RES-9999 Memorandum of Understanding Police AssociationI
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RESOLUTION NO. 9999
A RESOLUTION OF THE CITY COUNCIL OF THE
CITY OF ORANGE REPEALING RESOLUTION NO.
9385 AND APPROVING THE MEMORANDUM OF
UNDERSTANDING BETWEEN THE CITY OF
ORANGE AND THE CITY OF ORANGE POLICE
ASSOCIATION CONCERNING WAGES, SALARIES
AND OTHER TERMS AND CONDITIONS OF
EMPLOYMENT EFFECTIVE JULY 1,2005 THROUGH
JUNE 30, 2008.
WHEREAS, the City of Orange, hereinafter referred to as City and the City of Orange
Police Association, hereinafter referred to as the Association have met and conferred in
accordance with requirements of the Meyers-Milias-Brown Act; and
WHEREAS, the City and the Association have reached agreement on wages, salaries and
other terms and conditions of employment effective July 1, 2005 through June 30, 2008 and have
repealed Resolution No. 9385 thereto for said employees, as more particularly set forth in the
Memorandum of Understanding; and
WHEREAS, on June 14, 2005, the City Council of the City of Orange adopted
Resolution No. 9987 a Resolution of the City Council of the City of Orange Establishing a Letter
of Understanding Between the City of Orange and the City of Orange Police Association
effective July 1, 2005 through June 30, 2008; and
WHEREAS, the City and the Association agreed to incorporate the provisions contained
in the Letter of Understanding noted above into a new Memorandum of Understanding once both
parties had an opportunity to review and concur on any and all language changes included in the
new Memorandum of Understanding;
NOW, THEREFORE, BE IT RESOLVED by the City Council of the City of Orange
that the attached Memorandum of Understanding is approved and incorporated by reference as
Exhibit A as though fully set forth herein.
ADOPTED this 8th day of November, 2005.
ty of Orange
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Exhibit "A"
MEMORANDUM OF UNDERSTANDING
BETWEEN THE CITY OF ORANGE AND THE
CITY OF ORANGE POLICE ASSOCIATION
mL Y 1, 2005 THROUGH JUNE 30, 2008
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I Article No.
I
II
III
IV
V
VI
VII
VIII
IX
X
MEMORANDUM OF UNDERSTANDING
BETWEEN THE CITY OF ORANGE AND THE
CITY OF ORANGE POLICE ASSOCIATION
TABLE OF CONTENTS
Article Title Page No.
Recognition....... ........ ....................... ............. ................ ..1
Non-Discrimination.................. .............. .........................1
Salaries............................................................................ 1
Working out of Class ......................................................4
Work Week.. ............................... ........ ............................5
Overtime.......................................................................... 5
Call Back Compensation. ................................ ................6
Court Time...... ... .................................... .........................7
Special Assignments and Special Pay Practice ...............8
Career Development Program and
Educational Reimbursement ...........................................11
XI Uniform Allowance.........................................................12
XII Holidays ....................... ... .............. ... ..... ............... .......... .13
XIII Vacation ........... ..... .............. ........ ..... ...... ...................... ... 14
XIV Probationary Period.........................................................14
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XV
XVI
XVII
XVIII
XIX
xx
Other Leaves of Absence ................................................15
Part-Time Employee Benefits .........................................20
Insurance... ...... ............. ... ...... ................................. ........ .21
Retirement..... ......... .......... ........... .............................. ... ... 23
Safety and Health Fitness ................................................24
Travel Expense Allowed.... ... .......................... ............... .25
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Article No. Article Title
XXI
XXII
XXIII
XXIV
xxv
XXVI
XXVII
XXVIII
XXIX
xxx
XXXI
XXXII
Exhibit I
Page No.
Employee Organizational Rights
and Responsibility.. .... .... ................. ................................25
Layoff Procedures ...........................................................25
City Rights .................................................................... ..27
No Strike .........................................................................29
Grievance Procedure .......................................................29
Miscellaneous Provisions............................. ...... ............. 31
Sole and Entire Memorandwn of Understanding............ 3 1
Waiver of Bargaining During the
Term oftbis Agreement ..................................................32
Emergency Waiver Provision..........................................32
Separability Provision .....................................................32
Term of Memorandwn of Understanding .......................33
Ratification and Execution.............................................. 33
Salary Ranges ......................................... ......... ................ 34
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Article I
RECOGNITION
SECTION 1. Pursuant to the provisions of the Employer-Employee Relations Resolution No.
3611 of the City of Orange, the City of Orange (hereinafter called the "City"), has recognized the
City of Orange Police Association (hereinafter called the "Association") as the majority
representative of the Non-Management employee classifications of the Police Department as set
forth in Exhibit "1."
SECTION 2. The City shall recognize the Association as the majority representative of all
employees in these classifications for the purpose of meeting its obligations under this
Agreement, the Meyers-Milias-Brown Act, Government Code Section 3500 et seq., and the
Employer-Employee Relations Resolution No. 3611 when City rules, regulations, or laws
affecting wages, hours, and other terms and conditions of employment are appropriately amended
or changed.
Article II
NON-DISCRIMINATION
SECTION 1. The parties mutually recognize and agree to protect the rights of all employees
herein to join and/or participate in protected Association activities or to refrain from joining or
participating in protected activities in accordance with the Employer-Employee Relations
Resolution and Government Code Section 3500 et. seq.
SECTION 2. The City and the Association agree that they shall not discriminate against any
employee because of race, color, sex, age, national origin, political or religious opinions or
affiliations. The City and the Association shall reopen any provision of this Agreement for the
purpose of complying with any order of a federal or state agency or court of competent
jurisdiction requiring a modification or change in any provision or provisions of this Agreement
in compliance with state or federal anti-discrimination laws.
SECTION 3. Whenever the masculine gender is used in this Memorandum of Understanding, it
shall be understood to include the feminine gender.
Article III
SALARIES
SECTION 1. BASIC COMPENSATION PLAN. There is hereby established a basic
compensation plan for all members of the Association who are now employed or will in the
future be employed in any of the designated classifications of employment listed in this
resolution and its attaclnnents.
SECTION 2. SALARlES. Base salaries effective June 26, 2005, June 25, 2006, and June 24,
2007 for employees covered by this agreement are listed in Exhibit" 1."
The salary and wage schedules attached hereto shall constitute the basic compensation plan
consisting of six (6) steps or rates of pay in each range.
The respective ranges shall be identified by number and the steps by the letters "A" to "F"
inclusive. The columnar heads at the top of each column shall establish the purpose of each step
and the minimum length of service required for advancement to the next higher step, as provided
in Section 6 hereof.
SECTION 3. ADMINISTRATION OF BASIC COMPENSATION PLAN. The compensation
ranges and steps contained in the monthly salary schedule in the appendix hereof are monthly
compensation rates.
For all employees who have a regular weekly work schedule of forty (40) hours, the hourly rate
of pay shall be the monthly rate times 12 divided by 2080 annual hours.
In determining the hourly rate as herein provided, compensation shall be made to the nearest one-
half (V,) cent.
SECTION 4. BEGINNING RATES. A new employee of the City shall be paid the rate shown in
the Step "A" in the range allocated to the class of employment for which he has been hired,
except that on the request of the Police Chief under whom the employee will serve, and with the
authorization of the Personnel Director, such employee may be placed at any Step in the range
depending upon the employee's qualifications.
SECTION 5. SERVICE. The word service, as used in this Resolution, shall be defined to mean
continuous, full-time service in his present classification, service in a higher classification, or
service in a classification allocated to the same salary range and having generally similar duties
and requirements. A lapse of service by any employee for a period of time longer than thirty (30)
days by reason of resignation or discharge shall serve to eliminate the accumulated length of
service time of such employee for the purpose of this Resolution.
Such employee re-entering the service of the City shall be considered as a new employee, except
that he may and at the discretion of the City, be re-employed within one (1) year and placed in
the same salary step in the appropriate compensation range as he was at the time of the
termination of employment.
SECTION 6. ADVANCEMENT WITHIN SCHEDULE. The following regulations shall govern
salary advancement within ranges:
A. Merit Advancement. An employee may be considered for advancement through the
salary range upon completion of the minimum length of service. The effective date
of such merit increase, if granted, shall be the first day of the next pay period
following completion of the length of service required for such advancement.
Advancement through the salary range may be granted only for continuous,
meritorious and efficient service, and continued improvement by the employee in the
effective performance of the duties of his position. Such merit advancement shall
require the following:
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1) The Police Chief, or his designee, shall file with the Personnel Director a
completed performance evaluation recommending the granting or denial of the
merit increase and supporting such recommendation with specific reasons
therefore. A disapproval, together with the reasons therefore, shall be returned to
the Police Chief.
2) The recommendation of the Police Chief and the approval of the Personnel
Director shall be forwarded to the Payroll Division of the Finance Department for
change of payroll status.
3) Advancement through the pay range Step "A" through Step "F" shall occur in
yearly increments.
B. Special Merit Advancement. When an employee demonstrates exceptional ability and
proficiency in the performance of his duties, the Police Chief may recommend to the
Personnel Director that said employee be advanced to a higher pay step without
regard to the minimum length of service provisions contained in this Resolution. The
Personnel Director may, on the basis of the Police Chiefs recommendation, approve
and effect such an advancement.
C. Length Of Service Required When Advancement Is Denied. When an employee has
not been approved for advancement to the next higher step, he shall be reconsidered
for such advancement within a one-year period or at any subsequent time. This
reconsideration shall follow the same steps and shall be subject to the same action as
provided in the above paragraph of this section.
SECTION 7. REDUCTION IN SALARY STEPS. Any employee who is being paid on a salary
step higher than Step "A" may be reduced by one or more steps upon the recommendation of the
Police Chief with the approval of the Personnel Director. Procedure for such reduction shall
follow the same procedure as outlined for merit advancements in Section 6, and such employee
may be considered for re-advancement under the same provisions as contained in subsection (C)
of Section 6.
