HomeMy WebLinkAbout0355.091July 11, 1991
1HE HONORABLE CITY COUNCIL
Palo Alto, California
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Memorandum Q{A£reement "ltD Palo Nto Peace Officers' Association-Compensation Plan
fQr Pgljce Non-Man3aernent Permnne.L.
Members of the OlunCll:
Report in Brier
On June 25, a 1entative agreement was reached with the Palo Alto Peace Officers'
Association (PAPOA), covering the City's 8S sworn Police employees for a two-year term
ending June 30,1993, The agreement has been ratified by the PAPOA membership, This
repon summarizes the agreement and recommends Council approval by authorizing: the
attached Memorandum of Agreement and Compensation Plan.
Spmma" pr Agreement Provisions
The tentative agreement provides for a genual increase of 5 percent to all represented
cl...ses effective with the pay period including Jul) I, 1991. A similar S percent increase is
provided effective with the pay period including July 1, 1992, In addition, the police officer
and police sergeant classifications receive equity adjustments effective with the pay period
includmgJanuary I, 1992. The officer adjusL."D.ent is .3.4 percent and the sergeant adjustment
is 1.0 percenL
Other provisions of the agreement include a chmgc in the qualification period for working
out-of-class pay. tuition reimbursement procedural changes, tech.<llc.al changes to the PERS
pick-up re\'ersai program, and provision of zippers in uniform shirtS. For a trial period there
will be cbanges in days off rotation for the F;eld Services Division and a 9/80 work: scheJule
for the Investigative Services DivisiDn. The agreement pro,,;des for a Hea1th Plan cost
cOlltainment patkage. changes in compensatory time off procedures., pro"ision of a
dependent care """istance program, and a Kaiser group health plan for retiring employees,
Finally. there were several non-substantive language cleanup changes.
Most of the provisions of the attaclled Memoranoum of Agreement are carried forward
from previous agreement. New provisions are indicated by sbading.
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When fuIJy implemented, the agreement will cost 12 percent of the police unit salary and
benefit payroll over a two-year retied. Funding for the first year has been provided in the
1991-92 fis<al year budgeL
RC(ODImepda tious
Staff recom'Dends Council approval of the attached resolutions amending the Merit System
Rules and Regulations and adopting a compensation plan for Police non-management
personnel
1 C ROUl'ins
Dire<.1or of H77urces ~~6? City or
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RESOLUTION NO.
R£SOUITION OF THE CO,,'llCIL OF ~HE CITY OF PAW ALTO
AMENDING SECTION 1601 OF raE MERlT SYSTEM ROLES
AND R£GU!ATIONS REGARDING TilE KEMORANDUK OF AGREE
MENT BETWEF~ THE CITY OF PALO ALTO AND THE PALO
ALTO PEACE OFFICERS' ASSOCIA.TIO~
The Council of the City of Palo Alto does RESOLVE as
follo'Ws.:
SECTION 1. Section 1601 of the Merit System Rules and
Regulations is ~ereby amended to read as follows:
".11501. XemorlLJlcSWIl of aqreement inc::orporated by
r.~.r.n~.. That certain memorandum of agreement
by ~nd between the City of Palo Alto and Palo Alto
Peace Officers t Association, co~sisting of Pream
ble and sections 1 through 49, and Appendix A, for
a ter.m comroencing July 1, 1991, and expiri~9 June
30, 1993, is hereby incorporated into these Merit
System Rules and Regulations by reference as
though tully set forth herein. Said memorandum
shall apply to all employees in classifications of
police officer trainee, police officer l police.
agent, and police sergeant, except ~here specifi
cally provided othe~ise herein.
In the case of ccnflict with this chapter and any
other provisions of the Merit System Rules and
Regulations, this chapter will prevail over such
other provisions as to employees represented hy
said Palo Alto Peace officers' Association.-
.SuE-CTlaN 2. The changes provided for in this re.'iolution
shall not affect any right established or accrued, or any offense
or act committed, or any penalty of forfeiture incurred, or any
prosecution, suit, or proceeding pending or any judgment rendered
prior to the effective date of this resolution.
~on 3. The Council finds that this is not a project
ander the California Environmental Quality Act and, therefore, no
environmental impact assessment is necessary.
INTRa OOCED AND PASS ED:
AYES:
NOES:
ABSTENTIONS:
ABSENT:
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ATTEs·r: APPROVED:
City Clerk
J!.PPROVED AS TO FORK: APPROVED:
senior Assistant City Attorney City Manager
Direc::tor of HUll'!!',n Resources
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MF.MORANDUM OF AGREEMENT
CnY OF PALO ALTO and PALO ALTO PEACE OFFICERS' ASSOCIATIOII
JUly " 1991 -June 30, 1993
PREAMBLE
This Memorandum of Agreement is pursu8l'lt to and subject to S€ctiOf'S 3500-351 0 of !he
GcMImment Code of !he State of Car~omia, the Charter 01 the City of Palo Alto, and the
City of Palo Alto Merit System Rules and Regulations.
nis Memorandum of Ag'c~ment made and entered into at Palo Alto, California, by and
be1ween the City of Palo Alto, a municipal CO! poretioo (tlereinafter referred to as "City")
and the Palo Alto Peace Officers' AsSOCiation, Jncor;:.orated, a California corporation
(hereinafter referred 10 as 'Association"), is in\endeO 10 define agreemenls reached during
!he meet and oonfer process concerning wages, hours, working conditions, and other
IB:ms and ooncfrtions 01 employment for the represented group of employees.
SectIon 1. Recognition
The City recognizes !he Association as Ine e ,elusive represenlstive of an employee group
consisting solely 01 poroce Officer Trainees, Police Officers, Police Agents, arod pariCe
sergeants who are regularly employed by t"e City and others who might be amended into
the representation unit from Ume to time under existing law and the Merit System Rules
and Regulations.
SectJoo 2. No Discrimination
(aJ The Association and the City hereby agree that there shall be 00 discrimination
because of race. ooIor, age, hand;cap, sex, national origin, political or rerl9ious
affiliation under this Agreemenl There shan be no discrim ination in employment
ooncfrtions or treatment of employees on the basis of membership or
non-membership in the Association, or partcipation in the lawful activities 01 the
Association.
(b) The Association and the Citl hereby agree 10 protect the rights of an employees
10 exercise their free choice to join the Association and to abide by the express
provisions of applicable State an.:! local laws.
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SecVon 3. ,. '§MIllion Security
(al When a person is hired in any of tI1e covered job dassifications, tI1e City shall
notify that person that the Association is the recogniZed bargaining representative
fOr tI1e employee in said Unit and give the employee a current copy of tI1e
Memorandum of Agreement
(bl If tI1ere is no disruption of work, members of tI1e Association Board of Directors
mey use a reasonable amount of on-duty time without bss of pay to attend to
Association buSiness specifically related to representation of employees. Such
r~ time must be deare<l in advance by the appropriat~ cfrvision manager who
is a member 0( management
For purposes of this section, representation shan include;
(i) Meetings with represented employees or management related to a
grievance or disciplinary action, induding investigation and preparatiOn time,
~~ A meeting with management related to benefits, WOfI<ing oon<fltions or other
terms and conartions of employment
Sectlon 4. Payton De<!uc!lon
The City Shall deduct Association rT'.embership dues and atiy other mutuaJIy agreed upon
payroll deduction lrom !he bi.week!y pay of member employees. The dues deduction
must be authorized in writing by the employee on ati authorization card acceptable to !he
City and the Association. The City shan remit the deducted dues to the Association as
soon as possible after deduction.
SectJon 5. No Strl1<es
The Association, its representatives, or members, sha~ not engage j(1 or cause, instigate,
encourage, sanction, Of condone a SlnKe, wftI1hoIding of services, ooncerted abuse of
leave 01 absence provisions, work stoppage or work $lowdown 01 any kind, No employee
shan refuse to cross eny picket fine in tI1e conducI of Police Department business, nor
shall the Association, its representatives, or members discriminate in any way toward
anyone woo refuses to partidpate in a strike, or any of tI1e job actions died above.
section 6. Probl!lonarv Period
(al The prOOatiionary period for new employees entering the classfficatioos of Police
Academy Trainee 0( Police Officer shan end 12 months following the successful
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(b)
(e)
compIetio<l 01 POrtee Acade my training. The probationary period for lateral entry
positions, wr,ere Police Academy training is war,ed, shall be 12 months.
The probationarY period shan be regarded as part 01 the tBSting process and shan
be utilized for clOsely ob<...erving an aspects 01 the employee's quaii1ications, for
ensuring the effective adjustment of a new employee 10 the position and for
rejecting any probationary employee who in the opinioo of managemenl is not
suitable to attain penmal1ent status,
D.xing the probationary period a new employee may be lenminated at any time by
the appointing authority without cause, The existence of cause for !.moination
s,'1an not be artlitrable,
Probationary employees shall not be lenminated for reasons thet violate Section 2,
No Discrimination, 01 this Agreement, or for reasons that are unconstitutional or
unlawful.
section 7, Salary ProvIsions
Effective Date, Pay Period Includl ng:
Jut 1, 1991 Jan 1, 1992 Jut 1, 1992
Classes Apprx E SIp Apprx E SIp Apprx EStp
Inc Hrly Inc Hrly Inc Hrty
Agent 5,0% $23,14 -$23.14 5,0% $24.30
Agent/\n!er 5.0% 524.31 -$24.31 5,0% $25,53
Agent/Adv 5.0% $24,86 -$24.86 5,0% $26,1D
Trainee 5,0% 3,4% 5,0%
Officer 5,0% $20.73 3.4% $21.43 5,0% $22,50
Officer Imler 5,0% $21.78 3.4% $22,51 5,0% $23.64
Officer/ Adv 5.0% $22.25 3.4% $23,00 5.0% $24.15
Officer fTrain 5,0% $20.73 3.4% $21,43 5.0% $22.50
Sergearn 5,0% $24,65 1.0% $24.90 5.0% $26,15
Sergeant/lnt 5,0% $25,93 1,0% $26,19 50% $27,50
Sergeantl Adv 5.0% $26 51 1,0% $26.78 50% $28,13
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Sec!!on 8. Annual Adlustmenl
ArY'<JaIIy, each employee wt1a holds a regular flJn·~me appointment in the municipal
serviCe on O!' before July first and continues in sucn Stltus through the first pay period
»1 Oecember shall recerre, in adO~ioo 10 Il'.e salary p<eSCfibe6 here,n, a salary adjustment
equal to one percent (1%) althe employee's current annual salary; or at the employee's
option and subject 10 management approval, 24 hours paid !eave to be use6 prior to the
January 31 following. Annual adjustments or tme off shan be p<oraled to re1lect
appolntrnen! from January 1 through July 1 of the current year, or interrupted service
during the year.
