HomeMy WebLinkAbout0461.094TO:
FROM:
City of Palo Alto
City Manager's Report
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HONORABLE CITY COUNCIL
CITY MANAGER DEPARTME!I;!: Humllll Resources
AGENDA DATE: October 11, 1994 CMR: 461:94
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SUBJECT: Approval of Palo AUa Peaee 0fII«rs' Association Memonmdum of
Agreement and Compensation Plan
REOUEST
The City Council is being asked to approve a two-year agreement, whkb has been ratHied
by representatives of the Palo Alto Peace OHicers' AS8ociation, c(wering the City's 84
sworn ncn-managt';ITH:nt police employees for the period begl!llUng July I, 199-4 and ending
June 30, 19%.
RECOMME!'iI,l,~:nONS
This repon recommends C0WICi! approval afth. atLached resolu lions amending Section 1601
of the Merit System Rules and Regulations regarding the Memorandwn of Agreement
be~Ne':n the City of Palo Alto and the Palo Alto Peace Officers' Association, and adoption
of a Cumpensation Plan for sworn non-management Police, Department personneL
POLICY If1fPLICATIONS
This agreement does not represent any change to existing policies.
EXECUl'IVE S!J}Th..IAID:
The contract provides for a first year salary increase of 1.6 percent to Police Trainee, Police
Offioer and Police Agent classifications, and a 2.5 percellt increase to Police Sergeant
classifications, effective with the pay period inciuding July I, 1994. These .djustme!lts
represent a weighted .verage total increase equal to l. 75 percent. In addition, an agreement
",:omend the City's contract with PERS to provide "Reponing the Value of Employer-Paid
Member Contributions (EPMC) as CompeilS2tion in Employees Final Compensation Period"
(GoYerom""t Code s..'ctioll 20615.5) is Included in the tITSI year of the agreemenl. The
second year of the contract provides for a salary increase to all represented classifications
of 2.0 percent, effective with the pay period including lull' I, 1995.
Both partie-.s have agreed as part of thf;' first year of the agrecmenl to reopen negotiations on
the issue of compensation for hoiidays. with the understanding that if agreement is not
CMR: 461:94 Pa&. I 01 3
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reached, negotiations on !his bsue alone will carry o\'er ;ntv the next formal mee t and confer
proc= for discussion,
Other provisions to the agreement include implementation of a commute incentive voucher
program and parking location wait-listing for employees hired after July I, 1994; addition
of "sexual orien!2.tion" Ianguaj\e to no discrimination sections of the contract; inclusion of
regisIered domestic partner> in $ick and i>ere.vement leave provisions; minor work schedule
language changes; proviSIon of business cards for each employee, and continued payment
of PEMHCA plan premlUID5 for active employees and dependents,
~,~IEl'mMEl'ofr
Beginl1i.ng in 1984, the City bargained with all employee giOUpS, in lieu of a salary tncreasc,
to provide emph.-,yer raymrnt of PERS emp1Qyee contributions (9 percent of compcnsat}on
for PAPOA employees),
Subsequently, beginning in 1988, tin.' CilY agreed with employee groups to allow C'onverskm
of tb.e employer-paid member (employee) L':ontribution to salary for the tiJ1i11 12 months prior
to retirement. During this 12-month period, employees pay their own PERS contributions
and in rerum receive an equh'atent amount in higher salary, which im:reases the basis. for
pens,ion calculations.
After allowing this practice fOi fuur years. PERS announced in December 1992 that final
year C<lDvers;o" of empbye"paid member contributions (EPMC) would no longer be
consid.ered as compensation for retirement purpcses after June 30, 1994, or until such time
as ",,"versions are specific.ally authorized by statute,
S9-53, which became law July I, 1994, pro,ides that employers such as tlie City of Palo
Alto, by policy and bargaining agreement, may amend their PERS contracts to continue
EPMC filial-year conversions on a pre-funded basis after July I, 1994,
Acrordingly, the City agrees, as part of this Memorandum of Agreement, to enter into a
contract 2l!lend.'T.em with PERS tel contin'le fl.l1.al year EPMC conversions on a pre-funded
basis. The actua,ial valuation fOl C(}ntinuing this benefit, as calculated by PERS, ilIdicales
an increase of 2,508 percent in the employer contribution rate for represeuted employees.
lbe employer contribution rate will increase from 11.535 percent to 14.043 percent of
PERS define<! payrolL The annual cost is $118,022. or 1.6 percent of the salary and benetit
payroll.
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A resolution of inlention to amend the City agreement with PERS and an ordinance
appro'ina lhe .!Dt'Udmem will be presented for Council approval at a later date, Also, in
oo:ord.ulce wilh SB 53, the finane;'1 data regarding the amendment will be presented for
your comideration at Olle additiooal meeting.
FlSCAL IMrACI'
Tbe tocal COS! of the Ii .... 't year agreement provisions is 5229,915. ~ud year costs total
$129,309. FWlding for lhe two-year COl!lnct is provided in the 19%-95 Budget and will
be included in the Proposed 1995-% Budget, which will be presented to Council for
adoption in June 1995.
~'1"'!RQ:'l'MENJ".L ASSL"S\fEl'iI
ThLS. i..~ oot a ~p;ojed' for rurpc·5e"Ii jJf tI'lc California Erwlronment.al Qualitj' Act.
AD'ACHMENIS
t Resvlu!lo!1 Amep..1lr'-£, Se ... ·\lI.)J) 1601 oi tnt.' ~1eri[ Sy:Hf'm Ruh:~~ and Re1'Ul,ations
2. Resolution Adopting a Conrperl.')2tlon Plan f,)[ POliCl' Department Personnel
CITY MANAGER APPROVAL:
Page 3 0/3
follows:
RESOLUTION SO. __ ~
RESOLUTION OF THE COUNCIL OF TIlE CITY OF Flu,o ALTO
AMENDING SECTrON 1601 OF THE MER.!'i SYSTEM RULES
AND RBGULATIONS RBGARDING THE MEM:lRA.."'DUM DF
AGREEMRN'l' BETirnRN THE CITY OF PALO ALTO A,.\"O TIl E
PALO ALTO P&ACB OFFICERS' ASSOCIATIOS
The Council af the City of Palo Altr") does RESOLVE as
~l..Q1LJ.. Section 1501 of the :!-Writ Syst.e::1 F:ul(:5 ilnd
Regulat.ions is hereby amended to '("·?:=td as follc',",'.s:
"16"01. Xe:!IOr.&..:ldW! of l!lgTe~~nt inco!:'p(l:'eted by
refereJ:u:e. Tf'..at Cf::'C:.a i n P?,"',,"r-af.d'<.y-: 0:' ,:::J!""'et~;~''?lF_
by and betw~@n Lhe Cjt)" cf falo Alto 3!~d Pa10 Ail0
Peac:;~ OfficErs' l-tSSGci,~-,;:: 1 tr:"l , ,-:O::;8:·,~li[:9' cf
Preamble and Sections 1 throllgb ·;9, foc 3 r C!l':::l
cOImIencing July 1, 1994, and 0x})iri.nQ JUr'.e ::'0,
19'96, is hereby incorporated intD these Xerit.
System Rules and Regulario~$ by reference as
though tully s'S't forth herein. S<'I.i.;:l. rne.T:ora!'ldur:1
shall apply to doll &.-.ployces in C1E>ssiticatlclis of
PO} lee office:-trainee, }:,ol j_c~ off icer. p.:.l ice
agent, and pol+ce sergeant -' except ""'here specifi ~
cally provided otherwise herein.
In the case of conflict with this chapter and any
other provisions of the !-".erit System Rules and
Regulations, this chapter 'iliill prevail O,\rer such
other provisions as to e.mplcyee~ represented by
said Palo Alto Peace Officers' Association.F
SECTION 2. The change~ provided for in this resolution
shall not affect any right established or accr~ed, or any offense
or act conz.aitted. or any penalty of forfeiture inC' ... HTe-d, or a.ny
prosecut.icn, suit, or proceeding pendir.g or any judgrr.ent rendered
prior to the effective date of this resolution.
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SECTION 3. The Council finds that this is not a project
under the california &nvironmeDtal Quality Act and, therefore, nc
environmental impact assessment ie necessary.
n.'TRCDUCED AND PASSEl),
AYES!
NOES,
ABSTBNTIONS :
ABSENT,
ATrB:S'l': APPROVBD:
City ClerK ----------
AFPROVED AS TO PORN: APPIWVED:
City Manage 1-
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MEMORANDUM Of AGREEMENT
CITY OF PAlO AlTO and PAlO AlTO PEACE OFFICERS' ASSOCIATION
PREAMBLE
This Memorandum of Agreement is pur$uant to and subject to Sections 3500-3510
of the Govemment Code 01 the State of Californie, the Charter of the City of Pelo
Alto, and the City of Palo Alto Ma,it System Rule. and Regulations,
TI-ds Memorandum of Agreement made and entered lnto at PElle Alto, California, by
end bIJ1ween the City of Palo Alto, a municipal corporation (hereinaf1er ref9rred to
es "City") and the Palo Alto Peace Olticers' Association, Incorporated, a California
corpor~tion {hereinafter referred to as "Association"). is intended to define
agreements reached during the meet and confer proc~ss concernin.g ..... ages, hours,
working conditions, and other Mrms end conditions of employment tar the
represented group ot employees,
The City recognizes ths Association as (he exclusiye r.epresentatjYe 01 an employee
group consisting solely of Police Officer Trainees, Police Officers, Police Agents,
and Police Sergeants who are regcl~rry employed by the C!ty and others who might
be amended ioto tile representation unit frcml time to time under existing law and
the Merit SystElm Rules end Regulations,
StctjQn 2. No pl,crimination
(8) The Asaociatior. and the City hereby agree that there shall be no discrimination
because of race, color, age, handicap, sex, ~-~.tltJCWj, national origin,
poiitical or religious affiliation under this Agreement. There shall be no
disc rimin8tion in employment conditions or treatment 0# em plo veas on the ba sis
of membol'$hip Ot n.:m-membership in the Association, or participation in the
lawful activit,es of the Association,
(b) The Association and the City hereby agree to protect the rights of all employees
to exercis.e their free choice tu join the Association and to abide by the express
pl'ovisi..,ns 01 applicable State and local laws,
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~ 3. Auoelltion Security
{a} When 8 pe.f$Or'o IS. htred in any o-f the c()vered job classifications, the City shall
notify' that person that the Associetion is the recognized bargaining
.apresentative for the employ6e in s.aid Unit end giv9 the emplovee a current
copy of the Memorandum of Agreemenl.
(b) If tn.re IS no disruption of work, members of the Association Soard 01 Directors
may use a reasonable amount of on-duty time without loss of pay to attend to
Association business, s.pecifically related to representation of employees. $(lei;,
,eklase time must be cleared in advance by the appropriate division manager
who is I memoor of management.
Fer purposes cf this section, representation shall include:
iii Meetings with represented employees or management reiated to a
gri~"J/1ce, or disciplinary action, including (nve.$tigatian and prepardtiar.
Um€.
jfl) A meeting with management reLated to benefits, werking ccndJtions or
other terms and conditions of employment.
s.c-Poo 4. p~ ... ·rtWl OedUC!lo[J
Tne Cit-y tMaH deduct Association membarst1,p dues and any other mutually agreed
opon peYfoll deduction from the bi-weekly pay of member employees. Th'3 dues
deductiol1 must be authorized in writing by tt"le cmp:oyee on an authorization cera
e.lcc:eptab?e to the City ar,d the Association. iht} C'lty shaH remit the deducted dues
to the Association as soon 8:5 poss.ible after deduction,
Stc1ion 6 No Strike.
The Association, its representatives, or me-mcars, shall not engage in or cause,
~tt'I. encourage, sanction, or condone a strike, w"lthholding of services, concerted
abuse of leallo of absence provisions, work stoppage or work slowdown of any kind.
No employev shall fefuse to cross any picket line in the conduct of Police Department
business, nor shall the Assor;:ia1ion, its repres5:ntatives, or members discriminate in any
way towerd 8r!'y'one who refuses to participate in a strike, or imy of the job actions
cited above.
