HomeMy WebLinkAbout2015 058 CC RESO • RESOLUTION NO. 2015-058
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF
BALDWIN PARK, APPROVING THE MEMORANDUM OF
UNDERSTANDING BETWEEN THE CITY OF BALDWIN
PARK AND THE BALDWIN PARK POLICE MANAGEMENT
EMPLOYEES ASSOCIATION PROVIDING FOR
EMPLOYEES REPRESENTED BY THE BALDWIN PARK
POLICE MANAGEMENT EMPLOYEES ASSOCIATION.
YEARS 2014- 2017
WHEREAS, the representatives of the City Council of the City of Baldwin Park have
met and conferred with duly authorized representatives of the Baldwin Park Police
Management Employees Association to make equitable adjustments to wages and other
terms and conditions of employment, and
WHEREAS, a Memorandum of Understanding prepared by said representatives has
been presented to the City Council for ratification, and
WHEREAS, a majority of the unit members from this group voted to approve the
Memorandum of Understanding.
• NOW, THEREFORE, the City Council of the City of Baldwin Park does hereby
RESOLVE, DETERMINE AND ORDER as follows:
SECTION 1. That this City Council does hereby approve and authorize the City of
Baldwin Park's Mayor to sign the "Memorandum of Understanding between the
Baldwin Park Police Management Employees Association and the City of Baldwin
Park" attached hereto as Exhibit A.
This Memorandum of Understanding abrogates and supersedes the Memorandum of
Understanding effective for the prior from July 1, 2008 to June 30, 2010 dated October
15, 2008; and this MOU is applicable for the period from July 1, 2014 through June 30,
2017."
SECTION 2. Resolutions or portions thereof in conflict hereby are hereby repealed.
SECTION 3. That the City Clerk shall certify to the adoption of this Resolution and
shall forward a certified copy hereof to each Department Head and the Human Resources
Manager.
PASSED AND APPROVED this 15th day of J I s 5�
�•.�• _
• Manuel Lozano
Mayor
Resolution No. 2015-058
Page 2
ATTEST:
STATE OF CALIFORNIA
COUNTY OF LOS ANGELES ss.
CITY OF BALDWIN PARK
I, ALEJANDRA AVILA, City Clerk of the City of Baldwin Park, do hereby certify that the
foregoing Resolution was duly and regularly approved and adopted by the City Council of the
City of Baldwin Park at its regular meeting of the by the following vote:
AYES: COUNCIL MEMBERS: BACA, GARCIA, LOZANO, PACHECO, RUBIO
NOES: COUNCIL MEMBERS:
ABSTAIN: COUNCIL MEMBERS:
ABSENT:. 7' NCILME B S:
• •
ALE ANDRA AVILA
CITY CLERK
•
Resolution No. 2015-058
Page 3
• EXHIBIT A
CITY OF BALDWIN PARK
MEMORANDUM OF UNDERSTANDING
2015-2017
BY AND BETWEEN
THE BALDWIN PARK POLICE MANAGEMENT EMPLOYEES ASSOCIATION
AND
THE CITY OF BALDWIN PARK
Preamble
The City of Baldwin Park, a municipal corporation, and the Baldwin Park
Police Management Employees Association, a recognized employee
organization, have been meeting and conferring consistent with Section 3500 et
seq., of the Government Code and have reached agreement as a result of such
meetings.
It is the intent and purpose of the Memorandum to set forth the total and
complete understanding and agreement between the parties regarding wages,
hours, and other terms and conditions of employment.
• It is recognized the signatories to this Memorandum of Understanding
and Agreement representing the City and the Association that they, in
accordance with Section 3505.1 of the California Government Code, "...shall
jointly prepare a written memorandum of such understanding which shall not be
binding, and present it to the governing body or its statutory representative for
determination".
•
•
Resolution No. 2015-058
Page 4
• Section 1 - Rights and Recognition
Recognition
In accordance with provisions of the Meyers-Milias-Brown Act of the
State of California on provisions of the Employer-Employee Relations
Resolution No. 96-51, the City acknowledges the Baldwin Park Police
Management Employees Association as a recognized employee organization
for the purpose of meeting and conferring regarding wages, hours and other
terms and conditions of employment for those employees in certain specified
classifications referred to in Section 5 of Resolution No. 96-51. The Police
Management Employees Association is composed of the classified sworn
employees in the positions of Police Captain and Police Lieutenant.