Sec!Joo 9. Night Shill Differential
Night shill differentia] shall be paid at the rate of 5% 10 represented classes for all hours
worl<ed between 6:00 p.m. and a:oo a. m., $>Coapt lor employees ass1gned to afdM ~
~;~~'~lIi!tShlftbetWeen7:OOa,!'l.and7;OO p.m. Vacatioc, pay'toi
employees who regularly work nigh! shilts shan include app<opriate night shill premiums,
relating 10 nignt shift hours regJlarly worked,
Stction , D, Pak! Holidays
(a) All rep<esented employees on leave of absence withou1 pay shall not receive ar.y
C<l'T1pensation for hor,days occurrlng during suclh leave.
(b) All rep<esen!ed employees must be in a pay status on the work day preceding a
holiday to be erlQible to be compensated for the horlday.
(c) TI1e following per.ains only to rep<esenteo employees assigned to a field services
watch;
All suclh employees will receive in-r,e~ honday payor compensatory time o~ subject
10 10(a) and 10(b) above, equal to eight hours payor compensatory time o~ for
each of the following hofldays:
January 1
Second Monday in October
Third Moroday in January
November 11
1hird Monday in February
Thanksgiving Day
Last Monday In May
Day after Thanksgiving Day
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July 4
December 25
FICS! Monday in September
Eittler Deceml:>lw 24 Of
December 31, see below
In the event thai SUCh an employee is eXCU5ed from wOO< in observance of a ~sted
hoflday, no i-I-fleu horlday pay or comp.nsatory time elf shan be givefl lor that
holiday.
(d) The following perta;flS only 10 represented employees working eight-hour, five-day
or,lf/BCfii$si9liililtlts :
(1)
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All SUCh employees shan have the following days of! with pay, subject 10
100a) arid 10(b) above a:xl subject 10 ~ special provisions December 24
or 31 e>ep!ained belo .... c
"'anuary 1
Second Moriday in October
Third Moriday in ,Iaroary
November 11
Third Monday in Februa:y
Thanksgivirlg Day
last Moriday in May
Day alter ThaflksgMng Day
July 4
December 25
F<st Moriday in September
Either December 24 or
December 31, see below
Employees covered under subsection lOrd) shall be excL:sed with pay for
the fun wO<k shift on eithu December 24 or December 31, provided
t>owever thai Crtv facilities remaifl open witt, reduced staffing levels, that
Management retains the right to determifle wO<k schedules, and that neither
day be OOfsidered a holiday for purposes of premium pay. ~ employees
are not excused pursuant 10 this provision, one shift of vacartion crecfrt will
be added to their vacation accrual.
In the event that any ('/ the aforementioned days, except lor December 24
or December 31, fans on a Sunday, the follOwing Morlday shan be
COI1Sidered a hoflday. In the event that any of the aforementioned days tans
on a Saturday, the preceding Friday shan be considered a holiday. ~
December 24 and 31 fan on Sunday, then the preceding Friday WIll be
designed for purposes of the holiday.
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(2) Employees covered under subsection 10[d) who are required 10 work on
holidays fiSled in this subsection (except Deoember 24 or 31) shall be
compensated for such work at the r ale of one and or>e~art times the basic
salary lor the rlOUrs worked, or shall receive oompensatory time off at the
rate of one and one-haff ti",es the hours worked, in adOrtion to regular pay.
(3) Employees covered under subsection 1C(d) shan reoe;ve a floating day off
with pay in each of t'1e following months: March, Apr~, June, August and
DeoernOer, Schedufing 01 the days off m"st be approved in advanoe by
m8l1a9ement Days not taken off under this p,ovision wi~ be added to \he
vacation accr~al Sl.'bject to maximum accrual .mitations.
Stct!on 11. WprkJng O!.r! of elm Pay
Wrthirl ead1 1iSCa1~.aner two complete shifts haIIe been wori<ed ~~ hlghet
i;'.!!iIli@o\IiQ!~ "empioyeesShan reoeiye a seven percent premium lor aD addrtionaf shifts
wO<l<ed cu of claSsification.
Section 12. EdLJCjtlon Incentive Program
To encourage indiv'.duaI deyelopment thrOUgll a oorr.prehensive incentive program,
achievemeol of the POST Intermeoiate Certificate and the POST Advance Certificate shall
prOllicle 8 premium of 5% and 7·1/2%, respectively, to the base salary o! \he affected
employee.
Sec!loo 13. Tultlon Reimbursement
[a) Effectiye July 1, 1984, \he tuition reimbUfSSment program maximum increased from
$800 10 S1,OCO per fiscal year. Up to $100 01 the annual maximum may be used
lor reimlxm,'ng \he purchase of wO<l<-relaled bOOks, periodicals, Of pro!e$siorial
~iOO~-'.,Tobeeliglblelor~e~_be 1Qr~'Or~~chcontributelocurrentjob ~ or ,,' 1he >~488iDr""""'r;." 'itions' ' ", "prepac6 , " !!tr~Y" ,,""""~'J ~ . .
(bj Requests 10< tuition r.i '11bucsemenl will be determined to be taxable unless
sufficient OOcumentation is provided on how the course Q( sem inar is related to
improving performance in the employee's current position, This dOcumentation will
be interpreted $0 as to maintain the spirit and purpose 01 the tuition re,mbursemerot
program and to comply with Internal Revenue Code regulations. Reimbursement
requests may be submitted at any Vme, but win be balch processed on a periodic
basis.
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(e) Wrth regard only to POST-reimbursable training whid1 is approved in advance by
Management aRd lal,a .. af! ,MI'. subject 1'0 section 13(d). and for whid1 POST
reimbursemern is provided for meais and Iodg ing and mileag<>. such meals. lodging
!!t'ii;!,WIlIi:itll! are reimbursable under tu~ion reimbursement subject \0 the maximum
amount in Section 13(a) and subject 10 POST procedures.
Section 15. Court pay
Swam Police Personnel appearing in court for the People will be compensaled acccrding
10 the IolloY.ing:
(a) Appearance on SCheduled day off
(b) Any and all court time during
scheduled shift or court time
is Immediatei)' preceding or
foilowing a shift
(e) Appearance on scheduled work
day but not dUring. immediately
before or '"mediately after
scheduled shift
S!!c!lon 16. Health plans
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Minimum
Ttme and cne-haff 4 hourS
Straight ~me during None
shift time and one-
ha~ for periods before
or alter sd1eduled shift
Time and one-haff 2 hours
(2 hour
minimum
may not run
into shilt)
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pr~ .•• ' •. ·· ... ~.·j~, ...•... ·~·~.~ •. life6fItlisMeinorancIumOlAgf&ernentshallbe·pai4 llY5~; ," ".,,'-' ,'-.:-, ".,
('I) ir.~"I~~~~ ~. $100 PEJ!:.iOOIv1dUaf. ()r $300 Pf#'1I!iriiIf;
(2)iC·!~fiY,<.iC:Ii~d·Car& ii8tW0rK6f"'efetriid ~~.'MtIi
.. ·~··.iiOO$·OfeDgi6Ie ho ~withlnlt16~.c::.n ~.~.'~~8O%~lootsid8l11fl.~.f<*"~
~.~ "~ OICaf~.omia or It>!" ll'eetmeni iri the c;ase. of an ei1I!tgEit~!
~.6f e~"ible hospilsl dlarges will. be. at 1<m>.~ ..
{a)'L '~1I1t6 mePliinDOcumenttechnical~~ ~tO:~ cJefin1tiorts, covered hems 8;de~. Ai ~ ~'shalltiel"Biiiewed With theAsSocia!ior\ pri(lr 10. ~'.'!Q
~.no.~t8!1!1vechangein .bene1ittevel.
(c) As an alternative to the current City of Palo Alto Employees' Health Plan. the City
may elect during the term 01 this agreement to contract with the Calrtomia Public
Employees' Retireme"t System (PEAS) for participatic<l wooer the Pubnc
Employees' Medical aOO Hospital eare Act (pEAS Medical Pia,,).
H this election is made, the <leta,s of implementation cl the PEAS Meo"lC8l PIa",
including the flexible bener~ plar>, wiU be worked out on a mutuany agreeable basis.
During the term cl the MemoraOOum of Agreement the City wilT pay any premium
rale increases under the PEFIS Medical Plan, aOO the implementation plan will
provide for City payment of fun premium urlder any of the PEAS Medical Plan
opIiO<1S, wi\r, single coverage for employees without deperldents, arld both single
and deper>dent coverage for employees with deperldents.
(d) Effec:ive beginning September 1, 1989, the City WIll offer vision care coverage for
employees and depeOOents. Coverage is eque;alent to $20 deductible Plan A
under the Vision Service Plan with monthly premiums paid by the employer.
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Section 17. Dental BenffJIs
(a) The City w11l maintain the present level 01 benefits on the City .sponsorC>d dental
program for current employees and their dependents, except that the maximum
beneflls per celendar year shan be $2,OCO effective in 1988,
(0) Effecti'Je July 1, 1985, the City win prOVide a 50% of reasonable charges, $1,500
lifetime maximum orthodootic benefit lor representation un~ employees and thei,
dependents,
sectior. 19. Retirement Benel~,
(a) The current Pubr", Employees' Retirement Sysiem (PERS) Benefits, known as the
'Two Percent at 50" Plan, shall continue in effect
(0) Effective July 1, 1983, the City shall pay 7 percent 01 the employee's retirement
contribution costs.
