/President’s Leave and/or Union Business Leave, under this section, shall not be considered time worked for computation of overtime according to the FLSA.

C. Chapter Chair/President’s Leave

1. During the term of this MOU, the City agrees to grant the Union’s Chapter Chair/President (President) half of their work week as paid release time which shall be reimbursed to the City by the Union. Such release time is subject to the following terms and conditions:
a. The President will conduct any union business performed during the half of their work week while on release time under this section off the worksite.

However, the President may conduct union business on worksites pursuant to Section 17.3 - Worksite Access.
b. The Department Director of the President may approve additional time off for the President to attend union seminars and other business on a prescheduled basis. Such additional time off shall be paid for by the Union or deducted from the President’s vacation or compensatory time bank.

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2022-2025 MOU City of Santa Ana & SEIU Full-Time Employees Unit Page 76 c. Upon written request of the Union, the Department Director of the President will schedule the President to be offsite for half of each workday to conduct union business. The Department Director shall schedule the President to be onsite working on City business each half day of each normal work week.

The Department Director may change the schedule of the President upon reasonable notice to the employee.
d. During the period of time the President is performing City work, they shall receive no union-related phone calls or visitors. Persons who call or wish to see the President regarding union-related matters during their work time shall be referred to the Union’s offsite office.
e. Time spent by the President on Chapter Chair/President’s Leave shall not be considered time worked for the computation of overtime according to the FLSA.
f. The Union shall reimburse the City for one hundred percent (100%) of the employee’s salary, including any premium payments and benefit costs, for the Chapter Chair/President’s Leave time.

The Union agrees to pay for Union Business Leave and Chapter Chair/President’s Leave within thirty (30) calendar days of receipt of the bill from the City. The bill will be sent on a monthly basis.

If the bill is not paid within thirty (30) calendar days of receipt, the City shall deduct such amount from the union dues collected from the employees on behalf of the Union. In the event a portion of the bill is rightfully contested, the City shall only deduct the non-contested portion from the union dues.

Any issues related to the bill must be brought to the attention of the Executive Director of Human Resources within fifteen (15) calendar days of its receipt and must be resolved within the remaining fifteen (15) calendar days, so that the bills are paid in a timely manner or within thirty (30) calendar days of its receipt.

2. Evidence of Insurance
a. The Union shall provide an insurance policy or policies, or certificate of such insurance, naming the City, its officers and employees as insured or additional insured which provides coverage against liability for any and all claims and/or suits for damages or injuries to persons or property resulting from or arising out of any act or omission of said union representative. Said policy or policies of insurance shall provide coverage for both bodily injury and property damage not less than the following minimum amounts: one City Council 42 – 78 6/6/2023
2022-2025 MOU City of Santa Ana & SEIU Full-Time Employees Unit Page 77 million dollars ($1,000,000) combined single limit or its equivalent. Said policy or policies shall also contain a provision that no termination, cancellation or change of coverage of insured or additional insured shall be effective until after thirty (30) business days’ notice has been given in writing to the City.
b. The Union shall provide the City with an insurance carrier certifying that it carries primary workers’ compensation insurance on behalf of said union representative and the policy shall not be canceled nor coverage reduced until after ten (10) business days’ notice has been given in writing to the City.

3. Indemnity Clause
The Union shall indemnify and save harmless the City, its officers and employees from and against any and all damage to property or injuries to or death of any person or persons, including property and employees or agents to the City. The Union shall defend, indemnify, and save harmless the City, its officers and employees from any kind and all claims to demands, suits, actions or proceedings of any kind or nature, including, but not by way of limitations, workers’ compensation claims, resulting from or arising out of the negligent acts, errors, or omissions, arising out of the intentional or malicious acts of the union’s representatives.

4. Duty Requirements
The Union and the City agree that the President will not be required to carry out any City duties during the time they are on Chapter Chair/President’s Leave for half of the normal work week.

The President will be required to comply with the rules and regulations of the City as they apply to off-duty employees, except such President will not be required to report to work for any purpose during the half of the normal work week designated as Chapter Chair/President’s Leave time.

5. Return to Duty
Upon return to full-time City duty from Chapter Chair/President’s Leave of half of the normal work week, the President shall be restored to the same position without loss of any benefits as they would have occupied or accrued if there had been no disruption in duty status.

D. Meet and Confer

1. In the event the Union is formally meeting and conferring with representatives of the City on matters within the scope of representation during regular City City Council 42 – 79 6/6/2023
2022-2025 MOU City of Santa Ana & SEIU Full-Time Employees Unit Page 78 business hours, a reasonable number of union officers, employee representatives, or other union officials shall be allowed reasonable time off without any loss of compensation or other benefits.

2. Such union officers and employee representatives shall not leave their duty/work station or assignment without the prior knowledge of their supervisor or manager.

3. Such meetings are subject to scheduling in a manner consistent with City operating needs and work schedules.

E. Release Time Process

1. Release of employees for Union Business Leave shall be done on the same basis as employees who are released from duty for vacation leave, except that requests for Union Business Leave shall not unreasonably interfere with the operation of the City department and shall be approved by the employee’s Department Head.

2. The Department Head shall not unreasonably withhold permission to utilize Chapter Chair/President’s Leave and/or Union Business Leave from any employee who has been duly authorized by the Union to take such leave.

3. The President shall have half of the normal work week, or one thousand and forty (1,040) hours per year, of time off to conduct union business. Such time shall be paid by the City and reimbursed to the City by the Union.

4. Release time used under this section must be appropriately coded into the City’s payroll system each pay period, so that it can be properly tracked by the City.

The City shall provide separate payroll codes for the different types of release time.

17.3 Worksite Access
A. Union officers, worksite leaders, stewards and/or union staff shall be permitted to visit break and lunch areas designated by the City, before or after work, or during designated lunch periods for the purpose of discussing union business, provided that arrangements are made in advance with the manager responsible for the worksite.

B. Such visits shall not disrupt the work of City employees or interfere with the normal operations of the department, or with established safety and security requirements.

Where any such problems arise, the Union and the City will agree on an alternate meeting/conference facility for the purpose of providing a place for the Union to hold meetings before or after work or during lunch periods. If the alternate meeting site is a City facility during non-working hours, its scheduling and use shall be City Council 42 – 80 6/6/2023
2022-2025 MOU City of Santa Ana & SEIU Full-Time Employees Unit Page 79 governed in accordance with regulations pertaining to the use of public meeting rooms at City facilities.

C. Solicitations of membership and all activities concerned with the internal management of the Union, such as collecting dues, holding membership meetings, preparation of petitions, preparation of proposals, campaigning for office, conducting elections and distributing literature, shall not be conducted during working hours.

D. Employees may voluntarily perform those duties assigned to them by the Union, but in no event shall they have the right to interfere with the performance of work of any other employee or interfere with City operations.

17.4 Use of Bulletin Boards
Space shall be made available to the Union on the City’s existing employee bulletin boards for the purpose of posting notices pertaining to Union business, subject to the following conditions:

A. Material posted by the Union shall not include campaign material on municipal election matters, including elections for City Council, other City positions, or other municipal political matters.

B. Material posted shall not be derogatory to the City, City employees or other employee organizations.

C. All materials shall be dated, identify the Union and bear the signature of the authorized representative(s) of the Union validating the posting.

D. The City reserves the right to determine what reasonable portion of employee bulletin boards are to be allocated to union materials.

E. If the Union does not abide by these provisions, it will forfeit its right to have materials posted on the City’s employee bulletin boards.

F. The Union shall not be permitted to post any material that is prohibited by State law or the City Charter.

17.5 Use of City Facilities
The City shall allow the Union to conduct meetings in the City’s public meeting rooms during non-working hours provided such meetings are scheduled in accordance with regulations governing the use of public meeting rooms at City facilities. The Union shall not be permitted to use such City facilities to discuss or present any matter that is prohibited by State law or the City Charter.

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17.6 Payroll Deductions
A. Union Deductions
The City shall make deductions on a regular basis each pay period from the pay of each employee who voluntarily authorizes such union deductions in writing.

The City shall provide a separate dedicated payroll code for this deduction.

B. Remittance of Funds
The Union shall provide the City with an authorized deduction report each pay period which includes a list of the employees who have authorized union deductions and the amount of such deductions.

The City shall make the applicable deductions from the employee’s paychecks and electronically remit such funds to the Union via Electronic Funds Transfer (EFT) following their deduction.

The City shall also send an itemized report, in Excel format, to the Union at [email protected]. The report shall include a list of all union members in the bargaining unit and include the following information on each union member: first name, last name, employee identification number, employment status (i.e. active or on an unpaid leave of absence), base salary earned in the pay period, salary step, total hours in a paid status for the pay period, and the amount remitted on behalf of the employee.

The remittance of funds and itemized report shall be sent to the Union semimonthly.

C. Maintenance of Dues Payroll Deduction
Any employee who has authorized union dues deductions on the effective date of this MOU, or at any time subsequent to the effective date of this MOU, shall continue to have such dues deduction made by the City during the term of this MOU; provided, however, that any employee may revoke such dues deductions in the last twelve (12) months of this MOU during the twenty-one (21) calendar day period preceding the employee’s date of hire anniversary, by notifying the Union of their revocation of union dues deductions. Such notification shall be in writing and contain the following information: employee name, employee identification number, job classification, department name, bargaining unit, and name of the employer from which such dues deductions are to be cancelled. Upon request, the Union will inform the union member of their dues deduction revocation date. The Union will provide the City with the appropriate documentation to process these dues revocations within ten (10) business days after the close of the withdrawal period.

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2022-2025 MOU City of Santa Ana & SEIU Full-Time Employees Unit Page 81 D. Indemnification
The Union shall indemnify and hold the City, its officers and employees, harmless from any and all claims, demands, suits, or any other action arising from this section. In no event shall the City be required to pay from its own funds, union dues, which the employee was obligated to pay, but failed to pay, regardless of the reasons.

17.7 Reporting Requirements
The City agrees to provide the Union with an updated employee list every sixty (60) days, which includes the following information on each employee: first name, last name, employee identification number, date of hire, bargaining unit (i.e. full-time employees unit), job classification, change in employment status (i.e. separated from service, retired, promoted, demoted, etc.), effective date of change in employment status, physical home address, home mailing address (if different), home phone number, personal cell phone number, personal email address (if known), work location, work phone number, salary step, and current rate of pay.

The City shall send these reports, in Excel format, to the Union at [email protected].

An employee shall retain their right to opt-out of providing personal information to the Union.

17.8 New Employee Orientations
The City shall notify the Union of all new employees entering the bargaining unit and provide the information listed in Section 18.7 on each new employee no later than thirty (30) days of hire or by the first pay period of the month following hire. For the purpose of this section, new employees shall be defined to include any employee whose classification is in the bargaining unit, including but not limited to employees entering the unit through new hire, accretion, promotion, or demotion.

Each new employee shall be scheduled to attend an orientation. The City shall provide the Union with no less than ten (10) calendar days’ advance written notice of the date, time and location of the orientation. The City may provide shorter notice only in a specific instance where there is an urgent need critical to the City’s operations that was not reasonably foreseeable. Such notice shall be sent to the Union via an email to [email protected], the designated SEIU Worksite Organizer, and the Chapter President. The notice shall also include the new employee’s name, employee identification number (if assigned yet), and job title.

After receiving notice of each employee orientation, the Union will inform Human Resources as to whether an SEIU representative will or will not attend.

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2022-2025 MOU City of Santa Ana & SEIU Full-Time Employees Unit Page 82 If an SEIU representative will not be able to attend the scheduled employee orientation, the Union may deliver union related documents contained within an envelope or welcome packet for each new employee for Human Resources staff to hand to the new employee at the orientation. The City will not discuss or answer questions related to these documents other than to inform the new employee that they are from the union that exclusively represents their classification. In addition, the employee will be informed that if they have any questions regarding the documents and/or union, they should contact their Union representative.

If the Union informs the City that an SEIU representative will attend the employee orientation, the City agrees to provide each new employee with up to thirty (30) minutes, while remaining on paid duty time, to meet with their union representative during the orientation. No management representative shall be present during the Union’s presentation of the employee orientation. In the event the union representative providing the orientation is an employee of the City (i.e. Chapter President, union officer, worksite leader, or steward), they shall also be provided with up to thirty (30) minutes of paid release time in which to conduct the union’s portion of the orientation. No more than one (1) City employee at a time shall be released to conduct the Union’s presentation during the orientation.

If the City begins to provide an online on-boarding process, the Union shall have the right to incorporate up to a thirty (30) minute video and/or PowerPoint presentation and a link to the SEIU Local 721 website into that online orientation. The Union would still reserve all other rights in this section, including but not limited to the scheduling of an in-person thirty (30) minute meeting with the new employee and their union representative while remaining on paid duty time.

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2022-2025 MOU City of Santa Ana & SEIU Full-Time Employees Unit Page 83

ARTICLE XVIII

18.0 CITY RIGHTS

18.1 Management Rights
The City reserves, retains, and is vested with, solely and exclusively, all rights of management which have not been expressly abridged by specific provision of this MOU or by law to manage the City, as such rights existed prior to the execution of this MOU.

The sole and exclusive rights of management, as they are not abridged by this MOU or by law, shall include but not be limited to the following rights:

A. To manage the City generally and to determine the issues of policy.

B. To determine the existence or nonexistence of facts which are the basis of the management decision.

C. To determine the necessity of organization of any service or activity conducted by the City and expand or diminish services.

D. To determine the nature, manner, means, and technology, and extent of services to be provided to the public.

E. To determine methods of financing.

F. To determine types of equipment or technology to be used.

G. To determine and/or change the facilities, methods, technology, means, and size of the workforce by which the City operations are to be conducted.

H. To determine and change the number of locations, relocations, and types of operations, processes, and materials to be used in carrying out all City functions, including but not limited to the right to contract for or subcontract any work or operation of the City.

I. To assign work to and schedule employees in accordance with requirements as determined by the City, and to establish and change work schedules and assignments.

