HomeMy WebLinkAboutE-20 Staff Report - Restated MOUs for ACEA CONSENT ITEM
E-20
TO: HONORABLE MAYOR AND MEMBERS OF THE CITY COUNCIL
VIA: SERGIO GONZALEZ, CITY MANAGER
FROM: TALIKA M. JOHNSON, DIRECTOR OF ADMINISTRATIVE SERVICES
DATE: JULY 20, 2020
SUBJECT: APPROVAL OF AMENDED AND RESTATED MEMORANDUM OF
UNDERSTANDING BETWEEN THE CITY OF AZUSA AND THE AZUSA CITY
EMPLOYEES ASSOCIATION (ACEA)
BACKGROUND:
The City’s Negotiation Team consisting of Talika Johnson, Director of Administrative Services, and
Kelsey Kenz, Human Resources Manager, has been in Negotiations with the Azusa City Employees
Association (ACEA). The City’s Memorandum of Understanding (MOU) with ACEA expired on June
30, 2020. Both parties have reached an agreement on an amended MOU. The proposed MOU provides
for a cost of living adjustment and makes other substantive changes to the terms and conditions of
employment with the ACEA. This action approves a restated and amended MOU with the ACEA with a
contract term through June 30, 2024.
RECOMMENDATION:
Staff recommends that the City Council take the following action:
1)Approval of amended and restated Memorandum of Understanding between the City of
Azusa and the Azusa City Employees Association.
ANALYSIS:
The MOU between the City of Azusa and ACEA expired on June 30, 2020. Negotiations with ACEA
commenced in May 2020. Sessions consisted of several discussions of the City’s current financial
position, future projections, and caution due to growing concern related to the Coronavirus (COVID-19)
Pandemic and potential impacts to the City’s revenues during the pandemic. The City’s current reserve
position is strong, and although some level of expectation of reduced revenues exists over the next
couple of years while recovering from the pandemic, the City has taken many positive steps to create
operational efficiencies and reduce costs, and to increase its revenue base by renegotiating contracts and
APPROVED
CITY COUNCIL
7/20/2020
ACEA MOU July 1, 2020 – June 30, 2024
July 20, 2020
Page 2
passing special revenue measures. Therefore, Staff recommends the Council consider the amended and
restated MOU as proposed.
Amongst several mutually agreed upon concessions, the provisions of the proposed MOU include the
following compensation and benefit adjustments:
1. Contract Term: July 1, 2020 through June 30, 2024.
2. Cost of Living Adjustment: Fiscal Year 2020-2021: $500.00 single lump sum payment
Fiscal Year 2021-2022: 4%
Fiscal Year 2022-2023: 3%
Fiscal Year 2023-2024: 3%
3. Callback Provisions: Increase in minimum call back time from two (2) hours to
three (3) hours
4. Deferred Compensation: Increase City’s contribution from $90 to $100 per month
5. Equipment Allowance: Addition of Public Works Project Manager classification to
those qualified to receive equipment allowance. Also City
shall pay for up to three (3) City logo shirts for
Development Services Assistant/Business License public
counter staff.
6. Longevity Premium: Increase Longevity Pay as follows:
10 years - $85 to $100
15 years - $175 to $200
20 years - $250 to $300
7. Compensatory Time: Increase the cap on comp time from 160 to 240 hours to
match other bargaining groups. Allow employees to cash
out comp time twice a year in June and November.
8. Sick Leave Addition of the ability to cash out 50% of sick leave upon
disability or voluntary retirement. Addition of ability to
cash out 50% of sick leave in excess of 320 hours to a
maximum of 240 hours for separation for other reasons.
Limit placed on probationary sick leave usage
reimbursement to sick leave taken in excess of state
mandated sick leave allowance during the first 90 days of
employment.
9. Bilingual Pay: Increase from $100 to $125 for both oral and written
10. Flexible Benefit Plan: Increase to max cap for FBP for all members:
ACEA MOU July 1, 2020 – June 30, 2024
July 20, 2020
Page 3
Effective upon ratification of MOU, FBP will increase to
$1,500/mo.
Effective January 1, 2021, employees whose premiums
exceed their FBP contribution amount can elect to redirect
of City paid deferred comp during open enrollment period
and place what would otherwise be contributed to deferred
comp to FBP contribution.
Other substantive language added to the MOU, include, but not limited to: applying a fairness agreement
for any Cost of Living Adjustments (COLA) increases issued in FY2020/21, adding a reopener option to
discuss the Flexible Benefit Plan (FBP) in Fiscal Year 2023/24, and adding step parents, step siblings,
grandparents in-law and grandchildren to the definition of immediate family as it relates to bereavement
leave.
The attached MOU is in draft format pending non-substantive language clean-up throughout MOU to
make certain clarifications for operational purposes, such as scheduling and defining the number of
probationary sick leave usage reimbursement taken in excess of state mandated sick leave allowance
during the first 90 days of employment.
FISCAL IMPACT:
The cost of the aforementioned ACEA benefit adjustments impacting 56 employees is estimated at
$858,460 for the four-year term of this contract, of which approximately 64% (or $545,330) is allocated
to the General Fund. Of the total estimated contract cost of $858,460, a portion of that total is cost,
$28,000, is for a one-time only payment. The first year cost has already been included in the Fiscal Year
2020/21 Adopted Budget, and subsequent year’s costs will be programmed in the annual budgets as
applicable.
Prepared by: Reviewed and Approved:
Talika M. Johnson Sergio Gonzalez
Director of Administrative Services City Manager
Attachment:
1) Amended and Restated Memorandum of Understanding between the City of Azusa and the
Azusa City Employees Association
MEMORANDUM OF UNDERSTANDING
BETWEEN
THE CITY OF AZUSA
AND
THE AZUSA CITY EMPLOYEES ASSOCIATION
EFFECTIVE JULY 1, 2020 THROUGH JUNE 30, 2024
DRAFT
Attachment 1
TABLE OF CONTENTS (to be updated in Final Version)
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1. TERM OF MEMORANDUM OF UNDERSTANDING ............................................................. 1
2. MAINTENANCE OF EXISTING BENEFITS .......................................................................... 1
3. SAVINGS CLAUSE ............................................................................................................... 1
4. TOTAL COMPENSATION ..................................................................................................... 2
5. SEPARABILITY ..................................................................................................................... 2
6. IMPLEMENTATION .............................................................................................................. 2
7. NON-DISCRIMINATION ....................................................................................................... 2
7.1 Protection of Rights ................................................................................................... 2
7.2 Anti-Discrimination ..................................................................................................... 2
8. CITY RIGHTS ....................................................................................................................... 3
8.1 Management Rights ................................................................................................... 3
8.2 Conformance with Rules ............................................................................................ 4
8.3 Meet and Confer ........................................................................................................ 4
9. UNION RIGHTS .................................................................................................................... 5
9.1 New Employee Orientation ........................................................................................ 5
9.2 Dues Deductions ....................................................................................................... 5
9.3 Indemnification .......................................................................................................... 5
10. WORKWEEK AND TIMEKEEPING INTERVAL ..................................................................... 5
10.1 Workweek .................................................................................................................. 5
10.2 Workday .................................................................................................................... 6
10.3 Timekeeping Interval ................................................................................................. 6
11. SALARY ................................................................................................................................ 6
11.1 Single Lump Sum Payment ........................................ Error! Bookmark not defined.
11.2 Automatic Payroll Deposit .......................................................................................... 7
12. ADDITIONAL COMPENSATION/ PREMIUM PAY ................................................................ 7
12.1 Acting Pay ................................................................................................................. 7
12.2 Bilingual Pay .............................................................................................................. 7
12.3 Callback ..................................................................................................................... 8
12.4 Deferred Compensation (Employer Paid) .................................................................. 9
12.5 Equipment Allowance ................................................................................................ 9
12.6 Longevity Premium .................................................................................................. 10
12.7 Overtime/Compensatory Time ................................................................................. 10
TABLE OF CONTENTS (to be updated in Final Version)
iii
12.8 Standby Pay ............................................................................................................ 11
12.9 Uniform Allowance ................................................................................................... 12
12.10 Weekend Assignment .............................................................................................. 12
12.11 Confined Space Pay ................................................................................................ 12
13. DAMAGE TO PERSONAL EFFECTS ................................................................................. 13
14. EMPLOYEE ASSISTANCE PLAN ....................................................................................... 13
15. FLEXIBLE BENEFIT PLAN ................................................................................................. 13
15.1 Definition ................................................................................................................. 13
15.2 Amount of Monthly Benefit ....................................................................................... 13
15.3 Opt Out or Opt for Less Coverage ........................................................................... 14
15.4 Eligibility .................................................................................................................. 14
15.5 Termination.............................................................................................................. 14
16. LEAVE TYPES .................................................................................................................... 15
16.1 Bereavement Leave ................................................................................................. 15
16.2 Holidays ................................................................................................................... 15
16.3 Industrial Leave ....................................................................................................... 16
16.4 Sick Leave ............................................................................................................... 18
16.5 Vacation .................................................................................................................. 22
17. LICENSE RENEWAL .......................................................................................................... 23
18. LIFE INSURANCE .............................................................................................................. 23
19. LONG TERM DISABILITY INSURANCE ............................................................................. 23
20. RETIREMENT ..................................................................................................................... 24
20.1 Optional Benefits ..................................................................................................... 24
20.2 Health Insurance During Retirement ........................................................................ 25
20.3 Health Reimbursement Account (HRA) .................................................................... 26
21. TUITION REIMBURSEMENT .............................................................................................. 27
22. FLEXIBLE STAFFING POSITIONS ..................................................................................... 28
23. JOB SHARING .................................................................................................................... 28
23.1 Job Sharing Definition .............................................................................................. 28
23.2 Benefits ................................................................................................................... 28
23.3 Job Sharing Employee ............................................................................................. 29
23.4 Vacancy of Job Share Position ................................................................................ 29
23.5 Resumption of Full-Time Status ............................................................................... 29
23.6 Involuntary Conversion to or from Job Sharing Status ............................................. 29
23.7 Salary Anniversary Date .......................................................................................... 29
TABLE OF CONTENTS (to be updated in Final Version)
iv
24. LAY OFF ............................................................................................................................. 29
25. REOPEN OF NEGOTIATIONS DURING TERM OF AGREEMENT .................................... 30
1
MEMORANDUM OF UNDERSTANDING
BETWEEN THE CITY OF AZUSA AND THE
AZUSA CITY EMPLOYEES ASSOCIATION
July 1, 2020 THROUGH June 30, 2024
This Memorandum of Understanding is entered into with reference to the following facts:
a. The Azusa City Employees Association (ACEA) (hereinafter referred to as
"Association") is the recognized employee organization representing those
personnel (hereinafter referred to as "employees") employed by the various
departments of the City of Azusa (hereinafter referred to as "City"), and
occupying the classifications as listed in Exhibits "A," attached hereto;
b. In the interest of maintaining harmonious relations between the City and
those employees represented by the Association, authorized
representatives of the City and the Association have met and conferred in
good faith, exchanging various proposals concerning wages, hours and
other terms and conditions of employment to affected employees; and
c. The authorized representatives of the City and the Association have
reached an understanding and agreement as to certain changes in wages,
hours and other terms and conditions of employment of the affected
employees which shall be submitted to the City Council of the City for
approval and implementation of these changes by appropriate ordinance,
resolution, or other lawful action.
Therefore, the City and the Association agree that, subject to approval and
implementation by the City Council of the City, the wages, hours and other terms and
conditions of employment for all affected employees shall be altered as follows:
1. TERM OF MEMORANDUM OF UNDERSTANDING
The term of this Memorandum of Understanding (MOU) shall commence July 1, 2020,
and shall continue in full force and effect until June 30, 2024.
