HomeMy WebLinkAboutStaff Report 2303-115211.Adoption of a Memorandum of Agreement with the Palo Alto Police Officers'
Association and the Police Management Association; Adopt an Amendment to correct
the Fire Chiefs‘ Association salary schedules; and, Adopt revised Management and
Professional salary schedules CEQA Status - Not a project
City Council
Staff Report
From: City Manager
Report Type: CONSENT CALENDAR
Lead Department: Human Resources
Meeting Date: April 17, 2023
Report #:2303-1152
TITLE
Adoption of a Memorandum of Agreement with the Palo Alto Police Officers' Association and
the Police Management Association; Adopt an Amendment to correct the Fire Chiefs‘
Association salary schedules; and, Adopt revised Management and Professional salary
schedules CEQA Status - Not a project
RECOMMENDATION
Staff recommends that Council:
1. Adopt a new memorandum of agreement between the City of Palo Alto and the Palo
Alto Police Officers' Association (PAPOA) effective upon adoption through June 30, 2025
(Attachment A) and corresponding salary schedule (Attachment C), and
2. Adopt a new memorandum of agreement between the City of Palo Alto and the Palo
Alto Police Management Association (PMA) effective upon adoption through June 30,
2025 (Attachment B) and corresponding salary schedule (Attachment D), and
3. Adopt a corrected Fire Chiefs‘ Association (FCA) salary schedule (Attachment E,
corrected from February 27, 2023), and
4. Adopt revised Management and Professional salary schedules, effective December 31,
2022 through June 30, 2025 (Attachment F, revised from December 19, 2022).
BACKGROUND
In accordance with California state law regulating local public agencies, the City of Palo Alto
(City) meets and confers in good faith with our recognized labor organizations. The team of
negotiators representing the City, comprised of Human Resources staff, outside counsel and
management representatives, met with labor representatives and successfully reached
Tentative Agreement on successor Memoranda of Agreement (MOA).
The Palo Alto Police Officers’ Association (POA) currently has 76 FTE that are covered under the
MOA. Employees in this unit include the City’s Police Officers, Police Agents and Police
Sergeants. The Palo Alto Police Managers’ Association (PMA) currently has 6FTE that are
covered under the MOA including the classifications of Lieutenant and Captain. Employees
within PMA provide middle and upper-level management for the Police Department’s
personnel and training, field services including patrol and police response, and investigative
services. The prior agreement with POA and PMA was in effect until December 31, 2022 and
a summary of the agreement terms is included in this memo and the proposed MOAs are
attached to this report.
The Fire Chief’s Association reached agreement with the City and the new Memorandum of
Agreement was approved on February 27, 2023.1
ANALYSIS
In alignment with the citywide workforce strategy on recruitment and retention, the parties
negotiated the following terms and conditions targeting competitive market placement and
prioritizing salary and flexibility in benefits increasing employee choice. When coming to
agreement on the prior contract in 2018, the City faced significant vacancies in the Police
Department and recognized the cost and challenges of turnover. The impact of each loss of an
officer is estimated at $200,000 in turnover costs, 12 to 18 months to train a new officer and
the loss of experience and institutional knowledge. The prior agreement helped stabilize
vacancies; however, with the continued industry-wide sparseness of applicants it remains
critical for the City to continue to provide competitive wages and benefits to support workforce
retention. Recent exit survey results identify the top reasons for separation include career
advancement, higher salary, commute, and cost-of-living.
After evaluating the City’s current market placement for these groups in accordance with the
MOA, the MOAs before Council are intended to hold Palo Alto’s targeted competitive market
placement and provide continued uninterrupted services for the community.
The following summarizes the changes to the terms of the agreement with POA and PMA:
•A 2.5 year contract term ending June 30, 2025.
•Targeted market adjustment of 5% upon adoption.
•4% general salary increase in the first full pay period following July 1, 2023, and 4%
general salary increase in the first full pay period following July 1, 2024.
1 City Council February 27, 2023, Agenda Item #3, Staff Report 2301-0906
https://recordsportal.paloalto.gov/Weblink/DocView.aspx?id=82268
•Changes to specific specialty pays
o POA: Traffic Team premium; Field Training Officer pay (for term of contract only)
o PMA: POST Management Education Certification
•Health Benefits Contributions – City’s contributions will be increased to a maximum of
$2,260 per month for calendar year 2023. This contribution, which reflects a 4%
increase, brings POA and PMA into alignment with other groups including International
Association of Firefighters (IAFF), FCA and Management and Professional employees and
will not increase in Year 2 of the contract; employees will instead be provided with
flexible compensation to increase employee choice.
•Flexible Compensation – increase base salary in order to provide more flexibility for
employees with different goals and interests allowing choices for employees
o $100 per month compensation upon adoption
o Additional $100 per month (for a total of $200/month) effective January 2024
•Addition of one floating holiday in recognition of days of historical significance (in-lieu
Holiday Pay)
Salary Schedule Corrections & Revisions:
Fire Chiefs‘ Association (FCA)
Staff recommends adopting the corrected salary schedule for the Fire Chiefs‘ Association (FCA).
A decimal error was made in the calculation of the salary schedule presented and adopted by
City Council on February 27, 2023 (Agenda Item #3). Attachment E to this report reflects the
corrected salary schedule for the Fire Chief’s Association for Council adoption.
Management and Professional Salary Schedule
Staff recommends adopting the revised Management and Professional salary schedule
(Attachment F) adopted by Council on December 19, 20222 (ID#15004) for the following
classifications in the unrepresented Management and Professional group: Fire Chief, Deputy
Fire Chief, and Fire Marshal. These classifications supervise the staff in the FCA and/or the IAFF
Firefighters group and their salary ranges were impacted by the FCA market adjustments (over
term of Fire contracts, a 12% market adjustment was approved). The adjustment to these
ranges are recommended in order to maintain an internal spread between the represented
classifications that is consistent with the City’s practices. The City Manager will review and
2 City Council December 19, 2022, Item #7, Staff Report 15004,
https://recordsportal.paloalto.gov/Weblink/DocView.aspx?id=82159
approve adjustments for these classifications within authority outlined in the Management and
Professional Compensation Plan.
FISCAL/RESOURCE IMPACT
Total Contract
Over 2.5-yr Term
% Budget Change
Over 2.5-yr Term
Annual Ongoing
Cost
POA
PMA
STAKEHOLDER ENGAGEMENT
ATTACHMENTS
APPROVED BY:
Sandra Blanch, Human Resources Director
Palo Alto
Peace Officers' Association
Memorandum of Agreement
July 1, 2018April 10January 1,
2023-June 30, 20212025
City of Palo Alto and PAPOA
April 10January 1, 2023July 1, 2018 – June 30, 20212025
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TABLE OF CONTENTS
PREAMBLE 1
Section 1. Recognition 1
Section 2. No Discrimination 1
Section 3. Association Security 2
Section 4. Payroll Deduction 2
Section 5. No Strikes 2
Section 6. Probationary Period 3
Section 7. Salary Provisions 4
Section 8. Night Shift Differential 9
Section 9. Paid Holidays 9
Section 10. Working Out of Class Pay 10
Section 11. Retention/Career Incentive Program (Special Compensation) 11
Section 12. Dependent Care Assistance Program 11
Section 13. Court Pay 12
Section 14. Health Plans 12
Section 15. Dental Benefits 15
Section 16. Life Insurance Benefits 16
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Section 17. Effective date of Coverage for New Employees 16
Section 18. Retirement Benefits 16
Section 19. Retirement Medical Plan 18
Section 20. Psychological Counseling Program 20
Section 21. Uniforms 20
Section 22. Work Schedule 21
Section 23. Overtime Pay and Compensatory Time Off 34
Section 24. Overtime Sign-Up 35
Section 25. Jury Duty 36
Section 26. Vacation Accrual 36
Section 27. Use of Vacation 37
Section 28. Vacation Pay at Termination 39
Section 29. Vacation Benefits for Deceased Employees 39
Section 30. Effect of Extended Military Leave 39
Section 31. Sick Leave 39
Section 32. Leaves of Absence Without Pay 42
Section 33. Leave of Absence With Pay 43
Section 34. Reduction in Force 44
Section 35. Agents 44
Section 36. Commute Incentives and Parking in Civic Center Garage 44
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Section 37. Disciplinary Action and Unsatisfactory Work or Conduct 45
Section 38. Grievance Procedure 47
Section 39. Bulletin Boards and Telephones 50
Section 40. Access to Association Representatives 50
Section 41. Meeting Places 51
Section 42. Voluntary Leave Program: 51
Section 43. Utilization of Reserves for Field Services Division Events 52
Section 44. Overtime Meals for Investigative Services Division 53
Section 45. Hiring Incentives 53
Section 46. Full Understanding 54
Section 47. Printed Agreement 55
Section 48. Duration 55
City of Palo Alto and PAPOA
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MEMORANDUM OF AGREEMENT
CITY OF PALO ALTO and PALO ALTO PEACE OFFICERS' ASSOCIATION
July 1, 2018 2021April 10, 2022January 1, 2023- June 30, 20212025
PREAMBLE
This Memorandum of Agreement is pursuant to and subject to Sections 3500-3510 of the
Government Code of the State of California, the Charter of the City of Palo Alto, and the City of
Palo Alto Merit System Rules and Regulations. (This Memorandum of Agreement made and
entered into at Palo Alto, California, by and between the City of Palo Alto, a municipal
corporation (hereinafter referred to as "City") and the Palo Alto Peace Officers' Association,
Incorporated, a California corporation (hereinafter referred to as "Association"), is intended to
define agreements reached during the meet and confer process concerning wages, hours,
working conditions, and other terms and conditions of employment for the represented group
of employees.
Section 1. Recognition
The City recognizes the Association as the exclusive representative of an employee group
consisting solely of Police Officer Trainees, Police Officers, Police Agents, and Police Sergeants
who are regularly employed by the City and others who might be amended into the
representation unit from time to time under existing law and the Merit System Rules and
Regulations.
Section 2. No Discrimination
(a) The Association and the City hereby agree that there shall be no discrimination
because of race, color, age, disability, sex, sexual orientation, national origin,
political or religious affiliation, or any other protected classification as provided by
applicable local, state or federal law. There shall be no discrimination in
employment conditions or treatment of employees on the basis of membership or
non-membership in the Association, or participation in the lawful activities of the
Association.
(b) The Association and the City hereby agree to protect the rights of all employees to
exercise their free choice to join the Association and to abide by the express
provisions of applicable State and local laws.
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Section 3. Association Security
(a) When a person is hired in any of the covered job classifications, the City shall notify
that person that the Association is the recognized bargaining representative for the
employee in said Unit and give the employee a current copy of the Memorandum of
Agreement.
(b) If there is no disruption of work, members of the Association Board of Directors may
use a reasonable amount of on-duty time without loss of pay to attend to
Association business specifically related to representation of employees. Such
release time must be cleared in advance by the appropriate division manager who is
a member of management.
For purposes of this section, representation shall include:
(i) Meetings with represented employees or management related to a grievance or
disciplinary action, including investigation and preparation time.
(ii) A meeting with management related to benefits, working conditions or other terms
and conditions of employment.
Section 4. Payroll Deduction
The City shall deduct Association membership dues and any other mutually agreed upon
payroll deduction from the bi-weekly pay of member employees. The dues deduction must be
authorized in writing by the employee on an authorization card acceptable to the City and the
Association. The City shall remit the deducted dues to the Association as soon as possible after
deduction.
Section 5. No Strikes
The Association, its representatives, or members, shall not engage in or cause, instigate,
encourage, sanction, or condone a strike, withholding of services, concerted abuse of leave of
absence provisions, work stoppage or work slowdown of any kind. No employee shall refuse
to cross any picket line in the conduct of Police Department business, nor shall the Association,
its representatives, or members discriminate in any way toward anyone who refuses to
participate in a strike, or any of the job actions cited above.
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Section 6. Probationary Period
(a) The probationary period for new employees entering the classifications of Police
Academy Trainee or Police Officer shall end 12 months following the successful
completion of Police Academy training. The probationary period for lateral entry
positions, where Police Academy training is waived, shall be 12 months. In the
event a probationary employee is absent for a period exceeding one-hundred and
twenty (120) hours during the probationary period, probation will be extended by
an equivalent number of duty hours.
(b) The probationary period shall be regarded as part of the testing process and shall be
utilized for closely observing all aspects of the employee's qualifications, for
ensuring the effective adjustment of a new employee to the position and for
rejecting any probationary employee who in the opinion of management is not
suitable to attain permanent status.
(c) During the probationary period a new employee may be terminated at any
time by the appointing authority without cause. The existence of cause for
termination shall not be arbitrable.
Probationary employees shall not be terminated for reasons that violate
Section 2. No Discrimination, of this Agreement, or for reasons that are
unconstitutional or unlawful.
(d) Probationary Period for New Supervisors
(1) The probationary period for newly promoted Agents and Sergeants shall end
12 months from the effective date of the promotion, excluding time off due to
any unscheduled absence or leave.
(2) The probationary period shall be regarded as part of the testing process and
shall be utilized for closely observing all aspects of the employee’s qualifications,
for ensuring the effective adjustment of a newly promoted employee to the
position and for rejecting any newly promoted probationary employee who in
the opinion of management is not suitable to attain permanent status in the
newly promoted rank.
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(3) During the 12 month promotional probationary period the newly promoted
employee shall be evaluated by his/her direct supervisor on a quarterly basis.
(4) Any on-going and/or significant perceived deficiencies in the probationary
employee’s work performance or supervisory aptitude shall be promptly
communicated to the employee. When appropriate, the employee shall be
provided with additional training and given opportunities to demonstrate their
performance in response to the training. Such perceived deficiencies, any related
training, and performance improvement or lack of response to training shall be
documented by the employee’s supervisor and recorded in the employee’s
quarterly evaluation for the quarter(s) in which the matter was addressed.
(5) During the promotional probationary period, a newly promoted employee
may be demoted to their previous rank at any time by the appointing authority if
the employee demonstrates a lack of suitability for the newly promoted position.
The demotion shall be based upon deficiencies in the performance or aptitude
that have been addressed and documented as outlined in subsection (5). The
existence of cause for demotion shall not be arbitrable. Promotional
probationary employees shall; not be demoted for reasons that violate Section 2
of the Memorandum of Agreement, No Discrimination; or for reasons that are
unconstitutional or unlawful.
(6) In the event that management elects to demote an employee during his or
her probationary period, pursuant to subsection (6), the affected employee may
request a hearing with the Chief of Police. The hearing shall be held promptly
and prior to the intended effective date of demotion, so as to afford the
employee with a meaningful and timely opportunity to respond to the stated
reason(s) for demotion.
Section 7. Salary Provisions
(a) General Salary Increase. Effective the first full pay period following adoption of this
MOA by City Council, salary ranges of all represented classifications will be increased by
three percent (3%).Market Adjustment: Effective the first full pay period including City
Council Adoption, salary ranges of all bargaining unit classifications will be increased by
five percent (5.0%), which is sufficient to bring them to the top quartile of market
median as determined by the City’s market study.
(b) Equity Adjustment: Effective the first full pay period following adoption of this MOA by
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City Council, salary ranges of all represented classifications will be increased by one and
three quarters percent (1.75%).General Salary Increase: Effective the first full pay period
following July 1, 2023, salary ranges of all represented classifications will be increased by
four percent (4.0%).
(c) General Salary Increase. Effective the first full pay period folllowing July 1, 2019 salary
ranges of all represented classifications will be increased by threepercent (3%).2024
salary ranges of all represented classifications will be increased by four percent (4.0%.)
(d) Equity Adjustment: Effective the first full pay period followingJuly 1, 2019, salary ranges of all
represented classifications will be increased byforty five one hundredths of a percent
(0.45%).Flexible Compensation: Effective the first full pay period following City Council
Adoption, and in lieu of an increase to the City contribution towards medical premiums,
each represented classification will have their monthly income increased by $100.
(e) General Salary Increase. Effective the first full pay period following July 1, 2020, salary
ranges of all represented classifications will be increased by three percent (3%).Flexible
Compensation: Effective the first full pay period following January 1, 2024, and in lieu of
an increase to the City contribution towards medical premiums, each represented
classification will have their monthly income increased by an additional $100 (total of
$200).
(f) Total Compensation and Survey Database. Management and the Union have agreed to a
compensation survey database structure. Survey Cities include: Alameda, Berkeley,
Concord, Fremont, Hayward, Milpitas, Mountain View, Redwood City, San Leandro, San
Mateo, Santa Clara, Vallejo, and Walnut Creek. Compensation Criteria includes: top step
salary, maximum longevity, maximum education/POST, uniform allowance, holiday pay,
deferred compensation, employee pick up of employer pension costs (Negative EPMC),
and maximum City paid benefits (medical, dental, vision, life insurance, LTD, and EAP).
The database is intended to provide one source of information concerning how the
compensation paid to employees in bargaining unit job classifications compares to that
paid by other employers.
(g) Salary Steps & Ranges (Eligibility)
New officers attending the basic police academy will be compensated at the “Police
Trainee” level.
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Academy Graduates and Lateral Officers with less than two years experience will be
compensated at the “Police Officer” “Step 1” Level or higher.
Jr. First Class Exam: Officers become eligible to take the exam anytime after they
complete the Field Training Program. However, the pay increase will not become
effective until they have successfully completed the test and have been with the
department for a year from the academy graduation (Laterals a year from hire date).
For employees hired prior to July 1, 2018, the pay increase for Jr. First Class is
compensated at the “Police Officer” “Step 4” level (Approximate 5% Increase). For
employees hired on or after July 1, 2018, the pay increase for Jr. First Class is one step
on the salary schedule (approximate 5% increase), no higher than Step 4.
First Class Exam: Officers become eligible to take the exam any time after they have
successfully completed the Jr. First Class Exam. However, the pay increase will not take
effect until one year from the date of the merit increase for the Jr. First Class exam.
(Lateral officers’ pay increase may be effective one year from the date of hire) For
employees hired prior to July 1, 2018, the pay increase for First Class is compensated at
the “Police Officer” “Step 5” Level (Approximate 5% Increase). For employees hired on
or after July 1, 2018, the pay increase for First Class is one step on the salary schedule
(approximate 5% increase), no higher than Step 5.
Effective the first full pay period following adoption of this MOA by City Council, the City
will Implement a new step 6 following the same percentage difference as steps 1-5.
Employees with one (1) year or more of service with the City of Palo Alto at Step 5 will
be moved to Step 6.
(h) POST Certificate/Incentives
Basic Post: Officers become eligible upon completion of their probationary period.
The certificate must be obtained within 18 months of hire date. (No Salary Increase)
Intermediate POST: Employees that qualify for the Intermediate POST certificate will be
compensated at the corresponding salary schedule (e.g., “Police Officer/Inter”), effective
the first full pay period after the employee provides proof of submission of the required
paperwork to POST (approximate 5% increase).
Advanced POST: Employees that qualify for the Advanced POST certificate will be
compensated at the corresponding salary schedule (e.g., “Police Officer/Adv”), effective
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the first full pay period after the employee provides proof of submission of the required
paperwork to POST (approximate 2.5% increase).
Employees are responsible for contacting Personnel & Training in order to arrange taking
tests and application for POST certificates.
(i) Special assignment premium pay
Effective with the pay period including July 1, 2001, biweekly premium pay for
employees assigned to the indicated specialties will be as follows:
Field Training Premium: 5% of base pay per pay period.
Applies to management-assigned Officers and Agents and Traffic Team members during
each pay period in which they provide training to police recruits, Community Service
Officers or Level II reserve officers who are working on their Level I certificate. Applies
to management-assigned FTO Sergeants during each pay period in which they supervise
assigned FTO Officers or Agents who are actively training police recruits, Community
Service Officers or Level II reserve officers who are working on their Level I certificate.
The parties agree that, for the period beginning the first full pay period following the City
Council adoption of the agreement and ending the last full pay period in June 2025,
Officers, Agents and Traffic Team members who management designates as Field
Training Officers and Sergeants designated as FTO Sergeants will Receive the 5% FTO
premium for all pay periods, without regard to whether they are assigned a police
recruit during that pay period. The Parties also agree to revisit this section to determine
whether to continue this program prior to June 30, 2025.
Traffic Premium: 5% of base pay per pay period.
Effective the first full pay period following City Council adoption of the MOA in 2023,
Officers, Agents and Sergeants who management assigns to routinely and consistently
operate or patrol on a motorcycle.
K-9 Program Premium: 5% of base pay per pay period.,
Effective January 1, 2008, K-9 Officers/Agents shall receive 5% of base pay per pay
period to compensate for the time spent by the K-9 Officer/Agent outside regularly
scheduled work hours to feed, groom, house, exercise, attend to the medical and dental
needs of and otherwise maintain the dog.
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Bilingual Premium: 5% of base pay per pay period.
Applies to representation unit employees certified by management as proficient in other
languages as outlined below.
(i) Approved Languages
Spanish, Chinese (Mandarin and Cantonese), Japanese, Tagalog, Korean,
Vietnamese, Russian, American Sign Language, and such other languages as
determined by management.
(ii) Proficiency Requirements
Officers, Agents, and Sergeants who pass a basic “first responder” proficiency test
administered by a professional linguist will be eligible for bilingual pay. This
proficiency test will be a one time test to ensure the candidate has the ability to
verbally communicate (with the exception of American Sign Language) as a first
responder in the selected Language. First responder proficiency will include, but is
not limited to, the ability to take basic crime and accident reports; issue a citation
and explain the court process; complete a field interview card; give directions; give
a Miranda admonition; and generally be able to communicate with a non-English
speaking person in need of basic police services.
Study material will be provided by the City to all employees to assist in test
preparation.
(iii) Testing Process
In order to best accommodate the wide range of languages, proficiency testing will
be conducted by professional linguists outside the Police Department that have
been agreed upon by the Association and Management. A basic first responder
proficiency exam has been developed based upon the needs of the organization.
The City will pay for the initial test for each employee. Employees who do not pass
the initial test may retest as many times as necessary. However, subsequent tests
will be at the employee’s expense.
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Section 8. Night Shift Differential
(a) Night shift differential shall be paid at the rate of 5% to all FSD personnel for all hours
worked between 6:00 p.m. and 8:00 a.m.
(b) All employees covered under Section 23(d) working a regular shift between 7:00 a.m. and
7:00 p.m. shall receive 5% night shift premium for hours worked between 7:00 p.m. and
7:00 a.m.
Vacation and administrative leave pay for employees who regularly work night shifts shall include
appropriate night shift premiums, relating to night shift hours regularly worked.
Shift adjustment hours for employees who regularly work the 4-11 work schedule shall include the
appropriate night shift premium based on the percentage of usual night shift hours worked to
regular hours.
Section 9. Paid Holidays
(a) All represented employees on leave of absence without pay shall not receive in-lieu holiday
accrual during such leave, or any compensation for holidays occurring during such leave.
(b) Effective with the pay period following adoption of this MOA, eEmployees shall not receive
paid holidays, but in lieu thereof shall receive 3.462 hours straight time pay each full pay
period that they are in paid status, to a maximum payment of ninety (90) hours per year.
Effective the first full pay period following City Council adoption of the MOU in 2023, this
amount shall be increased to 3.846 hours straight time pay each pay period that they are in
paid status, to a maximum payment of one hundred (100) hours per year. Holiday hours
will be pro-rated for employees in paid status a portion of a pay period.
In-lieu hours may be taken as pay or time off. Eligible employees will elect, at the beginning
of each fiscal year, the manner in which the in-lieu hours will be taken. Hours under this
provision will accrue be paid each pay period while in a paidy status and will be paid semi-
annually in June and December. If time off is elected under this provision, such time off
may be taken to the maximum of current accrual balances and subject to management
scheduling approval. Employees working non-field services assignments shall be eligible to
use accrued holiday paid leave time balances for any of the following recognized City
holidays subject to management scheduling approval:
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January 1
Third Monday in January
Third Monday in February
Last Monday in May
July 4
First Monday in September
Second Monday in October
November 11
Thanksgiving Day
Day after Thanksgiving Day
December 25
Either December 24 or December 31, see below
A Day of Reflection in recognition of a day of the employee’s choosing,
including Juneteenth Freedom Day (June 19) or Cesar Chavez/Dolores
Huerta Day (March 31)
Additionally, effective with the pay period following adoption of this MOA, in lieu of restoring
Holiday pay to 120 hours, salary ranges of all represented classifications will be increased by 1.44%.
Section 10. Working Out of Class Pay
Officers, Agents and Sergeants working out of class for a period of four or more consecutiveshifts)
shall be compensated with the following premium pay;
Officers and Agents working as an Acting Sergeant: 7% of base pay for all shifts
Sergeants working as an Acting Lieutenant: 10% of base pay for all shifts
Agents, and Sergeants fulfilling the role of an Acting Sergeant and/or Acting Lieutenant for
individual shifts and/or a number of hours within a shift, shall not receive additional compensation.
Periodically working in this capacity shall be deemed a basic duty within an employee’s job
description.
In accordance with Government Code 20480, an employee assigned to work in an out-of-class
appointment may not exceed 960 hours worked in the appointment within a fiscal year if the
employee is appointed to an upgraded position or higher classification that is vacant during
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recruitment for a permanent appointment. This limitation does not apply to a position that is
temporarily available due to a leave of absence.
Section 11. Retention/Career Incentive Program (Special Compensation)
(a) Retention/Career Incentive Program
On July 1, 2007 the City will initiate a Retention/Career Incentive Program. It is recognized
that hiring, training, and retaining qualified law enforcement personnel is becoming
increasingly difficult, time consuming, and very expensive. This program is designed to
provide greater incentives for hiring new employees, retaining long-term employees, and
attracting quality lateral candidates from other law enforcement agencies. This program
will provide special compensation in the form of premium pay at various levels as
employees reach different career milestones. Both parties acknowledge that in the 2007
negotiations, the cost of the program was partially offset through salary and/or benefit
reductions agreed to elsewhere in this Memorandum of Agreement.
All employees with more than 10 years of service shall receive special compensation in
the form of retention pay at 3% of straight time base pay.
All employees with more than 15 years service shall receive special compensation in the
form of retention pay at 6% of straight time base pay. Maximum under this provision is
6%.
As an incentive to recruit and hire lateral law enforcement personnel from other
agencies, the following shall apply. At the Chiefs discretion, up to 5 years of full time law
enforcement service may be counted towards the years of service outlined above.
Special Compensation/Retention Pay outlined in the Retention/Career Incentive
Program shall be deemed PERSable for the purpose of income and retirement however
will not be a factor when calculating “MOU” (non-FLSA) overtime compensation.
Section 12. Dependent Care Assistance Program and Medical Flexible Spending Accounts.
The City will provide a Dependent Care Assistance Program (DCAP) and Medical Flexible
Spending Account (FSA) for employees according to the provisions of the Federal Economic
Recovery Act of 1981, Code Sections 125 and 129. With the exception of matters within the
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City’s sole control (e.g., establishment of the FSA), all matters related to the FSA shall be
excluded from the MOA grievance procedure. Disputes regarding the administration of the
plan shall be subject to the dispute resolution procedure provided by the plan document.
The FSA will be available to representation unit employees effective January 1, 2019, and remain in
effect subject to a reasonable minimum participation level and availability of third-party
administrative services at a reasonable cost.
Section 13. Court Pay
Sworn Police Personnel appearing in court or in an administrative forum in the course and scope of
their normal duties will be compensated according to the following:
or immediately preceding
or following a shift
Time and one-half for period
before or after scheduled
scheduled work day by
employees of Team #3
scheduled work day by
employees of Team #4 or
appearances
Section 14. Health Plans
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(a) PEMHCA Health Plan
During the term of this contract, the maximum City contribution towards medical premiums
for eligible full time employees per employee category shall be up to a maximum of the
following for any plan:
Medical Premium
Category Contribution* Contribution
(inc
PEMHCA
contribution)
effective from time
of ratification
Contirbution
PEMHCA
contribution)
effective Janaury 1,
2019fir
following City
Employee Only $133151.00 $804 $840871
Employee plus one $133151.00 $1606 $16801742
Employee Family $133151.00 $2088 $21802260
The City’s total maximum contribution towards medical premiums for eligible part time
employees shall be prorated based on the number of hours per week the part-time
employee is assigned to work.
*PEMHCA minimum changes annually. Any increases to the PEMHCA minimum during the
term of this contract will result in a corresponding decrease to the amount of the additional
City contribution, so that the total maximum City contribution never exceeds the amount
listed in the “Total Maximum City Contribution” columns above.
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If the State of California or federal government requires the City to participate and
contribute toward coverage under any medical plan outside of PEMHCA including but not
limited to the Affordable Care Act, the City’s total liability for enrolled employees and
retirees and their eligible family members shall not exceed what the City would have paid
toward PEMHCA coverage in the absence of such state or federal plan. The parties will
meet and confer over the impact of such change on matters within the scope of
representation before implementing any change.
(b) Vision Care
The City will offer vision care coverage for employees and dependents. Coverage is
equivalent to $20 deductible Plan A under the Vision Service Plan, with monthly premiums
paid by the employer. Dependents will include domestic partners, as defined under Section
14 (c).
(c) Active Employee Domestic Partners
Active employee domestic partners whose domestic partnership is registered with the State
of California may add their domestic partner as a dependent to their elected health plan
coverage if the domestic partnership is registered with the Secretary of State.
Active employee domestic partners whose domestic partnership is not registered with the
State, but who meet the requirements of the City of Palo Alto Declaration of Domestic
Partnership, and are registered with the Human Resources Department, will be eligible for a
stipend of two hundred eighty four dollars ($284.00) per month toward the cost of an
individual health plan. Evidence of premium payment will be required with request for
stipend.
(d) Alternative Medical Benefit Program
If a regular employee and/or the employee’s dependent(s) are eligible for and elect to
receive medical insurance through any other non-City of Palo Alto employer-sponsored or
association-sponsored medical plan, the Employee may choose to waive his/her right to the
City of Palo Alto’s medical insurance and receive cash payments in the amount of two
hundred eighty four dollars ($284) for each month City coverage is waived.
Examples of waivers eligible for this payment are:
• Employee waives all applicable City medical coverage; or
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• Employee is eligible to enroll his or her spouse or domestic partner and waives
medical coverage for the spouse or domestic partner; or
• Employee has additional eligible dependents and waives family-level medical
coverage.
Participation must result in a health insurance cost savings to the City and payments per
employee shall not exceed a total of two hundred eighty four dollars ($284.00) per month. To
participate in the program the employee and dependents must be eligible for coverage under
PEMHCA medical plans, complete a waiver of medical coverage form, and provide proof of
eligible alternative medical coverage.
Payments will be made in the employee’s paycheck beginning the first month following the
employee’s completion of the waiver form. Payments are subject to state and federal taxes and
are not considered earnings under PERS law. Employees are responsible for notifying the City of
any change in status affecting eligibility for this program (for example, life changes affecting
dependent’s eligibility for medical coverage through the employee) and will be responsible for
repayment of amounts paid by the City contrary to the terms of this program due to the
employee’s failure to notify the City of a change in status.
(e) Dual Coverage
When a City employee is married to another City employee each shall be covered only once
(as an individual or as a spouse of the other City employee, but not both) and dependent
children, if any, shall be covered by only one spouse
Section 15. Dental Benefits
(a) The City will maintain the present level of benefits on the City-sponsored dental program for
current employees and their dependents, except that the maximum benefits per calendar
year shall be $2,000 effective in 1988. Dental Coverage shall include composite (tooth
colored) fillings for all teeth.
(b) The City provides a 50% of reasonable charges, $2,000 lifetime maximum orthodontic
benefit for representation unit employees and their dependents.
(c) Dependents will include domestic partner, as defined under Section 14 (c).
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(d) Dental implants in conjunction with one or more missing natural teeth, and removal of
dental implants will be covered as a Major Dental Service at 50% usual, customary and
reasonable (UCR).
Section 16. Life Insurance Benefits
The City agrees to continue the basic life insurance plan as currently in effect for the term of this
Memorandum of Agreement.
Section 17. Effective date of Coverage for New Employees
For newly hired regular employees coverage begins on the first day of the month following date of
hire for the health plan, dental plan, vision care plan, and life insurance plans if these benefits are
elected.
Section 18. Retirement Benefits
(a) Safety Pension Group A: “3% at 50” Safety Retirement
The City will continue the present benefits under the Public Employees’ Retirement System
(PERS) “3 percent at 50” (3% @ 50) Retirement Formula per California Government Code
§21362.2 for employees hired before the effective date of the “3 percent at 55” (3% @ 55)
formula for new hires as described herein. The final year compensation for employees hired
under the 3% at 50 formula will continue to be the “single highest year” or the highest
average annual compensation earnable by the member during one (1) year of employment
immediately preceding retirement or the one-year period otherwise designated by the
member (Government Code 20042). Current employees continued to be covered under
Government Code 20692, Employer Paid Member Contribution, to the extent there is a City
paid member contribution in the final year.
(b) Safety Pension Group B: 3% at 55 Safety Retirement
Effective December 7, 2012, the City amended its contract with CalPERS to provide
employees hired on or after that date who are not “new members” of CalPERS as defined in
the Public Employees’ Pension reform act (often referred to as “Classic” CalPERS members)
with the CalPERS retirement formula three percent of final salary at age 55 (3% at 55), with
the final salary determination for such employees of “three highest consecutive years” based
on the highest average annual compensation earnable by the member during three (3)
consecutive years of employment immediately preceding retirement or the three year
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period otherwise designated by the member (Government Code Section 20037). This new
tier also eliminated Section 20692, Employer Paid Member Contribution.
(c) Safety Pension Group C: 2.7% at Age 57 Safety Retirement
Employees hired on or after January 1, 2013 meeting the definition of “new member” under
the Public Employees’ Pension Reform Act (Gov’t. Code s. 7522 et seq.) shall be subject to all
of the provisions of that law, including but not limited to the two point seven percent at age
57 (2.7%@57) retirement formula with a three year final compensation period.
(d) Employee Share of PERS Contribution
Employees in all sworn represented classes in Pension Groups A and B described above will
make a 12% PERS member contributions by payroll deduction.
Employees in all sworn represented classes in Pension Group C described above shall pay the
employee contribution required by the Public Employees’ Pension Reform Act, currently
calculated at fifty percent (50%) of the normal cost, plus an additional 3%.
Trainees will pay the same employee contribution as miscellaneous members while
attending Basic Academy (see section (g) below).
The City will continue to provide for member contributions to be made as allowed under the
provisions of IRS Code §414(h)(2).
(e) Additional Employee PERS Contributions
• Effective the first full pay period following July 1, 2019 or as soon as administratively
possible, all employees regardless of pension formula in this unit shall contribute an
additional 0.5% to the Employer share of pension for a total of 3.5% contribution toward
the Employer share of pension. (Total Employee contribution will be 12.5% for Classic;
50% of Normal Cost plus 3.5% for PEPRA.)
• Additional contributions will coincide with the City amending its contract with CalPERS
to reflect these changes. However, should CalPERS delay or the Association fail to
approve the CalPERS amendment required to incorporate the additional 0.5%
contribution, the City may implement the additional 0.5% effective July 1, 2019 without
a contract amendment., and additional employee PERS contributions under CalPERS
20516 will be provided on a pre-tax basis to the extent allowable by law.
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(f) 457 Deferred Compensation Plan
Effective the first full pay period following July 1, 2019 all employees who are classified as
“New Members” by PERS or “Group C’ by the MOA will receive $50 per month contributed into
their 457 deferred compensation plan. Eligible employees must have an active 457 plan in order to
receive City contirbutions.
1959 Survivor Benefit
The City will continue to provide the basic level (Level 1) of 1959 Survivor Benefit to eligible
employees in accordance with California Government Code §21571.
(g) Military Service Credit
The City’s contract with the Public Employees' Retirement System provides for Section
20930.3, Military Service Credit as Public Service.
(h) Retirement Privileges
All retired employees and spouses of deceased employees shall have residential
privileges at City libraries, refuse disposal area, golf course, and swimming pools.
(i) PERS Status While in Basic Academy.
While an employee is attending Basic Academy, he or she shall participate in the City’s PERS
Miscellaneous Employee retirement plan with the same employee and employer
contribution rates as applies to Miscellaneous City employees represented by SEIU
(classified unit). When the employee successfully completes Basic Academy and is sworn in
by the Police Chief, he or she shall prospectively participate in the PERS Safety Employee
retirement plan.
Section 19. Retirement Medical Plan
(a) Retiree Medical Coverage - Employees hired before January 1, 2006 who have not
voluntarily elected to participate in the Retirement Healthcare Benefits provided in
Government Code section 22893:
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Monthly City-paid premium contributions for a retiree-selected PEMHCA optional plan will
be made in accordance with the Public Employees' Medical and Hospital Care Act
Resolution for employees who retire on or before December 31, 2007. Effective March 1,
2009, for an employee retiring on or after that date, the City will pay up to the monthly
medical premium for the second most expensive plan among the existing array of plans
during the Agreement term. Effective April 1, 2015, for an employee retiring on or after that
date, the City contribution shall be the same contribution amount it makes for active City
employees. The parties mutually agree that the benefits provided in this paragraph for
employees retiring on or after April 1, 2015 will fluctuate from time to time based on the
City’s contributions to health care for active employees. Accordingly, Association members
who retire on or after April 1, 2015 and have not elected to participate in the Retirement
Healthcare Benefits provided in Government Code section 22893, do not maintain a vested
interest in any particular contribution by the City above the amount required under the
PEMHCA.
(b) Retiree Medical Coverage - Employees who voluntarily elect to participate in Government
Code section 22893, and all Employees hired on or after January 1. 2006:
The CalPERS vesting schedule set forth in California Government Code § 22893 will apply to
all Association members hired on or after January 1, 2006, and employees hired prior to
January 1, 2006 who voluntarily elect to participate in the Retirement Healthcare Benefits
provided in Government Code § 22893.
Under this law, an employee is eligible for 50% of the specified employer health premium
contribution after ten (10) years of service credit, provided at least five (5) of those years
were performed with the City of Palo Alto. After ten (10) years of service credit, each
additional year of service credit will increase the employer contribution percentage by 5%
until, at twenty (20) years' service credit, the employee will be eligible upon retirement for
100% of the specified employer contribution. However, the maximum contribution for family
members will be 90% of the specified employer contribution. Notwithstanding any other
term of this section, the City of Palo Alto's health premium contribution for employees hired
on or after January 1, 2006, and employees who voluntarily elect to participate in
Retirement Healthcare Benefits provided by Government Code § 22893, will be the
minimum contribution set by CalPERS under California Government Code § 22893 based on
a weighted average of available health plan premiums.
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Section 20. Psychological Counseling Program
The psychological counseling program currently in effect shall be continued. The program shall
provide 24-hour emergency counseling by independent professional consultants.
Section 21. Uniforms
(a) The City will supply complete uniforms to all sworn personnel. All uniform items are the
property of the City. One complete uniform consists of: (1) three pair of trousers, (2) three
short-sleeved shirts with patches and zippers if desired, (3) three long-sleeved shirts with
patches and zippers if desired, (4) three cotton or two synthetic fiber turtleneck shirts, (5)
hat, (6) duty jacket with patches, (7) necktie, and (8) rain gear. The value of the purchase,
rental and/or maintenance of the required uniforms shall be reported as special
compensation to the extent legally permissible, pursuant to Title 2 CCR, Section
571(a)(5) as Uniform Allowance. Based upon existing uniform standards and the
City’s cost experience, the value of this benefit shall be reported as $42.31 per pay
period.
(b) At the time of initial employment, every sworn employee will be issued one complete
uniform. Uniform items will be replaced on an as-needed basis subject to verification by
management.
(c) The City shall provide uniform cleaning for sworn representation unit personnel.
(d) Personnel are accountable for all uniform items issued to them. If a particular item is lost or
damaged due to employee negligence, the employee will be required to reimburse the City
for value of the item(s) lost or damaged.
(e) The City shall reimburse employees for the full cost of job-related safety boots up to $400
per fiscal year. The City will make the reimbursement only upon proof that the previous
boots have become unserviceable due to wear or damage and upon verification of such
purchase by the employee. (Job-related safety boots shall mean well-constructed, high
topped boots that provide full ankle and foot support, which are selected from list agreed to
by Management and the Association.) All Department-provided safety boots shall be
purchased through this program.
Employees are responsible for the full cost of any low-top, black shoes that are worn with
the uniform.
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Section 22. Work Schedule
(a) Field Services Division 4/11 Schedule
The patrol schedule will have two sides, “A-Side” and “B-Side.” There will be ten patrol
teams each supervised by a Sergeant or Acting Sergeant under the management of
patrol lieutenants. Five Patrol teams will work an “A” schedule and five Patrol teams will
work a “B” schedule.
Patrol officers, agents, and sergeants will report for duty promptly at the designated times
for each team. Patrol team schedules are as follows.
Patrol Division Team Schedules
A-Side B-Side
Team 1A 0500 to 1600 Team 1B 0500 to 1600
Team 2A 0700 to 1800 Team 2B 0700 to 1800
Team 3A 1400 to 0100 Team 3B 1400 to 0100
Team 4A 1800 to 0500 Team 4B 1800 to 0500
Team 5A 2000 to 0700 Team 5B 2000 to 0700
Team’s 2A, 3A, and 4A are designated as field training teams.
(1) 4/11 Work Schedule
The work schedule will be based on an eight (8) day cycle with each employee working four
(4) consecutive days on and having four (4) consecutive days off. The eight (8) day cycle will
advance the employee’s workdays and days off within the calendar week one day every
cycle. The overall cycle repeats itself every eight (8) weeks.
Over the course of a year (26 pay periods) each employee works 182 eleven (11) hour
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regular patrol shifts totaling 2002 hours, 78-hours short of the required fulltime equivalent
work year of 2080 hours.
In the Patrol Division and with the approval of the Patrol Captain, a maximum of two (2)
paired “fixed days” schedules (4 Employees) may be established, at the employees’ request.
The regularly scheduled hours of work for such a position must cover the days off of the
position with which it is paired. For example, one position could have Sunday, Monday,
and Tuesday off while the other could have Thursday, Friday, and Saturday off. It shall be
the responsibility of employees interested in a paired fixed day schedule to identify another
employee who is willing to participate in the paired arrangement. If either employee or the
Department desires to terminate a paired schedule once it is in effect, the employee or
Department, as applicable, must give the other affected parties to the arrangement at least
one (1) full pay period advance written notice. Resumption of the employees’ participation
in the normal rotation shall begin on the first day of the second full pay period following the
date notice is delivered to the other parties.
Employees on a fixed schedule will be required to attend the designated CPT (Continued
Professional Training) training days either on their regularly scheduled workday or on a day
off. If they attend training on their regularly scheduled day off, they will be compensated by
receiving an adjusted day off within the same pay period.
Employees requesting a schedule different from the rotating 4/11 must submit their
request in writing prior to the team selection process. The requests will only be considered
on an extreme hardship basis
The following hours and minimum staffing levels will be observed on both sides of the
Patrol Division. During team overlaps, the combined staffing levels of the teams will serve
to meet minimum staffing levels.
0700-2400 hours 1 Lieutenant/Sergeant Watch Commander
1 Sergeant/Agent Supervisor
6 Officers/Agents
0001-0300hours 1 Lieutenant/Sergeant Watch Commander
1 Sergeant/Agent Supervisor
5 Officers/Agents
0300- 0700 hours 1 Sergeant Supervisor
5 Officers/Agents
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Under routine circumstances, personnel will be able to receive time off as long as minimum
staffing numbers remain available for duty. Management may deny time off to maintain
staffing greater than the minimum numbers outlined above. It’s anticipated this will only
occur in special situations where greater staffing is needed.
