RES-11493 ORANGE POLICE MANAGEMENT ASSOCIATION MOU 2023-2026RESOLUTION NO. 11493
A RESOLUTION OF THE CITY COUNCIL OF THE
CITY OF ORANGE REPEALING RESOLUTION NO.
11273 AND AMENDMENTS THERETO APPROVING
THE MEMORANDUM OF UNDERSTANDING
BETWEEN THE CITY OF ORANGE AND THE CITY
OF ORANGE POLICE MANAGEMENT ASSOCIATION
BARGAINING UNIT CONCERNING WAGES, HOURS,
AND OTHER TERMS AND CONDITIONS OF
EMPLOYMENT EFFECTIVE JULY 1,2023 THROUGH
JUNE 30, 2026
WHEREAS, the City of Orange, hereinafter referred to as "City", and the City of Orange
Police Management Association bargaining unit, hereinafter referred to as "Association",
collectively the"Parties", have met and conferred in accordance with requirements of the Meyers-
Milias-Brown Act; and
WHEREAS, the Parties have reached agreement on wages, hours, and other terms and
conditions of employment effective July 1, 2023 through June 30, 2026 and the City Council
desires to repeal Resolution No. 11273 and amendments thereto for said employees, as more set
forth in the Memorandum of Understanding, hereinafter referred to as "MOU"; and
WHEREAS, on May 23, 2023 the City Council of the City of Orange adopted Resolution
No. 11459, a Resolution of the City Council of the City of Orange establishing a Letter of
Understanding between the Parties effective July 1, 2023; and
WHEREAS, the Parties have met and further refined language to clarify existing
provisions as agreed upon during the meet and confer process and concur on all language changes
included in the successor MOU.
NOW,THEREFORE,BE IT RESOLVED by the City Council of the City of Orange
that the attached MOU is approved and incorporated by reference as Exhibit A as though fully
set forth herein.
ADOPTED this 12th day of September 2023.
D ' R. Slater, Mayor, City of Orange
ATTEST:
DMAZ47elaCoeman, City Clerk, C of Orange
Attachment: Exhibit A
STATE OF CALIFORNIA )
COUNTY OF ORANGE ) ss.
CITY OF ORANGE
I, PAMELA COLEMAN, 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 12th day of September 2023, by the following
vote:
AYES:COUNCILMEMBERS: Barrios, Dumitru, Tavoularis, Bilodeau, Gutierrez,
Gyllenhammer, and Slater
NOES:COUNCILMEMBERS: None
ABSENT: COUNCILMEMBERS: None
ABSTAIN: COUNCILMEMBERS: None
pea Coleman, City Clerk, City •olerange
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C-°-- 4 City of
Orange
MEMORANDUM OF UNDERSTANDING
BETWEEN THE CITY OF ORANGE AND THE
ORANGE POLICE MANAGEMENT
ASSOCIATION
JULY 1 , 2023 THROUGH DUNE 30, 2026
TABLE OF CONTENTS
Article No. Article Title Page No.
I Recognition of Association 1
II Non-Discrimination 1
III Salaries 2
IV Working Out of Classification 4
V Work Week 5
VI Overtime (Compensatory Time) 5
VII Court Time 8
VIII Special Assignments Pays 9
IX Educational Incentive and Reimbursement 11
X Uniform Allowance 12
XI Holidays 12
XII Vacation 13
XIII Probationary Period 14
XIV Other Leaves of Absence 15
XV Layoff Procedures 20
XVI Health Benefits 22
XVII Retirement 24
XVIII Safety And Health Fitness 25
XIX Travel Expense Allowed 26I/XX Employee Organizational Rights and Responsibility 26
XXI City Management Rights 27
XXII No Strike 28
XXIII Grievance Procedure 29
XXIV Direct Deposit 31
XXV Residency Requirement 31
XXVI Effect of Memorandum of Understanding on Conflicting 31
Agreements
XXVII Waiver of Bargaining During Term of Memorandum of 31
Understanding
XXVIII Emergency Waiver 32
XXIX Limited Reopener 32
XXX Memorandum Of Understanding Terms Severable 32
XXXI Term of Memorandum of Understanding 34
XXXII Ratification and Execution 34
Appendix A Monthly Salary Ranges 35
ARTICLE I
RECOGNITION OF ASSOCIATION
SECTION 1. Pursuant to the provisions of the Employer-Employee Relations Resolution No.
3611 of the City of Orange and amendments hereto, the City of Orange, hereinafter referred to as
City", for the purpose of meeting its obligations under the Meyers-Milias-Brown Act
Government Code Section 3500 et. seq.), Employer-Employee Relations Resolution No. 3611
and this Memorandum of Understanding, hereinafter referred to as "MOU", has recognized the
City of Orange Police Association, hereinafter referred to as "Association", as the majority
representative of the employee classifications listed within Appendix A. As majority
representative,the Association is empowered to act on behalf of all employees who hold positions
in classifications covered by this MOU whether or not they are individually members of the
Association. The classifications in Appendix A shall be in a bargaining unit, hereafter referred to
as the"Police Management Association".
The City and the Association have reached agreement on an updated Employer-Employee Labor
Relations Resolution, which shall be adopted by City Council at a future date once all City
bargaining groups have had an opportunity to review.
SECTION 2. Any modification or interpretation of the rights of the parties concerning
recognition set forth above shall only be established in accordance with Federal and/or State law.
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 3500 et. seq.
SECTION 2. In accordance with Federal and State law, the City and the Association agree that
they shall not discriminate against any employee on the basis of actual or perceived race, color,
national origin, religion, sex, gender, gender identity, physical or mental disability, medical
condition(cancer-related or genetic information), ancestry, marital status, age, sexual orientation,
citizenship, pregnancy, childbirth or related medical condition, status as a covered veteran, or
service in the uniformed services (as defined by the Uniformed Services Employment and
Reemployment Rights Act of 1994) or any other lawfully protected class. The City and the
Association shall reopen any provision of this MOU for the purpose of complying with any final
order of a Federal or State agency or court of competent jurisdiction requiring a modification or
change in any provision or provisions of this MOU in compliance with Federal or State anti-
discrimination laws.
REST OF PAGE LEFT BLANK INTENTIONALLY.
ARTICLE III
SALARIES
SECTION 1. BASIC COMPENSATION PLAN.A basic compensation plan is established for all
employees covered by this MOU.
SECTION 2. SALARIES. Salaries and their effective dates for employees covered by this MOU
are listed in Appendix A. The salary and wage schedules shall constitute the basic compensation
plan consisting of seven (7) steps (eight (8) steps for Police Sergeant and Police Lieutenant) or
rates of pay in each range. Each step shall be approximately 5.0%above the preceding step,except
Step G for Police Captain and Step H for Police Lieutenant and Police Sergeant shall be
approximately 4.0% above the prior step. The respective ranges shall be identified by number and
the steps by the letters A to G (A to H for Police Sergeant and Police Lieutenant).
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.
For all employees, the hourly rate of pay shall be the monthly rate times twelve (12) divided by
2,080 annual hours.
In determining the hourly rate as herein provided, compensation shall be made to the nearest one-
half('/2) cent.
There shall be a top-step to top-step base salary increase of at least fifteen(15.0%)between Police
Officer and Police Sergeant, Police Sergeant and Police Lieutenant, and Police Lieutenant and
Police Captain.