J. To relieve employees from duties for lack of work or similar non-disciplinary reason, subject to the provisions of the City Charter, Municipal Code, Federal and State law and this MOU.

K. To establish and modify productivity and performance programs and standards.

City Council 42 – 85 6/6/2023
2022-2025 MOU City of Santa Ana & SEIU Full-Time Employees Unit Page 84 L. To discharge, suspend, demote, or otherwise discipline employees for proper cause in accordance with the provisions set forth in the City Charter and Santa Ana Municipal Code.

M. To determine job classifications and to reclassify employees.

N. To hire, transfer, promote and demote employees for non-disciplinary reasons in accordance with this MOU.

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

P. To establish employee performance standards including but not limited to quality and quantity standards and to require compliance of such standards.

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

R. To establish and disseminate and/or modify rules and regulations to maintain order and safety in the City which are not in violation with this MOU.

S. To take any and all necessary action to carry out the mission of the City in emergencies.

18.2 Meet and Confer on Impact
Except in emergencies, or where the City is required to make changes in its operations because of the requirements of law, whenever the contemplated exercise of management’s rights shall impact on a significant number of employees of the bargaining unit, the City agrees to meet and confer in good faith with representatives of the Union regarding the impact of the contemplated exercise of such rights prior to exercising such rights, unless the matter of the exercise of such rights is provided for in this MOU.

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2022-2025 MOU City of Santa Ana & SEIU Full-Time Employees Unit Page 85

ARTICLE XIX

19.0 ANTI-STRIKE CLAUSE

19.1 Prohibited Conduct
A. The Union, its officers, agents, representatives, and/or members agree that during the term of this MOU, they will not cause or condone any unlawful strike, walkout, slowdown, sick-out, or any other unlawful job action by withholding or refusing to perform services.

B. There shall be no lockouts by the City during the term of this MOU.

C. Any employee who participates in any conduct prohibited in Subsection A above shall be subject to suspension, demotion or dismissal by the appointing authority without right of appeal to the Personnel Board in accordance with City Charter Section 1014.

19.2 Union Responsibility
In the event that the Union, its officers, agents, representatives, or members engage in any of the conduct prohibited in Section 19.1A above, the Union shall immediately instruct any persons engaging in such conduct that their conduct is in violation of this MOU and unlawful, and they must immediately cease engaging in the prohibited conduct and return to work.

City Council 42 – 87 6/6/2023
2022-2025 MOU City of Santa Ana & SEIU Full-Time Employees Unit Page 86

ARTICLE XX

20.0 LAYOFFS

20.1 Notice of Layoff
It is the hope of the City not to separate any employee(s) from employment because of a reduction in the workforce during the term of this MOU. However, circumstances arising during the term of this MOU may require such separation(s). In that event, the City will provide reasonable notice to the Union of the details of the separation(s) in order to meet and exchange information, opinions and proposals regarding the consequence(s) of the separation(s) on the employee(s).

This provision in not intended to be a waiver of any other rights the parties may have under this MOU.

20.2 Order of Layoff
A. Seniority (length of service) shall govern layoffs as described herein:

B. Any dispute over the application of this article shall be subject to the grievance procedure.

C. Classification seniority is defined as length of service in the classification, and shall begin on the first date worked by the employee in that classification. Whenever a position within a classification is to be eliminated, resulting in the layoff of an employee, seniority shall govern the order of layoff. The employee with the lowest seniority in the affected classification shall be laid off first. If employees have the same seniority date within the classification, the City and a representative from SEIU shall meet and randomly choose the name of the person who will be selected for layoff. The following fair process will be used: a piece of paper with each employee’s name will be placed in a container and the name of the employee(s) subject to layoff will be selected.

D. In lieu of layoff, an employee may elect to work in a lower classification, in which they have served, providing that classification is within the same job family/career ladder. In that event, the employee’s length of service in the next lower classification will be added to their length of service in the affected classification, and said combined seniority shall be used to bump down into the next lower classification. This method of combining seniority shall be applied to subsequent lower classifications.

20.3 Reemployment List
The reemployment list shall be valid for one (1) year from the date of its establishment.

Reemployment shall be in reverse order of layoffs.

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2022-2025 MOU City of Santa Ana & SEIU Full-Time Employees Unit Page 87

20.4 Temporary Appointment
An employee who is laid off from full-time City employment pursuant to this article, may be granted a temporary appointment to a vacant position in any classification for which there is no eligible list and for which said employee meets the minimum qualifications established for the classification and possesses the requisite knowledge, skills and abilities to satisfactorily perform the work of the classification. Such temporary appointment will be terminated upon the establishment of a new eligible list for the classification or one (1) year following the initial day of such temporary appointment, whichever occurs first.

20.5 Contracting Out
If it is decided to contract out work currently being performed by employees of this bargaining unit and it is projected that no employee covered by this MOU is to be laid off, receive a reduction in hours worked, or receive a loss in pay due to said contracting out, the City shall provide the Union reasonable notice of the decision to contract out, will meet with the Union upon the Union’s request over the impact of the decision to contract out, and will consider reasonable alternatives provided by the Union.

If the City determines to replace employees covered by this MOU by contracting out the work it will expeditiously notify the Union of its intentions. Upon request by the Union the City will schedule meetings with the union leadership to discuss this objective and give the Union the opportunity to present information before any final decision. The City and union leadership agree to commence meeting with each other when practicable for a period not to exceed forty-five (45) calendar days, unless mutually agreed to meet longer. At the end of the agreed upon time and if the parties have not achieved satisfactory resolution, the issues will be resolved per the impasse process).

Notwithstanding the above paragraph, if any bargaining unit member is laid off as a result of a decision by the City to contract out work, the City shall make a reasonable effort to cause the affected employee(s) to become employed by the company or entity with which the City contracted for the applicable services.

Prior to bringing any requests for proposal (RFP) to the City Council which would result in the contracting out of bargaining unit work, and prior to any such requests being issued seeking such proposals, the parties agree to the following:

A. The City will inform SEIU in writing of its intent to submit such request to the City Council for approval.

B. The City will inform SEIU in the same writing of its right to request to meet to discuss the proposed RFP prior to bringing it to the City Council or seeking such proposals to give SEIU the opportunity to discuss its position regarding the RFP with the City.

City Council 42 – 89 6/6/2023
2022-2025 MOU City of Santa Ana & SEIU Full-Time Employees Unit Page 88 C. The City agrees to meet with SEIU (at its request) at least twice within twenty (20) working days of the written notification of the RFP to consider SEIU's positions regarding the RFP. The City agrees that upon mutual agreement of the parties, it will agree to meet more than twice prior to bringing the RFP to the City Council and upon mutual agreement may agree to give SEIU more than twenty (20) working days in which to conduct the meetings with the City representatives.

D. The City also agrees that if the existing employees who will be impacted by the contracting out (i.e. those employees whose work will be contracted out if there is an RFP accepted by the City) wish to bid for the work by submitting a response to the RFP, the City will consider such response along with the other responses received.

E. After the City receives the bids and identifies the most responsible bidder, the City will notify the Union, who will have five (5) calendar days to submit information to the City as to why it believes the City should keep the work in house and how the employees in this unit can perform the work.

City Council 42 – 90 6/6/2023
2022-2025 MOU City of Santa Ana & SEIU Full-Time Employees Unit Page 89

ARTICLE XXI

21.0 MISCELLANEOUS PROVISIONS

21.1 Joint Labor Management Teams
The City and the Union agree to form Joint Labor Management teams for the purpose of exploring issues of mutual concern, including discussions on job family/career ladders.

Each team shall be comprised of an equal number of labor and management employees and shall be chaired by the Employee Relations Manager. In no case shall the activity of a team create a delay or hindrance to the ongoing operation of the City. The City and the Union shall hold a meeting upon the City’s or the Union’s written request to meet.

21.2 Performance Appraisals
Non-probationary performance appraisals not completed within six (6) months of the due date shall be stayed and the employee shall next become subject to evaluation upon the end of the evaluation period next following. Provided that merit advance performance appraisals shall be completed in accordance with Section 4.8 – Advancement Within Ranges.

21.3 Driving City Vehicles
A. Driver’s Alert Decal-Based Monitoring Program
By identifying high-risk driving behavior and drivers who engage in unsafe driving acts, the purpose of this program is to intervene quickly to correct and control these risk factors and high-risk activities.

Driver’s Alert SMART RISKTM identifies the specific drivers who are at high risk to cause an at-fault crash, so it can be prevented. Reporting is done via 1 (800) number and an identification number on “How Am I Driving?” decals affixed to City vehicles. Reports will be transmitted to the impacted manager and can include complaints or compliments regarding a driver’s activity.

There is currently no discipline or reward policy in place that would impact employees being reported by this program.

B. Automatic Vehicle Location (AVL) System
The automatic vehicle location (AVL) system is a means for automatically determining the geographic location of a vehicle and transmitting information to a requestor.

Reporting information from AVL will include route, vehicle operations, destination and idle times. The information will be used to monitor the location and usage of a City Council 42 – 91 6/6/2023
2022-2025 MOU City of Santa Ana & SEIU Full-Time Employees Unit Page 90 vehicle to ensure the most energy and time-efficient routing and operation of vehicles. AVL database information may only be accessed and subsequently used by supervisory and management employees in participating division operations.

The AVL system is not intended to monitor employee behavior; however, it may provide, but not prove to be the sole basis, for disciplinary action if data indicates employee failure to provide efficient and productive service throughout the workday.

City Council 42 – 92 6/6/2023
2022-2025 MOU City of Santa Ana & SEIU Full-Time Employees Unit Page 91

ARTICLE XXII

22.0 FULL UNDERSTANDING, WAIVER & SEPARABILITY

22.1 Intent of Agreement
It is understood and agreed that the parties to this MOU are subject to all current and future applicable Federal and California laws, the City of Santa Ana Charter and Municipal Code, as well as the City’s EERR (#81-75).

The provisions of this MOU shall supersede all prior agreements and MOU’s, or contrary salary and/or personnel rules and regulations or administrative codes, provisions of the City, oral or written, express or implied between the parties, and shall govern the entire relationship and shall be the sole source of any and all rights which may be asserted hereunder.

This MOU is not intended to conflict with Federal or State law or the City Charter.

22.2 Rules and Regulations
Notwithstanding the abovementioned language, City personnel rules and regulations and departmental rules and regulations exist. These rules and regulations shall be continued to the extent they do not breach specific provisions of this MOU. Such rules and regulations may, from time to time, be changed by the City. If these changes affect wages, hours, and/or other terms and conditions of employment, the City shall meet and confer with the Union; provided, further, however, no provision of the rules and regulations shall be changed to breach specific provisions of this MOU.

22.3 Waiver of Bargaining
Except as otherwise specifically provided herein, this MOU fully and completely incorporates the understanding of the parties regarding the provisions contained in this MOU. Neither party shall, during the term of this MOU, demand any change to the MOU, except that nothing shall prohibit the parties from changing the terms of the MOU by mutual agreement and in writing signed by the parties.

22.4 Emergency Waiver Provision
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, provisions of this MOU or the Personnel Rules or Resolutions of the City, which restrict the City’s ability to respond to these emergencies, shall be suspended for the duration of such emergency. After the emergency is declared over, this MOU will be reinstated immediately. The Union shall have the right to meet and confer with the City regarding the impact on employees of the suspension of the provisions in the MOU during the course of the emergency.

City Council 42 – 93 6/6/2023
2022-2025 MOU City of Santa Ana & SEIU Full-Time Employees Unit Page 92

22.5 Separability Provision
Should any provision of this MOU be found to be inoperative, void, or invalid by state or federal law, or by a court of competent jurisdiction, all other provisions of this MOU shall remain in full force and effect for the duration of this MOU, provided that if any such affected provisions invalidate or void any benefits of employees covered hereunder, the parties shall forthwith commence negotiations to replace the invalidated benefits with benefits of comparable value.

City Council 42 – 94 6/6/2023
2022-2025 MOU City of Santa Ana & SEIU Full-Time Employees Unit Page 93

ARTICLE XXIII

23.0 TERM OF MOU

23.1 The term of this MOU shall be from July 1, 2022 through June 30, 2025.

City Council 42 – 95 6/6/2023
2022-2025 MOU City of Santa Ana & SEIU Full-Time Employees Unit Page 94

EXECUTION OF THE NEW AGREEMENT
On May 10, 2023, this MOU was ratified by a simple majority vote of unit employees who are in full-time classifications represented by the Union.

On June 6, 2023, this MOU was approved by a vote of the City Council of the City of Santa Ana.

Following its execution by the parties hereto, the City Council shall implement its terms and conditions by appropriate lawful action.

In witness thereof, the parties hereto have caused this agreement to be executed this 7th day of June 2023.

