RES-10000 Memorandum of Understanding Orange Police Management AssociationI
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RESOLUTION NO. 10000
A RESOLUTION OF THE CITY COUNCIL OF THE
CITY OF ORANGE APPROVING THE
MEMORANDUM OF UNDERSTANDING BETWEEN
THE CITY OF ORANGE AND THE ORANGE POLICE
MANAGEMENT ASSOCIATION CONCERNING
WAGES, HOURS AND OTHER TERMS AND
CONDITIONS OF EMPLOYMENT EFFECTIVE JULY
1, 2005 THROUGH JUNE 30, 2008 AND REPEALING
RESOLUTION NO. 9386 AND AMENDMENTS
THERETO FOR SAID EMPLOYEES.
WHEREAS, the City of Orange, hereinafter referred to as City, and the City of Orange Police
Management Association, hereinafter referred to as the Association have met and conferred in
accordance with requirements of the Meyers-Milias-Brown Act; and
WHEREAS, the City and the Association have reached agreement on wages, hours and other
terms and conditions of employment effective July I, 2005 through June 30, 2008, and repealed
Resolution No. 9386 and amendments thereto for said employees, as set forth in the Memorandum of
Understanding; and
WHEREAS, on June 14, 2005 the City Council of the City of Orange adopted Resolution No.
9988 A Resolution of the City Council of the City of Orange Establishing a Letter of Understanding
Between the City of Orange and the City of Orange Police Management Association effective July I,
2005 through June 30, 2008; and
WHEREAS, the City and the Association agreed to incorporate the provisions contained in the
Letter of Understanding noted above into a new Memorandum of Understanding once both parties had
an opportunity to review and concur on any and all language changes included in the new Memorandum
of Understanding
NOW, THEREFORE, BE IT RESOLVED by the City Council of the City of Orange that the
attached Agreement between the City and the Association is approved and incorporated by reference as
Exhibit A as though fully set forth herein.
ADOPTED this 25th day of October, 2005.
r, City of Orange
ATTEST:
Mary E. Murphy, City Clerk, City of Orange
II, MARY E. MURPHY, City Clerk of the City of Orange, California, do hereby certify that the
foregoing Resolution was duly and regularly adopted by the City Council of the City of Orange at a
regular meeting thereof held on the 25th day of October, 2005 by the following vote:
AYES:
NOES:
ABSENT:
ABSTAIN:
COUNCILMEMBERS: Smith, Ambriz, Murphy, Cavecche, Dumitru
COUNCILMEMBERS: None
COUNCILMEMBERS: None
COUNCILMEMBERS: None
Mary E. Murphy, City Clerk, City of Orange
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Exhibit" A"
MEMORANDUM OF UNDERSTANDING
BETWEEN THE CITY OF ORANGE AND THE
ORANGE POLICE MANAGEMENT
ASSOCIATION
mL Y 1,2005 THROUGH ruNE 30, 2008
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Article
Number
I
II
III
IV
v
VI
VII
VIII
IX
x
XI
XII
XIII
XIV
XV
XVI
MEMORANDUM OF UNDERSTANDING
BETWEEN THE CITY OF ORANGE AND THE
ORANGE POLICE MANAGEMENT ASSOCIATION
TABLE OF CONTENTS
Title of Article
Recognition
Non-Discrimination
Salaries (Basic Compensation Plan, Merit Advancements,
Promotional Salary Advancement)
Working Out of Class
Work Week
Overtime (Compensatory Time)
Pyramiding
Premium Compensation
Court Time
Special Assignments and Special Pay Practice (Bilingual
Bonus, Seniority Pay, Shift Bonus)
Career Development Program
Reimbursement
and Educational
Page
Number
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4
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5
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6
8
9
10
11
11
12
13
13
Uniform Allowance
Holidays
Vacation
Probationary Period
Other Leaves of Absence (Leave Without Pay, Personal
Necessity Leave, Jury Duty and Witness Duty, Military
Leave of Absence, Sick Leave, Family Leave, Sick Leave
Payout Program, Bereavement Leave, Industrial Leave).
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Article Page
Number Title of Article Number
XVII Layoff Procedures 19
XVIIl Insurance (Health Insurance, Flexible Benefits Plan, Life 21
Insurance, Retiree Medical Trust).
XIX Retirement 23
XX Safety and Health Fitness 24
XXI Travel Expense Allowed 24
XXII Employee Organizational Rights and Responsibility 25
XXIIl City Rights 25
XXN No Strike 26
XXV Grievance Procedure 27
XXVI Sole and Entire Memorandum of Understanding 29
XXVII Waiver of Bargaining During the Term of this Agreement 29
XXVIIl Emergency Waiver Provision 29
XXIX Separability Provision 29
XXX Term of Memorandum of Understanding 30
XXXI Ratification and Execution 30
Exhibit "B" Monthly Salary Ranges 31
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Article I
RECOGNITION
SECTION 1. Pursuant to the provisions of the Employer-Employee Relations Resolution No. 3611 of
the City of Orange, the City of Orange (hereinafter called the "City"), has recognized the City of Orange
Police Management Association (hereinafter called the "Association") as the majority representative of
the Management employee classifications of the Police Department as set forth in Exhibit "B."
SECTION 2. The City shall recognize the Association as the majority representative of all employees in
these classifications for the purpose of meeting its obligations under this Agreement, the Meyers-Milias-
Brown Act, Government Code Section 3S00 et seq., and the Employer-Employee Relations Resolution
No. 3611 when City rules, regulations, or laws affecting wages, hours, and other terms and conditions of
employment are appropriately amended or changed.
Article II
NON-DISCRIMINATION
SECTION 1. 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 the Employer-Employee Relations Resolution and Government
code Sections 3S00 et. seq.
SECTION 2. The City and the Association agree that they shall not discriminate against any employee
because of race, color, sex, age, national origin, political, religious opinions or affiliations, sexual
orientation, or physical or mental disability. The City and the Association shall reopen any provision of
this Agreement for the purpose of complying with any order of a 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.
SECTION 3. Whenever the masculine gender is used in this Memorandum of Understanding, it shall be
understood to include the feminine gender.
Article III
SALARIES
SECTION 1. Basic Compensation Plan. There is hereby established a basic compensation plan for all
members of the Association who are now employed or will in the future be employed in any of the
designated classifications of employment listed in this resolution and its attachments.
SECTION 2. Base salaries effective the payroll periods June 26, 200S, June 2S, 2006, and June 24,
2007 for employees covered by this agreement are listed in Exhibit "B."
The salary and wage schedules attached hereto shall constitute the basic compensation plan consisting of
six (6) steps or rates of pay in each range.
The respective ranges shall be identified by number and the steps by the letters "A" to "F" inclusive. The
columnar heads at the top of each column shall establish the purpose of each step and the minimum
length of service required for advancement to the next higher step, as provided in Section 6 hereof.
SECTION 3. Administration of Basic Compensation Plan. The compensation ranges and steps
contained in the monthly salary schedule in the appendix hereof are monthly compensation rates.I
For all employees who have a regular weekly work schedule of forty (40) hours, the hourly rate of pay
shall be the monthly rate times 12 divided by 2080 annual hours.
In determining the hourly rate as herein provided, compensation shall be made to the nearest one-half
I,) cent.
SECTION 4. Beginning Rates. A new employee of the City shall be paid the rate shown in the Step "A"
in the range allocated to the class of employment for which he has been hired, except that on the request
of the department head under whom the employee will serve, and with the authorization of the Personnel
Director, such employee may be placed in Step "B", "C", "D", "E", or "F" depending upon the
employee's qualifications.
SECTION 5. Service. The word service, as used in this Resolution, shall be defined to mean
continuous, full-time service in the employee's present classification, service in a higher classification,
or service in a classification allocated to the same salary range and having generally similar duties and
requirements. A lapse of service by any employee for a period of time longer than thirty (30) days by
reason of resignation or discharge shall serve to eliminate the accumulated length of service time of such
employee for the purpose of this Resolution. Such an employee re-entering the service of the City shall
be considered as a new employee, except that he may be re-employed within one (I) year and placed in
the same salary step in the appropriate compensation range as he was at the time of termination of
employment.
SECTION 6. Advancement Within Schedule. The following regulations shall govern salary
advancement within ranges:
A. Merit Advancement. An employee may be considered for advancement through the salary range
upon completion of the minimum length of service. Advancement through the salary range shall
occur in yearly increments and may be granted only for continuous, meritorious and efficient
service, and continued improvement by the employee in the effective performance of his duties.
A merit increase shall become effective on the first day of the pay period following completion
of the length of service required for such advancement.
1) The Police Chief, or his designee, shall file with the Personnel Director completed
performance evaluation recommending the granting or denial of the merit increase and
supporting such recommendation with specific reasons therefore. Disapproval by the
Personnel Director, together with the reasons therefore, shall be returned to the Police Chief.