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{a) The probationary pertod fo? new ~ioY"s entenng the c1a.ss~fications. of Police
Academy Trainee or Police Officer shell erKt 12 months following the successful
completion of Police Academy training. The probt!tionary period 10r haerat ontTy
posrtions. where Police Academy training is waived, shaiJ ba 12 months.
(b) The probationary period sh!lI be regarded .as part of the testing process and
shaU be utilized for closely oboer<ing oil .ospects of the employee's
qua4fficl'tions. for MlSUring the affective adJvstment of e new employee to the
poaition a."'Id for rejecting any probation&ry Iu-npwye-e who in the opinion of
milnagem&nt is not sLHuble to t!ltt~n permanent status.
ic) Dwring the probationary period a new S';np~o)'e6 may be terminated at .any time
by the appointing authority wrthout cause. Thfc CXfste:1Ce of cause tor
termirllttion shall not be 3rbitr.!bi~.
Probatior,ary ~mp!r:)ye~s shall not be I~rm:nated for re<;tSOiiS that vioi/He
SectlCln 2. No Ois.:rimi"ailon, 01 th>$ A.greemeljt, or for reasons t!H)t ar,o;
ur:constitLJtiofl:'l! or un ! a.· ... fL.! I.
Eff.ctive 0 ••• , Poy PMiod IrlCluding:
Jill 1. 1994 July 1. 1895
ctauoe. Appro>, E·Step Appro., E,Stop
InctMu Hotnty !ncrwse Hourly
Agent UI'" 211.43 2-~ 25.14
Agentllnter \,h, 2e:13 2-_ 27.2e
Agent/Adv UI'!!. :tvn 2-01L 27M
TrairMe UI'!!. 23.811 2.01L 24.38
Otf!cer Ul% %3.55 :/,O'!!> 24.03
Offie&< II n ter 1.1l'I' 24.74 2-01L 25,,23
Officer lAdy 1.1, ... 25.28 2.1)'110 25.79
Officer (Train 1.", :1.3,55 2..0% 24,03
Sergsant 2,5% 27.60 2,0% 28,15
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I Effective Date, Pay "Briod lr.cludin!l:
Jd 1.1994 """ t. 11116
CIaa8e. App'ox, E·Step Ai>!>"'" f·Step
Increase HQurIy """-Hourly
Serge.ntllnt :Z.6~ 29.04 :z.O~ 2 •. 113
Sergeant! Adv U'lR 29.10 2.01f, 30..29
AnnuaUy, each employee who holds a regular full time eppointme11t in the mun'c ~I
servjc~ on or before Juiy first and e,')ntinuBs in such status IhrC'ugh the first pay ,t.lt!r!od
in December shail receive. in addition to the sa'ary prescr;bed herein. a sa!ary
adjustment equal to one perceiit (' %) of the emp\o)'ee's CUn~l1t annual salery; or M
the employee's OptiO:l and sLibject to man8'gement approyal, 24 hours paid leave 10
be used prfor to the Jaflui:wyI 31 fol/o'l;'iilg. Annu8! adjt.ls1ments or tjm~ off si!:'!!1 b~
pr-cratea to refject appointment from January 1 !hf<-''.Jgh JL~ll' 1 o11he curr~nt veai. or
interrupted s€rvice during the year,
Section 9. Night Shilt Differential
Night shift diHerential shall be: paid at the rate of 5% to repressnted classes for al!
hours worKed be'we~n 6:00 p.m. and 8:00 a,m., e-XC&pt for employees assigned '0
a 9(80 work sctli'tdule, working a regular shift b&t'Ween 7:00 a.m. and 7:00 p.m.
Vacation pay for amployees who regularly work night shifts shall jndude appropriate
night shift premiums, relating to night shift hours regulal'"ly worked.
Section 10. Paid HoIidaya
fa) All represented employees on lea lie ot absence without pay shall not receive
any compensation for holiday~ occurring dUl'ing such leave.
(h) All represented employees must be in a pay status em the work o.ay proE',ceding
a hohday to be eli9ible to be compensated for the hO:lday.
Ie) The ~ollowing pertains only to represented employees essJgned to a field
services watch:
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All such employees will receive in-lieu holiday pay or compensl!t..,~y time off
.ubject to 10(al and 10lb) above, equal to eight hours payor compen •• tory
time off lor .ach 01 the following holidays:
January 1
Second Monday in. October
Third Monday in January
Novambar 11
Third Monday In February
Thanksgiving Day
Last Monday in May
Day aft.r Than~,glving Day
July 4
Decemher 25
First Monday in September
Either December 24 or
December 31 r see below
In the event that such an emproyee is ex{;used from work in observancf. of a
listed holiday, no in-lieu holiday payor compensatory time off shal! be given for
that holiday,
(d) The following pertains only to l"epresented employees working eight-hour, five
day O!' 9!80 assignments:
(1) Ali such empfoyees shall have the following days off with pay. subject
to 10je} and 101b} above and subject to the speciel provisions
December 24 or 31 explsined below:
January 1
Second Monday in OC1ooor
Third Monday in January
Novambar 11
Tnird M ondav in February
Thanksgiving Day
Last Monday in May
Day after Thanksgiving Day
July 4
December 25
first Monday in Sep1ember
Either December 24 or
December 31, :.;;ae below
Employees covered under subsection 1 O{d) shell be excused wlth pay for
the full work shift on either Dec~mber 24 or December 31, provided
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howover that Crty facilities remain open with reduced staffing levels, that
Management retains the right to determine work schedutes, and that
neither day be considered 8 holiday fot purposes of premium pay. If
employees are not excused pursuant to tnis pro ..... lsion, one shift of
vacation credit w;rl be added to their vacation accrual.
In the event that any of the aforementioned days, except tor
December 24 or December 31. falls on 8 Sunday, the following Monday
shall be considered a hoiiday. In the event that any of the
aforementioned days falis on a Saturday, the preceding Friday shall be
considerad 8 holiday. If Decambar 24 and 31 fall on Sunday, then the
preceding Friday will be designed for purposes of tho hc:tliday.
Employees covered under subsection 1 Old, who are required to work on
holidays listed in this subsection (except December 24 or 31) shaH be
co,T,pensated for such work et the rata of one and one-half times the
basic salary for the hours wOjked, or st'lalJ receive compcns.story time off
at the rete of one and one-half times the hours worked, in sddition to
regw'p.f pay,
Employees covered under subsection 10!d} shaH receive a fiaating day
off with pay in each of the following months: March, April, June,
Augus1 and Decembci. Scheduling of the days off must be approved in
advance by management. Days not tak-en off'Jnder this provision will be
added to the vacation accrual subject to maximum accrual limitations.
(tI) At " mutually agreeabk> u.n...dufing tile first Yell,. of tIlis ag,~, the "..roe..
wift·.~ ..... li~ ~themgte lGau& of ~ea$n.tor hoIida-", ···If
1191'''~~~oatiW-'';,.~~tffec1ivedateofma.II9I'~Willbe !tI!lPW~~~ 1.t996.lfma __ -uiiable.~~
~l)I8!JOIIado~on #te.~·wHI·,*", over inlD the meet ~cOnl«
~1OJ ...... eCGllwaw""""JJt;
Section , 1. Worl!ina Ow. of Cla" Pay
Within each fiscal year, after two complete shifts have been worked in 8 higher
classification, employees shari receive a seven percent premium for aH additional shifts
worked out of classification.
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&clion 1;;t. EdyCltjon InC!!!!ljye Proqmn
To encourage indivKfual development through a comprenertsive incentive program,
achievement CIt the POST Jntermedia16 CertificatE and the POST Advance Certificate
shaft provide B pre.rnium of 5% 8r"1d 7·112%, respectivel,!, to the base salary 01 the
effected empkJYM!,
{.l Hhtctive July 1. t 964. the !uition reimbursement program mai<imum increas~d
from '$800 to $1,000 per fiseat .,'ear. Up to $100 of t"e a:u,:uai maximum may
be used for reimbursing 'Me pu(ch.ese of work·related books, periodicals, or
professional association memberships. To be el;gible for refmbursosrnenl,
r)xpendilures must bs for training or materials which contribute to current job
performance or prepare the 'ilmpioyee for other Cty positions.
(bf ReqlJests for tUil;on reimbursement 'Nill be dotermrned to be taxable unless
suHicier.t dGCUrT1i;;ntJ1'lon is proyJded on haY',' the COLJrS050r semin::Jf is related to
impro!.l'!n 9 P C'r1 o [fT'.::1n (;e I n the ernpio'(c0:'.$ CU it ent position, ThiS documtl ntatlon
will be interpreted $:-1 3S to ma~ntein the -spirit .end pUt'pose of the tuition
\'eimtufsement p-mgr~m er.d to comply wi'ih !ntemat Revenue Cede regulatlQns,
Heimbursement iequests may be submitted .at any time, but will be batch
processed on a periodic basis.
te, With regard only to POST+reimbur~Bble training which is. approved in advance
by Management, subject to Section 13(d), and for which POST reimbursement
is provided tor meals and lodging and mileage, such meals, lodging and mileage
are relmbursabh~ under tuition reimbursement s:ubject to the maximum amount
in S&ction 131a) and subject to POST procedUies.
(d) As.sociatkm memb&rs may u!J.C tuition reimburserrn:mt to attend 'eHsifling only
dl.iring off-duty time. If Association members wish to attend training on
sch~uled work days., sttemst8 work days may be granted by Management
when staffing ailows.
~_.4-,_~~1 Cafe A!sistaQM..f'rQ.9!~rn. The City wm provide a Dependent
Cere ASSlstsnca: Program fer employees accordmg to tne prov'jslons of the Federal
Economic R""overy Act of 1981, Code Sections 125 and 129. The program will be
8vooabl.5 to represe:ntation unit employees beginning with pay period mJmbar 1 of
1992. and remain in effect subject to a reasonabie minimum participation level and
aV8~labi!ity of third-party administrative services at CI rea so nabla cost.
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Sectiqn , 5, Coon !'ell
Sworn Police Pu!"sonnel appearing in co un fOf the People wifl be compensaled
according to the following:
fa) Appearance on 5che-duled
day of(,
fbi Any and all court time
during schedulod .nift
or court time is imme
diet-eI'1' preceding or
following 8 shift
(c} For other than first
watch employees.
appearance en scheduled
work day but not during,
immediately befN{! or
immediately <3fllH
scheduled shift.
{d~ Appee.rance on schedu!ed
work day by employees
ass;Qnad to fiist watch.
~on 11l. HUitt! PIa~
M,i,ftMt!!"A I' "h Plan
Time and ene-half 4 hours
Straight time duri09 None
sh i it, tima 11 nd one-
haif for period hafme
or after scheduled
shift.
Time i3nd or'le·ha\f
2 heLlrs i2·hcur
r~"nimwm ma,' not
HJn ;(1:n stlihl
iii;;; ,i~1i>it ....... of Ihi!oMe"'Of8udum of ~t. Ii>II City wiG IYY ti>ot.mire
~~ ~ for "",,*,r-end ......... 111 ...... for tile
""""",..nll III d P£MHCA opt;onoI pAn. Bcnh paniM ecl<nowleclge _ In rutura; ve-_.City contr!i>uti<>n for PEMHC4 ~ .... V be en .....
Ttoo.e Gil, 9rla,1 r;la, sll ;6reffliw,,'! ~a,ffieFlU Bf'li:Jel=alf 8f 6ffiJ!IB,ee5-nha are'6lioiele fer
ea. erBge Il:llPi~er 'lfle ReaM ~IGA e~ni6f'19 39 ~e!5leFil!eEl ifl s .. hseelie ~ h:.). iel g, Ie;. AAV
I!IFB,"iflM F.'8 iFl6Feae8S stuip,g thB H:f9 efmis PAe,.,6F!I ;"hiM 91 II gFe8""eF118hall~
h) !!'Ie Sit,.
~9j Eml'lcyee BAS ~e~eAse, .. t ee¥CFs§e uR6er the e);:sl-t+""tft--i(a~sCF He:!3ltJoI PlsfI...s
bl*ttfae+,-iASlk:laiA§ Dft:lg PIElA III 8~
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(.,1 S;~JilleYIII .FlS deliJ8AsBPlt 8S\I''3rage k:HU~Br tAe-9J4le~iA6 Cit, at Pale ,O"e
em",le T Bae' f feal'" PlaA, Buee(!l t~a' the Cit, at Pale Alta e",pte f 8e8' lofealftJI P'et.
ahaU"8 medified te i".I~el8 tRB telie .. iflg J'i ads'eos ta eeeeM8 sHes'i,e 88 IUJP\
aa ~eI8ihle. tltI't ,..t "8'8'8 ;jaAt:lar, 1, 199:2, 81t:1hjeet ttl egreeftllel"lt af 89l:tH
8"'tlls'l9a gFtl'l4f19!