(2) Designated CPT Training Days within the 4/11 Schedule:
The 4/11 Schedule will have designated CPT training days and flexible training hours to
make up the seventy-eight (78) hours necessary to complete a full work year. A training
bank will be created for each employee on the 4/11 Schedule to track and monitor the use
and balance of the 78-hours. The training bank and its use are outlined in the next section.
For CPT training days which require employees to travel outside the City of Palo Alto, an
additional two (2) hours of training bank time will be made available to account for all
travel time related to attendance at training. The Division Captain may authorize additional
time on a case-by-case basis.
Management will determine the number of designated CPT training days and stagger them
throughout the year in order to avoid overtime insofar as possible.
Designated CPT training days will be scheduled prior to the beginning of each shift year.
Unless otherwise determined by the Department, there will be five (5) designated CPT
training days each year. These training days will vary in duration but will in most cases be
approximately eight (8) to ten (10) hours in duration. The exact number of designated CPT
training days, their duration in hours, and the remaining flexible training bank time will be
determined prior to shift change and vacation selection. If it’s anticipated that the number
of training days will vary in any given year, Management will notify and, on request, meet
with PAPOA to consider any concerns the Association may have.
Patrol personnel will not be permitted to take vacation on any one of these pre-designated
CPT training days. The Division Captain may authorize an exception based on compelling
circumstances.
The course content and training provided on the designated CPT training days can vary
from year to year to meet current and changing training needs. It will be the responsibility
of the Personnel and Training Division to schedule and coordinate the training on
designated CPT training days. Training days may be scheduled during daytime and/or
nighttime hours to accommodate training needs.
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Sworn employees not on the 4/11 Schedule will be required to attend designated C.P.T.
training days. Each of the training days will be broken into two (2) single day sessions for
Patrol (A side and B side). It is anticipated that approximately fifty percent (50%) of the
non-4/11 employees will attend one (1) of the two (2) days during each of the training
cycles.
If the nature and/or complexity of the training does not allow for a larger groups, multiple
sessions can be scheduled on additional training days.
(3) Flexible Training Hours
This schedule results in seventy-eight (78) hours that will be made up during the year
through designated CPT training days and flexible training time. It is anticipated that
approximately fifty (50) hours will be set aside each year for designated CPT training days
(exact number to be determined each year). Once the hours set aside for designated CPT
training days is established, the remaining hours shall be used for flexible training as
follows.
Employees on the 4/11 Schedule attending training on a day off or outside their normal
shift shall use their available Flexible Training Bank hours (Non-CPT Hours) prior to using
overtime. All Flexible Training Bank hours must be used prior to earning overtime. The only
limitation on the use of these training hours is that no employee can exceed the one
hundred seventy-one (171) hour FLSA limit in any twenty-eight (28) day cycle. The
combination of regular work shifts, designated CPT training days, and flexible training time
cannot exceed one hundred seventy-one (171) hours in any FLSA Cycle. Any hours worked
over one hundred seventy-one (171) in a twenty-eight (28) day cycle are considered
premiums hours and must therefore be paid at the overtime rate.
The following is a list of some of the forms of training that could use hours from the
bank;
SWAT DRO Range Masters
Quarterly Shoots FTO Meetings K-9
Sergeant’s meetings FTO School 11550 School
Radar School Supervisor school All other Training
If an employee doesn’t use his or her flexible training hours during the year, he or she will
be required to make up the difference by either working extra shifts, partial shifts or by
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using vacation, compensatory time off, and/or holiday time from one of their banks at the
end of each fiscal year. The Watch Commander and Supervisor will work with employees to
schedule extra shifts or use vacation, holiday or compensatory time off balances. These
hours are hours the employee is being compensated for during the normal twenty-six (26)
pay periods. The employee must work the hours on a straight time basis or use vacation,
holidays or compensatory time off for the compensation received throughout the year.
(4) Other Training (not covered by the flexible training bank)
The 4/11 Schedule significantly impacts designated CPT training days, shift training, and to
some extent training compensated under the flexible training hours. The following
guidelines should be followed when attending training not covered by the flexible training
hours. All training bank hours, adjusted time off associated with training, and/or overtime
associated to training shall be approved in advance by the employee’s watch commander or
supervisor.
training on a day off. of hours at training or adjustment for one patrol shift.
Adjustments will be documented in the City timekeeping
system.
training on a day on.
timekeeping system.
but less than a
week.
off one patrol shift. Adjustments will be documented in
the City timekeeping system
training on a day off. in training. Adjustments will be documented in the City
training on day on. the training and be expected to work the remainder of
their shift. Adjustments will be documented in the City
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A four (4) or five (5)
day (week) training
session that doesn’t
exceed forty-four
(44) hours.
employee is in their twenty-
employee will be adjusted off the patrol schedule when
attending four or five day training sessions. The employee
will be adjusted from four (4) eleven (11) hour shifts as
compensation for attending the course. The four (4)
adjusted days will be as close to the days the employee
attended training as possible. Employees will not receive
overtime under this situation unless the total time training
exceeds forty-four (44) hours. Adjustments will be noted in
(5) Assignments of Sworn Personnel on the 4/11 Schedule
Each year assignments are made for management staff for the coming fiscal year.
Subsequent to those assignments, officers, agents, and sergeants apply for specialty
positions. At the conclusion of those specialty selections, the Patrol Team Selection process
begins. Each year, the following process will be used for patrol team selection.
Field Services Division Shift Assignment Process:
Field Services sergeants, agents, and officers will select their work team based on the
following criteria.
a. Sergeants, in order of seniority, shall select one of the ten patrol teams. Sergeants
may select any open team with the exception of those teams designated as Field
Training teams. FTO Sergeants, in order of seniority, will select one of the
designated FTO teams.
b. Field Training Officers/Agents, in order of seniority, shall select one of the slots
open and designated as FTO slots on one of the three FTO teams. The following
teams have been pre-designated as training teams: Team 2A, Team 3A, and Team
4A.
c. K-9 Officers/Agents – K-9 officers/agents will generally select one of the night shift
teams: Teams 4 and 5. Selections will be based on rank and seniority. Only one K-9
will be allowed per team and K-9’s will be evenly split between the two sides
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Any exception to these assignments must be requested and approved by the Field
Services Coordinator prior to the start of the selection process.
d. Agents, in order of seniority, shall select any of the open agent’s slots remaining on
any of the patrol teams. A minimum of three (3) agents will be assigned to the A-
Side and a minimum of three (3) agents will be assigned to the B-Side. If a greater
number of agents are assigned to patrol, management will evenly designate agent’s
slots insofar as possible to as many of the patrol teams as possible with the goal
being to have one agent on each patrol team.
e. Officers, in order of seniority, shall select any remaining slot available on any of the
patrol teams.
f. Probationary Officers - May be assigned to teams at the discretion of the Field
Services Division Coordinator. These assignments will be made based on the
developmental needs of the new employee, the staffing needs of the organization,
and in a manner that minimizes the loss of prime bidding slots for more senior
officers/ agents.
Additional Team Selection Guidelines
Prior to the selection process, management shall determine the number of agents,
and officers assigned to each team.
Additionally, management will determine which teams are available for selection by K-9
Officers/Agents. Field Training Officers/Agents, Field Training Sergeants, and probationary
employees shall be subject to administrative assignment.
In the spring of each year, all employees participating in the patrol team selection process
will receive a schedule identifying available slots, the process for team selection, and a date
and time for the employee to make their selection Team Selection Reservations – Once
Officers/Agents/Sergeants select a team, they will be guaranteed that team even if they are
unable to work that team at the start of the shift year due to special assignment, internship,
leave of absence, disability, illness etc.
Officers, Agents and Sergeants may not remain in the same time slot for more then two
consecutive years.
Team change request will be considered with the approval of management.
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Any request for an anticipated change to the assignment of sworn personnel shall be
routed to the Field Services Division Coordinator prior to the selection process.
(6) Vacation Selection
Concurrent Vacation Authorization – Officers and Agents
Patrol Division – Four (4) slots are authorized on the A-Side and four (4) slots are
authorized on the B-Side. It is anticipated that this would equate to two (2) slots on
night shift (Teams 3, 4, and 5) and two (2) slots on day shift (Teams 1, and 2) for
each side.
Any exceptions to these rules may be made by the Field Services Division
Coordinator based on special circumstances.
Concurrent Vacation Authorization - Sergeants
Patrol Division – Two (2) slots are authorized in patrol on the A-Side and two (2)
slots are authorized in patrol on the B-Side. It is anticipated that this would equate
to one (1) slot on the night shift (Teams 3, 4, and 5) and one (1) slot on the dayshift
(Teams 1 and 2) for each side. Exceptions to allow two (2) sergeants vacation at the
same time for special circumstances may be made by the shift lieutenant. Other
exceptions to this rule may be made by the Field Services Division Coordinator.
a. The A-side and B-side will have separate vacation signups. It’s also anticipated
that the dayshift and nightshift will have separate signups. For agents and above,
selection will be based on rank and time in rank. Personnel having the greatest
tenure in rank will have priority. For officers, selection will be based on seniority. If
seniority is equal, low badge number shall have priority.
b. Sergeants will have a separate signup sheet from agents and officers. During the
initial sign up sergeants will have two guaranteed slots per side, one (1) on day shift
and one (1) on night shift. Agents/officers will have four (4) guaranteed slots per
side, two (2) on day shift and two (2) on night shift.
Vacation Selection Process: Vacation selection will occur within a few weeks of the
team selection process each spring. Selections will take place on two days, one day
for the A-Side and one day for the B-Side. Sergeant, agents, and officers will be
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given time slots to come in, call in, or may submit in advance written instructions on
choice for vacation weeks. The selections will be made based on rank and seniority.
Both sides agree to monitor the outcome of the process and enter into a mutual
agreement to continue or discontinue the process.
(7) Time Keeping and Payroll
All employees working under the 4/11 schedule will work eleven (11) hours a day, four (4)
consecutive days a week. These eleven (11) hours will be entered in the timekeeping
system on the day they are worked and/or prior to pay period payroll deadlines. Employees
attending one (1) of the designated CPT training days will enter the hours of training on a
“training timesheet” and enter the time in the timekeeping system. Employees using hours
from their flexible training bank shall complete a “training timesheet” and enter the time in
the timekeeping system.
Employees working the 4/11 Schedule will not receive overtime compensation
for hours worked under the following conditions.
• Hours worked as part of a regular 11-hour work day.
• Hours worked on a designated CPT training days.
• Hours associated to training where hours from the flexible training bank could be
used.
• Non-Mandatory training where adjustments from the patrol schedule are possible.
Overtime shall be paid for “Mandatory” training once training bank hours have been
exhausted.
Overtime shall be paid for “Mandatory” meetings that fall outside the specialty exemption
listed below.
Participation in department specialties including training, meetings, and other activities is
not considered a mandatory activity when it comes to overtime compensation. Wherever
possible, employees participating in department specialties and other non-mandatory
activities will be adjusted off the patrol schedule for these activities. Schedule adjustments
will occur as close to the activity outside the employee’s normal work schedule as possible
and within the same FLSA Cycle.
Schedule adjustments for personnel working nights: All personnel attending a full day of
training on a work day will be adjusted off the patrol schedule for their work shift that day.
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In addition to being adjusted off any shift that starts on the day the training occurs,
employees working Teams 3, 4, and 5 the night before the training will be adjusted off the
night before as follows. If the training is all day starting in the morning hours, these
adjustments will apply.
Team 3: Adjusted off at 2200 hours.
Teams 4 & 5: Adjusted off the entire shift.
If a night shift employee is scheduled for a full day of “Mandatory” training on the morning
of his or her first day off, the same adjustments listed above will apply. In addition to the
necessary adjustment, employees will receive compensation for the training hours through
the use of training bank hours. When training bank hours are exhausted, the employee will
receive overtime.
The time keeping system entries: Each employee must enter his or her time in the
timekeeping system that accurately reflects the hours he or she works. When schedule
adjustments are made, overtime is worked, or training bank time is used, employees must
make appropriate notes in the comment section of the timekeeping system. Supervisors
and timekeepers may complete the timekeeping system entries when employees are
unavailable due to illness or other situations and employees will thereafter verify the
timekeeping entry is accurate upon their return to work.
Managers and supervisor will approve time entries made in the time keeping system.
Managers and supervisors will pay special attention to the use of training bank time and
overtime. Time entries should be reviewed for regular hours and training hours that may
exceed the FLSA guideline of 171 hours in a 28 day cycle.
With the 4-day on 4-day off rotation, employees will work either 66 or 88 hours in each pay
period. The timekeeping system will shift adjust the appropriate number of hours into (+14)
and out of (-8) the employees bi-weekly totals so each employee receives compensation for
80 hours. Regardless of the number of hours worked under the FLSA exemption, an
employee will be compensated for 80 regular hours every bi-weekly payroll cycle.
These shift adjusted hours (-8 or +14) will be added to or taken away from the timecard at
the appropriate day/night shift differential rates for each employee. As an example, if an
employee’s normal shift is paid at 75 percent day rate and 25 percent night rate, all hours
shift-adjusted on to or off the timecard will be adjusted using the same approximate ratio
of 75/25 percent for day/night rates.
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If an employee leaves city service while on the 4/11 schedule, staff and payroll shall
perform the training bank reconciliation of the number of hours the employee is over or
under the normal forty (40) hour workweek rate since the beginning of the current one (1)
year (twenty-six [26] pay period) 4/11 cycle. If the employee has worked more hours than
the forty (40) hour a week average, he or she shall be compensated for those hours at the
regular rate. If the employee is under the forty (40) hour a week average, the hours will be
taken from the employee’s vacation, holiday, or comp time bank and/or deducted at the
regular rate from the employee’s last check.
If an employee’s assignment changes from the 4/11 schedule or to the 4/11 schedule, his or
her over/under rate will be calculated the same as above. Time off, extra shifts worked,
and/or the adjustment of holiday, vacation, and/or comp. time banks will be used to
resolve any differences between actual hours worked and the forty (40) hour weekly
average.
Daylight Savings Time/Pacific Standard Time Changes – Personnel on Team 4 and Team 5
will follow these guidelines when working either the spring forward or fall back. Individuals
working in the spring who would lose an hour of work due to the change to Daylight Savings
Time will report for duty one (1) hour early and work an eleven (11) hour shift at straight
time. Individuals working in the fall will work one (1) additional hour (for a total shift of
twelve (12) hours) due to the change to Pacific Standard Time. Such employees will put in
for one (1) hour of overtime. Nothing in this section prevents an employee from leaving
early or using time off to offset the time when staffing allows and approved by the
Supervisor or Watch Commander.
(8) Maximum Hours Worked - Turn Around Time
Sergeants, agents, and officers may work up to a maximum number of 16 hours in a 24-
hour period. Any work beyond 16 hours must be approved by a watch commander or
member of management and only under exigent circumstances. Any time an employee
works 16 hours or more, they must receive an 8-hour break before returning to duty. If the
8-hour break runs into the employees next shift, those hours are considered adjusted hours
off.
Sergeants, agents, and officers shall not exceed a maximum of one hundred forty (140)
hours in a 14 day pay period. Any work beyond one hundred forty (140) hours must be
approved by the employee’s Lieutenant and Captain, and should rarely occur only under
extreme situations.
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Sergeants and Lieutenants authorizing overtime in excess of the daily limit (16-hours)
and/or the bi-weekly limit (140 hours) shall send a short email to their Lieutenant and
Captain explaining the reason for the excess work.
It is the employee’s responsibility to monitor their hours and notify the supervisor and/or
watch commander of their hours worked when approaching the daily or bi-weekly limits or
being requested to work overtime.
(9) Shift Exchanges
Sergeants, agents, and officers may exchange work shifts with another employee of the
same rank. Agents and officers may be interchangeable if simply filling the role of an officer
on the schedule. Personnel must submit a shift exchange request form to their supervisor
and lieutenant. Shift exchanges require a lieutenant’s approval except when short notice
makes that impossible. Shift exchanges can only occur for entire shifts, Shift exchange
request forms must contain the pay back date for the second half of the shift exchange.
Both halves of the exchange must occur in the same 28-day FLSA Cycle (refer to Yearly 4/11
patrol Schedule for FLSA Cycles). Once an employee agrees to an exchange shift, he or she
is responsible for that shift. If he or she fails to show up for the shift and/or is sick, the time
will be deducted from his or her applicable leave balance to the extent the employee
qualifies for such deduction under the applicable leave policy. Failure to show up for a shift
may also result in disciplinary action.
(10) On-duty workout period and sign up:
When staffing allows and with supervisory approval, employees may workout on-duty for a
period of up to one (1) hour. The hour shall include the work out, a shower, and dressing
time. Specific guidelines and conditions are outlined in the Wellness Program Policy.
(11) Upon written request of either party, Section 22(a) of this MOU will reopen and the
parties will meet and confer over the issue of the patrol work schedule. Any changes will be
by mutual agreement of the City and the Association.
(b) Traffic Team
Sworn members of the Traffic Team shall work a ten-hour (10) day, four (4) day workweek
schedule.
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Traffic Team officers/agents may be assigned as part of minimum staffing at the discretion of
management.
Effective July 1, 2008, the Take Home Motor Program will be discontinued.
On a one time basis, employees assigned to motors who are in paid status the first full pay
period after Council adoption of this MOU, will receive one time non PERSable stipend
representing 2.5% of base salary of the employee’s classification minus applicable state and
federal taxes.
(c) Special Operation Sergeant/Crime Suppression Team
The Special Operations Sergeant and team members shall generally work a ten (10) hour
day, four (4) day workweek schedule. Given the nature of the team’s assignment, it is
anticipated and expected that their schedules should be flexible and adapt to organizational
needs.
(d) ISD and Other Sworn Classifications
All sworn personnel assigned to ISD, Staff Assistant, Personnel and Training and Community
Policing shall work a ten (10) hour day, four-day work week schedule.
(1) Work Schedule
The ten hours shall generally be worked between the hours of 0700 and 1900, with
specific schedules subject to approval by appropriate supervisors. The ten (10) -hour
work schedule shall be worked within a period of ten hours, with a working lunch
period not to exceed thirty (30) minutes. As an alternative, with Management
approval, the ten-hour work schedule may be worked within eleven hours, with a
one (1) hour unpaid lunch break. Changing alternatives will require prior approval
by Management.
(2) Work Week
For ISD personnel, one-half of the Division will work Monday through Thursday,
while the other half will work Tuesday through Friday. All other sworn personnel
covered under Section 23 (b) & (c) will also work either Monday through Thursday,
or Tuesday through Friday.
(3) Late Detective Shift
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Two detectives will be assigned on a rotational basis to the late shift from 1200 to
2200 to provide evening coverage. Assignment to the late detective shift, where
possible, will be by advanced sign up with each detective selecting two weeks each
quarter according to a protocol determined by seniority, needs of the division and
needs of the employee. Generally, there will be one detective from each half of the
division working the late detective shift during each week.
(e) Forty-hour Training Schedule
For all sworn employees who attend training that is four (4) or five (5) days in duration
(a week), their schedules will be adjusted from the normal work week. Employees will
not receive overtime during scheduled training as described here unless it exceeds their
normal forty (40) or forty-four (44) hour workweek. Schedule adjustments will be
documented in the notes section when making the timekeeping system entries.
Section 23. Overtime Pay and Compensatory Time Off
(a) Overtime pay shall be provided at the rate of time and one-half of the employee's regular
rate, including night shift differential, working out of classification pay, and specialty
assignment premium pay as defined under Section 7, 8 and 10.
(b) Compensatory time off, which is approved by management in-lieu of overtime payment on a
staffing available basis, will be taken at the rate of 1-1/2 hours for every hour of credited
overtime. In the event compensatory time off is used as the method of compensating for
overtime, the time off will be taken prior to the end of the quarter in which it is earned
except as provided herein. All compensatory time balances over 80 hours shall be paid at
the end of each quarter (i.e., employee to carry over 80 hours). During the final calendar
year quarter only, employees have the option to:
(1) Employees who have vacation accrual balances of less than two times their annual
accrual rate, less 80 hours, may request in writing prior to the payroll deadline to
convert up to 80 hours of unused compensatory time to vacation per calendar year,
to be transferred in the first pay period of the calendar year.
(2) Employees may cash out their entire compensatory balance but must make this
request before payroll deadline.
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(c) Employees called out to perform work, attend meetings or required training shall be
compensated for at least three hours pay for each occurrence at the appropriate overtime
rate.
Section 24. Overtime Sign-Up
(a) Planned Overtime Planned overtime includes patrol staffing, special events, traffic control
functions or any other overtime needs which can be identified prior to the 20th day of the
preceding month. On or about the 20th of each month, watch commanders will post a list of
dates/shifts requiring overtime for the next month.
Officers, Agents, and Sergeants will be given a reasonable period of time to sign up for the
available overtime assignments. On or about the 25th of the month, planned overtime will be
filled from the sign up list using the rotational overtime call out list.
Agents may place themselves on the sign up list for supervisor overtime, however will only
be considered if no sergeant requests the shift.
Overtime that isn’t filled during the planned overtime process may be filled at
management’s discretion.
Employees assigned to a fixed work schedule such as ISD, P&T, and Staff Assistant may
adjust their work schedule with their manager’s approval in order to work a planned patrol
overtime assignment. This schedule adjustment must be completed within the same work
week as the planned overtime assignment. Schedule adjustments will normally be approved
unless there is a conflict with a previously scheduled activity within the work unit or the
schedule adjustment would be disruptive to the operation of the unit. Employees bidding for
planned overtime requiring a shift adjustment must make a notation next to the assignment
indicating a shift adjustment would be necessary. Only one overtime shift requiring a shift
adjustment can be worked per work week.
(b) Unplanned Overtime. Unplanned overtime is overtime that wasn’t identified prior to the
20th of the preceding month. Unplanned overtime will be filled by the following procedures.
1) The Watch Commander or Supervisor may request an employee extend their
shift or come in early. If a volunteer cannot be identified to hold over or come in early, the
rotational overtime list will be used.
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2) Employees interested in working unplanned overtime will be placed on a rotational
overtime list in order of seniority. When an overtime shift is available, a manager or
supervisor will call the next person on the list. If that person declines the opportunity, is
not available, is already working, or takes the overtime, he/she will be placed at the
bottom of the list. The lists will be continually updated in order to rotate the names.
There will be separate lists for sergeants and officers/agents for unplanned overtime. A
separate supervisory list will be maintained for agents interested in working supervisory
overtime. Agents will be offered supervisory overtime positions only if no sergeants have
accepted the opportunity.
3) If the watch commander or supervisor is unable to fill overtime through any of these
procedures, he or she may order an individual to extend their shift, come in early, or
come in on a day off. A log on those required to work mandatory overtime will be kept
in the overtime book. Mandatory overtime should be rotated in order of reverse
seniority.
c) Overtime Minimum. With regard to both planned and unplanned patrol team overtime,
there is no minimum number of hours. Planned overtime postings and unplanned overtime
will be offered for the actual number of hours needed. If small blocks of overtime aren’t
filled by on-duty personnel adding them to an existing shift, managers may apply a 6-hour
minimum to a shift for personnel coming in on a day off.
(d) These overtime procedures may be reviewed and/or modified at the mutual agreement of
both management and PAPOA.
Section 25. Jury Duty
No employee shall be required to work a combination of jury duty and work time to exceed 12
hours during a 24-hour period. The period shall commence at the required time of appearance for
jury duty. Jury duty is defined as the time between required time of appearance and dismissal.
Work time excused as a result of jury duty will be compensated at the regular rate of pay.
Section 26. Vacation Accrual
Vacation will be accrued when an employee is in pay status and will be credited on a bi-weekly
basis. Such accrual and credit shall not exceed three times the annual rate of accrual. Each eligible
employee shall accrue vacation at the following rate for continuous service performed in pay
status:
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(a) Less than four (4) years - For employees completing less than four years continuous service;
(8) Shifts vacation leave per year.
(b) Four, but less than nine years - For employees completing four, but not more than nine (9)
years continuous service; 12 Shifts vacation leave per year.
(c) Nine (9), but less than fourteen (14) years - For employees completing nine (9), but not more
than fourteen (14) years continuous service; (16) Shifts vacation per year.
(d) Fourteen (14), but less than nineteen (19) years - For employees completing fourteen (14),
but not more than nineteen (19) years continuous service; (18) Shifts vacation leave per
year.
(e) Nineteen (19) or more years - For employees completing nineteen (19) or more years
continuous service; (20) Shifts vacation leave per year.
Example: An employee with less than four (4) years working a 4/10 Schedule will receive eight
(8) Shifts or eighty (80) hours of vacation. The same employee working the 4/11 Schedule will
receive eight (8) Shifts or eighty-eight (88) hours of vacation.
Section 27. Use of Vacation
(a) When to be taken. The time at which an employee may use his/her accrued vacation leave
and the amount to be taken at any one time shall be determined by the department head
with particular regard for the needs of the City, but insofar as possible, considering the
wishes of the employee.
(b) Limitation on use. Employees may not use more than their annual rate of accrual in any
calendar year period, provided, however, that a department head my grant exceptions to
this limitation.
(c) Waiting period. Employees shall complete six months continuous service before using
accrued vacation leave.
(d) Double compensation prohibited. Employees shall not work for the City during their
vacation.
(e) Vacation splitting. It is the intention of the City that vacation be taken in units of one week;
however, with the approval of the department head, an employee may use one week of
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his/her accrued vacation in any calendar year in units of less than one work week, but in no
instance in units of less than one-half of the normal workday or shift. Requests for exception
to this procedure must be approved by the City Manager.
(f) Vacation Cashout. Once each calendar year an employee may cash out eight or more hours
of vacation accrual in excess of 80 hours to a maximum of 120 hours, provided that the
employee has taken at least 80 hours as vacation in the previous 12 months.
1. Effective for the 2012 tax year and each subsequent year, to be eligible to cash out
vacation, employees must pre-elect the number of vacation hours they will cash out
during the following calendar year, up to the maximum of 120 hours, prior to the
start of that calendar year. The election will apply only to vacation hours accrued in
the next tax year and eligible for cash out.
2. The election to cash out vacation hours in each designated year will be irrevocable.
This means that employees who elect to cash out vacation hours must cash out the
number of accrued hours pre-designated on the election form provided by the City.
3. Employees who do not pre-designate or decline a cash out amount by the annual
deadline established by the City will be deemed to have waived the right to cash out
any leave in the following tax year and will not be eligible to cash out vacation hours
in the next tax year.
4. Employees who pre-designate cash out amounts may request a cash out at any time
in the designated tax year by submitting a cash out form to payroll. Payroll will
complete the cash out upon request, provided the requested cash out amount has
accrued and is consistent with the amount the employee predesignated. If the full
amount of hours designated for cash out is not available at the time of cash out
request, the maximum available will be paid.
5. For employees who have not requested payment of the elected cash out amount by
November 1 of each year, Payroll will automatically cash out the pre-designated
amount in a paycheck issued on or after the payroll date including November 1.
Within 90 days of adoption of this MOA, the parties agree to talk further about the
administration and communication of the vacation cash out process.
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Section 28. Vacation Pay at Termination
Employees leaving the municipal service with accrued vacation leave shall be paid the amounts of
accrued vacation to the date of termination. Payments for accrued vacation shall be at the
employee's current rate of pay.
Section 29. Vacation Benefits for Deceased Employees
An employee who is eligible for vacation leave and who dies while in the municipal service shall
have the amount of any accrued vacation paid to the employee's estate within thirty days. This
proration will be computed at the last basic rate of pay.
Section 30. Effect of Extended Military Leave
An employee who interrupts his service because of an extended military leave shall be
compensated for accrued vacation at the time the leave becomes effective.
Section 31. Sick Leave
(a) Statement of Policy. Sick leave shall be allowed and used only in case of actual personal
sickness or disability, medical or dental treatment, or as authorized in Subsection 33 (e),
personal business chargeable to sick leave. Up to 8 days sick leave per year may be used for
illness in the immediate family (spouse, child, parent, parent-in-law, brother, sister,
registered domestic partner, or close relative residing in the household of the employee).
(b) Eligibility. Regular and part-time employees shall be eligible to accrue and use sick leave.
(c) Accrual. Sick leave shall be accrued bi-weekly provided the employee has been in a pay
status for 50 percent or more of a bi-weekly pay period. Sick leave shall be accrued at the
rate of 3.7 hours per bi-weekly pay period.
(d) Accumulation. Accrued sick leave may be accumulated without limit, except as provided in
Section 31(h).
(e) Use. Sick leave may be used as needed and approved, to the point of depletion, at which
time the employee will no longer receive pay for sick leave. A new employee may, if
necessary, use up to forty-eight hours or shift equivalent of sick leave at any time during the
first six months of employment. Any negative balances generated by such utilization will be
charged against future accrual or deducted from final paycheck in the event of termination.
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An employee who has been disabled for 60 consecutive days and who is otherwise eligible
both for payment under the long-term disability group insurance coverage and accrued sick
leave benefits may, at his/her option, choose either to receive the long-term disability
benefits or to utilize the remainder of his/her accrued sick leave prior to applying for
long-term disability benefits.
Sick leave will not be granted for illness occurring during any leave of absence other than
sick leave, unless the employee can demonstrate that it was necessary to come under the
care of a doctor while on such other leave of absence.
When an employee finds it necessary to be absent for any reason, he/she should cause the
facts to be reported to the department within one hour after his/her regular starting time on
the first working day of absence, and shall regularly report on, or account in advance for
each work day thereafter unless hospitalized or otherwise indisposed. Such reports may be
subject to written documentation if there is reasonable evidence that sick leave abuse has
occurred. Sick leave shall not be granted unless such report or advance accounting has been
made, provided, however, that the department head may grant exception to this policy
where the circumstances warrant.
Documentation may also be required if there is a reasonable basis to believe that the
employee may not be medically fit to return to work.
(f) Depletion of Sick Leave Benefits. Upon depletion of sick leave or the beginning of the
period to be covered by payments under the long-term disability group insurance coverage,
whichever comes first, an employee may be granted a medical leave of absence without pay
for a period not exceeding sixty days. If the employee is unable to return to work at the end
of this period, he/she must request further medical leave which will be subject to the
approval of the City Manager. If further leave is granted, the employee must notify the City
of intent to return to work every thirty days. If further leave is not granted, the employee's
service with the City shall be considered terminated.
(g) Forfeiture Upon Termination. Employees leaving the municipal service shall forfeit all
accumulated sick leave, except as otherwise provided by law and Subsection 32(h). In the
event that notice of resignation is given, sick leave may be used only through the day which
was designated as the final day of work by such notice.
(h) Payment for Accumulated Sick Leave. Employees hired before August 1, 1986 who leave
the municipal service in good standing, or who die while employed in good standing by the
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City, and who have fifteen or more years of continuous service shall receive compensation
for unused sick leave hours in a sum equal to two and one-half percent of their unused sick
leave hours multiplied by their years of continuous service and their basic hourly rate of pay
at termination.
For all employees entering the service of the City prior to March 2, 1983, full sick leave
accrual will be paid in the event of termination due to disability.
For all employees hired after August 1, 1986, sick leave accrual accumulation shall be limited
to 1,000 hours with no payoff provision for unused balance at termination.
(i) Sick Leave Re-opener. Upon written request of either party, the parties agree to meet to
confer over the issue of sick leave incentive, including but not limited to: (1) sick leave
payout for employees hired after August 1, 1986 and (2) converting to a paid time off policy
in lieu of both vacation and sick leave. Any changes will be by mutual agreement of the City
and the Association.
(j) Personal Business Leave Chargeable to Sick Leave. Up to 2 Shifts (20-Hours for 4/10
employees and 22-Hours for 4/11 employees) per year of personal business leave may be
chargeable to sick leave. Time off under this provision is subject to management scheduling
approval.
(k) Return to Work or Continue Work With Limited/Alternative Duty. In cases of
non-work-related injury, illness or pregnancy, an employee, upon approval of the
department head, City Risk Manager and the employee's doctor, may elect to return to work
or continue work with doctor-approved limited or alternative duty. Approval for such
limited/alternative duty shall be based upon department ability to provide work consistent
with medical limitations and the length of time of the limitations. Shift employees must be
willing to accept any non-shift limited duty schedule work locations and may be subject to
the reasonable availability of limited duty assignments. The City doctor may be consulted in
determining work limitations. Any assignment to a limited/alternative duty will be on a
temporary basis. The provisions of this section are not intended to create any permanent
light/alternative duty assignments.
Any assignment to a limited/alternative assignment shall not displace any other employee
without consent of all parties, including the Association.
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Section 32. Leaves of Absence Without Pay
(a) Disability. Leaves of absence without pay may be granted in cases of disability not covered
by sick leave. Pregnancy will be considered as any other disability. Leaves of absence for
disability are subject to physicians' verification including diagnosis and medical work
restriction.
(b) Other leaves. Leaves of absence without pay may be granted in cases of personal
emergency or when such absences would not be contrary to the best interest of the City.
Non-disability prenatal and/or postpartum leave is available under this provision, but such
leave shall not begin more than six months prenatal nor extend more than six months
postpartum.
(c) During unpaid leaves of absence for disability or other reasons, the employee may elect to
use accrued vacation credits. Requests for leaves without pay shall not be unreasonably
denied. In order to avoid misunderstandings, all leaves without pay must be in writing to be
effective.
(d) Approval of department head. Leave of absence without pay for one week or less may be
granted by the department head, depending on the merit of the individual case.
(e) Approval by City Manager. Leave of absence without pay in excess of one week's duration
may be granted by the City Manager on the merit of the case, but such leave shall not
exceed twelve months' duration.
(f) Absence without leave. Unauthorized leave of absence shall be considered to be without
pay, and reductions in the employee's pay shall be made accordingly. Unauthorized leave of
absence may result in termination of employment.
(g) Leave of absence; death outside the immediate family. Leave without pay may be granted
a regular employee by his/her department head in the event of death to family members
other than one of the immediate family, such leave to be granted in accordance with Section
34 (b), (c) , (d) and (e).
(h) Military leave of absence. State and federal law shall govern the granting of military leaves
of absence and the rights of employees returning from such absence.
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Section 33. Leave of Absence With Pay
The City Manager may grant a regular employee under his/her control a leave of absence with pay
for a period not exceeding thirty calendar days for reasons he/she deems adequate and in the best
interest of the City.
The City Council may grant a regular employee a leave of absence with pay for a period not to
exceed one year for reasons the Council considers adequate and in the best interest of the City.
(a) Subpoenas; leave of absence. Regular employees who are subpoenaed to appear as
witnesses in behalf of the State of California or any of its agencies may be granted leaves of
absence with pay from their assigned duties until released. The employee shall remit all fees
received for such appearances to the City within thirty days from the termination of his or
her services. Compensation for mileage or subsistence allowance shall not be considered as
a fee and shall be retained by the employee.
(b) Employee's time off to vote. Time off with pay to vote at any general or direct primary
election shall be granted as provided in the State of California Elections Code, and notice
that an employee desires such time off shall be given in accordance with the provisions of
said Code.
(c) Leave of absence; death in immediate family. Leave of absence with pay of three days shall
be granted an employee by the head of his or her department in the event of death in the
employee's immediate family, which is defined for purposes of this section as wife, husband,
son, step-son, son-in-law daughter, step-daughter, daughter-in-law, father, step-father,
father-in-law, mother, step-mother, mother-in-law, brother, step-brother, brother-in-law,
sister, step-sister, sister-in-law, grandmother, grandmother-in-law, grandfather,
grandfather-in-law, grandchildren, aunt, uncle, niece, nephew, registered domestic partner,
or a close relative residing in the household of the employee. Such leave shall be at full pay
and shall not be charged against the employee's accrued vacation or sick leave. Requests for
leave in excess of three days shall be subject to the approval of the City Manager. Approval
of additional leave will be based on the circumstances of each request with consideration
given to the employee’s need for additional time off.
(d) Jury duty; leave of absence. Employees required to report for jury duty shall be granted a
leave of absence with pay from their assigned duties until released by the court, provided
the employee remits to the City all fees received for such duties other than mileage or
subsistence allowances within thirty days from the termination of his/her jury service.
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Section 34. Reduction in Force
In the event of reductions in force, they shall be accomplished wherever possible through attrition.
If the work force is reduced within the bargaining unit for reasons of change in duties or
organization, abolition of position, shortage of work or funds, or completion of work, employees
with the shortest length of service will be laid off first so long as employees retained are fully
qualified, trained and capable of performing remaining work. Length of service for the purpose of
this article will be based on total City service in a regular classification or classifications. Employees
laid off due to the above reasons will be given written notice at least thirty days prior to the
reduction in force. A copy of such notice will be given to the Association.
Section 35. Agents
The number of Agent positions shall be governed by the August 12, 1981, Arbitration Award.
Section 36. Commute Incentives and Parking in Civic Center Garage
Commute Incentives-- Represented employees who qualify may voluntarily elect one of the
following commute incentives:
Public Transit. The City will provide monthly Commuter Checks worth the value of:
$40 for employees traveling three or more zones on Caltrain;
$40 for employees using the Dumbarton Express, BART, the ACE train, or a
commuter highway vehicle;
$35 for employees traveling less than three zones on Caltrain;
$35 for employees using VTA and other buses.
These vouchers may be used toward the purchase of a monthly transit pass.
Carpool. The City will provide carpool vouchers worth the value of $30 per month to each
eligible employee in a carpool with two or more people. These vouchers may be used at
designated service stations toward the purchase of fuel and other vehicle-related expenses.
Vanpool Program. The City will provide Commuter Checks worth the value up to $60 to each
employee voluntarily participating in the Vanpool Program. These vouchers may be used
toward payment of the monthly cost. Employees must fulfill the basic requirements of the
Employee Commute Alternatives Program to qualify.
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Bicycle. The City will provide bicycle vouchers worth the value of $20 per month to eligible
employees who ride a bicycle to work. These vouchers may be used at designated bicycle shops
for related bicycle equipment and expenses.
Walk. The City will provide walker vouchers worth the value of $20 per month to eligible
employees who walk to work. These vouchers may be used at designated stores for expenses
related to walking such as footwear and related accessories.
Parking in the Civic Center Garage--Employees assigned to Civic Center and adjacent work
locations will be provided with a Civic Center Garage parking permit. New employees hired
after June 30, 1994 may initially receive a parking permit for another downtown lot, subject to
the availability of space at the Civic Center Garage.
Section 37. Disciplinary Action and Unsatisfactory Work or Conduct
(a) Except as provided in Section 6 (Probationary Period) of this agreement, no employee shall
be disciplined without just cause. For the purpose of this section, "discipline" shall be
deemed to include discharge, demotion, reduction in salary, written reprimand, disciplinary
probation and suspension. Discipline shall be deemed not to include verbal reprimands or
reductions in force.
(b) Non-probationary employees whose work or conduct is unsatisfactory but not sufficiently
deficient to warrant discipline, demotion, or discharge will be given a written notification of
unsatisfactory work or conduct and an opportunity to improve. Failure to correct
deficiencies and improve to meet standards may result in discipline, demotion or discharge.
(c) Notice of disciplinary action must be in writing and served on the employee in person or by
registered mail prior to the disciplinary action becoming effective. However, in extreme
situations where there is reasonable cause, the employee may be removed from duty
immediately with pay pending such disciplinary action. The notice must be filed on a timely
basis with the Human Resources Department and included in the employee's personnel file.
The notice of disciplinary action shall include:
(1) Statement of the nature of the disciplinary action;
(2) Effective date of the action;
(3) Statement of the cause thereof;
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(4) Statement in ordinary and concise language of the art or the omissions upon which the
causes are based;
(5) Copies of any documents or other items of evidence upon which the disciplinary action
was fully or in part based;
(6) Statement advising the employee of his/her right to appeal from such action, and the
right to Association representation.
(d) If the disciplinary action consists of suspension, any suspension time previously given shall
be credited to the final disciplinary action.
(e) Subject to state law requirements, employees may request that disciplinary actions be
sealed according to the following schedule:
(1) Written reprimands with no recurrence after one (1) year.
(2) Disciplinary probation after three (3) years from the implementation of such probation,
if no other disciplinary action has occurred during that period.
(3) Suspensions less than three (3) days without recurrence, after two (2) years.
(4) Suspensions more than three (3) days but less than six (6) days, after three (3) years.
(5) Suspensions of six (6) days or more, after five (5) years.
For the purpose of these sections, the time starts from the time of action following the Skelly
process (day discipline is imposed).
Written requests for the sealing of disciplinary actions should be directed to the Personnel
and Training Coordinator.
Sealing shall include all memos, letters, correspondence, complaint forms, and any other
material pertaining to the disciplinary action that has been placed in the employee's
personnel file.
Sealing shall not include the sealing of any material related to criminal offenses for which the
employee was charged except in concurrence with the sealing or expungement of criminal
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charges by a court of competent jurisdiction or in the event of a complete exoneration of the
employee by the judicial system.
The City Human Resources Department shall be notified in all cases where sealing of
disciplinary action is taken. Human Resources Department copies of the disciplinary actions
will be disposed of in a manner consistent with the Police Department's action.
The sealed action shall not be held to discriminate against the employee in any subsequent
disciplinary action, or in the event of promotion, merit step raise, transfer, request for
educational leave, modification of duties, vacation selection, application for other
employment, or against any other action the employee may take for his or her personal
improvement.
Once sealed, the file shall not be opened unless the employee requests such unsealing and
then only for examination by the person or persons whom the employee specifies or at the
discretion of the Chief of Police, who in the absence of a demonstrable emergency shall
notify the employee a minimum of 48 hours before the opening of the sealed file and the
reason for opening. In the event the employee cannot be notified in advance, notification
must be made on the employee's first duty day after the sealed file is opened.
Section 38. Grievance Procedure
(a) The City and the Association recognize that early settlement of grievances is essential to
sound employee-employer relations. The parties seek to establish a mutually satisfactory
method for the settlement of employee grievances, or Association grievances, as provided
for below. In presenting a grievance, the aggrieved and/or his or her representative is
assured freedom from restraint, interference, coercion, discrimination or reprisal.
(b) Definition. A Grievance is:
(1) An unresolved complaint or dispute regarding the application or interpretation of
Departmental rules, regulations, policies, and procedures, relating to terms conditions
of employment, wages or fringe benefits; or this Memorandum of Agreement, .
(2) An appeal from a disciplinary action of any kind against an employee covered by this
Memorandum of Agreement.
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(c) Access to the Grievance Procedure.
Except as provided in Section 6, Probationary Period, all employees represented by the
Association may file and process a grievance. Such aggrieved employees may be
represented by the Association or may represent themselves in preparing and presenting
their grievance at any level of review. The Association may file a grievance when an
Association right not directly related to an individual employee becomes subject to dispute.
(d) Conduct of Grievance Procedure.
(1) The time limits specified in this Article may be extended by mutual agreement in writing
of the aggrieved employee or the Association and the reviewer concerned.
(2) Should a decision not be rendered within a stipulated time limit, the aggrieved
employee may immediately appeal to the next step.
(3) The grievance may be considered settled if the decision of any step is not appealed
within the specified time limit.
(4) If appropriate, the aggrieved employee or the Association and Management may
mutually agree to waive any step of the grievance procedure.
(5) Written grievances shall be submitted on forms provided by the City or on forms which
are mutually agreeable to the City and the Association.
(6) Any retroactivity on monetary grievances shall be limited to the date of occurrence,
except in no case will retroactivity be granted prior to three months before the
grievance was filed in writing.
Step I. The aggrieved employee will first attempt to resolve the grievance through informal
discussions with his or her immediate supervisor by the end of the tenth working day following the
discovery of or the incident upon which the grievance is based. Every attempt will be made to
settle the issue at this level. (Note: For purposes of time limits, the working days are considered to
be Monday through Friday, exclusive of City holidays.)
