RES-9018 MOU Orange Police Association effective 12_01_98 to 11_30_01RESOLUTION NO. 9018
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF
ORANGE REPEALING RESOLUTION NO. 8720 AND APPROVING
THE MEMORANDUM OF UNDERSTANDING BETWEEN THE CITY
OF ORANGE AND THE CITY OF ORANGE POLICE ASSOCIATION
CONCERNING WAGES, SALARIES AND OTHER TERMS AND
CONDITIONS OF EMPLOYMENT EFFECTIVE DECEMBER 1, 1998
THROUGH NOVEMBER 30, 2001
WHEREAS, the City of Orange, hereinafter referred to as "City", and the City of
Orange Police Association, hereinafter referred to as "COPA" have met and conferred
in accordance with requirements of the Meyers-Milias-Brown
Act; and WHEREAS, City and COPA have reached agreement on wages,
salaries and other terms and conditions of employment effective December 1,
1998 through November 30, 2001 and have repealed Resolution No. 8720 thereto
for said employees, as more particularly set forth in the Memorandum
of Understanding.NOW, THEREFORE, BE IT RESOLVED by the City Council of the
City of Orange that the attached Memorandum of Understanding is approved
and incorporated by reference as Exhibit "A" as though fully set forth herein, and staff is
authorized to transfm the funding necessary from the unappropriated General Fund
Reserve Account to the appropriate Police Department salary and
benefit accounts.ADOPTED this 13thday
of
October ATTEST:to~A~11~:{/
b~AA~City Cllerk of th ity
of Orange I 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 13th day of October , 1998 by the
following vote:AYES:: COUNCIL MEMBERS: MURPHY, SLATER, COONTZ,
SPURGEON, ALVAREZ NOES: COUNCIL
MEMBERS: NONE ABSEINT: COUNCIL
MEMBERS: NONE
1A~~CP~City Cllerk of the .
Exhibit "A"
MEMORANDUM OF UNDERSTANDING
BETWEEN THE CITY of ORANGE AND THE
CITY of ORANGE POLICE ASSOCIATION
DECEMBER 1, 1998 - NOVEMBER 30, 2001
Article No.Article Title Page No
Recognition...,...,.................,..,................,..,.",....... 1
II Non-Discrimination""............,.,..,.."...................""
1
III
Salaries...........................,.....................,................
1 IV Working out
of
Class....,.........................................
5 V Work Week ............,...............................................
5 VI Overtime............"."..,..................""""..................
5 VII Call
Back
Compensation................,.......................
8 VIII Court Time ...........................................,.................
8 IX Special Assignments and Special Pay
Practice.....
9 X Career Development Program
and Educational Reimbursement..................................
12 XI
Uniform
Allowance.................................................
14 XII Holidays .................................................................
14 XIII Vacation"""",.........................."..""""""."..,........
16 XIV Probationary Period ..,............................................
17 XV Other Leaves of Absence ......................................
17 XVI Part-Time Employee
Benefits ................................ 23 XVII
Insurance ............................................................... 23 XVIII
Retirement ............................................................. 25 XIX Safety
and
Health
Fitness...................................... 26 XX Travel Expense
Allowed ........................................ 27 XXI Employee
Organizational Rights and
Article
No. Article Title Page No.XXII
Layoff Procedures.........................................,........ 27
XXIII
City Rights ...............................,............................. 29 XXIV
No Strike ................................................................ 31 XXV
Grievance Procedure............................................, 32 XXVI
Miscellaneous Provisions.......................................
34
XXVII
Sole and Entire Memorandum of Understanding...
34
XXVIII
Waiver of Bargaining During the Term
of this Agreement ......................................... 34 XXIX
Emergency Waiver Provision.................................
35
XXX
Separability Provision ............................................ 35 XXXI
Term of Memorandum of Understanding ............... 35 XXXII
Ratification and Execution ..................................... 36 Exhibit
1 Salary Ranges ....................................................... 37 ii
Article I
RECOGNITION
SECTIION 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 Association (hereinafter called
the AssoGiation" or "COPA") as the majority representative of the
Non-Management employee classifications of the Police Department as set forth in
Exhibit "1,"SECTIION 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 A!lreement, the Meyers-Milias-Brown Act, Government Code
Section 3500 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 herein 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 Section 3500 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 or religious opinions or affiliations. 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 compemsation plan for all members of
the Orange Police Association who are now employed or will in the future be employed
in any of the designated classifications of employment
SECTIION 2. SALARIES, Base salaries effective August 30, 1998 (from prior MOU),
June 20, 1999, June 18, 2000, and July 1, 2001 for employees covered by this
agreement are listed in Exhibit "1."
The salary and wage schedules attached hereto shall constitute the basic
compemsation plan consisting of six (6) steps or rates of pay in each range.
The reispective ranges shall be identified by number and the steps by the letters "A" to
F" indusive, 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.
SECTIION 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.
For alii 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 (~)
cent.SECTIION 4. BEGINNING RATES, A new employee of the City of Orange 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 Police Chief under
whom the employee will serve, and with the authorization of the Personnel Director,
such employee may be placed at any Step in the range depending upon the employee'
s
qualifications.SECTIION 5. SERVICE. The word service, as used in this Resolution, shall be
defined to meian continuous, full-time service in his present classification, service in
a higher classification, or service in a classification allocated to the same salary
range and havin~1 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 employee re-entering the service of the City of Orange shall be
considered as a new employee, except that he may and at the discretion of the
City, be re-employed within one (1) year and placed in the same salary step
in the appropriate compensation range as he was at the time of
the termination of employment.SECTION 6. ADVANCEMENT WITHIN SCHEDULE.
The following regulations shall govern
salary
A. Merit Advancement. An employee may be considered for advancement
through the salary range upon completion of the minimum length of service.
The effective date of such merit increase, if granted, shall be the first day of
the next pay period following completion of the length of service required for
such advancement. Advancement through the salary range may be granted
only for continuous, meritorious and efficient service, and continued
improvement by the employee in the effective performance of the duties of
his position, Such merit advancement shall require the following:
1) The Police Chief, or his designee, shall file with the Personnel Director a
completed performance evaluation recommending the granting or denial
of the merit increase and supporting such recommendation with specific
reasons therefor. A disapproval, together with the reasons therefor, shall
be returned to the Police Chief.
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,
3) Advancement through the pay range Step "A" through Step "F" shall occur
in yearly increments.
