HomeMy WebLinkAboutE-9 Staff Report for Restated MOU for AMMACONSENT ITEM
E-9
TO: HONORABLE MAYOR AND MEMBERS OF THE CITY COUNCIL
VIA: SERGIO GONZALEZ, CITY MANAGER
FROM: TALIKA M. JOHNSON, DIRECTOR OF ADMINISTRATIVE SERVICES
DATE: NOVEMBER 4, 2024
SUBJECT: APPROVAL OF AMENDED AND RESTATED MEMORANDUM OF
UNDERSTANDING BETWEEN THE CITY OF AZUSA AND THE AZUSA MID
MANAGEMENT ASSOCIATION (AMMA)
BACKGROUND:
The City has been in Negotiations with the Azusa Mid-Management Association (AMMA) for a few
months. Mutual agreement between the City of Azusa and AMMA has been reached; therefore,
negotiations with the AMMA has been concluded. This action will amend and restate the existing
Memorandum of Understanding (MOU) of the AMMA with a contract term through June 30, 2028.
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 Mid-Management Association.
ANALYSIS:
The MOU between the City of Azusa and AMMA expired on June 30, 2024. Negotiations with AMMA
commenced in April 2024. Sessions consisted of several discussions, including: City’s current financial
position; future financial projections; the impacts of medical cost increases; and several other
operational considerations.
AMMA is comprised of citywide division managers, utilities assistant directors, public works
superintendents, senior management analysts, principal and senior engineers, and other senior-level
utilities administrative personnel. Over the past four years, the City accomplished the goals of its fiscal
sustainability plan, achieving a balanced budget and strengthened cash reserves position. Concurrent
with the implementation of the fiscal sustainability plan, national and local inflationary environments
have impacted costs significantly, offsetting some of the benefits of the enhanced revenues. While the
City’s revenue base remains stable, revenue growth in some areas are not keeping pace with rising costs.
Approved
City Council
November 4, 2024
AMMA MOU July 1, 2024 – June 30, 2028
November 04, 2024
Page 2
The proposed amended and restated AMMA MOU considers the City’s financial forecasts and local,
state and national economic factors, while taking steps to ensure the City can attract and retain a
qualified workforce to serve the Azusa Community and continuing to be financially prudent. 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, 2024 through June 30, 2028.
2. Cost of Living Adjustment: Fiscal Year 2024-2025: 3%
Fiscal Year 2025-2026: 3%
Fiscal Year 2026-2027: 4%
Fiscal Year 2027-2028: 4%
3. Deferred Compensation: Increase City’s contribution from $250 to $300 per month.
4. Longevity Premium: Modify Longevity Pay as follows:
Add 7-year tier at $100
10-year tier no change
15-year tier no change
20-year tier no change
Add 25-year tier at $600
5. Flexible Benefit Plan (FBP): Increase FBP contributions for medical coverage:
• Effective July 1, 2024, increase City’s FBP
contribution from $1,500 to $1,700
• Effective July 1, 2026, increase City’s FBP
contribution from $1,700 to $1,800
• Modify medical opt-out cash in lieu of FBP
contribution for members hired January 1, 2018 or
after from $300 to $500 per month
• Cap FBP amount that can be used to purchase
supplemental insurances to $500 per month
• Authorize the City Manager to re-open discussion
of the City’s FBP contribution for year 4 of the
MOU contract period due to continued rising cost of
medical benefits
6. Holidays: Addition of Federally recognized Juneteenth (June 19th)
Holiday.
7. Health Reimbursement Account
Retirement Trust Account: Increase the City’s contribution as follows:
• From $150/month to $200/month for 1-5 years of
continuous City Service
• From $250/month to $300/month for 5+ years of
AMMA MOU July 1, 2024 – June 30, 2028
November 04, 2024
Page 3
services until employee retires or separates from
employment
8. Lifetime Medical: Modify lifetime medical contribution from lowest HMO
plan to median health plan.
9. Administrative Leave: Increase accrual from Fifty (50) to Sixty (60) hours per
year.
Staff recommends the Council consider and approve the proposed MOU. The attached MOU is in draft
format as staff may need to make some non-substantive edits, such as numbering, order of provisions,
minor wording edits, etc. until the document is fully executed by all parties.
FISCAL IMPACT:
The cost of the aforementioned AMMA benefit adjustments impacting 28 budgeted positions is
estimated at $971,025 in total for the four-year term of this contract, of which approximately 37% (or
$359,280) is allocated to the General Fund. The first-year cost of approximately $242,755 has mostly
been included in the Fiscal Year 2024/25 Adopted Budget, however, due to anticipated salary savings
from vacancies no additional budget is requested. 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) Draft of Amended and Restated Memorandum of Understanding between the City of Azusa
and the Azusa Mid-Management Association
DRAFT
MEMORANDUM OF UNDERSTANDING
BETWEEN
THE CITY OF AZUSA
AND
THE AZUSA MID-MANAGEMENT ASSOCIATION
JULY 1, 2024 THROUGH JUNE 30, 2028
Azusa Mid-Management Association MOU July 1, 2024 through June 30, 2028
TABLE OF
CONTENTS
Page
1. TERM OF MEMORANDUM OF UNDERSTANDING .......................................... 1
2. TOTAL COMPENSATION ....................................................................................... 1
3. NON-DISCRIMINATION ......................................................................................... 1
3.1 Protection of Rights ............................................................................. 1
3.2 Anti-Discrimination ............................................................................. 2
4. SEPARABILITY .........................................................................................................2
5. MAINTENANCE OF EXISTING BENEFITS ...........................................................2
6. CITY RIGHTS .............................................................................................................2
6.1 Management Rights .................................................................................... 2
6.2 Conformance with Rules ............................................................................. 4
6.3 Meet and Confer .......................................................................................... 4
7. WORKWEEK AND TIMEKEEPING INTERVAL ..................................................4
7.1 Workweek .........................................................................................................4
7.2 Workday ...................................................................................................... 4
7.3 Timekeeping Interval .................................................................................. 5
8. SALARY ......................................................................................................................5
8.1 Salaries Effective July 1, 2020 .................................................................... 5
8.2 Cost of Living Increase ............................................................................... 5
8.3 Automatic Payroll Deposit ......................................................................... 5
8.4 Compensation Survey ................................................................................. 5
9. ADDITIONAL COMPENSATION ............................................................................ 6
9.1 Acting Pay ................................................................................................... 6
9.2 Automobiles ................................................................................................ 6
9.3 Bilingual Pay ............................................................................................... 6
9.4 Deferred Compensation (City-paid) ........................................................... 6
9.5 Educational Incentive Pay ........................................................................... 7
9.6 Longevity Pay ............................................................................................. 7
10. FLEXIBLE BENEFIT PLAN ..................................................................................... 7
10.1 Definition ............................................................................................. 7
10.2 Amount of Monthly Benefit ....................................................................... 7
10.3 Opt Out or Opt for Less Coverage ........................................................................ 8
10.4 Eligibility ............................................................................................. 8
10.5 Termination ................................................................................................. 9
11. LEAVETYPES/DAYSOFF ........................................................................... 9
11.1 Administrative Leave ........................................................................... 9
11.2 Bereavement Leave ..................................................................................... 9
11.3 Reproductive Loss Leave……………………………………………………….9
Holidays ................................................................................................................ 10
11.4 Industrial Leave ......................................................................................... 12
11.5 Sick Leave ................................................................................................. 13
11.6 Vacation Leave .......................................................................................... 16
Azusa Mid-Management Association MOU July 1, 2024 through June 30, 2028
12. COMPUTER LOAN PROGRAM ............................................................................ 17
13. DAMAGE TO PERSONAL EFFECTS ................................................................... 17
14. EMPLOYEE ASSISTANCE PLAN ........................................................................ 17
15. LAYOFF OR RECLASSIFICATION ...................................................................... 17
16. LICENSE RENEWAL .............................................................................................. 17
17. LIFE INSURANCE ....................................................................................................17
18. PROPRIETARY INFORMATION AGREEMENT ................................................ 17
19. RETIREMENT .......................................................................................................... 18
19.1 Optional Benefits ....................................................................................... 18
19.2 PARS Retirement Enhancement ............................................................... 19
19.3 Health Insurance During Retirement ........................................................ 20
19.4 Monthly Cash Payout Option Equivalent to Health Insurance Benefit
Upon Retirement ....................................................................................... 21
19.5 Retirement Medical Trust Policy and Planning Committee .................... 21
20. TUITION REIMBURSEMENT ............................................................................... 21
21. UNIFORM ALLOWANCE ...................................................................................... 22
22. REOPEN OF NEGOTIATIONS DURING TERM OF AGREEMENT ................. 22
23. FAIRNESS AGREEMENT ............................................................................................ 22
Azusa Mid-Management Association MOU July 1, 2024 through June 30, 2028
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CITY OF AZUSA
AZUSA MID-MANAGEMENTASSOCIATION
MEMORANDUM OF UNDERSTANDING
July 1, 2024 through June 30, 2028
This Memorandum of Understanding is entered into with reference to the following facts:
(1)The Azusa Mid-Management Association (AMMA) (hereinafter referred to as
"Association") is the recognized employee organization representing those
personnel (hereinafter referred to as "employees") employed by the City of Azusa
(hereinafter referred to as "City"), and occupying classifications in Exhibits A.
