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Home My WebLink AboutItem 6d. Successor Memorandum of Understanding for the San Luis Obispo Police Officers' Association Item 6d Department: Human Resources Cost Center: 3001 For Agenda of: 7/2/2024 Placement: Consent Estimated Time: N/A FROM: Nickole Domini, Human Resources Director Prepared By: Jeff Andrews, Senior Human Resources Analyst SUBJECT: SUCCESSOR MEMORANDUM OF UNDERSTANDING FOR THE SAN LUIS OBISPO POLICE OFFICERS’ ASSOCIATION RECOMMENDATION 1. Adopt a Draft Resolution entitled, “A Resolution of the City Council of the City of San Luis Obispo, California, adopting and ratifying the Memorandum of Understanding between the City of San Luis Obispo and the San Luis Obispo Police Officers’ Association for The Period of July 1, 2024, to June 30, 2027”; and 2. Adopt Regular and Supplemental Employee Salary Schedules effective July 4, 2024, as required by California Public Employees Retirement System (CalPERS) POLICY CONTEXT The key components of this successor Memorandum of Understanding (MOU) are in alignment with Council adopted Compensation Philosophy and Labor Relations Objectives. DISCUSSION Background The City has six bargaining groups consisting of four represented groups and two unrepresented groups. While all other bargaining groups have current MOUs or resolutions, the San Luis Obispo Police Officers’ Association ’s (POA) MOU expired on June 30, 2024. Under California law, when an MOU or labor contract expires, the terms and conditions of the MOU continue without change or remain status quo until a successor MOU is negotiated. The current compensation and benefits for this group of employees span s a three-year term that started July 1, 2021. The POA represents 71 employees in the Police Department including sworn Police Officers and non -sworn Public Safety Dispatchers, Property and Evidence classifications, Records Clerks, and Police Community Ser vice Officers. In advance of the expiring MOU, negotiations occurred with the represented group. The City’s strong policy foundation of financial sustainability, including Council adopted Labor Relations Objectives and the Compensation Philosophy, guide and frame the negotiations process. Page 21 of 440 Item 6d The parties began negotiations on February 28, 2024, and held three (3) additional negotiating sessions through April 19, 2024. In these sessions, the POA provided proposals and presented the City team with their group’s p riorities and interests, and the City provided proposals as well as a comprehensive overview of proposed edits to the current POA MOU in an effort to clean up and clarify language, memorialize side letters, and address non-economic operational changes. Over the course of four (4) formal negotiation sessions, the POA and the City engaged in a collaborative process resulting in a tentative agreement that aligns with the City’s Compensation Philosophy and financial objectives. This agreement aims to ensure competitive compensation for employees in an effort to attract and retain highly qualified employees. By maintaining parity with the relevant labor market, the tentative agreement strives to create a fair and balanced compensation structure that fosters empl oyee satisfaction and retention. Key Components of the Successor POA MOU The following is a summary of the key changes included in the successor POA Agreement: 1. Term of Agreement: A three-year agreement (July 1, 2024, to June 30, 2027). 2. Market Equity Adjustments: Increase the salary for specific POA classifications based on the market compensation study effective the first full pay period of the timeframe below: 3. Cost of Living Adjustments: Provide three percent (3%) cost-of-living adjustments to all classifications effective the first full pay period of July 2024, July 2025, and July 2026 so that after an agreement is reached, compensation scales maintain their competitive position with the labor market. 4. Retirement Cost-Sharing: POA members will continue making their current contributions towards the employers' portion of the retirement contribution, as part of the City's Fiscal Health Response Plan. 5. Overtime: Eliminate the dual calculation of overtime as soon as administratively possible following Council adoption and agree to include cash in lieu into the MOU overtime rate in compliance with the Flores v. City of San Gabriel decision. 6. Training Officer Incentive: Provide $50 per day for Police Community Service Officers and $100 per day for Police Officers assigned as Training Officers. Provide $200 per pay period for Public Safety Dispatchers assigned as Training Officers. POA Classification July 2024 July 2025 July 2026 Total Police Officer 1.0% 1.0% 1.0% 3.0% Public Safety Dispatcher 1.0% -- -- 1.0% Page 22 of 440 Item 6d 7. Health Insurance: (1) Continue the City’s existing health insurance cost-share formula in 2025, 2026, and 2027; (2) The City will begin paying the CalPERS Medical Administrative Fee; and (3) Increase the City’s monthly health insurance contribution to the following amounts effective July 2024: Level of Coverage Current 2024 City Contribution Amounts Proposed 2024 City Contribution Amounts EE Only $698 $698 EE + 1 $1,268 $1,368 EE + 2 $1,672 $1,779 Opt Out $559 Legacy: $559 New Members after 1/1/25: $400 8. Call Back: Increase the Call Back minimum payment from three hours to four hours pay. 9. Uniform Allowance: Increase the annual uniform allowance from $1,000 to $1,300 for Police Cadets and Police Officers. Increase the annual uniform allowance from $500 to $650 for all other classifications. 10. Standby: For Investigators and Bomb Technicians, increase the standby compensation from $45 to $50 per regularly scheduled workday and from $65 to $70 per regularly scheduled day off and holidays. 11. Night Shift Differential: Provide $200 per pay period for Police Officers and Public Safety Dispatchers routinely and consistently assigned to work from 1900 -0700 hours (7:00 PM to 7:00 AM). 12. Senior Police Officer (SPO)1 Pay2: Modify the incentive by removing top Police Officer pay grade step (step 7) and add a pay incentive for SPOs of 5.7% of base salary. 13. Other Miscellaneous Modifications: Other minor modifications resulting in no or low cost were agreed to, primarily related to clarifying language in the MOU regarding the Senior Police Officer Program, overtime, vacation, telephone requirements, work schedules, and the promotional policy, among others. 1 Formerly referred to as Master Police Officer (MPO). 2 Staff reached out to CalPERS to review special compensation reportability. It was determined that in order for SPO pay to remain reportable, the City should shift the incentive away from being included as the top step of the pay grade. Staff analyzed compensation data to determine the 5.7% incentive pay, which will be cost neutral. Page 23 of 440 Item 6d Revised Salary Schedules In compliance with Public Employees’ Retirement Law and the Public Employees’ Pension Reform Act of 2013 (PEPRA), CalPERS requires publicly available pay schedules. It also defines eight (8) requirements for such schedules, including that the schedule be duly approved and adopted by the employer’s governing body in accordance with requirement of applicable public meetings laws, it is posted on the employer's website, and it is retained by the employer and available for public inspection for not less than five years. Publicly available pay schedules are a critical component to verify all members’ pay rates when calculating members’ retirement benefits. Maintaining a compliant pay schedule will support transparency and expedite CalPERS’ review process. The attached salary schedule meets these requirements for the proposed salary adjustments (attachments C and D). Previous Council or Advisory Body Action Council provided direction to City negotiators in closed session. Public Engagement This report is on the consent agenda for July 2, 2024. The agenda and report will be posted seven days in advance of the meeting, and the public will have an opportunity to provide feedback during public comment in advance of the Council voting on the consent agenda. CONCURRENCE The parties’ reached a tentative agreement, subject to Council approval, and POA shared that the tentative agreement was ratified by a vote of the membership on May 15, 2024. ENVIRONMENTAL REVIEW The California Environmental Quality Act does not apply to the recommended action in this report, because the action does not constitute a “Project” under CEQA Guidelines Sec. 15378. FISCAL IMPACT Budgeted: Yes Budget Year: 2024-25 and ongoing Funding Identified: Yes Page 24 of 440 Item 6d Fiscal Analysis: Funding Sources Total Budget Available Current Funding Request Remaining Balance Annual Ongoing Cost3 General Fund $636,338 $636,338 $0 $1,584,994 State Federal Fees Other: Total $636,338 $636,338 $0 $1,584,994 The ongoing cost, encompassing all items in the successor MOU, amounts to approximately $1,585,000. It is important to note that the Current Funding Request encompasses the entirety of the agreement resulting from the negotiated changes in 2024-25. The annual ongoing costs, or year over year costs, as highlighted in the table below, will establish a new base cost for subsequent years and will be incorporated into the fiscal forecast. The fiscal forecast included adequate budget to cover the costs as part of the 2024-2025 Budget Supplement and the ongoing increases will be built into future fiscal forecasts. Total Cost 2024-25 2025-26 2026-27 Year Over Year Cost $636,338 $458,846 $489,810 Total Cumulative Ongoing Cost Per Year $636,338 $1,095,184 $1,584,994 ALTERNATIVES Do not approve recommended changes to the resolution and MOU. Instead, direct staff to return to the bargaining table with the POA. This alternative is not recommended as the resolution and MOU are consistent with previous City Council direction and Council adopted Compensation Philosophy and Labor Relations Objectives . ATTACHMENTS A - Draft Resolution adopting and ratifying the Successor MOU with SLOPOA B - Exhibit A to Draft Resolution – Successor MOU with POA – Legislative Draft C - Regular and Contract Employee Salary Schedule effective July 4, 2024 D - Supplemental Employee Salary Schedule effective July 4, 2024 3 The cost is the total cumulative ongoing cost after all items are implemented in accordance with the successor MOU. Page 25 of 440 Page 26 of 440 R ______ RESOLUTION NO. _____ (2024 SERIES) A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF SAN LUIS OBISPO, CALIFORNIA, ADOPTING AND RATIFYING THE MEMORANDUM OF UNDERSTANDING BETWEEN THE CITY OF SAN LUIS OBISPO AND THE SAN LUIS OBISPO POLICE OFFICERS’ ASSOCIATION FOR THE PERIOD OF JULY 1, 2024, TO JUNE 30, 2027 WHEREAS, the San Luis Obispo Police Officers’ Association is committed to providing high quality service to the community; and WHEREAS, the City Council is committed to providing competitive compensation to recruit and retain well qualified employees, as provided in the City’s adopted Labor Relations Objectives and Compensation Philosophy, while also considering the long-term financial sustainability of changes in compensation. NOW, THEREFORE, BE IT RESOLVED by the Council of the City of San Luis Obispo hereby revises the San Luis Obispo Police Officers’ Association compensation as follows: SECTION 1. The Memorandum of Understanding between the City of San Luis Obispo and the San Luis Obispo Police Officers’ Association, attached hereto as Exhibit “A” and incorporated herein by this reference, is hereby adopted and ratified. SECTION 2. The Director of Finance shall adjust the appropriate accounts to reflect the compensation changes. SECTION 3. The City Clerk shall file and furnish a copy of the resolution and a copy of the executed Memorandum of Understanding approved by George Berrios, San Luis Obispo Police Officers’ Association President, and Nickole Domini, Director of Human Resources. Page 27 of 440 Resolution No. _____ (2024 Series) Page 2 R ______ SECTION 4. Amendments to compensation for the San Luis Obispo Police Officers’ Association do not constitute a “Project” under CEQA Guidelines Sec. 15378. Upon motion of Council Member ___________, seconded by Council Member ___________, and on the following roll call vote: AYES: NOES: ABSENT: The foregoing resolution was adopted this _____ day of _______________ 202 4. ___________________________ Mayor Erica A. Stewart ATTEST: ______________________ Teresa Purrington City Clerk APPROVED AS TO FORM: ______________________ J. Christine Dietrick City Attorney IN WITNESS WHEREOF, I have hereunto set my hand and affixed the official seal of the City of San Luis Obispo, California, on ______________________. ___________________________ Teresa Purrington City Clerk Page 28 of 440 Exhibit “A” Table of Contents ARTICLE 1 - PREAMBLE ................................................................................................... 1 ARTICLE 2 - RECOGNITION ............................................................................................. 2 ARTICLE 3 - DUES DEDUCTION ...................................................................................... 3 ARTICLE 4 - EMPLOYEE RIGHTS .................................................................................... 4 ARTICLE 5 - MANAGEMENT RIGHTS .............................................................................. 5 ARTICLE 6 - REPRESENTATIVE ROLE ........................................................................... 6 ARTICLE 7 - SALARY ......................................................................................................... 8 ARTICLE 8 - SENIOR POLICE OFFICER PROGRAM AND INCENTIVE PAY ............. 11 ARTICLE 9 - TRAINING OFFICER INCENTIVE.............................................................. 15 ARTICLE 10 - BILINGUAL PAY ....................................................................................... 16 ARTICLE 11 - OVERTIME ................................................................................................ 17 ARTICLE 12 - SHIFT DIFFERENTIAL ............................................................................. 34 ARTICLE 13 - WORK OUT-OF-GRADE .......................................................................... 35 ARTICLE 14 - STANDBY ................................................................................................. 36 ARTICLE 15 - EDUCATION INCENTIVE ......................................................................... 37 ARTICLE 16 - UNIFORM ALLOWANCE .......................................................................... 39 ARTICLE 17 - INSURANCE ............................................................................................. 41 ARTICLE 18 - RETIREMENT ........................................................................................... 46 ARTICLE 19 - SENIORITY ............................................................................................... 49 ARTICLE 20 - HOLIDAYS ................................................................................................ 50 ARTICLE 21 - VACATION ................................................................................................ 52 ARTICLE 22 - SICK LEAVE .............................................................................................. 57 ARTICLE 23 - FAMILY LEAVE ......................................................................................... 58 ARTICLE 24 - BEREAVEMENT LEAVE .......................................................................... 60 ARTICLE 25 - CATASTROPHIC LEAVE ......................................................................... 61 ARTICLE 26 - WORKERS' COMPENSATION LEAVE ................................................... 62 ARTICLE 27 - JURY DUTY AND MILITARY LEAVES .................................................... 63 ARTICLE 28 - GENERAL PROVISIONS ......................................................................... 64 ARTICLE 29 - RESIDENCY AND TELEPHONE REQUIREMENTS .............................. 65 ARTICLE 30 - PROMOTIONAL POLICY ......................................................................... 66 ARTICLE 31 - PERFORMANCE EVALUATIONS ........................................................... 70 ARTICLE 32 - GRIEVANCE PROCEDURE ..................................................................... 73 ARTICLE 33 - LAYOFFS .................................................................................................. 76 ARTICLE 34 - WORK ACTIONS ...................................................................................... 78 ARTICLE 35 - COMMUNICATION PROCESS ................................................................ 79 ARTICLE 36 - NOTICE TO THE ASSOCIATION ............................................................ 80 ARTICLE 37 - EQUIPMENT ............................................................................................. 81 ARTICLE 38 - TEMPORARY MODIFIED DUTY ............................................................. 83 ARTICLE 39 - WORK SCHEDULES ................................................................................ 84 ARTICLE 40 - SWAT OPERATOR LUCA BENEDETTI FITNESS INCENTIVE............. 94 ARTICLE 41 - TRAUMATIC INCIDENTS ......................................................................... 95 ARTICLE 42 - NO DISCRIMINATION .............................................................................. 96 Page 29 of 440 Exhibit “A” ii ARTICLE 43 - STAFFING ................................................................................................. 97 ARTICLE 44 - FULL AGREEMENT .................................................................................. 98 ARTICLE 45 - SAVINGS CLAUSE ................................................................................... 99 ARTICLE 46 - RENEGOTIATIONS ................................................................................ 100 ARTICLE 47 - TERM OF AGREEMENT ........................................................................ 101 APPENDIX A - CLASSIFICATION ................................................................................. 102 APPENDIX B - GRIEVANCE FORMS ............................................................................ 103 APPENDIX C - SALARY RANGE LISTING ................................................................... 105 Page 30 of 440 Exhibit “A” 1 ARTICLE 1 - PREAMBLE 1.1 This Agreement is effective the 2nd0th day of July, 20241, by and between the City of San Luis Obispo, hereinafter referred to as City, and the San Luis Obispo Police Officers' Association, hereinafter referred to as Association. The provisions of this Agreement shall apply to all unit members employed on July 20, 20241, or thereafter. 1.2 The purpose of this Agreement is to promote the improvement of personnel management and employer/employee relations, provide an equitable and peaceful procedure for the resolution of differences, and establish rates of pay and other terms and conditions of employment. 1.3 The City and the Police Officers' Association agree that all employees of the City share in the important responsibility of providing superior service to the public and that every job and position is considered to be important. 1.4 Nothing in this Agreement between the parties shall invalidate or be substituted for any provision in Resolution No. 6620 (1989 Series) unless so stipulated to by provision(s) contained herein and agreed to. Page 31 of 440 Exhibit “A” 2 ARTICLE 2 - RECOGNITION The City hereby recognizes the San Luis Obispo Police Officers' Association as the bargaining representative for purposes of representing regular and probationary employees, occupying the position classifications set forth in Appendix A, in the Police Unit with respect to their compensation, hours, and other terms and conditions of employment for the duration of the Agreement. Page 32 of 440 Exhibit “A” 3 ARTICLE 3 - DUES DEDUCTION 3.1 The Association is responsible for providing written notice to the City of those bargaining unit members who have authorized to start or stop deductions from salary for Association membership. Based on such notice, the City will deduct the amounts specified by the Association and remit the deducted amounts to the Association treasurer. 3.2 The Association’s certification of dues deductions, additions, and/or deletions shall be submitted to the City's Finance Director or designee. The Finance Department will provide the Association President with a monthly notification of all dues transactions. 3.3 The Association shall hold the City harmless from any and all claims and will indemnify and defend it against any unusual costs in implementing salary deductions pursuant to this Article. 3.4 The Association shall refund to the City employee any amount paid to the Association in error, upon presentation of supporting evidence. Page 33 of 440 Exhibit “A” 4 ARTICLE 4 - EMPLOYEE RIGHTS Employees of the City shall have the right to form, join and participate in the activities of employee organizations of their own choosing for the purpose of representation on all matters of employer-employee relations including, but not limited to, wages, hours and other terms and conditions of employment. Employees of the City shall also have the right to refuse to join or participate in the activities of employee organizations and shall have the right to represent themselves individually in their employment relations with the City. No employee shall be interfered with, intimidated, restrained, coerced, or discriminated against because of the exercise of these rights. Page 34 of 440 Exhibit “A” 5 ARTICLE 5 - MANAGEMENT RIGHTS The rights of the City include, but are not limited to, the exclusive right to determine the mission of its constituent departments, commissions and boards; set standards of service; determine the procedures and standards of selection for employment and pr omotion; direct its employees; take disciplinary action; relieve its employees from duty because of lack of work or for other legitimate reasons; maintain the efficiency of government operations; determine the methods, means and personnel by which governme nt operations are to be conducted; determine the content of the job classifications; take all necessary actions to carry out its mission in emergencies; and exercise complete control and discretion over its organization and the technology for performing it s work. The City’s exercise of its rights under this section is subject to applicable State law. Page 35 of 440 Exhibit “A” 6 ARTICLE 6 - REPRESENTATIVE ROLE As established by Article 44 of this Agreement, in the event any new practice or subject matter within the scope of representation arises during the term of this Agreement and an action concerning that practice or subject matter is proposed by the City, the Association will be afforded notice and shall have the right to meet and confer upon request. In this event, as well as for renegotiations under Article 46 of this Agreement, members of the Association may, by a reasonable method, select not more than five (5) employee members to meet and confer with the Municipal Employee Relations Officer and other management officials (after written certification of such selection is provided by the Association). Such meet and confer sessions under both Article 44 and Article 46 of this Agreement shall be considered hours of work for the designated Association representatives. The Association shall, whenever practicable, submit the name(s) of each employee representative to the Municipal Employee Relations Officer at least two working days in advance of such meetings. Provided further: (A) That no employee representative shall leave his or her duty or workstation or assignment without specific approval of the Police Chief or other authorized City management official. That any such meeting is subject to scheduling by City management consistent with operating needs and work schedules. Nothing provided herein, however, shall limit or restrict City management from scheduling such meetings before or after regular duty or work hours. (B) Association members will donate a total of 250 hours per year (inclusive of any carryover time) of vacation time, holiday time, and compensatory time off to an Association "time bank" under the following guidelines: During the first full pay period of July each calendar year, the POA Association President shall determine the number of hours remaining in the Association time bank. That number shall be subtracted from the maximum number of time bank hours of 250 hours. The difference between the actual number of hours and the 250 -hour maximum will be Page 36 of 440 Exhibit “A” 7 divided by the number of Association POA represented employees. Each represented employee shall then contribute an equal number of leave hours to be debited by the City to maintain the 250 hours’ time bank. Employees shall have the option to designate vacation, holiday or CTO leave time. The POA Association President will provide a list to Payroll of all employees donating to the bank, the leave bank from which the time will be drawn, and the number of hours to draw. 1. Only Association officers or bargaining team members may draw from the bank. 2. Requests to use time from the bank must be made reasonably in advance of the use. Approval is subject to the operational necessity of the department and normal time off approval processes. 