Step II. If the grievance is not resolved through the informal discussion, the employee will reduce
the grievance to writing and submit copies to the division head or equivalent level Management
employee as designated by Management as appropriate within ten working days of the discussion
with the immediate supervisor.
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The division head or equivalent level Management employee shall have ten working days from the
receipt of a written grievance to review the matter and prepare a written statement.
Step III. If the grievance is not resolved at Step II, the aggrieved employee may appeal to his or her
department head in writing within ten working days of the receipt of the division head's response.
The department head shall have ten working days from the receipt of a written grievance to review
the matter and convey his or her decision by written statement.
Step IV. If the grievance is not resolved at Step III, the aggrieved employee may choose between
final and binding resolution of the grievance through appeal to the City Manager or through appeal
to final and binding grievance arbitration. Appeals to final and binding arbitration may be
processed only with Association approval. All Step IV appeals must be filed in writing at the Human
Resources Department Office within ten working days of receipt of the Step III response.
If the aggrieved employee elects final and binding resolution by the City Manager, the City Manager
will choose the methods he or she considers appropriate to review and settle the grievance. The
City Manager shall render a written decision to all parties directly involved within ten working days
after receiving the employee's appeal.
If the aggrieved employee elects final and binding arbitration in accordance with this provision, the
parties shall mutually select an arbitrator. In the event the parties cannot agree on an arbitrator,
they shall mutually request a panel of five arbitrators from the California State Conciliation Service
or from the American Arbitration Association if either party objects to the State Conciliation
Service, and select an arbitrator by the alternate strike method.
The arbitrator shall have jurisdiction and authority only to interpret, apply, or determine
compliance with the provisions of this Memorandum of Agreement and such Merit System Rules,
regulations, policies, procedures, City ordinances, resolutions relating to terms or conditions of
employment, wages or fringe benefits, as may hereafter be in effect in the City insofar as may be
necessary to the determination of grievances appealed to the arbitrator. The arbitrator shall be
without power to make any decision:
(1) Regarding matters of interest.
(2) Contrary to, or inconsistent with or modifying in any way, the terms of this
Memorandum of Agreement.
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(3) Granting any wage increases or decreases.
The arbitrator shall be without authority to require the City to delegate or relinquish any powers
which by State law or City Charter the City cannot delegate or relinquish. Where either party seeks
arbitration and the other party claims the matter is not subject to the arbitration provisions of this
Memorandum of Agreement, the issue of arbitrability shall first be decided by the arbitrator using
the standards and criteria set forth in this section and without regard to the merits of the
grievance. If the issue is held to be arbitrable, the arbitration proceedings will be recessed for up to
five working days during which the parties shall attempt to resolve the grievance. If no resolution is
reached, the arbitrator will resume the hearing and hear and resolve the issue on the merits.
Copies of the arbitrator's decision shall be submitted to the City, the aggrieved employee and the
Union. All direct costs emanating from the arbitration procedure shall be shared equally by the City
and the aggrieved employee or the Association.
Section 39. Bulletin Boards and Telephones
The Association shall have access to existing bulletin boards in Unit employee work areas and to
the City e-mail and voice mail systems for the purpose of posting notices or announcements
including notices of social events, recreational events, membership meetings, results of elections
and reports on minutes of Association meetings. Any other material must have prior approval of
the Police Chief. Action on approval will be taken within 24 hours of submission. Emails sent for
Association business shall be copied to the Human Resources Director at distribution.
City telephones may be used for Association business so long as there is no disruption of work and
all toll or message unit calls are charged to the Association credit card.
Section 40. Access to Association Representatives
Representatives of the Association are authorized access to City work locations for the purpose of
conducting business within the scope of representation, provided that no disruption of work is
involved and the business transacted is other than recruiting of members or collecting of dues, and
the representative must notify the Human Resources Department office prior to entering the work
location.
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Section 41. Meeting Places
The Association shall have the right to reserve City meeting and conference rooms for use during
non-working hours. Such meeting places will be made available in conformity with City's
regulations and subject to the limitations of prior commitment.
Section 42. Voluntary Leave Program:
(a) The City of Palo Alto has established a Peace Officer Voluntary Leave Program to provide
members of the Palo Alto Peace Officers’ Association, Incorporated (hereafter referred to
as “PAPOA”) the opportunity to donate their accrued vacation time to assist fellow
members of PAPOA either due to: (a) an employee’s own verifiable non-industrial
catastrophic illness or injury (as defined herein) or (b) in order to care for a member of the
employee’s immediate family (spouse, child, parent or registered domestic partner
suffering from a verifiable catastrophic illness or injury) and have exhausted or will
presently exhaust all of their paid leave.
In order to be eligible to receive donated leave, an employee must have a catastrophic
illness or injury or an employee’s immediate family member must have a catastrophic
illness or injury that requires the employee to provide full-time care for this family member.
Care will be taken to emphasize the voluntary nature of the plan and to insure
confidentiality of employee participants and medical conditions (where applicable).
A Police Officer Voluntary Leave Sharing Program has been established to accept donations
of vacation in accordance with the Program’s guidelines. All donations shall be:
1. Voluntary
2. Irrevocable
3. Confidential, unless disclosure is required by law
4. In whole hour increments of at least (4) hours, with hours donated being converted to
donee hours based on the donee’s salary rate (so that there will be no cost to the City
due to salary differential)
5. The employee shall be required to exhaust all other types of leave to request donated
leave
6. It is understood that employees seeking or receiving leave under this program will apply
for long-term disability benefits for which they may be eligible
7. Where any of the period during which an employee receives donated leave is
designated as family leave under the California Family Rights Act (CFRA) or Family
Medical Leave Act (FMLA), the employee will be eligible for continuation of medical and
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other available benefits during that family leave period (for up to 12 weeks), in
accordance with the requirements of those laws. If the employee receiving donated
leave is not eligible for CFRA/FMLA benefit continuation, or after the employee has
exhausted the available CFRA/FMLA leave period, the employee will need to pay the
premiums for continued medical and other available benefits if the employee chooses
to continue such coverages through the City.
8. If the donation request is based on the need for an employee to care for an immediate
family member, as defined above, the family member must require full-time care by the
employee. Certification of this requirement by a health care professional is required.
9. The maximum donated time a donee may receive is 12 months (if available).
10. Applications to donate leave or receive leave under this Program are made to the
Human Resources Department.
11. This is a pilot program and is subject to cancellation by either party.
PAPOA members interested in donating leave or in applying to receive donated leave shall
complete forms provided by the Human Resources Department. If an applicant for leave is
found to meet the criteria set forth herein, Human Resources will determine the availability
of and (as applicable) allocation of donated paid leave. Payroll will be notified in writing of
the number of hours to be deducted from each donating employee’s vacation balance and
transferred to the donee employee(s).
(b) The City reserves the right to modify or terminate this program at any time.
(c) Catastrophic Illness or Injury (also referred to as “medical emergency” in Revenue Ruling
90-29 and Sections 801(c) and 812 of the Merit Rules and Regulations): A non-occupational
medical condition of an employee that will require the prolonged absence of the employee
from duty and which will result in a substantial loss of income to the employee because the
employee will have exhausted all paid leave available apart from the Voluntary Employee
Leave Sharing Program. Non-disability postpartum leave as referenced in Merit Rule 801(b)
shall not be considered a catastrophic illness or injury under this policy.
(d) Nothing in this section precludes an Association member from utilizing or participating in
the City’s Voluntary Employee Leave Sharing Program.
Section 43. Utilization of Reserves for Field Services Division Events
(a) Management will determine staffing levels for each event.
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(b) Events for which the department receives reimbursement will be staffed by regular officers,
except that in the event a sufficient number of regular officers are unavailable, reserve
officers may be used.
(c) Reserves may be used for the May Day Parade, Stanford University or NFL football games,
park patrol, Black and White Ball, and supplemental patrol staffing in excess of levels set
forth in the Field Services Staffing Levels general order.
(d) Events, for which the department does not receive reimbursement, may be staffed in the
ratio of two reserve officers to one regular officer. Reserves may be used in any situation
where an insufficient number of regular officers are available.
(e) Staffing for the University Avenue Street Fair will consist of no less than a 1:1 ratio of
regular officers to reserve officers.
Section 44. Overtime Meals for Investigative Services Division
Effective July 1, 1996, for ISD personnel who are working authorized investigative overtime
extending for a period either four hours after the conclusion of their normal work shift, or four
hours prior to the beginning of the normal work shift, shall be entitled to reimbursement for the
appropriate meal at the City per diem rate. The meal reimbursement shall also apply for any
authorized investigative overtime on a weekend or holiday in excess of four hours.
Section 45. Hiring Incentives
Qualified lateral officers, who have a current basic or higher POST certificate, hired during the term
of this agreement may upon City Manager approval:
(a) Accrue vacation leave at a beginning rate equal to the rate they were earning at their
previous employer, subject to a maximum of 160 hours per year with progression to higher
accrual rates as provided in Section 27, Vacation Accrual; and
(b) Begin their employment with the City with a sick leave balance not to exceed 96 hours.
(c) Receive a hiring incentive. Any future hiring incentive program will be discussed with the
Association prior to implementation and the Department will reasonably consider any
recommendations from the Association regarding internal referral programs to be utilized in
conjunction with that program.
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(d) Laterals returning to the Palo Alto Police Department must have been separated from the
City for a minimum of 2 years to be eligible for this incentive program.
(e) Based on years of service, level of experience, and educational achievement, experienced
lateral officers may receive a starting salary at any appropriate level within the “Police
Officer” classification as deemed appropriate by the City Manager on recommendation of
the Chief of Police.
Section 46. Full Understanding
(a) The Memorandum of Agreement contains the full and entire understanding of the parties
regarding the matters set forth herein.
(b) It is the intent of the parties that ordinances, resolutions, rules and regulations enacted
pursuant to this Memorandum of Agreement be administered and observed in good faith.
(c) Nothing in this agreement shall preclude the parties from mutually agreeing to meet and
confer on any subject within the scope of representation during the term of this agreement.
(d) Should any of the provisions herein contained be rendered or declared invalid by reason of
any existing State or Federal legislation or by reason of State Supreme Court or U. S.
Supreme Court ruling, such invalidation of such part or portion of this Memorandum of
Agreement shall not invalidate the remaining portions hereof, and they shall remain in full
force and effect, insofar as such remaining portions are severable.
(e) Prior Agreements & Side Letters: Upon Implementation of this agreement, all prior
agreements and side letters become null and void. In any instance where internal
department polices and/or practices are in conflict with this agreement, this agreement shall
take precedence.
(f) During the term of this Memorandum of Agreement, Management may propose certain
changes in the City Merit System Rules and regulations. With regard to such changes which
pertain to the representation unit, the parties agree to review, and upon request, meet and
confer regarding the changes.
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Section 47. Printed Agreement
The City will provide copies of the Memorandum of Agreement resulting from these negotiations in
booklet form to all represented employees.
Section 48. Duration
Except as expressly and specifically provided otherwise herein for the retroactive application of a
specific provision(s), this Memorandum of Agreement shall become effective upon ratification by
both parties hereto and remain in effect through June 30, 20251.
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EXECUTED:
FOR: FOR:
PALO ALTO PEACE OFFICERS' CITY OF PALO ALTO
ASSOCIATION
Chistopher Correira
Sandra Blanch, Human Resources Director
Joel Hornung
Tori Anthony,Manager Employee and Labor Relations
Joshua Salkeld Charles Sakai, Counsel
Sloan Sakai Yeung & Wong, LLP
Palo Alto
Peace Officers' Association
Memorandum of Agreement
January 1, 2023-June 30, 2025
City of Palo Alto and PAPOA
January 1, 2023– June 30, 2025
ii
TABLE OF CONTENTS
PREAMBLE 1
Section 1. Recognition 1
Section 2. No Discrimination 1
Section 3. Association Security 2
Section 4. Payroll Deduction 2
Section 5. No Strikes 2
Section 6. Probationary Period 3
Section 7. Salary Provisions 4
Section 8. Night Shift Differential 8
Section 9. Paid Holidays 9
Section 10. Working Out of Class Pay 10
Section 11. Retention/Career Incentive Program (Special Compensation) 10
Section 12. Dependent Care Assistance Program 11
Section 13. Court Pay 11
Section 14. Health Plans 12
Section 15. Dental Benefits 14
Section 16. Life Insurance Benefits 15
Section 17. Effective date of Coverage for New Employees 15
City of Palo Alto and PAPOA
January 1, 2023– June 30, 2025
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Section 18. Retirement Benefits 15
Section 19. Retirement Medical Plan 18
Section 20. Psychological Counseling Program 19
Section 21. Uniforms 19
Section 22. Work Schedule 20
Section 23. Overtime Pay and Compensatory Time Off 33
Section 24. Overtime Sign-Up 34
Section 25. Jury Duty 35
Section 26. Vacation Accrual 36
Section 27. Use of Vacation 36
Section 28. Vacation Pay at Termination 38
Section 29. Vacation Benefits for Deceased Employees 38
Section 30. Effect of Extended Military Leave 38
Section 31. Sick Leave 38
Section 32. Leaves of Absence Without Pay 41
Section 33. Leave of Absence With Pay 42
Section 34. Reduction in Force 43
Section 35. Agents 43
Section 36. Commute Incentives and Parking in Civic Center Garage 43
Section 37. Disciplinary Action and Unsatisfactory Work or Conduct 44
City of Palo Alto and PAPOA
January 1, 2023– June 30, 2025
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Section 38. Grievance Procedure 46
Section 39. Bulletin Boards and Telephones 49
Section 40. Access to Association Representatives 50
Section 41. Meeting Places 50
Section 42. Voluntary Leave Program: 50
Section 43. Utilization of Reserves for Field Services Division Events 52
Section 44. Overtime Meals for Investigative Services Division 52
Section 45. Hiring Incentives 52
Section 46. Full Understanding 53
Section 47. Printed Agreement 54
Section 48. Duration 54
City of Palo Alto and PAPOA
January 1, 2023 – June 30, 2025
1
MEMORANDUM OF AGREEMENT
CITY OF PALO ALTO and PALO ALTO PEACE OFFICERS' ASSOCIATION
January 1, 2023- June 30, 2025
PREAMBLE
This Memorandum of Agreement is pursuant to and subject to Sections 3500-3510 of the
Government Code of the State of California, the Charter of the City of Palo Alto, and the City of
Palo Alto Merit System Rules and Regulations. (This Memorandum of Agreement made and
entered into at Palo Alto, California, by and between the City of Palo Alto, a municipal
corporation (hereinafter referred to as "City") and the Palo Alto Peace Officers' Association,
Incorporated, a California corporation (hereinafter referred to as "Association"), is intended to
define agreements reached during the meet and confer process concerning wages, hours,
working conditions, and other terms and conditions of employment for the represented group
of employees.
Section 1. Recognition
The City recognizes the Association as the exclusive representative of an employee group
consisting solely of Police Officer Trainees, Police Officers, Police Agents, and Police Sergeants
who are regularly employed by the City and others who might be amended into the
representation unit from time to time under existing law and the Merit System Rules and
Regulations.
Section 2. No Discrimination
(a) The Association and the City hereby agree that there shall be no discrimination
because of race, color, age, disability, sex, sexual orientation, national origin,
political or religious affiliation, or any other protected classification as provided by
applicable local, state or federal law. There shall be no discrimination in
employment conditions or treatment of employees on the basis of membership or
non-membership in the Association, or participation in the lawful activities of the
Association.
(b) The Association and the City hereby agree to protect the rights of all employees to
exercise their free choice to join the Association and to abide by the express
provisions of applicable State and local laws.
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January 1, 2023 – June 30, 2025
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Section 3. Association Security
(a) When a person is hired in any of the covered job classifications, the City shall notify
that person that the Association is the recognized bargaining representative for the
employee in said Unit and give the employee a current copy of the Memorandum of
Agreement.
(b) If there is no disruption of work, members of the Association Board of Directors may
use a reasonable amount of on-duty time without loss of pay to attend to
Association business specifically related to representation of employees. Such
release time must be cleared in advance by the appropriate division manager who is
a member of management.
For purposes of this section, representation shall include:
(i) Meetings with represented employees or management related to a grievance or
disciplinary action, including investigation and preparation time.
(ii) A meeting with management related to benefits, working conditions or other terms
and conditions of employment.
Section 4. Payroll Deduction
The City shall deduct Association membership dues and any other mutually agreed upon
payroll deduction from the bi-weekly pay of member employees. The dues deduction must be
authorized in writing by the employee on an authorization card acceptable to the City and the
Association. The City shall remit the deducted dues to the Association as soon as possible after
deduction.
Section 5. No Strikes
The Association, its representatives, or members, shall not engage in or cause, instigate,
encourage, sanction, or condone a strike, withholding of services, concerted abuse of leave of
absence provisions, work stoppage or work slowdown of any kind. No employee shall refuse
to cross any picket line in the conduct of Police Department business, nor shall the Association,
its representatives, or members discriminate in any way toward anyone who refuses to
participate in a strike, or any of the job actions cited above.
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January 1, 2023 – June 30, 2025
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Section 6. Probationary Period
(a) The probationary period for new employees entering the classifications of Police
Academy Trainee or Police Officer shall end 12 months following the successful
completion of Police Academy training. The probationary period for lateral entry
positions, where Police Academy training is waived, shall be 12 months. In the event
a probationary employee is absent for a period exceeding one-hundred and twenty
(120) hours during the probationary period, probation will be extended by an
equivalent number of duty hours.
(b) The probationary period shall be regarded as part of the testing process and shall be
utilized for closely observing all aspects of the employee's qualifications, for
ensuring the effective adjustment of a new employee to the position and for
rejecting any probationary employee who in the opinion of management is not
suitable to attain permanent status.
(c) During the probationary period a new employee may be terminated at any
time by the appointing authority without cause. The existence of cause for
termination shall not be arbitrable.
Probationary employees shall not be terminated for reasons that violate
Section 2. No Discrimination, of this Agreement, or for reasons that are
unconstitutional or unlawful.
(d) Probationary Period for New Supervisors
(1) The probationary period for newly promoted Agents and Sergeants shall end
12 months from the effective date of the promotion, excluding time off due to
any unscheduled absence or leave.
(2) The probationary period shall be regarded as part of the testing process and
shall be utilized for closely observing all aspects of the employee’s qualifications,
for ensuring the effective adjustment of a newly promoted employee to the
position and for rejecting any newly promoted probationary employee who in
the opinion of management is not suitable to attain permanent status in the
newly promoted rank.
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(3) During the 12 month promotional probationary period the newly promoted
employee shall be evaluated by his/her direct supervisor on a quarterly basis.
(4) Any on-going and/or significant perceived deficiencies in the probationary
employee’s work performance or supervisory aptitude shall be promptly
communicated to the employee. When appropriate, the employee shall be
provided with additional training and given opportunities to demonstrate their
performance in response to the training. Such perceived deficiencies, any related
training, and performance improvement or lack of response to training shall be
documented by the employee’s supervisor and recorded in the employee’s
quarterly evaluation for the quarter(s) in which the matter was addressed.
(5) During the promotional probationary period, a newly promoted employee
may be demoted to their previous rank at any time by the appointing authority if
the employee demonstrates a lack of suitability for the newly promoted position.
The demotion shall be based upon deficiencies in the performance or aptitude
that have been addressed and documented as outlined in subsection (5). The
existence of cause for demotion shall not be arbitrable. Promotional
probationary employees shall; not be demoted for reasons that violate Section 2
of the Memorandum of Agreement, No Discrimination; or for reasons that are
unconstitutional or unlawful.
(6) In the event that management elects to demote an employee during his or
her probationary period, pursuant to subsection (6), the affected employee may
request a hearing with the Chief of Police. The hearing shall be held promptly
and prior to the intended effective date of demotion, so as to afford the
employee with a meaningful and timely opportunity to respond to the stated
reason(s) for demotion.
Section 7. Salary Provisions
(a) Market Adjustment: Effective the first full pay period including City Council Adoption,
salary ranges of all bargaining unit classifications will be increased by five percent (5.0%),
which is sufficient to bring them to the top quartile of market median as determined by
the City’s market study.
(b) General Salary Increase: Effective the first full pay period following July 1, 2023, salary
ranges of all represented classifications will be increased by four percent (4.0%).
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January 1, 2023 – June 30, 2025
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(c) General Salary Increase. Effective the first full pay period folllowing July 1, 2024 salary
ranges of all represented classifications will be increased by four percent (4.0%.)
(d) Flexible Compensation: Effective the first full pay period following City Council Adoption, and in
lieu of an increase to the City contribution towards medical premiums, each represented
classification will have their monthly income increased by $100.
(e) Flexible Compensation: Effective the first full pay period following January 1, 2024, and
in lieu of an increase to the City contribution towards medical premiums, each
represented classification will have their monthly income increased by an additional
$100 (total of $200).
(f) Total Compensation and Survey Database. Management and the Union have agreed to a
compensation survey database structure. Survey Cities include: Alameda, Berkeley,
Concord, Fremont, Hayward, Milpitas, Mountain View, Redwood City, San Leandro, San
Mateo, Santa Clara, Vallejo, and Walnut Creek. Compensation Criteria includes: top step
salary, maximum longevity, maximum education/POST, uniform allowance, holiday pay,
deferred compensation, employee pick up of employer pension costs (Negative EPMC),
and maximum City paid benefits (medical, dental, vision, life insurance, LTD, and EAP).
The database is intended to provide one source of information concerning how the
compensation paid to employees in bargaining unit job classifications compares to that
paid by other employers.
(g) Salary Steps & Ranges (Eligibility)
New officers attending the basic police academy will be compensated at the “Police
Trainee” level.
Academy Graduates and Lateral Officers with less than two years experience will be
compensated at the “Police Officer” “Step 1” Level or higher.
Jr. First Class Exam: Officers become eligible to take the exam anytime after they
complete the Field Training Program. However, the pay increase will not become
effective until they have successfully completed the test and have been with the
department for a year from the academy graduation (Laterals a year from hire date).
For employees hired prior to July 1, 2018, the pay increase for Jr. First Class is
compensated at the “Police Officer” “Step 4” level (Approximate 5% Increase). For
employees hired on or after July 1, 2018, the pay increase for Jr. First Class is one step
on the salary schedule (approximate 5% increase), no higher than Step 4.
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First Class Exam: Officers become eligible to take the exam any time after they have
successfully completed the Jr. First Class Exam. However, the pay increase will not take
effect until one year from the date of the merit increase for the Jr. First Class exam.
(Lateral officers’ pay increase may be effective one year from the date of hire) For
employees hired prior to July 1, 2018, the pay increase for First Class is compensated at
the “Police Officer” “Step 5” Level (Approximate 5% Increase). For employees hired on
or after July 1, 2018, the pay increase for First Class is one step on the salary schedule
(approximate 5% increase), no higher than Step 5.
Effective the first full pay period following adoption of this MOA by City Council, the City
will Implement a new step 6 following the same percentage difference as steps 1-5.
Employees with one (1) year or more of service with the City of Palo Alto at Step 5 will
be moved to Step 6.
(h) POST Certificate/Incentives
Basic Post: Officers become eligible upon completion of their probationary period.
The certificate must be obtained within 18 months of hire date. (No Salary Increase)
Intermediate POST: Employees that qualify for the Intermediate POST certificate will be
compensated at the corresponding salary schedule (e.g., “Police Officer/Inter”), effective
the first full pay period after the employee provides proof of submission of the required
paperwork to POST (approximate 5% increase).
Advanced POST: Employees that qualify for the Advanced POST certificate will be
compensated at the corresponding salary schedule (e.g., “Police Officer/Adv”), effective
the first full pay period after the employee provides proof of submission of the required
paperwork to POST (approximate 2.5% increase).
Employees are responsible for contacting Personnel & Training in order to arrange taking
tests and application for POST certificates.
(i) Special assignment premium pay
Effective with the pay period including July 1, 2001, biweekly premium pay for
employees assigned to the indicated specialties will be as follows:
Field Training Premium: 5% of base pay per pay period.
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Applies to management-assigned Officers and Agents and Traffic Team members during
each pay period in which they provide training to police recruits, Community Service
Officers or Level II reserve officers who are working on their Level I certificate. Applies
to management-assigned FTO Sergeants during each pay period in which they supervise
assigned FTO Officers or Agents who are actively training police recruits, Community
Service Officers or Level II reserve officers who are working on their Level I certificate.
The parties agree that, for the period beginning the first full pay period following the City
Council adoption of the agreement and ending the last full pay period in June 2025,
Officers, Agents and Traffic Team members who management designates as Field
Training Officers and Sergeants designated as FTO Sergeants will Receive the 5% FTO
premium for all pay periods, without regard to whether they are assigned a police
recruit during that pay period. The Parties also agree to revisit this section to determine
whether to continue this program prior to June 30, 2025.
Traffic Premium: 5% of base pay per pay period.
Effective the first full pay period following City Council adoption of the MOA in 2023,
Officers, Agents and Sergeants who management assigns to routinely and consistently
operate or patrol on a motorcycle.
K-9 Program Premium: 5% of base pay per pay period.
Effective January 1, 2008, K-9 Officers/Agents shall receive 5% of base pay per pay
period to compensate for the time spent by the K-9 Officer/Agent outside regularly
scheduled work hours to feed, groom, house, exercise, attend to the medical and dental
needs of and otherwise maintain the dog.
Bilingual Premium: 5% of base pay per pay period.
Applies to representation unit employees certified by management as proficient in other
languages as outlined below.
(i) Approved Languages
Spanish, Chinese (Mandarin and Cantonese), Japanese, Tagalog, Korean,
Vietnamese, Russian, American Sign Language, and such other languages as
determined by management.
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January 1, 2023 – June 30, 2025
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(ii) Proficiency Requirements
Officers, Agents, and Sergeants who pass a basic “first responder” proficiency test
administered by a professional linguist will be eligible for bilingual pay. This
proficiency test will be a one time test to ensure the candidate has the ability to
verbally communicate (with the exception of American Sign Language) as a first
responder in the selected Language. First responder proficiency will include, but is
not limited to, the ability to take basic crime and accident reports; issue a citation
and explain the court process; complete a field interview card; give directions; give
a Miranda admonition; and generally be able to communicate with a non-English
speaking person in need of basic police services.
Study material will be provided by the City to all employees to assist in test
preparation.
(iii) Testing Process
In order to best accommodate the wide range of languages, proficiency testing will
be conducted by professional linguists outside the Police Department that have
been agreed upon by the Association and Management. A basic first responder
proficiency exam has been developed based upon the needs of the organization.
The City will pay for the initial test for each employee. Employees who do not pass
the initial test may retest as many times as necessary. However, subsequent tests
will be at the employee’s expense.
Section 8. Night Shift Differential
(a) Night shift differential shall be paid at the rate of 5% to all FSD personnel for all hours
worked between 6:00 p.m. and 8:00 a.m.
(b) All employees covered under Section 23(d) working a regular shift between 7:00 a.m. and
7:00 p.m. shall receive 5% night shift premium for hours worked between 7:00 p.m. and
7:00 a.m.
Vacation and administrative leave pay for employees who regularly work night shifts shall include
appropriate night shift premiums, relating to night shift hours regularly worked.
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January 1, 2023 – June 30, 2025
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Shift adjustment hours for employees who regularly work the 4-11 work schedule shall include the
appropriate night shift premium based on the percentage of usual night shift hours worked to
regular hours.
Section 9. Paid Holidays
(a) All represented employees on leave of absence without pay shall not receive in-lieu holiday
accrual during such leave, or any compensation for holidays occurring during such leave.
(b) Employees shall not receive paid holidays, but in lieu thereof shall receive 3.462 hours
straight time pay each full pay period that they are in paid status, to a maximum payment
of ninety (90) hours per year. Effective the first full pay period following City Council
adoption of the MOU in 2023, this amount shall be increased to 3.846 hours straight time
pay each pay period that they are in paid status, to a maximum payment of one hundred
(100) hours per year. Holiday hours will be pro-rated for employees in paid status a portion
of a pay period.
Hours under this provision will be paid each pay period while in a paid status. Employees
working non-field services assignments shall be eligible to use accrued paid leave time
balances for any of the following recognized City holidays subject to management
scheduling approval:
January 1
Third Monday in January
Third Monday in February
Last Monday in May
July 4
First Monday in September
Second Monday in October
November 11
Thanksgiving Day
Day after Thanksgiving Day
December 25
Either December 24 or December 31,
A Day of Reflection in recognition of a day of the employee’s choosing,
including Juneteenth Freedom Day (June 19) or Cesar Chavez/Dolores
Huerta Day (March 31)
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January 1, 2023 – June 30, 2025
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Section 10. Working Out of Class Pay
Officers, Agents and Sergeants working out of class for a period of four or more consecutiveshifts)
shall be compensated with the following premium pay;
Officers and Agents working as an Acting Sergeant: 7% of base pay for all shifts
Sergeants working as an Acting Lieutenant: 10% of base pay for all shifts
Agents, and Sergeants fulfilling the role of an Acting Sergeant and/or Acting Lieutenant for
individual shifts and/or a number of hours within a shift, shall not receive additional compensation.
Periodically working in this capacity shall be deemed a basic duty within an employee’s job
description.
In accordance with Government Code 20480, an employee assigned to work in an out-of-class
appointment may not exceed 960 hours worked in the appointment within a fiscal year if the
employee is appointed to an upgraded position or higher classification that is vacant during
recruitment for a permanent appointment. This limitation does not apply to a position that is
temporarily available due to a leave of absence.
Section 11. Retention/Career Incentive Program (Special Compensation)
(a) Retention/Career Incentive Program
On July 1, 2007 the City will initiate a Retention/Career Incentive Program. It is recognized
that hiring, training, and retaining qualified law enforcement personnel is becoming
increasingly difficult, time consuming, and very expensive. This program is designed to
provide greater incentives for hiring new employees, retaining long-term employees, and
attracting quality lateral candidates from other law enforcement agencies. This program
will provide special compensation in the form of premium pay at various levels as
employees reach different career milestones. Both parties acknowledge that in the 2007
negotiations, the cost of the program was partially offset through salary and/or benefit
reductions agreed to elsewhere in this Memorandum of Agreement.
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All employees with more than 10 years of service shall receive special compensation in
the form of retention pay at 3% of straight time base pay.
All employees with more than 15 years service shall receive special compensation in the
form of retention pay at 6% of straight time base pay. Maximum under this provision is
6%.
As an incentive to recruit and hire lateral law enforcement personnel from other
agencies, the following shall apply. At the Chiefs discretion, up to 5 years of full time law
enforcement service may be counted towards the years of service outlined above.
Special Compensation/Retention Pay outlined in the Retention/Career Incentive
Program shall be deemed PERSable for the purpose of income and retirement however
will not be a factor when calculating “MOU” (non-FLSA) overtime compensation.
Section 12. Dependent Care Assistance Program and Medical Flexible Spending Accounts.
The City will provide a Dependent Care Assistance Program (DCAP) and Medical Flexible
Spending Account (FSA) for employees according to the provisions of the Federal Economic
Recovery Act of 1981, Code Sections 125 and 129. With the exception of matters within the
City’s sole control (e.g., establishment of the FSA), all matters related to the FSA shall be
excluded from the MOA grievance procedure. Disputes regarding the administration of the
plan shall be subject to the dispute resolution procedure provided by the plan document.
The FSA will be available to representation unit employees effective January 1, 2019, and remain in
effect subject to a reasonable minimum participation level and availability of third-party
administrative services at a reasonable cost.
Section 13. Court Pay
Sworn Police Personnel appearing in court or in an administrative forum in the course and scope of
their normal duties will be compensated according to the following:
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January 1, 2023 – June 30, 2025
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(b) During scheduled shift
or immediately preceding
or following a shift
Time and one-half for period
before or after scheduled
scheduled work day by
employees of Team #3
scheduled work day by
employees of Team #4 or
appearances
Section 14. Health Plans
(a) PEMHCA Health Plan
During the term of this contract, the maximum City contribution towards medical premiums
for eligible full time employees per employee category shall be up to a maximum of the
following for any plan:
Medical Premium
Category Contribution* Contirbution
PEMHCA
contribution)
effective first month
following City
Employee Only $151.00 $871
Employee plus one $151.00 $1742
Employee Family $151.00 $2260
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January 1, 2023 – June 30, 2025
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The City’s total maximum contribution towards medical premiums for eligible part time
employees shall be prorated based on the number of hours per week the part-time
employee is assigned to work.
*PEMHCA minimum changes annually. Any increases to the PEMHCA minimum during the
term of this contract will result in a corresponding decrease to the amount of the additional
City contribution, so that the total maximum City contribution never exceeds the amount
listed in the “Total Maximum City Contribution” columns above.
If the State of California or federal government requires the City to participate and
contribute toward coverage under any medical plan outside of PEMHCA including but not
limited to the Affordable Care Act, the City’s total liability for enrolled employees and
retirees and their eligible family members shall not exceed what the City would have paid
toward PEMHCA coverage in the absence of such state or federal plan. The parties will
meet and confer over the impact of such change on matters within the scope of
representation before implementing any change.
(b) Vision Care
The City will offer vision care coverage for employees and dependents. Coverage is
equivalent to $20 deductible Plan A under the Vision Service Plan, with monthly premiums
paid by the employer. Dependents will include domestic partners, as defined under Section
14 (c).
(c) Active Employee Domestic Partners
Active employee domestic partners whose domestic partnership is registered with the State
of California may add their domestic partner as a dependent to their elected health plan
coverage if the domestic partnership is registered with the Secretary of State.
Active employee domestic partners whose domestic partnership is not registered with the
State, but who meet the requirements of the City of Palo Alto Declaration of Domestic
Partnership, and are registered with the Human Resources Department, will be eligible for a
stipend of two hundred eighty four dollars ($284.00) per month toward the cost of an
individual health plan. Evidence of premium payment will be required with request for
stipend.
(d) Alternative Medical Benefit Program
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January 1, 2023 – June 30, 2025
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If a regular employee and/or the employee’s dependent(s) are eligible for and elect to
receive medical insurance through any other non-City of Palo Alto employer-sponsored or
association-sponsored medical plan, the Employee may choose to waive his/her right to the
City of Palo Alto’s medical insurance and receive cash payments in the amount of two
hundred eighty four dollars ($284) for each month City coverage is waived.
Examples of waivers eligible for this payment are:
• Employee waives all applicable City medical coverage; or
• Employee is eligible to enroll his or her spouse or domestic partner and waives
medical coverage for the spouse or domestic partner; or
• Employee has additional eligible dependents and waives family-level medical
coverage.
Participation must result in a health insurance cost savings to the City and payments per
employee shall not exceed a total of two hundred eighty four dollars ($284.00) per month. To
participate in the program the employee and dependents must be eligible for coverage under
PEMHCA medical plans, complete a waiver of medical coverage form, and provide proof of
eligible alternative medical coverage.
Payments will be made in the employee’s paycheck beginning the first month following the
employee’s completion of the waiver form. Payments are subject to state and federal taxes and
are not considered earnings under PERS law. Employees are responsible for notifying the City of
any change in status affecting eligibility for this program (for example, life changes affecting
dependent’s eligibility for medical coverage through the employee) and will be responsible for
repayment of amounts paid by the City contrary to the terms of this program due to the
employee’s failure to notify the City of a change in status.
(e) Dual Coverage
When a City employee is married to another City employee each shall be covered only once
(as an individual or as a spouse of the other City employee, but not both) and dependent
children, if any, shall be covered by only one spouse
Section 15. Dental Benefits
(a) The City will maintain the present level of benefits on the City-sponsored dental program for
current employees and their dependents, except that the maximum benefits per calendar
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January 1, 2023 – June 30, 2025
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year shall be $2,000 effective in 1988. Dental Coverage shall include composite (tooth
colored) fillings for all teeth.
(b) The City provides a 50% of reasonable charges, $2,000 lifetime maximum orthodontic
benefit for representation unit employees and their dependents.
(c) Dependents will include domestic partner, as defined under Section 14 (c).
(d) Dental implants in conjunction with one or more missing natural teeth, and removal of
dental implants will be covered as a Major Dental Service at 50% usual, customary and
reasonable (UCR).
Section 16. Life Insurance Benefits
The City agrees to continue the basic life insurance plan as currently in effect for the term of this
Memorandum of Agreement.
Section 17. Effective date of Coverage for New Employees
For newly hired regular employees coverage begins on the first day of the month following date of
hire for the health plan, dental plan, vision care plan, and life insurance plans if these benefits are
elected.
Section 18. Retirement Benefits
(a) Safety Pension Group A: “3% at 50” Safety Retirement
The City will continue the present benefits under the Public Employees’ Retirement System
(PERS) “3 percent at 50” (3% @ 50) Retirement Formula per California Government Code
§21362.2 for employees hired before the effective date of the “3 percent at 55” (3% @ 55)
formula for new hires as described herein. The final year compensation for employees hired
under the 3% at 50 formula will continue to be the “single highest year” or the highest
average annual compensation earnable by the member during one (1) year of employment
immediately preceding retirement or the one-year period otherwise designated by the
member (Government Code 20042). Current employees continued to be covered under
Government Code 20692, Employer Paid Member Contribution, to the extent there is a City
paid member contribution in the final year.
(b) Safety Pension Group B: 3% at 55 Safety Retirement
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Effective December 7, 2012, the City amended its contract with CalPERS to provide
employees hired on or after that date who are not “new members” of CalPERS as defined in
the Public Employees’ Pension reform act (often referred to as “Classic” CalPERS members)
with the CalPERS retirement formula three percent of final salary at age 55 (3% at 55), with
the final salary determination for such employees of “three highest consecutive years” based
on the highest average annual compensation earnable by the member during three (3)
consecutive years of employment immediately preceding retirement or the three year
period otherwise designated by the member (Government Code Section 20037). This new
tier also eliminated Section 20692, Employer Paid Member Contribution.
(c) Safety Pension Group C: 2.7% at Age 57 Safety Retirement
Employees hired on or after January 1, 2013 meeting the definition of “new member” under
the Public Employees’ Pension Reform Act (Gov’t. Code s. 7522 et seq.) shall be subject to all
of the provisions of that law, including but not limited to the two point seven percent at age
57 (2.7%@57) retirement formula with a three year final compensation period.
(d) Employee Share of PERS Contribution
Employees in all sworn represented classes in Pension Groups A and B described above will
make a 12% PERS member contributions by payroll deduction.
Employees in all sworn represented classes in Pension Group C described above shall pay the
employee contribution required by the Public Employees’ Pension Reform Act, currently
calculated at fifty percent (50%) of the normal cost, plus an additional 3%.
Trainees will pay the same employee contribution as miscellaneous members while
attending Basic Academy (see section (g) below).
The City will continue to provide for member contributions to be made as allowed under the
provisions of IRS Code §414(h)(2).
(e) Additional Employee PERS Contributions
• Effective the first full pay period following July 1, 2019 or as soon as administratively
possible, all employees regardless of pension formula in this unit shall contribute an
additional 0.5% to the Employer share of pension for a total of 3.5% contribution toward
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January 1, 2023 – June 30, 2025
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the Employer share of pension. (Total Employee contribution will be 12.5% for Classic;
50% of Normal Cost plus 3.5% for PEPRA.)
• Additional contributions will coincide with the City amending its contract with CalPERS
to reflect these changes. However, should CalPERS delay or the Association fail to
approve the CalPERS amendment required to incorporate the additional 0.5%
contribution, the City may implement the additional 0.5% effective July 1, 2019 without
a contract amendment., and additional employee PERS contributions under CalPERS
20516 will be provided on a pre-tax basis to the extent allowable by law.
(f) 457 Deferred Compensation Plan
Effective the first full pay period following July 1, 2019 all employees who are classified as “New
Members” by PERS or “Group C’ by the MOA will receive $50 per month contributed into their 457
deferred compensation plan. Eligible employees must have an active 457 plan in order to receive
City contirbutions.
1959 Survivor Benefit
The City will continue to provide the basic level (Level 1) of 1959 Survivor Benefit to eligible
employees in accordance with California Government Code §21571.
(g) Military Service Credit
The City’s contract with the Public Employees' Retirement System provides for Section
20930.3, Military Service Credit as Public Service.
(h) Retirement Privileges
All retired employees and spouses of deceased employees shall have residential
privileges at City libraries, refuse disposal area, golf course, and swimming pools.
(i) PERS Status While in Basic Academy.
While an employee is attending Basic Academy, he or she shall participate in the City’s PERS
Miscellaneous Employee retirement plan with the same employee and employer
contribution rates as applies to Miscellaneous City employees represented by SEIU
(classified unit). When the employee successfully completes Basic Academy and is sworn in
by the Police Chief, he or she shall prospectively participate in the PERS Safety Employee
retirement plan.
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January 1, 2023 – June 30, 2025
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Section 19. Retirement Medical Plan
(a) Retiree Medical Coverage - Employees hired before January 1, 2006 who have not
voluntarily elected to participate in the Retirement Healthcare Benefits provided in
Government Code section 22893:
Monthly City-paid premium contributions for a retiree-selected PEMHCA optional plan will
be made in accordance with the Public Employees' Medical and Hospital Care Act
Resolution for employees who retire on or before December 31, 2007. Effective March 1,
2009, for an employee retiring on or after that date, the City will pay up to the monthly
medical premium for the second most expensive plan among the existing array of plans
during the Agreement term. Effective April 1, 2015, for an employee retiring on or after that
date, the City contribution shall be the same contribution amount it makes for active City
employees. The parties mutually agree that the benefits provided in this paragraph for
employees retiring on or after April 1, 2015 will fluctuate from time to time based on the
City’s contributions to health care for active employees. Accordingly, Association members
who retire on or after April 1, 2015 and have not elected to participate in the Retirement
Healthcare Benefits provided in Government Code section 22893, do not maintain a vested
interest in any particular contribution by the City above the amount required under the
PEMHCA.
(b) Retiree Medical Coverage - Employees who voluntarily elect to participate in Government
Code section 22893, and all Employees hired on or after January 1. 2006:
The CalPERS vesting schedule set forth in California Government Code § 22893 will apply to
all Association members hired on or after January 1, 2006, and employees hired prior to
January 1, 2006 who voluntarily elect to participate in the Retirement Healthcare Benefits
provided in Government Code § 22893.
Under this law, an employee is eligible for 50% of the specified employer health premium
contribution after ten (10) years of service credit, provided at least five (5) of those years
were performed with the City of Palo Alto. After ten (10) years of service credit, each
additional year of service credit will increase the employer contribution percentage by 5%
until, at twenty (20) years' service credit, the employee will be eligible upon retirement for
100% of the specified employer contribution. However, the maximum contribution for family
members will be 90% of the specified employer contribution. Notwithstanding any other
term of this section, the City of Palo Alto's health premium contribution for employees hired
on or after January 1, 2006, and employees who voluntarily elect to participate in
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January 1, 2023 – June 30, 2025
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Retirement Healthcare Benefits provided by Government Code § 22893, will be the
minimum contribution set by CalPERS under California Government Code § 22893 based on
a weighted average of available health plan premiums.
Section 20. Psychological Counseling Program
The psychological counseling program currently in effect shall be continued. The program shall
provide 24-hour emergency counseling by independent professional consultants.