11 I IABreSS! tfle a""U:1I8i a'edt:l aliele t8 $1 gg ~er jptsi. i8t.1sl, 51 .300 pel fSl"I'til,..
tal ~. "'8 GGt, "'1F1lij8B EJBrS Rat &'lark 8f prefefFae Jl;r8" de, ." B 5,i(818 ft;.'t
aSRefiftt lit lQg'K 8' eligiele hss.,i!al eAs:ges wi~jA (!-Ie maFIIsg8' !!!lINe
Aetw8F'I, SAd ,edtietieFl1:e SQq(; blGR Blt:llSise the ABtwef'k. F!'IF he:!I,u;'tai,
el:ftSiae tAe atate a1 GalifeFAia Elf fe, tr8stWl81"1t iA --tM--!l!Ise af ap\
Bm8FgsFley, reifPBl=IFSeF,ulIFlt af eiio'bie i'=IuJjitel BRa ses ',:II-be at l00~
~
.------~-!~e9rJ5'1!18te iF.Wo'i=lf', Fla.) Qeetlwept \eefi,rn&ffiftOO-5dBS'tSoPti.e 'aPljd89&
el=laAgas fa eI8ri~! sefAitiGASr~-€-Hell:3sj9As,--AU
6ool:lmef'lt moeifiestisA3 91=1811 eEl rs',iePTer:J "itp. H1eAsseej:-f6il ~f,9r fe
1iRsl"l8t:er. ta eFlsQre~&:l:il9st.s.ilt'.e et9IJA~e iA i3ef1_n~,
-----t4+ reF thB !\gti\ e Em/3I~;----e-Hmtfta«'l--tt;e $2§O,OOQ FRaj9r-~6+&a-l
S2F1eft "MlIiR"lk1f'11'11 eRa sl:il3stih:1te--~eM~-+Hetil¥le ~eAeft
~jml::lm ef $1 ,9B9,GGO jge" perSBA,
te+-AIS" 8,. II~eFRetive 1a thB BtlfF19Rt bit, a' Pale Alta Effi~le'18es' He~-P+af+;-..ffi.e.
GR>, Maf eleet 9~rifl:g the term. ~i9 eg:eeME~ eSRtraet .... itk t;P,e GElHf~
f'tJel:e [",!,Ierees' Retireffi8At S',iI3tern (PERSl fer f3eFtiei~e'!ieH'1 I:IFHier 1~e vl;!slie
Effif3leyees' Meet!e!1 al.s lIes~jtal Care het (PEf'S MC9i6a! Plsf!i.
If t'f:ilis eleetisft is ffiaeZe, tAB eieteil!l af iFfl,leR'le!AtatiBA Elf tAe PERS Mediae' ~a .. ,
iReh.eliRg ti:la ileJtible b8f1efit ~18R, hill ~I!I dBrkas el;jt BF1 a fRblt~ail,. tlgre"ae'e
~atlj", e~fiflg 11:-18 t8r", 81 the MeFRe'BAfh~m af ,60tt eeffleAt tl-le G"tt dill !36"f 8A\
~f8"'iltl'" fate iRBretlU& I'dPlder '\RB P~RS. Mediel' PieR. iRS loAa im,aleff1lBf'lH!"tiaf'l
I3'l8n '/:o'iIlI9FB. ide fer Sit'. I'll. fflBfllo sf h:dl premil:tffi i:llflt'le: 81), af tAB PE:RS Mesieal
PlaR Elptier;9, Nit~ SiRUl., 8S. Brags fer BfflLBle (ees witfl61.:.1t 8erJeREie"'ts, eFts "atP
siAgle 8'U~ aefJeAdeAt ee,eFege fer e~"la i !:lee .Iith aepePteleAt6.
(b) EHective beginnillg September L 1989, the City will oHer .... ision care coverage
for employees and dependents. Coverage is equivalent. to $20 deductible Plan A
under the Vision Service Plan .. wtth monthly premiums paid by the empioyer.
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Section 17. o.nW Senef".
fa) The City will maintain lhe present level of benefits on the City~$ponsored dental
program tor current employees and their depsndents, excepl that the maximum
benefits per calendar year shall be $2,000 effective in 1988.
Ib) Effective July 1, 1985, the City wili p,ovid. a 50% at r.asonable charges,
$1,500 lifetime maximum orthodontic ben~fit for representation unit employees
and their dependents.
S.ctkm 18. ute lOfUranqa Benefit.
The Cfty sgrees to continue: the basic life insuranr.e ptan as currentlv in effect for the
tern; of this Memorandum of Agreement.
$.e ctioo , 9 Rettnmlent fktlll1.fta
fa) The currfnt Pub~;c Employees' Hetireme:nt Syslem IPEAS) eenef~ts, known as the
"Two Percent at 50~ PI.:m, shall con~i"ue in eHer.t.
fb) E1fective July 1, 1983, the City shall pay' 7 percent of the employee's retirement
contribution costs.
Ie) The Ctty will increase the pick-up of employee PERS contribution from 7% to 9%
effective with the pay pttriod including September 1, t 984. which benefit will
continue through the life of this Agreement through June 30, 1988, and its
continuance Of a modification 01 the existing provision may be subject to
negotiation at the request of either party.
(d) For purposes of negotiation and arbitrat,on proceedings hereafter. the payment
bV the City of the employee's contribution shall be deemed a 7 percent
adjustment in .alary lor the year July " 198:> through June 30, 1984, and e 2
percent adjustment in salary for the ten menthll, September 1, 1984 through
June 30, 1985.
(e) Notwithstanding subsections (bJ through (d) above. upon filing a notice of
retirement, th~ 9% City-paid PERS contrlbution will be converted to a saleH',
edjustment of equal amount on a one·time irrevocablt! basis for the final twelve
months immediatefy prier 10 a retirement, provided 1hat ail of the foUowillg
conditions are met:
(1) For employses hired prior to July 1, 1989, the empfoyee must have at
least 20 ~'ears of PERS Safetv Member Service as of the date of
retirement, or have tittained the maximum PEAS benefit factor of 75%,
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or have attained the age of 55 at the date of rotirement. Employees hired
on or otter July 1, '989, moy qualify only by ,ttaining 20 y~.rs of PERS
Safety Member Service 8S of the date of retirement.
\2~ Twelve months prior to l"etirement, the employee must give notice to the
City for retirement data certain.
!4} During the 12-month conversion period, the emplcl''f"ee shall pay PERS
employee contributions.
(5) All provisions of this subsection are subject to and conditioned upon
compliance with IRS regulations.
In""" 10 continue aftM June 30, 1994, the provisions of ~ 191el, ~t#1i6
I\IticIe, _ -.. as po ...... followmg ratiftc_n of !his egroement, 1M Cit;t'Mll
COft1I .... t with PERS to pfOvida 'Reporting the Veiu8 of Empl<>vw.J>ai<lMembel
Contrib<Aion. as Cot~ion in Employees' Fmlll Compensa1ion 'Period, by
Ci>ntnlct Amendment leowmm .. m Cod .. Seelion 20615,5).
19) Miiitary Service Credit. Etfect;ve as soon as pc,ssib!e, the City wili amend it:::>
ccntract wi:h the Public Emp't'1yees' RetjrerTH~~lt System to provlde for Section
20$30.3, Military Servic$ Credi1 as Public Service.
MonthIv ~ premium COJlIribo~'ticns for" retir...,..aeieeted PEMHC'<\OptiOnal·pI8n
... be.....a. in accordance _ the PuOIic Emplo""",,' Mediea! ami )oIoapitalcareA<ti
~, .
it*---i);8 Gftotp MSW, tiI~Pfl I!n~'&,t1ittBI sf e\ ieSAGe fli 1'8,1"1 '8rlt, reimetllF$e ~13 18 $1 41 "er
P'f\CIAfft wftAetlit MesieR.e, BAa $94 fjer l"AeAt~ -,..itt; MeeiieS!r8, of fAeaieal "laA
~'6mitl!INII 8A bel=.e:Jf at FO,UB:&IeFt1Hel'l IJRit eMJ:'Ile~ee9 "'.'8 retire 1r8"" tAle Cit\;'
w"d.f Ie, .iE'e SF EiiS8bilfl) Fs\ireIFfllIAM. The retiree FAa; sales. lAY Jlla~
"..A 1'fMI, saver eligible St,HlfH!lSM!!t 88 seTiRes blFleler ttlt Gi~ [ .... "Ie 180'8 HeeJth
F'kW'J. Ne 8iiPib~raB""eFlttJ "ill he ... e:~e fer ~laA9 ~F6.:idiAg eeAsfi1s ei:Aer thsR
"'tulise' !ina i:8al\fl ~efl8~9
(tJI HfaEti"e as see!"! as ~e,si9Ie, 9It:1bjee.-ffi-itgreefficPI' .. itt:! etl'lsr e~
tAe Gi"ty-wm-Gffef-6-Kaiser GI 81c:.1~ Reti. ee· He8lt~ PleF. E:li~i6jjjt)' il1 t,",c-~
ReA is 8p38R HHettfiAg a"."le, ees hfle lla't'B beaR l"Aeffl~ef'S ef t~e Ksieel GFBbI~
PM:f4 #SF a miRiRlkH'fI ot dues reeFS i~w adiBtej, Jlrier-t&-fstiraWlaA', laF if fjjCfjpleyed
"", ... tl'l:e City fe, IS9&1f1BR tF\fee yeara, "'S'/8 ~eeA sFlreliea iF. Keia:eF eefttiAtlBltIsly
stAee ~.e: dAte af J:i:ire.
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+AS" .... I.,.ee .. ~8 Illest tio:te K&iger 'dreldj3 Retirse·l-lealtR ~aR 9f'1S
.Hh!l8!1~el'll'" ,,"e. e .,Pdt af t~ e K.;,er S8P, ia a aree it ill BS !Ii; SA ~e "PI!'! a ftk:4f1ity
SA • Bf'!8 time hasis tEl SAFell ;,.. tAB '"'" RatireE4 Ie """"I! 18Ba' l-IealtR PlaFI.
Prel¥ "11:1'" roi.lihI:iHlomof1l'"" fA" Kai8Br G'8~" Retiree IleattPl PISA is a.a"8~le
tU:H~.r 'Irlg"lIl!'~ !a) of fttIis &eeti9~.
The psyctloIDgical counseling program currently in effect !!thaI! be continued. The
program shafl prov;de 24-hQur omergency C:Dun~!ing by independent professional
consultant! .
(a) The C~ty WI:! supp:y corr.~:et-8 url"lrQrrTIs to 2;'1 sworn personnel. All uniform items
are the pre pert)' of the Crt,,_ One complete unilorm cOi1sislS of: ; 11 th:ee pair
of trousers, 121 three sho:-t·sie€, .. ed S~l:JtS with patcn~s &nd llppers if desired.
j:3) three \o:r,g,s~'i::e"ied ~\-':,\.s 'o,,'ith patches 8i,d lippe!~, if de-sireo, {4} ttiree
t~I-1"ii:'nf.lck shirts, \5~ " FIt, ~6,~ d: .. HY" jack.et wiih pate1'"les, 1'7) d(f.lSS jacket with
patches, (8) dress ~r'I;.'1, ,9) n()·:ktie, clnd (10) rain gear
ttl) At the time of init;al employment, every :iworn emplo)'e--& wili be issued on~
complete uniform, Uniform [terns wi!1 be replaced on an as-needed basis subjoct
to ve!ifl(:Btion by management,
Ie) Thf! City shea pro'lide uniform (:ieilni:lg fo; sworn representation unit personnE::l
with procedures to be developed by manageme-nt, ar,d so(vica to begin no later
than Octobe, 1, 1984,
(d) Psrsonn.e/ are eecounuble for 11111 uniform items issued to them. tf 8 particular
item is lost or damaged due to employee negligence, the employee will be
required to reimburse the City for value of the item{sl lost or damaged.
le) The Crey shaji rejmbms-e employees 75 ~rcent of th-e cost of job~related safety
shoes u~n verification of such purchase boy the employees.