SECTION 8. PROMOTIONAL SALARY ADVANCEMENT. When an employee is promoted
to a position in a higher classification, he may be assigned to Step "A" in the appropriate range
for the higher classification; provided that if such employee is already being paid at the rate equal
to or higher than Step "A", he may be placed in the step in that appropriate salary range as will
grant him an increase of at least one (1), but no more than three (3) salary steps.
SECTION 9. DEMOTION. When an employee is demoted to a position in a lower
classification, his salary rate shall be fixed in the appropriate salary range for the lower
classification in accordance with the following provisions:
A. The salary rate shall be reduced by at least one (1) step.
B. The new salary rate must be within the salary range for the classification to which
demoted.
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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 he has previously held in
the prior range, and shall retain credit for length of service in such step toward advancement to
the next higher step; provided, however:
A. That if such retention shall result in the advancement of more than one (1) step, the
Personnel Director may, at his discretion, at the time of reassignment, place the
employee in a step which will result in an increase of only one (1) step.
B. That if the reassignment shall be to a lower compensation range, the "F" step of which
shall be lower than the existing rate of pay at the time of reassignment, the employee
shall continue to be paid at the existing rate of pay until such time as the new
classification shall be reassigned to a compensation schedule which will allow for
further salary advancement, or until such time as the employee is promoted to a
position assigned to a higher compensation range.
C. That if the reassignment is to a lower compensation range, the "F" step of which is
higher than the existing rate of pay of the employee, the employee shall be placed on
that step of the lower compensation range which is equivalent to the employee's
existing rate of pay. If there is no equivalent rate of pay, the employee shall be placed
on the next highest step. The employee shall retain credit for length of service
previously acquired in such step toward advancement to the next higher step.
Article IV
WORKING OUT OF CLASS
SECTION 1. The City may work employees out of classification for up to two (2) working days
within a work week without additional compensation. On the third (3rd) working day within the
work week that the employee works out of classification, he shall be paid additional
compensation at the Step A of the class to which he is assigned for the entire pay period in which
the employee worked out of classification. In no event shall the employee be paid at a step of the
class in which the employee receives less than a five percent (5%) increase in pay. To qualify for
working out of class pay, the employee must be performing all the significant duties ofthe higher
level position and meet the minimum requirements of the higher level class.
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Article V
WORK WEEK
SECTION 1. The regular work week for all employees covered by this Agreement shall be forty
40) hours per week consisting of four (4) consecutive shifts of ten (10) hours and three (3)
consecutive days off, provided that, under special circumstances, an employee and the
department may mutually agree to a different schedule. However, the work schedule for the
employee serving in the position of "Court Liaison Officer" shall consist of five (5) consecutive
shifts of eight (8) hours and two (2) consecutive days off.
SECTION 2. Except in the case of emergency as defined in Article VI, Section 9 an employee
shall not be scheduled to work more than twelve and one-half (12Y:z) consecutive hours on any
occasion. Employees may voluntarily work in excess of the twelve and one-half (12Y:z) hours and
will be compensated appropriately.
Article VI
OVERTIME
SECTION 1. PREMIUM COMPENSATION - SWORN AND RELATED PERSONNEL.
Premium Compensation shall apply to all classifications covered herein, when duly authorized by
the Police Chief or his designee. Additionally, if an employee is scheduled to commence a work
shift within ten (10) or fewer hours after the scheduled conclusion of the previously scheduled
work shift, the later shift shall be compensated at the premium rate for all hours worked.
SECTION 2. DEFINITION. Overtime is defined as that authorized time worked in excess of the
regular work day and/or work week, except that work amounting to less than fifteen (15) minutes
in excess of an employee's regular work day shall not be considered overtime for any purpose.
Only time actually worked shall count in the computation of overtime, except that time off due to
excused absence for holidays, accumulated compensatory time off, vacation and sick leave shall
be counted toward the computation of overtime. Overtime shall be earned to the nearest one-
quarter (Y..) hour increment.
SECTION 3. PREMIUM COMPENSATION. Premium Compensation shall be earned at the
rate of one and one-half (lY:z) hours for each one (I) hour of overtime worked. Premium
Compensation shall be paid out either in the form of cash or compensatory time off at the rate of
one and one-half (I Y:z) times the employee's regular rate of pay, subject to the limits noted under
Section 5 below.
SECTION 4. PARTIAL OVERTIME EXEMPTION. The parties agree that the City has
adopted the 28-day Section 7(k) partial overtime exemption in accordance with 29 U.S.C. section
207(k) of the Fair Labor Standards Act.
SECTION 5. ACCUMULATION AND PAYMENT OF COMPENSATORY TIME. All earned
overtime compensation for employees described in this Article may be credited to Accumulated
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Time Off (ATO) or converted into cash at the employee's option. Payment shall be made at the
pay period following the exercise of the option. Accumulated compensatory time not taken in
the calendar year in which it was earned may be carried over to the next calendar year up to a
maximum of eighty (80) hours.
All accumulated ATO accrued in excess of 80 hours at year-end shall be automatically paid on
the first pay period of the new calendar year.
Employees shall be entitled to receive payment for paid overtime and all accumulated
compensatory time upon their termination.
SECTION 6. APPLICATION OF COMPENSATORY TIME. Premium Compensation work
shall not apply to the earning of employee benefits such as retirement, holidays, vacation accrual,
sick leave accrual, employee insurance benefits or towards the completion of probationary period
or to progression within a salary rate range.
SECTION 7. USAGE OF COMPENSATORY TIME. An employee who submits a request to
use accumulated compensatory time off a minimum of seven (7) days in advance of the requested
time off must be granted the leave, provided that such request does not create an undue
disruption in the City's ability to provide proper coverage as defined by Federal Law. Scheduled
primary and scheduled secondary vacation requests may not be canceled due to the application of
this provision. However, management has the right to deny a seven (7) day request if the
voluntary overtime process does not provide appropriate coverage for requested time off.
SECTION 8. PYRAMIDING OF OVERTIME RATES. Whenever two (2) or more premium
compensation rates or overtime rates may appear to be applicable to the sarne 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 9. If in the event of circumstances beyond the City's control, such as Acts of Nature,
fire, flood, insurrection, riot, national emergency or other similar circumstances, employees
covered herein shall be entitled to only a straight time rate for overtime worked under such
circumstances.
SECTION 10. ASSIGNMENT OF AVAILABLE OVERTIME. Whenever possible, when
assigning overtime in patrol, preference will be given to off-duty personnel who are interested
and available for overtime assignments. The Police Chief shall determine an acceptable process
by which an employee may indicate interest and availability for overtime assignments.
Article VII
CALL BACK COMPENSATION
SECTION 1. CALL BACK COMPENSATION. If employees are required to report back to
work after completing a normal work shift and have left the City premises and/or work location,
or when on a regular day off or any other day when they are not regularly scheduled to work, they
shall be compensated in cash or in compensatory time off for actual hours of work with a
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minimum of two (2) hours call back compensation, regardless of whether the employee works
less than two (2) hours. Compensation shall be at the premium rate of time and one-half (1 y,) the
employee's regular rate of pay. Entitlement to callback compensation shall provide that an
employee who is called back shall be regarded as having commenced actual hours of work thirty
30) minutes prior to arriving at the designated work location.
This provision shall not apply to employees who are continuing on duty after the call back,
provided that the regularly scheduled hours of work may not be adjusted within forty-eight (48)
hours prior to the time they are scheduled to commence without the consent of the employee.
SECTION 2. PYRAMIDING. Whenever two (2) or more premium compensation rates or
overtime rates may appear to be applicable to the same hour or hours worked by any employee,
there shall be no pyramiding or adding together of such premium or overtime rates and only the
higher applicable rate shall apply. This section does not apply to Special Assignment pay rates as
set forth in Article IX.
Article VIII
COURT TIME
SECTION 1. Parties agree to incorporate by reference Special Orders No. 61 and No. 88, and
existing departmental policies and written procedures covering the subject of court time except to
the extent they conflict with this agreement.
SECTION 2. Employees required to appear or testify while off-duty and in response to a
subpoena relating to activities arising out of the course and scope of employment, shall receive
premium overtime compensation for a minimum of two (2) hours or the actual number of hours
spent in their testimony or appearance, whichever is greater. For the purposes of this section, the
computation of the actual number of hours shall include all meals and break periods.
SECTION 3. Whenever an employee has been placed on "standby" or on an "on call" status
while otherwise off duty in response to a subpoena relating to activities arising out of the course
and scope of employment, the employee shall receive compensation therefore in cash or
compensatory time off at the straight time rate for two (2) hours irrespective of the duration of
such standby or on call status. If an employee is ordered to continue on "standby" or on "on call"
status beyond 1300 hours (1 :00 p.m.) or the employee is placed in that status after appearing in
court earlier that day, the employee shall receive an additional two (2) hours in cash or
compensatory time off at the straight time rate irrespective of the duration of such "standby" or
on call" status. This provision shall be applicable to employees who have been placed on
stand-by" or "on call' status for the purpose of providing telephonic testimony or providing
testimony in an official proceeding with regard to matters arising out of the course and scope of
employment. For the purposes of this section, an employee shall not be compensated for "on-
call" and "regular wages" at the same time. In addition, an employee who is on a pre-approved
vacation and is placed on court standby shall receive court standby pay in lieu of vacation hours
previously authorized and shall have his vacation hours reduced by the number of hours received
in court standby pay.
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SECTION 4. A sworn peace officer who transfers from another law enforcement agency into
service with the City and is required to appear in court in connection with a criminal or civil
subpoena issued in relation to an incident arising out of that previous employment relationship
shall be allowed to appear in response to the criminal or civil subpoena without loss of pay if the
employee is normally scheduled to be on duty at the time of testimony. If the employee is off
duty at the time of his testimony or appearance, he shall be compensated as if the matter arose
out of the course and scope of his present employment, as set forth in Section 2 above. If the
employee is placed on call or standby and if off-duty, he shall be compensated as though the
matter arose out of the scope of employment as set forth in Section 3 above.