SECTION 4. BEGINNING RATES.A new employee of the City shall be paid the rate shown in
Step A in the range assigned to the classification for which the employee has been hired, except
that upon the request of the Police Chief, and with the authorization of the Human Resources
Director, such employee may be placed at any step in the range depending upon the employee's
qualifications.
SECTION 5. SERVICE. The word service, as used in this MOU, 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 eliminates the accumulated length of service time of such employee for
the purpose of this MOU. Employees re-entering the service of the City shall be considered as a
new employee, except that the employee may be re-employed within one (1) year and placed in
the same salary step in the appropriate compensation range as the employee was at the time of
separation of employment.
SECTION 6. ADVANCEMENT WITHIN SALARY RANGES. The following regulations shall
govern salary advancement:
A. Merit Advancement.An employee shall be considered for advancement through the salary
range yearly upon the employee's appointment date. To receive the merit increase, an
employee must demonstrate meritorious and efficient service, and continued improvement
by the employee in the effective performance of the employee's duties. A merit increase
shall become effective on the first day of the pay period following the employee's
appointment date, unless a later date is specifically determined by the Chief of Police or
designee.
1) The Police Chief, or a duly authorized designee, shall file with the Human
Resources Director, a Personnel Action Form and a completed Performance
Evaluation form recommending the granting or denial of the merit increase
and supporting such recommendation with specific reasons. If denied by the
Police Chief or Human Resources Director, the reason for denial will be
provided to the employee.
B. Special Merit Advancement_ When an employee demonstrates exceptional ability and
proficiency in the performance of duties, the Police Chief may recommend to the Human
Resources 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 MOU. The Human Resources 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 is not
approved for advancement to the next higher step, the employee may be reconsidered for
such advancement at any subsequent time, but not later than twenty-six (26) pay periods.
This reconsideration shall follow the same steps and shall be subject to the same action as
provided in Section 6A.
SECTION 7. REDUCTION IN SALARY STEPS.Any employee who is being paid a salary step
higher than Step A may be reduced by one or more steps for just cause upon the recommendation
of the Police Chief with the approval of the Human Resources Director. A proposed reduction in
an employee's salary step is subject to Skelly/due process.
SECTION 8. PROMOTIONAL SALARY ADVANCEMENT. When an employee is promoted to
a position in a higher classification, the employee may be assigned to Step A in the appropriate
range for the higher classification; provided that if such employee is already being paid at a rate
equal to or higher than Step A, the employee may be placed in the step in that appropriate salary
range as will grant the employee an increase of at least five percent (5.0%), but no more than
fifteen percent (15.0%), at the discretion of the Police Chief and Human Resources Director, but
is not to exceed the top of the salary range.
SECTION 9. DEMOTION. When an employee is demoted for disciplinary reasons to a position
in a lower classification, the new salary rate shall be assigned to the step in the new salary range
for the lower classification that produces at least a 5.0%base salary reduction.
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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 the employee 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 Human
Resources Director may, 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 top 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.
C. That if the reassignment is to a lower compensation range, the top 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
WORKING OUT OF CLASSIFICATION
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, the employee shall be paid additional compensation at Step
A of the classification to which the employee is assigned or, if Step A does not produce at least a
five percent(5.0%) increase in compensation, such step that provides the employee a minimum of
a five percent(5.0%) compensation increase, not to exceed the top of the range.
SECTION 2. Working out of classification assignments shall only be made for positions vacated
due to illness or an approved leave of absence. Working out of classification assignments shall not
be made for positions vacated due to resignations, terminations, and/or demotions. To qualify for
working out of classification pay,the employee must be performing all 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 Human Resources Director prior to the assignment.
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ARTICLE V
WORK WEEK
The regular work week for sworn personnel assigned to supervise patrol officers, excluding any
and all special assignments, shall be three(3)consecutive shifts of twelve and one half consecutive
hours (12.5) (plus one additional ten (10) consecutive hour shift that precedes or follows the
employee's regularly assigned first or last work shift of the week, during each twenty-eight (28)
day Federal Labor Standards Act work period) (3/12.5 Schedule). All other employees covered by
this MOU shall work forty(40)hours per week consisting of four(4)consecutive shifts of ten(10)
consecutive hours (4/10 Schedule)and three(3) consecutive days off,provided that,under special
circumstances, an employee and the department may mutually agree to a different schedule.
ARTICLE VI
OVERTIME (COMPENSATORY TIME)
SECTION 1.
A. GROSS RATE. As used in this MOU, whenever the term "Gross rate" or "Gross rate of
pay" is used, it shall refer to employee's monthly base rate of pay, plus all premium pay,
special assignment pay and flexible benefits plan opt out or cash back to which the
employee is entitled, divided by the employee's regularly scheduled hours (i.e.,
173.33/month).
B. NET RATE. As used in this MOU, whenever the term "Net rate" or "Net rate of pay" is
used,it shall refer to employee's monthly base rate of pay,plus all premium pay and special
assignment pay,but NOT including flexible benefits plan opt out or cash back to which the
employee is entitled, divided by the employee's regularly scheduled hours (i.e.,
173.33/month).
SECTION 2. COMPENSATORY TIME. All overtime earned by eligible employees shall be
accumulated at one and one-half times (1.5) the employee's Gross rate of pay in cash or
compensatory time. Eligible employees are defined as Police Sergeants, Police Records Manager,
and Police Communications Manager.
SECTION 3. POLICE LIEUTENANT OVERTIME. If a Police Lieutenant is assigned to a task
force, special enforcement,or event funded by the State,Federal government or private entity, and
overtime worked under that program or event is paid and reimbursable at a rate of time-and-one-
half, the City will pay the Police Lieutenant at that rate. The time-and-one-half rate is not
applicable unless the outside contract allows for time-and-one-half and the City is reimbursed fully
for that cost.
SECTION 4. PAYMENT UPON TERMINATION OF EMPLOYMENT. Employees shall be
entitled to receive payment for all accumulated compensatory time upon their termination at the
employee's Gross rate of pay.
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SECTION 5. USAGE OF COMPENSATORY TIME PREVIOUSLY EARNED.
A. Accumulated compensatory time off may be taken by an employee upon reasonable notice
and prior approval of the Police Chief or a duly authorized designee.
B. Accumulated compensatory time off shall be taken off by an employee when directed by
the Police Chief; provided, however, that the Police Chief 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 Police Chief shall be not less than ten (10)hours.
C. In directing an employee to take accumulated compensatory time off,the Police Chief will,
as far as practicable,attempt to accommodate employee convenience to the degree possible
considering the operational requirements of the Police Department.
SECTION 6. 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 one and one-half(1.5) the Gross rate of pay. 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 to a regularly scheduled shift
immediately 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 also apply when an employee has been required to appear in court while off duty.
SECTION 7. APPLICATION OF OVERTIME COMPENSATION. Overtime Compensation shall
apply only to the classifications of Police Sergeant, Police Records Manager, and Police
Communications Manager covered herein, when duly authorized in advance by the Police Chief
or a duly authorized designee.
SECTION 8. DEFINITION. Overtime work is defined as that authorized time worked in excess
of the regular workday and/or work week, except that work amounting to less than fifteen (15)
minutes in excess of an employee's regular workday shall not be considered overtime for any
purpose.