(2)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.
(3)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 of Azusa 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 the 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 as follows:
1. TERM OF MEMORANDUM OF UNDERSTANDING
The term of this Memorandum of Understanding (MOU) shall commence July 1, 2024 and
shall continue in full force and effect until June 30, 2028.
2. 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 Memorandum of Understanding shall be unaffected and
shall remain in full force and effect.
3.TOTAL COMPENSATION
As a matter of philosophy, the Association and the City recognize that compensation consists
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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.
4. NON-DISCRIMINATION
4.1 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.
4.2 Anti-Discrimination
The City and the Association agree that they shall not discriminate against any
employee because of race (including, but not limited to, hair texture and protective
hairstyles such as braids, locks, and twists), color, religious creed (including religious
dress and religious grooming practices), national origin, ancestry, citizenship status,
age (40 years and older), sex (including pregnancy, perceived pregnancy, childbirth,
breastfeeding, or related medical conditions), gender, gender identity and expression
(including transgender identity and expression), because an individual has transitioned
(to live as the gender with which they identify), is transitioning (or is perceived to be
transitioning), sexual orientation, sex stereotyping, marital status, domestic partner
status, military service and veteran status, physical and/or mental disability (including
HIV and AIDS), legally protected medical condition or information (including genetic
information,) protected medical leaves (requesting or approved), status as a victim or
status as a victim of domestic violence, sexual assault, or stalking, enrollment in a
public assistance program, political affiliation, or any other basis protected by local,
state, or federal laws.
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.
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.
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6. 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.
7. CITY RIGHTS
7.1 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:
7.1.1 To manage the City generally and to determine the issues of policy.
7.1.2 To determine the existence or nonexistence of facts, which is the basis
of the Management decision.
7.1.3 To determine the necessity and organization of any service or activity
conducted by the City and expand or diminish services.
7.1.4 To determine the nature, manner, means, and technology, and extent of
services to be provided to the public.
7.1.5 To determine methods of financing.
7.1.6 To determine types of equipment or technology to be used.
7.1.7 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.
7.1.8 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.
7.1.9 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.
7.1.10 To relieve employees from duties for lack of funds or lack of work or
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similar non-disciplinary reasons.
7.1.11 To establish and modify productivity and performance programs and
standards.
7.1.12 To discharge, suspend, demote or otherwise discipline employees for
proper cause.
7.1.13 To determine job classification and to reclassify employees.
7.1.14 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.
7.1.15 To determine policies, procedures and standards for selection, training
and promotion of employees.
7.1.16 To establish employee performance standards including, but not limited
to, quality and quantity standards and to require compliance therewith.
7.1.17 To maintain order and efficiency in its facilities and operation.
7.1.18 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.
7.1.19 To take any and all necessary action to carry out the mission of the City
in emergencies.
7.2 Conformance with Rules
The City shall have the right to exercise the rights provided in sections 6.1.9 through
6.1.16 of the Management rights clause, in accordance with the City of Azusa Rules
of the Civil Service System and exercise these rights in conformance with the Civil
Service rules.
7.3 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
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foregoing City Rights, Management's discretion in the exercise of these rights shall
not be diminished.
8. UNION RIGHTS
8.1 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.
8.2 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.
8.3 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.
9. WORKWEEK AND TIMEKEEPING INTERVAL
9.1 Workweek
The regular workweek for all employees covered by this agreement 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) days a week and ten (10) hours per day Monday through Thursday. 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.
9.1.1 Notwithstanding 8.1, 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-hour per week schedule to
employees preferring to work such a schedule.
Azusa Mid-Management Association MOU July 1, 2024 through June 30, 2028
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9.2 Workday
The workday will consist of ten and one half (10½) hours with lunch and breaks to be
scheduled in light of the departmental policy. The City reserves the right to determine
the beginning and ending times of the work day.
9.3 Timekeeping Interval
In compliance with FLSA, the minimum timekeeping interval shall be one (1) ten (10)
hour day.
10. SALARY
10.1 Cost of Living Increase
The following Cost of Living Adjustments (COLA) shall be implemented as set forth
below:
a. Effective July 1, 2024, the base salary range of each classification in the
bargaining unit shall be increased by three percent (3%).
b. Effective July 1, 2025, the base salary range of each classification in the bargaining
unit shall be increased by three percent (3%).
c. Effective July 1, 2026, the base salary range of each classification in the bargaining
unit shall be increased by four percent (4%).
d. Effective July 1, 2027, the base salary range of each classification in the bargaining
unit shall be increased by four percent (4%).
10.2 Automatic Payroll Deposit
The City will continue to offer Automatic Payroll Deposit in cooperation with any
bank that utilizes the Automated Clearing House service.
11. ADDITIONAL COMPENSATION
11.1 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
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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.
In accordance with Government Code §20480, for the wages to be reported to PERS,
the position must be vacant and the City must be conducting an active recruitment.
Generally, assignments are limited to 960 hours in a fiscal year.
An employee otherwise eligible for acting pay shall not be eligible during scheduled
periods of Vacation or when on Sick Leave.
11.2 Automobiles
The City shall provide automobiles for the employees occupying the following
positions:
Assistant Director of Electric Operations
Assistant Director of Water Operations
Public Works Superintendent – Fleet and Streets
Other employees may take a City vehicle home when it must be used either before or
after the commute for attendance at a meeting or other City-related function, or for the
purpose of making the employee available for emergency response.
11.3 Bilingual Pay
The City shall pay $125 per month to personnel demonstrating a proficiency in a
foreign language if they are assigned and required to speak and translate the foreign
language in performance of their duties.
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.
Such payment is conditional upon demonstration of the foreign language proficiency
by a qualified third-party examiner mutually agreed upon by both the City and the
Association.
11.4 Deferred Compensation (City-paid)
The City shall provide access to a deferred compensation program authorized by the City
Council for voluntary participation by employees. The City shall contribute three
hundred dollars ($300) per month in deferred compensation to each employee.
Each year during the open enrollment period employees whose premiums exceed their
FBP contribution amount have the option to redirect up to 100% of the City paid deferred
compensation contribution and have that amount added to their FBP contribution.
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11.5 Educational Incentive Pay
All employees covered under this MOU who possess a master's degree from an
accredited college or university in an academic subject, or a numbered certificate
issued by a State or professional organization, appropriate to their job description, and
not a simple membership in a professional organization, shall receive education
incentive pay in the amount of $250 per month.
11.6 Longevity Pay
The monthly Longevity Pay for employees shall be in accordance with the
following schedule:
7 yrs = $100
10 yrs = $200
15 yrs = $300
20 yrs = $400
25 yrs = $600
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. 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 fifty dollars
($150) to the department head or their designee, who shall have the authority to investigate the claim
and recommend to the City Manager, or their 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 eyeglasses or contact lenses and hearing aid devices are exempt from the one hundred
fifty dollar ($150) limit.
13. FLEXIBLE BENEFIT PLAN
13.1 Definition
The City maintains an IRS Section 125 Flexible Benefit Plan (FBP) administered by either
the City or its designee and contributes monies to employees as cash and/or to purchase
qualified benefits. 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 contribution, the excess shall be deducted from pre-
tax wages.
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13.2 Eligibility
In order for an employee to be eligible for the FBP contribution in any given month, they
must be on payroll on the first work day (excluding recognized paid City holidays) of that
month.