Section 21. Uniforms
(a) The City will supply complete uniforms to all sworn personnel. All uniform items are the
property of the City. One complete uniform consists of: (1) three pair of trousers, (2) three
short-sleeved shirts with patches and zippers if desired, (3) three long-sleeved shirts with
patches and zippers if desired, (4) three cotton or two synthetic fiber turtleneck shirts, (5)
hat, (6) duty jacket with patches, (7) necktie, and (8) rain gear. The value of the purchase,
rental and/or maintenance of the required uniforms shall be reported as special
compensation to the extent legally permissible, pursuant to Title 2 CCR, Section
571(a)(5) as Uniform Allowance. Based upon existing uniform standards and the
City’s cost experience, the value of this benefit shall be reported as $42.31 per pay
period.
(b) At the time of initial employment, every sworn employee will be issued one complete
uniform. Uniform items will be replaced on an as-needed basis subject to verification by
management.
(c) The City shall provide uniform cleaning for sworn representation unit personnel.
(d) Personnel are accountable for all uniform items issued to them. If a particular item is lost or
damaged due to employee negligence, the employee will be required to reimburse the City
for value of the item(s) lost or damaged.
(e) The City shall reimburse employees for the full cost of job-related safety boots up to $400
per fiscal year. The City will make the reimbursement only upon proof that the previous
boots have become unserviceable due to wear or damage and upon verification of such
purchase by the employee. (Job-related safety boots shall mean well-constructed, high
topped boots that provide full ankle and foot support, which are selected from list agreed to
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by Management and the Association.) All Department-provided safety boots shall be
purchased through this program.
Employees are responsible for the full cost of any low-top, black shoes that are worn with
the uniform.
Section 22. Work Schedule
(a) Field Services Division 4/11 Schedule
The patrol schedule will have two sides, “A-Side” and “B-Side.” There will be ten patrol
teams each supervised by a Sergeant or Acting Sergeant under the management of
patrol lieutenants. Five Patrol teams will work an “A” schedule and five Patrol teams will
work a “B” schedule.
Patrol officers, agents, and sergeants will report for duty promptly at the designated times
for each team. Patrol team schedules are as follows.
Patrol Division Team Schedules
A-Side B-Side
Team 1A 0500 to 1600 Team 1B 0500 to 1600
Team 2A 0700 to 1800 Team 2B 0700 to 1800
Team 3A 1400 to 0100 Team 3B 1400 to 0100
Team 4A 1800 to 0500 Team 4B 1800 to 0500
Team 5A 2000 to 0700 Team 5B 2000 to 0700
Team’s 2A, 3A, and 4A are designated as field training teams.
(1) 4/11 Work Schedule
The work schedule will be based on an eight (8) day cycle with each employee working four
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(4) consecutive days on and having four (4) consecutive days off. The eight (8) day cycle will
advance the employee’s workdays and days off within the calendar week one day every
cycle. The overall cycle repeats itself every eight (8) weeks.
Over the course of a year (26 pay periods) each employee works 182 eleven (11) hour
regular patrol shifts totaling 2002 hours, 78-hours short of the required fulltime equivalent
work year of 2080 hours.
In the Patrol Division and with the approval of the Patrol Captain, a maximum of two (2)
paired “fixed days” schedules (4 Employees) may be established, at the employees’ request.
The regularly scheduled hours of work for such a position must cover the days off of the
position with which it is paired. For example, one position could have Sunday, Monday,
and Tuesday off while the other could have Thursday, Friday, and Saturday off. It shall be
the responsibility of employees interested in a paired fixed day schedule to identify another
employee who is willing to participate in the paired arrangement. If either employee or the
Department desires to terminate a paired schedule once it is in effect, the employee or
Department, as applicable, must give the other affected parties to the arrangement at least
one (1) full pay period advance written notice. Resumption of the employees’ participation
in the normal rotation shall begin on the first day of the second full pay period following the
date notice is delivered to the other parties.
Employees on a fixed schedule will be required to attend the designated CPT (Continued
Professional Training) training days either on their regularly scheduled workday or on a day
off. If they attend training on their regularly scheduled day off, they will be compensated by
receiving an adjusted day off within the same pay period.
Employees requesting a schedule different from the rotating 4/11 must submit their
request in writing prior to the team selection process. The requests will only be considered
on an extreme hardship basis
The following hours and minimum staffing levels will be observed on both sides of the
Patrol Division. During team overlaps, the combined staffing levels of the teams will serve
to meet minimum staffing levels.
0700-2400 hours 1 Lieutenant/Sergeant Watch Commander
1 Sergeant/Agent Supervisor
6 Officers/Agents
0001-0300hours 1 Lieutenant/Sergeant Watch Commander
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1 Sergeant/Agent Supervisor
5 Officers/Agents
0300- 0700 hours 1 Sergeant Supervisor
5 Officers/Agents
Under routine circumstances, personnel will be able to receive time off as long as minimum
staffing numbers remain available for duty. Management may deny time off to maintain
staffing greater than the minimum numbers outlined above. It’s anticipated this will only
occur in special situations where greater staffing is needed.
(2) Designated CPT Training Days within the 4/11 Schedule:
The 4/11 Schedule will have designated CPT training days and flexible training hours to
make up the seventy-eight (78) hours necessary to complete a full work year. A training
bank will be created for each employee on the 4/11 Schedule to track and monitor the use
and balance of the 78-hours. The training bank and its use are outlined in the next section.
For CPT training days which require employees to travel outside the City of Palo Alto, an
additional two (2) hours of training bank time will be made available to account for all
travel time related to attendance at training. The Division Captain may authorize additional
time on a case-by-case basis.
Management will determine the number of designated CPT training days and stagger them
throughout the year in order to avoid overtime insofar as possible.
Designated CPT training days will be scheduled prior to the beginning of each shift year.
Unless otherwise determined by the Department, there will be five (5) designated CPT
training days each year. These training days will vary in duration but will in most cases be
approximately eight (8) to ten (10) hours in duration. The exact number of designated CPT
training days, their duration in hours, and the remaining flexible training bank time will be
determined prior to shift change and vacation selection. If it’s anticipated that the number
of training days will vary in any given year, Management will notify and, on request, meet
with PAPOA to consider any concerns the Association may have.
Patrol personnel will not be permitted to take vacation on any one of these pre-designated
CPT training days. The Division Captain may authorize an exception based on compelling
circumstances.
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The course content and training provided on the designated CPT training days can vary
from year to year to meet current and changing training needs. It will be the responsibility
of the Personnel and Training Division to schedule and coordinate the training on
designated CPT training days. Training days may be scheduled during daytime and/or
nighttime hours to accommodate training needs.
Sworn employees not on the 4/11 Schedule will be required to attend designated C.P.T.
training days. Each of the training days will be broken into two (2) single day sessions for
Patrol (A side and B side). It is anticipated that approximately fifty percent (50%) of the
non-4/11 employees will attend one (1) of the two (2) days during each of the training
cycles.
If the nature and/or complexity of the training does not allow for a larger groups, multiple
sessions can be scheduled on additional training days.
(3) Flexible Training Hours
This schedule results in seventy-eight (78) hours that will be made up during the year
through designated CPT training days and flexible training time. It is anticipated that
approximately fifty (50) hours will be set aside each year for designated CPT training days
(exact number to be determined each year). Once the hours set aside for designated CPT
training days is established, the remaining hours shall be used for flexible training as
follows.
Employees on the 4/11 Schedule attending training on a day off or outside their normal
shift shall use their available Flexible Training Bank hours (Non-CPT Hours) prior to using
overtime. All Flexible Training Bank hours must be used prior to earning overtime. The only
limitation on the use of these training hours is that no employee can exceed the one
hundred seventy-one (171) hour FLSA limit in any twenty-eight (28) day cycle. The
combination of regular work shifts, designated CPT training days, and flexible training time
cannot exceed one hundred seventy-one (171) hours in any FLSA Cycle. Any hours worked
over one hundred seventy-one (171) in a twenty-eight (28) day cycle are considered
premiums hours and must therefore be paid at the overtime rate.
The following is a list of some of the forms of training that could use hours from the bank;
SWAT DRO Range Masters
Quarterly Shoots FTO Meetings K-9
Sergeant’s meetings FTO School 11550 School
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Radar School Supervisor school All other Training
If an employee doesn’t use his or her flexible training hours during the year, he or she will
be required to make up the difference by either working extra shifts, partial shifts or by
using vacation, compensatory time off, and/or holiday time from one of their banks at the
end of each fiscal year. The Watch Commander and Supervisor will work with employees to
schedule extra shifts or use vacation, holiday or compensatory time off balances. These
hours are hours the employee is being compensated for during the normal twenty-six (26)
pay periods. The employee must work the hours on a straight time basis or use vacation,
holidays or compensatory time off for the compensation received throughout the year.
(4) Other Training (not covered by the flexible training bank)
The 4/11 Schedule significantly impacts designated CPT training days, shift training, and to
some extent training compensated under the flexible training hours. The following
guidelines should be followed when attending training not covered by the flexible training
hours. All training bank hours, adjusted time off associated with training, and/or overtime
associated to training shall be approved in advance by the employee’s watch commander or
supervisor.
training on a day off. of hours at training or adjustment for one patrol shift.
Adjustments will be documented in the City timekeeping
system.
training on a day on.
timekeeping system.
but less than a
week.
off one patrol shift. Adjustments will be documented in
the City timekeeping system
training on a day off. in training. Adjustments will be documented in the City
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Partial day of
training on day on. the training and be expected to work the remainder of
their shift. Adjustments will be documented in the City
timekeeping system.
day (week) training
session that doesn’t
exceed forty-four
(44) hours.
employee is in their twenty-eight (28) day cycle, the
employee will be adjusted off the patrol schedule when
attending four or five day training sessions. The employee
will be adjusted from four (4) eleven (11) hour shifts as
compensation for attending the course. The four (4)
adjusted days will be as close to the days the employee
attended training as possible. Employees will not receive
overtime under this situation unless the total time training
exceeds forty-four (44) hours. Adjustments will be noted in
(5) Assignments of Sworn Personnel on the 4/11 Schedule
Each year assignments are made for management staff for the coming fiscal year.
Subsequent to those assignments, officers, agents, and sergeants apply for specialty
positions. At the conclusion of those specialty selections, the Patrol Team Selection process
begins. Each year, the following process will be used for patrol team selection.
Field Services Division Shift Assignment Process:
Field Services sergeants, agents, and officers will select their work team based on the
following criteria.
a. Sergeants, in order of seniority, shall select one of the ten patrol teams. Sergeants
may select any open team with the exception of those teams designated as Field
Training teams. FTO Sergeants, in order of seniority, will select one of the
designated FTO teams.
b. Field Training Officers/Agents, in order of seniority, shall select one of the slots
open and designated as FTO slots on one of the three FTO teams. The following
teams have been pre-designated as training teams: Team 2A, Team 3A, and Team
4A.
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c. K-9 Officers/Agents – K-9 officers/agents will generally select one of the night shift
teams: Teams 4 and 5. Selections will be based on rank and seniority. Only one K-9
will be allowed per team and K-9’s will be evenly split between the two sides
Any exception to these assignments must be requested and approved by the Field
Services Coordinator prior to the start of the selection process.
d. Agents, in order of seniority, shall select any of the open agent’s slots remaining on
any of the patrol teams. A minimum of three (3) agents will be assigned to the A-
Side and a minimum of three (3) agents will be assigned to the B-Side. If a greater
number of agents are assigned to patrol, management will evenly designate agent’s
slots insofar as possible to as many of the patrol teams as possible with the goal
being to have one agent on each patrol team.
e. Officers, in order of seniority, shall select any remaining slot available on any of the
patrol teams.
f. Probationary Officers - May be assigned to teams at the discretion of the Field
Services Division Coordinator. These assignments will be made based on the
developmental needs of the new employee, the staffing needs of the organization,
and in a manner that minimizes the loss of prime bidding slots for more senior
officers/ agents.
Additional Team Selection Guidelines
Prior to the selection process, management shall determine the number of agents,
and officers assigned to each team.
Additionally, management will determine which teams are available for selection by K-9
Officers/Agents. Field Training Officers/Agents, Field Training Sergeants, and probationary
employees shall be subject to administrative assignment.
In the spring of each year, all employees participating in the patrol team selection process
will receive a schedule identifying available slots, the process for team selection, and a date
and time for the employee to make their selection Team Selection Reservations – Once
Officers/Agents/Sergeants select a team, they will be guaranteed that team even if they are
unable to work that team at the start of the shift year due to special assignment, internship,
leave of absence, disability, illness etc.
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Officers, Agents and Sergeants may not remain in the same time slot for more then two
consecutive years.
Team change request will be considered with the approval of management.
Any request for an anticipated change to the assignment of sworn personnel shall be
routed to the Field Services Division Coordinator prior to the selection process.
(6) Vacation Selection
Concurrent Vacation Authorization – Officers and Agents
Patrol Division – Four (4) slots are authorized on the A-Side and four (4) slots are
authorized on the B-Side. It is anticipated that this would equate to two (2) slots on
night shift (Teams 3, 4, and 5) and two (2) slots on day shift (Teams 1, and 2) for
each side.
Any exceptions to these rules may be made by the Field Services Division
Coordinator based on special circumstances.
Concurrent Vacation Authorization - Sergeants
Patrol Division – Two (2) slots are authorized in patrol on the A-Side and two (2)
slots are authorized in patrol on the B-Side. It is anticipated that this would equate
to one (1) slot on the night shift (Teams 3, 4, and 5) and one (1) slot on the dayshift
(Teams 1 and 2) for each side. Exceptions to allow two (2) sergeants vacation at the
same time for special circumstances may be made by the shift lieutenant. Other
exceptions to this rule may be made by the Field Services Division Coordinator.
a. The A-side and B-side will have separate vacation signups. It’s also anticipated
that the dayshift and nightshift will have separate signups. For agents and above,
selection will be based on rank and time in rank. Personnel having the greatest
tenure in rank will have priority. For officers, selection will be based on seniority. If
seniority is equal, low badge number shall have priority.
b. Sergeants will have a separate signup sheet from agents and officers. During the
initial sign up sergeants will have two guaranteed slots per side, one (1) on day shift
and one (1) on night shift. Agents/officers will have four (4) guaranteed slots per
side, two (2) on day shift and two (2) on night shift.
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Vacation Selection Process: Vacation selection will occur within a few weeks of the
team selection process each spring. Selections will take place on two days, one day
for the A-Side and one day for the B-Side. Sergeant, agents, and officers will be
given time slots to come in, call in, or may submit in advance written instructions on
choice for vacation weeks. The selections will be made based on rank and seniority.
Both sides agree to monitor the outcome of the process and enter into a mutual
agreement to continue or discontinue the process.
(7) Time Keeping and Payroll
All employees working under the 4/11 schedule will work eleven (11) hours a day, four (4)
consecutive days a week. These eleven (11) hours will be entered in the timekeeping
system on the day they are worked and/or prior to pay period payroll deadlines. Employees
attending one (1) of the designated CPT training days will enter the hours of training on a
“training timesheet” and enter the time in the timekeeping system. Employees using hours
from their flexible training bank shall complete a “training timesheet” and enter the time in
the timekeeping system.
Employees working the 4/11 Schedule will not receive overtime compensation
for hours worked under the following conditions.
• Hours worked as part of a regular 11-hour work day.
• Hours worked on a designated CPT training days.
• Hours associated to training where hours from the flexible training bank could be
used.
• Non-Mandatory training where adjustments from the patrol schedule are possible.
Overtime shall be paid for “Mandatory” training once training bank hours have been
exhausted.
Overtime shall be paid for “Mandatory” meetings that fall outside the specialty exemption
listed below.
Participation in department specialties including training, meetings, and other activities is
not considered a mandatory activity when it comes to overtime compensation. Wherever
possible, employees participating in department specialties and other non-mandatory
activities will be adjusted off the patrol schedule for these activities. Schedule adjustments
will occur as close to the activity outside the employee’s normal work schedule as possible
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and within the same FLSA Cycle.
Schedule adjustments for personnel working nights: All personnel attending a full day of
training on a work day will be adjusted off the patrol schedule for their work shift that day.
In addition to being adjusted off any shift that starts on the day the training occurs,
employees working Teams 3, 4, and 5 the night before the training will be adjusted off the
night before as follows. If the training is all day starting in the morning hours, these
adjustments will apply.
Team 3: Adjusted off at 2200 hours.
Teams 4 & 5: Adjusted off the entire shift.
If a night shift employee is scheduled for a full day of “Mandatory” training on the morning
of his or her first day off, the same adjustments listed above will apply. In addition to the
necessary adjustment, employees will receive compensation for the training hours through
the use of training bank hours. When training bank hours are exhausted, the employee will
receive overtime.
The time keeping system entries: Each employee must enter his or her time in the
timekeeping system that accurately reflects the hours he or she works. When schedule
adjustments are made, overtime is worked, or training bank time is used, employees must
make appropriate notes in the comment section of the timekeeping system. Supervisors
and timekeepers may complete the timekeeping system entries when employees are
unavailable due to illness or other situations and employees will thereafter verify the
timekeeping entry is accurate upon their return to work.
Managers and supervisor will approve time entries made in the time keeping system.
Managers and supervisors will pay special attention to the use of training bank time and
overtime. Time entries should be reviewed for regular hours and training hours that may
exceed the FLSA guideline of 171 hours in a 28 day cycle.
With the 4-day on 4-day off rotation, employees will work either 66 or 88 hours in each pay
period. The timekeeping system will shift adjust the appropriate number of hours into (+14)
and out of (-8) the employees bi-weekly totals so each employee receives compensation for
80 hours. Regardless of the number of hours worked under the FLSA exemption, an
employee will be compensated for 80 regular hours every bi-weekly payroll cycle.
These shift adjusted hours (-8 or +14) will be added to or taken away from the timecard at
the appropriate day/night shift differential rates for each employee. As an example, if an
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employee’s normal shift is paid at 75 percent day rate and 25 percent night rate, all hours
shift-adjusted on to or off the timecard will be adjusted using the same approximate ratio
of 75/25 percent for day/night rates.
If an employee leaves city service while on the 4/11 schedule, staff and payroll shall
perform the training bank reconciliation of the number of hours the employee is over or
under the normal forty (40) hour workweek rate since the beginning of the current one (1)
year (twenty-six [26] pay period) 4/11 cycle. If the employee has worked more hours than
the forty (40) hour a week average, he or she shall be compensated for those hours at the
regular rate. If the employee is under the forty (40) hour a week average, the hours will be
taken from the employee’s vacation, holiday, or comp time bank and/or deducted at the
regular rate from the employee’s last check.
If an employee’s assignment changes from the 4/11 schedule or to the 4/11 schedule, his or
her over/under rate will be calculated the same as above. Time off, extra shifts worked,
and/or the adjustment of holiday, vacation, and/or comp. time banks will be used to
resolve any differences between actual hours worked and the forty (40) hour weekly
average.
Daylight Savings Time/Pacific Standard Time Changes – Personnel on Team 4 and Team 5
will follow these guidelines when working either the spring forward or fall back. Individuals
working in the spring who would lose an hour of work due to the change to Daylight Savings
Time will report for duty one (1) hour early and work an eleven (11) hour shift at straight
time. Individuals working in the fall will work one (1) additional hour (for a total shift of
twelve (12) hours) due to the change to Pacific Standard Time. Such employees will put in
for one (1) hour of overtime. Nothing in this section prevents an employee from leaving
early or using time off to offset the time when staffing allows and approved by the
Supervisor or Watch Commander.
(8) Maximum Hours Worked - Turn Around Time
Sergeants, agents, and officers may work up to a maximum number of 16 hours in a 24-
hour period. Any work beyond 16 hours must be approved by a watch commander or
member of management and only under exigent circumstances. Any time an employee
works 16 hours or more, they must receive an 8-hour break before returning to duty. If the
8-hour break runs into the employees next shift, those hours are considered adjusted hours
off.
Sergeants, agents, and officers shall not exceed a maximum of one hundred forty (140)
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hours in a 14 day pay period. Any work beyond one hundred forty (140) hours must be
approved by the employee’s Lieutenant and Captain, and should rarely occur only under
extreme situations.
Sergeants and Lieutenants authorizing overtime in excess of the daily limit (16-hours)
and/or the bi-weekly limit (140 hours) shall send a short email to their Lieutenant and
Captain explaining the reason for the excess work.
It is the employee’s responsibility to monitor their hours and notify the supervisor and/or
watch commander of their hours worked when approaching the daily or bi-weekly limits or
being requested to work overtime.
(9) Shift Exchanges
Sergeants, agents, and officers may exchange work shifts with another employee of the
same rank. Agents and officers may be interchangeable if simply filling the role of an officer
on the schedule. Personnel must submit a shift exchange request form to their supervisor
and lieutenant. Shift exchanges require a lieutenant’s approval except when short notice
makes that impossible. Shift exchanges can only occur for entire shifts, Shift exchange
request forms must contain the pay back date for the second half of the shift exchange.
Both halves of the exchange must occur in the same 28-day FLSA Cycle (refer to Yearly 4/11
patrol Schedule for FLSA Cycles). Once an employee agrees to an exchange shift, he or she
is responsible for that shift. If he or she fails to show up for the shift and/or is sick, the time
will be deducted from his or her applicable leave balance to the extent the employee
qualifies for such deduction under the applicable leave policy. Failure to show up for a shift
may also result in disciplinary action.
(10) On-duty workout period and sign up:
When staffing allows and with supervisory approval, employees may workout on-duty for a
period of up to one (1) hour. The hour shall include the work out, a shower, and dressing
time. Specific guidelines and conditions are outlined in the Wellness Program Policy.
(11) Upon written request of either party, Section 22(a) of this MOU will reopen and the
parties will meet and confer over the issue of the patrol work schedule. Any changes will be
by mutual agreement of the City and the Association.
(b) Traffic Team
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Sworn members of the Traffic Team shall work a ten-hour (10) day, four (4) day workweek
schedule.
Traffic Team officers/agents may be assigned as part of minimum staffing at the discretion of
management.
Effective July 1, 2008, the Take Home Motor Program will be discontinued.
On a one time basis, employees assigned to motors who are in paid status the first full pay
period after Council adoption of this MOU, will receive one time non PERSable stipend
representing 2.5% of base salary of the employee’s classification minus applicable state and
federal taxes.
(c) Special Operation Sergeant/Crime Suppression Team
The Special Operations Sergeant and team members shall generally work a ten (10) hour
day, four (4) day workweek schedule. Given the nature of the team’s assignment, it is
anticipated and expected that their schedules should be flexible and adapt to organizational
needs.
(d) ISD and Other Sworn Classifications
All sworn personnel assigned to ISD, Staff Assistant, Personnel and Training and Community
Policing shall work a ten (10) hour day, four-day work week schedule.
(1) Work Schedule
The ten hours shall generally be worked between the hours of 0700 and 1900, with
specific schedules subject to approval by appropriate supervisors. The ten (10) -hour
work schedule shall be worked within a period of ten hours, with a working lunch
period not to exceed thirty (30) minutes. As an alternative, with Management
approval, the ten-hour work schedule may be worked within eleven hours, with a
one (1) hour unpaid lunch break. Changing alternatives will require prior approval
by Management.
(2) Work Week
For ISD personnel, one-half of the Division will work Monday through Thursday,
while the other half will work Tuesday through Friday. All other sworn personnel
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covered under Section 23 (b) & (c) will also work either Monday through Thursday,
or Tuesday through Friday.
(3) Late Detective Shift
Two detectives will be assigned on a rotational basis to the late shift from 1200 to
2200 to provide evening coverage. Assignment to the late detective shift, where
possible, will be by advanced sign up with each detective selecting two weeks each
quarter according to a protocol determined by seniority, needs of the division and
needs of the employee. Generally, there will be one detective from each half of the
division working the late detective shift during each week.
(e) Forty-hour Training Schedule
For all sworn employees who attend training that is four (4) or five (5) days in duration
(a week), their schedules will be adjusted from the normal work week. Employees will
not receive overtime during scheduled training as described here unless it exceeds their
normal forty (40) or forty-four (44) hour workweek. Schedule adjustments will be
documented in the notes section when making the timekeeping system entries.
Section 23. Overtime Pay and Compensatory Time Off
(a) Overtime pay shall be provided at the rate of time and one-half of the employee's regular
rate, including night shift differential, working out of classification pay, and specialty
assignment premium pay as defined under Section 7, 8 and 10.
(b) Compensatory time off, which is approved by management in-lieu of overtime payment on a
staffing available basis, will be taken at the rate of 1-1/2 hours for every hour of credited
overtime. In the event compensatory time off is used as the method of compensating for
overtime, the time off will be taken prior to the end of the quarter in which it is earned
except as provided herein. All compensatory time balances over 80 hours shall be paid at
the end of each quarter (i.e., employee to carry over 80 hours). During the final calendar
year quarter only, employees have the option to:
(1) Employees who have vacation accrual balances of less than two times their annual
accrual rate, less 80 hours, may request in writing prior to the payroll deadline to
convert up to 80 hours of unused compensatory time to vacation per calendar year,
to be transferred in the first pay period of the calendar year.
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(2) Employees may cash out their entire compensatory balance but must make this
request before payroll deadline.
(c) Employees called out to perform work, attend meetings or required training shall be
compensated for at least three hours pay for each occurrence at the appropriate overtime
rate.
Section 24. Overtime Sign-Up
(a) Planned Overtime Planned overtime includes patrol staffing, special events, traffic control
functions or any other overtime needs which can be identified prior to the 20th day of the
preceding month. On or about the 20th of each month, watch commanders will post a list of
dates/shifts requiring overtime for the next month.
Officers, Agents, and Sergeants will be given a reasonable period of time to sign up for the
available overtime assignments. On or about the 25th of the month, planned overtime will be
filled from the sign up list using the rotational overtime call out list.
Agents may place themselves on the sign up list for supervisor overtime, however will only
be considered if no sergeant requests the shift.
Overtime that isn’t filled during the planned overtime process may be filled at
management’s discretion.
Employees assigned to a fixed work schedule such as ISD, P&T, and Staff Assistant may
adjust their work schedule with their manager’s approval in order to work a planned patrol
overtime assignment. This schedule adjustment must be completed within the same work
week as the planned overtime assignment. Schedule adjustments will normally be approved
unless there is a conflict with a previously scheduled activity within the work unit or the
schedule adjustment would be disruptive to the operation of the unit. Employees bidding for
planned overtime requiring a shift adjustment must make a notation next to the assignment
indicating a shift adjustment would be necessary. Only one overtime shift requiring a shift
adjustment can be worked per work week.
(b) Unplanned Overtime. Unplanned overtime is overtime that wasn’t identified prior to the
20th of the preceding month. Unplanned overtime will be filled by the following procedures.
1) The Watch Commander or Supervisor may request an employee extend their
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shift or come in early. If a volunteer cannot be identified to hold over or come in early, the
rotational overtime list will be used.
2) Employees interested in working unplanned overtime will be placed on a rotational
overtime list in order of seniority. When an overtime shift is available, a manager or
supervisor will call the next person on the list. If that person declines the opportunity, is
not available, is already working, or takes the overtime, he/she will be placed at the
bottom of the list. The lists will be continually updated in order to rotate the names.
There will be separate lists for sergeants and officers/agents for unplanned overtime. A
separate supervisory list will be maintained for agents interested in working supervisory
overtime. Agents will be offered supervisory overtime positions only if no sergeants have
accepted the opportunity.
3) If the watch commander or supervisor is unable to fill overtime through any of these
procedures, he or she may order an individual to extend their shift, come in early, or
come in on a day off. A log on those required to work mandatory overtime will be kept
in the overtime book. Mandatory overtime should be rotated in order of reverse
seniority.
c) Overtime Minimum. With regard to both planned and unplanned patrol team overtime,
there is no minimum number of hours. Planned overtime postings and unplanned overtime
will be offered for the actual number of hours needed. If small blocks of overtime aren’t
filled by on-duty personnel adding them to an existing shift, managers may apply a 6-hour
minimum to a shift for personnel coming in on a day off.
(d) These overtime procedures may be reviewed and/or modified at the mutual agreement of
both management and PAPOA.
Section 25. Jury Duty
No employee shall be required to work a combination of jury duty and work time to exceed 12
hours during a 24-hour period. The period shall commence at the required time of appearance for
jury duty. Jury duty is defined as the time between required time of appearance and dismissal.
Work time excused as a result of jury duty will be compensated at the regular rate of pay.
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Section 26. Vacation Accrual
Vacation will be accrued when an employee is in pay status and will be credited on a bi-weekly
basis. Such accrual and credit shall not exceed three times the annual rate of accrual. Each eligible
employee shall accrue vacation at the following rate for continuous service performed in pay
status:
(a) Less than four (4) years - For employees completing less than four years continuous service;
(8) Shifts vacation leave per year.
(b) Four, but less than nine years - For employees completing four, but not more than nine (9)
years continuous service; 12 Shifts vacation leave per year.
(c) Nine (9), but less than fourteen (14) years - For employees completing nine (9), but not more
than fourteen (14) years continuous service; (16) Shifts vacation per year.
(d) Fourteen (14), but less than nineteen (19) years - For employees completing fourteen (14),
but not more than nineteen (19) years continuous service; (18) Shifts vacation leave per
year.
(e) Nineteen (19) or more years - For employees completing nineteen (19) or more years
continuous service; (20) Shifts vacation leave per year.
Example: An employee with less than four (4) years working a 4/10 Schedule will receive eight
(8) Shifts or eighty (80) hours of vacation. The same employee working the 4/11 Schedule will
receive eight (8) Shifts or eighty-eight (88) hours of vacation.
Section 27. Use of Vacation
(a) When to be taken. The time at which an employee may use his/her accrued vacation leave
and the amount to be taken at any one time shall be determined by the department head
with particular regard for the needs of the City, but insofar as possible, considering the
wishes of the employee.
(b) Limitation on use. Employees may not use more than their annual rate of accrual in any
calendar year period, provided, however, that a department head my grant exceptions to
this limitation.
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(c) Waiting period. Employees shall complete six months continuous service before using
accrued vacation leave.
(d) Double compensation prohibited. Employees shall not work for the City during their
vacation.
(e) Vacation splitting. It is the intention of the City that vacation be taken in units of one week;
however, with the approval of the department head, an employee may use one week of
his/her accrued vacation in any calendar year in units of less than one work week, but in no
instance in units of less than one-half of the normal workday or shift. Requests for exception
to this procedure must be approved by the City Manager.
(f) Vacation Cashout. Once each calendar year an employee may cash out eight or more hours
of vacation accrual in excess of 80 hours to a maximum of 120 hours, provided that the
employee has taken at least 80 hours as vacation in the previous 12 months.
1. Effective for the 2012 tax year and each subsequent year, to be eligible to cash out
vacation, employees must pre-elect the number of vacation hours they will cash out
during the following calendar year, up to the maximum of 120 hours, prior to the
start of that calendar year. The election will apply only to vacation hours accrued in
the next tax year and eligible for cash out.
2. The election to cash out vacation hours in each designated year will be irrevocable.
This means that employees who elect to cash out vacation hours must cash out the
number of accrued hours pre-designated on the election form provided by the City.
3. Employees who do not pre-designate or decline a cash out amount by the annual
deadline established by the City will be deemed to have waived the right to cash out
any leave in the following tax year and will not be eligible to cash out vacation hours
in the next tax year.
4. Employees who pre-designate cash out amounts may request a cash out at any time
in the designated tax year by submitting a cash out form to payroll. Payroll will
complete the cash out upon request, provided the requested cash out amount has
accrued and is consistent with the amount the employee predesignated. If the full
amount of hours designated for cash out is not available at the time of cash out
request, the maximum available will be paid.
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5. For employees who have not requested payment of the elected cash out amount by
November 1 of each year, Payroll will automatically cash out the pre-designated
amount in a paycheck issued on or after the payroll date including November 1.
Section 28. Vacation Pay at Termination
Employees leaving the municipal service with accrued vacation leave shall be paid the amounts of
accrued vacation to the date of termination. Payments for accrued vacation shall be at the
employee's current rate of pay.
Section 29. Vacation Benefits for Deceased Employees
An employee who is eligible for vacation leave and who dies while in the municipal service shall
have the amount of any accrued vacation paid to the employee's estate within thirty days. This
proration will be computed at the last basic rate of pay.
Section 30. Effect of Extended Military Leave
An employee who interrupts his service because of an extended military leave shall be
compensated for accrued vacation at the time the leave becomes effective.
Section 31. Sick Leave
(a) Statement of Policy. Sick leave shall be allowed and used only in case of actual personal
sickness or disability, medical or dental treatment, or as authorized in Subsection 33 (e),
personal business chargeable to sick leave. Up to 8 days sick leave per year may be used for
illness in the immediate family (spouse, child, parent, parent-in-law, brother, sister,
registered domestic partner, or close relative residing in the household of the employee).
(b) Eligibility. Regular and part-time employees shall be eligible to accrue and use sick leave.
(c) Accrual. Sick leave shall be accrued bi-weekly provided the employee has been in a pay
status for 50 percent or more of a bi-weekly pay period. Sick leave shall be accrued at the
rate of 3.7 hours per bi-weekly pay period.
(d) Accumulation. Accrued sick leave may be accumulated without limit, except as provided in
Section 31(h).
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(e) Use. Sick leave may be used as needed and approved, to the point of depletion, at which
time the employee will no longer receive pay for sick leave. A new employee may, if
necessary, use up to forty-eight hours or shift equivalent of sick leave at any time during the
first six months of employment. Any negative balances generated by such utilization will be
charged against future accrual or deducted from final paycheck in the event of termination.
An employee who has been disabled for 60 consecutive days and who is otherwise eligible
both for payment under the long-term disability group insurance coverage and accrued sick
leave benefits may, at his/her option, choose either to receive the long-term disability
benefits or to utilize the remainder of his/her accrued sick leave prior to applying for
long-term disability benefits.
Sick leave will not be granted for illness occurring during any leave of absence other than
sick leave, unless the employee can demonstrate that it was necessary to come under the
care of a doctor while on such other leave of absence.
When an employee finds it necessary to be absent for any reason, he/she should cause the
facts to be reported to the department within one hour after his/her regular starting time on
the first working day of absence, and shall regularly report on, or account in advance for
each work day thereafter unless hospitalized or otherwise indisposed. Such reports may be
subject to written documentation if there is reasonable evidence that sick leave abuse has
occurred. Sick leave shall not be granted unless such report or advance accounting has been
made, provided, however, that the department head may grant exception to this policy
where the circumstances warrant.
Documentation may also be required if there is a reasonable basis to believe that the
employee may not be medically fit to return to work.
(f) Depletion of Sick Leave Benefits. Upon depletion of sick leave or the beginning of the
period to be covered by payments under the long-term disability group insurance coverage,
whichever comes first, an employee may be granted a medical leave of absence without pay
for a period not exceeding sixty days. If the employee is unable to return to work at the end
of this period, he/she must request further medical leave which will be subject to the
approval of the City Manager. If further leave is granted, the employee must notify the City
of intent to return to work every thirty days. If further leave is not granted, the employee's
service with the City shall be considered terminated.
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(g) Forfeiture Upon Termination. Employees leaving the municipal service shall forfeit all
accumulated sick leave, except as otherwise provided by law and Subsection 32(h). In the
event that notice of resignation is given, sick leave may be used only through the day which
was designated as the final day of work by such notice.
(h) Payment for Accumulated Sick Leave. Employees hired before August 1, 1986 who leave
the municipal service in good standing, or who die while employed in good standing by the
City, and who have fifteen or more years of continuous service shall receive compensation
for unused sick leave hours in a sum equal to two and one-half percent of their unused sick
leave hours multiplied by their years of continuous service and their basic hourly rate of pay
at termination.
For all employees entering the service of the City prior to March 2, 1983, full sick leave
accrual will be paid in the event of termination due to disability.
For all employees hired after August 1, 1986, sick leave accrual accumulation shall be limited
to 1,000 hours with no payoff provision for unused balance at termination.
(i) Sick Leave Re-opener. Upon written request of either party, the parties agree to meet to
confer over the issue of sick leave incentive, including but not limited to: (1) sick leave
payout for employees hired after August 1, 1986 and (2) converting to a paid time off policy
in lieu of both vacation and sick leave. Any changes will be by mutual agreement of the City
and the Association.
(j) Personal Business Leave Chargeable to Sick Leave. Up to 2 Shifts (20-Hours for 4/10
employees and 22-Hours for 4/11 employees) per year of personal business leave may be
chargeable to sick leave. Time off under this provision is subject to management scheduling
approval.
(k) Return to Work or Continue Work With Limited/Alternative Duty. In cases of
non-work-related injury, illness or pregnancy, an employee, upon approval of the
department head, City Risk Manager and the employee's doctor, may elect to return to work
or continue work with doctor-approved limited or alternative duty. Approval for such
limited/alternative duty shall be based upon department ability to provide work consistent
with medical limitations and the length of time of the limitations. Shift employees must be
willing to accept any non-shift limited duty schedule work locations and may be subject to
the reasonable availability of limited duty assignments. The City doctor may be consulted in
determining work limitations. Any assignment to a limited/alternative duty will be on a
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temporary basis. The provisions of this section are not intended to create any permanent
light/alternative duty assignments.
Any assignment to a limited/alternative assignment shall not displace any other employee
without consent of all parties, including the Association.
Section 32. Leaves of Absence Without Pay
(a) Disability. Leaves of absence without pay may be granted in cases of disability not covered
by sick leave. Pregnancy will be considered as any other disability. Leaves of absence for
disability are subject to physicians' verification including diagnosis and medical work
restriction.
(b) Other leaves. Leaves of absence without pay may be granted in cases of personal
emergency or when such absences would not be contrary to the best interest of the City.
Non-disability prenatal and/or postpartum leave is available under this provision, but such
leave shall not begin more than six months prenatal nor extend more than six months
postpartum.
(c) During unpaid leaves of absence for disability or other reasons, the employee may elect to
use accrued vacation credits. Requests for leaves without pay shall not be unreasonably
denied. In order to avoid misunderstandings, all leaves without pay must be in writing to be
effective.
(d) Approval of department head. Leave of absence without pay for one week or less may be
granted by the department head, depending on the merit of the individual case.
(e) Approval by City Manager. Leave of absence without pay in excess of one week's duration
may be granted by the City Manager on the merit of the case, but such leave shall not
exceed twelve months' duration.
(f) Absence without leave. Unauthorized leave of absence shall be considered to be without
pay, and reductions in the employee's pay shall be made accordingly. Unauthorized leave of
absence may result in termination of employment.
(g) Leave of absence; death outside the immediate family. Leave without pay may be granted
a regular employee by his/her department head in the event of death to family members
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other than one of the immediate family, such leave to be granted in accordance with Section
34 (b), (c) , (d) and (e).
(h) Military leave of absence. State and federal law shall govern the granting of military leaves
of absence and the rights of employees returning from such absence.
Section 33. Leave of Absence With Pay
The City Manager may grant a regular employee under his/her control a leave of absence with pay
for a period not exceeding thirty calendar days for reasons he/she deems adequate and in the best
interest of the City.
The City Council may grant a regular employee a leave of absence with pay for a period not to
exceed one year for reasons the Council considers adequate and in the best interest of the City.
(a) Subpoenas; leave of absence. Regular employees who are subpoenaed to appear as
witnesses in behalf of the State of California or any of its agencies may be granted leaves of
absence with pay from their assigned duties until released. The employee shall remit all fees
received for such appearances to the City within thirty days from the termination of his or
her services. Compensation for mileage or subsistence allowance shall not be considered as
a fee and shall be retained by the employee.
(b) Employee's time off to vote. Time off with pay to vote at any general or direct primary
election shall be granted as provided in the State of California Elections Code, and notice
that an employee desires such time off shall be given in accordance with the provisions of
said Code.
(c) Leave of absence; death in immediate family. Leave of absence with pay of three days shall
be granted an employee by the head of his or her department in the event of death in the
employee's immediate family, which is defined for purposes of this section as wife, husband,
son, step-son, son-in-law daughter, step-daughter, daughter-in-law, father, step-father,
father-in-law, mother, step-mother, mother-in-law, brother, step-brother, brother-in-law,
sister, step-sister, sister-in-law, grandmother, grandmother-in-law, grandfather,
grandfather-in-law, grandchildren, aunt, uncle, niece, nephew, registered domestic partner,
or a close relative residing in the household of the employee. Such leave shall be at full pay
and shall not be charged against the employee's accrued vacation or sick leave. Requests for
leave in excess of three days shall be subject to the approval of the City Manager. Approval
of additional leave will be based on the circumstances of each request with consideration
given to the employee’s need for additional time off.
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(d) Jury duty; leave of absence. Employees required to report for jury duty shall be granted a
leave of absence with pay from their assigned duties until released by the court, provided
the employee remits to the City all fees received for such duties other than mileage or
subsistence allowances within thirty days from the termination of his/her jury service.
Section 34. Reduction in Force
In the event of reductions in force, they shall be accomplished wherever possible through attrition.
If the work force is reduced within the bargaining unit for reasons of change in duties or
organization, abolition of position, shortage of work or funds, or completion of work, employees
with the shortest length of service will be laid off first so long as employees retained are fully
qualified, trained and capable of performing remaining work. Length of service for the purpose of
this article will be based on total City service in a regular classification or classifications. Employees
laid off due to the above reasons will be given written notice at least thirty days prior to the
reduction in force. A copy of such notice will be given to the Association.
Section 35. Agents
The number of Agent positions shall be governed by the August 12, 1981, Arbitration Award.
Section 36. Commute Incentives and Parking in Civic Center Garage
Commute Incentives-- Represented employees who qualify may voluntarily elect one of the
following commute incentives:
Public Transit. The City will provide monthly Commuter Checks worth the value of:
$40 for employees traveling three or more zones on Caltrain;
$40 for employees using the Dumbarton Express, BART, the ACE train, or a
commuter highway vehicle;
$35 for employees traveling less than three zones on Caltrain;
$35 for employees using VTA and other buses.
These vouchers may be used toward the purchase of a monthly transit pass.
Carpool. The City will provide carpool vouchers worth the value of $30 per month to each
eligible employee in a carpool with two or more people. These vouchers may be used at
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designated service stations toward the purchase of fuel and other vehicle-related expenses.
Vanpool Program. The City will provide Commuter Checks worth the value up to $60 to each
employee voluntarily participating in the Vanpool Program. These vouchers may be used
toward payment of the monthly cost. Employees must fulfill the basic requirements of the
Employee Commute Alternatives Program to qualify.
Bicycle. The City will provide bicycle vouchers worth the value of $20 per month to eligible
employees who ride a bicycle to work. These vouchers may be used at designated bicycle shops
for related bicycle equipment and expenses.
Walk. The City will provide walker vouchers worth the value of $20 per month to eligible
employees who walk to work. These vouchers may be used at designated stores for expenses
related to walking such as footwear and related accessories.
Parking in the Civic Center Garage--Employees assigned to Civic Center and adjacent work
locations will be provided with a Civic Center Garage parking permit. New employees hired
after June 30, 1994 may initially receive a parking permit for another downtown lot, subject to
the availability of space at the Civic Center Garage.
Section 37. Disciplinary Action and Unsatisfactory Work or Conduct
(a) Except as provided in Section 6 (Probationary Period) of this agreement, no employee shall
be disciplined without just cause. For the purpose of this section, "discipline" shall be
deemed to include discharge, demotion, reduction in salary, written reprimand, disciplinary
probation and suspension. Discipline shall be deemed not to include verbal reprimands or
reductions in force.
(b) Non-probationary employees whose work or conduct is unsatisfactory but not sufficiently
deficient to warrant discipline, demotion, or discharge will be given a written notification of
unsatisfactory work or conduct and an opportunity to improve. Failure to correct
deficiencies and improve to meet standards may result in discipline, demotion or discharge.