Article IX
SPECIAL ASSIGNMENTS AND SPECIAL PAY PRACTICE
SECTION 1. SPECIAL ASSIGNMENT GUIDELINES. Police Officers and civilian employees
may be assigned, from time-to-time, by the Chief of Police in a special assignment and shall
receive additional compensation, above the employee's regular compensation during the period of
such special assignment, provided the employee is performing all the significant duties of the
special assignment. The amount of additional compensation shall be determined by the special
assignment and special pay provisions as defined in Section 2 of this Article. These special
assignments to positions shall be made or revoked at the discretion of the Chief of Police. The
Police Chief will consult with the Association regarding the development of selection guidelines
for special assignments, however, the decision of the Police Chief is final in determining the
selection guidelines.
A. Police Officers and civilian personnel assigned to positions specified in Section 2 above
shall move on a step-to-step basis without changing anniversary dates.
B. There is no period of Probation required in a special assignment and no permanency or
seniority may be obtained in a special assignment. An employee who has attained
permanency in a classification retains that status during special assignments.
C. Reductions in the number of special assignments which require the removal of one or
more employees from the special assignment shall be based on department seniority.
Whenever an employee is removed from a special assignment because of a reduction in
the number of available assignments, for a two year period after the date on which the
reduction occurred, that employee shall be entitled to fill the first vacancy within that
particular special assignment.
SECTION 2. SPECIAL ASSIGNMENT AND SPECIAL PAY
A. Motor Officers. Police Officers assigned by the Chief of Police in a special assignment as a
Motor Officer shall receive an additional six and one-half percent (6Y2%) compensation
above the employee's regular compensation during the period of such special assignment,
provided the employee is performing all the significant duties ofthe special assignment.
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Motor Officers shall clean and maintain their City issued vehicles during their regular work
hours. If any cleaning or maintenance is required to be done outside the regular work day and
will trigger overtime pay, approval for such work must be obtained from the immediate
supervisor prior to performing such work.
B. Investigators and Gang Unit Detectives. Police Officers assigned by the Chief of Police as
Investigators shall receive an additional seven and one-half percent (7Yz%) compensation
above the employee's regular compensation during the period of such special assignment
provided the employee is performing all the significant duties of the special assignment.
Employees assigned by the Police Chief as a Gang Unit Detective will be selected from a
current Detective list using the rule of the band. Gang Unit Detectives shall receive seven
and one-half percent (7Yz%) compensation above the employee's regular compensation
during the period of such assignment.
C. Crime Scene Investigators. Employees assigned as Crime Scene Investigators shall receive
150.00 per month during the period of such assignment. Employees may be so assigned at
the discretion of the Police Chief or his designee.
D. Training Bonus. Field Training Officers, Dispatchers, and Police Services Officers assigned
to train employees shall receive $150.00 per month, during the period of such assignment.
This sum shall be paid only for those pay periods during which the individual is specifically
assigned to a trainee for any part of the pay period. Corporals shall not qualify for training
bonus.
E. Bilingual Bonus. Employees covered under this agreement may be assigned by the Police
Chief to a Bilingual Assignment. Such employees on Bilingual Assignment shall receive an
additional two-hundred ($200.00) per month, per employee, in addition to their regular salary
for the duration of the assignment. Bilingual Assignments shall be made on the following
basis:
1) The Police Chief, with the approval of the PersonneI'Director, shall determine the
number of Bilingual Assignment positions that are necessary based upon a
demonstrable need and the frequency of use; and
2) The Police Chief shall determine the languages appropriate for Bilingual Assignment;
and
3) Employees receiving Bilingual Assignment compensation shall be required to take
and pass a proficiency test on an annual or as needed basis as determined by the
Personnel Services Department.
F. Canine Officers. Police Officers may be assigned from time to time by the Police Chief as
Canine Handlers and shall be responsible for maintaining, training, and utilizing a police
service dog during their regular duties. The parties recognize that not all care for a police
service dog can be accomplished during the regular work schedule. The parties agree that in
the past, Canine Officers were compensated for all off-duty canine activities through the
special assignment pay and other overtime policies of the City. The parties further agree that
eight (8) hours per month constitutes the number of hours that Canine Officers reasonably
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spend outside the regular work schedule for all time spent in relation to the care,
maintenance, and training of a police service dog and related equipment.
Employees assigned as Canine Officers shall receive six and one-half percent (6\1,%)
compensation above their regular compensation as special assignment pay. In addition,
Canine Officers shall also be compensated for the off-duty care, maintenance, and training of
police service dogs in the amount of eight (8) hours per month at an hourly rate of $13.00 per
hour at time and one-half (8 x $19.50 = $156.00 per month). With appropriate
documentation, the City agrees to separately and additionally compensate a Canine Officer
for visits to the veterinarian and/or other unusual occurrences that are handled outside of the
Canine Officer's regular work hours at the rate of one and one-half times the Canine
Officer's regular rate of pay for the actual number of hours spent in such activities.
The parties agree that payment by the City in accordance with this section shall satisfy all
City FLSA obligations with respect to the care, maintenance, and training of police service
dogs.
There is no period of probation required as a Canine Handler and no permanency or seniority
may be obtained as such a handler. Police Officers assigned as Canine Handlers shall serve
at the pleasure of the Police Chief and may be reassigned at the sole discretion of the Chief.
G. Comorals. Police Officers may be assigned from time to time by the Police Chief as
Corporals within the Patrol, Motors, or Canine units. Police Officers appointed to these
special assignments shall receive as compensation an additional ten percent (10%) per month
in addition to their regular salary. Corporals, while assigned as such, may not pyramid special
assignment pay for the following: Motor Officer, Investigator, Gang Unit Detective, Canine,
Field Training Officer, or Senior Officer. Corporals will, however, be permitted to pyramid
their Corporal special assignment pay with any or all of the following: Crime Scene
Investigator, Bilingual Bonus, Shift Bonus, and CNT/SWAT pay. There is no period of
probation required as a Corporal, and no permanency or seniority may be obtained in such
assignment. Police Officers assigned to this special assignment serve at the pleasure of the
Police Chief and may be reassigned at the sole discretion of the Police Chief. For the
purposes of this section, there shall be no carry-over of payor rank upon re-assignment or
voluntary transfer to another unit. Corporals who accept assignments to Motor, Investigator,
Gang Unit Detective, or Canine shall lose their status as Corporals.
H. Senior Officer Pav. Sworn Police Officers not assigned to a special assignment as defined in
Sections 2 A, B, F, G, or K of this article shall receive five (5) percent Senior Officer pay
upon completion of six (6) years of sworn service with the Orange Police Department.
I. Shift Bonus. All employees who are assigned to shifts that start between 1200 hours (12:00
p.m.) and 0600 hours (6:00 a.m.) and in addition who are either subject to shift rotation or
permanently assigned to a shift commencing within the above time frame shall receive a two
percent (2%) bonus based upon the employee's base salary. Employees not subject to shift
rotation and who are assigned shifts that start between 0600 hours (6:00 a.m.) and 1200 hours
12:00 p.m.) are not entitled to this compensation. The "Bicycle Detail" as well as "Motor
Officer Detail" shall receive the 2% shift bonus regardless of the time the shift begins. Shift
assignments shall be made or revoked at the discretion of the Chief of Police.
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J. CNT and SWAT. All employees assigned to Crisis Negotiation Team (CNT) or SWAT shall
receive an additional $100.00 per month in addition to their regular salary, for the duration of
this assignment. An assignment to the SWAT or CNT team is not considered permanent, and
said assignment to or removal from these units is solely based upon the discretion of the
Police Chief or his designee. It is understood that the department does not need cause or
grounds for the removal of any employee from either of these teams. Such removal is not
considered to be a punitive action, and is not subject to appeal.
K. Gang Unit Rotators. Patrol Officers and Corporals may be specially assigned to the Gang
Unit by the Police Chief, who retains discretion to remove an employee from such special
assignment without cause. Patrol Officers assigned to the Gang Unit will receive seven and
one-half percent (7V,%) compensation above their regular compensation, and Corporals will
continue to receive their ten percent (10%) Corporal pay. Gang Unit Rotators will serve for a
period of one year, which may, upon the mutual agreement of the employee and the Chief of
Police, be extended for a period up to an additional two (2) years. An employee of the rank
of Corporal who is specially assigned to the Gang Unit will retain their Corporal status but
may not pyramid the Gang Unit special assignment pay on top of their Corporal pay. At the
end of an employee's special assignment to the Gang Unit, the employee will resume hislher
regular patrol assignment.
Article X
CAREER DEVELOPMENT PROGRAM AND EDUCATIONAL REIMBURSEMENT
SECTION 1. Sworn Peace Officers hired prior to September 1, 1984, shall be eligible to receive
Career Development Program pay according to the chart below. Employees who qualify for this
pay shall be compensated the following monthly amounts beginning on the first day of the next
pay period following qualification.
REOUIREMENTS
ADDITIONAL
COMPENSATION
A.POST Intermediate Certificate and 30-59 semester units 63.00
B.POST Intermediate Certificate and 60-89 semester units 176.00
C.POST Advanced Certificate and 90 semester units or more 288.00
D.POST Advanced Certificate and a Bachelor's degree 401.00
E.POST Advanced Certificate and Master's degree in area related to
Law Enforcement or Public Management from an accredited university,
as approved by the City Manager. $514.00
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SECTION 2. Sworn Peace Officers hired on or after September I, 1984, shall be eligible to
receive Career Development Program 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.