3. Time bank hours can be used for POA Association operational needs including but not limited to Association training, meetings, and ancillary business. If the Association officers or bargaining team members are scheduled on duty and cannot shift adjust, or they are performing any of the above listed duties outside of their normal working hours, they will be paid at straight time for hours coded under the Association time ban k. It is understood and agreed that the leave hours do not count toward hours worked for the purposes of calculating overtime. The City agrees to meet and confer over an increase in donations to the association leave bank if requested by the POA Association during the term of this MOAMOU. Page 37 of 440 Exhibit “A” 8 ARTICLE 7 - SALARY 7.1 Rules Governing Step Increases The following rules shall govern step increases for bargaining unit members: A. The first step is the minimum rate and shall normally be the hiring rate for the class. In cases where it is difficult to secure qualified personnel, or if a person of unusual qualifications is hired, the Human Resources Director or designee may authorize hiring at any step. B. An employee may be advanced to the next step in the salary range upon receiving an overall rating of at least “Meets Performance Standards” on the employee’s annual performance evaluation, as approved by the Police Chief and the Human Resources Director of Human Resources, or their designees. Following completion of the annual performance evaluation, the employee’s step increase will be effective on the first day of the payroll period within which the employee’s position anniversary date occurs on the employee’s position anniversary date. C. If an employee receives an overall rating of “Below Performance Standards” on their Annual Performance Evaluation, they will not be eligible for advancement until they receive a “Meets Performance Standards” overall rating or better on their next annual performance evaluation. D. Progression to Master SeniorPolice Officer, the last step of the Police Officer salary range, will occur when the employee has satisfied the requirements outlined in Article 8.4. 7.2 Salary Range Computation The salary range for Police Officer consists of nine steps (1 through 9). Steps 1 through 9 equal 95% of the next highest step, computed to the nearest $1.00. The salary range for Police Cadet consists of one step, paid ten (10%) percent below Step 1 of Police Officer. The salary range for Police Officer consists of six (6) steps (1 through 6). Steps 1 through 5 equal 95% of the next highest step, computed to the nearest biweekly $1.00. The salary range for all other classifications in the Page 38 of 440 Exhibit “A” 9 bargaining unit consists of seven (7) steps (1 through 7). Steps 1 through 67 equal 95% of the next highest step, computed to the nearest biweekly $1.00. Effective the first full pay period following Council adoption, the following changes will take place for the salary ranges of Police Cadet and Police Officer: • The salary range for Police Cadet will consist of one step, paid ten (10%) percent below Step 1 of Police Officer. • The existing Step 1 and Step 2 of Police Officer will be removed, with Step 3 becoming Step 1, making a total of seven steps (1-7). Steps 1 through 7 equal 95% of the next highest step, computed to the nearest $1.00. Each across-the-board percent salary increase shall raise the top step of the range by the percent increase rounded up to the nearest biweekly $1.00 , and the lower steps shall be calculated using the methodology in the paragraph above. The top step of each successive salary range will be 2.63% above the top step of the next lower range. After all steps of each salary range have been established, each shall be rounded off to the nearest $1.00. 7.3 Salary Schedule IncreasesProvisions for Term of Agreement Salary schedule increases will be effective on the first day of the first full pay period following the dates listed below to address cost of living adjustments and to address the difficulty in attracting and retaining qualified employees in the month listed below for all classifications: • July 2024 3% • July 2025 3% • July 2026 3% • July 2021 5% All Sworn and Non-Sworn Classifications • July 2022 5% All Sworn and Non-Sworn Classifications • July 2023 5% All Sworn and Non-Sworn Classifications 7.4 Market Equity Adjustments Page 39 of 440 Exhibit “A” 10 In addition to the above listed salary increases, the following classifications shall receive market equity adjustments to be effective on the first day of the first full pa y period in the month listed below: Classification July 2024 July 2025 July 2026 Police Officer 1.0% 1.0% 1.0% Public Safety Dispatcher 1.0% -- -- The salary ranges for the term of this agreement are listed in Appendix C. Page 40 of 440 Exhibit “A” 11 ARTICLE 8 - MASTER SENIOR POLICE OFFICER PROGRAM AND INCENTIVE PAY 8.1 The Senior Police Officer (SPO) Program1, previously referred to as the Master Police Officer (MPO) Program, shall be as follows: The specialty assignments included in this program are: Special Enforcement Team (S.E.T) E5, G7 4 years D4 Traffic Officer E5 4 years C3 Investigator E5, G7 4 years Narcotics Task Force Investigator 4 years School Resource Officer (SRO) 4 years D4 Crime Scene Investigator 3 years Defensive Tactics Instructor A1 3 years Hostage Negotiator A1 3 years Range Training OfficerMaster 4 years B2 Downtown Officer 3 years B2 Swat Team Operator A1 3 years Bomb Technician A1, G7 3 years CAT (Community Action Team (CAT) 4 years D Traffic Call Out 1A 3 years IT Officer A1 3 years Field Training Officer (FTO) F6 4 years UAS Drone Team 3 years H A1 Non-mandatory Rrotational position. 1 For CalPERS reporting purposes, this provision shall be known as the Master Police Officer incentive pay. The parties have agreed to refer to this incentive as SPO to better align with contemporary language and promotes inclusivity and sensitivity. Page 41 of 440 Exhibit “A” 12 B2 Early opt out allowed after two years with full credit towards MPO SPO status. C3 If grant funding is received for Driving Under the Influence (DUI) enforcement, then the assignment is two years and is counted toward MPO SPO credit. D4 Early opt out allowed after three years with full credit towards MPO SPO statuseligibility. E5 At the discretion of the Police Chief, Administrative CaptainDeputy Chief, Investigations Lieutenant, SET Sergeant, and following input from a member of the POA Association board of directors, one position in SET, Investigator (Property), Investigator (Persons), and Traffic may be extended two years. This extension can be reoccurring based on job performance and management recommendation. An officer can choose to decline the extension at the end of the completed rotation. F6 This assignment will be governed by Article 8.4 9. If the FTO Field Training Officer is currently receives an MPOSPO pay, or the Officer has completed or is concurrently holding two other assignments listed in Article 8.1, then the FTO will be entitled to the training premium incentive the $50 incentive listed inin accordance with Article 9 of the MOU.1. This will be a non-mandatory rotational assignment and when the employee has accumulated four total years in the assignment, (with or without a trainee) it will qualify as a completed assignment towards Article 8.34 MasterSenior Police Officer. G7 OIt is the department’s intent to assign a take-home vehicle to officers assigned to S.E.T, Investigations, and the Bomb Technician during the length of their assignment. The department shall make every reasonable effort to do so subject to limited circumstances where vehicles are not available due to being out of service for fleet maintenance/repairs or in the event of a change in total fleet inventory outside the departments control. will be assigned a take-home vehicle during the length of their assignment. 8.2 To be eligible for compensation under this program, an employee must receive and maintain at least a "“Meets Performance Standards"” rating on their evaluation. 8.23 Senior Police Officer Incentive Pay Page 42 of 440 Exhibit “A” 13 Compensation under this program shall in no case exceed one step on the salary range.Employees meeting eligibility criteria as outlined in Ssection 8.3 below will receive a 5.70% incentive pay effective the first full pay period following eligibility. This incentive shall be included in all leave cash outs. The parties agree that, to the extent permitted by law, this is special compensation and to the extent permitted by law, the City shall report this pay to CalPERS as Master Police Officer under CCR 571 and 571.1. 8.34 Master Senior Police Officer Eligibility Requirements Eligibility requirements for the position of Senior Master Police Officer are as follows: 1. One full year at Step 68 of the Police Officer salary range. Effective the first pay period following Council adoption, one full year at Step 6 of the Police Officer salary range. 2. Must have obtained possess an aAdvanced California Commission on Peace Officer Standards and Training (POST) Certificate. 3. Must have successfully completed two specialty assignments and two years in a third specialty assignment if allowed under Section 8.1B of this Article. Assignments may be completed in any order. Lateral Officers having completed two comparable specialty assignments at their prior agency shall receive credit for a third specialty assignment. The comparability of specialty assignments shall be determined by the Police Chief in their discretion. The Police Chief may require an employee seeking credit for prior agency specialty assignment credit to submit satisfactory proof of successful performance in such assignments. 4. Reassignment, with a break in service, to the same assignment will be credited as a third assignment. To be credited for the purposes of compensation, an officer shall be required to complete the terms of any specialty assignment unless early departure for good cause is/was authorized by the Chief of Police Chief. Departure for any other reason will forfeit MSPO compensation at the time of departure. Page 43 of 440 Exhibit “A” 14 5. The Department may, at any time, temporarily remove an employee from a specialty assignment to meet operational needs. If the cumulative total time of removal from the assignment prior to the employee’s scheduled rotation date exceeds 90 days, the employee shall have the option of extending the rotation date by the total time of removal or accepting that amount of time as credit towards completion of the specialty assignment. 6. Qualified Senior Master Police Officers will be permitted to wear a two-stripe insignia (otherwise recognized as Corporal stripes) recognizing their status as determined by Department uniform policy. 7. Compensation: Last step of the Police Officer range. 8.7. The employee is responsible for requesting advancement to Senior Master Police Officer incentive pay. The Department will, once annually, remind employees to make such requests. Retroactive payments will not be made if the employee fails to make a timely request. 8. Employee must receive and maintain at least a “Meets Performance Standards” overall rating on their evaluation. 9. Once an officer achieves status of MSPO, they will be assigned to attend the Field Training Officer Class if they wish to be a Field Training Officer (FTO). 9. At the discretion of Tthe Police Chief they can may select other officers to be a Field Training Officer if there are not enough MSPO’s willing to be Field Training Officers to meet the department needs. The qualifications to be selected by the Police Chief will be six years of law enforcement experience with a minimum of three years working as a Police Officer with the San Luis Obisp o Police Department. The Police Chief has discretion to offer FTO to an officer with less seniority if FTO spots are unable to be filled. Page 44 of 440 Exhibit “A” 15 ARTICLE 9 - TRAINING OFFICER INCENTIVE 9.1 When assigned by a trainee by the Police Chief or designee, employees who are routinely and consistently assigned as Training Officers will be eligible for an incentive. The only classifications which are eligible for this incentive are Police Officers ($100 per day) and Police Community Service Officers ($50 per day). 9.2 Public Safety Dispatchers who are routinely and consistently assigned as a training officer, known as a Communications Training Officer (CTO), will be eligible for an incentive of $200 per pay period. If a Public Safety Dispatcher who is not assigned as a CTO is ordered to train another dispatcher, they will be eligible for a $50 per day incentive. When assigned a trainee by the Police Chief or designee, Training Officers will receive $50 per day. Classifications that are eligible for this incentive are Police Officers (Field Training Officers) and Communications TechniciansPublic Safety Dispatchers (Communications Training Officers). Page 45 of 440 Exhibit “A” 16 ARTICLE 10 - BILINGUAL PAY 10.1 Employees certified as bilingual in Spanish through a testing process administered by the City Human Resources Department shall receive a bilingual payment of $100 per pay period. Additional languages may be approved by the City based upon demonstrated need. Regardless of certification, all employees shall use any language skills they possess to the best of their ability. Page 46 of 440 Exhibit “A” 17 ARTICLE 11 - OVERTIME 11.1 GENERAL PROVISIONS A. All sworn and professional (non-sworn) employees covered by this Agreement shall be eligible for overtime pay. B. Employees are not permitted to work overtime except as directed and authorized by the Police Chief or designee, or in case of emergency as determined by the agency. Working overtime without authorization is grounds for discipline. In emergency situations that necessitate working overtime, the employee must notify a supervisor as soon as possible, and in no event later than the end of that day upon which the emergency occurred. If the supervisor denies the request to work overtime, the employee must obey the supervisor’s directive and cease working. C. Overtime shall be paid in each pay period on the regular payroll schedule. D. All paid leave hours shall be counted as hours worked for the purposes of calculating overtime, to include Vacation, Holiday, Sick Leave, IOD (Workers Compensation), and Compensatory Time Off (CTO). 11.2 FLSA WORK PERIOD – SWORN PERSONNEL A. Sworn employees are regularly assigned to work 160 hours in a 28 -day FLSA work period. B. For purposes of overtime calculations under the Fair Labor Standards Act (FLSA), the City has declared a twenty-eight-day work period for sworn law enforcement personnel. The FLSA work period is deemed to commence at 12:00 AM on the first day of the 28-day period and end at 11:59 PM on the 28th day. The FLSA overtime threshold for the work period is 171 hours. This provision does not affect eligibility for contract overtime as defined in paragraph A above. 11.3 FLSA WORK PERIOD – PROFESSIONAL STAFF (NON-SWORN) A. Professional employees are regularly assigned to work 40 hours in a seven-day FLSA work period. Page 47 of 440 Exhibit “A” 18 A.B. For Professional Staff working a 5/40 work schedule or a 4/10 alternative work schedule, the work period shall be seven (7) consecutive days, commencing at 12:00 AM Thursday and ending at 11:59 PM Wednesday. 11.4 COMPENSATION A. All contract overtime as defined in Sections 11.2 and 11.3 of this Article shall be paid in cash at one and one-half (1 1/2) the employee's regular rate of pay, or in compensatory time off (CTO). A.B. The regular rate of pay for overtime purposes includes the following pay items in addition to the employee’s base rate: • Bilingual Pay • Cash in Lieu (in compliance with Flores v. City of San Gabriel)2 • Communications Training Officer • Education Incentive • Holiday Pay • Senior Police Officer • Shift Differential • Standby Pay • Training Officer Pay • Work Out of Grade Pay B.C. The City and the Association acknowledge that the regular rate of pay as defined in Section B above provides more items than required under the FLSA. Under no circumstance shall the regular rate of pay provide less than what is required by the FLSA. 11.5 COMPENSATORY TIME OFF (CTO) 2 Effective as soon as administratively possible in accordance with section 11.14 of the MOU. Page 48 of 440 Exhibit “A” 19 A. An employee who earns contract overtime may elect compensation in the form of compensatory time off (CTO). An employee may be compensated in CTO at the rate of one and one-half (1 1/2) hours for each hour of overtime worked. B. CTO may not be accumulated in excess of the following limits: a. Sworn Personnel: 100 hours. b. Professional Staff: 240 hours. C. The Association and the City agree that CTO usage is subject to normal time off approval processes and may be denied if it would result in the need for overtime coverage. D. Upon separation from employment with the City, or upon leaving the bargaining unit, the employee’s accrued CTO will be paid out at the employee’s base rate of pay. 11.6 GUARANTEED MINIMUMS FOR RETURNING TO WORK Whenever an employee is required by the department to return to work outside of the employee's normal work hours, if a minimum applies as found in this article, then the employee has the choice of taking the minimum or taking the pay for the work actually performed. 11.7 CALL BACK A. Employees called back to work at hours not contiguous to their normally scheduled shift shall be guaranteed a four-hour minimum payment at time and one half of the contract overtime rate. B. For unanticipated emergency call-backs (criminal investigations, emergency evacuations, natural disasters, civil unrest, SWAT, or any other callback deemed by the Chief of Police to be an emergency call-back) compensable time will include 30 minutes for travel time. 11.8 COURT TIME A. Employees reporting for court duty shall be guaranteed four hours minimum payment at time and one-half of the contract overtime rate. Page 49 of 440 Exhibit “A” 20 B. Employees required to work through the lunch break while on court duty shall be credited with time worked. Duty free lunch periods shall not be compensable, to a maximum of thirty (30) minutes. C. Two or more court cases occurring within the minimum time period shall be subject to a single minimum payment. D. If a scheduled court appearance is canceled on the day the employee is to appear, they shall be eligible for the minimum payment in this Section. E. Employees contacted on their days off or asked to complete urgent follow -up while on days off based on court needs shall be compensated for this time if work is more than de minimis, which is defined as seven minutes. When an employee is engaged on the phone in excess of seven minutes to discuss department business, such time will be considered time worked. F. Personnel placed on court standby shall be compensated in accordance with section 14.2 of the MOU. 11.9 ROLL CALL BRIEFING Employees who are required to attend roll call briefing and do shall be paid for such attendance. Payment shall be considered overtime and paid as such if the hours fall within the definition of overtime. 11.10 TRAINING A. Employees called back for training sessions authorized by the Police Chief or designee shall be guaranteed the call back minimum in accordance with section 11.7 of the MOU. B. The City shall provide each employee with paid independent living hotel/motel accommodation when assigned to a POST reimbursable training course or City required training course requiring overnight stay. Daily meal reimbursement provided shall be a flat $60 per day subject to the following maximum amounts if not a full day (unless increased by City Policy). • Breakfast – $15.00 (regardless of whether or not a continental breakfast is provided) Page 50 of 440 Exhibit “A” 21 • Lunch – $15.00 • Commuter Lunch* - $15.00 • Dinner – $30.00 • Mileage at the prescribed IRS mileage reimbursement rate. *Commuter Lunch is defined as providing a lunch for trainings outside of the City of SLO limits, but not requiring overnight stay. 11.11 RANGE QUALIFICATION (SWORN PERSONNEL) A. Employees required to qualify with department approved firearms shall be guaranteed the call back minimum in accordance with section 11.7 of the MOU when participating in range qualification training when off duty. B. Each employee who shoots for qualification shall be provided 100 rounds of practice handgun ammunition each month upon request. Employees may only receive the current month’s handgun allocation. Employees must be present to receive and sign for allotted ammunition. Employees that have been placed on administrative leave, and/or 4850 that extends beyond 90 days, shall not receive an allotment of ammunition until return from such leave. Allotments shall not accrue during the pendency of such leave and shall not be owed to an employee for the pendency of such leave. An employee on modified duty or 4850 less than 90 days may receive allotment with a note from a physician. 