Duration of Memorandum
The parties agree that the provisions contained herein shall be subject to all
applicable laws and covers the period of July 1, 2014 through June 30, 2017, unless
otherwise provided.
This Memorandum of Understanding abrogates and supersedes the
• Memorandum of Understanding effective for the prior from July 1, 2008 to June 30,
2010 dated October 15, 2008; and this MOU is applicable for the period from July 1,
2014 through June 30, 2017."
This Memorandum shall in all respects be subject and subordinate to the
provisions of the Baldwin Park Municipal Code, and statutory provisions of the
Federal Government and the State of California in effect at the time of the
execution of this Memorandum.
Scope
The scope of representation shall include all matters relating to wages, hours
and other terms and conditions of employment, except however, that the scope of
representation shall not include consideration of the merits, necessity, or organization
of any service or activity provided by law or executive order; which shall include but
not be limited to the right of the City to: direct, supervise, hire, promote, suspend and
retain employees; relieve employees from duties because of lack of work or funds, or
under conditions where the employer determines continued work would be inefficient
or non-productive; determine services to be rendered, operations to be performed,
utilization of technology, and overall budgetary matters; determine the methods,
processes, means, job classifications, and personnel by which government operations
are to be performed and conducted; determine the overall mission of the unit of
. government; maintain and improve the efficiency and effectiveness of government of
the City in situations of emergency; and take whatever other actions may be
Resolution No. 2015-058
Page 5
necessary to carry out the wishes of the public not otherwise specified above or by
collective agreement.
Non-discrimination
The provisions of the Memorandum shall be applied equally to all employees without
unlawful discrimination as to age, sex, marital status, race, color, ancestry, religious creed,
national origin, political affiliation or (when the nature of work permits) physical handicap.
Any violation of this by the recognized employee organization shall also be subject to
immediate correction and possible loss of recognition.
All references to employees in this Memorandum designate both sexes, and whenever
one gender is used it shall be construed to include both, where appropriate.
Consistent with Section 3502 of the California Government Code, the parties adhere
to the State law, which provides that:
Except as otherwise provided by Legislature, public employees shall have the right to
form, join and participate in activities of employees organizations of their own choosing for
the purpose of representation on all matters of employer-employee relations. Public
employees also shall have the right to refuse to join or participate in the activities of employee
organizations and shall have the right to represent themselves individually in their
employment relations with the public agency. The City and the Association agree not to
interfere with the aforesaid right.
Full Understanding, Modifications, and Waiver
It is intended that this Agreement sets forth the full and entire understanding of the
parties regarding the matters set forth herein, and any other prior or existing understanding or
agreement by the parties, whether formal or informal, regarding any such matters are hereby
superseded or terminated in their entirety.
Except as specifically provided herein, it is agreed and understood that both parties
voluntarily and unqualifiedly waive their right, and agree that the other party shall not be
required to negotiate with respect to any subject or matter covered herein during the term of
this agreement. Nothing contained herein shall preclude the parties from mutually agreeing
to meet and confer.
Any agreement, alteration, understanding, variation, waiver, or modification of any of
the terms or provisions contained herein shall not be binding upon the parties hereto unless
made and executed in writing by all parties hereto, and if required, approved and
implemented by the City Council.
The waiver of any breach, term or condition of this Agreement by either party shall not
constitute a precedent in the future enforcement of all its terms and provisions.
Resolution No. 2015-058
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• No Strike; No Lock Out
The Association agrees that neither the employees it represents, or any person acting
in concert with them, will cause, sanction, or take part in any strike, walkout, sitdown,
slowdown, stoppage of work, picketing, retarding of work, abnormal absenteeism, withholding
of services, or any other action against the City that would impede the proper functioning of
the City government at any time.
Violation of any provision of this Section by the Association shall be cause for the City
terminating this Agreement upon the giving of written notice to this effect to the President of
the Association, in addition to whatever other remedies may be available to the City at law or
in equity.
Violation of any of the provisions of this Section by any employee shall be just cause
for the imposition of disciplinary action up to and including termination, in addition to whatever
other remedies may be available to the City at law or in equity. No employee shall receive
any portion of his regular salary or benefits while engaging in activity in violation of this
Section. The City agrees that it will not lock out any employee at any time.