An employee will be eligible for the full FBP applicable to their bargaining unit if they
begin 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 Administrative Services
Department will notify the employee if they have not met the qualifying work time for
eligibility for the FBP.
13.3 Amount of Monthly Benefit
Effective July 1, 2024, the monthly FBP contribution allotment is one thousand seven
hundred dollars ($1,700) per month for each employee.
Effective July 1, 2026, the monthly FBP contribution allotment is one thousand eight
hundred dollars ($1,800) per month for each employee.
Each year during the open enrollment period, employees whose premiums exceed their FBP
contribution amount have the option to redirect up to 100% of the City paid deferred
compensation contribution and have that amount added to their FBP contribution (see
Section 11.4 for the deferred compensation contribution amount).
13.4 Opt Out or Opt for Less Coverage
The City will provide cash-out options for any employee who provides proof of other
medical coverage for themselves and their dependents and opts out of the City’s medical
coverage (medical waiver).
Employees hired before January 1, 2018:
For those employees hired into a full-time status before January 1, 2018 and provides proof
of other medical coverage for themselves and their dependents or otherwise does not use
the entire FBP amount, the City will provide up to a maximum of one thousand dollars
($1,000.00) per month (cash-out). Whether an employee opts out of medical coverage or
not, the maximum amount of FBP the City will contribute to an employee to purchase
vision, dental, and/or other supplement benefits is five hundred dollars ($500) per month.
If an employee wants to purchase supplemental benefits in excess of five hundred ($500)
per month, they may do so by reducing the amount of FBP cash-out received or by paying
out of pocket.
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Employees hired on or after January 1, 2018:
Employees hired into a full-time status on or after January 1, 2018 may opt out of the City’s
medical coverage and receive five hundred dollars ($500) in lieu of participation (cash-out).
If an employee opts out of medical coverage, they may also use up to an additional five
hundred dollars ($500) of FBP contribution to purchase vision, dental, and/or other
supplement benefits at the employee’s option. If an employee wants to purchase
supplemental benefits in excess of five hundred ($500), they may do so by reducing the
amount of FBP cash-out received or by paying out of pocket.
13.5 Termination
The City will not be responsible for payment of any qualified benefits on behalf of the
employee following the month of termination. The City’s monthly FBP contribution will
be pro-rated based on the number of hours the employee works in the termination month. If
an employee wishes to continue their qualified benefits, advance payment for such qualified
benefits will be deducted from the employee's final pay.
14. LEAVE TYPES/ DAYS OFF
14.1 Administrative Leave
Employees shall receive sixty (60) hours per year of Administrative Leave.
An Employee Leave Request must be approved by the appropriate department head
prior to the use of Administrative Leave and such leave may not be carried over into
the next fiscal year or cashed in if not used. Unused Administrative Leave may,
however, be converted to Vacation Leave. An employee who wishes to convert
accrued unused Administrative Leave to Vacation Leave shall notify the Finance
Department any time before June 15 of the desired conversion. It is the responsibility
of the employee to request conversion.
Administrative Leave shall be granted with due regard for the employee's wishes and
the operational needs of the department.
14.2 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, step-mother, step-father,
brother, sister, spouse, child, step-child, mother-in-law, father-in-law, grandparents,
grandparent 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.
Bereavement Leave for close personal relationships other than listed relationships may
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be approved by Department Head and Director of Administrative Services .
In addition to Bereavement Leave, an employee may request up to twenty (20) hours
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 their ability to convert the balance.
14.3 Reproductive Loss Leave
An employee who have worked for at least 30 days with the City may be permitted to
take up to five (5) days of leave in the event of reproductive loss. A “reproductive loss
event” is herewith defined as any of the following: Miscarriage, Stillbirth, Failed
adoption, Failed surrogacy, and Unsuccessful assisted reproduction. In addition, the
reproductive loss event can be the employee’s own or that of another person if the
employee would have been the parent of the child born or adopted. This leave can be
taken consecutively or intermittently as long as it is completed within three (3) months
of the reproductive loss event. Such leave shall not be charged against the employee's
Sick Leave or Vacation.
Moreover, if an employee experiences more than one (1) reproductive loss event in a
year, they are entitled to no more than twenty (20) days in that one-year period. Such
leave, if in excess of five (5) days in a one-year period, shall be charged against the
employee's accrued Sick Leave balance and shall be considered in calculating their
ability to convert the balance.
Reproductive Loss Leave requests for other reasons than the listed definitions may be
approved by Department Head and Director of Administrative Services.
14.4 Holidays
14.4.1 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 the
scheduled workday that 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 as follows:
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Recognized Holiday Observed Holiday
Holiday Schedule Month FY 2024/2025 FY 2025/2026 FY 2026/2027 FY 2027/2028
Independence Day
July 4th July 4* 7 6 5
Labor Day
1st Monday in
September
Sept 2 1 7 6
Columbus Day
2nd Monday in October Oct 14 13 12 11
Veteran’s Day
November 11th Nov 11* 11* 11* 11*
Thanksgiving Day
4th Thursday in
November
Nov 28 27 26 25
Christmas Day
December 25th Dec 25* 25* 28 27
New Year’s Day
January 1st Jan 1* 1* 4 3
Martin Luther King Day
3rd Monday in January Jan 20 19 18 17
President’s Day
3rd Monday in February Feb 17 16 15 21
Memorial Day
Last Monday in May May 26 25 31 29
Juneteenth
June 19th June 19* 22 21 19*
* = Recognized and Observed Holiday on same date
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14.4.2 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 or division chief. 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.
14.5 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:
14.5.1 An employee granted Industrial Leave shall continue to be compensated
at their regular rate of pay in lieu of temporary disability payments.
14.5.2 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 (1) above.
14.5.3 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 one (1) calendar year.
Supporting medical documentation must accompany such requests for
leave and be submitted thirty (30) days prior to expiration date.
14.5.4 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.
14.5.5 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
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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.
14.5.6 Except as provided in (2) above, no employee shall have accrued Sick
Leave deducted while on Industrial Leave. Vacation and Sick Leave
shall accrue for an employee on Industrial Leave.
14.5.7 Industrial Leave shall expire when one of the following conditions
occurs:
14.5.7.1 Employee is able to return to work to their regular position.
14.5.7.2 The day before the employee is retired or separated for
disability. The employee's "retirement date" shall be the first
of the month alter all of the following occur and are
determined by the California Public Employees' Retirement
System:
14.5.7.2.1 The employee's condition is determined to be
permanent or of an extended duration.
14.5.7.2.2 The degree of disability precludes continued
employment by the employee in his present
position.
14.5.7.2.3 Alter fifty-two (52) weeks of industrial disability
payments.
14.5.8 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.)
14.6 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 the California Healthy Workplaces, Healthy
Families Act. Sick Leave must be exhausted before compensatory time off or Vacation
Leave may be used for Sick Leave reasons.
14.6.1 Reasons for Use of Sick Leave
Sick Leave shall be granted for the following reasons:
14.6.1.1 Personal illness or physical incapacity.
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14.6.1.2 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.
Sick Leave use under Section 11.5.1.2 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 11.5.1.2 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.
14.6.1.3 Enforced quarantine of the employee in accordance with
Health Department regulations.
14.6.1.4 Medical, dental, and optical appointments.
14.6.1.5 Personal Business not to exceed a maximum of forty (40)
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. 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 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. Employees must
provide advance notice for Personal Business Leave
whenever possible.
14.6.1.6 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.
14.6.2 Accrual and Use
For employees hired prior to January 1, 2011, Sick Leave shall accrue at the
rate of ten hours per month for each calendar month of paid employment, with
unlimited accumulation.
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For employees hired on or after January 1, 2011, Sick Leave shall accrue at the
rate of ten hours per month for each calendar year of paid employment. No
more than 960 hours of sick leave may be accrued. Balances accrued over 960
hours will be paid out annually at a rate of 25% as a wellness bonus. New City
employees that become new unit members, hired on or after February 1, 2016,
will not be entitled to any pay out of sick leave; sick leave accruals will simply
stop after accrual of 960 hours.