Section 23. WaR &zbr11dt
la) The ten hour day/four day work week:. schedule shall continue for all sworn Field
Service Division empfoyees. with the except~on of the Staff Assistant.
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~b) The present days off rol&tior. system shall remain in effect. except that effective
January 1. , 992. the w ..... bejJinning wi,h ·Sunday. Monday. TUfldav oW
shall t>e eliminated, 8nd the rotation shall advance directiy from '"Setvrday,
Sunday. Monday. Tuesday off" to "Monday. Tuesday. Wednesday oW. This
sChedule shall remAPn in effect on a trial basis fo' B peric>d of one year, at ..... -hich
time reprss&ntatives. of management and the Association s.Mall meet to r.,view
the schedule. Unklss the parties mutuallv agree to modify or continue ~
schedule, it shall revert to the schedule ir. pface on June 1. 1991.
leI A maximum of two fixed days. off positions may be established on I!!lICh watCh.
at emploYMI's request. One position on each shift will have Sunday, Monday
and Tuesday otf and eire position wilf hlrl8 Thursda'{, FridBY and Satuide.y off.
Artemstively, other fixed days off for the two DOsrtions on each snift, with
oPPosing days off, mal( be ostaolish"d. These .a~temative flxe>d da~s ett sha!! be
mutual!y agre~d up'..):'1: by the emp=oyees and managernent.
(d} Bagt'1n:ng no rater th"n janu~ry 1, '99::, as ar"! i"!iternrHive to the five-day, 40·
hour work schedule, 5"'~'orn !!1· ... estigati~'e Services O,;\i,;SrOn personnel may, ...... 'irh
the approval of MSlo'18gement, wOl'k the IO'iowing :3,.80 sshedLiie C·'I a trial t:.1<3sis
for a perjcd not t·:) 6)(ceed one year:
Week 1:
Week 2:
Monoay -Thursday
Friday
Monday· Thursday
Friday
Nin-e hours
£'191'11 hours
N,ne hours
Off
Investigative S9rvices Divjs~on emplo),ees shaH take une hCUi unpaid hmch
periods during this trial period_ DaY$ off and hours are 5ubje-ct to me &tpproval
of the Division Coordinator. At the conclusion of the period, Management and
Association representanves shall meet 10 rdvie," the schedule. U"les9 '*'e
"aRiee f'fIt.:J'ttjall, Iij§. ee 1B ",edit, Sf eeFltiflt:le 1~e 9/80 51el'ileaule. It 8~11: re.eft t8
t"'e fi¥8 day, 1Q Rattf ,verk eDl\eadte iPi ,'Ilee DR dttR6 ') HJQ1.
te) Sw,afn, ~mbers 01 the lraffic Division, wJth the exception of the Speciai Events
~# RetJl9P/e Geer8i"a'~r pOSition, shah work a ten~hour day/foUi·day work
week schedule. The Special e .... ents Siar9Nftt'RB6fl'Pw6 G88Fdifll8ter shall, upon
request, WQ(k e 9/80 schedule as defined jf) subsection (d~.
Sec!ion 24. Field SeMen OMolon Shift A'''gnl!!!1m
Afl Field Services Division personnel shall bid annuafry by classification seniority for
the shift 01 their preference.
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Management shalt determine the numbiU of Sergeants, Agents and Officers to be
assigned to each shift. Field Training Officers, FTO Sergeants. and probationary
empioyees shall be subject to 8<lm~nistr.tive as.&ignment.
Officers, Agents and Sergeants may remain on the same shift for two consecutive
years based upon classification seniority. However, after a two·year period, an
employee may only remain on the same shift if a vacancy exists subsequent to the
bidding process or on the basis of a trade which is mutually agieea:ble to the involve-d
employees and management.
~on 25. Overtime pay and COmotM8tQry Time Off
(a) Overtime pa~' at the rate of time and ont;~·half of the emp!oyee"~ regular rate shaH
be provided for all overtime work.
(b) Compen.s.atory time ott, whtch is approved by managemen.t in.-lieu of overtime
payment 011 a stafffng availabie basis. will be taken at the rate of 1-1/2 hour:; ter
every howr of credited oyert~me. rn 1he event compensatory time off rs u~ed as
the method of compensesting ~Ol overtime. the time 00 wili be tuken pnor to the
end of the calendar year in which it ls earned. All compensatlJry time br.ilancts
shall be paid at the end of each calendar year, with warrants fssued in the first
pay period 01 the n-ew calendar year. except that employees who have vacation
accrual balances of iess then tWO times their annual accrual rate may cor.vefl
unused compensatory time to vacation in an amount natto eXC'.eed total i:lccrual
balance of two times their annual accrual rate.
Ie) Quarterly, an employee may request and be paid tor any portlon of his/her
accrued compensatory time balance. at the appropriate rate.
Section 2.6. Overtime Sign-Up
(a) Unplanned Ollertima -Unplanned overtime is overtime for work that needs to
be accompljshed on an immediate basis. Immediate is usually defined as having
five or fewer days notice. Employees interested in working unplanned overtime
will be placed on a rotational list in alphabetic!!1 order. When an overtime snift
is. available, a manager 01' supervisor wi!1 call the first person or, the list. If that
person declines the opportunity. is not available, or takes the overtime, he/she
will be placed at the bottom of the list. The list wW be continually updated in
order to rotate the names. There will be separate lists for supervisory and non
supervisory positions for unplanned overtime. The supervisory list will be
divided into sergeant and agent section'S. Agents will be offered supervisory
ovei'time positions only if no sergeants have ac(:cpted the opportun:ty.
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fbl P*anned O\lertime -Planned overtims includes watch staffing, special avants,
traffic control functions or other ur:plennoo overtime situations which allow for
more than five days' notice. On or about the first 01 each month, watch
commanders wil! projact a list of dates/shifts requiring overtime for the montf'l.
A master overtime sign· up sheet will be meinteined in the Field Services Division.
On or about the thrid of each monttl, the master list will be availabie for review
and sign-ups by employees. Those desiring overtime are limited to one
opportunity per month; howaver, en individual may f;ign up 8S an alternate in
thosa cases when no one else signs up for a particufar opening. Agents may
only sign up for supervisory overtime as an aitomate. In the event that 8
planned overtime opportunity is not titled four days prior to thp date of the
event, a manager or supervisor shall fm the slot using the unplanned overtime
procedure.
fer These overtime procedures lTley be rev~ewed and/or modified at the mutual
agreement of both m3n,'gement and PAPOA,
No emp!oy&e shall b~ required to WOf/<: 3 combjnatron ot jur'( duty and work time to
8)tceed 12 hotlrs durjl1g a 24-hour period. The period shall commence at the required
time of appear!:lnce for jury duty. ,Jury duty is defined as the time between required
time 01 a?pe3ran~e and dismissal. VJerk. time ~xcused as fit result of jury duty will be
compensated at the r~gular rate of pay.
Section 28. Vacation Ae\fruaJ
Vacetion will be accrued when an empl()yee is in pCiy status and wi!! be credited on
a bi-weekty basis. Such accrual and credit she.! oot exceed thrse times the annual
rate of accruel. Each eligible employee shall accrue vacation at the foliowing rate for
continuous ~ervjce p~rformed in pay status:
ia, LII'tSS than fom years -For employees compl6ting less ttlan four years continuous
service; 80 hours vacation leave per year.
I.b) Four, but (ess than nina yea~s, For employees completing four, but not more
than nine years continuous service; 120 hours vacation jeave per ye.:u.
(c) Nine, but less than fourteen yeers -For employees completing nine, but not
mora than fourteen years continuous service; 160 hours I/aca'tion per year.
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(d} Fourteen. but less ttian nineteen years -For employees completing fourteen. but
not more than nineteen years continuous serv;ce; 180 hOllrs vacation leave per
year.
(.~ Nlnatftfil (.Ir more years· For employees comp'eting nineteen or more years
continiJOUS :..ervice; 200 hours vacation iS8ve per yea;.
StFtipn 29. lito qf YKJ!1i9n
(4) When to be tatl!ln . The time at which an emploY&a may use hislh6r accrued
¥8CaOOn Ie.va end the amount to be taken at 8i'ly one tima shall be determined
oy the department head with panicular regard tor the needs of the City, but
insr"far as possible, considering the wish~s of the employee.
(b) U!'i"'W..-tion em 1.,;$. ~ Employees may not use mOje than lheir ~nnu8l rate af accfual
jn any c.a!endar y~cn period, provided, r,o'Nevcr, that a department head m~'
gran! e)(cept~'Jns to this rimitation.
Ie] Wah::ir!g periorl-Emp!oyees Stl3i! compietE' six months cOfltinuou~ ~e'vice before
using accrLJed I/acat~on lea'/e.
(oj Doubt. compenution prohibited· Err.p!oyees shal~ not work for the C~ty during
their vl!lcaticn.
raj V~tion splittino . It is the ~nteraiDn of the City that vacation b~ taken in un,ts
ot one week: however. with the approval ot the department head, an employee
ff'!i!y use one weak. 01 hisftler accrlled vacation in fIIny calendar year in units o~
less !han one work wee;;;, but in no instance in units of less thBn one·half of the
normal workday 01 shift. Request.s for exception to this procedure must be
allprovod by tile City Manager.
Section 3Q. Vac.ltion Pn 91 Termination
E~oVoe$I.8ving the municipal service with accrued vacation leave and who give at
k:last two weeks notice of their intention to terminate shali be paid the amounts of
accrued vac.ation to the date of termination. In special cases when two weeks notice
of termination is not possible, tt-,e City Manager mav aLlthorize pa')'ment of accrued
vacation. An empl-oyal whose service is terminated for th~ convenience of the City,
other than as the result of discipiinary action, shell also be paid for this accrued
v&C8iion. P81(m&ntS for eccrued vacation shall be at the employee's current rate of
pay.
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EmpkJYfJes who terminat<!l employment wi1h the CITy and have less than StX months'
contim1ous SfJiVtCe shalf not b6 com~;"Isa~ed for accrued vacation.
An e~oyee who IS e'hQli~ for 'y·&CBtion ie-ave an.d who dies while in the municipal
service st-.ai! have th~ amount of any accrued vacation paid to the empioyee's estatu
within thirty days. This praration will be computed. at the lest bastc rue. of pay.
StC!Ion 32, Efftc1,qf E~ Mj!itary iMn
,4,11 employee who interrupts Mis service becaw.Ee of an extended fT>ili~ary 'calle shail
bSl compensa!ad for accrued lIacetion a~ the time the lel'l',le b~comes eHectiye
ia) St.:;1ement 01 POlicy. Sick !e~,le shei~ be a-l!o.· .. ed d~:J LJ5£!d flnly in C<~S8 oIactu?J1
p&rsona\ sic~r:ess. or nisabi',lty, m<;odiCz.! \), oenb\ i~eC!tmen\, or ':'E; sutr-,Duzeo in
Subsection 31id, personal business chargeabJe to sick leave. Up to 40 r,ours
sid: leave per year may be used for i~rr'1es-" In (he immediate fem~!y (spouse,
child, parent, pltren1~irr·L"w, brother, sistor, regfltel'1WJdomeItie.p«tnef', or close
relative residing in the household of the employee),
(b} EHgibi~-ti. Regu'ar a",d parHirne employees lihatf be e1ia:ble to aCCiI,J!:l and use
sick ieave.
(c) AecruaJ. $1c'k leave shall be accrued bi--weekiy provided the empioyee has beer)
in 8 pay S1alUS for 50 percent or "ore of a bi·wf!;ekly pety period. Sick lea'Je
shall be accrued e:t the rate of 3.7 hours per bi-wee'dy pay periC>d.
fd) Accumubltion, Accrued stck leaV8 may be ~ccumuia1ed without limit, except as
provided in ~tion 31(h).
te) Use. &ck leave mav be us.'8d 3S needed Clnd approved, 10 the point of deplet!on,
a~ which time trH~ emp!oyee wiil no longer rec-ei\·e pl:ly fc.r slck isave. A new
employee may, if necessary, use up to torty-e~9ht hours 0: shift (lquivalent of
sick leave at any tirna during the first SIX months of employment. Any negative
balances. generated b~ such utilization will be charged eg8,ns1 future accrual or
deducted from final payd.eck in the event of terminat~on.