11.12 PRE-PLANNED OVERTIME ASSIGNMENT A. This Section applies to sworn personnel and professional shift staff (Public Safety Dispatchers and Police Community Service Officers) only. B. Pre-planned overtime shifts will be posted for a minimum of 72 hours in the Department’s scheduling system. During this time, employees will have the opportunity to sign up for the overtime shift and add and/or delete their names from the posting at any time until it closes. At the end of the posting period, the posting will automatically close, and the most senior employee in the relevant classification will automatically be assigned the shift. If an employee is Page 51 of 440 Exhibit “A” 22 assigned an overtime shift, it is their responsibility to work the shift or find a replacement in the event they can no longer work the shift. For Police Officers that have worked a minimum of 72 hours of overtime in a 28-day FLSA work cycle, the department reserves the right to deny further overtime under extreme circumstances. For professional shift employees that have worked a minimum of 36 hours of overtime in a pay period, the department reserves the right to deny further overtime under extreme circumstances.3 This provision shall not prevent specialized units from working overtime shifts consecutively as part of a grant or directed deployment at the discretion of the Police Chief or designee. C. If the shift is within 72 hours of the posting, it will be posted for a shorter period of time and the Watch Commander, Police Sergeant, or Public Safety Dispatch Supervisor doing the posting may take the first person that signs up for the overtime shift. Every effort will be made to limit overtime to no more than 16 consecutive hours for officers assigned to patrol due to safety concerns. D. If no qualified employee is signed up on the overtime posting, management may send a notification to all qualified personnel regarding needed overtime which will be assigned to the first qualified employee in the relevant classification responding to the notification. E. In the event necessary staffing is not covered by regular shift assignments or voluntary coverage, management reserves the right to fill the shift by reverse seniority. An employee may decline the overtime shift if they have worked an overtime shift of at least eight hours in the last fourteen days. 11.13 CONTRACT OVERTIME REMEDY PROVISION A. The City and the Association (hereafter “parties”) acknowledge and agree that they have met and conferred in good faith in accordance with Gov’t Code 3 The City and the Association agree to revisit this topic after July 1, 2025 if the Association believes this provision is not being used to address employee wellness concerns. Page 52 of 440 Exhibit “A” 23 section 3500 et. seq. concerning the definition, calculation and payment of contract overtime as set forth this Article 11. The parties further acknowledge and agree that the provisions of Article 11 establish the full extent of the City’s contractual obligations to pay overtime for services rendered within the course and scope of employment by members of the bargaining unit and that to the extent individual claims for statutory overtime under the FLSA are asserted by or on behalf of any member of this bargaining unit during the term of this Agreement, such claims will not present or support a claim for contract overtime under this Agreement. The agreed upon, contract overtime language is intended to provide more pay than is required under the FLSA. Under no circumstances shall the contract overtime rate provide less than what is legally required by the FLSA. 11.14 ELIMINIATION OF DUAL CALCULATION A. Eliminate the dual calculation of overtime as soon as administratively possible following Council adoption and agree to include cash in lieu into the MOU overtime rate in compliance with the Flores v. City of San Gabriel decision. ARTICLE 11 - OVERTIME - SWORN 11.1 CONTRACT OVERTIME A. Contract overtime is defined as all hours worked in excess of their regularly scheduled shifts. B. Employees are regularly assigned to work 160 hours in the 28-day work period. C. All paid leave hours shall be counted as hours worked for purposes of calculating overtime, to include Vacation, Holiday, Sick Leave, IOD (Workers Compensation), and Compensatory Time Off (CTO). D. All contract overtime shall be authorized by the Police Chief or designee prior to being compensated. Contract overtime shall be paid in each pay period. Page 53 of 440 Exhibit “A” 24 E. All sworn employees covered by this Agreement shall be eligible for contract overtime pay. 11.2 FLSA/STATUTORY OVERTIME A. In accordance with section 207(k) of the Fair Labor Standards Act (FLSA), the City has declared a twenty-eight-day work period for the purpose of calculating FLSA overtime. The FLSA work period is deemed to commence at 12:01 AM on the first day of the 28-day period and end at 11:59 PM on the 28th day of the 28-day work period and the FLSA overtime threshold for the work period is 171 hours. This declaration is separate and apart from the City’s contractual overtime obligations set forth in Section 11.1. above. B. For the purpose of complying with FLSA overtime requirements, the City has adopted a dual calculation method whereby it calculates FLSA overtime in accordance with the requirements of FLSA regular rate requirements and more specifically, 29 CFR section 778.109 and 778.110. This requires the payment of FLSA overtime for all hours actually worked by non-exempt sworn personnel in excess of 171 in the 28-day work period. To the extent the City’s dual calculation method determines that FLSA overtime owed for the 28-day work period exceeds the amount of contract overtime paid for the same work period, the difference will be paid to the employee by way of an “FLSA Adjustment” in the following City pay period. 11.3 COMPENSATION A. All contract overtime as defined in Section 11.1 of this Article shall be paid in cash at one and one-half (1 1/2) the employee's base rate of pay, plus incentives as defined below in Section 11.5, or in compensatory time off (CTO). B. Separate and apart from the City’s contractual obligation to pay overtime in accordance with Section 11.1 above, the City is obligated to calculate and pay, at a minimum, FLSA overtime based on the federally defined regular rate of pay which includes cash in lieu in compliance with the Flores v. City of San Gabriel decision applicable to members of POA’s bargaining unit. This calculation will be administered in accordance with Section 11.2 above. Page 54 of 440 Exhibit “A” 25 11.4 COMPENSATORY TIME OFF (CTO) A. An employee who earns contract overtime as defined in Section 11.1 above may elect compensation in the form of time off (CTO). An employee may be compensated in cash at the rate of one and one-half (1 1/2) hours for each hour of overtime worked. However, no employee shall accumulate and have current credit for more than 100 hours of CTO. B. The Association and the City agree that CTO usage is subject to normal time off approval processes and may be denied if it would result in the need for overtime overage (except when scheduled in conjunction with approved vacation during the annual vacation sign-ups). C. Upon separation from employment with the City, the employee’s accrued CTO will be paid out at the employee’s base rate of pay. 11.5 PAY INCENTIVES TO BE INCLUDED IN THE BASE RATE FOR OVERTIME UNDER SECTIONS 11.1 AND 11.2 ABOVE • Bilingual Pay • Education Incentive • Holiday Pay • Training Officer Pay • Standby Pay • Work out of Grade Pay 11.6 GUARANTEED MINIMUMS FOR RETURNING TO WORK Whenever an employee is required by the department to return to work outside of the employee's normal work hours, if a minimum applies as found in this article, then the employee has the choice of taking the minimum or taking the pay for the work actually performed. 11.7 CALL BACK Employees called back to work at hours not contiguous to their normally scheduled shift shall be guaranteed a three-hour minimum payment at time and one half of Page 55 of 440 Exhibit “A” 26 the contract overtime rate. Unanticipated emergency call-backs (criminal investigations, emergency evacuations, natural disasters, civil unrest, SWAT, etc.) will include a total 30 minutes for travel time. 11.8 COURT TIME A. Effective the first full pay period upon ratification, employees reporting for court duty shall be guaranteed three hours minimum payment at time and one -half of the contract overtime rate. B. Employees required to work through the lunch break while on court duty shall be credited with time worked. Duty free lunch periods shall not be compensable, to a maximum of thirty (30) minutes. C. Two or more court cases occurring within the minimum time period shall be subject to a single minimum payment. D. If a scheduled court appearance is canceled on the day the employee is to appear, they shall be eligible for the minimum payment in this Section. 11.9 ROLL CALL BRIEFING Employees who are required to attend roll call briefing and do shall be paid for such attendance. Payment shall be considered overtime and paid as such if the hours fall within the definition of overtime. 11.10 TRAINING A. Employees called back for training sessions, authorized by the Police Chief or designee shall be guaranteed three-hour minimum payment at time and one half of the contract overtime rate. B. The City shall provide each employee with paid independent living hotel/motel accommodation when assigned to a POST reimbursable training course or City required training course requiring overnight stay. Daily meal reimbursement provided shall be a flat $60 per day subject to the following maximum amounts if not a full day (unless increased by City Policy). Page 56 of 440 Exhibit “A” 27 • Breakfast – $15.00 (regardless of whether or not a continental breakfast is provided) • Lunch – $15.00 • Commuter Lunch* - $15.00 • Dinner – $30.00 • Mileage at the prescribed IRS mileage reimbursement rate. *Commuter Lunch is defined as providing a lunch for trainings outside of the City of SLO limits. 11.11 RANGE QUALIFICATION A. Employees required to qualify with department approved firearms shall be guaranteed three hours at time and one-half when participating in range qualification training when off duty. B. Each employee who shoots for qualification shall be provided 100 rounds of practice handgun ammunition each month upon request. Employees may only receive the current month’s handgun allocation. Employees must be present to receive and sign for allotted ammunition. Employees that have been placed on administrative leave, and/or 4850 that extends beyond 90 days shall not receive an allotment of ammunition until return from such leave. Allotments shall not accrue during the pendency of such leave and shall not be owed to an employee for the pendency of such leave. An employee on modified duty or 4850 less than 90 days may receive allotment with a note from a physician. 11.12 OVERTIME ASSIGNMENT - SWORN PERSONNEL A. Overtime shifts will be posted for a minimum of 72 hours in the Department’s scheduling system. During this time, employees will have the opportunity to sign up for the overtime shift and add and/or delete their names from the posting at any time until it closes. At the end of the posting period, the posting will automatically close, and the most senior Police Officer will automatically be assigned the shift. If an Officer is assigned an overtime shift, it is their Page 57 of 440 Exhibit “A” 28 responsibility to work the shift or find a replacement in the event they can no longer work the shift. B. If the shift is within 72 hours of the posting, it will be posted for a shorter period of time and the Watch Commander or Sergeant doing the posting may take the first person that signs up for the overtime shift. Every effort will be made to limit overtime to no more than 16 consecutive hours for officers assigned to patrol due to safety concerns. C. If no officer is signed up on the overtime posting, management may send a notification to all qualified personnel regarding needed overtime which will be assigned to the first officer responding to the notification. D. In the event necessary staffing is not covered by regular shift assignments or voluntary coverage, management reserves the right to fill the shift by reverse seniority. An officer may decline the overtime shift if they have worked an overtime shift of at least eight hours in the last fourteen days. 11.13 CONTRACT OVERTIME REMEDY PROVISION A. The City and the Association (hereafter “parties”) acknowledge and agree that they have met and conferred in good faith in accordance with Gov’t Code section 3500 et. seq. concerning the definition, calculation and payment of contract overtime as set forth in Section 11.1 of this Agreement. The parties further acknowledge and agree that the provisions of Section 11.1 establish the full extent of the City’s contractual obligations to pay overtime for services rendered within the course and scope of employment by members of the bargaining unit and that to the extent individual claims for statutory overtime under the FLSA are asserted by or on behalf of any member of this bargaining unit during the term of this Agreement, such claims will not present o r support a claim for contract overtime under this Agreement. Page 58 of 440 Exhibit “A” 29 ARTICLE 12 - OVERTIME - NON-SWORN 12.1 CONTRACT OVERTIME A. Contract overtime is defined as all hours worked in excess of 40 hours in the seven-day work period. B. All paid leave hours shall be counted as hours worked for the purposes of calculating overtime, to include Vacation, Holiday, Sick Leave, IOD (Workers Compensation), and Compensatory Time Off (CTO). C. All contract overtime shall be authorized by the Police Chief or designee prior to being compensated. Contract overtime shall be paid in each pay period. D. All non-sworn employees covered by this Agreement shall be eligible for contract overtime pay. 12.2 FLSA/STATUTORY OVERTIME For the purpose of complying with the Fair Labor Standards Act (FLSA) overtime requirements under 29 USC Section 207(a), the City has adopted a dual calculation method whereby it calculates FLSA overtime based on all hours actually worked by overtime eligible employees in excess of 40 hours in the seven - day work period. To the extent the City’s dual calculation method determines that FLSA overtime owed for the seven-day work period exceeds the amount of contract overtime paid for in the same seven-day work period, the difference will be paid to the employee by way of an “FLSA Adjustment” in the following City pay period. 12.3 COMPENSATION A. All contract overtime as defined in Section 12.1 of this Article shall be paid in cash at one and one half (1 1/2) the employee's base rate of pay, plus incentives as defined below in Section 12.5, or in time off (CTO). B. Separate and apart from the City’s contractual obligation to pay overtime in accordance with Section 12.1 above, the City is obligated to calculate and pay, at a minimum, FLSA overtime based on the federally defined regular rate of pay which includes cash in lieu in compliance with the Flores v. City of San Gabriel Page 59 of 440 Exhibit “A” 30 decision applicable to members of POA’s bargaining unit. This calculation will be administered in accordance with Section 12.2 above. 12.4 COMPENSATORY TIME OFF (CTO) A. An employee who earns contract overtime as defined in Section 12.1 above may elect compensation in the form of time off (CTO). An employee may be compensated in cash at the rate of one and one-half (1 1/2) hours for each hour of overtime worked. However, no non-sworn employee shall accumulate and have current credit for more than 240 hours of CTO. B. The Association and the City agree that CTO usage is subject to normal time off approval processes and may be denied if it would result in the need for overtime overage (except when scheduled in conjunction with approved vacation during the annual vacation sign-ups). C. Upon separation from employment with the City, the employee’s accrued CTO will be paid out at the employee’s base rate of pay. 12.5 PAY INCENTIVES TO BE INCLUDED IN THE BASE RATE FOR OVERTIME UNDER SECTIONS 12.1 AND 12.2 ABOVE • Bilingual Pay • Education Incentive • Holiday Pay • Training Officer Pay • Standby Pay • Work out of Grade Pay 12.6 GUARANTEED MINIMUMS FOR RETURNING TO WORK Whenever an employee is required by the department to return to work outside of the employee's normal work hours, if a minimum applies as found in this article, then the employee has the choice of taking the minimum or taking the pay for the work actually performed. Page 60 of 440 Exhibit “A” 31 12.7 CALL BACK Employees called back to work at hours not contiguous to their normally scheduled shift shall be guaranteed a three-hour minimum payment at time and one half of the contract overtime rate. Unanticipated emergency call-backs (criminal investigations, emergency evacuations, natural disasters, civil unrest, SWAT, etc.) will include a total 30 minutes for travel time. 12.8 COURT TIME A. Employees reporting for court duty shall be guaranteed three hours minimum payment at time and one-half of the contract overtime rate. B. Employees required to work through the lunch break while on court duty shall be credited with time worked. Duty free lunch periods shall not be compensable, to a maximum of thirty (30) minutes. C. Two or more court cases occurring within the minimum time period shall be subject to a single minimum payment. D. If a scheduled court appearance is canceled on the day the employee is to appear, they shall be eligible for the minimum payment in this Section. E. Personnel placed on court standby shall be compensated a minimum of three hours of straight time per calendar day when on court standby. 12.9 ROLL CALL BRIEFING Employees who are required to attend roll call briefing and do, shall be paid for such attendance. Payment shall be considered overtime and paid as such if the hours fall within the definition of overtime. 12.10 TRAINING A. Employees called back for training sessions, authorized by the Police Chief or designee shall be guaranteed three-hour minimum payment at time and one- half of the contract overtime rate. B. The City shall provide each employee with paid independent living hotel/motel accommodation when assigned to a POST reimbursable training course or City Page 61 of 440 Exhibit “A” 32 required training course requiring overnight stay. Daily meal reimbursement provided shall be a flat $60 per day subject to the following maximum amounts if not a full day (unless increased by City Policy). • Breakfast – $15.00 (regardless of whether or not a continental breakfast is provided) • Lunch – $15.00 • Commuter Lunch* - $15.00 • Dinner – $30.00 • Mileage at the prescribed IRS mileage reimbursement rate. *Commuter Lunch is defined as providing a lunch for trainings outside of the City of SLO limits. 12.11 OVERTIME ASSIGNMENT - COMMUNICATIONS TECHNICIANS A. A Communications Technician is able to add and remove their name for an overtime shift prior to being assigned the shift; however, when the Communications Technician is assigned an overtime shift by a supervisor, it is their responsibility to work the shift or find a replacement in seniority order in the event they can no longer work the shift. If there is an emergency, or another extenuating circumstance that the employee is unable to find a replacement for the overtime shift, the department will make an effort to help fill the overtime shift. B. If an overtime shift to cover holiday time or CTO time is not filled, the holiday or CTO time off will be canceled. C. If the overtime shift is to cover sick leave, vacation leave, training, or a vacancy, the overtime will be mandated to the least senior person that is not working during the hours requiring coverage, the shift prior to the or the shift after the shift requiring coverage. 12.12 CONTRACT OVERTIME REMEDY PROVISION Page 62 of 440 Exhibit “A” 33 A. The City and the Association (hereafter “parties”) acknowledge and agree that they have met and conferred in good faith in accordance with Gov’t Code section 3500 et. seq. concerning the definition, calculation and payment of contract overtime as set forth in Section 12.1 of this Agreement. The parties further acknowledge and agree that the provisions of Section 12.1 establish the full extent of the City’s contractual obligations to pay overtime for services rendered within the course and scope of employment by members of the bargaining unit and that to the extent individual claims for statutory overtime under the FLSA are asserted by or on behalf of any member of this bargaining unit during the term of this Agreement, such claims will not present or support a claim for contract overtime under this Agreement. Page 63 of 440 Exhibit “A” 34 ARTICLE 12 - SHIFT DIFFERENTIAL 12.1 Police Officers and Public Safety Dispatchers routinely and consistently assigned to work from 1900-0700 hours shall receive night shift premium pay in the amount of $200 per pay period. 12.2 The parties agree that, to the extent permitted by law, this is special compensation and to the extent permitted by law, the City shall report this pay to CalPERS as Shift Differential under 2 C.C.R. 571 (a)(4) and 2 C.C.R. 571.1(b)(3). Page 64 of 440 Exhibit “A” 35 ARTICLE 13 - WORK OUT-OF-GRADE An out-of-class assignment is the full-time performance of all the significant duties of an available, funded position in one classification by an individual in a position of another classification. Employees temporarily assigned to work in a higher classification shall receive one step (5.26%) additional pay but in no case more than the top step for the higher classification under the following conditions: A. The assignment exceeds ten consecutive workdays, or eighty consecutive work hours, in which case the step increase becomes effective on the first workday. B. The person being temporarily replaced is on extended sick or disability leave, or the position is vacant and an examination is pending. Page 65 of 440 Exhibit “A” 36 ARTICLE 14 - STANDBY SWORN & NON-SWORN 14.1 DEFINITION Standby is that circumstance which requires an employee assigned by the department to: 1) be ready to respond immediately to a call for service; 2) be readily available at all hours by telephone or other agreed upon communication equipment; and 3) refrain from activities which might impair their assigned duties upon call (including, but not limited to, alcohol consumption). The parties agree that employees on standby, as defined above, are "waiting to be engaged." The parties further agree there is no intent to waive any individual rights under FLSA. When an employee is engaged on the phone in excess of ten seven minutes to discuss department business, such time will be considered time worked. 14.2 COMPENSATION Hourly Standby A. Personnel placed on standby shall be compensated one -hour's pay for each five hours standby. B. Such employees shall be paid a minimum of three hours straight time when on standby. Each calendar day starts a new standby period. Investigator/Bomb Technician Weekly Standby A. Investigators/Bomb Technicians placed on standby shall be compensated $5045 per regularly scheduled workday, and $7065 per regularly scheduled day off and holiday as listed in Article 20.1. B. Standby shall be rotated among the assigned investigators. Normally, the standby assignment shall be for a period of one week. Page 66 of 440 Exhibit “A” 37 ARTICLE 15 - EDUCATION INCENTIVE The educational incentive pay plan shall continue as described below for all employeessworn and non-sworn personnel for the term of this agreement. A. BASIC BENEFITS. Education incentive pay shall not begin until one year after employment with the City of San Luis Obispo, but credit will be given for approved education obtained prior to that time. The basic benefit will consist of an adjustment equal to one-half step (2.63%) above the base salary for possession of an Intermediate POST certificate, Associate of Arts (A.A.) degree or equivalent degree from an accredited community or junior college, or 60 or more semester units, or a City-approved equivalent; an adjustment equal to one full step (5.26%) for an Advanced POST certificate, or a Bachelor of Arts (B.A.) degree or equivalent degree from an accredited college or university. B. JOB RELATED FIELDS. Degrees must be either in directly job-related fields or include at least 30 semester, or City-approved equivalent, units of job-related coursework in the case of an A.A. degree and at least 60 semester, or City - approved equivalent, units in the case of a B.A. degree. Should an employee qualify for the one-half step basic benefit by having completed 60 or more semester units or City-approved equivalent, at least 30 of those units must be in job related coursework. All qualifying coursework must be graded at "C" or Pass or better. It is understood that general education courses required for a degree are compensable under this section. C. APPLICATION AND APPROVAL. Application for the incentive pay shall be made by the employee to the Chief of Police at least 30 days before the date the payment of the incentive pay is to be effective. Approval of the Chief of Police Chief and the Director of Human Resources, or their delegates, shall be required. D. EFFECTIVE DATES. Page 67 of 440 Exhibit “A” 38 1. Education incentive pay shall not begin until one year after employment with the City of San Luis Obispo, but credit will be given for approved education obtained prior to that time. Upon approval of an education incentive, the special pay will be effective no earlier than the first day of the pay period in which the 30-day waiting period ends. 1. 