14.6.3 One-Fourth Conversion
If the employee has used more than three, but not more than six days of Sick
Leave, excluding time spent on personal business or bereavement, they will
have the following options:
14.6.3.1 Carry over the accrual and add it to their Sick Leave balance.
14.6.3.2 Convert, only to the extent that their 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.
14.6.4 One-Third Conversion
If the employee has used no more than three days of Sick Leave, excluding
time spent on personal business or bereavement, they will have the following
options:
14.6.4.1 Carry over the accrual and add it to their Sick Leave balance.
14.6.4.2 Convert, only to the extent that their 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.
A decision to convert Sick Leave according to the policies stated shall be made
by March 31.
14.6.5 Conversion To Cash upon Retirement or Separation
The employee may convert fifty percent (50%) of their accrued Sick Leave
balance to cash upon disability retirement (if they have been employed by the
city a minimum of five (5) years); or voluntary retirement (if they have been
employed by the city a minimum of ten (10) years).
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Upon death of an employee, who has reached permanent status, the City shall
convert 50% of the deceased employee's accrued sick leave balance to cash.
The cash shall be payable to the deceased employee's beneficiary or estate.
Upon separation for other reasons, employee may convert fifty percent (50%)
of their accrued Sick Leave balance to cash for hours in excess of three hundred
twenty (320) hours to a maximum payment of two hundred forty
(240) hours.
Upon voluntary separation with at least twenty-five (25) years of service with
the City, employee may convert one hundred percent (100%) of their accrued
Sick Leave balance to cash.
In case of layoff, the employee shall be allowed to convert 100% of their accrued
Sick Leave balance to cash.
14.6.6 Conversion to Service Credit Upon Retirement
Pursuant to the terms of the City's contract, as amended, with the California
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 11.5.4, to retirement
service credit.
14.7 Vacation Leave
14.7.1 Required Usage and Carryover
Leave will be credited on a "per-pay-period" basis. Employees shall be required
to use one-half (½) of their annual Vacation accrual yearly. Employees shall
be able to carry over Vacation accrual from one year to the next, cumulatively,
up to a maximum of seventy-eight (78) times the then-current pay period rate
of Vacation accrual. New City employees that become new unit members,
hired on or after February 1, 2016, will accrue up to a maximum of three
hundred (300) hours. Future accrual which exceed the aforementioned
maximums, shall be paid to the employee as it is accrued.
Commencing on August 1, 2010, if the employee's balance is at or above the
maximum, any accrual in excess of the maximum shall be paid as earned. In
special cases where it has not been possible, due to work load or other factors,
for the employee to use their Vacation before reaching a maximum, it shall be
within the department head's authority to authorize cash payment in lieu of time
off.
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14.7.2 Cash-In Policy
Employees covered by this Memorandum of Understanding may convert
50% of their annual accrual of Vacation time to cash with administrative
approval.
14.7.3 Accrual
Vacation Leave shall accrue as follows:
Through the 4th year of employment 90 hours per year
Through the 5th year of employment 120 hours
Through the 6th year of employment 128 hours
Through the 7th year of employment 136 hours
Through the 8th year of employment 144 hours
Through the 9th year of employment 152 hours
Through the 10th year of employment 160 hours
Through the 11th year of employment 168 hours
Through the 12th year of employment 176 hours
Through the 13th year of employment 184 hours
Through the 14th year of employment 192 hours
Through the 15th year of employment 200 hours
Through the 16th year of employment 210 hours
15. COMPUTER LOAN PROGRAM
Availability of a Computer Loan Program shall cease as of February 1, 2016. While prior
loans will continue to be paid back pursuant to the prior terms, no further loans shall be
issued.
16. DAMAGE TO PERSONAL EFFECTS
If, in the course of business, an employee's personal clothing or effects are accidentally
damaged or destroyed, the employee may submit a claim for reimbursement for up to one
hundred dollars ($100).
Employee will submit claim to their department head for their recommendation to the City
Manager for their consideration.
17. EMPLOYEE ASSISTANCE PLAN
The City will continue to maintain the Employee Assistance Plan.
18. LAYOFF OR RECLASSIFICATION
The City agrees that in the event employees represented by the Association are laid off from
their employment or are reclassified to a lesser classification, a minimum of forty-five (45)
calendar days' notice will be given to each individual affected employee. Such notice shall be
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in writing and signed by an appropriate management employee.
19. LICENSE RENEWAL
The City agrees to pay the cost of maintaining certifications and licenses that are necessary
to maintain the minimum requirements for the licensee's job.
20. DISABILITY INSURANCE (SHORT AND LONG TERM)
20.30 The City shall maintain in effect for the term of this agreement a disability plan
(STD/LTD) covering employees set forth herein. Said plan shall provide an
employee with a maximum of two-thirds of their base salary. An employee may
utilize their accrued Sick Leave, Vacation, and/or Compensatory Time to
supplement the STD/LTD payment so as to receive 100% of his/her base salary. The
STD/LTD plan includes the following:
20.30.1 For the first 30 days of non-job-related illness or injury, the employee will
use accrued Sick Leave, Compensatory Time or Vacation Leave;
20.30.2 Provides 66.67% of the employee's monthly salary;
20.30.3 Commences after a 30 calendar day waiting period and provides a benefit
to age 65;
20.30.4 The employee will be allowed to use accrued Sick Leave in conjunction
with the long term disability plan to provide for a full net pay check;
20.30.5 At no time will an employee receive more than 100% of their net pay;
20.30.6 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.
21. LIFE INSURANCE
The City shall provide term life insurance equal to one and one-half (1½) times
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.
22. PROPRIETARY INFORMATION AGREEMENT
All unit employees will be subject to state and federal laws prohibiting the disclosure of
confidential business information, trade secrets and other proprietary information. The City
will provide orientation on employee obligations under such laws for existing and new
employees.
23. RETIREMENT
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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), effective
February 1, 2016, all unit members other than "new members" as defined by PEPRA and/or
California Government Code section 7522.04(1) 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(1) 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(1), 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% at 60 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).
23.1 Optional Benefits
23.1.1 The City's contract with the CalPERS includes the additional benefit
of Service Credit for Unused Sick Leave.
23.1.2 The City's contract with the CalPERS includes participation in the
Two Years Additional Service Credit as authorized by the State
Legislature.
23.1.3 The City's contract with CalPERS includes Employer-Paid Member
Contribution as Compensation in base pay during the final compensation
period.
23.1.4 CalPERS Service Credit for Military Service
The CalPERS Service Credit for Military Service Credit Purchase Assistance
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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. Eligible employees with qualifying
military service can contact CalPERS and arrange to be billed for the service
credit (CalPERS’ estimate is $5,000 per year of service). The City shall
reimburse the employee for 25% of the amount of the bill.
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.
23.2 PARS Retirement Enhancement
Beginning July 1, 2007, employees agreed to pay for Public Agency Retirement
Services benefits which add a half percent (0.5%) to the PERS 2% at age 55 formula,
such that at age 55, the benefit factor would equate to 2.5% in total between PERS and
PARS. The PARS program which employees agreed to pay for is commonly referred
to as the "stackable plan" meaning that the half percent (0.5%) benefit factor is added
to the amount provided by the PERS program regardless of the age of the retiring
employee, provided, however, the retiring employee has reached the qualifying
retirement age of 55.
Effective July 1, 2007 through December 31, 2008, the City will contribute the initial
one percent (1%) cost of the PARS program. Up to seven and one half percent (7.5%)
of the remaining cost will come out of the employee's base pay as an employee
contribution payroll deduction administered by the City. The City will contribute any
balance beyond the initial one percent (1%) and the employee contribution.
Effective January 1, 2009 the City will contribute an additional five percent (5%) of
the employee's contribution. The employee's contribution will cap at two and one half
percent (2.5%). Effectively the City will contribute the first six percent (6%); the
employee will contribute the next two and one half percent (2.5%) and then the City
will contribute any portion beyond the eight and one half percent (8.5%).
23.2.1 All amounts deducted from employees' base pay will be tax deferred.
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23.2.2 Retiring employees must be vested 5 consecutive years with the City of
Azusa, and must be age 55 or above to be eligible for PARS retirement
benefits.
23.2.3 Employees must pay into the PARS program for one year before they can
be eligible to retire.
23.2.4 Prior years served in other Cities under the PERS program will be
counted toward service credit when the PARS benefit is calculated and
made part of benefit upon retirement.
23.2.5 Like PERS, the employee can take their contribution out of PARS in cash
when separated from the City, plus interest accrued @ 4% per year.
23.2.6 Basis for PARS portion of retirement calculation is single highest year of
salary.