An empioyee who has be.;:n dis.abled fcr 60 consecutive deY's and who is
otherwise alj~lbla both ior pa..,.·ment under th~ long-term disability group
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insurance coverage and accrued sick. leave benefits may. at hislner option,
choose either to receive the long·teorm disability benefits or to utilizo the
remainder of hlslher accrued sick leave prior to applying for rong-term disability
benefits.
Sick leave will not be grante<:l for illness occurring during any I~ave of .absence
other than sick leave, unless the employee can demonstrate th(lt it was
necessary to come under the care of a doctor while on such other }e~\r'e at
absence.
When an emplovee finds it necessafY to be absent tor any reason, he/me shQukf
cause the facts to be reported to the department within one hour aftef hisfher
regular starting time on the first working day of absence, and shall regularly
report on, or account in advance for each work dey thereafter unless
hospftalized or otherwise indisposed. Such reports rna'( be subject te. written
documentation if the-Ie is reasonabra eVidence that s~ck 'eltve abuse has
occurred. Sick I~ave shali not be grant€d un~ess s\Jch report O~ ddval"':'ce
accounting has been made. provided, hov,evsr, that the iit'!p6rtmeiit ho::ad rna,'
grant exception to this policy where the circUms\af1r.;~~ wan<lf!t,
Documentation may also be required if thert'l jS a re~sonable baSIS to believe that
the employee may not be mp.dicaljy fJt to return to work.
if) Depkltion of Sick lelve Benefttt. Upon ciepietian of sick: l-eave or the beginning
of the period to be co ..... ar"d by payments under fha long-lerm disability group
insurance co ..... erage, whicheve.1 comes first, an employee iTlZV be granted Cl
medica! leave of absence without pay for a p.eriad not exceediny sixty days. if
the employee is unable to return to work at the end of th~s period, hE!/she mList
request further medica! ItHl'ltl which will be subject to the approval af tho!! City
Manager. If further lea .... e is gfanted, the emp!o..,.ee must notitv the City o~ intent
to H~turn to work every thirty d.s. if further leave is not granted. the
emplovee's ser ..... ice with tho City shall bs considered terminated.
(g) Forfeiture Upon Termination. Emplovees teaving the mlloicipal service shell
forfen: all accumulated sick leave, except as othefwise provided by law and
Subsection 32fhJ. In the event that notice of resignation is gi ..... en, sick ~eave rrntv
be used onfV through the day which was designated as the fina~ day of work. by
sl,.Jch notice.
Ih) Payment for Accumulated SiCk laBvB. Eligible employees who lesve 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 unu$(!d sick leave hours in a sum cqua~ to two and
one-hsff percent of their unused sick leave hours multipned by the[r yea.rs of
cQnt~nuou'S service and their basic hourly nlote of pay at termination. For all
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employees entering the service of the Crty prior to MeHch 2, 1983, full sick leave
accruel w!/f be paid in tha avent of termination due 10 disability. Fo!' Btl
employees hired afte\ August', '986, sick leave accrual accumulation shaH be
limited to 1,000 hours with no payoff provision for unused balance at
tarminatio n.
(ij Personal Businen Leave Chargeable! to Sick Leave. Up to 20 hours per "lear of
personal business leave in~V be chafgeabfe 10 sick leave.
Ii) Retum to wort 0, ConIlnue Worlc Wrm UmitedlAAtemo\ive Duty. In caoe. at
non-work-relate<:t injury, illness or pregnency, an employee, upon approval of the
department head, City Risk Manager and the employee's doctor, may elect to
return to work or conunuB work with doctor-approved limited or aiternative duty.
Approval for such limite:d/attemative duty shall bE! based upon department abiHt,.·
to provide work consistent with medical limitations and 1he length of time of the
limitations. Shift employees must be willing to accept any nan-shih lim~ted duty
schedu'e work locations. and may be subject to the reasonab~e availability ()t
limited duty assignments. The Ci1'i doctor mv be com:ulted in determining work
limitations. Any assignmant to a limited/alternative duty win be on a temporary
basis. The proYis~ons of thfS section are not intended to create any permanont
lignt/alternatiYs duty as,;igl1ments.
Any assignment to a limitedla1ternat:vo ass!gnment shall not disp'ace any other
empioyee without consent of ali parties, includirlg the Association.
$eC'tion,34. Leayes of Abs'n~e Wltt!outJ~ __ q
(a) Disability. leaves of absence without pay may be granted in cases of disability
not covered by sick ieave. Pregnancy will be considered as any other disabilitv.
leaves of absence for disability are subjocl to physidans' verification including
diagnosis and medical work. restriction.
{b} Other leaves. Leaves of absence wrthout pay may be granted in cases of
personal emergency or wnEln such absences would net be contrary to the best
interest of the City. Non-drsability prenat81l1ndlor postpartum leave is available
under this provision, but such 'eave shall not begin mare than six months
prenatal nor extend more than six months postpartum.
to} During unpaid leaves ot absence for disability or o1her reasons, the employee
may elect to use accrued vacation credits. Requests fer leav~s without pay shall
not be unreason!!Obly denied. fn order to avoid misund!;'l!rstandlngs, all leaves
without pay mlj~t be in writing to be effective.
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(d) Approval of departmen1 head. Lecve of absence wIthout pay for one week or
less may be granted by the department head, dep~nding en the mi!rit of the
individuaf case.
{a] Approval by City Manbgflif. Leave of absence without pa'''' in excess 01 one
week's duration may be granted by the City Manager on the merit of the case,
but such lea .... e 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 psy shall be made accordingly.
Unauthorized le8''(8 of aosence may result in termination of employment.
(g1 leave of ab&ence; d.eth o~d. the immediate family. Leave without P1JY may
be granted s regular employee by hislher department head in the event of death
to taIT~\Y members otn~r t;han one of the immediate tsrni\y, such leave 1.0 be
granted in accordance with Section 32 IbL (0) and (ef.
ih) MtHtery )e:! .... e of abll"nce. State and federal jaw sha:1 govern 1he grantir.g of
m~lit;3r{ lea·,tes ot absence 8r"Jd tt"1e rights of employees returning fron1 such
absence.
~~Q.Q35. __ nL.-'!!I_ .... of Absence WIth Pn
The City Manager may grant r'I regular employae under his!her control a leave of
3bs1!rlce with pay for a period not exceeding th.irty calendar days far reasons he/she
deems adequate and in trle best interest of the Cit'!.
The City CounCil may grant a regufar employee a leave of absence with pay for a
period r"lCl to Exceed one 'Y&ar for reasons the Council con$\d~rs adequate and in the
best interest of ttle City,
(8) Subpoenas: 108116 of abunce. Regular employees who are subpoenaed to
appear as witnesses in behalf 01 the State of California or any of its agencies
may be granted leaves of absence with pay from their assigned dutiss until
released. The employee shall remit all fees received for !i;uch appearances to the
City within thirty days from thE'! termination of his or her services. Compensation
for mileage Ot subsistence allowance sha!1 not be tonsidered as a fee and shall
be retained by the employee.
(b) Employee's time oft to vote. Time off with PfiY to vote at any general or direct
primary election shall be granted as pro .... ided in the State of California Elections
Code, end notice that an employee desires such t;me off shall be gi .... en in
accoidance with the p~ovisions of said Code.
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(cl LNve of abMnce; de:ath m tmmediate tamMy. Leave 0' ebs<ence wit" pay of
three days rn.sv be gramed an. employee by the head of his or her department in
the event ("Ii deeth in the employee's immediate-famVy, which is defined tor
purposes of this secTIon as wife, husband, son, daughter, fatner, mother,
brother. .sJster. mother·in-Ia-w, father-in-law. nsgist6ied dome8th: partn«. or a
dose relati .... e residing in the household of the employe-e. Such leave shall be at
fu~ pay and shall riot be charged a9ninst the emproyee's accrued vacation or
$.iC:k leave. ReQU8s;:s for leave in excess of thr.,.e days shall be subject to the
apPfOl{eI of the City Manager.
Idl Jury duty: IoMYe of _ceo Employ ..... required to report for jury duty shall be
granted a leave of absence with pay frClm their assfg'1eO dunes untii released by
the court. j)(ovk1ad tnA emp!o.."e-e f!mrts to the City all tees received for such
duties other than ml~e:3ge 0; subs;s!ence aiiowances within thirty days from the
tMm~natjon of h!s,;her jury S-N;.'jCt"!.
In th~ ~ve.,t cf rerh.cfons in for'::e. they .:~hali be acconlpli::;i1ed wherever possible
through attrition.
if the ... ,'orK force is r~duce-d ... ·/lthin a d;vi')lon for reasons oj change in dutias or
orgBnizat i o'1, abo"t~l)n of posrtfon, sr.ortay~ of ... ...,ork or funds, or comp'ofItion of work,
employees with tt'Ie shol'1est length of service will be laid off first so long as
emploY'3-es ret.ained are fIJI:V qual!tle<l. trained and capable llf p~rtorm(ng remaining
wede L&ngtn of s'E:lrvice fer the pLJrpose of this article will be based on total City
servJce jfl a regular cla:$sif~c:atJon or cL)ss;fications. Emp!oyees If:lid off dua to the
above reasons will be given written r.oti'Ce at least thirty days pdor to the reduction
in force .. A copy of su~h notic.e will be: giver. to th6 Association.
Sec!!on 31. ARIIDU
The number of Agent positions shat! be governed by the August 12, 1981. Arbitration
Award.
~. P8!"king in~ Cemtr Garage
E"'fJla,688 IF! ra.,FBuFlt:88 ela_&8& e""eli be 8Rtitled te tree 1=18rhiRg if} 'AB Gi. is Ceflter
~ errnp.k)·,.ees '111M quaiify may \'c!ulttarily e!:ect one of the fOiloVvfng
cOmrntIte ;ncen'tivN:
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.' ·CIIotO __ hilling. EmpIo_ auignIIrl to c.'vic ee.-,ter rod adjacent _
hHi dln.·TheClty will provide. C~ Center ~ p..ting permit. New
~ biNd mw June 30, 1994 may ini1ieIIy receM> IS peri<ing permit ror
..noihiIr.~ tot. subject to _ av.uability of opeca lit the Civic Cent.-
~
.".<.;'~jl! U . The CIty will ......... manthIy eo.m..r.r Checkll _ the .....
".20, T'-1IOIICheN may be used toW1lRl the """"'-01 • mon\hly trensiI p.a.,
'Xi>; :c'.r ¥..-Ut'"' ,ftMt· Cit¥ .. provide cwpooI voudwns worth the .,...,. of .20 per
~""''''''''V-ln. carpcol with twO "'_ ,*""". n~m..ybelllllld .:IIIIoi;nataci oarvju statio"" IOwan! !he purc._ of fuel
end odItI'V<JIoicle-febltad _.
Iicych. 'The c.'ty _ jlf<Y.'>de bkyck! ""ucl>e,. ,Ntlrtl> the val". 01 $ 20 ~
month to eligihft:1 emptcYHS who rid$: a bk:yde to work. Those: VC.UchNS m.8'"(
beuaed st~natt'd bicycle shops t'''~I.ted OiCYC!& ec;u~1 and .~pen..,..
Walit~ The: City wiH provkje wa\"'ef vouchers worth th~ vah,J'l o~ ~20?&l' month
ttl e!ig.ible efT1'.pioyeH who walk tc wor~. TheS4' vov-:.-netrs me" be L'.sed at
Qet:lgnat8d stores for expen.ses related to walking suer. as fOOtwe&! 8~ r~ated
act's 88Qfles..
la} Except as provided in SaGtion 6 (ProbatiollMY P€:riodl 01 this agre-eme:1t. 110
employes: shaJJ be dis<:ipiined without jus1 cause, For the purpose of this
section, '"diseiptine~ s11811 be deemed to rnclude discharge, demotion, reducticn
in salary, written fflprimand, disciplinary probation and suspension. Discipline
shaH be dSElfl1ed not to include verbal reprimands o.r reductions in force.