2. MAINTENANCE OF EXISTING BENEFITS
Except as provided herein, all wages, hours and economic terms and conditions of
employment presently enjoyed by employees shall remain in full force and effect during
the entire term of this Memorandum of Understanding unless mutually agreed to the
contrary by both parties hereto.
3. SAVINGS CLAUSE
Should any State or Federal law mandate the loss of revenue to the City as a result of
the implementation of any clause of this Memorandum of Understanding, or should any
State or Federal law render a clause(s) of this Memorandum of Understanding invalid,
then those changes alone shall not be given effect and the remainder of this
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Memorandum of Understanding shall be unaffected and shall remain in full force and
effect.
4. TOTAL COMPENSATION
As a matter of philosophy, the Association and the City recognize that compensation
consists of terms and conditions of employment other than those represented solely by
salary. Further, the City and the Association recognize that the changes in wages, hours
and other terms and conditions of employment as set forth in this Memorandum of
Understanding constitute additions to the total compensation received by affected
employees.
5. SEPARABILITY
Should any provisions of this Memorandum of Understanding be found to be inoperative,
void, or invalid by a court of competent jurisdiction, all other provisions of this
Memorandum of Understanding shall remain in full force and effect for the duration of this
Memorandum of Understanding.
6. IMPLEMENTATION
This Memorandum of Understanding is subject to approval of the City Council of the City
of Azusa, and following such approval shall be implemented by appropriate resolution(s)
or ordinance(s) of the City Council.
7. NON-DISCRIMINATION
7.1 Protection of Rights
The parties mutually recognize and agree to protect the rights of all
employees hereby to join and/or participate in protected Association
activities or to refrain from joining or participating in protected activities in
accordance with Government Code Section 3500, et seq.
7.2 Anti-Discrimination
The City and the Association agree that they shall not discriminate against
any employee because of race, ethnicity, color, sex, sexual orientation,
gender identity or expression, age, national origin, disability, veteran status,
marital status, or political or religious opinions or affiliations. The City and
the Association shall reopen any provisions of this Agreement for the
purpose of complying with any final order of the federal or state agency or
court of competent jurisdiction requiring a modification or change in any
provision or provisions of this Agreement in compliance with state or federal
anti-discrimination laws.
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8. CITY RIGHTS
8.1 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(s) of this Memorandum of Understanding or by law to manage the
City, as such rights existed prior to the execution of this Memorandum of
Understanding. The sole and exclusive rights of Management, as they are
not abridged by this Memorandum of Understanding or by law, shall include,
but not be limited to, the following:
8.1.1 To manage the City generally and to determine the issues of
policy.
8.1.2 To determine the existence or nonexistence of facts which are
the basis of the Management decision.
8.1.3 To determine the necessity and organization of any service or
activity conducted by the City and expand or diminish
services.
8.1.4 To determine the nature, manner, means and technology, and
extent of services to be provided to the public.
8.1.5 To determine methods of financing.
8.1.6 To determine types of equipment or technology to be used.
8.1.7 To determine and/or change the facilities, methods,
technology, means, and size of the work force by which the
City operations are to be conducted.
8.1.8 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
operations of the City.
8.1.9 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.
8.1.10 To relieve employees from duties for lack of funds or lack of
work or similar non-disciplinary reasons.
8.1.11 To establish and modify productivity and performance
programs and standards.
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8.1.12 To discharge, suspend, demote or otherwise discipline
employees for proper cause.
8.1.13 To determine job classification and to reclassify employees.
8.1.14 To hire, transfer, promote or demote employees for non-
disciplinary reasons in accordance with this Memorandum of
Understanding and applicable Resolutions and Codes of the
City.
8.1.15 To determine policies, procedures and standards for
selection, training and promotion of employees.
8.1.16 To establish employee performance standards including, but
not limited to, quality and quantity standards and to require
compliance therewith.
8.1.17 To maintain order and efficiency in its facilities and operation.
8.1.18 To establish and promulgate and/or modify rules and
regulations to maintain order and safety in the City which are
not in contravention with this Agreement.
8.1.19 To take any and all necessary action to carry out the mission
of the City in emergencies.
8.2 Conformance with Rules
The City shall have the right to exercise the rights provided in sections 8.1.1
through 8.1.19 of the Management rights clause, in accordance with the
Personnel Rules and Regulations as they exist as of May 16, 1988, and
shall exercise these rights in conformance with the Personnel Rules and
Regulations.
8.3 Meet and Confer
Except in emergencies, or where the City is required to make changes in its
operations because of the requirements of law, whenever the exercise of
Management's rights shall impact on employees of the bargaining unit, the
City agrees to meet and confer with representatives of the Association
regarding the impact of the exercise of such rights, unless that matter of the
exercise of such rights is provided for in this Memorandum of
Understanding, or in Personnel Rules and Salary Resolutions and
Administrative Code(s) which are incorporated in this Agreement. By
agreeing to meet and confer with the Association as to the impact and the
exercise of any of the foregoing City Rights, Management's discretion in the
exercise of these rights shall not be diminished.
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9. UNION RIGHTS
9.1 New Employee Orientation
In accordance with AB 119, the City shall notify the Board when a new employee
is hired into the bargaining unit, including during new employee onboarding and
when a new employee orientation occurs. A Board Representative will notify the
City when a new employee has signed a membership card authorizing
membership dues deduction and when such deductions shall begin. The City shall
also provide the Association Board with periodic lists of employees in the
bargaining unit. The City shall also provide reasonable paid release time of an
hour for the Board to meet with new employees for the purposes of discussing
membership in the Association.
9.2 Dues Deductions
The City shall deduct dues on a regular payroll basis from the pay of all Association
members. Such deductions shall be authorized in writing on a form approved and
provided by the Association for this purpose. The membership cards shall be
retained by the Association. The City shall rely on a certification from the
Association for the authorization, modification, or cancellation of any/all dues
deductions. The City shall remit such funds to the Association within thirty (30)
days following their deduction.
9.3 Indemnification
In accordance with SB 866, the Association shall indemnify, defend, and hold the
City harmless against any liability arising from any claims, demands, or other
action relating to the City’s compliance with the terms of this Article.
10. WORKWEEK AND TIMEKEEPING INTERVAL
10.1 Workweek
The regular workweek for all employees covered by this document shall be
forty (40) hours for a seven (7) day period beginning at 12:01 a.m. each
Sunday and shall consist of four (4) consecutive days a week and ten (10)
hours per day. Within certain departments there exists a need for certain
employees to work a five (5) day forty (40) hour week. Upon a clear showing
of need the department head may schedule employees accordingly. .
Departments open to the public for more than 4 days a week can schedule
a (5) day forty (40) hour week to meet the needs of the department. Daily
hours of work or shifts for employees within departments shall be assigned
by the department head, as required to meet the needs of the department
10.1.1 Notwithstanding 8.1.9, the City may maintain a five, eight-hour
days per week schedule for employees currently assigned to
such a schedule. Further, the City may assign a five, eight-
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hour per week schedule to employees preferring to work such
a schedule.
10.1.2 Employees required to work a 5/8 schedule due to City
operational needs, may be eligible for an additional 8 hours of
floating holiday time if the department Director with City
Manager approval chooses to close the department the day
after a designated holiday and it is one of the employees
scheduled work days.
For example, the library is traditionally closed on
Thanksgiving Day, a City designated holiday. The Director
may choose with City Manager approval to close the library
on the following Friday. If an employee’s regularly scheduled
shift would require them to work the Friday, the employee will
receive 8 hours of floating holiday pay for that day.
Employees choosing to work a M-F schedule are not eligible
for the extra floating holiday.
10.2 Workday
Except as provided in 8.1.1, the workday will consist of ten and one half
(10½) hours with one-half (½) hour for lunch and 40 minutes of breaks to be
scheduled in light of the departmental policy. Or 8 and one-half hours (8 ½)
with one-half hour (½) for lunch and 40 minutes of breaks to be scheduled
in light of the departmental policy.
The City reserves the right to determine the beginning and ending times of
the workday.
10.3 Timekeeping Interval
In compliance with FLSA, the minimum timekeeping interval shall be fifteen
(15) minutes. Periods of time of seven (7) minutes or less shall be rounded
down and periods of time of eight (8) minutes or more shall be rounded up.
11. SALARY
Effective July 1, 2020 all unit members covered by this MOU on the effective
date will receive a $500.00 one-time stipend.
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11.1 COST OF LIVING ADJUSTMENT (COLA)
11.1.1 Effective July 1, 2021, the base salary range of each
classification in the bargaining unit shall be increased by four
percent (4%).
11.1.2 Effective July 1, 2022, the base salary range of each
classification in the bargaining unit shall be increased by three
percent (3%).
11.1.3 Effective July 1, 2023, the base salary range of each
classification in the bargaining unit shall be increased by three
percent (3%).
11.2 Automatic Payroll Deposit
The City will continue to offer Automatic Payroll Deposit in cooperation with
any bank that utilizes the Automated Clearing House service.
12. ADDITIONAL COMPENSATION/ PREMIUM PAY
12.1 Acting Pay
An employee, assigned the full responsibility and decision making authority
of a higher classification shall be paid (from the first day of the assignment),
at the lowest step of the pay range for the higher classification that provides
at least a 5% increase but does not exceed the top step of the range for the
higher classification.
An employee assigned the majority of the work for a higher classification
for a period in excess of 80 consecutive work hours shall be paid, following
the 80th hour of the assignment, at the lowest step of the pay range for the
higher classification that provides at least a 5% increase but does not
exceed the top step of the range for the higher classification.
An employee may decline the assignment to a higher classification.
An employee shall not continue acting in a temporary assignment for more
than 90 working days in any fiscal year.
An employee otherwise eligible for acting pay shall not be eligible during
scheduled periods of vacation or when on sick leave.
12.2 Bilingual Pay
The City shall pay an additional $100 per month to personnel demonstrating
a proficiency in the foreign language if they are assigned and required to
speak and translate the foreign language in the performance of their duties.
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An additional payment of $100 per month shall be paid to those who are
proficient in written translation as well. Such payment is conditional upon
demonstration of foreign language proficiency by a qualified third-party
examiner mutually agreed upon by both the City and the Association.
Effective July 1, 2020 the City shall pay $125 per month to personnel
demonstrating a proficiency in the foreign language should they be
assigned to speak and translate the language in the performance of their
duties.
Effective July 1, 2020 an additional payment of $125 per month shall be
paid to those who are proficient in written translation as well, should it be
required in the performance of their duties.
Employees may apply for bilingual pay at any time; however, examinations
shall be conducted semi-annually or at time of hire
12.3 Callback
If an employee is required to be called back to work after completing his or
her normal shift or after having left City premises or the employee's work
location, the employee shall be compensated at the appropriate rate for
each hour worked on Callback with a minimum of (3) hours Callback
compensation at the appropriate rate, regardless of whether the employee
actually works less than three (3) hours. This provision shall be applicable
to an employee even though the employee's regular work week is not
complete but shall not apply to an employee who is continuing on duty for
his/her normal work shift. For the purposes of this section only, the time
starts when the Callback call is received by the employee.
12.3.1 Appropriate Rate of Pay for Callback
The rate of pay for the first Callback during a twenty-four (24)
hour period (defined for this section only as 4:00 p.m. to 4:00
p.m. the next calendar day) shall be at one and one-half (1½)
times the normal rate of pay, except between 12 midnight and
5 a.m., when the first call shall be compensated at double-
time (2) rate. All other Call backs during the same twenty-four
(24) hour period as defined above shall be compensated at
the double-time (2) rate. Call backs may be entered as
overtime or as compensatory time off within applicable limits.
In the event that an employee is summoned to work before
four o'clock (4 a.m.) in the morning he or she shall be
compensated at two (2) times the normal rate of pay until
either he or she has a six hour rest period.
