HomeMy WebLinkAbout10-06-2015 Item 12 - Adopt a Memorandum of Agreement Between the City and SLOPSOA
Meeting Date: 10/6/2015
FROM: Monica Irons, Director of Human Resources
Prepared By: Greg Zocher, Human Resources Manager
SUBJECT: ADOPT A MEMORANDUM OF AGREEMENT BETWEEN THE CITY OF
SAN LUIS OBISPO AND THE SAN LUIS OBISPO POLICE STAFF
OFFICERS’ ASSOCIATION (SLOPSOA) FOR THE PERIOD OF 07/01/2015 –
06/30/2019
RECOMMENDATION
Adopt a resolution ratifying the Memorandum of Agreement (MOA) with SLOPSOA for a four
year term (Attachment A).
DISCUSSION
Background
SLOPSOA represents 17 safety management employees ranging from the ranks of Sergeant to
Captain and four non-safety supervisors in communications (or dispatch) and records.
Compensation and benefits for this group of employees is established by a MOA that expired on
June 30, 2015.
In preparation for negotiations and discussions with employee groups, Council adopted the
following Labor Relations Objectives (LRO) in September 2014:
1. Maintain fiscal responsibility by ensuring that fair and responsible employee
compensation expenditures are supported by on-going revenues.
2. Continue to make progress in the area of long-term systemic pension cost
containment and reduction, including reversing the unfunded pension liability trend
and other actions consistent with State law.
3. Continue to effectively manage escalating health benefit costs through balanced cost
sharing and other means while maintaining comprehensive health care coverage for
all eligible employees.
4. As necessary to attract and retain well qualified employees at all levels of the
organization, provide competitive compensation as articulated in the City’s
Compensation Philosophy (Attachment B).
These objectives guided negotiations with SLOPSOA resulting in the MOA before Council.
Consistent with the LRO adopted by Council the MOA includes modest cost of living salary
increases, a lower second tier retirement plan adopted in 2012, an even lower third tier retirement
plan mandated by the State, continued sharing of health insurance costs, and equity adjustments
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to specific classifications to address internal parity, recruitment and retention concerns, and
differentiation between supervisors and subordinates.
Historically SLOPSOA has been a cooperative and very reasonable bargaining group. From
2009 to 2012, this group repeatedly worked with the City to achieve necessary reductions and
waived 11% in contractually obligated salary increases instead of insisting on contractual
increases. In addition, this group agreed to a 2.5% pay reduction in January 2013 and a 2% pay
reduction in January 2014 to achieve the 6.8% total compensation reduction requested of all
employee groups. It has been five years (July 2010) since SLOPSOA received a cost of living
increase of 3%. During this same five year period of time the Consumer Price Index (CPI) for
San Francisco-Oakland-San Jose increased by 11.7%.
The proposed increases in compensation are included in the 2015-17 financial plan and were
modeled in the City’s Five Year Fiscal Forecast to ensure consistency with Council’s adopted LRO
and Fiscal Responsibility Philosophy (Attachment C). The terms of the agreement are outlined in
more detail below.
SLOPSOA Agreement
Monica Irons, Human Resources Director, Garret Olson, Fire Chief and Greg Zocher, Human
Resources Manager represented the City bargaining team. SLOPSOA’s bargaining team
consisted of Kerri Rosenblum, Communications and Records Manager and SLOPSOA President,
Lieutenant John Bledsoe, Sergeant Janice Goodwin, and Sergeant Brian Amoroso. Discussions
with SLOPSOA were open and honest with the following shared interests:
1. Address recruitment challenges by encouraging promotions from the POA.
2. Encourage retention, as approximately 60% of SLOPSOA is eligible for retirement
within the next five years.
3. Appreciation of SLOPSOA’s leadership and sacrifice by repeat edly waiving contractual
increases.
The parties held six negotiation meetings when a tentative agreement was reached for a
successor MOA, which was ratified by the SLOPSOA membership on September 11, 2015.
Following is a summary of the key changes included in the successor SLOPSOA MOA:
1. Term – 4 years (July 2015 – June 2019);
2. A 2% cost of living increase each year of the agreement (effective in July 2015, 2016,
2017, and 2018);
3. Health Insurance Contribution - Maintain the current cost-sharing arrangement that
increases the City contribution by 50% of the average increase in CalPERS medical
premiums (for example, if the average increase in CalPERS medical premiums increases
$50 per month, the City contribution would be increased by $25 per month, while
employees absorb the remainder of the increased cost);
4. Education incentive – $250.00 bi-weekly for possession of a B.A. or B.S. and $300.00 bi-
weekly for possession of a M.A. or M.S. from an accredited college or university. Total
incentive would in no case exceed $350.00 bi-weekly;
5. Equity adjustments to specific classifications:
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a. 1.0% Lieutenant (effective July 2015)
b. 1.6% Captain (effective July 2015)
c. 5.0% Communications and Records Manager (effective January 2016)
The four-year term for this group would go through June 30, 2019, providing stability in both the
2015-17 and 2017-19 financial plan. In addition, the SLOPSOA agreement is reasonable for a
number of reasons:
1. The cost of living adjustments, equity adjustments, and health insurance contributions are
consistent with Council’s LRO, are modest, and fiscally sustainable.
2. Providing an education incentive for police management employees is typical in the
market. All comparable agencies in the 2014 Compensation Study offer education
incentives to their Police Management group with most including POST certifications as
well as degrees. The agreed upon incentive, encourages attainment of a Bachelor’s or
Masters’ degree that are considered assets in SLOPSOA positions. The negotiated
education incentive is a flat rate, and as such, does not escalate with increases to salary.
3. Equity adjustments to specific classifications are necessary to address internal parity,
recruitment and retention concerns, and ensure a reasonable differentiation between
supervisors and subordinates.
The provisions of the successor MOA are within the economic parameters provided by Council and
are consistent with Council’s adopted LRO. SLOPSOA members are committed to providing high
quality service to the community and recognize the City’s commitment to fiscal responsibility. This
MOA reflects the continued cooperation between SLOPSOA and the City to address issues of
mutual concern including recruitment and retention.
FISCAL IMPACT
The cumulative annual ongoing total compensation cost is approximately $377,000 and funding
is currently available in the current Financial Plan and is anticipated in the Five-Year Fiscal
Forecast.
ALTERNATIVES
Do not approve the resolution and direct staff to negotiate a different successor agreement and
resolution. This alternative is not recommended as the agreement is consistent with the Council’s
previous direction and the City’s employer-employee relations policies.
Attachments:
a - SLOPSOA Resolution 2015
a - EXHIBIT A - SLOPSOA MOA 2015-2019
b - Compensation Philosophy
c - Fiscal Responsibility Philosophy
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R ______
RESOLUTION NO.______ (2015 Series)
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF SAN LUIS
OBISPO, CALIFORNIA, ADOPTING AND RATIFYING THE
MEMORANDUM OF AGREEMENT BETWEEN THE CITY OF SAN LUIS
OBISPO AND THE SAN LUIS OBISPO POLICE STAFF OFFICERS’
ASSOCIATION FOR THE PERIOD OF JULY 1, 2015 THROUGH JUNE 30,
2019
WHEREAS, the San Luis Obispo Police Staff Officers’ Association (SLOPSOA) is
committed to providing high quality service to the community and recognize the City’s
commitment to fiscal responsibility; and
WHEREAS, from 2009 to 2012 SLOPSOA employees repeatedly worked with the City to
achieve necessary reductions and waived 11% in contractually obligated salary increases; and
WHEREAS, the SLOPSOA employees have demonstrated sensitivity to the fiscal
challenges facing the City for several years by agreeing to no across the board salary increases (e.g.
“cost of living” increases) since July 2010; and
WHEREAS, the City Council is committed to providing competitive compensation as
provided in the City’s adopted Compensation Philosophy;
NOW, THEREFORE, BE IT RESOLVED, by the City Council of the City of San Luis
Obispo as follows:
SECTION 1. The Memorandum of Agreement between the City of San Luis Obispo and
the SLOPSOA, attached hereto as Exhibit “A” and incorporated herein by this reference, is hereby
adopted and ratified.
