HomeMy WebLinkAboutR-10670 Adopting and Ratifying the memo of Agreement between City of SLO and SLOPSOA July 1 2015 to June 30 2019RESOLUTION NO.10670 (2015 Series)
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF SAN LUIS
OBISPO, CALIFORNIA, ADOPTING AND RATIFYING THE
MEMORANDUM OF AGREEMENT BETWEEN THE CITY OF SAN LUIS
OBISPO AND THE SAN LUIS OBISPO POLICE STAFF OFFICERS'
ASSOCIATION FOR THE PERIOD OF JULY 1, 2015 THROUGH JUNE 30,
2019
WHEREAS, the San Luis Obispo Police Staff Officers' Association ( SLOPSOA) is
committed to providing high quality service to the community and recognize the City's
commitment to fiscal responsibility; and
WHEREAS, from 2009 to 2012 SLOPSOA employees repeatedly worked with the City to
achieve necessary reductions and waived 11 % in contractually obligated salary increases; and
WHEREAS, the SLOPSOA employees have demonstrated sensitivity to the fiscal
challenges facing the City for several years by agreeing to no across the board salary increases (e.g.
"cost of living" increases) since July 2010; and
WHEREAS, the City Council is committed to providing competitive compensation as
provided in the City's adopted Compensation Philosophy;
NOW, THEREFORE, BE IT RESOLVED, by the Council of the City of San Luis
Obispo as follows:
SECTION 1. The Memorandum of Agreement between the City of San Luis Obispo and
the SLOPSOA, attached hereto as Exhibit "A" and incorporated herein by this reference, is hereby
adopted and ratified.
SECTION 2. The Director of Finance and Information Technology shall adjust the
appropriate accounts to reflect the compensation changes.
SECTION 3. The City Clerk shall furnish a copy of this resolution and a copy of the
executed Memorandum of Agreement approved by it to: Kerri Rosenblum, San Luis Obispo Police
Staff Officers' Association, and Monica Irons, Director of Human Resources.
Upon motion of Council Member Carpenter, seconded by Council Member Christianson,
and on the following roll call vote:
AYES: Council Members Carpenter, Christianson, and Rivoire
Vice Mayor Ashbaugh
NOES:
ABSENT: Mayor Marx
R 10670
Resolution No. 10670 (2015 Series)
The foregoing resolution was adopted this 6 1 day of October 2015.
///I q
Ma or C Marx
ATTEST:
Joni solabehere
Ierim. City Clerk
APPROVED AS TO FORM:
Page 2
IN WITNESS WHEREOF, I have hereupto set my hand and affixed the official seal of the City
of San Luis Obispo, California, this day of D�-1 ��.►I , 201 7
Resolution No. 10670 (2015 Series)
Exhibit A
MEMORANDUM OF AGREEMENT
BETWEEN
THE CITY OF SAN LUIS OBISPO
AND THE
SAN LUIS OBISPO
POLICE STAFF OFFICERS' ASSOCIATION
JULY 1, 2015 - JUNE 30, 2019
SRR LUIS OBISPO
.� f
Page 3
Resolution No. 10670 (2015 Series)
Exhibit A
TABLE OF CONTENTS
Page 4
Article No.
Title Page No.
1
Parties to Agreement ................................... ..............................1
2
Recognition ................................................ ..............................2
3
Check Off /Dues Deduction ........................ ..............................3
4
Employee Rights ......................................... ..............................4
5
Management Rights .................................... ..............................5
6
Representative Role .................................... ..............................6
7
Renegotiations ............................................ ..............................7
8
Salary .......................................................... ..............................8
9
Overtime .................................................... .............................11
10
Education Incentive ................................... .............................18
11
Payday ........................................................ .............................20
12
General Provisions ..................................... .............................21
13
Health Care Insurance ................................ .............................22
14
Retirement ...................... ........................ .............................26
15
Uniform Allowance ................................... .............................28
16
Holidays ..................................................... .............................29
17
Vacation Leave .......................................... .............................31
18
Administrative Leave ................................. .............................33
19
Sick Leave ................................................. .............................34
20
Family Leave ............................................. .............................35
21
Bereavement Leave ................................... .............................37
22
Catastrophic Leave .................................... .............................38
Resolution No. 10670 (2015 Series)
Exhibit A
Table of Contents Continued
Page 5
Article No. Title Page No
23 Workers' Compensation Leave ................. .............................39
24 Jury Duty and Military Leaves .................. .............................40
25 Grievance Procedure .................................. .............................41
26 Disciplinary Action .................................... .............................43
27 Impasse Procedure ..................................... .............................44
28 SWAT Team Members .............................. .............................46
29 Full Agreement .......................................... .............................47
30 Savings Clause ........................................... .............................48
31 Term of Agreement .................................... .............................49
32 Authorized Agents ..................................... .............................50
33 Signatures .................................................. .............................51
Appendix A — Salary Range Listing .......... .............................52
Resolution No. 10670 (2015 Series)
Exhibit A
ARTICLE 1
PARTIES TO AGREEMENT
Page 6
This Agreement is made and entered into this, 6th day of October 2015, by and between the
City of San Luis Obispo, hereinafter referred to as the City, and the San Luis Obispo Police
Staff Officers' Association, hereinafter referred to as the Association.
Resolution No. 10670 (2015 Series)
Exhibit A
A R TICI .F.
RECOGNITION
Page 7
Pursuant to Government Code Section 3500 et seq and City Resolution No. 6620 (1989
Series), the City hereby recognizes the San Luis Obispo Police Staff Officers Association as
the exclusive bargaining representative for purposes of representing regular and probationary
employees occupying the position classifications of Police Sergeant, Police Lieutenant, Police
Captain, Communications Supervisor, Police Records Supervisor, and Communications and
Records Manager for the duration of this Agreement.
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Resolution No. 10670 (2015 Series)
Exhibit A
ARTICLE 3
CHECK OFF /DUES DEDUCTION
Page 8
3.1 The City shall deduct dues from City employees and remit said dues to the
Association on a semi - monthly basis for the duration of this Agreement, which dues
shall not include assessments.