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In the event that an employee is summoned to work between
4 a.m. and 5 a.m. and is required to continue to work, he or
she shall be compensated one and one-half (1 1/2) times the
regular rate of pay for all work performed after 5 a.m. until he
or she has a six (6) hour rest period.
All hours worked in excess of twelve (12) consecutive hours
shall be compensated at two (2) times the normal rate until
the employee has a six (6)-hour break.
12.4 Deferred Compensation (Employer Paid)
Effective July 1, 2020 the City shall provide $100 per month in deferred
compensation to each employee.
Effective January 1, 2021 and each year during the open enrollment period
employees whose premiums exceed their FBP contribution amount have
the option to redirect the City paid deferred compensation contribution of
$100.00 and have that amount added to their FBP.
12.5 Equipment Allowance
The City shall provide a personal Equipment Allowance of three hundred
dollars ($300) per authorized employee in the classifications listed below
for up to two (2) pairs of safety shoes/boots or garment per year as required
by the department head. Those members of the association who are
employed less than the fiscal year shall have their Equipment Allowance
prorated:
Building Inspector I/II
Building Technician
Community Improvement Inspector
Senior Community Improvement Inspector
Community Improvement Supervisor
Engineering Associate
Engineering Assistant
Engineering Assistant II
Engineering Technician
IT Analyst
Senior IT Analyst
Senior Plans Examiner
Effective July 1, 2020, Public Works Project Manager shall be added to
the classification list.
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Effective July 1, 2020 the City shall pay for up to three (3) City logo shirts
for Development Services Assistant/Business License public counter staff.
12.6 Longevity Premium
Effective July 1, 2020, the monthly Longevity Pay for employees shall be in
accordance with the following schedule.
10 yrs = $100
15 yrs = $200
20 yrs = $300
Notwithstanding the foregoing, employees currently receiving a higher
dollar amount of longevity pay than the amount provided for above shall
continue to receive the higher dollar amount until eligible for an increase
based on the schedule set forth above.
12.7 Overtime/Compensatory Time
Employees shall be entitled to Overtime Pay or Compensatory Time off for
all hours worked in excess of ten (10) hours in one work day or forty (40)
hours within the employee's regular work week. Employees who work a 5/8
schedule shall be entitled to Overtime Pay for Compensatory Time off for
all hours worked in excess of eight (8) hours in one work day or forty (40)
hours within the employee’s regular work week. For the purposes of this
agreement, Holiday Pay, Sick Leave, and other compensated time off shall
count for the hours. Compensatory Time may be accumulated at the
appropriate rate for each hour of overtime worked to the maximum accrual
rate set by Federal law.
Overtime Pay or Compensatory Time off for Overtime Pay shall be
accumulated in no less than fifteen minutes per day increments. When an
employee works less than fifteen minutes per day of overtime, the employee
shall not receive compensatory time for such overtime.
In order to be entitled to any compensation for overtime hours worked, such
overtime work must have been authorized by the department head or the
City Manager. Effective July 1, 2020, accumulated Compensatory Time not
taken off in the pay period in which it was earned, may be carried over to a
maximum of two hundred forty (240) hours.
12.7.1 Overtime Meal Policy
12.7.1.1 Beyond Regular Shift
When an employee is required to work continuous,
unplanned overtime beyond his or her regular shift, he
or she shall be provided with a meal and time to eat the
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meal no more than two hours after the commencement
of such work and no less frequently than every four
hours actually worked thereafter or he or she shall
receive a meal reimbursement of sixteen dollars ($16)
for each such period.
12.7.1.2 Outside of Regular Shift
When an employee is required to perform scheduled or
unscheduled work outside of his or her regular work
hours, as a result of an emergency situation, he or she
shall be provided with a meal and the time to eat the
meal no less frequently than every four (4) hours or a
meal reimbursement of sixteen dollars ($16) for each
such four (4) hour period.
12.7.1.3 Before 5 a.m.
In the event that an employee is summoned to work
before five o'clock in the morning (5 a.m.) and is
required to continue to work into his or her regular shift
on the same task that he or she was summoned for, he
or she shall be provided with a meal and time to eat the
meal no less frequently than every four (4) hours or a
meal reimbursement of sixteen dollars ($16) for each
such four (4) hour period.
12.7.2 Cash-In Policy
With the approval of the Department Head or City
Manager, an employee may cash-in compensatory
time twice a year in June and November.
12.8 Standby Pay
12.8.1 Definition
An employee shall receive Standby Pay when he or she is
required to be available for work for twenty-four (24) hours a
day on seven (7) consecutive days.
12.8.2 Standby Pay
The City agrees to pay time and one-half (1½) for Standby
time with a minimum of two (2) hours per day, which will result
in three (3) hours of regular pay. The hours shall be entered
on time sheets as Premium Standby.
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12.8.3 Qualifications
The Department Head shall determine which employees are
qualified for Standby assignment. If an Employee cannot
serve on Standby due to insufficient practical knowledge, the
Department Head shall make an alternate assignment.
Standby assignment shall apply to those employees whose
domicile is close enough to Azusa to permit them to respond
to a call out in one-half (½) hour or less. Employees shall
serve on a rotating basis.
12.8.4 Vehicle Assignment
The City agrees to provide an equipped vehicle to one
employee for each department that has employees on
Standby. If more than one employee is on Standby at the
same time, the vehicle shall be assigned to the employee
whose domicile is geographically closest to the City’s
Corporation Yard. The assigned standby vehicle shall not be
used for personal business.
12.9 Uniform Allowance
Association employees that are regularly assigned to work in departments
wherein employees typically receive a Uniform Allowance shall receive a
Uniform Allowance commensurate with that of their respective work groups.
12.10 Weekend Assignment
Within certain departments there may exist a need for certain employees to
work a scheduled four (4) consecutive day forty (40) hour workweek which
includes Saturday and/or Sunday. There also may exist a need for certain
employees to work a scheduled five (5) consecutive day forty (40) hour
workweek which includes Saturday and/or Sunday. Any employees so
assigned shall receive an additional One Dollar ($1.00) per hour for those
hours worked on Saturday or Sunday or both if included within their forty
(40) hour work week. This additional pay constitutes premium pay, and is
not to be considered as part of the employee's base salary.
12.11 Confined Space Pay
Effective upon ratification of this MOU, the City shall pay a certification
incentive pay, at a flat rate of $150 per month to each employee who
maintains a valid certification in Confined Space Entry. The employee shall
receive the incentive pay beginning the first full pay period after submission
of the documentation showing completion to his/her supervisor or designee.
It is the employee’s responsibility to ensure the certification is kept current
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and submit the required documents in a timely manner to continue to
receive the incentive. Employees whose certifications expire will not be paid
the incentive until a copy of the renewed certificate is submitted.
13. DAMAGE TO PERSONAL EFFECTS
If, in the course of business, an office employee's personal clothing or effects is
accidentally damaged or destroyed, the employee may submit a claim for reimbursement
up to one hundred dollars ($100) to the department head or his or her designee, who shall
have the authority to investigate the claim and recommend to the City Manager, or his or
her designee, to pay the full amount of the claim, deny the claim, or apportion the claim
based on normal wear and tear of the item and/or the extent of the employee's negligence
in following proper safety procedures. It is expressly understood that stockings and socks
are exempt from this procedure. It is further expressly understood that prescription eye
glasses or contact lenses and hearing aid devices are exempt from the one hundred dollar
($100) limit.
14. EMPLOYEE ASSISTANCE PLAN
The City will continue to maintain the Employee Assistance Plan.
15. FLEXIBLE BENEFIT PLAN
15.1 Definition
Effective August 1, 1993, the City's existing Cafeteria Benefit Plan (CBP)
was converted to an IRS Section 125 Flexible Benefit Plan (FBP)
administered by either the City or its designee Effective March 21, 2016, the
City added a voluntary vision plan applicability to the FBP with no city
contribution.
15.2 Amount of Monthly Benefit
Effective July 1, 2020, the Flexible Benefit Plan will increase to one
thousand five hundred dollars ($1,500) per month for each employee. This
plan is voluntary and can be used by the employee to pay, to the extent
available, for qualified benefits as determined by the IRS. The employee
understands that, in the event the total premiums and/or expenses for
qualified benefits selected by him/her exceed the amount of the FBP, the
excess shall be deducted from pre-tax wages.
Effective January 1, 2021 and each year during the open enrollment period
employees whose premiums exceed their FBP contribution amount have
the option to redirect the City paid deferred compensation contribution of
$100.00 and have that amount added to their FBP (see 12.4).
The City is agreeable to a reopener to discuss a potential increase to the
FBP in the final year 2024 of this MOU. Any increase negotiated would be
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effective January 1, 2024. The bargaining group must approach the Human
Resources Department Division to request a reopener if it is desired at that
time.
15.3 Opt Out or Opt for Less Coverage
Employees hired on or before March 21, 2016:
Employees who opt out of coverage or use a portion of the City Flex Benefit
Plan, are eligible to cash out up to one thousand- three hundred forty-six
dollars ($1,346/mo.) until December 31, 2019. Effective January 1, 2020,
the cash out option will decrease to one thousand dollars ($1,000/mo.)
including employees using a portion of the FBP. Employees may use the
excess of the FBP to purchase vision, dental or other supplemental benefits
at the employee’s option.
Employees hired after March 21, 2016:
New employees hired on or after March 21, 2016 may opt out (medical
waiver) of the Flexible Benefit Plan and receive three hundred dollars ($300)
in lieu of participation. New employees may use FBP to purchase vision,
dental or other supplement benefits at the employee’s option. New
employees forfeit any unused FBP as currently stated in MOU .
15.4 Eligibility
In order for an employee to be eligible for the FBP in any given month,
he/she must be on payroll on the first work day (excluding recognized paid
City holidays) of that month.
A new employee, hired after March 21, 2016, will be eligible for the full FBP
applicable to his/her bargaining unit if he/she begins work on the first work
day (excluding recognized paid City holidays) of the month. An employee
whose date of hire is on the second work day (excluding recognized paid
City holidays) of the month or thereafter will not be eligible for the FBP for
that month.
If an employee does not meet the qualifying work time in any given month,
arrangements must be made with the Finance Department to reimburse the
City for any benefits that have already been paid out on the employee's
behalf for that month. The Finance Department will notify the employee if
he/she has not met the qualifying work time for eligibility for the FBP.
15.5 Termination
The City will not be responsible for payment of any qualified benefits on
behalf of the employee following the month of termination. If an employee
represented by the Association wishes to continue his/her qualified benefits,
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advance payment for such qualified benefits will be deducted from the
employee's final pay.
16. LEAVE TYPES
16.1 Bereavement Leave
An employee may be permitted to take up to forty (40) hours of
Bereavement Leave in the event of the death of a member of his or her
immediate family. "Immediate family" member is herewith defined as a
mother, father, brother, sister, step parents, step siblings, spouse, child,
mother-in-law, father-in-law, grandparents, grandparents in-law,
grandchildren or relative living within the employee's household. Persons
in loco parentis (in the position or place of a parent) may also be considered
under certain circumstances. Such leave shall not be charged against the
employee's Sick Leave or Vacation. In addition to Bereavement Leave, an
employee may request up to two (2) days of Sick Leave in the event of the
death of an immediate family member. Such leave shall be charged against
the employee's accrued Sick Leave balance and shall be considered in
calculating his or her ability to convert the balance.
Bereavement Leave for close personal relationships other than listed
relationships may be approved by Department Head and Director of Human
Resources.
16.2 Holidays
16.2.1 Designated Holidays
The employee shall receive time off with pay for the following
holidays but only if the employee is paid for the scheduled
workday that precedes and follows the holiday. If a holiday
falls on an employee's scheduled day off, the employee shall
receive the holiday on the next scheduled business day.