(e) The Crty win wease the plcl<-up 01 employee PERS contribution from 7% to 9%
effective with the pay period including September 1, 1984, which benefit will
continue hough the me 01 this Agreement through June 30, 1988, and ~
continuance or a modification 01 the existing provision may be subject to
negotiation at the requesl 01 either party,
(d) For p;xposes 01 negotiation and arbitration proceedings hereafter, toe payment by
the City 01 the employee's contribution shan be deemed II 7 percent adjustment
in salary !or the year July 1, 1983 through June 30, 1984, and a 2 percent
adjustment in salary for the ten months, September 1, 1984 t'>rough June 30,
1985,
(e) NOlWithstanding subsections (0) through (d) abcve, IJIXl'l filin(fii ~01
~ a :ej3l'ese,otefer; blF!it eFRplsyee FFla~t eleet to eeR,ert the 9'*' City-paid
PERS COI'I!Jibu!joo WiJlbe eo<Werted to a salary adjustment 01 equal amount on a
ono-time irrevocable basis for the final twelve montOs immediately prior 10 a seAIiee
retirement, provided that all 01 the following coocfrtions are met
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(1) The effipreree FRblSI ~ e at least ~ yeeFs ef Cit) sel'Yiee as sf tAB 8EH6 ef
Fstir8meM, SF fer eFA~re)'ees ~jFa6 ~ief-40 cNly 1, 1989. FAust attaiR at laasl
1he age sf 6'; at ';'9 sate sf retirement er ~\:Ia'itJ fer maxirn'dFR PERS geRe~
laete. eI 76'1b.
(2) TWeWa months prior to retirement, the e'eelisF1 A9b1st ~e fReee eRa se-viee
FeBF8ffiSAt 9J3;eneatjSA files ~proyee-·must giVe.,_,~ ,tQ'-,ihi'):my for
retirement date certain.
CFt)' ~a1a P£R8 9ffiJ3ls)"ee 96f1triGtftisA stattJs.
(4l During the 12-mooth conversion period. the employee shall pay PERS
employee contrib>.Jtions.
(5) All provisions of this subsection are subject to and cond'rtioned upon
compliance with IRS regulations.
SectIon 20. Re!lrement Medical Plan
(al The Ci!y shan. upon submittal 01 evidence of paymen~ reimburse up 10 $i4f~
~ without Medicare, and $94 per monIl1 with Medicare, 0( medical plan
premiums 00 beha~ of represenlation un.t employees who retire from the City
under seNiC€ ey: dlsab<lity retirements. The retiree may select any plan. The plan
may cover er'!lible dependents as defined under the CIty Employee's Health Plan.
No reimbursements "in be made lor plans provicf,1'l9 benefits other than medical
and health benefits.
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sectJon 21. Psvchologlcal Counseling Program
The psyChological counsenng progcam currently in effect shan be continued. The
progre.m shall provide 24·hour emergency COUf1s.onng by indept;ooent professional
consuttants. 1=Iqis ~FeEtraffi shan B8 FeYie'vat3le 8) tAe paRies SA er after dl;JAS aG, 198~.
SectJon 22. UnlfQ!'!1lJ
(al The City w11l supply complete unfforms to an sworn personr.ei. All uniform ~ems
are the property 01 the City. One complete uniform consists 01: (1) three pair 01
trousers. (2) three s~oOrt·sleeved shirts with patches lind ~jf~, (3)
three Iong-sleeved shirts with patches and zippers if desired, (4) three turtleneck
shirts. (5) hat, (6) duty jacket ¥lith patches. (7) dress jacket with patches. (8) dr<lss
shirt, (9) necktie. ar>d (10) r3ln gear.
(b) At the time of ..,ijial employment every sworn err;ployee w11l be issued one
complete uniform. Uniform ~ems wil! be replaced 00 an as·needed basis subject
to verifica1ion by management
(c) The City shan provide uoiform deaning lor swom representation unit personnel
with procedures 10 be devetoped by management, and service to begin no later
than October 1. 1984.
(d) Personnel are accountable for an uniform ~ems issued to ~em. If a particular ijem
is lost 0( damaged due to employee neg i;gence , toe employee will be reqJked to
reimburse !he City for value 01 the item(s) loSt or damaged.
(el The City shall reimburse employees 75 percent of the cost of joO-related safety
shoes upon verification of such purchase by the employees.
Section 23. WoO! SChedlile
(a) The ten hour day IfOOf day work week schedule shan conUnue for an Swom Fl8ld
Service Division employees, with the excepton cl the Staff AssIstant.
(b) The present days off rota~O'1 system shan remain ill effect. except as Retea-llelew
fit.8ffeclMiJanusry1, 1992, the weeks begini1ing wilh"Sunday,MOOdaY.
!"ue6daY oIr shall. be efominated. and !he rotation shaI1 advance direCtly frOIl1
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~1:. .<Mond;iy .11usda'j ••.
fridaY
~2: . . .Mot>day -Thursday
fric:IaY
t(1fle hours
E'rghl /lourS
trine hours
0fI·
\Oii .. )IiQ>"tIMIServIces DivIsion empioy_ shall take one hoUr unpalcJa.iilcl] ~
!li!!ii'ilf;~.~. period. Days elf and hours are subje<;t to. !he . appro\I81 ~ .• ~
~'::ei~::'=:on..w::~~:~
tr¥.~imIY~ lei modify or ccntinue !he 91f!lJ schedule. it sh8II ~fD ~ ~
~;~wori< schedule ., place on JlA'le 1. 1991.
{e)i~inembers ot !he Traffic 0Msl0n. wfth the exoeptiorJ of the Specfa!
E~JR_ Coordinalor position, shaD wori< a ten.oour day/four-daywori<
~(~. The Sp$Cia1 Even!s/Reserve Coordin8lor~\I{XlI1 T~
WclI:l<~!Jl~ lII;heCUe as defir'I8d ., S4 obsedion (d).
(eJ MaFlBgem&At FRey esta6~SA a fRQUt"'blFR sf fetJf fj)(eef aa; elf J!l9sitiep.5 Jar eaeR sf
lFIe seeeFeIi ena t:Mrd 't'msAes. lVi'e ~sitieRS Ylil! t=la.e SawfeJay, SblR6SY ara
MSRaay an, &Ref twa ~8S~j9~5 vN1 haiS ~ MSRdii), and-w8sday 9#; SF,
etRef fbEsef Beys eft! FFl8y Be eSlaB~sN3e as ffil;ltlja~)' egreed By tRe eF'Al9le~ ass BAB
fF1aRe~emeAt:: FOtea eB) eff ~esitieAs shaR eo estaeliSAe6 Jar OAe SeF§l8aF1t ena
~r.ee 9#iaeFSiAfteRls. F~e9 says en "i:J'--tle assi!jAea in the foP.o\'i_-.g fR8Flfler:
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Mer trene A=lSAtRS sf B*fl(3FieRS8 'AsfIA tRis plaR .as--sffi--kf#::! ~ tA:s cbJBseetian,
Ffto8ABgBJlJleA1 anEf AssS9iatien re~Fesefllati" .. e5 sAa~ meet 41:) r6'liew iFle SBRBEh::J4i'1rij
p&aA:-P.te~esais fer meei#toattoos sAeR ee ertseblsseef at lAst fi~e.
Sectlon 21. FltId Sery!'*' Division Shm Assignmem
AI Foe!d Services Division personnel Sha~ bid annually by classification seniority for the
shift ci. their preference.
Management Shall cIe\em1ine the number of Sergeants, Agents and Officers to be
assigned to eact1 ShI1t Field T'aining otfi.:ers, FrO Sergeants, and probat'or1ary
employees shall be subjec! 10 administrative assignment
Clfflcen;, Agents oond Sergeants may remain on !toG same shift for two consecutive years
baSed upon cIassifica!ion seniority. However, alter e ICtIo-y9!dl periOd, an emp!oyee may
oniy remain 011 !he same Shift l a vacancy eJ<ists subsequent to the bidding process or
on the basis ci. a Ir80e which is mutually agreeable 10 the involved employees and
management.
S!IC!Ion 25. Overtime Pay and Compensat9Q' TIme Of!
(aJ Overtime P8Y at the rate 01 time a'1d one-ha~ of the employee's regular rate Shan
be provided lor all overtime work.
(bJ Compensato<y ~me off, which is approved by management in-fleu 01 overtime
payment on a staffing available basis, will be taken al the rale 01 1·1(2 hoofs for
every hO<x 01 cre<frted overtime. In the event compensatory time off is used as the
method 01 compensating for over'jme, !he tme off will be taken prior to the end of
tR! ~biaFter faRe.AAt lAs Ell;.laFter iFl \d,ieh the e;eRiFf1e Res seeA \\or4teef. lA \As
9b1eAt tAe e~J3IByee is eJBFliBG-lAis--J3~E1;lS18F\;: J:la/s~e will Be eeA=lflan5~8a iF! l3ay
Jar sl;Jet=i time at fAa 9f3prepF~te rete s~eei#ieel ey tbJese S9eti8AS. SF at tM
efflP1s)'se·s EI~9F1. U=I~ eames 8eFA,s9AsateF'j ,time \.111139 aeee~ le 1F1,e, BFR,slayoo's
veeati~"eal8Flee. tl& ca!ende! y<!IJI i"I which k IS eai'nad.AlI~!irM t~'5;OeSS!l8IItlepaid at the end a each calendar YBtlf. MhWailallls~in ~;~P'Y';p8ojpd of !he new calendar yaar. 8l<C8pl.1h3I empioyeesWllO.baVe
~ ... ~ba!ances ci. les$ than two times their annuar accrt.I8f .rB!B.1!llIY
~ri.~ ~ time to vacation in an amount.notto.~·to\al ~.~,~.~,two times their annual <ICCI1Ja/ ral.. .. .