SECTION 2. The Director of Finance and Information Technology shall adjust the
appropriate accounts to reflect the compensation changes.
SECTION 3. The City Clerk shall furnish a copy of this resolution and a copy of the
executed Memorandum of Agreement approved by it to: Kerri Rosenblum, San Luis Obispo Police
Staff Officers’ Association, and Monica Irons, Director of Human Resources.
Upon motion of _______________________, seconded by _______________________,
and on the following roll call vote:
AYES:
NOES:
ABSENT:
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Resolution No. _____ (2015 Series) Page 2
The foregoing resolution was adopted this 6th day of October 2015.
____________________________________
Mayor Jan Marx
ATTEST:
____________________________________
Anthony Mejia
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 ______ day of ______________, _________.
______________________________
Anthony J. Mejia
City Clerk
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MEMORANDUM OF AGREEMENT
BETWEEN
THE CITY OF SAN LUIS OBISPO
AND THE
SAN LUIS OBISPO
POLICE STAFF OFFICERS' ASSOCIATION
JULY 1, 20152012 - JUNE 30, 20192015
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TABLE OF CONTENTS
Article No. Title Page No.
1 Parties to Agreement .................................................................1
2 Recognition ...............................................................................2
3 Check Off/Dues Deduction .......................................................3
4 Employee Rights .......................................................................4
5 Management Rights ..................................................................5
6 Representative Role ..................................................................6
7 Renegotiations ..........................................................................7
8 Salary ........................................................................................8
9 Overtime ...............................................................................110
10 Education Incentive ................................................................18
110 Payday .................................................................................2017
121 General Provisions ..............................................................2118
132 Health Care Insurance .........................................................2219
143 Retirement ...........................................................................2673
154 Uniform Allowance ........................................................283025
165 Holidays ..........................................................................293126
176 Vacation Leave ...............................................................313328
187 Administrative Leave ..........................................................3350
198 Sick Leave ..........................................................................3461
2019 Family Leave ......................................................................3572
210 Bereavement Leave ........................................................374035
221 Catastrophic Leave .........................................................384136
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Table of Contents, Continued
22 Workers’ Compensation Leave ..............................................37
Article No. Title Page No.
23 Workers’ Compensation Leave ..........................................3942
243 Jury Duty and Military Leaves .......................................404338
254 Grievance Procedure .........................................................41439
265 Disciplinary Action .............................................................4361
276 Impasse Procedure ..............................................................4472
287 SWAT Team MembersSergeants .......................................4694
28 Reopeners ...............................................................................45
29 Full Agreement ...............................................................475046
30 Savings Clause ................................................................485147
31 Term of Agreement .........................................................495248
32 Authorized Agents ..........................................................505349
33 Signatures ...........................................................................5140
Appendix A – Salary Range Listing ...................................5251
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ARTICLE 1
PARTIES TO AGREEMENT
This Agreement is made and entered into this, 6th day of October 2015, by and between the
City of San Luis Obispo, hereinafter referred to as the City, and the San Luis Obispo Police
Staff Officers' Association, hereinafter referred to as the Association.
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ARTICLE 2
RECOGNITION
Pursuant to Government Code Section 3500 et seq and City Resolution No. 6620 (198 9
Series), the City hereby recognizes the San Luis Obispo Police Staff Officers Association as
the exclusive bargaining representative for purposes of representing regular and probationary
employees occupying the position classifications of Police Sergeant , Police Lieutenant, Police
Captain, Communications Supervisor, Police Records Supervisor, and Communications and
Records Manager for the duration of this Agreement.
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ARTICLE 3
CHECK OFF/DUES DEDUCTION
3.1 The City shall deduct dues from City employees and remit said dues to the
Association on a semi-monthly basis for the duration of this Agreement, which dues
shall not include assessments.
3.2 Monthly dues deduction, additions, and/or deletions shall be recorded by the City's
Finance Officer and a notification of all dues transactions shall be sent semi -monthly
to the Association President. The Association shall refund to the cCity any amount
paid to the Association in error, upon presentation of supporting evidence.
3.3 The Association shall hold th e City harmless from any and all claims, and will
indemnify it against any unusual costs in implementing these provisions.
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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 t o refuse to
join or participate in the activities of employee organizations and shall have the right to
represent themselves individually in their employment relations with the City. No employee
shall be interfered with, intimidated, restrained, coerced o r discriminated against because of
the exercise of these rights.
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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 th e efficiency of government operations; determine
the methods, means and personnel by which government operations are to be conducted;
determine the content of the job classifications; take all necessary actions to carry out its
mission in emergencies; and exercise complete control and discretion over its organization
and the technology for performing its work.
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ARTICLE 6
REPRESENTATIVE ROLE
Members of the Association may, by a reasonable method, select not more than five employee
members to meet and con fer with the Municipal Employee Relations Officer and other
management officials (after written certification of such selection is provided by the
Association) on subjects within the scope of representation during regular duty or work hours
without loss of compensation or other benefits. The Association shall, whenever practicable,
submit the name(s) of each employee representative to the Municipal Employee Relations
Officer at least two working days in advance of such meetings. Provided further:
(1) That no employee representative shall leave his or her duty or work station or
assignment without specific approval of the Police Chief or other authorized City
management officials. If employee representatives cannot be released, the date of
the meeting will be rescheduled in accordance with item (2) below.
(2) That any such meeting is subject to scheduling by City management consistent
with operating needs and work schedules. Nothing provided herein, however,
shall limit or restrict City management from scheduling such meetings before or
after regular duty or work hours.
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ARTICLE 7
RENEGOTIATIONS
If at the expiration of the term of this Agreement, either party wishes to make changes to this
Agreement, that party shall serve upon the other its written request to negotiate, as well as its
initial proposals for an amended Agreement. Such notice and proposals must be submitted to
the other party between 15 April and 1 May 20152019. If notice is properly and timely given,
negotiations shall commence no later than 15 May.
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ARTICLE 8
SALARY
8.1 SALARY PROVISION FOR THE TERM OF AGREEMENT
The City strives to maintain a reasonable difference in compensation between to p step
police staff officers’ classifications and top step of the classifications supervised. The
difference between top steps of these classifications is targeted at a minimum of 15%.
If during the term of this contract the differentiation goes below the 15% target, the
City agrees to re-open negotiations on this topic.
The parties agree to salary reductions increases as set forth below to be effective on the
first day of the first full payroll period in the month listed below, for all employees
(except Records Supervisor classification) in the Association employed by the City on
the date this agreement is formally approved by the City Council:
July 2015January 2013 2.5% Salary Reduction
July 2016January 2014 2% Salary Reduction
July 2017 2%
July 2018 2%
In addition to the above-listed salary increases, the following classification shall
receive an equity adjustment to be effective on the first day of the first full payroll
period in the month listed:
Police Lieutenant 1.0% Effective July 2015
Police Captain 1.6% Effective July 2015
Communications and Records Manager 5% Effective January 2016
The salary ranges for the term of this agreement are listed in Appendix A.
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8.2 RULES GOVERNING STEP INCREASES:
The following rules shall govern step increases for employees:
1. Each salary range consists of six steps (1A through 6F). Steps 1A through 5E
equal 95% of the next highest step, computed to the nearest one dollar.
Step 5E = 95% of Step F6
Step 4D = 95% of Step 5E
Step 3C = 95% of Step 4D
Step 2B = 95% of Step 3C
Step 1A = 95% of Step 2B
Each across-the- board percentage salary increasedecrease shall raiselower step
6F of the respective range by that percentage. After all step 6F's of salary ranges
have been established, each step 6F shall be rounded off to the nearest $1.00 and
the remaining steps established in accordance with the above formula.
2. The time in step progression for employees with satisfacto ry performance will be
as follows:
1 year at Step 1A
1 year at Step 2B
1 year at Step 3C
1 year at Step 4D
1 year at Step 5E
3. Employees who are eligible for advancement to step 5E or 6F must receive a
"Meets Performance Standards" or better on the overall rating on their most recent
Performance Appraisal prior to or coincident with their being eligible for
advancement by time in grade.
