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Home My WebLink About10-16-2018 Item 18 - MOA between City and SLO Police Officers Association Meeting Date: 10/16/2018 FROM: Monica Irons, Director of Human Resources Prepared By: Nickole Sutter, Human Resources Analyst II SUBJECT: SUCCESSOR MEMORANDUM OF AGREEMENT BETWEEN THE CITY OF SAN LUIS OBISPO AND THE SAN LUIS OBISPO POLICE OFFICERS’ ASSOCIATION RECOMMENDATION 1. Adopt a Resolution (Attachment A) ratifying the successor Memorandum of Agreement (MOA) (Attachment B, Exhibit A) between the City of San Luis Obispo and the San Luis Obispo Police Officers’ Association (POA) with a three-year term (July 1, 2018 through June 30, 2021) that includes: a. Modest cost of living increases partially offset by increased employee contributions to retirement costs; and b. Dismissal of a pending grievance regarding holiday pay; and, c. Resolution of a potential Federal Labor Standards Act (FLSA) dispute regarding inclusion of cash in lieu of City contribution to health insurance in the calculation of FLSA overtime, with new contract language providing for the dual calculation of contract and FLSA overtime. 2. Adopt a Regular and Supplemental Salary Schedule effective October 16, 2018 as required by California Public Employees Retirement System (CalPERS) (Attachment C & D). DISCUSSION Background The POA represents 64 members; 45 sworn Police Officers and 19 non-sworn personnel including Commu nications Technicians (emergency dispatchers), Police Records Clerks, a Property and Evidence Clerk, Police Field Services Technician, and Evidence Technician. POA timely notified the City of its intent to negotiate a successor MOA and POA and City representatives met eight times over five months to reach the proposed agreement. POA expressed clear priorities that included reasonable cost of living increases and other minor modifications to various components of compensation to assist in attracting and r etaining well qualified employees, given the ongoing recruitment and retention challenges in the Police Department . There is no doubt the City has challenges attracting and retaining Police Officers and Communications Technicians that make up most of this bargaining unit. In the past five years, turnover for these two classifications has increased to 20%, twice the City-wide average. This challenge is not peculiar to the City but is shared by most agencies in California and throughout the Country. While recognizing the recruitment and retention challenges, the City also expressed to the POA representatives, objectives outlined in the Council -adopted Fiscal Health Response Plan (FHRP) Packet Page 217 Item 18 that outlines actions during the next three fiscal years (2018 -19 through 2020-21) aimed at closing an approximate $8.9 million budget gap due to CalPERS discount rate reductions resulting in increasing retirement costs to agencies. The FHRP anticipates employee concessions (anticipated growth of employee wages and benefit s at a rate less than inflation) equaling $1.9M by fiscal year 2020-21. Therefore, the City’s focus and primary interests included achieving a three-year agreement that provides certainty around compensation costs during the FHRP term, increased employee contributions to retirement costs, and maintaining competitive wages and benefits to support recruitment and retention objectives. Increasing employee contributions to retirement for this group, is significant given that it already contributes 50% of the normal cost of retirement and three percent more than the Member contribution. Negotiation sessions with this group were cooperative and focused on key objectives that also included resolution of potential disputes over a modification to the payment of holiday pay necessary to meet CalPERS requirements and the conclusion of the City’s internal review of FLSA compliance following the 2016 Flores v. City of San Gabriel case. Both issues were discussed in detail with POA representatives including a detailed analysis of potential FLSA liability by the City due to the required inclusion of cash-in-lieu of City contribution to health insurance in the calculation of Federal overtime. The City implemented a “dual-calculation” of overtime on July 5, 2018 that offsets any FLSA overtime with the contractually required overtime payments. In the event an employee is owed more under the FLSA overtime calculation than the contractual overtime calculation, an adjustment is made. Key Components of the Successor MOA The following is a summary of the key changes included in the successor POA MOA: 1. Term of the Agreement. July 1, 2018 to June 30, 2021 2. Cost of Living Adjustments. The COLAs are partially offset by PERS retirement cost - sharing and are in line with the FHRP and Council’s Labor Relation Objectives (LROs). • 2% COLA July 2019 All Sworn and Non-Sworn Classifications • 2% COLA July 2020 All Sworn and Non-Sworn Classifications 3. Equity Adjustments. The City, along with most cities in the State and nationally, are having difficulty attracting and retaining well-qualified Police Officers. The recruiting challenges are in part due to fewer people entering the field of policing, complicated by the lower second tier retirement formula (2% @ 50) implemented by the City in 2012, higher cost of living on the Central Coast, and trailing spouse issues. In addition, the City has experienced increased turnover in the Communication Technician (emergency dispatcher) classification. With that in mind, equity adjustments were authorized for these classifications to keep them close to market median through the term of the MOA. • 1% Equity July 2019 Police Officer and Communication Technician Classifications Only • 1% Equity July 2020 Police Officer and Communication Technician Classifications Only Packet Page 218 Item 18 4. CalPERS Retirement Cost-Sharing. By the third year of the contract, all POA members will pay three percent (3%) more towards their retirement. Currently, Tier 1 and 2 sworn POA sworn members pay 12% and Tier 3 sworn personnel pay 12.75 % of their salary and special compensation to retirement. In July 2020, the contribution rates for sworn personnel will increase to 15% and 15.75% as shown in the table below. Non-sworn personnel currently contribute 11% and 6.25% depending on retirement tier. Non-sworn employee contributions will increase to 14% and 9.25%. The ongoing increase of the employee contribution to retirement is in line with the City’s FHRP and Council’s LROs. 5. Health Insurance Cost-Sharing. During the duration of the contract, the C ity contribution to health insurance will increase two times instead of annually; once in December 2018 for the January 2019 premium and again in December 2020 for the January 2021 premium. The increase will be calculated using a cost-sharing arrangement that increases the City contribution by 50% of the average percent increase in CalPERS medical premiums. For example, if the average increase in CalPERS medical premiums increases eight percent, the City contribution would increase four percent, while employees absorb the remainder of the increased cost. This balanced cost sharing model meets Council’s LROs. 6. Lump-Sum Payments. The following lump-sum, taxable payments are intended to assist in retaining employees during the term of this agreement and rep resent settlement of a potential grievance regarding payment of holiday pay and a potential FLSA dispute over the inclusion of cash back from the City health contribution in the calculation of FLSA overtime. Lump-sum payments will be made to members emplo yed by the City on the effective date of the payments as listed below. • Upon Council Adoption $1,500 All Classifications • June 2019 $1,500 All Classifications • July 2019 $1,500 Classifications in Evidence, Field Services, and Records only • December 2019 $1,500 All Classifications • July 2020 $1,500 Classifications in Evidence, Field Services, and Records only • December 2020 $1,500 All Classifications 7. Other minor modifications. Other minor modifications resulting in no or low cost were agreed to, primarily related to adding clarifying language to the MOA regarding use of Employee Contribution Levels to PERS Retirement (Percent of Salary) Safety PERS Tier July 2018 July 2019 July 2020 Tier 1 (3% @ 50) 12% 13.5% 15% Tier 2 (2% @ 50) 12% 13.5% 15% Tier 3 (2.7% @ 57) 12.75% 14.25% 15.75% Packet Page 219 Item 18 union time bank, payment of uniform allowance, updating of per diem amounts when traveling for training, and clarifying that employees who opt in to City medical plans do not receive cash back. Benefits of the MOA Provisions 1. A three-year term for the successor MOA avoids additional negotiations during the FHRP term. 2. Modest cost of living increases, partially offset by increased employee contributions to retirement costs, and targeted equity adjustments helps maintain competitive salaries while keeping the overall increase in total compensation under anticipated inflation rates. 3. One-time payments at intervals throughout the labor agreement, represent a finite incentive to retain experienced employees, settles two potential disputes (holiday pay and FLSA overtime payments) while not increasing ongoing compensation on which long - term retirement obligations are based. 4. Confirms the dual calculation of overtime methodology that limits overtime liability by using contract overtime to offset strict FLSA overtime liability. ENVIRONMENTAL REVIEW The California Environmental Quality Act does not apply to the recommended action in this report, because the action does not constit ute a “Project” under CEQA Guidelines sec. 15278. FISCAL IMPACT The one-time cost totals approximately $402,000 during the three-year term. The one-time monies were identified in the 17-18 Financial Plan and have been encumbered for use in later fiscal years. The cumulative ongoing cost to the City, after all items are implemented for the successor POA MOA, is approximately $303,000. The ongoing costs are modeled in the ten- year forecast, are sustainable under the FHRP, and are consistent with Council a dopted Labor Relation Objectives. ALTERNATIVE Do not approve recommended changes to the resolution and MOA. Instead, direct staff to return to the bargaining with the POA. This alternative is not recommended as the resolution and MOA are consistent wit h previous Council direction and with the Fiscal Health Response Plan. Attachments: a - POA Resolution 2018 b - Exhibit A to Attachment A, POA MOA (Legislative Draft) c - Regular and Contract Employee Salary Schedule d - Supplemental Employee Salary Schedule Packet Page 220 Item 18 R ______ RESOLUTION NO. (2018 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 OFFICERS’ ASSOCIATION FOR THE PERIOD OF JULY 1, 2018 TO JUNE 30, 2021 WHEREAS, the San Luis Obispo Police Officers’ Association (POA) is committed to providing high quality service to the community and recognizes the City’s commitment to fiscal responsibility in alignment with the City’s Fiscal Health Response Plan; and WHEREAS, the POA has agreed to a shared approach including modest salary increases in exchange for employees paying more towards retirement costs; and WHEREAS, the City of San Luis Obispo has experienced c hallenges recruiting and retaining Police Officers and Communications Technicians; 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 Compe nsation Philosophy while also considering the long-term fiscal sustainability of changes in compensation. 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 POA, 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. Packet Page 221 Item 18 Resolution No. _____ (2018 Series) Page 2 R ______ 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: Chris Chitty, President of the San Luis Obispo Police Officers’ Association, and Monica Irons, Director of Human Resources. Upon motion of ___________________________, seconded by ________________________, and on the following vote: AYES: NOES: ABSENT: The foregoing resolution was adopted this 16th day of October, 2018. ____________________________________ Mayor Heidi Harmon 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, this 16th day of October, 2018. ____________________________________ Teresa Purrington City Clerk Packet Page 222 Item 18 Exhibit “A” Packet Page 223 Item 18 Exhibit “A” ii Table of Contents ARTICLE 1 - PREAMBLE ...........................................................................................................1 ARTICLE 2 - RECOGNITION ......................................................................................................2 ARTICLE 3 - CHECK OFF/DUES DEDUCTION .........................................................................3 ARTICLE 4 - EMPLOYEE RIGHTS .............................................................................................4 ARTICLE 5 - MANAGEMENT RIGHTS .......................................................................................5 ARTICLE 6 - REPRESENTATIVE ROLE ....................................................................................6 ARTICLE 7 - SALARY .................................................................................................................8 ARTICLE 8 - MASTER POLICE OFFICER PROGRAM ............................................................11 ARTICLE 9 - TRAINING OFFICER INCENTIVE .......................................................................14 ARTICLE 10 - BILINGUAL PAY ................................................................................................15 ARTICLE 11 - OVERTIME - SWORN .......................................................................................16 ARTICLE 12 - OVERTIME - NON-SWORN ..............................................................................22 ARTICLE 13 - WORK OUT-OF-GRADE ...................................................................................26 ARTICLE 14 STANDBY SWORN & NON-SWORN ...................................................................27 ARTICLE 15 - EDUCATION INCENTIVE ..................................................................................28 ARTICLE 16 - UNIFORM ALLOWANCE ...................................................................................30 ARTICLE 17 - HEALTH CARE INSURANCE ............................................................................31 ARTICLE 18 - RETIREMENT ....................................................................................................41 