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Seq!!on 25. OVertime Sign-Up
(a) Uno!aOOAd Otertime -UnpIan11ed ovettill1E IS overtime for WO!1< that needs to be
lICOOO".pl'lShed on an immediate basis. Immediate is usually defin6d as hailing fi'IIe
or fewer days notice. Employees interested in working unpiamed overtime wl11 be
placed on a rotalional ist in wp/'abetical order. When an overtime shift is 8Yailabie.
a manage< or supervisor will caJ1 the 1ifst person on the fist. If thac pet'S<lI'l dacrlfl9S
the opportunity. is not ava~able, or tskes the overtime, he/sr.e win be placed at the
bottom 0{ the fist. The lis! will be contir.ually updated Vl order \0 rotate the names.
There win be separale fists for supeMSOI'y and noo-superviSOl'y positions for
unplanned overtime. The superviSOl'y fist will be cfwided into sergeant and agent
sections. Agents w11\ be offered supervisory overtime positions ~ ~ no sergea.'1ts
have accepted the opport"'''ity.
(b) P!aOOed Overtime -PIaMed overtime roooes walch staffing, spadal events,
traffic oontrollunctioos or OI>l8r onpIarned overtime situations which snow for more
thM five days' notice. On or about the first 0{ each month, watch commanders
w11l project a fist of dates/shifts requiring overtime for the month. A master
overtime sign-up sheet will be maintained in the F",1d SeNices Division. On or
about the third Of each month, the mester list will be available for review and sign>
ups by employees. Those desiring overtime are ~mfted to one opportunity per
month; however, an individual may sign up <IS an alternate in those cases when
no one else signs up for '.I particular opening. Agents may only sign up for
superviSO<'y overtime as an alternate. In the event \NlI a pleMed overtime
opportunity is not filled four days prior to the date 0{ the event, a manage< or
supervisor shall fin the slot using the unpIamed overtime procedure.
(el These overtime procedures m~y be reviewed ana/or modified at t'le lTlL'IUal
ag<"eement 0{ bOth management and P APO ....
Sectlon 21-Jury Duty
No employee shall be required \0 work a combination 0{ ju<y c!uty and work time to
exceed 12 hours during a 24-hour period. The period shall commence II! the required
time r;) appearance for jury duty. Jury duty is defined as the time between required time
0{ appearance and dismiSSal. Work time excused as a resu~ r;) jt.ry duty wlll be
compensated at the regular rate r;) pay.
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SteUon 28, v,callo!! ACCtJlal
Vacation wm be accrued when &n employee is in pay status and win be cred~ed on a
bi-weekly basis. Such accrual and cred~ s."alI not exceed ~ II\ree tlmes the amusI
rate 01 accrual, Each erlQible employee shan accrue vacation at the fonov.;ng rate for
c:ootinuouS service performed in pay status:
[a) Less than lour years -For employees oomp'eU~.g less than four years CO<'l!inuous
seMce; SO hours vacation leave per year,
(b) Four, but less than nine years -For employees oompleUng lour, but not more tha."
nine years continuous $arvice; 120 hours vacation leave per year,
{e) Nine or more years -For employees oompletirIQ nine or more years CO<'l!inuous
seMce; 160 Ilou<s vaC8lion leave per year,
Section 29, Use oj Vaeall2!l
[a) When to ?e taken -The Ume at which an employee mey use hiS/her accrued
vacation leave and the amount to be taken at any one fime shan be detemnined by
the depal1ment head with panjcular regard lor the needs 01 the City, but insofar
as possible, considering the ''''';shes of the employee,
(b) Umitation on U$a -Employees may not use more than their aMual rate of accrual
in any calendar year period, provided, however, thai e depal1ment head my grant
exceptions 10 this um~tion.
{e) waiting oeriod -Employees shall CO!'r1plete six months continuous service before
using accrued vacation leave,
Cd) Double compensation prohiQf!N -Employees shan not work tor the City during
thek vacation.
(e) Vacation sorrtting -n is the inlention of the C~ Ihat vacation be taken in u!'l~ of
one week; however, with the approval of the depar1ment head, an employee may
use one week of hisjher accrued vacation in any calendar year in un~ 01 tess
than one work week, but in no instance in un~ 0IleS5 than one-ha~ 01 the normal
workday or shift Requests tor exception to this procedure must be approved by
the City Manager,
SectIon 30. Vacation Pa'! at Terl'!llnation
Employees leaving the municlpal service with accrued vacation leave and who give at
leas! two weeks notice 01 their intention to terminate shan be paid tI1e amounts 01 accnJed
vacation 10 \he date of lerrt1ir>ation. In special cases when twe weeks notice 01
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!eImlnation is!"lO! possibie, the City Manager may 8u1horize p;lym6nt of accrued vaoation.
Art employee whose service is lermina!ed for tr.e oonvenience of the City, other than as
1he result of disciplinary 1ICIior, shall also be paid for !hjs accrued v-oCaIion. Payments
for accrued vaca!iOn shaI1 be at the employee'. current rale of pay.
Employees who terrnir.ate employment with the City e.nd have less than six months'
continuous service shaft !"lO! be compensated for accrued vaca~on.
Stct!on 31. Yacat!O!l Benefits tor Deceased Empl Pllllti
Art employee who is erIQible for vacation leave and who dies while in !he mun icipal saNice
shall have1he amount of any accrued vacatiol'l paid to the employee's estate within thirty
days. This ;>loration will be computed at the last basic rate 01 pay.
Stctign 32. Effect ,,1 Extended Military Leave
An employee who interrupts his service because 01 an extendOO mMary ~ shall be
compensated for accrued vacatioo al the time the leave becomes effective.
Section 33. Sick Leave
(al Slatemenl of..£2!il;:>:t. Sick leave shall be al10wed and used only in case of actual
personal sickness or disability, med:cal or dental treatment, or as authorized in
Subseotion 31 (i), personal business chargeable 10 sick leave. Up 10 40 hou<s sick
leave per year may be used for tlIness In the immediate lamily (spouse, eIl_d,
parent. parent·in-law, brother, sister, or close relawe residing in 1he household 01
the employee).
(0) Eligibility. Regular and part-time employees shall be eflgible to accrue and uss So""
leafS.
(e) ~. Sick leave shall be accrued bi-weekly provided Itle employee has been
in a pay status for 50 percent or more 01 a oi-weekly pay period. Sick leave shall
be accrued at the rate of 3.7 hours per bi-weekly pay period.
(d) Accumulation· Acaued sick :eave may be accumulated without fimit, excepl as
provided in Se,."'!lon 31(h).
(e) J.lg. Sick leave may be used as needed and approved, 10 the point 01 depletion,
aI which time Itle employee Wl11 no longer receive pay for sick leave. A new
employee may, J necessary, use up to forty-eighl hours or shift equivalent of sick
leave aI any ~me during the first six months o! employment. Any negaWe
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balances generBWd by such utilization will be Charged against Mure accrual or
deducted !rem final paycheck in the event 0( termination.
M employee who NiS been disabied for 60 consecutive days and who is
otiwrwise engib!e bOth lor payment under the long-term disab"ity group insurance
coverage and accrued sid< leave benelits may, at his/her option, choose either to
receive the lOng-term disability benefits or to ",jllte t>,e remainde, 0( his/her
accrued sid< leave prior to applying for lOng-term disability benefits.
Sick leave wlll not be granted for illness OCCUfTing during any leave 01 absence
other than sick leave, unless the employee can demonstrale that ~ was necessary
to oome under the care of a doc\or wh,e on suCh other leave of absence.
When an employee finds ~ necessary to be absent for any reason, he/she should
cause !toe facts to be reported to the department within one hour after hisjher
raguiar starting ~me on the fi 1St working day 01 absence, and shan regularly report
on, or account in edvatlC6 for each work day theraaller unless hospitanzed or
otherwiss indisposed. Such reports may be subject to written documentation ~
there is reasonal:lle evidence that sick leave abuse has occurred. Sick leave shall
not be grant<'d unless such report or advance accou~ng has been made,
provided, however, that the department head may grant excep~on to this policy
where the circumstances warrant
DoclJme'llalion may also be r"<luired if there is a reasonable basis to beneve !hat
the employee may not be medically fit 10 return to worK
Deoletion 01 Sick teaye Bener~s. Upon depletion 01 sid< leave or the begiming
01 the period 10 be covered by payments under the long-term dlsabllity group
insurance coverage, whichever comes first, an employee may be granted a
mecfocalleave of absence withoot pay for a period not exceeding sixty days. If the
employee is unable to ret"m to worl< at the end oi tl'1is pariod. hefsha must
request further medical leave whiCh 'Nin be subject to the approval 01 the City
Manager. II further leave is granted, th€' employee must notify the City oi intel'll to
return to worI< eve"j thirty days. If further leave is nO! granted, U19 employee's
service wr.h the City shan be considered terminated.
(9) Forfe~ure Upon Te011ination. Employees leaving the municipal service shan forfteit
all aacumulaled sick leave, except as otherwise provided by law and Subsection
32(h). 111 the event that no~ of resignation is given, sick leave may be used only
through the day whiCh was designated as tr' .. final day of work by such notice
(h) Payment for ",,,,,muIBled Sick Leave. Eligible employees who leave the municipal
service In good standing, or who die whoe employed in good standing by the City,
and who have fifteen ex more years of continuous service shan receive
compensation for U(lused sick leave hours in a sum eqoJal 10 two and one-ha~
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percent of their unused sick leave hoors munipiied by !heir years of continuous
service and !heir basic hourty rats of pay at termination. For an employess
entering the service of the City prior to March 2, t983, fu~ Sick leave accrual wiU
be paid "' the event of termination due 10 disab<lity. For an employess hired al!er
August 1, 1986, sick leave 8CCf1JaJ accumulation shall be ftm~ed to 1,000 hours
v.ith no payoff provision lor unused balance at termination.
(i) Personal Bllsiness Leave Charaeable to Sick Leave. Up to 20 hoors per year of
personal business leave may be Chargeable 10 sick leave.
(j) Return 10 Work or Con~nue Work WiIh Lim~/Allemative Dv!y. In cases of
non-work-related i1jury, illness ()( pregnancy, an employ,*" upon approval of the
department heed, City Risk Manage< and the employee's doctor, may elect to
retum to work or continue work with doctor-approved ~m~ed or a~emative cIuty.