REOUIREMENTS
ADDITIONAL
COMPENSATION
A.POST Intermediate Certificate and 30-59 semester units 50.00
B.POST Intermediate Certificate and 60-89 semester units 150.00
C.POST Advanced Certificate and 90 semester units or more 250.00
D.POST Advanced Certificate and a Bachelor's degree 350.00
E. POST Advanced Certificate and Master's degree in area related to
Law Enforcement or Public Management from an accredited university,
as approved by the City Manager. $450.00
SECTION 3. EDUCATIONAL REIMBURSEMENT. The City will reimburse employees for
the costs of tuition, textbooks, health fees, and parking fees required for approved community
college and college courses. An approved course is one designated to directly improve the
knowledge of the employee relative to his specific job, or a course that fulfills the requirements
towards attaimnent of a degree in a job-related field, and must be approved by the Chief of Police
and the Personnel Director prior to registration. Reimbursement will be based upon the final
grade received. A final grade of "c" or better qualifies the employee for 100% reimbursement
up to the amount specified in Section 4 of this Article.
SECTION 4. Educational reimbursement payments to an employee shall not exceed one
thousand ($1,000.00) in anyone fiscal year and he must still be employed by the City when the
course is completed. Effective July I, 2006, this benefit shall increase to a maximum of one
thousand two hundred and fifty ($1,250.00) in anyone fiscal year.
Article XI
UNIFORM ALLOWANCE
SECTION 1. The City will purchase uniforms for all regular, full-time and part-time uniformed
members of the Police Department. Qualified part-time members are those employees scheduled
in the budget to work at least twenty (20) hours a week on a year-round basis.
SECTION 2. Safety equipment as designated by the Chief of Police and/or required by law will
be provided by the City. '
SECTION 3. All uniforms and/or safety equipment purchased by the City shall remain the
property of the City.
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Article XII
HOLIDAYS
SECTION 1.
A. Employees covered by this Agreement shall receive each January lone hundred (100)
hours of holiday accrual to be taken as time off or converted to cash. Accruals not used or
converted to cash within the twelve (12) month period between January I and December
31 shall be automatically converted to cash in the first pay period of the new calendar
year.
B. Employees assigned to classifications covered by this Agreement after January I shall
receive prorated holiday accruals, one-twelfth (!l12) of their holiday accrual for each
month remaining in the twelve (12) month period between January I and December 31.
C. To qualify for this benefit, on the applicable January I", employees must be considered
active and not be considered off work due to any form of unpaid leave of absence.
Employees who return to work following an unpaid leave of absence shall receive
prorated holiday accruals, as noted in Section LB. above.
SECTION 2. Employees working on holidays designated below shall receive double pay for
hours worked on the holiday, which shall consist of holiday pay plus the employee's regular
straight time hourly pay for all hours worked, or time off equivalent to the number of hours
worked on the holiday. For the purposes of this provision each holiday will be considered a ten
10) hour day. Employees shall receive no other compensation for working on a holiday, except
that an employee who works hours in excess of regular scheduled work shifts on a designated
holiday shall receive premium compensation.
I) January I" (New Year's Day)
2) The third Monday in February (President's Day)
3) Last Monday in May (Memorial Day)
4) July 4th (Independence Day)
5) First Monday in September (Labor Day)
6) November II th (Veteran's Day)
7) Fourth Thursday in November (Thanksgiving Day)
8) Fourth Friday in November (Day after Thanksgiving)
9) December 25th (Christmas Day)
SECTION 3. Holiday hours shall be taken at the convenience of the City with the approval of the
Police Chief or his duly authorized agent.
SECTION 4. Employees who terminate their employment with the City prior to completing one
1) year of full-time employment shall receive the pro-rata portion of their holiday pay in cash
reimbursement. Pro-rated holiday shall be on the basis of one-twelfth (!l12) of the employee's
annual holiday hours for each full month of service of the employee during the employee's
anniversary year.
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Article XIII
VACATION
SECTION 1. All full-time, regular employees who shall have one (1) year's continuous service
shall thereafter be entitled to a vacation as follows:
After Years 0 f
Service
1 through 4
5 through 10
11
12
13
14
15
Vacation
Hours
80 hours
120 hours
128 hours
136 hours
144 hours
152 hours
160 hours
After completion of fifteen (15) years of continuous employment, all full-time regular employees
described herein shall accrue an additional four (4) hours of vacation per year up to a maximum
of two hundred and twenty (220) vacation hours after thirty (30) years continuous employment
with the City.
SECTION 2. Vacation shall be taken at the convenience of the City with the approval of the
Police Chief or his duly authorized agent. Vacation hours not in excess of hours earned in the
immediately preceding twenty-four (24) month period may be accumulated with the permission
of the Police Chief and the Personnel Director. All vacation hours in excess of the equivalent
number of hours earned in the immediately preceding twenty-four (24) month period shall not be
accrued to the employees accumulated vacation, however, the City will provide a warning to the
employee before cessation of accrual occurs.
SECTION 3. An employee may convert up to fifty (50%) percent of his current annual vacation
accrual into pay in lieu of time off with pay. An employee requesting such a conversion must
meet the eligibility requirements as set forth in either Sections 1 or 2 above, and may so convert
once in a calendar year.
SECTION 4. Employees who terminate their employment shall be paid for all accrued vacation,
if any, and the prorated portion of their final accrual. Pro-rated vacation shall be on the basis of
one-twelfth (1/12) of the employee's annual vacation pay for each full month of service of the
employee during the employee's anniversary year.
Article XIV
PROBATIONARY PERIOD
SECTION 1. An employee initially appointed to a classification shall serve a probationary period
during which he shall have an opportunity to demonstrate suitability for the job. The
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probationary period for police officers shall commence when appointed to the classification or
when the police officer completes the basic recruit academy, whichever is later, and shall
conclude twenty-six (26) pay periods later. The probationary period for dispatchers shall
commence when appointed to the classification and shall conclude twenty-six (26) pay periods
following the completion of the initial dispatcher training. The probation for all other employees
shall conclude twenty-six (26) pay periods after the date of appointment to the classification.
Under certain conditions, with the approval of the Personnel Director and the Police Chief, the
probationary period may be shortened or extended.
SECTION 2. The employee shall attain regular status in the classification upon successful
completion of the probationary period.
SECTION 3. Any probationary employee shall be entitled to appeal termination or demotion
action, in accordance with the Grievance Procedure set forth in this Agreement but is restricted to
the informal part of the grievance process referenced in Article XXV, Section 4.
SECTION 4. Probation Period Re-hires. Any employee who leaves City employment and is
subsequently re-hired must serve a new probationary period as provided under Section 1.
Article XV
OTHER LEAVES OF ABSENCE
SECTION 1. LEAVE WITHOUT PAY.
A. After all available leave benefits have been completely used, a regular employee not
under suspension may make application for leave without pay.
B. If the Police Chief and Personnel Director agree that such leave is merited and in the
interest of the City, leave may be granted for a period not to exceed six (6) months
following the date of expiration of all other leave benefits. No employment benefits
shall accrue to any employee on leave of absence without pay.
C. At the end of such leave, if the employee desires additional leave, written application
must be made to the Personnel Director, stating the reasons why the additional leave
is required and why it would be in the best interests of the City to grant same. If in
the Personnel Director's opinion such additional leave is merited, and would still
serve the best interests ofthe City, he may approve same for a period not to exceed an
additional six (6) months. If the employee does not return to work before or at the
end of the leave of absence or any extension thereof, the employee shall be
terminated.
D. An employee on leave of absence must give the City at least seven (7) days' written
notice of his intent to return to work. During a leave without pay in excess of five (5)
working days, no seniority shall be accumulated. Such leave shall be granted on the
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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 Personnel Director and the Chief of Police or his duly
authorized agent may be subject to termination. Any employee who falsifies the
reason for request for said leave of absence may be terminated for falsifying a request
for leave of absence.
F. Notwithstanding Subsection (A), a regular employee not under suspension may make
application to the Police Chief or his designee for Leave Without Pay for injury or
illness not determined to be compensable under the Workers' Compensation Act. The
employee must use all available sick leave up to a maximum of sixty (60) calendar
days prior to Leave Without Pay being granted.
G. At the convenience of the City with the approval of the Police Chief or his duly
authorized agent, an employee will have the option to use all or part of his available
sick leave, vacation and/or ATO prior to taking Leave Without Pay for the purposes
set forth in Subsection (F).
SECTION 2. PERSONAL NECESSITY LEAVE. Employees may be allowed up to one (1)
working day per month without pay for personal business with approval of the Police Chief.
Employees shall accrue no employment benefits for any personal necessity leave in excess of one
1) day per month. Such personal necessity leave shall be without pay and shall not be
accumulated from month to month.
SECTION 3. JURY DUTY. When required to serve on a jury, all employees shall have time off
for a period of actual service required on the jury. Employees shall receive their regular pay
while serving on jury duty, provided all jury fees paid to the individual employee, less
automobile expenses allowed, are turned over to the City. If an employee is called as a law
enforcement witness, he shall receive normal pay upon the payment of any witness fees that
accrue to the employee for his witness services.
SECTION 4. MILITARY LEAVE OF ABSENCE. If an employee is required to take military
training two weeks or more each year, he shall be entitled to military leave of absence under the
provisions of State law, found in applicable sections of the Military and Veterans' Code. Any
exceptions to this provision shall be considered on a case-by-case basis, with final approval of
the Personnel Director.
SECTION 5. SICK LEAVE. Sick leave with pay shall be allowed, credited, and accumulated in
accordance with the following:
A. For employees working a regular forty (40) hour week, eight (8) hours of sick leave
will accrue for each month of continuous service.
B. For each day the employee is absent, the employee will be charged the number of
hours they are normally scheduled to work that day.
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C. Any employee eligible for sick leave with pay may use such leave for the following
reasons:
I) Medical and dental office appointments during work hours when authorized by
the Police Chief or his authorized agent; and/or
I 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 illness or injury of any employees immediate family.