8, Special Merit Advancement. In such cases as may occur wherein an
employee shall demonstrate exceptional ability and proficiency in the
performance of his duties, the Police Chief may recommend to the Personnel
Director 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 Chiefs 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 shall be reconsidered for such advancement within a one year period or 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.
3
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,
SECTIION 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.
SECTIION 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 shall be reassigned 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.
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.
4
Article IV
WORKING OUT OF CLASS
SECTIION 1. The City may work employees out of classification for up to two (2)
working days within a work week without additional compensation, On the third (3rd)
working day within the work week that the employee works out of classification, he shall
be paid additional compensation at the Step A of the class to which he is assigned for
the entire pay period in which the employee worked out of classification, To qualify for
working out of class pay, the employee must be performing all the significant duties of
the hi~lher level position and meet the minimum requirements of the higher level class,
In no event shall the employee be paid at a step of the class in which the employee
receivl3s less than a five percent (5%) increase in pay.
Article V
WORKWEEK
SECTI.QN.,1, The regular work week for all employees covered by this Agreement shall
be forly (40) hours per week consisting of four (4) consecutive shifts of ten (10) hours
and three (3) consecutive days off, provided that, under special circumstances, an
employee and the department may mutually agree to a different schedule.
SECTIQti.2. Notwithstanding the above, for all employees, the regular work schedule
shall be eighty (80) hours per two week pay period consisting of work shifts of ten (10)
hours.
SECTI.QN...3" Except in the case of emergency as defined in Article VI, Section 9 an
employee shall not be scheduled to work more than twelve and one-half (
12~)consecutive hours on any occasion, Employees may voluntarily work in excess of
the twelve and one-half (12~) hours and will be
compensated appropriately.
Article
VI OVERTIME SECTION 1. PREMIUM/COMPENSATION - SWORN AND RELATED
PERSONNEL.Premium Compensation shall apply to all classifications covered herein, when
duly authorized by the Police Chief or his designee, Additionally, if an employee
is scheduled to commence a work shift within ten (10) or fewer hours after the
scheduled conclusion of the previously scheduled work shift the later shift shall be compensated
at the premium rate for all hours
worked.
SECTIION 2. DEFINITION. Overtime 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 thirty (30) minutes in excess of an employee's regular work day shall not be
considered overtime for any purpose. 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. Overtime shall be earned to the nearest one-half (~)
hour
increment.SECTIION 3. PREMIUM COMPENSATION. Premium Compensation shall
be accumulated compensatory time off at one and one-half (1~) hours for each
one (1)hour of
overtime worked.SECTIION 4. PREMIUM OVERTIME EXEMPTIONS (STRAIGHT
TIME OVERTIME)Except as provided in Section 1, no premium compensation
payor premium compensatory time off with pay shall be allowed an employee for attendance
as a trainee at any seminar, conference, convention, educational class or such
similar event;further, no premium compensation payor premium compensatory time with pay
shall be permitted for briefing, organized in-service training or meetings,
missed meals,
or weapon qualification.All duly authorized overtime compensation for attendance as a trainee
at any seminar,conference, convention, education class, organized in-service
training or meetings or such similar event shall be accumulated at the rate of
one-half (Yo) hour of COmpE!nsatory time for each one-half (
Yo) hour of training overtime worked.Employees required to participate in weapons
qualification while off duty shall receive overtime compensation at the straight time rate with
a minimum of two (2) hours overtime compensation provided that
the employee must receive advance approval from an authorized representative of the Police
Department to engage in that activity.If an employee attends one of the above listed events as
a trainee within four (4) hours before or after a regularly scheduled work
shift, and such attendance, combined with the renular hours actually worked, causes the employee
to train and actually work more than ten (10) hours, those combined hours in excess
of ten (10) shall be accumulated at the rate of one and one-half (1~) hours
of compensatory time for each hour of trainin!g overtime worked.
This provision for premium training overtime compensation shall not apply if the employee chooses
atraining session that qualifies for premium trainin<g time when other
training sessions are available. Premium training overtime shall not apply to training sessions for
SWAT, K-9 or the Crisis Negotiation Team.Training hours which are performed on
overtime shall entitle the employee to time off.The employee shall not be
paid for such compensatory time for training hours
performed
SECTION 5. ACCUMULATION AND PAYMENT OF COMPENSATORY TIME. All
earned overtime compensation for employees described in this Article may be credited
to Accumulated Time Off (ATO) or converted into cash at the employee's option, except
overtime earned and accumulated for training shall only be credited to ATO and may
not bE! converted to cash. Payment shall be made at the pay period following the
exercise of the option. Accumulated compensatory time not taken in the calendar year
in whieh it was earned may be carried over to the next calendar year up to a maximum
of eighty (80) hours.
All accumulated ATO accrued in excess of 80 hours at year end shall be automatically
paid on the first pay period of the new calendar year.
Employees shall be entitled to receive payment for paid overtime and all accumulated
compensatory time upon their termination.
SECTION 6. APPLICATION OF COMPENSATORY TIME. 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 towards the
compl13tion of probationary period or to progression within a salary rate range.
SECTION 7. USAGE OF COMPENSATORY TIME. An employee who submits a
request to use accumulated compensatory time off a minimum of seven (7) days in
advance of the requested time off must be granted the leave, provided that such
request does not create an undue disruption in the City's ability to provide proper
coverage as defined by Federal Law. Scheduled primary and scheduled secondary
vacation requests may not be canceled due to the application of this provision.
However, management has the right to deny a seven (7) day request if the voluntary
overtime process does not provide appropriate coverage for requested time off.
SECTION 8. PYRAMIDING OF OVERTIME RATES. 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 only the higher
applicable rate shall apply.
SECTIQN...9.. If in the event of circumstances beyond the City's control, such as Acts of
Nature, fire, flood, insurrection, riot, national emergency or other similar circumstances,
employees covered herein shall be entitled to only a straight time rate for overtime
worked under such circumstances.
SECTION 10. ASSIGNMENT OF AVAILABLE OVERTIME. Whenever possible, when
assigning overtime in patrol, preference will be given to off-duty personnel who
are interested and available for overtime assignments. The Police Chief shall determine
an acceptable process by which an employee may indicate interest and availability
for overtime
assignments.