Approval for suc/1 rrmi!ed/a~ernative cIuty shan be based upon department ability
to provide work COOSistent with medical fimitations and the length of lime of !he
imitations. Shift ertlployees mus1 be willing to accept any non-shift ijmned cIuty
SChedule work locations and may be subject to the reasonable availabtlity of flmned
cIuty assignments. The City doctor my be consuned "' determining work
ijmitations. My assignment to a ~m~ed/anemative cIuty Wll! be on a temporary
basis. The provisions of this section are not intended to create any permanent
rlQht/altel"la!ive cIuty asSignments.
Any assignment to a fimited/ahemalive assignment shall not c:flsplace any other
employee wtthou! consent of an partes, inciuding the ASsocia~on.
Section 34. Leaves Dr AbSence WlthQut pay
(a) QiS?bllity. leaves of absence wi\.'lou! pay may be g<anted in cases of disability rvt
covered by sick leave. Pregnancy will be considered as any OtMr disabtlity.
Leaves of absence lor disabtlity are subject to phySidans' verfficalion Including
diagnosis and med'K:al work restrictior1.
(b) Other !eaves. 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-disabtlity prenatal and/or postpartum leave is avanable under this
provision. but suc/1 leave shan no! begin more run six months prenatal nor extend
more than six months posipartum.
(e) During unpaid leaves of absence for disability or other reasons, the employee may
6lect 10 use accrued vacalion crearts Requests for leaves without pay shan not
be unreasonably denied. In order to avoid misunderstandings, an leaves wtthou!
pay must be in writing 10 be eflective.
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(d) Aoorgval of deparlmeot head. Leave of absence without pay lor 0I'.e week or Ie.~s
may be granted by ttle department head, depending C<l tI1e msrit of tI1e indi\i.dual
case.
(e) Approval by or, Manager. Leave 01 absence without pay .., excess 01 one week's
duratiOn may be gramed by the City Manager on the merit 01 the case, Out such
leave shall not 6.ceed IWel,e month",' duration.
(f) Absence wi!hOlJt !eaye. lJnauthori<:ed leave 01 absence shan be considered to be
without pay, and reduct'lons in the employee's pay shan be made accordingly.
lJnatJ!horized lea"ve 01 absence may resuh in termination Of emp/oymerrt.
(g) Leave o! absence' death outside tI1e immediate family. Leave without pay may be
granted a rogular employee by hisjher department head in the event Of death to
family members other !'han one 01 the immediate family, such leave to be granted
in accordance with Section 32 (0), (d) and (e).
(Il) Military !eave 01 absence. Stale and federal law shan govern the granting of
military leaves 01 absence and the rights of employees returning from such
absence.
SectIon 35, Leaye of Absence With Pay
The City Manager may grant a regular employee under hisjher control a leave of absence
with pay lor a period not exceeding thirty calendar days for reasons he/she deems
adequate and .., the best interest of the City.
The City Council may grant a regular employee a leeve 01 absence with pay for a period
not to exceed one year for reasons the CouocR considers adequate and in tI1e best
interest 01 the City.
(a) Subpoenas' leave o! absence. Regular employees who are subpoenaed to appear
as witnesses in behalf of the State of CaI~ornia or any 01 its agencios may be
granted le.aves of absence with pay from their assigned duties un~l released. The
employee shaI! rerott an fees received for such appearances to the City within thirty
days from the termination of his or her services. Compensation for mneage or
s .. obsisIence anowance shall not be considered as a fee and shall be retained by
the employee.
(0) ~ee's time off to vote. Time off with pay to vote at any general or direct
primart election shan be granted as provided in !he State of Californ;a Elections
Code, and notice that an employee desires such time off shan be given in
accordance with the provisioos of said Code.
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(e) LBVe Of ,tHog .. death .., immediate familY. Leave 0( abserlC9 with pay 0( three
days may be gra~!ed an employee by the head of his 0( her department in the
event 0( death .., the employee's L'l'1meciate famHy, which is defined fO( purposes
0I1his secIioo as wife, huSband, son, daughter, father, mothe(, broth6r, sisler.
mother-in-law, father-in-law, 0( a close relative residing in the household 01 the
employee. Such leave shall be at fuJi pay and shall not be charged against the
employee's accrued vacation 0( sick leave. Requests for IeaYe in excess of three
days shaI! be subject 10 the approval of the City Manager.
(d) Jury duty: !eevt of absence· Employees required to report IQ( jUly duty shall be
granted a Ie8ve 01 absenc.e with pay 1ro,'T\ their assigned duties UI1tiI relaased by
the court, prOVided the employee remitS to the City all fees received IQ( SUCh duties
other thar: mileage Q( subsistence allowances within lhirty days Irom the
termination 01 hisfher jury service.
sectlon 36. Reduction In Force
In the event 01 reductions .., lQ(oo. tt-.ey sha~ be accomplished whetever possible through
attritioO.
If the work force is reduced wijhin a division for (easor.s 0( change in duties or
Q(ganization, aborrtion 01 posijiOl1, shortage 0( work or funds, or completion 0( work,
employees with the shortest length of service win be laid off first so long as employees
retained are fully qualified, trained and capable 0( perfomling remaining woo<. Length of
serviIoe lor the purpose 0( this article win be based on tala! City service in a regular
dassificalioo or classifications. Employees laid all due 10 the above reasons will be given
written notice at laast thirty days prior to the reduction in force. A copy of SUCh notice will
be given to the Association.
Section 37. AgeolS
The number of Agent posijion:; shan be governed by the August 12, 1981, Arbitration
Award.
Section 38. Parking In Civic Center Garage
Employees in represented classes shall be entitled to Iree parking in the CIVic Cenler
Garaga.
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Sec!!QO 39 Dlaclpgna ry A c!lon • nd Unsatlslacto<y Wor!< or Condyct
(al Except as p<0IIidad in ~ion 6 (Prooationary Period) of this ag<eeme'lt, no
emplOyee SIlaI! be disciplined \' ithou! juSt cause. For the purpose of t"is section,
'discipline' shall be deemOO to include discharge, demo~on. reduCtion in salary.
written reprimand. cfoscipnnary p<obatioo and suspension. Discipline sha~ be
deemed noIlo include verbal reprimands or reductioos in force.
(b) Non-pr~onary employees whose work or COI1ducI is unsatisfactory but not
sufficienlly deficient to warrant discipline, demotion, or discharge wi" be given a
written notification or uosatisfactory work or CGI1duct and an opportunity 10
improvs. Failure to oorrect deficiencies and improve to meet standards may resutt
n cfrscipline, cIemOIIon or disdlarge.
(e) Notice of cflSCipiinary action must be in writing and served on the employee in
person or by registered mail prior to the discipnnary action beGOming effective.
However, n extrema s~uations where there is reasonable cause, the emp!oyee
may be removed from pay status immediately pending such disciplinary action.
The notice must be filed on a timely basis with the Human Resources Department
and included r. the employee's personnel file. The notce of disciplinary action
shall include:
(1) Statement of the nature of the disciplinary actioo;
(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 ars based;
(5) Copies of any documents or otier items of evidence upon wtlich the
discipnnary action was fully or in part based;.
(6J Statement advising the employee of his/her right 10 appeal from such
8Ction, and the right to Association representation.
(d) W the disciplinary acton consists or suspension, any suspension time previously
given shan be Ctecf~ed to t>,e final disciprtnary action.
(e) Subject 10 state law requirements, employees may request that discipftnary actions
be sealed according to the following schedule:
(1) Written rep<imands with no recurrence after one (1) year.
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(2) Disciplinary probo--tion alter three (3) years l>"om the implementation of such
probatio<\ W no other dis.."ipIinary action has occurred during that period.
(3) Suspensions !ass than three (3) days without recurrence, alter two (2)
years.
(4) Suspensions more than three (3) days but less than six (6) days, alter three
(3) years.
(5) Suspensions of six (6) days 0( more, after five (5) years.
Written reques'.5 for seafing of disciplinary actions should be directed to the Human
Resources and Training CoorCina\o<.
Sealing shall inc:iude all memos, letters, correspondence, oompIaint fom1s, any
other material pertaining to the discipfinary action mat has been placed in the
employee's persomel file.
Seafmg sha" not rouoe the seafing of any material related to orimif'.ai offenses for
'Nhich !he employee was charged except in concurrence with the seaTlf1Q 0<
expungement of CfimjnaJ charges by a court of competent jurisalClion 0( in the
event of a complete exooeration of the employee by the jucfldal system.
The City Human Resources Department shall be ootified in all cases wh9re sealing
of discipflf'.ary action is taken. Human Resources Departr"ent copies of the
cflscip1inary actiOns will be disposed of in a manner conSistent with the PorlCll
Department's action.
The sealed action shall not be held to discriminate against the employee in any
subsequent disciplinary action, ()( in the event of promotion, merit slep raise,
transfer, request f()( eduCa!iona! leave, modification of duties, vacation selection.
appflCation for other employment, ()( against any other action the employee may
take for his 0< her personal improvemenl
Once saaJed, the file Shall not be opened unless the employee requests SUCh
unseaTmg and then only for examination by the person ()( persons whom the
employee specifies 0( at the discretion of the Chief of Pofice, wIlo in the absence
of a demonstrable emergency shall notify the employee a minimum of 48 houfs
before the opening of the sealed file and the reason for opening. In the event the
employee canna! be notified in advance, notification must be made on the
employee's firs! duty day after the sealed file is opened.
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.b2!Ilm 40 Grievance PJ'ocedure
(a) The City and the Association recognize that early set'JBment 01 grievances is
essentiat to sound employee-employer r"lationS. The parties seek to establish a
muluaily satisfac10ry method lor the settlement of employee grievances, 0<
Association grievances, as provided lor below. In presenting a grievance, the
aggrieved and/or his or her representative is as&.fed freedom from restraint,
ir.tNference, coercion, discrimination or reprisal.
(b) [)efjnjtioo -a Grievance i$:
(ll An UfVesolved complaint or dispute regarding the appIicatioo or
interpretation 01 rules, regulationS, poflCies, procedures, Memoranda of
Agreement, or City ordinances or resolutions, ,elating to temns con<:frtions
of employment, wages or fringe benefits.