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2) The recommendation of the Police Chief and the approval of the Personnel Director shall be
forwarded to the Payroll division of the Finance Department for change of payroll status.
B. Special Merit Advancements. When an employee demonstrates exceptional ability and
proficiency in the performance of his duties, the Police Chief may recommend to the Personnel
Director, with a completed performance evaluation, that said employee be advanced to a higher
pay step without regard to the minimum length of service provisions contained in this
Resolution. The Personnel Director may, on the basis of the Police Chief's recommendation,
approve and effect such an advancement.
C. Length of Service Required when Advancement is Denied. When an employee has not been
approved for advancement to the next higher step, he may be reconsidered for such advancement
at any subsequent time. This reconsideration shall follow the same steps and shall be subject to
the same action as provided in the above paragraph of this section.
SECTION 7. Reduction in SalarY Steps. Any employee who is being paid on a salary step higher than
Step "A" may be reduced by one or more steps upon the recommendation of the Police Chief with the
approval of the Personnel Director. Procedure for such reduction shall follow the same procedure as
outlined for merit advancements in Section 6, and such employee may be considered for re-
advancement under the same provisions as contained in subsection (C) of Section 6.
SECTION 8. Promotional SalarY Advancement. When an employee is promoted to a position in a
higher classification, he may be assigned to Step "A" in the appropriate range for the higher
classification; provided that if such employee is already being paid at the rate equal to or higher than
Step "A", he may be placed in the step in that appropriate salary range as will grant him an increase of at
least one (1), but no more than three (3) salary steps.
SECTION 9. Demotion. When an employee is demoted to a position in a lower classification, his salary
rate shall be fixed in the appropriate salary range for the lower classification in accordance with the
following provisions:
A. The salary rate shall be reduced by at least one (1) step.
B. The new salary rate must be within the salary range for the classification to which demoted.
SECTION 10. Reassignment of Compensation Ranges. Any employee who is employed in a
classification which is reassigned to a different pay range from that previously assigned shall be retained
in the same salary step in the new range as he has previously held in the prior range, and shall retain
credit for length of service in such step toward advancement to the next higher step; provided, however:
A. That if such retention shall result in the advancement of more than one (1) step, the Personnel
Director may, at his discretion, at the time of reassignment, place the employee in a step which
will result in an increase of only one (1) step.
B. That if the reassignment shall be to a lower compensation range, the "F" step of which shall be
lower than the existing rate of pay at the time of reassignment, the employee shall continue to be
paid at the existing rate of pay until such time as the new classification is assigned to a
compensation schedule which will allow for further salary advancement, or until such time as the
employee is promoted to a position assigned to a higher compensation range.
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C. That if the reassignment is to a lower compensation range, the "F" step of which is higher than
the existing rate of pay of the employee, the employee shall be placed on that step of the lower
compensation range which is equivalent to the employee's existing rate of pay. If there is no
equivalent rate of pay, the employee shall be placed on the next highest step. The employee shall
retain credit for length of service previously acquired in such step toward advancement to the
next higher step.
Article IV I
WORKING OUT OF CLASS
SECTION 1. The City may work employees out of classification for up to four (4) consecutive working
days without additional compensation. On the fifth (5th) consecutive working day the employee works
out of classification and for each additional consecutive working day the employee works out of
classification, he shall be paid additional compensation at Step "A" of the class to which he is assigned.
In no event shall the employee be paid at a step of the class in which the employee receives less than a
five percent (5%) increase in pay.
SECTION 2. Working out of class assignments shall only be made for positions vacated due to illness
or an approved leave of absence. Working out of class assignments shall not be made for positions
vacated due to resignations, terminations, and/or demotions. To qualify for working out of class pay, the
employee must be performing all of the significant duties of the higher-level position.
SECTION 3. The Police Chief shall assign the employee to work out of classification but shall notify
the Personnel Director prior to the assignment.
Article V
WORK WEEK
The regular work week for all employees covered by this Agreement shall be forty (40) hours per week
consisting offour (4) ten (10) hour work days.
Article VI
OVERTIME (COMPENSATORY TIME)
ISECTION1. Straight-Time Overtime (Compensatorv Time). Effective July 1,2005, the City shall no
longer provide straight time overtime or straight time compensatory time to employees described herein.
SECTION 2. Premium (Time and One-Half) Compensatorv Time. In exchange for no longer providing
straight time overtime, all overtime earned by eligible employees effective July 1, 2005 and thereafter
shall be accumulated at the premium (i.e., time and one-half) rate of pay, either in the form of cash or
compensatory time. Eligible employees are defined as Police Sergeants, Police Records Manager, and
Crisis Intervention Counselor.
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SECTION 3. Payment upon Termination. Employees shall be entitled to receive payment for all
accumulated compensatory time upon their termination.
SECTION 4. Usage of Compensatory Time Previouslv Earned.
A. Accumulated compensatory time off may be taken by an employee upon reasonable notice and
prior approval of the Chief of Police or his duly authorized agent.
B. Accumulated compensatory time off shall be taken off by an employee when directed by the
Chief of Police; provided, however, that the Chief of Police shall give fourteen (14) days' prior
notice to the date accumulated compensatory time off is to be taken. Compensatory time off
upon direction of the Chief of Police shall be not less than ten (10) hours.
C. In directing an employee to take accumulated compensatory time off, the Chief of Police will, as
far as practicable, attempt to acconunodate employee convenience to the degree possible in light
of the operational requirements of the Police Department.
SECTION 5. Call Back Compensation. If employees are required to report back to work after
completing a normal work shift and have left the City premises and/or work location, or when on a
regular day off or any other day when they are not regularly scheduled to work, they shall be
compensated in cash or in compensatory time off for actual hours of work with a minimum of three (3)
hours call back compensation, regardless of whether the employee works less than three (3) hours.
Compensation shall be at the premium rate of time and one-half (1 Yz). Entitlement to call back
compensation shall provide that an employee who is called back shall be regarded as having conunenced
actual hours of work thirty (30) minutes prior to arriving at the designated work location.
This provision shall not apply to employees who are continuing on duty after the call back, provided that
the regularly scheduled hours of work may not be adjusted within forty-eight (48) hours prior to the time
they are scheduled to conunence without the consent of the employee.
This Article shall apply when an employee has been required to appear in court while off duty.
Article VII
PYRAMIDING
SECTION 1. Pyramiding. Whenever two (2) or more premium compensation rates or overtime rates
may appear to be applicable to the same hour or hours worked by any employee, there shall be no
pyramiding or adding together of such premium or overtime rates and onlv the higher applicable rate
shall apply.
Article VIII
PREMIUM COMPENSATION
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SECTION 1. Premium Compensation - Sworn and Related Personnel. Premium Compensation shall
apply only to the classifications of Police Sergeant, Police Records Manager, and Crisis Intervention
Counselor covered herein, when duly authorized in advance by the Police Chief or his designee.
SECTION 2. Definition. Premium Compensation work is defined as that authorized time worked in
excess of the regular work day and/or work week, except that work amounting to less than fifteen (IS)
minutes in excess of an employee's regular work day shall not be considered overtime for any purpose.
SECTION 3. Premium Compensation. Premium Compensation work shall be accumulated at one and
one-half (1);,) hours paid overtime or compensatory time off for each one (1) hour of overtime worked.
Only time actually worked shall count in the computation of overtime, except that time off due to
excused absence for holidays, accumulated compensatory time off, vacation and sick leave shall be
counted toward the computation of overtime. Travel time to and from activities designated under this
Article does not qualify for overtime.
SECTION 4. All earned premium compensation for employees described in this Article may be credited
to Accumulated Time Off(ATO) or paid in cash at the employee's option.
Payment shall be made at the pay period following the exercise of the option. All premium
Accumulated Time Off (ATO) may be accumulated up to a maximum of eighty (80) hours.
SECTION 5. Employees shall be entitled to receive payment for all accumulated time off or paid
overtime upon their termination.
SECTION 6.
A. Accumulated compensatory time off shall be taken off by an employee upon reasonable notice
and prior approval of the Chief of Police or his duly authorized agent.
B. Accumulated compensatory time off shall be taken off by an employee when directed by the
Chief of Police; provided, however, that the Chief of Police shall give fourteen (14) days prior
notice to the date accumulated compensatory time off is to be taken. Compensatory time off
upon direction ofthe Chief of Police shall be not less than ten (10) hours.
C. In directing an employee to take accumulated compensatory time off, the Chief of Police will, as
far as practicable, attempt to accommodate employee convenience to the degree possible in light
of the operational requirements of the Police Department.
SECTION 7. Premium Compensation work shall not apply to the earning of employee benefits such as
retirement, holidays, vacation accrual, sick leave accrual, employee insurance benefits or toward the
completion of a probationary period or to progression within a salary rate range.