23.2.7 For purposes of PERS benefit calculation, the employee's contribution to
PARS is considered as a part of base salary; hence it does not affect PERS
retirement calculation.
23.2.8 No Association employee may opt out of participation in the PARS
program.
23.2.9 The cost to participate in PARS is not fixed and may be changed
depending on future cost studies for bargaining group.
23.3 Health Insurance During Retirement
Beginning with the first month after retirement, for employees of the City of Azusa
who:
1) at the time of retirement from the City of Azusa, have attained the age of fifty
(50) and have at least fifteen (15) cumulative years of service with the City
of Azusa, the City will reimburse monthly to the employee, until the
employee passes away, an amount equal to seventy five percent (75%) of the
Participant’s Share of the single-coverage premium in the employee's
comprehensive CalPERS health insurance plan.
2) at the time of retirement from the City of Azusa, have attained the age of fifty
(50) and have at least twenty (20) cumulative years of service with the City
of Azusa, the City will reimburse monthly the employee, until the employee
passes away, an amount equal to one hundred percent (100%) of the
Participant’s Share of the single-coverage premium in the employee's
comprehensive CalPERS health insurance plan, or one hundred percent
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(100%) of the Participant’s Share of the coverage premium for the retired
employee and their spouse (at the time of retirement) at the CalPERS median
health plan premium; in the event the employee passes away and is survived
by an eligible spouse, the coverage for the surviving spouse shall continue
until they pass away. The amount of the City's contribution shall vary, up or
down, depending upon the employee's CalPERS health plan choice and its
periodic changes in its rates.
The Participant’s Share is a term defined by CalPERS and equals the total health plan
premium minus the minimum contribution the City pays directly to CalPERS for
PEMCHA.
The payment of these funds will be deposited into a Health Reimbursement
Arrangement Account with the City’s Third-Party Administrator.
23.4 Monthly Cash Payout Option Equivalent to Health Insurance Benefit Upon
Retirement
Employees with qualified medical retirement benefits as defined in section 23.3,
and who retire from the City of Azusa, may elect to be paid a Cash Equivalent
amount on a monthly basis regardless of whether they are paying a health
insurance premium. The employee must indicate their choice of this option within
30 days of retirement from the City of Azusa of their interest in being paid a Cash
Equivalent amount. If employee elects to choose a Cash Equivalent payment, the
City will pay monthly to retired employee until the retired employee passes away,
a cash amount equivalent to the CalPERS single-coverage premium in the PERS
Platinum health plan based on the percentage benefit the retired employee is
eligible to receive as defined in section 23.3. For example, an employee at age 50
with 15 years with the City would be eligible to receive a cash equivalent payment
on a monthly basis equal to 75% of this cost as set forth by the PERS Platinum
plan, including monthly adjustments to account for increases in the premium
amounts as set forth by CalPERS.
The payment of these funds will be deposited into a Health Reimbursement
Arrangement Account with the City’s Third-Party Administrator.
23.5 Health Reimbursement Account (HRA)
For employees hired in full-time status on or after July 1, 2020:
RHI Tier II: Unit members hired after the ratification of this agreement will be
enrolled in the PORAC Retiree Medical Trust plan. The City will make monthly
contributions to the PORAC retiree medical trust in lieu of lifetime medical with the
City’s monthly contribution as follows:
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Years of Continuous Service City Contribution
1-5 Years of Continuous Service* $200/month
5+ Years of Continuous Service* $300/month *Until the employee retires or separates from employment
Contribution to the Trust of these funds will follow the agreement guidelines
between AMMA and PORAC.
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.
23.5.1 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.
24. UNIFORM ALLOWANCE
Employees that are permanently 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.
25. REOPEN OF NEGOTIATIONS DURING TERM OF AGREEMENT
The parties shall re-open negotiations for the following:
(1) Flexible Benefit Plan Contribution – the union asserts average CalPERS
medical insurance premiums have increased over 37% over the past five
years while the City’s contributions have not kept pace with the increases.
The City Council authorizes the City Manager to enter into a side letter of
agreement with AMMA during the term of this MOU to increase the FBP
contribution in the final contract year, beginning July 1, 2027, up to an
amount not to exceed two-thousand dollars ($2,000) per month if it is
determined the City’s budget can afford the increase.
This re-opener does not obligate either party 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.
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26. 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, 2024) 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):
Flexible benefit plan (FBP) contributions – for the entire term of this contract, if the City
grants any other bargaining unit(s) a higher FBP contribution over than already in effect or
negotiated as of June 30, 2024, the City will grant employee(s) in this unit the same higher
amount to be effective on the same date(s) given to other bargaining unit(s).