ARTICLE 19 - SENIORITY........................................................................................................45 ARTICLE 20 - HOLIDAYS .........................................................................................................46 ARTICLE 21 - VACATION.........................................................................................................48 ARTICLE 22 - SICK LEAVE ......................................................................................................51 ARTICLE 23 - FAMILY LEAVE .................................................................................................52 ARTICLE 24 - BEREAVEMENT LEAVE....................................................................................55 ARTICLE 25 - CATASTROPHIC LEAVE ...................................................................................56 ARTICLE 26 - WORKERS' COMPENSATION LEAVE ..............................................................58 ARTICLE 27 - JURY DUTY AND MILITARY LEAVES ..............................................................59 ARTICLE 28 - GENERAL PROVISIONS ...................................................................................60 ARTICLE 29 - RESIDENCY REQUIREMENTS .........................................................................61 ARTICLE 30 - PROMOTIONAL POLICY ...................................................................................62 ARTICLE 31 - PERFORMANCE EVALUATIONS .....................................................................66 ARTICLE 32 - GRIEVANCE PROCEDURE ..............................................................................69 ARTICLE 33 - LAYOFFS ..........................................................................................................72 ARTICLE 34 - WORK ACTIONS ...............................................................................................74 ARTICLE 35 - COMMUNICATION PROCESS ..........................................................................75 ARTICLE 36 - NOTICE TO THE ASSOCIATION ......................................................................76 ARTICLE 37 - EQUIPMENT ......................................................................................................77 ARTICLE 38 - TEMPORARY MODIFIED DUTY .......................................................................79 ARTICLE 39 - WORK SCHEDULES .........................................................................................80 ARTICLE 40 - SWAT ................................................................................................................88 ARTICLE 41 - TRAUMATIC INCIDENTS ..................................................................................89 ARTICLE 42 - NO DISCRIMINATION .......................................................................................90 ARTICLE 43 - STAFFING .........................................................................................................91 ARTICLE 44 - FULL AGREEMENT ...........................................................................................92 ARTICLE 45 - SAVINGS CLAUSE ............................................................................................93 ARTICLE 46 - RENEGOTIATIONS ...........................................................................................94 Packet Page 224 Item 18 Exhibit “A” iii ARTICLE 47 - TERM OF AGREEMENT ...................................................................................95 APPENDIX A - CLASSIFICATION ............................................................................................96 APPENDIX B - GRIEVANCE FORMS .......................................................................................97 APPENDIX C – SALARY RANGE LISTING ..............................................................................99 Packet Page 225 Item 18 Exhibit “A” 1 ARTICLE 1 - PREAMBLE 1.1 This Agreement is effective the 1st 16th day of JanuaryOctober, 20162018, by and between the City of San Luis Obispo, hereinafter referred to as City, and the San Luis Obispo Police Officers' Association. The provisions of this Agreement shall apply to all unit members employed on January 1, 2016October 16, 2018 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 resol ution 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. Packet Page 226 Item 18 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. Packet Page 227 Item 18 Exhibit “A” 3 ARTICLE 3 - CHECK OFF/DUES DEDUCTION 3.1 The City shall deduct dues from City employees and remit said dues to the Association treasurer, which dues shall not include assessments. 3.2 Dues deduction, additions, and/or deletions shall be recorded by the City's Finance & Information Technology Director or designee and a notification of all dues transactions shall be sent monthly to the Association President. 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. 3.4 The Association shall refund to the City any amount paid to the Association in error, upon presentation of supporting evidence. Packet Page 228 Item 18 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 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 employ ment relations with the City. No employee shall be interfered with, intimidated, restrained, coerced or discriminated against because of the exercise of these rights. Packet Page 229 Item 18 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 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 conten t 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. The City’s exercise of its rights under this section is subject to applicable State law. Packet Page 230 Item 18 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 prov ided 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 work station 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 restr ict 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 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 Packet Page 231 Item 18 Exhibit “A” 7 between the actual number of hours and the 250 hour maximum will be divided by the number of POA represented employees. Each represented employee shall then contribute an equal number of lea ve 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. 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. 2.3. Time bank hours can be used for POA operational needs including but not limited to Association training, meetings and ancillary business. The City agrees to meet and confer over an increase in donations to the association leave bank if requested by the POA during the term of this MOA. Packet Page 232 Item 18 Exhibit “A” 8 ARTICLE 7 - SALARY 7.1 Rules Governing Step Increases The following rules shall govern step increases for employees: 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 City Manager may authorize hiring at any step. B. The second step is an incentive adjustment to encourage an employee to improve his/her work. An employee may be advanced to the second step following twelve months satisfactory service upon recommendation by the Police Chief and the approval of the Human Resources Director. C. The third, fourth & fifth step represents the middle value of the salary range and is the rate at which a fully -qualified, experienced and ordinarily conscientious employee may expect to be paid after a reasonable period of satisfactory service. An employee may be advanced to the third and subsequent steps after completion of twelve months service at the prior step, provided the advancement is recommended by the Police Chief and approved by the Human Resources Director. D. The sixth step is to be awarded only in case of work which is well above average for the class. An employee may be advanced to the sixth step after completion of one year of service at the fifth step, provided the advancement is recommended by the Police Chief and approved by the Human Resources Director. E. The seventh and eighth steps are intended as a reward for performance sustained above satisfactory. An employee may be advanced to the seventh or eighth step after completion of one year at the prior step, provided the advancement is recommended by the Police Chief and approved by the Human Resources Director. F. Progression to Master Police Officer, step 9, will occur when the employee has satisfied the requirements in Article 8.4. Packet Page 233 Item 18 Exhibit “A” 9 G. The Police Chief shall be authorized to reevaluate employees who reach top step in their pay range. An employee who is not performing up to standard for the top step shall be notified in writing that the Police Chief intends to reduce him/her one step unless job performance improves significantly within a 60-day 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 top step may be reinstated at any time upon recommendation of the Police Chief. If the Police Chief deems it necessary to again remove the top step during the same fiscal year, he/she may make the change at any time with three business days' advanced written notice. H. 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 Communications Technician, Evidence Technician, Field Services Technician, Property and Eviden ce Clerk, Police Records Clerk and Police Cadet consists of seven steps (1 through 7). Steps 1 through 7 equal 95% of the next highest step, computed to the nearest $1.00. Each across-the-board % salary increase shall raise each step of the range by the %. 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. Employees who are eligible for advanc ement to top step 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. Employees who are eligible for advancement to the top two steps 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. Packet Page 234 Item 18 Exhibit “A” 10 7.2 Salary Increases for Term of Agreement Salary increases will be effective on the first day of the first full pay period following the dates listed below: • July 2019 2% All Sworn and Non-Sworn Classifications • July 2020 2% All Sworn and Non-Sworn Classifications • January 1, 2016 2% Sworn and Non-Sworn Classifications • January 1, 2017 2% Sworn and Non-Sworn Classifications • January 1, 2018 2% Sworn and Non-Sworn Classifications Recruitment and Retention Market Adjustment for Term of Agreement: Due to the critical nature of the work performed and difficulty in attracting and retaining qualified employees in these classifications, r ecruitment and retention market increases will be effective on the first day of the first full pay period following the dates listed below: • July 2019 1% Communications Technicians and Police Officers • July 2020 1% Communications Technicians and Police Officers • July 2016 1.0% Sworn and Non-Sworn Classifications • July 2017 1.0% Sworn and Non-Sworn Classifications 7.3 Lump-Sum Payments The following lump-sum, taxable payments are provided to assist in retaining employees during the term of this agreement and represent settlement of a potential grievance regarding payment of holiday pay and a potential FLSA dispute over the inclusion of cash in lieu of health contributions in the calculation of overtime. These payments will be made to all members employed by the City on the effective date of the payments that are to be effective on the first full pay period following the dates listed below: • $1,500 upon Council Adoption – All Classifications • $1,500 June 2019 – All Classifications Packet Page 235 Item 18 Exhibit “A” 11 • $1,500 July 2019 – Evidence, Field Services, and Records Classifications Only • $1,500 December 2019 – All Classifications • $1,500 July 2020 – Evidence, Field Services, and Records Classifications Only • $1,500 December 2020 – All Classifications The salary ranges for the term of this agreement are listed in Appendix C . ARTICLE 8 - MASTER POLICE OFFICER PROGRAM 8.1 The Master Police Officer Program shall be as follows: The specialty assignments included in this program are: S.E.T5 4 years4 Traffic Officer5 3 4 years3 Investigator5 4 years Narcotics Task Force Investigator 4 years SRO 4 years4 Crime Scene Investigator 3 years Defensive Tactics Instructor1 3 years Hostage Negotiator1 3 years Range Master 4 years2 Downtown Officer 3 years2 Swat Team Operator1 3 years Bomb Technician1 3 years CAT (Community Action Team) 4 years Traffic Call Out1 3 years 1 Non-mandatory Rotational position. 2 Early opt out allowed after two years with full credit towards MPO status. 3 If grant funding is received for DUI enforcement then the assignment is two years and is counted toward MPO credit. 4 Early opt out allowed after three years with full credit towards MPO status. Packet Page 236 Item 18 Exhibit “A” 12 5 At the discretion of the Police Chief, Administrative Captain, Investigations Lieutenant, SET Sergeant, and following input from a member of the POA 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. At the discretion of the Police Chief, Administrative Captain, Investigations Lieutenant, SET Sergeant, and following input from a member of the POA board of directors, one position in SET, Investigator and Traffic may be extended two years. This extension can be reoccurring based on job performance and management recommendation. An officer can chose to decline the extension at the end of the completed rotation. 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. 8.3 Compensation under this program shall in no case exceed one step on the salary range. 8.4 Master Police Officer Eligibility requirements for the position of Master Police Officer are as follows: 1. One full year at Step 8 of the salary range. 2. Must have obtained an advanced POST Certificate 3. Must have successfully completed two specialty assignments and two years in a third specialty assignment. 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 his/her discretion. The 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 Packet Page 237 Item 18 Exhibit “A” 13 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. Departure for any other reaso n will forfeit MPO compensation at the time of departure. 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 emplo yee’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 Master Poli ce 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: Police Officer Step 9. 8. The employee is responsible for requesting adv ancement to Master Police Officer. 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. 