The dates upon which these holidays shall be observed are
listed below:
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Holiday Schedule Month FY 2020/2021 FY 2021/2022 FY 2022/2023 FY 2023/2024
Independence Day
July 4th July 6 5* 4* 4*
Labor Day
1st Monday in September Sept 7* 6* 5* 4*
Columbus Day
2nd Monday in October Oct 12* 11* 10* 9*
Veteran’s Day
November 11th Nov 11 11 10 13
Thanksgiving Day
4th Thursday in
November
Nov 26 25 24 23
Christmas Day
December 25th Dec 24 27 26 25
New Year’s Day
January 1st Jan Dec 31 3 2* 1*
Martin Luther King Day
3rd Monday in January Jan 18* 17* 16* 15*
President’s Day
3rd Monday in February Feb 15* 21* 20* 19*
Memorial Day
Last Monday in May May 31* 30* 29* 27*
* = Monday
16.2.2 Floating Holidays
The City and the Association agree to two floating holidays of
ten (10) hours each. All floating holidays shall be requested
in advance from the appropriate department head. Enough
employees shall remain at work during floating holidays so
that the City's business may be conducted. Floating holidays
shall accrue on July 1 and must be taken by the following June
30, or the hours will be forfeited.
16.3 Industrial Leave
A regular employee who is temporarily or permanently incapacitated as a
result of injury or illness determined to be compensable under the Workers'
Compensation Act shall be granted Industrial Leave under the following
terms and conditions:
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16.3.1 An employee granted Industrial Leave shall continue to be
compensated at his regular rate of pay in lieu of temporary
disability payments.
16.3.2 Should it be determined that an employee's illness or injury
did not arise in the course of the employee's employment with
the City or that the employee is not temporarily or permanently
incapacitated or disabled as a result of the injury or illness,
then the employee's accrued or, if insufficient, future Sick
Leave shall be charged to reimburse the City for any
payments made to the employee pursuant to 16.3.1 above.
16.3.3 An Industrial Leave of up to ninety (90) calendar days shall be
authorized for each injury or illness determined to be
compensable under the Workers' Compensation Act. Paid
leave may be continued subject to review by the City Council
at the end of such ninety (90) calendar day period to a
maximum of six (6) months. Supporting medical
documentation must accompany such requests for leave and
be submitted thirty (30) days prior to expiration date.
16.3.4 After 90 calendar days Employees who are disabled because
of a work related illness or injury receive Industrial Leave pay
in lieu of Total Temporary Disability payments and may
supplement these payments with sick leave, vacation leave or
compensatory time off they have earned. If deemed
temporarily totally disabled or permanently disabled and
unable to return to work, employees may apply for Long Term
Disability.
16.3.5 Prior to the end of the six (6) months of paid leave pursuant
to this section, the employee may apply for benefits under the
City's long-term disability plan. If the employee is qualified to
receive benefits under the disability plan, vacation and sick
leave shall accrue, and the city shall continue to pay benefits
under the City's Flexible Benefit Plan and CalPERS so far as
required by law for such employee for an additional six (6)
month period. An employee receiving long-term disability
may be eligible to return to work on or before six (6) months
from the time employee began receiving long-term disability
benefits. The employee shall notify the department head as
soon as practicable as to whether he or she will be returning
to work prior to the expiration of the six-month period in which
the employee has been on long term disability.
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16.3.6 Except as provided in 16.3.2, no employee shall have accrued
sick leave deducted while on industrial leave. Vacation and
Sick Leave shall accrue for an employee on Industrial Leave.
16.3.7 Industrial Leave shall expire when one of the following
conditions occurs:
16.3.7.1 Employee is able to return to work to his/her regular
position.
16.3.7.2 The day before the employee is retired or separated for
disability. The employee's "retirement date" shall be
the first of the month after all of the following occur and
are determined by the Public Employees' Retirement
System:
16.3.7.3 The employee's condition is determined to be
permanent or of an extended duration.
16.3.7.4 The degree of disability precludes continued
employment by the employee in his/her present
position.
16.3.7.5 After twenty-six (26) weeks of Industrial Leave
payments.
16.3.8 Physicians may be assigned in compliance with the Health
and Safety Code and the Workers' Compensation Laws of the
State of California (Ref.: Section 4600 - Labor Code.)
16.4 Sick Leave
Sick Leave shall not be construed as a right except where as required by
law, but shall be allowed only in case of necessity or actual sickness,
disability, or other reason for which sick leave may be used under state or
federal law. Sick Leave must be exhausted before compensatory time off or
Vacation Leave may be used for Sick Leave reasons.
A yearly evaluation period for the use of sick leave was established
beginning on the first payday on or after January. At the end of the time
period, the Finance Department will analyze and report to the various
employees the amount of sick leave earned, less the amount used, and the
net accrued during the calendar year.
16.4.1 Reasons for Use of Sick Leave
Sick leave shall be granted for the following reasons:
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16.4.1.1 Personal illness or physical incapacity.
16.4.1.2 The illness of a member of the employee's immediate
family (as defined pursuant to the Healthy Workplaces,
Healthy Families Act) that require the employee's
personal care and attention.
16.4.1.3 Enforced quarantine of the employee in accordance
with Health Department regulations.
16.4.1.4 Medical, dental, and optical appointments.
16.4.1.5 Personal Business not to exceed a maximum of thirty
(30) hours during any one (1) year. Personal Business
means those items of personal business that can only
be taken care of during regular working hours of the
employee. Employees must provide advance notice
for Personal Business Leave whenever possible.
Personal Business Leave shall be approved or
disapproved by the department head in accordance
with this section.
Departments are to use the earning code PB for this
purpose. Personal Business Leave shall be debited
against the employee's sick leave balance but sick
leave taken as Personal Business Leave shall not be
taken into consideration for the purposes of the sick
leave cash-In program or with regard to employee
performance evaluations.
16.4.1.6 Any other lawful reason for which paid sick leave must
be allowed pursuant to law, including but not limited to
those reasons articulated in the California Healthy
Workplaces, Healthy Families Act.
16.4.2 Restrictions on Sick Leave
Sick leave use under Section 16.4.1.2 shall be limited to
twelve days per year; except that up to twelve weeks per year
(running concurrently with family medical leave) may be
approved by the department head when a relative covered
under Section 16.4.1.2 has an illness, injury, or condition,
which may be expected to be of long duration, has no
reasonable date of termination and requires continuous or
intermittent care by the employee.
16.4.3 Accrual and Use
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As to existing employees, sick leave with pay shall accrue to
employees at the rate of ten hours per month for each
calendar month of paid employment, with unlimited
accumulation.
As to new members, hired after March 21, 2016, no more than
960 hours of sick leave may be accrued. Once an accrual
bank reaches 960 hours, the employee will no longer be
eligible to accrue sick leave until such time as usage reduces
the accrual bank below 960 hours. Unused, but accrued, sick
leave to be converted into a retirement medical trust at the
time of retirement once a retirement medical trust has been
established.
Sick leave shall not be taken in units of less than one-half
hour.
16.4.4 Probationary Employee Sick Leave Usage
If the employee does not become permanent, all paid sick
leave must be reimbursed to the City or deducted from the
employee's final paycheck. Sick leave usage reimbursement
is limited to sick leave taken in excess of 30 hours during the
first 90 days of employment.
16.4.5 Sick Leave During Vacation
If an employee becomes ill or injured while on vacation, he or
she may, by completing an Employee Leave Request Form,
use accrued sick leave time in lieu of vacation time for the
period of disability.
16.4.6 One-Fourth Conversion
If the employee has used more than three, but not more than
six days of sick leave, not including time spent on Personal
Business or Bereavement, he or she would have the following
options:
16.4.6.1 Carry over the accrual and add it to his or her sick leave
balance.
16.4.6.2 Convert, only to the extent that his/her balance is more
than zero at the beginning of the new year, one-fourth
of the accrual to vacation or convert one-fourth to cash
(but no combination of these two); unused,
unconverted leave would then be added to the
employee's sick leave balance.
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16.4.7 One-Third Conversion
If the employee has used no more than three days of sick
leave, not including time spent on Personal Business or
Bereavement, he or she would have the following options:
16.4.7.1 Carry over the accrual and add it to his or her sick leave
balance.
16.4.7.2 Convert, only to the extent that his/her balance is more
than zero at the beginning of the new year, one-third of
the accrual to vacation or convert one-third of it to cash
(but no combination of these two); unused or
unconverted leave would then be added to the
employee's sick leave balance.
16.4.8 Conversion to Cash upon Death
Fifty percent (50%) of the employees accrued Sick Leave
balance can be converted to cash upon death (if he or she
has attained permanent status).
16.4.9 Conversion to Cash upon Disability Retirement,
Voluntary Retirement or Separation for Other Reasons
Effective July 1, 2020, fifty percent (50%) of the employees
accrued Sick Leave balance can be converted to cash upon
disability retirement or voluntary retirement (if he or she has
attained permanent status).
Effective July 1, 2020, fifty percent (50%) of the employees
accrued Sick Leave balance in excess of 320 hours to a maximum
of 240 hours can be converted to cash upon separation for other
reasons (if he or she has attained permanent status).
16.4.10 Conversion to Service Credit Upon Retirement
Pursuant to the terms of the City's contract, as amended, with
the Public Employees' Retirement System, upon voluntary
retirement the employee may convert 100% of his or her
accrued Sick Leave balance, less any amount converted to
cash under the provisions of Section 26.4.8, to retirement
service credit.
16.4.11 Conversion Deadline
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A decision to convert sick leave according to the policies
stated shall be made by March 31.
16.5 Vacation
16.5.1 Required Usage and Carryover
An employee shall be required to use one half (½) of his/her
annual vacation accrual yearly and shall be able to carry over
one half (½) of one year's vacation accrual from one year to
the next, cumulatively, up to a maximum of fifty two (52) times
the then-current pay period rate of vacation accrual. Vacation
accrual in excess of the aforementioned maximum shall be
paid off in four equal annual payments during the term of the
MOU; and future accrual which exceeds the aforementioned
maximum, shall be paid to the employee as it is accrued.
New unit members, hired on or after the effective date of this
MOU (March 21, 2016), will accrue up to a maximum of three
hundred (300) hours. Future accruals which exceed the
aforementioned maximum, shall be paid to the employee as it
is accrued.
In special cases where it has not been possible, due to work
load and other factors, for the employee to use his/her
vacation before reaching the maximum, it shall be within the
department head's authority to authorize cash payment in lieu
of time off.
16.5.2 Cash-In Policy
With the approval of the Department Head or City Manager,
an employee may convert accrued vacation for those hours in
excess of 50% of their annual accrual into pay. This may be
done twice a year in June and November. In cases of an
emergency, an employee may submit a request to cash-in
annual accrual to the City Manager for approval.
16.5.3 Accrual
Effective July 1, 2008, vacation leave shall accrue as follows:
Through the 4th year of employment 90 hours per year
Through the 5th year of employment 120 hours per year
Through the 6th year of employment 128 hours per year
Through the 7th year of employment 136 hours per year
Through the 8th year of employment 144 hours per year
Through the 9th year of employment 152 hours per year
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Through the 10th year of employment 160 hours per year
Through the 11th year of employment 168 hours per year
Through the 12th year of employment 176 hours per year
Through the 13th year of employment 184 hours per year
Through the 14th year of employment 192 hours per year
Through the 15th year of employment 200 hours per year
Through the 16th year of employment 210 hours per year
Through the 17th year of employment 218 hours per year
Through the 18th year of employment 226 hours per year
Through the 19th year of employment 234 hours per year
Through the 20th year of employment 240 hours per year
17. LICENSE RENEWAL
The City agrees to pay the cost of maintaining certification and licenses that are within
the minimum requirements for the licensee's job.