SECTION 9. OVERTIME COMPENSATION. Overtime work shall be paid at one and one-half
times the employee's Gross rate of pay. 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(CTO), 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.
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SECTION 10. PRE-BRIEFING COMPENSATION. Police Sergeants, regularly assigned to the
Field Services Division — Patrol, shall be eligible to receive compensation for two and one-half
2.5) hours of pay for time spent on pre-shift duties. Compensation shall be at one and one-half
1.5)the Gross rate of pay, per pay period.
SECTION 11. All earned overtime compensation for employees described in this Article may be
credited to CTO or paid in cash at the employee's option. Payment shall be made at the pay period
following the exercise of the option. All CTO may be accumulated up to a maximum of eighty
80) hours. All accumulated CTO accrued in excess of eighty (80) hours at year-end shall
automatically be paid on the first pay period of the new calendar year.
SECTION 12. Employees shall be entitled to receive payment for accumulated CTO upon their
termination at the employee's Gross rate of pay.
SECTION 13. Overtime 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 14. Police Sergeant, Police Records Manager, and Police Communications Manager
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 during "off duty" hours, with a minimum of three (3) hours at one and one-half
times their Gross rate of pay.
SECTION 15. 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.
SECTION 16. 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 non-FLSA overtime worked under such
circumstances, i.e., time for which premium overtime compensation is not mandated by the Fair
Labor Standards Act(FLSA). The Governor or his designee must declare a state of emergency for
this section to apply.
SECTION 17. ADMINISTRATIVE LEAVE. Notwithstanding Articles VI, VII, and the above
sections in Article VIII, employees classified as Police Captain or Police Lieutenant shall be
provided no overtime compensation except as follows:
A. Each January 1st, regular full-time employees classified as Police Captain or Police
Lieutenant 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;
B. 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 (1/4)
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hour, while additional actual absence of over one-quarter (1/4) hour shall be charged to the
nearest one-half(1/2) hour;
C. Usage of administrative leave shall be at the convenience of the City with the approval of
the Police Chief;
D. Administrative leave shall be used in the calendar year in which it accrues;
E. Unused administrative leave at the end of the calendar year shall be deposited in the
employee's Retirement Health Savings Plan account.
ARTICLE VII
COURT TIME
SECTION 1. The parties agree to incorporate by reference existing departmental policies and
written procedures covering the subject of court time.
SECTION 2. "STANDBY" OR "ON-CALL". Whenever an employee has been placed on
standby" or an"on-call" status while off-duty, including for telephonic testimony, in response to
a subpoena relating to activities arising out of the course and scope of employment,the employee
shall receive three hours compensation at the employee's Net rate of pay in cash payment or CTO
at the straight time rate). This provision shall be applicable regardless of the actual duration of
being "on-call" and/or shift start time.
On-Call" Compensation:
A. "On-call"is for three(3)hours,regardless of the actual duration of being"on-call"for each
morning session (0800-1230) and an additional three (3) hours for each afternoon session
1230-1700).
B. If an employee is notified that the "on-call" status has been trailed, modified, or canceled
by 1700 hours the day prior to the"on-call" day, no compensation is authorized.
C. Employees called to court while "on-call" during morning/afternoon hours will receive
overtime for the actual hours worked plus thirty(30)minutes travel time or three(3)hours,
whichever is greater.
D. If overtime is paid,then standby pay is not compensated.
E. In the event an employee has multiple "on-call" subpoenas, during the same "on-call"
session, only one (1) "on-call" subpoena OR one (1) overtime will be compensated. This
will include an employee already in court or assigned to an overtime assignment.
F. Employees called to court in the afternoon, while "on-call" in the morning, will receive
on-call" compensation for the morning and overtime for the actual time worked, plus
thirty (30) minutes travel time or three (3) hours, whichever is greater in the afternoon.
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G. If an employee is required to return to the court after a court authorized break and/or the
court designated lunch period,the employee will be compensated at the employee's Gross
rate for the break and/or court designated lunch period. This section will only apply to the
same subpoena.
H. In the event an employee is excused from court and subject to recall, a new subpoena will
need to be issued to be eligible for any compensation.
SECTION 3. COURT APPEARANCES WHILE OFF-DUTY: Employees required to appear
before the court during "off duty" hours shall receive compensation for the duration of the court
appearance plus thirty (30) minutes of travel, or three (3) hours, whichever is greater. Court
appearance time shall be paid at the one and one-half(1.5) times the Gross rate, or taken as CTO,
at the employee's option.
ARTICLE VIII
SPECIAL ASSIGNMENT PAYS
SECTION 1.
A. Special Weapons and Tactics (SWAT) Team. Police Lieutenants and Police Sergeants
assigned to the SWAT team shall receive an additional $200.00 per month in addition to
their regular salary, for the duration of this assignment.An assignment to the SWAT team
is not considered permanent and said assignment to or removal from this unit is solely
based upon the discretion of the Police Chief or a duly authorized designee.It is understood
that the department does not need cause or grounds for the removal of any employee from
the SWAT team. Such removal is not considered to be a punitive action, and is not subject
to appeal. This compensation is not pension reportable pursuant to CalPERS Regulations.
B. Special Assignment.
1) Merit Increases. A Police Sergeant or Police Lieutenant will become eligible for a
merit increase of one (1) salary step upon selection into a special assignment from a
patrol position, unless the employee is already compensated at Step H of the salary
range prior to selection. Said employee paid less than Step H after the merit increase
is provided due to selection to a special assignment will then become eligible for a
subsequent merit increase(s) after one (1) year from the date the merit increase was
provided at selection to the special assignment.
2) Return to Patrol. If at any time an employee returns to patrol from a special
assignment, the employee will continue to receive the salary rate they earned when
serving in their special assignment.
3) Probationary Period. There is no probationary period required in a special assignment
and no permanency or seniority may be obtained in a special assignment.
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4) All special assignments to positions set forth in this section shall be made or revoked
at the discretion of the Police Chief.
5) In addition to any merit step increase, above, Police Sergeants and Police Lieutenants
who are assigned to oversee a special division shall receive a three percent (3.0%)
premium based upon the employee's base salary. This form of pay, also referred to as
Lead Worker/Supervisor Premium", shall be reported to CalPERS as special
compensation, and is therefore compensation earnable for Classic Members pursuant
to CalPERS Regulations, Section 571(a)(4), and pensionable compensation for New
Members pursuant to CalPERS Regulations, Section 571.1(b)(3).
SECTION 2. BILINGUAL PREMIUM. Bilingual premiums will be designated by the Police
Chief based upon demonstrated need and frequency of use. Such employees on bilingual
assignment, shall receive an additional $300.00 per month. This form of pay, also referred to as
Bilingual Premium", shall be reported to CalPERS as special compensation, and is therefore
compensation earnable for Classic Members pursuant to CalPERS Regulations, Section 571(a)(4),
and pensionable compensation for New Members pursuant to CalPERS Regulations, Section
571.1(b)(3).
SECTION 3. SHIFT DIFFERENTIAL.All employees who are either (1) assigned to shifts that
start between 1200 hours (12:00 p.m.) and 0600 hours (6:00 a.m.), or(2) any employee subject to
periodic shift rotation shall receive a three percent (3.0%) premium based upon the employee's
base salary. Shift assignments shall be made or revoked at the discretion of the Police Chief. "Shift
Differential," shall be reported to CalPERS as special compensation,and is therefore compensation
earnable for Classic Members pursuant to CalPERS Regulations, Section 571(a)(4), and
pensionable compensation for New Members pursuant to CalPERS Regulations, Section
571.1(b)(3).