PARTIES TO THE AGREEMENT
SEIU Local 721
Full-Time Employees Unit
City of Santa Ana

KRISTIN ELDRIDGE, CHIEF NEGOTIATOR
SEIU LOCAL 721

VALERIE AMEZCUA
MAYOR

MONICA SUTER

CHAPTER PRESIDENT

KRISTINE RIDGE

CITY MANAGER

JASON MOTSICK

EXECUTIVE DIRECTOR OF HUMAN RESOURCES
ATTEST: _____________________ APPROVED AS TO FORM: ____________________ Jennifer Hall, City Clerk Peter J. Brown
Liebert Cassidy Whitmore

LEGAL COUNSEL FOR CITY OF SANTA ANA
City Council 42 – 96 6/6/2023
2022-2025 MOU City of Santa Ana & SEIU Full-Time Employees Unit Page 95 SEIU Local 721 Bargaining Committee
Agustin “Tino” Alvarado Teresa “Terri” Ibarra
Planning & Building Library
DeShannon Braswell Jaime V. Lopez
Public Works Community Development
Tony Carrillo Jorge “George” Navarro
Public Works Public Works
Maria “Toni” Carvalho Nancy Robles
Planning & Building Finance
Richard “Rick” Charbeneau Robert Strong
Public Works Police Department
Ruben Hernandez
Planning & Building
City Council 42 – 97 6/6/2023
2022-2025 MOU City of Santa Ana & SEIU Full-Time Employees Unit Page 96

EXHIBIT A

MONTHLY WAGE RATE SCHEDULE
EFFECTIVE JULY 1, 2022 TO JULY 1, 2023
(BASED ON SALARY MATRIX)

JOB TITLE JOB
CODE
STEP
AAA
STEP
AA
STEP
A
STEP
B
STEP
C
STEP
D
STEP
E
Accountant I 01140 5,706 5,992 6,291 6,606 6,937 7,283 7,647 Accountant II 01150 6,574 6,903 7,247 7,609 7,989 8,389 8,809 Accounting Assistant 07010 4,448 4,671 4,906 5,151 5,408 5,678 5,963 Accounting Assistant/Systems Technician 07015 4,448 4,671 4,906 5,151 5,408 5,678 5,963 Accounts Payable Supervisor 07009 5,790 6,080 6,384 6,702 7,039 7,391 7,761 Active Transportation Coordinator 01295 7,107 7,463 7,837 8,229 8,641 9,073 9,529 Arts & Culture Specialist 02845 5,706 5,992 6,291 6,606 6,937 7,283 7,647 Assistant Buyer 00270 4,930 5,176 5,434 5,706 5,992 6,291 6,606 Assistant Community Planner 07611 5,963 6,260 6,574 6,903 7,247 7,609 7,989 Assistant Engineer 01601 6,260 6,574 6,903 7,247 7,609 7,989 8,389 Assistant Fleet Services Technician 00530 4,360 4,579 4,810 5,051 5,304 5,569 5,847 Assistant Instrument Technician 04125 5,101 5,356 5,623 5,905 6,200 6,510 6,835 Assistant Librarian 05180 4,648 4,882 5,126 5,382 5,650 5,934 6,230 Assistant Parks/Landscape Planner 00280 5,992 6,291 6,606 6,937 7,283 7,647 8,029 Assistant Plan Check Engineer 01410 8,515 8,941 9,388 9,857 10,350 10,868 11,411 Assistant Planner I 00040 5,963 6,260 6,574 6,903 7,247 7,609 7,989 Assistant Planner II 02440 6,574 6,903 7,247 7,609 7,989 8,389 8,809 Assistant Traffic Operations Engineer 02155 8,557 8,985 9,434 9,906 10,401 10,922 11,468 Associate Engineer 02100 8,515 8,941 9,388 9,857 10,350 10,868 11,411 Associate Park and Landscape Planner 01040 7,647 8,029 8,431 8,853 9,296 9,770 10,258 Associate Plan Check Engineer 02280 9,161 9,625 10,105 10,611 11,142 11,699 12,284 Associate Planner 02450 7,609 7,989 8,389 8,809 9,250 9,721 10,207 Bibliographic Technician 05150 4,426 4,648 4,882 5,126 5,382 5,650 5,934 Building Maintenance Aide 04315 3,994 4,194 4,404 4,624 4,858 5,101 5,356 Building Maintenance Supervisor 04310 6,260 6,574 6,903 7,247 7,609 7,989 8,389 Building Maintenance Technician 04140 4,858 5,101 5,356 5,623 5,905 6,200 6,510 Building Technician 02230 4,741 4,978 5,226 5,488 5,762 6,050 6,353 Business Tax Collector/Inspector 01240 5,002 5,252 5,515 5,790 6,080 6,384 6,702 Buyer 01350 6,080 6,384 6,702 7,039 7,391 7,761 8,149
Central Services Supervisor 07030 5,026 5,278 5,542 5,818 6,110 6,415 6,735 Civil Engineer 02132 9,161 9,625 10,105 10,611 11,142 11,699 12,284 Code Enforcement Associate 02780 4,858 5,101 5,356 5,623 5,905 6,200 6,510 Code Enforcement Officer 02740 6,021 6,322 6,638 6,971 7,319 7,685 8,069 Code Enforcement Supervisor 00070 6,768 7,107 7,463 7,837 8,229 8,641 9,073 Combination Building Inspector 06430 6,140 6,446 6,768 7,107 7,463 7,837 8,229 Community Development Analyst 07585 6,415 6,735 7,073 7,427 7,799 8,189 8,599 City Council 42 – 98 6/6/2023
2022-2025 MOU City of Santa Ana & SEIU Full-Time Employees Unit Page 97

JOB TITLE JOB
CODE
STEP
AAA
STEP
AA
STEP
A
STEP
B
STEP
C
STEP
D
STEP
E
Community Development Commission
Secretary 07321 4,382 4,601 4,834 5,076 5,330 5,596 5,876 Community Liaison 05000 6,606 6,937 7,283 7,647 8,029 8,431 8,853 Construction Inspector 02240 5,963 6,260 6,574 6,903 7,247 7,609 7,989 Contracts Administrator 01850 6,140 6,446 6,768 7,107 7,463 7,837 8,229 Corporate Yard Maintenance Attendant 04070 3,676 3,861 4,054 4,257 4,470 4,694 4,930 Correctional Records Specialist 07630 3,676 3,861 4,054 4,257 4,470 4,694 4,930 Correctional Records Supervisor 07629 5,356 5,623 5,905 6,200 6,510 6,835 7,176 Custodial Aide/Porter 04005 3,052 3,205 3,365 3,533 3,710 3,896 4,091 Custodian 04000 3,533 3,710 3,896 4,091 4,296 4,511 4,741 Custodian Supervisor 04090 4,648 4,882 5,126 5,382 5,650 5,934 6,230 Customer Service Representative 01220 4,624 4,858 5,101 5,356 5,623 5,905 6,200 Data Entry Office Asst 04200 3,994 4,194 4,404 4,624 4,858 5,101 5,356 Deputy Clerk of the Council 07050 4,906 5,151 5,408 5,678 5,963 6,260 6,574 DNA Coordinator 03100 4,448 4,671 4,906 5,151 5,408 5,678 5,963 Economic Development Specialist I 00560 6,606 6,937 7,283 7,647 8,029 8,431 8,853 Economic Development Specialist II 00550 7,609 7,989 8,389 8,809 9,250 9,721 10,207 Economic Development Specialist III 00350 8,809 9,250 9,721 10,207 10,717 11,254 11,816 Engineering Aide 02030 4,764 5,002 5,252 5,515 5,790 6,080 6,384 Engineering Technician 02035 5,002 5,252 5,515 5,790 6,080 6,384 6,702 Equipment Operator 00440 4,906 5,151 5,408 5,678 5,963 6,260 6,574 Equipment Operator - Water Services 04215 5,002 5,252 5,515 5,790 6,080 6,384 6,702 Facilities Supervisor 04370 6,260 6,574 6,903 7,247 7,609 7,989 8,389 Fleet Parts Specialist 00500 5,278 5,542 5,818 6,110 6,415 6,735 7,073 Fleet Services Supervisor 04770 6,702 7,039 7,391 7,761 8,149 8,557 8,985 Fleet Services Technician I 04720 5,026 5,278 5,542 5,818 6,110 6,415 6,735 Fleet Services Technician II 04730 5,542 5,818 6,110 6,415 6,735 7,073 7,427 Fleet Services Technician III 00450 5,963 6,260 6,574 6,903 7,247 7,609 7,989 General Maintenance Leader 04190 5,382 5,650 5,934 6,230 6,542 6,869 7,211 General Maintenance Supervisor 01010 6,260 6,574 6,903 7,247 7,609 7,989 8,389 General Maintenance Worker 04180 4,858 5,101 5,356 5,623 5,905 6,200 6,510 GIS Administrator 02190 7,427 7,799 8,189 8,599 9,029 9,482 9,955 GIS Systems Analyst/Programmer 02192 6,801 7,141 7,499 7,875 8,269 8,683 9,117 GIS Technician 02193 5,278 5,542 5,818 6,110 6,415 6,735 7,073 Graphics Designer I 01500 4,930 5,176 5,434 5,706 5,992 6,291 6,606 Graphics Designer II 02400 5,434 5,706 5,992 6,291 6,606 6,937 7,283 Housing Authority Analyst 01885 6,510 6,835 7,176 7,535 7,913 8,309 8,725 Housing Authority Coordinator 07640 8,853 9,296 9,770 10,258 10,771 11,310 11,875 Housing Authority Operations Supervisor 02720 7,211 7,571 7,951 8,349 8,767 9,205 9,673 Housing Programs Aide 07580 4,236 4,448 4,671 4,906 5,151 5,408 5,678 Housing Programs Analyst 01840 7,211 7,571 7,951 8,349 8,767 9,205 9,673 City Council 42 – 99 6/6/2023
2022-2025 MOU City of Santa Ana & SEIU Full-Time Employees Unit Page 98

JOB TITLE JOB
CODE
STEP
AAA
STEP
AA
STEP
A
STEP
B
STEP
C
STEP
D
STEP
E
Housing Programs Coordinator 00520 8,853 9,296 9,770 10,258 10,771 11,310 11,875 Housing Specialist I 01890 4,511 4,741 4,978 5,226 5,488 5,762 6,050 Housing Specialist II 01900 5,002 5,252 5,515 5,790 6,080 6,384 6,702 Information Services Representative 02670 4,764 5,002 5,252 5,515 5,790 6,080 6,384 Information Technology Support
Supervisor 06470 7,799 8,189 8,599 9,029 9,482 9,955 10,453 Information Technology Support
Technician I 00021 4,787 5,026 5,278 5,542 5,818 6,110 6,415 Information Technology Support
Technician II 00020 5,278 5,542 5,818 6,110 6,415 6,735 7,073 Instrument Technician 04130 5,569 5,847 6,140 6,446 6,768 7,107 7,463 Lead Accounting Assistant 07090 5,252 5,515 5,790 6,080 6,384 6,702 7,039 Lead Correctional Records Specialist 07628 4,511 4,741 4,978 5,226 5,488 5,762 6,050 Lead Police Records Specialist 07110 4,741 4,978 5,226 5,488 5,762 6,050 6,353 Librarian 05110 5,650 5,934 6,230 6,542 6,869 7,211 7,571 Library Services Assistant 05050 3,501 3,676 3,861 4,054 4,257 4,470 4,694 Library Technician 05076 4,215 4,426 4,648 4,882 5,126 5,382 5,650 Loan Specialist 07000 5,706 5,992 6,291 6,606 6,937 7,283 7,647 Mail Clerk/Messenger 07170 3,192 3,352 3,519 3,695 3,880 4,074 4,278 Maintenance Assistant 00740 3,550 3,728 3,915 4,111 4,317 4,533 4,764 Maintenance Worker I 04050 3,915 4,111 4,317 4,533 4,764 5,002 5,252 Maintenance Worker II 04060 4,426 4,648 4,882 5,126 5,382 5,650 5,934 Meter Reader Collector 01210 4,426 4,648 4,882 5,126 5,382 5,650 5,934 Network Engineer 06450 8,599 9,029 9,482 9,955 10,453 10,976 11,525 Network Specialist/WAN Systems
Administrator 06460 7,073 7,427 7,799 8,189 8,599 9,029 9,482 NPDES Manager 06440 8,029 8,431 8,853 9,296 9,770 10,258 10,771 Office Assistant 07180 3,533 3,710 3,896 4,091 4,296 4,511 4,741 Office Specialist 07190 3,129 3,285 3,449 3,622 3,803 3,994 4,194 Park Maintenance Aide
July 1, 2022 to December 31, 2022 04860 2,160 2,268 2,381 2,500 2,626 2,758 2,896 Park Maintenance Aide
January 1, 2023 to July 1, 2023 04860 2,769 2,907 3,052 3,205 3,365 3,533 3,710 Park Ranger 03610 5,382 5,650 5,934 6,230 6,542 6,869 7,211 Park Services Inspection Supervisor 04320 6,291 6,606 6,937 7,283 7,647 8,029 8,431 Park Services Inspector I 04105 4,014 4,215 4,426 4,648 4,882 5,126 5,382 Park Services Inspector II 04106 4,978 5,226 5,488 5,762 6,050 6,353 6,670 Parking Meter Operations Supervisor 02890 5,330 5,596 5,876 6,170 6,478 6,801 7,141 Parking Meter Technician I 07160 4,074 4,278 4,493 4,718 4,954 5,201 5,461 Parking Meter Technician II 00080 4,718 4,954 5,201 5,461 5,734 6,021 6,322 Permit Services Processor 07200 4,404 4,624 4,858 5,101 5,356 5,623 5,905 Permit Services Supervisor 02590 6,768 7,107 7,463 7,837 8,229 8,641 9,073 Permit Services Technician 02580 5,678 5,963 6,260 6,574 6,903 7,247 7,609 Planning Assistant 00050 5,408 5,678 5,963 6,260 6,574 6,903 7,247 Planning Commission Secretary 07320 4,930 5,176 5,434 5,706 5,992 6,291 6,606 City Council 42 – 100 6/6/2023
2022-2025 MOU City of Santa Ana & SEIU Full-Time Employees Unit Page 99