3.2 Monthly dues deduction, additions, and /or deletions shall be recorded by the City's
Finance Officer and a notification of all dues transactions shall be sent semi - monthly
to the Association President. The Association shall refund to the City any amount
paid to the Association in error, upon presentation of supporting evidence.
3.3 The Association shall hold the City harmless from any and all claims, and will
indemnify it against any unusual costs in implementing these provisions.
C
Resolution No. 10670 (2015 Series)
Exhibit A
ARTICLE 4
EMPLOYEE RIGHTS
Page 9
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 also shall 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.
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Resolution No. 10670 (2015 Series)
Exhibit A
ARTICLE 5
MANAGEMENT RIGHTS
Page 10
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 promotion; 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 government 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 its work.
E
Resolution No. 10670 (2015 Series)
Exhibit A
ARTICLE 6
REPRESENTATIVE ROLE
Page I 1
Members of the Association may, by a reasonable method, select not more than five 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) on subjects within the scope of representation during regular duty or work hours
without loss of compensation or other benefits. 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:
(1) That no employee representative shall leave his or her duty or work station or
assignment without specific approval of the Police Chief or other authorized City
management officials. If employee representatives cannot be released, the date of
the meeting will be rescheduled in accordance with item (2) below.
(2) 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.
G
Resolution No. 10670 (2015 Series)
Exhibit A
ARTICLE 7
RENEGOTIATIONS
Page 12
If at the expiration of the term of this Agreement, either party wishes to make changes to this
Agreement, that party shall serve upon the other its written request to negotiate, as well as its
initial proposals for an amended Agreement. Such notice and proposals must be submitted to
the other party between 15 April and 1 May 2019. If notice is properly and timely given,
negotiations shall commence no later than 15 May.
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Resolution No. 10670 (2015 Series)
Exhibit A
A n'r Yd"f T! O
SALARY
8.1 SALARY PROVISION FOR THE TERM OF AGREEMENT
Page 13
The City strives to maintain a reasonable difference in compensation between top step
police staff officers' classifications and top step of the classifications supervised. The
difference between top steps of these classifications is targeted at a minimum of 15 %.
If during the term of this contract the differentiation goes below the 15% target, the
City agrees to re -open negotiations on this topic.
The parties agree to salary increases as set forth below to be effective on the first day
of the first full payroll period in the month listed below, for all employees in the
Association employed by the City on the date this agreement is formally approved by
the City Council:
July 2015 2%
July 2016 2%
July 2017 2%
July 2018 2%
In addition to the above - listed salary increases, the following classification shall
receive an equity adjustment to be effective on the first day of the first full payroll
period in the month listed:
Police Lieutenant 1.0% Effective July 2015
Police Captain 1.6% Effective July 2015
Communications and Records Manager 5% Effective January 2016
The salary ranges for the term of this agreement are listed in Appendix A.
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Resolution No. 10670 (2015 Series)
Exhibit A Page 14
8.2 RULES GOVERNING STEP INCREASES:
The following rules shall govern step increases for employees:
1. Each salary range consists of six steps (1 through 6). Steps 1 through 5 equal
95% of the next highest step, computed to the nearest one dollar.
Step 5
= 95% of Step 6
Step 4
= 95% of Step 5
Step 3
= 95% of Step 4
Step 2
= 95% of Step 3
Step 1
= 95% of Step 2
Each across - the -board percentage salary increase shall raise step 6 of the
respective range by that percentage. After all step 6's of salary ranges have been
established, each step 6 shall be rounded off to the nearest $1.00 and the
remaining steps established in accordance with the above formula.
2. The time in step progression for employees with satisfactory performance will be
as follows:
1 year at Step 1
1 year at Step 2
1 year at Step 3
1 year at Step 4
1 year at Step 5
3. Employees who are eligible for advancement to step 5 or 6 must receive a "Meets
Performance Standards" or better on the overall rating on their most recent
Performance Appraisal prior to or coincident with their being eligible for
advancement by time in grade.
4. The Police Chief shall be authorized to reevaluate employees who reach Step 6 in
their pay range. An employee who is not performing up to standard for the sixth
step shall be notified in writing that the Police Chief intends to reduce him /her
one step unless his /her job performance improves significantly within a 60 day
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Resolution No. 10670 (2015 Series)
Exhibit A
Page 15
period. Unless the employee's job performance improves to an acceptable level
by the end of 60 days, the pay reduction shall then become effective. The sixth
step may be reinstated at any time upon recommendation of the Police Chief. If
the Police Chief deems it necessary to again remove the sixth step during the
same fiscal year, he /she may make the change at any time with three business
days' advanced written notice.
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Resolution No. 10670 (2015 Series)
Exhibit A
ARTICLE 9
OVERTIME - SERGEANTS
9.1 DEFINITION
Page 16
Overtime is defined as all hours worked in excess of 160 hours worked in the
employee's 28 day work period. Vacation, holidays, sick leave, IOD, and
compensatory time off shall be considered hours worked when computing overtime.
9.2 ELIGIBILITY
Sergeants (except the Administrative Sergeant) shall be eligible for overtime pay.
9.3 SHIFT ADJUSTMENT
In the matter of shift adjustments, it is agreed that the following guidelines will be
followed:
o In any situation necessitating a shift adjustment, volunteers will first be sought.
o Shift adjustments will not be for more than two hours.
o Shift adjustments for special units or assignments are not covered by this
guideline and remain the discretion of the Unit Supervisor or Bureau
Commander.
o Whenever volunteers cannot be located, Sergeants assigned will be chosen
sequentially by seniority.
o Generally, no more than two Sergeants per shift should be ordered to adjust
unless a specific event necessitates it.
o 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.
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Resolution No. 10670 (2015 Series)
Exhibit A
Page 17
o A Sergeant authorized to shift adjust will not suffer loss of briefing pay or
other normal benefit.
o Sergeants will be given at least ten hours between shifts for ordered non-
emergency shift adjustments.
o Shift adjustments will not be ordered to deal with court or shift continuation
unless it is necessary to ensure the Sergeant has adequate rest. If court or
another assignment prevents a Sergeant from getting proper rest between
shifts, the Sergeant and the Watch Commander may arrange a shift adjustment
to meet this need. With approval, the Sergeant 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 staffing, s /he is authorized
to bring in a replacement (on overtime) for up to four hours.
o Shift adjustments will not be limited by day or time except as articulated
above.