Article VII
CALL BACK COMPENSATION
SECTIION 1. 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 two (2) hours call back compensation,
regardless of whether the employee works less than two (2) hours. Compensation shall
be at the premium rate of time and one-half (1-1/2) unless the activities
performed are those described in Sections 4 of Article VI, in which case compensation shall be
at the straight time rate. Entitlement to call-back compensation shall
provide that an employee who is called back shall be regarded as having commenced
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 commence without the
consent of the employee.This Article shall apply when an employee has been required to
appear in
court while off duty.SECTIION 2. 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 only the higher applicable rate shall apply. This section
does not apply to Special Assignment pay rates as set
forth in
Article IX.
Article VIII COURT TIME SECTIQNi. Parties agree to incorporate by reference Special Orders
No. 61 and No.88, and existing departmental policies and written procedures
covering the subject of court time except to the extent they
conflict with this agreement.SECTION 2. Employees required to appear or testify while off-
duty and in response to a subpoena relating to activities arising out of the
course and scope of employment,shall receive premium overtime compensation for a minimum of
two (2) hours or the actual number of hours spent in their testimony
or appearance, whichever is greater.For th,e purposes of this section, the computation of the
actual number of hours shall includl3
all
SECTII.QN...3. 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 or compensatory time off at the straight time rate for two (2) hours
irrespective of the duration of such standby or on call status. If an employee is ordered
to continue on "standby" or on "on call" status beyond 1300 hours (1 :00 p.m.) or the
employee is placed in that status after appearing in court earlier that day, the employee
shall receive an additional two (2) hours in cash or compensatory time off at the straight
time rate irrespective of the duration of such "standby" or "on call" status. This
provision shall be applicable to employees who have been placed on "stand-by" or "
on call' status for the purpose of providing telephonic testimony or providing testimony
in an official proceeding with regard to matters arising out of the course and scope
of employment. For the purposes of this section, an employee shall not be
compensated for "on-call" and "regular wages" at the
same time.SECTION 4. A Sworn peace officer who transfers from another
law enforcement agency into service with the City of Orange and is required to appear in
court in connection with a criminal subpoena issued in relation to an incident arising out
of that previous employment relationship shall be allowed to appear in response to
the criminal subpo,ena without loss of pay if the employee is normally scheduled to be on duty
at the time of testimony. If the employee is off duty at the time of his
testimony or appearance, he shall be compensated as if the matter arose out of the
course and scope of his present employment, as set forth in Section 2 above. If the
employee is placed! on call or standby and if off-duty, he shall be compensated as
though the matter arose out of the scope of employment as set forth in Section
3 above. Compensation for a eourt appearance in connection with a civil subpoena will be
determined at the discretion of
the Police
Chief.Article IX SPECIAL ASSIGNMENTS AND
SPECIAL PAY PRACTICE SECTION 1. SPECIAL ASSIGNMENT GUIDELINES. Police
Officers and non-sworn employees may be assigned, from time-to-time, by the
Chief of Police in a special assignment and shall receive additional
compensation, above the employee's regular compE!nsation during the period of such
special assignment, provided the employee is performing all the significant duties of the
special assignment. The amount of additional compE!nsation shall be determined by
the special assignment and special pay provisions as defined in Section 2 of
this Article. These special assignments to positions shall be made or revoked at the discretion of
the Chief of Police. The Police Chief will consult with the City of
Orange Police Association regarding the development of seh~ction guidelines for special assignments,
however, the decision of the Police Chief is
final
A. Police Officers and non-sworn personnel assigned to positions specified
in Section 2 above shall move on a step-to-step basis
without
changing anniversary dates.B. 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.C. Reductions in the number of special assignments which require
the removal of one or more employees from the special assignment shall
be based on department seniority. Whenever an employee is removed
from a special assignment because of a reduction in the number of available
assignments, for a two year period after the date on which the reduction
occurred, that employee shall be entitled to fill the first vacancy within that
particular special assignment.SECTIION 2. SPECIAL ASSIGNMENT
AND SPECIAL PAY A. Motor Officers and Investigators. Police Officers assigned by the Chief of
Police in a special assignment, including, but not limited to, Motor
Officers and Investigators,shall receive an additional six percent (6%) compensation above
theemployee's re!;lular compensation during the period of such special
assignment, provided the employee is performing all the significant duties of
the special assignment.1. Effective June 18, 2000, employees assigned as
Investigators shall receive seven and one-half (7%%) compensation above
their regular compensation in lieu of
the 6% listed above.2:. Effective July 1, 2001, employees assigned as Motor
Officers shall receive six and one-half (6%%) compensation above their
regular compensation in lieu
of the 6% listed above.B. Crime Scene Investigators. Employees
assigned as Crime Scene Investigators shall neceive $125 per month during the period of
such assignment. Employees may be so assigned at the discretion of the
Police Chief or his designee.C. Training Bonus. Field Training
Officers, Corporals, Dispatchers, and Police Services Officers assigned to train employees shall receive $
100.00 per month, during the period of such assignment. This sum shall be paid
only for those pay periods during which the individual is specifically assigned to a trainee for
any
part
D. Biliingual Bonus. Employees covered under this agreement may be assigned by the
Police Chief to a Bilingual Assignment. Such employees on Bilingual Assignment shall
receivle an additional one hundred fifty five dollars ($155) per month, per employee, in
addition to their regular salary for the duration of the assignment. Effective December
19, 1999, employees on Bilingual Assignment shall receive an additional one hundred
sixty dollars ($160) per month, per employee, in lieu of the one hundred fifty five ($155)
amount previously provided for a Bilingual Assignment.
Bilingual Assignments shall be made on the following basis:
1) The Police Chief, with the approval of the Personnel Director, shall determine
the number of Bilingual Assignment positions which are necessary based
upon a demonstrable need and the frequency of use;
2) The Police Chief shall determine the languages appropriate for Bilingual
Assignment;
3) Personnel receiving Bilingual Assignment compensation must successfully
pass a proficiency test on an annual basis.
E. Canine Officers. Police Officers may be assigned from time to time by the Police
Chief as Canine Handlers who shall be responsible for maintaining, training and
utilizing a police service dog during their regular duties. Police Officers assigned as
Canine Handlers shall receive as compensation an additional six percent (6%) per
month in addition to their regular salary.
1. Effective July 1, 2001, employees assigned as Canine Officers shall receive
six and one-half (6%%) compensation above their regular compensation in
lieu of the 6% listed above. There is no period of probation required as a
Canine Handler and no permanency or seniority may be obtained as such a
handler.Police Officers assigned as Canine Handlers shall serve at the pleasure of
the Police Chief and may be reassigned at the sole discretion of the Chief.