9. Once an officer achieves status of MPO s/he will be assig ned to attend the Field Training Officer Class. Once an officer achieves status of MPO s/he will be assigned to attend the Field Training Officer Class if they wish to be a Field Training Officer. At the discretion of the Police Chief he/she can select other officers to be a Field Training Officer if there are not enough MPO’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 Obispo Police Department. The Police Chief has discretion to offer FTO to an officer with less seniority if FTO spots are unable to be filled. Packet Page 238 Item 18 Exhibit “A” 14 ARTICLE 9 - FIELD TRAINING OFFICER INCENTIVE 9.1 When assigned a trainee by the Police Chief or designee, field Ttraining Oofficers will receive $50 per day. Classifications that are eligible for this incentive are Police Officers (Field Training Officers) and Communicatio ns Technicians (Communications Training Officers). Packet Page 239 Item 18 Exhibit “A” 15 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 $50 100 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. Effective the first payroll in the month following adoption of this agreement by City Council, bilingual payment shall be $100 per pay period. Packet Page 240 Item 18 Exhibit “A” 16 ARTICLE 11 - OVERTIME - SWORN 11.1 DEFINITION A. 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 overtimCity or contract overtime is defined as all hours worked in excess of 160 hours worked in the employee's 2 8-day work period. Vacation, Holiday, Sick Leave, IOD (Workers Compensation), and Compensatory Time Off (CTO) shall be considered hours worked when computing overtime. All sworn employees covered by this Agreement shall be eligible for overtime pay. B. In accordance with section 207(k) of the Fair Labor Standards Act, 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 per iod 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 10.1.A above. City/Contract 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 CTO. 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 overage (except when scheduled in conjunction with approved vacatio n during the annual vacation sign-ups). 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 Packet Page 241 Item 18 Exhibit “A” 17 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. A.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. 11.2 ELIGIBILITY All sworn employees covered by this Agreement shal l be eligible for overtime pay. 11.3 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 a ccumulate and have current credit for more than 100 hours of compensatory time off. 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 coverage (except when scheduled in conjunction with approved vacation during the annual vacation sign-ups). 11.4 GUARANTEED MINIMUMS FOR RETURNING TO WORK Packet Page 242 Item 18 Exhibit “A” 18 Whenever an employee is required by the department to return to work outside of the employee's normal work hour s, 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. 11.5 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. Packet Page 243 Item 18 Exhibit “A” 19 11.6 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. 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, s/he shall be eligible for the minimum payment in this Section. 11.7 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. 11.8 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. 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 Packet Page 244 Item 18 Exhibit “A” 20 • Dinner - $25.00 • Mileage at the prescribed IRS mileage reimbursement 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). • 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. 11.9 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 th at 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. Packet Page 245 Item 18 Exhibit “A” 21 11.10 OVERTIME ASSIGNMENT A. Prior to each shift rotation the Department creates an electronic calendar for officers to indicate their interest in overtime. Planned overtime will be called from this list in order of seniority. Employees may add and/or delete their names from this list at any time and are not required to take overtime if they are unavailable. Every effort will be made to limit overtime to no more than 12 consecutive hours for officers assigned to patrol due to safety concerns. A.B. An officer may decline a non-emergency overtime shift if s/he has worked an overtime shift of at least eight hours i n the last fourteen days. If no volunteers are available from the list, the Watch Commander may then move up to the next least senior officer on that shift for mandatory overtime. B.C. If no officer is signed up on the overtime list, management may send a notification to all qualified personnel regarding needed overtime which will be assigned to the first officer responding to the notification. 11.11 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 City/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 or support a claim for contract overtime under this Agreement. Packet Page 246 Item 18 Exhibit “A” 22 ARTICLE 12 - OVERTIME - NON-SWORN 12.1 DEFINITION Overtime is defined as all hours worked in excess of 80 hours worked in a pay period. Vacation, holidays, sick leave, IOD and compensatory time off shall be considered hours worked when computing overtime. City or contract overtime is defined as all hours worked in excess of 40 hours in the seven-day work period. Vacation, holidays, sick leave, IOD and compensatory time off shall be considered hour s worked when computing City overtime. All non-sworn employees covered by this Agreement shall be eligible for overtime pay. 12.2 FLSA/STATUTORY OVERTIME The City has adopted a dual calculation method for the purpose of complying with FLSA overtime requirements. In accordance with 29 USC Section 207 (a), the City calculates FLSA overtime pursuant to 29 CFR sections 778.109 and 778.110. This requires the payment of FLSA overtime for all hours actually worked by non-exempt personnel 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 City/contract overtime paid for the same seven -day work period, the difference will be paid to the employee by way of an “FL SA Adjustment” in the following City pay period. 12.32 ELIGIBILITY All non-sworn employees covered by this Agreement shall be eligible for overtime pay. Packet Page 247 Item 18 Exhibit “A” 23 12.3 COMPENSATION Overtime 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. Maximum accrual of compensatory time shall be 240 hours for all non-sworn classifications. 12.4 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 th e work actually performed. 12.5 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. 12.6 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. 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 shal l be subject to a single minimum payment. D. If a scheduled court appearance is canceled on the day the employee is to appear, s/he shall be eligible for the minimum payment in this Section. Packet Page 248 Item 18 Exhibit “A” 24 D.E. Personnel placed on court standby shall be compensated a minimum of three hours of straight time per calendar day when on court standby. 12.7 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. 12.8 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. 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. 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) Packet Page 249 Item 18 Exhibit “A” 25 • 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. 12.9 OVERTIME ASSIGNMENT A. The Department, prior to each shift rotation, will post an overtime interest list. Planned overtime will be called from this last in order of seniority. Employees may add and/or delete their names from this list at any time. 12.10 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 City/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 empl oyment 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. Packet Page 250 Item 18 Exhibit “A” 26 ARTICLE 13 - WORK OUT-OF-GRADE 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 highe r 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. Packet Page 251 Item 18 Exhibit “A” 27 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 immed iately 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." 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 minutes to discuss department business such time will be consi dered time worked. 14.2 COMPENSATION Hourly Standby 1) Personnel placed on standby shall be compensated one-hour's pay for each five hours standby. 2) 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 $30 per day Monday through Friday, and $35 per day for other days of standby and holidays. B. Standby shall be rotated among the assigned investigators. Normally, the standby assignment shall be for a period of one week. C. Effective the first payroll in the month following adoption of this agreement by City Council, Investigators/Bomb Technicians placed on standby shal l be compensated $45 per day Monday through Friday, and $65 per day for weekends and holidays. Packet Page 252 Item 18 Exhibit “A” 28 ARTICLE 15 - EDUCATION INCENTIVE The educational incentive pay plan shall continue as described below for sworn 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 adjust ment equal to one-half step above the base salary for possession of an Intermediate POST certificate, A.A. 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 for an Advanced POST certificate, B.A. 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. 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 gener al 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 and the Director of Human Resources shall be required. Packet Page 253 Item 18 Exhibit “A” 29 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 or the top step of the salary range, but not both, until such time as the employee's performance co mes up to the standard level, in the opinion of the Chief of Police and in concurrence of the City Manager. E. NON-APPLICABILITY. Educational incentives shall generally not be paid for education on City time. However, if the City sends an employee for trai ning on City time and college-level credits are earned during that training, those credits shall count toward education incentive. The education incentive will be removed if the employee is promoted to a position that does not entitle employees to such incentives. F. ADDITIONAL PROVISIONS. 1. The basic benefit for non-sworn employees hired prior to January 1, 2008, shall be a five percent step increase for a period of one fiscal year if during the previous fiscal year the employee has successfully completed —i.e., grades of "C" or better in all courses — a minimum of nine semester units of college level classroom work, or City -approved equivalent, approved by the Chief of Police, provided that this benefit shall be payable only for classroom work done after c ompletion of the probationary period. 2. 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%). 3. Sworn and non-sworn employees are eligible to participate in the Tuition Reimbursement program as set forth in City Policy. Packet Page 254 Item 18 Exhibit “A” 30 ARTICLE 16 - UNIFORM ALLOWANCE 16.1 Each employee required to wear a uniform is expected to purchase and maintain in good repair all required uniform pieces. 16.2 Effective June 2016Sworn employees shall receive $1,000 per year uniform allowance, with $500 issued to the employee with the first payroll periodpay check in June and $500 issued to the employee with the first payroll periodpay check in December. Effective June 2016Nnon-sworn employees shall receive $500 per year uniform allowance, with $250 issued to the employee with the first payroll periodpay check in June and $250 issued to the employee with the first payroll periodpay check in December. New employees will receive a prorated amount. 16.3 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. Packet Page 255 Item 18 Exhibit “A” 31 ARTICLE 17 - HEALTH CARE INSURANCE 17.1 CONTRIBUTION The City shall contribute the monthly amounts as 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. Employee Only $559.00 Employees Plus One $1,015.00 Family $1,339.00 The Cafeteria Plan amount is inclusive of mandatory dental , vision, and life coverage. Effective the first payroll in the month following adoption of this agreement by City Council, the City will contribute the monthly amounts as set forth below for Cafeteria Plan benefits: Opt Out $ 559.00 Employee Only $ 587.00 Employee Plus One $1,066.00 Family $1,406.00 Effective December 2016 (for the January 2017 premium) and December 2017 (for the January 2018 premium) for employees participating in the PERS Health Benefit Program, 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 Obispo 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 b y 7.5% (10% + 15% + 20% ÷ 3 = 15% x 1/2). Packet Page 256 Item 18 Exhibit “A” 32 Employees shall be eligible for the City contributions set forth above based on the number of dependents they enroll in the PERS Health Benefit Program. 17.2 INSURANCE COVERAGE A. PERS Health Benefit Program The City has elected to participate in the PERS Health Benefit Program (Public Employees’ Medical and Hospital Care Act [PEMHCA]) with the PERS minimum contribution rates, currently $125.00 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 provid ed. In summary, this cost and any increases will be borne by the employees. B. 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 rec eive the unused portion of the City's Cafeteria Plan opt out contribution per month (after dental, vision, and life insurance is deducted) in cash in accordance with the City's Cafeteria Plan. C. Dental and Vision Insurance/Dependent Coverage 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. D. Long Term Disability Insurance (LTD) Sworn employees are covered for Long Term Disability Insurance through the Association and are responsible for premium payments. Non -sworn employees continue to be covered under the City’s Long Term Disability Insurance Program. E. Life Insurance Packet Page 257 Item 18 Exhibit “A” 33 Employees shall pay for life insurance coverage of Thirty-five Thousand Dollars ($35,000) through the cafeteria plan. 17.3 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: 1. Review and suggest changes for the City's flexible benefits plan and the insurance plan offered under the MOA. 2. Submit to the City and its employee associations recommendations on proposed changes for the City's fle xible 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 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 flexible benefits plan are subject to meet and confer requirements, the Ci ty and the Association agree to meet and confer in good faith. Packet Page 258 Item 18 Exhibit “A” 34 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 appr oved the consultation and fees in advance. 