9.4 COMPENSATION
A. Overtime hours shall, at the employee's option, be compensated in cash at time
and one half the employee's regular rate of pay or in time off compensated at time
and one half. However, no employee shall accumulate and have current credit for
more than 100 hours of compensatory time off.
9.5 GUARANTEED MINIMUMS FOR RETURNING TO WO
Whenever an employee is required by the department to return to work outside of the
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Resolution No. 10670 (2015 Series)
Exhibit A
Page 18
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.
9.6 CALL BACK
Employees called back to work at hours not contiguous to their normally scheduled
shift shall be guaranteed three -hour minimum payment at time and one half.
Unanticipated emergency call -backs (criminal investigations, emergency evacuations,
natural disasters, civil unrest, SWAT, etc.) will include a total 30 minutes for travel
time.
9.7 COURT TIME
A. Employees reporting for court duty shall be guaranteed three hours minimum
payment at time and one -half.
B. Employees required to work through the lunch break while on court duty shall be
credited with time worked.
C. Two or more court cases occurring within the minimum time period shall be
subject to a single minimum payment.
D. Employees placed on standby in anticipation of reporting for court time shall be
compensated three hours straight time when on standby. Each calendar day starts
a new standby period.
E. 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 his /her assigned
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Resolution No. 10670 (2015 Series)
Exhibit A
Page 19
duties upon call. The parties agree that employees on standby, as defined above,
are "waiting to be engaged."
9.8 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.
9.9 TRAINING
A. Employees called back for training sessions, authorized by the Police Chief or
designee, shall be guaranteed two -hour minimum payment at time and one half.
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 either be a flat $36 per day or the actual amount spent as evidenced
by receipts subject to the following maximum amounts (unless increased by City
Policy).
• Breakfast - $10.00 (regardless of whether or not a continental breakfast is
provided)
• Lunch - $15.00
• Commuter Lunch - $8.00
• Dinner - $25.00
• Mileage at the prescribed IRS mileage reimbursement rate.
9.10 RANGE QUALIFICATION
A. Sworn personnel shall be guaranteed two hours at time and one half when
participating in range qualification training when off duty.
B. Each sworn employee who shoots for qualification shall be provided 100 rounds of
practice ammunition each month upon request.
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Resolution No. 10670 (2015 Series)
Exhibit A Page 20
OVERTIME — COMMUNICATIONS SUPERVISORS
9.11 DEFINITION
Overtime is defined as all hours worked in excess of 40 hours worked in a workweek.
Vacation, holidays, sick leave, IOD and compensatory time off shall be considered
hours worked when computing overtime.
9.12 ELIGIBILITY
Communication Supervisors shall be eligible for overtime pay.
9.13 COMPENSATION
Overtime shall be compensated in cash at time and one half the employee's regular
rate of pay or in time off compensated at time and one half.
9.14 GUARANTEED MINIMUMS FOR R_F,TURNING TO WORK
Whenever an employee is required by the department 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.
9.15 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.
Unanticipated emergency call -backs (criminal investigations, emergency evacuations,
natural disasters, civil unrest, SWAT, etc.) will include a total 30 minutes for travel
time.
9.16 COURT TIME
A. Employees reporting for court duty shall be guaranteed three hours minimum
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Resolution No. 10670 (2015 Series)
Exhibit A Page 21
payment at time and one -half.
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 compensabee, 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. Employees placed on standby as required to fulfill court requirements shall be
compensated three hours straight time when on standby. Each calendar day starts
a new standby period.
E. 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 his /her assigned
duties upon call. The parties agree that employees on standby, as defined above,
are "waiting to be engaged."
9.17 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.
9.18 TRAINING
A. Employees called back for training sessions, authorized by the Police Chief or
designee, shall be guaranteed two -hour minimum payment at time and one -half.
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
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Resolution No. 10670 (2015 Series)
Exhibit A
Page 22
provided shall either be a flat $36 per day or the actual amount spent as evidenced
by receipts subject to the following maximum amounts (unless increased by City
Policy).
Breakfast - $10.00 (regardless of whether or not a continental breakfast is
provided)
■ Lunch - $15.00
Commuter Lunch - $8.00
• Dinner - $25.00
• Mileage at the prescribed IRS mileage reimbursement rate.
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Resolution No. 10670 (2015 Series)
Exhibit A
ARTICLE 10
EDUCATION INCENTIVE
Page 23
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 $250.00 bi- weekly for possession
of a B.A. or B.S. from an accredited four year college or university and $350.00 bi- weekly for
possession of a M.A. or M.S. from an accredited college or university. Total education
incentive shall in no case exceed $350.00 bi- weekly.
B. JOB RELATED FIELDS. Degrees must be either in directly job related fields, or City-
approved equivalent.
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 and the Director of Human
Resources shall be required.
D. UNSATISFACTORY PERFORMANCE. To be eligible for compensation under this
program, an employee must receive and maintain at least a "Meets Performance Standards"
rating on their annual evaluation. The Chief of Police, with the concurrence of the City
Manager, may suspend payment of the incentive pay until such time as the employee's
performance comes up to the standard level, in the opinion of the Chief of Police and in
concurrence of the City Manager.
F. ADDITIONAL PROVISIONS.
1. The maximum benefit under this article is $350.00 bi- weekly for possession of a M.A. or
M.S. from an accredited college or university.
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Resolution No. 10670 (2015 Series)
Exhibit A
Page 24
2. Sworn and non -sworn employees are eligible to participate in the Tuition Reimbursement
program as set forth in City Policy.
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Resolution No. 10670 (2015 Series)
Exhibit A
ARTICLE 11
PAYDAY
Page 25
Payroll 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.
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Resolution No. 10670 (2015 Series)
Exhibit A
ARTICLE 12
GENERAL PROVISIONS
12.1 WORKING CONDITIONS:
Page 26
An officer's place of residence shall be within a one hour driving radius from the San
Luis Obispo Police Department.