(b) Non-probationary employees whose work or conduct is unSl!ltisfacto(y but not
sufficiently d~ficient to warrant discipline, demotion, or dis-C'harge will be given
a written ootifica1.iof", of unsatlr.1actory work Of conduct and an opportl.l!'lity to
improve. Failure to correct deficiencies and improve to meet standards m3Y
result in discipline, demotion or discharge.
lei Notice of disciplinary action must be in wlitirlg and served on tbe employee ifl
persen or bV registered mail prior to the djsciplinary action beccming effectrvEI.
However, in extreme .~ituation$ where there ;5 reasonable cau.se, the emplo'lee
may be remDved trom pay status immedfately pending such disciplin8ry action.
The notice mus1 be filed on a timely basis with the Human Resources
Department and inchJded in th€ employee's pers.Jnnei f11e The notIce 01
disciplinary eetlon sha!1 ~nc:lude:
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(1) Statement of the nature of the disciplinary action;
(21 Effective date of tho Iction;
131 Statement of the cause thereof;
(4} Statement in ordlnary and concise language of the art or the emissions
upon which the causes are based;
(5) Copfes of any documerlt&: or other items of evidence upon which the
disciplinary action wes fully or in part based;.
(6) Statement adv,sing tho employee of hlsfher right to appeel 1rorn such
action. and the right to AssocJation represeniation.
(d) If the disciplin6ry action consists of suspension, any suspensron time pre\,lio'Jsly
given sha!! be ciedited to th~ final discipiinary 'a\'.tion,
tel Subject to state law requirsfTlents, emplovees may request thet discip!in8l')'
actions be seJied according to the foilowing schedule:
i1 ~ Written reprimands w~th no recurrence l.lfter one (,) yeer.
(2) Disciplinary probation after three (3) vears from the implementation of
sur.h probation, if no other discipli"8ry action has occurred during that
period.
{3} Suspensions less than three (3) days without recurrence, after two (2)
years.
(4) Suspensions more than thre~ {3) days but jess than six {6} de'fs, after
three 13} year •.
151 Suspensions of six 161 days 0' mOle, after five 151 y .....
Written requests for sealing cf disciplinary Bctions should be directed to the
Human Resouices and "Training Coordinator.
Sealing shall include aU memos, letters. correspondence, complaint forms. any
other matefial pertaining to the disciplinary action that has been pla.ced in the
employee's personnel file.
Sealing shall not include the seBHng of any material rel~ted to criminal offenses
for which the employee was chargerl except in concurrence with the sealing or
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expungement of criminal charges bV 8 court of competent jurisdiction or in the
event of a complete exoneration of the employee by the judicial system.
The City Human ResDurces Department shafl be notified in ell cases where
sealing of disciplinary setton is taken. Human Resources Department copies of
the disciplFnar)' actions will be disposed of in a manner consistent with the Police
OepClrtment's action.
The sealed action shall nct be held to discriminate against the employee in an..,'
subsequent disc,plir:afY action, or in the Bvent of promotion, merit step raise,
t.!' an sfer, request fo r edlJcationar leave, mod ific ati on of duties, vacation se lootion,
application fot other employment, or against any other actien the employee may
take for his or her personal improvemant.
Once sealed. the file shal! not be .opened unless toe employee rsquests such
unsealing and. then only for examination by the person or persons whom the
employee specifies or at the discretion o~ the Chief of Police, V'iho in the absence
of a demonstrable emergency shall notify tt"te employee a minimum of 48 hours
befor~ the opening of the sealed file and the reason for opening. In the ev.ent
the employee cannot be notified in adv~nce, notification mt,'it be 1T1:~de on the
employee's fir'St duty dEY after the sealed file is open~d.
(.al The City and the Association recognize that earlY set1!ement of grievances is
essential to sound employee-employer relations. The parties seek to establish
a mutually satistactory method for the settlemen1 of employee grje"ances~ or
Association grievances, as provided for below. In presenting a grievance, the
sggrie .... ed and/of h\$ Of her representative is assured freedom from res.traint.
interfe ran c!:, coercion, discrimination or reprisal.
(b} Definition· a Grievance is:
(1 J An unresotved complaint or dispute regarding the app~ication or
interpretation of rules. regulations, poliCies, procedures, Memoranda of
Agreement, or City ordinances Of resc\utiorrs, reler.ling to terms conditions
of employment. wages \)r tring.s benefits.
(2) An appeal from a discipiinl:ilry action of any kind against an employee
covered by this Memorandum of Agreement.
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I c 1 ".",... to tho Griev8IlCII Procedure.
Eltcept 8$ provided in Section 6, Probationary Period, all employees represented
by the A.s.s.ociation may file and process a grievance. Such aggrieved employees
may be represented by the Assodation or may represent themselves in preparing
and presenting thetr grievance !lit any lev.,i of review. The Association may file
• go.Y'.nce when an Association right not directly related to an individual
~yu becomes subject to dispute.
Cdl Conduct 01 Grie_ PrO<:<Klure.
(1 I The time limits specified in this ArtIcle may be extended by mutual
I9f&e!118nt in writing ot the aggrieved employee Of the Association and
the revIewSf concemed,
12j ShOuld a decision nOI be rendered within ;3 stipu'ated time lirtrit, the
aggrieved e~'np~o'(ee lTri3y immsdiate:y appeal to the next step.
(3, ThB grievance may be considered settJed if th.e decision of any step is nat
appt'sied ''1iV:in tnt) SPf:iified time Jimtt.
14) It appropriate, the aggrieved employee. or the Association. and
Management may mutually agree to waive any step of the grievance
procedure..
1.5\ Written g:ievances stiell be submitted on forms provided by the Cit't or
on forrr,s which ;!,e mutually agrf!eable to the City and the Association,
{5) Any retroactivity on monetary grievances shall be limited to the date of
occunence, except in no case will rGttcactivity be granted prior to three
months before the grievance was filed in Writing.
~ The aggrieved employee will first attempt to resolve me gdevance t1"lrough
infoJ"'llla\ cHs.cu$Sions with his or her immediate supervisor by the end ot the tenth
working day following the discovery of or the incident upon which the grievance is
bB:saQ. Every anempl wilt be made to settle the issue at thrs )eve!. tNote; Fer
purposes of time jimits, the working days are considered to be Monday through Friday,
exclusive of City holidays)
:ltIQ..lL. tf the grrBvAnce IS nQt· resolved through the informal discussion, the employee
will reduce the grievance to Yffiting and submit copies to the division head or
equivalent lEvel Management employee as designated by Management as appropriate
wltf'lin ten working days 01 tne discussion with the immediate supervisor.
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The division he6d or equivalent level Management employee shaH have ten working
daye from the receipt 01 eli written gl'ievance to review the matter and prepare 8
written slatement.
~ If the grievance is not resolved at STep !I, the 8ggl~eved empioya6 may appeal
10 ois or hef department head in writing within te" working d-ays of the receipt of ttl8
diviston he&d' s r~spons.e"
The department head shatl have ten working d.!ys from the rccelpt Of a written
gf'e'II8nce to T8VleW the matter &nd convey his. or he-r decision b)' wrltten statem&nt.
~ If the griovance is not reserved a! Step HI. the aggrieved employee may
appeal to an Adjustment Board. Appeals to tr16 AClustrn{tnt Board shall be made In
writing and directed to the Human Resources Di!ector w~thin ten working days 01
receipt of the department hea;:fs respons€ Th.e Human Resources Director shall
convene an Acju~tment Board ..... ithm ten Y.~rk;ng dAYS of I"ec.eipl of the appeal. The
AdiustmeM Board shall c-ons:st 01 t\ ... ·o per SOil":> apP-o'.n'ed D').' the As.sll';'1a\inn anti two
persons appointed t:y Managem~nt
Within the conte)(t of Step IV, th~ Adiustrr:ent Board .,,'~!l have tr.e Si!rne rowers and
limit8'tions to settie grievances as an .&rbitlatQr..
A majority decision ,,1 the Adjustrnenl Board shall be fjna! and binding. The
Adjustmant Soard she" render its flDllings and dccls~on$-{if any; to the parties withjn
ten working day:; of its meeting.
SMP V. If the grievance is not re~oh/e-d at Step JV, the aggri.elloo amployee may
choose betw6en 1mal and binding resolution of the grievance through appeal to the
City Manager or through .appeal \Q final 3nd bind~n9 gr'e .... 8!",ce arbitraU'Oo. For me term
of this Memorandum of Agree!'T'lent. appea1s to final and binding .arbitration may b-e
processed only with Associaton approval. All Step V appeals must be filed in writing
at the Human Resources Department Office within ten wo(king days of receipt of the
Adjustment Board's disposition under Step IV_
If the aggrieved employee ektcts final and binding resolution by the City Manager, the
City Manager will chaose the m~tnods he or she considers Il~pro.pi\ate to revIew and
settle the grievance. The Cit)' Manager shal j render a written decision to all parties
directly involved within ten working days after receiving the employee's appeaL
It the aggrieved employee elects flnar and bi;jding arbftlation in accordanc'!:! with this
provision, the parties shal! mutuall\' seiect an arbitratOi. In the ;Silent the parties
cannoi agree on an af'Oitretor. they shall mlJtually request a panel of five albitiators
frem the Californ!a State Conciliation Service or from the American A~bitratioil
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Association if either party objects to the State ConCIliation Service, and select an
arbitrator by the alternete strik.e method,
The arbitrator shaH hallejurisdiction.and. authority only to interpret, apply. or determine
c(lmplience wfttJ the provisions of this M*'lmorandum of Agreement snd such Merit
System Rules, f6i:lu1ations, policies, procedures, City ordinancl3s, resolutions retetil'lg
to terms or conditions of employment, wages or fringe benefits. 8S mBY hereafter be
in effect in t'ne City in5o'far as may be nec8'ssary to the determinatlon oi tjriU\llifiCeS
appealed to the arbitrator. The arbitrator shall DB without power to make any
decis.'r-on:
(1) Regarding matters of interest.
{2} Contrary to, cr inconsistent with or modifying in any way, the terms or
'{nis Memorandum of Agreement
(3) Granting any wage increa!;;es or decreases,
The arbitrator shtlll be without authcrity to require the Cit'!, ~o dc~r::gate or re:il~q'Ji::,h
.any POw€(S which by State law or City C-har1~r th~ CitV c:.:nnot delegate or re:in'~tirstl.
Whaf6 either party see'!ks arb[tra1.ior. and ths other pelrt'/ claim;:; the ma112( IS not
subject to the arbitra1ion provisions of this Memorandum of Agr.eemelll, the Issue of
arbitrabl!ity sha\1 first be d-ecided by the 8rbitfilotcr using the standa,rds and criteria sM
forth in this section and without l'egara to the merits of the grievance. If the issue is
held teo be arbi1rable, -the arbitration proceedings wih be Tec.~ss-ed for up to fwe
werking days during which the parties shell attempt to reso:ve the grie'lance. it j-";O
resolution is reached, the arbitrato; will resume the hearing and hGar and resolve the
issue on the marits.
Copies of the arbitrator's decision shall be submitted to the City, the aggrieved
omptoyee and the Union. All direct costs emanating trom the arbitration procedure
shall be shared equaify by the City and the a9gfielled emp1oye.e or the Association.
Section 41. !!uAerin Board. ond T .!&phones
The Association shall have aCCess to existing butletin boards in Unit employee work
areas fo':'" the purpose of posting notices Ot announcements inc:uding notices. of social
events. recreational events, membership meetings, results 01 elections and reports on
mil1utes of Association meetings, An-y other material must ha-."e pfior epprov3~ of the
Police Chief. Action on approval will be taken within 24 hou{s of submission.
City telephones may be used tor Association business so :ong as there is no dlsruptJon
of work: and all toll or massage unit calls are chsrge-d to tf1e Assocratiun credit card.
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Section 42; ACCHI to A .. ociltion RepresentBtI\,es
Representatives of the Association are authorized access to City work locations for
the purpose of conducting business within the scope of representBtion, provided tha1
no disruption of work is irwCllved and the business trans!!cted is other than recruiting
of members or collecting of dues, and th!l reprasentative must notify the Human
Resources Department oWes prior to entering the work location .
The Association shall have the right to reserve City meeting and conference rooms (or
use during non-working hours. Such meeting places wili be made avaiiable in
conform~ty with City's regulations and s,;bjac;:t to tha limitPtions of prier commrtment.