An employee who has attained permanent status prior to his assignment as
a canine handler shall retain that status while assigned to the Police Service
Dog
Program.F. Corporals. Police Officers may be assigned from time to time by the Police Chief
as Corporals within the Patrol, Motors, or Canine units. Police Officers appointed
to these special assignments shall receive as compensation an additional seven
and one-half (7~) percent per month in addition to their
regular
1. Effective June 18, 2000, employees in these assignments shall receive an
additional eight percent (8%) per month in addition to their regular salary in lieu
of the 7%% previously received. There is no period of probation required in
the assignment and no permanency or seniority may be obtained in such
assignment. Police Officers assigned to this special assignment serve at the
pleasure of the Police Chief and may be reassigned at the sole discretion of
the Police Chief. For the purposes of this section, there shall be no carry-
over of payor rank upon re-assignment or voluntary transfer to
another unit.G. Senior Officer Pay. Sworn Police Officers not assigned to a special
assignment as defined in previous Section 2 A, E, or F shall receive five (5) percent Senior
Officer pay upon completion of six (6) years of sworn service with the Orange
Police Department.H. 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 in addition who are either
subject to shift rotation or permanently assigned to a shift commencing within the
above time frame shall receive a two percent (2%) 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. The "Bicycle Detail" as well as "Motor Officer Detail" shall receive
the 2%shift bonus regardless of the time the shift begins. Shift assignments shall be
made or reVOkE!d at the discretion of the Chief
of Police.I. CI\IT and SWAT. All employees assigned to Crisis Negotiation Team (
CNT) or SWAT shall receive an additional $50 per month in addition to their regular
salary, for the duration of this assignment. An assignment to the Swat or CNT team
is not considered permanent, and said assignment to or removal from these units
is solely based upon the discretion of the Police Chief or his designee. It is understood
that the department does not need cause or grounds for the removal of any
employee from either of these teams. Such removal is not considered to be a punitive action,
and is not subject
to appeal.
Article X Q8REER DEVELOPMENT PROGRAM AND
EDUCATIONAL REIMBURSEMENT SECTI;ON 1. Sworn Peace Officers hired prior to September 1, 1984, shall be
eligible to receivl3 Career Development Program pay according to the chart
below. Employees who qualify for this pay shall be compensated beginning on the first day of the
next pay period
following
A
REQUIREMENTS
ADDITIONAL MONTHLY
COMPENSATION
POST Intermediate Certificate and
30-59 semester units 113.
00 EI.POST Intermediate Certificate
and 60-89 semester units
226.00 c.POST Advanced Certificate
and 90 semester units or more
338.00 D.POST Advanced Certificate
and a Bachelor's degree
451.00 E.POST Advanced
Certificate and Master's degree in area
related to Law Enforcement or
Public Management from an accredited
university, as approved by the City Manager.
564.00 SECTION 2. Sworn Peace Officers hired on or after September 1, 1984,
shall be eligible to receive Career Development Program pay according to the
chart below.Employees who qualify for this pay shall be compensated beginning on the first
day of the next pay period
following
qualification.REQUIREMENTS
ADDITIONAL COMPENSATION
EFFECTIVE EFFECTIVE 12/01/1998 12/
19/1999 A. POST
Intermediate Certificate and 30-59 semester units.68.
93 100.00 B.
POST Intermediate Certificate and 60-89 semester units.
137.85 200.00 C.
POST Advanced Certificate and 90 semester units or more.
206.78 300.00 D.
POST Advanced Certificate and a Bachelor's Degree.
275.70 400.00 E. POST
Advanced Certificate and a Master's Degree in
area related to Law Enforcement
or Public Management from an
accredited University as approved by the City Manager.
344.
SECTIION 3. EDUCATIONAL REIMBURSEMENT. The City will reimburse employees
for the, costs of tuition, text books, health fees, and parking fees required for approved
community college and college courses. An approved course is one 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. A final grade of "C"
or better qualifies the employee for 1 00% reimbursement up to the amount specified
in Section 4 of this
Article.SECTIION 4. Educational reimbursement payments to an employee shall not
exceed six hundred dollars ($600.00) in anyone fiscal year and he must still be employed
by the City when the course is completed. Effective June 20, 1999, this amount
shall increase to one thousand dollars ($1,000.00) per fiscal
year.Article
XI UNIFORM
ALLOWANCE SECTIION 1. The City will purchase uniforms for all regular, full-time
and part-time uniformed members of the Police Department. Qualified part-
time members are those employees scheduled in the budget to work at least twenty (20) hours
a week
on ayear-round basis.SECTII,QN..2. Safety equipment as designated by the Chief of
Police and/or required by law willi
be provided by the City.SECTIIQN.,.3. All uniforms and/or safety equipment purchased
by the City shall remain the property
of the
City
of Orange.
Article XII HOLIDAYS SECTIION 1.A. Employees covered by this Agreement shall
receive each January 1 one-hundred (100) hours of holiday accrual to be taken as
time off or converted to cash. Accruals not used or converted to cash within
the twelve (12) month period between January 1 and December 31 shall be
automatically converted to cash in the first pay period
of
B. Employees assigned to classifications covered by this Agreement after January
1 shall receive prorated holiday accruals, one-twelfth (1/12) of their
holiday accrual for each month remaining in the twelve (12) month period
between January 1 and December
31.SECTION 2. Employees working on holidays designated below shall receive
double pay for hours worked on the holiday, which shall consist of holiday pay plus
the employee's regular straight time hourly pay for all hours worked, or time off
equivalent to the number of hours worked on the holiday. For the purposes of this provision
each holiday will be considered a ten (10) hour day. Employees shall receive no
other compE!nsation for working on a holiday, except that an employee who works hours
in excess of regular scheduled work shifts on a designated holiday shall receive
premiumcompE!