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Resolution No. 10670 (2015 Series)
Exhibit A
A D rTf- T 1J 1'2
HEALTH CARE INSURANCE
13.1 CONTRIBUTION
Page 27
City agrees to contribute the monthly amounts set forth below for Cafeteria Plan
benefits for each regular, full -time employee covered by this Agreement. Less than
full -time employees shall receive a prorated share of the City's contribution.
Effective July 2015
Opt Out $ 569.00
Employee $ 569.00
Employee Plus One $1,035.00
Family $1,373.00
Effective December 2015 (for the January 2016 premiums), the City contribution shall
be as follows:
Opt Out $ 598.00
Employee $ 598.00
Employees Plus One $1,087.00
Family $1,442.00
Effective December 2016 (for the January 2017 premium), December 2017 (for the
January 2018 premium), and December 2018 (for the January 2019 premium) the
City's total Cafeteria Plan contribution shall be increased by an amount equal to one -
half of the average percentage change for family coverage in the PERS health plans
available in San Luis County. For example: if three plans were available and the
year -to -year changes were +10 %, +15 %, and +20% respectively, the City's
contribution would be increased by 7.5% (10% + 15% + 20% - 3 = 15% X 1/2).
The Cafeteria Plan amount is inclusive of mandatory dental and vision coverage.
Employees shall be eligible for the City contributions set forth above based on the
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Resolution No. 10670 (2015 Series)
Exhibit A Page 28
number of dependents they enroll in the PERS Health Benefit Program. .
13.2 INSURANCE COVERAGE
PERS Health Benefit Proui-ani
The City has elected to participate in the PERS Health Benefit Program with the PERS
Minimum Employer Contribution rate, currently $122.00 per month for active
employees and retirees. The City's contribution will come out of that amount the
City currently contributes to employees as part of the Cafeteria Plan. The cost of the
City's participation in PERS will not require the City to expend additional funds
toward health insurance beyond what is already provided for above in Section 12.1. In
summary, this cost and any increases will be borne by the employees.
13.3 Health Insurance Coverage Optional Participation
Employees with proof of medical insurance elsewhere are not required to participate
in the PERS Health Benefit Program and may receive the unused portion of the City's
contribution (after dental and vision is deducted) in cash in accordance with the City's
Cafeteria Plan. Those employees will also be assessed $16.00 per month to be placed
in the Retiree Health Insurance Account. This account will be used to fund the Retiree
Health Insurance Account. This account will be used to fund the City's contribution
toward retiree premiums and the City's costs for the Public Employee's Contingency
Reserve Fund and the Administrative Costs. However, there is no requirement that
these funds be used exclusively for this purpose nor any guarantee that they will be
sufficient to fund retiree health costs, although they will be used for negotiated
employee benefits.
13.4 Dental and Vision Insurance /Dependent Coverage
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Resolution No. 10670 (2015 Series)
Exhibit A
Page 29
Employees will be required to participate in the City's dental and vision plans at the
employee only rate. Should they elect to cover dependents in the City's dental and
vision plans, they may do so, even if they do not have dependent coverage under
PERS.
13.5 Life Insurance & Long Term Disability Insurance
Employees in the Police Staff Officers Unit shall have life insurance coverage of
Forty -Five Thousand Dollars ($45,000). Twenty Thousand Dollars ($20,000) shall be
paid by the employees through the City's Cafeteria Plan and Twenty -Five Thousand
($25,000) shall be paid by the City. Non -sworn employees shall continue to be
covered under the City's long -term disability insurance plan.
13.6 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 Oblip-ations of the Medical Plan Review Committee
1. Review and suggest changes for the City's flexible benefits plan and the
insurance plans offered under the MOA.
2. Submit to the City and its employee associations recommendations on
proposed changes for the City's flexible benefits plan and the insurance
plans offered under the MOA.
3. Disseminate information and educate employees about the City's flexible
benefits plan and the insurance plans offered under the MOA.
4. Participate in other related assignments requested by the City and its
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Resolution No. 10670 (2015 Series)
Exhibit A Page 30
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 Association.
3. If changes to the City's flexible benefits 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.
C. City agrees to continue its contribution to the Cafeteria Plan for two pay
periods in the event that an employee has exhausted all paid time off due to an
employee's catastrophic illness. That is, the employee shall receive the regular
City health benefit contribution for the first two pay periods following the pay
period in which the employee's accrued vacation and sick leave balances reach
zero.
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Resolution No. 10670 (2015 Series)
Exhibit A
ARTICLE 14
RETIREMENT
14.1 Employees hired before December 6, 2012
Page 31
The City agrees to provide the Public Employees' Retirement System's (PEAS) 3% at
age 50 plan to all sworn personnel and 2.7% at age 55 for all non -sworn personnel.
The 3% at age 50 plan includes the following amendments: Post- Retirement Survivor
Allowance, the 1959 Survivor's Benefit - Level Four, 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 55 plan
has the following amendments: 1959 Survivor's Benefit - Level Four, 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.
14.2 The City has discontinued paying the sworn employees' share of the PERS
Contribution (9 %) and the non -sworn employees' share of the PERS Contribution
(8 %). The 9% for sworn or the 8% for non -sworn is included to the base salary
schedule, and reported as compensation to PERS. The employee will pay directly to
PERS their contribution amount on a pre -tax basis pursuant to Section 414 (h) (2) of
the Internal Revenue Code (IRC).
14.3 The employee will be responsible for any and all tax liability incurred should the IRC
provision become invalid.
14.4 "Classic Members" hired on or after December 6, 2012
PERS determines who is a "classic member" with the meaning of the California Public
Employees' Pension Reform Act (PEPRA). For "Classic Members" hired on or after
December 6, 2012, the City will provide the PERS 2% at 50 retirement plan for sworn
personnel and 2% at 60 retirement plan for non -sworn personnel using the highest
26
Resolution No. 10670 (2015 Series)
Exhibit A
Page 32
three year average as final compensation. The second tier formula will include the
following amendments: conversion of unused sick leave to additional retirement
credit, the 1959 survivor's benefit (4t" level), the Military Service Credit option, and
the Pre- Retirement Option 2 Death Benefit. Employees hired under this plan will pay
the full member contribution required under the plan, presently nine percent (9 %) for
sworn personnel and seven percent (7 %) for non -sworn personnel.