(c) Notice of disciplinary action must be in writing and served on the employee in person or by
registered mail prior to the disciplinary action becoming effective. However, in extreme
situations where there is reasonable cause, the employee may be removed from duty
immediately with pay pending such disciplinary action. The notice must be filed on a timely
basis with the Human Resources Department and included in the employee's personnel file.
The notice of disciplinary action shall include:
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(1) Statement of the nature of the disciplinary action;
(2) Effective date of the action;
(3) Statement of the cause thereof;
(4) Statement in ordinary and concise language of the art or the omissions upon which the
causes are based;
(5) Copies of any documents or other items of evidence upon which the disciplinary action
was fully or in part based;
(6) Statement advising the employee of his/her right to appeal from such action, and the
right to Association representation.
(d) If the disciplinary action consists of suspension, any suspension time previously given shall
be credited to the final disciplinary action.
(e) Subject to state law requirements, employees may request that disciplinary actions be
sealed according to the following schedule:
(1) Written reprimands with no recurrence after one (1) year.
(2) Disciplinary probation after three (3) years from the implementation of such probation,
if no other disciplinary action has occurred during that period.
(3) Suspensions less than three (3) days without recurrence, after two (2) years.
(4) Suspensions more than three (3) days but less than six (6) days, after three (3) years.
(5) Suspensions of six (6) days or more, after five (5) years.
For the purpose of these sections, the time starts from the time of action following the Skelly
process (day discipline is imposed).
Written requests for the sealing of disciplinary actions should be directed to the Personnel
and Training Coordinator.
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Sealing shall include all memos, letters, correspondence, complaint forms, and any other
material pertaining to the disciplinary action that has been placed in the employee's
personnel file.
Sealing shall not include the sealing of any material related to criminal offenses for which the
employee was charged except in concurrence with the sealing or expungement of criminal
charges by a court of competent jurisdiction or in the event of a complete exoneration of the
employee by the judicial system.
The City Human Resources Department shall be notified in all cases where sealing of
disciplinary action is taken. Human Resources Department copies of the disciplinary actions
will be disposed of in a manner consistent with the Police Department's action.
The sealed action shall not be held to discriminate against the employee in any subsequent
disciplinary action, or in the event of promotion, merit step raise, transfer, request for
educational leave, modification of duties, vacation selection, application for other
employment, or against any other action the employee may take for his or her personal
improvement.
Once sealed, the file shall not be opened unless the employee requests such unsealing and
then only for examination by the person or persons whom the employee specifies or at the
discretion of the Chief of Police, who in the absence of a demonstrable emergency shall
notify the employee a minimum of 48 hours before the opening of the sealed file and the
reason for opening. In the event the employee cannot be notified in advance, notification
must be made on the employee's first duty day after the sealed file is opened.
Section 38. Grievance Procedure
(a) The City and the Association recognize that early settlement of grievances is essential to
sound employee-employer relations. The parties seek to establish a mutually satisfactory
method for the settlement of employee grievances, or Association grievances, as provided
for below. In presenting a grievance, the aggrieved and/or his or her representative is
assured freedom from restraint, interference, coercion, discrimination or reprisal.
(b) Definition. A Grievance is:
(1) An unresolved complaint or dispute regarding the application or interpretation of
Departmental rules, regulations, policies, and procedures, relating to terms conditions
of employment, wages or fringe benefits; or this Memorandum of Agreement, .
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(2) An appeal from a disciplinary action of any kind against an employee covered by this
Memorandum of Agreement.
(c) Access to the Grievance Procedure.
Except as provided in Section 6, Probationary Period, all employees represented by the
Association may file and process a grievance. Such aggrieved employees may be
represented by the Association or may represent themselves in preparing and presenting
their grievance at any level of review. The Association may file a grievance when an
Association right not directly related to an individual employee becomes subject to dispute.
(d) Conduct of Grievance Procedure.
(1) The time limits specified in this Article may be extended by mutual agreement in writing
of the aggrieved employee or the Association and the reviewer concerned.
(2) Should a decision not be rendered within a stipulated time limit, the aggrieved
employee may immediately appeal to the next step.
(3) The grievance may be considered settled if the decision of any step is not appealed
within the specified time limit.
(4) If appropriate, the aggrieved employee or the Association and Management may
mutually agree to waive any step of the grievance procedure.
(5) Written grievances shall be submitted on forms provided by the City or on forms which
are mutually agreeable to the City and the Association.
(6) Any retroactivity on monetary grievances shall be limited to the date of occurrence,
except in no case will retroactivity be granted prior to three months before the
grievance was filed in writing.
Step I. The aggrieved employee will first attempt to resolve the grievance through informal
discussions with his or her immediate supervisor by the end of the tenth working day following the
discovery of or the incident upon which the grievance is based. Every attempt will be made to
settle the issue at this level. (Note: For purposes of time limits, the working days are considered to
be Monday through Friday, exclusive of City holidays.)
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Step II. If the grievance is not resolved through the informal discussion, the employee will reduce
the grievance to writing and submit copies to the division head or equivalent level Management
employee as designated by Management as appropriate within ten working days of the discussion
with the immediate supervisor.
The division head or equivalent level Management employee shall have ten working days from the
receipt of a written grievance to review the matter and prepare a written statement.
Step III. If the grievance is not resolved at Step II, the aggrieved employee may appeal to his or her
department head in writing within ten working days of the receipt of the division head's response.
The department head shall have ten working days from the receipt of a written grievance to review
the matter and convey his or her decision by written statement.
Step IV. If the grievance is not resolved at Step III, the aggrieved employee may choose between
final and binding resolution of the grievance through appeal to the City Manager or through appeal
to final and binding grievance arbitration. Appeals to final and binding arbitration may be
processed only with Association approval. All Step IV appeals must be filed in writing at the Human
Resources Department Office within ten working days of receipt of the Step III response.
If the aggrieved employee elects final and binding resolution by the City Manager, the City Manager
will choose the methods he or she considers appropriate to review and settle the grievance. The
City Manager shall render a written decision to all parties directly involved within ten working days
after receiving the employee's appeal.
If the aggrieved employee elects final and binding arbitration in accordance with this provision, the
parties shall mutually select an arbitrator. In the event the parties cannot agree on an arbitrator,
they shall mutually request a panel of five arbitrators from the California State Conciliation Service
or from the American Arbitration Association if either party objects to the State Conciliation
Service, and select an arbitrator by the alternate strike method.
The arbitrator shall have jurisdiction and authority only to interpret, apply, or determine
compliance with the provisions of this Memorandum of Agreement and such Merit System Rules,
regulations, policies, procedures, City ordinances, resolutions relating to terms or conditions of
employment, wages or fringe benefits, as may hereafter be in effect in the City insofar as may be
necessary to the determination of grievances appealed to the arbitrator. The arbitrator shall be
without power to make any decision:
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(1) Regarding matters of interest.
(2) Contrary to, or inconsistent with or modifying in any way, the terms of this
Memorandum of Agreement.
(3) Granting any wage increases or decreases.
The arbitrator shall be without authority to require the City to delegate or relinquish any powers
which by State law or City Charter the City cannot delegate or relinquish. Where either party seeks
arbitration and the other party claims the matter is not subject to the arbitration provisions of this
Memorandum of Agreement, the issue of arbitrability shall first be decided by the arbitrator using
the standards and criteria set forth in this section and without regard to the merits of the
grievance. If the issue is held to be arbitrable, the arbitration proceedings will be recessed for up to
five working days during which the parties shall attempt to resolve the grievance. If no resolution is
reached, the arbitrator will resume the hearing and hear and resolve the issue on the merits.
Copies of the arbitrator's decision shall be submitted to the City, the aggrieved employee and the
Union. All direct costs emanating from the arbitration procedure shall be shared equally by the City
and the aggrieved employee or the Association.
Section 39. Bulletin Boards and Telephones
The Association shall have access to existing bulletin boards in Unit employee work areas and to
the City e-mail and voice mail systems for the purpose of posting notices or announcements
including notices of social events, recreational events, membership meetings, results of elections
and reports on minutes of Association meetings. Any other material must have prior approval of
the Police Chief. Action on approval will be taken within 24 hours of submission. Emails sent for
Association business shall be copied to the Human Resources Director at distribution.
City telephones may be used for Association business so long as there is no disruption of work and
all toll or message unit calls are charged to the Association credit card.
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Section 40. Access to Association Representatives
Representatives of the Association are authorized access to City work locations for the purpose of
conducting business within the scope of representation, provided that no disruption of work is
involved and the business transacted is other than recruiting of members or collecting of dues, and
the representative must notify the Human Resources Department office prior to entering the work
location.
Section 41. Meeting Places
The Association shall have the right to reserve City meeting and conference rooms for use during
non-working hours. Such meeting places will be made available in conformity with City's
regulations and subject to the limitations of prior commitment.
Section 42. Voluntary Leave Program:
(a) The City of Palo Alto has established a Peace Officer Voluntary Leave Program to provide
members of the Palo Alto Peace Officers’ Association, Incorporated (hereafter referred to
as “PAPOA”) the opportunity to donate their accrued vacation time to assist fellow
members of PAPOA either due to: (a) an employee’s own verifiable non-industrial
catastrophic illness or injury (as defined herein) or (b) in order to care for a member of the
employee’s immediate family (spouse, child, parent or registered domestic partner
suffering from a verifiable catastrophic illness or injury) and have exhausted or will
presently exhaust all of their paid leave.
In order to be eligible to receive donated leave, an employee must have a catastrophic
illness or injury or an employee’s immediate family member must have a catastrophic
illness or injury that requires the employee to provide full-time care for this family member.
Care will be taken to emphasize the voluntary nature of the plan and to insure
confidentiality of employee participants and medical conditions (where applicable).
A Police Officer Voluntary Leave Sharing Program has been established to accept donations
of vacation in accordance with the Program’s guidelines. All donations shall be:
1. Voluntary
2. Irrevocable
3. Confidential, unless disclosure is required by law
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4. In whole hour increments of at least (4) hours, with hours donated being converted to
donee hours based on the donee’s salary rate (so that there will be no cost to the City
due to salary differential)
5. The employee shall be required to exhaust all other types of leave to request donated
leave
6. It is understood that employees seeking or receiving leave under this program will apply
for long-term disability benefits for which they may be eligible
7. Where any of the period during which an employee receives donated leave is
designated as family leave under the California Family Rights Act (CFRA) or Family
Medical Leave Act (FMLA), the employee will be eligible for continuation of medical and
other available benefits during that family leave period (for up to 12 weeks), in
accordance with the requirements of those laws. If the employee receiving donated
leave is not eligible for CFRA/FMLA benefit continuation, or after the employee has
exhausted the available CFRA/FMLA leave period, the employee will need to pay the
premiums for continued medical and other available benefits if the employee chooses
to continue such coverages through the City.
8. If the donation request is based on the need for an employee to care for an immediate
family member, as defined above, the family member must require full-time care by the
employee. Certification of this requirement by a health care professional is required.
9. The maximum donated time a donee may receive is 12 months (if available).
10. Applications to donate leave or receive leave under this Program are made to the
Human Resources Department.
11. This is a pilot program and is subject to cancellation by either party.
PAPOA members interested in donating leave or in applying to receive donated leave shall
complete forms provided by the Human Resources Department. If an applicant for leave is
found to meet the criteria set forth herein, Human Resources will determine the availability
of and (as applicable) allocation of donated paid leave. Payroll will be notified in writing of
the number of hours to be deducted from each donating employee’s vacation balance and
transferred to the donee employee(s).
(b) The City reserves the right to modify or terminate this program at any time.
(c) Catastrophic Illness or Injury (also referred to as “medical emergency” in Revenue Ruling
90-29 and Sections 801(c) and 812 of the Merit Rules and Regulations): A non-occupational
medical condition of an employee that will require the prolonged absence of the employee
from duty and which will result in a substantial loss of income to the employee because the
employee will have exhausted all paid leave available apart from the Voluntary Employee
Leave Sharing Program. Non-disability postpartum leave as referenced in Merit Rule 801(b)
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shall not be considered a catastrophic illness or injury under this policy.
(d) Nothing in this section precludes an Association member from utilizing or participating in
the City’s Voluntary Employee Leave Sharing Program.
Section 43. Utilization of Reserves for Field Services Division Events
(a) Management will determine staffing levels for each event.
(b) Events for which the department receives reimbursement will be staffed by regular officers,
except that in the event a sufficient number of regular officers are unavailable, reserve
officers may be used.
(c) Reserves may be used for the May Day Parade, Stanford University or NFL football games,
park patrol, Black and White Ball, and supplemental patrol staffing in excess of levels set
forth in the Field Services Staffing Levels general order.
(d) Events, for which the department does not receive reimbursement, may be staffed in the
ratio of two reserve officers to one regular officer. Reserves may be used in any situation
where an insufficient number of regular officers are available.
(e) Staffing for the University Avenue Street Fair will consist of no less than a 1:1 ratio of
regular officers to reserve officers.
Section 44. Overtime Meals for Investigative Services Division
Effective July 1, 1996, for ISD personnel who are working authorized investigative overtime
extending for a period either four hours after the conclusion of their normal work shift, or four
hours prior to the beginning of the normal work shift, shall be entitled to reimbursement for the
appropriate meal at the City per diem rate. The meal reimbursement shall also apply for any
authorized investigative overtime on a weekend or holiday in excess of four hours.
Section 45. Hiring Incentives
Qualified lateral officers, who have a current basic or higher POST certificate, hired during the term
of this agreement may upon City Manager approval:
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53
(a) Accrue vacation leave at a beginning rate equal to the rate they were earning at their
previous employer, subject to a maximum of 160 hours per year with progression to higher
accrual rates as provided in Section 27, Vacation Accrual; and
(b) Begin their employment with the City with a sick leave balance not to exceed 96 hours.
(c) Receive a hiring incentive. Any future hiring incentive program will be discussed with the
Association prior to implementation and the Department will reasonably consider any
recommendations from the Association regarding internal referral programs to be utilized in
conjunction with that program.
(d) Laterals returning to the Palo Alto Police Department must have been separated from the
City for a minimum of 2 years to be eligible for this incentive program.
(e) Based on years of service, level of experience, and educational achievement, experienced
lateral officers may receive a starting salary at any appropriate level within the “Police
Officer” classification as deemed appropriate by the City Manager on recommendation of
the Chief of Police.
Section 46. Full Understanding
(a) The Memorandum of Agreement contains the full and entire understanding of the parties
regarding the matters set forth herein.
(b) It is the intent of the parties that ordinances, resolutions, rules and regulations enacted
pursuant to this Memorandum of Agreement be administered and observed in good faith.
(c) Nothing in this agreement shall preclude the parties from mutually agreeing to meet and
confer on any subject within the scope of representation during the term of this agreement.
(d) Should any of the provisions herein contained be rendered or declared invalid by reason of
any existing State or Federal legislation or by reason of State Supreme Court or U. S.
Supreme Court ruling, such invalidation of such part or portion of this Memorandum of
Agreement shall not invalidate the remaining portions hereof, and they shall remain in full
force and effect, insofar as such remaining portions are severable.
(e) Prior Agreements & Side Letters: Upon Implementation of this agreement, all prior
agreements and side letters become null and void. In any instance where internal
department polices and/or practices are in conflict with this agreement, this agreement shall
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54
take precedence.
(f) During the term of this Memorandum of Agreement, Management may propose certain
changes in the City Merit System Rules and regulations. With regard to such changes which
pertain to the representation unit, the parties agree to review, and upon request, meet and
confer regarding the changes.
Section 47. Printed Agreement
The City will provide copies of the Memorandum of Agreement resulting from these negotiations in
booklet form to all represented employees.
Section 48. Duration
Except as expressly and specifically provided otherwise herein for the retroactive application of a
specific provision(s), this Memorandum of Agreement shall become effective upon ratification by
both parties hereto and remain in effect through June 30, 2025.
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55
EXECUTED:
FOR: FOR:
PALO ALTO PEACE OFFICERS' CITY OF PALO ALTO
ASSOCIATION
Chistopher Correira
Sandra Blanch, Human Resources Director
Joel Hornung
Tori Anthony,Manager Employee and Labor Relations
Joshua Salkeld Charles Sakai, Counsel
Sloan Sakai Yeung & Wong, LLP
Memorandum of Agreement
City of Palo Alto and
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Page 2 of 23
TABLE OF CONTENTS
ARTICLE I – PREAMBLE ................................................................................................................... 4
Section 1 – Recognition. .................................................................................................................... 4
Section 2 – Non-Discrimination. ........................................................................................................ 4
ARTICLE II – COMPENSATION ........................................................................................................ 4
Section 3 – Salary. .............................................................................................................................. 4
Section 4 – Working Out of Class Pay. .............................................................................................. 5
Section 5 – Night Shift Differential. .................................................................................................. 5
ARTICLE III – HEALTH CARE BENEFITS ....................................................................................... 5
Section 6 – Active Employee Health Plans. ....................................................................................... 5
Section 7 – Dental Benefits. ............................................................................................................... 6
Section 8 – Vision Care. .................................................................................................................... 6
Section 9 – Basic Life Insurance. ...................................................................................................... 6
Section 10 – Supplemental Life And AD&D Insurance. ................................................................... 6
Section 11 – Effective date of Coverage for New Employees. .......................................................... 7
ARTICLE IV – OTHER BENEFITS ..................................................................................................... 7
Section 12 – Holiday Compensation. ................................................................................................ 7
Section 13 – Vacation. ....................................................................................................................... 7
Section 14 – Long Term Disability. ................................................................................................... 8
Section 15 – Dependent Care Assistance Program. .......................................................................... 8
Section 16 – Medical Flexible Spending Program. ............................................................................ 8
Section 17 – Employee Assistance Plan. ............................................................................................ 9
Section 18 – Commute Incentives and Parking. ................................................................................. 9
Reopener. ............................................................................................................................................ 9
ARTICLE V –RETIREMENT ............................................................................................................... 9
Section 19 – Retirement Benefits. ...................................................................................................... 9
Section 20 – Retirement Medical Plan. ........................................................................................... 10
Section 21 – ICMA - Retirement Health Savings Plan. .................................................................. 11
Section 22 – Deferred Compensation Program. .............................................................................. 11
ARTICLE VI – MANAGEMENT BENEFIT PROGRAM ................................................................. 11
Section 23 – Professional Development Reimbursement. ............................................................... 11
Section 24 – Physical Examinations. .............................................................................................. 12
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Section 25 – Excess Benefit. ............................................................................................................ 12
Section 26 – Management Annual Leave. ....................................................................................... 13
ARTICLE VII – OPERATIONAL ISSUES ....................................................................................... 14
Section 27 – Management Assignments. ......................................................................................... 14
Section 28 – Basic Work Schedules. ............................................................................................... 14
Section 29 – On Duty Workouts. ..................................................................................................... 14
Section 30 – Take Home Emergency Response Vehicles. ............................................................... 14
Section 31 – Modified Duty Assignments. ...................................................................................... 14
Section 32 – Meal Allowance. ........................................................................................................ 15
Section 33 – Uniforms. ..................................................................................................................... 15
ARTICLE VIII – ASSOCIATION AGREEMENTS ........................................................................... 15
Section 34 – Association Security. .................................................................................................. 15
Section 35 – Association Representative Access to Work Locations. ............................................. 16
Section 36 – Release Time. .............................................................................................................. 16
Section 37 – Use of City Facilities for Association Business. ......................................................... 16
Section 38 – Payroll Deduction. ....................................................................................................... 16
ARTICLE IX – LEAVE PROGRAMS ................................................................................................ 16
Section 39 – Sick Leave. .................................................................................................................. 16
Section 40 – Voluntary Catastrophic Leave Program. ..................................................................... 18
Section 41 – Leave of Absence With Pay. ...................................................................................... 18
Section 42 – Leave of Absence Without Pay. .................................................................................. 19
ARTICLE X – EMPLOYEE/EMPLOYER RELATIONS .................................................................. 20
Section 43 – Probationary Period. .................................................................................................... 20
Section 44 – Disciplinary Action and Unsatisfactory Work or Conduct. ........................................ 20
Section 45 – Grievance Procedure. .................................................................................................. 20
Section 46 – No Strikes. ................................................................................................................... 22
Section 47 – Reduction in Workforce. ............................................................................................ 23
ARTICLE XI – LOOKING FORWARD ............................................................................................. 23
Section 48 – Full Understanding. ..................................................................................................... 23
Section 49 – Legal Compliance/Severability. .................................................................................. 23
Section 50 – Duration. ...................................................................................................................... 23
APPENDIX A-1 .................................................................................... Error! Bookmark not defined.
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202318 - 20251 MEMORANDUM OF AGREEMENT
City of Palo Alto and Palo Alto Police Managers' Association
ARTICLE I – PREAMBLE
This Memorandum of Agreement is pursuant to and subject to Sections 3500-3510 of the
Government Code of the State of California, the Charter of the City of Palo Alto, and the City of Palo
Alto Merit System Rules and Regulations.
This Memorandum of Agreement made and entered into at Palo Alto, California, by and between
the City of Palo Alto, a municipal corporation (hereinafter referred to as "City") and the Palo Alto
Police Managers' Association (hereinafter referred to as "Association"), is intended to define
agreements reached during the meet and confer process concerning wages, hours, working
conditions, and other terms and conditions of employment for the represented group of employees.
Section 1 – Recognition. On October 29, 2009, the City of Palo Alto certified the Palo Alto Police
Managers' Association (Association) as a bargaining unit within the City.
The City recognizes the Association as the exclusive representative of an employee group consisting
solely of Police Lieutenants and Police Captains who are regularly employed by the City and others
who might be amended into the representation unit from time to time under existing law and the
Merit System Rules and Regulations.
Section 2 – Non-Discrimination. The City and the Union agree that there shall be no discrimination
of any kind because of age (over 40), race, creed, color, religion national origin, ancestry), veterans
status, physical or mental disability, marital status, sexual orientation, sex (sexual, gender based or
gender identity, pregnancy/childbirth), medical condition (cancer related and genetic
characteristics), or on any other basis prohibited by applicable federal and State law against any
employee or applicant for employment.
The Association shall cooperate with the City, to the extent required by federal and State laws and
regulations, in furthering the objective of Equal Employment Opportunities, as defined by Federal
and State regulations.
ARTICLE II – COMPENSATION
Section 3 – Salary
a) Market Adjustment: Effective the first full pay period including City Council Adoption, salary
ranges of all bargaining unit classifications will be increased by five percent (5.0%), which is
sufficient to bring them to the top quartile of market median as determined by the City’s market
study.
b) General Salary Increase: Effective the first full pay period following July 1, 2023, salary
ranges of all represented classifications will be increased by four percent (4.0%).
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c) General Salary Increase: Effective the first full pay period following July 1, 2024 salary ranges
of all represented classifications will be increased by four percent (4.0%).
d) Flexible Compensation: Effective the first full pay period following City Council Adoption, and
in lieu of an increase to the City contribution towards medical premiums, each represented
classification will have their monthly income increased by $100.
e) Flexible Compensation: Effective the first full pay period following January 1, 2024, and in
lieu of an increase to the City contribution towards medical premiums, each represented
classification will have their monthly income increased by an additional $100 (Total of $200)..
Effective the first full pay period after ratification by the Association and adoption by the City
Council, the base salary rates and ranges for classifications covered by this bargaining unit shall be
increased as set forth in Appendix A-1. Additionally, the base salary rates and ranges for
classifications covered by this bargaining unit shall be increased on the first full pay period following
July 1, 2019 and July 1, 2020 as set forth in Appendix A-1. Actual salary within the range is
determined by experience and performance, as determined by the Chief of Police.
Section 4 – Working Out of Class Pay. Lieutenants or Captains fulfilling the role of an acting captain,
assistant chief, or chief for individual shifts and/or a number of hours within a shift, shall not receive
additional compensation. Periodically working in this capacity shall be deemed a basic duty within
an employee's job description.
Lieutenants and Captains working out of class for a period of four or more consecutive shifts shall be
compensated at the start of the pay period with premium pay determined by the Chief of Police or
his or her designee up to 10% of base pay.
In accordance with Government Code 20480, an employee assigned to work in an out-of-class
appointment may not exceed 960 hours worked in the appointment within a fiscal year if the
employee is appointed to an upgraded position or higher classification that is vacant during
recruitment for a permanent appointment. This limitation does not apply to a position that is
temporarily available due to a leave of absence.
Section 5 – Night Shift Differential. Night shift differential shall be paid at the rate of 5% to all
personnel for all hours worked between 6:00 p.m. and 8:00 a.m.
ARTICLE III – HEALTH CARE BENEFITS
Section 6 – Active Employee Health Plans. The maximum City contribution towards medical
premiums for eligible full time employees per employee category shall be up to a maximum of the
following for any plan:
Medical Premium
Category Contribution* Contribution (inclusive
of PEMHCA
contribution) effective
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month following City
Council Adoption
Employee Only $133151.00 $840871
Employee plus one $133151.00 $16801,742
Employee Family $133151.00 $21802,260
*Total City contribution includes both PEMHCA minimum contributions pursuant to Government
Code section 22892 and an additional City contribution necessary to pay the cost of medical
premiums up to the amount listed in the "Total maximum City contribution" columns above.
Section 7 – Dental Benefits.
a) The City will maintain the present level of benefits on the City-sponsored dental program for
current employees and their dependents, except that the maximum benefits per calendar
year shall be $2,000 effective in 1988. Dental Coverage shall include composite (tooth
colored) fillings for all teeth.
Effective July I, 2007, the City will provide 50% of reasonable charges, $2,000 lifetime
maximum orthodontic benefit for representation unit employees and their dependents.
b) Dependents will include domestic partners, as defined in the Active Employee Domestic
Partners Section below.
c) During the term of the agreement, the City and the Union will work together to review
benefit provisions of the City's self-funded dental program. The purpose of this review is to
contain benefit cost increases. Joint recommendations will be prepared for discussion during
successor agreement negotiations.
d) Dental implants in conjunction with one or more missing natural teeth, and removal of
dental implants will be covered as a Major Dental Service at 50% usual, customary and
reasonable (UCR).
Section 8 – Vision Care. The City will offer vision care coverage for employees and dependents.
Coverage is equivalent to $20 deductible Plan A under the Vision Service Plan, with monthly
premiums paid by the employer. Dependents will include domestic partners, as defined in the Active
Employee Domestic Partners Section below.
Section 9 – Basic Life Insurance. The City shall provide a basic group term life insurance with
Accidental Death and Dismemberment (AD&D) coverage, in an amount equal to the employee's
annual basic pay (rounded to the next highest $1,000) at no-cost to the employee. AD&D pays an
additional amount equal to the employee's annual basic pay (rounded to the next highest $1,000).
Section 10 – Supplemental Life And AD&D Insurance. An employee may, at his/her cost, purchase
additional life insurance and additional AD&D coverage equal to one-or two-times his or her annual
salary. The maximum amount of life insurance available to the employee is up to $325,000 and the
maximum amount of AD&D coverage available is up to $325,000.
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Section 11 – Effective date of Coverage for New Employees. For newly hired regular employees
coverage begins on the first day of the month following date of hire for the health plan, dental plan,
vision care plan, and life insurance plans if these benefits are elected.
ARTICLE IV – OTHER BENEFITS
Section 12 – Holiday Compensation. Police Managers will receive the twelve (12) paid City holidays
outlined in the City of Palo Alto Merit Rules.
Floating Holiday – Days of Historical Significance. Employees will be provided one floating holiday
each calendar year in acknowledgement of days of historical significance. The employee with prior
approval from their supervisor can use this floating holiday at any time during the year. This holiday
has no cash value and will expire if unused.
Section 13 – Vacation.
a) Vacation Accrual.
Vacation will be accrued when an employee is in pay status and will be credited on a bi-weekly
basis. Total vacation accrual at any one time may not exceed three times the annual rate of accrual.
Each eligible employee shall accrue vacation at the following rate for continuous service performed
in pay status:
1. Less than nine (9) years - For employees completing less than nine (9) years
continuous service; one hundred twenty (120) hours vacation leave per year. The City
Manager may adjust the annual vacation accrual of employees hired on or after July
1, 2001 to provide up to forty (40) additional hours (i.e. to a maximum annual accrual
of one hundred sixty (160) hours) for service with a prior employer.
2. Nine (9), but less than fourteen (14) years - For employees completing nine (9), but
not more than fourteen (14) years continuous service; one hundred sixty (160) hours
vacation leave per year.
3. Fourteen (14), but less than nineteen (19) years - For employees completing fourteen
(14), but not more than nineteen (19) years continuous service; one hundred eighty
(180) hours vacation leave per year.
4. Nineteen (19) or more years - For employees completing nineteen (19) or more years
continuous service; two hundred (200) hours vacation leave per year.
b) Vacation Use.
Vacation use by police managers will be subject to approval by the Chief of Police or his/her
designee. All reasonable efforts will be made to approve vacation requests while maintaining
appropriate oversight of public safety operations.
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Employees shall complete six months continuous service before using accrued vacation leave.
c) Vacation Cashout.
Once each calendar year an employee may cash out eight (8) or more hours of vacation accrual in
excess of eighty (80) hours from a minimum of eight (8) hours to a maximum of one hundred ( 120)
hours, provided that the employee has taken at least eighty (80) hours of vacation in the previous
twelve (12) months.
Effective for the 2012 tax year and each subsequent year, employees must pre-elect an irrevocable
number of vacation hours they will cash out during the upcoming year, up to a maximum of one
hundred twenty (120) hours, prior to the start of the calendar year. Employees who do not pre-
designate or elect to cash out hours will be deemed to have waived the right to cash out any
vacation leave in the following year.
Employees who pre-designate cash out amounts may request a cash out at any time in the
designated tax year by submitting a cash out form to payroll. For employees who have not
requested payment of pre-designated cash out amounts by November 1 of each year, Payroll will
automatically cash out the pre-designated amount in a paycheck issued on or after November 1.
d) Vacation Pay at Termination.
Employees leaving the municipal service with accrued vacation leave shall be paid the amounts of
accrued vacation to the date of termination. Payments for accrued vacation shall be at the
employee's current rate of pay.
e) Vacation Benefits for Deceased Employees.
An employee who is eligible for vacation leave and who dies while in the municipal service shall
have the amount of any accrued vacation paid to the employee's estate within thirty days. This
proration will be computed at the last basic rate of pay.
Section 14 – Long Term Disability. The City shall provide long term disability (LTD) insurance with a
benefit of 2/3 monthly salary, up to a maximum benefit of $10,000 per month. The City shall pay the
premium for the first $6,000 of base monthly salary. For employees whose base monthly salary
exceeds $6,000, the employee shall pay the cost of the required premium based upon their monthly
salary between $6,000 and $15,000.
Section 15 – Dependent Care Assistance Program. The City will provide a Dependent Care
Assistance Program for employees according to the provisions of the Federal Economic Recovery Act
of 1981, Code Sections 125 and 129. The program will be available to representation unit employees
beginning with pay period number 1 of 1992, and remain in effect subject to a reasonable minimum
participation level and availability of third-party administrative services at a reasonable cost.
Section 16 – Medical Flexible Spending Program. The City will provide a Medical Flexible Spending
Program for Association members allowing them to use pre-tax deferrals for reimbursement of
excess or uncovered medical, dental and vision expenses. The plan will follow existing plan
guidelines and conform to all applicable laws and regulations.
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Section 17 – Employee Assistance Plan. The Employee Assistance Plan (EAP) provides employees
with confidential personal counseling, work and family related issues, eldercare, substance abuse,
etc.
Section 18 – Commute Incentives and Parking.
1. Civic Center Parking. Employees assigned to Civic Center and adjacent work locations. The City
will provide a Civic Center Garage parking permit. Employees hired after June 30, 1994 may
initially receive a parking permit for another downtown lot, subject to the availability of space at
the Civic Center Garage.
2. Alternative Commute Incentives: Employees who qualify may voluntarily elect one commute
incentives, including but not limited to the following options, for those using an eligible
commute alternative on 60% or more of their scheduled work days per month:
a. Public Transit and Vanpool. The City provides tax-free commute incentives up to the
current IRS limit, as may be amended from time to time, (currently $125/month) are
available through the Commuter Check Direct (CCD) website for employees using Bay
Area public transportation or riding in a registered vanpool at least 60% of their
scheduled work days. Administration of the Commuter Check benefit shall be subject to
the rules and regulations of the third- party administrator.
b. Go Pass. The Go Pass program will offer civic center and other downtown-based
employees a Caltrans Go Pass that allows unlimited rides on Caltrain in all zones seven
days per week, to any City of Palo Alto employee.
c. Bicycle. The City will provide employees with a tax-free incentive of $20 per month to
eligible employees who ride a bicycle to work.
d. Carpool. The City will provide with a taxable incentive of $30 per month to each eligible
employee in a carpool with two or more licensed drivers.
e. Walk. The City will provide employees with a taxable incentive of $20 per month to
eligible employees who walk to work.
Reopener. It is the City's interest to reduce single occupancy vehicle trips to the extent possible in
order to address current challenges. During the term of this agreement, upon written request by the
City, the parties shall meet and confer through the impasse process if necessary on changes to the
City's commute incentive and parking program adopted by the City Council.
ARTICLE V –RETIREMENT
Section 19 – Retirement Benefits.
A. "3%@50" Safety Retirement (Employees hired on or before December 7, 2012)
For employees hired by the City of Palo Alto on or before December 7, 2012, the California Public
Employees' Retirement System (CalPERS) retirement formula benefit known as the "3 percent at 50
(3%@50)," per California Government Code section 21362.2, shall continue in effect with the final
salary determination for such employees of the "single highest one (1) year period" per California
Government Code section 20042. All unit members in the 3% @ 50 safety retirement plan shall pay
the full 9% CalPERS member contribution. This contribution is pre-tax to the extent allowable by
law.
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B. Second Tier "3% at 55" Safety Retirement ("Classic" Employees)
For those employees hired on or after December 8, 2012 through December 31, 2012 or are classic
members as defined by CalPERS, the CalPERS retirement formula benefit known as the "3 percent at
55 (3%@55)," per Government Code section 21363.1, with the final salary determination for such
employees of the "three (3) highest consecutive years" based on the highest average annual
compensation earnable by the member during three (3) consecutive years of employment
immediately preceding retirement or the three-year period otherwise designated by the member
per Government Code section 20037. All unit members in the second tier shall pay the full 9%
CalPERS member contribution. This contribution is pre-tax to the extent allowable by law.
C. Third Tier "2.7% at 57” Safety Retirement (“New” PEPRA Employees)
For those employees hired on or after January 1, 2013, the CalPERS retirement formula benefit
known as "2.7 percent at 57 (2.7% at 57)," with the final salary determination for such employees of
the "three (3) highest consecutive years." The initial contribution rate will be at least 50% of the
normal cost rate at retirement as determined by CalPERS. This contribution is pre-tax to the extent
allowable by law.
D. Additional Employee PERS Contributions
Effective the pay period that includes June 30, 2017, all employees regardless of pension formula in
this unit shall, in addition to the Member Contribution required, pay a3% towards the Employer
share of Pension.
Effective the pay period that includes June 30, 2021, all employees regardless of pension formula in
this unit shall, in addition to the Member Contribution required, pay an additional 1% towards the
Employer share of Pension for a total of 4%. Such contributions under CalPERS 20516 will be
provided on a pre-tax basis to the extent allowable by law.
Section 20 – Retirement Medical Plan.
A. Retiree Medical Coverage for Unit Employees Hired Before January 1, 2004:
Monthly City-paid premium contributions for a retiree-selected PEMHCA optional plan will be made
in accordance with the Public Employees' Medical and Hospital Care Act Resolution for employees
hired before January 1, 2004 as outlined below.
For employees who retire before June 1, 2012, the City will pay up to the monthly medical premium
for the 2nd most expensive plan offered to PMA employees among the existing array of plans.
For employees who retire on or after June 1, 2012, The City contribution towards retiree medical
shall be the same contribution amount it makes for active City employees.
Effective upon ratification and adoption of this Agreement (Scheduled for January 11, 2016), the
City shall provide active unit employees who were hired before January 1, 2004 with a one-time
opportunity to opt-in to retiree health benefits provided under California Government Code section
22893. Eligible employees who wish to exercise this option shall inform the People, Strategy, and
Operations department of their election in writing no later than 90 days following the ratification
and adoption of this Agreement.
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B. 20-Year Vesting Schedule for Retiree Medical Coverage for Unit Employees Hired on or
After January 1, 2004 and employees who chose to opt-in to retiree health benefits
provided under California Government Code section 22893 as outlined above:
The retiree health benefit provided in California Government Code section 22893 shall apply to all
employees hired on or after January I, 2004 and employees who opt-in as outlined above. Under
this law, an employee is eligible to receive Fifty (50) percent of benefit after ten (10) years; each
additional service credit year after Ten (10) years will increase employer credit by Five (5%) percent
until Twenty (20) years is reached at which time employee is eligible for One Hundred (100%)
percent of annuitant-only coverage and Ninety (90%) percent of the additional premium for
dependents.
Section 21 – ICMA - Retirement Health Savings Plan. The City provides an ICMA retirement health
savings plan for Association members. The ICMA retirement health savings plan is subject to
applicable IRS rules and plan guidelines as well as any other applicable laws. Each Association
member shall make a pre-tax contribution to the plan as follows:
1. Each member shall contribute 1% of their base salary bi-weekly into the plan.
2. Failure by each member to contribute will deem the health savings plan out of compliance
with IRS and plan guidelines.
3. The administrative fee shall be paid by the Association member.
The manner and amount of contributions may be periodically modified by agreement of both
parties.
Section 22 – Deferred Compensation Program. The City will provide a Deferred Compensation
Program for employees according to the provisions of the plans and applicable IRS guidelines.
ARTICLE VI – MANAGEMENT BENEFIT PROGRAM
Section 23 – Professional Development Reimbursement. The purpose of this program is to provide
employees with resources to improve and supplement their job and professional skills.
Reimbursement for authorized self-improvement activities may be granted to each Association
employee up to a maximum of five hundred dollars ($500) per fiscal year. A departmental training
fund of one thousand dollars per employee ($1,000) will be established for subject matter,
leadership or other training that the Department Director identifies as a need for employees within
that Department.
The following items are eligible for reimbursement:
a) Civic and professional association memberships
b) Conference participation and travel expenses, which must occur within the compensation
plan period.
c) Educational programs, books and videos, and tuition reimbursement designed to maintain or
improve the employee's skills in performing his or her job or future job opportunities, should
support the City's mission or be necessary to meet the educational requirements for
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qualification for employment. Permissible educational expenses are refresher courses,
courses dealing with current developments, academic or vocational courses, as well as the
travel expenses associated with the courses as defined by the City's travel expense report
from the Policy & Procedures Manual Section 1-02 ASD.
d) Professional and trade journal subscriptions not to exceed 12 months.
Approval will be at discretion of department head and signature is required on reimbursement
form. Amounts under this professional development program will be pro-rated in the first year of
employment or promotion.
Section 24 – Physical Examinations. All management and professional employees are eligible to
receive an annual physical examination as follows:
a) Use the periodic health exam benefit as provided under the PERS Health Plan option you
have selected. Each of the PERS Health Plans provides for a periodic physical examination.
The examination must be performed by your primary care physician – unless he/she refers
you to another physician.
b) The types of tests and the frequency of the tests cannot exceed AMA guidelines. The
guidelines are a suggested minimum based on research studies concerning preventative
care. The judgment of your physician is the final determinant for your care.
c) Any additional necessary asymptomatic tests that are required by your physician that are not
covered by your health plan will be reimbursed by the City. Any symptomatic tests will be
covered under your PERS Health Plan.
The Reimbursement for Periodic Physical Exam Form is available on the Human Resources Intranet
site. This benefit will not be pro-rated.
Section 25 – Excess Benefit. This benefit is designed to meet the requirements of Section 125 of the
Internal Revenue Code. Every calendar year, each employee will be provided with $2,500 annually
that they can designate among the following options:
a) Medical Flexible Spending Account (Medical FSA).
Provides reimbursement for excess medical/dental/vision, or expenses that are incurred by
employees and their dependents which are not covered or reimbursed by any other source,
including existing City-sponsored plans. This includes prescribed medications and co-payments as
well as over-the-counter drugs, including: antacids, allergy medicines, pain relievers and cold
medicines. However, nonprescription dietary supplements (e.g. vitamins, etc.) toiletries (e.g.
toothpaste), cosmetics (e.g. face cream), and items used for cosmetic purposes (e.g. Rogaine) are
not acceptable.
b) Dependent Care Flexible Spending Account (Dependent Care FSA).
Provides reimbursement for qualified dependent care expenses under the City's Dependent Care
Assistance Program (DCAP), subject to the following limits: Dependent care expenses will be
reimbursed only to the extent that the amount of such expenses reimbursed under this
Management Benefit Program, when added to the amount (if any) of annual dependent care
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expenses that the participant has elected under the City's Flexible Benefits Plan, do not exceed the
maximum permitted under the DCAP.
1) The annual amount submitted for reimbursement cannot exceed the income of the
lower-paid spouse.
2) The expenses must be employment-related expenses for the care of one or more
dependents who are under 13 years of age and entitled to a dependent deduction under
Internal Revenue Code section 151 (e) or a dependent who is physically or mentally
incapable of caring for himself or herself.
3) The payments cannot be made to a child under 19 years of age or to a person claimed as
a dependent.
4) If the services are provided by a dependent care center, the center must comply with all
state and local laws and must provide care for more than six individuals (other than a
resident of the facility).
5) Dependent care expenses not submitted under this section are eligible under the City
Dependent Care Assistance Plan (DCAP). However, the maximum amount reimbursed
under DCAP will be reduced by any amount reimbursed under the Excess Benefit Plan.
c) Non-taxable Professional Development Spending Account.
Provides reimbursement for Non-Taxable professional development expenses (e.g., job-related
training and education, seminars, training manuals, etc.) to the extent they are not paid or
reimbursed under any other plan of the City.
d) Gym or Health Club Memberships.
Provides reimbursement for annual or monthly memberships, including personal trainers.
Reimbursement of this expense is taxable to the employee.
e) Deferred Compensation.
The $2,500 excess benefit provided in this section made on a one-time contribution basis on
election by the employee towards the employee's City-sponsored 457 Deferred Compensation plan
with either ICMA-RC or the Hartford.
Amounts designated by employees to either the Medical FSA, Dependent Care FSA, or Professional
Development options are done so on a "use -it-or-lose-it" basis. This means that any amounts
designated and not used by the end of the calendar year ( or end of the extended grace period for
the medical FSA) will be forfeited by the employee and returned to the plan.
Specified amounts under this benefit will be applied on a pro-rata basis for employees who are part-
time or who are in a management or professional pay status for less than the full fiscal year. Such
benefits will be pro-rated in the first year of employment (based on hire date) but will not be pro-
rated upon separation of employment.
Section 26 – Management Annual Leave. At the beginning of each calendar year regular
management employees will be credited with 80 hours of management annual leave. This leave is
granted in recognition of the extra hours management employees work over their regular schedule.
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This leave may be taken as paid time off, added to vacation accrual (subject to vacation accrual
limitations), taken as cash or taken as deferred compensation. When time off is taken under this
provision, I 0-hour shift workers will receive one shift off for each 8 hours charged; 24-hour shift
workers will receive one-half shift off for each 8 hours charged. Entitlement under this provision will
be reduced on a prorated basis for part-time status, or according to the number of months in paid
status during the fiscal year; employees who have used more than the pro-rated share at the time
they leave City service shall be required to repay the balance or have it deducted from their final
check. Unused balances as of the end of the calendar year will be paid in cash unless a different
option as indicated above is elected by the employee.