nsation.1) January
1 2) The third Monday in
February 3) Last Monday in
May 4)
July4 5) First Monday in
September 6) November
11 7) Thanksgiving
Day 8) Day after
Thanksgiving 9) Christmas
Day SECTION 3. Holiday hours shall be taken at the convenience of the City with
the approval of the Police Chief or his duly authorized
agent.SECTION 4. Employees who terminate their employment with the City prior
to completing one (1) year of full-time employment shall receive the pro-
rata portion of their holiday pay in cash reimbursement. Pro-rated holiday shall be
on the basis of one-t"velfth (1/12) of the employee's annual holiday hours for
each full month of service of the employee during
the
Article XIII
VACATION
SECTION 1. All full-time, regular employees who shall have one (1) year's
continuous service shall thereafter be entitled to a vacation as
follows:After Years
of
Service 1 through
4 5 through
10
11
12
13
14
15
Vacation
Hours 80
hours 120
hours 128
hours 136
hours 144
hours 152
hours 160
hours After eompletion of fifteen (15) years of continuous employment, 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 and twenty (220) vacation hours after
thirty (30)years continuous employment with
the City.SECTI.W2. Vacation shall be taken at the convenience of the City with
the approval of the Police Chief or his duly authorized agent. Vacation hours not 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. All vacation hours in excess of the equivalent number of hours earned
in the immediately preceding twenty-four (24) month period shall not be
accrued to the employees accumulated vacation, however, the City will provide a warning
to the employee before
cessationof accrual occurs.SECTIQN.,.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 either
Sections 1 or 2 above, and may so convert once
in a calendar year.SECTION 4. Employees who terminate their employment 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) of the employee's
annual vacation pay for each full month of service of the employee
during
Article XIV
PROBATIONARY PERIOD
SECTIION 1. An employee initially appointed to a classification shall serve a
probationary period during which he shall have an opportunity to demonstrate suitability
for the job. The probationary period for police officers shall commence when appointed
to the classification or when the police officer completes the basic recruit academy,
whichever is later, and shall conclude twenty-six (26) pay periods later.
The probationary period for dispatchers shall commence when appointed to
the classification and shall conclude twenty-six (26) pay periods following the
completion of the initial dispatcher training. The probation for all other employees
shall conclude twenty-six (26) pay periods after the date of appointment to
the classification. 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 permanent status in
the classification 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 but is restricted to the informal process, Article
XXV, Section 4.SECTI.QtiA. 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
XV OTHER LEAVES OF ABSENCE
SECTION 1. LEAVE WITHOUT PAY.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
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. If in the Personnel Director's opinion such additional
leave is merited, and would still serve 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 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 of the 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 ATO prior to taking Leave Without Pay
for the purposes set forth in Subsection (F).
SECTIION 2. PERSONAL NECESSITY LEAVE. Employees may be allowed up to one
1) 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 (1) day per month. Such personal necessity leave shall be
without pay and shall not be accumulated from month to month.
SECTIION 3. JURY DUTY. 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
paymEmt of any witness fees that accrue to the employee for his witness services.
18
SECTIION 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 V,eterans' Code. Any exceptions to this provision shall be considered on a case-
by-case basis, with final approval of the Personnel
Director.SECTION 5. SICK LEAVE. Sick leave with pay shall be allowed, credited,
and accumulated in 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.B. For each day the employee is absent, the employee will be charged
the number of hours they are normally scheduled to work that
day.C. Any employee eligible for sick leave with pay may use such leave for
the following
reasons:1) 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) Thirty (30) hours per calendar year (non-cumulative) may be used
for an absence caused by illness or injury of any employees
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 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.4) 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
D. Sick Leave Application Except as provided in Section C (3) above, 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 employee'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-half (~) hour, while additional actual absence of
over one (1) hour shall be charged to the nearest one-half (~) 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.E. Sick Leave Payout Program. Sick Leave shall be paid at the current
rate of pay less 7% pay increase described in Article XVIII, Section 1 C
for non-sworn employees or the 9% pay increase described in Article XVIII, Section
1 D for sworn employees and be paid off according to
the following programs:1) All sick leave accrued prior to January 1, 1997 shall
fall under the
following payout program:a) Accumulated sick leave balances as of December 31,
1996 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),
3) and 4).b) Subject to the provisions of Section 6(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 and fifty two (252) hours
after the first 228 hours of accrued sick leave, and thirty five percent (
35%) of all accrued
sick leave thereafter.Effective March 1, 1996, payment will be based upon
the employee's current rate of pay less the 7% pay increase described
in Article XVIII Section 1 C for non-sworn employees or
the 9% pay increase described in Article XVIII Section 1
D for sworn employees.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, 1997 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
2) All sick leave accrued after December 31, 1996, 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 7% pay increase described in Article
XVIII Section 1C or the 9% pay increase described in Article XVIII,
Section 1 D; 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 described in subparagraphs 1) and 2) of Section "E" of this
Article in the calculation to determine eligibility, shall fall under
the following
payout provision:Employees who use less than thirty (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 1 51 of each calendar
year in order to receive the sixteen (16) hours in either cash
or vacation accumulation beginning January 1998 and each
subsequent January.Any sick leave converted to vacation shall be subject to
the provisions described under Article XIII, Vacation. 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 payrate.
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 151 of each calendar year in order to receive the
remaining unused sick leave in either cash or vacation
accumulation beginning January, 1998 and each subsequent January. Any sick
leave converted to vacation shall be subject to the provisions described
under Article XIII, Vacation. If no designation form is filed, the hours
will automatically remain in the employee's
new
c) Upon separation of employment from the City for any reason, for sick
leave hours accumulated after December 31, 1996, 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.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.SECTION 6. Industrial Leave. A regular employee who is temporarily
or permanently incapalcitated 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
Finance Department.B. A non-sworn 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 of 335 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)
and (B) above.D. 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 in
accordance with Labor
Code Section 4850.E. In accordance with Section 5(C)(4) above, an employee
granted an industrial disability retirement shall not be entitled to
any compensation for accumulated
sick
SECTIION 7. Bereavement Leave. Regular full-time employees shall be entitled to
take three days bereavement leave within one calendar year on the following terms
and
conditions:A. Bereavement Leave may only be used upon the death or critical illness
where a death appears to be imminent in the employee's immediate
family.Immediate family" as defined for the purposes of this Section shall be
limited to: 1) any relation by blood, marriage or adoption, who is a member of
the employee's household (living at the same address); or 2) any
parent,substitute parent, parent-in-law, grand parent, aunt,
uncle, spouse, child,brother or sister of the employee,
regardless of residence.B. A maximum of three (3) days of paid bereavement leave
shall be provided per incident. Subject to the approval of the Police Chief
or his designee,additional time off with pay may be taken and charged to
the employee's accumulated vacation or accumulated compensatory
time off account.C. Bereavement leave shall not accrue and may not be carried
forward into the next calendar year
if not used.D. An employee on bereavement leave shall inform his
immediate supervisor of the fact and the reasons therefore as soon as possible. Failure
to inform his immediate supervisor within a reasonable period of time may
be cause for denial of bereavement leave with pay for the
period of
absence.Article XVI
PART-TIME EMPLOYEE BENEFITS SECTIION 1. PART-TIME EMPLOYEES. Part-
Time employees who are scheduled in the budget to work on an average of at least twenty (20)
hours per week on a year-round basis will
be entitled
to
pro-rated fringe benefits.Article XVII INSURANCE SECTIION 1 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 health benefits program maintained by thl3 City for eligible
employees,
eligible
A. EXGept as provided in Section 1 B Flexible Benefits Plan, the City shall contribute
toward the payment of premiums under the PERS Health Benefits Plan on behalf of
each eligible active employee, and to the extent required by law, each eligible
retiree annuitant of PERS, an equal contribution of $16.00 per month.