The employee pays to PERS their contribution; as allowed under Internal Revenue
Service Code Section 414 (h) (2) the contribution is made on a pre -tax basis.
14.5 "New Members"
For all employees who PERS determines are "new members" within the meaning of
the PEPRA, the City will provide the PERS 2% at 57 retirement plan for sworn
personnel and 2% at 62 retirement plan for non -sworn personnel, using the highest
three year average as final compensation.
Effective on their date of hire, new members will pay 50% of the total normal cost of
the member contribution, as determined by PERS.
The employee pays to PERS their contribution; as allowed under Internal Revenue
Service Code Section 414 (h) (2) the contribution is made on a pre -tax basis.
27
Resolution No. 10670 (2015 Series)
Exhibit A
ARTICLE 15
UNIFORM ALLOWANCE
Page 33
15.1 Each employee required to wear a uniform shall receive an annual uniform allowance
as provided below and is expected to purchase and maintain in good repair all required
uniform pieces.
15.2 The uniform allowance shall be $1,000 per year, with $500 issued to the employee
with the first payroll period in June and $500 issued to the employee with the first
payroll period in December. New hires will receive a prorated amount.
15.3 All represented employees shall be eligible for uniform allowance without regard to
duty status interruption if in paid status, including 4850 Pay. For "Classic Members"
as defined by Ca1PERS, uniform allowance shall be reported to CalPERS as special
compensation. Uniform allowance will not be pro -rated upon separation from
employment.
28
Resolution No. 10670 (2015 Series)
Exhibit A
ARTICLE 16
HOLIDAYS
16.1 The following days of each year are designated as paid holidays:
January 1 - New Year's Day
Third Monday in January - Martin Luther King's Birthday
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 — Columbus Day
November 11 - Veteran's Day
Fourth Thursday in November - Thanksgiving Day
Friday after Thanksgiving
One -half day before Christmas Day
December 25 - Christmas
One -half day before New Year's Day
Page 34
16.2 Each employee in this unit shall earn 4 hours of holiday leave bi- weekly, in lieu of
fixed holidays.
Such employees shall receive payment at straight time hourly rate for a portion of their
earned holiday leave (2.00 hours) each bi- weekly payroll period.
16.3 The remainder of the employee's annual holiday leave (52 hours) shall be advanced to
the employee effective the first 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 /her designee.
16.4 Each calendar quarter, an employee has the option of receiving payment for one -fourth
(1/4) of his /her 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 as of the last payroll period in December of each year will be paid to the
Q
Resolution No. 10670 (2015 Series)
Exhibit A
employee at the straight time rate.
Page 35
If an employee terminates for any reason, having taken off hours in excess of his/her
prorated share, the value of the overage will be deducted from the employee's final
paycheck.
30
Resolution No. 10670 (2015 Series)
Exhibit A
A T? FT(' T T: 17
VACATION LEAVE
Page 36
17.1 Each incumbent of a 40 hour week line -item position 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 ten years, and 160 hours upon completion of twenty years.
Employees scheduled for more than 40 hours a week shall receive the equivalent
number of vacation days pro -rated to the number of regularly scheduled work hours.
17.2 An incumbent is not eligible to use vacation leave until accrued.
17.3 A regular employee who leaves the City service shall receive payment for any unused
vacation leave.
17.4 Vacation schedules must be reviewed by the Chief or his /her designee prior to the
scheduled vacation. Vacation schedules will be based upon the needs of the City and
then, insofar as possible, upon the wishes of the employee. The department may not
deny an employee's vacation request if such denial will result in the loss of vacation
accrual by the employee, except that, management may approve a two month
extension of maximum vacation accrual. However, in no event shall more than one
such extension be granted in any calendar year.
17.5 Any employee who is on approved vacation leave and becomes eligible for sick leave
as defined in Section 2.36.420A of the Personnel Rules & Regulations may have such
time credited as sick leave under the following conditions.
A. A physician's statement certifying that illness, injury or exposure to contagious
disease has occurred is presented to the supervisor upon returning to work.
31
Resolution No. 10670 (2015 Series)
Exhibit A
Page 37
B. The vacation leave immediately ends and the employee reports to work
following the end of sick leave usage.
17.6 Vacation leave shall be accrued as earned each payroll period, provided that not more
than twice the annual rate may be carried over to a new calendar year. It shall be the
responsibility of the employee to plan vacations and receive departmental approval in
a timely manner.
17.7 All employees in this unit are eligible once annually in December, to request payment
for up to 80 hours of unused vacation leave provided that an employee's overall
performance and attendance practices are satisfactory.
32
Resolution No. 10670 (2015 Series)
Exhibit A
ARTICLE 18
ADMINISTRATIVE LEAVE
Page 38
18.1 The Administrative Sergeant, Lieutenants, Captains, Police Records Supervisor and
Communications and Records Manager are exempt from paid overtime except as
specifically authorized by the Police Chief due to extraordinary circumstances. In
general, management employees are expected to work the hours necessary to
successfully carry out their duties and frequently must return to work or attend
meetings and events outside their normal working hours.
18.2 In recognition of these requirements and the 24 -hour staffing requirements of Police
Departments, all members of this unit who are designated as exempt in Section 17.1
above shall be afforded flexibility in managing their work load and time and are
eligible to take a maximum of 64 hours per calendar year of Administrative Leave.
Such leave may be taken at any time during the year. However, in cases where an
individual is not actively employed in an exempt position with the city during the full
year such leave shall be prorated or if the yearly amount earned is changed during the
year the amounts shall be prorated. For purposes of computing monthly amounts the
rate of 5.33 hours per month may be used (64 =12 = 5.33).
18.3 Exempt employees understand that the nature of their jobs require that they will work
additional hours outside of their regularly scheduled shifts for such activities as
occasional meetings, paybacks, briefings, shift preparation, etc. Subject to the
approval of the Bureau Commander, exempt employees may shift adjust for such
things as court, administrative assignments, filling shift vacancies, lengthy or frequent
meetings, training, etc.