(2) An appeaJ from a disciplinary action of any kind against an employee
covered by this Memorandum 01 Agreement
(e) Access 10 !he Grievance Procedure.
Except as provided in Section S, Probationary Period, aR employees represented
by the Association may file and process a gr'.evance. Such aggrieved employees
may be represented by the Association or may represent themselves in preparing
and presenting their grievance at any level 01 review. The Association may file a
grievance wilen an AsSOCiation right not directly related to an ind'lVidual employee
becomes subjec1 to dispute.
(d) Conduct of Grjevaoce Procedure.
(1) The time fimits specified in this Article may be e.<tended by mutual
agreement in writing of the agg"eved employee or the AsSOCiation and the
reviewer concerned.
(2) Should a decision not be rendered within a stipulated time Umit, the
aggrieved employee may immediately appeai to the next step.
(3J The grievance may be CQ(l5iclered settled ~ the clecision 01 any step is not
appealed wit"in the specified time fimit
(4) W appropriate, the aggrieved employee or the Association and M3nagement
may mutually agree to waive any step 01 the grievance procedure.
{5J Written gr'.evances shan be submitted 00 forms provided by the City or on
forms which are muluany agreeable to the City and !he ASsociation.
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(6) Any retroactivity on mooetaIy grievances shall be flm~ed to the date of
occurrence. except in no case wm retroactivity be granted prior to lIvee
morntls before the griellanCe was filed in writing,
SIIlLL The aggrieved employee will first attempt to resolv9 the grievance through
informal discussions ~ his or her irnmed'l8te supervisor by the end of the tenth woOOng
dey following the ClSCO'lery of or troll ncidenI upon which the grievance is based. Ever'!
attempt wm be made to settle the issue at this ieveL (NoIe: For purposes of fime fimilS.
the WOIi<ing deys are considered to be Monday through Friday, exclusive of City
hOI"ldays.)
~ If the grievance is not resolved through the HONTlal discussion, the employee
will r6duCe the grievance to writing and subm ~ copies to the clVision head or equivalent
level Managemeol employee as designated by Management as appropriate ~in ten
worl<ing days o! the discussion ~ the immediate supervisor.
The clVision head or equivalent IosveI Ma'1aQ&ment employee shan have ten worl<ing days
fi'om the receipt of a written grievance to review the matter and prepare a written
statement.
Step III. Ii the grievance is not resolved at Step II. the aggrieved employee may appeal
to his or her department head in wrilng ~in ten working days of the receipt o! the
cNisian head's response.
The department head shan have ten working days from the receipt of a written grievance
to review the matter and convey his or her cledsioo by written statement
StIP IV. If the grievance is not resolved at Step III. the aggrieved employee may appeal
to an AdjLJS!menl Board. Appeals to the Adjustment Board shan be made in writing and
directed 10 the Human Resources Director within ten working days of receipt of the
department heacfs response. The Human Resources Director shan convene an
Adjustment Board ~in ten werking days of receipt of the appeal. The Adjustment
Board shan consist of two persons appointed by !he Assodation and two persons
appointed by Management
The Adjustment Board IS empowered to can City employees as witnesses.
Within the contexI of Step N, the Adjustment Board wm have the ssrr.e powers and
flmitations to settle grievances as an arbitrator,
A majority deciSion of the Adj ustment Board shall be final and binding. The Adjustment
Board shan render its findings and decisions (If any) to the parties within ten working days
of its meeting.
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~ If \he grievance is not resolved at Step W. the aggrieved employee may choose
t>e!we6n !inaI and binding resolutioo 01 the grieva.;ce Ulfough appe&l to the City Manager
Of Ihrough appeal to ~naI and binding gfiev~ artmratiOl'l Fo< Ihe term Of this
Memorandum Of Agreerr.em. appeals to ~nai and birCng a1)itr ation may be processed
only with Associa1ion approval. All Step V appeals must be filed .., writing at t~e Human
Resources Department Office within ten working clays Of receipt Of the Adjustment Board's
cfl8pOSitiOO unOet Step rJ.
If the BQgrieved employee elects final and binding resolution by !he City ManaQIl". the City
Manager wiR choose the methods he or she cor.siders appropriate to re\liew and selUe
1he grievance. The City Manager shall render a written decision to an parties directly
involved within ten working days atter receiving !he employee's appeal.
If the aggrieved employee elects final and binding artmration in accordance with this
prOVision, the parties shaR mutually seleel an arbitrator. In U>.e event the parties cannot
agrea on an arbitrator, they shall mutually request a panel Of five arbitrators from the
carrfornia Slate Conciliation Service or from the American Arbitration Association if ei1her
party objects to the State Concifiation Service, and select an arbitrator by the alternate
strike mathod.
The arbitrator shall have jurisdiClion and authority only 10 in!erpre~ apply, or c:le1enmine
compliance with the provisions of this Memorandum of Agreement and such Merit System
Rules, regulations, policies, procedures, City ordinances, resolutions ,elating to terms or
conditions Of employment, wages or fringe benefits, as may hereaftet be in effect in the
City insofar as may be necessary 10 the oelenmina~on 01 gfievances appealed 10 the
a1litratOf. The arbitrator shall be without power to make any decision:
(I) Regarding matlers of interest
(2) Contrary 10, or inconsistent with 0< modifying in any way, the terms Of this
Memorandum 01 Agreement.
(3) Granting any wage increases or decreases.
The arbitrator shall be withoul authority to require the City to delegale 0< reflnquish any
powers whioh by Slate law or City Charter the City cannot delegate or re~nquish. Where
either party seeks arbilratior'. and the other party claims the matter is not subject 10 the
arbitration prOVisions oi this Memorandum of Agreement, the issue of arbitrability shall first
be cl&cided by the arbitrator using the standards and erneria sel forth in this seClion and
without regard to the merHs of the grievance. ~ the issue is "'Id to be arbitrable, the
arbitration proceedings will be recessed for up \0 five working days Ouring whioh the
parties shall attempt to resolve the gdevance. ~ no resolution is reaohed, the arbitrator
Vlill resume the hearing and hear and resolve the issue on the merns.
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CopIes 0I1Ile artlitrto!or's deCism shall be submitl9d 10 the Citt, the aggrieved employee
an:I1Ile Union. AI. direct costs emanating fro .. n !he arbitration procedure sha' be shared
equaJIy by 1Ile City and 1Ile aggriev9d employee or the Associa!ion.
Sect!on 41. 8ulle!ln Boardl and Tt!tphOnet
The Association shan have access to existing bunetin boards in Unn employee wori< areas
for the putpOSe of posting notices or announcements inc:iuding notices 01 social events,
recreational events, membership meetings, results of elections and reports on minutes
01 AssociatiOn meetings. Any other material must have prior approval of the poroce Chief.
Action on approval will be taken wnhin 24 hours of submission.
City lelephones may be USGd for Associ~ business so long as there is no disruption
01 work and an loll or message unn cans are charged to the Association crecfrt card.
Sec!!on 42. Access to Association ReQ{eserrtallves
Representetives 01 the Association are authorized access 10 City work locations for the
putpOSe of conducting bt.$ness wTthin the scope of rgpia-"-..-rt'.a.-Don. pruvtded that no
diSruption of work is involved and the business transacted is other than recruiting 01
members or ooIlecIing 01 dues, and the representative must notify the Human Resources
Department Office prior 10 entering the wori< location.
Sec1!on 43· Meeting Places
The Association shall have the right to reSelve c.1y mee~ng and conference rooms for
use during noo-wor!<ing hours. Such meeting places wm be made iI\Ia~able in oonformily
wnh City's regulatio'ls and subject to the Umitatioos of prior com.."nment
Section 44. Po!!ce OffIcer TraInee Classlflcallon
The c\a;sification 01 PorlCe Offic:ef Trainee has been established for enlly level officers
during Academy training. This is a sworn position wnh a reduced level 01 pay which is
10% below 1Ile starong Officer rate. The posrtion carries public safety retirement and
disability benefits.
Section 45. U!!I lUtIon of Reserves for Beld Services Division events
(8) Management will determine slaffing levels for each event .
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(Ill Events for which the department receIVes reimbursement wiff be st.affed by regular
offlcers, except thai in the event a Sl.offident number of reg~~ar officers are
unavailable, reserve offICers may be used.
(el Reserves may be used for the May Oay Parade, Stanford University Of Nfl footOaII
games, park patrol, and supplemental patrol staffing in excess of levels set forth
in lhe Field Selvices Staffing Levels general order.
(d) Evsnts, for which the departmenl cioes not receive reimbursemen~ may be staffed
in the ratio of two reserve offk:ers to one regular officer. Reserves may be used
in any s~on where an inSufficient r>Umber of regular off.cers are ava'able.
~ 46. Senior Officer Recognition
Management and lhe Association agree to meet clu<i!'lg the term or the agreement fa< the
purpose of developing a program to recognize senior officers (10 years of senvoe). TIlls
program wift include such things as unilOfm modifications, peer recognitioo and olher
noo-compensatory nems.
Section 47, Fun UnderstaocOng
{al The Memorandum of Agreement contains the fun and entire underSlandng of the
partes rega/'ding the mailers sel forth herein.
(Ill tt is the intent of the parties that ordinances, resoliltions, rules and regulations
enacted pursuant 10 this MemOfandum of Understending be administered and
observed in good faith.
(e) Nothing in this agreement shall preclude lhe parnes from mutually agreeing to
meet and confer 01'1 any subject with:n the scope of representation during the term
of this agreement
(d) Should any of the provisions herein contained be rendered or declared invafld by
reasoo of any existing State or Federal legislation Of by (easoo of State Supreme
Court or U. S. Supreme Court rvr,ng, such invalidation of such part ()( portion of
this Memorandum of Agreement shall not invar,date the remaining ~ons hereof,
and they shall remain in fun force and effect, insofar as such remaining portions
are severable.
(e) AssociatiOn and management representatives will meet during the term 01 this
a.greement to develop a muluaIly agreeable artiCle and section numbering system
lor the Memorandum of Agreement Tna system win be incorporated in the next
agreement.