SECTION 4. LONGEVITY. Employees shall be eligible to receive a monthly Longevity pay
according to the chart below:
15 Years 20 Years 25 Years
Effective Dates of of of
Service Service Service
June 18, 2023 250.00 $500.00 $1,250.00
For purposes of this benefit, Years of Service is defined as follows: (1) for all (non-sworn and
sworn) members, all years of full-time service with the City of Orange, and; (2) for sworn
members, years of service as a full-time paid sworn law enforcement officer. For years of sworn
service other than the City of Orange, employee shall provide City with proof of eligible service.
The Police Chief and Human Resources Director shall have final approval of service eligibility.
Employee shall be responsible for notifying the department of their eligibility for longevity pay at
each tier. The effective date is then applied to the following pay period.
This form of pay, also referred to as "Longevity Pay", shall be reported to CalPERS as special
compensation, and is therefore compensation earnable for Classic Members pursuant to CalPERS
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Regulations, Section 571(a)(1), and pensionable compensation for New Members and pursuant to
CalPERS Regulations, Section 571.1(b)(1).
ARTICLE IX
EDUCATIONAL INCENTIVE AND REIMBURSEMENT
SECTION 1. Sworn Peace Officers shall be eligible to receive Educational Incentive pay
according to the chart below. Employees who qualify for this pay shall be compensated the
following monthly amounts beginning on the first day of the next pay period following
qualification. It is the Sworn Peace Officer's responsibility to make application with Police
Administration for this pay as soon as they qualify to be compensated accordingly. Failure to
make timely application will reduce or delay receipt of any payment.
REQUIREMENTS COMPENSATION
Bachelor's Degree 550.00
Master's Degree in area related to Law Enforcement, Public 800.00
Administration, or Management from an accredited university
as approved by the City Manager or a duly authorized designee
Police Sergeants promoted on or after July 1, 2008 from the COPA Base unit and hired prior to
November 10,2020 who do not possess a Bachelor's or Master's degree,will receive the following
per month for Educational Incentive pay,irrespective of what was received in their previous MOU:
REQUIREMENTS COMPENSATION
60-89 Units 100.00
90 plus Units 120.00
This form of pay, also referred to as "Educational Incentive" shall be reported to CalPERS as
special compensation, and is therefore, compensation earnable for Classic Members pursuant to
CalPERS Regulations, Section 571(a)(2), and pensionable compensation for New Members
pursuant to CalPERS Regulations, Section 571.1(b)(2).
SECTION 2. POST CERTIFICATION PAY. Sworn Peace Officers shall be eligible to receive
Peace Officer Standard Training (POST) Certification pay according to the chart below.
Employees who qualify for this pay shall be compensated the following monthly amounts
beginning on the first day of the next pay period following qualification. It is the Sworn Peace
Officer's responsibility to make application with Police Administration for this pay as soon as
they qualify to be compensated accordingly. Failure to make timely application will reduce or
delay receipt of any payment.
REQUIREMENTS COMPENSATION
POST Intermediate Certificate 100.00
POST Advanced Certificate 150.00
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This form of pay, also referred to as "Peace Officer Standard Training (POST) Certificate Pay"
shall be reported to CalPERS as special compensation, and is therefore, compensation earnable
for Classic Members pursuant to CalPERS Regulations, Section 571(a)(2), and pensionable
compensation for New Members pursuant to CalPERS Regulations, Section 571.1(b)(2).
SECTION 3. 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. Educational reimbursement payments to an employee
shall not exceed $1,500.00 in any one fiscal year and the employee must still be employed by the
City when the course is completed. 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 the
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 Police Chief and the Human Resources Director prior
to registration. Reimbursement will be provided only upon receipt of a grade of C or better, or
when a course is taken as credit/no credit, a final grade of credit is received.
ARTICLE X
UNIFORM ALLOWANCE
The City will purchase uniforms for all uniformed members of the Police Department. Uniform
allowance and/or the monetary value of required clothing shall be reported to CalPERS for sworn
personnel in the amount of $477.00 annually and for non-sworn personnel shall be $238.00
annually.This form of pay,also referred to as"Uniform Allowance",shall be reported to CaIPERS
as special compensation, and is therefore compensation earnable for Classic Members pursuant
to CalPERS Regulations, Section 571(a)(5). However, this form of pay is not pensionable
compensation for New Members hired after January 1, 2013 pursuant to PEPRA.
SECTION 1. Safety equipment as designated by the Police Chief and/or required by law will be
provided by the City.
SECTION 2. All uniforms and/or safety equipment purchased by the City shall remain the
property of the City.
ARTICLE XI
HOLIDAYS
SECTION 1.
A. All employees in this unit work without regard to holidays.
B. Effective each January 1st, employees shall receive one hundred ten(110)hours of holiday
accrual to be taken as time off or converted to cash. Unused holiday leave may be cashed
out at any time, upon request of the employee. Accruals not used or converted to cash
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within the twelve (12) month period between January 1st and December 31 St shall
automatically be paid in the final pay period in December.
C. As set forth in this MOU, the terms 'holiday pay' or 'holiday pay' in lieu of time off' shall
be paid at the employee's Net rate of pay. Holiday pay shall be reported to CalPERS as
compensation earnable for Classic Members pursuant to CalPERS Regulations, Section
571(a)(5), and pensionable compensation for New Members and pursuant to CalPERS
Regulations, Section 571.1(b)(4).
D. Employees assigned to classifications covered by this MOU after January 1 St 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 1st and December 31st.
E. Employees required to work on the below listed holidays (#1-11) shall receive double pay
or double CTO for hours worked on the holiday in excess of the employee's scheduled
shift. Employees shall receive no other compensation for working on a holiday.
1) January 1st(New Year's Day)
2) Third Monday in February (Presidents' Day)
3) Last Monday in May (Memorial Day)
4) July 4th (Independence Day)
5) First Monday in September(Labor Day)
6) November 11th (Veterans Day)
7) Fourth Thursday in November(Thanksgiving Day)
8) Fourth Friday in November(Day after Thanksgiving)
9) December 24th (Christmas Eve)
10) December 25th (Christmas Day)
11) December 31 St (New Year's Eve)
ARTICLE XII
VACATION
SECTION 1. All full-time regular employees accrue paid vacation leave as follows:
Year(s) of Service Vacation Hours Per Bi-Weekly Accrual
Year
1 92.00 3.54
2 102.00 3.92
3 112.00 4.31
4 122.00 4.69
5 132.00 5.08
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 (0.15 hours
biweekly) up to a maximum of 232 hours of vacation after thirty (30) years of continuous
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employment with the City. Beginning the 31'year of service, employees shall receive 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 a duly authorized designee 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 Human
Resources 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.
SECTION 3. VACATION CONVERSION. An employee may convert up to fifty percent(50%)
of current annual vacation accrual into cash in lieu of time off with pay, at the employee's Net
rate. An employee requesting such a conversion may so convert twice in a fiscal year, however,
the total amount converted per fiscal year shall not exceed fifty percent (50%) of the employee's
annual accrual. Employees serving their initial hire probationary period shall not be eligible for
vacation conversion.