17.4 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. 17.5 FITNESS PROGRAM 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. 17.1 Health Flex AllowanceCONTRIBUTION Employees electing medical coverage in the City’s plans shall receive a health flex allowance, as defined by the Affordable Care Act (“ACA”) and shall purchase such coverage through the City’s Cafeteria Plan. If the health flex al lowance is less than the cost of the medical plan, the employee shall have the opportunity to pay the difference between the health flex allowance 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 allowance, the employee shall not receive any unused health flex 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. The 2018 (plan year) and 2019 (plan year) monthly health flex allowance amounts are: Packet Page 259 Item 18 Exhibit “A” 35 The City shall contribute the monthly amounts as 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. Level of Coverage 2018 Rates 2019 Rates Employee Only $ 610 $ 623 Employee Plus One $1,108 $ 1,132 Family $1,461 $ 1,492 Employee Only $559.00 Employees Plus One $1,015.00 Family $1,339.00 The Cafeteria Plan amount is inclusive of mandatory dental, vision, and life coverage. Effective the first payroll in the month following adoption of this agreement by City Council, the City will contribute the monthly amounts as set forth below for Cafeteria Plan benefits: Opt Out $ 559.00 Employee Only $ 587.00 Employee Plus One $1,066.00 Family $1,406.00 Effective in December 2018 (for the January 2019 premium) and December 2020 (for the January 2021 premium), Effective December 2016 (for the January 2017 premium) and December 2017 (for the January 2018 premium) for employees participating in the PERS Health Benefit Program, the City’s total Cafeteria Plan contribution shall be increased modified by an amount equal to one-half of the average percentage changes for family coverage in the PERS health plans available in San Luis Obispo County. For example: if three plans were are available and the year-to-year changes were +10%, +20%, and +15-6%, and +20% Packet Page 260 Item 18 Exhibit “A” 36 respectively, the City’s contribution would be increased by 7.54% (10% + 20% + 15-6% + 20% ÷ 3 = 158% x 1/2). Employees shall be eligible for the City contributions set forth above based on the number of dependents they enroll in the PERS Health Benefit Program. 17.2 INSURANCE COVERAGE A. PERS Health Benefit Program The City has elected to participate in the PERS 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's. 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 in the various bargaining agreements. In summary, this cost and any increases will be borne by the employees. The City has elected to participate in the PERS Health Benefit Program (Public Employees’ Medical and Hospital Care Act [PEMHCA]) with the PERS minimum contribution rates, currently $125.00 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. In summary, this cost and any increases will be borne by the employees. 17.3 Conditional Opt-Out Packet Page 261 Item 18 Exhibit “A” 37 Employees who at initial enrollment or during the annual open enro llment period, complete an affidavit 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 incentive is: Opt Out $559 The conditional opt-out incentive shall be paid in cash (taxable income) to the employee. The employee must notify the City within 30 days of the loss of other 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 minimum essential coverage. 17.4 Dental and Vision Insurance/Dependent Coverage Effective upon Council adoption, employee’s participation in the City's dental and vision plans is optional. Employees who elect coverage shall pay the dental and/or eye premium by payroll deductions on a pre -tax basis through the City’s Cafeteria Plan. Packet Page 262 Item 18 Exhibit “A” 38 C. Dental and Vision Insurance/Dependent Coverage 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. 17.5 D.Long-Term Disability Insurance (LTD) Sworn employees are covered for Long-Term Disability Insurance through the Association and are responsible for premium payments. Non-sworn employees continue to be covered under the City’s Long -Term Disability Insurance Program. 17.6 E. Life Insurance and Accidental Death and Dismemberment (AD&D) Insurance Employees shall pay for Llife and AD&D insurance coverage of Thirty-five Thousand Dollars ($35,000) through the City’s Cafeteria Plan. 17.73 Representation oOn 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: 1. Review and suggest changes for the City's Cafeteria plan and the insurance plan offered under the MOA. 2. Submit to the City and its employee associations recommendations on proposed changes for the City's flexible benefitsCafeteria plan and the insurance plans offered under the MOA. Packet Page 263 Item 18 Exhibit “A” 39 3. Disseminate information and educate employees about the City's flexible benefitsCafeteria plan and the insurance plans offered under the MOA. 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 flexible benefitsCafeteria 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. 17.84 Health Insurance fFor 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. 17.95 Fitness Program 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 Packet Page 264 Item 18 Exhibit “A” 40 Association representatives to discuss the terms and conditions of the proposed Fitness Program. Packet Page 265 Item 18 Exhibit “A” 41 ARTICLE 18 - RETIREMENT 18.1 PERS Contracts A. “Classic Members First Tier” employees hired before December 6, 2012. The City agrees to provide the Public Employees' Retirement System's (PERS) 3% at age 50 plan to all sworn personnel and 2.7% at age 55 for all 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 non-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. Packet Page 266 Item 18 Exhibit “A” 42 C. “New Members Third Tier” For all employees who PERS determines are “new members” within the meaning of the California Public Employees’ Pension Reform Act (PEPRA), the City will provide the PERS 2.7% at age 57 (PERS Safety Option Plan Two) retirement plan for sworn personnel and 2% at age 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. 18.2 Member Contributions A. “Classic Members – First and Second Tier” A. Effective January 1, 2000, the City discontinued paying the “classic member” sworn employees’ share of the PERS Contribution (9%) and the “classic member” non-sworn employees’ share of the PERS Contribution (8%). The 9% and the 8% were added to the employees’ base salaries and reported as compensation to PERS. For purposes of this Article, employee contributions are based on salary and special compensation as defined by PERS. The “classic member” employee pays to PERS their contribution; as allo wed under Internal Revenue Code Section 414 (h) (2) the contribution is made on a pre-tax basis B. Effective the first full pay period January 2014 , and in accordance to the provisions of AB 340 § 7522.30 and §20516 , all “classic member” sworn and non-sworn 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- sworn 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 no n-sworn personnel’s additional contribution Packet Page 267 Item 18 Exhibit “A” 43 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 paying the “classic member” employees’ 9% of salary as described in paragraph A above; All of the employee contributions are made on a pre -tax basis as allowed under the Internal Revenue Code § 414 (h) (2). the contribution is made on a pre-tax basis. All “classic member” sworn employees total pension contributions shall be capped at 12.0% of salary. C. Effective the first full pay period January 2014, and in accordance to the provisions of AB 340 § 7522.30 and § 20516, all “classic member” non-sworn employees shall contribute 3.0% of salary directed to the employers’ normal pension cost in addition to the employee paying the employees’ 8% of salary as described in paragraph A above; as allowed under the Internal Revenue Code § 414 (h) (2) the contribution is made on a pre -tax basis. All “classic member” non-sworn employees total pension contributions shall be capped at 11.0% of salary. Packet Page 268 Item 18 Exhibit “A” 44 B. C“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 non-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 - sworn 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). 18.3 Contract Amendment with PERS The City will submit a contract amendment to PERS requesting the employee contributions effective July 2019 and 2020 (1.5% and 3% respectively) be considered contributions to the employees account. PERS currently requires a secret ballot election among the employees affected to change the employees’ rate of contribution. The contract cannot be amended if a majority of the affected members vote to disapprove the propo sed plan. In the event a secret ballot is required by State Law and the Fire membership does not vote to approve the contract amendment, the additional contributions will still be required in accordance to the provisions of §20516(f). In this case the ad ditional contributions would not be credited to the employee’s PERS account as a normal contribution. Packet Page 269 Item 18 Exhibit “A” 45 ARTICLE 19 - SENIORITY 19.1 Overall seniority in a specific job classification (i.e., Police Officer, Communications Technician, Field Service Technician, 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. T he 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 fall under this standard regardless of seniority in the special assignment. This shall include all current incumbents in specialty assignments as outlined in Article 8. Packet Page 270 Item 18 Exhibit “A” 46 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 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 Indigenous Peoples Day November 11– Veteran's Day Fourth Thursday in November – Thanksgiving Day Friday after Thanksgiving Day December 25 – Christmas One-half day before Christmas One-half day before New Year's 20.2 When a holiday falls on a Saturday, the preceding Friday shall be observed. When a holiday falls on a Sunday, the followi ng Monday shall be observed. The Police Chief or designee may make the final determination as to whether the Holiday must be worked. 20.3 Effective May 2016 the City will transition nNon-shift employees (As defined in Appendix A) to receive the equivalent of 104 hours of holiday leave in the first pay period in January of each year. Non-shift employees’ remaining holiday leave, not to exceed 52 hours, as of the last pay 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. Packet Page 271 Item 18 Exhibit “A” 47 20.4 Each Shift employee shall earn 4.33 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 (2.0 hours) each bi-weekly payroll period. 20.5 The remainder of the Shift 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 designee. 20.6 Each calendar quarter, a Shift employee has the option of receiving payment for one-fourth (1/4) of his/her advanced holiday leave. The combination of ho liday 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 employee at the straight time rate. 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. Packet Page 272 Item 18 Exhibit “A” 48 ARTICLE 21 - VACATION 21.1 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. 21.2 All employees may accrue a maximum of vacation time not to exceed twice their annual rate. 21.3 Vacation Sellback 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. Payment for unused vacation leave is subject to the availability of budgeted funds. 21.4 Patrol Vacation Assignment Prior to November 1st, the master vacation schedule shall provide that two officers per watch shall be allowed to sign up for priority vacation for the following year. The Department, under normal circumstances, dependent upon staffing level needs, may accommodate up to a maximum total of two officers per day per shift of accrued leave. Accrued leave includes compensatory time, vacation leave and/or holiday leave. Subject to the limitations above, after the posting of shifts/days off for each shift rotation, employees shall be allowed, by seniority, additional available vacation days one month (28 days or 2 pay periods) prior to the start of the rotation. Packet Page 273 Item 18 Exhibit “A” 49 Subject to unforeseen events, employees may be allowed to sign up for additional available vacation days. The department shall make every effort to grant such requests subject to operational needs and such requests shall not be unreasonably denied. Prior to or on November 1st, three Master Vacation Schedules (Primary, Second and Third) shall be posted for signup for the following year. The Primary Master Vacation Calendar will close two weeks 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 Patrol Team 1/2 Day Watch Specialty Traffic, CAT, Day Metro Night Watch Patrol Team 3/4 & Night Metro Night Watch Swings Team 5 Packet Page 274 Item 18 Exhibit “A” 50 The Master Vacation Schedule shall provide the following: Day Watch – A maximum of two Officers from Day Watch Patrol 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 Night Watch Patrol 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 Ni ght Watch Swings shall be granted priority vacation on that date. Subject to the limitations above, Officers shall be allowed to request, by seniority, additional available vacation days using the Second and Third Master Vacation Schedules. The Second Master Vacation Schedule will cover summer and fall rotations, will close two weeks prior to the start of the summer rotation and shall be subservient to the Primary Master Vacation Schedule. The Third Master Vacation Schedule will cover the fall rotation, will close two weeks prior to the start of the fall rotation and shall be subservient to the Secondary Master Vacation Schedule. The department shall make every effort to gra nt these requests but may deny them based on pre -existing scheduled modifications or operational staffing needs. The Department, under normal circumstances, dependent upon staffing level needs, may accommodate additional Officer use of accrued leave. Acc rued 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. Packet Page 275 Item 18 Exhibit “A” 51 ARTICLE 22 - SICK LEAVE 22.1 Sick leave is governed by Section 2.36.420 of the Municipal Code. 22.2 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 scheduleretirement the employee may choose : 1) a payout 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 regula tions, 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 – 50% B. Retirement and actual commencement of PERS 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 disability retirement and actual commencement of PERS 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 evaluat ions without proof of abuse. Packet Page 276 Item 18 Exhibit “A” 52 ARTICLE 23 - FAMILY LEAVE 23.1 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 family. 