Immediate family" as used in this subsection is limited to any relation by blood,
marriage or adoption who is a member of the employee's household (under the
same roof), and any parent, substitute parent, parent-in-law, spouse, child, brother,
or sister ofthe employee, regardless of residence.
4) Notwithstanding subsection (2) above, no employee shall be eligible or entitled to
sick leave with pay for any illness or injury arising out of and in the course of City
employment.
D. Sick Leave Application. Except as provided in Section C (3) above, sick leave may
be applied only to absence caused by illness or injury of an employee and may not
extend to absence caused by illness or injury of a member of the employee's family.
In any instance involving use of a fraction of a day's sick leave, the minimum charged
to the employee's sick leave account shall be one-quarter (\I.,) hour, while additional
actual absence of over one-quarter (Y.) hour shall be charged to the nearest one-half
Y:z) hour. The Police Chief shall be responsible for control of employee abuse of the
sick leave privilege. Employees may upon prior notice be required to furnish a
certificate issued by a licensed physician or nurse or other satisfactory written
evidence of any subsequent illness.
E. Sick Leave Pavout Program. Sick Leave shall be paid at the current rate of pay less
8% pay increase described in Article XVill, Section IE for civilian employees or the
9% pay increase described in Article XVill, Section IF for sworn employees and be
paid off according to the following programs:
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I) All sick leave accrued prior to January I, 1997 shall fall under the following
payout program:
a) Accumulated sick leave balances as of December 31,1996 shall be set aside in
a designated sick leave account and no further accumulation will be placed in
this bank. This accumulated sick leave will be available for the employee's
use according to the provisions outlined in subsections C 1),2),3) and 4).
b) Subject to the provisions of Section 6(E), upon retiring from City service and
entering the Public Employees' Retirement System, an employee shall receive
no pay for the first two hundred twenty eight (228) hours of accrued sick
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leave, but shall receive ten percent (10%) pay for the next two hundred and
fifty two (252) hours of accrued sick leave, and thirty five percent (35%) of all
accrued sick leave thereafter.
Effective March 1, 1996, payment will be based upon the employee's current
rate of pay less the 8% pay increase described in Article XVIII Section 1 E for
civilian employees or the 9% pay increase described in Article XVIII Section
IF for sworn employees.
c) Upon the death of an employee while employed by the City, one hundred
percent (100%) of all accrued sick leave benefits accrued prior to January 1,
1997 shall be paid to the beneficiary of the deceased employee. Payment will
be made when proper authorization for payment is received from the estate of
the decedent employee.
2) All sick leave accrued after December 31, 1996, shall be placed in a new accrual
bank, shall have no maximum accrual amount, and shall be paid at the current rate
of pay less the 8% pay increase described in Article XVIII Section IE or the 9%
pay increase described in Article XVIII, Section IF; however, any hours
accumulated in excess of three hundred fifty-two (352) hours shall not be eligible
for any of the following payout programs:
a) Employees with accumulated sick leave balances of less than three hundred
fifty-two (352) hours, combining both sick leave accounts described in
subparagraphs 1) and 2) of Section "E" of this Article in the calculation to
determine eligibility, shall fall under the following payout provision:
Employees who use less than thirty (30) hours of sick leave during the current
calendar year period shall be eligible to cash out, or credit to their accumulated
vacation, sixteen (16) hours of their accumulated sick leave. Sixteen (16)
hours will be deducted from their new accumulated sick leave bank. The
employee must file a sick leave payout designation form by December 31 st of
each calendar year in order to receive the sixteen (16) hours in either cash or
vacation accumulation beginning January 1998 and each subsequent January.
However, no hours will be converted to vacation if said conversion places the
employee's vacation bank over the maximum allowable accrual. In this case,
all sick leave hours eligible for conversion will instead automatically be
converted to cash. Conversion of sick leave to vacation shall occur in the first
pay period of January based upon sick leave usage during the previous payroll
calendar year. If no designation form is filed, the hours will automatically
remain in the employee's new sick leave accumulation account.
b) Employees with accumulated sick leave balances of three hundred fifty-two
352) hours or more, combining both sick leave accounts in the calculation to
determine eligibility, shall fall under the following payout provisions:
A full-time employee may convert unused sick leave from the calendar year
max. 96 hours) to cash or accumulated vacation at a rate of fifty percent
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50%) of their current payrate. For example, an employee who uses no sick
leave during the calendar year may forfeit that ninety-six (96) hours of
accwnulated sick leave in exchange for forty-eight (48) hours of payor
accumulated vacation. The employee must file a sick leave payout
designation form by December 31st of each calendar year in order to receive
the remaining unused sick leave in either cash or vacation accumulation
beginning January 1998 and each subsequent January. However, no hours
will be converted to vacation if said conversion places the employee's
vacation bank over the maximwn allowable accrual. In this case, all sick
leave hours eligible for conversion will instead automatically be converted to
cash. Conversion of sick leave to vacation shall occur in the first pay period
of January based upon sick leave usage during the previous payroll calendar
year. If no designation form is filed, the hours will automatically remain in
the employee's new sick leave accwnulation account.
c) Upon separation of employment from the City for any reason, for sick leave
hours accumulated after December 31, 1996, an employee shall receive no pay
for the first one hundred (100) hours (0 to 100 hours) of accrued sick leave,
but shall receive twenty- five percent (25%) pay for up to the next one
hundred (100) hours, (101 to 200 hours) of accrued sick leave and fifty percent
50%) pay of any remaining accrued sick leave up to one hundred fifty-two
152) hours.
d) Upon the death of an employee while employed by the City, one hundred
percent (100%) of all accrued sick leave benefits up to three hundred fifty-two
352) hours shall be paid to the beneficiary of the deceased employee.
Payment will be made when proper authorization for payment is received from
the estate of the decedent employee.
SECTION 6. Industrial Leave. A regular employee who is temporarily or permanently
incapacitated as a result of injury or illness determined to be compensable under the Workers'
Compensation Act shall be granted industrial leave on the following terms and conditions:
A. A sworn employee granted industrial leave shall continue to be compensated at his
regular rate in lieu of temporary disability payments. Any temporary disability
payments made to the employee by the State Compensation Insurance Fund shall be
remitted to the Finance Department.
B. A civilian employee granted industrial leave shall continue to be compensated at his
regular rate of pay during the first thirty (30) calendar days of his injury. Following
this period, the employee still on approved industrial leave shall be compensated at
eighty percent (80%) of his regular rate of pay up to a maximwn of335 calendar days
in lieu of temporary disability payments.
C. Should it be determined that an employee's illness or injury did not arise in the course
of the employee's employment with the City or that the employee is not temporarily or
permanently incapacitated as a result of the injury or illness, then the employee's sick
19
leave shall be charged to reimburse the City for any payments made to the employee
pursuant to (A) and (B) above.
D. A regular employee who is temporarily or permanently incapacitated as a result of
injury or illness determined to be compensable under the Workers' Compensation Act
shall be granted industrial leave in accordance with Labor Code Section 4850.
E. In accordance with Section 5(C)(4) above, an employee granted an industrial
disability retirement shall not be entitled to any compensation for accumulated sick
leave hours.
SECTION 7. Bereavement Leave. Regular full-time employees shall be entitled to take three
days bereavement leave per incident on the following terms and conditions:
A. Bereavement Leave may only be used upon the death or critical illness where a death
appears to be imminent in the employee's immediate family. "hnmediate family" as
defined for the purposes of this Section shall be limited to: I) any relation by blood,
marriage or adoption, who is a member of the employee's household (living at the
same address); or 2) any parent, substitute parent, parent-in-law, grand parent, aunt,
uncle, spouse, child, brother, or sister of the employee, regardless of residence.
B. A maximum of three (3) days of paid bereavement leave shall be provided per
incident. Subject to the approval of the Police Chief or his designee, additional time
off with pay may be taken and charged to the employee's accumulated vacation or
accumulated compensatory time off account.
C. Bereavement leave shall not accrue and may not be carried forward into the next
calendar year if not used.
D. An employee on bereavement leave shall inform his immediate supervisor of the fact
and the reasons therefore as soon as possible. Failure to inform his immediate
supervisor within a reasonable period of time may be cause for denial of bereavement
leave with pay for the period of absence.
Article XVI
PART-TIME EMPLOYEE BENEFITS
SECTION 1. PART-TIME EMPLOYEES. Part-Time employees who are scheduled in the
budget to work on an average of at least twenty (20) hours per week on a year-round basis will be
entitled to pro-rated fringe benefits.
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Article XVII
INSURANCE
SECTION 1. HEALTH INSURANCE. The City shall contract with PERS (Public Employees'
Retirement System) to make available those health insurance benefits provided under the Public
Employees' Medical and Hospital Care Act (PEMHCA). The PERS Health Benefits Plan shall
replace any other health benefits program maintained by the City for eligible employees, eligible
retirees, and their eligible surviving annuitants.
A. The City shall contribute toward the payment of premiums under the PERS Health Benefits
Plan to each eligible retiree arumitant of PERS, to the extent required by law, a contribution
of $48.40 per month. Effective January I, 2006 this shall be increased to $64.60 per month.
Effective January 1, 2007, this shall be increased to $80.80 per month. Effective January 1,
2008, this shall be increased to $97.00 per month.
B. Flexible Benefits Plan. The City shall administer a Section 125 Flexible Benefits Plan for
active full-time and part-time eligible employees and pay the following amounts to provide
funds for optional dental plans, vision plans, health plans, or miscellaneous pay:
Monthlv Contributions
Effective Dates
Jul 1,2005
Jul 1,2006
Jul 1,2007
If Covered by
City Insurance
as Sin Ie Par
595.00
625.00
656.00
If Waiving City
Insurance as
Famil *
435.00
457.00
480.00
If Covered by
City Insurance as
Famil *
875.00
919.00
965.00
The term "Family" as used in this section shall apply to any employee who covers, or would be eligible
to cover, himself plus one or more family members under the City-sponsored health insurance plan.