SECTION 8. Training Overtime. Effective July 1, 2005, the City shall no longer provide a separate
accumulation of "training overtime" as was provided under the prior MOD. All authorized training
overtime shall now be earned at the premium rate in the form of cash or credited to their Accumulated
Time Off (ATO) bank, at the employee's option. All employees who possess a bank of "training
overtime" hours accumulated under the prior MOD will be allowed to take these hours as paid time off
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by June 30, 2006, subject to prior approval. Effective July 1, 2006, any hours still remaining in this
training overtime" bank shall be forfeited.
Premium training overtime shall not apply to training sessions for SWAT, K-9, or the Crisis Negotiation
Team, or to any training that is provided during the employee's regular, on-duty work schedule.
SECTION 9.
A. Police Sergeants, Records Manager, and Crisis Intervention Counselor covered by this Agreement
shall be entitled to receive premium compensation for attendance at duly authorized department
and/or division staff meetings for all required hours of attendance at such meetings. Payment of
said overtime is to be made in cash, and shall not be accumulated as compensatory time off.
SECTION 10. Whenever two (2) or more premium compensation rates or overtime rates may appear to
be applicable to the same hour or hours worked by the employees described in this Article, there shall be
no pyramiding or adding together of such premium or overtime rates, and onlv the hhilier applicable rate
shall applv.
SECTION 11. If in the event of circumstances beyond the City's control, such as Acts of God, fire,
flood, insurrection, riot, national emergency or other similar circumstances, employees covered
hereunder shall be entitled to only a straight time rate for overtime worked under such circumstances.
The Governor or his designee must declare a state of emergency for this section to apply.
SECTION 13. Administrative Leave. Notwithstanding Articles VI, VII, and the above sections in
Article vrn, employees classified as Police Captains or Police Lieutenants shall be provided no overtime
compensation except as follows:
1) Effective January 1,2006 and each January 1st thereafter, regnlar full-time employees
classified as Police Captains or Police Lieutenants shall be provided with eighty (80)
hours of paid administrative leave. Employees promoted after January 1 st shall receive
a prorated portion of the administrative leave during their first calendar year in their
promoted position;
2) Administrative leave shall be charged at the rate of ten (10) hours for each day an
employee is absent; in any instance involving use of a fraction of a day's administrative
leave, the minimum charge to the employee's administrative leave account shall be one-
quarter hour, while additional actual absence of over one-quarter hour shall be charged
to the nearest one-half hour;
3) Usage of administrative leave shall be at the convenience of the City with the approval
ofthe Chief of Police;
4) Administrative leave shall be used in the calendar year in which it accrues;
5) Administrative leave not used in the calendar year in which it is accrued shall be
forfeited;
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6) Effective July 1, 2005, regular full-time employees classified as Police Captains shall
receive a bank of 40 hours of administrative leave for the balance of the 2005 calendar
year, subject to the terms and conditions listed in #2 through #5 above; and
7) Effective July 1, 2005, regular full-time employees classified as Police Lieutenants shall
receive a bank of 40 hours of administrative leave for the balance of the 2005 calendar
year, in exchange for no longer qualifying for any overtime compensation, subject to the
terms and conditions listed in #2 through #5 above.
Article IX
COURT TIME
SECTION 1. The parties agree to incorporate by reference Department Order No. 61 and No. 88, and
existing departmental policies and written procedures covering the subj ect of court time.
SECTION 2. Whenever an employee has been placed on "standby" or on an "on call" status while
otherwise off duty in response to a subpoena relating to activities arising out of the course and scope of
employment, the employee shall receive compensation therefor in cash at the straight time rate for three
3) hours irrespective of the duration of such "standby" or "on call" status. If an employee is ordered to
continue on "standby" or "on call" status beyond 1300 hours (1 :00 p.m.) the employee shall receive an
additional three (3) hours in cash at the straight time rate irrespective of the duration of such "standby"
or "on call" status. The provisions of this section shall apply to employees who are required, while
otherwise off-duty, to be on stand-by or on-call so as to be available to testify in an official proceeding
with regard to a matter arising out of the course and scope of employment.
SECTION 3. Employees required to appear before the court during "off-duty" hours shall receive
premium overtime compensation for the duration of the court appearance.
Article X
SPECIAL ASSIGNMENTS AND SPECIAL PAY PRACTICE
SECTION 1.
A. Police Sergeants assigned, from time to time, by the Chief of Police as Supervisors of the
Detective Division, Administration Division, Traffic Bureau, Legal and Internal Affairs
Unit, or Gang Unit shall receive an additional six percent (6%) compensation above the
employee's regular compensation during the period of such special assignment.
B. Police Lieutenants assigned, from time to time, by the Chief of Police to the Detective
Division, Administration Division, or Traffic Bureau shall receive an additional six percent
6%) compensation above the employee's regular compensation during the period of such
special assignment.
C. Police Lieutenants who transfer from a special assignment back to Patrol shall continue to
receive said six percent (6%) special assignment compensation until such time as they
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qualify for Seniority Pay, at which time Seniority Pay of six percent (6%) will be provided
in lieu of this special assigmnent compensation.
SECTION 2. Bilingual Bonus. Bilingual Bonuses will be designated by the Chief of Police based upon
demonstrated need and frequency of use. The City shall contribute $200.00 per month to each
employee designated to perform bilingual assigmnents. Employees receiving Bilingual Bonus
compensation may be required to take and pass a proficiency test on an annual or as needed basis as
determined by the Personnel Services Department.
SECTION 3. Senioritv Pav. "Sworn safety" personnel covered herein not assigned to a special
assignment as defined in Section 1 above shall receive five percent (5%) per month compensation (six
percent (6%) for Police Lieutenants) above the employee's regular base salary after completion of five
5) years of service with the Orange Police Department within their appointed classification.
SECTION 4. Shift Bonus. All employees who are assigned to shifts that start between 1200 hours
12:00 p.m.) and 0600 hours (6:00 a.m.) and who are subject to shift rotation or permanently assigned to
a shift commencing within the above time frame shall receive a three percent (3%) bonus based upon the
employee's base salary. Employees not subject to shift rotation and who are assigned shifts that start
between 0600 hours (6:00 a.m.) and 1200 hours (12:00 p.m.) are not entitled to this compensation. Shift
assignments shall be made or revoked at the discretion of the Chief of Police. For the purposes of this
section, employees who are assigned to the "bicycle detail" shall be eligible for a three percent (3%) shift
bonus. Employees who are assigned to Motors shall be eligible for a three percent (3%) shift bonus.
SECTION 5. Special Assignment Guidelines. Police Sergeants and Police Lieutenants assigned to
positions specified in Section 1 of Article X above shall move on a step-to-step basis without changing
anniversary date.
SECTION 6. All special assignments to positions set forth in Section 1 above shall be made or revoked
at the discretion of the Chief of Police.
SECTION 7. There is no period of probation required in a special assignment and no permanency or
seniority may be obtained in a special assignment. An employee who has attained permanency in a
classification retains that status during special assignments.
SECTION 8. There shall be a base salary differential of at least 15% between Police Officer and
Sergeant, Sergeant and Lieutenant, and Lieutenant and Captain.
Article XI
CAREER DEVELOPMENT PROGRAM AND EDUCATIONAL REIMBURSEMENT
SECTION 1. The Career Development Program will provide additional pay per month according to the
amounts listed below. Sworn personnel in the Police Department shall be eligible for this additional
monthly pay. Said pay differential and educational requirements, therefore, are as follows:
ADDITIONAL
REOUlREMENTS COMPENSATION
A. POST Intermediate Certificate and 30-59 semester units 100.00
B. POST Intermediate Certificate and 60-89 semester units 250.00
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C. POST Advanced Certificate and 90 semester units or more 360.00
500.00D. POST Advanced Certificate and a Bachelor's degree
E. POST Advanced Certificate and Master's degree in area related to law Enforcement or Public
Managementfrom an accredited university as approved by the City Manager. $600.00
SECTION 2. Educational Reimbursement. The City will reimburse employees for the cost of tuition,
textbooks, registration, health fees, and parking fees required for approved community college and
college courses. Reimbursement will be provided for courses that are taken to satisfy requirements for
attaining a degree, which is management-related. In addition, approved courses are those designated to
directly improve the knowledge of the employee relative to his specific job, or a course that fulfills the
requirements towards attainment of a degree in a job-related field, and must be approved by the Chief of
Police and the Personnel Director prior to registration. Reimbursement will be based upon the final
grade received. Final grade of "C" or better qualifies the employee for 100% reimbursement up to the
amount specified in Section 3 of this Article. Where a course is taken as "credit/no credit", 100%
reimbursement up to the amount specified in Section 3 ofthis Article shall be paid where a fmal grade of
credit" is received.