The classification of Police Officer Trainee has been 13stablished for entry level oftrcers
during Academy training. This is a sworn position with a reduced !.:ve~ of pav which
i:5 10% below the startilig Officer rate. The: positiorl carrrcs pubHc sdfety ft.'liiremeilt
arid disabi)ity benefit$.
ia) Management will determir:e staffing !evels for each event,
(bl Events far which the department receil/es reimbursement wiil be st,atted by
regu:ar officers, except tna,t in the event a sufficient numb.er of regular officers
are unavailable, reserve officers may be used.
Ie) Re~f\les may be used tor the May Day Parade. Stanford University Of NFL
football gtmes, park patref, Black and White Ball, and supplementa! patrol
staffing in excess of levels set forth in the Freid Services Staffing Levels general
order.
{d) Even1s, for which the department dO(j~ not rec~jve reimbursement, may be
staffed in the ratio CJf two reserve officers to one regula( officer. Reserves may
be u'!ed tn any situation whers an insufficiont number of reguja~ officers as-e
available.
fe) Staff!ng for the University Avenue Street Fair will cvnsist of no less than a 1; 1
ratio of regular ortlcers to reserve oHlcers.
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s..ctjon 48. Senior OffIcer Recognltkm
Management Bnd the Assoctation agree to meet during the term of the agreement for
the purpose of dBveloping a program to recognize seniol officers (10 years 01 service).
This program will include such things as uniform modifications, peer recognition aod
other non-compensatory ftems.
Section 47. Full Unde!s!and!nq
(a) The MtinKJr8r1dum OT Agreementcomains the fuil and entire understanding of the
parnes regarding the matters set forth herein.
{b) It is the intent of the parties that ordinances, lesolutions, rLlles and regulations
enacted pursuant 10 this MemorandlJm af Understaqding ba administered and
observed in good faith.
(el Nothing in this agreement sha!! p,cclude the parties from mutually agreeing to
meet and confer on any subject within th~ scop~ of repreeen!ation during the
teim of 1hls agreement.
id} Should any of the previsions herein contained be ,~wderad or declared invalid by
reeson of any eXisting State or Federat legislation or by reason of State Supreme
Court or U. S. Supreme Court ruling, such invalidation of such part or portion
of this Mamorarldum of Agreement shall n01 invalidate the remaining portions
hereof, and they shall remain in fuU force and eHect. insofar as such remClining
portions ",re s(;yerable.
(el Association and management representati .... es will meet duriilg tho term of this
agroeme-ntto develop a mutuallv agreeable articie and section numbering system
tor the MemorBi1dum of Agreement. The system will be incorporated in the next
agreement.
If) With regard to Section 44, the unresolved issues concerning the Police Officer
Trainee position will be subject to meeting and conferrlng during the term of this
agrael'!'lef:t.
Section 48. printed AgreemGnt
The City witt provide copies of the Memorandum of Agreement resulting from these
negotiations in booklet form to all represented employees.
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Stmiprt 49. Dumion
This Memon,ndum of Agreement snell beeome effective jul", 1, 4-ge4-:1.994 and
rern.aKl effective until June 30, +994 t998.
EXECUTED: August 19, 1994
FOR:
PAlO AI. TO PEACE OfFICERS'
ASSOCI!HlO N
S/Jit:l Coft,,~an
S./Mi J.-.e Denson
s!Glenn H.)rdlr1.
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FOR:
CITY OF PALO ALTO
s!S\.lsan Ryerson
s/Lynne "ohn~~on
siTe:':, ~erson ---------------
1, tirMItA pta" Sa .. ,"efl:t:e4R~ef.l'-~~ C..,· ei Pel. '.Ite (~18.8"8' Ilea .... : Pla"
&hall be mediJied ts iF1ih:l.1a 111" hdie ;uiAg eeM ee"181"~efllt ",e"'15f8~!.
'oj S •••• II ."'Ii,ol •• 'RioR ,. 10. r.q~i,.9 I •• oil A6" '''''8''oy .1 ..... '.
__ -fbt-_n Pre Ei~Fl'I'8JieA €iy tTeeti::~ 61'\5 eeMAt::Iea r i3::pl1;ai--~e.ie;; fe, ei1
At"F'. en:lerj1g;;st ;~t~--~aFPi55IeA te ~~U-.f~
i*61-i9i8~S!3 ~e ierhea~-*-*t--~~-a~,,:,,p..Elelc~:
tel P3iel=:i8t'~e R'iB):Iiff'H:lII. af ~--<'n-*:e'3t_At .i5:t~ l.itR
61"l!"l\::lS! rei statel¥teAt-ei--F'R,U<'''''',tlf¥'I OJ' ts f;2,60Gc
31
follows:
RESOLUTION NO.
RESOLUTION OF THE COUNCIL OF' THE CITY OF PALO ALTO
ADOPTING A COMPENSATION PLAN FOR POLICE NON·
MANAGEMENT PBRSONNEL AND RESCINDING RESOLUTION NO.
7344
The Cauncil of the City of Palo Alto does RESOLVE as
SBC.7ION 1. Pursuant to the provisions of Section 12 of
Article III of the Charter of the City of Palo Alto, the
Compensation Plan. as Bet forth in Exhibit ·A~ attached hereto and
made a pa~t hereof by reference, is hereby adopted for polic~ non
management personnel effect ive retroactive tc t.he pay period
includiug July 1, 1994.
~'.J;QJ3. .. ....J. The Compensation Plan adopt eo her-ein :i3h,ll ce
administered by the Cjty ~~nager in accordance wic:h the XGric
Syst.e.m Rulea and Regu.lations.
~.Q'II...QlLJ.. The Compen9aticn Plan sha;.l c0,1i:..inu~ ill e(r,:~ct
retroactively from the pay pe'ti,co ~!lC'll,ding July 1, 1994 thl·cugh
June 3.0 1 199:),
SECTION 4,. The Director of Finar.ce heraby is author] zed to
implement the Compensation Plan adopt,:~d herei.n in her preparation
of forthcoming payrolls, She is furt.hel' authorized t.o rr.a).:e chan.ges
in t.he tit.les of employee classification~ identified in the: Table>
of Author;' zed Perl!lo:lnel cont.ained in the 1994 -95 budget if such
titles have been changed in the Compensation Plan.
SRCTION 5. Resolution No. 1344 is hereby :n;'i3cinded,
SECTION S. The Council finds that this is not a project
under tile California Environmental Quality Act and, therefore, no
environment-al impact assessment is necessary.
INTRODUCED AND PASSED,
AYBS:
ABSTBNTIONS,
ABSENT,
A'l"TEST: APPROVED:
City Clerk Mayor ---.. ~
1
..
\.
o
APPROVlID AS TO POR.'1:
Senior Assistant City Attorney City Manager
Director of Fiuance
Director of Hwnan Resources
2
CITY OF PALO ALTO
COMPENSATION" PLAN
EXHIBIT A
EFFECTIVE: June 2S, ]994 through June 23
1
1996
• \.
,,"",
COKPENS.~TIC!~ PLAN FOR THE CITi' OF PALO "LTO
SECTION T. SALARY
A. Salon Range Iable __ ~.
Pe.rsonnel covered by this. plan shall receivoii! compensation within thoe
salary range.s set forth in '(he Salar-y Range Tahles that follow section
II. The salary range to!"" I!ech 90sition classific.ation title and number
is expressed in bi-.eekly and/or hourly rate!) alonq t,.'ith the app~oxi.ate
monthly and/or annual ~quiv~lent,
8. Estahlishment 9' Sa_l!;lJJ':
The City ~"nage:r is a!Jthorized to ~J.;'-.-=-apFcint::',ents to or advancements
1o?it..hin the prescribed range,,. iJpon e':aluation of eJ'!'ployee qualification
and p.erforr.ance.
For the purpcJe of det.~~tr'in~ step ti~e req~ire~ents (or ~erit
~dVdnCe:L:ent, t:L:,:,., ' .. :: L; c'.:-;:":-~w..:~ .en ::~1G f lrst. dG/' o! the :7nnth coinciding
..... ith or fol1o·.!lng (>n~-:~.ar:'..;e onto ,3 ",)1;]:/ stfcn. Step inc"L'!dsec: shall be
effective on the ti:.·:,: .j.J~: ()f ~fH" cl'."rn.:l !>:;<I:"):;o in ;.:hich ~h( ti~e and. perforQa~ce require~er,t~ h3\'t ~~~n ;~,' ~h~" Cl~~' ~~nager. in recognition
of unusual cirl:'.i:-,S':\-.!'.("~s Ot" e:·:~-rc.c':"dir':.~~r~; ~>2_r-fQI'::-,a.l1ceJ ;·ay authorize
special ~€rit advance~ent.
Ir: the event thJ.t ,01 dD .. ·n,*'~r,j adjo.lst~ent O! rl s1'llary range indicates a
reduction in the established s~lar~' of ~n i~dl\ridual ~~ployeer the cJty
Manager Ellay, if c .i.rcl..I:,,"-=,tar'\.::e-E ""0. t"r-'i n't , con!. :i,mHo' the salary for such
employee in an ~:;oo,"nt:. in r,:.:cess "1 the :r~'/ L.sed r.:!nge maxinu!':! to)..' a
reasonable period of li~e. Such irlteri~ saldr~" rates shall be defined as
~Y-rates."
SECTION It. SPECIAL CO~prNSATIO~
Per-sonnel cove!"ed by this cClr::pen::at.ion plan, in additiQIl to the salary set
forth in Seer-ion ! above, may receive special c01"!'!pensation as follows.
Eligibility st,al! be in confornance with the Merit. Rules and Regulations and
Acbini.trative Directives issued by the City Manager for-the purposes of
Clarification and interpretation.
A. AnnuAl Adjust~ent
Annually, each e;;:ployee · ... ho r.olds a l"~gul.ar full-time appointment in the
atll'1icipal service on or before July first and continuEs in such status
throuCjlh the first pay (!eciod in Oec!;:;:-o.ber shall receive, in addition to
the salary prescribed herein, .s. salary ;:;,dj~jst:r!lent eC!"\Jal to one percent
(1\) ot the employee's ~~rr8nt annual salary; or at the e~ployea's option
and suoject to r.tar.age!'1ent apprcvc,l, ;J..,. h':Jurs p?id leave to be used priolo
to the January 31 tollo~i~g. Ann~al adjust~ents or ti~e off shall be
p.rOIl.ted: to re.flect. 21ppoint!",,=nt fro::':', J,:muar J" 1 thTOUgh July 1 of the
curr~nt year~ or interrupted service d~rinq Lhe year,
----------.-..-.-__ . --
!
POLICE COKPENSilTIOII PLAN
Paqe 2
s. overtime ar.d In-Lies Holiday Pay
•
COllpensation (or overtimE! ';lOrK and scheduled '..Jork on paid hol idays shall
be in confonnance with the Merit Rules and Fequlations and Administrati .... 1!
Directives. Compensatory tir..e oft subject to the li:<::itllitions of the Fair,
Labor Standards Act which is approved by ean21qetr,ent in 1 ieu of overt i_
pay.e"t on a staffing aVailable basis .ill be taken ~t the rate of 1 1/2
hours tor. I!vt'!Ty hour of credited over-tine.
c. Working out--"LWBsifjcati(;m
Within i&ach fiscal y.ear-, after t"",·o co~plete shUts h~ve been .... OI"Ked in a
hi9her classifiC'ation, e=:ployees sliall recei',1~ ,~ seven ~ercent prp~ium
for all subsequent shift.s wQrk~rj nut of cld3sitic)t.it.::D.
O. Hight Shift Qiffe~x::_§!_ntial
Nigtrt .shift differenti?l shall te paid .3.t the r",t'; ,;t <~::. tQ :repl:e~er\te.j
Glasses for all hours ~or~ed bet~een 5:00 p.~. ~rd ~:OG e.=. Vacation
pay fol:.' ernp,loyecs '.rho r'?qulat"l:{ ',,'ork night shifts shall ir.,;lude
approp.riat~ night shift p:re~liur::f;. re.!atinr; to 'light shift hQUrs reg'21arly
... ·orkecL
E. Commute Ipc;mtives i.'!J1s:LParking
Represented employees who -=1ual if v r.~y ,,'olunt-3r1 J l' elect one of tht;'
follo'Jing cot,um.lte incentives:
Civio Center ParlCing. Et:1ployees :35signed to Civic C.::nter and
adjacent work locations. The Cit}' will provide a Cl-'.,ric Cer.ter
Garage par-king permit. i'1eT,W e~plo)'ees hired dotter June JO, 19~4 Zlay
initially receive a parkin.g pernit for another do-..-ntown lot,
subject t~ the availability of space ~t the Civic Center Garage.