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AZUSA MID-MANAGEMENT ASSOCIATION
Richard Torres, President Date
Paul Reid, Vice President Date
Melissa Barbosa, Secretary Date
_____________________________________________________________________________________
Liza Sagun, Treasurer Date
_____________________________________________________________________________________
Tim Vuong, Board Member Date
Michael McGill, Labor Specialist, Adams, Ferrone & Ferrone Date
CITY OF AZUSA
Sergio Gonzalez, City Manager Date
Talika M. Johnson, Director of Administrative Services Date
_____________________________________________________________________________________
Nico DeAnda-Scia, Deputy City Manager Date
ATTEST:
___________________________________
Jeffrey Lawrence Cornejo, Jr., City Clerk
APPROVED AS TO FORM AND CONTENT:
___________________________________
Marco Martinez, Best Best & Krieger
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EXHIBIT A
AMMA Salary Schedules
Currently in Effect
CLASSIFICATION RANGE
Rate
Type STEP 1 STEP 2 STEP 3 STEP 4 STEP 5
ASSISTANT GENERAL MANAGER - CUSTOMER CARE 3558 M 14,761.35$ 15,499.42$ 16,274.39$ 17,088.11$ 17,942.51$
ASSISTANT GENERAL MANAGER - ELECTRIC OPERATIONS 3558 M 14,761.35$ 15,499.42$ 16,274.39$ 17,088.11$ 17,942.51$
ASSISTANT GENERAL MANAGER - WATER OPERATIONS 3558 M 14,761.35$ 15,499.42$ 16,274.39$ 17,088.11$ 17,942.51$
ASSISTANT GENERAL MANAGER - RESOURCE MANAGEMENT 3558 M 14,761.35$ 15,499.42$ 16,274.39$ 17,088.11$ 17,942.51$
BUILDING OFFICIAL 3435 M 8,784.39$ 9,223.61$ 9,684.79$ 10,169.03$ 10,677.48$
CITY LIBRARIAN 3209 M 10,873.75$ 11,417.44$ 11,988.31$ 12,587.73$ 13,217.12$
CIVIL ENGINEER, PRINCIPAL 3531 M 10,996.32$ 11,546.13$ 12,123.44$ 12,729.61$ 13,366.09$
CIVIL ENGINEER, SENIOR 3206 M 9,562.01$ 10,040.12$ 10,542.12$ 11,069.23$ 11,622.69$
COMMUNITY IMPROVEMENT MANAGER 3213 M 9,885.23$ 10,379.49$ 10,898.47$ 11,443.39$ 12,015.56$
ECONOMIC DEVELOPMENT & HOUSING COORD.3211 M 8,290.69$ 8,705.23$ 9,140.49$ 9,597.51$ 10,077.39$
ELECTRICAL ENGINEER 3448 M 9,289.68$ 9,754.17$ 10,241.88$ 10,753.97$ 11,291.67$
ELECTRICAL ENGINEER, SENIOR 3515 M 10,683.14$ 11,217.29$ 11,778.16$ 12,367.06$ 12,985.42$
EMERGENCY SERVICES COORDINATOR 3306 M 7,334.07$ 7,700.78$ 8,085.82$ 8,490.11$ 8,914.61$
ENVIRONMENTAL PROGRAMS MANAGER 3213 M 9,885.23$ 10,379.49$ 10,898.47$ 11,443.39$ 12,015.56$
ENVIRONMENTAL PROGRAMS SPECIALIST 3204 M 7,604.02$ 7,984.23$ 8,383.44$ 8,802.61$ 9,242.74$
FAMILY SERVICES MANAGER 3365 M 8,609.55$ 9,040.03$ 9,492.03$ 9,966.63$ 10,464.97$
FINANCE MANAGER 3213 M 9,885.23$ 10,379.49$ 10,898.47$ 11,443.39$ 12,015.56$
MANAGEMENT ANALYST, SENIOR 3306 M 7,334.07$ 7,700.78$ 8,085.82$ 8,490.11$ 8,914.61$
PLANNING MANAGER 3213 M 9,885.23$ 10,379.49$ 10,898.47$ 11,443.39$ 12,015.56$
POLICE ADMINISTRATIVE SERVICE MANAGER/CUSTODIAN OF RE 3213 M 9,885.23$ 10,379.49$ 10,898.47$ 11,443.39$ 12,015.56$
POWER RESOURCES COORDINATOR, SENIOR 3450 M 9,780.29$ 10,269.30$ 10,782.77$ 11,321.91$ 11,888.00$
POWER RESOURCES PLANNER, SENIOR 3460 M 12,225.36$ 12,836.63$ 13,478.46$ 14,152.38$ 14,860.00$
POWER RESOURCES SCHEDULER 3430 M 8,891.17$ 9,335.73$ 9,802.52$ 10,292.64$ 10,807.28$
PUBLIC WORKS PROJECT MANAGER 3212 M 8,018.68$ 8,419.61$ 8,840.59$ 9,282.62$ 9,746.75$
PUBLIC WORKS SUPERINTENDENT - FLEET AND STREETS 3370 M 8,694.74$ 9,129.48$ 9,585.96$ 10,065.25$ 10,568.52$
PUBLIC WORKS SUPERINTENDENT - PARKS AND FACILITIES 3370 M 8,694.74$ 9,129.48$ 9,585.96$ 10,065.25$ 10,568.52$
RECREATION MANAGER 3365 M 8,609.55$ 9,040.03$ 9,492.03$ 9,966.63$ 10,464.97$
UTILITY ADMINISTRATIVE & FINANCIAL SERVICES MANAGER 3213 M 9,885.23$ 10,379.49$ 10,898.47$ 11,443.39$ 12,015.56$
WATER SYSTEM ENGINEER 3447 M 8,816.66$ 9,257.49$ 9,720.37$ 10,206.39$ 10,716.70$
WATER SYSTEM ENGINEER, SENIOR 3208 M 10,139.16$ 10,646.12$ 11,178.42$ 11,737.34$ 12,324.21$
28
EXHIBIT A
AMMA Salary Schedules
Effective July 1, 2024
CLASSIFICATION RANGE
Rate
Type STEP 1 STEP 2 STEP 3 STEP 4 STEP 5
ASSISTANT GENERAL MANAGER - CUSTOMER CARE 3558 M 15,204.19$ 15,964.40$ 16,762.62$ 17,600.75$ 18,480.79$
ASSISTANT GENERAL MANAGER - ELECTRIC OPERATIONS 3558 M 15,204.19$ 15,964.40$ 16,762.62$ 17,600.75$ 18,480.79$
ASSISTANT GENERAL MANAGER - WATER OPERATIONS 3558 M 15,204.19$ 15,964.40$ 16,762.62$ 17,600.75$ 18,480.79$
ASSISTANT GENERAL MANAGER - RESOURCE MANAGEMENT 3558 M 15,204.19$ 15,964.40$ 16,762.62$ 17,600.75$ 18,480.79$
BUILDING OFFICIAL 3435 M 9,047.92$ 9,500.32$ 9,975.33$ 10,474.10$ 10,997.81$
CITY LIBRARIAN 3209 M 11,199.97$ 11,759.97$ 12,347.96$ 12,965.36$ 13,613.63$
CIVIL ENGINEER, PRINCIPAL 3531 M 11,326.21$ 11,892.52$ 12,487.14$ 13,111.50$ 13,767.07$
CIVIL ENGINEER, SENIOR 3206 M 9,848.87$ 10,341.32$ 10,858.38$ 11,401.30$ 11,971.37$
COMMUNITY IMPROVEMENT MANAGER 3213 M 10,181.79$ 10,690.88$ 11,225.42$ 11,786.69$ 12,376.03$
ECONOMIC DEVELOPMENT & HOUSING COORD.3211 M 8,539.41$ 8,966.38$ 9,414.70$ 9,885.44$ 10,379.71$
ELECTRICAL ENGINEER 3448 M 9,568.37$ 10,046.79$ 10,549.13$ 11,076.59$ 11,630.42$
ELECTRICAL ENGINEER, SENIOR 3515 M 11,003.63$ 11,553.81$ 12,131.50$ 12,738.08$ 13,374.98$
EMERGENCY SERVICES COORDINATOR 3306 M 7,554.10$ 7,931.80$ 8,328.39$ 8,744.81$ 9,182.05$
ENVIRONMENTAL PROGRAMS MANAGER 3213 M 10,181.79$ 10,690.88$ 11,225.42$ 11,786.69$ 12,376.03$
ENVIRONMENTAL PROGRAMS SPECIALIST 3204 M 7,832.14$ 8,223.75$ 8,634.94$ 9,066.69$ 9,520.02$
FAMILY SERVICES MANAGER 3365 M 8,867.84$ 9,311.23$ 9,776.79$ 10,265.63$ 10,778.92$
FINANCE MANAGER 3213 M 10,181.79$ 10,690.88$ 11,225.42$ 11,786.69$ 12,376.03$
MANAGEMENT ANALYST, SENIOR 3306 M 7,554.10$ 7,931.80$ 8,328.39$ 8,744.81$ 9,182.05$
PLANNING MANAGER 3213 M 10,181.79$ 10,690.88$ 11,225.42$ 11,786.69$ 12,376.03$