SECTION 3. Educational reimbursement payments to an employee shall not exceed one thousand five
hundred dollars $1,500.00 in anyone fiscal year and the employee must still be employed by the City
when the course is completed.
Article XII
UNIFORM ALLOWANCE
SECTION 1. The City will purchase uniforms for all regular, full-time and part-time uniformed
members of the Police Department. Uniform allowance reported to the Public Employees' Retirement
System for sworn personnel shall be $477.00 annually and for civilian personnel shall be $238.00
annually.
SECTION 2. Safety equipment as designated by the Chief of Police and/or required by law will be
provided by the City.
SECTION 3. All uniforms and/or safety equipment purchased by the City shall remain the property of
the City.
Article XIII
HOLIDAYS
SECTION 1.
A. Effective January I, 2006 and each January 1st thereafter, employees covered by this Agreement
shall receive one hundred ten (110) hours of holiday accrual to be taken as time off or converted
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to cash. Accruals not used or converted to cash within the twelve (12) month period between
January I sl and December 31 sl shall automatically be paid in the first pay period of the following
month.
B. Employees assigned to classifications covered by this Agreement after January I sl shall receive
prorated holiday accruals, one-twelfth (1112) of their holiday accrual for each month remaining in
the twelve (12) month period between January I sl and December 31 st.
C. Holiday hours provided effective March I, 2005 shall be used or converted to cash by December
31, 2005. Holiday accruals provided on March I, 2005 that are not used or converted to cash by
December 31,2005 shall automatically be paid in the first pay period of January 2006.
SECTION 2. Employees required to work on the below listed holidays (#1-9) shall receive double
payor the equivalent time off for hours worked on the holiday in excess of the ten (10) hour shift.
Employees shall receive no other compensation for working on a holiday.
I) January 1st (New Year's Day)
2) The third Monday in February (President's Day)
3) Last Monday in May (Memorial Day)
4) July 4th (Independence Day)
5) First Monday in September (Labor Day)
6) November 1I1h (Veteran's Day)
7) Fourth Thursday in November (Thanksgiving Day)
8) Fourth Friday in November (Day after Thanksgiving)
9) December 25th (Christmas Day)
10) Two floating holidays (as provided in Section I A above).
Article XIV
VACATION
SECTION 1. All full-time regular employees covered by this Agreement who shall have one (I) year
continuous service shall thereafter be entitled to a vacation as follows:
After Year(s)
of Service
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2
3
4
5
Vacation Hours
Per Year
92.00
102.00
112.00
122.00
132.00
After completion of the fifth (5th) year of continuous service, all full-time regular employees described
herein shall accrue an additional four (4) hours of vacation per year up to a maximum of two hundred
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and thirty-two (232) hours of vacation after thirty (30) years of continuous employment with the City.
Beginning the 31st year of service, employees shall receive two hundred and fifty two (252) hours of
vacation annually.
SECTION 2. Vacation shall be taken at the convenience of the City with the approval of the Police
Chief or his duly authorized agent and, where possible, such vacation should be taken annually.
Vacation hours in excess of hours earned in the immediately preceding twenty-four (24) month period
may be accumulated with the permission of the Police Chief and the Personnel Director. Employees
shall cease accruing vacation hours once their accrual has reached the accrual limit. The accrual limit
shall be defined as the equivalent number of hours earned in the immediately preceding twenty-four (24)
month period. Accrual of vacation will initiate again once the accumulated vacation hours fall below the
accrual limit. The City will provide a warning to the employee before cessation of vacation accrual
occurs.
SECTION 3. An employee may convert up to fifty (50%) percent of his current annual vacation accrual
into pay in lieu of time off with pay. An employee requesting such a conversion must meet the
eligibility requirements as set forth in Section 1 above, and may so convert once in a calendar year.
SECTION 4. Employees who terminate their employment with the City shall be paid for all accrued
vacation, if any, and the prorated portion of their final accrual. Pro-rated vacation shall be on the basis
of one-twelfth (1/12) ofthe employee's annual vacation pay for each full month of service.
Article XV
PROBATIONARY PERIOD
SECTION 1. An employee initially appointed to a class shall serve a probationary period during which
he shall have an opportunity to demonstrate suitability for the job. For all employees herein, the initial
probationary period shall be twenty-six (26) pay periods. An employee who has been promoted to a
higher classification shall be on probation for twenty-six (26) pay periods. Under certain conditions,
with the approval of the Personnel Director and the Police Chief, the probationary period may be
shortened or extended.
SECTION 2. The employee shall attain regular status in the class upon successful completion of the
probationary period.
SECTION 3. Any probationary employee shall be entitled to appeal termination or demotion action in
accordance with the Grievance Procedure set forth in this Agreement.
SECTION 4. Probation Period Re-Hires. Any employee who leaves City employment and is
subsequently re-hired must serve a new probationary period as provided under Section 1.
Article XVI
OTHER LEA YES OF ABSENCE
SECTION 1. Leave Without Pav.
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A. After all available leave benefits have been completely used, a regular employee not under
suspension may make application for leave without pay.
B. If the Police Chief and Personnel Director agree that such leave is merited and in the interest of
the City, leave may be granted for a period not to exceed six (6) months following the date of
expiration of all other leave benefits. No employment benefits shall accrue to any employee on
leave of absence without pay.
C. At the end of such leave, if the employee desires additional leave, written application must be
made to the Personnel Director, stating the reasons why the additional leave is required and why
it would be in the best interests of the City to grant same. Ifin the Personnel Director's opinion
such additional leave is merited, and would still preserve the best interests of the City, he may
approve same for a period not to exceed an additional six (6) months. If the employee does not
return to work before or at the end of the leave of absence or any extension thereof, the employee
shall be terminated.
D. An employee on leave of absence must give the City at least seven (7) days' written notice of his
intent to return to work. During a leave without pay in excess of five (5) working days, no
seniority shall be accumulated. Such leave shall be granted on the same basis for pregnancy,
childbirth and other medically related conditions, except that such an employee shall retain her
seniority rights.
E. Any employee who engages in outside employment during said leave of absence without
permission of the Chief of Police or his duly authorized agent may be subject to termination.
Any employee who falsifies the reason for the request for said leave of absence may be
terminated for falsifying a request for leave of absence.
F. Notwithstanding Subsection (A), a regular employee not under suspension may make application
to the Police Chief or his designee for Leave Without Pay for injury or illness not determined to
be compensable under the Workers' Compensation Act. The employee must use all available
sick leave up to a maximum of sixty (60) calendar days prior to Leave Without Pay being
granted.
G. At the convenience ofthe City with the approval of the Police Chief or his duly authorized agent,
an employee will have the option to use all or part of his available sick leave, vacation and/or
A TO prior to taking Leave Without Pay for the purpose set forth in Subsection (F).
SECTION 2. Personal Necessitv Leave. Employees may be allowed up to one (I) working day per
month without pay for personal business with approval of the Police Chief. Employees shall accrue no
employment benefits for any personal necessity leave in excess of one (I) day per month. Such personal
necessity leave shall be without pay and shall not be accumulated from month to month.
SECTION 3. Jurv Duty and Witness Dutv. When required to serve on a jury, all employees shall have
time off for a period of actual service required on the jury. Employees shall receive their regular pay
while serving on jury duty, provided all jury fees paid to the individual employee, less automobile
expenses allowed, are turned over to the City. If an employee is called as a law enforcement witness, he
shall receive normal pay upon the payment of any witness fees that accrue to the employee for his
witness services.
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SECTION 4. Military Leave of Absence. If an employee is required to take military training two weeks
or more each year, he shall be entitled to military leave of absence under the provisions of State law,
found in applicable sections of the Military and Veterans' Code.
SECTION 5. Sick Leave. Sick leave with pay shall be allowed, credited, and accumulated III
accordance with the following:
A. For employees working a regular forty (40) hour week, eight (8) hours of sick leave will accrue
for each month of continuous service.I
B. Sick leave will be charged at the rate often (10) hours for each day an employee is absent.
C. Any employee eligible for sick leave with pay may use such leave for the following reasons:
I) Medical and dental office appointments during work hours when authorized by the Police
Chief or his authorized agent; and/or
2) Personal illness or physical incapacity resulting from causes beyond the employee's
control, including pregnancy, childbirth and other medically related conditions; and/or
3) Notwithstanding subsection (2) above, no employee shall be eligible or entitled to sick
leave with pay for any illness or injury arising out of and in the course of City
employment.
4) Familv Leave. Forty-eight (48) hours per calendar year (non-cumulative) maybe used for
an absence caused by illness or injury of any employee's immediate family. "Immediate
family" as used in this subsection is limited to any relation by blood, marriage, or
adoption, who is a member of the employee's household (under the same roof), and any
parent, substitute parent, parent-in-law, spouse, child, brother or sister of the employee,
regardless of residence.