4. The Police Chief shall be authorized to reeval uate employees who reach Step F6
in their pay range. An employee who is not performing up to standard for the
sixth step shall be notified in writing that the Police Chief intends to reduce
him/her one step unless his/her job performance improves signific antly within a
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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
sixth step may be reinstated at any time upon recommendation of the Police
Chief. If the Police Chief deems it necessary to again remove the sixth step
during the same fiscal year, he/she may make the change at any time with three
business days' advanced written notice.
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ARTICLE 9
OVERTIME - SERGEANTS
9.1 DEFINITION
Overtime is defined as all hours worked in excess of 160 hours worked in the
employee's 28 day work period. Vacation, holidays, sick leave, IOD, and
compensatory time off shall be considered hours worked when computing overtime.
9.2 ELIGIBILITY
Sergeants (except the Administrative Sergeant) shall be eligible for overtime pay.
9.3 SHIFT ADJUSTMENT
In the matter of shift adjustments, it is agreed that the following guidelines will be
followed:
o In any situation necessitating a shift adjustment, volunteers will first be sought.
o Shift adjustments will not be for more than two hours.
o Shift adjustments for special units or assignments are not covered by this
guideline and remain the discretion of the Unit Supervisor or Bureau
Commander.
o Whenever volunteers cannot be located, Sergeants assigned will be chosen
sequentially by seniority.
o Generally, no more than two Sergeants per shift should be ordered to adjust
unless a specific event necessitates it.
o At least 14 days notice will normally be given, but in no event will less than
seven days notice be given, for an ordered shift adjustment.
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o A Sergeant authorized to shift adjust will not suffer loss of briefing pay or
other normal benefit.
o Sergeants will be given at least ten hours between shifts for ordered non -
emergency shift adjustments.
o Shift adjustments will not be ordered to deal with court or shift continuation
unless it is necessary to ensure the Sergeant has adequate rest. If court or
another assignment prevents a Sergeant from getting proper rest between
shifts, the Sergeant and the Watch Commander may arrange a shift adjustment
to meet this need. With approval, the Sergeant could opt to use adjusted court
time towards normal work hours instead of overtime, or to adjust shift start
time up to four hours. In cases where the Watch Commander determines an
adjustment is warranted but does not have sufficient staffing, s/he is authorized
to bring in a replacement (on overtime) for up to four hours.
o Shift adjustments will not be limited by day or time except as articulated
above.
9.4 COMPENSATION
A. Overtime hours shall, at the employee's option, be compensated in cash at time
and one half the employee's regular rate of pay or in time off compensated at time
and one half. However, no employee shall accumulate and have current credit for
more than 100 hours of compensatory time off.
9.5 GUARANTEED MINIMUMS FOR RETURNING TO WORK
Whenever an employee is required by the department to return to work outside of the
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employee's normal work hours, if a minimum applies as found in this article, then the
employee has the choice of taking the minimum or taking the pay for the work
actually performed.
9.6 CALL BACK
Employees called back to work at hours not contiguous to their normally scheduled
shift shall be guaranteed three-hour minimum payment at time and one half.
Unanticipated emergency call-backs (criminal investigations, emergency evacuations,
natural disasters, civil unrest, SWAT, etc.) will include a total 30 minutes for travel
time.
9.7 COURT TIME
A. Employees reporting for court duty shall be guaranteed three hours minimum
payment at time and one-half.
B. Employees required to work through the lunch break while on court duty shall be
credited with time worked.
C. Two or more court cases occurring within t he minimum time period shall be
subject to a single minimum payment.
D. Employees placed on standby in anticipation of reporting for court time shall be
compensated three hours straight time when on standby. Each calendar day starts
a new standby period.
E. Standby is that circumstance which requires an employee assigned by the
department to: 1) be ready to respond immediately to a call for service; 2) be
readily available at all hours by telephone or other agreed upon communication
equipment; and 3) refrain from activities which might impair his/her assigned
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duties upon call. The parties agree that employees on standby, as defined above,
are "waiting to be engaged."
9.8 ROLL CALL BRIEFING
Employees who are required to attend roll call briefing, and do, shall be paid for such
attendance. Payment shall be considered overtime and paid as such if the hours fall
within the definition of overtime.
9.9 TRAINING
A. Employees called back for training sessions, authorized by the Police Chief or
designee, shall be guaranteed two-hour minimum payment at time and one half.
B. The City shall provide each employee with paid independent living hotel/motel
accommodation when assigned to a POST reimbursable training course or City
required training course requiring overnight stay. Daily meal reimbursement
provided shall either be a flat $36 per day or the actual amount spent as evidenced
by receipts subject to the following maximum amounts (unless increased by City
Policy).
Breakfast - $10.00 (regardless of whether or not a continental breakfast is
provided)
Lunch - $15.00
Commuter Lunch - $8.00
Dinner - $25.00
Mileage at the prescribed IRS mileage reimbursement rate.
9.10 RANGE QUALIFICATION
A. Sworn personnel shall be guaranteed two hours at time and one half when
participating in range qualification training when off duty.
B. Each sworn employee who shoots for qualification shall be provided 100 rounds of
practice ammunition each month upon request.
12.b
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OVERTIME – COMMUNICATIONS SUPERVISORS
9.11 DEFINITION
Overtime is defined as all hours worked in excess of 40 hours worked in a workweek.
Vacation, holidays, sick leave, IOD and compensatory time off shall be considered
hours worked when computing overtime.
9.12 ELIGIBILITY
Communication Supervisors shall be eligible for overtime pay.
9.13 COMPENSATION
Overtime shall be compensated in cash at time and one half the employee’s regular
rate of pay or in time off compensated at time and one half.
9.14 GUARANTEED MINIMUMS FOR RETURNING TO WORK
Whenever an employee is required by the department to work outside of the
employee’s normal work hours, if a minimum applies as found in thi s article, then the
employee has the choice of taking the minimum or taking the pay for the work
actually performed.
9.15 CALL BACK
Employees called back to work at hours not contiguous to their normally scheduled
shift shall be guaranteed a three-hour minimum payment at time and one half.
Unanticipated emergency call-backs (criminal investigations, emergency evacuations,
natural disasters, civil unrest, SWAT, etc.) will include a total 30 minutes for travel
time.
9.16 COURT TIME
A. Employees reporting for court duty shall be guaranteed three hours minimum
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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. Employees placed on standby as required to fulfill court requirements shall be
compensated three hours straight time when on standby. Each calendar day starts
a new standby period.
E. Standby is that circumstance which requires an employee assigned by the
department to: 1) be ready to respond immediately to a call for service; 2) be
readily available at all hours by telephone or other agreed upon communication
equipment; and 3) refrain from activities which might impair his/her assigned
duties upon call. The parties agree that employees on standby, as defined above,
are "waiting to be engaged."
9.17 ROLL CALL BRIEFING
Employees who are required to attend roll call briefing and do, shall be paid for such
attendance. Payment shall be considered overtime and paid as such if the hours fall
within the definition of overtime.
9.18 TRAINING
A. Effective the first full pay period following ratification eEmployees called back
for training sessions, authorized by the Police Chief or designee, shall be
guaranteed two-hour minimum payment at time and one-half.
B. The City shall provide each employee with paid independent living hotel/motel
accommodation when assigned to a POST reimbursable training course or City
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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.
12.b
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Formatted: No underline
12.b
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ARTICLE 10
EDUCATION INCENTIVE
A. BASIC BENEFITS. Education incentive pay shall not begin until one year after
employment with the City of San Luis Obispo, but credit will be given for approved education
obtained prior to that time. The basic benefit will consist of $250.00 bi-weekly for possession
of a B.A. or B.S. from an accredited four year college or university and $350.00 bi -weekly for
possession of a M.A. or M.S. from an accredited college or university. Total education
incentive shall in no case exceed $350.00 bi-weekly.
B. JOB RELATED FIELDS. Degrees must be either in directly job related fields, or City -
approved equivalent.
C. APPLICATION AND APPROVAL. Application for the incentive pay shall be made by
the employee to the Chief of Police at least 30 days before the date the payment of the
incentive pay is to be effective. Approval of the Chief of Police and the Director of Human
Resources shall be required.