18. LIFE INSURANCE
The City shall provide term life insurance for each employee which is equal
to one-and a-half (1.5X) times their annual salary, rounded up to the nearest
one thousand dollars ($1,000), but not to exceed a maximum of two
hundred thousand dollars ($200,000). The calculation of annual salary
excludes overtime, standby, callback and other forms of supplemental
compensation.
19. LONG TERM DISABILITY INSURANCE
19.1 The City shall maintain in effect for the term of this agreement a long-term
disability plan covering employees set forth herein. Said plan shall provide
an employee with a maximum of two-thirds of his/her base salary. An
employee may utilize his/her accrued Sick Leave, Vacation, and/or
Compensatory Time to supplement the LTD payment so as to receive 100%
of his/her base salary. The LTD plan includes the following:
19.1.1 For the first 30 days of non-job related illness or injury, the
employee will use accrued Sick Leave, Compensatory Time
or Vacation Leave;
19.1.2 Provides 66.67% of the employee's monthly salary;
19.1.3 Commences after a 30 calendar day waiting period and
provides a benefit to age 65;
19.1.4 The employee will be allowed to use accrued Sick Leave in
conjunction with the long term disability plan to provide for a
full pay check;
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19.1.5 At no time will an employee receive more than 100% of their
base pay;
19.1.6 The premium will be added to the employee's gross pay and
deducted from the net pay so as to make the benefits exempt
from further taxation.
20. RETIREMENT
The City shall continue its contract with the California Public Employee Retirement
System CalPERS, for current members at the “2% @ 55 full formula” plan. The City shall
also maintain the increased level of the 1959 Survivor Benefit. The City shall continue to
pay its portion of the cost except as provided for in this section.
In light of the California Public Employees’ Pension Reform Act of 2013 (PEPRA), all unit
members, other than “new members” as defined by PEPRA and/or California Government
Code section 7522.04(f), shall individually pay a total of 7%, of “compensation earnable”
as defined in Government Code section 20636, representing the member employee’s
contribution to the CalPERS.
These contributions shall, at the time of termination, belong to the employee. All other
required contributions for unit members other than “new members” as defined by the
PEPRA and/or California Government Code section 7522.04(f) shall be made by the City.
The member’s contribution shall be made on a “cost sharing” basis and shall be
considered a contribution toward the employer’s contribution share.
Unit members who are “new members” as defined by PEPRA and/or California
Government Code section 7522.04(f), shall be required to pay a PERS contribution in an
amount equal to 50% of the normal cost rate, up to a maximum of 8%, for the Defined
Benefit Plan provided for by PEPRA, in which the new member is enrolled, rounded to
the nearest quarter of 1% or the current contribution rate of similarly situated employees,
whichever is greater, pursuant to Government Code section 7522.30.
Those “new members” shall be enrolled in the 2.0% at 62 Benefit Plan, as provided for in
Government Code section 7522.25(e), with a final compensation measurement period of
36 consecutive months as set forth in Government Code section 7522.32(a), and their
retirement benefits shall be calculated based on “pensionable compensation” (Section
7522.10) rather than compensation earnable (Section 20636).
20.1 Optional Benefits
20.1.1 The City’s contract with the CalPERS includes the additional
benefit of Service Credit for Unused Sick Leave.
20.1.2 The optional benefit of Two Year Additional Service Credit
shall be discretionary with Council in accordance with
Government Code Section 20903.
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20.1.3 The City’s contract with the CalPERS includes the Employer-
Paid Member Contribution in base pay during the final
compensation period.
20.1.4 CalPERS Service Credit for Military Service.
The CalPERS Military Service Credit Purchase Assistance
Plan described below shall be made available to full time
regular employees who have completed their initial probation
period with the City.
The City’s contract with CalPERS includes the provisions of
Section 21024, "Military Service Credit as Public Service."
After this has been completed, eligible employees with
qualifying military service can contact PERS and arrange to
be billed for the service credit. The City shall reimburse the
employee for 25% of the amount of the bill. Eligibility for the
25% reimbursement is limited to employees who are on the
payroll on 7/1/95.
If desired, the employee may apply for a loan from the City for
the remaining 75%. The employee shall apply for the loan on
a City-provided loan application. If the employee qualifies, the
City will fund the loan on an interest-free basis. Loan
payments must be by payroll deduction. Each loan payment
period shall not exceed six years. The City may require
collateral.
Any remaining loan balance must be paid in full at the time of
separation of employment. Payment will be made directly
and/or by deduction from the last paycheck. In the event an
outstanding balance remains, the employee is responsible for
making payment arrangements. The failure to make full
payment will obligate the employee to pay the City's attorney’s
fees in any restitution process.
20.2 Health Insurance During Retirement
Beginning with the first month after retirement, for Association employees who
had at least twenty (20) cumulative years of service with the City of Azusa, and
who enroll or continue in the City's health insurance program, the City will
reimburse monthly to the employee the amount of one-half (½) of the premiums
for such health insurance, regardless of how many family members are
enrolled. In the event that the employee is single or widowed, and has no
dependents, the City's contribution shall be equal to 100% of such premium.
In the event that the employee passes away and is survived by an eligible
spouse, the benefit shall continue. But, if the employee passes away and has
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no surviving spouse the benefit shall not carryover to the surviving dependents.
This plan shall remain in effect until the retiree, or eligible spouse, passes away,
whichever occurs later. Otherwise the benefit shall terminate. Once an
individual has qualified for this provision, he or she shall retain this eligibility.
The minimum employer contribution (MEC) that the City pays directly to
CalPERS shall be considered to be part of the portion paid by the City.
20.2.1 Employees with at least ten cumulative years of service
immediately preceding retirement shall be eligible to utilize
(for retiree health insurance only), their part-time employment
that is a part of their consecutive service . Such part-time
employment shall be credited on an hour for hour basis
toward the minimum 20 cumulative years of service, with
the City of Azusa, needed to become eligible for this
provision.
For Example:
If an employee retires and has worked 10,920 hours on a part-
time basis (that is part of their consecutive service prior to
retirement), the City shall divide the 10,920 hours by 2,080
hours (which is the equivalent value of one year of full time
service), to determine the service credit. 10,920 divided by
2,080 is equal to 5.25 years of service. The part-time service
shall be added to the full time service to determine the twenty
(20) cumulative years of service credit needed for eligibility for
the Retiree Health Care provision of this MOU.
20.3 Health Reimbursement Account (HRA)
For employees hired on or after August 20, 2019:
Upon hire the City shall establish a Health Reimbursement Arrangement
(HRA) account on behalf of each individual employee for the reimbursement
of medical premiums and IRS approved medical expenses during
retirement. The HRA shall be selected by the City.
20.3.1 Initial Contribution
The City shall deposit an initial contribution of two thousand
dollars ($2,000.00) into the employee’s HRA within the first
month of hire.
20.3.2 Annual Contributions
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The City shall make additional contributions to each employee’s HRA
in the second pay period in July of each year, based on the following
schedule of continuous years of service:
Years of Service Amount of Annual Deposit
One (1)* - five (5) One thousand dollars ($1,000)
Six (6) - ten (10) Two thousand dollars ($2,000)
Eleven (11) or more Three thousand dollars ($3,000)
*The first year’s contribution shall be prorated in accordance
with the anniversary date of the employee’s date of hire.
The City shall continue to make the annual deposits,
according to this schedule, on behalf of each employee until
the employee’s death, separation from service, or retirement,
whichever occurs first.
20.3.3 Vesting Requirements
Each employee is required to complete five (5) consecutive
years of service to be one hundred percent (100%) vested in
their HRA.
An employee who is not vested at the time of separation from
service or retirement shall forfeit their unvested funds.
Once vested, an employee shall maintain their rights to all
funds in their HRA, except in the event of the death of an
employee prior to separation from service or retirement, any
funds in the HRA shall be forfeited. In the event of the death
of the employee, the employee spouse and/or qualifying
dependents, any vested funds remaining in the account shall
be forfeited. In the event the employee opts out of
participation in the Plan, all vested and unvested funds shall
be forfeited.
21. TUITION REIMBURSEMENT
Effective March 21, 2016, the City’s Tuition Reimbursement Administrative Policy is
incorporated herein and applied to unit members for tuition reimbursement.
28
22. FLEXIBLE STAFFING POSITIONS
The following classifications shall be incorporated into a "Flexible Staffing" pattern
effective July 1, 1995:
Account Specialist I, II & III
Assistant Planner, Associate Planner
Junior Accountant,
Accountant and Senior Accountant
Building Inspector I/II
Librarian and Senior Librarian
Library Assistant I, II & IIIOffice Specialist I, II and Senior Office Specialist
Tree Trimmer and Senior Tree Trimmer
The first level classifications are apprentice classifications. Employees in these
classifications shall be promoted (on probationary status) to the second level
classifications, respectively, upon successful completion of one (1) year of service at the
fifth (5th) salary step. If the series includes a third level, the second level classifications
shall be promoted (on probationary status) to the third level classifications, respectively,
upon successful completion of one (1) year of service at the fifth (5th) salary step and
when, in the opinion of the Department Head, the employee has retained the practical
knowledge of the performance of all facets of the duties required of the third level
classification. In the event that the employee is not promoted as described above, he or
she shall be presented in writing the reason(s) for the denial of the promotion, and a list
of the area(s) of which the employee has insufficient knowledge to achieve the promotion.
Nothing in this article shall preclude management from promoting a qualified employee
to a higher step/classification in their flex series.
23. JOB SHARING
23.1 Job Sharing Definition
Bifurcation of the job duties (essential functions) of a full-time classification
into two equal ½-time jobs that total full-time work, generally 40 hours per
week, 52 weeks per year.
23.2 Benefits
A Job Sharing Employee shall receive, as applicable, benefits on the basis
of one-half the rate accorded to comparable full-time employees. No other
method of pro-ration shall apply. For benefits that have a time or service
requirement to qualify to receive them, a year shall be defined as successful
completion of 2080 hours of service. Under Job Sharing, this will generally
be 104 weeks at 20 hours per week.
29
23.3 Job Sharing Employee
One of a pair of employees, each of whom job shares by performing one-
half of the essential functions of a full-time classification and who works ½
of the hours of the full-time class, generally 20 hours per week, 52 weeks
per year.
23.4 Vacancy of Job Share Position
If one person occupying half of a job share position leaves the city or takes
an extended leave, the City may compel the person occupying the other
half to convert to full time. If the person chooses not to convert to full time,
the City has the option to eliminate the job share positions and commence
recruitment for a full-time position.
23.5 Resumption of Full-Time Status
If a Job Sharing Employee wishes to resume full-time work with the City, he
or she shall seek reassignment or transfer to a full-time position. Should
the employee’s department be unable to effect such reassignment, the
employee shall seek a transfer as prescribed under the Civil Service Rules.
23.6 Involuntary Conversion to or from Job Sharing Status
Neither management nor employees shall convert full-time positions to job-
sharing positions, or the converse, without first consulting with the other
party. If both parties are in agreement, as well as the affected employees,
the decision shall be memorialized via Personnel Action Request forms.
23.7 Salary Anniversary Date
If an employee’s appointment to a Job Sharing position is either as a new
hire or by promotion, the salary anniversary date shall be defined as that
date which occurs upon successful completion of 2080 hours of service,
generally 104 weeks at 20 hours per week. Such employees may be
considered for a merit increase after successful completion of 1040 hours
of service, generally 52 weeks at 20 hours per week. Subsequent salary
anniversary dates shall be defined as those dates which occur upon
completion of 2080 hours of service, generally 104 weeks at 20 hours per
week. If an employee’s appointment to a Job Sharing position is not a new
hire or promotion, the salary anniversary date shall be based on his or her
prior service, in accordance with the Civil Service Rules.