33
Resolution No. 10670 (2015 Series)
Exhibit A
ARTICLE 19
SICK LEAVE
19.1 Accumulation of sick leave days shall be unlimited.
Page 39
19.2 Upon termination of employment by death or retirement, a percentage of the dollar
value of the employee's accumulated sick leave will be paid to the employee, or the
designated beneficiary or beneficiaries according to the following schedule:
A. Death - 25%
B. Retirement and actual commencement of PERS benefits:
1. After twenty years of continuous employment - 20%
2. After twenty -five years of continuous employment — 25%
3. After thirty years of continuous employment — 30%
34
Resolution No. 10670 (2015 Series)
Exhibit A
ARTICLE 20
FAMILY LEAVE
Page 40
20.1 An employee may take up to 48 hours of sick leave per year if required to be away
from the job to personally care for a member of his/her immediate family.
20.2 An employee may take up to 56 hours of sick leave per year if that family member is
part of the employee's household and is hospitalized. The employee shall submit
written verification of such hospitalization.
20.3 For purposes of this article, immediate family is defined as:
• spouse /registered domestic partner
• child
• brother
• sister
• parent
• parent -in -law
• step - parent
• step- brother
• step- sister
• grandparent
• grandchild
• any other relative living in the same household
• or any other relative as defined by Labor Code 233 and /or Assembly Bill 1522.
20.4 The amounts shown in 19.1 and 19.2 above are annual maximums, not maximums
per qualifying family member.
20.5 In conjunction with existing leave benefits, unit employees with one year of City
service who have worked at least 1280 hours in the last year, may be eligible for up to
12 weeks of Family /Medical Leave within any 12 month period. Family /Medical
Leave can be used for:
A. A new child through birth, adoption or foster care (maternal or paternal leave).
B. A seriously ill child, spouse or parent who requires hospitalization or continuing
35
Resolution No. 10670 (2015 Series)
Exhibit A Page 41
treatment by a physician.
C. Placement of an employee's child for adoption or foster care.
D. A serious health condition which makes the employee unable to perform the
functions of his or her position.
E. Or as allowed under State or Federal Law.
20.6 This leave shall be in addition to leave available to employees under the existing four
month Pregnancy- Disability Leave provided by California law. Paid leave, if used
for family leave purposes or personal illness, will be subtracted from the 12 weeks
allowed by the Family /Medical Leave Program. Employees must use all available
vacation, compensatory time off and administrative leave and, if appropriate, sick
leave prior to receiving unpaid Family/Medical Leave.
20.7 Employees on Family/Medical Leave will continue to receive the City's contribution
toward the cost of health insurance premiums. However, employees who receive
cash back under the City's Flexible Benefit Plan will not receive that cash during the
Family /Medical Leave. Only City group health insurance premiums will be paid by
the City.
20.8 If an employee does not return to work following leave, the City may collect from the
employee the amount paid for health insurance by the City during the leave. There
are two exceptions to this rule.
A. The continuation of a serious health condition of the employee or a covered
family member prevents the return.
B. Circumstances beyond the employee's control.
Further details on Family/Medical Leaves, are available through the City's "Guide to
Family /Medical Leave Program ".
36
Resolution No. 10670 (2015 Series)
Exhibit A
ARTICLE 21
BEREAVEMENT LEAVE
Page 42
At each employee's option, sick leave may be used to be absent from duty due to the death of
a member of the employee's immediate family, meaning:
• Spouse /registered domestic partner
• child
• brother
• sister
• parent
• parent -in -law
• step - parent
• step- brother
• step- sister
• grandparent
• grandchild
• 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 concerning the death or relationship shall be cause for
discharge.
37
Resolution No. 10670 (2015 Series)
Exhibit A
ARTICLE 22
CATASTROPHIC LEAVE
Page 43
Employees may participate in the Catastrophic Leave program in accordance with the City-
wide Catastrophic Leave Policy.
38
Resolution No. 10670 (2015 Series)
Exhibit A
ARTICLE 23
WORKERS' COMPENSATION LEAVE
Page 44
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 his/her base salary and the amount provided
by Workers' Compensation law during the first 90 business days of such disability absence.
Mis
Resolution No. 10670 (2015 Series)
Exhibit A
ARTICLE 24
JURY DUTY AND MILITARY LEAVES
24.1 JURY DUTY
Page 45
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 he /she received as a
juror and his /her 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.
24.2 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.
40
Resolution No. 10670 (2015 Series)
Exhibit A
ARTICLE 25
GRIEVANCE PROCEDURE
Page 46
25.1 A grievance is defined as an alleged violation, misinterpretation or misapplication of
the personnel rules and regulations or of any Memorandum of Agreement, excluding
disciplinary matters, or any existing written policy or procedure relating to wages,
hours or other terms and conditions of employment excluding disciplinary matters.
25.2 Each grievance shall be handled in the following manner:
A. The employee who is dissatisfied with the response of the immediate
supervisor shall discuss the grievance with the supervisor's immediate superior.
The employee shall have the right to choose a representative to accompany
him/her at each step of the process. 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, or agreement said to be
violated, and the proposed remedy. This action must take place within 15
business days of the occurrence of the grievance. The Police Chief shall
promptly consider the grievance and render a decision in writing within 15
business days of receiving the written grievance. If the employee accepts the
Police Chiefs decision, the grievance shall be considered terminated.
C. If the employee is dissatisfied with the Police Chiefs decision, the employee
may immediately submit the grievance in writing to the Human Resources
Director within five business days of receiving the Police Chiefs decision. The
41
Resolution No. 10670 (2015 Series)
Exhibit A
Page 47
Human Resources Director shall confer with the employee and the Police Chief
and any other interested parties, and shall conduct such other investigations as
may be advisable.