2. Returning employees who previously met eligibility requirements as outlined in sections A-C above, and received the education incentive during their previous tenure, shall receive the incentive beginning on their rehire date. In these cases, the educational incentive shall be listed on the returning employee’s offer letter. E. NON-APPLICABILITY. 1. Educational incentives shall generally not be paid for education on City time. However, if the City sends an employee for training on City time and college-level credits are earned during that training, those credits shall count toward education incentive. 2. The education incentive will be removed if the employee is promoted to a position that does not entitle employees to such incentives. C.F. ADDITIONAL PROVISIONS. 1. The maximum benefit under this article is the equivalent to the one-step increase for possession of one B.A. or equivalent degree (5.26%). 2. Sworn and professional non-sworn employees are eligible to participate in the Tuition Reimbursement program as set forth in City Policy. Page 68 of 440 Exhibit “A” 39 ARTICLE 16 - UNIFORM ALLOWANCE 16.1 All unit members are required to wear a uniform is and are expected to purchase and maintain in good repair all required uniform pieces. 16.2 The following classifications shall receive $1,3000 per year uniform allowance, with $500 issued to the employee with the first paycheck in June and $6500 issued to the employee with the first paycheck in December 2024. Effective the first paycheck in January 2025December 2024, the uniform allowance will be paid to employees on a biweekly basis ($50 per pay period). • Police Cadets • Police Officers 16.3 The following classifications shall receive $6500 per year uniform allowance, with $250 issued to the employee with the first paycheck in June and $3250 issued to the employee with the first paycheck in December 2024. Effective the first paycheck in December 2024January 2025, the uniform allowance will be paid to the employees on a biweekly basis ($25 per pay period). • Communications Technician • Evidence Technician • Lead Police Records Clerk • Lead Property and Evidence Technician • Police Community Service Officer Field Service Technician • Police Records Clerk I • Police Records Clerk II • Property and Evidence Technician • Public Safety Dispatcher 16.4 Part-time employees shall receive a prorated share of the uniform allowance.New employees or employees newly eligible for the uniform incentive will receive a prorated amount based on number of pay periods remaining in the calendar year. Page 69 of 440 Exhibit “A” 40 16.5 For “Classic Members” as defined by CalPERS, uniform allowance shall be reported to CalPERS as special compensation.. Uniform allowance will not be pro- rated upon separation from employment. Page 70 of 440 Exhibit “A” 41 ARTICLE 17 - HEALTH CARE INSURANCE 17.1 Health Flex AllowanceContribution Employees electing medical coverage in the City’s plans shall receive a health flex allowancecontribution, as defined by the Affordable Care Act (“ACA”) and shall purchase such coverage through the City’s Section 125 “Cafeteria Plan”. If the health flex allowance contribution is less than the cost of the medical plan, the employee shall have the opportunity to pay the difference between the health flex contributionallowance and the premium cost on a pre-tax basis through the City’s Cafeteria Plan. If the premium cost for medical coverage is less than the health flex contributionallowance, the employee shall not receive any unused health flex contribution in the form of cash or purchase additional benefits under the Cafeteria Plan. Less than full-time employees shall receive a prorated share of the City’s contribution. Effective the first paycheck in July 2024, Tthe 2021 monthly health flex contribution allowance amounts will be reset as outlined beloware: Level of Coverage 20241 Rates Employee Only $ 698644 Employee Plus One $ 1,368171 Family $ 1,779543 Effective for the 20252, 20263, and 20274 premiums, the City’s total Cafeteria Plan contribution shall be modified by an amount equal to one-half of the average percentage change for family coverage in the CalPERS health plans available in San Luis Obispo County. For example: if three plans are available and the year-to-year changes were +10%, +20%, and -6% respectively, the City’s contribution would be increased by 4% (10% + 20% + -6% ÷ 3 = 8% x 1/2). 17.2 CalPERS Health Benefit Program Page 71 of 440 Exhibit “A” 42 The City has elected to participate in the CalPERS Health Benefit program. The City shall contribute an equal amount towards the cost of medical coverage under the Public Employee’s Medical and Hospital Care Act (PEMHCA) for both active employees and retirees. The City’s contribution toward coverage under PEMHCA shall be the statutory minimum contribution amount established by CalPERS on an annual basis. The City's contribution will come out of that amount the City currently contributes to employees as part of the Cafeteria Plan provided to employees in their various MOA'sMOU's. The cost of the City's participation in CalPERS will not require the City to expend additional funds toward health insurance beyond what is already provided for in the various bargaining agreements. In summary, this cost and any increases will be borne by the employees. 17.3 Conditional Opt-Out Employees who, at initial enrollment or during the annual open enrollment period, complete an affidavit attestation form (as reasonable evidence) that they and all individuals for whom they expect to claim a personal exemption deduction (“Tax Family”) have alternative minimum essential coverage (other than coverage in the individual market and other than individual coverage through Covered California), will be allowed to receive cash-in-lieu of the health flex contribution and medical coverage through the City’s medical plans and provide proof of other minimum essential coverage for themselves and their qualified dependents (tax family) that is not qualified health plan coverage under an exchange/marketplace or an individual plan, will be allowed to waive medical coverage for themselves and their qualified dependents (tax family). The monthly conditional opt-out (Cash-in-Lieu) incentive is: Opt-Out $400559 “Legacy” Opt-Out $559 (hired prior to 1/1/2025) The conditional opt-out incentive shall be paid in Cash-in-Lieu cash (taxable income) to the employee. The employee must notify the City within 30 days of the Page 72 of 440 Exhibit “A” 43 loss of other alternative minimum essential coverage. The conditional opt-out payment shall no longer be payable, if the employee and family members cease to be enrolled in other alternative minimum essential coverage. The City must not and will not pay Cash-in-Lieu if the City knows or has reason to know that the employee or an individual in the employee’s Tax Family does not have the required alternative coverage. Employees on an unprotected (FMLA/CFRA) unpaid leave of absence will not be eligible to receive the conditional opt out payment. 17.4 Dental and Vision Insurance/Dependent Coverage Employee’s participation in the City’s dental and vision plans is optional. Employees who elect coverage shall pay the dental and/or eye vision premium by payroll deductions on a pre-tax basis through the City’s Cafeteria Plan. 17.5 Long-Term Disability Insurance (LTD) Sworn employees are covered for Long-Term Disability Insurance through the Association and are responsible for premium payments. Professional (nNon- sworn) employees continue to beare covered under the City’s Long-Term Disability Insurance Program paid for by the City. 17.6 Life Insurance and Accidental Death and Dismemberment (AD&D) Insurance Employees shall pay for Life and AD&D insurance coverage of Thirty-five Thousand Dollars ($35,000) through the City’s Cafeteria Plan. 17.7 Representation on A Medical Plan Review Committee The Association shall appoint one voting representative to serve on a Medical Plan Review Committee. In addition, the Association may appoint one non-voting representative to provide a wider range of viewpoint for discussion. A. Duties and Obligations of the Medical Plan Review Committee The duties and obligations of the Medical Plan Review Committee shall be to: Page 73 of 440 Exhibit “A” 44 1. Review and suggest changes for the City’s Cafeteria plan and the insurance plan offered under the MOAMOU. 2. Submit to the City and its employee associations recommendations on proposed changes for the City’s Cafeteria plan and the insurance plans offered under the MOUMOA. 3. Disseminate information and educate employees about the City ’s Cafeteria plan and the insurance plans offered under the MOAMOU. 4. Participate in other related assignments requested by the City and its employee associations. B. Miscellaneous 1. The actions of the Medical Plan Review Committee shall not preclude the Association and the City from meeting and conferring. 2. No recommendation of the Medical Plan Review Committee on matters within the scope of bargaining shall take effect before completion of meet and confer requirements between the City and the Association, including Resolution 6620. 3. If changes to the City’s Cafeteria plan are subject to meet and confer requirements, the City and the Association agree to meet and confer in good faith. 4. In performing its duties, the Medical Plan Review Committee may consult independent outside experts. The City shall pay any fees incurred for this consultation, provided that the City has approved the consultation and fees in advance. 17.8 Health Insurance for Unit Member Survivors The City shall maintain and pay for the existing level of health, dental , and vision benefits for one (1) year for the surviving family of an active employee who dies as a result of a job-related illness or injury. 17.9 Fitness Program Page 74 of 440 Exhibit “A” 45 To the extent the Association wishes to discuss implementation of a Fitness Program with the City during the term of this agreement, the Association will provide the City with a written proposal setting forth the specifics of the Fitness Program. Upon receipt of the Association’s request, the City will meet with the Association representatives to discuss the terms and conditions of the proposed Fitness Program. 17.10 CalPERS Medical Administrative Fee Effective as soon as administratively possible following Council Adoption, the City will begin paying the CalPERS Medical Administrative Fee. Page 75 of 440 Exhibit “A” 46 ARTICLE 18 - RETIREMENT 18.1 CalPERS Contracts A. “Classic Members First Tier” employees hired before December 6, 2012. The City agrees to provide the Public Employees' Retirement System's (CalPERS) 3% at age 50 plan to all sworn personnel and 2.7% at age 55 for all professional (non-sworn) personnel hired before December 6, 2012. The 3% at age 50 plan includes the following amendments, namely, Post Retirement Survivor Allowance, the 4th level 1959 Survivor's Benefit, military service credit, one -year final compensation, conversion of unused sick leave credit to additional retirement credit, and Pre-Retirement Optional Settlement 2 Death Benefit. The 2.7% at age 55 plan has the following amendments, the 4th level 1959 Survivor's Benefit, one- year final compensation, military service credit, conversion of unused sick leave credit to additional retirement credit, and Pre-Retirement Optional Settlement 2 Death Benefit. B. “Classic Members Second Tier” employees hired on or after December 6, 2012. Effective December 6, 2012, the City agrees to provide the Public Employee’s Retirement System’s, 2% at age 50 Full Formula for Local Safety Members using the average of the three highest years as final compensation and 2% at age 60 for all professionalnon-sworn personnel using the average of the three highest years as final compensation. The 2% at age 50 plan includes the following amendments, namely, Post Retirement Survivor Allowance, the 4th level 1959 Survivors’ Benefit, military service credit, conversion of unused sick leave credit to additional retirement credit, and Pre-Retirement Optional Settlement 2 Death Benefit. Page 76 of 440 Exhibit “A” 47 C. “New Members Third Tier” For all employees who CalPERS determines are “new members” within the meaning of the California Public Employees’ Pension Reform Act (PEPRA), the City will provide the CalPERS 2.7% at age 57 (CalPERS Safety Option Plan Two) retirement plan for sworn personnel and 2% at age 62 retirement plan for non- swornprofessional personnel, using the highest three-year average as final compensation. 18.2 Member Contributions A. “Classic Members – First and Second Tier” Effective January 1, 2000, the City discontinued paying the “classic member” sworn employees’ share of the CalPERS Contribution (9%) and the “classic member” non-swornprofessional employees’ share of the CalPERS Contribution (8%). The 9% and the 8% were added to the employees’ base salaries and reported as compensation to CalPERS. Effective December 2012 the “Classic member – second tier” sworn employees’ share of the CalPERS Contribution is 9% and the “Classic member – second tier” non-swornprofessional employees’ share of the CalPERS contribution is 7%. For purposes of this Article, employee contributions are based on salary and special compensation as defined by CalPERS. Effective the first full pay period January 2014, all sworn and non- swornprofessional employees shall contribute 3.0% of salary directed to the employers’ normal pension cost in addition to the employee contribution defined in the paragraph above. Effective the first full pay period July 2019, all sworn and non-swornprofessional personnel’s additional contribution shall increase to 4.5% in addition to the employee contribution defined in the paragraph above. Effective the first full pay period in July 2020, all sworn and non-sworn professional personnel’s additional contribution shall increase to 6.0% in addition to the employee contribution defined in the paragraph above. These additional contributions are in accordance to the provisions of AB 340 § 7522.30 and §20516 Page 77 of 440 Exhibit “A” 48 All of the employee contributions are made on a pre-tax basis as allowed under the Internal Revenue Code § 414 (h) (2). B. “New Members Third Tier” Effective on their date of hire, new members will pay 50% of the total normal cost of the member contribution, as determined by PERS. Effective the first full pay period July 2019, all sworn and professionalnon-sworn new members shall contribute 1.5% in addition to the employee paying 50% of the normal cost. Effective the first full pay period in July 2020, all sworn and non- swornprofessional new members contribution shall increase to 3%, in addition to the employee paying 50% of the normal cost. These additional contributions are in accordance to the provisions of AB 340 § 7522.30 and §20516. All of the employee contributions are made on a pre-tax basis as allowed under the Internal Revenue Code § 414 (h) (2). Page 78 of 440 Exhibit “A” 49 ARTICLE 19 - SENIORITY 19.1 Overall seniority in a specific job classification (i.e.g., Police Officer, Communications TechnicianPublic Safety Dispatcher, Field Service TechnicianPolice Community Service Officer, Evidence Technician, Police Records Clerk, etc.) will prevail as the standard. All days off, vacation, holidays, and shift selections will be determined by overall seniority in a specific job classification, in compliance with department policy. The department will continue to designate the shifts to be available, including the days off and shifts starting and stopping times. Employees will choose from those shifts designated by the department as available. 19.2 Seniority as it applies to special assignments for the officers will also not fall under this standard regardless of and be based on seniority in the special assignment. This shall include all current incumbents in specialty assignments as outlined in Article 8. Page 79 of 440 Exhibit “A” 50 ARTICLE 20 - HOLIDAYS 20.1 The following thirteen days of each year are designated holidays for non -shift employees (as defined in Appendix A): January 1 – New Year's Day Third Monday in January – Martin Luther King's Jr. BirthdDay Third Monday in February – Presidents’ Day Last Monday in May – Memorial Day July 4 – Independence Day First Monday in September – Labor Day September 9 – California Admission Day Second Monday in October – Indigenous Peoples’ Day November 11 – Veteran's Day Fourth Thursday in November – Thanksgiving Day Friday after Thanksgiving Day December 25 – Christmas Day One-half day before Christmas Day One-half day before New Year's Day 20.2 When a holiday falls on a Saturday, the preceding Friday shall be observed. When a holiday falls on a Sunday, the following Monday shall be observed. The Police Chief or designee may make the final determination as to whether the hHoliday must be worked. 20.3 Non-shift employees (Aas defined in Appendix A) receive the equivalent of 104 hours of holiday leave advanced to the employee effective the payroll period that January 1st falls withinin the first pay period in January of each year. Non-shift employees’ remaining holiday leave, not to exceed 52 hours, as of the last paycheckpay period in December will be paid to the employee at the straight time rate. Holiday leave hours shall be pro-rated when an employee is appointed or leaves employment during the calendar year. The employee’s final check will be adjusted to reflect the pro-rated hours. Page 80 of 440 Exhibit “A” 51 20.4 Each Shift employees shall earn 1044.33 hours of holiday leave semi-monthly, in lieu of fixed holidays. Such employees shall receive payment at straight time hourly rate not including any incentive pays for a portion of their earned holiday leave two (2).0 hours) each bi-weekly payroll period (52 hours). 20.5 The remainder of the Shift employee’s annual holiday leave (52 hours) shall be advanced to the employee effective the payroll period that January 1st falls withinfirst payroll period in January of each year. Such holiday leave may be taken off by the employee with the approval of the Police Chief or his designee. 20.56 Each calendar quarter, a Shift employee has the option of receiving payment for one-fourth (1/4) of their advanced holiday leave. The combination of holiday leave taken off and payment of advanced holiday time may not exceed 52 hours. Any holiday leave remaining at the end of the calendar year will be paid to the employee at the straight time rate on the last paycheck in Decemberas of December 31st of each year will be paid to the employee at the straight time rate. Holiday leave cash out includes Senior Police Officer Pay Incentive. 20.76 Annual holiday leave hours shall be prorated on a pay period basis when an employee in the bargaining unit is appointed or leaves employment during the calendar year. If an employee terminates for any reason, having taken off hours in excess of their biweekly prorated annual share, the value of the overage will be deducted from the employee’s final paycheck. Conversely, if an employee terminates for any reason, having taken off hours less than their biweekly prorated annual share, the monthly biweekly prorated amount will be cashed out on the employee’s final paycheck. Page 81 of 440 Exhibit “A” 52 ARTICLE 21 - VACATION 21.1 Each regular full-time employee in the bargaining unit shall accrue vacation leave at the following rates for completed years of service with the City. Part -time employees will accrue a prorated amount of vacation leave.Full time employees shall accrue vacation leave with pay at the rate of 96 hours per year of continuous service since the benefit date for the first five years, 120 hours per year upon completion of five years, 144 hours per year upon completion of 10 years, and 160 hours upon completion of 20 years. Years of Completed Service Annual Vacation Accrual Days* Annual Vacation Accrual Hours 0 to 4 years 12 days 96 hours 5 to 9 years 15 days 120 hours 10 to 19 years 18 days 144 hours 20+ years 20 days 160 hours *One vacation day is equivalent to eight (8) hours for a regular full-time employee in the bargaining unit. Employees will be eligible for a year-for-year prospective accelerated vacation accrual based on prior public sector experience and/or military service. For example, if an employee has ten (10) years of public sector experience prior to working for the City of San Luis Obispo, their vacation accrual will be advanced by ten (10) years. 21.2 All eEmployees may accrue a maximum of vacation time not to exceed twice their annual rate. 21.3 Vacation Cash Out All eEmployees in this unit are eligible, once annually in December, to request payment for up to 80 hours of unused vacation leave . Payment for unused Page 82 of 440 Exhibit “A” 53 vacation leave is subject to the availability of budgeted funds. Vacation cash out includes Senior Police Officer Pay Incentive. To request payment for unused vacation leave, employees must submit an irrevocable election form to Payroll in December of each year, prior to the pay period that includes January 1 of the year the cash out is to be paid, to receive payment for accrued vacation effective on the pay period that includes January 1st of the following calendar year, subject to IRS regulations. Late irrevocable election forms will not be accepted, nor can they be changed after the deadline. The remaining unused leave shall remain in the employee’s vacation accrual bank. The hours which are paid out are hours which will be accrued in following year. 21.4 Communications Technician Vacation Assignment See Article 39 - Work Schedules, Section 39.3.II for details on vacation shift sign up for Communications Technicians. 21.45 Patrol Vacation Assignment: Prior to or on November 1stOctober 15th of each year, one Master Vacation Schedule shall be posted for signup for the following calendar year. The Master Vacation Calendar will close two weeks prior to the start of the winter rotation and will cover winter, summer, and fall rotationslater. A second pass of the Master Vacation Calendar shall be posted on November 1st and will close two weeks later. All master vacation granted shall be posted to the schedule prior to the start of the winter rotation and will cover winter, summer and fall rotations.. Time offVacation time for patrol officers shall be given based on seniority as follows: Watch Includes Day Watch Patrol Team 1/2 Day Watch Specialty Traffic, CAT, Day Metro Night Watch Patrol Team 3/4 & Night Metro Page 83 of 440 Exhibit “A” 54 Night Watch Swings Team 5 A. The Master Annual Vacation Schedule shall provide the following: Day Watch – A maximum of two Officers from each Day Watch Patrol team and a maximum of two Officers from Day Watch Specialty shall be granted priority vacation for the following year. If the total number of Day Watch Specialty Officers is 5 or less due to a staffing shortage (positions are frozen, unfilled, or sent back to Patrol), only one Day Watch Specialty Officer will be granted priority vacation for the following year. Night Watch – A maximum of two Officers from each Night Watch Patrol team (Night Watch Metro is included in Team 3/4) and a maximum of one Officer from Night Watch Swings shall be granted priority vacation for the following year. If less than two Night Watch Patrol Officers request priority vacation on a given date, a second Officer from Night Watch Swings shall be granted priority vacation on that date. Annual Vacation Signup – At the conclusion of the shift bidding process, Officers will be contacted in order of seniority by the Watch commander to select a maximum of 200 hours of first-pass Annual Vacation Time for the following calendar year. At the conclusion of the first-pass, Officers will be contacted in order of seniority by the Watch commander to select a maximum of 200 hours of second-pass Annual Vacation Time for the following calendar year. Under no circumstance will an annual vacation leave request of a senior officer on the second pass supersede an annual vacation request of a junior officer on the first pass. The Department, under normal circumstances, dependent upon staffing level needs, may accommodate additional Officer use of accrued leave. Accrued leave includes compensatory time, vacation leave and/or holiday leave. The Page 84 of 440 Exhibit “A” 55 department shall make every effort to grant such requests subject to operational staffing needs and such requests shall not be unreasonably denied. 