C. Any amounts in excess of the amounts designated in Section B necessary to maintain benefits
under any benefits plans selected by the employee shall be borne by the employee.
D. An employee cannot be enrolled in the PERS Health Benefits Plan if a spouse is enrolled in
the same agency or enrolled in an agency with PERS health, unless the employee (or the
spouse) is enrolled without being covered as a family member. Additionally, an employee
may choose to not be enrolled in the Health Benefits Plan. If an employee chooses not to be
enrolled in a health plan, the employee must provide proof, as determined by the Personnel
Department, that comparable medical insurance is in full force and effect. Based upon
determination that insurance is in full force and effect, eligible employees shall receive the
amount stipulated in Section l.B. above noted as "If Waiving City Insurance as Single Party,"
or "If Waiving City Insurance as Family" based upon the level of health insurance coverage
the employee would be eligible to receive. If the employee and spouse are both covered by
this agreement, the employee who chooses not to enroll shall receive the amount above noted
as "If Waiving City Insurance as Family" towards the Flexible Benefits Plan. In the event
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that the employee loses eligibility (with documentation) then the employee may re-enroll in
the PERS Health Benefits Plan pursuant to the PERS Health Benefits Plan.
E. In the event an employee covered under this memorandum is killed in the line of duty, the
City shall make the premium contributions specified in Section 1B Flexible Benefits Plan
listed above for up to five (5) years to any eligible dependent. Premium amounts in excess of
the City's contribution shall be borne by the eligible dependent. Once a dependent becomes
eligible for insurance coverage under another health plan, eligibility for coverage under this
section shall cease. The Police Chief and Personnel Director shall determine whether the
employee's death qualifies as "killed in the line of duty".
F. In the event an employee covered under this memorandum dies for reasons other than the
result of being killed in the line of duty, the City shall make the premium contributions
specified in Section 1B Flexible Benefits Plan listed above for up to one (1) year to any
eligible dependent. This benefit shall be prorated based upon the employee's years of
service:
Years of Service
Percent of Premium Contribution
Paid bv Citv
0-10 years of service
11-15 years of service
15+ years of service
50% of premium contribution
75% of premium contribution
100% of premium contribution
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 2. A long-term disability insurance plan shall be selected by the Association and shall
be open to all employees set forth in Article I Section 1. If, during the term of this Agreement,
the Association desires to change the carrier or the method of funding, then the City shall be
given sixty (60) days prior written notice of such intent.
SECTION 3. The City shall contribute the full premium towards a $23,000 life insurance benefit.
The City shall have the right to change life insurance carriers and administer the life insurance
benefits provided herein.
SECTION 4. Retiree Medical Trust. On July 1,2000, the Association established and created
the "Premium Reimbursement Plan of the City of Orange Police Association Employee Benefit
Trust." The plan was voted on and approved by a majority of the members of the Association.
This Trust is governed by the Trust Agreement and Premium Reimbursement Plan documents.
The purpose of the Trust Fund is to provide an entity to which contributions from participating
employees can be paid and through which the elected or appointed Trustees can create and
administer one or more employee welfare benefit plans for the participating employees on whose
behalf the contributions have been paid and their beneficiaries. These benefits will be paid to the
employees by the Trust as set forth in the Trust Agreement and Premium Reimbursement Plan.
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Further, in accordance with Internal Revenue Code Section 501c and a majority vote of the
Association membership, all full-time employees shall contribute to the plan. As of the date of
this Memorandum of Understanding, the City does not contribute any funds to the plan, but has
agreed to withhold a pre-tax amount from each employee's paycheck, an amount which is set in
accordance with the by-laws of the Benefit Trust. The City then pays these deductions to the
Trust as soon as practical. This amount may change according to the rules and guidelines set
forth in the Trust Agreement and Reimbursement Plan. The responsibility for the maintenance
and investment of the Trust funds rests solely with the Trust's Board of Trustees and the
Association.
Article XVIII
RETIREMENT
SECTION 1. Employees covered by this Agreement shall participate in the Public Employees'
Retirement System (PERS).
A. The City shall grant the safety members ofPERS effective May 20,2001 the 3% at age
50 Retirement Formula as set forth in Section 21362.2 of the California Government
Code. Effective June 29, 2003, and for the term of the agreement, safety members shall
contribute 3.1% of pensionable income, on a pre-tax basis, toward the City's PERS
Employer Contribution Rate to offset some of the costs of the enhanced PERS 3.0% at
age 50 Retirement Program. The City shall pay all remaining employer costs toward the
retirement program for safety members covered herein.
B. Both sworn and civilian employees shall pay the employee retirement contribution rate
through payroll deduction to the Public Employees' Retirement System.
C. Effective June 29, 2003, the City shall provide the PERS 2.7% at age 55 Retirement
Program for miscellaneous employees covered by this Resolution. Effective June 27,
2004, and for the term of this Agreement, miscellaneous employees shall contribute
2.64% of pensionable income, on a pre-tax basis, toward the City's PERS Employer
Contribution Rate to offset some of the costs of the enhanced PERS 2.7% at age 55
Retirement Program. The City shall pay all remaining employer costs toward the
retirement program for miscellaneous employees covered herein.
D.The City shall implement the provisions of Section 414(h)(2) of the Internal Revenue
Code, which allow that the employee contribution to the Public Employees' Retirement
System will be treated as employer contributions for federal and state tax purposes.
E.The base salary of civilian employees covered by this agreement shall be increased by
8%. This salary is "compensation earnable" as defined in Section 20023 of the California
Government Code. It shall be reported as such to the Public Employees' Retirement
System. For purposes of determining other salary bonuses or assigrunent pay, payoffs of
sick leave or vacation accruals, but not overtime compensation, this 8% increase shall not
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be considered, and those calculations shall be based upon the employee's base salary
reduced by 8%.
F. The base salary of sworn employees covered by this agreement shall be increased by 9%.
This salary is "compensation earnable" as defined in Section 20023 of the California
Government Code. It shall be reported as such to the Public Employees' Retirement
System. For purposes of determining other salary bonuses or assignment pay, payoffs of
sick leave or vacation accruals, but not overtime compensation, this 9% increase shall not
be considered, and those calculations shall be based upon the employee's base salary
reduced by 9%.
G. The employee will be provided with a biweekly payroll statement showing the amount of
contribution as deferred.
H. The City will provide the 1959 PERS Survivors Benefit at the Third Level Option.
Article XIX
SAFETY AND HEALTH FITNESS
SECTION 1. The City and the employees of the City agree to comply with all applicable federal
and state laws which relate to health and safety.
SECTION 2. HEALTH FITNESS PROGRAM. In an effort to improve and maintain the
physical and mental well being of all sworn Police personnel, and to reduce the frequency and
intensity of work-related injuries and illness, the Association and the City agree to the following:
A. Smoking
1) As a condition of employment, employees hired after September 1, 1984 shall
refrain from smoking while on duty and effective March 6, 1994 new employees
shall refrain from using any tobacco products while on duty.
2) Existing employees will be encouraged but not required to become non-smokers.
Employees will be provided with information, training, and/or other assistance as
necessary to assist in such effort.
3) Designated smoking/non-smoking areas will be established in Police Department
buildings and facilities.
B. Drug and Alcohol Program. The Association agrees to support the City-wide drug
and alcohol policy for all personnel and will continue to enforce all Orange Police
department policies regarding drug and alcohol use for sworn personnel.
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Article XX
TRAVEL EXPENSE ALLOWED
SECTION 1. The parties agree to incorporate by reference Department Order No. 85 and
existing departmental policies and written procedures covering the subject of travel expense
allowance. The City will provide reimbursement for employees who use a personal vehicle for
City business, at the maximum rate per mile provided under the current IRS guidelines.
Article XXI
EMPLOYEE ORGANIZATIONAL RIGHTS AND RESPONSIBILITY
SECTION 1. DUES DEDUCTIONS. The City shall deduct dues, on a regular basis, from the
pay of all employees recognized to be represented by the Association, who voluntarily authorize
such deduction, in writing, on a form to be provided for this purpose which is mutually agreed to
by the Association and the City. The City shall remit such funds to the Association within ten
10) days following their deduction.
SECTION 2. INDEMNIFICATION. The Association agrees to hold the City harmless and
indemnify the City against any claims, causes of actions, or lawsuits arising out of the 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 his designee, the Association Board shall be granted leave from work to attend to
Association business. The Police Chief, or his designee, is authorized to grant up to a total of
fifty (50) hours off with pay per calendar year for the Association Board (not 50 hours per board
member) for conducting Association business.
Article XXII
LAY-OFF PROCEDURES
SECTION 1. Puroose. The purpose of this article is to establish and communicate the City's
procedures when a lay-off or reduction in force is necessary. All Divisions or assignments within
the Department are subject to lay-offs or reductions in force at the direction of the City Manager.
SECTION 2. Policy. The City retains the right to abolish any position, reduce the work force and
lay-off employees when it becomes necessary due to economic conditions, organizational
changes, lack of work, or because the necessity of a position no longer exists. The following
criteria shall be followed during a layoff or reduction in force.
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SECTION 3. Procedure.
A. The order of layoff or reduction in force within the Department and by classification
shall be in the following order.
I) Temporary employees (19 hours or less)
2) Probationary employees
3) Regular part-time employees
4) Regular full-time employees
B. The order of lay-offs and reductions in force shall be based on Department seniority
within the classification as calculated by the Personnel Director.
C. Whenever an employee is to be laid off, he may transfer or demote to a vacant
position in a lower classification that he previously held within the Police
Department. The employee may also transfer or demote to a vacant position in any
other Department provided that:
1) The position is the same or lower classification;
2) The position is authorized, budgeted and the City intends to fill the vacancy;
3) The employee meets the qualification of the new position.