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S!!c!Ion 48· PMtad AgrH!llent
The City will provide copies ex the Memorandum of Agreemenl resulting from these
negotialioi1S in booklet fOrm to an represented employees.
Sec!!gn 49. I)vr,Uoo
FOR:
PAlO AlTO PEACE OfFICERS'
ASSOCIATION
s/nan Ryan
stear-ole Baldwin
stJohn Lindsay
siTed Stahr
s/Jim Coffttlan
s/Frank Benaderet
s/Sarah Scholer-Anderson
FOR:
CITY OF PAlO AlTO
5/Jay Raur.C:s
s/Lynne Johnson
S/Ar-t deWerk
stJohn Foste T
s/Ke-dn Riper
s/Carlos ~B~o~l~a~n~o~s~ ______ . ____ ___
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APPENDIX A '.
em OF PALQ ALTO HEALTH PLAN CHANGES
Chang .. II AgllH!!! July 1. 1989:
~Hi;;:li:I;~···~···~······be· .. ·.~!:8d···.fIlt.8II.~.ICf·~
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(C10j·~!:l.iI!~lOr.8IIbif!s li\~or~J~.OCP:
~Ir;CO~~m~~(jf~j.oqp .. ·""" ....... ~·.WiIh .1iiil:\UIIl ..... ~. on ............ """...... J' ,.' .
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RESOLUTION NO.
RESOLUTION OF THE COU!<CIL OF THE CITY OF PALO ALTO
ADOPTING A COMPENSATION PLAN FOR POLICE NON-MAN
AGEMEN'X PERSONNEL AND RESCINDING RESOLUTION NO.
606
The Council of tl1e City of Palo Alto does RESOLVE as
follows:
SECTION -1. Pursuant to the pro'w'isions of section 12 of
Article III of the Charter of th~ city of Palo Alto, the Compensa
tion Plan, as. set forth in Exhibit "']a." at't.ached hereto and Jtade a
part hereof by r3ference, is hereby adopted for police non-manage
ment personnel effective July 1, 1991.
SECTIQN 2. The Compensation Plan adopted herein shall be
adlllinistered by the city Manager in accordance 'With the Merit
system Rules and Regulations.
SECTION 3. The Compensatian Plan shall continue in effect
from July 1, 1991, throuqh June 30, 1993.
SECTION 4. The Director of Finance hereby is authorized to
implement the Compensation Plan adopted her-ein in her preparation
of forthcoming payrolls~ She is further authorized to make changes
in the titles of employee classifications identified in the Table
of Auth~rized Personn~l contained in the 1991-92 budqet if such
titles have been changed in the Compensation Plan.
SECTION 5. Resolution No. 6816 is hereby rescinded.
SECTION 6. The Cou~cil finds that this is not a project
under the california Environmental QUality Act and, therefo~e, no
environmental impact assessment is necessary.
INTRODUCED AND PASSED:
AYES:
NOES:
ABSTENTIONS:
ABSENT:
ATTEST: .APPROVED:
----~~ City Clerk Mayor
APPROVED AS TO FOI<H: APPPOVED:
Senior Assistant city Attorney city M.anager
Director of Human Resources
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CITY OF PALO ALTO
COMPENSATION PLAN
POLICE
EFFECTIVE: July 1, 1991 through June 30, 1993
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COKPENSATION PLAN FOR THE CITY OF PAL<J ALTO
Police Depart~en~
SECTION It SALARY
A. Salary Range Tables
Personnel covered by this plan shall receive compensation ",~ithin the
salary ranqes set forth in the Salary Range Tables that follo~ Section
II. The salary range for each position classification ti~le and number
is expressed in bi-~eekly an~/or hourly rates alo~9 vith the approximate
~ontbly and/or annual equivalent.
St Establishmen· of Salary
The city Manager is authorized to make ~ppointments to or advancements
within the prescribed ranges upon evaluation of employee qualification
and performance.
For the purpose of determining step time requirements fer merit
advancement, time will commence on the first day of the ~onth coinciding
with or followinq ent.rance onto a salary step. Step increases shall be
effective on the first day of the payroll period in which the time and
performance requirements have been met. The City Manager, in recognition
o~ unusU81 circl.n1I.stances or extraor-dinary performance, may authorize
special merit advancement,
In the event that a downward adjust~ent of a salary range indicates a
reduction in the established salary of an individual e~ployee, the City
Manager Ilay, if circumstances warrant, continue the salary for such
e-mployee in an 81110unt in excess of the revised range maximwn for a
reasonable period of time. Such interim salary rates shall be defined as
·Y-rates,-
§.LC:'TION II. SPECIAL COMPENSATION
Personnel covered by this compensation plan, in a~dition to the salary set
forth in Section 1 above, may receive special compensation as ·follo\lj"s~
Eliqibility shall be in conformance ~ith the Merit Rules and Regulations and
AdJninistrative Directives issue~ by the. city Manager for the purposes of
clarification and interpretation.
A~ Annual Adjustment
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Annually. each employee who holdS a regular full-time appointment in the
~unicipal service on or before July first and continues in such status
through the first pay period in Dec~mber shall receive, in additicn to
the salary presoribed herein, a salary adjustment equal to one percent
(1\) of the e~loyee's current annual salary; or at the employee's option
and subject to management approval, 24 hours paid leave to be used prior
to t.he. January ).1 follo .... ·ing. Annual adjustments or time off shall be
prorate.d to reflect appointment f~om January 1 through July 1 of the
current year J or interrupted service durinq the year.
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POLICE COMPENSATION PI.All
pag~ 2
5. Qyertime And In-Lieu HQliday P~y
Compensation for overtime work and schedul~d work on paid holidays shall
be in conformance wit~ the Merit ~~les and Regulations and Administrative
Direct1v1!s. Compensatory time off subject to the lim.itations of the Fair
Labor Standards Act which is approved by management in lieu of overtime
pa~ent on a staffing available basis ~ill be taken at the rate of 1 1/2
hours for every hour of credited ove~time.
c. Working .OYt cf Classification
~ithin each fiscal year, after two complete shifts have been ~orked in a
higher classification, employees shall receive a seven percent premium
for all subsequent shifts worked out of classification.
D. Night s~ift pifferential
Night shift differential shall be paid at the rate of Sf to represented
classes for all h~urs ~orked bet~een 6~CO p.~. and 8:00 a.m. Vacation
pay for employees Who =eqularly work night shifts shall include
a.ppropriate night shift pre:m.iwn.s., relating to night shift hours regula.rly
worked.
E. Parking in civic Center Garage
Employees in represented classes shall be entitled to free parking in the
Civic Center Garage.
F. personal rmyelopment Program
PUrsuant to administrative rules governin~ eligibility and qualification
the following ~ay be granted to s~orn police personnel:
P.O.S.T. Intermediate Certificate: 5% above base salary
P.O.S.~. Advanced certificate: 7 1/2\ above base salary
G. Tyi~ion Reimbursement
Tbe city ...,i11 reimburse expenses incurred under the Tuition Reimbursement
Program to a maximum of $1000 per fiscal YEar. Up tc $100 of the annual
maximum .ay be used for reimbursing the purchase of work-related books,
periodicals, or professional association lflemberships. To be eligible for
reimburse-ment, expenditures must be for training or materials "Which
contribute to current job performance or prepare the employee for other
Cit.y posit.ions.
Reque.sts. for tuition reimbursement 'Will be determined to be taxab"le
unless SUfficient documentation is provided on how the course or seminar
is related to improving performance in the employeets current position.
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POLICE COXPE};SA'rION PLMI
Page J
This doc~entation ~ill be interp~eted so as to maint~in the &pirit and
purpose of the tuition reimbUrsement program and to comply ~ith Internal
Revenue Code regulations. Reimbursement requests m.ay be subt1itted at any
time~ but will be batch processed on a periodic basis~
with reqard only to POST-reimbursable traininq which is approved in
advance by manaqement and subject to the parra graph below, and for ~hich
POST rel.mburBe.Dl~'t is provided for meals, lodging, and mileaqe; such
meals, lodging, and mileage are reimbursable under tuition reimbursement
subject to the aaximua amount of $1000 and subject to POST procedures~
Association members :may use tuition reimbtlrsement to attend training
during otf-duty time. If Association members wish to attend training on
scheduled work days, alternate work days may be granted by Management
when staffing allows.
s. court Appearances
SWorn Police personnel appearing in cour-t for the Peo~le shall be
compensated as follows:
Period
1. Appearance on scbeduled
day off.
2. Any or a11 court time
during scheduled shift, or
court time is immediately
beginning or following
shift.
3. Appearance on scheduled
work day but not during,
immediately before or
after scbeduled shift.
GrQUp Insurance
Minimum
Time and 4 hours
one-half
Straight time None
during-shift,
time and one-
halt for periods
before or after
scheduled shift
Time and one
half
2 hours (2 hr.
1I'Iin. may not run
into shift time)
The City will pay the following amounts of premium on behalf of personnel
'Who are eligible for coverage under various group insurance plans
arranged by the City.
1. Health Insurange
100\ Of medical premium payments for employee and dependent medical
coveraqe aocordinq to the provisions of the current Memorandum of
Agreement.
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POLICE COMPENSATION PLAN
paqe 4
2. Dental Insyrance
a. The City will maintain the present level of benefits on the city
sponsored dental program for current employees and ~~eir
dependents.
b. Etfectiv£ beqiludnq July 1, 1985, the City provided a 50\ of
reasonable charges, $1500 lifetime maximum orthodontic benefit
tor representation unit employees and their dependents.
3. yhd on Care
Effective beqinning September 1, 1989, the City will offered vision
care coverage for employees and dependents. Coverage is equivalent
to $20 Deductible Plan A under the Vision Service Plan, with monthly
premiums pai~ by the employer.