D. The results or findings of such conferences and investigations shall be
submitted to the City Manager in writing within fifteen (15) 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 15 business days of receiving the Human Resources Director's
results and findings. Such decision shall be final unless the employee desires
the Personnel Board to review the decision. If such is the case, the employee
will have five business days following receipt of the City Manager's decision to
submit a written request to the Personnel Board through the Human Resources
Director for a review of the decision. The Personnel Board within 30 business
days shall review the record and either (1) issue an advisory opinion to the City
Manager; or (2) conduct a hearing on the matter. If a hearing is held, an
advisory opinion shall be rendered by the Board within 10 business days of the
close of such hearing. If an opinion signed by at least three (3) members of the
Personnel Board recommends overruling or modifying the City Manager's
decision, the City Manager shall comply or appeal this recommendation to the
City Council. Such appeal shall be filed with the City Clerk within three
business days of the Board's action. If appealed, the City Council shall review
the case on the record and render a final decision within 15 business days of
submittal.
42
Resolution No. 10670 (2015 Series)
Exhibit A
ARTICLE 26
DISCIPLINARY ACTION
Page 48
Except in cases of disciplinary suspensions of less than one work week, the standards for the
discipline of exempt employees shall generally be consistent with the standards for discipline
of non - exempt employees. Thus, such exempt employees may be subject to termination,
demotion or reduction in compensation for any of the reasons set forth in Section 2.36.320 of
the Personnel Rules and Regulations. In conformity with the Fair Labor Standards Act, a
disciplinary suspension of less than one week may be imposed only for a violation of City
safety rules of major significance. Minor violations of rules and regulations may result in
lesser disciplinary actions, such as oral or written reprimands, counseling, or special training,
etc.
43
Resolution No. 10670 (2015 Series)
Exhibit A
ARTICLE 27
IMPASSE PROCEDURE
27.1 MEDIATION
Page 49
A. Mediation may be requested only after the possibility of settlement by direct
discussion (meet and confer) has been exhausted. Mediation may be requested by
scheduling a meeting with the Employee Relations Officer (City Manager).
1. The Employee Relations Officer shall convene a meeting between the chief
negotiator for the Association, one other representative of the Association, the
Employee Relations Officer and one other representative of the City:
a. To review the position of the parties in a final effort to reach agreement
or reduce the points of disagreement; and
b. If agreement is not reached, to make arrangements for mediation.
B. Following the meeting with the Employee Relations Officer, only the disputed
issues shall be submitted to mediation. The mediator shall be selected from the
State Mediation and Conciliation Service by mutual consent. All mediation
proceedings shall be private and confidential and the mediator shall make no
public recommendation nor take any public position at any time concerning the
issue. Any fees or expenses of mediation shall be shared equally by the City
and the Association.
C. Mediation shall be terminated if agreement has not been reached in 30 days
unless extended by mutual agreement.
27.2 FACT - FINDING
A. If mediation fails to resolve all issues, the unresolved issues shall be referred to
44
Resolution No. 10670 (2015 Series)
Exhibit A Page 50
"fact- finding." The fact - finder shall be selected by mutual consent.
B. The City and the Association shall submit its position on each unresolved issue
and its last offer of settlement to the fact - finder. After due consideration, the
fact - finder shall recommend on each issue using factors traditionally taken into
consideration in determination of wages, hours and other terms and conditions
of employment in the public sector.
C. Within 10 days of commencing fact - finding, recommendations of the fact-
finder shall be reported in writing at a meeting of representatives of the City
and the Association. Each party shall accept, reject or propose alternatives to
the fact - finder's recommendations. Any recommendations or alternatives not
accepted by both parties within 15 days of receiving the fact - finder's
recommendations will be presented to the City Council.
D. After a hearing where the chief negotiator for the Association, one other
representative of the Association, the Employee Relations Officer and one
other representative of the City have presented their position on the fact - finder's
recommendations, the City Council may accept or reject any recommendation.
All proceedings and recommendations of fact - finding shall be private and
confidential. Any fees or expenses shall be equally shared by the City and the
Association.
45
Resolution No. 10670 (2015 Series)
Exhibit A
ARTICLE 28
SWAT TEAM MEMBERS
Page 51
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 yearly rate of $375.00 per member. At
the City's request each member requesting reimbursement may be required to provide proof
of purchase or of membership and active participation.
46
Resolution No. 10670 (2015 Series)
Exhibit A
ARTICLE 29
FULL AGREEMENT
Page 52
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. In the event any new practice or subject matter
arises during the term of this Agreement and an action is proposed by the City, the
Association will be afforded notice and shall have the right to meet and confer upon request.
47
Resolution No. 10670 (2015 Series)
Exhibit A
ARTICLE 30
SAVINGS CLAUSE
Page 53
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 invoke the provision of impasse under
Section 13 of City Resolution No. 6620.
48
Resolution No. 10670 (2015 Series)
Exhibit A
ARTICLE 31
TERM OF AGREEMENT
Page 54
This Agreement shall become effective as of July 1, 2015, except that those provisions which
have specific implementation dates shall be implemented on those dates and shall remain in
full force and effect until midnight June 30, 2019.
49
Resolution No. 10670 (2015 Series)
Exhibit A
ADrrIPI P11
AUTHORIZED AGENTS
For the purpose of administering the terms and provisions of the Agreement:
A. The Association's principal authorized agent shall be the President
Page 55
(address: 1042 Walnut Street, San Luis Obispo, California 93401; telephone:
(805) 781 - 7342).
B. Management's principal authorized agent shall be the Human Resources Director
or his /her duly authorized representative (address: 990 Palm Street, San Luis
Obispo, California 93401; telephone: (805) 781 - 7252).
50
ARTICLE 33
SIGNATURES
1. Classifications covered by this agreement and included within this unit are Police
Sergeant, Police Lieutenant, Police Captain, Communications Supervisor, Police
Records Supervisor, and Communications and Records Manager.