B. .El.exible Benefits Plan. For active full time eligible employees, the City shall pay
4130 per month to provide funds for optional dental plans, vision plans, health plans,
or miscellaneous pay established in the Section 125 Flexible Benefits Plan.
Effective January 1, 2000, this provision shall increase to $480 per month. The
City's payment toward the Flexible Benefit Plan is in addition to the $16.00 payment
in Section A.
C. Any amounts in excess of the amounts designated in Section A and B 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
Plciln. If an employee chooses not to be enrolled in a health plan, the employee
must provide proof, as determined by the Personnel Department, 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 $200 per month
toward the Flexible Benefits Plan. If the employee and spouse are both covered by
this agreement. the employee who chooses not to enroll shall receive $280.00 per
month towards the Flexible Benefits Plan. In the event that the employee loses
eli~Jibility (with documentation) then the employee may re-enroll in the PERS
Health Benefits Plan pursuant to the PERS Health Benefits
Plan.E. In the event an employee covered under this memorandum is killed in the line
of duty, the City shall make the premium contributions specified in Section 1 B
Flexible Bslnefits Plan listed above for up to five (5) years to any eligible
dependent.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 Personnel Director shall determine whether the employee's
death qualifies as "killed in the line of
duty".F. In the event an employee covered under this memorandum dies for reasons
other than the result of being killed in the line of duty, the City shall make the
premium contributions specified in Section 1 B Flexible Benefits Plan listed above for up
to one (1) year to any eligible dependent. This benefit shall be prorated based
upon the, employee's years of
service:
Years of Service
Percent of Premium Contribution
Paid by City
0-10 years of
service 11-15 years
of service 15+ years
of service 50% of
premium contribution 75% of
premium contribution 100% of
premium contribution PrElmium 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 2. A long term disability insurance plan shall be selected by
the Association and shall be open to all employees set forth in Article I Section 1. If, during the
term of this Aweement, the Association desires to change the carrier or the method
of funding,then the City shall be given sixty (60) days prior written notice of
suchintent.SECTIQ.!i..3. 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.
Article
XVIII RETIREMENT SECTION 1. Employees covered by this Agreement shall participate in
the Public Employees' Retirement System (PERS). The City shall pay all
required employer contributions for (1) the 2% at age 50 retirement formula, as set forth in
Section 21362 of the California Government Code, for all safety members of PERS (
Le., sworn employees covered by this Agreement); and (2) the 2% at age 55 formula for
all non-sworn employees covered by
this Agreement.A. Employees shall pay the employee retirement contribution rate
through payroll deduction to the Public Employees' Retirement System. In
addition, effective December 7,1997, non-sworn employees covered by this Resolution
are required to pay 4% of their salary, pre-taxes, to fund the enhanced PERS
2% at age 55 retirement formula. If the City does pick up any or all
of this 4% employee contribution during the term of this Agreement for any
other bargaining group, the City agrees to pick up the same amount for the
non-sworn
employees covered by this Agreement.B. 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
C. Thl3 base salary of non-sworn employees covered by this agreement shall
be increased by 7%. This salary is "compensation earnable" as defined in
Section 20023 of the California Government Code. It shall be reported as such to the
Public Employees' Retirement System. For purposes of determining other salary
bonuses or assignment pay, payoffs of sick leave or vacation accruals, but not
overtime compensation, this 7% increase shall not be considered, and those
calculations shall be based upon the employee's base salary reduced by
7%.D. Thl3 base salary of sworn employees covered by this agreement shall be
increased by 9%. This salary is "compensation earnable" as defined in Section 20023 of
the California Government Code. It shall be reported as such to the Public
Employees'Retirement System. For purposes of determining other salary bonuses
or assignment pay, payoffs of sick leave or vacation accruals, but not
overtime compensation, this 9% increase shall not be considered, and those
calculations shall be based upon the employee's base salary reduced by
9%.E. Thl3 employee will be provided with a biweekly payroll statement showing
the amount of contribution as
deferred.F. Thl3 City will provide the 1959 PERS Survivors Benefit at the Third Level
Option.Article
XIX SAFETY AND HEALTH
FITNESS SECTIQNi. 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, C.O.P.A. and the City
agree to the
following:A.
Smoking 1) As a condition of employment, employees hired after September 1,
1984 shall refrain from smoking while on duty and effective March 6, 1994
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.3) Designated smoking/non-smoking areas will be established
in Police Department buildings
and
B. Drug and Alcohol Program C.O.PA agrees to support the City-wide
drug and alcohol policy for all personnel and will continue to enforce all
Orange Police department policies regarding drug and alcohol use for
sworn
personnel.Article
XX TRAVEL EXPENSE
ALLOWED SECTION 1. The parties agree to incorporate by reference Department Order No.
85 and existing departmental policies and written procedures covering the subject of
travel expense allowance. The City will provide reimbursement for employees who use
a personal vehicle for City business, at the maximum rate per mile provided under
the current IRS
guidelines.Article
XXI 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 indemnify the City against any claims, causes of actions, or lawsuits arising out
of the de,ductions 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 pursuclnt to this
Article.Article
XXII LAY-
OFF PROCEDURES SECTION 1. Purpose. The purpose of this article is to establish and
communicate the City's procedures when a lay-off or reduction in force is necessary.
All Divisions or assignments within the Department are subject to lay-offs or reductions
in force at the direction
of the City Manager.SECTIION 2. Policy. The City retains the right to abolish any
position, reduce the work force and lay-off 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
SECTIION 3. Procedure.