4. Life Insurance
Basic Life Insurance (per
$lOOO of coverage) not to
exceed ~ount indicated on
e><istinq plans
J. Retirement Medical Plan
Per Month (Approx)
$.289
The city shall, upon submittal of evidence of payment, reimburse up to
$141 per month without Medicare and. $94 per month with Medicare of
medical plan premiUllls on behalf of representation unit employees who
retire from the City under service or disability retirements. The
retiree may select any plan. The plan may cover eligible dependents 2S
define.d under the City Employees.' Health PiaT!. No reimburselJlents will be
made for plans providing benefits other than medic~l and health benefits.
K4 UnifOrm purchase Plan
Uniforms including cleaning and safety equip::nent will be providecS in
accordance with Administrative Directives.
L. Retirement
1. Effective beginning July I, 1983 the City paid seven percent (7/9ths)
of the employee's nine percent Public Empl~yees' Retirement system
contribution costs.
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POLICE COI!PENAATION PLAN
Page 5
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2. Et~ective beginning with the pay period including September 1, 1984
the City incres.sed the pick-up of employee PERS con'tributions from. 74
to 9t.
3. Notwithstandinq subsections 1. and 2. above, upon filing a notice ot
retlrement, the 9\ City-paid PERS contribution ~ill be converted to
a salary adjustment of equal amount on a one-time irrevocable basis
for the final twel .... e months immediately prior to a retirement"
provided that all of the following conditions are ~et.
&. 'or empl~gees hired prio? to ~ul~ 1. 1989, the employee must have
at least 20 years ot PmB Saiety Member Service a9 ot the date of
retirement, or h~ve attained the maximum PERS benefit factor of
75\, or hae attained the age of ~5 at teh date ot retirement.
Employees hired on or after July ~, 1989, m3y qualify only by
attaininq 20 years of PERS safety Member service as cf the date
of retirement.
b. TWelve months prior to retirement the employee must give notice
to the City for a retire~ent date certain.
c. DUring the 12-lIlontb conversion period,. the employee shall pay
PERS eaployee contributions.
d. All provisions of this subsection are subject to and conditioned
upon compliance with IRS regulations.
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1 CITY OF PC:lO Al TO COMPENSArro~ Pl~!rt
1 POLICE PE~~~~NEL
j FFHCTtV:E Pay FerIod including ~l:J t.1 1 t 1991
1 CLAS:>. UHf RANGE
1
~U~ NUMSER -~ 0 U II: l ,. .
1 (AI (') (C) (0) (E)
I III POLICE AGE~T USI 1I.S1 U 57 20.70 2.1 88 23 . .tC
10 I~~ (S) (e) 10) If I I 0<, 'POlICE "'GEMT lINTEl iUS 20.56 21. 7C 22.99 ",
613 POI.ICE ... GEHT/AOV un IA)
19.89
(8) It)
21 OJ 22.:-4
(0)
2] .51 IEj ,..
!2a PO(..T~E Tll!A]NEt HIli! [A~ U .•
." ~OLIC£ OFFICER aSI
(AI
18 .51
[B)
17.54
(tl
11 ,54 (°1 [[l 19 .• 10.7
822 POi. ICE OFFICER-INTEIt JHZ [A~ IB~ 101 [O~ IEj J7.4 1'.' J9.4 20.5 21 7
6" 9Ol1CE Of"F lCtl-... t>14' lnG (.~ 11' . t
[II
UI2 (t/, 101 "1 11.9 H,C 21 2
"! lal IC I (0) lEI 82' POlICE OfF UAIHING US! 16 , 17.5 11,54 19.51 20 7
SJ1 Pet leE SERGEMH 1972
IA)
11 72. I' ) 20 15 IC~ 22.0
10)
2],H 1[1 2e.6
632 POt ICE SGT IIIHER 201C
rAJ (81
20 74 21 93
[e)
23 19
(DJ
2( 52
/ [ )
2S.93
'''I (e~ [e) jDj lE)
II! 3,:' ~OLICE SGT /_OV 2121 2121 n.4 ~3 71 2S 07 26.51
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,"PP~Ol(IMAT( rDP STEP
AN"IUAi. ~iI4T~l'r
41, .131 ',C 1 0
SO,Sst 1,113
51 ,70a ',~CII
34 ,986 2.915
Il.1l1 3,5113
45,302 3.175
"',210 3,1fj.6
A3,111 31.533
501.272 " .272
53.934 '.494
55,UQ 1,595
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1<)
1"'0 so /8)
l565.80
[t, nSII co 1°) I' ) 17 ~ ... O I. 1.21>
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15 8.CO lIce.IO
iC)
1"3S 20 !DI 1'1 U 1,2.0 l' •. 10
,A)
1591 20 IB) UI 2.40
Ie}
17711.lD 101 lEI 11 0 10 1t '.10
jA) 13 5.60
1" 13 ':40 ~BI U 3.20
[el
UI3,20
(01
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lEI Ui~'. 40
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17154.00
(01
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CITY Of PALO ALTO CCJItPUSATIOti PL"'~
potrCE PtRSOHNEl
EFFECTIVE Pay period including January t. 1992
Cl."SS tITL.E fl:MWE
.U>t NUMBE~ --H 0 U • 1 y--
t " (" (e, (0) lEI
'" poUtE AQ;EMi 1151 11.H 19 51 20 10 21 n :i'3 It
(.( (S) {C) (0) "I 01. PAleE AGnH/I~TU 1945 19 45 20 58 21 , 7 t H 99 24.3
;
0., POLICE AGE~r/ADV 1989
(A) un is)
21.03
(C J jD)
2'l 24 23 5J
IE)
ZA.U
"" POLICE TRAINEE 1739 ('j 17 ,
S21 POlICE OfFICU. 1714 "i " 1
III ICj (oJ "I 11.1 11.1 202 21.
'" POL feE OfFIceR-INTER UD1 I') 11.01
{BI IC~ ,0)
19.0420.1 21.29 " 1 22' \ 5
." ~lCE OfFlcrl-ADV lICD "3 {OJ (01 1°1 (E3 11.4 IS.4 20.5 21.1 230
'>7 pOlleE OFF TR"INING 17U1 IAl IS~ IC f (°1 "j 17.J 11.1 11.1 20.2 2J.'
.n POL.iCE St1tGEANl 19&2 (.~ !S' :eJ 10j 19 I 21 06 22,2 23.5 lEA 24,'
on POueE SGl/UlTEI 209'5 IA~ t.~ Ie) '01 20.9 22 1 23.43 2'.7 lEI 21. 1
.33 POlICE SGT/ADII 2142 'Aj ("j (Cj tOj IEj 21.' 226 23.9 25.3 21.7
L
",PPROlI"""'TE rop STH
.A"tNUAL HO~THl..Y
'1,131 4,01.Q
50,564 ".213
51.101 ... 301
36.130 3,011
U,S'"' 3,B4
415 . 820 3.Sl01
47,140 3,98f1
u,sa 3,7Jt
Sl,7I2 .c,au
5'.'15 .c. 5 38
55,102 ',U1
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~ - - - --. I -III [ E K l Y-- - - - -
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l" 15 IS CO 4"' 18 '.'0 !CI 17 9,20
(01
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IAl 13 1. 20 '!I 1I~O.40 !C) 15 3.eO
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1'1 lB) 14 0.10 15 3.20
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1510,40 be) 6') 17 3.20 !I! 0.10
I" ~I) Ie) 10 ) jE) 14 2.00 1$ 1.10 18 S.80 17 D.aD ,. a.ag
j') l') leI 13 1 2Q 14 0.40 15 3.10 ~D) 16 1.60 IE' 17 4 . .cO
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1'1 15 • 00 I"l 11 2, co Ie) lDI IE) JS '.'0 19 1.60 2C 5.10
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1713.80 1"1 18 2 CO lei ID' JEI It 1.00 20 1.4021 2.40
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~Oll~E ~ERSONN(l
HFECTI'Jt Pay period 1ncl~dlng July l. 1992
Tllt£
>I] POLICE AGE"T
.12 POtreE .GcNT/I~T£!It
"' POLICE AGE!ttT/"l>1I
&>0 POLICE TRUNEE
621 I'OlleE OfFrCU:
82' POlICE OFflCe:R-UTEIt
on POLICe: OfFlCER-ADY
.21 FetTe( OFF TRAIIilING
,31 ;eLICt SERGf.'Ni
6:32 POLICE SGT/n~TER
s.:<:l POLICt: saT lADY
L_
~ANG~
NUMBER
19U
2042
21JU
112.
11M
189J
19]2
18-::JO
1092
2200
2250
IA]
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21. 60 (e~ " . (0]
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ill tej tOI tEl
19 0 20, J 11 ::!8 22 SO
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IBj 19 Q
let 2"0.12 " ) 21 28
IE) n so
(S] jel (OJ !€j
22.12 23.39 H,n 26 1.5
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23.211 H.60 2& 01 27 SO
181 Ie) ,D] ,E!
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APPRO~lXATE TOP STEP
ANNUAL )t()"m'ILY
50,~U ',212
51,102 .,"25
54,28.1 .. ,1Ji 2:4
37.981 3,1&5
45 . lOa 3.!lOO
49, .l7.t .,097
50,232 4,111
.#6.200 l,900
54,392-4.532
57,.200 4,765
58,51(1 4 .• 75
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!') IS] 15 5.20 U 4.20
Ie)
1131 40 ~O] i" U8,.OU":OG
\'1 l'] Ie) Ie) 183.60171.00 11 fi .• O 19 1 20 IE) 20 Z .40
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L61Q CO il) !C) lO) ![) 11 ~.'O LI 7.20 19 4.,(0 ~Q • 00
IA] 14 0 40
1'1 III btl bel bE] 14 0 CO J5 2."0 16 9.eo 17 2.40 11 0.00
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.1512.80 AS] 18 0,00 ICi
1891.20 17~~~'0 jE] 11 .l. €{l
iA] I') IC] 15 5 60 J8 4.40 J1 1.00
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1827.20
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lei
1609.&0
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1102.40 AE] 11 0.00
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l$71. '20
jDt
1971 ''0 'EI 2092.0Q
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1760 00 1I!~11O leI Ie] oE] lS 1,00 20 0'.10 22 0.00
IA1
1800 00
(8)
11104 00 Ie) 10] IE]
2012.10 2121.GO 22 0.40
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