SECTION 4. Employees who terminate their employment with the City shall be paid for all
accrued vacation including a pro-rated portion of any partial final pay period, if any, at the
employee's Net rate of pay.
ARTICLE XIII
PROBATIONARY PERIOD
SECTION 1. An employee initially appointed or rehired as defined in Section 4 below, to a
classification shall serve a probationary period during which the employee 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 Human Resources Director and the Police Chief, the probationary period may
be shortened or extended. The employee shall attain regular status in the classification upon
successful completion of the probationary period.
SECTION 2. Probationary employees are not eligible to compete for a closed/promotional
recruitment process.
SECTION 3. Any initial hire probationary employee shall be entitled to appeal termination, in
accordance with the Grievance Procedure set forth in this MOU. Any employee on promotional
probation shall be entitled to appeal a probationary demotion in-accordance with the Grievance
Procedure set forth in this MOU.
SECTION 4. Any employee who leaves City employment and is subsequently re-hired must
serve a new probationary period as provided under Section 1.
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ARTICLE XIV
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 Human Resources 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 Human Resources Director, stating the reasons why the additional leave is
required and why it would be in the best interests of the City to grant. If in the Human
Resources Director's opinion such additional leave is merited, and would still preserve the
best interests of the City, the employee 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 a leave of absence must give the City at least seven(7)days'written notice
of the 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 Police Chief or a duly authorized designee 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 a designee for Leave Without Pay for injury or illness not
determined to be compensable under the applicable workers' compensation laws. The
employee need not exhaust all their accrued leave accounts, but must use all available sick
leave up to a maximum of thirty (30) calendar days prior to Leave Without Pay being
granted.
G. An employee will have the option to use all or part of the remaining available sick leave
and, with approval of the Police Chief or designee, vacation and/or CTO prior to taking
Leave Without Pay for the purpose set forth in Subsection F.
SECTION 2. CIVIC DUTY
A. 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
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serving on jury duty,provided all jury fees paid to the individual employee are turned over
to the City, with the exception of automobile expenses allowed. Once an employee has
completed jury service, the employee must provide the Certificate of Jury Service to the
immediate supervisor to qualify for jury duty compensation.
B. Witness Service. If an employee is called as a law enforcement witness,the employee shall
receive normal pay upon the payment of any witness fees that accrue to the employee for
a witness services.
SECTION 3. MILITARY LEAVE OF ABSENCE.If an employee is deployed or required to attend
military training, the employee shall be entitled to military leave of absence under the provisions
of Federal and State laws including Uniform Services Employment and Re-employment Rights
Act (USERRA) and the California Military and Veterans Code. Employees must provide a copy
of their military orders, and Leave and Earnings Statements (LES) if requested, to the Human
Resources Department to qualify for military leave of absence. Any exceptions to this provision
shall be considered on a case-by-case basis, with final approval of the Human Resources Director.
SECTION 4. SICK LEAVE. Sick leave with pay shall be allowed, credited, and accumulated in
accordance with the following:
A. Employees shall accrue eight(8)hours of sick leave for each month of continuous service.
B. All non-benefitted employees shall receive sick leave as required by State Law.
C. Employees will be charged sick leave for all hours scheduled for each day an employee is
absent in accordance with Subsection D below.
D. 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 a duly authorized designee; 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. Forty-eight (48) hours per calendar year (non-cumulative) may be used for an
absence caused by medical appointments, 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, and any parent, substitute parent, parent-in-law, spouse, registered
domestic partner, child, brother, sister, grandchild or grandparent of the employee,
or"designated person"pursuant to AB 1041, regardless of residence.
4. For an employee who is a victim of domestic violence, sexual assault, or stalking,
for the purposes described in Labor Code sections 230(c) and 230.1(a).
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E. Any employee who falsifies the reason for request for said leave of absence may be
terminated for falsifying the request for leave of absence.
F. 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 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-
quarter (
1/
4) hour, while additional actual absence of over one-half (%2) hour shall be
charged to the nearest one-quarter (1/4) 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.
G. Sick Leave Payout Program. Sick Leave payouts shall be paid at the employee's Net rate
of pay and be paid off according to the following programs:
1) Sick leave shall have no maximum accrual amount, and shall be paid at the Net rate
of pay. Hours in excess of 352 shall not be eligible for any of the following payout
programs:
a) Employees with sick leave balance of less than 352 hours, shall fall under the
following payout provision:
Employees who use less than three (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 accumulated sick leave bank.
Effective each December,for the following calendar accruals,an employee who
wishes to avail themselves of the right to convert unused sick leave to cash must
complete a form with the City indicating their irrevocable designation to do so.
This form need not be completed if the employee elects to convert to vacation
leave. However,no hours will be converted to vacation if said conversion places
the employee's vacation bank over the maximum allowable accrual. Conversion
of sick leave to vacation shall occur in the first pay period of January based upon
sick leave usage during the previous calendar year. If no designation form is
filed, the hours will automatically remain in the employee's sick leave
accumulation account. Sick leave payouts in cash shall occur in the last pay
period in December each year.
b) Employees with sick leave balances of 352 hours or more, shall fall under the
following payout provisions:
A full-time employee may convert unused sick leave from the calendar year
maximum 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 pay or
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accumulated vacation. Effective each December, for the following calendar
accruals, an employee who wishes to avail themselves of the right to convert
unused sick leave to cash must complete a form with the City indicating their
irrevocable designation to do so. This form need not be completed if the
employee elects to convert to vacation leave. However, no hours will be
converted to vacation if said conversion places the employee's vacation bank
over the maximum allowable accrual. If no designation form is filed, the hours
will automatically remain in the employee's new sick leave accumulation
account. Sick leave payouts in cash shall occur in the last pay period in
December each year.
c) Upon service retirement or industrial disability retirement from employment
with the City and entering CalPERS as a retired annuitant, an employee with 20
years of service and 1,000 or more sick leave hours shall receive 60% sick leave
conversion into the employee's Retirement Health Savings Plan(RHSP)with no
hours cap. Employees with 25 years of service and 1,000 or more sick leave
hours shall receive 70% sick leave conversion into the employee's RHSP with
no hours cap. Years of service shall be defined in the same manner as Longevity
within Article VIII, Section 4. Employees with fewer than 1,000 hours of sick
leave shall receive pay for fifty percent (50%) of all unused sick leave hours at
the employee's Net rate up to 352 hours.
d) Upon separation of employment from the City for any reason other than
retirement as noted in the preceding paragraph,an employee shall receive no pay
for the first 100 hours (0 to 100 hours) of accrued sick leave, but shall receive
twenty-five percent (25%) pay for up to the next 100 hours, (101 to 200 hours)
of accrued sick leave and fifty percent(50%)pay of any remaining accrued sick
leave up to 152 hours (201 to 352 hours). Payment shall be at the employee's
Net rate.
e) Upon the death of an employee while employed by the City, 100%of all accrued
sick leave benefits up to 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. Payment shall be
at the employee's Net rate.
SECTION 5. 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.