D. UNSATISFACTORY PERFORMANCE. To be eligible for compensation under this
program, an employee must receive and maintain at least a “Meets Performance Standards”
rating on their annual evaluation. The Chief of Police, with the concurrence of the City
Manager, may suspend payment of the incentive pay until such time as the employee's
performance comes up to the standard level, in the opinion of the Chief of Police and in
concurrence of the City Manager.
F. ADDITIONAL PROVISIONS.
1. The maximum benefit under this article is $350.00 bi-weekly for possession of a M.A. or
M.S. from an accredited college or university.
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2. Sworn and non-sworn employees are eligible to participate in the Tuition Reimbursement
program as set forth in City Policy.
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ARTICLE 110
PAYDAY
PayrollPaychecks 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.
12.b
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ARTICLE 121
GENERAL PROVISIONS
11.1 WORKING CONDITIONS:
An officer's place of residence shall be within a one hour driving radius from the San
Luis Obispo Police Department.
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ARTICLE 132
HEALTH CARE INSURANCE
12.1 CONTRIBUTION
City agrees to contribute the monthly amounts set forth below for Cafeteria Plan
benefits for each regular, full-time employee covered by this Agreement. Less than
full-time employees shall receive a prorated share of the City’s contribution.
Effective July 2015
Opt Out $ 569.00
Employee $ 569.00
Employee Plus One $1,035.00
Family $1,373.00
Effective December 2015 (for the January 2016 premiums), the City contribution shall
be as follows:
Opt Out $ 598.00
Employee $ 598.00543.00
Employees Plus One $1,087.00987.00
Family $1,442.001,309.00
Effective in December 20162014 (for the January 20172015 premium), December
2017 (for the January 2018 premium), and December 2018 (for the January 2019
premium) the City’s total Cafeteria Plan contribution shall be increased modified by
an amount equal to one-half of the average percentage change for family coverage in
the PERS health plans available in San Luis County. For example: if three plans were
available and the year-to-year changes were +10%, +15%, and +20% respectively, th e
City’s contribution would be increased by 7.5% (10% + 15% + 20% ÷ 3 = 15% X
1/2).
The Cafeteria Plan amount is inclusive of mandatory dental and vision coverage.
12.b
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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. Employees
opting out of health coverage as provided for below shall receive payment at the
employee-only level.
12.2 INSURANCE COVERAGE
PERS Health Benefit Program
The City has elected to participate in the PERS Health Benefit Program with the
"unequal contribution option" at the PERS Minimum Employer Contribution rate,
currently $122.00112.00 per month for active employees and $106.40 per month for
retirees. The City's contribution toward retirees shall be increased by 5% per year of
the City's contribution for the active employees until such time as the contributions for
employees and retirees are equal. The City's contribution will come out of that
amount the City currently contributes to employees as part of the Cafeteria Plan. The
cost of the City's participation in PERS will not require the City to expend additional
funds toward health insurance beyond what is already provided for above in Section
12.1. In summary, this cost and any increases will be borne by the employees.
12.3 Health Insurance Coverage Optional Participation
Employees with proof of medical insurance elsewhere are n ot required to participate
in the PERS Health Benefit Program and may receive the unused portion of the City's
contribution (after dental and vision is deducted) in cash in accordance with the City's
Cafeteria Plan. Those employees will also be assessed $16.00 per month to be placed
in the Retiree Health Insurance Account. This account will be used to fund the Retiree
Health Insurance Account. This account will be used to fund the City's contribution
12.b
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toward retiree premiums and the City's costs for the P ublic Employee's Contingency
Reserve Fund and the Administrative Costs. However, there is no requirement that
these funds be used exclusively for this purpose nor any guarantee that they will be
sufficient to fund retiree health costs, although they will be used for negotiated
employee benefits.
12.4 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.
12.5 Life Insurance & Long Term Disability Insurance
Employees in the Police Staff Officers Unit shall have life insurance coverage of
Forty-Five Thousand Dollars ($45,000). Twenty Thousand Dollars ($20,000) shall be
paid by the employees through the City’s Cafeteria Plan and Twenty-Five Thousand
($25,000) shall be paid by the City. Non-sworn employees shall continue to be
covered under the City’s long-term disability insurance plan.
12.6 Medical Plan Review Committee
The Association shall appoint one voting representative to serve on a Medical Plan
Review Committee. In addition, the Association may appoint one non -voting
representative to provide a wider range of viewpoint for discussion.
A. Duties and Obligations of the Medical Plan Review Committee
1. Review and suggest changes for the City's flexible benefits plan and the
insurance plans offered under the MOA.
12.b
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2. Submit to the City and its employee associations recommendations on
proposed changes for the City's flexible benefits plan and the insurance
plans offered under the MOA.
3. Disseminate information and educate employees about the City's flexible
benefits plan and the insurance plans offered under the MOA.
4. Participate in other related assignments requested by the City and its
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 C ommittee on matters
within the scope of bargaining shall take effect before completion of
meet and confer requirements between the City and Association.
3. If changes to the City's flexible benefits plan are subject to meet and
confer requirements, the City and the Association agree to meet and
confer in good faith.
4. In performing its duties, the Medical Plan Review Committee may
consult independent outside experts. The City shall pay any fees incurred
for this consultation, provided that the City has approved the consultation
and fees in advance.
C. City agrees to continue its contribution to the Cafeteria Plan for two pay
periods in the event that an employee has exhausted all paid time off due to an
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employee's catastrophic illness. That is, the employee shall receive the regular
City health benefit contribution for the first two pay periods following the pay
period in which the employee's accrued vacation and sick leave balances reach
zero.
12.b
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ARTICLE 143
RETIREMENT
13.1 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.
The 3% at age 50 plan includes the following amendments: Post- Retirement Survivor
Allowance, the 1959 Survivor's Benefit - Level Four, military service credit, one-year
final compensation, conversion of unused sick leave credit to additional retirement
credit, and Pre-Retirement Optional Settlement 2 Death Benefit. The 2.7% at 55 plan
has the following amendments: 1959 Survivor's Benefit - Level Four, one-year final
compensation, military service credit, conversion of unused sick leave credit to
additional retirement credit, and Pre-Retirement Optional Settlement 2 Death Benefit.
13.2 The City has discontinued paying the sworn employees' share of the PERS
Contribution (9%) and the non-sworn employees’ share of the PERS Contribution
(8%). The 9% for sworn or the 8% for non-sworn is included to the base salary
schedule, and reported as compensation to PERS. The employee will pay directly to
PERS their contribution amount on a pre -tax basis pursuant to Section 414 (h) (2) of
the Internal Revenue Code (IRC).
13.3 The employee will be responsible for any and all tax liability incurred should the IRC
provision become invalid.
13.4 “Classic Members” hired on or after December 6, 2012 Second Tier Retirement
PERS determines who is a “classic member” with the meaning of the California
Public Employees’ Pension Reform Act (PEPRA). For “Classic Members” hired on
or after December 6, 2012, the City will provide the PERS 2% at 50 retirement plan
for sworn personnel and 2% at 60 retirement plan for non -sworn personnel using the
12.b
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highest three year average as final compensation. The secon d tier formula will include
the following amendments: conversion of unused sick leave to additional retirement
credit, the 1959 survivor’s benefit (4th level), the Military Service Credit option, and
the Pre-Retirement Option 2 Death Benefit. Employees hired under this plan will pay
the full member contribution required under the plan, presently nin e percent (9%) for
sworn personnel and seven percent (7%) for non-sworn personnel.
The employee pays to PERS their contribution; as allowed under Internal R evenue
Service Code Section 414 (h) (2) the contribution is made on a pre -tax basis.
13.5 “New Members”
For all employees who PERS determines are “new members” within the meaning of
the PEPRA, the City will provide the PERS 2% at 57 retirement plan for sworn
personnel and 2% at 62 retirement plan for non-sworn personnel, using the highest
three year average as final compensation.
Effective on their date of hire, new members will pay 50% of the total normal cost of
the member contribution, as determined by PERS.