D. Whenever an employee is to be laid off, he may transfer or demote to a filled position
in a lower classification within the Police Department provided that he:
1) Previously held or supervised a position in the lower classification;
2) Meets or can reasonably meet the qualifications for the new position as
determined by the Personnel Director;
3) Possesses greater seniority with the Police Department to displace an employee in
the lower classification;
4) Requests the demotion in writing within seven days of receiving the layoffnotice;
5) Such demotions or transfers shall be from classification to classification without
regard for previously held special assignments. Employees have no right to
assume a previously held special assignment;
6) Management employees who demote or transfer to a lower classification may not
displace another employee in a special assignment unless that employee is laid off
due to the order of lay-off as established per Section 3A.
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.
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F. Employees to be laid off shall be provided written notice at least seven days in
advance of the lay-off. Notice will be hand delivered to the employee whenever
possible. If personal delivery is not possible, the notice must be sent by certified mail
to the last known address of the employee.
G. Regular employees who are laid off shall be placed on a re-employment list for the
last classification held. Names shall be placed on the list in inverse order of seniority
last released-first re-hired). Vacancies to be filled will be offered first to employees
on the re-hire list.
Other hiring departments must give priority consideration to those employees who
appear on a re-hire list for the same or similar classification. If eligible employees are
not selected for re-hire, the reason for non-selection must be approved by the
Personnel Director.
Employees re-hired by the Police Department must first meet all State and local
requirements for the position. Such requirements include, but are not limited to:
POST certification, background investigation, psychological evaluation and medical
clearance.
Names of qualified individuals shall remain on the re-hire list for two years.
Individuals who refuse to accept a re-hire or who do not respond within seven days to
a written notice that has been sent to their last known address shall be removed from
the re-hire list. It is the employees responsibility to provide the Personnel Department
with a current mailing address. Once re-hired, the employee will be removed from all
re-hire lists.
Article XXIII
CITY RIGHTS
SECTION 1. The City reserves, retains, and is vested with, solely and exclusively, all rights of
Management which have not been expressly abridged by specific provisions of this
Memorandum of Understanding or by law to manage the City, as such rights existed prior to the
execution ofthis Memorandum of Understanding. The sole and exclusive rights of Management,
as they are not abridged by this Agreement or by law, shall include, but not be limited to, the
following rights:
A. To manage the City generally and to determine the issue of policy.
B. To determine the existence or non-existence of facts which are the basis of the
Management decision.
C. To determine the necessity of organization of any service or activity conducted by the
City and expand or diminish services.
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D. To determine the nature, manner, means, and technology, and extent of services to be
provided to the public.
E. Methods of financing.
F. Types of equipment or technology to be used.
G. To determine and/or change the facilities, methods, technology, means, and size of
the work force by which the City operations are to be conducted.
H. To determine and change the number of locations, relocations, and types of
operations, processes, and materials to be used in carrying out all City functions
including, but not limited to, the right to contract for or subcontract any work or
operation ofthe City.
I. To assign work to and schedule employees in accordance with requirements as
determined by the City, and to establish and change work schedules and assignments.
J. To relieve employees from duties for lack of work or similar non-disciplinary reasons.
K. To establish and modify productivity and performance programs and standards.
L. To discharge, suspend, demote, or otherwise discipline employees for proper cause in
accordance with the provisions of procedures set forth in Departmental Disciplinary
Procedure.
M. To determine job classifications and to reclassify employees.
N. To hire, transfer, promote, and demote employees for non-disciplinary reasons in
accordance with this Memorandum of Understanding.
O. To determine policies, procedures, and standards for selection, training, and
promotion of employees.
P. To establish employee performance standards including, but not limited to, quality
and quantity standards; and to require compliance therewith.
Q. To maintain order and efficiency in its facilities and operations.
R. To establish and promulgate and/or modify rules and regulations to maintain order
and safety in the City which are not in contravention with this Agreement.
S. To take any and all necessary action to carry out the mission of the City III
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,
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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 ofthe exercise of such rights is provided for in this Memorandum of Understanding.
Article XXIV
NO STRIKE
PROHIBITED CONDUCT
SECTION 1. The Association, its officers, agents, representatives, and/or members agree that
during the term of this Agreement, they will not cause or condone any unlawful strike, walkout,
slowdown, sick-out, or any other unlawful job action by withholding or refusing to perform
services.
SECTION 2. Any employee who participates in any conduct prohibited in Section 1 above shall
be subject to termination by the City in accordance with the procedures set forth in applicable
State laws and Departmental Disciplinary Manual.
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
1, Association Responsibility, the City may suspend any and all of the rights, privileges, accorded
to the Association under the Employer-Employee Relations Resolution in this Memorandum of
Understanding, including but not limited to suspension of the Grievance Procedure and dues
deduction.
ASSOCIATION RESPONSIBILITY
SECTION 1. In the event that the Association, its officers, agents, representatives, or members
engage in any of the conduct prohibited in Section 1 above, Prohibited Conduct, the Association
shall immediately instruct any persons engaging in such conduct that their conduct is in violation
of this Memorandum of Understanding and unlawful, and they must immediately cease engaging
in conduct prohibited in Section 1 above, Prohibited Conduct, and return to work.
SECTION 2. The City agrees to hold the Association harmless and indemnify the Association
against any claims, causes of actions, or lawsuits arising out of damages related to prohibited
conduct in Section 1 above, Prohibited Conduct, when the Association, in good faith, performs
its responsibilities under Section 1 above, Association Responsibility.
Article XXV
GRIEVANCE PROCEDURE
SECTION 1. DEFINITION OF GRIEVANCE. A grievance shall be defined as a timely
complaint by an employee or group of employees or the Association concerning the
29
interpretation or application of specific provisions of this Memorandum of Understanding, or of
the Rules and Regulations governing personnel practices or working conditions of the City.
No employee shall suffer any reprisal because of filing or processing of a grievance or
participating in the Grievance Procedure.
SECTION 2. BUSINESS 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 of the grieving party. Failure of the grieving party to knowingly fail to comply with any
of the time limits set forth herein shall bar further processing of the grievance. Failure of the
City to comply with the time limits set forth in this 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 his immediate supervisor without undue delay, or in no
case, more than five (5) business days.
Every effort shall be made to find an acceptable solution to the grievance by these informal
means at the most immediate level of supervision. At no time may the informal process go
beyond the Chief of Police. In order that this informal procedure may be responsive, all parties
involved shall expedite this process. When, within five (5) business days, a mutually acceptable
solution has not been reached at the informal level, the employee shall submit the grievance in
writing, on a Grievance form, to be mutually agreed to by the City and the Association, to the
Chief of Police. The grievant is to state the remedy requested to resolve the grievance. At this
point, the grievance hearing process becomes formal. Should the grievant fail to file a written
grievance within ten (10) business days, as outlined under this Section (Section 4), the grievance
shall be barred and waived.
SECTION 5. FORMAL PROCESS. PERSONNEL DIRECTOR. CHIEF OF POLICE. If the
grievance is not resolved through the informal process, and a written grievance is filed within the
time limits set forth above, the grievant shall discuss the grievance with the Personnel Director
and the Chief of Police. The Personnel Director and the Chief of Police shall render a decision
and comments, in writing, regarding the merits of the grievance and return them to the grievant
within ten (10) business days after receiving the grievance.
SECTION 6. FORMAL PROCESS. CITY MANAGER. If the grievance is not resolved in
Section 5 above, or if no answer has been received from the Personnel Director and Chief of
Police within ten (10) business days from the presentation of the written grievance to the
Personnel Director and the Chief of Police, the written grievance shall be presented to the City
Manager, or his duly authorized representative, for determination. Failure of the grievant to take
this action will constitute a waiver and bar to the grievance, and the grievance will be considered
settled on the basis of the last Management grievance response. The City Manager, or his duly
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authorized representative, shall render a final decision on the merits of the grievance and
comments, in writing, and return them to the grievant within ten (10) business days after
receiving the grievance. After this procedure is exhausted, the grievant, the Association, and the
City shall have all rights and remedies to pursue said grievance under the law.
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 State Conciliation Service a list of seven
7) qualified Hearing Officers. Each party shall alternatively strike one name from the list until
only one person remains, who shall be the Hearing Officer. The determination as to which party
strikes first shall be made on a random basis.
The Hearing Officer shall determine whether good cause exists for the imposition of discipline
and, if so, the appropriate degree of discipline, provided that the Hearing Officer may not impose
more severe discipline than that assessed by the Police Department. The decision of the hearing
officer is subject to the right of either party to seek judicial review pursuant to Section 1094.5 of
the California Code of Civil Procedure. The cost of the Hearing Officer shall be split equally
between the City and the Association.
Article XXVI
MISCELLANEOUS PROVISIONS
SECTION 1. PURGING OF DISCIPLINE DOCUMENTATION. An employee may request to
purge documentation of discipline older than five (5) years from the date of the discipline from
his department file, including the employee performance evaluations which refer to the discipline
being purged. Portions of a performance evaluation relating to disciplinary action may be
deleted solely at the discretion of the Police Chief. The Police Chief reserves the right to retain
or purge documents requested by an employee under this section. Copies of any discipline
forwarded and retained in the Personnel Department will remain in the employee's personnel file,
however, if the discipline documentation meets the five (5) years criteria, the employee may
request to have the purged documents placed in a sealed envelope within the personnel file.
This action must be approved by the Personnel Director.
Article XXVII
SOLE AND ENTIRE MEMORANDUM OF UNDERSTANDING
SECTION 1. It is the intent of the parties hereto that the provisions of this Memorandum of
Understanding shall supersede all prior agreements and memorandums of agreement, or
memorandums of understanding, or contrary salary and/or personnel resolutions or
Administrative Codes, provisions of the City, oral and written, expressed or implied, between the
parties, and shall govern the entire relationship and shall be the sole source of any and all rights
31
which may be asserted herein. This Memorandum of Understanding is not intended to conflict
with federal or state law.