21.5 Public Safety Dispatcher Vacation Signup: Vacation time for dispatchers shall be given based on seniority as follows: Watch Includes Day Watch Day dispatchers & Day relief Night Watch Night dispatchers & Night relief A. The Annual Vacation Schedule shall provide the following: Day Watch – A maximum of one dispatcher from Day Watch shall be granted priority vacation for the following year. Night Watch – A maximum of one dispatcher from Night Watch shall be granted priority vacation for the following year. A. Annual Vacation Signup – At the conclusion of the shift bidding process, dispatchers will be contacted in order of seniority by the Communications Lieutenant to select first-pass Annual Vacation time for the following calendar year. The maximum number of hours selected shall not exceed the annual vacation accrual for the employee. At the conclusion of the first-pass, dispatchers will be contacted in order of seniority by the Communications Lieutenant to select a maximum of 200 hours of second-pass Annual Vacation Time for the following calendar year. Under no circumstance will a n annual vacation leave request of a senior dispatcher on the second pass supersede a annual vacation request of a junior dispatcher on the first pass. The Department, under normal circumstances, dependent upon staffing level needs, may accommodate additional dispatcher use of accrued leave. Accrued leave includes compensatory time, vacation leave, and/or holiday leave. The Page 85 of 440 Exhibit “A” 56 department shall make every effort to grant such requests subject to operational staffing needs and such requests shall not be unreasonably denied. B. The Communications Lieutenant shall approve leave time by seniority for the coming year and post same on the electronic schedule by the start of the winter rotation. C. Employees generally will not be allowed to work more than two consecutive shift assignments without rotation to an alternate shift. The Communications Lieutenant may consider requests to work more than two consecutive rotations for hardship and educational purposes. In no case will a senior employee be adjusted from shift preference without their consent to mitigate requested hardship or educational requests. a. Any request for a change or deviation between employees (i.e. shift rotation trade) must be submitted in memo form signed by both affected employees within one week of posting the tentative schedule. Requests will be forwarded through the chain-of-command for a final decision by the Bureau Commander or designee. If approved, affected employees will also trade seniority for selection of days off. For scheduling purposes, the shift change will affect only the two employees involved. Affected employees will receive credit for the shift they signed up for. Page 86 of 440 Exhibit “A” 57 ARTICLE 22 - SICK LEAVE 22.1 Sick leave is governed by Section 2.36.420 of the Municipal Code. 22.2 Upon retirement, the employee may choose: 1) a payout4 of the employee’s accumulated sick leave balance based on years of service according to the following schedule, 2) to convert a portion or all of the employee’s sick leave balance to service credit in accordance with CalPERS regulations, or, 3) a combination of these two options. Upon termination by death of the employee , a percentage of the dollar value of the employee’s accumulated sick leave will be paid to the designated beneficiaries according to the following schedule: A. Death unrelated to the job – 50% B. Retirement and actual commencement of CalPERS benefits: • After twenty years of continuous employment – 20% • After twenty-five years of continuous employment – 25% • After thirty years of continuous employment – 30% C. Job-related death or job-related disability retirement and actual commencement of CalPERS benefits – 75% with maximum of 1,000 hours payoff. D. Sick leave cannot be used to postpone the effective date of an industrial disability retirement. This provision is intended to reiterate past practice and to exercise the employer’s rights under Government Code, Section 21163. E. Employee use of sick leave shall be deemed confidential and not subject to reporting in monthly or annual personnel evaluations without proof of abuse. 4 Sick leave cash out includes Senior Police Officer Pay Incentive. Page 87 of 440 Exhibit “A” 58 ARTICLE 23 - FAMILY LEAVE 23.1 An employee may take up to 48 hours of sick leave per calendar year if required to be away from the job to personally care for a member of their family. 23.2 An employee may take up to 56 hours of sick leave per calendar year if the family member is part of the employee's household and is hospitalized. The employee shall submit written verification of such hospitalization. 23.3 “Family member” is defined as: 1) A child, which for purposes of this article means a biological, adopted, or foster child, stepchild, legal ward, or a child to whom the employee stands in loco parentis. This definition of a child is applicable regardless of age or dependency status. 2) A biological, adoptive, or foster parent, stepparent, or legal guardian of an employee or the employee’s spouse or registered domestic partner, or a person who stood in loco parentis when the employee was a minor child. 3) A spouse. 4) A registered domestic partner. 5) A grandparent. 6) A grandchild. 7) A sibling, stepbrother, or stepsister. 8) Any other relative living in the same household. 9) Or any other relative as defined by Labor Code 233 and/or Assembly Bill 1522. 23.4 The amounts shown above are annual maximums, not maximums per qualifying family member. 23.5 In conjunction with existing leave benefits, unit members with one year of City service who have worked at least 1,250 hours in the last year may be eligible for up to 12 weeks of Family/Medical lLeave within any 12-month period. If eligible for Family/Member Medical Leave, employees must use all available sick, Page 88 of 440 Exhibit “A” 59 vacation, compensatory time off, and holiday prior to receiving unpaid Family/Medical Leave. Further details on Family/Medical Leave are available in the City’s Family and Medical Leave Policy. Page 89 of 440 Exhibit “A” 60 ARTICLE 24 - BEREAVEMENT LEAVE At each employee's option, sick leave may be used for absence from duty due to the death of a member of the employee's immediate family, meaning spouse, child, brother, sister, parent, parent-in-law, step-parent, step-brother, step-sister, grandparent, grandchild, or any other relative living in the same household, provided such leave as defined in this Article shall not exceed 40 hours for each incident. The employee may be required to submit proof of relative's death before being granted sick leave pay. False information given concerning the death or relationship shall be cause for discharge. Page 90 of 440 Exhibit “A” 61 ARTICLE 25 - CATASTROPHIC LEAVE Employee’s may be eligible to receive and/or donate accrued paid time off in accordance with the provisions in the City’s Catastrophic Leave Policy. Page 91 of 440 Exhibit “A” 62 ARTICLE 26 - WORKERS' COMPENSATION LEAVE Any employee who is absent from duty because of on-the-job injury in accordance with State Workers' Compensation law and is not eligible for disability payments under Labor Code Section 4850 shall be paid the difference between their base salary and the amount provided by Workers' Compensation law during the first 90 business days of such disability absence. If an employee is eligible for Total Temporary Disability benefits after exhausting 4850 or salary continuation as defined in the paragraph above, the emp loyee will receive such payment directly from the City’s workers’ compensation administrator and shall be able to supplement with all accrued leave. Page 92 of 440 Exhibit “A” 63 ARTICLE 27 -– JURY DUTY AND MILITARY LEAVES 27.1 JURY DUTY Any regular or probationary City employee, when duly called to serve on any jury, and when not excluded there from, or when subpoenaed to appear as a witness at any trial, shall be compensated for the time required to be spent under the jurisdiction of the court by an amount equal to the difference between the pay they received as a juror and their regular daily rate received from the City. The difference between the time required to be spent on jury duty and the normal workday of the employee shall be spent performing the employee’s regular job assignments unless the department head, upon approval of the Director of Human Resources, determines this not to be practical. Non-swornProfessional employees assigned to night shift and called to serve on a jury or subpoenaed to appear as a witness at any trial, may request the supervisor to flex their schedule within the work period to accommodate the required jury duty. In the event the supervisor is unable to flex the work schedule and the employee is required to report to jury duty on the same day they are scheduled to work, they will report the number of hours spent on jury duty to the supervisor and will be allowed to begin their shift an equal number of hours later. In this case, the employee will be compensated for the time required to be spent under the jurisdiction of the court by an amount equ al to the difference between the pay they received as juror/witness and their regular daily rate received from the City. 27.2 MILITARY LEAVE Any line-item employee shall receive normal salary and fringe benefits during the first thirty days of any period of temporary military leave. Such compensation shall not exceed thirty calendar days in any one fiscal year. Any temporary military leave in excess of thirty days in one fiscal year shall be taken as vacation leave or leave of absence without pay. Page 93 of 440 Exhibit “A” 64 ARTICLE 28 -– GENERAL PROVISIONS 28.1 Payday Paychecks will be disbursed on a bi-weekly schedule. Payday will be every other Thursday. This disbursement schedule is predicated upon normal working conditions and is subject to adjustment for cause beyond the City’s control. 28.2 Salary Survey Agencies For the purposes of external comparisons, the agencies to be used for review of compensation shall be: • Gilroy • Monterey • Napa • Petaluma • Pleasanton • Salinas • Santa Barbara • Santa Cruz • Santa Maria Parties agree that this survey shall be based on total compensation and shall only be one of the considerations used to determine compensation. Page 94 of 440 Exhibit “A” 65 ARTICLE 29 -– RESIDENCY AND TELEPHONE REQUIREMENTS An officer’s place of residence shall be within a one and one-half (1 ½) hour driving radius from the San Luis Obispo Police Department. An employee is required to have a telephone number on file with the department so that they can be reached if necessary. Employees are expected to return phone calls within a reasonable amount of time to ensure department staffing needs and emergency staff ing situations are met. The department recognizes that employees may miss a call or message from time to time, but this section is intended to prevent the practice of not answering a phone call or returning a phone call after a message within a reasonable amount of time on a consistent basis. Page 95 of 440 Exhibit “A” 66 ARTICLE 30 -– PROMOTIONAL POLICY Promotions from Police Officer to Police Sergeant shall be subject to the following: A. Job Announcement. When the Police Department notifies the Department of Human Resources of a Police Sergeant vacancy or anticipated position vacancy, the Department of Human Resources will publish a job announcement. The job announcement will identify the selection procedure, which includes the application process, test components with their weights expressed as a percentage of the total score, and tentative dates of the testing schedule. Whenever available, the City will identify study materials at least 60 30 days in advance of a test. A. B. Application Process. A completed City application must be received in the Department of Human Resources by the filing deadline. Candidates who meet minimum qualifications will be invited to move forward in the process. C. Testing Components. A. Written Test: The written test will count as 2530% of the final score. 1. A standardized written test with performance category questions to include department policies and procedure, state law, applicable case law and basic supervisory techniques. If available, the City will provide a list of suggested study materials. The written test will be prepared by an outside third party that specializes in preparing such type exams. 2. A score of 7065% or better on the written test will enable a candidate to proceed in the testing process. A score below 7065% will disqualify a candidate from further consideration; however, the candidate has the opportunity to continue participating in the rest of the testing process without being placed on the eligibility list. 3. All candidates, within seven business days of the test date, will have the an opportunityright to review with a representative from the Department of Page 96 of 440 Exhibit “A” 67 Human Resources their own written test results so that the candidate may have the opportunity to improve in the future. 4. The Police Chief or their designee will review the test before it is given to ensure that the exam contains material relevant to a supervisory position in San Luis Obispo. B. Assessment Center will count as 750% of the final score. 1. The Assessment Center may consist of 2 or more exercises. One of these exercises will be a traditional oral board interview. Other exercises may include a situational role-playing scenario, oral resume, simulation exercises; and a supplemental questionnaire to assess written communication, critical thinking, problem solving and leadership skills, or other testing instruments as determined by the Human Resource Director of Human Resources in consultation with the Police Chief. The Human Resources Director of Human Resources shall determine the weight of each Assessment Center activity. In no case shall the oral interview count less than 70% of the total Assessment Center score. 2. The panel of evaluators will consist of the following: at least three external members consisting of two (2) law enforcement members and one (1) non- law enforcement member and as many City employees as deemed appropriate by the Director of Human Resources in consultation with the Chief of Police Chief. C. Chief of Police Chief Review: 1. Sworn SLOPD Police Staff Officers’ Association members and Unrepresented Managers in the Police Department will be required to complete a Staff evaluation form for each candidate. Staff evaluation form will consist of five categories for each candidate. The categories will be created by the Police Chief (or designated representative) in consultation with the Director of Human Resources. Page 97 of 440 Exhibit “A” 68 2. There will be four possible scores for each category on the evaluation form. The last section of the evaluation form will allow for comments on the following two topics: “Candidates Strengths” and “Candidates Weakness(es).”. Staff evaluation forms are not weighted and are advisory to the Chief of Police Chief. 3. Subject to the approval of the Police Chief, if a supervisor feels they areis unable to conduct an impartial evaluation due to unfamiliarity with a given applicant, they may opt not to evaluate the candidate but will be required to document the lack of familiarity on the evaluation form. 4. Sworn and Professional Association members Full-time personnel of the same or lessor rank and non-management department staff will have the opportunity to participate in the evaluation process on a voluntary basis. Peer evaluation forms will be the same format as the Staff evaluation forms. The preparer of the peer evaluation form will be anonymous. Peer evaluation forms are not weighted and are advisory to the Police Chief. 5. The Police Chief will meet with all department supervisors who are capable of attending the monthly staff meeting to discuss candidates. All supervisors in attendance will be allowed to provide input about each candidate. 6. The Chief shall review the candidate’s personnel files, the completed Staff evaluation forms, Peer evaluations forms, and take into consideration comments provided at the Staff meeting prior to making an appointment. D. Final Selection. A. Upon completion of the testing process, the Department of Human Resources shall tabulate the scores. B. Candidates will be ranked by total score. Candidates scoring below 70% will be ranked unqualified and not placed on the eligibility list. Each candidate will be individually given their score in writing. Candidates who are ranked 1 through 3 (plus one for each additional vacancy if there is more than one vacant position) will Page 98 of 440 Exhibit “A” 69 be considered equally qualified for promotion and eligible for appointment by the Police Chief. C. Final selection by the Police Chief will be in accordance with the City’s Personnel Rules and Regulations. The Police Chief will conduct a final selection interview with the top three candidates (plus one for each additional vacancy over one). D. The eligibility list shall be valid for one year unless extended , in accordance with the City’s Personnel Rules and Regulations. The timing of establishing a new eligibility list will be subject to the department’s goal of maintaining a current eligibility list at all times in order to fill projected vacancies. Page 99 of 440 Exhibit “A” 70 ARTICLE 31 - PERFORMANCE EVALUATIONS 31.1 All regular full-time employees shall receive an annual written performance evaluation from their supervisor within thirty (30) days of the employee’s anniversary date, absent exceptional circumstances. All regular full-time employees shall also receive rotational written performance feedback from their supervisor, except for those employees that do not rotate supervisors (e.g. Records Clerks) or employees on special assignments (e.g. DT bikes, CAT). 31.2 The performance evaluation scale for individual performance factors consists of the following three four (4) categories: Exceeds Performance Standards, Meets Performance Standards, Needs Improvement, and Below Performance Standards. The performance evaluation scale for the overall rating consists of the following three (3) categories: Exceeds Performance Standards, Meets Performance Standards, and Below Performance Standards. For purposes of uniformity in the performance evaluation process, the following definitions are provided: Exceeds Performance Standards: Results show achievements which are valuable to the organization and are beyond the principal job objectives. Such performance exceeds what is reasonably expected of an individual in this job classification who is fully performing the position responsibilities. Meets Performance Standards: Results show principal job responsibilities are fully performed as expected from a well-trained and motivated individual. Needs Improvement: Results show principal job responsibilities are partially performed as expected, or performed as expected inconsistently throughout the yearevaluation period, with areas of improvement clearly identified. Below Performance Standards: The individual does not meet position responsibilities as expected based on job complexity and/or length of tenure in the position. Page 100 of 440 Exhibit “A” 71 31.34 All nNew appointments to positions in the bargaining unit shall be subject to a probationary period of one year for the appointed position. Employees on training shall receive daily observation and end-of-phase reports in lieu of and not quarterly evaluations. End-of-phase reports will be included in an employee's personnel file. Upon training completion, all probationary employees shall receive quarterly written performance evaluations from their supervisor. The completion of quarterly evaluations will be based on the employee’s effective start date in their role and shall be completed within thirty (30) days of the end of each quarterly evaluation period. 31.4 Police Cadets do not receive written performance evaluations from the City , as they are evaluated by the Academy in which they are enrolled. When a Police Cadet is promoted to a Police Officer, the employee will be subject to a one-year probationary period for the employee does not restart, rather it continues for one (1) year from when the employee was appointed as a Police Cadet. All regular full-time employees shall receive their annual step increase after completion of the annual written performance evaluation indicating an overall rating of at least “Meets Performance Standards”. If eligible, the step increase will be effective on the first day of the payroll period within which the employee’s anniversary or promotional date occurs. Police Cadets do not receive written performance evaluations from the City as they are evaluated by the Academy in which they are enrolled. 31.54 Employees shall have the right to review their personnel file or authorize, in writing, review by their representative. No adverse material will be placed in an employee’s personnel file without prior notice and a copy given to the employee. An employee shall have 30 days within which to file a written response to any evaluation and/or Page 101 of 440 Exhibit “A” 72 adverse comment entered in their personnel file. Such written response shall be attached to, and shall accompany, the adverse comment. Page 102 of 440 Exhibit “A” 73 ARTICLE 32 - GRIEVANCE PROCEDURE 32.1 A grievance is defined as an alleged violation, misinterpretation , or misapplication of the Employer-Employee Resolution, the Personnel Rules and Regulations, this MOA MOU, or any existing written policy or procedure relating to wages, hours, or other terms and conditions of employment excluding disciplinary matters. A grievance filed by an individual employee should be clearly identified as a formal grievance. This will be accomplished through the use of a formal grievance form (See Appendix B). 32.2 Any employee may file and process a grievance by providing the time, place , and circumstances of the action prompting the grievance. A formal grievance should be filed only after the employee has attempted to resolve the disagreement with their immediate supervisor. As a courtesy, the employee should advise their supervisor of any intention to file a formal grievance. This action must take place within 15 business days of the occurrence of the grievance. Employees may be accompanied by a representative at each step of the process. If a specific action to be grieved affects several employees, those employees may consolidate their grievances and be represented. 