Section 27 - POST Certificate/Incentive
Management POST Certification: Employees that qualify for the Management POST certificate will
receive a four percent (4%) increase to base pay effective the first full pay period after the employee
provides proof of submission of the required paperwork to POST.
ARTICLE VII – OPERATIONAL ISSUES
Section 287 – Management Assignments. The Chief of Police or his/her designee shall have the
authority to make management assignments at his or her discretion. Where possible, these
assignments should take into account the needs of the organization, development of the employee
and individual employee desires.
Section 289 – Basic Work Schedules. Generally, police managers will be expected to work flexible
schedules and reasonably adjust their hours to oversee their employee groups, manage 24/7 law
enforcement operations, perform routine work, complete daily assignments, and occasionally
attend meetings or other events outside their normal work shifts. Basic work schedules will be the
4/10 schedule.
Section 29 30 – On Duty Workouts. Police managers who complete the yearly Wellness Program
requirements may participate in an on-duty workout for a reasonable period as determined by the
Chief, as long as it does not interfere with the performance of the employee's job duties, for which
the employee will remain accountable. Applicable guidelines and conditions are outlined in the
Department's Wellness Program Policy which the City may change from time to time.
Section 310 – Take Home Emergency Response Vehicles. Subject to approval by the City Manager
and the Police Chief, Police Captains will continue the current take home emergency response
vehicle program which allows for the immediate and emergent response to public safety incidents
involving the City.
The specific use and restrictions for driving these vehicles shall adhere to the guidelines outlined in
the then current version of City Policy and Procedure 4-01.
Section 312 – Modified Duty Assignments. In cases of non-work-related injury, illness or pregnancy,
an employee, upon approval of the department head, City Risk Manager and the employee's doctor,
may return to work or continue work with doctor-approved limited or alternative duty pursuant to
Policy & Procedure 2-04. Approval for reasonable accommodation such as limited/alternative duty
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shall be based upon department ability to provide work consistent with medical limitations and the
length of time of the limitations. The City doctor may be consulted in determining work limitations.
Any assignment to a limited/alternative duty will be on a temporary basis.
Section 323 – Meal Allowance. Police managers attending night meetings will be eligible for meal
re-imbursement under the guidelines set forth in the then current version of City Policy and
Procedure No. 1-02.
Section 343 – Uniforms.
a) The City will supply complete uniforms to all sworn personnel. All uniform items are the
property of the City. One complete uniform consists of: (I) three pair of trousers, (2) three
short-sleeved shirts with patches and zippers if desired, (3) three long-sleeved shirts with
patches and zippers if desired, (4) three cotton or two synthetic fiber turtleneck shirts, (5)
hat, (6) duty jacket with patches, (7) dress jacket with patches, (8) necktie, and (9) rain gear.
b) At the time of initial employment, every sworn employee will be issued one complete
uniform. Uniform items will be replaced on an as-needed basis subject to verification by
management.
c) The City shall provide uniform cleaning for sworn representation unit personnel.
d) Personnel are accountable for all uniform items issued to them. If a particular item is lost or
damaged due to employee negligence, the employee will be required to reimburse the City
for value of the item(s) lost or damaged.
e) The City shall reimburse employees for the full cost of job-related boots upon
verification of such purchase by the employees. The City will make the reimbursement only
upon proof that the previous boots have become unserviceable due to wear or
damage. (Job-related boots shall mean well-constructed, high topped boots that provide full
ankle and foot support, which are selected from list agreed to by Management and the
Association.)
Employees are responsible for the full cost of any low-top, black shoes that are worn with
the uniform.
ARTICLE VIII – ASSOCIATION AGREEMENTS
Section 354 – Association Security.
a) When a person is hired in any of the covered job classifications, the City shall notify that
person that the Association is the recognized bargaining representative for the employee
in said Unit and give the employee a current copy of the Memorandum of Agreement.
b) If there is no disruption of work, members of the Association Board of Directors may use
a reasonable amount of on-duty time without loss of pay to meet with Management
specifically related to representation of employees. Such release time must be cleared in
advance by the Chief (or his/her Designee) who is a member of management.
For purposes of this section, representation shall include:
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(i) Meetings with represented employees or management related to a grievance
or disciplinary action, including investigation and preparation time.
(ii) A meeting with management related to benefits, working conditions or other
terms and conditions of employment.
Section 356 – Association Representative Access to Work Locations. Employee and non-employee
representatives of the Association will be granted access to City work locations to conduct business
related to the administration or negotiation of the parties' Memorandum of Understanding, as long
as advance arrangements for such visits have been made with the affected department manager
and no disruption of work occurs. Advance arrangement shall normally include not less than one
hour's notice in the case of an employee Association representative, two hours in the case of non-
employee Association representatives. Non-employee representatives must also notify the Human
Resources Department Manager (or designee) of the time, date and location of the representative's
intended visit.
Section 376 – Release Time. The Association President or his or her-designee in the representation
unit may use a reasonable amount of time without loss of pay for matters related to the bargaining
process, labor relations, and administration of the MOA, violations of the MOA, grievances,
disciplinary issues, and training for association members.
Release time shall normally be approved in advance by the department head and must not detract
from the performance of the representative's City job duties, for which he or she will remain
accountable.
Section 387 – Use of City Facilities for Association Business. Any use of City facilities shall be
governed by the then current version of City Policy and Procedure No. 4-07.
Section 398 – Payroll Deduction. The City shall deduct Association membership dues and any other
mutually agreed upon payroll deduction from the bi-weekly pay of member employees. The dues
deduction must be authorized in writing by the employee on an authorization card acceptable to the
City and the Association. The City shall remit the deducted dues to the Association as soon as
possible after deduction.
ARTICLE IX – LEAVE PROGRAMS
Section 4039 – Sick Leave.
a) Statement of Policy.
Sick leave shall be allowed and used only in case of actual personal sickness or disability, medical or
dental treatment, or as authorized in Subsection (i), personal business chargeable to sick leave. Up
to 8 days sick leave per year may be used for illness in the immediate family (spouse, child, parent,
parent-in-law, brother, sister, registered domestic partner, or close relative residing in the
household of the employee).
b) Eligibility.
Regular and part-time employees shall be eligible to accrue and use sick leave.
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c) Accrual.
Sick leave shall be accrued bi-weekly provided the employee has been in a pay status for 50 percent
or more of a bi-weekly pay period. Sick leave shall be accrued at the rate of 3.7 hours per bi-weekly
pay period.
d) Accumulation.
Sick leave accrual accumulation shall be limited to 1,000 hours with no payoff provision for unused
balance at termination.
e) Use.
Sick leave may be used as needed and approved, to the point of depletion, at which time the
employee will no longer receive pay for sick leave. A new employee may, if necessary, use up to
forty-eight hours or shift equivalent of sick leave at any time during the first six months of
employment. Any negative balances generated by such utilization will be charged against future
accrual or deducted from final paycheck in the event of termination.
An employee who has been disabled for 60 consecutive days and who is otherwise eligible both for
payment under the long-term disability group insurance coverage and accrued sick leave benefits
may, at his/her option, choose either to receive the long-term disability benefits or to utilize the
remainder of his/her accrued sick leave prior to applying for long-term disability benefits.
Sick leave will not be granted for illness occurring during any leave of absence other than sick leave,
unless the employee can demonstrate that it was necessary to come under the care of a doctor
while on such other leave of absence.
When an employee finds it necessary to be absent for any reason, he/she should contact the
Department as soon as possible, but no later than the start of the scheduled shift on the first
working day of absence, and shall regularly report by the start of each subsequent shift unless
hospitalized. Such reports may be subject to written documentation if there is reasonable evidence
that sick leave abuse has occurred. Sick leave shall not be granted unless such report or advance
accounting has been made, provided, however, that the department head may grant exception to
this policy where the circumstances warrant.
Documentation may also be required if there is a reasonable basis to believe that the employee may
not be medically fit to return to work.
f) Depletion of Sick Leave Benefits.
Upon depletion of sick leave or the beginning of the period to be covered by payments under the
long-term disability group insurance coverage, whichever comes first, an employee may be granted
a medical leave of absence without pay for a period not exceeding sixty days. If the employee is
unable to return to work at the end of this period, he/she must request further medical leave which
will be subject to the approval of the City Manager. If further leave is granted, the employee must
notify the City of intent to return to work every thirty days. If further leave is not granted, the
employee's service with the City shall be considered terminated.
g) Forfeiture Upon Termination.
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Employees leaving the municipal service shall forfeit all accumulated sick leave, except as otherwise
provided by law. In the event that notice of resignation is given, sick leave may be used only through
the day which was designated as the final day of work by such notice.
h) Personal Business Leave Chargeable to Sick Leave.
Employees may use up to twenty (20) hours of sick leave per calendar year for personal business.
The scheduling of such leave is subject to the approval of the appropriate level of management.
Section 410 – Voluntary Catastrophic Leave Program. If permitted by agreement between the City
and the Palo Alto Police Officers' Association (P.O.A.) members of the Palo Alto Police Managers'
Association representation unit may participate in the "Voluntary Leave Program" applicable to the
P.O.A. representation unit to assist in maintaining the pay of an employee who is eligible by virtue of
a qualifying catastrophic medical condition. Such participation, when authorized by City- P.O.A.
agreement, shall be allowed only as long as the donors remain anonymous (unless disclosure is
required by law). Otherwise, said program shall be governed by the conditions and restrictions set
forth in the City-P.O.A. Memorandum of Agreement.
Section 412 – Leave of Absence With Pay. The City Manager may grant a regular employee under
his/her control a leave of absence with pay for a period not exceeding thirty calendar days for
reasons he/she deems adequate and in the best interest of the City.
The City Council may grant a regular employee a leave of absence with pay for a period not to
exceed one year for reasons the Council considers adequate and in the best interest of the City.
a) Subpoenas: leave of absence.
Regular employees who are subpoenaed in their capacity as a City employee to appear as witnesses
on behalf of the State of California or any of its agencies may be granted leaves of absence with pay
from their assigned duties until released. The employee shall remit all fees received for such
appearances to the City within thirty days from the termination of his or her services as a witness.
Compensation for mileage or subsistence allowance shall not be considered as a fee and shall be
retained by the employee.
b) Employee's time off to vote.
Pursuant to Elections Code section 14000, when the employee is unable to vote outside of the
employee's work hours, up to two (2) hours' time off with pay to vote at any general or direct
primary election shall be granted at the beginning or end of the employee's scheduled shift,
whichever allows the most free time for voting and the least time off from the regular working shift.
Such time off with pay to vote shall only be granted if the employee provides at least two working
days' notice that time off for voting is desired, unless the nature of the employee's schedule
prevents the employee from anticipating the need for time off to vote.
c) Leave of absence; death in family.
Leave of absence with pay of three (3) days shall be granted an employee by the head of his or her
department in the event of death in the employee's family, but shall not exceed a total of six (6)
paid work days per calendar year. For purposes of this section, family is defined as wife, husband,
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son, step-son, son-in-law, daughter, step-daughter, daughter-in-law, father, step-father, father-in-
law, mother, step-mother, mother-in-law, brother, step-brother, brother-in-law, sister, step-sister,
sister-in-law, grandmother, grandmother-in-law, grandfather, grandfather-in-law, grandchildren,
aunt, uncle, niece, nephew, registered domestic partner, or a close relative residing in the
household of the employee. Such leave shall be at full pay and shall not be charged against the
employee's accrued vacation or sick leave. Requests for leave in excess of three (3) days shall be
subject to the approval of the City Manager. Approval of additional leave will be based on the
circumstances of each request with consideration given to the employee's need for additional time
off.
d) Jury duty: leave of absence.
Employees required to report for jury duty shall be granted a leave of absence with pay from their
assigned duties until released by the court, provided the employee remits to the City all fees
received for such duties other than mileage or subsistence allowances within thirty days from the
termination of his/her jury service.
Section 432 – Leave of Absence Without Pay.
a) Disability.
Leaves of absence without pay may be granted in cases of disability not covered by sick leave.
Pregnancy will be considered as any other disability. Leaves of absence for disability are subject to
physicians' verification including diagnosis and medical work restriction.
b) Other leaves.
Leaves of absence without pay is at the discretion and approval of management. Unauthorized leave
of absence/job abandonment may result in disciplinary action up to and including termination of
employment.
During unpaid leaves of absence for disability or other reasons, the employee may elect and the City
may require the employee to use accrued paid vacation and sick leave in a manner consistent with
state and federal law. All leaves without pay must be approved in advance and in writing by the
department to be effective.
c) Approval of department head.
Leave of absence without pay for one week or less may be granted by the department head,
depending on the merit of the individual case.
d) Approval by City Manager.
Leave of absence without pay in excess of one week's duration may be granted by the City Manager
on the merit of the case, but such leave shall not exceed twelve months' duration.
e) Absence without leave.
Unauthorized leave of absence shall be considered to be without pay, and reductions in the
employee's pay shall be made accordingly. Unauthorized leave of absence may result in termination
of employment.
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f) Leave of absence; death outside the immediate family.
Leave without pay may be granted a regular employee by his/her department head in the event of
death to family members other than one of the immediate family, such leave to be granted in
accordance with Subsections (b), (c), (d) and (e).
g) Military leave of absence.
State and federal law shall govern the granting of military leaves of absence and the rights of
employees returning from such absence.
ARTICLE X – EMPLOYEE/EMPLOYER RELATIONS
Section 443 – Probationary Period.
a) All original appointments to full-time or part-time regular municipal service positions shall be
tentative and subject to a probationary period of twelve months for management employees
b) The probationary period shall be regarded as part of the testing process and shall be utilized
for closely observing the employees work, for securing the effective adjustment of a new
employee to his/her position, and for rejecting any probationary employee whose
performance does not meet the acceptable standards of work.
c) A report of performance of each probationary employee shall be made by the department
head and shown to the probationary employee on or before expiration of the probationary
period.
d) During the probationary period a new employee may be suspended, demoted or terminated
at any time by the appointing authority without cause and without right of appeal or to
submit a grievance.
Section 454 – Disciplinary Action and Unsatisfactory Work or Conduct. Disciplinary action shall be
governed by the City’s Merit Rules and Regulation, Palo Alto Police Department Policy 340 on
Conduct, the Palo Alto Police Department Internal Affairs and Complaint Investigations Guidelines,
and the Police Officer Procedural Bill of Rights Act.
Section 465 – Grievance Procedure.
a) The City and the Association recognize that early settlement of grievances is essential to
sound employee-employer relations. The parties seek to establish a mutually satisfactory
method for the settlement of employee grievances, or Association grievances, as provided
for below. In presenting a grievance, the aggrieved and/or his or her representative is
assured freedom from restraint, interference, coercion, discrimination or reprisal.
b) Definition. A Grievance is:
1. An unresolved complaint or dispute regarding the application or interpretation of this
Memorandum of Agreement
2. An appeal from a disciplinary action of any kind against an employee covered by this
Memorandum of Agreement.
c) Access to the Grievance Procedure. Except as otherwise provided in the Memorandum of
Agreement for probationary employees, all employees represented by the Association may
file and process a grievance. Such aggrieved employees may be represented by the
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Association or may represent themselves in preparing and presenting their grievance at any
level of review. The Association may file a grievance when an Association right under this
Memorandum of Agreement not directly related to an individual employee becomes subject
to dispute.
d) Conduct of Grievance Procedure.
1. The time limits specified in this Article may be extended by written mutual
agreement of the aggrieved employee or the Association and the reviewer
concerned.
2. If a decision is not rendered within a stipulated time limit, the aggrieved employee
may immediately appeal to the next step.
3. The grievance will be considered settled if the decision at any step is not appealed
within the specified time limit.
4. The aggrieved employee or the Association and Human Resources Director may
mutually agree in writing to waive any step of the grievance procedure.
5. Written grievances shall be submitted on forms provided by the City or on forms that
are mutually agreeable to the City and the Association.
6. Any retroactive monetary arbitrator award or settlement by mutual agreement shall
not extend more than ninety (90) days before the date that the grievance was filed in
writing at Step 2 below.
The following steps shall apply:
Step I. The aggrieved employee will first attempt to resolve the grievance through informal
discussions with his or her immediate supervisor by the end of the tenth working day following the
discovery of or the incident upon which the grievance is based. Every attempt will be made to settle
the issue at this level. (Note: For purposes of time limits, the working days are considered to be
Monday through Friday, exclusive of City holidays.) Appeals of disciplinary action should be
processed through the procedures outlined in Step 2-3 of the Grievance Procedure.
Step II. If the grievance is not resolved through the informal discussion, the employee will reduce
the grievance to writing and submit copies to the department head or his/her designee within ten
(10) working days of the discussion with the immediate supervisor.
The department head or his/her designee shall have ten (10) working days from the receipt of a
written grievance to review the matter and prepare a written statement.
Step III. If the grievance is not resolved at Step II, the aggrieved employee may choose between
final and binding resolution of the grievance through appeal to the City Manager or through appeal
to final and binding grievance arbitration. For the term of this Memorandum of Agreement, appeals
to final and binding arbitration may be processed only with Association approval. All Step III appeals
must be filed in writing at the Human Resources Department Office within ten (10) working days of
receipt of the Step II appeal.
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If the aggrieved employee elects final and binding resolution by the City Manager, the City Manager
will choose the methods he or she considers appropriate to review and settle the grievance. The City
Manager shall render a written decision to all parties directly involved within ten working days after
receiving the employee's appeal.
If the aggrieved employee elects final and binding arbitration in accordance with this provision, the
parties shall mutually select an arbitrator. In the event the parties cannot agree on an arbitrator,
they shall mutually request a panel of five arbitrators from the California State Conciliation Service
or from the American Arbitration Association if either party objects to the State Conciliation Service,
and select an arbitrator by the alternate strike method.
The arbitrator shall have jurisdiction and authority only to interpret, apply, or determine compliance
with the provisions of this Memorandum of Agreement and such Merit System Rules, regulations,
policies, procedures, City ordinances, resolutions relating to terms or conditions of employment,
wages or fringe benefits, as may hereafter be in effect in the City insofar as may be necessary to the
determination of grievances appealed to the arbitrator. The arbitrator shall be without power to
make any decision:
1) Regarding matters of interest.
2) Contrary to, or inconsistent with or modifying in any way, the terms of this Memorandum of
Agreement.
3) Granting any wage increases or decreases.
The arbitrator shall be without authority to require the City to delegate or relinquish any powers
which by State law or City Charter the City cannot delegate or relinquish. If either party seeks
arbitration and the other party claims the matter is not subject to the arbitration provisions of this
Memorandum of Agreement, the issue of arbitrability shall first be decided by the arbitrator using
the standards and criteria set forth in this section and without regard to the merits of the grievance.
If the issue is held to be arbitrable, the arbitration proceedings will be recessed for up to five
working days during which the parties shall attempt to resolve the grievance. If no resolution is
reached, the arbitrator will resume the hearing and hear and resolve the issue on the merits.
Copies of the arbitrator's decision shall be submitted to the City, the aggrieved employee and the
Association. All direct costs emanating from the arbitration procedure shall be shared equally by the
City and the aggrieved employee or the Association.
Section 476 – No Strikes. The Association, its representatives, or members, shall not engage in or
cause, instigate, encourage, sanction, or condone a strike, withholding of services, concerted abuse
of leave of absence provisions, work stoppage or work slowdown of any kind. No employee shall
refuse to cross any picket line in the conduct of Police Department business, nor shall the
Association, its representatives, or members discriminate in any way toward anyone who refuses to
participate in a strike, or any of the job actions cited above.
City of Palo Alto and PAPMA
October 1, 2018 – June 30, 2021January 1, 2023 – June 30, 2025
Page 23 of 23
Section 487 – Reduction in Workforce. In the event of reductions in force, they shall be
accomplished wherever possible through attrition.
If the work force is reduced in the Association, the City will give an employee impacted by a
potential lay off 30 days' notice prior to any reduction in force.
ARTICLE XI – LOOKING FORWARD
Section 489 – Full Understanding. This Memorandum of Agreement contains the full and entire
understanding of the parties regarding the matters set forth herein. The parties agree that they shall
each carry out their responsibilities under the MOA in good faith.
Section 5049 – Legal Compliance/Severability. If any provision herein contained is rendered or
declared invalid by reason of existing State or Federal legislation or by reason of State Supreme
Court or U. S. Supreme Court ruling, such invalidation of such part or portion of this Memorandum
of Agreement shall not invalidate the remaining portions hereof, and they shall remain in full force
and effect, insofar as such remaining portions are severable.
Section 510 – Duration. The term of this Agreement shall commence on October 1, 2018become
effective upon ratification and adoption by both parties and shall expire on June 30, 20251.
Memorandum of Agreement
City of Palo Alto and
City of Palo Alto and PAPMA
January 1, 2023 – June 30, 2025
Page 2 of 23
TABLE OF CONTENTS
ARTICLE I – PREAMBLE ................................................................................................................... 4
Section 1 – Recognition. .................................................................................................................... 4
Section 2 – Non-Discrimination. ........................................................................................................ 4
ARTICLE II – COMPENSATION ........................................................................................................ 4
Section 3 – Salary. .............................................................................................................................. 4
Section 4 – Working Out of Class Pay. .............................................................................................. 5
Section 5 – Night Shift Differential. .................................................................................................. 5
ARTICLE III – HEALTH CARE BENEFITS ....................................................................................... 5
Section 6 – Active Employee Health Plans. ....................................................................................... 5
Section 7 – Dental Benefits. ............................................................................................................... 6
Section 8 – Vision Care. .................................................................................................................... 6
Section 9 – Basic Life Insurance. ...................................................................................................... 6
Section 10 – Supplemental Life And AD&D Insurance. ................................................................... 6
Section 11 – Effective date of Coverage for New Employees. .......................................................... 6
ARTICLE IV – OTHER BENEFITS ..................................................................................................... 7
Section 12 – Holiday Compensation. ................................................................................................ 7
Section 13 – Vacation. ....................................................................................................................... 7
Section 14 – Long Term Disability. ................................................................................................... 8
Section 15 – Dependent Care Assistance Program. .......................................................................... 8
Section 16 – Medical Flexible Spending Program. ............................................................................ 8
Section 17 – Employee Assistance Plan. ............................................................................................ 8
Section 18 – Commute Incentives and Parking. ................................................................................. 9
Reopener. ............................................................................................................................................ 9
ARTICLE V –RETIREMENT ............................................................................................................... 9
Section 19 – Retirement Benefits. ...................................................................................................... 9
Section 20 – Retirement Medical Plan. ........................................................................................... 10
Section 21 – ICMA - Retirement Health Savings Plan. .................................................................. 11
Section 22 – Deferred Compensation Program. .............................................................................. 11
ARTICLE VI – MANAGEMENT BENEFIT PROGRAM ................................................................. 11
Section 23 – Professional Development Reimbursement. ............................................................... 11
Section 24 – Physical Examinations. .............................................................................................. 12
City of Palo Alto and PAPMA
January 1, 2023 – June 30, 2025
Page 3 of 23
Section 25 – Excess Benefit. ............................................................................................................ 12
Section 26 – Management Annual Leave. ....................................................................................... 13
ARTICLE VII – OPERATIONAL ISSUES ....................................................................................... 14
Section 27 – Management Assignments. ......................................................................................... 14
Section 28 – Basic Work Schedules. ............................................................................................... 14
Section 29 – On Duty Workouts. ..................................................................................................... 14
Section 30 – Take Home Emergency Response Vehicles. ............................................................... 14
Section 31 – Modified Duty Assignments. ...................................................................................... 14
Section 32 – Meal Allowance. ........................................................................................................ 15
Section 33 – Uniforms. ..................................................................................................................... 15
ARTICLE VIII – ASSOCIATION AGREEMENTS ........................................................................... 15
Section 34 – Association Security. .................................................................................................. 15
Section 35 – Association Representative Access to Work Locations. ............................................. 16
Section 36 – Release Time. .............................................................................................................. 16
Section 37 – Use of City Facilities for Association Business. ......................................................... 16
Section 38 – Payroll Deduction. ....................................................................................................... 16
ARTICLE IX – LEAVE PROGRAMS ................................................................................................ 16
Section 39 – Sick Leave. .................................................................................................................. 16
Section 40 – Voluntary Catastrophic Leave Program. ..................................................................... 18
Section 41 – Leave of Absence With Pay. ...................................................................................... 18
Section 42 – Leave of Absence Without Pay. .................................................................................. 19
ARTICLE X – EMPLOYEE/EMPLOYER RELATIONS .................................................................. 20
Section 43 – Probationary Period. .................................................................................................... 20
Section 44 – Disciplinary Action and Unsatisfactory Work or Conduct. ........................................ 20
Section 45 – Grievance Procedure. .................................................................................................. 20
Section 46 – No Strikes. ................................................................................................................... 22
Section 47 – Reduction in Workforce. ............................................................................................ 22
ARTICLE XI – LOOKING FORWARD ............................................................................................. 23
Section 48 – Full Understanding. ..................................................................................................... 23
Section 49 – Legal Compliance/Severability. .................................................................................. 23
Section 50 – Duration. ...................................................................................................................... 23
APPENDIX A-1 .................................................................................... Error! Bookmark not defined.
City of Palo Alto and PAPMA
January 1, 2023 – June 30, 2025
Page 4 of 23
2023 - 2025 MEMORANDUM OF AGREEMENT
City of Palo Alto and Palo Alto Police Managers' Association
ARTICLE I – PREAMBLE
This Memorandum of Agreement is pursuant to and subject to Sections 3500-3510 of the
Government Code of the State of California, the Charter of the City of Palo Alto, and the City of Palo
Alto Merit System Rules and Regulations.
This Memorandum of Agreement made and entered into at Palo Alto, California, by and between
the City of Palo Alto, a municipal corporation (hereinafter referred to as "City") and the Palo Alto
Police Managers' Association (hereinafter referred to as "Association"), is intended to define
agreements reached during the meet and confer process concerning wages, hours, working
conditions, and other terms and conditions of employment for the represented group of employees.
Section 1 – Recognition. On October 29, 2009, the City of Palo Alto certified the Palo Alto Police
Managers' Association (Association) as a bargaining unit within the City.
The City recognizes the Association as the exclusive representative of an employee group consisting
solely of Police Lieutenants and Police Captains who are regularly employed by the City and others
who might be amended into the representation unit from time to time under existing law and the
Merit System Rules and Regulations.
Section 2 – Non-Discrimination. The City and the Union agree that there shall be no discrimination
of any kind because of age (over 40), race, creed, color, religion national origin, ancestry), veterans
status, physical or mental disability, marital status, sexual orientation, sex (sexual, gender based or
gender identity, pregnancy/childbirth), medical condition (cancer related and genetic
characteristics), or on any other basis prohibited by applicable federal and State law against any
employee or applicant for employment.
The Association shall cooperate with the City, to the extent required by federal and State laws and
regulations, in furthering the objective of Equal Employment Opportunities, as defined by Federal
and State regulations.
ARTICLE II – COMPENSATION
Section 3 – Salary
a) Market Adjustment: Effective the first full pay period including City Council Adoption,
salary ranges of all bargaining unit classifications will be increased by five percent (5.0%),
which is sufficient to bring them to the top quartile of market median as determined by
the City’s market study.
b) General Salary Increase: Effective the first full pay period following July 1, 2023, salary
ranges of all represented classifications will be increased by four percent (4.0%).
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January 1, 2023 – June 30, 2025
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c) General Salary Increase: Effective the first full pay period following July 1, 2024 salary
ranges of all represented classifications will be increased by four percent (4.0%).
d) Flexible Compensation: Effective the first full pay period following City Council Adoption,
and in lieu of an increase to the City contribution towards medical premiums, each
represented classification will have their monthly income increased by $100.
e) Flexible Compensation: Effective the first full pay period following January 1, 2024, and in
lieu of an increase to the City contribution towards medical premiums, each represented
classification will have their monthly income increased by an additional $100 (Total of
$200).
Section 4 – Working Out of Class Pay. Lieutenants or Captains fulfilling the role of an acting captain,
assistant chief, or chief for individual shifts and/or a number of hours within a shift, shall not receive
additional compensation. Periodically working in this capacity shall be deemed a basic duty within
an employee's job description.
Lieutenants and Captains working out of class for a period of four or more consecutive shifts shall be
compensated at the start of the pay period with premium pay determined by the Chief of Police or
his or her designee up to 10% of base pay.
In accordance with Government Code 20480, an employee assigned to work in an out-of-class
appointment may not exceed 960 hours worked in the appointment within a fiscal year if the
employee is appointed to an upgraded position or higher classification that is vacant during
recruitment for a permanent appointment. This limitation does not apply to a position that is
temporarily available due to a leave of absence.
Section 5 – Night Shift Differential. Night shift differential shall be paid at the rate of 5% to all
personnel for all hours worked between 6:00 p.m. and 8:00 a.m.
ARTICLE III – HEALTH CARE BENEFITS
Section 6 – Active Employee Health Plans. The maximum City contribution towards medical
premiums for eligible full time employees per employee category shall be up to a maximum of the
following for any plan:
Medical Premium
Category Contribution* Contribution (inclusive
of PEMHCA
contribution) effective
First month following
Employee Only $151.00 $871
Employee plus one $151.00 $1,742
Employee Family $151.00 $2,260
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January 1, 2023 – June 30, 2025
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*Total City contribution includes both PEMHCA minimum contributions pursuant to Government
Code section 22892 and an additional City contribution necessary to pay the cost of medical
premiums up to the amount listed in the "Total maximum City contribution" columns above.
Section 7 – Dental Benefits.
a) The City will maintain the present level of benefits on the City-sponsored dental program for
current employees and their dependents, except that the maximum benefits per calendar
year shall be $2,000 effective in 1988. Dental Coverage shall include composite (tooth
colored) fillings for all teeth.
Effective July I, 2007, the City will provide 50% of reasonable charges, $2,000 lifetime
maximum orthodontic benefit for representation unit employees and their dependents.
b) Dependents will include domestic partners, as defined in the Active Employee Domestic
Partners Section below.
c) During the term of the agreement, the City and the Union will work together to review
benefit provisions of the City's self-funded dental program. The purpose of this review is to
contain benefit cost increases. Joint recommendations will be prepared for discussion during
successor agreement negotiations.
d) Dental implants in conjunction with one or more missing natural teeth, and removal of
dental implants will be covered as a Major Dental Service at 50% usual, customary and
reasonable (UCR).
Section 8 – Vision Care. The City will offer vision care coverage for employees and dependents.
Coverage is equivalent to $20 deductible Plan A under the Vision Service Plan, with monthly
premiums paid by the employer. Dependents will include domestic partners, as defined in the Active
Employee Domestic Partners Section below.
Section 9 – Basic Life Insurance. The City shall provide a basic group term life insurance with
Accidental Death and Dismemberment (AD&D) coverage, in an amount equal to the employee's
annual basic pay (rounded to the next highest $1,000) at no-cost to the employee. AD&D pays an
additional amount equal to the employee's annual basic pay (rounded to the next highest $1,000).
Section 10 – Supplemental Life And AD&D Insurance. An employee may, at his/her cost, purchase
additional life insurance and additional AD&D coverage equal to one-or two-times his or her annual
salary. The maximum amount of life insurance available to the employee is up to $325,000 and the
maximum amount of AD&D coverage available is up to $325,000.
Section 11 – Effective date of Coverage for New Employees. For newly hired regular employees
coverage begins on the first day of the month following date of hire for the health plan, dental plan,
vision care plan, and life insurance plans if these benefits are elected.
City of Palo Alto and PAPMA
January 1, 2023 – June 30, 2025
Page 7 of 23
ARTICLE IV – OTHER BENEFITS
Section 12 – Holiday Compensation. Police Managers will receive the twelve (12) paid City holidays
outlined in the City of Palo Alto Merit Rules.
Floating Holiday – Days of Historical Significance. Employees will be provided one floating holiday
each calendar year in acknowledgement of days of historical significance. The employee with prior
approval from their supervisor can use this floating holiday at any time during the year. This holiday
has no cash value and will expire if unused.
Section 13 – Vacation.
a) Vacation Accrual.
Vacation will be accrued when an employee is in pay status and will be credited on a bi-weekly
basis. Total vacation accrual at any one time may not exceed three times the annual rate of accrual.
Each eligible employee shall accrue vacation at the following rate for continuous service performed
in pay status:
1. Less than nine (9) years - For employees completing less than nine (9) years
continuous service; one hundred twenty (120) hours vacation leave per year. The City
Manager may adjust the annual vacation accrual of employees hired on or after July
1, 2001 to provide up to forty (40) additional hours (i.e. to a maximum annual accrual
of one hundred sixty (160) hours) for service with a prior employer.
2. Nine (9), but less than fourteen (14) years - For employees completing nine (9), but
not more than fourteen (14) years continuous service; one hundred sixty (160) hours
vacation leave per year.
3. Fourteen (14), but less than nineteen (19) years - For employees completing fourteen
(14), but not more than nineteen (19) years continuous service; one hundred eighty
(180) hours vacation leave per year.
4. Nineteen (19) or more years - For employees completing nineteen (19) or more years
continuous service; two hundred (200) hours vacation leave per year.
b) Vacation Use.
Vacation use by police managers will be subject to approval by the Chief of Police or his/her
designee. All reasonable efforts will be made to approve vacation requests while maintaining
appropriate oversight of public safety operations.
Employees shall complete six months continuous service before using accrued vacation leave.
c) Vacation Cashout.
City of Palo Alto and PAPMA
January 1, 2023 – June 30, 2025
Page 8 of 23
Once each calendar year an employee may cash out eight (8) or more hours of vacation accrual in
excess of eighty (80) hours from a minimum of eight (8) hours to a maximum of one hundred ( 120)
hours, provided that the employee has taken at least eighty (80) hours of vacation in the previous
twelve (12) months.
Effective for the 2012 tax year and each subsequent year, employees must pre-elect an irrevocable
number of vacation hours they will cash out during the upcoming year, up to a maximum of one
hundred twenty (120) hours, prior to the start of the calendar year. Employees who do not pre-
designate or elect to cash out hours will be deemed to have waived the right to cash out any
vacation leave in the following year.
Employees who pre-designate cash out amounts may request a cash out at any time in the
designated tax year by submitting a cash out form to payroll. For employees who have not
requested payment of pre-designated cash out amounts by November 1 of each year, Payroll will
automatically cash out the pre-designated amount in a paycheck issued on or after November 1.
d) Vacation Pay at Termination.
Employees leaving the municipal service with accrued vacation leave shall be paid the amounts of
accrued vacation to the date of termination. Payments for accrued vacation shall be at the
employee's current rate of pay.
e) Vacation Benefits for Deceased Employees.
An employee who is eligible for vacation leave and who dies while in the municipal service shall
have the amount of any accrued vacation paid to the employee's estate within thirty days. This
proration will be computed at the last basic rate of pay.
Section 14 – Long Term Disability. The City shall provide long term disability (LTD) insurance with a
benefit of 2/3 monthly salary, up to a maximum benefit of $10,000 per month. The City shall pay the
premium for the first $6,000 of base monthly salary. For employees whose base monthly salary
exceeds $6,000, the employee shall pay the cost of the required premium based upon their monthly
salary between $6,000 and $15,000.
Section 15 – Dependent Care Assistance Program. The City will provide a Dependent Care
Assistance Program for employees according to the provisions of the Federal Economic Recovery Act
of 1981, Code Sections 125 and 129. The program will be available to representation unit employees
beginning with pay period number 1 of 1992, and remain in effect subject to a reasonable minimum
participation level and availability of third-party administrative services at a reasonable cost.
Section 16 – Medical Flexible Spending Program. The City will provide a Medical Flexible Spending
Program for Association members allowing them to use pre-tax deferrals for reimbursement of
excess or uncovered medical, dental and vision expenses. The plan will follow existing plan
guidelines and conform to all applicable laws and regulations.
Section 17 – Employee Assistance Plan. The Employee Assistance Plan (EAP) provides employees
with confidential personal counseling, work and family related issues, eldercare, substance abuse,
etc.
City of Palo Alto and PAPMA
January 1, 2023 – June 30, 2025
Page 9 of 23
Section 18 – Commute Incentives and Parking.
1. Civic Center Parking. Employees assigned to Civic Center and adjacent work locations. The City
will provide a Civic Center Garage parking permit. Employees hired after June 30, 1994 may
initially receive a parking permit for another downtown lot, subject to the availability of space at
the Civic Center Garage.
2. Alternative Commute Incentives: Employees who qualify may voluntarily elect one commute
incentives, including but not limited to the following options, for those using an eligible
commute alternative on 60% or more of their scheduled work days per month:
a. Public Transit and Vanpool. The City provides tax-free commute incentives up to the
current IRS limit, as may be amended from time to time, (currently $125/month) are
available through the Commuter Check Direct (CCD) website for employees using Bay
Area public transportation or riding in a registered vanpool at least 60% of their
scheduled work days. Administration of the Commuter Check benefit shall be subject to
the rules and regulations of the third- party administrator.
b. Go Pass. The Go Pass program will offer civic center and other downtown-based
employees a Caltrans Go Pass that allows unlimited rides on Caltrain in all zones seven
days per week, to any City of Palo Alto employee.
c. Bicycle. The City will provide employees with a tax-free incentive of $20 per month to
eligible employees who ride a bicycle to work.
d. Carpool. The City will provide with a taxable incentive of $30 per month to each eligible
employee in a carpool with two or more licensed drivers.
e. Walk. The City will provide employees with a taxable incentive of $20 per month to
eligible employees who walk to work.
Reopener. It is the City's interest to reduce single occupancy vehicle trips to the extent possible in
order to address current challenges. During the term of this agreement, upon written request by the
City, the parties shall meet and confer through the impasse process if necessary on changes to the
City's commute incentive and parking program adopted by the City Council.
ARTICLE V –RETIREMENT
Section 19 – Retirement Benefits.
A. "3%@50" Safety Retirement (Employees hired on or before December 7, 2012)
For employees hired by the City of Palo Alto on or before December 7, 2012, the California Public
Employees' Retirement System (CalPERS) retirement formula benefit known as the "3 percent at 50
(3%@50)," per California Government Code section 21362.2, shall continue in effect with the final
salary determination for such employees of the "single highest one (1) year period" per California
Government Code section 20042. All unit members in the 3% @ 50 safety retirement plan shall pay
the full 9% CalPERS member contribution. This contribution is pre-tax to the extent allowable by
law.
B. Second Tier "3% at 55" Safety Retirement ("Classic" Employees)
For those employees hired on or after December 8, 2012 through December 31, 2012 or are classic
members as defined by CalPERS, the CalPERS retirement formula benefit known as the "3 percent at
55 (3%@55)," per Government Code section 21363.1, with the final salary determination for such
City of Palo Alto and PAPMA
January 1, 2023 – June 30, 2025
Page 10 of 23
employees of the "three (3) highest consecutive years" based on the highest average annual
compensation earnable by the member during three (3) consecutive years of employment
immediately preceding retirement or the three-year period otherwise designated by the member
per Government Code section 20037. All unit members in the second tier shall pay the full 9%
CalPERS member contribution. This contribution is pre-tax to the extent allowable by law.
C. Third Tier "2.7% at 57” Safety Retirement (“New” PEPRA Employees)
For those employees hired on or after January 1, 2013, the CalPERS retirement formula benefit
known as "2.7 percent at 57 (2.7% at 57)," with the final salary determination for such employees of
the "three (3) highest consecutive years." The initial contribution rate will be at least 50% of the
normal cost rate at retirement as determined by CalPERS. This contribution is pre-tax to the extent
allowable by law.
D. Additional Employee PERS Contributions
Effective the pay period that includes June 30, 2017, all employees regardless of pension formula in
this unit shall, in addition to the Member Contribution required, pay a3% towards the Employer
share of Pension.
Effective the pay period that includes June 30, 2021, all employees regardless of pension formula in
this unit shall, in addition to the Member Contribution required, pay an additional 1% towards the
Employer share of Pension for a total of 4%. Such contributions under CalPERS 20516 will be
provided on a pre-tax basis to the extent allowable by law.
Section 20 – Retirement Medical Plan.
A. Retiree Medical Coverage for Unit Employees Hired Before January 1, 2004:
Monthly City-paid premium contributions for a retiree-selected PEMHCA optional plan will be made
in accordance with the Public Employees' Medical and Hospital Care Act Resolution for employees
hired before January 1, 2004 as outlined below.
For employees who retire before June 1, 2012, the City will pay up to the monthly medical premium
for the 2nd most expensive plan offered to PMA employees among the existing array of plans.
For employees who retire on or after June 1, 2012, The City contribution towards retiree medical
shall be the same contribution amount it makes for active City employees.
Effective upon ratification and adoption of this Agreement (Scheduled for January 11, 2016), the
City shall provide active unit employees who were hired before January 1, 2004 with a one-time
opportunity to opt-in to retiree health benefits provided under California Government Code section
22893. Eligible employees who wish to exercise this option shall inform the People, Strategy, and
Operations department of their election in writing no later than 90 days following the ratification
and adoption of this Agreement.
B. 20-Year Vesting Schedule for Retiree Medical Coverage for Unit Employees Hired on or
After January 1, 2004 and employees who chose to opt-in to retiree health benefits
provided under California Government Code section 22893 as outlined above:
City of Palo Alto and PAPMA
January 1, 2023 – June 30, 2025
Page 11 of 23
The retiree health benefit provided in California Government Code section 22893 shall apply to all
employees hired on or after January I, 2004 and employees who opt-in as outlined above. Under
this law, an employee is eligible to receive Fifty (50) percent of benefit after ten (10) years; each
additional service credit year after Ten (10) years will increase employer credit by Five (5%) percent
until Twenty (20) years is reached at which time employee is eligible for One Hundred (100%)
percent of annuitant-only coverage and Ninety (90%) percent of the additional premium for
dependents.
Section 21 – ICMA - Retirement Health Savings Plan. The City provides an ICMA retirement health
savings plan for Association members. The ICMA retirement health savings plan is subject to
applicable IRS rules and plan guidelines as well as any other applicable laws. Each Association
member shall make a pre-tax contribution to the plan as follows:
1. Each member shall contribute 1% of their base salary bi-weekly into the plan.
2. Failure by each member to contribute will deem the health savings plan out of compliance
with IRS and plan guidelines.
3. The administrative fee shall be paid by the Association member.
The manner and amount of contributions may be periodically modified by agreement of both
parties.
Section 22 – Deferred Compensation Program. The City will provide a Deferred Compensation
Program for employees according to the provisions of the plans and applicable IRS guidelines.
ARTICLE VI – MANAGEMENT BENEFIT PROGRAM
Section 23 – Professional Development Reimbursement. The purpose of this program is to provide
employees with resources to improve and supplement their job and professional skills.
Reimbursement for authorized self-improvement activities may be granted to each Association
employee up to a maximum of five hundred dollars ($500) per fiscal year. A departmental training
fund of one thousand dollars per employee ($1,000) will be established for subject matter,
leadership or other training that the Department Director identifies as a need for employees within
that Department.
The following items are eligible for reimbursement:
a) Civic and professional association memberships
b) Conference participation and travel expenses, which must occur within the compensation
plan period.
c) Educational programs, books and videos, and tuition reimbursement designed to maintain or
improve the employee's skills in performing his or her job or future job opportunities, should
support the City's mission or be necessary to meet the educational requirements for
qualification for employment. Permissible educational expenses are refresher courses,
courses dealing with current developments, academic or vocational courses, as well as the
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January 1, 2023 – June 30, 2025
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travel expenses associated with the courses as defined by the City's travel expense report
from the Policy & Procedures Manual Section 1-02 ASD.
d) Professional and trade journal subscriptions not to exceed 12 months.
Approval will be at discretion of department head and signature is required on reimbursement
form. Amounts under this professional development program will be pro-rated in the first year of
employment or promotion.