JOB TITLE JOB
CODE
STEP
AAA
STEP
AA
STEP
A
STEP
B
STEP
C
STEP
D
STEP
E
Planning Technician 00641 4,671 4,906 5,151 5,408 5,678 5,963 6,260 Plans Examiner 02271 7,685 8,069 8,473 8,897 9,342 9,819 10,309 Police Fiscal Officer 06290 7,176 7,535 7,913 8,309 8,725 9,161 9,625 Police Fiscal Services Supervisor 06295 6,170 6,478 6,801 7,141 7,499 7,875 8,269 Police Records Specialist 07220 3,861 4,054 4,257 4,470 4,694 4,930 5,176 Police Records Supervisor 07230 5,356 5,623 5,905 6,200 6,510 6,835 7,176 Police Systems Support Analyst 06475 8,029 8,431 8,853 9,296 9,770 10,258 10,771 Principal Librarian 05115 6,322 6,638 6,971 7,319 7,685 8,069 8,473 Principal Programmer Analyst 02630 8,599 9,029 9,482 9,955 10,453 10,976 11,525 Programmer Analyst 01460 7,073 7,427 7,799 8,189 8,599 9,029 9,482 Projects Manager 06140 7,989 8,389 8,809 9,250 9,721 10,207 10,717 Property Control Specialist 07250 4,426 4,648 4,882 5,126 5,382 5,650 5,934 Public Works Crew Leader 04040 5,382 5,650 5,934 6,230 6,542 6,869 7,211 Public Works Dispatcher 04519 4,132 4,339 4,556 4,787 5,026 5,278 5,542 Public Works Project Manager 04344 10,258 10,771 11,310 11,875 12,469 13,093 13,748 Public Works Projects Specialist 04340 6,638 6,971 7,319 7,685 8,069 8,473 8,897 Public Works Safety Assistant 05031 4,194 4,404 4,624 4,858 5,101 5,356 5,623 Public Works Safety Coordinator 05030 6,510 6,835 7,176 7,535 7,913 8,309 8,725 Purchasing Specialist 01345 4,448 4,671 4,906 5,151 5,408 5,678 5,963 Purchasing Supervisor 01340 7,571 7,951 8,349 8,767 9,205 9,673 10,156 Receptionist 00060 3,784 3,974 4,173 4,382 4,601 4,834 5,076 Records Specialist 07430 4,317 4,533 4,764 5,002 5,252 5,515 5,790 Recreation and Community Events
Supervisor 00460 6,735 7,073 7,427 7,799 8,189 8,599 9,029 Recreation and Community Services
Supervisor 01940 7,247 7,609 7,989 8,389 8,809 9,250 9,721 Recreation Leader 05310 3,302 3,467 3,640 3,822 4,014 4,215 4,426 Recreation Program Coordinator 05330 4,882 5,126 5,382 5,650 5,934 6,230 6,542 Reprographic Equipment Operator 07260 3,676 3,861 4,054 4,257 4,470 4,694 4,930 Residential Construction Specialist 02710 5,963 6,260 6,574 6,903 7,247 7,609 7,989 Revenue Supervisor 01090 5,847 6,140 6,446 6,768 7,107 7,463 7,837 Right-of-Way Coordinator 00118 4,215 4,426 4,648 4,882 5,126 5,382 5,650 Sanitation Inspector I 02200 4,671 4,906 5,151 5,408 5,678 5,963 6,260 Sanitation Inspector II 02210 5,706 5,992 6,291 6,606 6,937 7,283 7,647 Secretary 07270 4,404 4,624 4,858 5,101 5,356 5,623 5,905 Security Electronics Technician 01055 6,384 6,702 7,039 7,391 7,761 8,149 8,557 Senior Accountant 07490 7,176 7,535 7,913 8,309 8,725 9,161 9,625 Senior Accounting Assistant 07280 4,787 5,026 5,278 5,542 5,818 6,110 6,415 Senior Accounting Assistant/Systems
Technician 07016 4,787 5,026 5,278 5,542 5,818 6,110 6,415 Senior Civil Engineer 02131 10,258 10,771 11,310 11,875 12,469 13,093 13,748 Senior Combination Building Inspector 06431 6,768 7,107 7,463 7,837 8,229 8,641 9,073 City Council 42 – 101 6/6/2023
2022-2025 MOU City of Santa Ana & SEIU Full-Time Employees Unit Page 100

JOB TITLE JOB
CODE
STEP
AAA
STEP
AA
STEP
A
STEP
B
STEP
C
STEP
D
STEP
E
Senior Community Development Analyst 07584 7,391 7,761 8,149 8,557 8,985 9,434 9,906 Senior Community Planner 07610 8,389 8,809 9,250 9,721 10,207 10,717 11,254 Senior Construction Inspector 02239 6,768 7,107 7,463 7,837 8,229 8,641 9,073 Senior Correctional Records Specialist 07650 4,194 4,404 4,624 4,858 5,101 5,356 5,623 Senior Deputy Clerk of the Council 07290 5,762 6,050 6,353 6,670 7,005 7,355 7,723 Senior Electrical Systems Specialist (T) 02180 6,574 6,903 7,247 7,609 7,989 8,389 8,809 Senior Engineer 02111 10,258 10,771 11,310 11,875 12,469 13,093 13,748 Senior Fleet Services Supervisor 00840 7,391 7,761 8,149 8,557 8,985 9,434 9,906 Senior Grading Specialist 02260 6,606 6,937 7,283 7,647 8,029 8,431 8,853 Senior Housing Specialist 01860 6,170 6,478 6,801 7,141 7,499 7,875 8,269 Senior Land Surveyor 02040 10,771 11,310 11,875 12,469 13,093 13,748 14,435 Senior Librarian 05109 5,818 6,110 6,415 6,735 7,073 7,427 7,799 Senior Library Technician 05075 4,648 4,882 5,126 5,382 5,650 5,934 6,230 Senior Office Assistant 07330 3,994 4,194 4,404 4,624 4,858 5,101 5,356 Senior Office Specialist 07360 3,533 3,710 3,896 4,091 4,296 4,511 4,741 Senior Park Services Inspection Supervisor 06330 7,391 7,761 8,149 8,557 8,985 9,434 9,906 Senior Permit Services Technician 02581 6,080 6,384 6,702 7,039 7,391 7,761 8,149 Senior Plan Check Engineer 00330 10,258 10,771 11,310 11,875 12,469 13,093 13,748 Senior Planner 02470 8,641 9,073 9,529 10,005 10,506 11,031 11,583 Senior Plumbing/Mechanical Systems
Spec. 02430 6,574 6,903 7,247 7,609 7,989 8,389 8,809
Senior Police Records Specialist 07370 4,404 4,624 4,858 5,101 5,356 5,623 5,905 Senior Programmer Analyst 01470 7,799 8,189 8,599 9,029 9,482 9,955 10,453 Senior Residential Construction Specialist 02700 6,574 6,903 7,247 7,609 7,989 8,389 8,809 Senior Systems Administrator 00990 6,835 7,176 7,535 7,913 8,309 8,725 9,161 Senior Traffic Engineer 02151 10,258 10,771 11,310 11,875 12,469 13,093 13,748 Senior Transportation Analyst 01290 10,258 10,771 11,310 11,875 12,469 13,093 13,748 Senior Water Services Supervisor 07776 7,427 7,799 8,189 8,599 9,029 9,482 9,955 Senior Water Systems Operator 06240 6,140 6,446 6,768 7,107 7,463 7,837 8,229 Solid Waste Code Enforcement Officer 02741 6,021 6,322 6,638 6,971 7,319 7,685 8,069 Stock Clerk 01310 4,317 4,533 4,764 5,002 5,252 5,515 5,790 Storekeeper 01320 5,126 5,382 5,650 5,934 6,230 6,542 6,869 Stores & City Yard Property Specialist 01315 5,126 5,382 5,650 5,934 6,230 6,542 6,869 Stormwater Coordinator 00115 6,937 7,283 7,647 8,029 8,431 8,853 9,296 Street Lighting Maintenance Worker 04280 5,278 5,542 5,818 6,110 6,415 6,735 7,073 Street Maintenance Supervisor 04360 6,291 6,606 6,937 7,283 7,647 8,029 8,431 Street Painter 04160 4,741 4,978 5,226 5,488 5,762 6,050 6,353 Supervising Accountant 07500 7,989 8,389 8,809 9,250 9,721 10,207 10,717 Supervising Buyer 00269 7,039 7,391 7,761 8,149 8,557 8,985 9,434 Supervising Library Services Assistant 05055 4,091 4,296 4,511 4,741 4,978 5,226 5,488 Supervising Park Ranger 07470 6,080 6,384 6,702 7,039 7,391 7,761 8,149 City Council 42 – 102 6/6/2023
2022-2025 MOU City of Santa Ana & SEIU Full-Time Employees Unit Page 101

JOB TITLE JOB
CODE
STEP
AAA
STEP
AA
STEP
A
STEP
B
STEP
C
STEP
D
STEP
E
Survey Party Chief 02070 7,005 7,355 7,723 8,109 8,515 8,941 9,388 Survey Party Technician I 02050 5,126 5,382 5,650 5,934 6,230 6,542 6,869 Survey Party Technician II 02060 5,963 6,260 6,574 6,903 7,247 7,609 7,989 Systems Administrator 00120 5,847 6,140 6,446 6,768 7,107 7,463 7,837 Systems Technician 01060 4,360 4,579 4,810 5,051 5,304 5,569 5,847 Telecommunications Coordinator 00710 7,141 7,499 7,875 8,269 8,683 9,117 9,577 Telecommunications Customer Service
Representative 07140 4,648 4,882 5,126 5,382 5,650 5,934 6,230 Treasury Services Specialist 01165 5,151 5,408 5,678 5,963 6,260 6,574 6,903 Treasury Services Supervisor 07020 5,790 6,080 6,384 6,702 7,039 7,391 7,761 Tree Maintenance Supervisor 04330 6,260 6,574 6,903 7,247 7,609 7,989 8,389 Tree Trimmer 04170 4,741 4,978 5,226 5,488 5,762 6,050 6,353 Utilities Billing/Systems Technician 01215 4,624 4,858 5,101 5,356 5,623 5,905 6,200 Utilities Customer Service Supervisor
July 1, 2022 to March 25, 2023 01219 5,542 5,818 6,110 6,415 6,735 7,073 7,427 Utilities Customer Service Supervisor
March 26, 2023 to July 1, 2023 01219 5,847 6,140 6,446 6,768 7,107 7,463 7,837 Video Technician 06320 5,876 6,170 6,478 6,801 7,141 7,499 7,875 Water Conservation Specialist 07740 5,818 6,110 6,415 6,735 7,073 7,427 7,799 Water Services Crew Leader 07750 5,542 5,818 6,110 6,415 6,735 7,073 7,427 Water Services Meter Repairer I 07755 4,533 4,764 5,002 5,252 5,515 5,790 6,080 Water Services Meter Repairer II 07756 4,978 5,226 5,488 5,762 6,050 6,353 6,670 Water Services Production Supervisor 07795 6,415 6,735 7,073 7,427 7,799 8,189 8,599 Water Services Quality Coordinator 07760 7,107 7,463 7,837 8,229 8,641 9,073 9,529 Water Services Quality Inspector 07765 5,818 6,110 6,415 6,735 7,073 7,427 7,799 Water Services Quality Supervisor 07770 6,542 6,869 7,211 7,571 7,951 8,349 8,767 Water Services Supervisor 07775 6,542 6,869 7,211 7,571 7,951 8,349 8,767 Water Services Utility Inspector 07780 5,818 6,110 6,415 6,735 7,073 7,427 7,799 Water Services Worker I 07785 4,014 4,215 4,426 4,648 4,882 5,126 5,382 Water Services Worker II 07790 4,533 4,764 5,002 5,252 5,515 5,790 6,080 Water Systems Electrician 04540 6,140 6,446 6,768 7,107 7,463 7,837 8,229 Water Systems Operator I 00880 4,601 4,834 5,076 5,330 5,596 5,876 6,170 Water Systems Operator II 00920 5,076 5,330 5,596 5,876 6,170 6,478 6,801 Water Systems Operator III 04530 5,434 5,706 5,992 6,291 6,606 6,937 7,283 Web Systems Technician 01006 4,360 4,579 4,810 5,051 5,304 5,569 5,847 Website Entry Specialist 01005 3,822 4,014 4,215 4,426 4,648 4,882 5,126 Work Center Coordinator 02390 8,809 9,250 9,721 10,207 10,717 11,254 11,816 Workforce Specialist I 08371 4,360 4,579 4,810 5,051 5,304 5,569 5,847 Workforce Specialist II 08372 4,906 5,151 5,408 5,678 5,963 6,260 6,574 Workforce Specialist III 08373 5,408 5,678 5,963 6,260 6,574 6,903 7,247 Workforce Specialist IV 08374 7,073 7,427 7,799 8,189 8,599 9,029 9,482 Youth Services Technician 05313 4,215 4,426 4,648 4,882 5,126 5,382 5,650 City Council 42 – 103 6/6/2023
2022-2025 MOU City of Santa Ana & SEIU Full-Time Employees Unit Page 102

JOB TITLE JOB
CODE
STEP
AAA
STEP
AA
STEP
A
STEP
B
STEP
C
STEP
D
STEP
E
Zoo Curator 05430 5,706 5,992 6,291 6,606 6,937 7,283 7,647 Zoo Curator of Education 05450 5,818 6,110 6,415 6,735 7,073 7,427 7,799 Zoo Curator of Health 05451 5,623 5,905 6,200 6,510 6,835 7,176 7,535 Zoo Education Specialist 00930 4,579 4,810 5,051 5,304 5,569 5,847 6,140 Zoo Keeper I 05420 3,861 4,054 4,257 4,470 4,694 4,930 5,176 Zoo Keeper II 05410 4,470 4,694 4,930 5,176 5,434 5,706 5,992 Zoo Operations Coordinator 05485 5,026 5,278 5,542 5,818 6,110 6,415 6,735 The (T) designates a terminal classification. A position classification that has been designated as terminal by formal City Council action will be deleted from the City’s Basic Classification and Compensation Plan when vacated by its last remaining incumbent. No new appointments may be made to a classification that has been so assigned.