The employee pays to PERS their contribution; as allowed under Internal Revenue
Service Code Section 414 (h) (2) the contribution is made on a pre -tax basis. This
section only applies to new employees hired on or after July 1, 2012. Effective July 1,
2012 or as soon as practical upon approval by CalPERS , Safety members will be
subject to the same second tier PERS formula implemented with the San Luis Obispo
Police Officers Association (POA). Effective July 1, 2012 or as soon as practical upon
approval by CalPERS, Non-safety members will be subject to the same second tier
12.b
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PERS formula implemented with the San Luis Obispo City Employees Association
(SLOCEA).
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ARTICLE 154
UNIFORM ALLOWANCE
14.1 Each employee required to wear a uniform shall receive an annual uniform allowance
as provided below and is expected to purchase and maintain in good repair all required
uniform pieces.
14.2 The uniform allowance shall be $1,000 per year, with $500 issued to the employee
with the first payroll period in June and $500 issued to the employee with the first
payroll period in December. New hires will receive a prorated amount.
14.3 All represented employees shall be eligible for uniform allowance without regard to
duty status interruption if in paid status, including 4850 Pay. For “Classic Members”
as defined by CalPERS, uniform allowance shall be reported to CalPERS as special
compensation. Uniform allowance will not be pro-rated upon separation from
employment.
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ARTICLE 165
HOLIDAYS
15.1 The following days of each year are designated as paid holidays:
January 1 - New Year's Day
Third Monday in January - Martin Luther King's Birthday
Third Monday in February - Presidents’ Day
Last Monday in May - Memorial Day
July 4 - Independence Day
First Monday in September - Labor Day
September 9 – California Admission Day
Second Monday in October – Columbus Day
November 11 - Veteran's Day
Fourth Thursday in November - Thanksgiving Day
Friday after Thanksgiving
One-half day before Christmas Day
December 25 - Christmas
One-half day before New Year's Day
15.2 Each employee in this unit shall earn 4 hours of holiday leave bi-weekly, in lieu of
fixed holidays.
Such employees shall receive payment at straight time hourly rate for a portion of their
earned holiday leave (2.00 hours) each bi-weekly payroll period.
15.3 The remainder of the employee’s annual holiday leave (52 hours) shall be advanced to
the employee effective the first payroll period in January of each year. Such holiday
leave may be taken off by the employee with the approval of the Police Chief or
his/her designee.
15.4 Each calendar quarter, an employee has the option of receiving payment for one-fourth
(1/4) of his/her advanced holiday leave. The combination of holiday leave taken off
and payment of advanced holiday time may not exceed 52 hours. Any holiday leave
remaining as of the last payroll period in December of each year will be paid to the
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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.
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ARTICLE 176
VACATION LEAVE
16.1 Each incumbent of a 40 hour week line-item position shall accrue vacation leave with
pay at the rate of 96 hours per year of continuous service since the benefit date for the
first five years, 120 hours per year upon completion of five years, 144 hours per year
upon completion of ten years, and 160 hours upon completion of twenty years.
Employees scheduled for more than 40 hours a week shall receive the equivalent
number of vacation days pro-rated to the number of regularly scheduled work hours.
16.2 An incumbent is not eligible to use vacation leave until accrued.
16.3 A regular employee who leaves the City service shall receive payment for any unused
vacation leave.
16.4 Vacation schedules must be reviewed by th e Chief or his/her designee prior to the
scheduled vacation. Vacation schedules will be based upon the needs of the City and
then, insofar as possible, upon the wishes of the employee. The department may not
deny an employee's vacation request if such denial will result in the loss of vacation
accrual by the employee, except that, management may approve a two month
extension of maximum vacation accrual. However, in no event shall more than one
such extension be granted in any calendar year.
16.5 Any employee who is on approved vacation leave and becomes eligible for sick leave
as defined in Section 2.36.420A of the Personnel Rules & Regulations may have such
time credited as sick leave under the following conditions.
A. A physician's statement certifying that illness, injury or exposure to contagious
disease has occurred is presented to the supervisor upon returning to work.
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B. The vacation leave immediately ends and the employee reports to work
following the end of sick leave usage.
16.6 Vacation leave shall be accrued as earned each payroll period, provided that not more
than twice the annual rate may be carried over to a new calendar year. It shall be the
responsibility of the employee to plan vacations and receive departmental approval in
a timely manner.
16.7 All employees in this unit are eligible once annually in December, to request payment
for up to 80 hours of unused vacation leave provided that an employee's overall
performance and attendance practices are satisfactory.
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ARTICLE 187
ADMINISTRATIVE LEAVE
17.1 The Administrative Sergeant, Lieutenants, Captain s, Police Records Supervisor and
Communications and Records Manager are exempt from paid overtime except as
specifically authorized by the Police Chief due to extraordinary circumst ances. In
general, management employees are expected to work the hours necessary to
successfully carry out their duties and frequently must return to work or attend
meetings and events outside their normal working hours.
17.2 In recognition of these requirements and the 24-hour staffing requirements of Police
Departments, all members of this unit who are designated as exempt in Section 17.1
above shall be afforded flexibility in managing their work load and time and are
eligible to take a maximum of 64 hours per calendar year of Administrative Leave.
Such leave may be taken at any time during the year. However, in cases where an
individual is not actively employed in an exempt position with the city during the full
year such leave shall be prorated or if the yearly amount earned is changed during the
year the amounts shall be prorated. For purposes of computing monthly amounts the
rate of 5.33 hours per month may be used (64÷12 = 5.33).
17.3 Exempt employees understand that the nature of their jobs req uire that they will work
additional hours outside of their regularly scheduled shifts for such activities as
occasional meetings, paybacks, briefings, shift preparation, etc. Subject to the
approval of the Bureau Commander, exempt employees may shift adjust for such
things as court, administrative assignments, filling shift vacancies, lengthy or frequent
meetings, training, etc.
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ARTICLE 198
SICK LEAVE
18.1 Accumulation of sick leave days shall be unlimited.
18.2 Upon termination of employment by death or retirement, a percentage of the dollar
value of the employee's accumulated sick leave will be paid to the employee, or the
designated beneficiary or beneficiaries according to the following schedule:
A. Death - 25%
B. Retirement and actual commencement o f PERS benefits:
1. After twenty years of continuous employment - 20%
2. After twenty-five years of continuous employment – 25%
3. After thirty years of continuous employment – 30%
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ARTICLE 2019
FAMILY LEAVE
19.1 An employee may take up to 48 hours 16 hours of sick leave per year if required to be
away from the job to personally care for a member of his/her immediate family.
19.2 An employee may take up to 40 hours of sick leave per year if that family member is
part of the employee's household.
19.219.3 An employee may take up to 56 hours of sick leave per year if that family
member is part of the employee's household and is hospitalized. The employee shall
submit written verification of such hospitalization.
19.319.4 For purposes of this article, immediate family is defined as:
spouse/registered domestic partner
child
brother
sister
parent
parent-in-law
step-parent
step-brother
step-sister
grandparent
grandchild
any other relative living in the same household
or any other relative as defined by Labor Code 233 and/or Assembly Bill 1522.
19.419.5 The amounts shown in 19.1, 19.2 and 19.23 above are annual maximums, not
maximums per qualifying family member.
19.6 If the family member is a child, parent or spouse/registered domestic partner, an
employee may use up to 48 hours annually to attend to the illness of the child, parent
Formatted: Indent: Left: 0.81", Space After: 6 pt, Add
space between paragraphs of the same style, Line
spacing: single
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or spouse, instead of the annual maximums in paragraphs 19.1 and 19.2, in accordance
with Labor Code Section 233.
19.7 19.5 In conjunction with existing leave benefits, unit employees with one year of City
service who have worked at least 1280 hours in the last year, may be eligible for up to 12
weeks of Family/Medical Leave within any 12 month period. Family/Medical Leave can be
used for:
A. A new child through birth, adoption or foster care (maternal or paternal leave).
B. A seriously ill child, spouse or parent who requires hospitalization or continuing
treatment by a physician.
C. Placement of an employee's child for adoption or foster care.
D. A serious health condition which makes the employee unable to perform the
functions of his or her position.