A. The order of layoff or reduction in force within the Department and by
classification shall be in the following order.
1) Temporary employees (19 hours or less)
2) Probationary employees
3) Regular part-time
employees 4) Regular full-
time employees B. The onder of lay-offs and reductions in force shall be
based on Department seniority within the classification 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 qualification 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;3) possesses greater seniority with the Police Department
to displace an employee in
the lower classification;4) requests the demotion in writing within seven days of
receiving
the layoff notice;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 lay-off
as
established
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 days
in advance of the lay-off. 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 must 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 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 employees 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 XXIII CITY RIGHTS
SECTIION 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:
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.I. To assign work to and schedule employees in accordance with
requirements as determined by the City, and to establish and change work schedules
and
assignments.J. To relieve employees from duties for lack of work or similar
non-
disciplinary 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.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
not limited to,quality and quantity standards; and to
require compliance therewith.Q. To maintain order and efficiency in its
facilities
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 ope'rations 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.SECTION 2. Any employee who participates in any conduct prohibited in Section
1 above shall be subject to termination by the City in accordance with the procedures
set forth in applicable State laws and Departmental Disciplinary
Manual.SECTI~. 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 1, Association Responsibility, the City may suspend any and all of the
rights,privile!~es, 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.
ASSOCIATIONRESPONSIBILITYSECTIl.QIi.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 1 above, Prohibited Conduct, and return
to
SECTIION 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
SECTIION 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.
SECTIION 2. BUSINESS DAYS. Business days mean calendar days, exclusive of
Saturdays, Sundays, and legal holidays recognized by the City.
SECTIION 3. TIME LIMIT FOR FILING WRITTEN FORMAL GRIEVANCES. The time
limits for filing written formal grievances shall be strictly construed, but may be extended
by mutual agreement evidenced, in writing, and signed by a duly authorized
representative of the City and of the grieving party. Failure of the grieving party to
knowingly fail to comply with any of the time limits set forth herein shall bar further
processing of the grievance. Failure of the City to comply with the time limits set forth in
this Aliicle 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.
SECTIION 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.
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. 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. The grievant
is to state the remedy requested to resolve the grievance. At this point, the grievance
32
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.
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 grievance.
SECTION 6. FORMAL PROCESS. CITY 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
Mana~Jement 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
Associiation, and the City shall have all rights and remedies to pursue said grievance
under the law.
In grievances filed to challenge the imposition of discipline, the final step in the formal
adminlistrative process shall be a decision rendered by a Hearing Officer following a full
and fair evidentiary hearing conducted by a Hearing Officer. If the parties cannot agree
on the identity of the Hearing Officer, the parties shall procure from the State
Conciliation Service a list of seven (7) qualified Hearing Officers. Each party shall
alternatively strike one name from the list until only one person remains, who shall be
the Hearing Officer. The determination as to which party strikes first shall be made on a
random basis.
The Hearing Officer shall determine whether good cause exists for the imposition of
discipline and, if so, the appropriate degree of discipline, provided that the Hearing
Officer may not impose more severe discipline than that assessed by the Police
Department. The decision of the hearing officer is subject to the right of either party to
seek judicial review pursuant to Section 1094.5 of the California Code of Civil
Procedure. The cost of the Hearing Officer shall be split equally between the City and
the Police Association.
33
Article XXVI
MISCELLANEOUS PROVISIONS
SECTIION 1. PURGING OF DISCIPLINE DOCUMENTATION. An employee may
request to purge documentation of discipline older than five (5) years from the date of
the discipline from his department file, including the employee performance evaluations
which refer to the discipline being purged. Portions of a performance evaluation
relating to disciplinary action may be deleted solely at the discretion of the Police Chief.
The Police Chief reserves the right to retain or purge documents requested by an
employee under this section. Copies of any discipline forwarded and retained in the
Personnel Department will remain in the employee's personnel file, however, if the
discipline documentation meets the five (5) years criteria, the employee may request to
have the purged documents placed in a sealed envelope within the personnel file. This
action must be approved by the Personnel Director.
Article XXVII
SOLE AND ENTIRE MEMORANDUM OF UNDERSTANDING
SECTIION 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
herein. This Memorandum of Understanding is not intended to conflict with federal or
state law.
Article XXVIII
WAIVER OF BARGAINING DURING THE TERM OF THIS AGREEMENT
Durin!;1 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.
34
Article XXIX
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 of the emergency.
Article XXX
SEPARABILITY PROVISION
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 Mlemorandum of Understanding.
Article XXXI
TERM OF MEMORANDUM OF UNDERSTANDING
The term of this Memorandum of Understanding shall commence on December 1, 1998
and shall continue in full force and effect until November 30, 2001.
35
Article XXXII
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 _ day of , 1998.
by:
Approved as to form:
CITY OF ORANGE
POLICE SOCIATION
by:
by:
by:
by: ~A.L,.,.,./ ~~~
by:
36
DESIGNATION OF CITY OF ORANGE
POLICE ASSOCIATION PERSONNEL
AND MONTHLY SALARY RANGES
Exhibit "1"
Effective August 30. 1998/from prior MOUI
After After After After After
1 Year 1 Year 1 Year 1 Year 1 Year
Class Title Range StepA Step B Step C Step 0 Step E Step F
Police Officer 459 3519 3699 3887 4086 4294 4513
Crime Prevention Specialist 387 2457 2583 2715 2853 2998 3151
Forensic Specialist 447 3315 3484 3661 3848 4044 4251
Parking Control Officer 368 2235 2349 2469 2595 2727 2866
Police Armorer 380 2373 2494 2621 2755 2896 3043
Police Clerk 352 2064 2169 2280 2396 2518 2647
Police Computer Coord. 372 2280 2397 2519 2647 2782 2924
Police Dispatcher I 380 2373 2494 2621 2755 2896 3043
Police Dispatcher II 406 2702 2840 2984 3137 3296 3465
Police Dispatch Shift Sup 426 2985 3137 3297 3466 3642 3828
Police Division Secretary 385 2433 2557 2688 2825 2969 3120
Police Hecords Shift Supv 392 2520 2648 2783 2925 3074 3231
Police Services Officer 380 2373 2494 2621 2755 2896 3043
Property Officer 398 2596 2728 2868 3014 3168 3329
Senior Police Clerk 372 2280 2397 2519 2647 2782 2924
Sr. Police Services Officer 400 2622 2756 2896 3044 3199 3362
37
Effective June 20.1999
After After After After After
1 Year 1 Year 1 Year 1 Year 1 Year
Class Title Range StepA Step B Step C Step 0 Step E Step F
Police Officer 467 3662 3849 4046 4252 4469 4697
Crime Prevention Spec' 415 2826 2970 3121 3281 3448 3624
Forensic Specialist 453 3415 3590 3773 3965 4167 4380
Parking Control Officer 374 2303 2421 2544 2674 2810 2954
Police Armorer 387 2457 2583 2715 2853 2998 3151
Police Clerk 358 2127 2235 2349 2469 2595 2727
Police Computer Coord' 390 2495 2622 2755 2896 3044 3199
Police Dispatcher I 390 2495 2622 2755 2896 3044 3199
Police Dispatcher II 416 2840 2985 3137 3297 3465 3642
Police Dispatch Shift Sup 436 3138 3298 3466 3643 3829 4024
Police Division Secretary 391 2507 2635 2769 2910 3059 3215
Police Records Shift Supv' 418 2868 3015 3168 3330 3500 3678
Police Services Officer 387 2457 2583 2715 2853 2998 3151
Police Volunteer Coord' 415 2826 2970 3121 3281 3448 3624
Property Officer 405 2688 2825 2969 3121 3280 3447
Senior Police Clerk 378 2350 2469 2595 2728 2867 3013
Sr. Police Services Officer 407 2715 2854 2999 3152 3313 3482
Note: These positions received additional compensation increases pursuant to the Classification
and Compensation study adopted by the City Council on October 13, 1998 via Resolution No. 9022.