City Council 42 – 104 6/6/2023
2022-2025 MOU City of Santa Ana & SEIU Full-Time Employees Unit Page 103

MONTHLY WAGE RATE SCHEDULE
EFFECTIVE JULY 2, 2023 TO JULY 13, 2024

JOB TITLE JOB
CODE
STEP
AAA
STEP
AA
STEP
A
STEP
B
STEP
C
STEP
D
STEP
E
Accountant I 01140 5,877 6,172 6,480 6,804 7,145 7,501 7,876 Accountant II 01150 6,771 7,110 7,464 7,837 8,229 8,641 9,073 Accounting Assistant 07010 4,581 4,811 5,053 5,306 5,570 5,848 6,142 Accounting Assistant/Systems Technician 07015 4,581 4,811 5,053 5,306 5,570 5,848 6,142 Accounts Payable Supervisor 07009 5,964 6,262 6,576 6,903 7,250 7,613 7,994 Active Transportation Coordinator 01295 7,320 7,687 8,072 8,476 8,900 9,345 9,815 Arts & Culture Specialist 02845 5,877 6,172 6,480 6,804 7,145 7,501 7,876 Assistant Buyer 00270 5,078 5,331 5,597 5,877 6,172 6,480 6,804 Assistant Community Planner 07611 6,142 6,448 6,771 7,110 7,464 7,837 8,229 Assistant Engineer 01601 6,448 6,771 7,110 7,464 7,837 8,229 8,641 Assistant Fleet Services Technician 00530 4,491 4,716 4,954 5,203 5,463 5,736 6,022 Assistant Instrument Technician 04125 5,254 5,517 5,792 6,082 6,386 6,705 7,040 Assistant Librarian 05180 4,787 5,028 5,280 5,543 5,820 6,112 6,417 Assistant Parks/Landscape Planner 00280 6,172 6,480 6,804 7,145 7,501 7,876 8,270 Assistant Plan Check Engineer 01410 8,770 9,209 9,670 10,153 10,661 11,194 11,753 Assistant Planner I 00040 6,142 6,448 6,771 7,110 7,464 7,837 8,229 Assistant Planner II 02440 6,771 7,110 7,464 7,837 8,229 8,641 9,073 Assistant Traffic Operations Engineer 02155 8,814 9,255 9,717 10,203 10,713 11,250 11,812 Associate Engineer 02100 8,770 9,209 9,670 10,153 10,661 11,194 11,753 Associate Park and Landscape Planner 01040 7,876 8,270 8,684 9,119 9,575 10,063 10,566 Associate Plan Check Engineer 02280 9,436 9,914 10,408 10,929 11,476 12,050 12,653 Associate Planner 02450 7,837 8,229 8,641 9,073 9,528 10,013 10,513 Bibliographic Technician 05150 4,559 4,787 5,028 5,280 5,543 5,820 6,112 Building Maintenance Aide 04315 4,114 4,320 4,536 4,763 5,004 5,254 5,517 Building Maintenance Supervisor 04310 6,448 6,771 7,110 7,464 7,837 8,229 8,641 Building Maintenance Technician 04140 5,004 5,254 5,517 5,792 6,082 6,386 6,705 Building Technician 02230 4,883 5,127 5,383 5,653 5,935 6,232 6,544 Business Tax Collector/Inspector 01240 5,152 5,410 5,680 5,964 6,262 6,576 6,903 Buyer 01350 6,262 6,576 6,903 7,250 7,613 7,994 8,393
Central Services Supervisor 07030 5,177 5,436 5,708 5,993 6,293 6,607 6,937 Civil Engineer 02132 9,436 9,914 10,408 10,929 11,476 12,050 12,653 Code Enforcement Associate 02780 5,004 5,254 5,517 5,792 6,082 6,386 6,705 Code Enforcement Officer 02740 6,202 6,512 6,837 7,180 7,539 7,916 8,311 Code Enforcement Supervisor 00070 6,971 7,320 7,687 8,072 8,476 8,900 9,345 Combination Building Inspector 06430 6,324 6,639 6,971 7,320 7,687 8,072 8,476 Community Development Analyst 07585 6,607 6,937 7,285 7,650 8,033 8,435 8,857 Community Development Commission
Secretary 07321 4,513 4,739 4,979 5,228 5,490 5,764 6,052 City Council 42 – 105 6/6/2023
2022-2025 MOU City of Santa Ana & SEIU Full-Time Employees Unit Page 104

JOB TITLE JOB
CODE
STEP
AAA
STEP
AA
STEP
A
STEP
B
STEP
C
STEP
D
STEP
E
Community Liaison 05000 6,804 7,145 7,501 7,876 8,270 8,684 9,119 Construction Inspector 02240 6,142 6,448 6,771 7,110 7,464 7,837 8,229 Contracts Administrator 01850 6,324 6,639 6,971 7,320 7,687 8,072 8,476 Corporate Yard Maintenance Attendant 04070 3,786 3,977 4,176 4,385 4,604 4,835 5,078 Correctional Records Specialist 07630 3,786 3,977 4,176 4,385 4,604 4,835 5,078 Correctional Records Supervisor 07629 5,517 5,792 6,082 6,386 6,705 7,040 7,391 Custodial Aide/Porter 04005 3,144 3,301 3,466 3,639 3,821 4,013 4,214 Custodian 04000 3,639 3,821 4,013 4,214 4,425 4,646 4,883 Custodian Supervisor 04090 4,787 5,028 5,280 5,543 5,820 6,112 6,417 Customer Service Representative 01220 4,763 5,004 5,254 5,517 5,792 6,082 6,386 Data Entry Office Asst 04200 4,114 4,320 4,536 4,763 5,004 5,254 5,517 Deputy Clerk of the Council 07050 5,053 5,306 5,570 5,848 6,142 6,448 6,771 DNA Coordinator 03100 4,581 4,811 5,053 5,306 5,570 5,848 6,142 Economic Development Specialist I 00560 6,804 7,145 7,501 7,876 8,270 8,684 9,119 Economic Development Specialist II 00550 7,837 8,229 8,641 9,073 9,528 10,013 10,513 Economic Development Specialist III 00350 9,073 9,528 10,013 10,513 11,039 11,592 12,170 Engineering Aide 02030 4,907 5,152 5,410 5,680 5,964 6,262 6,576 Engineering Technician 02035 5,152 5,410 5,680 5,964 6,262 6,576 6,903 Equipment Operator 00440 5,053 5,306 5,570 5,848 6,142 6,448 6,771 Equipment Operator - Water Services 04215 5,152 5,410 5,680 5,964 6,262 6,576 6,903 Facilities Supervisor 04370 6,448 6,771 7,110 7,464 7,837 8,229 8,641 Fleet Parts Specialist 00500 5,436 5,708 5,993 6,293 6,607 6,937 7,285 Fleet Services Supervisor 04770 6,903 7,250 7,613 7,994 8,393 8,814 9,255 Fleet Services Technician I 04720 5,177 5,436 5,708 5,993 6,293 6,607 6,937 Fleet Services Technician II 04730 5,708 5,993 6,293 6,607 6,937 7,285 7,650 Fleet Services Technician III 00450 6,142 6,448 6,771 7,110 7,464 7,837 8,229 General Maintenance Leader 04190 5,543 5,820 6,112 6,417 6,738 7,075 7,427 General Maintenance Supervisor 01010 6,448 6,771 7,110 7,464 7,837 8,229 8,641 General Maintenance Worker 04180 5,004 5,254 5,517 5,792 6,082 6,386 6,705 GIS Administrator 02190 7,650 8,033 8,435 8,857 9,300 9,766 10,254 GIS Systems Analyst/Programmer 02192 7,005 7,355 7,724 8,111 8,517 8,943 9,391 GIS Technician 02193 5,436 5,708 5,993 6,293 6,607 6,937 7,285 Graphics Designer I 01500 5,078 5,331 5,597 5,877 6,172 6,480 6,804 Graphics Designer II 02400 5,597 5,877 6,172 6,480 6,804 7,145 7,501 Housing Authority Analyst 01885 6,705 7,040 7,391 7,761 8,150 8,558 8,987 Housing Authority Coordinator 07640 9,119 9,575 10,063 10,566 11,094 11,649 12,231 Housing Authority Operations Supervisor 02720 7,427 7,798 8,190 8,599 9,030 9,481 9,963 Housing Programs Aide 07580 4,363 4,581 4,811 5,053 5,306 5,570 5,848 Housing Programs Analyst 01840 7,427 7,798 8,190 8,599 9,030 9,481 9,963 Housing Programs Coordinator 00520 9,119 9,575 10,063 10,566 11,094 11,649 12,231 City Council 42 – 106 6/6/2023
2022-2025 MOU City of Santa Ana & SEIU Full-Time Employees Unit Page 105

JOB TITLE JOB
CODE
STEP
AAA
STEP
AA
STEP
A
STEP
B
STEP
C
STEP
D
STEP
E
Housing Specialist I 01890 4,646 4,883 5,127 5,383 5,653 5,935 6,232 Housing Specialist II 01900 5,152 5,410 5,680 5,964 6,262 6,576 6,903 Information Services Representative 02670 4,907 5,152 5,410 5,680 5,964 6,262 6,576 Information Technology Support
Supervisor 06470 8,033 8,435 8,857 9,300 9,766 10,254 10,767 Information Technology Support
Technician I 00021 4,931 5,177 5,436 5,708 5,993 6,293 6,607 Information Technology Support
Technician II 00020 5,436 5,708 5,993 6,293 6,607 6,937 7,285 Instrument Technician 04130 5,736 6,022 6,324 6,639 6,971 7,320 7,687 Lead Accounting Assistant 07090 5,410 5,680 5,964 6,262 6,576 6,903 7,250 Lead Correctional Records Specialist 07628 4,646 4,883 5,127 5,383 5,653 5,935 6,232 Lead Police Records Specialist 07110 4,883 5,127 5,383 5,653 5,935 6,232 6,544 Librarian 05110 5,820 6,112 6,417 6,738 7,075 7,427 7,798 Library Services Assistant 05050 3,606 3,786 3,977 4,176 4,385 4,604 4,835 Library Technician 05076 4,341 4,559 4,787 5,028 5,280 5,543 5,820 Loan Specialist 07000 5,877 6,172 6,480 6,804 7,145 7,501 7,876 Mail Clerk/Messenger 07170 3,288 3,453 3,625 3,806 3,996 4,196 4,406 Maintenance Assistant 00740 3,657 3,840 4,032 4,234 4,447 4,669 4,907 Maintenance Worker I 04050 4,032 4,234 4,447 4,669 4,907 5,152 5,410 Maintenance Worker II 04060 4,559 4,787 5,028 5,280 5,543 5,820 6,112 Meter Reader Collector 01210 4,559 4,787 5,028 5,280 5,543 5,820 6,112 Network Engineer 06450 8,857 9,300 9,766 10,254 10,767 11,305 11,871 Network Specialist/WAN Systems
Administrator 06460 7,285 7,650 8,033 8,435 8,857 9,300 9,766 NPDES Manager 06440 8,270 8,684 9,119 9,575 10,063 10,566 11,094 Office Assistant 07180 3,639 3,821 4,013 4,214 4,425 4,646 4,883 Office Specialist 07190 3,223 3,384 3,552 3,731 3,917 4,114 4,320 Park Maintenance Aide 04860 2,771 2,909 3,054 3,206 3,367 3,535 3,712 Park Ranger 03610 5,543 5,820 6,112 6,417 6,738 7,075 7,427 Park Services Inspection Supervisor 04320 6,480 6,804 7,145 7,501 7,876 8,270 8,684 Park Services Inspector I 04105 4,134 4,341 4,559 4,787 5,028 5,280 5,543 Park Services Inspector II 04106 5,127 5,383 5,653 5,935 6,232 6,544 6,870 Parking Meter Operations Supervisor 02890 5,490 5,764 6,052 6,355 6,672 7,005 7,355 Parking Meter Technician I 07160 4,196 4,406 4,628 4,860 5,103 5,357 5,625 Parking Meter Technician II 00080 4,860 5,103 5,357 5,625 5,906 6,202 6,512 Permit Services Processor 07200 4,536 4,763 5,004 5,254 5,517 5,792 6,082 Permit Services Supervisor 02590 6,971 7,320 7,687 8,072 8,476 8,900 9,345 Permit Services Technician 02580 5,848 6,142 6,448 6,771 7,110 7,464 7,837 Planning Assistant 00050 5,570 5,848 6,142 6,448 6,771 7,110 7,464 Planning Commission Secretary 07320 5,078 5,331 5,597 5,877 6,172 6,480 6,804 Planning Technician 00641 4,811 5,053 5,306 5,570 5,848 6,142 6,448 Plans Examiner 02271 7,916 8,311 8,727 9,164 9,622 10,114 10,618 City Council 42 – 107 6/6/2023
2022-2025 MOU City of Santa Ana & SEIU Full-Time Employees Unit Page 106