PUJ)lie 'rrusit. The City will pro .... ide ~cnthly Co:mut-er Che.cks
worth the value to $20. These 'Vouchet;'s may be '.lsed t.oward the
purcha5e of a monthly transit pass.
CarpooL The City will provide carpool voucher5 · ... orth thli!. value of
'$20 per month to each eligible e~ployee in a carpool ,dth t'lolO o!'
more: people. These vouchers may be used a designated service
stations to'Ward the purchase of fuel and other vehicle-related
expenses.
Bicycle. The City wil1 provide bicycle vO:lchen:: "'or-th the value of
$20 per month to eligible e~ployees ~ho ride a bicycle to ~ork.
These vouchers rtiay be used at designated bicycle shops for related
bicycle equipment and expenses.
POLICE COMPENSATION PLAN
Page 3
'Rl.l.~ The city will provide walker vQuche!'s ".'orth the value of $20
per month to eliqible 02mployees who walk t.o work. Th~se vouchers
Day be used at designated stores for expenses related to walking
such as footwear and related accessories.
F. P@l'soDal Deyelopment progra1tl.
PUrsuant to ~dministrative rules governing eligibility and
qualification the following may be granted to sworn poli ce personnel:
P.O.S.T. rntermediate Certificate: 5% above base salary
P.O.S.T. Advanced Ce-rtificate: 7 1/2% above base salary
G. Tuition Rgill'l.bursernent
Tne City 'will t"eimb'''n''e expenses incurred under the Tuition
Reim.but'ser.::ent program to a m<l:-:iT':1.un of $1000 pe:r fiscal year. Up t~
$100 ot the annuai ~axi~un ~av be used for rei~tuI"sing the purchase of
".lOrk.-rel~ted bOOKS, pe:::-iodJ.c~lsJ or p!"ofess)ona1 association
me1ltberships. To be el igible fc .... reimbtu"senent r expenditures t!lust be
for training or materials which contribute to current job perfQr~ance
or prepare the employee for otber City positions.
Requests for tu.ition reimbursement. will be determined to be taxable
unless suff icien.t docuTIlentation is provided on how ttle course or
seminar is related to improving pEt"torr..ance in the enplC'ye.e i.5 currer.t
poaition. This ciocumentation will be intE!rpr~ted so a.s to tt'.aintain the
spirit and purpose of the tuition reimbursement program am; to comply
with Internal Revenue code reg~lations. Rei~bursement requests may b~
sul:lmitte.d. at any time, but I ... ill be batch processed on a periodic basis.
Witt, regard ..,nly to POST-reimPllrsable t!'"t1ining which is approved in
advance by management and subject to the paragraph belo~~ and for ~hich
POS'!' reimbursement is provided for meals, lodging, and rnileagej such
meals, lodginq, and mileage are reimbursable under tuition
re.lml:n.lrsement subject to the rr:axirnum amount of $1000 and su.bject to
POST procedures.
Association ""embers may use tuition reimbursement to
du:cing off-duty 'tipe. If Association. membe.::s wish to
on scheduled work days, alternate work days may
Management when staffing allows.
H. Court Appearances
attend t.raining
attend training
be qranted by
sworn Police Personnel appf':ar .ing in court. [or the Peopl~ shall b2
compensated as follows:
POLICE COKPI:NS~TION PLAN
Page 4
J.
Ap~arance en scheduled
d.y off.
Any or all court time
during scheduled shift, or
court time is immediately
beginning or following
shift.
For other than first watch
employees, a~pearance on
scheduled ~'ot-k day but not
du:r-ing l it1'~ediatuly before
or after scheduled shift.
Appearance on scheduled
work day t.y ei"1ployees
\issigned to first ,,,,'ateh.
Ttme and
one-half
straiqht time
during shift,
time and one
half for periods
before or after
scheduled shift
Time arid one
half
Ti,:,e and 01'1':;'
half
W'nimum
4 hours
None
2 hours (2 hr.
min. may not run
into shift time)
3 hou.rs
I. Group Insuranc~
1· ~InsuraDce
The City shall pay all prer:tiun payments on beha If of employco'?s and
dependents ~hc are eligible for the enployee-selected Public
Employees I Medical and Hospital Care Act (PEMHCA) optional plan.
(a) Retiree Medical Provisions.
t 1) Monthly City-paid premium contr ibutions for a retiree
selected PEMHCA optional plan will be made as provided
under the puhlic Employees' Medical and Hospital Care
Act.
2. pental Insuh~nce
a. The City will maintain the present level of b£:!nefl.ts on the
Ci ty-sponsol'ed dent.a! program for cl..:rrent eroployet:s and their
dependents.
b. Effective beginning ,July If 1985, the City provided a 50% of
reasonable charges, $1500 lifetime maxinmm orthodontic benefit
for representation. unit enployof:!s and their dependents.
pOLICE COMPENSATION PL~H
Paqa "
1. Appearance on scheduled
day off.
2. Any or all court ti_e
during .ched~led. shift, <.'r
cO'.!rt ti:.e is i:::z.ediate ly
beqinninq or following
shift.
:). for other th.3n first · .. ·.::;tch
e_!!l'ployees, appe<1:r3nc~ on
scheduled ",·or).; da .... b"..::t not
ouring, i:!'.=edictei y tefot"e
or ~fter 5chedulad shift.
~CC~3ra~C2 G~ ~chedulQJ
w~~k d3~' by e~ployees
a,,"signed to :f ir-st .... '<itch.
I. Croup IQsur?n~~
Time and 4 hours
one-half
St~aight time None
during shift,
t iiXIe ami one-
half for periods
before or after
scheduled shift
\ ,
Ti~e and one-.2 hours (2 hr.
•
h<'\ U; ll'.i r.. rr;ay not run
into shift tiTll~)
-l'i:-,e and O!le
half
3 bours
The Ci't:Y shall pay ,"t11 pr-eniur:, pai'T:lents on behal1: of employees and
d'E!pender.ts who aL"e eligible tor the ef:lployee-selected Public
E:mplcyees ' ~edical and Hospital Care Act (PEMHCA) optional plan.
(a) Retiree Medical Provisions.
(1) Monthl-y City-pdid pre~ium contributions for a retiree
selected POOiCA optional plan ""'ill be made. as provided
~.mder the public E1':lpl oyees I Medical and Hospital Care
Act.
2. D@ptal Insar&Dge
a. The City will ~aintain the present level of benefits on the
City-sponsored dental progran fo~ current employees and their
dependents.
b. Et-t-ective beginning July 1, 1985, the City provided a 50% of
reasonao!e charges, $1500 lifct i~e ~.aximurn orthodontic benefit
fer representation unit e~ployees and their dependents.
POLICE COMPENSATION PLAN
Page 5
3. Visign Care:
Effective beginning Septo:!:T',ber 1, 198'9, the City "'ill oftEtr vision
care coverage for €lIlployees and dependents. Coverage is equivalent,
to $20 Deductible Plan A under the liksion Seorvice Plant 'With
monthly premiulns paid by the e1"lploy""r.
4. ~e Insur~Dce
Basic Life Insurance (pe~
$1000 of cov~rage) ~ot to
exceed anount indicated an
existing plans
llniforr..s including .;:.:l~,;>.,li."".q ~r~-i s,;,(~:'c':' cq'.:lp-c",r, ',,;t t' t>? [l':"ovided in
accordance ~jth Administrative Directi\'~s.
K. Retirement
1. Etfective beginr.inq Jul~' 1, 1;",3J the City
(7j9ths] of the e~ploy~e's nIne Ferc~nt
RetireMent Systen contribution cos.ts..
pa id s~vefl percent.
Puhlic E~ployees'
2. Effective beginning with the paJ' period including septepi.--er 1/ 1964
the City incrpased the pick-Up of e~ploYEe ?ERS contributions from
7\ to 9;;.
3. Notwit..,,"standinq subsections 1. an::! 2. abc'>'e, upon filing .a notice
of retirement, the 3% City-paid PERS contribution ~ill be converted
to a salary adjustment of equal a:r:"lour;t on a one-t ime irrevocable
basis for the final t~elve months i~mediately prior to a
retirement, provided that all of tt.e following conditions art!; met.
A. For employees hired prior to July 1, 1989 [ the employee t'lU~t
have at least 20 years of PERS Safety Me~ber Service as of the
date of retirement, or have at1:ained the ~axi:!iui':. PERS benefit
factor of 75%, or have attair.ed the age of 55 at the date ot
retire:r.ent. E:J:nplayees hired on or after July 1, 1989, :may
qualify only by attair.i.nq (0 yea.rs of ?ERS Safety Member
Service as of the date ot' retir-e!!',er.t.
b. T'w'elve ~onths prim: to ret.i:rE;~,ent. the c;:-,plo),ee "l":'ust. give notice
to the City for a retirement date certain.
POLICE COMPENSATION PLAN
Page 1!5
c~ Ouring the 12-~onth conversion period, the ~mploye2 shall pay
PERS employee contributions.
Q. All provisions of this subsection are subject to and
conditioned upon compliance ~ith IRS requlations.
4. In order to continue after June JOt 1994, the previsions of"
par8graph K (:i) of this compensation plan, as soon as possible
followinq adoption of this plan, the City ~ill contract with PERS
to provide "Reporting the Value of Employer-paid Ma:3I.ber
Contributions as Compensation in Employees I Final cotlpenJ;ation
Period by Contract Amendment (Government C(Jde Sectio~ 20615.5).-
., ".
'iii'
clTY or 'AL{I ALTO COMP[~SA1·10N PI.,AN
paL leI; PERSONNEL
ErFECTI"'E Pay perit)d including July 1. 1994
CLASS .... TITL( RANaE
811 POLICE P;GENT
613 POLICE AGUH IADv
812 POLICE AGENT/INTER
1527 POLICE on' TRAINIHG
821 POLICE OFrlC[1I
623 POLICE OfFICER-ADv
e22 POLICE OFfICER-INTER
831 POLICE S(RGEANT
~33 POLICE SGT/ADV
832 POLICE SCT/!NTER
620 POLICE TRAINEE
NUMBER
2034
,A,
20.34.
--H a ,s,
21.S1
U iii L 'r-_ •
Ie} (OJ (£)
22.75 24 05 23 ~J
2115 21.85 23.10 Z4.AJ 2~.!J 27.31
213! 21.38 22.11 23.91 ~5.2! 28.13
1"4 18.IA 18.92 21.0~ 22 ~7 23 5~
11$4 1!_'4 lA.i2 21.08 2221 23 55
2022 202221.3' 22.61 1~,91 25.2.
1919 19 79 20 93 22.13 23 40 24.7A
2208 22.0823.3524 eo 26.10 2J eo
2371 23.76 25.12 2d.s~ 28.09 29.70
2323 23.23 2~.56 25.97 27.~6 20 04
~911 19.11
ApP~ox!~;r TOP STEP
AhI/II'JAL. MONl,",L Y
~2. jH~4
513.[104
55.5!H1
AlI.9!t4
4,. .QU
~2.5t2
5 J . "~9
'57.JlOS
61,116
60.403
39,/48
",407
o4,7lJ
4,833
.4. ,01:2
4,01f2
4. :)81
4.21'
4,114
':. .141
~ .033
';, J l2
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1741.DO 1143.00 1.54 40 2068_40 211t.80
1710.40 1101.80 1'12.'0 2022.40 213'_40
15al.~D 15'3.801884.80 J781 80 1 .... 00
1507.20 lSQl 80 1614.80 .1781,150 lIe()
!817_GO 1710 40 Itol_au 1912 80 20« 40
1313.20 1874.40 1710.40 1872 00 1979 ~o
IHHI.'IO lUI_OO 1~75.20 208t,00 :2208 00
)IH)O.30 2009.60 <!l24.ao 224"1 202370 ·jO
lIS", .10 18U.80 2077,00 2198.tO 23,n 20
152'.110
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