23.2 “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, step-brother, or step-sister. 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. 23.3 An employee may take up to 56 hours of sick leave per year i f the family member is part of the employee's household and is hospitalized. The employee shall submit written verification of such hospitalization. 23.4 The amounts shown above are annual maximums, not maximums per qualifying family member. 23.5 In conjunction with existing leave benefits, unit employees with one year of City service who have worked at least 1 ,250 hours in the last year may be eligible for Packet Page 277 Item 18 Exhibit “A” 53 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. To care for the employee’s spouse, son, daughter, parent, or registered domestic partner who has a serious health condition. C. Placement of an employee's child for a doption or foster care. D. A serious health condition, which makes the employee unable to perform the functions of his or her position. E. To assist a spouse, son, daughter, or parent who is a member of the Armed Forces, including the National Guard or Reserves with a “qualifying exigency” related to covered active duty or a call to active duty status. F. To care for a son or daughter, spouse, parent or “next of kin” covered service member with a serious injury or illness. 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 holiday leave and, if appropriate, sick leave prior to receiving unpaid Family/Medical Leave. 23.6 Employees on Family/Medical Leave will continue to receive the City's contribution towards 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. The City will pay only City group health insurance premiums. 23.7 If an employee does not return to work following Family/Medical Leave, the City may collect the amount paid for health insurance by the City during the leave. There are two exceptions to this rule. Packet Page 278 Item 18 Exhibit “A” 54 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. Packet Page 279 Item 18 Exhibit “A” 55 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. Packet Page 280 Item 18 Exhibit “A” 56 ARTICLE 25 - CATASTROPHIC LEAVE 25.1 Upon request of an employee and upon approval of the Chief of Police, leave credits (vacation, compensatory time off, or holiday time) may be transferred from one or more employees (donors) to another employee (recipient). The recipient may participate in the program under the six following conditions: A. The recipient is a regular employee. B. The recipient has sustained a life threatening or debilitating illness, injury or condition (The Chief may require that the condition be confirme d by a doctor's report.); or, C. A member of the recipient's immediate family, as defined in Article 24, has sustained a life threatening or debilitating illness, injury or condition (The Chief may require that the condition be confirmed by a doctor's report.). D. The recipient has exhausted all paid leave; or, in the case of illness of or injury to a recipient's immediate family member, all allowed leave. E. The recipient must be prevented from returning to work for at least 30 days and have applied for a leave of absence without pay for medical reasons. This condition does not apply when the illness or injury involves a member of the recipient's immediate family, rather than the recipient. F. The request for participation in the program shall be made on an Applicatio n for Catastrophic Leave Program form. 25.2 Transferring Time The following rules apply when donations of time occur: A. Vacation, compensatory time off, and holiday leave may be transferred by regular employees. B. The time will be converted from the type of l eave given (i.e. vacation, holiday, etc.) to sick leave or family care leave, whichever is appropriate, and credited to the recipient's leave time balance on an hour -for-hour basis and shall be paid at the rate of pay of the receiving employee. Packet Page 281 Item 18 Exhibit “A” 57 C. The donations must be a minimum of four hours and, thereafter, in whole hour increments. D. The total leave credits received by the employee shall normally not exceed three months; however, if approved by the Chief, the total leave credits received may be up to a maximu m of six months. E. Recipients of family care leave will be allowed to use all hours received, up to the limits of this policy (see D. above), even though such use exceeds the limits for family care leave found in Article 2 3. F. Donations approved shall be made on a Donation of Time Credits form signed by the donating employee. These donations are irrevocable under any conditions. 25.3 Appeal Rights If an employee is denied participation in the program by the Chief, he/she may appeal this initial decision jointly to the Director of Human Resources and the City Manager. Article 32–Grievance Procedure shall be used for final resolution . Packet Page 282 Item 18 Exhibit “A” 58 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 his /her base salary and the amount provided by Workers' Compensation law during the first 90 business days of such disability absence. Packet Page 283 Item 18 Exhibit “A” 59 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 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. Non-sworn 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 her/his 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 s/he is scheduled to work, s/he will report the number of hours spent on jury duty to the supervisor and will be allowed to begin her/his 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 equal to the difference between the pay s/he received as juror/witness and her/his regular daily rate received from the City. 27.2 MILITARY LEAVE Any line-item employee shall receive normal salary and fringe ben efits 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. Packet Page 284 Item 18 Exhibit “A” 60 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 compensa tion and shall only be one of the considerations used to determine compensation. Packet Page 285 Item 18 Exhibit “A” 61 ARTICLE 29 - RESIDENCY 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. Packet Page 286 Item 18 Exhibit “A” 62 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 Sergeant 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 days in advance of a test. B. Application Process. A completed City application must be received in the Department of Human Resources by the filing deadline. C. Testing Components. A. Written Test: The written test will count as 30% 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 70% or better on the written test will enable a cand idate to proceed in the testing process. A score below 70% will disqualify a candidate from further consideration. 3. All candidates will have the right to review with a representative from the Department of Human Resources their own written test results so that the candidate may have the opportunity to improve in the future. Packet Page 287 Item 18 Exhibit “A” 63 4. The Chief or his/her 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 70% 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, 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 in consultation with the Police Chief. The Human Resource s Director 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 and as many City employees as deemed appropriate by the Director of Human Resources in consultation with the Chief of Police. C. Chief of Police Review: 1. Sworn SLOPD Staff members 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. Packet Page 288 Item 18 Exhibit “A” 64 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” “Candi dates Weakness(es)”. Staff evaluation forms are not weighted and are advisory to the Chief of Police. 3. Subject to the approval of the Police Chief, if supervisor feels s/he is unable to conduct an impartial evaluation due to unfamiliarity with a given applicant, s/he may opt not to evaluate the candidate but will be required to document the lack of familiarity on the evaluation form. 4. Sworn personnel of the same or lessor rank will have the opportunity to participate in the evaluation process on a volunt ary 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 his/her score in writing. Candidates who are ranked 1 through 3 (plus one for each additional vacancy if there is more than one vacant position) Packet Page 289 Item 18 Exhibit “A” 65 will 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 fo r each additional vacancy over one). D. The eligibility list shall be valid for one year unless extended, in accordanc e 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. Packet Page 290 Item 18 Exhibit “A” 66 ARTICLE 31 - PERFORMANCE EVALUATIONS 31.1 All regular full-time employees shall receive an annual written performance evaluation from their supervisor within thirty (3 0) 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 For purposes of uniformity in the performance evaluation process, the following definitions are provided: 1. UNACCEPTABLE Consistently fails to meet performance standards and objectives for the position. Performance indicates serious lack of knowledge of basic skills or lack of application of skills. Requires immediate attention and improvement. 2. IMPROVEMENT NEEDED Performance is frequently less than expected of a competent employee for the position. Performance indicates some deficiency in basic skill, knowledge or application. Specific efforts to improve desired. 3. MEETS PERFORMANCE STANDARDS Performance indicates competent and effective adherence to expected standards. Performance indicates fully acceptable demonstration of knowledge and skills. 4. EXCEEDS PERFORMANCE STANDARDS Packet Page 291 Item 18 Exhibit “A” 67 Performance consistently above standards for position. Performance indicates superior knowledge and application of skills. 5. OUTSTANDING Exceptional performance. Application of knowledge, skills and results are consistently well beyond the expected standard for position. For employee performance evaluations e ffective January 1, 2019 and ongoing, performance categories will be consolidated to the following three options: 1. Below Performance Standards: Performance is frequently less than expected of a competent employee for the position. Performance indicates some deficiency in the basic skill, knowledge or application. Specific efforts to improve is required. 2. Meets Performance Standards: Performance indicates competent and effective adherence to expected standards. Performance indicates fully acceptable demonstration of knowledge and skills. 3. Exceeds Performance Standards: Performance consistently above standards for position. Performance indicates superior knowledge and application of skills. 31.3 All regular full -time employees shall receive their annual step increase effective on the employee’s anniversary or promotional date and upon completion of a written performance evaluation. Police Cadets do not receive written performance evaluations from the City as they are evalu ated by the Academy in which they are enrolled.on the employee’s anniversary date regardless of whether the evaluation process has been completed, absent exceptional circumstances. Packet Page 292 Item 18 Exhibit “A” 68 31.4 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 adverse comment entered in his/her personnel file. Such written response shall be attached to, and shall accompany, the adverse comment. Packet Page 293 Item 18 Exhibit “A” 69 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 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 his/her immediate supervisor. As a courtesy, the employee should advise his/her 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 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. Packet Page 294 Item 18 Exhibit “A” 70 32.4 After consideration of a formal grievance, which could include consultation and/or further discussion, the Chief, within 15 business days of the filing of the formal grievance, will provide a written response to the employee representatives advising of his/her decision. If the employee accepts the Chief’s decision, the grievance shall be considered terminated. 32.5 If the employee is dissatisfied with the Chief’s decision, the employee may immediately submit the grievance in writing to the Human Resources Director within five business days of receiving the Chief’s decision. The Human Resources Director shall confer with the employee and the 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 with in fifteen business days of receiving the Human Resources Director’s 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 preliminar y 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 for review of the decision. Th e Human Resources Director will obtain a list of five potential hearing officers from the State Mediation and Conciliation Service. Then following a random determination of which party Packet Page 295 Item 18 Exhibit “A” 71 (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 Article 36 “Notice to the Association”, and/or by State Law. 32.9 Disciplinary matters are excluded in Section 3 2.1. The rules governing disciplinary matters for employees covered by this MOA are contained in Sections 2.36.320 through 2.36.350 of the Personnel Rules and Regulations of the City of San Luis Obispo. Packet Page 296 Item 18 Exhibit “A” 72 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 Needed 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, 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 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. Packet Page 297 Item 18 Exhibit “A” 73 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 promotion list. The employee to be r ehired 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. Packet Page 298 Item 18 Exhibit “A” 74 ARTICLE 34 - WORK ACTIONS 34.1 Participation by an employee in a strike or a concerted work stoppage is unlawful and shall terminate the employment relation. Provided, however, that nothing herein shall be so construed as to affect the right of any employee to abandon or to resign his employment. 