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, sister, domestic partner, the employee's, spouse's or domestic partner's child,
grandchild, parent, substitute parent, grandparent, sibling, aunt, or uncle of the employee,
regardless of residence. Regular full-time employees shall be entitled to take up to three (3) days
of paid City bereavement leave per incident. An additional two (2) days of leave may be taken
from existing leave accruals, for a maximum of five (5) days total per incident. An employee on
bereavement leave shall inform the immediate supervisor of the fact and the reasons as soon as
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possible. Failure to inform an immediate supervisor, within a reasonable period of time, may be
cause for denial of leave with pay for the period of absence. The City may require proof of the
relationship as a condition of payment of bereavement leave.
SECTION 6. WORKERS' COMPENSATION. Workers' Compensation benefits will be provided
as follows:
A. Safety Personnel: Salary continuance for safety personnel covered by Labor Code Section
4850 will be provided in accordance with current laws and regulations.
B. Non-Sworn Personnel: Upon acceptance of a work-related injury or illness claim, non-
sworn employees shall be granted temporary disability leave in accordance with the current
State laws and regulations. For up to 365 days if a City employee is entitled to receive
temporary disability payments, the City will contribute additional compensation to allow
the employee to receive 100% of their regular rate of pay, or provide full salary
continuance, for the first thirty (30) days starting from the date of injury. The employee
will then receive eighty percent (80%) of salary for up to an additional 335 calendar days.
Temporary disability leave in excess of 365 days will be provided subject to current State
regulations and the regular temporary disability Workers' Compensation rate will apply.
C. Modified Light Duty Work Programs. An employee may be eligible for a temporary
modified light duty assignment while recovering from an injury or illness. The availability
of the assignment depends on the restrictive nature of the injury or illness and the
availability of light duty. This assignment is subject to approval of the Human Resources
Director and Police Chief.
D. Course of Employment. Should it be determined by the employee's doctor, or an agreed
doctor by both parties, or an Administrative Law Judge through the Workers'
Compensation Appeals Board that an employee's illness or injury did not arise in the course
of the employee's employment with the City or that the employee is not temporarily or
permanently incapacitated or disabled as a result of the injury or illness, then the
employee's accrued, or if insufficient, future sick leave shall be charged to reimburse the
City for any payments made to the employee pursuant to above.
E. Physician Pre-Designation. Before a work-related injury, an employee may elect to pre-
designate a qualified medical provider if done in accordance with the State of California's
Division of Workers' Compensation. Pre-designation regulations include, but are not
limited to the following criteria:
1. The physician has a previous history of directing the medical treatment of the
employee;
2. The physician retains the medical records and history of the employee, and;
3. The physician agrees to treat work-related injuries or illnesses in accordance
with the regulations.
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F. Fringe Benefits.The City will continue to provide vacation,sick leave,insurance,and other
fringe benefits for employees who are receiving benefits pursuant to Labor Code section
4850 or for an accepted workers' compensation claim.Any fringe benefits not paid by the
City pending the determination of whether an injury/illness is job-related shall be paid
retroactively if the injury/illness is subsequently determined to be job-related. In such
instances the employee shall be reimbursed for any benefit or premium payments made by
the employee prior to the job-related determination being finalized.
G. Industrial Disability Retirement. An employee granted an industrial disability retirement
shall be entitled to participate in the Sick Leave Payout Program set forth in Section
4G(1)(c) of this Article.
H. Outside Employment. Any employee who engages in outside employment during said
leave of absence without the permission of the Police Chief or a duly authorized designee
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.
ARTICLE XV
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 of the City Manager.
SECTION 2. POLICY. The City retains the right to eliminate 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.
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 Human Resources Director.
C. Whenever an employee is to be laid off, the employee may transfer or demote to a vacant
position in a lower classification that the employee previously held within the Police
Department. The employee may also transfer or demote to a vacant position in any other
Department provided that:
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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, the employee may transfer or demote to a filled
position in a lower classification within the Police Department provided that they:
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 Human Resources 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(7) calendar 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 layoff as established per Section 3A;
7) 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 3B.
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) calendar 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.
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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 Human Resources
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(2)years. Individuals
who refuse to accept a re-hire or who do not respond within seven (7) calendar 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 Human Resources Department
with a current mailing address. Once re-hired, the employee will be removed from all re-
hire lists.
ARTICLE XVI
HEALTH BENEFITS
SECTION 1. HEALTH INSURANCE. The City shall contract with the California Public
Employees' Retirement System (CalPERS) to make available those health insurance benefits
provided under the Public Employees' Medical and Hospital Care Act(PEMHCA).
A. Flexible Benefits Plan. The City shall provide a Section 125 Flexible Benefits Plan for
active full-time employees and pay the following monthly amounts to provide funds for
optional health plans, dental plans, vision plans, health care reimbursement, dependent
care, or cash as established by the Internal Revenue Service. The following amounts
include the minimum amount required under PEMHCA, which is $151.00 ($157.00 for
2024) per month. This contribution shall be adjusted annually each January 1st to the
amount set by the CalPERS Board of Administration..
Monthly
Effective Date Contribution
Janua 1, 2023 1,955.00
Janu. 1, 2024 2,005.00
Janua 1, 2025 2,055.00
Janu. 1, 2026 2,105.00
B. Any excess amounts designated in Section lA necessary to maintain benefits under any
plans selected by the employee shall be borne by the employee.
C. Waiver. 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 of
group medical insurance coverage (e.g., coverage under a spouse's employer's plan) that
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is compliant with the Affordable Care Act(ACA), as determined by the Human Resources
Director. Based upon determination that group medical insurance coverage is in full force
and effect,eligible employees through June 17,2023 shall receive the monthly contribution
of$1,955.00. Effective June 18, 2023, the cash in lieu medical waiver amount of$500.00
per month will remain fixed indefinitely. In the case of future promotional hires from City
of Orange Police Association (COPA) to Association, the waiver amount will be $500.00
per month, irrespective of the waiver amount that COPA employees are receiving under
their said MOU. In the event that the employee loses eligibility(with documentation),then
the employee shall enroll in the CalPERS Health Benefits Plan pursuant to their rules and
regulations. Failure to do so within sixty(60)calendar days shall result in the City seeking
reimbursement of said contributions. Additionally, no employee of the City or their
covered dependents may be simultaneously enrolled under two or more CalPERS health
insurance plans at the same time.
D. Retired Annuitant Contribution.The City shall contribute toward the payment of premiums
under the CalPERS Health Benefits Plan to each eligible retired annuitant of CalPERS, to
the extent required by law, a contribution of$151.00 ($157.00 for 2024) per month. This
contribution shall be adjusted annually on January Pt to the amount set by the CalPERS
Board of Administration.
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
provide up to five (5)years of medical insurance for the amount of the premium only up to
the amount specified in Section lA 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 Human Resources Director shall
determine whether the employee's death qualifies as "killed in the line of duty."
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 lA 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. The City shall contribute the full premium towards a
75,000.00 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
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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 501c and a majority vote of the
Association membership, all employees shall contribute to the plan. 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.
ARTICLE XVII
RETIREMENT
SECTION 1. The City participates in the California Public Employees' Retirement System
CalPERS). This participation shall include,but is not limited to,the following retirement benefits:
A. Safety Retirement Formula—New Members. Safety employees who are New Members
of CalPERS as defined by California Government Code Section 7522.04(f) are subject
to the 2.7% @ age 57 retirement formula as set forth in California Government Code
Section 7522.25(d). These New Members are subject to the three (3) year final
compensation measurement period set forth in California Government Code Section
7522.32. These New Members shall contribute half of normal cost of retirement as
determined by CalPERS from their pensionable compensation, on a pre-tax basis, as
set forth in California Government Code Section 7522.30(c). In all other respects,New
Members shall be subject to the terms and requirements of Public Employees' Pension
Reform Act(PEPRA).