24. LAY OFF
The City agrees that in the event employees represented by the Association are laid off
from their employment, a minimum of forty-five (45) calendar days’ notice will be given to
30
each individual affected employee. Such notice shall be in writing and signed by an
appropriate management employee.
25. FAIRNESS AGREEMENT
If the City gives any other bargaining unit(s) a higher amount or higher value of a benefit
(from that which was not already in effect or negotiated as of June 30, 2020) than that which
was given to employees in this MOU, employees in this unit shall be given the same higher
amounts or higher value of benefits, for the following provisions and terms, as those given to the
other bargaining unit(s):
Salary increases - for the period of July 1, 2020 through June 30, 2021, if City grants any
other bargaining unit(s) a salary increase over than that stated for the same period in
Section 11.1, the City will grant employee(s) in this unit the same salary increase for the
period of July 1, 2020 through June 30, 2021 with the understanding that any salary
increase given will be deducted from the salary increase to be effective July 1, 2021 as
stated in Section 11.1. The total salary increase for this bargaining unit will not exceed
the sum total salary increase(s) stated in Section 11.1 of this contract for the entire term
of this contract.
26. REOPEN OF NEGOTIATIONS DURING TERM OF AGREEMENT
The parties shall re-open negotiations if (1) the City management medical coverage is
subject to the so-called Cadillac Tax pursuant to the Affordable Care Act (ACA), (2) the
City establishes an excess vacation annuity fund, or (3) should ACEA notify the Human
Resources Division that they would like to reopen to discuss the Flexible Benefit Plan in
year four (4) of this contract. This re-opener does not obligate the unit to anything more
than a discussion on the issues and eventually the parties may negotiate terms and reach
an agreement before any changes on these issues can be implemented. Absent an
agreement by both parties, the status quo shall remain.
MEMORANDUM OF UNDERSTANDING
AZUSA CITY EMPLOYEES ASSOCIATION
July 1, 2020 THROUGH JUNE 30, 2024
AZUSA CITY EMPLOYEES ASSOCIATION
Vicky Barker, ACEA Field Representative Date
Jaime Prado, President Date
Margaret Delano, Secretary Date
CITY OF AZUSA
Sergio Gonzalez, City Manager Date
Talika M. Johnson, Director of Administrative Services Date
Kelsey Kenz, Human Resources Manager Date
ATTEST:
Jeffrey Lawrence Cornejo, Jr., City Clerk
APPROVED AS TO FORM AND CONTENT:
Marco Martinez, Best Best & Krieger
i
INDEX (to be updated in Final Version)
Acting Pay, 7
Additional Compensation / Premium Pay, 7
Automatic Payroll Deposit, 7
Bereavement Leave, 14
Bilingual Pay, 8
Callback, 8
Appropriate Rate of Pay for Callback, 8
City Rights, 3
Compensatory Time, 10
Damage to Personal Effects, 12
Deferred Compensation (Employer Paid), 9
Employee Assistance Plan, 13
Equipment Allowance, 9
Flexible Benefit Plan, 13
Amount of Monthly Benefit, 13
Eligibility, 14
Termination, 14
Flexible Staffing Positions, 27
Health Insurance During Retirement, 24
Holidays, 15
Designated Holidays, 15
Floating Holidays, 16
Industrial Leave, 16
Job Sharing, 27
Benefits, 27
Involuntary Conversion to or from Job Sharing Status, 28
Job Sharing Employee, 28
Resumption of Full-Time Status, 28
Salary Anniversary Date, 28
Lay off, 29
License Renewal, 22
Life Insurance, 22
Long Term Disability Insurance, 22
Maintenance of Existing Benefits, 1
Non-discrimination, 2
Overtime Meal Policy, 10
Before 5 a.m., 11
Overtime/Compensatory Time, 10
Retirement, 23
Employer-Paid Member Contribution, 23
Health Insurance During Retirement, 24
Military Service, 24
Optional Benefits, 23
Service Credit for Unused Sick Leave, 23
Two Year Additional Service Credit, 24
Salary, 7
Savings Clause, 1
Separability, 2
ii
Sick Leave, 18
Accrual and Use, 19
Conversion Deadline, 21
Conversion to Service Credit Upon Retirement, 20
One-Third Conversion, 20
Probationary Employee Sick Leave Usage, 19
Reasons for Use of Sick Leave, 18
Restrictions on Sick Leave, 19
Sick Leave During Vacation, 19
Standby, 11
Qualifications, 11
Vehicle Assignment, 12
Term of Memorandum of Understanding, 1
Total Compensation, 2
Tuition Reimbursement, 26
Reimbursement, 26
Uniform Allowance, 12
Union Rights 5
Vacation, 21
Accrual, 21
Cash-In Policy, 21
Required Usage and Carryover, 21
Weekend Assignment, 12
Workweek and Timekeeping Interval, 5
Timekeeping Interval, 6
Workday, 6
Workweek, 5
Exhibit A
ACEA Salary Schedules
Effective 7/1/2020
Classification Range Step 1 Step 2 Step 3 Step 4 Step 5
ACCOUNT SPECIALIST I 4150 3,475.30$ 3,649.07$ 3,831.52$ 4,023.09$ 4,224.25$
ACCOUNT SPECIALIST II 4164 3,960.98$ 4,147.71$ 4,343.81$ 4,549.70$ 4,765.89$
ACCOUNT SPECIALIST III 4174 4,351.71$ 4,569.30$ 4,797.76$ 5,037.65$ 5,289.53$
ACCOUNTANT 4189 5,015.87$ 5,255.35$ 5,506.81$ 5,770.88$ 6,048.14$
ACCOUNTING SPECIALIST, SENIOR 4179 4,562.20$ 4,790.31$ 5,029.83$ 5,281.32$ 5,545.38$
ADMINISTRATIVE ANALYST 4192 5,160.99$ 5,419.04$ 5,689.99$ 5,974.49$ 6,273.22$
ADMINISTRATIVE TECH - POLICE 4174 4,351.71$ 4,569.30$ 4,797.76$ 5,037.65$ 5,289.53$
ADMINISTRATIVE TECHNICIAN 4174 4,351.71$ 4,569.30$ 4,797.76$ 5,037.65$ 5,289.53$
ASSISTANT PLANNER 4190 5,063.77$ 5,316.96$ 5,582.81$ 5,861.95$ 6,155.04$
ASSOCIATE ELECTRIC UTILITY ENGINEER 4222 6,877.70$ 7,221.59$ 7,582.66$ 7,961.80$ 8,359.89$
ASSOCIATE PLANNER 4201 5,623.36$ 5,904.53$ 6,199.75$ 6,509.74$ 6,835.23$
BUDGET ADMINISTRATOR 4211 6,188.05$ 6,497.45$ 6,822.33$ 7,163.44$ 7,521.61$
BUILDING INSPECTOR I 4196 5,361.39$ 5,629.46$ 5,910.93$ 6,206.48$ 6,516.80$
BUILDING INSPECTOR II 4199 5,792.86$ 6,082.50$ 6,386.63$ 6,705.96$ 7,041.26$
BUILDING TECHNICIAN 4174 4,351.71$ 4,569.30$ 4,797.76$ 5,037.65$ 5,289.53$
BUS DRIVER 4158 3,744.48$ 3,931.70$ 4,128.29$ 4,334.70$ 4,551.44$
COMMUNITY IMPROVEMENT INSPECTR 4171 4,301.78$ 4,516.87$ 4,742.71$ 4,979.85$ 5,228.84$
COMMUNITY RESOURCE SPECIALIST 4158 3,744.48$ 3,931.70$ 4,128.29$ 4,334.70$ 4,551.44$
DEPUTY CITY CLERK II 4174 4,351.71$ 4,569.30$ 4,797.76$ 5,037.65$ 5,289.53$
DEVELOPMENT SERVICES ASSISTANT 4174 4,351.71$ 4,569.30$ 4,797.76$ 5,037.65$ 5,289.53$
ECONOMIC DEVELOPMENT SPECIALIST 4190 5,063.77$ 5,316.96$ 5,582.81$ 5,861.95$ 6,155.04$
ENGINEERING ASSISTANT 4186 4,875.00$ 5,118.75$ 5,374.69$ 5,643.42$ 5,925.59$
ENGINEERING ASSOCIATE 4222 6,877.70$ 7,221.59$ 7,582.66$ 7,961.80$ 8,359.89$
ENGINEERING TECHNICIAN 4165 3,998.31$ 4,198.23$ 4,408.14$ 4,628.54$ 4,859.97$
INFORMATION TECH ANALYST 4188 5,000.91$ 5,250.96$ 5,513.50$ 5,789.18$ 6,078.64$
JUNIOR ACCOUNTANT 4179 4,562.20$ 4,790.31$ 5,029.83$ 5,281.32$ 5,545.38$
LIBRARIAN 4175 4,790.31$ 5,029.83$ 5,281.32$ 5,545.38$ 5,822.65$
LIBRARY ASSISTANT III 4150 3,475.30$ 3,649.07$ 3,831.52$ 4,023.09$ 4,224.25$
LIBRARY CIRCULATION SUPERVISOR 4166 4,052.40$ 4,255.02$ 4,467.78$ 4,691.17$ 4,925.72$
LIT SRV & ADLT ED COORD 4321 4,392.98$ 4,612.66$ 4,843.26$ 5,085.42$ 5,339.69$