32.3 Each grievance shall be handled in the following manner: A. The employee who is dissatisfied with the response of the immediate supervisor should discuss the grievance with the supervisor’s immediate superior. If the matter can be resolved at that level to the satisfaction of the employee, the grievance shall be considered terminated. B. If still dissatisfied, the employee may immediately submit the grievance in writing to the Police Chief for consideration, stating the facts on which it was based, including the provision of the rules, regulations, agreement, or written policy said to be violated, and the proposed remedy. This action must take place within fifteen business days of the occurrence of the grievance. Page 103 of 440 Exhibit “A” 74 32.4 After consideration of a formal grievance, which could include consultation and/or further discussion, the Police Chief, within 15 business days of the filing of the formal grievance, will provide a written response to the employee representatives advising of their decision. If the employee accepts the Police Chief’s decision, the grievance shall be considered terminated. 32.5 If the employee is dissatisfied with the Police Chief’s decision, the employee may immediately submit the grievance in writing to the Human Resources Director of Human Resources within five business days of receiving the Police Chief’s decision. The Human Resources Director of Human Resources shall confer with the employee and the Police Chief and any other interested parties and shall conduct such other investigations as may be advisable. 32.6 The results or findings of such conferences and investigations shall be submitted to the City Manager in writing within fifteen business days of receiving the employee’s written request. The City Manager will meet with the employee, if the employee so desires, before rendering a decision with respect to the complaint. The City Manager’s decision shall be in writing and given to the employee within fifteen business days of receiving the Human Resources Director’s of Human Resources’ results and findings. Such decision shall be final unless the employee requests an appeal of the decision. 32.7 Hearing Officer – A grievance is appealable, following several preliminary steps, to a Hearing Officer whose decision shall be final and binding: A. The employee will have five business days following receipt of the City Manager’s decision to submit a written request to the Human Resources Director of Human Resources for review of the decision. The Human Resources Director of Human Resources will obtain a list of five potential hearing officers from the State Mediation and Conciliation Service . Then Page 104 of 440 Exhibit “A” 75 following a random determination of which party (City or appellant) begins, parties shall alternately strike one name from the list until only one remains. B. Within thirty business days the hearing officer shall review the record and conduct a hearing on the matter. Within ten business days the hearing officer shall render a decision, which shall be final and binding. C. Any dispute regarding the eligibility of an issue for the grievance process may be appealed through the process ultimately to the Hearing Officer who shall decide on the eligibility prior to ruling on the merits. D. Any fees or expenses of the Hearing Officer shall be payable one -half by the City and one-half by the appellant. 32.8 Provided that implementation processes are correctly followed, amending the Employer-Employee Resolution or the Personnel Rules and Regulations or creating new or amended written policies or procedures may not be grieved but shall first be subject to notice and consultation or meeting and conferring with the Association as provided in the Employer–Employee Relations Resolution, MOA MOU Article 36 “Notice to the Association”, and/or by State Law. 32.9 Disciplinary matters are excluded in Section 32.1. The rules governing disciplinary matters for employees covered by this MOA MOU are contained in Sections 2.36.320 through 2.36.350 of the Personnel Rules and Regulations of the City of San Luis Obispo. Page 105 of 440 Exhibit “A” 76 ARTICLE 33 - LAYOFFS 33.1 Layoffs shall be governed by job performance and seniority in service within the department and job classification. For the purpose of implementing this provision, job performance categories shall be defined as follows: Category I: Performance that is Unacceptable or Improvement NeededNeeds Improvement or Below Performance Standards. Performance defined by this category is evidenced by the employee's two most recent performance evaluations with an overall rating that falls within the lowest two categories of the performance appraisal report. Category II: Performance that Meets Performance Standards, or Exceeds Performance Standards, or is Outstanding. Performance defined by this category is evidenced by an employee's two most recent performance evaluations with an overall rating that falls within the top three two performance categories of the performance appraisal. 33.2 A regular employee being laid off shall be that employee with the least seniority in the particular job classification concerned who is in the lowest job performance category. Employees in Category I with the lowest seniority will be laid off first, followed by employees in Category II. Should the two performance evaluations contain overall ratings that are in the two different Categories as defined above, the third most recent evaluation overall rating shall be used to determine which performance category the City shall use in determining order of layoffs. 33.3 The parties agree that employees who are laid off pursuant to this Article shall have reemployment rights prior to the employment of individuals on an open or Page 106 of 440 Exhibit “A” 77 promotion list. The employee to be rehired must, at the time of rehire, meet the minimum qualifications as stated in the appropriate class specifications. Employees will be rehired on the basis of last out, first in. Page 107 of 440 Exhibit “A” 78 ARTICLE 34 - WORK ACTIONS 34.1 The City and the Union understand and agree that participation by members of the bargaining unit in a strike or a concerted work stoppage presents an imminent threat to public health or safety and is therefore unlawful. The City and the Union further understand and agree that the Union will not in any way encourage or support members of the bargaining unit to hinder, delay, interfere with, nor coerce employees of the City to hinder, delay, or interfere with, the peaceful performance of City services by strike, concerted work stoppage, cessation of work, slow-down, sit-down, stay-away, or unlawful picketing. The City and the Union further understand and agree that members of the bargaining unit will not be locked out or prevented by management officials from performing their assigned duties when such employees are willing to perform such duties in the customary manner and at a reasonable level of efficiency. Page 108 of 440 Exhibit “A” 79 ARTICLE 35 - COMMUNICATION PROCESS 35.1 Conferences There will be meetings as needed between the Chief of Police Chief,and management member(s), and at least two Association representatives to discuss problems or other subjects of mutual interest. Minutes of the meeting will be maintained to reflect topics discussed, actions to be taken, the party responsible for any action, and the expected completion date. 35.2 Quarterly Meetings Two to four representatives of the Association, the City Manager (or designee), Chief of Police Chief (or designee), and management representative(s) designated by the City will meet quarterly if there are issues of concern to the parties. No issues will be brought to this quarterly meeting without first having been discussed with the Chief of Police Chief at a previous conference. Page 109 of 440 Exhibit “A” 80 ARTICLE 36 - NOTICE TO THE ASSOCIATION Prior to making changes directly and primarily relating to matters within the scope of representation, the City shall give the Association advance notice and the opportunity to meet and confer with City representatives prior to making the change(s). Page 110 of 440 Exhibit “A” 81 ARTICLE 37 - EQUIPMENT A. The City agrees to provide each sworn employee of the Association a n accumold AccuMold basket weave duty gun belt as their primary duty gun belt. Upon request, the City also agrees to provide each sworn employee of the Association a smooth nylon utility belt and related accessories. The smooth nylon utility belt will only be worn as directed by the Chief of Police Chief. The nylon basket weave duty gun belt and nylon smooth utility belt will become the property of the employee and the employee agrees to maintain these pieces of equipment. The AccuMold accumold utility belt will consist of a belt, handcuff case, chemical spray holder, chemical spray, baton holder (to fit the baton carried by the employee), taser holster (to fit the taser used by the department), magazine case (to fit the magazines carried by the employee), holster (to fit the weapon carried by the employee), radio holder (to fit the radio carried by the employee), and four belt keepers. Any other accessories will be the responsibility of the employee. B. All appropriate classifications shall be issued A-Level IIIA Ballistic Helmet with riot face shield fixed. C. All appropriate classifications shall be issued a chemical protective breathing mask fitted with belt mounted carrying bag. All protective masks shall be in compliance with Cal/OSHA minimum standards including employee training. D. Non-swornProfessional employees not subject to assignments necessitating helmets/chemical masks will not have them issued. E. All appropriate classifications shall be issued a Stream Light model SL–20 or technologically similar rechargeable flashlight with 12V/120V charging systems. F. All sworn classifications shall receive a pPatrol rifle fitted with a sling and stock mounted weapon light. G. Each marked police unit assigned to sworn unit members shall be equipped with a 40mm Less Lethal Kinetic Energy Impact Munition Launcher fitted with a sling. Page 111 of 440 Exhibit “A” 82 Notwithstanding the above, the City retains the right to select the specific equipment necessary to fulfill its obligation to provide necessary and appropriate safety equipment. H. All department owned firearms and personally owned primary duty firearms are to be subject to annual inspection by a certified department armorer or independent Gun Smith. The certified department armorer or independent Gun Smith shall provide an inspection report for each firearm inspected. Firearms with noted defects, wear and tear, or questionable serviceability shall be replaced and not returned to service. Notwithstanding the above, the City retains the right to select the specific equipment necessary to fulfill its obligation to provide necessary and appropriate safety equipment. Page 112 of 440 Exhibit “A” 83 ARTICLE 38 - TEMPORARY MODIFIED DUTY The City and the Association have met and conferred on a modified duty/return to work policy, which is established by mutual agreement as Police Department Lexipol Policy #1052. Page 113 of 440 Exhibit “A” 84 ARTICLE 39 - WORK SCHEDULES 39.1 PATROL 3/12 WORK PLANSCHEDULE A. In an effort to improve scheduling, the Chief of Police Chief implemented a 3/12 Work Hour PlanSchedule. B. The basic work pattern for sworn officers on patrol shall be three 12 -hour days each week, plus assigned pay back. Swing shift officers shall be assigned to work a 4/10 shift. Employees will normally be assigned to work 160 hours in a 28-day work cycle. In addition, employees who attend shall be compensated for briefing time. C. If an employee does not work the full 160 hours in a 28-day work cycle, the City shall deduct the unworked hours from an employee’s accrued holiday or vacation balances, unless the unworked hours result for reasons of excused paid absence or because the City did not assign a pay-back shift. 39.2 POLICE OFFICERS SHIFT ADJUSTMENT Management and the POA Association reaffirm that scheduling is a management responsibility. However, in the matter of shift adjustment policies, it is agreed that the following guidelines will be followed: A. In any situation necessitating a shift adjustment, volunteers will first be sought. B. Shift adjustments will not be for more than two hours. C. Shift adjustments for special units or assignments are not covered by this guideline and remain the discretion of the Unit Supervisor or Bureau Commander. D. Whenever volunteers cannot be located, Police Officers assigned will be chosen sequentially by reverse seniority. E. Generally, no more than two Police Officers per shift should be ordered to adjust unless a specific event necessitates it. Page 114 of 440 Exhibit “A” 85 F. At least 14 days’ notice will normally be given, but in no event will less than seven days’ notice be given, for an ordered shift adjustment. G. An Police Officer authorized to shift adjust will not suffer loss of briefing pay or other normal benefit. H. Police Officers will be given at least ten hours between shifts for ordered non - emergency shift adjustments. I. Shift adjustments will not be ordered to deal with court or shift continuation unless it is necessary to iensure the Police Officer has adequate rest. If court or another assignment prevents an Police Officer from getting proper rest between shifts, the Police Officer and the Watch Commander may arrange a shift adjustment to meet this need. With approval, the Police Officer could opt to use adjusted court time towards normal work hours instead of overtime, or to adjust shift start time up to four hours. In cases where the Watch Commander determines an adjustment is warranted but does not have sufficient manpower, they are authorized to bring in a replacement (on O/T) for up to four hours. J. Shift adjustments will not be limited by day or time except as articulated above. K. It is noted that either party may reopen these issues at the time of contract renewal. 39.3 POLICE ANNUAL SHIFT SIGN UP B. This section applies to bargaining unit employees working on a shift schedule as outlined in Appendix A. C. For purposes of this Article, “responsible supervisor” refers to the supervisory employee responsible for completing the shift selection schedule. For Police Officers and Police Community Service Officers, this is the Watch Commander; for Public Safety Dispatchers, this is the Communications Lieutenant. D. The Watch Commanderresponsible supervisor will complete the annual shift selection schedule by October 1st each year for the following year. The Page 115 of 440 Exhibit “A” 86 responsible supervisor Watch Commander will notify employees in the relevant classification all oPolice Officers a minimum of seven (7) days in advance of the day shift bid will occur, and a one-hour time-slot the officer is allotted to receive the phone call and make their shift selections for the following year. E. Employees will sign up by seniority for their choice of shifts and, payback hours, and master vacation leave hours for each of the three annual rotations. Shift selection and master vacation leave will be granted by seniority. (See Article 21.5 for vacation schedulingOfficer leave signup) F. Employees shall have one hour from receipt of the phone call to make their selection for work shifts for each rotation of the following year. G. Police Officers will not be allowed to work more than two consecutive shift assignments (team) without rotation to an alternate shift (team) in the same calendar year. 39.43 COMMUNICATIONS TECHNICIANPUBLIC SAFETY DISPATCHER 3/12 WORK SCHEDULE I. Public Safety Dispatcher wSHIFT ASSIGNMENTS: A. Work shift assignments will consist of Day Watch and Day Watch relief, 0700 hours-1900 hours, Night Watch and Night Watch relief, 1900 hours-0700 hours (with the exception of shift adjustments as defined in Section VI). B. Public Safety Dispatcher’s The work schedule is defined as eighty (80) hours during a fourteen (14) day schedule. The eighty-hour work period shall consist of a total of six (6) twelve (12) hour shifts with one eight (8) hour payback shift. Days off shall be in conjunction with the employee ’s work schedule and not split unless there is consent by the employee. Example: Week one, M, T, W, week two, M, T, W, TH (8 Hour Payback.) C. Paybacks shall be scheduled for eight (8) hours during the employee’s normal work hours in conjunction with workdays by seniority. Page 116 of 440 Exhibit “A” 87 D. An alternative 7-day FLSA workweek shall be defined for each dispatcher assigned to a 3/12 work schedule in order to align the FLSA workweek with the work schedule and avoid regularly scheduled hours being counted as FLSA overtime. Once established, the FLSA work schedule shall not be changed on a frequent or routine basis, but shall remain indefinitely for as long as the employee has the same shift assignment. D.E. Every employee shall sign up for a relief shift before another employee is assigned to work a second relief shift. 1. The day watch relief will be assigned to cover absences for Communications TechniciansPublic Safety Dispatchers on day watch and the night watch relief will be assigned to cover absences for Communications TechniciansPublic Safety Dispatchers on night watch. Relief will only be assigned to cover the opposite shift by seniority (e.g. day covers for night) when staffing vacancies exist or when necessitated by special events or circumstances (e.g. Mardi Gras). Permanent and temporary shift vacancies may be staffed by reassignment of the relief shift with seven (7) days prior notice or by voluntary agreement. 2. Relief will not be scheduled to work a shift in the middle of days off. Example: Week one, M, T, W, off, F, off, off. 3. Relief will have at least two (2) days off in between work weeks. Example: M, T, W, TH, off, off, S, M, T. 4. Communications TechniciansPublic Safety Dispatchers assigned to relief dispatch work schedules shall be compensated for hardship duties by receiving five (5%) percent additional salary while assigned. SHIFT SIGN UP: A. The Communications Manager Lieutenant will post complete the annual shift and leave sign upselection schedule by September October 15th 1st of each year for the following year. The Communications Lieutenant will notify all Page 117 of 440 Exhibit “A” 88 dispatchers a minimum of 7 days in advance of the day shift bid will occur, and a one-hour time-slot the dispatcher is allotted to receive the phone call and make their shift selections for the following year.Communication Technicians sign up for shift selection, selected days off, vacation, compensatory time off (CTO) and holiday time. B. Employees will sign up by seniority for their choice of shifts , payback hours, and master vacation leave hours for each of the three annual rotations. Shift selection will be granted by seniority, including relief shift. C. Employees shall have three days (72 hrs)one hour from the date of receipt of the phone call the schedule to make their selection for work shifts, days off and annual vacation accrual. Employees are entitled to sign up for the total of their annual accrual of vacation time utilizing coding “V". for each rotation of the following year. Communications Technicians will sign-up for “V” days with the expectation that the center is fully staffed and the relief from that watch is available to cover. Communication Technicians may not sign up for vacation time during the initial sign -up if it will incur overtime. First draft vacation requests shall be approved with mandatory overtime in the event of unit vacancies after the master schedule is completed. MASTER VACATION SIGNUP: Prior to or on October 15th, one Master Vacation Schedule shall be posted for signup for the following calendar year. The Master Vacation Calendar will close two weeks later and will cover winter, summer, and fall rotations. A second pass of the Master Vacation Calendar shall be posted on November 1st and will close two weeks later. All master vacation granted shall be posted to the schedule prior to the start of the winter rotation and will cover winter, summer and fall rotations.. Time off shall be given based on seniority as follows: Watch Includes Day Watch Day dispatchers & Day relief Night Watch Night dispatchers & Night relief Page 118 of 440 Exhibit “A” 89 The Master Vacation Schedule shall provide the following: Day Watch – A maximum of one dispatcher from Day Watch shall be granted priority vacation for the following year. Night Watch – A maximum of one dispatcher from Night Watch shall be granted priority vacation for the following year. When the shift signup has been completed, dispatchers will signup for a maximum of three weeks (120 hours) of master vacation leave by seniority on the master vacation calendar. After all dispatchers have had the opportunity to signup for their first-pass maximum, dispatchers will be permitted to signup for a maximum of two additional weeks (80 hours) of master vacation leave by seniority. Under no circumstance will a master vacation leave request of a senior dispatcher on the second pass supersede a master vacation request of a junior dispatcher on the first pass. The Department, under normal circumstances, dependent upon staffing level needs, may accommodate additional dispatcher use of accrued leave. Accrued leave includes compensatory time, vacation leave and/or holiday leave. The department shall make every effort to grant such requests subject to operational staffing needs and such requests shall not be unreasonably denied. Once all unit employees have had the opportunity to sign up for their maximum accrual of vacation time, they shall be entitled to again sign up by seniority for all accrued compensatory time off (CTO), holiday hours and previously unselected leave time the y will have accumulated by the date requested. Compensatory time off shall be coded “CTO", holiday leave and all other previously unselected leave time shall be coded “H". Second draft CTO, holiday and previously unselected leave time may be granted and overtime considered for unit vacancies. Overtime will be posted to accommodate such leave requests. Should the overtime remain unfilled, the requested leave time shall be cancelled. In the event that scheduled CTO time is cancelled, the affected employee shall be paid for the CTO hours scheduled, work the shift and be compensated with overtime as defined in Section 11.3. Page 119 of 440 Exhibit “A” 90 The Communications Manager Lieutenant shall approve leave time by seniority for the coming year and post same on the electronic schedule by the start of each rotation by the start of the winter rotation. Employees generally will not be allowed to work more than two consecutive shift assignments without rotation to an alternate shift. The Communications LieutenantManager may consider requests to work more than two consecutive rotations for hardship and educational purposes. In no case will a senior employee be adjusted from shift preference without their consent to mitigate requested hardship or educational requests. Any request for a change or deviation between employees (i.e. shift rotation trade) must be submitted in memo form signed by both affected employees within one week of posting the tentative schedule. Requests will be forwarded through the chain-of-command for a final decision by the Bureau Commander or designee. If approved, affect ed employees will also trade seniority for selection of days off. For scheduling purposes, the shift change will affect only the two employees involved. Affected employees will receive credit for the shift they signed up for. 39.5 SHIFT REASSIGNMENT CREATED BY UNDER STAFFING: A. If an employee in the bargaining unit is reassigned to a long-term vacancy and the absent employee returns to duty, both employees shall return to their originally selected shift. B. In the event of a staffing vacancy the reassigned employee who was reassigned shall have the option of returning to their originally selected shift or remaining for the duration of the designated shift once the vacancy is filled. C. In the event an employee is reassigned from a selected shift to a designated shift, the employee may elect to receive work credit for either shift to meet rotation requirements. 