34.2 The Association shall not hinder, delay, interfere, or coerce employees of the City in their peaceful performance of City services by strike, concerted work stoppage, cessation of work, slow-down, sit-down, stay-away, or unlawful picketing. 34.3 In the event that there occurs any strike, concerted work stoppage, or any other form of interference with or limitation of the peaceful performance of City services prohibited by this Article, the City, in addition to any other lawful remedies or disciplinary actions, may by the action of the Municipal Employee Relations Officer cancel any or all payroll deductions, prohibit the use of bulletin boards, prohibit the use of City facilities, and withdraw recognition of the Association. 34.4 Employee members of the Association shall not be locked out or prevented by management officials from performing their assigned duties when such employees are willing and able to perform such duties in the customary manner and at a reasonable level of efficiency. 34.5 Any decision made under the provisions of this Article may be appealed to the City Council by filing a written Notice of Appeal with the City Clerk, accompanied by a complete statement setting forth all of the facts upon which the appeal is based. Such Notice of Appeal must be filed withi n 10 working days after the Association first received notice of the decision upon which the complaint is based, or it will be considered closed and not subject to any other appeal. Packet Page 299 Item 18 Exhibit “A” 75 ARTICLE 35 - COMMUNICATION PROCESS 35.1 Conferences There will be meetings as needed between the Chief of Police 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 (or designee), and management representative(s) desi gnated 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 at a previous conference. Packet Page 300 Item 18 Exhibit “A” 76 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). Packet Page 301 Item 18 Exhibit “A” 77 ARTICLE 37 - EQUIPMENT A. The City agrees to provide each sworn employee of the Association a nylon 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. 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 smooth nylon utility belt will consist of: belt, handcuff case, chemical spray holder, baton holder (to fit the baton carried by the employee), 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 classification shall be issued a chemical protective breathing mask fitted with belt mounted carrying bag. All protective masks shall be in compliance with CalOSHA minimum standards including employee training. D. Non-sworn 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. Each marked police unit assigned to unit members shall be equipped with: 1. A Patrol rifle fitted with a hands free assault sli ng and stock mounted weapon light. Packet Page 302 Item 18 Exhibit “A” 78 2. A 12-guage pump shotgun fitted with an extended magazine, hands -free assault sling and stock-mounted weapon light; and 3. A 12-guage pump shotgun designated “less lethal” fitted with a hands-free assault sling and stock-mounted weapon light. 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. G. All department owned firearms are to be subject to annual in spection 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. Packet Page 303 Item 18 Exhibit “A” 79 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. Packet Page 304 Item 18 Exhibit “A” 80 ARTICLE 39 - WORK SCHEDULES 39.1 Patrol 3/12 Work Plan A. In an effort to improve scheduling, the Chief of Police implement ed a 3/12 Work Hour Plan. 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 Shift Adjustment Management and the POA 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, Officers assigned will be chose n sequentially by seniority. Packet Page 305 Item 18 Exhibit “A” 81 E. Generally, no more than two Officers per shift should be ordered to adjust unless a specific event necessitates it. 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 Officer authorized to shift adjust will not suffer loss of briefing pay or other normal benefit. H. 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 insure the Officer has adequate rest. If court or another assignment prevents an Officer from getting proper rest between shifts, the Officer and the Watch Commander may arrange a shift adjustment to meet this need. With approval, the Officer cou ld 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, s/he is 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 Communications Technician 3/12 Work Schedule I. SHIFT 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). Packet Page 306 Item 18 Exhibit “A” 82 B. 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. A work week is defined as three (3) twelve (12) hour shifts with one eight (8) hour payback shift attached during the fourteen (14) day work schedule. Days off shall be in conjunction with the employee work week 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. D. 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 Technicians on day watch and the night watch relief will be assigned to cover absences for Communicat ions Technicians 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, T, off, off, S, M, T. 4. Communications Technicians assigned to relief dispatch work schedules shall be compensated for hardship duties by receiving five (5%) percent additional salary while assigned. Packet Page 307 Item 18 Exhibit “A” 83 II. SHIFT SIGN UP: A. The Communications Manager will post the annual shift and leave sign up schedule by September 15th each year 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 leave hours for each of the three annual rotations. Shift selection will be by seniority, including relief shift. C. Employees shall have three days (72 hrs) from the date of receipt of 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". 1. 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. D. 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 they will have accumulated by the date requested. Compensatory time off shall be coded “CT O", holiday leave and all other previously unselected leave time shall be coded “H". 1. 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. Packet Page 308 Item 18 Exhibit “A” 84 2. 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. E. The Communications and Records Manager shall approve leave time by seniority and post same on the electronic schedule by the start of each rotation. F. Employees generally will not be allowed to work more than two consecutive shift assignments without rotation to an alternate shift. The Communications and Records Manager 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 s hift preference without their consent to mitigate requested hardship or educational requests. 1. 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. III. SHIFT REASSIGNMENT CREATED BY UNDER STAFFING: A. If an employee 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. Packet Page 309 Item 18 Exhibit “A” 85 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. IV. SHIFT TRADE: A. All requests for shift trades between employees shall be submitted utilizing the Substitute Work Agreement form. Requests will be approved by a Bureau Commander or designee. V. LEAVE TIME CANCELLATION: B. In the event an employee opts to cancel scheduled time off, they will by email notify the Communication and Records Manager. The Communication and Records Manager 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. VI. SHIFT ADJUSTMENTS: A. Shift adjustments on a regular scheduled d ay required to staff 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. Packet Page 310 Item 18 Exhibit “A” 86 2. An employee authorized to shift adjust will not suffer loss of briefing pay or other normal benefit. C. The Communication and Records Manager and/or Supervisors shall notify employees via email of all changes made to their work schedule at the time said change is made. VII. MEAL AND REST PERIODS: 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. 39.4 Field Service Technicians 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. 39.5 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. Packet Page 311 Item 18 Exhibit “A” 87 39.6 Other division/assignments may be provided alternate work schedules under the following language: Employees may request that the Department Head or his/her 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. 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. 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. Flexible/alternate schedules implemented for non -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. Packet Page 312 Item 18 Exhibit “A” 88 ARTICLE 40 - SWAT 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 fiscal year rateamount of $375.00 per member. 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. At the City’s request each member requesting reimbursement may be required to provide proof of purchase or of membership and active participation. Packet Page 313 Item 18 Exhibit “A” 89 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 his/her right to representation. Packet Page 314 Item 18 Exhibit “A” 90 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), military or veteran status, denial of family and medical care leave, race, color, religion, national origin, sex, sexual orientation, age, marital status, physical or ment al disability, 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 sexua l orientation (including homosexuality, bisexuality, or heterosexuality), military or veteran status, denial of family and medical care leave, race, color, religion, national origin, sex, sexual orientation, age, marital status, physical or mental disability, aAssociation membership or non-membership, or participation in the activities of the Association. Packet Page 315 Item 18 Exhibit “A” 91 ARTICLE 43 - STAFFING The current number of positions in the Police Department represented by the Association is Forty-Five (45) Police Officers, Eleven (11) Communication Technicians, One (1) Police Field Service Technician, Five (5) Police Records Clerks, One (1) Property and Evidence Clerk, 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. Packet Page 316 Item 18 Exhibit “A” 92 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 partie s, 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 Agr eement, the City proposes changes to terms and conditions of employment not covered by this Agreement and/or introduces new terms and conditions of employment that fall within the statutory scope of bargaining, the Association will be afforded written noti ce of such proposed changes and the right to meet and confer upon request prior to implementation of the proposed changes. During the term of this Agreement, upon request from either the City or the Association, and to the extent required by law, the parties shall meet and confer in good faith regarding implementation of the City’s new HRIS System with consideration of possibl e adjustments to language or processes as they relate to payroll and human resources practices. It is understood this Agreement represents a complete and final understanding on all negotiable issues between the City and the Association. This Agreement su persedes 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 negotiate with respect to any practice, subject or matter not specifically referred to or covered in this Agreement even though such practice, subject or matter may not have been within the knowledge of the parties at the time this Agree ment was negotiated and signed. 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 reques t. Packet Page 317 Item 18 Exhibit “A” 93 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 remaind er 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 Resolution 6620. Packet Page 318 Item 18 Exhibit “A” 94 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 noti ce 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. Packet Page 319 Item 18 Exhibit “A” 95 ARTICLE 47 - TERM OF AGREEMENT This Agreement shall become effective January 1, 2016July 1, 2018, and shall continue in full force and effect until expiration at midnight, June 30, 201821. SIGNATURES 1. Classifications covered by this Agreement and included within this unit are shown in Appendix “A”. 