LITERACY PROGRAM ASSISTANT 4320 2,888.88$ 3,033.32$ 3,184.99$ 3,344.25$ 3,511.47$
OFFICE SPECIALIST I 4133 2,969.56$ 3,118.04$ 3,273.94$ 3,437.64$ 3,609.52$
OFFICE SPECIALIST II 4143 3,256.62$ 3,419.45$ 3,590.42$ 3,769.94$ 3,958.44$
PAYROLL SPECIALIST 4174 4,351.71$ 4,569.30$ 4,797.76$ 5,037.65$ 5,289.53$
PLANNING TECHNICIAN 4165 3,998.31$ 4,198.23$ 4,408.14$ 4,628.54$ 4,859.97$
POWER RESOURCES SCHEDULER 4238 7,240.31$ 7,602.95$ 7,983.10$ 8,382.25$ 8,801.36$
PUBLIC WORKS PROJECT MANAGER 4222 6,877.70$ 7,221.59$ 7,582.66$ 7,961.80$ 8,359.89$
RECREATION COORDINATOR 4151 3,553.80$ 3,731.50$ 3,918.08$ 4,113.98$ 4,319.68$
RECREATION SUPERVISOR 4197 5,363.38$ 5,631.56$ 5,913.16$ 6,208.82$ 6,519.26$
SENIOR ACCOUNTANT 4211 6,188.05$ 6,497.45$ 6,822.33$ 7,163.44$ 7,521.61$
SENIOR ADMINISTRATIVE TECHNICIAN 4179 4,562.20$ 4,790.31$ 5,029.83$ 5,281.32$ 5,545.38$
SENIOR COMMUNITY IMPROVM'T INSP 4172 5,177.93$ 5,436.83$ 5,708.67$ 5,994.10$ 6,293.81$
SENIOR INFO TECH ANALYST 4214 6,217.25$ 6,528.11$ 6,854.52$ 7,197.24$ 7,557.11$
SENIOR LIBRARIAN TECH SVCS 4185 5,281.31$ 5,545.38$ 5,822.65$ 6,113.78$ 6,419.47$
SENIOR LIBRARIAN YOUTH SERVICES 4185 5,281.31$ 5,545.38$ 5,822.65$ 6,113.78$ 6,419.47$
SENIOR OFFICE SPECIALIST 4158 3,744.48$ 3,931.70$ 4,128.29$ 4,334.70$ 4,551.44$
SENIOR PAYROLL SPECIALIST 4179 4,562.20$ 4,790.31$ 5,029.83$ 5,281.32$ 5,545.38$
SENIOR PLANNER 4207 6,149.30$ 6,456.77$ 6,779.61$ 7,118.59$ 7,474.52$
TRANSPORTATION DISPATCHER 4163 3,923.98$ 4,120.18$ 4,326.19$ 4,542.50$ 4,769.62$
TRANSPORTATION SUPERVISOR 4196 5,361.39$ 5,629.46$ 5,910.93$ 6,206.48$ 6,516.80$
Page 1 of 4
Exhibit A
ACEA Salary Schedules
Effective 7/1/2021
Classification Range Step 1 Step 2 Step 3 Step 4 Step 5
ACCOUNT SPECIALIST I 4150 3,614.31$ 3,795.03$ 3,984.78$ 4,184.02$ 4,393.22$
ACCOUNT SPECIALIST II 4164 4,119.42$ 4,325.39$ 4,541.66$ 4,768.74$ 5,007.18$
ACCOUNT SPECIALIST III 4174 4,525.78$ 4,752.07$ 4,989.67$ 5,239.15$ 5,501.11$
ACCOUNTANT 4189 5,216.50$ 5,477.33$ 5,751.20$ 6,038.76$ 6,340.69$
ACCOUNTING SPECIALIST, SENIOR 4179 4,744.69$ 4,981.92$ 5,231.02$ 5,492.57$ 5,767.20$
ADMINISTRATIVE ANALYST 4192 5,367.43$ 5,635.80$ 5,917.59$ 6,213.47$ 6,524.14$
ADMINISTRATIVE TECH - POLICE 4174 4,525.78$ 4,752.07$ 4,989.67$ 5,239.15$ 5,501.11$
ADMINISTRATIVE TECHNICIAN 4174 4,525.78$ 4,752.07$ 4,989.67$ 5,239.15$ 5,501.11$
ASSISTANT PLANNER 4190 5,266.32$ 5,529.64$ 5,806.12$ 6,096.42$ 6,401.25$
ASSOCIATE ELECTRIC UTILITY ENGINEER 4222 7,152.81$ 7,510.45$ $ 4,797.76 $ 5,037.65 $ 5,289.53
ASSOCIATE PLANNER 4201 5,848.29$ 6,140.71$ 6,447.74$ 6,770.13$ 7,108.64$
BUDGET ADMINISTRATOR 4211 6,435.57$ 6,757.35$ 7,095.22$ 7,449.98$ 7,822.48$
BUILDING INSPECTOR I 4196 5,575.85$ 5,854.64$ 6,147.37$ 6,454.74$ 6,777.48$
BUILDING INSPECTOR II 4199 6,024.57$ 6,325.80$ 6,642.09$ 6,974.20$ 7,322.91$
BUILDING TECHNICIAN 4174 4,525.78$ 4,752.07$ 4,989.67$ 5,239.15$ 5,501.11$
BUS DRIVER 4158 3,894.26$ 4,088.97$ 4,293.42$ 4,508.09$ 4,733.50$
COMMUNITY IMPROVEMENT INSPECTR 4171 4,473.85$ 4,697.54$ 4,932.42$ 5,179.04$ 5,437.99$
COMMUNITY RESOURCE SPECIALIST 4158 3,894.26$ 4,088.97$ 4,293.42$ 4,508.09$ 4,733.50$
DEPUTY CITY CLERK II 4174 4,525.78$ 4,752.07$ 4,989.67$ 5,239.15$ 5,501.11$
DEVELOPMENT SERVICES ASSISTANT 4174 4,525.78$ 4,752.07$ 4,989.67$ 5,239.15$ 5,501.11$
ECONOMIC DEVELOPMENT SPECIALIST 4190 5,266.32$ 5,529.64$ 5,806.12$ 6,096.42$ 6,401.25$
ENGINEERING ASSISTANT 4186 5,070.00$ 5,323.50$ 5,589.68$ 5,869.16$ 6,162.62$
ENGINEERING ASSOCIATE 4222 7,152.81$ 7,510.45$ 7,885.97$ 8,280.27$ 8,694.28$
ENGINEERING TECHNICIAN 4165 4,158.24$ 4,366.15$ 4,584.46$ 4,813.69$ 5,054.37$
INFORMATION TECH ANALYST 4188 5,200.95$ 5,460.99$ 5,734.04$ 6,020.75$ 6,321.78$
JUNIOR ACCOUNTANT 4179 4,744.69$ 4,981.92$ 5,231.02$ 5,492.57$ 5,767.20$
LIBRARIAN 4175 4,981.92$ 5,231.02$ 5,492.57$ 5,767.20$ 6,055.56$
LIBRARY ASSISTANT III 4150 3,614.31$ 3,795.03$ 3,984.78$ 4,184.02$ 4,393.22$
LIBRARY CIRCULATION SUPERVISOR 4166 4,214.50$ 4,425.22$ 4,646.48$ 4,878.81$ 5,122.75$
LIT SRV & ADLT ED COORD 4321 4,568.70$ 4,797.13$ 5,036.99$ 5,288.84$ 5,553.28$
LITERACY PROGRAM ASSISTANT 4320 3,004.44$ 3,154.66$ 3,312.39$ 3,478.01$ 3,651.91$
OFFICE SPECIALIST I 4133 3,088.34$ 3,242.76$ 3,404.90$ 3,575.14$ 3,753.90$
OFFICE SPECIALIST II 4143 3,386.88$ 3,556.23$ 3,734.04$ 3,920.74$ 4,116.78$
PAYROLL SPECIALIST 4174 4,525.78$ 4,752.07$ 4,989.67$ 5,239.15$ 5,501.11$
PLANNING TECHNICIAN 4165 4,158.24$ 4,366.15$ 4,584.46$ 4,813.69$ 5,054.37$
POWER RESOURCES SCHEDULER 4238 7,529.92$ 7,906.42$ 8,301.74$ 8,716.83$ 9,152.67$
PUBLIC WORKS PROJECT MANAGER 4222
7,152.81$ 7,510.45$ 7,885.97$ 8,280.27$ 8,694.28$
RECREATION COORDINATOR 4151 3,695.95$ 3,880.75$ 4,074.79$ 4,278.53$ 4,492.45$
RECREATION SUPERVISOR 4197 5,577.92$ 5,856.81$ 6,149.65$ 6,457.13$ 6,779.99$
SENIOR ACCOUNTANT 4211 6,435.57$ 6,757.35$ 7,095.22$ 7,449.98$ 7,822.48$
SENIOR ADMINISTRATIVE TECHNICIAN 4179 4,744.69$ 4,981.92$ 5,231.02$ 5,492.57$ 5,767.20$
SENIOR COMMUNITY IMPROVM'T INSP 4172 5,385.05$ 5,654.30$ 5,937.01$ 6,233.87$ 6,545.56$
SENIOR INFO TECH ANALYST 4214 6,465.94$ 6,789.24$ 7,128.70$ 7,485.13$ 7,859.39$
SENIOR LIBRARIAN TECH SVCS 4185 5,492.56$ 5,767.19$ 6,055.55$ 6,358.33$ 6,676.24$
SENIOR LIBRARIAN YOUTH SERVICES 4185 5,492.56$ 5,767.19$ 6,055.55$ 6,358.33$ 6,676.24$
SENIOR OFFICE SPECIALIST 4158 3,894.26$ 4,088.97$ 4,293.42$ 4,508.09$ 4,733.50$
SENIOR PAYROLL SPECIALIST 4179 4,744.69$ 4,981.92$ 5,231.02$ 5,492.57$ 5,767.20$
SENIOR PLANNER 4207 6,395.27$ 6,715.04$ 7,050.79$ 7,403.33$ 7,773.49$
TRANSPORTATION DISPATCHER 4163 4,080.94$ 4,284.99$ 4,499.24$ 4,724.20$ 4,960.41$
TRANSPORTATION SUPERVISOR 4196 5,575.85$ 5,854.64$ 6,147.37$ 6,454.74$ 6,777.48$
Page 2 of 4
Exhibit A
ACEA Salary Schedules
Effective 7/1/2022
Classification Range Step 1 Step 2 Step 3 Step 4 Step 5
ACCOUNT SPECIALIST I 4150 3,722.74$ $ 3,908.88 $ 4,104.32 $ 4,309.54 $ 4,525.02
ACCOUNT SPECIALIST II 4164 4,243.00$ $ 4,455.15 $ 4,677.91 $ 4,911.80 $ 5,157.40
ACCOUNT SPECIALIST III 4174 4,661.55$ $ 4,894.63 $ 5,139.36 $ 5,396.33 $ 5,666.15
ACCOUNTANT 4189 5,373.00$ $ 5,641.65 $ 5,923.73 $ 6,219.92 $ 6,530.92
ACCOUNTING SPECIALIST, SENIOR 4179 4,887.03$ $ 5,131.38 $ 5,387.95 $ 5,657.35 $ 5,940.21
ADMINISTRATIVE ANALYST 4192 5,528.45$ $ 5,804.88 $ 6,095.12 $ 6,399.87 $ 6,719.87
ADMINISTRATIVE TECH - POLICE 4174 4,661.55$ $ 4,894.63 $ 5,139.36 $ 5,396.33 $ 5,666.15
ADMINISTRATIVE TECHNICIAN 4174 4,661.55$ $ 4,894.63 $ 5,139.36 $ 5,396.33 $ 5,666.15
ASSISTANT PLANNER 4190 5,424.31$ $ 5,695.53 $ 5,980.30 $ 6,279.32 $ 6,593.28
ASSOCIATE ELECTRIC UTILITY ENGINEER 4222 7,367.39$ $ 7,735.76 $ 8,122.55 $ 8,528.68 $ 8,955.11
ASSOCIATE PLANNER 4201 6,023.74$ $ 6,324.93 $ 6,641.18 $ 6,973.24 $ 7,321.90
BUDGET ADMINISTRATOR 4211 6,628.64$ $ 6,960.07 $ 7,308.07 $ 7,673.48 $ 8,057.15
BUILDING INSPECTOR I 4196 5,743.12$ $ 6,030.28 $ 6,331.79 $ 6,648.38 $ 6,980.80
BUILDING INSPECTOR II 4199 6,205.31$ $ 6,515.58 $ 6,841.36 $ 7,183.42 $ 7,542.60
BUILDING TECHNICIAN 4174 4,661.55$ $ 4,894.63 $ 5,139.36 $ 5,396.33 $ 5,666.15