E. Or as allowed under State or Federal Law.
19.619.8 This leave shall be in addition to leave available to employees under the
existing four month Pregnancy-Disability Leave provided by California law. Paid
leave, if used for family leave purposes or personal illness, will be subtracted from
the 12 weeks allowed by the Family/Medical Leave Program. Employees must use
all available vacation, compensatory time off and administrative leave and, if
appropriate, sick leave prior to receiving unpaid Family/Medical Leave.
19.719.9 Employees on Family/Medical Leave will continue to receive the City's
contribution toward the cost of health insurance premiums. However, employees
who receive cash back under the City's Flexible Benefit Plan will not receive that
cash during the Family/Medical Leave. Only City group health insurance premiums
Formatted: No bullets or numbering
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will be paid by the City.
19.819.10 If an employee does not return to work following leave, the City may collect
from the employee the amount paid for health insurance by the City during the leave.
There are two exceptions to this rule.
A. The continuation of a serious health condition of the employee or a covered
family member prevents the return.
B. Circumstances beyond the employee's control.
Further details on Family/Medical Leaves, are available through the City's "Guide to
Family/Medical Leave Program".
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ARTICLE 210
BEREAVEMENT LEAVE
At each employee's option, sick leave may be used to be absent from duty due to the death of
a member of the employee's immediate family, meaning:
Spouse/registered domestic partner
child
brother
sister
parent
parent-in-law
step-parent
step-brother
step-sister
grandparent
grandchild
any other relative living in the same household,
provided such leave as defined in this Article shall not exceed 40 hours for each incident.
The employee may be required to submit proof of relative's death before being granted
sick leave pay. False information concerning the death or relationship shall be cause for
discharge.
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ARTICLE 221
CATASTROPHIC LEAVE
Employees may participate in the Catastrophic Leave program in accordance with the City -
wide Catastrophic Leave Policy.
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ARTICLE 232
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.
12.b
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ARTICLE 243
JURY DUTY AND MILITARY LEAVES
23.1 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 differen ce 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.
23.2 MILITARY LEAVE
Any line-item employee shall receive normal salary and fringe benefits during the first
thirty days of any period of temporary military leave. Such compensation shall not
exceed thirty calendar days in any one fiscal year. Any temporary military leave in
excess of thirty days in one fiscal year shall be taken as vacation leave or leave of
absence without pay.
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ARTICLE 254
GRIEVANCE PROCEDURE
21.1 A grievance is defined as an alleged violation, misinterpretation or misapplication of
the personnel rules and regulations or of any Memorandum of Agreement, excluding
disciplinary matters, or any existing written policy or procedure relating to wages,
hours or other terms and conditions of employment excluding disciplinary matters.
21.2 Each grievance shall be handled in the following manner:
A. The employee who is dissatisfied with the response of the immediate
supervisor shall discuss the grievance with the supervisor's immediate superior.
The employee shall have the right to choose a representative to accompany
him/her at each step of the process. If the matter can be resolved at that level to
the satisfaction of the employee, the grievance shall be considered terminated.
B. If still dissatisfied, the employee may immediately submit the grievance in
writing to the Police Chief for consideration, stating the facts on which it was
based, including the provision of the rules, regulations, or agreement said to be
violated, and the proposed remedy. This action must take place within 15
business days of the occurrence of the grievance. The Police Chief shall
promptly consider the grievance and render a decision in writing within 15
business days of receiving the written grievance. If the employee accepts the
Police Chief's decision, the grievance shall be considered terminated.
C. If the employee is dissatisfied with the Police Chief's decision, the employee
may immediately submit the grievance in writing to the Human Resources
Director within five business days of receiving the Police Chief's decision. The
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Human Resources Director shall confer with the employee and the Police Chief
and any other interested parties, and shall conduct such other investigations as
may be advisable.
D. The results or findings of such conferences and investigations shall be
submitted to the City Manager in writing within fifteen (15) business days of
receiving the employee's written request. The City Manager will meet with the
employee if the employee so desires before rendering a decision with respect to
the complaint. The City Manager’s decision shall be in writing and given to the
employee within 15 business days of receiving the Human Resources Director's
results and findings. Such decision shall be final unless the employee desires
the Personnel Board to review the decision. If such is the case, the employee
will have five business days following receipt of the City Manager’s decision to
submit a written request to the Personnel Board through the Human Resources
Director for a review of the decision. The Personnel Board within 30 business
days shall review the record and either (1) issue an advisory opinion to the City
Manager; or (2) conduct a hearing on the matter. If a hearing is held, an
advisory opinion shall be rendered by the Board within 10 business days of the
close of such hearing. If an opinion signed by at least three (3) members of the
Personnel Board recommends o verruling or modifying the City Manager’s
decision, the City Manager shall comply or appeal this recommendation to the
City Council. Such appeal shall be filed with the City Clerk within three
business days of the Board's action. If appealed, the City Co uncil shall review
the case on the record and render a final decision within 15 business days of
submittal.
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ARTICLE 265
DISCIPLINARY ACTION
Except in cases of disciplinary suspensions of less than one work week, the standards for the
discipline of exempt employees shall generally be consistent with the standards for discipline
of non-exempt employees. Thus, such exempt employees may be subject to termination,
demotion or reduction in compensation for any of the reasons set forth in Section 2.36.320 of
the Personnel Rules and Regulations. In conformity with the Fair Labor Standards Act, a
disciplinary suspension of less than one week may be imposed only for a violation of City
safety rules of major significance. Minor violations of rules and regulations may result in
lesser disciplinary actions, such as oral or written reprimands, counseling, or special training,
etc.
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ARTICLE 276
IMPASSE PROCEDURE
26.1 MEDIATION
A. Mediation may be requested only after the possibility of settlement by direct
discussion (meet and confer) has been exhausted. Mediation may be requested by
scheduling a meeting with the Employee Relations Officer (City Manager).
1. The Employee Relations Officer shall convene a meeting between the chief
negotiator for the Association, one other representative of the Association, the
Employee Relations Officer and one other representative of the City:
a. To review the position of the parties in a final effort to reach agreement
or reduce the points of disagreement; and
b. If agreement is not reached, to make arrangements for mediation.
B. Following the meeting with the Employee Relations Officer, only the disputed
issues shall be submitted to mediation. The mediator shall be selected from the
State Mediation and Conciliation Service by mutual consent. All mediation
proceedings shall be private and confidential and the mediator shall make no
public recommendation nor take any public position at any time concerning the
issue. Any fees or expenses of mediation shall be shared equally by the City
and the Association.
C. Mediation shall be terminated if agreement has not been reached in 30 days
unless extended by mutual agreement.
26.2 FACT-FINDING
A. If mediation fails to resolve all issues, the unresolved issues shall be referred to
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"fact-finding." The fact-finder shall be selected by mutual consent.
B. The City and the Association shall submit its position on each unresolved issue
and its last offer of settlement to the fact-finder. After due consideration, the
fact-finder shall recommend on each issue using factors traditionally taken into
consideration in determination of wages, hours and other terms and conditions
of employment in the public sector.
C. Within 10 days of commencing fact-finding, recommendations of the fact-
finder shall be reported in writing at a meeting of representatives of the City
and the Association. Each party shall accept, reject or propose alternatives to
the fact-finder's recommendations. Any recommendations or alternatives not
accepted by both parties within 15 days of receiving the fact -finder's
recommendations will be presented to the City Council.
D. After a hearing where the chief negotiator for the Associ ation, one other
representative of the Association, the Employee Relations Officer and one
other representative of the City have presented their position on the fact -finder's
recommendations, the City Council may accept or reject any recommendation.
All proceedings and recommendations of fact-finding shall be private and
confidential. Any fees or expenses shall be equally shared by the City and the
Association.
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ARTICLE 287
SWAT TEAM MEMBERSSERGEANTS AND LIEUTENANTS
SWAT team members are required to maintain a higher standard of physical fitness than the
normal employee. The City will reimburse each SWAT team member who purchases
personal exercise equipment or who voluntarily joins a physical fitness gym for the cost of the
membership and monthly charges up to a maximum yearly rate of $375.00 per member. At
the City’s request each member requesting reimbursement may be required to provide proof
of purchase or of membership and active participation.