JOB TITLE JOB
CODE
STEP
AAA
STEP
AA
STEP
A
STEP
B
STEP
C
STEP
D
STEP
E
Police Fiscal Officer 06290 7,391 7,761 8,150 8,558 8,987 9,436 9,914 Police Fiscal Services Supervisor 06295 6,355 6,672 7,005 7,355 7,724 8,111 8,517 Police Records Specialist 07220 3,977 4,176 4,385 4,604 4,835 5,078 5,331 Police Records Supervisor 07230 5,517 5,792 6,082 6,386 6,705 7,040 7,391 Police Systems Support Analyst 06475 8,270 8,684 9,119 9,575 10,063 10,566 11,094 Principal Librarian 05115 6,512 6,837 7,180 7,539 7,916 8,311 8,727 Principal Programmer Analyst 02630 8,857 9,300 9,766 10,254 10,767 11,305 11,871 Programmer Analyst 01460 7,285 7,650 8,033 8,435 8,857 9,300 9,766 Projects Manager 06140 8,229 8,641 9,073 9,528 10,013 10,513 11,039 Property Control Specialist 07250 4,559 4,787 5,028 5,280 5,543 5,820 6,112 Public Works Crew Leader 04040 5,543 5,820 6,112 6,417 6,738 7,075 7,427 Public Works Dispatcher 04519 4,256 4,469 4,693 4,931 5,177 5,436 5,708 Public Works Project Manager 04344 10,566 11,094 11,649 12,231 12,843 13,486 14,160 Public Works Projects Specialist 04340 6,837 7,180 7,539 7,916 8,311 8,727 9,164 Public Works Safety Assistant 05031 4,320 4,536 4,763 5,004 5,254 5,517 5,792 Public Works Safety Coordinator 05030 6,705 7,040 7,391 7,761 8,150 8,558 8,987 Purchasing Specialist 01345 4,581 4,811 5,053 5,306 5,570 5,848 6,142 Purchasing Supervisor 01340 7,798 8,190 8,599 9,030 9,481 9,963 10,461 Receptionist 00060 3,898 4,093 4,298 4,513 4,739 4,979 5,228 Records Specialist 07430 4,447 4,669 4,907 5,152 5,410 5,680 5,964 Recreation and Community Events
Supervisor 00460 6,937 7,285 7,650 8,033 8,435 8,857 9,300 Recreation and Community Services
Supervisor 01940 7,464 7,837 8,229 8,641 9,073 9,528 10,013 Recreation Leader 05310 3,401 3,571 3,749 3,937 4,134 4,341 4,559 Recreation Program Coordinator 05330 5,028 5,280 5,543 5,820 6,112 6,417 6,738 Reprographic Equipment Operator 07260 3,786 3,977 4,176 4,385 4,604 4,835 5,078 Residential Construction Specialist 02710 6,142 6,448 6,771 7,110 7,464 7,837 8,229 Revenue Supervisor 01090 6,022 6,324 6,639 6,971 7,320 7,687 8,072 Right-of-Way Coordinator 00118 4,341 4,559 4,787 5,028 5,280 5,543 5,820 Sanitation Inspector I 02200 4,811 5,053 5,306 5,570 5,848 6,142 6,448 Sanitation Inspector II 02210 5,877 6,172 6,480 6,804 7,145 7,501 7,876 Secretary 07270 4,536 4,763 5,004 5,254 5,517 5,792 6,082 Security Electronics Technician 01055 6,576 6,903 7,250 7,613 7,994 8,393 8,814 Senior Accountant 07490 7,391 7,761 8,150 8,558 8,987 9,436 9,914 Senior Accounting Assistant 07280 4,931 5,177 5,436 5,708 5,993 6,293 6,607 Senior Accounting Assistant/Systems
Technician 07016 4,931 5,177 5,436 5,708 5,993 6,293 6,607 Senior Civil Engineer 02131 10,566 11,094 11,649 12,231 12,843 13,486 14,160 Senior Combination Building Inspector 06431 6,971 7,320 7,687 8,072 8,476 8,900 9,345 Senior Community Development Analyst 07584 7,613 7,994 8,393 8,814 9,255 9,717 10,203 Senior Community Planner 07610 8,641 9,073 9,528 10,013 10,513 11,039 11,592 City Council 42 – 108 6/6/2023
2022-2025 MOU City of Santa Ana & SEIU Full-Time Employees Unit Page 107

JOB TITLE JOB
CODE
STEP
AAA
STEP
AA
STEP
A
STEP
B
STEP
C
STEP
D
STEP
E
Senior Construction Inspector 02239 6,971 7,320 7,687 8,072 8,476 8,900 9,345 Senior Correctional Records Specialist 07650 4,320 4,536 4,763 5,004 5,254 5,517 5,792 Senior Deputy Clerk of the Council 07290 5,935 6,232 6,544 6,870 7,215 7,576 7,955 Senior Electrical Systems Specialist (T) 02180 6,771 7,110 7,464 7,837 8,229 8,641 9,073 Senior Engineer 02111 10,566 11,094 11,649 12,231 12,843 13,486 14,160 Senior Fleet Services Supervisor 00840 7,613 7,994 8,393 8,814 9,255 9,717 10,203 Senior Grading Specialist 02260 6,804 7,145 7,501 7,876 8,270 8,684 9,119 Senior Housing Specialist 01860 6,355 6,672 7,005 7,355 7,724 8,111 8,517 Senior Land Surveyor 02040 11,094 11,649 12,231 12,843 13,486 14,160 14,868 Senior Librarian 05109 5,993 6,293 6,607 6,937 7,285 7,650 8,033 Senior Library Technician 05075 4,787 5,028 5,280 5,543 5,820 6,112 6,417 Senior Office Assistant 07330 4,114 4,320 4,536 4,763 5,004 5,254 5,517 Senior Office Specialist 07360 3,639 3,821 4,013 4,214 4,425 4,646 4,883 Senior Park Services Inspection Supervisor 06330 7,613 7,994 8,393 8,814 9,255 9,717 10,203 Senior Permit Services Technician 02581 6,262 6,576 6,903 7,250 7,613 7,994 8,393 Senior Plan Check Engineer 00330 10,566 11,094 11,649 12,231 12,843 13,486 14,160 Senior Planner 02470 8,900 9,345 9,815 10,305 10,821 11,362 11,930 Senior Plumbing/Mechanical Systems
Spec. 02430 6,771 7,110 7,464 7,837 8,229 8,641 9,073
Senior Police Records Specialist 07370 4,536 4,763 5,004 5,254 5,517 5,792 6,082 Senior Programmer Analyst 01470 8,033 8,435 8,857 9,300 9,766 10,254 10,767 Senior Residential Construction Specialist 02700 6,771 7,110 7,464 7,837 8,229 8,641 9,073 Senior Systems Administrator 00990 7,040 7,391 7,761 8,150 8,558 8,987 9,436 Senior Traffic Engineer 02151 10,566 11,094 11,649 12,231 12,843 13,486 14,160 Senior Transportation Analyst 01290 10,566 11,094 11,649 12,231 12,843 13,486 14,160 Senior Water Services Supervisor 07776 7,650 8,033 8,435 8,857 9,300 9,766 10,254 Senior Water Systems Operator 06240 6,324 6,639 6,971 7,320 7,687 8,072 8,476 Solid Waste Code Enforcement Officer 02741 6,202 6,512 6,837 7,180 7,539 7,916 8,311 Stock Clerk 01310 4,447 4,669 4,907 5,152 5,410 5,680 5,964 Storekeeper 01320 5,280 5,543 5,820 6,112 6,417 6,738 7,075 Stores & City Yard Property Specialist 01315 5,280 5,543 5,820 6,112 6,417 6,738 7,075 Stormwater Coordinator 00115 7,145 7,501 7,876 8,270 8,684 9,119 9,575 Street Lighting Maintenance Worker 04280 5,436 5,708 5,993 6,293 6,607 6,937 7,285 Street Maintenance Supervisor 04360 6,480 6,804 7,145 7,501 7,876 8,270 8,684 Street Painter 04160 4,883 5,127 5,383 5,653 5,935 6,232 6,544 Supervising Accountant 07500 8,229 8,641 9,073 9,528 10,013 10,513 11,039 Supervising Buyer 00269 7,250 7,613 7,994 8,393 8,814 9,255 9,717 Supervising Library Services Assistant 05055 4,214 4,425 4,646 4,883 5,127 5,383 5,653 Supervising Park Ranger 07470 6,262 6,576 6,903 7,250 7,613 7,994 8,393 Survey Party Chief 02070 7,215 7,576 7,955 8,352 8,770 9,209 9,670 Survey Party Technician I 02050 5,280 5,543 5,820 6,112 6,417 6,738 7,075 City Council 42 – 109 6/6/2023
2022-2025 MOU City of Santa Ana & SEIU Full-Time Employees Unit Page 108

JOB TITLE JOB
CODE
STEP
AAA
STEP
AA
STEP
A
STEP
B
STEP
C
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D
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E
Survey Party Technician II 02060 6,142 6,448 6,771 7,110 7,464 7,837 8,229 Systems Administrator 00120 6,022 6,324 6,639 6,971 7,320 7,687 8,072 Systems Technician 01060 4,491 4,716 4,954 5,203 5,463 5,736 6,022 Telecommunications Coordinator 00710 7,355 7,724 8,111 8,517 8,943 9,391 9,864 Telecommunications Customer Service
Representative 07140 4,787 5,028 5,280 5,543 5,820 6,112 6,417 Treasury Services Specialist 01165 5,306 5,570 5,848 6,142 6,448 6,771 7,110 Treasury Services Supervisor 07020 5,964 6,262 6,576 6,903 7,250 7,613 7,994 Tree Maintenance Supervisor 04330 6,448 6,771 7,110 7,464 7,837 8,229 8,641 Tree Trimmer 04170 4,883 5,127 5,383 5,653 5,935 6,232 6,544 Utilities Billing/Systems Technician 01215 4,763 5,004 5,254 5,517 5,792 6,082 6,386 Utilities Customer Service Supervisor 01219 6,022 6,324 6,639 6,971 7,320 7,687 8,072 Video Technician 06320 6,052 6,355 6,672 7,005 7,355 7,724 8,111 Water Conservation Specialist 07740 5,993 6,293 6,607 6,937 7,285 7,650 8,033 Water Services Crew Leader 07750 5,708 5,993 6,293 6,607 6,937 7,285 7,650 Water Services Meter Repairer I 07755 4,669 4,907 5,152 5,410 5,680 5,964 6,262 Water Services Meter Repairer II 07756 5,127 5,383 5,653 5,935 6,232 6,544 6,870 Water Services Production Supervisor 07795 6,607 6,937 7,285 7,650 8,033 8,435 8,857 Water Services Quality Coordinator 07760 7,320 7,687 8,072 8,476 8,900 9,345 9,815 Water Services Quality Inspector 07765 5,993 6,293 6,607 6,937 7,285 7,650 8,033 Water Services Quality Supervisor 07770 6,738 7,075 7,427 7,798 8,190 8,599 9,030 Water Services Supervisor 07775 6,738 7,075 7,427 7,798 8,190 8,599 9,030 Water Services Utility Inspector 07780 5,993 6,293 6,607 6,937 7,285 7,650 8,033 Water Services Worker I 07785 4,134 4,341 4,559 4,787 5,028 5,280 5,543 Water Services Worker II 07790 4,669 4,907 5,152 5,410 5,680 5,964 6,262 Water Systems Electrician 04540 6,324 6,639 6,971 7,320 7,687 8,072 8,476 Water Systems Operator I 00880 4,739 4,979 5,228 5,490 5,764 6,052 6,355 Water Systems Operator II 00920 5,228 5,490 5,764 6,052 6,355 6,672 7,005 Water Systems Operator III 04530 5,597 5,877 6,172 6,480 6,804 7,145 7,501 Web Systems Technician 01006 4,491 4,716 4,954 5,203 5,463 5,736 6,022 Website Entry Specialist 01005 3,937 4,134 4,341 4,559 4,787 5,028 5,280 Work Center Coordinator 02390 9,073 9,528 10,013 10,513 11,039 11,592 12,170 Workforce Specialist I 08371 4,491 4,716 4,954 5,203 5,463 5,736 6,022 Workforce Specialist II 08372 5,053 5,306 5,570 5,848 6,142 6,448 6,771 Workforce Specialist III 08373 5,570 5,848 6,142 6,448 6,771 7,110 7,464 Workforce Specialist IV 08374 7,285 7,650 8,033 8,435 8,857 9,300 9,766 Youth Services Technician 05313 4,341 4,559 4,787 5,028 5,280 5,543 5,820 Zoo Curator 05430 5,877 6,172 6,480 6,804 7,145 7,501 7,876 Zoo Curator of Education 05450 5,993 6,293 6,607 6,937 7,285 7,650 8,033 Zoo Curator of Health 05451 5,792 6,082 6,386 6,705 7,040 7,391 7,761 Zoo Education Specialist 00930 4,716 4,954 5,203 5,463 5,736 6,022 6,324 City Council 42 – 110 6/6/2023
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JOB TITLE JOB
CODE
STEP
AAA
STEP
AA
STEP
A
STEP
B
STEP
C
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D
STEP
E
Zoo Keeper I 05420 3,977 4,176 4,385 4,604 4,835 5,078 5,331 Zoo Keeper II 05410 4,604 4,835 5,078 5,331 5,597 5,877 6,172 Zoo Operations Coordinator 05485 5,177 5,436 5,708 5,993 6,293 6,607 6,937 The (T) designates a terminal classification. A position classification that has been designated as terminal by formal City Council action will be deleted from the City’s Basic Classification and Compensation Plan when vacated by its last remaining incumbent. No new appointments may be made to a classification that has been so assigned.