D. Any employee who engages in outside employment during sick leave without the permission of
the Police Chief or his duly authorized agent may be subject to termination. Any employee who
falsifies the reason for request for said leave of absence may be terminated for falsifying the
request for leave of absence.
E. Sick Leave Application. Sick leave may be applied only to absence caused by illness or injury of
an employee and may not extend to absence caused by illness or injury of a member of the
Iemployee's family. In any instance involving use of a fraction of a day's sick leave, the minimum
charged to the employee's sick leave account shall be one-quarter (V.) hour, while additional
actual absence of over one-half hour shall be charged to the nearest one-quarter (Y4) hour. The
Police Chief shall be responsible for control of employee abuse of the sick leave privilege.
Employees may upon prior notice be required to furnish a certificate issued by a licensed
physician or nurse or other satisfactory written evidence of any subsequent illness.
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F. Sick Leave Pavout Program. Sick Leave shall be paid at the current rate of pay less the 8% pay
increase described in Article XIX, Section I.C. or the 9% pay increase described in Article XIX,
Section I.D. and be paid off according to the following programs:
1) All sick leave accrued prior to January 1, 1992 shall fall under the following payout
program:
I a) Accumulated sick leave balances as of December 31,1991 shall be set aside in a
designated sick leave account and no further accumulation will be placed in this
bank. This accumulated sick leave will be available for the employee's use
according to the provisions outlined in subsections C 1), 2), and 3).
b) Subject to the provisions of Section 7(E), upon retiring from City service and
entering the Public Employees' Retirement System, an employee shall receive
no pay for the first two hundred twenty-eight (228) hours of accrued sick leave,
but shall receive ten percent (10%) pay for the next two hundred fifty-two (252)
hours of accrued leave after the first two hundred twenty-eight (228) hours of
accrued sick leave, and thirty-five percent (35%) of all accrued sick leave
thereafter. Payment will be based upon the employee's current pay rate at the
time of retirement.
c) Upon the death of an employee while employed by the City, one hundred
percent (100%) of all accrued sick leave benefits accrued prior to January 1,
1992 shall be paid to the beneficiary of the deceased employee. Payment will be
made when proper authorization for payment is received from the estate of the
decedent employee.
2) All sick leave accrued after December 31, 1991, shall be placed in a new accrual bank,
shall have no maximum accrual amount, and shall be paid at the current rate of pay less
the 8% pay increase described in Article XIX, Section I.E. or the 9% pay increase
described in Article XIX, Section I.F.; however, any hours accumulated in excess of
three hundred fifty-two (352) hours shall not be eligible for any of the following payout
programs:
a) Employees with accumulated sick leave balances of less than three hundred
fifty-two (352) hours, combining both sick leave accounts in the calculation to
determine eligibility, shall fall under the following payout provision:
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Employees who use less than (3) days (30 hours) of sick leave during the
current calendar year period shall be eligible to cash out, or credit to their
accumulated vacation, sixteen (16) hours of their accumulated sick leave.
Sixteen (16) hours will be deducted from their new accumulated sick leave
bank. The employee must file a sick leave payout designation form by
December 31 st of each calendar year in order to receive the sixteen (16) hours in
either cash or vacation accumulation beginning January 1993 and each
subsequent January. However, no hours will be converted to vacation if said
conversion places the employee's vacation bank over the maximum allowable
accrual. In this case, all sick leave hours eligible for conversion will instead
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automatically be converted to cash. Conversion of sick leave to vacation shall
occur in the first pay period of January based upon sick leave usage during the
previous payroll calendar year. If no designation form is filed, the hours will
automatically remain in the employee's new sick leave accumulation account.
b) Employees with accumulated sick leave balances of three hundred fifty-two
352) hours or more, combining both sick leave accounts in the calculation to
determine eligibility, shall fall under the following payout provisions:
A full-time employee may convert unused sick leave from the calendar year
max. 96 hours) to cash or accumulated vacation at a rate of fifty percent (50%)
of their current pay rate. For example, an employee who uses no sick leave
during the calendar year may forfeit that ninety-six (96) hours of accumulated
sick leave in exchange for forty-eight (48) hours of payor accumulated
vacation. The employee must file a sick leave payout designation form by
December 31 st of each calendar year in order to receive the remaining unused
sick leave in either cash or vacation accumulation beginning January 1993 and
each subsequent January. However, no hours will be converted to vacation if
said conversion places the employee's vacation bank over the maximum
allowable accrual. ln this case, all sick leave hours eligible for conversion will
instead automatically be converted to cash. Conversion of sick leave to
vacation shall occur in the first pay period of January based upon sick leave
usage during the previous payroll calendar year. If no designation form is filed,
the hours will automatically remain in the employee's new sick leave
accumulation account.
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c) Upon separation of employment from the City for any reason, for sick leave
hours accumulated after December 31, 1991, an employee shall receive no pay
for the first one hundred (100) hours (0 to 100 hours) of accrued sick leave, but
shall receive twenty- five percent (25%) pay for up to the next one hundred
100) hours, (101 to 200 hours) of accrued sick leave and fifty percent (50%)
pay of any remaining accrued sick leave up to one hundred fifty-two (152)
hours (201 to 352 hours).
d) Upon the death of an employee while employed by the City, one hundred
percent (100%) of all accrued sick leave benefits up to three hundred fifty-two
352) hours shall be paid to the beneficiary of the deceased employee. Payment
will be made when proper authorization for payment is received from the estate
of the decedent employee.
ISECTION6. Bereavement Leave. Paid bereavement leave is provided for the death or critical illness
where death appears to be imminent of the employee's immediate family. "hnmediate family" as used in
this subsection, is limited to any relation by blood, marriage, or adoption, who is a member of the
employee's household (under the same roof) and any parent, substitute parent, parent-in-law,
grandparent, grandchild, aunt, uncle, spouse, child, brother or sister of the employee, regardless of
residence. Days of absence due to bereavement leave shall not exceed three (3) working days per
incident. Bereavement leave shall not be deducted from the employee's accumulated sick leave. An
employee on bereavement leave shall inform his immediate supervisor of the fact and the reasons
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therefor as soon as possible. Failure to inform his immediate supervisor, within a reasonable period of
time, may be cause for denial of leave with pay for the period of absence.
SECTION 7. Industrial Leave. A regular employee who is temporarily or permanently incapacitated as
a result of injury or illness determined to be compensable under the Worker's Compensation Act shall be
granted industrial leave on the following terms and conditions:
A. A sworn employee granted industrial leave shall continue to be compensated at his regular rate in
lieu of temporary disability payments. Any temporary disability payments made to the employee
by the State Compensation Insurance Fund shall be remitted to the City Treasurer.
B. A civilian employee granted industrial leave shall continue to be compensated at his regular rate
of pay during the first thirty (30) calendar days of his injury. Following this period, the employee
still on approved industrial leave shall be compensated at eighty percent (80%) of his regular rate
of pay up to a maximum of335 calendar days in lieu of temporary disability payments.
C. 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 as a result of the injury or illness, then the employee's sick leave shall be charged to
reimburse the City for any payments made to the employee pursuant to (A) above.
D. 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 in accordance with Labor Code Section 4850.
E. In accordance with Section 5(C)(3) above, an employee granted an industrial disability retirement
shall not be entitled to any compensation for accumulated sick leave hours.
F. Any employee who engages in outside employment during said leave of absence without the
permission of the Police Chief or his duly authorized agent may be subject to termination. Any
employee who falsifies the reason for request for said leave of absence may be terminated for
falsifying the request for leave of absence.
G. Employees who have not previously submitted notification of Election of Personal Physician are
required to use only physicians and medical facilities approved by the City during the first thirty
30) days after an occupational injury or illness is reported. After the first thirty (30) day period,
an employee may change to a physician specified by him provided that the physician has the
expertise to treat the injury or illness and agrees to provide timely reports to the City. However,
if an employee has notified the City in writing, prior to the date of injury that he has a personal
physician, the employee shall have the right to be treated by such physician from the date of
injury providing that:
1) The physician has previously directed the medical treatment of the employee.
2) The physician retains the medical records and history of the employee.
An employee may request one (1) change of physician during the first thirty (30) days after the
inj ury or illness is reported.
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Article XVII
LAYOFF PROCEDURES
SECTION 1. purpose. The purpose of this article is to establish and communicate the City's procedures
when a layoff or reduction in force is necessary. All Divisions or assignments within the Department are
subject to layoffs or reductions in force at the direction ofthe City Manager.I
SECTION 2. Policv. The City retains the right to abolish any position, reduce the work force and layoff
employees when it becomes necessary due to economic conditions, organizational changes, lack of
work, or because the necessity of a position no longer exists. The following criteria shall be followed
during a layoff or reduction in force:
SECTION 3. Procedure.
A. The order of layoff or reduction in force within the Department and by classification shall be
in the following order.