39.6 SHIFT TRADE: A. All requests for shift trades between employees in the bargaining unit shall be submitted utilizing the Substitute Work Agreement form. Requests will be approved by a Bureau Commander or designeeresponsible supervisor. Page 120 of 440 Exhibit “A” 91 39.7 PUBLIC SAFETY DISPATCHER LEAVE TIME CANCELLATION: A. In the event an employee opts to cancel scheduled time off, they will by email notify the Communication ManagerLieutenant. The Communication Manager Lieutenant will, by email, notify all unit members of the available cancelled leave time. By seniority, employee’s junior to the employee canceling leave time may request time off utilizing the cancelled dates. If the cancelled time was priority signup, the department shall grant such time off with the same consideration as originally scheduled as outlined in II. C., as long as the employee has the vacation time and does not exceed their annual allotment. If the cancelled leave time was secondary signup, the overtime consideration articulated in II. D. shall be applied. A. 39.8 PUBLIC SAFETY DISPATCHER SHIFT ADJUSTMENTS: A. Shift adjustments on a regular scheduled day required to staff Public Safety Dispatcher Communication Technician vacancies or sick leave will not exceed four (4) hours without the consent of the affected employee. When shift adjustments are required, there shall be a minimum of ten (10) hours between shifts without loss of compensation. B. In any situation necessitating a shift adjustment, volunteers will first be sought. Whenever volunteers cannot be located, employees will be chosen sequentially by seniority. 1. At least fourteen (14) days’ notice will be given on planned leave. 2. An employee authorized to shift adjust will not suffer loss of briefing pay or other normal benefit. C. The Communication Manager Lieutenant and/or Supervisors shall notify employees via email of all changes made to their work schedule at the time said change is made. 39.9 MEAL AND REST PERIODS: Page 121 of 440 Exhibit “A” 92 A. Meal periods shall consist of not less than thirty (30) minutes paid subject to interruption, as staffing permits. Two fifteen (15) minute rest periods (breaks) shall be provided, as staffing permits. Breaks may be taken using any combination of the total time allowed. Meal and rest periods (breaks) are subject to interruption and must be taken within the building. B.A. C.B. Police 39.54 Field Service TechniciansCommunity Service Officers assigned primarily to field duties will receive a 30-minute paid lunch break as part of their regular shift as staffing and calls permit. They will remain subject to call and interruption during their lunch period. 39.1056 INVESTIGATIONS – DIVISION WORK SCHEDULE A. Investigators may participate in a 4/10 work schedule in accordance with the City’s alternate work schedule policy. The schedule will include a 30- minute paid lunch as part of their regular shift as staffing and calls permit. Investigators will remain subject to call and interruption during their lunch period. B. The Investigative Lieutenant will determine the work days and hours for those employees who work the 4/10 schedule based on the coverage needs of the entire unit. The schedule may include shifts beginning at 6:45 a.m. with attendance at patrol briefings. Investigators who attend patrol or other daily briefings shall do so as part of their regular shift hours. 39.11 ALTERNATIVE WORK SCHEDULES: A. Other division/assignments may be provided alternate work schedules under the following language: 1. Page 122 of 440 Exhibit “A” 93 2.1. Employees may request that the Department Head or their designee consider alternate work schedules. Examples of alternate work schedules include 4/10 schedules, 9/80 schedules, 12-hour schedules, flexible schedules, etc. Alternate schedules may provide for paid or unpaid lunch periods of 30, 45 or 60 minutes. 3.2. Except in cases of emergency, employees will be provided advance notice of at least thirty calendar days prior to having an alternate work schedule discontinued. Such notice does not apply to moving between alternate schedules, temporary schedule changes, flexible schedules, etc. If an alternate schedule is discontinued, the Department will notify the Association of the reason(s) for ending the schedule. 4.3. Employees on flexible/alternate schedules shall continue to accrue time on the standard eight (8) hour day. Accrued leave shall be charged based on the number of hours missed due to a flexible schedule. 5.4. Flexible/alternate schedules implemented for professionalnon-sworn employee(s) may have a different FLSA seven (7) day work cycle established. Once established, the FLSA work schedule shall not be changed on a frequent or routine basis. Page 123 of 440 Exhibit “A” 94 ARTICLE 40 - SWAT OPERATOR LUCA BENEDETTI FITNESS INCENTIVE SWAT team members are required to maintain a higher standard of physical fitness than the normal employee. The City will reimburse each SWAT team member who purchases personal exercise equipment or who voluntarily joins a physical fitness gym for the cost of the membership and monthly charges up to a maximum fiscal year amount of $575 per member. To request reimbursement, the SWAT team member completes a memo requesting the reimbursement, attaches the receipt, and submits the documentation to the SWAT Team Command for approval. That memo is then forwarded to the Department Fiscal Officer and to Finance for processing. The reimbursement request should be submitted no later than June 1st in order to apply towards the current fiscal year. A purchase that meets the criteria to be eligible for reimbursement and is above the annual reimbursement limit, may be submitted in up to two additional consecutive years. Page 124 of 440 Exhibit “A” 95 ARTICLE 41 - TRAUMATIC INCIDENTS Employees involved in a traumatic critical incident as defined by Department Policy, where the employee may be subject to investigation, shall be advised of their right to representation. Page 125 of 440 Exhibit “A” 96 ARTICLE 42 - NO DISCRIMINATION 42.1 There shall be no discrimination by the City of San Luis Obispo in employment conditions or treatment of employees on the basis of race, religion, sex (including gender, gender identity, gender expression, transgender, pregnancy and breastfeeding), national origin, ancestry, disability, medical condition, genetic characteristics or information, marital status, age (40 years and older), or sexual orientation (including homosexuality, bisexuality, or heterosexuality), mili tary or veteran status, denial of family and medical care leave, association membership or non-membership, or participation in the activities of the Association. 42.2 There shall be no discrimination by the San Luis Obispo Police Officers’ Association in treatment of employees on the basis of race, religion, sex (including gender, gender identity, gender expression, transgender, pregnancy and breastfeeding), national origin, ancestry, disability, medical condition, genetic characteristics or information, marital status, age (40 years and older), or sexual orientation (including homosexuality, bisexuality, or heterosexuality), mili tary or veteran status, denial of family and medical care leave, association membership or non-membership, or participation in the activities of the Association. Page 126 of 440 Exhibit “A” 97 ARTICLE 43 - STAFFING The current number of positions in the Police Department represented by the Association is Forty-Six (46) Police Officers, Eleven (11) Public Safety DispatchersCommunication Technicians, Two Six (26) Police Field Service TechniciansCommunity Service Officers, Five Four (54) Police Records Clerks, One (1) Lead Police Records Clerks, One (1) Property and Evidence Technician, One (1) Lead Property and Evidence Technician, and One (1) Evidence Technician. If it becomes necessary for the City to exercise its management right to change those staffing levels, the City acknowledges its responsibility to meet and confer with the Association on the impacts of any such changes. Page 127 of 440 Exhibit “A” 98 ARTICLE 44 - FULL AGREEMENT It is understood this Agreement represents a complete and final understanding on all negotiable issues between the City and the Association. This Agreement supersedes all previous Memoranda of Understanding or Memoranda of Agreement between the City and the Association except as specifically referred to in this Agreement. The parties, for the term of this Agreement, voluntarily and unqualifiedly agree to waive the obligation to meet and confer with respect to any terms and conditions of employment specifically referred to or covered in this Agreement. If, during the term of this Agreement, the City proposes changes to terms and conditions of employment not covered by this Agreement and/or introduces new terms and conditions o f employment that fall within the statutory scope of bargaining, the Association will be afforded written notice of such proposed changes and the right to meet and confer upon request prior to implementation of the proposed changes. Page 128 of 440 Exhibit “A” 99 ARTICLE 45 - SAVINGS CLAUSE If any provision of this Agreement should be held invalid by operation of law or by any court of competent jurisdiction, or if compliance with or enforcement of any provision should be restrained by any tribunal, the remainder of this Agreement shall not be affected thereby, and the parties shall enter into a meet and confer session for the sole purpose of arriving at a mutually satisfactory replacement for such provision within a 30 -day work period. If no agreement has been reached, the parties agree to in voke the provision of impasse under Resolution 6620. Page 129 of 440 Exhibit “A” 100 ARTICLE 46 - RENEGOTIATIONS If either party wishes to make changes to this Agreement, that party shall serve upon the other its written request to negotiate. Such notice and proposals must be submitted to the other party not less than 105 days prior to the end of the Agreement. If notice is properly and timely given, negotiations shall commence no later than 90 days prior to the end of the Agreement. Page 130 of 440 Exhibit “A” 101 ARTICLE 47 - TERM OF AGREEMENT This Agreement shall become effective July 1, 20241, and shall continue in full force and effect until expiration at midnight11:59 P.M., June 30, 20274. SIGNATURES 1. Classifications covered by this Agreement and included within this unit are shown in Appendix “A”. 2. This Agreement does not apply to supplemental employees. This Agreement was executed by the following parties: CITY OF SAN LUIS OBISPO SAN LUIS OBISPO POLICE OFFICERS’ ASSOCIATION _________________________________ ________________________________ Richard BolanosChe Johnson, Chief Negotiator Stuart D. Adams, Chief Negotiator _________________________________ ________________________________ Nickole SutterDomini, Interim HR Director of Human Resources Chris ChittyGeorge Berrios, SLOPOA President Page 131 of 440 Exhibit “A” 102 APPENDIX A - CLASSIFICATION Non-Sworn Classifications Communications Technician Professional Non-Shift Classifications Evidence Technician* Lead Property and Evidence Technician* Police Field Service Technician* Police Cadet Police Records Clerk I* Police Records Clerk II* Property and Evidence Technician* * Denotes Non-Shift classifications Professional Shift Classifications Public Safety Dispatcher Police Community Service Officers Sworn Classifications (Shift) Police Officer Page 132 of 440 Exhibit “A” 103 APPENDIX B - GRIEVANCE FORMS Page 133 of 440 Exhibit “A” 104 Page 134 of 440 Exhibit “A” 105 APPENDIX C - SALARY RANGE LISTING JULY 2024 Title Biweekly Step 1 Biweekly Step 2 Biweekly Step 3 Biweekly Step 4 Biweekly Step 5 Biweekly Step 6 Biweekly Step 7 Evidence Technician 3,739$ 3,936$ 4,143$ 4,361$ 4,590$ 4,832$ 5,086$ Lead Police Records Clerk 2,590$ 2,726$ 2,869$ 3,020$ 3,179$ 3,346$ 3,522$ Lead Property and Evidence Technician 2,841$ 2,991$ 3,148$ 3,314$ 3,488$ 3,672$ 3,865$ Police Cadet 3,468$ Police Community Service Officer 2,732$ 2,876$ 3,027$ 3,186$ 3,354$ 3,531$ 3,717$ Police Officer 3,853$ 4,056$ 4,269$ 4,494$ 4,731$ 4,980$ Police Records Clerk I 2,101$ 2,212$ 2,328$ 2,450$ 2,579$ 2,715$ 2,858$ Police Records Clerk II 2,328$ 2,450$ 2,579$ 2,715$ 2,858$ 3,008$ 3,166$ Property and Evidence Technician 2,590$ 2,726$ 2,869$ 3,020$ 3,179$ 3,346$ 3,522$ Public Safety Dispatcher 2,883$ 3,035$ 3,195$ 3,363$ 3,540$ 3,726$ 3,922$ JULY 2025 Title Biweekly Step 1 Biweekly Step 2 Biweekly Step 3 Biweekly Step 4 Biweekly Step 5 Biweekly Step 6 Biweekly Step 7 Evidence Technician 3,851$ 4,054$ 4,267$ 4,492$ 4,728$ 4,977$ 5,239$ Lead Police Records Clerk 2,667$ 2,807$ 2,955$ 3,111$ 3,275$ 3,447$ 3,628$ Lead Property and Evidence Technician 2,926$ 3,080$ 3,242$ 3,413$ 3,593$ 3,782$ 3,981$ Police Cadet 3,607$ Police Community Service Officer 2,815$ 2,963$ 3,119$ 3,283$ 3,456$ 3,638$ 3,829$ Police Officer 4,008$ 4,219$ 4,441$ 4,675$ 4,921$ 5,180$ Police Records Clerk I 2,164$ 2,278$ 2,398$ 2,524$ 2,657$ 2,797$ 2,944$ Police Records Clerk II 2,397$ 2,523$ 2,656$ 2,796$ 2,943$ 3,098$ 3,261$ Property and Evidence Technician 2,667$ 2,807$ 2,955$ 3,111$ 3,275$ 3,447$ 3,628$ Public Safety Dispatcher 2,970$ 3,126$ 3,291$ 3,464$ 3,646$ 3,838$ 4,040$ JULY 2026 Title Biweekly Step 1 Biweekly Step 2 Biweekly Step 3 Biweekly Step 4 Biweekly Step 5 Biweekly Step 6 Biweekly Step 7 Evidence Technician 3,967$ 4,176$ 4,396$ 4,627$ 4,871$ 5,127$ 5,397$ Lead Police Records Clerk 2,747$ 2,892$ 3,044$ 3,204$ 3,373$ 3,550$ 3,737$ Lead Property and Evidence Technician 3,014$ 3,173$ 3,340$ 3,516$ 3,701$ 3,896$ 4,101$ Police Cadet 3,753$ Police Community Service Officer 2,899$ 3,052$ 3,213$ 3,382$ 3,560$ 3,747$ 3,944$ Police Officer 4,170$ 4,389$ 4,620$ 4,863$ 5,119$ 5,388$ Police Records Clerk I 2,230$ 2,347$ 2,470$ 2,600$ 2,737$ 2,881$ 3,033$ Police Records Clerk II 2,468$ 2,598$ 2,735$ 2,879$ 3,031$ 3,191$ 3,359$ Property and Evidence Technician 2,747$ 2,892$ 3,044$ 3,204$ 3,373$ 3,550$ 3,737$ Public Safety Dispatcher 3,060$ 3,221$ 3,390$ 3,568$ 3,756$ 3,954$ 4,162$ Summary of Changes: 3% increase for all classifications; 1% equity adjustment for Police Officer and Public Safety Dispatcher Summary of Changes: 3% increase for all classifications; 1% equity adjustment for Police Officer Summary of Changes: 3% increase for all classifications; 1% equity adjustment for Police Officer Page 135 of 440 Exhibit “A” 106 Salary Range Listing - July 2021 - June 2024 JULY 2021 Title Biweekly Step 1 Biweekly Step 2 Biweekly Step 3 Biweekly Step 4 Biweekly Step 5 Biweekly Step 6 Biweekly Step 7 Communications Technician 2,515$ 2,647$ 2,786$ 2,933$ 3,087$ 3,249$ 3,420$ Evidence Technician 3,292$ 3,465$ 3,647$ 3,839$ 4,041$ 4,254$ 4,478$ Lead Property and Evidence Technician 2,500$ 2,632$ 2,771$ 2,917$ 3,071$ 3,233$ 3,403$ Police Cadet 3,024$ Police Field Service Technician 2,405$ 2,532$ 2,665$ 2,805$ 2,953$ 3,108$ 3,272$ Police Officer 3,360$ 3,537$ 3,723$ 3,919$ 4,125$ 4,342$ 4,571$ Police Records Clerk I 1,850$ 1,947$ 2,049$ 2,157$ 2,271$ 2,390$ 2,516$ Police Records Clerk II 2,049$ 2,157$ 2,271$ 2,391$ 2,517$ 2,649$ 2,788$ Property and Evidence Technician 2,280$ 2,400$ 2,526$ 2,659$ 2,799$ 2,946$ 3,101$ JULY 2022 Title Biweekly Step 1 Biweekly Step 2 Biweekly Step 3 Biweekly Step 4 Biweekly Step 5 Biweekly Step 6 Biweekly Step 7 Communications Technician 2,639$ 2,778$ 2,924$ 3,078$ 3,240$ 3,411$ 3,591$ Evidence Technician 3,457$ 3,639$ 3,830$ 4,032$ 4,244$ 4,467$ 4,702$ Lead Property and Evidence Technician 2,627$ 2,765$ 2,910$ 3,063$ 3,224$ 3,394$ 3,573$ Police Cadet 3,175$ Police Field Service Technician 2,526$ 2,659$ 2,799$ 2,946$ 3,101$ 3,264$ 3,436$ Police Officer 3,528$ 3,714$ 3,909$ 4,115$ 4,332$ 4,560$ 4,800$ Police Records Clerk I 1,943$ 2,045$ 2,153$ 2,266$ 2,385$ 2,510$ 2,642$ Police Records Clerk II 2,153$ 2,266$ 2,385$ 2,510$ 2,642$ 2,781$ 2,927$ Property and Evidence Technician 2,392$ 2,518$ 2,651$ 2,791$ 2,938$ 3,093$ 3,256$ JULY 2023 Title Biweekly Step 1 Biweekly Step 2 Biweekly Step 3 Biweekly Step 4 Biweekly Step 5 Biweekly Step 6 Biweekly Step 7 Communications Technician 2,771$ 2,917$ 3,071$ 3,233$ 3,403$ 3,582$ 3,771$ Evidence Technician 3,629$ 3,820$ 4,021$ 4,233$ 4,456$ 4,690$ 4,937$ Lead Property and Evidence Technician 2,758$ 2,903$ 3,056$ 3,217$ 3,386$ 3,564$ 3,752$ Police Cadet 3,334$ Police Field Service Technician 2,652$ 2,792$ 2,939$ 3,094$ 3,257$ 3,428$ 3,608$ Police Officer 3,706$ 3,901$ 4,106$ 4,322$ 4,549$ 4,788$ 5,040$ Police Records Clerk I 2,039$ 2,146$ 2,259$ 2,378$ 2,503$ 2,635$ 2,774$ Police Records Clerk II 2,258$ 2,377$ 2,502$ 2,634$ 2,773$ 2,919$ 3,073$ Property and Evidence Technician 2,514$ 2,646$ 2,785$ 2,932$ 3,086$ 3,248$ 3,419$ Summary of Changes: 5% increase for all classifications. Eliminate Step 1 and Step 2 of Police Officer, Step 3 becomes the new Step 1. Move to one step for Police Cadet that is 10% under Step 1 of Police Officer Summary of Changes: 5% increase for all classifications Summary of Changes: 5% increase for all classifications Page 136 of 440 CITY OF SAN LUIS OBISPO REGULAR AND CONTRACT SALARY SCHEDULE Effective July 04, 2024 Title Job Code Grade Bargaining Unit Biweekly Minimum Biweekly Maximum Biweekly Step 1 Biweekly Step 2 Biweekly Step 3 Biweekly Step 4 Biweekly Step 5 Biweekly Step 6 Biweekly Step 7 Biweekly Step 8 Biweekly Step 9 ACCOUNTANT 22300 300 MME 3,198$ 3,997$ -$ -$ -$ -$ -$ -$ -$ -$ -$ ACTIVE TRANSPORTATION MANAGER 22301 318 MME 3,810$ 4,762$ -$ -$ -$ -$ -$ -$ -$ -$ -$ ADMINISTRATION EXECUTIVE ASSISTANT 33100 257 CNF 2,456$ 3,015$ 2,456$ 2,585$ 2,721$ 2,864$ 3,015$ -$ -$ -$ -$ ADMINISTRATIVE ASSISTANT I 41700 400 CEA 1,833$ 2,249$ 1,833$ 1,929$ 2,030$ 2,137$ 2,249$ -$ -$ -$ -$ ADMINISTRATIVE ASSISTANT II 42700 402 CEA 1,929$ 2,369$ 1,929$ 2,031$ 2,138$ 2,251$ 2,369$ -$ -$ -$ -$ ADMINISTRATIVE ASSISTANT III 43700 405 CEA 2,084$ 2,559$ 2,084$ 2,194$ 2,309$ 2,431$ 2,559$ -$ -$ -$ -$ ADMINISTRATIVE ASSISTANT III CONFIDENTIAL 33702 247 CONF 2,214$ 2,718$ 2,214$ 2,330$ 2,453$ 2,582$ 2,718$ -$ -$ -$ -$ ADMINISTRATIVE SPECIALIST 44700 408 CEA 2,254$ 2,767$ 2,254$ 2,373$ 2,498$ 2,629$ 2,767$ -$ -$ -$ -$ AQUATICS COORDINATOR 44601 412 CEA 2,500$ 3,071$ 2,500$ 2,632$ 2,771$ 2,917$ 3,071$ -$ -$ -$ -$ ASSISTANT CITY ATTORNEY I 25100 346 MME 5,009$ 6,261$ -$ -$ -$ -$ -$ -$ -$ -$ -$ ASSISTANT CITY ATTORNEY II 25102 360 MME 5,764$ 7,205$ -$ -$ -$ -$ -$ -$ -$ -$ -$ ASSISTANT CITY MANAGER COMMUNITY SERVICES 27100 225 DPH 7,871$ 9,837$ -$ -$ -$ -$ -$ -$ -$ -$ -$ ASSISTANT PLANNER 42402 417 CEA 2,846$ 3,495$ 2,846$ 2,996$ 3,154$ 3,320$ 3,495$ -$ -$ -$ -$ ASSOCIATE PLANNER 43300 422 CEA 3,240$ 3,978$ 3,240$ 3,411$ 3,590$ 3,779$ 3,978$ -$ -$ -$ -$ BEAUTIFICATION GARDENER 42914 411 CEA 2,436$ 2,990$ 2,436$ 2,564$ 2,699$ 2,841$ 2,990$ -$ -$ -$ -$ BUILDING INSPECTOR I 41500 415 CEA 2,704$ 3,320$ 2,704$ 2,846$ 2,996$ 3,154$ 3,320$ -$ -$ -$ -$ BUILDING INSPECTOR II 44500 418 CEA 2,923$ 3,588$ 2,923$ 3,077$ 3,239$ 3,409$ 3,588$ -$ -$ -$ -$ BUILDING PERMIT SERVICES SUPERVISOR 24200 313 MME 3,632$ 4,539$ -$ -$ -$ -$ -$ -$ -$ -$ -$ BUSINESS ANALYST 22302 300 MME 3,198$ 3,997$ -$ -$ -$ -$ -$ -$ -$ -$ -$ CANNABIS BUSINESS COORDINATOR 44408 422 CEA 3,240$ 3,978$ 3,240$ 3,411$ 3,590$ 3,779$ 3,978$ -$ -$ -$ -$ CAPITAL IMPROVEMENT PROGRAM ADMINISTRATIVE MANAGER 26117 323 MME 4,000$ 5,000$ -$ -$ -$ -$ -$ -$ -$ -$ -$ CAPITAL PROJECTS MANAGER I 41302 417 CEA 2,846$ 3,495$ 2,846$ 2,996$ 3,154$ 3,320$ 3,495$ -$ -$ -$ -$ CAPITAL PROJECTS MANAGER II 42304 421 CEA 3,160$ 3,879$ 3,160$ 3,326$ 3,501$ 3,685$ 3,879$ -$ -$ -$ -$ CAPITAL PROJECTS MANAGER III 43303 424 CEA 3,414$ 4,192$ 3,414$ 3,594$ 3,783$ 3,982$ 4,192$ -$ -$ -$ -$ CITY ATTORNEY 28000 200 APO 11,425$ 11,425$ 11,425$ -$ -$ -$ -$ -$ -$ -$ -$ CITY BIOLOGIST 22304 318 MME 3,810$ 4,762$ -$ -$ -$ -$ -$ -$ -$ -$ -$ CITY CLERK 26000 333 MME 4,413$ 5,517$ -$ -$ -$ -$ -$ -$ -$ -$ -$ CITY COUNCIL MEMBER 18000 104 CCM 987$ 987$ 987$ -$ -$ -$ -$ -$ -$ -$ -$ CITY MANAGER 28001 206 APO 11,845$ 11,845$ 11,845$ -$ -$ -$ -$ -$ -$ -$ -$ CODE ENFORCEMENT OFFICER I 41501 416 CEA 2,773$ 3,405$ 2,773$ 2,919$ 3,073$ 3,235$ 3,405$ -$ -$ -$ -$ CODE ENFORCEMENT OFFICER II 44501 419 CEA 2,999$ 3,682$ 2,999$ 3,157$ 3,323$ 3,498$ 3,682$ -$ -$ -$ -$ CODE ENFORCEMENT SUPERVISOR 25300 313 MME 3,632$ 4,539$ -$ -$ -$ -$ -$ -$ -$ -$ -$ CODE ENFORCEMENT TECHNICIAN I 41502 405 CEA 2,084$ 2,559$ 2,084$ 2,194$ 2,309$ 2,431$ 2,559$ -$ -$ -$ -$ CODE ENFORCEMENT TECHNICIAN II 42500 407 CEA 2,195$ 2,696$ 2,195$ 2,311$ 2,433$ 2,561$ 2,696$ -$ -$ -$ -$ COMMUNICATIONS COORDINATOR 42703 408 CEA 2,254$ 2,767$ 2,254$ 2,373$ 2,498$ 2,629$ 2,767$ -$ -$ -$ -$ COMMUNITY RESOURCES AND SERVICES SPECIALIST 42418 410 CONTRACT 2,374$ 2,915$ 2,374$ 2,499$ 2,631$ 2,769$ 2,915$ -$ -$ -$ -$ CONSTRUCTION ENGINEERING MANAGER 26202 333 MME 4,413$ 5,517$ -$ -$ -$ -$ -$ -$ -$ -$ -$ CONTROL SYSTEMS ADMINISTRATOR 44400 426 CEA 3,596$ 4,415$ 3,596$ 3,785$ 3,984$ 4,194$ 4,415$ -$ -$ -$ -$ DATA ANALYST 22311 300 MME 3,198$ 3,997$ -$ -$ -$ -$ -$ -$ -$ -$ -$ DEPUTY BUILDING OFFICIAL 26305 340 MME 4,725$ 5,905$ -$ -$ -$ -$ -$ -$ -$ -$ -$ DEPUTY CITY ATTORNEY I 21101 316 MME 3,741$ 4,675$ -$ -$ -$ -$ -$ -$ -$ -$ -$ DEPUTY CITY ATTORNEY II 22101 326 MME 4,122$ 5,152$ -$ -$ -$ -$ -$ -$ -$ -$ -$ DEPUTY CITY ATTORNEY III 23101 336 MME 4,546$ 5,683$ -$ -$ -$ -$ -$ -$ -$ -$ -$ DEPUTY CITY CLERK I 41701 405 CEA 2,084$ 2,559$ 2,084$ 2,194$ 2,309$ 2,431$ 2,559$ -$ -$ -$ -$ DEPUTY CITY CLERK II 42701 408 CEA 2,254$ 2,767$ 2,254$ 2,373$ 2,498$ 2,629$ 2,767$ -$ -$ -$ -$ DEPUTY CITY MANAGER 26112 210 DPH 6,841$ 8,553$ -$ -$ -$ -$ -$ -$ -$ -$ -$ DEPUTY DIRECTOR OF COMMUNITY DEVELOPMENT CHIEF BUILDING OFFICIAL 26120 353 MME 5,365$ 6,705$ -$ -$ -$ -$ -$ -$ -$ -$ -$ DEPUTY DIRECTOR OF COMMUNITY DEVELOPMENT CITY PLANNER 26115 353 MME 5,365$ 6,705$ -$ -$ -$ -$ -$ -$ -$ -$ -$ DEPUTY DIRECTOR OF FINANCE CITY CONTROLLER 26121 353 MME 5,365$ 6,705$ -$ -$ -$ -$ -$ -$ -$ -$ -$ DEPUTY DIRECTOR OF PUBLIC WORKS CITY ENGINEER 26104 358 MME 5,633$ 7,041$ -$ -$ -$ -$ -$ -$ -$ -$ -$ DEPUTY DIRECTOR OF PUBLIC WORKS MAINTENANCE OPERATIONS 26103 353 MME 5,365$ 6,705$ -$ -$ -$ -$ -$ -$ -$ -$ -$ DEPUTY DIRECTOR OF PUBLIC WORKS MOBILITY SERVICES 26119 353 MME 5,365$ 6,705$ -$ -$ -$ -$ -$ -$ -$ -$ -$ DEPUTY DIRECTOR OF UTILITIES ENGINEERING AND PLANNING 26113 353 MME 5,365$ 6,705$ -$ -$ -$ -$ -$ -$ -$ -$ -$ DEPUTY DIRECTOR OF UTILITIES WASTEWATER 26105 353 MME 5,365$ 6,705$ -$ -$ -$ -$ -$ -$ -$ -$ -$ DEPUTY DIRECTOR OF UTILITIES WATER 26106 353 MME 5,365$ 6,705$ -$ -$ -$ -$ -$ -$ -$ -$ -$ DEPUTY FIRE CHIEF 26107 369 MME 6,668$ 8,335$ -$ -$ -$ -$ -$ -$ -$ -$ -$ DEPUTY POLICE CHIEF 76100 810 PSO 7,442$ 9,137$ 7,442$ 7,834$ 8,246$ 8,680$ 9,137$ -$ -$ -$ -$ DIRECTOR OF COMMUNITY DEVELOPMENT 27000 210 DPH 6,841$ 8,553$ -$ -$ -$ -$ -$ -$ -$ -$ -$ Page 1 of 5 Page 137 of 440 CITY OF SAN LUIS OBISPO REGULAR AND CONTRACT SALARY SCHEDULE Effective July 04, 2024 Title Job Code Grade Bargaining Unit Biweekly Minimum Biweekly Maximum Biweekly Step 1 Biweekly Step 2 Biweekly Step 3 Biweekly Step 4 Biweekly Step 5 Biweekly Step 6 Biweekly Step 7 Biweekly Step 8 Biweekly Step 9 DIRECTOR OF FINANCE 27001 210 DPH 6,841$ 8,553$ -$ -$ -$ -$ -$ -$ -$ -$ -$ DIRECTOR OF HUMAN RESOURCES 27002 210 DPH 6,841$ 8,553$ -$ -$ -$ -$ -$ -$ -$ -$ -$ DIRECTOR OF PARKS AND RECREATION 27003 210 DPH 6,841$ 8,553$ -$ -$ -$ -$ -$ -$ -$ -$ -$ DIRECTOR OF PUBLIC WORKS 27004 210 DPH 6,841$ 8,553$ -$ -$ -$ -$ -$ -$ -$ -$ -$ DIRECTOR OF UTILITIES 27005 210 DPH 6,841$ 8,553$ -$ -$ -$ -$ -$ -$ -$ -$ -$ DIVERSITY EQUITY AND INCLUSION MANAGER 26002 340 MME 4,725$ 5,905$ -$ -$ -$ -$ -$ -$ -$ -$ -$ ECONOMIC DEVELOPMENT ANALYST 22316 300 MME 3,198$ 3,997$ -$ -$ -$ -$ -$ -$ -$ -$ -$ ECONOMIC DEVELOPMENT AND TOURISM MANAGER 26108 340 MME 4,725$ 5,905$ -$ -$ -$ -$ -$ -$ -$ -$ -$ EMERGENCY MANAGER 22500 318 MME 3,810$ 4,762$ -$ -$ -$ -$ -$ -$ -$ -$ -$ ENGINEER I 41300 419 CEA 2,999$ 3,682$ 2,999$ 3,157$ 3,323$ 3,498$ 3,682$ -$ -$ -$ -$ ENGINEER II 42300 423 CEA 3,329$ 4,086$ 3,329$ 3,504$ 3,688$ 3,882$ 4,086$ -$ -$ -$ -$ ENGINEER III 43301 426 CEA 3,596$ 4,415$ 3,596$ 3,785$ 3,984$ 4,194$ 4,415$ -$ -$ -$ -$ ENGINEERING INSPECTOR I 41401 414 CEA 2,633$ 3,234$ 2,633$ 2,772$ 2,918$ 3,072$ 3,234$ -$ -$ -$ -$ ENGINEERING INSPECTOR II 42404 417 CEA 2,846$ 3,495$ 2,846$ 2,996$ 3,154$ 3,320$ 3,495$ -$ -$ -$ -$ ENGINEERING INSPECTOR III 43401 423 CEA 3,329$ 4,086$ 3,329$ 3,504$ 3,688$ 3,882$ 4,086$ -$ -$ -$ -$ ENGINEERING INSPECTOR IV 44402 426 CEA 3,596$ 4,415$ 3,596$ 3,785$ 3,984$ 4,194$ 4,415$ -$ -$ -$ -$ ENGINEERING TECHNICIAN I 41402 407 CEA 2,195$ 2,696$ 2,195$ 2,311$ 2,433$ 2,561$ 2,696$ -$ -$ -$ -$ ENGINEERING TECHNICIAN II 42405 409 CEA 2,312$ 2,839$ 2,312$ 2,434$ 2,562$ 2,697$ 2,839$ -$ -$ -$ -$ ENGINEERING TECHNICIAN III 43402 414 CEA 2,633$ 3,234$ 2,633$ 2,772$ 2,918$ 3,072$ 3,234$ -$ -$ -$ -$ ENTERPRISE SYSTEM DATABASE ADMINISTRATOR 44401 426 CEA 3,596$ 4,415$ 3,596$ 3,785$ 3,984$ 4,194$ 4,415$ -$ -$ -$ -$ ENVIRONMENTAL COMPLIANCE INSPECTOR SBP 44403 484 CEA 2,681$ 4,040$ 2,681$ 2,822$ 2,970$ 3,126$ 3,291$ 3,464$ 3,646$ 3,838$ 4,040$ ENVIRONMENTAL PROGRAMS MANAGER 26203 323 MME 4,000$ 5,000$ -$ -$ -$ -$ -$ -$ -$ -$ -$ EVIDENCE TECHNICIAN 62300 715 POA 3,739$ 5,086$ 3,739$ 3,936$ 4,143$ 4,361$ 4,590$ 4,832$ 5,086$ -$ -$ EXECUTIVE ASSISTANT TO THE POLICE CHIEF 43100 408 CEA 2,254$ 2,767$ 2,254$ 2,373$ 2,498$ 2,629$ 2,767$ -$ -$ -$ -$ FACILITIES MAINTENANCE SUPERVISOR 25201 300 MME 3,198$ 3,997$ -$ -$ -$ -$ -$ -$ -$ -$ -$ FACILITIES MAINTENANCE TECHNICIAN SBP 42900 473 CEA 2,130$ 3,211$ 2,130$ 2,242$ 2,360$ 2,484$ 2,615$ 2,753$ 2,898$ 3,050$ 3,211$ FINANCE CASHIER 41407 400 CEA 1,833$ 2,249$ 1,833$ 1,929$ 2,030$ 2,137$ 2,249$ -$ -$ -$ -$ FINANCIAL ANALYST 22310 300 MME 3,198$ 3,997$ -$ -$ -$ -$ -$ -$ -$ -$ -$ FINANCIAL ASSISTANT 41408 400 CEA 1,833$ 2,249$ 1,833$ 1,929$ 2,030$ 2,137$ 2,249$ -$ -$ -$ -$ FINANCIAL SPECIALIST 42412 408 CEA 2,254$ 2,767$ 2,254$ 2,373$ 2,498$ 2,629$ 2,767$ -$ -$ -$ -$ FIRE BATTALION CHIEF 55200 505 FFA 5,752$ 7,062$ 5,752$ 6,055$ 6,374$ 6,709$ 7,062$ -$ -$ -$ -$ FIRE CAPTAIN 54500 621 FFA 4,324$ 5,309$ 4,324$ 4,552$ 4,792$ 5,044$ 5,309$ -$ -$ -$ -$ FIRE CHIEF 27006 216 DPH 7,663$ 9,579$ -$ -$ -$ -$ -$ -$ -$ -$ -$ FIRE ENGINEER 53500 615 FFA 3,753$ 4,608$ 3,753$ 3,951$ 4,159$ 4,378$ 4,608$ -$ -$ -$ -$ FIRE INSPECTOR I 51400 626 FFA 3,060$ 3,757$ 3,060$ 3,221$ 3,391$ 3,569$ 3,757$ -$ -$ -$ -$ FIRE INSPECTOR II 52400 630 FFA 3,396$ 4,169$ 3,396$ 3,575$ 3,763$ 3,961$ 4,169$ -$ -$ -$ -$ FIRE INSPECTOR III 53400 633 FFA 3,670$ 4,505$ 3,670$ 3,863$ 4,066$ 4,280$ 4,505$ -$ -$ -$ -$ FIRE MARSHAL 25202 340 MME 4,725$ 5,905$ -$ -$ -$ -$ -$ -$ -$ -$ -$ FIRE VEHICLE MECHANIC 52801 616 FFA-C 3,285$ 4,034$ 3,285$ 3,458$ 3,640$ 3,832$ 4,034$ -$ -$ -$ -$ FIREFIGHTER EMT 52500 612 FFA 3,061$ 4,175$ 3,061$ 3,401$ 3,580$ 3,768$ 3,966$ 4,175$ -$ -$ -$ FIREFIGHTER PARAMEDIC 52502 613 FFA 3,429$ 4,677$ 3,429$ 3,810$ 4,010$ 4,221$ 4,443$ 4,677$ -$ -$ -$ FLEET MAINTENANCE SUPERVISOR 25203 300 MME 3,198$ 3,997$ -$ -$ -$ -$ -$ -$ -$ -$ -$ FLEET SERVICES SPECIALIST 42414 405 CEA 2,084$ 2,559$ 2,084$ 2,194$ 2,309$ 2,431$ 2,559$ -$ -$ -$ -$ GOLF SUPERVISOR 25218 300 MME 3,198$ 3,997$ -$ -$ -$ -$ -$ -$ -$ -$ -$ HAZARDOUS MATERIALS COORDINATOR 54501 617 FFA 4,189$ 5,142$ 4,189$ 4,409$ 4,641$ 4,885$ 5,142$ -$ -$ -$ -$ HEAVY EQUIPMENT MECHANIC 42800 411 CEA 2,436$ 2,990$ 2,436$ 2,564$ 2,699$ 2,841$ 2,990$ -$ -$ -$ -$ HOMELESSNESS RESPONSE MANAGER 26304 323 MME 4,000$ 5,000$ -$ -$ -$ -$ -$ -$ -$ -$ -$ HOUSING COORDINATOR 44300 422 CEA 3,240$ 3,978$ 3,240$ 3,411$ 3,590$ 3,779$ 3,978$ -$ -$ -$ -$ HUMAN RESOURCES ADMINISTRATIVE ASSISTANT I 31700 240 CNF 2,062$ 2,531$ 2,062$ 2,170$ 2,284$ 2,404$ 2,531$ -$ -$ -$ -$ HUMAN RESOURCES ADMINISTRATIVE ASSISTANT II 32700 245 CNF 2,170$ 2,664$ 2,170$ 2,284$ 2,404$ 2,531$ 2,664$ -$ -$ -$ -$ HUMAN RESOURCES ADMINISTRATIVE ASSISTANT III 33700 257 CNF 2,456$ 3,015$ 2,456$ 2,585$ 2,721$ 2,864$ 3,015$ -$ -$ -$ -$ HUMAN RESOURCES ANALYST 21300 300 MME 3,198$ 3,997$ -$ -$ -$ -$ -$ -$ -$ -$ -$ HUMAN RESOURCES INFORMATION SYSTEM TECHNICIAN 32402 245 CNF 2,170$ 2,664$ 2,170$ 2,284$ 2,404$ 2,531$ 2,664$ -$ -$ -$ -$ HUMAN RESOURCES MANAGER 26301 340 MME 4,725$ 5,905$ -$ -$ -$ -$ -$ -$ -$ -$ -$ HUMAN RESOURCES SPECIALIST 32401 261 CNF 2,541$ 3,120$ 2,541$ 2,675$ 2,816$ 2,964$ 3,120$ -$ -$ -$ -$ INFORMATION SERVICES SUPERVISOR 25204 326 MME 4,122$ 5,152$ -$ -$ -$ -$ -$ -$ -$ -$ -$ INFORMATION TECHNOLOGY ASSISTANT 42407 410 CEA 2,374$ 2,915$ 2,374$ 2,499$ 2,631$ 2,769$ 2,915$ -$ -$ -$ -$ INFORMATION TECHNOLOGY MANAGER 26001 354 MME 5,414$ 6,768$ -$ -$ -$ -$ -$ -$ -$ -$ -$ Page 2 of 5 Page 138 of 440 CITY OF SAN LUIS OBISPO REGULAR AND CONTRACT SALARY SCHEDULE Effective July 04, 2024 Title Job Code Grade Bargaining Unit Biweekly Minimum Biweekly Maximum Biweekly Step 1 Biweekly Step 2 Biweekly Step 3 Biweekly Step 4 Biweekly Step 5 Biweekly Step 6 Biweekly Step 7 Biweekly Step 8 Biweekly Step 9 INFORMATION TECHNOLOGY SECURITY ENGINEER 42413 428 CEA 3,788$ 4,651$ 3,788$ 3,987$ 4,197$ 4,418$ 4,651$ -$ -$ -$ -$ INFORMATION TECHNOLOGY SYSTEM ENGINEER 42408 426 CEA 3,596$ 4,415$ 3,596$ 3,785$ 3,984$ 4,194$ 4,415$ -$ -$ -$ -$ INTERIM CITY MANAGER 28002 203 APO 10,820$ 10,820$ 10,820$ -$ -$ -$ -$ -$ -$ -$ -$ LABORATORY ANALYST SBP 42301 484 CEA 2,681$ 4,040$ 2,681$ 2,822$ 2,970$ 3,126$ 3,291$ 3,464$ 3,646$ 3,838$ 4,040$ LABORATORY MANAGER 26204 323 MME 4,000$ 5,000$ -$ -$ -$ -$ -$ -$ -$ -$ -$ LEAD POLICE RECORDS CLERK 64700 706 POA 2,590$ 3,522$ 2,590$ 2,726$ 2,869$ 3,020$ 3,179$ 3,346$ 3,522$ -$ -$ LEAD PROPERTY AND EVIDENCE TECHNICIAN 62400 713 POA 2,841$ 3,865$ 2,841$ 2,991$ 3,148$ 3,314$ 3,488$ 3,672$ 3,865$ -$ -$ LEGAL ANALYST 23314 300 MME 3,198$ 3,997$ -$ -$ -$ -$ -$ -$ -$ -$ -$ LEGAL ASSISTANT I 31701 240 CNF 2,062$ 2,531$ 2,062$ 2,170$ 2,284$ 2,404$ 2,531$ -$ -$ -$ -$ LEGAL ASSISTANT II 32701 245 CNF 2,170$ 2,664$ 2,170$ 2,284$ 2,404$ 2,531$ 2,664$ -$ -$ -$ -$ MAINTENANCE CONTRACT COORDINATOR 42303 414 CEA 2,633$ 3,234$ 2,633$ 2,772$ 2,918$ 3,072$ 3,234$ -$ -$ -$ -$ MAINTENANCE CREW COORDINATOR 43902 409 CEA 2,312$ 2,839$ 2,312$ 2,434$ 2,562$ 2,697$ 2,839$ -$ -$ -$ -$ MAINTENANCE SUPERINTENDENT 26213 323 MME 4,000$ 5,000$ -$ -$ -$ -$ -$ -$ -$ -$ -$ MAINTENANCE SUPERVISOR 26211 300 MME 3,198$ 3,997$ -$ -$ -$ -$ -$ -$ -$ -$ -$ MAINTENANCE WORKER I 41900 402 CEA 1,929$ 2,369$ 1,929$ 2,031$ 2,138$ 2,251$ 2,369$ -$ -$ -$ -$ MAINTENANCE WORKER II 42913 404 CEA 2,031$ 2,493$ 2,031$ 2,138$ 2,250$ 2,368$ 2,493$ -$ -$ -$ -$ MAINTENANCE WORKER II - PARKS 42901 404 CEA 2,031$ 2,493$ 2,031$ 2,138$ 2,250$ 2,368$ 2,493$ -$ -$ -$ -$ MAINTENANCE WORKER III 43901 406 CEA 2,141$ 2,629$ 2,141$ 2,254$ 2,373$ 2,498$ 2,629$ -$ -$ -$ -$ MAINTENANCE WORKER III - PARKS 43900 406 CEA 2,141$ 2,629$ 2,141$ 2,254$ 2,373$ 2,498$ 2,629$ -$ -$ -$ -$ MAYOR 18001 110 CCM 1,244$ 1,244$ 1,244$ -$ -$ -$ -$ -$ -$ -$ -$ MECHANIC HELPER 41800 402 CEA 1,929$ 2,369$ 1,929$ 2,031$ 2,138$ 2,251$ 2,369$ -$ -$ -$ -$ MOBILITY SERVICES BUSINESS MANAGER 26303 323 MME 4,000$ 5,000$ -$ -$ -$ -$ -$ -$ -$ -$ -$ NETWORK SERVICES SUPERVISOR 25206 331 MME 4,326$ 5,408$ -$ -$ -$ -$ -$ -$ -$ -$ -$ PARALEGAL I 31702 261 CNF 2,541$ 3,120$ 2,541$ 2,675$ 2,816$ 2,964$ 3,120$ -$ -$ -$ -$ PARALEGAL II 32702 266 CNF 2,681$ 3,290$ 2,681$ 2,822$ 2,970$ 3,126$ 3,290$ -$ -$ -$ -$ PARKING COORDINATOR 44200 411 CEA 2,436$ 2,990$ 2,436$ 2,564$ 2,699$ 2,841$ 2,990$ -$ -$ -$ -$ PARKING ENFORCEMENT OFFICER I 41403 405 CEA 2,084$ 2,559$ 2,084$ 2,194$ 2,309$ 2,431$ 2,559$ -$ -$ -$ -$ PARKING ENFORCEMENT OFFICER II 44405 408 CEA 2,254$ 2,767$ 2,254$ 2,373$ 2,498$ 2,629$ 2,767$ -$ -$ -$ -$ PARKING ENFORCEMENT SUPERVISOR 25400 300 MME 3,198$ 3,997$ -$ -$ -$ -$ -$ -$ -$ -$ -$ PARKING METER REPAIR WORKER 42801 407 CEA 2,195$ 2,696$ 2,195$ 2,311$ 2,433$ 2,561$ 2,696$ -$ -$ -$ -$ PARKING OPERATIONS SUPERVISOR 25207 300 MME 3,198$ 3,997$ -$ -$ -$ -$ -$ -$ -$ -$ -$ PARKING PROGRAM MANAGER 26205 323 MME 4,000$ 5,000$ -$ -$ -$ -$ -$ -$ -$ -$ -$ PARKS CREW COORDINATOR 44901 471 CEA 2,704$ 3,320$ 2,704$ 2,846$ 2,996$ 3,154$ 3,320$ -$ -$ -$ -$ PARKS MAINTENANCE SPECIALIST SBP 42902 470 CEA 1,982$ 2,988$ 1,982$ 2,086$ 2,196$ 2,312$ 2,434$ 2,562$ 2,697$ 2,839$ 2,988$ PARKS MAINTENANCE SUPERVISOR 25208 300 MME 3,198$ 3,997$ -$ -$ -$ -$ -$ -$ -$ -$ -$ PAYROLL ANALYST 22315 300 MME 3,198$ 3,997$ -$ -$ -$ -$ -$ -$ -$ -$ -$ PAYROLL SPECIALIST 32404 261 CNF 2,541$ 3,120$ 2,541$ 2,675$ 2,816$ 2,964$ 3,120$ -$ -$ -$ -$ PERMIT TECHNICIAN I 41404 402 CEA 1,929$ 2,369$ 1,929$ 2,031$ 2,138$ 2,251$ 2,369$ -$ -$ -$ -$ PERMIT TECHNICIAN II 42409 405 CEA 2,084$ 2,559$ 2,084$ 2,194$ 2,309$ 2,431$ 2,559$ -$ -$ -$ -$ PERMIT TECHNICIAN III 43405 409 CEA 2,312$ 2,839$ 2,312$ 2,434$ 2,562$ 2,697$ 2,839$ -$ -$ -$ -$ PLANNING TECHNICIAN 41405 407 CEA 2,195$ 2,696$ 2,195$ 2,311$ 2,433$ 2,561$ 2,696$ -$ -$ -$ -$ PLANS EXAMINER 43403 420 CEA 3,078$ 3,779$ 3,078$ 3,240$ 3,411$ 3,590$ 3,779$ -$ -$ -$ -$ POLICE CADET 61500 714 POA 3,468$ 3,468$ 3,468$ -$ -$ -$ -$ -$ -$ -$ -$ POLICE CHIEF 27007 230 DPH 8,243$ 10,304$ -$ -$ -$ -$ -$ -$ -$ -$ -$ POLICE COMMUNITY SERVICE OFFICER 62501 709 POA 2,732$ 3,717$ 2,732$ 2,876$ 3,027$ 3,186$ 3,354$ 3,531$ 3,717$ -$ -$ POLICE LIEUTENANT 75500 805 PSO 6,299$ 7,733$ 6,299$ 6,630$ 6,979$ 7,346$ 7,733$ -$ -$ -$ -$ POLICE OFFICER 62502 720 POA 3,853$ 4,980$ 3,853$ 4,056$ 4,269$ 4,494$ 4,731$ 4,980$ -$ -$ -$ POLICE PUBLIC AFFAIRS MANAGER 26600 318 MME 3,810$ 4,762$ -$ -$ -$ -$ -$ -$ -$ -$ -$ POLICE RECORDS CLERK I 61700 700 POA 2,101$ 2,858$ 2,101$ 2,212$ 2,328$ 2,450$ 2,579$ 2,715$ 2,858$ -$ -$ POLICE RECORDS CLERK II 62700 703 POA 2,328$ 3,166$ 2,328$ 2,450$ 2,579$ 2,715$ 2,858$ 3,008$ 3,166$ -$ -$ POLICE RECORDS SUPERVISOR 75201 850 PSO 3,052$ 3,944$ 3,052$ 3,213$ 3,382$ 3,560$ 3,747$ 3,944$ -$ -$ -$ POLICE SERGEANT 74500 800 PSO 4,840$ 6,255$ 4,840$ 5,095$ 5,363$ 5,645$ 5,942$ 6,255$ -$ -$ -$ POLICY AND PROJECT MANAGER 25101 328 MME 4,201$ 5,249$ -$ -$ -$ -$ -$ -$ -$ -$ -$ PRINCIPAL BUDGET ANALYST 26201 323 MME 4,000$ 5,000$ -$ -$ -$ -$ -$ -$ -$ -$ -$ PRINCIPAL PLANNER 26302 333 MME 4,413$ 5,517$ -$ -$ -$ -$ -$ -$ -$ -$ -$ PROPERTY AND EVIDENCE TECHNICIAN 62503 706 POA 2,590$ 3,522$ 2,590$ 2,726$ 2,869$ 3,020$ 3,179$ 3,346$ 3,522$ -$ -$ PUBLIC ART COORDINATOR 44302 408 CONTRACT 2,254$ 2,767$ 2,254$ 2,373$ 2,498$ 2,629$ 2,767$ -$ -$ -$ -$ PUBLIC COMMUNICATIONS MANAGER 26114 318 MME 3,810$ 4,762$ -$ -$ -$ -$ -$ -$ -$ -$ -$ Page 3 of 5 Page 139 of 440 CITY OF SAN LUIS OBISPO REGULAR AND CONTRACT SALARY SCHEDULE Effective July 04, 2024 Title Job Code Grade Bargaining Unit Biweekly Minimum Biweekly Maximum Biweekly Step 1 Biweekly Step 2 Biweekly Step 3 Biweekly Step 4 Biweekly Step 5 Biweekly Step 6 Biweekly Step 7 Biweekly Step 8 Biweekly Step 9 PUBLIC SAFETY DISPATCH SUPERVISOR 75200 855 PSO 3,655$ 4,722$ 3,655$ 3,847$ 4,049$ 4,262$ 4,486$ 4,722$ -$ -$ -$ PUBLIC SAFETY DISPATCHER 62500 712 POA 2,883$ 3,922$ 2,883$ 3,035$ 3,195$ 3,363$ 3,540$ 3,726$ 3,922$ -$ -$ RANGER SERVICE WORKER SBP 42903 470 CEA 1,982$ 2,988$ 1,982$ 2,086$ 2,196$ 2,312$ 2,434$ 2,562$ 2,697$ 2,839$ 2,988$ RECREATION COORDINATOR 44600 408 CEA 2,254$ 2,767$ 2,254$ 2,373$ 2,498$ 2,629$ 2,767$ -$ -$ -$ -$ RECREATION MANAGER 26206 313 MME 3,632$ 4,539$ -$ -$ -$ -$ -$ -$ -$ -$ -$ RECREATION SUPERVISOR 25209 300 MME 3,198$ 3,997$ -$ -$ -$ -$ -$ -$ -$ -$ -$ RECYCLED WATER SPECIALIST 42417 421 CEA 3,160$ 3,879$ 3,160$ 3,326$ 3,501$ 3,685$ 3,879$ -$ -$ -$ -$ RISK AND BENEFITS MANAGER 26306 340 MME 4,725$ 5,905$ -$ -$ -$ -$ -$ -$ -$ -$ -$ SAFETY MANAGER 23300 313 MME 3,632$ 4,539$ -$ -$ -$ -$ -$ -$ -$ -$ -$ SENIOR ACCOUNTANT 24300 310 MME 3,527$ 4,409$ -$ -$ -$ -$ -$ -$ -$ -$ -$ SENIOR BUSINESS ANALYST 24301 310 MME 3,527$ 4,409$ -$ -$ -$ -$ -$ -$ -$ -$ -$ SENIOR CIVIL ENGINEER 24302 323 MME 4,000$ 5,000$ -$ -$ -$ -$ -$ -$ -$ -$ -$ SENIOR FINANCIAL ANALYST 24304 310 MME 3,527$ 4,409$ -$ -$ -$ -$ -$ -$ -$ -$ -$ SENIOR HUMAN RESOURCES ANALYST 22305 310 MME 3,527$ 4,409$ -$ -$ -$ -$ -$ -$ -$ -$ -$ SENIOR LEGAL ANALYST 24306 310 MME 3,527$ 4,409$ -$ -$ -$ -$ -$ -$ -$ -$ -$ SENIOR PAYROLL ANALYST 23301 310 MME 3,527$ 4,409$ -$ -$ -$ -$ -$ -$ -$ -$ -$ SENIOR PLANNER 24303 323 MME 4,000$ 5,000$ -$ -$ -$ -$ -$ -$ -$ -$ -$ SIGNAL AND STREET LIGHTING TECHNICIAN 42802 416 CEA 2,773$ 3,405$ 2,773$ 2,919$ 3,073$ 3,235$ 3,405$ -$ -$ -$ -$ SOLID WASTE AND RECYCLING COORDINATOR 44301 421 CEA 3,160$ 3,879$ 3,160$ 3,326$ 3,501$ 3,685$ 3,879$ -$ -$ -$ -$ SOLID WASTE AND RECYCLING PROGRAM MANAGER 26118 323 MME 4,000$ 5,000$ -$ -$ -$ -$ -$ -$ -$ -$ -$ STORMWATER CODE ENFORCEMENT OFFICER 44502 419 CEA 2,999$ 3,682$ 2,999$ 3,157$ 3,323$ 3,498$ 3,682$ -$ -$ -$ -$ STORMWATER PROGRAM MANAGER 26122 323 MME 4,000$ 5,000$ -$ -$ -$ -$ -$ -$ -$ -$ -$ STREETS CREW COORDINATOR 44902 471 CEA 2,704$ 3,320$ 2,704$ 2,846$ 2,996$ 3,154$ 3,320$ -$ -$ -$ -$ STREETS MAINTENANCE OPERATOR SBP 42904 470 CEA 1,982$ 2,988$ 1,982$ 2,086$ 2,196$ 2,312$ 2,434$ 2,562$ 2,697$ 2,839$ 2,988$ STREETS MAINTENANCE SUPERVISOR 25210 300 MME 3,198$ 3,997$ -$ -$ -$ -$ -$ -$ -$ -$ -$ SUPERVISING ADMINISTRATIVE ASSISTANT 45201 408 CEA 2,254$ 2,767$ 2,254$ 2,373$ 2,498$ 2,629$ 2,767$ -$ -$ -$ -$ SUPERVISING BUILDING INSPECTOR 25200 313 MME 3,632$ 4,539$ -$ -$ -$ -$ -$ -$ -$ -$ -$ SUPERVISING CIVIL ENGINEER 25211 333 MME 4,413$ 5,517$ -$ -$ -$ -$ -$ -$ -$ -$ -$ SUPERVISING FIRE VEHICLE MECHANIC 52800 614 FFA 3,652$ 4,483$ 3,652$ 3,844$ 4,046$ 4,259$ 4,483$ -$ -$ -$ -$ SUPERVISING UTILITY BILLING ASSISTANT 45202 408 CEA 2,254$ 2,767$ 2,254$ 2,373$ 2,498$ 2,629$ 2,767$ -$ -$ -$ -$ SUSTAINABILITY AND NATURAL RESOURCES ANALYST 22313 300 MME 3,198$ 3,997$ -$ -$ -$ -$ -$ -$ -$ -$ -$ SUSTAINABILITY AND NATURAL RESOURCES OFFICIAL 26110 340 MME 4,725$ 5,905$ -$ -$ -$ -$ -$ -$ -$ -$ -$ SUSTAINABILITY MANAGER 25302 318 MME 3,810$ 4,762$ -$ -$ -$ -$ -$ -$ -$ -$ -$ SWEEPER OPERATOR 42905 406 CEA 2,141$ 2,629$ 2,141$ 2,254$ 2,373$ 2,498$ 2,629$ -$ -$ -$ -$ SYSTEM APPLICATION SPECIALIST CONFIDENTIAL 32403 299 CNF 3,979$ 4,884$ 3,979$ 4,188$ 4,408$ 4,640$ 4,884$ -$ -$ -$ -$ SYSTEM APPLICATION SPECIALIST I 42415 422 CEA 3,240$ 3,978$ 3,240$ 3,411$ 3,590$ 3,779$ 3,978$ -$ -$ -$ -$ SYSTEM APPLICATION SPECIALIST II 42401 426 CEA 3,596$ 4,415$ 3,596$ 3,785$ 3,984$ 4,194$ 4,415$ -$ -$ -$ -$ TECHNOLOGY PROJECT MANAGER 22308 326 MME 4,122$ 5,152$ -$ -$ -$ -$ -$ -$ -$ -$ -$ TOURISM AND COMMUNITY PROMOTIONS MANAGER 25303 318 MME 3,810$ 4,762$ -$ -$ -$ -$ -$ -$ -$ -$ -$ TRANSIT COORDINATOR 44406 408 CEA 2,254$ 2,767$ 2,254$ 2,373$ 2,498$ 2,629$ 2,767$ -$ -$ -$ -$ TRANSPORTATION MANAGER 26207 333 MME 4,413$ 5,517$ -$ -$ -$ -$ -$ -$ -$ -$ -$ TRANSPORTATION PLANNER-ENGINEER I 41301 419 CEA 2,999$ 3,682$ 2,999$ 3,157$ 3,323$ 3,498$ 3,682$ -$ -$ -$ -$ TRANSPORTATION PLANNER-ENGINEER II 42302 423 CEA 3,329$ 4,086$ 3,329$ 3,504$ 3,688$ 3,882$ 4,086$ -$ -$ -$ -$ TRANSPORTATION PLANNER-ENGINEER III 43302 426 CEA 3,596$ 4,415$ 3,596$ 3,785$ 3,984$ 4,194$ 4,415$ -$ -$ -$ -$ UNDERGROUND UTILITIES LOCATOR 42803 409 CEA 2,312$ 2,839$ 2,312$ 2,434$ 2,562$ 2,697$ 2,839$ -$ -$ -$ -$ URBAN FOREST PROGRAM COORDINATOR / CITY ARBORIST 44303 422 CEA 3,240$ 3,978$ 3,240$ 3,411$ 3,590$ 3,779$ 3,978$ -$ -$ -$ -$ URBAN FORESTER SBP 42906 473 CEA 2,130$ 3,211$ 2,130$ 2,242$ 2,360$ 2,484$ 2,615$ 2,753$ 2,898$ 3,050$ 3,211$ UTILITIES BUSINESS MANAGER 26111 333 MME 4,413$ 5,517$ -$ -$ -$ -$ -$ -$ -$ -$ -$ UTILITIES ENGINEER 22309 323 MME 4,000$ 5,000$ -$ -$ -$ -$ -$ -$ -$ -$ -$ UTILITIES SPECIAL PROJECTS MANAGER 25304 323 MME 4,000$ 5,000$ -$ -$ -$ -$ -$ -$ -$ -$ -$ UTILITY BILLING ASSISTANT 42702 402 CEA 1,929$ 2,369$ 1,929$ 2,031$ 2,138$ 2,251$ 2,369$ -$ -$ -$ -$ VOLUNTEER COORDINATOR 44603 408 CEA 2,254$ 2,767$ 2,254$ 2,373$ 2,498$ 2,629$ 2,767$ -$ -$ -$ -$ WASTEWATER COLLECTION SYSTEM CHIEF OPERATOR 44908 423 CEA 3,329$ 4,086$ 3,329$ 3,504$ 3,688$ 3,882$ 4,086$ -$ -$ -$ -$ WASTEWATER COLLECTION SYSTEM OPERATOR SBP 42907 480 CEA 2,436$ 3,672$ 2,436$ 2,564$ 2,699$ 2,841$ 2,991$ 3,148$ 3,314$ 3,488$ 3,672$ WASTEWATER COLLECTION SYSTEM SUPERVISOR 25213 323 MME 4,000$ 5,000$ -$ -$ -$ -$ -$ -$ -$ -$ -$ WATER CONSERVATION SPECIALIST 42416 421 CEA 3,160$ 3,879$ 3,160$ 3,326$ 3,501$ 3,685$ 3,879$ -$ -$ -$ -$ WATER DISTRIBUTION CHIEF OPERATOR 44903 423 CEA 3,329$ 4,086$ 3,329$ 3,504$ 3,688$ 3,882$ 4,086$ -$ -$ -$ -$ WATER DISTRIBUTION SUPERVISOR 25214 323 MME 4,000$ 5,000$ -$ -$ -$ -$ -$ -$ -$ -$ -$ Page 4 of 5 Page 140 of 440 CITY OF SAN LUIS OBISPO REGULAR AND CONTRACT SALARY SCHEDULE Effective July 04, 2024 Title Job Code Grade Bargaining Unit Biweekly Minimum Biweekly Maximum Biweekly Step 1 Biweekly Step 2 Biweekly Step 3 Biweekly Step 4 Biweekly Step 5 Biweekly Step 6 Biweekly Step 7 Biweekly Step 8 Biweekly Step 9 WATER DISTRIBUTION SYSTEM OPERATOR SBP 42908 480 CEA 2,436$ 3,672$ 2,436$ 2,564$ 2,699$ 2,841$ 2,991$ 3,148$ 3,314$ 3,488$ 3,672$ WATER RESOURCE RECOVERY FACILITY CHIEF MAINTENANCE TECHNICIAN 44904 425 CEA 3,505$ 4,302$ 3,505$ 3,689$ 3,883$ 4,087$ 4,302$ -$ -$ -$ -$ WATER RESOURCE RECOVERY FACILITY CHIEF OPERATOR 44905 427 CEA 3,691$ 4,531$ 3,691$ 3,885$ 4,089$ 4,304$ 4,531$ -$ -$ -$ -$ WATER RESOURCE RECOVERY FACILITY MAINTENANCE TECHNICIAN SBP 42909 485 CEA 2,779$ 4,189$ 2,779$ 2,925$ 3,079$ 3,241$ 3,412$ 3,592$ 3,781$ 3,980$ 4,189$ WATER RESOURCE RECOVERY FACILITY OPERATOR SBP 42910 485 CEA 2,779$ 4,189$ 2,779$ 2,925$ 3,079$ 3,241$ 3,412$ 3,592$ 3,781$ 3,980$ 4,189$ WATER RESOURCE RECOVERY FACILITY PLANT SUPERVISOR 25215 333 MME 4,413$ 5,517$ -$ -$ -$ -$ -$ -$ -$ -$ -$ WATER RESOURCES PROGRAM MANAGER 26208 323 MME 4,000$ 5,000$ -$ -$ -$ -$ -$ -$ -$ -$ -$ WATER RESOURCES TECHNICIAN 42411 415 CEA 2,704$ 3,320$ 2,704$ 2,846$ 2,996$ 3,154$ 3,320$ -$ -$ -$ -$ WATER SUPPLY OPERATOR SBP 42911 480 CEA 2,436$ 3,672$ 2,436$ 2,564$ 2,699$ 2,841$ 2,991$ 3,148$ 3,314$ 3,488$ 3,672$ WATER TREATMENT PLANT CHIEF MAINTENANCE TECHNICIAN 44906 425 CEA 3,505$ 4,302$ 3,505$ 3,689$ 3,883$ 4,087$ 4,302$ -$ -$ -$ -$ WATER TREATMENT PLANT CHIEF OPERATOR 44907 427 CEA 3,691$ 4,531$ 3,691$ 3,885$ 4,089$ 4,304$ 4,531$ -$ -$ -$ -$ WATER TREATMENT PLANT OPERATOR SBP 42912 485 CEA 2,779$ 4,189$ 2,779$ 2,925$ 3,079$ 3,241$ 3,412$ 3,592$ 3,781$ 3,980$ 4,189$ WATER TREATMENT PLANT SUPERVISOR 25216 333 MME 4,413$ 5,517$ -$ -$ -$ -$ -$ -$ -$ -$ -$ WHALE ROCK RESERVOIR SUPERVISOR 25217 323 MME 4,000$ 5,000$ -$ -$ -$ -$ -$ -$ -$ -$ -$ YOUTH SERVICES COORDINATOR 44602 412 CEA 2,500$ 3,071$ 2,500$ 2,632$ 2,771$ 2,917$ 3,071$ -$ -$ -$ -$ YOUTH SERVICES PROGRAM SPECIALIST CHILDCARE SITE DIRECTOR 42600 406 CEA 2,141$ 2,629$ 2,141$ 2,254$ 2,373$ 2,498$ 2,629$ -$ -$ -$ -$ Page 5 of 5 Page 141 of 440 Page 142 of 440 Supplemental Employee Salary Schedule Classification Class Grade Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Accessibility and Process Improvement Manager 9933 333 55.16$ 55.16$ 55.16$ 55.16$ 68.96$ -$ -$ -$ -$ Administrative Aide I 9172 902 16.50$ 16.91$ 17.33$ 17.76$ 18.20$ 18.66$ 19.13$ 19.61$ 20.10$ Administrative Aide II 9371 906 18.50$ 18.96$ 19.43$ 19.92$ 20.42$ 20.93$ 21.45$ 21.99$ 22.54$ Administrative Specialist 9472 906 18.50$ 18.96$ 19.43$ 19.92$ 20.42$ 20.93$ 21.45$ 21.99$ 22.54$ Adult Sports Official 9265 904 17.50$ 17.94$ 18.39$ 18.85$ 19.32$ 19.80$ 20.30$ 20.81$ 21.33$ Aquatics Specialist*9461 908 19.50$ 19.99$ 20.49$ 21.00$ 21.53$ 22.07$ 22.62$ 23.19$ 23.77$ Assistant City Attorney 9473 997 78.13$ -$ -$ -$ -$ -$ -$ -$ -$ Business Analyst 922302 300 39.98$ 39.98$ 39.98$ 39.98$ 49.96$ -$ -$ -$ -$ Childcare Aide Emergency Sub Afternoon*91615 970 #REF! #REF! 21.01$ 21.54$ 22.08$ 22.63$ 23.19$ 23.76$ 24.36$ Childcare Aide Emergency Sub Morning*91619 971 #REF! #REF! 25.22$ 25.85$ 26.49$ 27.15$ 27.83$ 28.52$ 29.24$ Childcare Aide*9161 900 #REF! #REF! 16.81$ 17.23$ 17.66$ 18.10$ 18.55$ 19.01$ 19.49$ Childcare Teacher Emergency Sub Afternoon*92625 972 21.88$ 22.43$ 22.99$ 23.56$ 24.15$ 24.75$ 25.38$ 26.01$ 26.66$ Childcare Teacher Emergency Sub Morning*92629 973 26.25$ 26.91$ 27.59$ 28.28$ 28.98$ 29.70$ 30.45$ 31.22$ 32.00$ Childcare Teacher*9262 904 17.50$ 17.94$ 18.39$ 18.85$ 19.32$ 19.80$ 20.30$ 20.81$ 21.33$ Commissioner 9861 990 80.00$ -$ -$ -$ -$ -$ -$ -$ -$ Engineering Consultant 9332 980 50.00$ 51.56$ 55.00$ 65.00$ 75.00$ -$ -$ -$ -$ Facilities Aide Farmer's Market 9292 904 17.50$ 17.94$ 18.39$ 18.85$ 19.32$ 19.80$ 20.30$ 20.81$ 21.33$ Facilities Aide Pool 9293 904 17.50$ 17.94$ 18.39$ 18.85$ 19.32$ 19.80$ 20.30$ 20.81$ 21.33$ Facilities Assistant 9264 902 16.50$ 16.91$ 17.33$ 17.76$ 18.20$ 18.66$ 19.13$ 19.61$ 20.10$ Facilities Specialist 9463 906 18.50$ 18.96$ 19.43$ 19.92$ 20.42$ 20.93$ 21.45$ 21.99$ 22.54$ Facility Host 9162 900 16.00$ 16.40$ 16.81$ 17.23$ 17.66$ 18.10$ 18.55$ 19.01$ 19.49$ Fire Intern 9151 906 18.50$ 18.96$ 19.43$ 19.92$ 20.42$ 20.93$ 21.45$ 21.99$ 22.54$ Flood Control Technician 9287 910 20.50$ 21.01$ 21.54$ 22.08$ 22.63$ 23.20$ 23.78$ 24.37$ 24.98$ GIS Technician 9231 910 20.50$ 21.01$ 21.54$ 22.08$ 22.63$ 23.20$ 23.78$ 24.37$ 24.98$ Head Childcare Teacher Emergency Sub Afternoon*93605 974 24.38$ 24.99$ 25.61$ 26.25$ 26.91$ 27.59$ 28.28$ 28.99$ 29.71$ Head Childcare Teacher Emergency Sub Morning*93609 975 29.25$ 29.99$ 30.74$ 31.50$ 32.30$ 33.11$ 33.93$ 34.79$ 35.66$ Head Childcare Teacher*9360 908 19.50$ 19.99$ 20.49$ 21.00$ 21.53$ 22.07$ 22.62$ 23.19$ 23.77$ Head Lifeguard*9351 904 #REF! 17.94$ 18.39$ 18.85$ 19.32$ 19.80$ 20.30$ 20.81$ 21.33$ Human Resources Intern 91702 902 16.50$ 16.91$ 17.33$ 17.76$ 18.20$ 18.66$ 19.13$ 19.61$ 20.10$ Human Resources Specialist 932401 261 31.76$ 33.44$ 35.20$ 37.05$ 39.00$ -$ -$ -$ -$ Intern I 9111 900 16.00$ 16.40$ 16.81$ 17.23$ 17.66$ 18.10$ 18.55$ 19.01$ 19.49$ Intern II 9211 902 16.50$ 16.91$ 17.33$ 17.76$ 18.20$ 18.66$ 19.13$ 19.61$ 20.10$ Intern III 9311 904 17.50$ 17.94$ 18.39$ 18.85$ 19.32$ 19.80$ 20.30$ 20.81$ 21.33$ Intern IV 9411 906 18.50$ 18.96$ 19.43$ 19.92$ 20.42$ 20.93$ 21.45$ 21.99$ 22.54$ IT Assistant Help Desk 9232 910 20.50$ 21.01$ 21.54$ 22.08$ 22.63$ 23.20$ 23.78$ 24.37$ 24.98$ Landscape Inspector 9282 914 22.50$ 23.06$ 23.64$ 24.23$ 24.84$ 25.46$ 26.10$ 26.75$ 27.42$ Lead Parking Attendant 9471 906 18.50$ 18.96$ 19.43$ 19.92$ 20.42$ 20.93$ 21.45$ 21.99$ 22.54$ Lifeguard Dock Pay*92519 900 16.00$ 16.40$ 16.81$ 17.23$ 17.66$ 18.10$ 18.55$ 19.01$ 19.49$ Lifeguard*9251 902 16.50$ 16.91$ 17.33$ 17.76$ 18.20$ 18.66$ 19.13$ 19.61$ 20.10$ Open Space Technician 9289 902 #REF! 16.91$ 17.33$ 17.76$ 18.20$ 18.66$ 19.13$ 19.61$ 20.10$ Parking Ambassador 9271 904 17.50$ 17.94$ 18.39$ 18.85$ 19.32$ 19.80$ 20.30$ 20.81$ 21.33$ Parking Enforcement Officer 9266 405 26.05$ 27.43$ 28.86$ 30.39$ 31.99$ -$ -$ -$ -$ Parks Maintenance Aide I 9182 902 16.50$ 16.91$ 17.33$ 17.76$ 18.20$ 18.66$ 19.13$ 19.61$ 20.10$ Parks Maintenance Aide II 9281 906 18.50$ 18.96$ 19.43$ 19.92$ 20.42$ 20.93$ 21.45$ 21.99$ 22.54$ Rec Cashier*9171 900 16.00$ 16.40$ 16.81$ 17.23$ 17.66$ 18.10$ 18.55$ 19.01$ 19.49$ Recording Secretary 9272 902 16.50$ 16.91$ 17.33$ 17.76$ 18.20$ 18.66$ 19.13$ 19.61$ 20.10$ Recreation Services Leader I*91600 900 16.00$ 16.40$ 16.81$ 17.23$ 17.66$ 18.10$ 18.55$ 19.01$ 19.49$ Recreation Services Leader II*92600 904 17.50$ 17.94$ 18.39$ 18.85$ 19.32$ 19.80$ 20.30$ 20.81$ 21.33$ Skate Park Ambassador*9290 906 18.50$ 18.96$ 19.43$ 19.92$ 20.42$ 20.93$ 21.45$ 21.99$ 22.54$ SNAP 9352 910 20.50$ 21.01$ 21.54$ 22.08$ 22.63$ 23.20$ 23.78$ 24.37$ 24.98$ Special Swim Instructor*9369 906 #REF! #REF! 19.43$ 19.92$ 20.42$ 20.93$ 21.45$ 21.99$ 22.54$ Swim Instructor*9263 904 #REF! 17.94$ 18.39$ 18.85$ 19.32$ 19.80$ 20.30$ 20.81$ 21.33$ Transit Coordinator 944406 408 28.18$ 29.66$ 31.23$ 32.86$ 34.59$ -$ -$ -$ -$ Tree Care Specialist I 9192 902 16.50$ 16.91$ 17.33$ 17.76$ 18.20$ 18.66$ 19.13$ 19.61$ 20.10$ Tree Care Specialist II 9294 906 18.50$ 18.96$ 19.43$ 19.92$ 20.42$ 20.93$ 21.45$ 21.99$ 22.54$ Wastewater Intern 91301 906 18.50$ 18.96$ 19.43$ 19.92$ 20.42$ 20.93$ 21.45$ 21.99$ 22.54$ Water Treatment Plant Intern 91302 906 18.50$ 18.96$ 19.43$ 19.92$ 20.42$ 20.93$ 21.45$ 21.99$ 22.54$ Youth Sports Official*9261 900 16.00$ 16.40$ 16.81$ 17.23$ 17.66$ 18.10$ 18.55$ 19.01$ 19.49$ CalPERS Retired Annuitants will be paid in accordance with the Regular and Contract Salary Schedule per CalPERS Rules and Regulations Effective 07/04/2024 Key Blue = P&R Positions * = Classifications that work with children (AB 218 doesn't apply) Page 143 of 440 Page 144 of 440