Section 24 – Physical Examinations. All management and professional employees are eligible to
receive an annual physical examination as follows:
a) Use the periodic health exam benefit as provided under the PERS Health Plan option you
have selected. Each of the PERS Health Plans provides for a periodic physical examination.
The examination must be performed by your primary care physician – unless he/she refers
you to another physician.
b) The types of tests and the frequency of the tests cannot exceed AMA guidelines. The
guidelines are a suggested minimum based on research studies concerning preventative
care. The judgment of your physician is the final determinant for your care.
c) Any additional necessary asymptomatic tests that are required by your physician that are not
covered by your health plan will be reimbursed by the City. Any symptomatic tests will be
covered under your PERS Health Plan.
The Reimbursement for Periodic Physical Exam Form is available on the Human Resources Intranet
site. This benefit will not be pro-rated.
Section 25 – Excess Benefit. This benefit is designed to meet the requirements of Section 125 of the
Internal Revenue Code. Every calendar year, each employee will be provided with $2,500 annually
that they can designate among the following options:
a) Medical Flexible Spending Account (Medical FSA).
Provides reimbursement for excess medical/dental/vision, or expenses that are incurred by
employees and their dependents which are not covered or reimbursed by any other source,
including existing City-sponsored plans. This includes prescribed medications and co-payments as
well as over-the-counter drugs, including: antacids, allergy medicines, pain relievers and cold
medicines. However, nonprescription dietary supplements (e.g. vitamins, etc.) toiletries (e.g.
toothpaste), cosmetics (e.g. face cream), and items used for cosmetic purposes (e.g. Rogaine) are
not acceptable.
b) Dependent Care Flexible Spending Account (Dependent Care FSA).
Provides reimbursement for qualified dependent care expenses under the City's Dependent Care
Assistance Program (DCAP), subject to the following limits: Dependent care expenses will be
reimbursed only to the extent that the amount of such expenses reimbursed under this
Management Benefit Program, when added to the amount (if any) of annual dependent care
expenses that the participant has elected under the City's Flexible Benefits Plan, do not exceed the
maximum permitted under the DCAP.
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January 1, 2023 – June 30, 2025
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1) The annual amount submitted for reimbursement cannot exceed the income of the
lower-paid spouse.
2) The expenses must be employment-related expenses for the care of one or more
dependents who are under 13 years of age and entitled to a dependent deduction under
Internal Revenue Code section 151 (e) or a dependent who is physically or mentally
incapable of caring for himself or herself.
3) The payments cannot be made to a child under 19 years of age or to a person claimed as
a dependent.
4) If the services are provided by a dependent care center, the center must comply with all
state and local laws and must provide care for more than six individuals (other than a
resident of the facility).
5) Dependent care expenses not submitted under this section are eligible under the City
Dependent Care Assistance Plan (DCAP). However, the maximum amount reimbursed
under DCAP will be reduced by any amount reimbursed under the Excess Benefit Plan.
c) Non-taxable Professional Development Spending Account.
Provides reimbursement for Non-Taxable professional development expenses (e.g., job-related
training and education, seminars, training manuals, etc.) to the extent they are not paid or
reimbursed under any other plan of the City.
d) Gym or Health Club Memberships.
Provides reimbursement for annual or monthly memberships, including personal trainers.
Reimbursement of this expense is taxable to the employee.
e) Deferred Compensation.
The $2,500 excess benefit provided in this section made on a one-time contribution basis on
election by the employee towards the employee's City-sponsored 457 Deferred Compensation plan
with either ICMA-RC or the Hartford.
Amounts designated by employees to either the Medical FSA, Dependent Care FSA, or Professional
Development options are done so on a "use -it-or-lose-it" basis. This means that any amounts
designated and not used by the end of the calendar year ( or end of the extended grace period for
the medical FSA) will be forfeited by the employee and returned to the plan.
Specified amounts under this benefit will be applied on a pro-rata basis for employees who are part-
time or who are in a management or professional pay status for less than the full fiscal year. Such
benefits will be pro-rated in the first year of employment (based on hire date) but will not be pro-
rated upon separation of employment.
Section 26 – Management Annual Leave. At the beginning of each calendar year regular
management employees will be credited with 80 hours of management annual leave. This leave is
granted in recognition of the extra hours management employees work over their regular schedule.
This leave may be taken as paid time off, added to vacation accrual (subject to vacation accrual
limitations), taken as cash or taken as deferred compensation. When time off is taken under this
provision, I 0-hour shift workers will receive one shift off for each 8 hours charged; 24-hour shift
City of Palo Alto and PAPMA
January 1, 2023 – June 30, 2025
Page 14 of 23
workers will receive one-half shift off for each 8 hours charged. Entitlement under this provision will
be reduced on a prorated basis for part-time status, or according to the number of months in paid
status during the fiscal year; employees who have used more than the pro-rated share at the time
they leave City service shall be required to repay the balance or have it deducted from their final
check. Unused balances as of the end of the calendar year will be paid in cash unless a different
option as indicated above is elected by the employee.
Section 27 - POST Certificate/Incentive
Management POST Certification: Employees that qualify for the Management POST certificate will
receive a four percent (4%) increase to base pay effective the first full pay period after the employee
provides proof of submission of the required paperwork to POST.
ARTICLE VII – OPERATIONAL ISSUES
Section 28 – Management Assignments. The Chief of Police or his/her designee shall have the
authority to make management assignments at his or her discretion. Where possible, these
assignments should take into account the needs of the organization, development of the employee
and individual employee desires.
Section 29 – Basic Work Schedules. Generally, police managers will be expected to work flexible
schedules and reasonably adjust their hours to oversee their employee groups, manage 24/7 law
enforcement operations, perform routine work, complete daily assignments, and occasionally
attend meetings or other events outside their normal work shifts. Basic work schedules will be the
4/10 schedule.
Section 30 – On Duty Workouts. Police managers who complete the yearly Wellness Program
requirements may participate in an on-duty workout for a reasonable period as determined by the
Chief, as long as it does not interfere with the performance of the employee's job duties, for which
the employee will remain accountable. Applicable guidelines and conditions are outlined in the
Department's Wellness Program Policy which the City may change from time to time.
Section 31 – Take Home Emergency Response Vehicles. Subject to approval by the City Manager and
the Police Chief, Police Captains will continue the current take home emergency response vehicle
program which allows for the immediate and emergent response to public safety incidents involving
the City.
The specific use and restrictions for driving these vehicles shall adhere to the guidelines outlined in
the then current version of City Policy and Procedure 4-01.
Section 32 – Modified Duty Assignments. In cases of non-work-related injury, illness or pregnancy,
an employee, upon approval of the department head, City Risk Manager and the employee's doctor,
may return to work or continue work with doctor-approved limited or alternative duty pursuant to
Policy & Procedure 2-04. Approval for reasonable accommodation such as limited/alternative duty
shall be based upon department ability to provide work consistent with medical limitations and the
length of time of the limitations. The City doctor may be consulted in determining work limitations.
Any assignment to a limited/alternative duty will be on a temporary basis.
City of Palo Alto and PAPMA
January 1, 2023 – June 30, 2025
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Section 33 – Meal Allowance. Police managers attending night meetings will be eligible for meal re-
imbursement under the guidelines set forth in the then current version of City Policy and Procedure
No. 1-02.
Section 34 – Uniforms.
a) The City will supply complete uniforms to all sworn personnel. All uniform items are the
property of the City. One complete uniform consists of: (I) three pair of trousers, (2) three
short-sleeved shirts with patches and zippers if desired, (3) three long-sleeved shirts with
patches and zippers if desired, (4) three cotton or two synthetic fiber turtleneck shirts, (5)
hat, (6) duty jacket with patches, (7) dress jacket with patches, (8) necktie, and (9) rain gear.
b) At the time of initial employment, every sworn employee will be issued one complete
uniform. Uniform items will be replaced on an as-needed basis subject to verification by
management.
c) The City shall provide uniform cleaning for sworn representation unit personnel.
d) Personnel are accountable for all uniform items issued to them. If a particular item is lost or
damaged due to employee negligence, the employee will be required to reimburse the City
for value of the item(s) lost or damaged.
e) The City shall reimburse employees for the full cost of job-related boots upon
verification of such purchase by the employees. The City will make the reimbursement only
upon proof that the previous boots have become unserviceable due to wear or
damage. (Job-related boots shall mean well-constructed, high topped boots that provide full
ankle and foot support, which are selected from list agreed to by Management and the
Association.)
Employees are responsible for the full cost of any low-top, black shoes that are worn with
the uniform.
ARTICLE VIII – ASSOCIATION AGREEMENTS
Section 35 – Association Security.
a) When a person is hired in any of the covered job classifications, the City shall notify that
person that the Association is the recognized bargaining representative for the employee
in said Unit and give the employee a current copy of the Memorandum of Agreement.
b) If there is no disruption of work, members of the Association Board of Directors may use
a reasonable amount of on-duty time without loss of pay to meet with Management
specifically related to representation of employees. Such release time must be cleared in
advance by the Chief (or his/her Designee) who is a member of management.
For purposes of this section, representation shall include:
(i) Meetings with represented employees or management related to a grievance
or disciplinary action, including investigation and preparation time.
(ii) A meeting with management related to benefits, working conditions or other
terms and conditions of employment.
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January 1, 2023 – June 30, 2025
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Section 36 – Association Representative Access to Work Locations. Employee and non-employee
representatives of the Association will be granted access to City work locations to conduct business
related to the administration or negotiation of the parties' Memorandum of Understanding, as long
as advance arrangements for such visits have been made with the affected department manager
and no disruption of work occurs. Advance arrangement shall normally include not less than one
hour's notice in the case of an employee Association representative, two hours in the case of non-
employee Association representatives. Non-employee representatives must also notify the Human
Resources Department Manager (or designee) of the time, date and location of the representative's
intended visit.
Section 37 – Release Time. The Association President or his or her-designee in the representation
unit may use a reasonable amount of time without loss of pay for matters related to the bargaining
process, labor relations, and administration of the MOA, violations of the MOA, grievances,
disciplinary issues, and training for association members.
Release time shall normally be approved in advance by the department head and must not detract
from the performance of the representative's City job duties, for which he or she will remain
accountable.
Section 38 – Use of City Facilities for Association Business. Any use of City facilities shall be governed
by the then current version of City Policy and Procedure No. 4-07.
Section 39 – Payroll Deduction. The City shall deduct Association membership dues and any other
mutually agreed upon payroll deduction from the bi-weekly pay of member employees. The dues
deduction must be authorized in writing by the employee on an authorization card acceptable to the
City and the Association. The City shall remit the deducted dues to the Association as soon as
possible after deduction.
ARTICLE IX – LEAVE PROGRAMS
Section 40 – Sick Leave.
a) Statement of Policy.
Sick leave shall be allowed and used only in case of actual personal sickness or disability, medical or
dental treatment, or as authorized in Subsection (i), personal business chargeable to sick leave. Up
to 8 days sick leave per year may be used for illness in the immediate family (spouse, child, parent,
parent-in-law, brother, sister, registered domestic partner, or close relative residing in the
household of the employee).
b) Eligibility.
Regular and part-time employees shall be eligible to accrue and use sick leave.
c) Accrual.
Sick leave shall be accrued bi-weekly provided the employee has been in a pay status for 50 percent
or more of a bi-weekly pay period. Sick leave shall be accrued at the rate of 3.7 hours per bi-weekly
pay period.
City of Palo Alto and PAPMA
January 1, 2023 – June 30, 2025
Page 17 of 23
d) Accumulation.
Sick leave accrual accumulation shall be limited to 1,000 hours with no payoff provision for unused
balance at termination.
e) Use.
Sick leave may be used as needed and approved, to the point of depletion, at which time the
employee will no longer receive pay for sick leave. A new employee may, if necessary, use up to
forty-eight hours or shift equivalent of sick leave at any time during the first six months of
employment. Any negative balances generated by such utilization will be charged against future
accrual or deducted from final paycheck in the event of termination.
An employee who has been disabled for 60 consecutive days and who is otherwise eligible both for
payment under the long-term disability group insurance coverage and accrued sick leave benefits
may, at his/her option, choose either to receive the long-term disability benefits or to utilize the
remainder of his/her accrued sick leave prior to applying for long-term disability benefits.
Sick leave will not be granted for illness occurring during any leave of absence other than sick leave,
unless the employee can demonstrate that it was necessary to come under the care of a doctor
while on such other leave of absence.
When an employee finds it necessary to be absent for any reason, he/she should contact the
Department as soon as possible, but no later than the start of the scheduled shift on the first
working day of absence, and shall regularly report by the start of each subsequent shift unless
hospitalized. Such reports may be subject to written documentation if there is reasonable evidence
that sick leave abuse has occurred. Sick leave shall not be granted unless such report or advance
accounting has been made, provided, however, that the department head may grant exception to
this policy where the circumstances warrant.
Documentation may also be required if there is a reasonable basis to believe that the employee may
not be medically fit to return to work.
f) Depletion of Sick Leave Benefits.
Upon depletion of sick leave or the beginning of the period to be covered by payments under the
long-term disability group insurance coverage, whichever comes first, an employee may be granted
a medical leave of absence without pay for a period not exceeding sixty days. If the employee is
unable to return to work at the end of this period, he/she must request further medical leave which
will be subject to the approval of the City Manager. If further leave is granted, the employee must
notify the City of intent to return to work every thirty days. If further leave is not granted, the
employee's service with the City shall be considered terminated.
g) Forfeiture Upon Termination.
Employees leaving the municipal service shall forfeit all accumulated sick leave, except as otherwise
provided by law. In the event that notice of resignation is given, sick leave may be used only through
the day which was designated as the final day of work by such notice.
h) Personal Business Leave Chargeable to Sick Leave.
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January 1, 2023 – June 30, 2025
Page 18 of 23
Employees may use up to twenty (20) hours of sick leave per calendar year for personal business.
The scheduling of such leave is subject to the approval of the appropriate level of management.
Section 41 – Voluntary Catastrophic Leave Program. If permitted by agreement between the City
and the Palo Alto Police Officers' Association (P.O.A.) members of the Palo Alto Police Managers'
Association representation unit may participate in the "Voluntary Leave Program" applicable to the
P.O.A. representation unit to assist in maintaining the pay of an employee who is eligible by virtue of
a qualifying catastrophic medical condition. Such participation, when authorized by City- P.O.A.
agreement, shall be allowed only as long as the donors remain anonymous (unless disclosure is
required by law). Otherwise, said program shall be governed by the conditions and restrictions set
forth in the City-P.O.A. Memorandum of Agreement.
Section 42 – Leave of Absence With Pay. The City Manager may grant a regular employee under
his/her control a leave of absence with pay for a period not exceeding thirty calendar days for
reasons he/she deems adequate and in the best interest of the City.
The City Council may grant a regular employee a leave of absence with pay for a period not to
exceed one year for reasons the Council considers adequate and in the best interest of the City.
a) Subpoenas: leave of absence.
Regular employees who are subpoenaed in their capacity as a City employee to appear as witnesses
on behalf of the State of California or any of its agencies may be granted leaves of absence with pay
from their assigned duties until released. The employee shall remit all fees received for such
appearances to the City within thirty days from the termination of his or her services as a witness.
Compensation for mileage or subsistence allowance shall not be considered as a fee and shall be
retained by the employee.
b) Employee's time off to vote.
Pursuant to Elections Code section 14000, when the employee is unable to vote outside of the
employee's work hours, up to two (2) hours' time off with pay to vote at any general or direct
primary election shall be granted at the beginning or end of the employee's scheduled shift,
whichever allows the most free time for voting and the least time off from the regular working shift.
Such time off with pay to vote shall only be granted if the employee provides at least two working
days' notice that time off for voting is desired, unless the nature of the employee's schedule
prevents the employee from anticipating the need for time off to vote.
c) Leave of absence; death in family.
Leave of absence with pay of three (3) days shall be granted an employee by the head of his or her
department in the event of death in the employee's family, but shall not exceed a total of six (6)
paid work days per calendar year. For purposes of this section, family is defined as wife, husband,
son, step-son, son-in-law, daughter, step-daughter, daughter-in-law, father, step-father, father-in-
law, mother, step-mother, mother-in-law, brother, step-brother, brother-in-law, sister, step-sister,
sister-in-law, grandmother, grandmother-in-law, grandfather, grandfather-in-law, grandchildren,
aunt, uncle, niece, nephew, registered domestic partner, or a close relative residing in the
household of the employee. Such leave shall be at full pay and shall not be charged against the
City of Palo Alto and PAPMA
January 1, 2023 – June 30, 2025
Page 19 of 23
employee's accrued vacation or sick leave. Requests for leave in excess of three (3) days shall be
subject to the approval of the City Manager. Approval of additional leave will be based on the
circumstances of each request with consideration given to the employee's need for additional time
off.
d) Jury duty: leave of absence.
Employees required to report for jury duty shall be granted a leave of absence with pay from their
assigned duties until released by the court, provided the employee remits to the City all fees
received for such duties other than mileage or subsistence allowances within thirty days from the
termination of his/her jury service.
Section 43 – Leave of Absence Without Pay.
a) Disability.
Leaves of absence without pay may be granted in cases of disability not covered by sick leave.
Pregnancy will be considered as any other disability. Leaves of absence for disability are subject to
physicians' verification including diagnosis and medical work restriction.
b) Other leaves.
Leaves of absence without pay is at the discretion and approval of management. Unauthorized leave
of absence/job abandonment may result in disciplinary action up to and including termination of
employment.
During unpaid leaves of absence for disability or other reasons, the employee may elect and the City
may require the employee to use accrued paid vacation and sick leave in a manner consistent with
state and federal law. All leaves without pay must be approved in advance and in writing by the
department to be effective.
c) Approval of department head.
Leave of absence without pay for one week or less may be granted by the department head,
depending on the merit of the individual case.
d) Approval by City Manager.
Leave of absence without pay in excess of one week's duration may be granted by the City Manager
on the merit of the case, but such leave shall not exceed twelve months' duration.
e) Absence without leave.
Unauthorized leave of absence shall be considered to be without pay, and reductions in the
employee's pay shall be made accordingly. Unauthorized leave of absence may result in termination
of employment.
f) Leave of absence; death outside the immediate family.
Leave without pay may be granted a regular employee by his/her department head in the event of
death to family members other than one of the immediate family, such leave to be granted in
accordance with Subsections (b), (c), (d) and (e).
g) Military leave of absence.
City of Palo Alto and PAPMA
January 1, 2023 – June 30, 2025
Page 20 of 23
State and federal law shall govern the granting of military leaves of absence and the rights of
employees returning from such absence.
ARTICLE X – EMPLOYEE/EMPLOYER RELATIONS
Section 44 – Probationary Period.
a) All original appointments to full-time or part-time regular municipal service positions shall be
tentative and subject to a probationary period of twelve months for management employees
b) The probationary period shall be regarded as part of the testing process and shall be utilized
for closely observing the employees work, for securing the effective adjustment of a new
employee to his/her position, and for rejecting any probationary employee whose
performance does not meet the acceptable standards of work.
c) A report of performance of each probationary employee shall be made by the department
head and shown to the probationary employee on or before expiration of the probationary
period.
d) During the probationary period a new employee may be suspended, demoted or terminated
at any time by the appointing authority without cause and without right of appeal or to
submit a grievance.
Section 45 – Disciplinary Action and Unsatisfactory Work or Conduct. Disciplinary action shall be
governed by the City’s Merit Rules and Regulation, Palo Alto Police Department Policy 340 on
Conduct, the Palo Alto Police Department Internal Affairs and Complaint Investigations Guidelines,
and the Police Officer Procedural Bill of Rights Act.
Section 46 – Grievance Procedure.
a) The City and the Association recognize that early settlement of grievances is essential to
sound employee-employer relations. The parties seek to establish a mutually satisfactory
method for the settlement of employee grievances, or Association grievances, as provided
for below. In presenting a grievance, the aggrieved and/or his or her representative is
assured freedom from restraint, interference, coercion, discrimination or reprisal.
b) Definition. A Grievance is:
1. An unresolved complaint or dispute regarding the application or interpretation of this
Memorandum of Agreement
2. An appeal from a disciplinary action of any kind against an employee covered by this
Memorandum of Agreement.
c) Access to the Grievance Procedure. Except as otherwise provided in the Memorandum of
Agreement for probationary employees, all employees represented by the Association may
file and process a grievance. Such aggrieved employees may be represented by the
Association or may represent themselves in preparing and presenting their grievance at any
level of review. The Association may file a grievance when an Association right under this
Memorandum of Agreement not directly related to an individual employee becomes subject
to dispute.
d) Conduct of Grievance Procedure.
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January 1, 2023 – June 30, 2025
Page 21 of 23
1. The time limits specified in this Article may be extended by written mutual
agreement of the aggrieved employee or the Association and the reviewer
concerned.
2. If a decision is not rendered within a stipulated time limit, the aggrieved employee
may immediately appeal to the next step.
3. The grievance will be considered settled if the decision at any step is not appealed
within the specified time limit.
4. The aggrieved employee or the Association and Human Resources Director may
mutually agree in writing to waive any step of the grievance procedure.
5. Written grievances shall be submitted on forms provided by the City or on forms that
are mutually agreeable to the City and the Association.
6. Any retroactive monetary arbitrator award or settlement by mutual agreement shall
not extend more than ninety (90) days before the date that the grievance was filed in
writing at Step 2 below.
The following steps shall apply:
Step I. The aggrieved employee will first attempt to resolve the grievance through informal
discussions with his or her immediate supervisor by the end of the tenth working day following the
discovery of or the incident upon which the grievance is based. Every attempt will be made to settle
the issue at this level. (Note: For purposes of time limits, the working days are considered to be
Monday through Friday, exclusive of City holidays.) Appeals of disciplinary action should be
processed through the procedures outlined in Step 2-3 of the Grievance Procedure.
Step II. If the grievance is not resolved through the informal discussion, the employee will reduce
the grievance to writing and submit copies to the department head or his/her designee within ten
(10) working days of the discussion with the immediate supervisor.
The department head or his/her designee shall have ten (10) working days from the receipt of a
written grievance to review the matter and prepare a written statement.
Step III. If the grievance is not resolved at Step II, the aggrieved employee may choose between
final and binding resolution of the grievance through appeal to the City Manager or through appeal
to final and binding grievance arbitration. For the term of this Memorandum of Agreement, appeals
to final and binding arbitration may be processed only with Association approval. All Step III appeals
must be filed in writing at the Human Resources Department Office within ten (10) working days of
receipt of the Step II appeal.
If the aggrieved employee elects final and binding resolution by the City Manager, the City Manager
will choose the methods he or she considers appropriate to review and settle the grievance. The City
Manager shall render a written decision to all parties directly involved within ten working days after
receiving the employee's appeal.
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January 1, 2023 – June 30, 2025
Page 22 of 23
If the aggrieved employee elects final and binding arbitration in accordance with this provision, the
parties shall mutually select an arbitrator. In the event the parties cannot agree on an arbitrator,
they shall mutually request a panel of five arbitrators from the California State Conciliation Service
or from the American Arbitration Association if either party objects to the State Conciliation Service,
and select an arbitrator by the alternate strike method.
The arbitrator shall have jurisdiction and authority only to interpret, apply, or determine compliance
with the provisions of this Memorandum of Agreement and such Merit System Rules, regulations,
policies, procedures, City ordinances, resolutions relating to terms or conditions of employment,
wages or fringe benefits, as may hereafter be in effect in the City insofar as may be necessary to the
determination of grievances appealed to the arbitrator. The arbitrator shall be without power to
make any decision:
1) Regarding matters of interest.
2) Contrary to, or inconsistent with or modifying in any way, the terms of this Memorandum of
Agreement.
3) Granting any wage increases or decreases.
The arbitrator shall be without authority to require the City to delegate or relinquish any powers
which by State law or City Charter the City cannot delegate or relinquish. If either party seeks
arbitration and the other party claims the matter is not subject to the arbitration provisions of this
Memorandum of Agreement, the issue of arbitrability shall first be decided by the arbitrator using
the standards and criteria set forth in this section and without regard to the merits of the grievance.
If the issue is held to be arbitrable, the arbitration proceedings will be recessed for up to five
working days during which the parties shall attempt to resolve the grievance. If no resolution is
reached, the arbitrator will resume the hearing and hear and resolve the issue on the merits.
Copies of the arbitrator's decision shall be submitted to the City, the aggrieved employee and the
Association. All direct costs emanating from the arbitration procedure shall be shared equally by the
City and the aggrieved employee or the Association.
Section 47 – No Strikes. The Association, its representatives, or members, shall not engage in or
cause, instigate, encourage, sanction, or condone a strike, withholding of services, concerted abuse
of leave of absence provisions, work stoppage or work slowdown of any kind. No employee shall
refuse to cross any picket line in the conduct of Police Department business, nor shall the
Association, its representatives, or members discriminate in any way toward anyone who refuses to
participate in a strike, or any of the job actions cited above.
Section 48 – Reduction in Workforce. In the event of reductions in force, they shall be
accomplished wherever possible through attrition.
If the work force is reduced in the Association, the City will give an employee impacted by a
potential lay off 30 days' notice prior to any reduction in force.
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January 1, 2023 – June 30, 2025
Page 23 of 23
ARTICLE XI – LOOKING FORWARD
Section 49 – Full Understanding. This Memorandum of Agreement contains the full and entire
understanding of the parties regarding the matters set forth herein. The parties agree that they shall
each carry out their responsibilities under the MOA in good faith.
Section 50 – Legal Compliance/Severability. If any provision herein contained is rendered or
declared invalid by reason of existing State or Federal legislation or by reason of State Supreme
Court or U. S. Supreme Court ruling, such invalidation of such part or portion of this Memorandum
of Agreement shall not invalidate the remaining portions hereof, and they shall remain in full force
and effect, insofar as such remaining portions are severable.
Section 51 – Duration. The term of this Agreement shall become effective upon ratification and
adoption by both parties and shall expire on June 30, 2025.
Palo Alto Peace Officers' Association (PAPOA)
Schedule
Job Code FLSA Job Title Effective 04/08/2023 (5% Increase + Med Ben)Effective 07/15/2023 (4% Increase)
Monthly Annual
Effective 01/13/2024 (Med Ben)
Monthly Annual
Effective 07/13/2024 (4% Increase)
Step Rate Monthly Annual Step Step Step Rate
$60.40
$60.40
$60.40
$60.40
$60.40
$60.40
Monthly Annual
1 $55.27 1 $57.49 1 $58.07 1
55.27 57.49 58.07
617 Non‐exempt Police Trainee‐Bilingual
$9,580.13 $114,962 $9,964.93 $119,579 $10,065.47 $120,786 $10,469.33 $125,632
1 $52.69 1 $54.80 1 $55.38 1 $57.60
620 Non‐exempt
‐exempt
‐exempt
‐exempt
‐exempt
‐exempt
‐exempt
‐exempt
Police Trainee
Officer
9,132.93
12,362.13
12,975.73
13,251.33
13,913.47
12,975.73
15,684.93
12,362.13
109,595 9,498.67
12,857.87
13,495.73
13,781.73
14,471.60
13,495.73
16,312.40
12,857.87
113,984 9,599.20
12,958.40
13,596.27
13,882.27
14,572.13
13,596.27
16,412.93
12,958.40
115,190 9,984.00
13,478.40
14,140.53
14,438.67
15,156.27
14,140.53
17,069.87
13,478.40
119,808
1 $55.32 1 $57.40 1 $57.98 1 $60.17
1 $58.06 1 $60.25 1 $60.83 1 $63.13
Police Officer‐Inter
1 $59.30 1 $61.51 1 $62.09 1 $64.46
Police Officer‐Adv
1 $62.24 1 $64.60 1 $65.18 1 $67.66
Police Officer‐Adv‐Bilingual
Off Training‐Bilingual
Sergeant‐Bilingual
Off Training
1 $58.06 1 $60.25 1 $60.83 1 $63.13
1 $70.15 1 $72.82 1 $73.40 1 $76.21
1 $55.32 1 $57.40 1 $57.98 1 $60.17
1 $73.78 1 $76.59 1 $77.17 1 $80.12
Palo Alto Peace Officers' Association (PAPOA)
Schedule
Job Code FLSA Job Title Effective 04/08/2023 (5% Increase + Med Ben)Effective 07/15/2023 (4% Increase)
Monthly Annual
Effective 01/13/2024 (Med Ben)
Monthly Annual
Effective 07/13/2024 (4% Increase)
Step Rate Monthly Annual Step Step Step Rate Monthly Annual
2 $77.63 2 $80.62 2 $81.20 2 $84.34
$88.78
$93.45
$98.37
$103.55
81.68 84.86 85.44628Non‐exempt Police Sgt/Inter‐Bilingual
$16,496.13 $197,954 $17,156.53 $205,878 $17,257.07 $207,085 $17,948.67 $215,384
1 $75.42 1 $78.30
82.42
86.76
91.33
96.14
101.20
1 $78.88
83.00
87.34
91.91
96.72
101.78
1 $81.91
$86.22
$90.76
$95.54
$100.57
$105.86
629 Non‐exempt
‐exempt
‐exempt
‐exempt
Police Sgt/Adv‐Bilingual
16,865.33 202,384 17,541.33 210,496 17,641.87 211,702 18,349.07 220,189
1 $66.81 1 $69.36 1 $69.94 1 $72.60
Police Sergeant
1 $70.35 1 $73.02 1 $73.60 1 $76.41
Police Sgt/Inter
1 $71.88 1 $74.63 1 $75.21 1 $78.08
$82.19
$86.52
$91.07
$95.86
$100.91
Police Sgt/Adv
Palo Alto Police Managers' Association (PAPMA)
Schedule
Adoption ‐ Effective 04/08/2023: 5% Market + Benefit Offset
Job Code
147
FLSA
Exempt
Exempt
Classification
Police Captain‐Adv
Police Liet‐Adv
Grade Code Min Hourly Rate Mid Hourly Rate Max Hourly Rate Approx Max Monthly Salary Approx Max Annual Salary
023 $88.05 $110.06 $132.08 $22,894 $274,726
149 086
Effective 07/15/2023: 4% General Increase
Job Code
147
FLSA
Exempt
Exempt
Classification
Police Captain‐Adv
Police Liet‐Adv
Grade Code Min Hourly Rate Mid Hourly Rate Max Hourly Rate Approx Max Monthly Salary Approx Max Annual Salary
023 $91.58 $114.47 $137.37 $23,811 $285,730
149 086
Effective 01/13/2024: Benefit Offset
Job Code
147
FLSA
Exempt
Exempt
Classification
Police Captain‐Adv
Police Liet‐Adv
Grade Code Min Hourly Rate Mid Hourly Rate Max Hourly Rate Approx Max Monthly Salary Approx Max Annual Salary
023 $92.04 $115.05 $138.06 $23,930 $287,165
149 086
Effective 07/13/2024: 4% General Increase
Job Code
147
FLSA
Exempt
Exempt
Classification
Police Captain‐Adv
Police Liet‐Adv
Grade Code Min Hourly Rate Mid Hourly Rate Max Hourly Rate Approx Max Monthly Salary Approx Max Annual Salary
023 $95.73 $119.66 $143.60 $24,891 $298,688
149 086
Non-Shift
Job Code Classifications Grade Codes Hourly Rate Approx Monthly Salary Approx. Annual Salary
018
015 Battalion Chief EMT 40-hour workweek 28E
2019
Shift
Job Code Classifications Grade Codes Approx Monthly Salary Approx. Annual Salary
116
016
Non-Shift
Job Code Classifications Grade Codes Hourly Rate Approx Monthly Salary Approx. Annual Salary
018
015
2019 Battalion Chief EMT, Training 40-hour workweek 28E
Shift
Job Code Classifications Grade Codes Approx Monthly Salary Approx. Annual Salary
116 Battalion Chief 56-hour workweek 030
016
Non-Shift
Job Code Classifications Grade Codes Hourly Rate Approx Monthly Salary Approx. Annual Salary
018
015
2019
Shift
Job Code Classifications Grade Codes Approx Monthly Salary Approx. Annual Salary
116
016
Non-Shift
Job Code Classifications Grade Codes Hourly Rate Approx Monthly Salary Approx. Annual Salary
018
015
2019
Shift
Job Code Classifications Grade Codes Approx Monthly Salary Approx. Annual Salary
116
016
Non-Shift
Job Code Classifications Grade Codes Hourly Rate Approx Monthly Salary Approx. Annual Salary
018
015
2019
Shift
Job Code Classifications Grade Codes Approx Monthly Salary Approx. Annual Salary
116
016
07/12/2024 (4% Increase)
1/11/2025 (2% Increase)
Adoption (11% Increase+Benefit Offset)
07/15/2023 (4% Increase)
1/13/2024 (Benefit Offset)
Palo Alto Fire Chiefs' Association (PAFCA)
Salary Schedule
Job Code Classifications Grade
Codes Min Mid Max Min Mid Max
190 Non-Exempt Accountant 690P $40.52 $50.65 $60.78 $84,282 $105,352 $126,422
76 Exempt Administrative Assistant 750P $32.40 $40.50 $48.60 $67,392 $84,240 $101,088
115 Exempt Assistant Chief Building Official 405M $58.82 $73.52 $88.23 $122,346 $152,922 $183,518
132 Exempt Assistant Chief of Police 100A $96.40 $120.49 $144.59 $200,512 $250,619 $300,747
108 Exempt Assistant City Attorney 165A $73.98 $92.47 $110.97 $153,878 $192,338 $230,818
109 Exempt Assistant City Clerk 630M $44.79 $55.98 $67.18 $93,163 $116,438 $139,734
107 Exempt Assistant City Manager 20E $96.15 $120.18 $144.22 $199,992 $249,974 $299,978
73 Exempt Assistant Director Administrative Services 120A $79.80 $99.74 $119.69 $165,984 $207,459 $248,955
126 Exempt Assistant Director Community Services 150A $76.40 $95.50 $114.60 $158,912 $198,640 $238,368
1007 Exempt Assistant Director Human Resources 155A $73.88 $92.34 $110.81 $153,670 $192,067 $230,485
2001 Exempt Assistant Director Library Services 160A $68.99 $86.23 $103.48 $143,499 $179,358 $215,238
10 Exempt Assistant Director Planning & Community Environment 130A $77.70 $97.12 $116.55 $161,616 $202,010 $242,424
143 Exempt Assistant Director Public Works 140A $76.80 $96.00 $115.20 $159,744 $199,680 $239,616
168 Exempt Assistant Fleet Manager 585M $44.50 $55.62 $66.75 $92,560 $115,690 $138,840
102 Exempt Assistant Manager WQCP 240D $63.52 $79.40 $95.28 $132,122 $165,152 $198,182
30 Exempt Assistant to the City Manager 390M $62.29 $77.86 $93.44 $129,563 $161,949 $194,355
118 Exempt Chief Building Official 290M $75.35 $94.18 $113.02 $156,728 $195,894 $235,082
2008 Exempt Chief Communications Officer 135A $73.47 $91.83 $110.20 $152,818 $191,006 $229,216
112 Exempt Chief Planning Official 220D $67.39 $84.23 $101.08 $140,171 $175,198 $210,246
95 Exempt Chief Procurement Officer 235D $57.56 $71.94 $86.33 $119,725 $149,635 $179,566
82 Exempt Chief Transportation Official 140A $73.01 $91.26 $109.52 $151,861 $189,821 $227,802
96 Exempt Claims Investigator 660P $39.36 $49.20 $59.04 $81,869 $102,336 $122,803
24 Exempt Communication Specialist 615M $42.60 $53.24 $63.89 $88,608 $110,739 $132,891
89 Exempt Contracts Administrator 585P $50.00 $62.50 $75.00 $104,000 $130,000 $156,000