Article XXVIII
WAIVER OF BARGAINING DURING THE TERM OF THIS AGREEMENT
During the term of this Memorandum of Understanding, the parties mutually agree that they will
not seek to negotiate or bargain with regard to wages, hours, and terms and conditions of
employment, whether or not covered by the Memorandum or in the negotiations leading thereto,
and irrespective of whether or not such matters were discussed or were even within the
contemplation of the parties hereto during the negotiations leading to this Memorandum.
Regardless of the waiver contained in this Article, the parties may, however, by mutual
agreement, in writing, agree to meet and confer about any matter during the term of this
Memorandum.
Article XXIX
EMERGENCY WAIVER PROVISION
In the event of circumstances beyond the control of the City, such as acts of God, fire, flood,
insurrection, civil disorder, national emergency, or similar circumstances, provisions of the
Memorandum of Understanding or the Personnel Rules or Resolutions of the City, which restrict
the City's ability to respond to these emergencies, shall be suspended for the duration of such
emergency. After the emergency is declared over, this Memorandum of Understanding will be
reinstated immediately. The Association shall have the right to meet and confer with the City
regarding the impact on employees of the suspension of the provisions in the Memorandum of
Understanding during the course of the emergency.
Article XXX
SEPARABILITY PROVISION
Should any provision of this Memorandum of Understanding be found to be inoperative, void, or
invalid by a court of competent jurisdiction, all other provisions of this Memorandum of
Understanding shall remain in full force and effect for the duration of this Memorandum of
Understanding.
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Article XXXI
TERM OF MEMORANDUM OF UNDERSTANDING
The term of this Memorandum of Understanding shall commence on July 1, 2005 and shall
continue in full force and effect until June 30, 2008.
Article XXXII
RATIFICATION AND EXECUTION
The City and the Association have reached an understanding as to certain recommendations to be
made to the City Council for the City and have agreed that the parties hereto will jointly urge said
Council to adopt a new wage and salary resolution which will provide for the changes contained
in said joint recommendations. The City and the Association acknowledge that this
Memorandum of Understanding shall not be in full force and effect until adopted by the City
Council of the City of Orange. Subject to the foregoing, this Memorandum of Understanding is
hereby executed by the authorized representatives of the City and the Association and entered
into this 8th day of November, 2005.
C-'
CITY OF RANGE
I
CITY OF ORANGE
POI"ICEASSOCIATION
t''-
Steven V. Ph tnf Personnell
Employee Reions Director
by: . \--,
David Marks, Vice Pres'
Police Association
by:
Mic,ael D. Harary, Personnel Services
Ma1'1ager
17 .r . .
i) . '."
by:r{JJ2!JJyL/ /.. /? L{/1 ~(>(-)
Debbie Mercer, Secretary, City of Orange Police
Association
by:
David
by:
Dennis Gome , Tr
Association
33
EXHIBIT "1"
CITY OF ORANGE POLICE ASSOCIATION
MONTHLY SALARY RANGES
I
EFFECTIVE JUNE 26, 2005
Four and one-half (4.5%) percent Across-the-Board Salary Increase)
STEP B STEP C STEP D STEP E STEP F
Salary STEP A After 1 After 1 After 1 After 1 After 1
Classification Title Ran e
Civilian Investigative Officer 455 3450 3626 3811 4005 4209 4424
Court Liaison Officer 445 3282 3449 3625 3810 4004 4209
Crime Prevention Specialist 463 3590 3773 3966 4168 4380 4604
Forensic Specialist 492 4149 4360 4583 4816 5062 5320
Parking Control Officer 422 2926 3075 3232 3397 3570 3752
Police Armorer 435 3122 3281 3449 3625 3809 4004
Police Clerk 408 2729 2868 3014 3168 3330 3499
Police Computer Coordinator 440 3201 3364 3536 3716 3906 4105
Police Dispatch Shift Supervisor 486 4026 4232 4448 4674 4913 5163
Police Dispatcher I 442 3233 3398 3571 3753 3945 4146
Police Dispatcher II 468 3681 3868 4066 4273 4491 4720
Police Division Secretary 435 3122 3281 3449 3625 3809 4004
Police Officer 513 4607 4842 5089 5348 5621 5908
Police Records Shift Supervisor 468 3681 3868 4066 4273 4491 4720
Police Services Officer 435 3122 3281 3449 3625 3809 4004
Police Subpoenas & Warrants elk 435 3122 3281 3449 3625 3809 4004
Police Training Coordinator 445 3282 3449 3625 3810 4004 4209
Police Volunteer Coordinator 463 3590 3773 3966 4168 4380 4604
Property Officer 449 3348 3519 3698 3887 4085 4293
Senior Police Clerk 428 3015 3169 3330 3500 3679 3866
I
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EXHIBIT "I" (Continued)
CITY OF ORANGE POLICE ASSOCIATION
MONTHLY SALARY RANGES
EFFECTIVE JUNE 25, 2006
Four and one-half (4.5%) percent Across-the-Board Salary Increase)
STEP B STEP C STEP D STEP E STEPl<
Salary STEP A After 1 After 1 After 1 After 1 After 1
Classification Title Ran e ear
Civilian Investigative Officer 464 3608 3792 3985 4189 4402 4627
Court Liaison Officer 454 3433 3608 3792 3985 4188 4402
Crime Prevention Specialist 472 3755 3946 4148 4359 4582 4815
Forensic Specialist 501 4339 4561 4793 5038 5295 5565
Parking Control Officer 431 3060 3217 3381 3553 3734 3925
Police Armorer 444 3266 3432 3607 3791 3984 4188
Police Clerk 417 2854 3000 3153 3313 3482 3660
Police Computer Coordinator 449 3348 3519 3698 3887 4085 4293
Police Dispatch Shift Supervisor 495 4211 4426 4652 4889 5138 5400
Police Dispatcher I 451 3382 3554 3735 3926 4126 4336
Police Dispatcher II 477 3850 4046 4252 4469 4697 4937
Police Division Secretary 444 3266 3432 3607 3791 3984 4188
Police Officer 522 4818 5064 5322 5594 5879 6179
Police Records Shift Supervisor 477 3850 4046 4252 4469 4697 4937
Police Services Officer 444 3266 3432 3607 3791 3984 4188
Police Subpoenas & Warrants elk 444 3266 3432 3607 3791 3984 4188
Police Training Coordinator 454 3433 3608 3792 3985 4188 4402
Police Volunteer Coordinator 472 3755 3946 4148 4359 4582 4815
Property Officer 458 3502 3680 3868 4065 4273 4490
Senior Police Clerk 437 3153 3314 3483 3661 3848 4044
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EXHIBIT "I" (Continued)
CITY OF ORANGE POLICE ASSOCIATION
MONTHLY SALARY RANGES
I
EFFECTIVE JUNE 24, 2007
Minimum Three Percent (3.0%) Across the Board Salary Increase. Additional Salary
Increases May Be Granted Based on Labor Market Salary Survey - see language below*).
STEP B STEP C STEP D STEP E STEP F
Salary STEP A After 1 After 1 After 1 After 1 After 1
Classification Title Ran e
Civilian Investigative Officer 470 3718 3907 4107 4316 4536 4767
Court Liaison Officer 460 3537 3717 3907 4106 4315 4535
Crime Prevention Specialist 478 3869 4066 4274 4492 4721 4961
Forensic Specialist 507 4471 4699 4939 5191 5455 5734
Parking Control Officer 437 3153 3314 3483 3661 3848 4044
Police Armorer 450 3365 3536 3717 3906 4105 4315
Police Clerk 423 2941 3091 3248 3414 3588 3771
Police Computer Coordinator 455 3450 3626 3811 4005 4209 4424
Police Dispatch Shift Supervisor 501 4339 4561 4793 5038 5295 5565
Police Dispatcher I 457 3484 3662 3849 4045 4251 4468
Police Dispatcher II 483 3967 4169 4382 4605 4840 5087
Police Division Secretary 450 3365 3536 3717 3906 4105 4315
Police Officer 528 4965 5218 5484 5764 6058 6367
Police Records Shift Supervisor 483 3967 4169 4382 4605 4840 5087
Police Services Officer 450 3365 3536 3717 3906 4105 4315
Police Subpoenas & Warrants elk 450 3365 3536 3717 3906 4105 4315
Police Training Coordinator 460 3537 3717 3907 4106 4315 4535
Police Volunteer Coordinator 478 3869 4066 4274 4492 4721 4961
Property Officer 464 3608 3792 3985 4189 4402 4627
Senior Police Clerk 443 3249 3415 3589 3772 3965 4167
The Association and the City will conduct a salary survey by or before July 31,2007 of the eleven (11) pre-selected
cities to determine the maximum (top step) salary for each benchmark classification covered by this MOU. The
benchmark classifications to be surveyed are as follows: Forensic Specialist, Police Clerk, Police Dispatcher II, Police
Division Secretary, Police Officer, Police Services Officer, and Property Officer. The compensation level for all other
I
classifications are considered "aligned" with one of the listed benchmark survey classifications and shall be
compensated accordingly. The survey cities consist of Anaheim, Brea, Costa Mesa, Fountain Valley, Fullerton, Garden
Grove, Huntington Beach, Irvine, Newport Beach, Santa Ana, and Westminster. The contractual July 2007 salary data
from the survey agencies, as well as the City of Orange, will be utilized for any necessary adjustments, however the
City of Orange salary will not be included as part of the median calculation. In the event any classification is below the
median of the eleven (11) surveyed cities, the City shall increase the entire salary range of that classification in 0.5%
increments with a minimum of 3.0% to a maximum of 6. 0% to bring the salary to the SUlY'ey median. The effective date
for any applicable salary increases will be June 24, 2007. The salary table above reflects a 3.0% minimum salary
increase for each classification. This salary table will be amended should the salary range increases exceed 3.0%for
any classification above. This provision shall not apply thereafter.
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