1) Probationary employees
2) Regular full-time employees
B. The order of layoffs and reductions in force shall be based on seniority within the
classification, then Department seniority, as calculated by the Personnel Director.
C. Whenever an employee is to be laid off, he may transfer or demote to a vacant position in a
lower classification that he previously held within the Police Department. The employee may
also transfer or demote to a vacant position in any other Department provided that:
1) The position is the same or lower classification.
2) The position is authorized, budgeted and the City intends to fill the vacancy.
3) The employee meets the qualifications of the new position.
D. Whenever an employee is to be laid off, he may transfer or demote to a filled position in a
lower classification within the Police Department provided that he:
1) Previously held or supervised a position in the lower classification.
2) Meets or can reasonably meet the qualifications for the new position as determined by the
Personnel Director.I3) Possesses greater seniority with the Police Department to displace an employee in the
lower classification.
4) Requests the demotion in writing within seven days ofreceiving the layoff notice.
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5) Such demotions or transfers shall be from classification to classification without regard
for previously held special assignments. Employees have no right to assume a previously
held special assignment.
6) Management employees who demote or transfer to a lower classification may not displace
another employee in a special assignment unless that employee is laid off due to the order
of layoff as established per Section 3A.
Management employees demoted or transferred to a lower classification as a result of
layoff or reduction in force shall be re-appointed to vacancies in the previously held
higher classification based upon the employee's seniority as calculated in Section 3 B.
E. Employees from other Departments may not fill vacancies in the Police Department unless all
qualified Police employees have refused to accept the vacant position. Employees from other
Departments may not displace Police Employees.
F. Employees to be laid off shall be provided written notice at least seven (7) days in advance of
the layoff. Notice will be hand delivered to the employee whenever possible. If personal
delivery is not possible, the notice must be sent by certified mail to the last known address of
the employee.
G. Regular employees who are laid off shall be placed on a re-employment list for the last
classification held. Names shall be placed on the list in inverse order of seniority (last
released-first re-hired). Vacancies to be filled will be offered first to employees on the re-hire
list.
Other hiring departments will give priority consideration to those employees who appear on a
re-hire list for the same or similar classification. If eligible employees are not selected for re-
hire, the reason for non-selection must be approved by the Personnel Director.
Employees re-hired by the Police Department must first meet all State and local requirements
for the position. Such requirements include, but are not limited to: POST certification,
background investigation, psychological evaluation, and medical clearance.
Names of qualified individuals shall remain on the re-hire list for two years. Individuals who
refuse to accept a re-hire or who do not respond within seven (7) days to a written notice that
has been sent to their last known address shall be removed from the re-hire list. It is the
employee's responsibility to provide the Personnel Department with a current mailing
address. Once re-hired, the employee will be removed from all re-hire lists.
Article XVIII
INSURANCE
SECTION l. Health Insurance. The City shall contract with PERS (Public Employees' Retirement
System) to make available those health insurance benefits provided under the Public Employees'
Medical and Hospital Care Act (pEMHCA). The PERS Health Benefits Plan shall replace any other
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health benefits program maintained by the City for eligible employees, eligible retirees, and their eligible
surviving annuitants.
A. The City shall contribute toward the payment of premiums under the PERS Health Benefits Plan
to each eligible retiree annuitant ofPERS, to the extent required by law, a contribution of $48.40
per month. Effective January I, 2006 this shall be increased to $64.60 per month. Effective
January I, 2007, this shall be increased to $80.80 per month. Effective January I, 2008, this
shall be increased to $97.00 per month.
B. Flexible Benefits Plan. The City shall administer a Section 125 Flexible Benefits Plan for active
full-time eligible employees to provide funds for optional dental plans, vision plans, health plans,
or miscellaneous pay. Effective July I, 2005, the City shall provide $875 per month toward the
Flexible Benefits Plan. Effective July I, 2006 this amount shall increase to $919 per month.
Effective July I, 2007, this amount shall increase to $965 per month.
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C. Any amounts in excess of the amounts designated in Section IB necessary to maintain benefits
under any benefits plans selected by the employee shall be borne by the employee.
D. An employee cannot be enrolled in the PERS Health Benefits Plan if a spouse is enrolled in the
same agency or enrolled in an agency with PERS health, unless the employee (or the spouse) is
enrolled without being covered as a family member. Additionally, an employee may choose to
not be enrolled in the Health Benefits Plan. If an employee chooses not to be enrolled in a health
plan the employee must provide proof, as determined by the Personnel Director that comparable
medical insurance is in full force and effect. Based upon determination that insurance is in full
force and effect, eligible employees shall receive the monthly contribution as described in
Section "B" above toward the Flexible Benefits Plan. In the event that the employee loses
eligibility (with documentation) then the employee may re-enroll in the PERS Health Benefits
Plan pursuant to the PERS Health Benefits Plan.
E. Retired employees, at their own expense, will be provided with the same opportunity to re-enroll
into a City-sponsored vision and/or dental insurance program as they are provided under the
PERS medical insurance program. The retirees are completely responsible for completing all the
necessary paperwork, in person when possible, with the Personnel Services Department. In
addition, retirees who have been separated from the City for over five (5) years will not be
eligible for this provision.
SECTION 2. The City shall continue to contribute toward medical insurance coverage for eligible
dependents under the following conditions:
A. In the event an employee covered under this unit is killed in the line of duty, the City shall Iprovideuptofive (5) years of medical insurance for the amount of the premium only up to the
amount specified in Section 1B of this Article, or the benefit specified in Labor Code Section
4856 "Spousal Death Benefits," whichever is greater. Premium amounts in excess of the City's
contribution shall be borne by the eligible dependent. Once a dependent becomes eligible for
insurance coverage under another health plan, eligibility for coverage under this section shall
cease. The Police Chief and the Personnel Director shall determine whether the employee's
death qualifies as "killed in the line of duty".
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B. In the event an employee covered under this unit dies for reasons other than the result of being
killed in the line of duty, the City shall provide up to one (1) year of medical insurance for the
amount of the premium only up to the amount specified in Section 1B of this Article. Premium
amounts in excess of the City's contribution shall be borne by the eligible dependent. Once a
dependent becomes eligible for insurance coverage under another health plan, eligibility for
coverage under this section shall cease.
SECTION 3. Life Insurance. Effective August 1, 1996, the City shall contribute the full premium
towards a $23,000 life insurance benefit. The City shall have the right to change life insurance carriers
and administer the life insurance benefits provided herein.
SECTION 4. Retiree Medical Trust. On July 1, 2000, the Association established and created the
Premium Reimbursement Plan of the City of Orange Police Association Employee Benefit Trust." The
plan was voted on and approved by a majority of the members of the Association. This Trust is
governed by the Trust Agreement and Premium Reimbursement Plan documents. The purpose of the
Trust Fund is to provide an entity to which contributions from participating employees can be paid and
through which the elected or appointed Trustees can create and administer one or more employee
welfare benefit plans for the participating employees on whose behalf the contributions have been paid
and their beneficiaries. These benefits will be paid to the employees by the Trust as set forth in the Trust
Agreement and Premium Reimbursement Plan.
Further, in accordance with Internal Revenue Code Section SOlc and a majority vote of the Association
membership, all employees shall contribute to the plan. As of the date of this Memorandum of
Understanding, the City does not contribute any funds to the plan, but has agreed to withhold a pre-tax
amount from each employee's paycheck, an amount which is set in accordance with the by-laws of the
Benefit Trust. The City then pays these deductions to the Trust as soon as practical. This amount may
change according to the rules and guidelines set forth in the Trust Agreement and Reimbursement Plan.
The responsibility for the maintenance and investment of the Trust funds rests solely with the Trust's
Board of Trustees and the Association.
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Article XIX
RETIREMENT
SECTION 1. SECTION 1. Employees covered by this Agreement shall participate in the Public
Employees' Retirement System (PERS).
The City shall grant the safety members of PERS effective May 20, 2001 the 3% at age 50 IRetirementFormulaassetforthinSection21362.2 of the California Government Code.
Effective June 29, 2003, and for the term of the agreement, safety members shall contribute 3.1%
of PERS-reportable salary, on a pre-tax basis, toward the City's PERS Employer Contribution
Rate to offset some of the costs of the enhanced PERS 3% at age 50 Retirement Program. The
City shall pay all remaining employer costs toward the retirement program for safety members
covered herein.
A.
B. Both sworn and civilian employees shall pay the employee retirement contribution rate through
payroll deduction to the Public Employees' Retirement System.
C. Effective June 29, 2003, the City shall provide the PERS 2.7% at age 55 Retirement Program for
miscellaneous employees covered by this Resolution. Effective June 27,2004, and for the term
of this Agreement, miscellaneous employees shall contribute 2.64% of PERS-reportable salary,
on a pre-tax basis, toward the City's PERS Employer Contribution Rate to offset some of the
costs of the enhanced PERS 2.7% at age 55 Retirement Program. The City shall pay all
remaining employer costs toward the retirement program for miscellaneous employees covered
herein.