B. Safety Retirement Formula—Classic Members. Safety employees who are not defined
as New Members as outlined in Section A above are defined as Classic Members of
CalPERS and are subject to the 3% @ age 50 retirement formula as set forth in Section
21362.2 of the California Government Code. These Classic Members are subject to the
one (1) year final compensation measurement period as set forth in California
Government Code Section 20042. These Classic Members shall contribute twelve
percent (12%) of their compensation earnable, on a pre-tax basis.
C. Miscellaneous Retirement Formula — New Members. Miscellaneous employees who
are New Members of CalPERS as defined by California Government Code Section
7522.04(f) are subject to the 2% @ age 62 retirement formula as set forth in California
Government Code Section 7522.20. These New Members are subject to the three (3)
year final compensation measurement period as set forth in California Government
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Code Section 7522.32. These New Members shall contribute half of normal cost of
retirement as determined by CalPERS from their pensionable compensation, on a pre-
tax basis, as set forth in California Government Code Section 7522.30. In all other
respects, New Members shall be subject to the terms and requirements of PEPRA.
D. Miscellaneous Retirement Formula—Classic Members. Miscellaneous employees who
not defined as New Members as outlined in Section C above are defined as Classic
Members of CalPERS and are subject to the 2.7% @ age 55 retirement formula as set
forth in Section 21354.5 of the California Government Code. These Classic Members
are subject to the one (1) year final compensation measurement period set forth in
California Government Code Section 20042. These Classic Members shall contribute
eight percent (8%) of their compensation earnable, on a pre-tax basis.
SECTION 2. Employee-paid CalPERS member contributions for all employees covered by this
MOU shall be made pursuant to Section 414(h)(2) of the Internal Revenue Code, to enable the
employee's taxable income to be reduced by the amount of the employee-paid contribution.
SECTION 3. CALPERS SURVIVOR BENEFIT. The City provides the 1959 CalPERS Survivor
Benefit at the Fourth Level Option (California Government Code Section 21574) for all covered
employees. Employees shall pay their$2.00 monthly contribution through payroll deduction. The
City shall pay the employer portion subject to the following limit:In the event the employer portion
exceeds$6.00 monthly,members shall pay any portion of the employer portion that exceeds $6.00
monthly.
SECTION 4. OTHER CALPERS OPTIONAL CONTRACT PROVISIONS.
BENEFIT BENEFIT APPLICABLE GOVERNMENT
LEVEL CODE SECTION(S)
Post-Retirement Survivor Allowance Standard 21624 and 21626
Military Service Credit as Public Standard 21024
Service
Military Service Credit for Retired Standard 21027
Persons
Cost-of-Living Adjustment (2%) Standard 21329
ARTICLE XVIII
SAFETY AND HEALTH FITNESS
SECTION 1. The City and its employees agree to comply with all applicable Federal, State and
Local laws as well as any City policies, which relate to health and safety. In addition,the City and
the Association agree to actively pursue the continuation of safe working procedures and
environments.
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SECTION 2. HEALTH FITNESS STANDARD. In an effort to improve and maintain the physical
and mental wellbeing 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 and Vaping.
1) As a condition of employment, all employees shall refrain from smoking and
vaping on duty.
2) Employees are 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 facilities.
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 XIX
TRAVEL EXPENSE ALLOWED
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.
ARTICLE XX
EMPLOYEE ORGANIZATIONAL RIGHTS AND RESPONSIBILITY
SECTION 1. ASSOCIATION DUES DEDUCTIONS.The City shall deduct Association dues and
supplemental benefit payments from employee paychecks on a bi-weekly basis. The City shall
process these deductions based on the information certified to be current by the Association. The
total amount of deduction shall be remitted by the City to the Association within ten(10) calendar
days of each applicable payday.
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 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.
SECTION 3. ASSOCIATION RELEASE TIME. Upon notice to the City, and approval of the
Police Chief, or a duly authorized designee,the members of the Police Management Association
unit shall be granted eighty (80) hours per calendar year of cumulative leave (not 80 hours per
member) from work to attend to Association related training, seminars, or other lawful
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association related business Release time shall not be unreasonably withheld.The designated unit
members shall be responsible for notifying a supervisor when release time is taken. Any unused
hours provided by the City shall be rolled over from one calendar year to the next, provided that
the total shall not exceed 160 hours.
ARTICLE XXI
CITY MANAGEMENT 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 MOU or by
law to manage the City, as such rights existed prior to the execution of this MOU. The sole and
exclusive rights of Management, as they are not abridged by this MOU or by law, shall include,
but not be limited to,the following:
A. To manage the City generally and to determine issues 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. To determine methods of financing;
F. To determine types of equipment or technology to be used;
G. To determine and/or change the facilities, methods, technology, means, and size of the
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;
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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 MOU;
O. To determine policies, procedures, and standards for selection, training, and promotion
of employees;
P. To establish employee performance standards including, but not limited to, quality and
quantity standards; and to require compliance therewith;
Q. To maintain order and efficiency in its facilities and operations;
R. To establish, modify, and promulgate reasonable rules and regulations which are not in
contravention with this MOU to maintain order and safety in the City;
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 MOU.
ARTICLE XXII
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 the Orange Police Department Policy 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 4,
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 MOU, including but
not limited to suspension of the Grievance Procedure and dues deduction.
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ASSOCIATION RESPONSIBILITY
SECTION 4. 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 MOU and unlawful, and they must immediately cease engaging in conduct prohibited in
Section 1 above, Prohibited Conduct, and return to work.
SECTION 5. 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 4 above,Association Responsibility.
ARTICLE XXIII
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 MOU, 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 DAYS. 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 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
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.
SECTION 4. INFORMAL PROCESS. An employee must first attempt to resolve the grievance
on an informal basis by discussion with the 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
Police Chief. In order that this informal procedure may be responsive, all parties involved shall
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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 Police Chief.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, HUMAN RESOURCES DIRECTOR, POLICE CHIEF. 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 Human Resources
Director and the Police Chief. The Human Resources Director and the Police Chief 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 Human Resources Director and Police Chief
within ten (10) business days from the presentation of the written grievance to the Human
Resources Director and the Police Chief, the written grievance shall be presented to the City
Manager, or a duly authorized designee, 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 a duly authorized
designee, 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.
SECTION 7. In grievances filed to challenge the imposition of all discipline,the final step in the
formal administrative 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 Public Employment Relations
Board (PERB) 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 paid by the City.
REST OF PAGE LEFT BLANK INTENTIONALLY.
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ARTICLE XXIV
DIRECT DEPOSIT
City employees are required to participate in the City's direct paycheck deposit program.
ARTICLE XXV
RESIDENCY REQUIREMENT I/
All personnel hired after June 25,2023 by the Orange Police Department shall be a permanent and
full-time resident of the State of California and reside no further than one hundred(100)road miles
from Police Headquarters. This presumes that a substantial portion of that distance will be traveled
at freeway speed and that personnel can report to Police Headquarters within ninety (90) minutes
of the request for call back.Employees hired before June 25,2023,with continuous City of Orange
employment(with no break in service) are exempt.