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ARTICLE 28
REOPENERS
The City and the Associations agree to meet and confer to discuss post-retirement health
contributions if changes to this benefit are agreed to with the Police Officers’ Association
during the term of the contract.
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ARTICLE 29
FULL AGREEMENT
This Agreement represents a complete and final understanding on all negotiable issues
between the City and the Association. This Agreement supersedes all previous Memoranda
of Understanding or Memoranda of Agreement between the City and the Association except
as specifically referred to in this Agreement. In the event any new practice or subject matter
arises during the term of this Agreement and an action is proposed by the City, the
Association will be afforded notice and shall have the right to meet and con fer upon request.
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ARTICLE 30
SAVINGS CLAUSE
If any provision of this Agreement should be held invalid by operation of law or by any court
of competent jurisdiction, or if compliance with or enforcement of any provision should be
restrained by any tribunal, the remainder of this Agreement shall not be affected thereby, and
the parties shall enter into a meet and confer session for the sole purpose of arriving at a
mutually satisfactory replacement for such provision within a 30 day work period. If no
agreement has been reached, the parties agree to invoke the provision of impasse under
Section 13 of City Resolution No. 6620.
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ARTICLE 31
TERM OF AGREEMENT
This Agreement shall become effective as of July 1, 2015 2012, except that those provisions
which have specific implementation dates shall be implemented on those dates and shall
remain in full force and effect until midnight June 30, 20192015.
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ARTICLE 32
AUTHORIZED AGENTS
For the purpose of administering the terms and provisions of the Agreement:
A. The Association's principal authorized agent shall be the President
(address: 1042 Walnut Street, San Luis Obispo, California 93401; telephone:
(805) 781-7342).
B. Management's principal authorized agent shall be the Human Resources Director
or his/her duly authorized representative (address: 990 Palm Street, San Luis
Obispo, California 93401; telephone: (805) 781 -7252).
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ARTICLE 33
SIGNATURES
1. Classifications covered by this agreement and included within this unit are Police
Sergeant, Police Lieutenant, Police Captain, Communications Supervisor, Police
Records Supervisor, and Communications and Records Manager.
2. This Agreement does not apply to Temporary Employees or Part-time Employees.
This Agreement was executed on October 6, 2015May 15, 2012, by the following parties:
CITY OF SAN LUIS OBISPO SAN LUIS OBISPO
POLICE STAFF OFFICERS’
ASSOCIATION
______________________________ ____________________________
Monica Irons, Human Resources Director Kerri Rosenblum, President
______________________________ ____________________________
Greg Zocher, Human Resources Manager John Bledsoe, Vice President
______________________________
Garret Olson, Fire Chief Kurt Hixenbaugh, Treasurer
____________________________
Janice Goodwin, Treasurer Member
at Large
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___________________________
Brian Amoroso, Negotiator
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APPENDIX A
58
Salary Range Listing - July 2012 Through June 2015
July 2012
Step 1 Step 2 Step 3 Step 4 Step 5 Step 6
Job Salary
Monthly/ Monthly/ Monthly/ Monthly/ Monthly/ Monthly/
Code Range Title Bi-Weekly Bi-Weekly Bi-Weekly Bi-Weekly Bi-Weekly Bi-Weekly
8010 800 Police Sergeant 8,034 8,457 8,902 9,370 9,864 10,383
3,708 3,903 4,109 4,325 4,552 4,792
8030 805 Police Lieutenant 9,149 9,630 10,137 10,671 11,232 11,824
4,223 4,445 4,679 4,925 5,184 5,457
8040 810 Police Captain 10,463 11,014 11,594 12,204 12,846 13,522
4,829 5,083 5,351 5,633 5,929 6,241
8050 855 Communications Supervisor 5,938 6,251 6,580 6,926 7,291 7,674
2,741 2,885 3,037 3,197 3,365 3,542
8045 850 Records Supervisor 5,118 5,388 5,671 5,970 6,284 6,615
2,362 2,487 2,617 2,755 2,900 3,053
8055 800 Communications & Records Mgr 8,034 8,457 8,902 9,370 9,864 10,383
3,708 3,903 4,109 4,325 4,552 4,792
January 2013
2.5% decrease for all
employees
except Records Supervisor
Step 1 Step 2 Step 3 Step 4 Step 5 Step 6
Job Salary
Monthly/ Monthly/ Monthly/ Monthly/ Monthly/ Monthly/
Code Range Title Bi-Weekly Bi-Weekly Bi-Weekly Bi-Weekly Bi-Weekly Bi-Weekly
8010 800 Police Sergeant 7,833 8,245 8,679 9,136 9,617 10,123
3,615 3,806 4,006 4,217 4,439 4,672
8030 805 Police Lieutenant 8,920 9,390 9,884 10,404 10,952 11,528
4,117 4,334 4,562 4,802 5,055 5,321
8040 810 Police Captain 10,202 10,739 11,304 11,899 12,525 13,184
4,708 4,956 5,217 5,492 5,781 6,085
8050 855 Communications Supervisor 5,790 6,095 6,415 6,753 7,108 7,482
2,672 2,813 2,961 3,117 3,281 3,453
8045 850 Records Supervisor 5,118 5,388 5,671 5,970 6,284 6,615
2,362 2,487 2,618 2,755 2,900 3,053
8055 800 Communications & Records Mgr 7,833 8,245 8,679 9,136 9,617 10,123
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APPENDIX A
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3,615 3,806 4,006 4,217 4,439 4,672
January 2014
2% decrease for all employees
except Records Supervisor
Step 1 Step 2 Step 3 Step 4 Step 5 Step 6
Job Salary
Monthly/ Monthly/ Monthly/ Monthly/ Monthly/ Monthly/
Code Range Title Bi-Weekly Bi-Weekly Bi-Weekly Bi-Weekly Bi-Weekly Bi-Weekly
8010 800 Police Sergeant 7,676 8,080 8,505 8,953 9,424 9,920
3,543 3,729 3,926 4,132 4,350 4,579
8030 805 Police Lieutenant 8,742 9,203 9,687 10,197 10,733 11,298
4,035 4,247 4,471 4,706 4,954 5,215
8040 810 Police Captain 9,998 10,524 11,078 11,661 12,274 12,920
4,614 4,857 5,113 5,382 5,665 5,963
8050 855 Communications Supervisor 5,673 5,972 6,286 6,617 6,965 7,332
2,618 2,756 2,901 3,054 3,215 3,384
8045 850 Records Supervisor 5,118 5,388 5,671 5,970 6,284 6,615
2,362 2,487 2,618 2,755 2,900 3,053
8055 800 Communications & Records Mgr 7,676 8,080 8,505 8,953 9,424 9,920
3,543 3,729 3,926 4,132 4,350 4,579
Salary Range Listing - July 2015 - July 2018
July 2015
Summary of Changes: 2% COLA all classifications, 1% equity adjustment for Police Lieutenant, 1.6% equity adjustment for Police Captain
Title Class Schedule Biweekly
Step 1
Biweekly
Step 2
Biweekly
Step 3
Biweekly
Step 4
Biweekly
Step 5
Biweekly
Step 6
POLICE SERGEANT 8010 800 $ 3,614 $ 3,804 $ 4,004 $ 4,215 $ 4,437 $ 4,671
POLICE LIEUTENANT 8030 805 $ 4,157 $ 4,376 $ 4,606 $ 4,848 $ 5,103 $ 5,372
POLICE CAPTAIN 8040 810 $ 4,781 $ 5,033 $ 5,298 $ 5,577 $ 5,870 $ 6,179
POLICE RECORDS SUPERVISOR 8045 850 $ 2,410 $ 2,537 $ 2,670 $ 2,810 $ 2,958 $ 3,114
COMMUNICATIONS SUPERVISOR 8050 855 $ 2,670 $ 2,811 $ 2,959 $ 3,115 $ 3,279 $ 3,452