D. The City shall implement the provisions of Section 414(h)(2) of the Internal Revenue Code,
which allow that the employee contribution to the Public Employees' Retirement System will be
treated as employer contributions for federal and state tax purposes. The pickup shall be in
accordance with the provisions of Section 20022 (a)(6) of the California Government Code.
E.The base salary of civilian employees covered by this agreement described in Exhibit "B" shall
be increased by 8%. This salary is "compensation earnable" as defined in Sections 20022 (a)(6)
and 20023 of the California Government Code. It shall be reported as such to the Public
Employees' Retirement System. For the purposes of determining payoffs such as sick leave, or
vacation accruals, this 8% increase shall not be considered, and those calculations shall be based
upon the employee's base salary reduced by 8%. Overtime and compensatory time accruals shall
be paid based on salary including the 8% increase. For purposes of determining the amount of
assigrunent payor bonuses, such as education incentive pay described in Article XI and any
special pay described in Article X, excluding Section 2 Bilingual Bonus, the 8% increase shall be
included.IF.The base salary of sworn employees covered by this agreement described in Exhibit "B" shall be
increased by 9%. This salary is "compensation earnable" as defined in Sections 20022 (a)(6) and
20023 of the California Government Code. It shall be reported as such to the Public Employees'
Retirement System. For the purposes of determining payoffs such as sick leave, or vacation
accruals, this 9% increase shall not be considered, and those calculations shall be based upon the
employee's base salary reduced by 9%. Overtime and compensatory time accruals shall be paid
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based on salary including the 9% increase. For purposes of determining the amount of
assignment payor bonuses, such as education incentive pay described in Article XI and any
special pay described in Article X, excluding Section 2 Bilingual Bonus, the 9% increase shall be
included.
G.The employee will be provided with a biweekly payroll statement showing the amount of
contribution as deferred.
H.The City will provide the 1959 PERS Survivors Benefit at the Third Level Option.
Article XX
SAFETY AND HEALTH FITNESS
SECTION 1. The City and the employees of the City agree to comply with all applicable federal and
state laws which relate to health and safety.
SECTION 2. Health Fitness Program. In an effort to improve and maintain the physical and mental
well being of all sworn Police personnel, and to reduce the frequency and intensity of work related
injuries and illness, Police Management and the City agree to the following:
A. Smoking
1) As a condition of employment, effective September 1, 1984, new employees shall refrain
from smoking on duty. As a condition of employment, effective March 6, 1994, all new
employees shall refrain from using any tobacco products while on duty.
2) Existing employees will be encouraged but not required to become non-smokers. Employees
will be provided with information, training, and/or other assistance as necessary to assist in
such effort.
B. Drug and Alcohol Program - Police Management agrees to support the City-wide drug and
alcohol program and will continue to enforce all City and inter-department policies regarding
substance use.
Article XXI
TRAVEL EXPENSE ALLOWED
SECTION 1. The City will provide reimbursement for employees who use a personal vehicle for City
business, at the rate per mile provided under the current IRS guidelines.
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Article XXII
EMPLOYEE ORGANIZATIONAL RIGHTS AND RESPONSIBILITY
SECTION 1. Dues Deductions. The City shall deduct dues, on a regular basis, from the pay of all
employees recognized to be represented by the Association, who voluntarily authorize such deduction, in
writing, on a form to be provided for this purpose which is mutually agreed to by the Association and the
City. The City shall remit such funds to the Association within ten (10) days following their deduction.
SECTION 2. Indemnification. The Association agrees to hold the City harmless and indenmify the City
against any claims, causes of actions, or lawsuits arising out of the deductions or transmittal of such
funds to the Association, except the intentional failure of the City to transmit, to the Association,
moneys deducted from the employees pursuant to this Article.
Article XXIII
CITY RIGHTS
SECTION 1. The City reserves, retains, and is vested with, solely and exclusively, all rights of
Management which have not been expressly abridged by specific provisions 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 Agreement or by law, shall include, but not be limited to, the following rights:
A. To manage the City generally and to determine the issue of policy.
B. To determine the existence or non-existence of facts which are the basis of the Management
decision.
C. To determine the necessity of organization of any service or activity conducted by the City and
expand or diminish services.
D. To determine the nature, manner, means, and technology, and extent of services to be provided to
the public.
E. Methods of financing.
F. Types of equipment or technology to be used.
G. 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.
H. To determine and change the number of locations, relocations, and types of operations,
processes, and materials to be used in carrying out all City functions including, but not limited to,
the right to contract for or subcontract any work or operation of the City.
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1. To assign work to and schedule employees in accordance with requirements as determined by the
City, and to establish and change work schedules and assignments.
J. To relieve employees from duties for lack of work or similar non-disciplinary reasons.
K. To establish and modify productivity and performance programs and standards.
L. To discharge, suspend, demote, or otherwise discipline employees for proper cause in accordance
with the provisions of procedures set forth in Departmental Disciplinary Procedure.
M. To determine job classifications and to reclassify employees and to determine the assignment of
new classifications to the bargaining unit.
N. To hire, transfer, promote, and demote employees for non-disciplinary reasons in accordance
with this Memorandum of Understanding.
O. To determine policies, procedures, and standards for selection, training, and promotion of
employees.
P. To establish employee performance standards including, but hot limited to, quality and quantity
standards; and to require compliance therewith.
Q. To maintain order and efficiency in its facilities and operations.
R. 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.
S. To take any and all necessary action to carry out the mission of the City in emergencies.
SECTION 2. Except in emergencies, or where the City is required to make changes in its operations
because of the requirements of law, whenever the contemplated exercise of Management's rights shall
impact on a significant number of employees of the bargaining unit, the City agrees to meet and confer
in good faith with representatives of the Association regarding the impact of the contemplated exercise
of such rights prior to exercising such rights, unless the matter of the exercise of such rights is provided
for in this Memorandum of Understanding.
Article XXIV
NO STRIKE
PROHIBITED CONDUCT
SECTION 1. The Association, its officers, agents, representatives, and/or members agree that during the
term of this Agreement, they will not cause or condone any unlawful strike, walkout, slowdown, sick-
out, or any other unlawful job action by withholding or refusing to perform services.
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SECTION 2. Any employee who participates in any conduct prohibited in Section I above shall be
subject to termination by the City in accordance with the procedures set forth in applicable State laws
and Departmental Disciplinary Manual.
SECTION 3. In addition to any other lawful remedies or disciplinary actions available to the City, if the
Association fails, in good faith, to perform all responsibilities listed below in Section A, Association
Responsibility, the City may suspend any and all of the rights, privileges, accorded to the Association
under the Employer-Employee Relations Resolution in this Memorandum of Understanding, including
but not limited to suspension of the Grievance Procedure and dues deduction.
ASSOCIATION RESPONSIBILITY
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SECTION 1. In the event that the Association, its officers, agents, representatives, or members engage
in any of the conduct prohibited in Section 1 above, Prohibited Conduct, the Association shall
immediately instruct any persons engaging in such conduct that their conduct is in violation of this
Memorandum of Understanding and unlawful, and they must immediately cease engaging in conduct
prohibited in Section I above, Prohibited Conduct, and return to work.
SECTION 2. The City agrees to hold the Association harmless and indemnifY the Association against
any claims, causes of actions, or lawsuits arising out of damages related to prohibited conduct in Section
1 above, Prohibited Conduct, when the Association, in good faith, performs its responsibilities under
Section 1 above, Association Responsibility.
Article XXV
GRIEVANCE PROCEDURE
SECTION 1. Definition of Grievance. A grievance shall be defined as a timely complaint by an
employee or group of employees or the Association concerning the interpretation or application of
specific provisions of this Memorandum of Understanding, or of the Rules and Regulations governing
personnel practices or working conditions of the City.
No employee shall suffer any reprisal because of filing or processing of a grievance or participating in
the Grievance Procedure.
SECTION 2. Business Davs. Business days mean calendar days, exclusive of Saturdays, Sundays, and
legal holidays recognized by the City.
SECTION 3. Time Limit for Filing Written Formal Grievances. The time limits for filing written Iformalgrievancesshallbestrictlyconstrued, but may be extended by mutual agreement evidenced, in
writing, and signed by a duly authorized representative of the City and the grieving party. Failure of the
grieving party to comply with any of the time limits set forth hereunder shall constitute a waiver and bar
further processing of the grievance. Failure of the City to comply with the time limits set forth in this
Article shall automatically move the grievance to the next level in the Grievance Procedure. The
grieving party may request the assistance of the Association in presenting a grievance at any level of
review or may represent himself. Grievances shall be presented on City time.