BUS DRIVER 4158 4,011.09$ $ 4,211.64 $ 4,422.22 $ 4,643.33 $ 4,875.50
COMMUNITY IMPROVEMENT INSPECTR 4171 4,608.07$ $ 4,838.47 $ 5,080.39 $ 5,334.41 $ 5,601.13
COMMUNITY RESOURCE SPECIALIST 4158 4,011.09$ $ 4,211.64 $ 4,422.22 $ 4,643.33 $ 4,875.50
DEPUTY CITY CLERK II 4174 4,661.55$ $ 4,894.63 $ 5,139.36 $ 5,396.33 $ 5,666.15
DEVELOPMENT SERVICES ASSISTANT 4174 4,661.55$ $ 4,894.63 $ 5,139.36 $ 5,396.33 $ 5,666.15
ECONOMIC DEVELOPMENT SPECIALIST 4190 5,424.31$ $ 5,695.53 $ 5,980.30 $ 6,279.32 $ 6,593.28
ENGINEERING ASSISTANT 4186 5,222.10$ $ 5,483.21 $ 5,757.37 $ 6,045.23 $ 6,347.50
ENGINEERING ASSOCIATE 4222 7,367.39$ $ 7,735.76 $ 8,122.55 $ 8,528.68 $ 8,955.11
ENGINEERING TECHNICIAN 4165 4,282.99$ $ 4,497.14 $ 4,722.00 $ 4,958.10 $ 5,206.00
INFORMATION TECH ANALYST 4188 5,356.97$ $ 5,624.82 $ 5,906.06 $ 6,201.37 $ 6,511.44
JUNIOR ACCOUNTANT 4179 4,887.03$ $ 5,131.38 $ 5,387.95 $ 5,657.35 $ 5,940.21
LIBRARIAN 4175 5,131.38$ $ 5,387.95 $ 5,657.35 $ 5,940.21 $ 6,237.22
LIBRARY ASSISTANT III 4150 3,722.74$ $ 3,908.88 $ 4,104.32 $ 4,309.54 $ 4,525.02
LIBRARY CIRCULATION SUPERVISOR 4166 4,340.93$ $ 4,557.98 $ 4,785.88 $ 5,025.17 $ 5,276.43
LIT SRV & ADLT ED COORD 4321 4,705.76$ $ 4,941.05 $ 5,188.10 $ 5,447.51 $ 5,719.88
LITERACY PROGRAM ASSISTANT 4320 3,094.57$ $ 3,249.30 $ 3,411.76 $ 3,582.35 $ 3,761.47
OFFICE SPECIALIST I 4133 3,180.99$ $ 3,340.04 $ 3,507.04 $ 3,682.40 $ 3,866.52
OFFICE SPECIALIST II 4143 3,488.49$ $ 3,662.92 $ 3,846.06 $ 4,038.36 $ 4,240.28
PAYROLL SPECIALIST 4174 4,661.55$ $ 4,894.63 $ 5,139.36 $ 5,396.33 $ 5,666.15
PLANNING TECHNICIAN 4165 4,282.99$ $ 4,497.14 $ 4,722.00 $ 4,958.10 $ 5,206.00
POWER RESOURCES SCHEDULER 4238 7,755.82$ $ 8,143.61 $ 8,550.79 $ 8,978.33 $ 9,427.25
PUBLIC WORKS PROJECT MANAGER 4222
7,367.39$ $ 7,735.76 $ 8,122.55 $ 8,528.68 $ 8,955.11
RECREATION COORDINATOR 4151 3,806.83$ $ 3,997.17 $ 4,197.03 $ 4,406.88 $ 4,627.23
RECREATION SUPERVISOR 4197 5,745.25$ $ 6,032.52 $ 6,334.14 $ 6,650.85 $ 6,983.39
SENIOR ACCOUNTANT 4211 6,628.64$ $ 6,960.07 $ 7,308.07 $ 7,673.48 $ 8,057.15
SENIOR ADMINISTRATIVE TECHNICIAN 4179 4,887.03$ $ 5,131.38 $ 5,387.95 $ 5,657.35 $ 5,940.21
SENIOR COMMUNITY IMPROVM'T INSP 4172 5,546.60$ $ 5,823.93 $ 6,115.12 $ 6,420.88 $ 6,741.93
SENIOR INFO TECH ANALYST 4214 6,659.92$ $ 6,992.91 $ 7,342.56 $ 7,709.69 $ 8,095.17
SENIOR LIBRARIAN TECH SVCS 4185 5,657.34$ $ 5,940.21 $ 6,237.22 $ 6,549.08 $ 6,876.53
SENIOR LIBRARIAN YOUTH SERVICES 4185 5,657.34$ $ 5,940.21 $ 6,237.22 $ 6,549.08 $ 6,876.53
SENIOR OFFICE SPECIALIST 4158 4,011.09$ $ 4,211.64 $ 4,422.22 $ 4,643.33 $ 4,875.50
SENIOR PAYROLL SPECIALIST 4179 4,887.03$ $ 5,131.38 $ 5,387.95 $ 5,657.35 $ 5,940.21
SENIOR PLANNER 4207 6,587.13$ $ 6,916.49 $ 7,262.31 $ 7,625.43 $ 8,006.70
TRANSPORTATION DISPATCHER 4163 4,203.37$ $ 4,413.54 $ 4,634.21 $ 4,865.92 $ 5,109.22
TRANSPORTATION SUPERVISOR 4196 5,743.12$ $ 6,030.28 $ 6,331.79 $ 6,648.38 $ 6,980.80
Page 3 of 4
Exhibit A
ACEA Salary Schedules
Effective 7/1/2023
Classification Range Step 1 Step 2 Step 3 Step 4 Step 5
ACCOUNT SPECIALIST I 4150 3,834.42$ 4,026.14$ 4,227.45$ 4,438.82$ 4,660.77$
ACCOUNT SPECIALIST II 4164 4,370.29$ 4,588.81$ 4,818.25$ 5,059.16$ 5,312.12$
ACCOUNT SPECIALIST III 4174 4,801.40$ 5,041.47$ 5,293.54$ 5,558.22$ 5,836.13$
ACCOUNTANT 4189 5,534.19$ 5,810.90$ 6,101.44$ 6,406.52$ 6,726.84$
ACCOUNTING SPECIALIST, SENIOR 4179 5,033.64$ 5,285.32$ 5,549.59$ 5,827.07$ 6,118.42$
ADMINISTRATIVE ANALYST 4192 5,694.31$ 5,979.02$ 6,277.97$ 6,591.87$ 6,921.46$
ADMINISTRATIVE TECH - POLICE 4174 4,801.40$ 5,041.47$ 5,293.54$ 5,558.22$ 5,836.13$
ADMINISTRATIVE TECHNICIAN 4174 4,801.40$ 5,041.47$ 5,293.54$ 5,558.22$ 5,836.13$
ASSISTANT PLANNER 4190 5,587.04$ 5,866.39$ 6,159.71$ 6,467.70$ 6,791.08$
ASSOCIATE ELECTRIC UTILITY ENGINEER 4222 7,588.41$ 7,967.83$ 8,366.23$ 8,784.54$ 9,223.76$
ASSOCIATE PLANNER 4201 6,204.46$ 6,514.68$ 6,840.41$ 7,182.43$ 7,541.55$
BUDGET ADMINISTRATOR 4211 6,827.50$ 7,168.87$ 7,527.32$ 7,903.68$ 8,298.87$
BUILDING INSPECTOR I 4196 5,915.41$ 6,211.19$ 6,521.74$ 6,847.83$ 7,190.22$
BUILDING INSPECTOR II 4199 6,391.47$ 6,711.04$ 7,046.60$ 7,398.93$ 7,768.87$
BUILDING TECHNICIAN 4174 4,801.40$ 5,041.47$ 5,293.54$ 5,558.22$ 5,836.13$
BUS DRIVER 4158 4,131.42$ 4,337.99$ 4,554.89$ 4,782.63$ 5,021.77$
COMMUNITY IMPROVEMENT INSPECTR 4171 4,746.31$ 4,983.62$ 5,232.81$ 5,494.45$ 5,769.17$
COMMUNITY RESOURCE SPECIALIST 4158 4,131.42$ 4,337.99$ 4,554.89$ 4,782.63$ 5,021.77$
DEPUTY CITY CLERK II 4174 4,801.40$ 5,041.47$ 5,293.54$ 5,558.22$ 5,836.13$
DEVELOPMENT SERVICES ASSISTANT 4174 4,801.40$ 5,041.47$ 5,293.54$ 5,558.22$ 5,836.13$
ECONOMIC DEVELOPMENT SPECIALIST 4190 5,587.04$ 5,866.39$ 6,159.71$ 6,467.70$ 6,791.08$
ENGINEERING ASSISTANT 4186 5,378.76$ 5,647.70$ 5,930.09$ 6,226.59$ 6,537.92$
ENGINEERING ASSOCIATE 4222 7,588.41$ 7,967.83$ 8,366.23$ 8,784.54$ 9,223.76$
ENGINEERING TECHNICIAN 4165 4,411.48$ 4,632.05$ 4,863.66$ 5,106.84$ 5,362.18$
INFORMATION TECH ANALYST 4188 5,517.68$ 5,793.57$ 6,083.25$ 6,387.41$ 6,706.78$
JUNIOR ACCOUNTANT 4179 5,033.64$ 5,285.32$ 5,549.59$ 5,827.07$ 6,118.42$
LIBRARIAN 4175 5,285.32$ 5,549.59$ 5,827.07$ 6,118.42$ 6,424.34$
LIBRARY ASSISTANT III 4150 3,834.42$ 4,026.14$ 4,227.45$ 4,438.82$ 4,660.77$
LIBRARY CIRCULATION SUPERVISOR 4166 4,471.16$ 4,694.72$ 4,929.45$ 5,175.93$ 5,434.72$
LIT SRV & ADLT ED COORD 4321 4,846.93$ 5,089.28$ 5,343.74$ 5,610.93$ 5,891.48$
LITERACY PROGRAM ASSISTANT 4320 3,187.41$ 3,346.78$ 3,514.11$ 3,689.82$ 3,874.31$
OFFICE SPECIALIST I 4133 3,276.42$ 3,440.24$ 3,612.26$ 3,792.87$ 3,982.51$
OFFICE SPECIALIST II 4143 3,593.15$ 3,772.80$ 3,961.44$ 4,159.52$ 4,367.49$
PAYROLL SPECIALIST 4174 4,801.40$ 5,041.47$ 5,293.54$ 5,558.22$ 5,836.13$
PLANNING TECHNICIAN 4165 4,411.48$ 4,632.05$ 4,863.66$ 5,106.84$ 5,362.18$
POWER RESOURCES SCHEDULER 4238 7,988.49$ 8,387.92$ 8,807.32$ 9,247.68$ 9,710.07$
PUBLIC WORKS PROJECT MANAGER 4222
7,588.41$ 7,967.83$ 8,366.23$ 8,784.54$ 9,223.76$
RECREATION COORDINATOR 4151 3,921.04$ 4,117.09$ 4,322.94$ 4,539.09$ 4,766.04$
RECREATION SUPERVISOR 4197 5,917.61$ 6,213.49$ 6,524.17$ 6,850.37$ 7,192.89$
SENIOR ACCOUNTANT 4211 6,827.50$ 7,168.87$ 7,527.32$ 7,903.68$ 8,298.87$
SENIOR ADMINISTRATIVE TECHNICIAN 4179 5,033.64$ 5,285.32$ 5,549.59$ 5,827.07$ 6,118.42$
SENIOR COMMUNITY IMPROVM'T INSP 4172 5,713.00$ 5,998.65$ 6,298.58$ 6,613.51$ 6,944.18$
SENIOR INFO TECH ANALYST 4214 6,859.72$ 7,202.70$ 7,562.84$ 7,940.98$ 8,338.03$
SENIOR LIBRARIAN TECH SVCS 4185 5,827.06$ 6,118.41$ 6,424.33$ 6,745.55$ 7,082.83$
SENIOR LIBRARIAN YOUTH SERVICES 4185 5,827.06$ 6,118.41$ 6,424.33$ 6,745.55$ 7,082.83$
SENIOR OFFICE SPECIALIST 4158 4,131.42$ 4,337.99$ 4,554.89$ 4,782.63$ 5,021.77$
SENIOR PAYROLL SPECIALIST 4179 5,033.64$ 5,285.32$ 5,549.59$ 5,827.07$ 6,118.42$
SENIOR PLANNER 4207 6,784.74$ 7,123.98$ 7,480.18$ 7,854.19$ 8,246.90$
TRANSPORTATION DISPATCHER 4163 4,329.47$ 4,545.94$ 4,773.24$ 5,011.90$ 5,262.50$
TRANSPORTATION SUPERVISOR 4196 5,915.41$ 6,211.19$ 6,521.74$ 6,847.83$ 7,190.22$
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