2. This Agreement does not apply to Temporary Employees or Part -time Employees:
This Agreement was executed on October 6, 2015, by the following parties;
CITY OF SAN LUIS OBISPO
4—y-4 -L iltmo
Monica Irons, Human Resources Director
A_NAS", 4 fzo�,�
Greg Zo uman sources anager
Olson, jarret
51
SAN LUIS OBISPO
POLICE STAFF OFFICERS'
ASSOCIATION
Kerri Rosenblum, President
John Bledsoe, Vice President
jJanreGoodwin, Treasurer
Brian Amoroso, Negotiator
Resolution No. 10670 (2015 Series)
Exhibit A
APPENDIX A
Salary Range Listing July 2015 - July 2018
Page 57
July 2015
Summary of Changes: 2% COLA all classifications, 1% equity adjustment for Police Lieutenant 1.6% equity adjustment for Police Captain
Title
Class
Schedule
Biweekly
Step 1
Biweekly
Step 2
Biweekly
Step 3
Biweekly
Step 4
Biweekly
Step 5
Biweekly
Step 6
POLICE SERGEANT
8010
800
$ 3,614
$ 3,804
$ 4,004
$ 4,215
$ 4,437
$ 4,671
POLICE LIEUTENANT
8030
805
$ 4,157
$ 4,376
$ 4,606
$ 4,848
$ 5,103
$ 5,372
POLICE CAPTAIN
8040
810
$ 4,781
$ 5,033
$ 5,298
$ 5,577
$ 5,870
$ 6,179
POLICE RECORDS SUPERVISOR
8045
850
$ 2,410
$ 2,537
$ 2,670
$ 2,810
$ 2,958
$ 3,114
COMMUNICATIONS SUPERVISOR
8050
855
$ 2,670
$ 2,811
$ 2,959
$ 3,115
$ 3,279
$ 3,452
COMMUNICATN & RECORDS MGR
8055
800
$ 3,614
$ 3,804
$ 4,004
$ 4,215
$ 4,437
$ 4,671
January 2016
Summary of Changes: 5% equity adjustment for Communications and Records Manager
Title
POLICE SERGEANT
Class
1
Schedule
Biweekly
Step 1
Biweekly
Step 2
Biweekly
Step 3
Biweekly
Step 4
Biweekly
Step 5
Biweekly
Step 6
8010
800
$ 3,614
$ 3,804
$ 4,004
$ 4,215
$ 4,437
$ 4,671
POLICE LIEUTENANT
8030
805
$ 4,157
$ 4,376
$ 4,606
$ 4,848
$ 5,103
$ 5,372
POLICE CAPTAIN
8040
810
$ 4,781
$ 5,033
$ 5,298
$ 5,577
$ 5,870
$ 6,179
POLICE RECORDS SUPERVISOR
8045
850
$ 2,410
$ 2,537
$ 2,670
$ 2,810
$ 2,958
$ 3,114
COMMUNICATIONS SUPERVISOR
8050
855
$ 2,670
$ 2,811
$ 2,959
$ 3,115
$ 3,279
$ 3,452
COMMUNICATN & RECORDS MGR 1
8055
860
$ 3,796
$ 3,996
$ 4,206
$ 4,427
$ 4,660
$ 4,905
July 2016
Summary of Changes: 2% COLA for all classifications
Title
Class
Schedule
Biweekly
Step 1
Biweekly
Step 2
Biweekly
Step 3
Biweekly
Step 4
Biweekly
Step 5
Biweekly
Step 6
POLICE SERGEANT
8010
800
$
3,687
$
3,881
$
4,085
$
4,300
$
4,526
$
4,764
POLICE LIEUTENANT
8030
805
$
4,240
$
4,463
$
4,698
$
4,945
$
5,205
$
5,479
POLICE CAPTAIN
8040
810
$
4,878
$
5,135
$
5,405
$
5,689
$
5,988
$
6,303
POLICE RECORDS SUPERVISOR
8045
850
$
2,458
$
2,587
$
2,723
$
2,866
$
3,017
$
3,176
COMMUNICATIONS SUPERVISOR
8050
855
$
2,725
$
2,868
$
3,019
$
3,178
$
3,345
$
3,521
COMMUNICATN & RECORDS MGR 1
8055
860
$
3,871
$
4,075
$
4,289
$
4,515
$
4,753
$
5,003
July 2017
Summary of Changes: 2% COLA for all classifications
Title
Class
Schedule
Biweekly
Step 1
Biweekly
Step 2
Biweekly
Step 3
Biweekly
Step 4
Biweekly
Step 5
Biweekly
Step 6
POLICE SERGEANT
8010
800
$
3,760
$
3,958
$
4,166
$
4,385
$
4,616
$
4,859
POLICE LIEUTENANT
8030
805
$
4,325
$
4,553
$
4,793
$
5,045
$
5,310
$
5,589
POLICE CAPTAIN
8040
810
$
4,975
$
5,237
$
5,513
$
5,803
$
6,108
$
6,429
POLICE RECORDS SUPERVISOR
8045
850
$
2,507
$
2,639
$
2,778
$
2,924
$
3,078
$
3,240
COMMUNICATIONS SUPERVISOR
8050
855
$
2,778
$
2,924
$
3,078
$
3,240
$
3,411
$
3,591
COMMUNICATN & RECORDS MGR
1 8055
860
$
3,949
$
4,157
$
4,376
$
4,606
$
4,848
$
5,103
52
Resolution No. 10670 (2015 Series)
Exhibit A
APPENDIX A
Page 58
July 2018
Summary of Changes: 2% COLA for all classifications
Title
Class
Schedule
Biweekly
Step 1
Biweekly
Step 2
Biweekly
Step 3
Biweekly
Step 4
Biweekly
Step 5
Biweekly
Step 6
POLICE SERGEANT
8010
800
$
3,835
$
4,037
$
4,249
$
4,473
$
4,708
$
4,956
POLICE LIEUTENANT
8030
805
$
4,412
$
4,644
$
4,888
$
5,145
$
5,416
$
5,701
POLICE CAPTAIN
8040
810
$
5,075
$
5,342
$
5,623
$
5,919
$
6,230
$
6,558
POLICE RECORDS SUPERVISOR
8045
850
$
2,557
$
2,692
$
2,834
$
2,983
$
3,140
$
3,305
COMMUNICATIONS SUPERVISOR
8050
855
$
2,835
$
2,984
$
3,141
$
3,306
$
3,480
$
3,663
COMMUNICATN & RECORDS MGR
8055
860
$
4,028
$
4,240
$
4,463
$
4,698
$
4,945
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