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SECTION 4. Informal Process. An employee must first attempt to resolve the grievance on an informal
basis by discussion with his immediate supervisor without undue delay, or in no case, more than five (5)
business days from the date of the alleged incident giving rise to the grievance, or when the grievant
knew or should have reasonably become aware of the facts giving rise to the grievance.
Every effort shall be made to find an acceptable solution to the grievance by these informal means at the
most immediate level of supervision. At no time may the informal process go beyond the Chief of
Police. In order that this informal procedure may be responsive, all parties involved shall expedite this
process. The grievant is to state the remedy requested for the resolution of the grievance.
When, within five (5) business days, a mutually acceptable solution has not been reached at the informal
level, the employee shall submit the grievance in writing, on a Grievance form, to be mutually agreed to
by the City and the Association, to the Chief of Police. At this point, the grievance hearing process
becomes formal. Should the grievant fail to file a written grievance within ten (10) business days, as
outlined under this Section (Section 4), the grievance shall be barred and waived. The written grievance
shall include the remedy requested for resolution of the grievance.
SECTION 5. Formal Process. Personnel Director. Chief of Police. If the grievance is not resolved
through the informal process, and a written grievance is filed within the time limits set forth above, the
grievant shall discuss the grievance with the Personnel Director and the Chief of Police. The Personnel
Director and the Chief of Police shall render a decision and comments, in writing, regarding the merits
of the grievance and return them to the grievant within ten (10) business days after receiving the
gnevance.
SECTION 6. Formal Process. Citv Manager. If the grievance is not resolved in Section 5 above, or if
no answer has been received from the Personnel Director and Chief of Police within ten (10) business
days from the presentation of the written grievance to the Personnel Director and the Chief of Police, the
written grievance shall be presented to the City Manager, or his duly authorized representative, for
determination. Failure of the grievant to take this action will constitute a waiver and bar to the
grievance, and the grievance will be considered settled on the basis of the last Management grievance
response. The City Manager, or his duly authorized representative, shall render a final decision on the
merits of the grievance and comments, in writing, and return them to the grievant within ten (10)
business days after receiving the grievance. After this procedure is exhausted, the grievant, the
Association, and the City shall have all rights and remedies to pursue said grievance under the law.
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Article XXVI
SOLE AND ENTIRE MEMORANDUM OF UNDERSTANDING
SECTION 1. It is the intent of the parties hereto that the provisions of this Memorandum of
Understanding shall supersede all prior agreements and memorandums of agreement, or memorandums
of understanding, or contrary salary and or personnel resolutions or Administrative Codes, provisions of
the City, oral and written, expressed or implied, between the parties, and shall govern the entire
relationship and shall be the sole source of any and all rights which may be asserted hereunder. This
Memorandum of Understanding is not intended to conflict with federal or state law.I
Article XXVII
WAIVER OF BARGAINING DURING THE TERM OF THIS AGREEMENT
SECTION 1. During the term of this Memorandum of Understanding, the parties mutually agree that
they will not seek to negotiate or bargain with regard to wages, hours, and terms and conditions of
employment, whether or not covered by the Memorandum or in the negotiations leading thereto, and
irrespective of whether or not such matters were discussed or were even within the contemplation of the
parties hereto during the negotiations leading to this Memorandum. Regardless of the waiver contained
in this Article, the parties may, however, by mutual agreement, in writing, agree to meet and confer
about any matter during the term of this Memorandum.
Article XXVIII
EMERGENCY WAIVER PROVISION
In the event of circumstances beyond the control of the City, such as acts of God, fire, flood,
insurrection, civil disorder, national emergency, or similar circumstances, provisions of the
Memorandum of Understanding or the Personnel Rules or Resolutions of the City, which restrict the
City's ability to respond to these emergencies, shall be suspended for the duration of such emergency.
After the emergency is declared over, this Memorandum of Understanding will be reinstated
immediately. The Association shall have the right to meet and confer with the City regarding the impact
on employees of the suspension of the provisions in the Memorandum of Understanding during the
course ofthe emergency.
Article XXIX ISEPARABILITYPROVISION
Should any provision 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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Article XXX
TERM OF MEMORANDUM OF UNDERSTANDING
The term of this Memorandum of Understanding shall commence on July 1, 2005 and shall continue in
full force and effect until June 30, 2008.
Article XXXI
RATIFICATION AND EXECUTION
The City and the Association have reached an understanding as to certain recommendations to be made
to the City Council for the City of Orange and have agreed that the parties hereto will jointly urge said
Council to adopt a new wage and salary resolution which will provide for the changes contained in said
joint recommendations. The City and the Association acknowledge that this Memorandum of
Understanding shall not be in full force and effect until adopted by the City Council of the City of
Orange. Subject to the foregoing, this Memorandum of Understanding is hereby executed by the
authorized representatives of the City and the Association and entered into this 25th day of October,
2005.
CITY OF 4RANGE
i
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CITY OF ORANGE
MANAGEMENT ASSOCIATION:
POLICE
by:
Steven V. Ph
Employee Re
by:
Mi
Y/MVlj} ,bYf
by;
Thomas Kisela, Secretary, COP A Management
1/
C(",R?",
Soll(j=
nnd AMI",
by:
Da'
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EXHIBIT "B"
CITY OF ORANGE
POLICE MANAGEMENT ASSOCIATION
MONTHLY SALARY RANGES
I EFFECTIVE JUNE 26, 2005
Salary Increases Provided as Follows: Crisis Intervention Counselor = 5.0%; Police Captains =
3.5%; Police Lieutenants = 4.5%; Police Records Manager = 5.0%; Police Sergeants = 5.0%).
STEP B STEP C STEP D STEP E STEP F
Salary STEP After 1 After 1 After 1 After 1 After 1
Classification Title Ran e A ear
Crisis Intervention Counselor 572 6183 6498 6830 7178 7544 7929
Police Captain 640 8679 9123 9586 10076 10590 11130
Police Lieutenant 610 7473 7855 8254 8676 9119 9583
Police Records Manager 533 5090 5350 5623 5909 6211 6527
Police Sergeant 563 5912 6213 6530 6863 7213 7581
I
EFFECTIVE JUNE 25, 2006
Four and one-half (4.5%) percent Across-the-Board Salary Increase)
STEP B STEP C STEP D STEP E STEP F
Salary STEP After 1 After 1 After 1 After 1 After 1
Classification Title Ran e A ear
Crisis Intervention Counselor 581 6467 6797 7143 7508 7891 8293
Police Captain 649 9078 9542 10027 10539 11 077 11641
Police Lieutenant 619 7816 8216 8633 9074 9537 10023
Police Records Manager 542 5324 5595 5881 6181 6496 6827
Police Sergeant 572 6183 6498 6830 7178 7544 7929
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EXHIBIT "B" (Continued)
CITY OF ORANGE
POLICE MANAGEMENT ASSOCIATION
MONTHLY SALARY RANGES
EFFECTIVE JUNE 24, 2007
Minimum Three Percent (3.0%) Across the Board Salary Increase. Additional Salary Increases
May Be Granted Based on Labor Market Salary Survey - see language below*).
STEP B STEP C STEP D STEP E STEP F
Salary STEP After 1 After 1 After 1 After 1 After 1
Classification Title Range A year year year year year
Crisis Intervention Counselor 587 6663 7004 7360 7735 8130 8545
Police Captain 655 9353 9832 10331 10859 11413 11994
Police Lieutenant 625 8054 8465 8895 9350 9827 10328
Police Records Manager 551 5568 5852 6151 6464 6794 7141
Police Sergeant 578 6371 6696 7037 7396 7773 8170
The Association and the City will conduct a salary survey by or before July 31, 2007 of the eleven (II) pre-selected
cities to determine the maximum (top step) salary for each benchmark classification covered by this MOU. The
benchmark classifications to be surveyed are as follows: Police Sergeant, Police Lieutenant, and Police Captain. The
compensation levels for the civilian classifications are not tied to the labor market survey and shall be increased as
follows: Police Records Manager = a flat 4.5% increase, and Crisis Intervention Counselor = a flat 3.0% increase. The
survey cities consist of Anaheim, Brea, Costa Mesa, Fountain Valley, Fullerton, Garden Grove, Huntington Beach,
Irvine, Newport Beach, Santa Ana, and Westminster. The contractual July 2007 salary data from the survey agencies,
as well as the City of Orange, will be utilized for any necessary adjustments, however the City of Orange salary will not
be included as part of the median calculation. In the event any benchmark classification is below the median of the
eleven (11) surveyed cities, the City shall increase the entire salary range of that classification in 0.5% increments with
a minimum of 3.0% to a maximum of 6.0% to bring the salary to the survey median. The effective date for any
applicable salary increases will be June 24, 2007. The salary table above reflects a 3.0% minimum salary increase for
the benchmark classifications. This salary table will be amended should the salary range increases exceed 3.0% for any
of the benchmark classifications above. This provision shall not apply thereafter.
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