ARTICLE XXVI
EFFECT OF MEMORANDUM OF UNDERSTANDING ON CONFLICTING
AGREEMENTS
It is the intent of the parties hereto that should any provision of this MOU conflict with any prior
agreement, between the parties, oral or written, express or implied, relating to the subject matter
hereof,the provisions of this MOU shall control.This MOU is not intended to conflict with Federal
or State law.
ARTICLE XXVII
WAIVER OF BARGAINING DURING TERM OF MEMORANDUM OF
UNDERSTANDING
During the term of this MOU, the parties mutually agree that they will not seek to change,
negotiate, or bargain with regard to wages, hours, benefits and terms and conditions of
employment, whether or not covered by the MOU 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 MOU. 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 MOU.
REST OF PAGE LEFT BLANK INTENTIONALLY.
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ARTICLE XXVIII
EMERGENCY WAIVER
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 MOU
or the Personnel Rules or Resolutions of the City, which restrict the City's ability to respond to
these emergencies, shall be suspended for the duration of such emergency. After the emergency
is declared over, this MOU will be reinstated immediately. The 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 MOU during the course of the emergency.
ARTICLE XXIX
LIMITED REOPENER
The City can reopen Article III (Salaries) and/or Article XII Section 3 (Vacation Conversion) of
the MOU for negotiations during the 2023/2024 or 2024/2025 fiscal years through a limited
reopener subject to the requirements set forth in this article. In order for the City to invoke this
limited reopener:
1) There must be a fiscal year-over-year (from 2021/2022 to 2022/2023, or, from 2022/2023 to
2023/2024) decrease in net sales tax revenue received by the city greater than 10.0%, and;
2) The City must provide written notice of its request and intent to reopen MOU negotiations for
this limited purpose to the Association during the following dates: December 15, 2023 through
January 15, 2024, or, December 15, 2024 through January 15, 2025.
Upon receipt of such timely request, the parties agree to meet and confer in good faith on the .
article(s) requested for reopening. Any changes to the MOU arising out of this limited reopener
shall be by mutual written agreement. It is the expressed intent of the parties that the language
pertaining to this limited reopener is included in the current MOU only and expires June 30, 2026.
Any inclusion of a like or similar article in future MOUs will be subject to the meet and confer
process.
ARTICLE XXX
MEMORANDUM OF UNDERSTANDING TERMS SEVERABLE
Should any provision of this MOU be found to be inoperative, void, or invalid by a court of
competent jurisdiction, or by enactment of Federal or State legislation, all other provisions of this
MOU shall remain in full force and effect for the duration of this MOU.
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ARTICLE XXXI
TERM OF MEMORANDUM OF UNDERSTANDING
SECTION 1. The term of this MOU shall commence on July 1, 2023 and shall continue in full
force and effect until June 30, 2026.
REST OF PAGE LEFT BLANK INTENTIONALLY.
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ARTICLE XXXII
RATIFICATION AND EXECUTION
The City and the Association have reached an understanding as to certain recommendations to be
I/
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
MOU shall not be in full force and effect until adopted by the City Council of the City of Orange.
Subject to the foregoing, this MOU is hereby executed by the authorized representatives of the
City and the Association and entered into this 12t''Day of September 2023.
City of Orange City of Orange Police Management
Association
Dated: 9 I& /9 Dated:ct/W_I ,3a
By:
1?Ell11 1 L-------- -----'
By:
Monica Espinoza, Human Resources Director John Mancini, Board Member
By:By:
Cody ee , Humagesources Manager Sco Tr sch, Board Member
By: - I\By: 16Aj1/41\-- --
Robert + • ., Seni•, Admi strative Analyst Ray Winick, Board Member
By: aileA" By:
Shelby Alley, • an Resourc s Analyst II Kurt Lawson, Board Member
APPROVED AS TO FORM:
r
By:
Mic ael J. Vigliotta, City Attorney
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APPENDIX A
CITY OF ORANGE
POLICE MANAGEMENT ASSOCIATION
MONTHLY SALARY RANGES
EFFECTIVE JUNE 19,2022
4.0% Increase for Sworn Classifications
4.0% Increase for Non-Sworn Classifications
CLASSIFICATION
RANGE
STEP STEP STEP STEP STEP STEP STEP STEP
TITLE A B C D E F G H
Forensic Services
621PM 7895 8298 8720 9165 9633 10124 10478 N/A
Supervisor
Police Captain 739C 14220 14947 15707, 16510 17352 18236 18875 N/A
Police Communications
615PM 7662 8054 8463 8895 9349 9825 10169 N/AManager
Police Lieutenant 699SL 11648 12244 12867 13523 14214 14937 15834 16467
Police Records Manager 614PM 7624 8014 8421 8851 9302 9776 10119 N/A
Police Sergeant 657SL 9448 9930 10435 10968 11528 12114 12841 13291
EFFECTIVE JUNE 18,2023
5.0% Increase for Sworn Classifications
3.0% Increase for Non-Sworn Classifications
CLASSIFICATION STEP STEP STEP STEP STEP STEP STEP STEP
TITLE
RANGE
A BCD E F G H
Police Captain 749C 14948 15712 16511 17354 18239 19169 19936 N/A
Police Communications Mgr 621PM 7895 8298 8720 9165 9633 10124 10478 N/A
Police Lieutenant 709SL 12244 12870 13525 14215 14941 15701 16643 17309
Police Records Manager 620PM 7856 8257 8676 9119 9585 10074 10426 N/A
Police Sergeant 667SL 9930 10438 10969 11529 12117 12734 13498 14038
Note: Classification of Forensic Services Supervisor is eliminated pursuant to Resolution No. 11459.
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APPENDIX A
CITY OF ORANGE (Continued)
POLICE MANAGEMENT ASSOCIATION
MONTHLY SALARY RANGES
EFFECTIVE JUNE 30,2024
5.0% Increase for Sworn Classifications
3.0% Increase for Non-Sworn Classifications
CLASSIFICATION STEP STEP STEP STEP STEP STEP STEP STEP
TITLE
RANGE
A BCD E F G H
Police Captain 759C 15712 16515 17355 18241 19172 20149 20955 N/A
Police Communications Mgr 627PM 8134 8550 8985 9444 9925 10431 10796 N/A
Police Lieutenant 719SL 12870 13529 14217 14942 15705 16504 17494 18194
Police Records Manager 626PM 8094 8508 8940 9397 9876 10379 10743 N/A
Police Sergeant 677SL 10438 10972 11530 12118 12737 13385 14188 14756
EFFECTIVE JUNE 29,2025
2.0% Increase for Sworn Classifications
3.0% Increase for Non-Sworn Classifications
CLASSIFICATION
RANGE
STEP STEP STEP STEP STEP STEP STEP STEP
TITLE A B CD E F G H
Police Captain 763C 16029 16848 17705 18609 19558 20555 21377 N/A
Police Communications Mgr 633PM 8381 8810 9258 9731 10227 10748 11124 N/A
Police Lieutenant 723SL 13130 13801 14503 15243 16021 16837 17847 18561
Police Records Manager 632PM 8340 8766 9212 9682 10176 10694 11069 N/A
Police Sergeant 681SL 10648 11193 11762 12362 12994 13655 14474 15053
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