City Council 42 – 111 6/6/2023
2022-2025 MOU City of Santa Ana & SEIU Full-Time Employees Unit Page 110

MONTHLY WAGE RATE SCHEDULE
EFFECTIVE JULY 14, 2024

JOB TITLE JOB
CODE
STEP
AAA
STEP
AA
STEP
A
STEP
B
STEP
C
STEP
D
STEP
E
Accountant I 01140 6,053 6,357 6,674 7,008 7,359 7,726 8,112 Accountant II 01150 6,974 7,323 7,688 8,072 8,476 8,900 9,345 Accounting Assistant 07010 4,718 4,955 5,205 5,465 5,737 6,023 6,326 Accounting Assistant/Systems Technician 07015 4,718 4,955 5,205 5,465 5,737 6,023 6,326 Accounts Payable Supervisor 07009 6,143 6,450 6,773 7,110 7,468 7,841 8,234 Active Transportation Coordinator 01295 7,540 7,918 8,314 8,730 9,167 9,625 10,109 Arts & Culture Specialist 02845 6,053 6,357 6,674 7,008 7,359 7,726 8,112 Assistant Buyer 00270 5,230 5,491 5,765 6,053 6,357 6,674 7,008 Assistant Community Planner 07611 6,326 6,641 6,974 7,323 7,688 8,072 8,476 Assistant Engineer 01601 6,641 6,974 7,323 7,688 8,072 8,476 8,900 Assistant Fleet Services Technician 00530 4,626 4,857 5,103 5,359 5,627 5,908 6,203 Assistant Instrument Technician 04125 5,412 5,683 5,966 6,264 6,578 6,906 7,251 Assistant Librarian 05180 4,931 5,179 5,438 5,709 5,995 6,295 6,610 Assistant Parks/Landscape Planner 00280 6,357 6,674 7,008 7,359 7,726 8,112 8,518 Assistant Plan Check Engineer 01410 9,033 9,485 9,960 10,458 10,981 11,530 12,106 Assistant Planner I 00040 6,326 6,641 6,974 7,323 7,688 8,072 8,476 Assistant Planner II 02440 6,974 7,323 7,688 8,072 8,476 8,900 9,345 Assistant Traffic Operations Engineer 02155 9,078 9,533 10,009 10,509 11,034 11,588 12,166 Associate Engineer 02100 9,033 9,485 9,960 10,458 10,981 11,530 12,106 Associate Park and Landscape Planner 01040 8,112 8,518 8,945 9,393 9,862 10,365 10,883 Associate Plan Check Engineer 02280 9,719 10,211 10,720 11,257 11,820 12,412 13,033 Associate Planner 02450 8,072 8,476 8,900 9,345 9,814 10,313 10,828 Bibliographic Technician 05150 4,696 4,931 5,179 5,438 5,709 5,995 6,295 Building Maintenance Aide 04315 4,237 4,450 4,672 4,906 5,154 5,412 5,683 Building Maintenance Supervisor 04310 6,641 6,974 7,323 7,688 8,072 8,476 8,900 Building Maintenance Technician 04140 5,154 5,412 5,683 5,966 6,264 6,578 6,906 Building Technician 02230 5,029 5,281 5,544 5,823 6,113 6,419 6,740 Business Tax Collector/Inspector 01240 5,307 5,572 5,850 6,143 6,450 6,773 7,110 Buyer 01350 6,450 6,773 7,110 7,468 7,841 8,234 8,645
Central Services Supervisor 07030 5,332 5,599 5,879 6,173 6,482 6,805 7,145 Civil Engineer 02132 9,719 10,211 10,720 11,257 11,820 12,412 13,033 Code Enforcement Associate 02780 5,154 5,412 5,683 5,966 6,264 6,578 6,906 Code Enforcement Officer 02740 6,388 6,707 7,042 7,395 7,765 8,153 8,560 Code Enforcement Supervisor 00070 7,180 7,540 7,918 8,314 8,730 9,167 9,625 Combination Building Inspector 06430 6,514 6,838 7,180 7,540 7,918 8,314 8,730 Community Development Analyst 07585 6,805 7,145 7,504 7,880 8,274 8,688 9,123 Community Development Commission
Secretary 07321 4,648 4,881 5,128 5,385 5,655 5,937 6,234 City Council 42 – 112 6/6/2023
2022-2025 MOU City of Santa Ana & SEIU Full-Time Employees Unit Page 111

JOB TITLE JOB
CODE
STEP
AAA
STEP
AA
STEP
A
STEP
B
STEP
C
STEP
D
STEP
E
Community Liaison 05000 7,008 7,359 7,726 8,112 8,518 8,945 9,393 Construction Inspector 02240 6,326 6,641 6,974 7,323 7,688 8,072 8,476 Contracts Administrator 01850 6,514 6,838 7,180 7,540 7,918 8,314 8,730 Corporate Yard Maintenance Attendant 04070 3,900 4,096 4,301 4,517 4,742 4,980 5,230 Correctional Records Specialist 07630 3,900 4,096 4,301 4,517 4,742 4,980 5,230 Correctional Records Supervisor 07629 5,683 5,966 6,264 6,578 6,906 7,251 7,613 Custodial Aide/Porter 04005 3,238 3,400 3,570 3,748 3,936 4,133 4,340 Custodian 04000 3,748 3,936 4,133 4,340 4,558 4,785 5,029 Custodian Supervisor 04090 4,931 5,179 5,438 5,709 5,995 6,295 6,610 Customer Service Representative 01220 4,906 5,154 5,412 5,683 5,966 6,264 6,578 Data Entry Office Asst 04200 4,237 4,450 4,672 4,906 5,154 5,412 5,683 Deputy Clerk of the Council 07050 5,205 5,465 5,737 6,023 6,326 6,641 6,974 DNA Coordinator 03100 4,718 4,955 5,205 5,465 5,737 6,023 6,326 Economic Development Specialist I 00560 7,008 7,359 7,726 8,112 8,518 8,945 9,393 Economic Development Specialist II 00550 8,072 8,476 8,900 9,345 9,814 10,313 10,828 Economic Development Specialist III 00350 9,345 9,814 10,313 10,828 11,370 11,940 12,535 Engineering Aide 02030 5,054 5,307 5,572 5,850 6,143 6,450 6,773 Engineering Technician 02035 5,307 5,572 5,850 6,143 6,450 6,773 7,110 Equipment Operator 00440 5,205 5,465 5,737 6,023 6,326 6,641 6,974 Equipment Operator - Water Services 04215 5,307 5,572 5,850 6,143 6,450 6,773 7,110 Facilities Supervisor 04370 6,641 6,974 7,323 7,688 8,072 8,476 8,900 Fleet Parts Specialist 00500 5,599 5,879 6,173 6,482 6,805 7,145 7,504 Fleet Services Supervisor 04770 7,110 7,468 7,841 8,234 8,645 9,078 9,533 Fleet Services Technician I 04720 5,332 5,599 5,879 6,173 6,482 6,805 7,145 Fleet Services Technician II 04730 5,879 6,173 6,482 6,805 7,145 7,504 7,880 Fleet Services Technician III 00450 6,326 6,641 6,974 7,323 7,688 8,072 8,476 General Maintenance Leader 04190 5,709 5,995 6,295 6,610 6,940 7,287 7,650 General Maintenance Supervisor 01010 6,641 6,974 7,323 7,688 8,072 8,476 8,900 General Maintenance Worker 04180 5,154 5,412 5,683 5,966 6,264 6,578 6,906 GIS Administrator 02190 7,880 8,274 8,688 9,123 9,579 10,059 10,562 GIS Systems Analyst/Programmer 02192 7,215 7,576 7,956 8,354 8,773 9,211 9,673 GIS Technician 02193 5,599 5,879 6,173 6,482 6,805 7,145 7,504 Graphics Designer I 01500 5,230 5,491 5,765 6,053 6,357 6,674 7,008 Graphics Designer II 02400 5,765 6,053 6,357 6,674 7,008 7,359 7,726 Housing Authority Analyst 01885 6,906 7,251 7,613 7,994 8,395 8,815 9,257 Housing Authority Coordinator 07640 9,393 9,862 10,365 10,883 11,427 11,998 12,598 Housing Authority Operations Supervisor 02720 7,650 8,032 8,436 8,857 9,301 9,765 10,262 Housing Programs Aide 07580 4,494 4,718 4,955 5,205 5,465 5,737 6,023 Housing Programs Analyst 01840 7,650 8,032 8,436 8,857 9,301 9,765 10,262 Housing Programs Coordinator 00520 9,393 9,862 10,365 10,883 11,427 11,998 12,598 City Council 42 – 113 6/6/2023
2022-2025 MOU City of Santa Ana & SEIU Full-Time Employees Unit Page 112

JOB TITLE JOB
CODE
STEP
AAA
STEP
AA
STEP
A
STEP
B
STEP
C
STEP
D
STEP
E
Housing Specialist I 01890 4,785 5,029 5,281 5,544 5,823 6,113 6,419 Housing Specialist II 01900 5,307 5,572 5,850 6,143 6,450 6,773 7,110 Information Services Representative 02670 5,054 5,307 5,572 5,850 6,143 6,450 6,773 Information Technology Support
Supervisor 06470 8,274 8,688 9,123 9,579 10,059 10,562 11,090 Information Technology Support
Technician I 00021 5,079 5,332 5,599 5,879 6,173 6,482 6,805 Information Technology Support
Technician II 00020 5,599 5,879 6,173 6,482 6,805 7,145 7,504 Instrument Technician 04130 5,908 6,203 6,514 6,838 7,180 7,540 7,918 Lead Accounting Assistant 07090 5,572 5,850 6,143 6,450 6,773 7,110 7,468 Lead Correctional Records Specialist 07628 4,785 5,029 5,281 5,544 5,823 6,113 6,419 Lead Police Records Specialist 07110 5,029 5,281 5,544 5,823 6,113 6,419 6,740 Librarian 05110 5,995 6,295 6,610 6,940 7,287 7,650 8,032 Library Services Assistant 05050 3,714 3,900 4,096 4,301 4,517 4,742 4,980 Library Technician 05076 4,471 4,696 4,931 5,179 5,438 5,709 5,995 Loan Specialist 07000 6,053 6,357 6,674 7,008 7,359 7,726 8,112 Mail Clerk/Messenger 07170 3,387 3,557 3,734 3,920 4,116 4,322 4,538 Maintenance Assistant 00740 3,767 3,955 4,153 4,361 4,580 4,809 5,054 Maintenance Worker I 04050 4,153 4,361 4,580 4,809 5,054 5,307 5,572 Maintenance Worker II 04060 4,696 4,931 5,179 5,438 5,709 5,995 6,295 Meter Reader Collector 01210 4,696 4,931 5,179 5,438 5,709 5,995 6,295 Network Engineer 06450 9,123 9,579 10,059 10,562 11,090 11,644 12,227 Network Specialist/WAN Systems
Administrator 06460 7,504 7,880 8,274 8,688 9,123 9,579 10,059 NPDES Manager 06440 8,518 8,945 9,393 9,862 10,365 10,883 11,427 Office Assistant 07180 3,748 3,936 4,133 4,340 4,558 4,785 5,029 Office Specialist 07190 3,320 3,486 3,659 3,843 4,035 4,237 4,450 Park Maintenance Aide 04860 2,854 2,996 3,146 3,302 3,468 3,641 3,823 Park Ranger 03610 5,709 5,995 6,295 6,610 6,940 7,287 7,650 Park Services Inspection Supervisor 04320 6,674 7,008 7,359 7,726 8,112 8,518 8,945 Park Services Inspector I 04105 4,258 4,471 4,696 4,931 5,179 5,438 5,709 Park Services Inspector II 04106 5,281 5,544 5,823 6,113 6,419 6,740 7,076 Parking Meter Operations Supervisor 02890 5,655 5,937 6,234 6,546 6,872 7,215 7,576 Parking Meter Technician I 07160 4,322 4,538 4,767 5,006 5,256 5,518 5,794 Parking Meter Technician II 00080 5,006 5,256 5,518 5,794 6,083 6,388 6,707 Permit Services Processor 07200 4,672 4,906 5,154 5,412 5,683 5,966 6,264 Permit Services Supervisor 02590 7,180 7,540 7,918 8,314 8,730 9,167 9,625 Permit Services Technician 02580 6,023 6,326 6,641 6,974 7,323 7,688 8,072 Planning Assistant 00050 5,737 6,023 6,326 6,641 6,974 7,323 7,688 Planning Commission Secretary 07320 5,230 5,491 5,765 6,053 6,357 6,674 7,008 Planning Technician 00641 4,955 5,205 5,465 5,737 6,023 6,326 6,641 Plans Examiner 02271 8,153 8,560 8,989 9,439 9,911 10,417 10,937 City Council 42 – 114 6/6/2023
2022-2025 MOU City of Santa Ana & SEIU Full-Time Employees Unit Page 113

JOB TITLE JOB
CODE
STEP
AAA
STEP
AA
STEP
A
STEP
B
STEP
C
STEP
D
STEP
E
Police Fiscal Officer 06290 7,613 7,994 8,395 8,815 9,257 9,719 10,211 Police Fiscal Services Supervisor 06295 6,546 6,872 7,215 7,576 7,956 8,354 8,773 Police Records Specialist 07220 4,096 4,301 4,517 4,742 4,980 5,230 5,491 Police Records Supervisor 07230 5,683 5,966 6,264 6,578 6,906 7,251 7,613 Police Systems Support Analyst 06475 8,518 8,945 9,393 9,862 10,365 10,883 11,427 Principal Librarian 05115 6,707 7,042 7,395 7,765 8,153 8,560 8,989 Principal Programmer Analyst 02630 9,123 9,579 10,059 10,562 11,090 11,644 12,227 Programmer Analyst 01460 7,504 7,880 8,274 8,688 9,123 9,579 10,059 Projects Manager 06140 8,476 8,900 9,345 9,814 10,313 10,828 11,370 Property Control Specialist 07250 4,696 4,931 5,179 5,438 5,709 5,995 6,295 Public Works Crew Leader 04040 5,709 5,995 6,295 6,610 6,940 7,287 7,650 Public Works Dispatcher 04519 4,384 4,603 4,834 5,079 5,332 5,599 5,879 Public Works Project Manager 04344 10,883 11,427 11,998 12,598 13,228 13,891 14,585 Public Works Projects Specialist 04340 7,042 7,395 7,765 8,153 8,560 8,989 9,439 Public Works Safety Assistant 05031 4,450 4,672 4,906 5,154 5,412 5,683 5,966 Public Works Safety Coordinator 05030 6,906 7,251 7,613 7,994 8,395 8,815 9,257 Purchasing Specialist 01345 4,718 4,955 5,205 5,465 5,737 6,023 6,326 Purchasing Supervisor 01340 8,032 8,436 8,857 9,301 9,765 10,262 10,775 Receptionist 00060 4,015 4,216 4,427 4,648 4,881 5,128 5,385 Records Specialist 07430 4,580 4,809 5,054 5,307 5,572 5,850 6,143 Recreation and Community Events
Supervisor 00460 7,145 7,504 7,880 8,274 8,688 9,123 9,579 Recreation and Community Services
Supervisor 01940 7,688 8,072 8,476 8,900 9,345 9,814 10,313 Recreation Leader 05310 3,503 3,678 3,861 4,055 4,258 4,471 4,696 Recreation Program Coordinator 05330 5,179 5,438 5,709 5,995 6,295 6,610 6,940 Reprographic Equipment Operator 07260 3,900 4,096 4,301 4,517 4,742 4,980 5,230 Residential Construction Specialist 02710 6,326 6,641 6,974 7,323 7,688 8,072 8,476 Revenue Supervisor 01090 6,203 6,514 6,838 7,180 7,540 7,918 8,314 Right-of-Way Coordinator 00118 4,471 4,696 4,931 5,179 5,438 5,709 5,995 Sanitation Inspector I 02200 4,955 5,205 5,465 5,737 6,023 6,326 6,641 Sanitation Inspector II 02210 6,053 6,357 6,674 7,008 7,359 7,726 8,112 Secretary 07270 4,672 4,906 5,154 5,412 5,683 5,966 6,264 Security Electronics Technician 01055 6,773 7,110 7,468 7,841 8,234 8,645 9,078 Senior Accountant 07490 7,613 7,994 8,395 8,815 9,257 9,719 10,211 Senior Accounting Assistant 07280 5,079 5,332 5,599 5,879 6,173 6,482 6,805 Senior Accounting Assistant/Systems
Technician 07016 5,079 5,332 5,599 5,879 6,173 6,482 6,805 Senior Civil Engineer 02131 10,883 11,427 11,998 12,598 13,228 13,891 14,585 Senior Combination Building Inspector 06431 7,180 7,540 7,918 8,314 8,730 9,167 9,625 Senior Community Development Analyst 07584 7,841 8,234 8,645 9,078 9,533 10,009 10,509 Senior Community Planner 07610 8,900 9,345 9,814 10,313 10,828 11,370 11,940 City Council 42 – 115 6/6/2023
2022-2025 MOU City of Santa Ana & SEIU Full-Time Employees Unit Page 114