186 Non-Exempt Coordinator Library Circulation 675M $40.66 $50.82 $60.99 $84,573 $105,706 $126,859
191 Exempt Fire Marshal*125A $87.72 $109.65 $131.58 $182,458 $228,072 $273,686
11 Exempt Deputy City Attorney 375M $58.02 $72.52 $87.03 $120,682 $150,842 $181,022
71 Exempt Deputy City Clerk 720M $35.08 $43.85 $52.62 $72,966 $91,208 $109,450
55 Exempt Deputy City Manager 115A $76.28 $95.34 $114.41 $158,662 $198,307 $237,973
195 Exempt Deputy Director Technical Services Division 200D $71.96 $89.95 $107.94 $149,677 $187,096 $224,515
20 Exempt Deputy Fire Chief*110A $91.38 $114.22 $137.07 $190,070 $237,578 $285,106
81 Exempt Director Administrative Services/Chief Financial Officer 50E $92.88 $116.09 $139.31 $193,190 $241,467 $289,765
72 Exempt Director Community Services 45E $88.32 $110.39 $132.47 $183,706 $229,611 $275,538
City of Palo Alto
Management, Professional and Confidential Salary Schedule
Effective 12/31/2022 (Market and Benefits Offset)
Page 1
Job Code Classifications Grade
Codes Min Mid Max Min Mid Max
City of Palo Alto
Management, Professional and Confidential Salary Schedule
Effective 12/31/2022 (Market and Benefits Offset)
1012 Exempt
133 Exempt Director Human Resources/Chief People Officer 55E $88.55 $110.68 $132.82 $184,184 $230,214 $276,266
128 Exempt Director Information Technology/Chief Information Officer 25E $96.71 $120.88 $145.06 $201,157 $251,430 $301,725
131 Exempt Director Libraries 60E $82.69 $103.36 $124.04 $171,995 $214,989 $258,003
2028 Exempt Director of Emergency Medical Services 215D $69.63 $87.03 $104.44 $144,830 $181,022 $217,235
2005 Exempt Director Office of Emergency Services 215D $69.63 $87.03 $104.44 $144,830 $181,022 $217,235
49 Exempt Director Office of Management and Budget 120A $79.80 $99.74 $119.69 $165,984 $207,459 $248,955
134 Exempt Director Planning & Community Environment 40E $93.12 $116.39 $139.67 $193,690 $242,091 $290,514
135 Exempt Director Public Works/City Engineer 30E $94.31 $117.88 $141.46 $196,165 $245,190 $294,237
121 Exempt Director Utilities 10E $111.29 $139.11 $166.94 $231,483 $289,349 $347,235
2002 Exempt Division Head Library Services 260D $60.28 $75.34 $90.41 $125,382 $156,707 $188,053
172 Exempt Division Manager Open Space, Parks & Golf 245D $62.66 $78.32 $93.99 $130,333 $162,906 $195,499
2031 Exempt Division Manager Planning 220D $67.39 $84.23 $101.08 $140,171 $175,198 $210,246
1005 Exempt Executive Assistant to the City Manager 705M $36.60 $45.74 $54.89 $76,128 $95,139 $114,171
139 Exempt Fire Chief*35E $105.11 $131.38 $157.66 $218,629 $273,270 $327,933
163 Exempt Hearing Officer 480M $51.51 $64.38 $77.26 $107,141 $133,910 $160,701
101 Exempt Human Resources Representative 735P $34.24 $42.79 $51.35 $71,219 $89,003 $106,808
90 Exempt Landscape Architect Park Planner 510M $49.05 $61.31 $73.58 $102,024 $127,525 $153,046
2015 Exempt Legal Fellow 755P $43.14 $53.92 $64.71 $89,731 $112,154 $134,597
171 Exempt Management Analyst 585M $44.50 $55.62 $66.75 $92,560 $115,690 $138,840
79 Exempt Manager Accounting 235D $60.86 $76.07 $91.29 $126,589 $158,226 $189,883
2007 Exempt Manager Airport 210D $69.86 $87.32 $104.79 $145,309 $181,626 $217,963
2023 Exempt
38 Exempt Manager Communications 525M $49.35 $61.68 $74.02 $102,648 $128,294 $153,962
154 Exempt Manager Community Services 630M $45.88 $57.34 $68.81 $95,430 $119,267 $143,125
169 Exempt Manager Community Services Sr Program 585M $49.28 $61.60 $73.92 $102,502 $128,128 $153,754
1013 Exempt Manager Development Center 495M $55.69 $69.61 $83.54 $115,835 $144,789 $173,763
63 Exempt Manager Economic Development 220D $64.31 $80.38 $96.46 $133,765 $167,190 $200,637
44 Exempt Manager Employee Benefits 450M $55.02 $68.77 $82.53 $114,442 $143,042 $171,662
45 Exempt Manager Employee Relations & Training 235D $60.86 $76.07 $91.29 $126,589 $158,226 $189,883
93 Exempt Manager Environmental Control Program 419M $59.86 $74.82 $89.79 $124,509 $155,626 $186,763
1116 Exempt Manager Facilities 445M $52.81 $66.01 $79.22 $109,845 $137,301 $164,778
Exempt
Page 2
Job Code Classifications Grade
Codes Min Mid Max Min Mid Max
City of Palo Alto
Management, Professional and Confidential Salary Schedule
Effective 12/31/2022 (Market and Benefits Offset)
127 Exempt
2018 Exempt Manager Human Services 540M $51.74 $64.67 $77.61 $107,619 $134,514 $161,429
32 Exempt Manager Information Technology 230D $62.22 $77.77 $93.33 $129,418 $161,762 $194,126
2006 Exempt Manager Information Technology Security 230D $58.84 $73.55 $88.26 $122,387 $152,984 $183,581
158 Exempt Manager Laboratory Services 495M $50.27 $62.83 $75.40 $104,562 $130,686 $156,832
78 Exempt Manager Library Services 565M $48.66 $60.82 $72.99 $101,213 $126,506 $151,819
92 Exempt Manager Maintenance Operations 469M $49.24 $61.55 $73.86 $102,419 $128,024 $153,629
26 Exempt
51 Exempt Manager Planning 415M $59.10 $73.87 $88.65 $122,928 $153,650 $184,392
103 Exempt Manager Real Property 235D $57.56 $71.94 $86.33 $119,725 $149,635 $179,566
2011 Exempt Manager Revenue Collections 250D $54.09 $67.61 $81.14 $112,507 $140,629 $168,771
160 Exempt Manager Solid Waste 330M $58.22 $72.77 $87.33 $121,098 $151,362 $181,646
57 Exempt
86 Exempt Manager Urban Forestry 436M $54.87 $68.58 $82.30 $114,130 $142,646 $171,184
178 Exempt Manager Water Quality Control Plant 205D $71.70 $89.62 $107.55 $149,136 $186,410 $223,704
39 Exempt Manager Watershed Protection 330M $64.51 $80.63 $96.76 $134,181 $167,710 $201,261
1008 Exempt Office of Emergency Services Coordinator 525M $47.86 $59.82 $71.79 $99,549 $124,426 $149,323
2024 Exempt
100 Exempt
148 Exempt Police Chief 15E $108.51 $135.63 $162.76 $225,701 $282,110 $338,541
2021 Exempt Chief Assistant City Attorney 101A $95.65 $119.56 $143.48 $198,952 $248,685 $298,438
2016 Exempt Principal Business Analyst 310M $61.32 $76.64 $91.97 $127,546 $159,411 $191,298
2029 Exempt Principal Planner 469M $49.64 $62.04 $74.45 $103,251 $129,043 $154,856
2003 Exempt Principal Management Analyst 360M $61.08 $76.34 $91.61 $127,046 $158,787 $190,549
2009 Exempt Project Manager 570M $50.32 $62.90 $75.48 $104,666 $130,832 $156,998
2012 Exempt Public Safety Communications Manager 495M $50.27 $62.83 $75.40 $104,562 $130,686 $156,832
166 Exempt Public Safety Program Manager 585M $44.50 $55.62 $66.75 $92,560 $115,690 $138,840
117 Exempt Senior Accountant 525M $53.78 $67.22 $80.67 $111,862 $139,818 $167,794
2013 Exempt Senior Business Analyst - M 420M $53.39 $66.73 $80.08 $111,051 $138,798 $166,566
187 Exempt Senior Engineer 300M $68.72 $85.89 $103.07 $142,938 $178,651 $214,386
106 Exempt Senior Executive Assistant 450M $52.04 $65.04 $78.05 $108,243 $135,283 $162,344
157 Exempt Senior Human Resources Administrator 545M $46.84 $58.54 $70.25 $97,427 $121,763 $146,120
14 Exempt Senior Management Analyst 465M $52.00 $64.99 $77.99 $108,160 $135,179 $162,219
Page 3
Job Code Classifications Grade
Codes Min Mid Max Min Mid Max
City of Palo Alto
Management, Professional and Confidential Salary Schedule
Effective 12/31/2022 (Market and Benefits Offset)
130 Exempt
53 Exempt Senior Project Manager 300M $68.72 $85.89 $103.07 $142,938 $178,651 $214,386
33 Exempt Senior Technologist 420M $53.39 $66.73 $80.08 $111,051 $138,798 $166,566
155 Exempt Superintendent Animal Services 540M $46.72 $58.39 $70.07 $97,178 $121,451 $145,746
83 Exempt Superintendent Community Services 480M $55.78 $69.72 $83.67 $116,022 $145,018 $174,034
1117 Exempt Superintendent Recreation 480M $55.78 $69.72 $83.67 $116,022 $145,018 $174,034
2022 Exempt Supervising Librarian 675M $40.81 $51.01 $61.22 $84,885 $106,101 $127,338
161 Exempt Supervisor Facilities Management 600M $43.51 $54.38 $65.26 $90,501 $113,110 $135,741
113 Exempt Supervisor Inspection and Surveying 540M $46.72 $58.39 $70.07 $97,178 $121,451 $145,746
146 Exempt Supervisor Warehouse 660M $39.36 $49.20 $59.04 $81,869 $102,336 $122,803
181 Exempt Supervisor Water Quality Control Operations 525M $47.86 $59.82 $71.79 $99,549 $124,426 $149,323
2027 Exempt Utilities Chief Operating Officer 60E $80.20 $100.25 $120.30 $166,816 $208,520 $250,224
905 Non-Exempt Human Resources Technician 830C $28.70 $35.87 $43.05 $59,696 $74,610 $89,544
903 Non-Exempt Legal Secretary-Confidential 820C $29.41 $36.76 $44.12 $61,173 $76,461 $91,770
67 Exempt Secretary to City Attorney 800C $34.86 $43.57 $52.29 $72,509 $90,626 $108,763
1004 Non-Exempt Senior Legal Secretary - Confidential 810C $32.40 $40.50 $48.60 $67,392 $84,240 $101,088
* Effective 02/25/2023
Page 4
Job Code Classifications Grade
Codes Min Mid Max Min Mid Max
190 Non-Exempt Accountant 690P $42.15 $52.68 $63.22 $87,672 $109,574 $131,498
76 Exempt Administrative Assistant 750P $33.70 $42.12 $50.55 $70,096 $87,610 $105,144
115 Exempt Assistant Chief Building Official 405M $61.18 $76.47 $91.77 $127,254 $159,058 $190,882
132 Exempt Assistant Chief of Police 100A $100.25 $125.31 $150.38 $208,520 $260,645 $312,790
108 Exempt Assistant City Attorney 165A $76.94 $96.17 $115.41 $160,035 $200,034 $240,053
109 Exempt Assistant City Clerk 630M $46.58 $58.22 $69.87 $96,886 $121,098 $145,330
107 Exempt Assistant City Manager 20E $100.00 $124.99 $149.99 $208,000 $259,979 $311,979
73 Exempt Assistant Director Administrative Services 120A $82.99 $103.73 $124.48 $172,619 $215,758 $258,918
126 Exempt Assistant Director Community Services 150A $79.46 $99.32 $119.19 $165,277 $206,586 $247,915
1007 Exempt Assistant Director Human Resources 155A $76.84 $96.04 $115.25 $159,827 $199,763 $239,720
2001 Exempt Assistant Director Library Services 160A $71.75 $89.68 $107.62 $149,240 $186,534 $223,850
10 Exempt Assistant Director Planning & Community Environment 130A $80.81 $101.01 $121.22 $168,085 $210,101 $252,138
143 Exempt Assistant Director Public Works 140A $79.88 $99.84 $119.81 $166,150 $207,667 $249,205
168 Exempt Assistant Fleet Manager 585M $46.28 $57.85 $69.42 $96,262 $120,328 $144,394
102 Exempt Assistant Manager WQCP 240D $66.07 $82.58 $99.10 $137,426 $171,766 $206,128
30 Exempt Assistant to the City Manager 390M $64.79 $80.98 $97.18 $134,763 $168,438 $202,134
118 Exempt Chief Building Official 290M $78.36 $97.95 $117.54 $162,989 $203,736 $244,483
2008 Exempt Chief Communications Officer 135A $76.41 $95.51 $114.62 $158,933 $198,661 $238,410
112 Exempt Chief Planning Official 220D $70.08 $87.60 $105.12 $145,766 $182,208 $218,650
95 Exempt Chief Procurement Officer 235D $59.86 $74.82 $89.79 $124,509 $155,626 $186,763
82 Exempt Chief Transportation Official 140A $75.94 $94.92 $113.91 $157,955 $197,434 $236,933
96 Exempt Claims Investigator 660P $40.94 $51.17 $61.41 $85,155 $106,434 $127,733
24 Exempt Communication Specialist 615M $44.30 $55.37 $66.45 $92,144 $115,170 $138,216
89 Exempt Contracts Administrator 585P $52.00 $65.00 $78.00 $108,160 $135,200 $162,240
186 Non-Exempt Coordinator Library Circulation 675M $42.29 $52.86 $63.44 $87,963 $109,949 $131,955
191 Exempt Fire Marshal 125A $91.24 $114.04 $136.85 $189,779 $237,203 $284,648
11 Exempt Deputy City Attorney 375M $60.35 $75.43 $90.52 $125,528 $156,894 $188,282
71 Exempt Deputy City Clerk 720M $36.49 $45.61 $54.74 $75,899 $94,869 $113,859
55 Exempt Deputy City Manager 115A $79.33 $99.16 $119.00 $165,006 $206,253 $247,520
195 Exempt Deputy Director Technical Services Division 200D $74.84 $93.55 $112.26 $155,667 $194,584 $233,501
20 Exempt Deputy Fire Chief 110A $95.04 $118.79 $142.55 $197,683 $247,083 $296,504
81 Exempt Director Administrative Services/Chief Financial Officer 50E $96.60 $120.74 $144.89 $200,928 $251,139 $301,371
72 Exempt Director Community Services 45E $91.85 $114.81 $137.78 $191,048 $238,805 $286,582
City of Palo Alto
Management, Professional and Confidential Salary Schedule
Effective 07/01/2023 (4% Increase)
Page 5
Job Code Classifications Grade
Codes Min Mid Max Min Mid Max
City of Palo Alto
Management, Professional and Confidential Salary Schedule
Effective 07/01/2023 (4% Increase)
1012 Exempt
133 Exempt Director Human Resources/Chief People Officer 55E $92.09 $115.11 $138.14 $191,547 $239,429 $287,331
128 Exempt Director Information Technology/Chief Information Officer 25E $100.58 $125.72 $150.87 $209,206 $261,498 $313,810
131 Exempt Director Libraries 60E $86.00 $107.50 $129.00 $178,880 $223,600 $268,320
2028 Exempt Director of Emergency Medical Services 215D $72.42 $90.52 $108.63 $150,634 $188,282 $225,950
2005 Exempt Director Office of Emergency Services 215D $72.42 $90.52 $108.63 $150,634 $188,282 $225,950
49 Exempt Director Office of Management and Budget 120A $82.99 $103.73 $124.48 $172,619 $215,758 $258,918
134 Exempt Director Planning & Community Environment 40E $96.84 $121.05 $145.26 $201,427 $251,784 $302,141
135 Exempt Director Public Works/City Engineer 30E $98.08 $122.60 $147.12 $204,006 $255,008 $306,010
121 Exempt Director Utilities 10E $115.75 $144.68 $173.62 $240,760 $300,934 $361,130
2002 Exempt Division Head Library Services 260D $62.69 $78.36 $94.04 $130,395 $162,989 $195,603
172 Exempt Division Manager Open Space, Parks & Golf 245D $65.17 $81.46 $97.76 $135,554 $169,437 $203,341
2031 Exempt Division Manager Planning 220D $70.08 $87.60 $105.12 $145,766 $182,208 $218,650
1005 Exempt Executive Assistant to the City Manager 705M $38.06 $47.57 $57.09 $79,165 $98,946 $118,747
139 Exempt Fire Chief 35E $109.32 $136.64 $163.97 $227,386 $284,211 $341,058
163 Exempt Hearing Officer 480M $53.57 $66.96 $80.36 $111,426 $139,277 $167,149
101 Exempt Human Resources Representative 735P $35.61 $44.51 $53.42 $74,069 $92,581 $111,114
90 Exempt Landscape Architect Park Planner 510M $51.02 $63.77 $76.53 $106,122 $132,642 $159,182
2015 Exempt Legal Fellow 755P $44.87 $56.08 $67.30 $93,330 $116,646 $139,984
171 Exempt Management Analyst 585M $46.28 $57.85 $69.42 $96,262 $120,328 $144,394
79 Exempt Manager Accounting 235D $63.30 $79.12 $94.95 $131,664 $164,570 $197,496
2007 Exempt Manager Airport 210D $72.66 $90.82 $108.99 $151,133 $188,906 $226,699
2023 Exempt
38 Exempt Manager Communications 525M $51.32 $64.15 $76.98 $106,746 $133,432 $160,118
154 Exempt Manager Community Services 630M $47.72 $59.64 $71.57 $99,258 $124,051 $148,866
169 Exempt Manager Community Services Sr Program 585M $51.26 $64.07 $76.89 $106,621 $133,266 $159,931
1013 Exempt Manager Development Center 495M $57.92 $72.40 $86.88 $120,474 $150,592 $180,710
63 Exempt Manager Economic Development 220D $66.88 $83.60 $100.32 $139,110 $173,888 $208,666
44 Exempt Manager Employee Benefits 450M $57.23 $71.53 $85.84 $119,038 $148,782 $178,547
45 Exempt Manager Employee Relations & Training 235D $63.30 $79.12 $94.95 $131,664 $164,570 $197,496
93 Exempt Manager Environmental Control Program 419M $62.26 $77.82 $93.39 $129,501 $161,866 $194,251
1116 Exempt Manager Facilities 445M $54.93 $68.66 $82.40 $114,254 $142,813 $171,392
Exempt
Page 6
Job Code Classifications Grade
Codes Min Mid Max Min Mid Max
City of Palo Alto
Management, Professional and Confidential Salary Schedule
Effective 07/01/2023 (4% Increase)
127 Exempt
2018 Exempt Manager Human Services 540M $53.81 $67.26 $80.72 $111,925 $139,901 $167,898
32 Exempt Manager Information Technology 230D $64.72 $80.89 $97.07 $134,618 $168,251 $201,906
2006 Exempt Manager Information Technology Security 230D $61.20 $76.50 $91.80 $127,296 $159,120 $190,944
158 Exempt Manager Laboratory Services 495M $52.28 $65.35 $78.42 $108,742 $135,928 $163,114
78 Exempt Manager Library Services 565M $50.61 $63.26 $75.92 $105,269 $131,581 $157,914
92 Exempt Manager Maintenance Operations 469M $51.22 $64.02 $76.83 $106,538 $133,162 $159,806
26 Exempt
51 Exempt Manager Planning 415M $61.47 $76.83 $92.20 $127,858 $159,806 $191,776
103 Exempt Manager Real Property 235D $59.86 $74.82 $89.79 $124,509 $155,626 $186,763
2011 Exempt Manager Revenue Collections 250D $56.26 $70.32 $84.39 $117,021 $146,266 $175,531
160 Exempt Manager Solid Waste 330M $60.56 $75.69 $90.83 $125,965 $157,435 $188,926
57 Exempt
86 Exempt Manager Urban Forestry 436M $57.07 $71.33 $85.60 $118,706 $148,366 $178,048
178 Exempt Manager Water Quality Control Plant 205D $74.57 $93.21 $111.86 $155,106 $193,877 $232,669
39 Exempt Manager Watershed Protection 330M $67.09 $83.86 $100.64 $139,547 $174,429 $209,331
1008 Exempt Office of Emergency Services Coordinator 525M $49.78 $62.22 $74.67 $103,542 $129,418 $155,314
2024 Exempt
100 Exempt
148 Exempt Police Chief 15E $112.85 $141.06 $169.28 $234,728 $293,405 $352,102
2021 Exempt Chief Assistant City Attorney 101A $99.48 $124.35 $149.22 $206,918 $258,648 $310,378
2016 Exempt Principal Business Analyst 310M $63.77 $79.71 $95.66 $132,642 $165,797 $198,973
2029 Exempt Principal Planner 469M $51.63 $64.53 $77.44 $107,390 $134,222 $161,075
2003 Exempt Principal Management Analyst 360M $63.52 $79.40 $95.28 $132,122 $165,152 $198,182
2009 Exempt Project Manager 570M $52.34 $65.42 $78.51 $108,867 $136,074 $163,301
2012 Exempt Public Safety Communications Manager 495M $52.28 $65.35 $78.42 $108,742 $135,928 $163,114
166 Exempt Public Safety Program Manager 585M $46.28 $57.85 $69.42 $96,262 $120,328 $144,394
117 Exempt Senior Accountant 525M $55.93 $69.91 $83.90 $116,334 $145,413 $174,512
2013 Exempt Senior Business Analyst - M 420M $55.52 $69.40 $83.28 $115,482 $144,352 $173,222
187 Exempt Senior Engineer 300M $71.47 $89.33 $107.20 $148,658 $185,806 $222,976
106 Exempt Senior Executive Assistant 450M $54.12 $67.65 $81.18 $112,570 $140,712 $168,854
157 Exempt Senior Human Resources Administrator 545M $48.72 $60.89 $73.07 $101,338 $126,651 $151,986
14 Exempt Senior Management Analyst 465M $54.08 $67.59 $81.11 $112,486 $140,587 $168,709
Page 7
Job Code Classifications Grade
Codes Min Mid Max Min Mid Max
City of Palo Alto
Management, Professional and Confidential Salary Schedule
Effective 07/01/2023 (4% Increase)
130 Exempt
53 Exempt Senior Project Manager 300M $71.47 $89.33 $107.20 $148,658 $185,806 $222,976
33 Exempt Senior Technologist 420M $55.52 $69.40 $83.28 $115,482 $144,352 $173,222
155 Exempt Superintendent Animal Services 540M $48.59 $60.73 $72.88 $101,067 $126,318 $151,590
83 Exempt Superintendent Community Services 480M $58.01 $72.51 $87.02 $120,661 $150,821 $181,002
1117 Exempt Superintendent Recreation 480M $58.01 $72.51 $87.02 $120,661 $150,821 $181,002
2022 Exempt Supervising Librarian 675M $42.45 $53.06 $63.68 $88,296 $110,365 $132,454
161 Exempt Supervisor Facilities Management 600M $45.25 $56.56 $67.88 $94,120 $117,645 $141,190
113 Exempt Supervisor Inspection and Surveying 540M $48.59 $60.73 $72.88 $101,067 $126,318 $151,590
146 Exempt Supervisor Warehouse 660M $40.94 $51.17 $61.41 $85,155 $106,434 $127,733
181 Exempt Supervisor Water Quality Control Operations 525M $49.78 $62.22 $74.67 $103,542 $129,418 $155,314
2027 Exempt Utilities Chief Operating Officer 60E $83.41 $104.26 $125.12 $173,493 $216,861 $260,250
905 Non-Exempt Human Resources Technician 830C $29.85 $37.31 $44.78 $62,088 $77,605 $93,142
903 Non-Exempt Legal Secretary-Confidential 820C $30.60 $38.24 $45.89 $63,648 $79,539 $95,451
67 Exempt Secretary to City Attorney 800C $36.26 $45.32 $54.39 $75,421 $94,266 $113,131
1004 Non-Exempt Senior Legal Secretary - Confidential 810C $33.70 $42.12 $50.55 $70,096 $87,610 $105,144
Confidential Classifications
Page 8
Job Code Classifications Grade
Codes Min Mid Max Min Mid Max
190 Non-Exempt Accountant 690P $42.61 $53.26 $63.92 $88,629 $110,781 $132,954
76 Exempt Administrative Assistant 750P $34.16 $42.70 $51.24 $71,053 $88,816 $106,579
115 Exempt Assistant Chief Building Official 405M $61.64 $77.05 $92.46 $128,211 $160,264 $192,317
132 Exempt Assistant Chief of Police 100A $100.72 $125.89 $151.07 $209,498 $261,851 $314,226
108 Exempt Assistant City Attorney 165A $77.40 $96.75 $116.10 $160,992 $201,240 $241,488
109 Exempt Assistant City Clerk 630M $47.04 $58.80 $70.56 $97,843 $122,304 $146,765
107 Exempt Assistant City Manager 20E $100.46 $125.57 $150.69 $208,957 $261,186 $313,435
73 Exempt Assistant Director Administrative Services 120A $83.45 $104.31 $125.18 $173,576 $216,965 $260,374
126 Exempt Assistant Director Community Services 150A $79.92 $99.90 $119.88 $166,234 $207,792 $249,350
1007 Exempt Assistant Director Human Resources 155A $77.30 $96.62 $115.95 $160,784 $200,970 $241,176
2001 Exempt Assistant Director Library Services 160A $72.21 $90.26 $108.32 $150,197 $187,741 $225,306
10 Exempt Assistant Director Planning & Community Environment 130A $81.28 $101.59 $121.91 $169,062 $211,307 $253,573
143 Exempt Assistant Director Public Works 140A $80.34 $100.42 $120.51 $167,107 $208,874 $250,661
168 Exempt Assistant Fleet Manager 585M $46.75 $58.43 $70.12 $97,240 $121,534 $145,850
102 Exempt Assistant Manager WQCP 240D $66.53 $83.16 $99.80 $138,382 $172,973 $207,584
30 Exempt Assistant to the City Manager 390M $65.25 $81.56 $97.88 $135,720 $169,645 $203,590
118 Exempt Chief Building Official 290M $78.83 $98.53 $118.24 $163,966 $204,942 $245,939
2008 Exempt Chief Communications Officer 135A $76.88 $96.09 $115.31 $159,910 $199,867 $239,845
112 Exempt Chief Planning Official 220D $70.55 $88.18 $105.82 $146,744 $183,414 $220,106
95 Exempt Chief Procurement Officer 235D $60.32 $75.40 $90.48 $125,466 $156,832 $188,198
82 Exempt Chief Transportation Official 140A $76.40 $95.50 $114.60 $158,912 $198,640 $238,368
96 Exempt Claims Investigator 660P $41.40 $51.75 $62.10 $86,112 $107,640 $129,168
24 Exempt Communication Specialist 615M $44.76 $55.95 $67.14 $93,101 $116,376 $139,651
89 Exempt Contracts Administrator 585P $52.47 $65.58 $78.70 $109,138 $136,406 $163,696
186 Non-Exempt Coordinator Library Circulation 675M $42.76 $53.44 $64.13 $88,941 $111,155 $133,390
191 Exempt Fire Marshal 125A $91.70 $114.62 $137.55 $190,736 $238,410 $286,104
11 Exempt Deputy City Attorney 375M $60.81 $76.01 $91.22 $126,485 $158,101 $189,738
71 Exempt Deputy City Clerk 720M $36.96 $46.19 $55.43 $76,877 $96,075 $115,294
55 Exempt Deputy City Manager 115A $79.80 $99.74 $119.69 $165,984 $207,459 $248,955
195 Exempt Deputy Director Technical Services Division 200D $75.31 $94.13 $112.96 $156,645 $195,790 $234,957
20 Exempt Deputy Fire Chief 110A $95.50 $119.37 $143.25 $198,640 $248,290 $297,960
81 Exempt Director Administrative Services/Chief Financial Officer 50E $97.06 $121.32 $145.59 $201,885 $252,346 $302,827
72 Exempt Director Community Services 45E $92.32 $115.39 $138.47 $192,026 $240,011 $288,018
City of Palo Alto
Management, Professional and Confidential Salary Schedule
Effective pay period inclusive of 01/01/2024 (Annual $100 Medical Offset)
Page 9
Job Code Classifications Grade
Codes Min Mid Max Min Mid Max
City of Palo Alto
Management, Professional and Confidential Salary Schedule
Effective pay period inclusive of 01/01/2024 (Annual $100 Medical Offset)
1012 Exempt
133 Exempt Director Human Resources/Chief People Officer 55E $92.56 $115.69 $138.83 $192,525 $240,635 $288,766
128 Exempt Director Information Technology/Chief Information Officer 25E $101.04 $126.30 $151.56 $210,163 $262,704 $315,245
131 Exempt Director Libraries 60E $86.47 $108.08 $129.70 $179,858 $224,806 $269,776
2028 Exempt Director of Emergency Medical Services 215D $72.88 $91.10 $109.32 $151,590 $189,488 $227,386
2005 Exempt Director Office of Emergency Services 215D $72.88 $91.10 $109.32 $151,590 $189,488 $227,386
49 Exempt Director Office of Management and Budget 120A $83.45 $104.31 $125.18 $173,576 $216,965 $260,374
134 Exempt Director Planning & Community Environment 40E $97.31 $121.63 $145.96 $202,405 $252,990 $303,597
135 Exempt Director Public Works/City Engineer 30E $98.55 $123.18 $147.82 $204,984 $256,214 $307,466
121 Exempt Director Utilities 10E $116.21 $145.26 $174.32 $241,717 $302,141 $362,586
2002 Exempt Division Head Library Services 260D $63.16 $78.94 $94.73 $131,373 $164,195 $197,038
172 Exempt Division Manager Open Space, Parks & Golf 245D $65.64 $82.04 $98.45 $136,531 $170,643 $204,776
2031 Exempt Division Manager Planning 220D $70.55 $88.18 $105.82 $146,744 $183,414 $220,106
1005 Exempt Executive Assistant to the City Manager 705M $38.52 $48.15 $57.78 $80,122 $100,152 $120,182
139 Exempt Fire Chief 35E $109.78 $137.22 $164.67 $228,342 $285,418 $342,514
163 Exempt Hearing Officer 480M $54.04 $67.54 $81.05 $112,403 $140,483 $168,584
101 Exempt Human Resources Representative 735P $36.08 $45.09 $54.11 $75,046 $93,787 $112,549
90 Exempt Landscape Architect Park Planner 510M $51.48 $64.35 $77.22 $107,078 $133,848 $160,618
2015 Exempt Legal Fellow 755P $45.33 $56.66 $68.00 $94,286 $117,853 $141,440
171 Exempt Management Analyst 585M $46.75 $58.43 $70.12 $97,240 $121,534 $145,850
79 Exempt Manager Accounting 235D $63.76 $79.70 $95.64 $132,621 $165,776 $198,931
2007 Exempt Manager Airport 210D $73.12 $91.40 $109.68 $152,090 $190,112 $228,134
2023 Exempt
38 Exempt Manager Communications 525M $51.79 $64.73 $77.68 $107,723 $134,638 $161,574
154 Exempt Manager Community Services 630M $48.18 $60.22 $72.27 $100,214 $125,258 $150,322
169 Exempt Manager Community Services Sr Program 585M $51.72 $64.65 $77.58 $107,578 $134,472 $161,366
1013 Exempt Manager Development Center 495M $58.39 $72.98 $87.58 $121,451 $151,798 $182,166
63 Exempt Manager Economic Development 220D $67.35 $84.18 $101.02 $140,088 $175,094 $210,122
44 Exempt Manager Employee Benefits 450M $57.69 $72.11 $86.54 $119,995 $149,989 $180,003
45 Exempt Manager Employee Relations & Training 235D $63.76 $79.70 $95.64 $132,621 $165,776 $198,931
93 Exempt Manager Environmental Control Program 419M $62.72 $78.40 $94.08 $130,458 $163,072 $195,686
1116 Exempt Manager Facilities 445M $55.40 $69.24 $83.09 $115,232 $144,019 $172,827
Exempt
Page 10
Job Code Classifications Grade
Codes Min Mid Max Min Mid Max
City of Palo Alto
Management, Professional and Confidential Salary Schedule
Effective pay period inclusive of 01/01/2024 (Annual $100 Medical Offset)
127 Exempt
2018 Exempt Manager Human Services 540M $54.28 $67.84 $81.41 $112,902 $141,107 $169,333
32 Exempt Manager Information Technology 230D $65.18 $81.47 $97.77 $135,574 $169,458 $203,362
2006 Exempt Manager Information Technology Security 230D $61.67 $77.08 $92.50 $128,274 $160,326 $192,400
158 Exempt Manager Laboratory Services 495M $52.75 $65.93 $79.12 $109,720 $137,134 $164,570
78 Exempt Manager Library Services 565M $51.08 $63.84 $76.61 $106,246 $132,787 $159,349
92 Exempt Manager Maintenance Operations 469M $51.68 $64.60 $77.52 $107,494 $134,368 $161,242
26 Exempt
51 Exempt Manager Planning 415M $61.93 $77.41 $92.90 $128,814 $161,013 $193,232
103 Exempt Manager Real Property 235D $60.32 $75.40 $90.48 $125,466 $156,832 $188,198
2011 Exempt Manager Revenue Collections 250D $56.72 $70.90 $85.08 $117,978 $147,472 $176,966
160 Exempt Manager Solid Waste 330M $61.02 $76.27 $91.53 $126,922 $158,642 $190,382
57 Exempt
86 Exempt Manager Urban Forestry 436M $57.53 $71.91 $86.30 $119,662 $149,573 $179,504
178 Exempt Manager Water Quality Control Plant 205D $75.04 $93.79 $112.55 $156,083 $195,083 $234,104
39 Exempt Manager Watershed Protection 330M $67.56 $84.44 $101.33 $140,525 $175,635 $210,766
1008 Exempt Office of Emergency Services Coordinator 525M $50.24 $62.80 $75.36 $104,499 $130,624 $156,749
2024 Exempt
100 Exempt
148 Exempt Police Chief 15E $113.32 $141.64 $169.97 $235,706 $294,611 $353,538
2021 Exempt Chief Assistant City Attorney 101A $99.95 $124.93 $149.92 $207,896 $259,854 $311,834
2016 Exempt Principal Business Analyst 310M $64.24 $80.29 $96.35 $133,619 $167,003 $200,408
2029 Exempt Principal Planner 469M $52.09 $65.11 $78.14 $108,347 $135,429 $162,531
2003 Exempt Principal Management Analyst 360M $63.99 $79.98 $95.98 $133,099 $166,358 $199,638
2009 Exempt Project Manager 570M $52.80 $66.00 $79.20 $109,824 $137,280 $164,736
2012 Exempt Public Safety Communications Manager 495M $52.75 $65.93 $79.12 $109,720 $137,134 $164,570
166 Exempt Public Safety Program Manager 585M $46.75 $58.43 $70.12 $97,240 $121,534 $145,850
117 Exempt Senior Accountant 525M $56.40 $70.49 $84.59 $117,312 $146,619 $175,947
2013 Exempt Senior Business Analyst - M 420M $55.99 $69.98 $83.98 $116,459 $145,558 $174,678
187 Exempt Senior Engineer 300M $71.93 $89.91 $107.90 $149,614 $187,013 $224,432
106 Exempt Senior Executive Assistant 450M $54.59 $68.23 $81.88 $113,547 $141,918 $170,310
157 Exempt Senior Human Resources Administrator 545M $49.18 $61.47 $73.77 $102,294 $127,858 $153,442
14 Exempt Senior Management Analyst 465M $54.54 $68.17 $81.81 $113,443 $141,794 $170,165
Page 11
Job Code Classifications Grade
Codes Min Mid Max Min Mid Max
City of Palo Alto
Management, Professional and Confidential Salary Schedule
Effective pay period inclusive of 01/01/2024 (Annual $100 Medical Offset)
130 Exempt
53 Exempt Senior Project Manager 300M $71.93 $89.91 $107.90 $149,614 $187,013 $224,432
33 Exempt Senior Technologist 420M $55.99 $69.98 $83.98 $116,459 $145,558 $174,678
155 Exempt Superintendent Animal Services 540M $49.05 $61.31 $73.58 $102,024 $127,525 $153,046
83 Exempt Superintendent Community Services 480M $58.48 $73.09 $87.71 $121,638 $152,027 $182,437
1117 Exempt Superintendent Recreation 480M $58.48 $73.09 $87.71 $121,638 $152,027 $182,437
2022 Exempt Supervising Librarian 675M $42.92 $53.64 $64.37 $89,274 $111,571 $133,890
161 Exempt Supervisor Facilities Management 600M $45.72 $57.14 $68.57 $95,098 $118,851 $142,626
113 Exempt Supervisor Inspection and Surveying 540M $49.05 $61.31 $73.58 $102,024 $127,525 $153,046
146 Exempt Supervisor Warehouse 660M $41.40 $51.75 $62.10 $86,112 $107,640 $129,168
181 Exempt Supervisor Water Quality Control Operations 525M $50.24 $62.80 $75.36 $104,499 $130,624 $156,749
2027 Exempt Utilities Chief Operating Officer 60E $83.88 $104.84 $125.81 $174,470 $218,067 $261,685
905 Non-Exempt Human Resources Technician 830C $30.32 $37.89 $45.47 $63,066 $78,811 $94,578
903 Non-Exempt Legal Secretary-Confidential 820C $31.06 $38.82 $46.59 $64,605 $80,746 $96,907
67 Exempt Secretary to City Attorney 800C $36.72 $45.90 $55.08 $76,378 $95,472 $114,566
1004 Non-Exempt Senior Legal Secretary - Confidential 810C $34.16 $42.70 $51.24 $71,053 $88,816 $106,579
Confidential Classifications
Page 12
Job Code Classifications Grade
Codes Min Mid Max Min Mid Max
190 Non-Exempt Accountant 690P $44.32 $55.40 $66.48 $92,186 $115,232 $138,278
76 Exempt Administrative Assistant 750P $35.53 $44.41 $53.30 $73,902 $92,373 $110,864
115 Exempt Assistant Chief Building Official 405M $64.12 $80.14 $96.17 $133,370 $166,691 $200,034
132 Exempt Assistant Chief of Police 100A $104.75 $130.93 $157.12 $217,880 $272,334 $326,810
108 Exempt Assistant City Attorney 165A $80.50 $100.62 $120.75 $167,440 $209,290 $251,160
109 Exempt Assistant City Clerk 630M $48.93 $61.16 $73.40 $101,774 $127,213 $152,672
107 Exempt Assistant City Manager 20E $104.48 $130.60 $156.72 $217,318 $271,648 $325,978
73 Exempt Assistant Director Administrative Services 120A $86.80 $108.49 $130.19 $180,544 $225,659 $270,795
126 Exempt Assistant Director Community Services 150A $83.12 $103.90 $124.68 $172,890 $216,112 $259,334
1007 Exempt Assistant Director Human Resources 155A $80.40 $100.49 $120.59 $167,232 $209,019 $250,827
2001 Exempt Assistant Director Library Services 160A $75.11 $93.88 $112.66 $156,229 $195,270 $234,333
10 Exempt Assistant Director Planning & Community Environment 130A $84.53 $105.66 $126.80 $175,822 $219,773 $263,744
143 Exempt Assistant Director Public Works 140A $83.56 $104.44 $125.33 $173,805 $217,235 $260,686
168 Exempt Assistant Fleet Manager 585M $48.62 $60.77 $72.93 $101,130 $126,402 $151,694
102 Exempt Assistant Manager WQCP 240D $69.20 $86.49 $103.79 $143,936 $179,899 $215,883
30 Exempt Assistant to the City Manager 390M $67.87 $84.83 $101.80 $141,170 $176,446 $211,744
118 Exempt Chief Building Official 290M $81.99 $102.48 $122.98 $170,539 $213,158 $255,798
2008 Exempt Chief Communications Officer 135A $79.96 $99.94 $119.93 $166,317 $207,875 $249,454
112 Exempt Chief Planning Official 220D $73.37 $91.71 $110.06 $152,610 $190,757 $228,925
95 Exempt Chief Procurement Officer 235D $62.74 $78.42 $94.11 $130,499 $163,114 $195,749
82 Exempt Chief Transportation Official 140A $79.46 $99.32 $119.19 $165,277 $206,586 $247,915
96 Exempt Claims Investigator 660P $43.06 $53.82 $64.59 $89,565 $111,946 $134,347
24 Exempt Communication Specialist 615M $46.56 $58.19 $69.83 $96,845 $121,035 $145,246
89 Exempt Contracts Administrator 585P $54.57 $68.21 $81.86 $113,506 $141,877 $170,269
186 Non-Exempt Coordinator Library Circulation 675M $44.47 $55.58 $66.70 $92,498 $115,606 $138,736
191 Exempt Fire Marshal 125A $95.37 $119.21 $143.06 $198,370 $247,957 $297,565
11 Exempt Deputy City Attorney 375M $63.25 $79.06 $94.88 $131,560 $164,445 $197,350
71 Exempt Deputy City Clerk 720M $38.44 $48.04 $57.65 $79,955 $99,923 $119,912
55 Exempt Deputy City Manager 115A $82.99 $103.73 $124.48 $172,619 $215,758 $258,918
195 Exempt Deputy Director Technical Services Division 200D $78.32 $97.90 $117.48 $162,906 $203,632 $244,358
20 Exempt Deputy Fire Chief 110A $99.32 $124.15 $148.98 $206,586 $258,232 $309,878
81 Exempt Director Administrative Services/Chief Financial Officer 50E $100.95 $126.18 $151.42 $209,976 $262,454 $314,954
72 Exempt Director Community Services 45E $96.01 $120.01 $144.02 $199,701 $249,621 $299,562
City of Palo Alto
Management, Professional and Confidential Salary Schedule
Effective Pay period inclusive of 07/01/2024 (4% Increase)
Page 13
Job Code Classifications Grade
Codes Min Mid Max Min Mid Max
City of Palo Alto
Management, Professional and Confidential Salary Schedule
Effective Pay period inclusive of 07/01/2024 (4% Increase)
1012 Exempt
133 Exempt Director Human Resources/Chief People Officer 55E $96.26 $120.32 $144.39 $200,221 $250,266 $300,331
128 Exempt Director Information Technology/Chief Information Officer 25E $105.09 $131.36 $157.64 $218,587 $273,229 $327,891
131 Exempt Director Libraries 60E $89.93 $112.41 $134.90 $187,054 $233,813 $280,592
2028 Exempt Director of Emergency Medical Services 215D $75.80 $94.75 $113.70 $157,664 $197,080 $236,496
2005 Exempt Director Office of Emergency Services 215D $75.80 $94.75 $113.70 $157,664 $197,080 $236,496
49 Exempt Director Office of Management and Budget 120A $86.80 $108.49 $130.19 $180,544 $225,659 $270,795
134 Exempt Director Planning & Community Environment 40E $101.20 $126.50 $151.80 $210,496 $263,120 $315,744
135 Exempt Director Public Works/City Engineer 30E $102.49 $128.11 $153.74 $213,179 $266,469 $319,779
121 Exempt Director Utilities 10E $120.87 $151.08 $181.30 $251,410 $314,246 $377,104
2002 Exempt Division Head Library Services 260D $65.68 $82.10 $98.52 $136,614 $170,768 $204,922
172 Exempt Division Manager Open Space, Parks & Golf 245D $68.27 $85.33 $102.40 $142,002 $177,486 $212,992
2031 Exempt Division Manager Planning 220D $73.37 $91.71 $110.06 $152,610 $190,757 $228,925
1005 Exempt Executive Assistant to the City Manager 705M $40.07 $50.08 $60.10 $83,346 $104,166 $125,008
139 Exempt Fire Chief 35E $114.17 $142.71 $171.26 $237,474 $296,837 $356,221
163 Exempt Hearing Officer 480M $56.20 $70.25 $84.30 $116,896 $146,120 $175,344
101 Exempt Human Resources Representative 735P $37.52 $46.90 $56.28 $78,042 $97,552 $117,062
90 Exempt Landscape Architect Park Planner 510M $53.55 $66.93 $80.32 $111,384 $139,214 $167,066
2015 Exempt Legal Fellow 755P $47.15 $58.93 $70.72 $98,072 $122,574 $147,098
171 Exempt Management Analyst 585M $48.62 $60.77 $72.93 $101,130 $126,402 $151,694
79 Exempt Manager Accounting 235D $66.32 $82.89 $99.47 $137,946 $172,411 $206,898
2007 Exempt Manager Airport 210D $76.05 $95.06 $114.08 $158,184 $197,725 $237,286
2023 Exempt
38 Exempt Manager Communications 525M $53.86 $67.32 $80.79 $112,029 $140,026 $168,043
154 Exempt Manager Community Services 630M $50.11 $62.63 $75.16 $104,229 $130,270 $156,333
169 Exempt Manager Community Services Sr Program 585M $53.80 $67.24 $80.69 $111,904 $139,859 $167,835
1013 Exempt Manager Development Center 495M $60.72 $75.90 $91.08 $126,298 $157,872 $189,446
63 Exempt Manager Economic Development 220D $70.04 $87.55 $105.06 $145,683 $182,104 $218,525
44 Exempt Manager Employee Benefits 450M $60.00 $75.00 $90.00 $124,800 $156,000 $187,200
45 Exempt Manager Employee Relations & Training 235D $66.32 $82.89 $99.47 $137,946 $172,411 $206,898
93 Exempt Manager Environmental Control Program 419M $65.24 $81.54 $97.85 $135,699 $169,603 $203,528
1116 Exempt Manager Facilities 445M $57.61 $72.01 $86.42 $119,829 $149,781 $179,754
Exempt
Page 14
Job Code Classifications Grade
Codes Min Mid Max Min Mid Max
City of Palo Alto
Management, Professional and Confidential Salary Schedule
Effective Pay period inclusive of 07/01/2024 (4% Increase)
127 Exempt
2018 Exempt Manager Human Services 540M $56.45 $70.56 $84.68 $117,416 $146,765 $176,134
32 Exempt Manager Information Technology 230D $67.79 $84.73 $101.68 $141,003 $176,238 $211,494
2006 Exempt Manager Information Technology Security 230D $64.14 $80.17 $96.21 $133,411 $166,754 $200,117
158 Exempt Manager Laboratory Services 495M $54.86 $68.57 $82.29 $114,109 $142,626 $171,163
78 Exempt Manager Library Services 565M $53.12 $66.40 $79.68 $110,490 $138,112 $165,734
92 Exempt Manager Maintenance Operations 469M $53.76 $67.19 $80.63 $111,821 $139,755 $167,710
26 Exempt
51 Exempt Manager Planning 415M $64.41 $80.51 $96.62 $133,973 $167,461 $200,970
103 Exempt Manager Real Property 235D $62.74 $78.42 $94.11 $130,499 $163,114 $195,749
2011 Exempt Manager Revenue Collections 250D $59.00 $73.74 $88.49 $122,720 $153,379 $184,059
160 Exempt Manager Solid Waste 330M $63.47 $79.33 $95.20 $132,018 $165,006 $198,016
57 Exempt
86 Exempt Manager Urban Forestry 436M $59.84 $74.79 $89.75 $124,467 $155,563 $186,680
178 Exempt Manager Water Quality Control Plant 205D $78.04 $97.55 $117.06 $162,323 $202,904 $243,485
39 Exempt Manager Watershed Protection 330M $70.26 $87.82 $105.39 $146,141 $182,666 $219,211
1008 Exempt Office of Emergency Services Coordinator 525M $52.26 $65.32 $78.39 $108,701 $135,866 $163,051
2024 Exempt
100 Exempt
148 Exempt Police Chief 15E $117.85 $147.31 $176.78 $245,128 $306,405 $367,702
2021 Exempt Chief Assistant City Attorney 101A $103.95 $129.93 $155.92 $216,216 $270,254 $324,314
2016 Exempt Principal Business Analyst 310M $66.81 $83.51 $100.22 $138,965 $173,701 $208,458
2029 Exempt Principal Planner 469M $54.18 $67.72 $81.27 $112,694 $140,858 $169,042
2003 Exempt Principal Management Analyst 360M $66.55 $83.18 $99.82 $138,424 $173,014 $207,626
2009 Exempt Project Manager 570M $54.92 $68.64 $82.37 $114,234 $142,771 $171,330
2012 Exempt Public Safety Communications Manager 495M $54.86 $68.57 $82.29 $114,109 $142,626 $171,163
166 Exempt Public Safety Program Manager 585M $48.62 $60.77 $72.93 $101,130 $126,402 $151,694
117 Exempt Senior Accountant 525M $58.65 $73.31 $87.98 $121,992 $152,485 $182,998
2013 Exempt Senior Business Analyst - M 420M $58.23 $72.78 $87.34 $121,118 $151,382 $181,667
187 Exempt Senior Engineer 300M $74.81 $93.51 $112.22 $155,605 $194,501 $233,418
106 Exempt Senior Executive Assistant 450M $56.77 $70.96 $85.16 $118,082 $147,597 $177,133
157 Exempt Senior Human Resources Administrator 545M $51.15 $63.93 $76.72 $106,392 $132,974 $159,578
14 Exempt Senior Management Analyst 465M $56.72 $70.90 $85.08 $117,978 $147,472 $176,966
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Job Code Classifications Grade
Codes Min Mid Max Min Mid Max
City of Palo Alto
Management, Professional and Confidential Salary Schedule
Effective Pay period inclusive of 07/01/2024 (4% Increase)
130 Exempt
53 Exempt Senior Project Manager 300M $74.81 $93.51 $112.22 $155,605 $194,501 $233,418
33 Exempt Senior Technologist 420M $58.23 $72.78 $87.34 $121,118 $151,382 $181,667
155 Exempt Superintendent Animal Services 540M $51.02 $63.77 $76.53 $106,122 $132,642 $159,182
83 Exempt Superintendent Community Services 480M $60.82 $76.02 $91.23 $126,506 $158,122 $189,758
1117 Exempt Superintendent Recreation 480M $60.82 $76.02 $91.23 $126,506 $158,122 $189,758
2022 Exempt Supervising Librarian 675M $44.64 $55.79 $66.95 $92,851 $116,043 $139,256
161 Exempt Supervisor Facilities Management 600M $47.55 $59.43 $71.32 $98,904 $123,614 $148,346
113 Exempt Supervisor Inspection and Surveying 540M $51.02 $63.77 $76.53 $106,122 $132,642 $159,182
146 Exempt Supervisor Warehouse 660M $43.06 $53.82 $64.59 $89,565 $111,946 $134,347
181 Exempt Supervisor Water Quality Control Operations 525M $52.26 $65.32 $78.39 $108,701 $135,866 $163,051
2027 Exempt Utilities Chief Operating Officer 60E $87.24 $109.04 $130.85 $181,459 $226,803 $272,168
905 Non-Exempt Human Resources Technician 830C $31.53 $39.41 $47.30 $65,582 $81,973 $98,384
903 Non-Exempt Legal Secretary-Confidential 820C $32.31 $40.38 $48.46 $67,205 $83,990 $100,797
67 Exempt Secretary to City Attorney 800C $38.20 $47.74 $57.29 $79,456 $99,299 $119,163
1004 Non-Exempt Senior Legal Secretary - Confidential 810C $35.53 $44.41 $53.30 $73,902 $92,373 $110,864
Confidential Classifications
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