POLICE ADMINISTRATIVE SERVICE MANAGER/CUSTODIAN OF RE 3213 M 10,181.79$ 10,690.88$ 11,225.42$ 11,786.69$ 12,376.03$
POWER RESOURCES COORDINATOR, SENIOR 3450 M 10,073.70$ 10,577.38$ 11,106.25$ 11,661.56$ 12,244.64$
POWER RESOURCES PLANNER, SENIOR 3460 M 12,592.12$ 13,221.73$ 13,882.81$ 14,576.96$ 15,305.80$
POWER RESOURCES SCHEDULER 3430 M 9,157.91$ 9,615.80$ 10,096.59$ 10,601.42$ 11,131.49$
PUBLIC WORKS PROJECT MANAGER 3212 M 8,259.24$ 8,672.20$ 9,105.81$ 9,561.10$ 10,039.15$
PUBLIC WORKS SUPERINTENDENT - FLEET AND STREETS 3370 M 8,955.59$ 9,403.37$ 9,873.53$ 10,367.21$ 10,885.57$
PUBLIC WORKS SUPERINTENDENT - PARKS AND FACILITIES 3370 M 8,955.59$ 9,403.37$ 9,873.53$ 10,367.21$ 10,885.57$
RECREATION MANAGER 3365 M 8,867.84$ 9,311.23$ 9,776.79$ 10,265.63$ 10,778.92$
UTILITY ADMINISTRATIVE & FINANCIAL SERVICES MANAGER 3213 M 10,181.79$ 10,690.88$ 11,225.42$ 11,786.69$ 12,376.03$
WATER SYSTEM ENGINEER 3447 M 9,081.16$ 9,535.22$ 10,011.98$ 10,512.58$ 11,038.21$
WATER SYSTEM ENGINEER, SENIOR 3208 M 10,443.33$ 10,965.50$ 11,513.78$ 12,089.46$ 12,693.94$
29
EXHIBIT A
AMMA Salary Schedules
Effective July 1, 2025
CLASSIFICATION RANGE
Rate
Type STEP 1 STEP 2 STEP 3 STEP 4 STEP 5
ASSISTANT GENERAL MANAGER - CUSTOMER CARE 3558 M 15,660.32$ 16,443.33$ 17,265.50$ 18,128.78$ 19,035.21$
ASSISTANT GENERAL MANAGER - ELECTRIC OPERATIONS 3558 M 15,660.32$ 16,443.33$ 17,265.50$ 18,128.78$ 19,035.21$
ASSISTANT GENERAL MANAGER - WATER OPERATIONS 3558 M 15,660.32$ 16,443.33$ 17,265.50$ 18,128.78$ 19,035.21$
ASSISTANT GENERAL MANAGER - RESOURCE MANAGEMENT 3558 M 15,660.32$ 16,443.33$ 17,265.50$ 18,128.78$ 19,035.21$
BUILDING OFFICIAL 3435 M 9,319.36$ 9,785.33$ 10,274.59$ 10,788.32$ 11,327.74$
CITY LIBRARIAN 3209 M 11,535.97$ 12,112.76$ 12,718.40$ 13,354.32$ 14,022.04$
CIVIL ENGINEER, PRINCIPAL 3531 M 11,665.99$ 12,249.29$ 12,861.76$ 13,504.84$ 14,180.09$
CIVIL ENGINEER, SENIOR 3206 M 10,144.34$ 10,651.56$ 11,184.14$ 11,743.34$ 12,330.51$
COMMUNITY IMPROVEMENT MANAGER 3213 M 10,487.24$ 11,011.60$ 11,562.18$ 12,140.29$ 12,747.31$
ECONOMIC DEVELOPMENT & HOUSING COORD.3211 M 8,795.60$ 9,235.38$ 9,697.14$ 10,182.00$ 10,691.10$
ELECTRICAL ENGINEER 3448 M 9,855.42$ 10,348.20$ 10,865.61$ 11,408.89$ 11,979.33$
ELECTRICAL ENGINEER, SENIOR 3515 M 11,333.74$ 11,900.43$ 12,495.45$ 13,120.22$ 13,776.23$
EMERGENCY SERVICES COORDINATOR 3306 M 7,780.72$ 8,169.76$ 8,578.24$ 9,007.16$ 9,457.51$
ENVIRONMENTAL PROGRAMS MANAGER 3213 M 10,487.24$ 11,011.60$ 11,562.18$ 12,140.29$ 12,747.31$
ENVIRONMENTAL PROGRAMS SPECIALIST 3204 M 8,067.11$ 8,470.46$ 8,893.99$ 9,338.69$ 9,805.62$
FAMILY SERVICES MANAGER 3365 M 9,133.88$ 9,590.57$ 10,070.10$ 10,573.60$ 11,102.28$
FINANCE MANAGER 3213 M 10,487.24$ 11,011.60$ 11,562.18$ 12,140.29$ 12,747.31$
MANAGEMENT ANALYST, SENIOR 3306 M 7,780.72$ 8,169.76$ 8,578.24$ 9,007.16$ 9,457.51$
PLANNING MANAGER 3213 M 10,487.24$ 11,011.60$ 11,562.18$ 12,140.29$ 12,747.31$
POLICE ADMINISTRATIVE SERVICE MANAGER/CUSTODIAN OF RE 3213 M 10,487.24$ 11,011.60$ 11,562.18$ 12,140.29$ 12,747.31$
POWER RESOURCES COORDINATOR, SENIOR 3450 M 10,375.91$ 10,894.70$ 11,439.44$ 12,011.41$ 12,611.98$
POWER RESOURCES PLANNER, SENIOR 3460 M 12,969.89$ 13,618.38$ 14,299.30$ 15,014.26$ 15,764.98$
POWER RESOURCES SCHEDULER 3430 M 9,432.64$ 9,904.28$ 10,399.49$ 10,919.46$ 11,465.44$
PUBLIC WORKS PROJECT MANAGER 3212 M 8,507.01$ 8,932.37$ 9,378.98$ 9,847.93$ 10,340.33$
PUBLIC WORKS SUPERINTENDENT - FLEET AND STREETS 3370 M 9,224.25$ 9,685.47$ 10,169.74$ 10,678.23$ 11,212.14$
PUBLIC WORKS SUPERINTENDENT - PARKS AND FACILITIES 3370 M 9,224.25$ 9,685.47$ 10,169.74$ 10,678.23$ 11,212.14$
RECREATION MANAGER 3365 M 9,133.88$ 9,590.57$ 10,070.10$ 10,573.60$ 11,102.28$
UTILITY ADMINISTRATIVE & FINANCIAL SERVICES MANAGER 3213 M 10,487.24$ 11,011.60$ 11,562.18$ 12,140.29$ 12,747.31$
WATER SYSTEM ENGINEER 3447 M 9,353.59$ 9,821.27$ 10,312.34$ 10,827.95$ 11,369.35$
WATER SYSTEM ENGINEER, SENIOR 3208 M 10,756.63$ 11,294.47$ 11,859.19$ 12,452.15$ 13,074.76$
30
EXHIBIT A
AMMA Salary Schedules
Effective July 1, 2026
CLASSIFICATION RANGE
Rate
Type STEP 1 STEP 2 STEP 3 STEP 4 STEP 5
ASSISTANT GENERAL MANAGER - CUSTOMER CARE 3558 M 16,286.73$ 17,101.07$ 17,956.12$ 18,853.93$ 19,796.62$
ASSISTANT GENERAL MANAGER - ELECTRIC OPERATIONS 3558 M 16,286.73$ 17,101.07$ 17,956.12$ 18,853.93$ 19,796.62$
ASSISTANT GENERAL MANAGER - WATER OPERATIONS 3558 M 16,286.73$ 17,101.07$ 17,956.12$ 18,853.93$ 19,796.62$
ASSISTANT GENERAL MANAGER - RESOURCE MANAGEMENT 3558 M 16,286.73$ 17,101.07$ 17,956.12$ 18,853.93$ 19,796.62$
BUILDING OFFICIAL 3435 M 9,692.13$ 10,176.74$ 10,685.58$ 11,219.86$ 11,780.85$
CITY LIBRARIAN 3209 M 11,997.40$ 12,597.27$ 13,227.14$ 13,888.50$ 14,582.92$
CIVIL ENGINEER, PRINCIPAL 3531 M 12,132.63$ 12,739.26$ 13,376.23$ 14,045.04$ 14,747.29$
CIVIL ENGINEER, SENIOR 3206 M 10,550.11$ 11,077.62$ 11,631.50$ 12,213.08$ 12,823.73$
COMMUNITY IMPROVEMENT MANAGER 3213 M 10,906.73$ 11,452.07$ 12,024.67$ 12,625.90$ 13,257.20$
ECONOMIC DEVELOPMENT & HOUSING COORD.3211 M 9,147.42$ 9,604.79$ 10,085.03$ 10,589.28$ 11,118.75$
ELECTRICAL ENGINEER 3448 M 10,249.64$ 10,762.12$ 11,300.23$ 11,865.24$ 12,458.50$
ELECTRICAL ENGINEER, SENIOR 3515 M 11,787.09$ 12,376.44$ 12,995.26$ 13,645.03$ 14,327.28$
EMERGENCY SERVICES COORDINATOR 3306 M 8,091.95$ 8,496.55$ 8,921.37$ 9,367.44$ 9,835.81$
ENVIRONMENTAL PROGRAMS MANAGER 3213 M 10,906.73$ 11,452.07$ 12,024.67$ 12,625.90$ 13,257.20$
ENVIRONMENTAL PROGRAMS SPECIALIST 3204 M 8,389.79$ 8,809.28$ 9,249.75$ 9,712.23$ 10,197.85$
FAMILY SERVICES MANAGER 3365 M 9,499.23$ 9,974.19$ 10,472.90$ 10,996.55$ 11,546.37$
FINANCE MANAGER 3213 M 10,906.73$ 11,452.07$ 12,024.67$ 12,625.90$ 13,257.20$
MANAGEMENT ANALYST, SENIOR 3306 M 8,091.95$ 8,496.55$ 8,921.37$ 9,367.44$ 9,835.81$