2. This Agreement does not apply to temporary supplemental employees. This Agreement was executed by the following parties: CITY OF SAN LUIS OBISPO SAN LUIS OBISPO POLICE OFFICERS’ ASSOCIATION _________________________________ ________________________________ Richard Bolanos, Chief Negotiator Stuart D. Adams, Chief Negotiator _________________________________ ________________________________ Monica Irons, Human Resources Director Chris Chitty, SLOPOA President Packet Page 320 Item 18 Exhibit “A” 96 APPENDIX A - CLASSIFICATION Non-Sworn Classifications Communications Technician Evidence Technician* Police Field Service Technician* Police Cadet Police Records Clerk I* Police Records Clerk II* Property and Evidence Clerk* * Denotes Non-Shift classifications Sworn Classifications Police Officer Packet Page 321 Item 18 Exhibit “A” 97 APPENDIX B - GRIEVANCE FORMS Packet Page 322 Item 18 Exhibit “A” 98 Packet Page 323 Item 18 Exhibit “A” 99 APPENDIX C – SALARY RANGE LISTING Packet Page 324 Item 18 CITY OF SAN LUIS OBISPO REGULAR AND CONTRACT SALARY SCHEDULEAdopted by Council 10/16/18 Title Class ScheduleBargaining UnitWC CodeExempt/ Non‐ExemptEEO Category EEO Function 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 ACCOUNTANT3020 305 MME 8810 Exempt 2 12,465$ 2,465$ 2,465$ 2,465$ 3,081$ ‐$ ‐$ ‐$ ‐$ ACCOUNTING ASSISTANT I4020 417 CEA 8810 Non‐Exempt 6 11,606$ 1,690$ 1,779$ 1,873$ 1,972$ ‐$ ‐$ ‐$ ‐$ ACCOUNTING ASSISTANT II4030 419 CEA 8810 Non‐Exempt 6 11,691$ 1,780$ 1,874$ 1,973$ 2,077$ ‐$ ‐$ ‐$ ‐$ ACCOUNTING ASSISTANT III4040 421 CEA 8810 Non‐Exempt 6 11,781$ 1,875$ 1,974$ 2,078$ 2,187$ ‐$ ‐$ ‐$ ‐$ ACCOUNTING MANAGER3011 347 MME 8810 Exempt 2 13,712$ 3,712$ 3,712$ 3,712$ 4,639$ ‐$ ‐$ ‐$ ‐$ ACTING FIRE CHIEF2610 272 DPH 7706 Exempt 1 15,494$ 5,494$ 5,494$ 5,494$ 6,870$ ‐$ ‐$ ‐$ ‐$ ACTIVE TRANSPORTATION MANAGER3261 325 MME 8810 Exempt 2 22,997$ 2,997$ 2,997$ 2,997$ 3,745$ ‐$ ‐$ ‐$ ‐$ ADMINISTRATION EXECUTIVE ASSISTANT3520 365 CFE 8810 Non‐Exempt 6 11,971$ 2,075$ 2,184$ 2,299$ 2,420$ ‐$ ‐$ ‐$ ‐$ ADMINISTRATIVE ANALYST3029 305 MME 8810 Exempt 2 12,465$ 2,465$ 2,465$ 2,465$ 3,081$ ‐$ ‐$ ‐$ ‐$ ADMINISTRATIVE ASSISTANT I4500 417 CEA 8810 Non‐Exempt 6 11,606$ 1,690$ 1,779$ 1,873$ 1,972$ ‐$ ‐$ ‐$ ‐$ ADMINISTRATIVE ASSISTANT II4510 419 CEA 8810 Non‐Exempt 6 11,691$ 1,780$ 1,874$ 1,973$ 2,077$ ‐$ ‐$ ‐$ ‐$ ADMINISTRATIVE ASSISTANT III4520 423 CEA 8810 Non‐Exempt 6 11,876$ 1,975$ 2,079$ 2,188$ 2,303$ ‐$ ‐$ ‐$ ‐$ APPLICATION SYSTEM SPECIALIST4368 439 CEA‐C 9410 Non‐Exempt 3 12,843$ 2,993$ 3,150$ 3,316$ 3,490$ ‐$ ‐$ ‐$ ‐$ ASSISTANT CITY ATTORNEY3050 353 MME 8810 Exempt 2 13,950$ 3,950$ 3,950$ 3,950$ 4,936$ ‐$ ‐$ ‐$ ‐$ ASSISTANT CITY MANAGER2510 267 DPH 8810 Exempt 1 15,244$ 5,244$ 5,244$ 5,244$ 6,558$ ‐$ ‐$ ‐$ ‐$ ASSISTANT PLANNER4080 432 CEA 8810 Non‐Exempt 5 102,371$ 2,496$ 2,627$ 2,765$ 2,910$ ‐$ ‐$ ‐$ ‐$ ASSISTANT TO THE CITY MANAGER3031 335 MME 8810 Exempt 2 13,304$ 3,304$ 3,304$ 3,304$ 4,128$ ‐$ ‐$ ‐$ ‐$ ASSOCIATE PLANNER4090 437 CEA 8810 Non‐Exempt 2 102,699$ 2,841$ 2,991$ 3,148$ 3,314$ ‐$ ‐$ ‐$ ‐$ BUDGET MANAGER3025 330 MME 8810 Exempt 2 13,146$ 3,146$ 3,146$ 3,146$ 3,931$ ‐$ ‐$ ‐$ ‐$ BUILDING AND SAFETY SUPERVISOR3075 325 MME 9410 Exempt 2 102,997$ 2,997$ 2,997$ 2,997$ 3,745$ ‐$ ‐$ ‐$ ‐$ BUILDING INSPECTOR I4100 432 CEA 9410 Non‐Exempt 3 102,371$ 2,496$ 2,627$ 2,765$ 2,910$ ‐$ ‐$ ‐$ ‐$ BUILDING INSPECTOR II4113 435 CEA 9410 Non‐Exempt 3 102,563$ 2,698$ 2,840$ 2,989$ 3,146$ ‐$ ‐$ ‐$ ‐$ BUSINESS ANALYST3026 315 MME‐C 8810 Exempt 2 12,719$ 2,719$ 2,719$ 2,719$ 3,396$ ‐$ ‐$ ‐$ ‐$ CHIEF BUILDING OFFICIAL2537 244 MME 9410 Exempt 2 104,227$ 4,227$ 4,227$ 4,227$ 5,281$ ‐$ ‐$ ‐$ ‐$ CITY ATTORNEY2020 210 APO 8810 Exempt 2 17,569$ ‐$ ‐$ ‐$ ‐$ ‐$ ‐$ ‐$ ‐$ CITY BIOLOGIST3570 325 MME 9410 Exempt 2 62,997$ 2,997$ 2,997$ 2,997$ 3,745$ ‐$ ‐$ ‐$ ‐$ CITY CLERK3035 340 MME 8810 Exempt 2 13,468$ 3,468$ 3,468$ 3,468$ 4,335$ ‐$ ‐$ ‐$ ‐$ CITY COUNCIL MEMBER1030 104 CCM 8810 Exempt 1 1554$ ‐$ ‐$ ‐$ ‐$ ‐$ ‐$ ‐$ ‐$ CITY MANAGER2010 220 APO 8810 Exempt 1 18,953$ ‐$ ‐$ ‐$ ‐$ ‐$ ‐$ ‐$ ‐$ CLASSIFICATION AND COMPENSATION SPECIALIST3553 368 CFE‐C 8810 Non‐Exempt 5 12,040$ 2,147$ 2,260$ 2,379$ 2,504$ ‐$ ‐$ ‐$ ‐$ CODE ENFORCEMENT OFFICER I4114 432 CEA 9410 Non‐Exempt 3 102,371$ 2,496$ 2,627$ 2,765$ 2,910$ ‐$ ‐$ ‐$ ‐$ CODE ENFORCEMENT OFFIECR II4116 435 CEA 9410 Non‐Exempt 3 102,563$ 2,698$ 2,840$ 2,989$ 3,146$ ‐$ ‐$ ‐$ ‐$ CODE ENFORCEMENT SUPERVISOR3076 320 MME 9410 Exempt 2 102,853$ 2,853$ 2,853$ 2,853$ 3,566$ ‐$ ‐$ ‐$ ‐$ CODE ENFORCEMENT TECHNICIAN I4117 421 CEA 9410 Non‐Exempt 3 101,781$ 1,875$ 1,974$ 2,078$ 2,187$ ‐$ ‐$ ‐$ ‐$ CODE ENFORCEMENT TECHNICIAN II4118 423 CEA 9410 Non‐Exempt 3 101,876$ 1,975$ 2,079$ 2,188$ 2,303$ ‐$ ‐$ ‐$ ‐$ COMMUNCATIONS TECHNICIAN7010 712 POA 8810 Non‐Exempt 6 42,256$ 2,375$ 2,500$ 2,632$ 2,771$ 2,917$ 3,070$ ‐$ ‐$ COMMUNICATIONS MANAGER8056 856 PSO 8810 Exempt 2 43,290$ 3,463$ 3,645$ 3,837$ 4,039$ 4,252$ ‐$ ‐$ ‐$ Page 1 of 6Packet Page 325Item 18 CITY OF SAN LUIS OBISPO REGULAR AND CONTRACT SALARY SCHEDULEAdopted by Council 10/16/18 Title Class ScheduleBargaining UnitWC CodeExempt/ Non‐ExemptEEO Category EEO Function 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 COMMUNICATIONS SUPERVISOR8050 855 PSO 8810 Exempt 2 42,835$ 2,984$ 3,141$ 3,306$ 3,480$ 3,663$ ‐$ ‐$ ‐$ CONSTRUCTION ENGINEERING MANAGER3099 340 MME 9410 Exempt 2 23,468$ 3,468$ 3,468$ 3,468$ 4,335$ ‐$ ‐$ ‐$ ‐$ CONTROL SYSTEMS ADMINISTRATOR4364 439 CEA 9420 Non‐Exempt 3 122,843$ 2,993$ 3,150$ 3,316$ 3,490$ ‐$ ‐$ ‐$ ‐$ CONTROL SYSTEMS TECHNICIAN4363 435 CEA 9420 Non‐Exempt 3 122,563$ 2,698$ 2,840$ 2,989$ 3,146$ ‐$ ‐$ ‐$ ‐$ DATABASE ADMINISTRATOR4367 439 CEA 8810 Non‐Exempt 3 12,843$ 2,993$ 3,150$ 3,316$ 3,490$ ‐$ ‐$ ‐$ ‐$ DEPUTY CITY CLERK I4536 423 CEA 8810 Non‐Exempt 5 11,876$ 1,975$ 2,079$ 2,188$ 2,303$ ‐$ ‐$ ‐$ ‐$ DEPUTY CITY CLERK II4537 426 CEA 8810 Non‐Exempt 5 12,029$ 2,136$ 2,248$ 2,366$ 2,491$ ‐$ ‐$ ‐$ ‐$ DEPUTY DIRECTOR OF CDD ‐ DEVELOPMENT REVIEW2544 244 MME 8810 Exempt 1 104,227$ 4,227$ 4,227$ 4,227$ 5,281$ ‐$ ‐$ ‐$ ‐$ DEPUTY DIRECTOR OF CDD ‐ LONG RANGE PLANNING2545 244 MME 8810 Exempt 1 104,227$ 4,227$ 4,227$ 4,227$ 5,281$ ‐$ ‐$ ‐$ ‐$ DEPUTY DIRECTOR OF PUBLIC WORKS2565 244 MME 9410 Exempt 1 14,227$ 4,227$ 4,227$ 4,227$ 5,281$ ‐$ ‐$ ‐$ ‐$ DEPUTY DIRECTOR OF PUBLIC WORKS/CITY ENGINEER2555 249 MME 8810 Exempt 1 24,438$ 4,438$ 4,438$ 4,438$ 5,547$ ‐$ ‐$ ‐$ ‐$ DEPUTY DIRECTOR OF UTILITIES ‐ WASTEWATER2575 244 MME 9410 Exempt 1 134,227$ 4,227$ 4,227$ 4,227$ 5,281$ ‐$ ‐$ ‐$ ‐$ DEPUTY DIRECTOR OF UTILITIES ‐ WATER2574 244 MME 9410 Exempt 1 124,227$ 4,227$ 4,227$ 4,227$ 5,281$ ‐$ ‐$ ‐$ ‐$ DEPUTY FIRE CHIEF2615 257 MME 7706 Exempt 1 54,781$ 4,781$ 4,781$ 4,781$ 5,976$ ‐$ ‐$ ‐$ ‐$ DIRECTOR OF COMMUNITY DEVELOPMENT2550 267 DPH 8810 Exempt 1 15,244$ 5,244$ 5,244$ 5,244$ 6,558$ ‐$ ‐$ ‐$ ‐$ DIRECTOR OF FINANCE2533 267 DPH 8810 Exempt 1 15,244$ 5,244$ 5,244$ 5,244$ 6,558$ ‐$ ‐$ ‐$ ‐$ DIRECTOR OF HUMAN RESOURCES2540 267 DPH 8810 Exempt 1 15,244$ 5,244$ 5,244$ 5,244$ 6,558$ ‐$ ‐$ ‐$ ‐$ DIRECTOR OF PARKS AND RECREATION2590 267 DPH 8810 Exempt 1 15,244$ 5,244$ 5,244$ 5,244$ 6,558$ ‐$ ‐$ ‐$ ‐$ DIRECTOR OF PUBLIC WORKS2560 267 DPH 8810 Exempt 1 15,244$ 5,244$ 5,244$ 5,244$ 6,558$ ‐$ ‐$ ‐$ ‐$ DIRECTOR OF UTILITIES2580 267 DPH 8810 Exempt 1 15,244$ 5,244$ 5,244$ 5,244$ 6,558$ ‐$ ‐$ ‐$ ‐$ ECONOMIC DEVELOPMENT MANAGER3120 340 MME 9410 Exempt 2 13,468$ 3,468$ 3,468$ 3,468$ 4,335$ ‐$ ‐$ ‐$ ‐$ ENGINEER I4160 435 CEA 9410 Non‐Exempt 2 22,563$ 2,698$ 2,840$ 2,989$ 3,146$ ‐$ ‐$ ‐$ ‐$ ENGINEER II4161 439 CEA 9410 Non‐Exempt 2 22,843$ 2,993$ 3,150$ 3,316$ 3,490$ ‐$ ‐$ ‐$ ‐$ ENGINEER III4162 442 CEA 9410 Non‐Exempt 2 23,073$ 3,235$ 3,405$ 3,584$ 3,773$ ‐$ ‐$ ‐$ ‐$ ENGINEERING INSPECTOR I4151 430 CEA 9410 Non‐Exempt 3 22,251$ 2,369$ 2,494$ 2,625$ 2,763$ ‐$ ‐$ ‐$ ‐$ ENGINEERING INSPECTOR II4152 433 CEA 9410 Non‐Exempt 3 22,433$ 2,561$ 2,696$ 2,838$ 2,987$ ‐$ ‐$ ‐$ ‐$ ENGINEERING INSPECTOR III4153 439 CEA 9410 Non‐Exempt 3 22,843$ 2,993$ 3,150$ 3,316$ 3,490$ ‐$ ‐$ ‐$ ‐$ ENGINEERING INSPECTOR IV4154 442 CEA 9410 Non‐Exempt 3 23,073$ 3,235$ 3,405$ 3,584$ 3,773$ ‐$ ‐$ ‐$ ‐$ ENGINEERING TECHNICIAN I4170 423 CEA 8810 Non‐Exempt 3 21,876$ 1,975$ 2,079$ 2,188$ 2,303$ ‐$ ‐$ ‐$ ‐$ ENGINEERING TECHNICIAN II4171 425 CEA 8810 Non‐Exempt 3 21,978$ 2,082$ 2,192$ 2,307$ 2,428$ ‐$ ‐$ ‐$ ‐$ ENGINEERING TECHNICIAN III4172 430 CEA 8810 Non‐Exempt 3 22,251$ 2,369$ 2,494$ 2,625$ 2,763$ ‐$ ‐$ ‐$ ‐$ ENVIRONMENTAL COMPLIANCE INSPECTOR4220 432 CEA 9410 Non‐Exempt 3 122,371$ 2,496$ 2,627$ 2,765$ 2,910$ ‐$ ‐$ ‐$ ‐$ ENVIRONMENTAL PROGRAMS MANAGER3171 325 MME 9410 Exempt 3 132,997$ 2,997$ 2,997$ 2,997$ 3,745$ ‐$ ‐$ ‐$ ‐$ EVIDENCE TECHNICIAN7020 715 POA 9410 Non‐Exempt 3 43,012$ 3,171$ 3,338$ 3,514$ 3,699$ 3,894$ 4,099$ ‐$ ‐$ FACILITIES MAINTENANCE SUPERVISOR3070 315 MME 9420 Exempt 3 22,719$ 2,719$ 2,719$ 2,719$ 3,396$ ‐$ ‐$ ‐$ ‐$ FACILITIES MAINTENANCE TECHNICIAN (SBP)4305 450 CEA 9420 Non‐Exempt8 21,789$ 1,883$ 1,982$ 2,086$ 2,196$ 2,312$ 2,434$ 2,562$ 2,697$ FIRE BATTALION CHIEF5010 505 FBC 7706 Exempt 1 54,297$ 4,523$ 4,761$ 5,012$ 5,276$ 5,554$ ‐$ ‐$ ‐$ Page 2 of 6Packet Page 326Item 18 CITY OF SAN LUIS OBISPO REGULAR AND CONTRACT SALARY SCHEDULEAdopted by Council 10/16/18 Title Class ScheduleBargaining UnitWC CodeExempt/ Non‐ExemptEEO Category EEO Function 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 FIRE CAPTAIN6010 621 FFA 7706 Non‐Exempt 2 53,353$ 3,529$ 3,715$ 3,910$ 4,116$ ‐$ ‐$ ‐$ ‐$ FIRE CHIEF2610 272 DPH 7706 Exempt 1 15,494$ 5,494$ 5,494$ 5,494$ 6,870$ ‐$ ‐$ ‐$ ‐$ FIRE ENGINEER6020 615 FFA 7706 Non‐Exempt 3 52,869$ 3,020$ 3,179$ 3,346$ 3,522$ ‐$ ‐$ ‐$ ‐$ FIRE FIGHTER6040 612 FFA 7706 Non‐Exempt 4 52,384$ 2,649$ 2,788$ 2,935$ 3,089$ 3,252$ ‐$ ‐$ ‐$ FIRE INSPECTOR I6198 626 FFA 9410 Non‐Exempt 3 52,410$ 2,537$ 2,670$ 2,811$ 2,959$ ‐$ ‐$ ‐$ ‐$ FIRE INSPECTOR II6200 630 FFA 9410 Non‐Exempt 3 52,674$ 2,815$ 2,963$ 3,119$ 3,283$ ‐$ ‐$ ‐$ ‐$ FIRE INSPECTOR III6202 633 FFA 9410 Non‐Exempt 3 52,890$ 3,042$ 3,202$ 3,371$ 3,548$ ‐$ ‐$ ‐$ ‐$ FIRE MARSHAL3130 347 MME 9410 Exempt 1 13,712$ 3,712$ 3,712$ 3,712$ 4,639$ ‐$ ‐$ ‐$ ‐$ FIRE VEHICLE MECHANIC6030 616 FFA 9420 Non‐Exempt 7 52,940$ 3,095$ 3,258$ 3,429$ 3,609$ ‐$ ‐$ ‐$ ‐$ FLEET MAINTENANCE SUPERVISOR3350 315 MME 9420 Exempt 3 122,719$ 2,719$ 2,719$ 2,719$ 3,396$ ‐$ ‐$ ‐$ ‐$ GIS SPECIALIST I4177 433 CEA 8810 Non‐Exempt 3 22,433$ 2,561$ 2,696$ 2,838$ 2,987$ ‐$ ‐$ ‐$ ‐$ GIS SPECIALIST II4178 437 CEA 8810 Non‐Exempt 3 22,699$ 2,841$ 2,991$ 3,148$ 3,314$ ‐$ ‐$ ‐$ ‐$ GOLF MAINTENANCE CREW COORDINATOR3161 426 CEA 9420 Non‐Exempt 8 62,029$ 2,136$ 2,248$ 2,366$ 2,491$ ‐$ ‐$ ‐$ ‐$ HAZARDOUS MATERIALS COORDINATOR6165 617 FFA 9420 Non‐Exempt 3 53,456$ 3,638$ 3,829$ 4,031$ 4,243$ ‐$ ‐$ ‐$ ‐$ HEAVY EQUIPMENT MECHANIC4250 426 CEA 9420 Non‐Exempt 7 22,029$ 2,136$ 2,248$ 2,366$ 2,491$ ‐$ ‐$ ‐$ ‐$ HOUSING PROGRAMS MANAGER3168 320 MME 8810 Exempt 2 102,853$ 2,853$ 2,853$ 2,853$ 3,566$ ‐$ ‐$ ‐$ ‐$ HUMAN RESOURCES ADMINISTRATIVE ASSISTANT I3532 360 CFE 8810 Non‐Exempt 6 11,654$ 1,741$ 1,833$ 1,929$ 2,031$ ‐$ ‐$ ‐$ ‐$ HUMAN RESOURCES ADMINISTRATIVE ASSISTANT II3534 363 CFE 8810 Non‐Exempt 6 11,741$ 1,833$ 1,929$ 2,030$ 2,137$ ‐$ ‐$ ‐$ ‐$ HUMAN RESOURCES ADMINISTRATIVE ASSISTANT III3536 365 CFE 8810 Non‐Exempt 6 11,971$ 2,075$ 2,184$ 2,299$ 2,420$ ‐$ ‐$ ‐$ ‐$ HUMAN RESOURCES ANALYST I3240 305 MME 8810 Exempt 2 12,465$ 2,465$ 2,465$ 2,465$ 3,081$ ‐$ ‐$ ‐$ ‐$ HUMAN RESOURCES ANALYST II3245 315 MME 8810 Exempt 2 12,719$ 2,719$ 2,719$ 2,719$ 3,396$ ‐$ ‐$ ‐$ ‐$ HUMAN RESOURCES MANAGER3320 325 MME 8810 Exempt 2 12,997$ 2,997$ 2,997$ 2,997$ 3,745$ ‐$ ‐$ ‐$ ‐$ HUMAN RESOURCES SPECIALIST3552 368 CFE 8810 Non‐Exempt 5 12,040$ 2,147$ 2,260$ 2,379$ 2,504$ ‐$ ‐$ ‐$ ‐$ INFORMATION TECHNOLOGY ASSISTANT4255 423 CEA 8810 Non‐Exempt 3 11,876$ 1,975$ 2,079$ 2,188$ 2,303$ ‐$ ‐$ ‐$ ‐$ INFORMATION TECHNOLOGY MANAGER3180 353 MME 8810 Exempt 2 13,950$ 3,950$ 3,950$ 3,950$ 4,936$ ‐$ ‐$ ‐$ ‐$ INFORMATION TECHNOLOGY SUPERVISOR3145 325 MME 8810 Exempt 2 22,997$ 2,997$ 2,997$ 2,997$ 3,745$ ‐$ ‐$ ‐$ ‐$ INFORMATION TECHNOLOGY SUPPORT SERVICES SUPERVISOR3179 305 MME 8810 Exempt 2 12,465$ 2,465$ 2,465$ 2,465$ 3,081$ ‐$ ‐$ ‐$ ‐$ INTERIM DEPUTY CITY MANAGER3034 244 MME 8810 Exempt 1 14,227$ 4,227$ 4,227$ 4,227$ 5,281$ ‐$ ‐$ ‐$ ‐$ INTERIM DEPUTY DIRECTOR ‐ SUSTAINABILITY3201 244 MME 8810 Exempt 2 64,227$ 4,227$ 4,227$ 4,227$ 5,281$ ‐$ ‐$ ‐$ ‐$ INTERIM INFORMATION TECHNOLOGY SUPERVISOR3181 335 MME 8810 Exempt 2 13,304$ 3,304$ 3,304$ 3,304$ 4,128$ ‐$ ‐$ ‐$ ‐$ LABORATORY ANALYST (SBP)4775 456 CEA 9410 Non‐Exempt 3 132,290$ 2,411$ 2,538$ 2,672$ 2,813$ 2,961$ 3,117$ 3,281$ 3,454$ LABORATORY MANAGER3185 330 MME 9410 Exempt 3 123,146$ 3,146$ 3,146$ 3,146$ 3,931$ ‐$ ‐$ ‐$ ‐$ LEAD NETWORK ADMINISTRATOR4369 441 CEA 8810 Non‐Exempt 3 12,993$ 3,151$ 3,317$ 3,492$ 3,676$ ‐$ ‐$ ‐$ ‐$ LEGAL ASSISTANT3541 363 CFE 8810 Non‐Exempt 6 11,741$ 1,833$ 1,929$ 2,030$ 2,137$ ‐$ ‐$ ‐$ ‐$ LEGAL ASSISTANT/PARALEGAL3542 369 CFE 8810 Non‐Exempt 6 12,151$ 2,264$ 2,383$ 2,508$ 2,640$ ‐$ ‐$ ‐$ ‐$ MAINTENANCE WORKER I4290 417 CEA 9420 Non‐Exempt 8 21,606$ 1,690$ 1,779$ 1,873$ 1,972$ ‐$ ‐$ ‐$ ‐$ MAINTENANCE WORKER II ‐ PARKS4320 419 CEA 9420 Non‐Exempt 8 21,691$ 1,780$ 1,874$ 1,973$ 2,077$ ‐$ ‐$ ‐$ ‐$ Page 3 of 6Packet Page 327Item 18 CITY OF SAN LUIS OBISPO REGULAR AND CONTRACT SALARY SCHEDULEAdopted by Council 10/16/18 Title Class ScheduleBargaining UnitWC CodeExempt/ Non‐ExemptEEO Category EEO Function 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 MAINTENANCE WORKER III ‐ PARKS4330 421 CEA 9420 Non‐Exempt 8 21,781$ 1,875$ 1,974$ 2,078$ 2,187$ ‐$ ‐$ ‐$ ‐$ MANAGEMENT FELLOW3000 300 CFE‐C 8810 Non‐Exempt 5 11,924$ 2,025$ 2,132$ 2,244$ 2,362$ MAYOR1010 110 CCM 8810 Exempt 1 1693$ ‐$ ‐$ ‐$ ‐$ ‐$ ‐$ ‐$ ‐$ MECHANIC HELPER4251 417 CEA 7706 Non‐Exempt 7 51,606$ 1,690$ 1,779$ 1,873$ 1,972$ ‐$ ‐$ ‐$ ‐$ NATURAL RESOURCES MANAGER3200 340 MME 8810 Exempt 2 63,468$ 3,468$ 3,468$ 3,468$ 4,335$ ‐$ ‐$ ‐$ ‐$ NEIGHBORHOOD OUTREACH MANAGER3210 320 MME 8810 Exempt 2 12,853$ 2,853$ 2,853$ 2,853$ 3,566$ ‐$ ‐$ ‐$ ‐$ NETWORK ADMINISTRATOR4366 439 CEA 8810 Non‐Exempt 3 12,843$ 2,993$ 3,150$ 3,316$ 3,490$ ‐$ ‐$ ‐$ ‐$ NETWORK SERVICES SUPERVISOR3155 330 MME 8810 Exempt 2 13,146$ 3,146$ 3,146$ 3,146$ 3,931$ ‐$ ‐$ ‐$ ‐$ NETWORK TECHNICIAN4256 425 CEA 8810 Non‐Exempt 3 11,978$ 2,082$ 2,192$ 2,307$ 2,428$ ‐$ ‐$ ‐$ ‐$ PARKING COORDINATOR4380 426 CEA 9420 Non‐Exempt 5 22,029$ 2,136$ 2,248$ 2,366$ 2,491$ ‐$ ‐$ ‐$ ‐$ PARKING ENFORCEMENT OFFICER I4390 420 CEA 9420 Non‐Exempt 3 21,736$ 1,827$ 1,923$ 2,024$ 2,131$ ‐$ ‐$ ‐$ ‐$ PARKING ENFORCEMENT OFFICER II4391 423 CEA 9420 Non‐Exempt 3 21,876$ 1,975$ 2,079$ 2,188$ 2,303$ ‐$ ‐$ ‐$ ‐$ PARKING METER REPAIR WORKER4370 421 CEA 9420 Non‐Exempt 7 21,781$ 1,875$ 1,974$ 2,078$ 2,187$ ‐$ ‐$ ‐$ ‐$ PARKING SERVICES MANAGER3220 330 MME 9410 Exempt 2 23,146$ 3,146$ 3,146$ 3,146$ 3,931$ ‐$ ‐$ ‐$ ‐$ PARKING SERVICES SUPERVISOR3225 305 MME 9410 Exempt 2 22,465$ 2,465$ 2,465$ 2,465$ 3,081$ ‐$ ‐$ ‐$ ‐$ PARKS CREW COORDINATOR4340 451 CEA 9420 Non‐Exempt 8 22,196$ 2,312$ 2,434$ 2,562$ 2,697$ ‐$ ‐$ ‐$ ‐$ PARKS MAINTENANCE SPECIALIST (SBP)4339 446 CEA 9420 Non‐Exempt 8 21,610$ 1,695$ 1,784$ 1,878$ 1,977$ 2,081$ 2,190$ 2,305$ 2,426$ PARKS MAINTENANCE SUPERVISOR3040 315 MME 9420 Exempt 3 22,719$ 2,719$ 2,719$ 2,719$ 3,396$ ‐$ ‐$ ‐$ ‐$ PERMIT SERVICES COORDINATOR3115 305 MME 8810 Exempt 2 102,465$ 2,465$ 2,465$ 2,465$ 3,081$ ‐$ ‐$ ‐$ ‐$ PERMIT TECHNICIAN I4105 419 CEA 8810 Non‐Exempt 5 101,691$ 1,780$ 1,874$ 1,973$ 2,077$ ‐$ ‐$ ‐$ ‐$ PERMIT TECHNICIAN II4106 423 CEA 8810 Non‐Exempt 7 11,876$ 1,975$ 2,079$ 2,188$ 2,303$ ‐$ ‐$ ‐$ ‐$ PLANNING TECHNICIAN4070 423 CEA 8810 Non‐Exempt 5 101,876$ 1,975$ 2,079$ 2,188$ 2,303$ ‐$ ‐$ ‐$ ‐$ PLANS EXAMINER4115 437 CEA 8810 Non‐Exempt 3 102,699$ 2,841$ 2,991$ 3,148$ 3,314$ ‐$ ‐$ ‐$ ‐$ POLICE CADET7030 706 POA 7720 Non‐Exempt 4 42,085$ 2,195$ 2,311$ 2,433$ 2,561$ 2,696$ 2,838$ ‐$ ‐$ POLICE CAPTAIN8040 810 PSO 7720 Exempt 1 45,075$ 5,342$ 5,623$ 5,919$ 6,230$ 6,558$ ‐$ ‐$ ‐$ POLICE CHIEF2600 279 DPH 9410 Exempt 1 16,266$ 6,266$ 6,266$ 6,266$ 7,832$ ‐$ ‐$ ‐$ ‐$ POLICE FIELD SERVICES TECHNICIAN7040 709 POA 9410 Non‐Exempt 3 42,202$ 2,318$ 2,440$ 2,568$ 2,703$ 2,845$ 2,995$ ‐$ ‐$ POLICE LIEUTENANT8030 805 PSO 7720 Exempt 2 44,412$ 4,644$ 4,888$ 5,145$ 5,416$ 5,701$ ‐$ ‐$ ‐$ POLICE OFFICER7510 720 POA 7720 Non‐Exempt 4 