These increases, which became effective September 28, 1998 were as follows: Crime Prevention
Speciallst = 10%; Police Computer Coordinator = 5%; Police Records Shift Supervisor = 10%; Police
Volunteer Coordinator = 10%. The salaries indicated above for these positions reflect the
Compensation study increases AS WELL AS the negotiated salary increases effective June 20, 1999.
38
Effective June 18. 2000 (3% Across the board Increase)
After After After After After
1 Year 1 Year 1 Year 1 Year 1 Year
Class Title Range StepA Step B Step C Step 0 Step E Step F
Police Officer 473 3774 3966 4168 4381 4604 4839
Crime Prevention Spec 421 2912 3060 3216 3380 3553 3734
Forensic Specialist 459 3519 3699 3887 4086 4294 4513
Parking Control Officer 380 2373 2494 2621 2755 2896 3043
Police Armorer 393 2532 2661 2797 2940 3090 3247
Police Clerk 364 2191 2303 2420 2544 2673 2810
Police Computer Coord. 396 2570 2701 2839 2984 3136 3296
Police Dispatcher I 396 2570 2701 2839 2984 3136 3296
Police Dispatcher II 422 2926 3075 3232 3397 3570 3752
Police Dispatch Shift Sup 442 3233 3398 3571 3753 3945 4146
Police Division Secretary 397 2583 2715 2853 2999 3152 3313
Police Records Shift Supv 424 2955 3106 3265 3431 3606 3790
Police Services Officer 393 2532 2661 2797 2940 3090 3247
Police Volunteer Coord 421 2912 3060 3216 3380 3553 3734
Property Officer 411 2770 2911 3060 3216 3380 3552
Senior Police Clerk 384 2421 2544 2674 2811 2954 3105
Sr. Police Services Officer 413 2798 2940 3090 3248 3414 3588
COPA will conduct a salary survey within the eleven (11) pre-selected cities to determine
the ma:<imum (top step) salary for each classification covered by this MOU. The contractual
July 2000 salary data from the survey agencies will be utilized for any necessary adjustments.
The City shall ensure that, effective June 18, 2000, the maximum salary for each classification is
equal to or above the median of the eleven (11) surveyed cities. In the event any classification is
below the median of the eleven (11) surveyed cities, the City shall immediately increase the entire
salary range of that classification to bring the maximum salary up to the median. The eleven (11)
pre-selHcted cities are Anaheim, Brea, Costa Mesa, Fountain Valley, Fullerton, Garden
Grove,Huntington Beach, Irvine, Newport Beach, Santa Ana. and
Westminster.
Effective July 1. 2001 13% Across the board Increase)
After After After After After
1 Year 1 Year 1 Year 1 Year 1 Year
Class Tiitle Range StepA Step B StepC Step 0 Step E Step F
Police Officer 479 3888 4087 4295 4514 4744 4986
Crime Prevention Spec 427 3000 3153 3314 3483 3660 3847
Forensic: Specialist 465 3626 3811 4005 4210 4424 4650
Parking Control Officer 386 2445 2570 2701 2839 2984 3136
Police Armorer 399 2609 2742 2882 3029 3183 3346
Police Clerk 370 2258 2373 2494 2621 2755 2895
Police Computer Coord. 402 2648 2783 2925 3075 3231 3396
Police Dispatcher I 402 2648 2783 2925 3075 3231 3396
Police Dispatcher II 428 3015 3169 3330 3500 3679 3866
Police Dispatch Shift Sup 448 3331 3501 3680 3867 4065 4272
Police Division Secretary 403 2662 2797 2940 3090 3248 3413
Police Records Shift Supv 430 3045 3201 3364 3535 3716 3905
Police Services Officer 399 2609 2742 2882 3029 3183 3346
Police Volunteer Coord 427 3000 3153 3314 3483 3660 3847
Property Officer 417 2854 3000 3153 3313 3482 3660
Senior Police Clerk 390 2495 2622 2755 2896 3044 3199
Sr. Polic:e Services Officer 419 2883 3030 3184 3347 3517 3697
COiPA will conduct a salary survey within the eleven (11) pre-selected cities to determine
the maximum (top step) salary for each classification covered by this MOU. The contractual
July 2001 salary data from the survey agencies will be utilized for any necessary adjustments.
The City shall ensure that, effective July 1, 2001, the maximum salary for each classification is
equal to or above the median of the eleven (11) surveyed cities. In the event any classification is
below the median of the eleven (11) surveyed cities, the City shall immediately increase the entire
salary ran!~e of that classification to bring the maximum salary up to the median. The eleven (11)
pre-selElcted cities are Anaheim, Brea, Costa Mesa, Fountain Valley, Fullerton, Garden
Grove,Huntington Beach, Irvine, Newport Beach, Santa Ana, and
Westminster.