COMMUNICATN & RECORDS MGR 8055 800 $ 3,614 $ 3,804 $ 4,004 $ 4,215 $ 4,437 $ 4,671
January 2016
Summary of Changes: 5% equity adjustment for Communications and Records Manager
Title Class Schedule Biweekly
Step 1
Biweekly
Step 2
Biweekly
Step 3
Biweekly
Step 4
Biweekly
Step 5
Biweekly
Step 6
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APPENDIX A
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POLICE SERGEANT 8010 800 $ 3,614 $ 3,804 $ 4,004 $ 4,215 $ 4,437 $ 4,671
POLICE LIEUTENANT 8030 805 $ 4,157 $ 4,376 $ 4,606 $ 4,848 $ 5,103 $ 5,372
POLICE CAPTAIN 8040 810 $ 4,781 $ 5,033 $ 5,298 $ 5,577 $ 5,870 $ 6,179
POLICE RECORDS SUPERVISOR 8045 850 $ 2,410 $ 2,537 $ 2,670 $ 2,810 $ 2,958 $ 3,114
COMMUNICATIONS SUPERVISOR 8050 855 $ 2,670 $ 2,811 $ 2,959 $ 3,115 $ 3,279 $ 3,452
COMMUNICATN & RECORDS MGR 8055 860 $ 3,796 $ 3,996 $ 4,206 $ 4,427 $ 4,660 $ 4,905
July 2016
Summary of Changes: 2% COLA for all classifications
Title Class Schedule Biweekly
Step 1
Biweekly
Step 2
Biweekly
Step 3
Biweekly
Step 4
Biweekly
Step 5
Biweekly
Step 6
POLICE SERGEANT 8010 800 $ 3,687 $ 3,881 $ 4,085 $ 4,300 $ 4,526 $ 4,764
POLICE LIEUTENANT 8030 805 $ 4,240 $ 4,463 $ 4,698 $ 4,945 $ 5,205 $ 5,479
POLICE CAPTAIN 8040 810 $ 4,878 $ 5,135 $ 5,405 $ 5,689 $ 5,988 $ 6,303
POLICE RECORDS SUPERVISOR 8045 850 $ 2,458 $ 2,587 $ 2,723 $ 2,866 $ 3,017 $ 3,176
COMMUNICATIONS SUPERVISOR 8050 855 $ 2,725 $ 2,868 $ 3,019 $ 3,178 $ 3,345 $ 3,521
COMMUNICATN & RECORDS MGR 8055 860 $ 3,871 $ 4,075 $ 4,289 $ 4,515 $ 4,753 $ 5,003
July 2017
Summary of Changes: 2% COLA for all classifications
Title Class Schedule Biweekly
Step 1
Biweekly
Step 2
Biweekly
Step 3
Biweekly
Step 4
Biweekly
Step 5
Biweekly
Step 6
POLICE SERGEANT 8010 800 $ 3,760 $ 3,958 $ 4,166 $ 4,385 $ 4,616 $ 4,859
POLICE LIEUTENANT 8030 805 $ 4,325 $ 4,553 $ 4,793 $ 5,045 $ 5,310 $ 5,589
POLICE CAPTAIN 8040 810 $ 4,975 $ 5,237 $ 5,513 $ 5,803 $ 6,108 $ 6,429
POLICE RECORDS SUPERVISOR 8045 850 $ 2,507 $ 2,639 $ 2,778 $ 2,924 $ 3,078 $ 3,240
COMMUNICATIONS SUPERVISOR 8050 855 $ 2,778 $ 2,924 $ 3,078 $ 3,240 $ 3,411 $ 3,591
COMMUNICATN & RECORDS MGR 8055 860 $ 3,949 $ 4,157 $ 4,376 $ 4,606 $ 4,848 $ 5,103
July 2018
Summary of Changes: 2% COLA for all classifications
Title Class Schedule Biweekly
Step 1
Biweekly
Step 2
Biweekly
Step 3
Biweekly
Step 4
Biweekly
Step 5
Biweekly
Step 6
POLICE SERGEANT 8010 800 $ 3,835 $ 4,037 $ 4,249 $ 4,473 $ 4,708 $ 4,956
POLICE LIEUTENANT 8030 805 $ 4,412 $ 4,644 $ 4,888 $ 5,145 $ 5,416 $ 5,701
POLICE CAPTAIN 8040 810 $ 5,075 $ 5,342 $ 5,623 $ 5,919 $ 6,230 $ 6,558
POLICE RECORDS SUPERVISOR 8045 850 $ 2,557 $ 2,692 $ 2,834 $ 2,983 $ 3,140 $ 3,305
COMMUNICATIONS SUPERVISOR 8050 855 $ 2,835 $ 2,984 $ 3,141 $ 3,306 $ 3,480 $ 3,663
COMMUNICATN & RECORDS MGR 8055 860 $ 4,028 $ 4,240 $ 4,463 $ 4,698 $ 4,945 $ 5,205
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RESOLUTION NO . 10248 (2011 Series )
A RESOLUTION OF THE CITY OF SAN LUIS OBISPO MODIFYING IT S
COMPENSATION PHILOSOPHY SUPERSEDING PREVIOU S
RESOLUTIONS IN CONFLIC T
WHEREAS,the City of San Luis Obispo strives to provide excellent service to th e
community at all times, and supports this standard by promoting organizational values includin g
customer service, productivity, accountability, innovation, initiative, stewardship, and ethics ; an d
WHEREAS,to achieve our service standards, the City must attract and retain wel l
qualified employees who exemplify our organizational values ; an d
WHEREAS,fostering an environment attractive to such employees depends upon man y
factors, including a competitive compensation program .
NOW, THEREFORE, BE IT RESOLVED by the Council of the City of San Lui s
Obispo that the City's compensation philosophy is adopted as follows :
SECTION 1 .The City is committed to providing competitive compensation as part o f
an overall strategy of attracting and retaining well qualified employees who exemplify ou r
organizational values .
SECTION 2 . The City will consider total compensation, including but not limited to ,
salary, health, retirement, and time off benefits .
SECTION 3 .In evaluating competitive compensation, the City considers :
A.Financial sustainability including the City's financial condition as reflecte d
throughout the financial forecast, competing service priorities, maintenance needs, capita l
improvement and other asset requirements, fund reserve levels, and revenue projections prior t o
implementing changes in compensation .
B.Community acceptability since taxpayers and ratepayers ultimately fund al l
employee compensation .
C.The "relevant labor market"that may vary depending upon classification and i s
primarily defined by the geographic region (local, state-wide, or national) and key market s
(municipal, other government agencies, private sector) where labor talent is found, recruite d
from, and/or lost.
When the relevant labor market is defined as "local"; local private sector compensation data wil l
be considered along with local public sector compensation (municipal and other governmen t
agencies . When the relevant labor market is statewide or national, the City will conside r
compensation date for public sector agencies (municipal and other government) with severa l
R 10248
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Resolution No . 10248 (2011 Series )
Page 2
comparable demographic data points including but not limited to population, median home price ,
median household income, median age, median education level, services provided, an d
unemployment rate . Quality of life should also be considered when selecting comparable
municipal and other government agencies .
D."Internal relationships"referring to the relative value of classifications to on e
another as determined by the City . Classifications performing comparable duties, wit h
comparable responsibilities, requiring a similar level of skill, knowledge, ability, and judgment ,
will be valued similarly in the City's compensation structures .
E.Other relevant factors may include unforeseen economic changes, natura l
disasters, states of emergency, changes in City services, and changes in regulatory or lega l
requirements .
SECTION 4 .At least every five years, the City will evaluate its compensation structure ,
programs, and policies to assess market competitiveness, effectiveness, and compliance with Stat e
Law . Adjustments to the compensation structure may be made as a result of this periodi c
evaluation and will be done through the collective bargaining process, if applicable, or othe r
appropriate Council-management processes .
Upon motion of Council Member Carter, seconded by Council Member Carpenter, and o n
the following vote :
AYES :
Council Members Carpenter, Carter and Smith, and Mayor Mar x
NOES :
Vice Mayor Ashbaug h
ABSENT : Non e
The foregoing resolution was adopted on March 15, 2011 .
ATTEST :
Elaina Can o
City Clerk
APPROVED AS TO FORM :
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