42,722$ 2,865$ 3,016$ 3,175$ 3,342$ 3,518$ 3,703$ 3,898$ 4,103$ POLICE RECORDS CLERK I7050 700 POA 8810 Non‐Exempt 6 41,693$ 1,782$ 1,876$ 1,975$ 2,079$ 2,188$ 2,303$ ‐$ ‐$ POLICE RECORDS CLERK II7060 703 POA 8810 Non‐Exempt 6 41,876$ 1,975$ 2,079$ 2,188$ 2,303$ 2,424$ 2,552$ ‐$ ‐$ POLICE RECORDS SUPERVISOR8045 850 PSO 8810 Exempt 2 42,557$ 2,692$ 2,834$ 2,983$ 3,140$ 3,305$ ‐$ ‐$ ‐$ POLICE SERGEANT8010 800 PSO 7720 Non‐Exempt 3 43,835$ 4,037$ 4,249$ 4,473$ 4,708$ 4,956$ ‐$ ‐$ ‐$ PRINCIPAL PLANNER3341 340 MME 8810 Exempt 2 103,468$ 3,468$ 3,468$ 3,468$ 4,335$ ‐$ ‐$ ‐$ ‐$ PROPERTY AND EVIDENCE CLERK7043 709 POA 8810 Non‐Exempt 3 42,202$ 2,318$ 2,440$ 2,568$ 2,703$ 2,845$ 2,995$ ‐$ ‐$ PURCHASING ANALYST3021 305 MME 8810 Exempt 2 12,465$ 2,465$ 2,465$ 2,465$ 3,081$ ‐$ ‐$ ‐$ ‐$ RANGER MAINTENINANCE WORKER4335 419 CEA 9420 Non‐Exempt 8 61,691$ 1,780$ 1,874$ 1,973$ 2,077$ ‐$ ‐$ ‐$ ‐$ Page 4 of 6Packet Page 328Item 18 CITY OF SAN LUIS OBISPO REGULAR AND CONTRACT SALARY SCHEDULEAdopted by Council 10/16/18 Title Class ScheduleBargaining UnitWC CodeExempt/ Non‐ExemptEEO Category EEO Function 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 RECREATION COORDINATOR4460 426 CEA 9420 Non‐Exempt 5 62,029$ 2,136$ 2,248$ 2,366$ 2,491$ ‐$ ‐$ ‐$ ‐$ RECREATION MANAGER3290 320 MME 8810 Exempt 2 62,853$ 2,853$ 2,853$ 2,853$ 3,566$ ‐$ ‐$ ‐$ ‐$ RECREATION SUPERVISOR3300 305 MME VARIES Exempt 2 62,465$ 2,465$ 2,465$ 2,465$ 3,081$ ‐$ ‐$ ‐$ ‐$ SAFETY AND TECHNICAL TRAINING ENGINEER3405 320 MME 9410 Exempt 2 22,853$ 2,853$ 2,853$ 2,853$ 3,566$ ‐$ ‐$ ‐$ ‐$ SENIOR ACCOUNTANT3100 315 MME 8810 Exempt 2 12,719$ 2,719$ 2,719$ 2,719$ 3,396$ ‐$ ‐$ ‐$ ‐$ SENIOR ADMINISTRATIVE ANALYST3030 315 MME 8810 Exempt 2 12,719$ 2,719$ 2,719$ 2,719$ 3,396$ ‐$ ‐$ ‐$ ‐$ SENIOR CIVIL ENGINEER3335 330 MME 9410 Exempt 2 23,146$ 3,146$ 3,146$ 3,146$ 3,931$ ‐$ ‐$ ‐$ ‐$ SENIOR PLANNER3326 320 MME 8810 Exempt 2 102,853$ 2,853$ 2,853$ 2,853$ 3,566$ ‐$ ‐$ ‐$ ‐$ SIGNAL AND STREETLIGHT TECHNICIAN4540 430 CEA 9420 Non‐Exempt 3 22,251$ 2,369$ 2,494$ 2,625$ 2,763$ ‐$ ‐$ ‐$ ‐$ STREET SUPERVISOR3331 315 MME 9420 Exempt 3 22,719$ 2,719$ 2,719$ 2,719$ 3,396$ ‐$ ‐$ ‐$ ‐$ STREETS CREW COORDINATOR4365 451 CEA 9420 Non‐Exempt 7 22,196$ 2,312$ 2,434$ 2,562$ 2,697$ ‐$ ‐$ ‐$ ‐$ STREETS MAINTENANCE OPERATOR (SBP)4360 446 CEA 9420 Non‐Exempt 8 21,610$ 1,695$ 1,784$ 1,878$ 1,977$ 2,081$ 2,190$ 2,305$ 2,426$ SUPERVISING ACCOUNTING ASSISTANT4525 426 CEA 8810 Non‐Exempt 6 12,029$ 2,136$ 2,248$ 2,366$ 2,491$ ‐$ ‐$ ‐$ ‐$ SUPERVISING ADMINISTRATIVE ASSISTANT4530 426 CEA 8810 Non‐Exempt 6 12,029$ 2,136$ 2,248$ 2,366$ 2,491$ ‐$ ‐$ ‐$ ‐$ SUPERVISING CIVIL ENGINEER3340 340 MME 9410 Exempt 2 23,468$ 3,468$ 3,468$ 3,468$ 4,335$ ‐$ ‐$ ‐$ ‐$ SUPERVISING UTILITY BILLING ASSISTANT4526 426 CEA 8810 Non‐Exempt 6 12,029$ 2,136$ 2,248$ 2,366$ 2,491$ ‐$ ‐$ ‐$ ‐$ SUSTAINABILITY MANAGER3442 325 MME 8810 Exempt 2 12,997$ 2,997$ 2,997$ 2,997$ 3,745$ ‐$ ‐$ ‐$ ‐$ SWEEPER OPERATOR4230 422 CEA 9420 Non‐Exempt 8 21,828$ 1,924$ 2,025$ 2,132$ 2,244$ ‐$ ‐$ ‐$ ‐$ SYSTEMS INTEGRATION ADMINISTRATOR4369 439 CEA 8810 Non‐Exempt 3 12,843$ 2,993$ 3,150$ 3,316$ 3,490$ ‐$ ‐$ ‐$ ‐$ TECHNOLOGY PROJECT MANAGER3441 325 MME‐C 8810 Exempt 2 12,997$ 2,997$ 2,997$ 2,997$ 3,745$ ‐$ ‐$ ‐$ ‐$ TOURISM COORDINATOR4033 426 CEA 8810 Non‐Exempt 5 12,029$ 2,136$ 2,248$ 2,366$ 2,491$ ‐$ ‐$ ‐$ ‐$ TOURISM MANAGER3033 320 MME 8810 Exempt 2 12,853$ 2,853$ 2,853$ 2,853$ 3,566$ ‐$ ‐$ ‐$ ‐$ TRANSIT ASSISTANT4143 423 CEA 8810 Non‐Exempt 6 21,876$ 1,975$ 2,079$ 2,188$ 2,303$ ‐$ ‐$ ‐$ ‐$ TRANSIT COORDINATOR4145 426 CEA 9410 Non‐Exempt 6 22,029$ 2,136$ 2,248$ 2,366$ 2,491$ ‐$ ‐$ ‐$ ‐$ TRANSIT MANAGER3360 330 MME 9410 Exempt 2 23,146$ 3,146$ 3,146$ 3,146$ 3,931$ ‐$ ‐$ ‐$ ‐$ TRANSPORTATION ASSISTANT4140 423 CEA 9410 Non‐Exempt 6 21,876$ 1,975$ 2,079$ 2,188$ 2,303$ ‐$ ‐$ ‐$ ‐$ TRANSPORTATION MANAGER3262 340 MME 9410 Exempt 2 23,468$ 3,468$ 3,468$ 3,468$ 4,335$ ‐$ ‐$ ‐$ ‐$ TRANSPORTATION PLANNER‐ENGINEER I4163 435 CEA 9410 Non‐Exempt 2 22,563$ 2,698$ 2,840$ 2,989$ 3,146$ ‐$ ‐$ ‐$ ‐$ TRANSPORTATION PLANNER‐ENGINEER II4164 439 CEA 9410 Non‐Exempt 2 22,843$ 2,993$ 3,150$ 3,316$ 3,490$ ‐$ ‐$ ‐$ ‐$ TRANSPORTATION PLANNER‐ENGINEER III4165 442 CEA 9410 Non‐Exempt 2 23,073$ 3,235$ 3,405$ 3,584$ 3,773$ ‐$ ‐$ ‐$ ‐$ UNDERGROUND UTITIES LOCATOR4575 423 CEA 9420 Non‐Exempt 7 121,876$ 1,975$ 2,079$ 2,188$ 2,303$ ‐$ ‐$ ‐$ ‐$ URBAN FOREST SUPERVISOR/CITY ARBORIST3045 315 MME 9420 Exempt 3 22,719$ 2,719$ 2,719$ 2,719$ 3,396$ ‐$ ‐$ ‐$ ‐$ URBAN FORESTER (SBP)4570 450 CEA 9420 Non‐Exempt 8 21,789$ 1,883$ 1,982$ 2,086$ 2,196$ 2,312$ 2,434$ 2,562$ 2,697$ UTILITIES BUSINESS MANAGER3175 330 MME 8810 Exempt 2 123,146$ 3,146$ 3,146$ 3,146$ 3,931$ ‐$ ‐$ ‐$ ‐$ UTILITIES ENGINEER3380 330 MME 9410 Exempt 2 23,146$ 3,146$ 3,146$ 3,146$ 3,931$ ‐$ ‐$ ‐$ ‐$ UTILITIES PROJECTS MANAGER3400 330 MME 9410 Exempt 2 123,146$ 3,146$ 3,146$ 3,146$ 3,931$ ‐$ ‐$ ‐$ ‐$ UTILITY BILLING ASSISTANT4021 419 CEA 8810 Non‐Exempt 6 11,691$ 1,780$ 1,874$ 1,973$ 2,077$ ‐$ ‐$ ‐$ ‐$ Page 5 of 6Packet Page 329Item 18 CITY OF SAN LUIS OBISPO REGULAR AND CONTRACT SALARY SCHEDULEAdopted by Council 10/16/18 Title Class ScheduleBargaining UnitWC CodeExempt/ Non‐ExemptEEO Category EEO Function 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 WASTEWATER COLLECTION SYSTEM OPERATOR (SBP)4771 452 CEA 9420 Non‐Exempt 7 132,010$ 2,116$ 2,227$ 2,344$ 2,467$ 2,597$ 2,734$ 2,878$ 3,029$ WASTEWATER COLLECTION SYSTEM SUPERVISOR3420 325 MME 9420 Exempt 7 122,997$ 2,997$ 2,997$ 2,997$ 3,745$ ‐$ ‐$ ‐$ ‐$ WATER DISTRIBUTION CHIEF OPERATOR4179 437 CEA 9420 Non‐Exempt 7 122,699$ 2,841$ 2,991$ 3,148$ 3,314$ ‐$ ‐$ ‐$ ‐$ WATER DISTRIBUTION SUPERVISOR3430 325 MME 9420 Exempt 3 122,997$ 2,997$ 2,997$ 2,997$ 3,745$ ‐$ ‐$ ‐$ ‐$ WATER DISTRIBUTION SYSTEM OPTERATOR (SBP)4773 452 CEA 9420 Non‐Exempt 7 122,010$ 2,116$ 2,227$ 2,344$ 2,467$ 2,597$ 2,734$ 2,878$ 3,029$ WATER RESOURCE PROGRAM MANAGER3372 320 MME 9410 Exempt 2 122,853$ 2,853$ 2,853$ 2,853$ 3,566$ ‐$ ‐$ ‐$ ‐$ WATER RESOURCE RECOVERY FACILITY CHIEF MAINTENANCE TECHNICIAN 4685 444 CEA 9420 Non‐Exempt 7 132,879$ 3,031$ 3,190$ 3,358$ 3,535$ ‐$ ‐$ ‐$ ‐$ WATER RESOURCE RECOVERY FACILITY CHIEF OPERATOR4795 445 CEA 9420 Non‐Exempt 7 133,033$ 3,193$ 3,361$ 3,538$ 3,724$ ‐$ ‐$ ‐$ ‐$ WATER RESOURCE RECOVERY FACILITY MAINTENANCE TECHNICIAN (SBP) 4777 456 CEA 9420 Non‐Exempt 7 132,290$ 2,411$ 2,538$ 2,672$ 2,813$ 2,961$ 3,117$ 3,281$ 3,454$ WATER RESOURCE RECOVERY FACILITY OPERATOR (SBP)4778 456 CEA 9420 Non‐Exempt 7 132,290$ 2,411$ 2,538$ 2,672$ 2,813$ 2,961$ 3,117$ 3,281$ 3,454$ WATER RESOURCE RECOVERY FACILITY PLANT SUPERVISOR3410 335 MME 9420 Exempt 3 133,304$ 3,304$ 3,304$ 3,304$ 4,128$ ‐$ ‐$ ‐$ ‐$ WATER RESOURCES TECHNICIAN4580 430 CEA 9420 Non‐Exempt 3 122,251$ 2,369$ 2,494$ 2,625$ 2,763$ ‐$ ‐$ ‐$ ‐$ WATER SUPPLY OPERATOR (SBP)4774 452 CEA 9420 Non‐Exempt 7 122,010$ 2,116$ 2,227$ 2,344$ 2,467$ 2,597$ 2,734$ 2,878$ 3,029$ WATER TREATMENT PLAN CHIEF OPERATOR4790 445 CEA 9420 Non‐Exempt 7 123,033$ 3,193$ 3,361$ 3,538$ 3,724$ ‐$ ‐$ ‐$ ‐$ WATER TREATMENT PLAN OPERATOR (SBP)4776 456 CEA 9420 Non‐Exempt 7 122,290$ 2,411$ 2,538$ 2,672$ 2,813$ 2,961$ 3,117$ 3,281$ 3,454$ WATER TREATMENT PLANT CHIEF MAINTENANCE TECHNICIAN4781 444 CEA 9420 Non‐Exempt 7 122,879$ 3,031$ 3,190$ 3,358$ 3,535$ ‐$ ‐$ ‐$ ‐$ WATER TREATMENT PLANT SUPERVISOR3460 335 MME 9420 Exempt 3 123,304$ 3,304$ 3,304$ 3,304$ 4,128$ ‐$ ‐$ ‐$ ‐$ WHALE ROCK RESERVOIR SUPERVISOR3450 325 MME 9420 Exempt 3 122,997$ 2,997$ 2,997$ 2,997$ 3,745$ ‐$ ‐$ ‐$ ‐$ Page 6 of 6Packet Page 330Item 18 Supplemental Employee Salary Schedule CLASSIFICATION WC CLASS SCHEDULE STEPS IN RANGE 12345 11.00$ 11.00$ 11.00$ 11.24$ 11.68$ Aquatics Cashier 5 6 8810 Aquatics Maintenance Worker 5 6 9410 Building & Safety Intern 5 10 8810 *Childcare Aide/Camp Counselor 5 6 9410 Facility Host 5 6 9410 *Jr. Giants Coach 5 6 9410 *Pro-shop Staff 5 6 8810 *Seasonal Maintenance Worker Golf 8 6 9410 *Skate Park Attendant 5 6 9410 Student Intern 5 1 8810 *Teen Leader 5 6 9410 *Youth/Adult Sports Official 5 6 9410 12345 11.00$ 11.24$ 11.78$ 12.37$ 12.85$ *Childcare Teacher/Lead Camp Counselor 5 6 9410 CIP Engineering Assistant/Intern 3 2 8810 Event Planner 5 6 9410 Facility Lead 5 6 9410 Fire Intern 3 5 9410 Garden Assistant 5 6 9410 Hydrant Maintenance Worker 3 5 9410 *Jr. Giants Coordinator 5 6 9410 *Lifeguard 5 6 9410 Parking Booth Attendant 8 2 9410 *Pro-shop Lead 6 6 8810 Recreation Support Staff 5 6 9410 *Skate Park Ambassador 5 6 9410 *Skate Park Lead 5 6 9410 *Special Needs Support Staff 5 6 9410 Student Intern 6 1 8810 Transportation Eng. Intern 3 2 8810 Triathlon Lead 5 6 9410 12345 11.78$ 12.37$ 12.96$ 13.61$ 14.14$ Administrative Assistant (Golf)6 6 8810 Attorney Intern 5 1 8810 *Childcare Head Teacher 5 6 9410 Computer Training Instructor 6 6 8810 Contract Classes Coordinator 5 6 8810 Database Intern 3 1 8810 Engineering Assistant 3 2 8810 *Head Lifeguard 5 6 9410 Human Resources Intern 5 1 8810 IT Intern 3 1 8810 *Park Ranger 1 8 6 9420 *Pro-Shop Assistant 6 6 8810 Pub Ed Coordinator (FD) 5 5 8810 Senior Services Program Asst 5 6 8810 *Swim Instructor 5 6 9410 *Club STAR Director 5 6 9410 12345 12.96$ 13.61$ 14.25$ 14.97$ 15.55$ Facilities Assistant 5 6 9410 Lead Parking Attendant 8 2 9410 *Park Ranger 2 8 6 9420 SNAP 1 3 4 9410 12345 14.25$ 14.97$ 15.68$ 16.46$ 17.10$ Admin Asst 6 1 9410 *Aquatics Specialist (LBT) 5 6 9410 Parks Maintenance Worker 8 2 9420 Admin and CommunicaitonsSpecialist (LBT) 5 6 9410 Community Services Specialist (LBT) 5 6 9410 Facilities Specialist (LBT) 5 6 9410 Program Specialist (LBT)5 6 9410 *Ranger Service Specialist x2 (LBT) 8 6 9420 Recording Secretary 6 10 8810 SNAP II 3 4 9410 *Sports Specialist (LBT) 5 6 9410 Tree Climber Assistant 8 2 9420 WRF Lab (20 hr. max weekly) 3 13 9410 *Youth Services Specialist x6 (LBT) 5 6 9410 12345 15.68$ 16.46$ 17.25$ 18.11$ 18.81$ Accounting Assistant 3 1 8810 Adult Sports Official 5 6 9410 IT Assistant/Help Desk 3 1 8810 Key Blue = P&R Positions * = Classifications that work with children (AB 218 doesn't apply) EEO FUNCTION & CATEGORY City Worker 2 EEO Category EEO Function 9020 905 City Worker 3 EEO Category EEO Function 9180 909 WC Code WC Code City Worker 4 EEO Category EEO Function 9240 913 City Worker 5 EEO Category EEO Function 9210 917 WC Code WC Code City Worker 6 EEO Category EEO Function 9250 921 City Worker 7 EEO Category EEO Function 9220 925 WC Code WC Code Packet Page 331 Item 18 Maint Wker - Pool 8 6 9410 Maint Wker - Streets (Farmers Market) 8 2 9410 Police Operations Support Specialist 3 4 8810 SNAP III 3 4 9410 12345 17.25$ 18.11$ 18.97$ 19.92$ 20.70$ Parks Maintenance Worker II 8 2 9420 Legal Assistant 5 1 8810 *Special Swim Instructor (swim & classes) 5 6 9410 12345 18.97$ 19.92$ 20.87$ 21.91$ 22.76$ Admin Asst 1 6 1 8810 Legal Assistant 5 1 8810 GIS Technician 3 1 8810 Parking Enforcement Officer 3 2 9410 Maintenance Worker - Streets/Asphalt 8 2 9420 12345 20.87$ 21.91$ 22.95$ 24.10$ 25.04$ Administrative Hearing Officer 3 2 8810 Heavy Equipment Mechanic 7 2 9420 Administrative Assistant 6 1 8810 Landscape Inspector 3 2 9410 Maintenance Worker III 8 2 9420 Parking Meter Repair Worker 7 2 9410 Permit Technician I 5 10 8810 Planning Technician 5 10 8810 Signal & Strlight Tech 7 2 9410 WasteWater Collection Temp 7 13 9420 12345 22.95$ 24.10$ 25.25$ 26.51$ 27.55$ Bicycle Programs Assistant 5 2 8810 Engineering Technician 3 2 8810 Paralegal 5 1 8810 Planning Technician - Senior 5 10 8810 Utilities Services Tech (Entry Level)3 13 9420 WRRF Operator Temp 7 13 9420 Water Treatment Plant Trainee 7 13 9420 12345 25.25$ 26.51$ 27.78$ 29.16$ 30.30$ Assistant Planner 5 10 8810 Fire Inspector 3 5 9410 WRRF Operator Temp 7 13 9420 Urban Forest Inspector 3 2 9410 Utilities Services Tech (Senior)3 13 9420 12345 27.78$ 29.16$ 30.55$ 32.08$ 33.33$ Building Inspector 3 10 9410 12345 30.55$ 32.08$ 33.61$ 35.29$ 36.66$ Accountant 2 1 8810 Associate Planner 3 10 8810 Crime Analyst 2 4 8810 Database Administrator 3 1 8810 Plans Examiner 3 10 8810 Transportation Planner-Enginner I 2 2 9410 12345 33.61$ 35.29$ 36.97$ 38.82$ 40.33$ Engineer II 2 4 9410 Senior Accountant 2 1 8810 Process Improvement Analyst 2 1 8810 Transit Manager 2 12 9410 12345 36.97$ 38.82$ 40.67$ 42.70$ 44.36$ City Clerk Project Consultant 2 1 8810 12345 44.91$ 46.06$ Finance Consultant 2 1 8810 12345 74.30$ Parking Budget Specialist 2 1 8810 12345 13.04$ 14.20$ 16.00$ 17.98$ 20.10$ Mutual Aid (GS 1-5) 2 5 9420 12345 22.40$ 24.90$ 27.57$ 30.45$ 33.54$ Mutual Aid (GS 6-10) 2 5 9420 12345 36.84$ 44.16$ 52.51$ 62.05$ 72.99$ Mutual Aid (GS 11-15) 2 5 9420 City Worker - Hourly 12345 Commissioner 6 10 8810 9900 990 60.00$ Hazard Mat. Team Business Mgr 3 5 8810 9260 940 28.00$ 29.00$ 30.00$ Engineering Consultant 3 2 8810 9451 950 48.99$ 51.56$ 55.00$ 65.00$ 75.00$ Interim Assistant City Attorney 2 1 8810 9453 953 100.00$ PERS RETIRED ANNUITANTS 12345 Pkg Enforce. Officer (PERS Retiree) 3 2 9410 21.91$ 22.95$ 24.10$ 25.04$ City Worker 10 EEO Category EEO Function WC Code 9258 937 City Worker 8 *1-2 years experience EEO Category EEO Function 9230 929 City Worker 9 *2 years experience EEO Category EEO Function 9330 933 WC Code WC Code City Worker 10 *2‐4 years experience EEO Category EEO Function 9258 937 City Worker 11 EEO Category EEO Function 9410 941 WC Code WC Code City Worker 12 *AA, 5 yrs. exp, certifications EEO Category EEO Function 9460 945 City Worker 13 EEO Category EEO Function 9465 965 WC Code WC Code City Worker 14 EEO Category EEO Function 9470 966 City Worker 15 *4 yr degree , 2 yr exp, certs EEO Category EEO Function 9480 967 WC Code WC Code City Worker 16 EEO Category EEO Function 9490 968 City Worker 17 EEO Category EEO Function 9495 961 WC Code WC Code City Worker 18 EEO Category EEO Function 9496 991 City Worker 19 EEO Category EEO Function 9497 993 WC Code WC Code City Worker 20 EEO Category EEO Function 9498 994 City Worker 21 EEO Category EEO Function 9499 995 WC Code WC Code Packet Page 332 Item 18 12345 26.51$ 27.55$ IT Assistant (PERS Retiree) 3 1 8810 24.10$ 25.25$ 26.51$ 27.55$ Super. Admin Asst Temp (PERS Retiree)6 1 8810 26.51$ 27.55$ 12345 33.61$ 35.29$ 36.97$ 38.82$ 40.33$ Senior Admin Analyst (PERS Retiree)2 1 8810 12345 Temp Senior Civil Engineer (PERS Retiree) 2 2 9410 9455 969 44.53$ 46.76$ Adopted by Council 10/16/2018 City Worker 21 EEO Category EEO Function WC Code 9499 995 City Worker 11 EEO Category EEO Function WC Code 9410 941 City Worker 15 *4 yr degree , 2 yr exp, certs EEO Category EEO Function WC Code 9480 967 Packet Page 333 Item 18 Page intentionally left blank. Packet Page 334 Item 18