JOB TITLE JOB
CODE
STEP
AAA
STEP
AA
STEP
A
STEP
B
STEP
C
STEP
D
STEP
E
Senior Construction Inspector 02239 7,180 7,540 7,918 8,314 8,730 9,167 9,625 Senior Correctional Records Specialist 07650 4,450 4,672 4,906 5,154 5,412 5,683 5,966 Senior Deputy Clerk of the Council 07290 6,113 6,419 6,740 7,076 7,431 7,803 8,194 Senior Electrical Systems Specialist (T) 02180 6,974 7,323 7,688 8,072 8,476 8,900 9,345 Senior Engineer 02111 10,883 11,427 11,998 12,598 13,228 13,891 14,585 Senior Fleet Services Supervisor 00840 7,841 8,234 8,645 9,078 9,533 10,009 10,509 Senior Grading Specialist 02260 7,008 7,359 7,726 8,112 8,518 8,945 9,393 Senior Housing Specialist 01860 6,546 6,872 7,215 7,576 7,956 8,354 8,773 Senior Land Surveyor 02040 11,427 11,998 12,598 13,228 13,891 14,585 15,314 Senior Librarian 05109 6,173 6,482 6,805 7,145 7,504 7,880 8,274 Senior Library Technician 05075 4,931 5,179 5,438 5,709 5,995 6,295 6,610 Senior Office Assistant 07330 4,237 4,450 4,672 4,906 5,154 5,412 5,683 Senior Office Specialist 07360 3,748 3,936 4,133 4,340 4,558 4,785 5,029 Senior Park Services Inspection Supervisor 06330 7,841 8,234 8,645 9,078 9,533 10,009 10,509 Senior Permit Services Technician 02581 6,450 6,773 7,110 7,468 7,841 8,234 8,645 Senior Plan Check Engineer 00330 10,883 11,427 11,998 12,598 13,228 13,891 14,585 Senior Planner 02470 9,167 9,625 10,109 10,614 11,146 11,703 12,288 Senior Plumbing/Mechanical Systems
Spec. 02430 6,974 7,323 7,688 8,072 8,476 8,900 9,345
Senior Police Records Specialist 07370 4,672 4,906 5,154 5,412 5,683 5,966 6,264 Senior Programmer Analyst 01470 8,274 8,688 9,123 9,579 10,059 10,562 11,090 Senior Residential Construction Specialist 02700 6,974 7,323 7,688 8,072 8,476 8,900 9,345 Senior Systems Administrator 00990 7,251 7,613 7,994 8,395 8,815 9,257 9,719 Senior Traffic Engineer 02151 10,883 11,427 11,998 12,598 13,228 13,891 14,585 Senior Transportation Analyst 01290 10,883 11,427 11,998 12,598 13,228 13,891 14,585 Senior Water Services Supervisor 07776 7,880 8,274 8,688 9,123 9,579 10,059 10,562 Senior Water Systems Operator 06240 6,514 6,838 7,180 7,540 7,918 8,314 8,730 Solid Waste Code Enforcement Officer 02741 6,388 6,707 7,042 7,395 7,765 8,153 8,560 Stock Clerk 01310 4,580 4,809 5,054 5,307 5,572 5,850 6,143 Storekeeper 01320 5,438 5,709 5,995 6,295 6,610 6,940 7,287 Stores & City Yard Property Specialist 01315 5,438 5,709 5,995 6,295 6,610 6,940 7,287 Stormwater Coordinator 00115 7,359 7,726 8,112 8,518 8,945 9,393 9,862 Street Lighting Maintenance Worker 04280 5,599 5,879 6,173 6,482 6,805 7,145 7,504 Street Maintenance Supervisor 04360 6,674 7,008 7,359 7,726 8,112 8,518 8,945 Street Painter 04160 5,029 5,281 5,544 5,823 6,113 6,419 6,740 Supervising Accountant 07500 8,476 8,900 9,345 9,814 10,313 10,828 11,370 Supervising Buyer 00269 7,468 7,841 8,234 8,645 9,078 9,533 10,009 Supervising Library Services Assistant 05055 4,340 4,558 4,785 5,029 5,281 5,544 5,823 Supervising Park Ranger 07470 6,450 6,773 7,110 7,468 7,841 8,234 8,645 Survey Party Chief 02070 7,431 7,803 8,194 8,603 9,033 9,485 9,960 Survey Party Technician I 02050 5,438 5,709 5,995 6,295 6,610 6,940 7,287 City Council 42 – 116 6/6/2023
2022-2025 MOU City of Santa Ana & SEIU Full-Time Employees Unit Page 115

JOB TITLE JOB
CODE
STEP
AAA
STEP
AA
STEP
A
STEP
B
STEP
C
STEP
D
STEP
E
Survey Party Technician II 02060 6,326 6,641 6,974 7,323 7,688 8,072 8,476 Systems Administrator 00120 6,203 6,514 6,838 7,180 7,540 7,918 8,314 Systems Technician 01060 4,626 4,857 5,103 5,359 5,627 5,908 6,203 Telecommunications Coordinator 00710 7,576 7,956 8,354 8,773 9,211 9,673 10,160 Telecommunications Customer Service
Representative 07140 4,931 5,179 5,438 5,709 5,995 6,295 6,610 Treasury Services Specialist 01165 5,465 5,737 6,023 6,326 6,641 6,974 7,323 Treasury Services Supervisor 07020 6,143 6,450 6,773 7,110 7,468 7,841 8,234 Tree Maintenance Supervisor 04330 6,641 6,974 7,323 7,688 8,072 8,476 8,900 Tree Trimmer 04170 5,029 5,281 5,544 5,823 6,113 6,419 6,740 Utilities Billing/Systems Technician 01215 4,906 5,154 5,412 5,683 5,966 6,264 6,578 Utilities Customer Service Supervisor 01219 6,203 6,514 6,838 7,180 7,540 7,918 8,314 Video Technician 06320 6,234 6,546 6,872 7,215 7,576 7,956 8,354 Water Conservation Specialist 07740 6,173 6,482 6,805 7,145 7,504 7,880 8,274 Water Services Crew Leader 07750 5,879 6,173 6,482 6,805 7,145 7,504 7,880 Water Services Meter Repairer I 07755 4,809 5,054 5,307 5,572 5,850 6,143 6,450 Water Services Meter Repairer II 07756 5,281 5,544 5,823 6,113 6,419 6,740 7,076 Water Services Production Supervisor 07795 6,805 7,145 7,504 7,880 8,274 8,688 9,123 Water Services Quality Coordinator 07760 7,540 7,918 8,314 8,730 9,167 9,625 10,109 Water Services Quality Inspector 07765 6,173 6,482 6,805 7,145 7,504 7,880 8,274 Water Services Quality Supervisor 07770 6,940 7,287 7,650 8,032 8,436 8,857 9,301 Water Services Supervisor 07775 6,940 7,287 7,650 8,032 8,436 8,857 9,301 Water Services Utility Inspector 07780 6,173 6,482 6,805 7,145 7,504 7,880 8,274 Water Services Worker I 07785 4,258 4,471 4,696 4,931 5,179 5,438 5,709 Water Services Worker II 07790 4,809 5,054 5,307 5,572 5,850 6,143 6,450 Water Systems Electrician 04540 6,514 6,838 7,180 7,540 7,918 8,314 8,730 Water Systems Operator I 00880 4,881 5,128 5,385 5,655 5,937 6,234 6,546 Water Systems Operator II 00920 5,385 5,655 5,937 6,234 6,546 6,872 7,215 Water Systems Operator III 04530 5,765 6,053 6,357 6,674 7,008 7,359 7,726 Web Systems Technician 01006 4,626 4,857 5,103 5,359 5,627 5,908 6,203 Website Entry Specialist 01005 4,055 4,258 4,471 4,696 4,931 5,179 5,438 Work Center Coordinator 02390 9,345 9,814 10,313 10,828 11,370 11,940 12,535 Workforce Specialist I 08371 4,626 4,857 5,103 5,359 5,627 5,908 6,203 Workforce Specialist II 08372 5,205 5,465 5,737 6,023 6,326 6,641 6,974 Workforce Specialist III 08373 5,737 6,023 6,326 6,641 6,974 7,323 7,688 Workforce Specialist IV 08374 7,504 7,880 8,274 8,688 9,123 9,579 10,059 Youth Services Technician 05313 4,471 4,696 4,931 5,179 5,438 5,709 5,995 Zoo Curator 05430 6,053 6,357 6,674 7,008 7,359 7,726 8,112 Zoo Curator of Education 05450 6,173 6,482 6,805 7,145 7,504 7,880 8,274 Zoo Curator of Health 05451 5,966 6,264 6,578 6,906 7,251 7,613 7,994 Zoo Education Specialist 00930 4,857 5,103 5,359 5,627 5,908 6,203 6,514 City Council 42 – 117 6/6/2023
2022-2025 MOU City of Santa Ana & SEIU Full-Time Employees Unit Page 116

JOB TITLE JOB
CODE
STEP
AAA
STEP
AA
STEP
A
STEP
B
STEP
C
STEP
D
STEP
E
Zoo Keeper I 05420 4,096 4,301 4,517 4,742 4,980 5,230 5,491 Zoo Keeper II 05410 4,742 4,980 5,230 5,491 5,765 6,053 6,357 Zoo Operations Coordinator 05485 5,332 5,599 5,879 6,173 6,482 6,805 7,145 The (T) designates a terminal classification. A position classification that has been designated as terminal by formal City Council action will be deleted from the City’s Basic Classification and Compensation Plan when vacated by its last remaining incumbent. No new appointments may be made to a classification that has been so assigned.

City Council 42 – 118 6/6/2023
2022-2025 MOU City of Santa Ana & SEIU Full-Time Employees Unit Page 117

EXHIBIT B

SPECIAL PROVISION
B.1 An incumbent who was employed as of August 16, 1991 in the classification of Assistant Plan Check Engineer I or II, Associate Plan Check Engineer, or Senior Plan Check Engineer and who, as of December 31, 1987, had possessed a valid Plan Examiner Certificate issued by the ICBO shall continue to be paid at rate set ten (10) salary rate ranges (approximately five percent (5.0%) above their then current base salary step.

However, effective January 1, 1988, said ten (10) range differential shall be reduced to five (5) salary rate ranges (approximately two and one-half percent (2.5%), for any incumbent of said classifications who is issued their initial certificate on or after January 1, 1988. Effective January 1, 2023, the pay differential in this provision shall be approximately two and one-half percent (2.5%) above their base monthly salary step. This provision only applies to the single employee receiving the pay differential and will sunset at the time the employee is no longer eligible (due to separation, change in classification or bargaining unit, etc.) to receive the pay differential in this provision.

City Council 42 – 119 6/6/2023
Human Resources
www.santa-ana.org/departments/human-resources/
Item # 43
City of Santa Ana
20 Civic Center Plaza, Santa Ana, CA 92701
Staff Report
June 6, 2023
TOPIC: Memorandum of Understanding between the City of Santa Ana and the Santa Ana Management Association and Resolution for Associated Unrepresented Classifications

AGENDA TITLE
Adoption of a Memorandum of Understanding Establishing the Terms and Conditions of Employment for Classifications Represented by the Santa Ana Management Association, Effective July 1, 2022 through June 30, 2025, and Adoption of a Resolution Updating the Salary Schedule for Associated Unrepresented Classifications

RECOMMENDED ACTION

1. Authorize the City Manager to execute a Memorandum of Understanding with the Santa Ana Management Association (“SAMA”) regarding wages, hours, and other terms and conditions of employment effective July 1, 2022 through June 30, 2025, and authorize non-substantive changes which may be necessary to implement the agreement.

2. Approve resolution updating the salary schedule for associated unrepresented classifications.

DISCUSSION
The City recently reached a tentative agreement with SAMA on a three (3) year successor Memorandum of Understanding (“MOU”) effective July 1, 2022 through June 30, 2025.

The tentative agreement has been ratified by SAMA membership. The major provisions of the agreement include: salary increases of three percent (3%) retroactive to July 1, 2022, three percent (3%) in July 2023, and three percent (3%) in July 2024; recognizing Cesar Chavez holiday; winter holiday closure language; increasing City medical contributions by one hundred dollars ($100) per month effective the first full pay period following City Council approval of the MOU, fifty dollars ($50) per month in January 2024, and fifty dollars ($50) per month in January 2025; and increasing management vacation hours from sixty-five (65) to eighty (80) hours per year.

Notably, at staff recommendation, the parties agreed to provide eligible employees with up to eight (8) weeks of City (employer)-paid parental leave for the birth, adoption, or foster of a child. The City of Santa Ana will be the first public agency in Orange County City Council 43 – 1 6/6/2023
Memorandum of Understanding between the City of Santa Ana and the Santa Ana Management Association and Resolution for Associated Unrepresented Classifications June 6, 2023