PLANNING MANAGER 3213 M 10,906.73$ 11,452.07$ 12,024.67$ 12,625.90$ 13,257.20$
POLICE ADMINISTRATIVE SERVICE MANAGER/CUSTODIAN OF RE 3213 M 10,906.73$ 11,452.07$ 12,024.67$ 12,625.90$ 13,257.20$
POWER RESOURCES COORDINATOR, SENIOR 3450 M 10,790.95$ 11,330.49$ 11,897.02$ 12,491.87$ 13,116.46$
POWER RESOURCES PLANNER, SENIOR 3460 M 13,488.68$ 14,163.12$ 14,871.27$ 15,614.83$ 16,395.58$
POWER RESOURCES SCHEDULER 3430 M 9,809.95$ 10,300.45$ 10,815.47$ 11,356.24$ 11,924.06$
PUBLIC WORKS PROJECT MANAGER 3212 M 8,847.30$ 9,289.66$ 9,754.14$ 10,241.85$ 10,753.94$
PUBLIC WORKS SUPERINTENDENT - FLEET AND STREETS 3370 M 9,593.22$ 10,072.89$ 10,576.53$ 11,105.36$ 11,660.62$
PUBLIC WORKS SUPERINTENDENT - PARKS AND FACILITIES 3370 M 9,593.22$ 10,072.89$ 10,576.53$ 11,105.36$ 11,660.62$
RECREATION MANAGER 3365 M 9,499.23$ 9,974.19$ 10,472.90$ 10,996.55$ 11,546.37$
UTILITY ADMINISTRATIVE & FINANCIAL SERVICES MANAGER 3213 M 10,906.73$ 11,452.07$ 12,024.67$ 12,625.90$ 13,257.20$
WATER SYSTEM ENGINEER 3447 M 9,727.74$ 10,214.12$ 10,724.83$ 11,261.07$ 11,824.13$
WATER SYSTEM ENGINEER, SENIOR 3208 M 11,186.90$ 11,746.24$ 12,333.56$ 12,950.23$ 13,597.75$
31
EXHIBIT A
AMMA Salary Schedules
Effective July 1, 2027
CLASSIFICATION RANGE
Rate
Type STEP 1 STEP 2 STEP 3 STEP 4 STEP 5
ASSISTANT GENERAL MANAGER - CUSTOMER CARE 3558 M 16,938.20$ 17,785.11$ 18,674.37$ 19,608.08$ 20,588.49$
ASSISTANT GENERAL MANAGER - ELECTRIC OPERATIONS 3558 M 16,938.20$ 17,785.11$ 18,674.37$ 19,608.08$ 20,588.49$
ASSISTANT GENERAL MANAGER - WATER OPERATIONS 3558 M 16,938.20$ 17,785.11$ 18,674.37$ 19,608.08$ 20,588.49$
ASSISTANT GENERAL MANAGER - RESOURCE MANAGEMENT 3558 M 16,938.20$ 17,785.11$ 18,674.37$ 19,608.08$ 20,588.49$
BUILDING OFFICIAL 3435 M 10,079.82$ 10,583.81$ 11,113.00$ 11,668.65$ 12,252.08$
CITY LIBRARIAN 3209 M 12,477.30$ 13,101.17$ 13,756.22$ 14,444.04$ 15,166.24$
CIVIL ENGINEER, PRINCIPAL 3531 M 12,617.94$ 13,248.83$ 13,911.28$ 14,606.84$ 15,337.18$
CIVIL ENGINEER, SENIOR 3206 M 10,972.12$ 11,520.73$ 12,096.76$ 12,701.60$ 13,336.68$
COMMUNITY IMPROVEMENT MANAGER 3213 M 11,343.00$ 11,910.15$ 12,505.66$ 13,130.94$ 13,787.49$
ECONOMIC DEVELOPMENT & HOUSING COORD.3211 M 9,513.32$ 9,988.98$ 10,488.43$ 11,012.85$ 11,563.50$
ELECTRICAL ENGINEER 3448 M 10,659.63$ 11,192.61$ 11,752.24$ 12,339.85$ 12,956.84$
ELECTRICAL ENGINEER, SENIOR 3515 M 12,258.57$ 12,871.50$ 13,515.07$ 14,190.83$ 14,900.37$
EMERGENCY SERVICES COORDINATOR 3306 M 8,415.63$ 8,836.41$ 9,278.23$ 9,742.14$ 10,229.25$
ENVIRONMENTAL PROGRAMS MANAGER 3213 M 11,343.00$ 11,910.15$ 12,505.66$ 13,130.94$ 13,787.49$
ENVIRONMENTAL PROGRAMS SPECIALIST 3204 M 8,725.38$ 9,161.65$ 9,619.74$ 10,100.72$ 10,605.76$
FAMILY SERVICES MANAGER 3365 M 9,879.20$ 10,373.16$ 10,891.82$ 11,436.41$ 12,008.23$
FINANCE MANAGER 3213 M 11,343.00$ 11,910.15$ 12,505.66$ 13,130.94$ 13,787.49$
MANAGEMENT ANALYST, SENIOR 3306 M 8,415.63$ 8,836.41$ 9,278.23$ 9,742.14$ 10,229.25$
PLANNING MANAGER 3213 M 11,343.00$ 11,910.15$ 12,505.66$ 13,130.94$ 13,787.49$
POLICE ADMINISTRATIVE SERVICE MANAGER/CUSTODIAN OF RE 3213 M 11,343.00$ 11,910.15$ 12,505.66$ 13,130.94$ 13,787.49$
POWER RESOURCES COORDINATOR, SENIOR 3450 M 11,222.58$ 11,783.71$ 12,372.90$ 12,991.54$ 13,641.12$
POWER RESOURCES PLANNER, SENIOR 3460 M 14,028.23$ 14,729.64$ 15,466.12$ 16,239.43$ 17,051.40$
POWER RESOURCES SCHEDULER 3430 M 10,202.35$ 10,712.47$ 11,248.09$ 11,810.49$ 12,401.02$
PUBLIC WORKS PROJECT MANAGER 3212 M 9,201.19$ 9,661.25$ 10,144.31$ 10,651.52$ 11,184.10$
PUBLIC WORKS SUPERINTENDENT - FLEET AND STREETS 3370 M 9,976.95$ 10,475.80$ 10,999.59$ 11,549.57$ 12,127.05$
PUBLIC WORKS SUPERINTENDENT - PARKS AND FACILITIES 3370 M 9,976.95$ 10,475.80$ 10,999.59$ 11,549.57$ 12,127.05$
RECREATION MANAGER 3365 M 9,879.20$ 10,373.16$ 10,891.82$ 11,436.41$ 12,008.23$
UTILITY ADMINISTRATIVE & FINANCIAL SERVICES MANAGER 3213 M 11,343.00$ 11,910.15$ 12,505.66$ 13,130.94$ 13,787.49$
WATER SYSTEM ENGINEER 3447 M 10,116.85$ 10,622.69$ 11,153.82$ 11,711.52$ 12,297.09$
WATER SYSTEM ENGINEER, SENIOR 3208 M 11,634.37$ 12,216.09$ 12,826.90$ 13,468.24$ 14,141.66$
i
INDEX
Acting Pay, 6
Additional Compensation, 6
Automobiles, 6
Bilingual Pay, 6
Deferred Compensation
(City-paid), 6
Educational Incentive Pay, 7
Administrative Leave, 9
Automobiles, 6
Bereavement Leave, 9
Bilingual Pay, 6
City Rights, 2
Conformance with
Rules, 4
Management Rights, 2
Meet and Confer, 4
Computer Loan Program, 17
Damage to Personal Effects, 17
Deferred Compensation (City-paid), 6
Educational Incentive Pay, 7
Employee Assistance Plan, 17
Flexible Benefit Plan, 7
Amount of Monthly Benefit, 7
Definition, 7
Eligibility, 8
Termination, 9
Health Insurance During
Retirement, 20
Holidays, 10
Designated Holidays, 10
Floating Holidays, 12
Industrial Leave, 12
Layoff or Reclassification, 17
Leave Types / Days Off, 9 Administrative Leave, 9
Bereavement Leave, 9
Holidays, 10
Industrial Leave, 12
Sick Leave. 13
Vacation Leave, 16
License Renewal, 17
Life Insurance, 17
Longevity Pay, 7
ii
Maintenance of Existing Benefits, 2
Management Rights, 2
Non-discrimination, 1
Anti-Discrimination, 2
Protection of Rights. 1
Proprietary Information
Agreement, 17
Retirement, 18
Health Insurance During
Retirement, 20
Optional Benefits, 18
Salary, 5
Automatic Payroll Deposit, 5
Compensation Survey, 5
Cost of Living Increase, 5
Separability, 2
Sick Leave, 13
Accrual and Use, 14
Conversion to Cash upon
Retirement or Separation, 15
One-Fourth Conversion, 14
One-Third Conversion, 15
Reasons for Use of Sick
Leave, 13
Survey, Compensation, 5
Term of Memorandum of
Understanding, 1
Total Compensation, 1
Tuition Reimbursement, 21
Vacation Leave, 16
Accrual, 16
Cash-In Policy, 16
Required Usage and Carryover, 16
Workweek and Timekeeping Interval, 4
Timekeeping Interval, 5
Workday, 4
Workweek, 4