Savings Clause
• This Memorandum of Understanding is subject to all applicable Federal, State and
City laws, ordinances, resolutions, and any lawful rules and regulations enacted by the City
Council. If any part or provision(s) of this Memorandum of Understanding is in conflict or
inconsistent with such applicable provisions of Federal, State or City Laws, ordinances,
resolution or is otherwise held to be invalid or unenforceable by any tribunal of competent
jurisdiction, such part or provision(s) shall be suspended and superseded by such applicable
law or regulations, and the remainder of this Memorandum of Understanding shall not be
affected thereby. The parties shall enter the Meet and Confer process immediately for the
purpose of arriving at a mutually satisfactory replacement of such part or provision(s).
Section 2 - Direct Wage Payments
Eligibility to receive any retroactive salary payment(s) or other retroactive compensation
provided for in this Section 2 or in any section of this Memorandum of Understanding, shall
be conditioned upon the affected unit member being employed by the City on the date that
the retroactive payment is distributed. Said requirement is consistent with the agreement and
understanding of the parties that any and all retroactive payments provided for herein are not
intended as compensation for past services rendered.
Adoption of a Seven Step Compensation Plan
• Effective July 1, 2004 a Seven Step compensation Plan (5% between steps) shall be
adopted by the City Council and made apart hereof, and will be on file with the Human
Resources Manager or designated representative(s).
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Employees who receive a minimum overall performance rating of Competent up to a
maximum overall performance rating of Superior shall be eligible to receive a one (1) step
advancement within their classification.
Salary
The unadjusted (the salary rate set forth in the City salary matrices — the rates without
adjustment for bonuses or any other benefits, including but not limited to City paid employee
CalPers contributions) base salary rates for classifications designated as police management
employees shall be increased as follows:
1% effective the first payroll period commencing on or after July 1, 2014
2% effective the first payroll period commencing on or after January 1, 2015
2% effective the first payroll period commencing on or after July 1, 2015
2% effective the first payroll period commencing on or after July 1, 2016
In addition, City shall increase each employee's salary on July 1, 2015 by an amount equal to
9% of the employee's base salary in order to offset each employee's 9% of base salary
amount contributed to CaIPERS ("CaIPERS offset").
•
Longevity Pay— Sworn Employees
Commencing June 30, 2017, City shall pay each sworn employee a monthly longevity
payment based upon the employee's years of full time law enforcement service to the City in
the amount that corresponds to the employee's years of full time service, as set forth below:
a. 10-14 years of full time service shall entitle employee to $158 per month; or
b. 15- 19 years of full time service shall entitle employee to $315 per month; or
c. 20-24 years of full time service shall entitle employee to $470 per month; or
d. 25 or more years of full time service shall entitle employee to $675 per month.
A sworn employee may earn longevity payment in the amount commensurate with the
employee's completed years of full time service as set forth above provided that the
employee shall not be entitled to collect more than one longevity payment at any one time.
An employee's longevity payment shall not increase the employee's unadjusted base salary
Instead the longevity payment will be added to the employee's unadjusted base salary after
any percentage increase to the employee's unadjusted base salary including the one
0 effective on July 1, 2016
Resolution No. 2015-058
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• Section 3 - Insurances/Supplemental Wage Payments
Benefits Plan
The City will contribute a sum not to exceed for each employee towards benefits as
detailed in this section.
July 4, 2004 $700.00/month
January 2, 2005 through July 2, 2005 $800.00/month
July 3, 2005 through July 1, 2006 $900.00/month
July 2, 2006 through June 30, 2007 $1,200.00/month
The employee is required to maintain a minimum coverage for him/herself in a plan of
their choice unless the employee can show proof they have adequate health insurance
coverage through another source. In instances where the employee's medical insurance
premium is less than the City's monthly contribution, such employee will have an option to
have the excess monies placed toward an existing benefit program.
These options include:
1. Placement in a City provided health insurance plan for two (2) party or family
coverage.
• 2. Placement in a City provided dental plan for self, two (2) party or family coverage.
3. Placement spread over a combination of the options listed above.
4. Elect to receive any excess monies in cash, which will be considered as taxable
income, or
5. Elect to place the excess cash monies in a City provided deferred compensation
program.
Retiree Health Benefit Plan for Employees Hired Before July 1, 2015
The City Council shall adopt and file an appropriate resolution with the Board of
Administration of the Public Employees Retirement System (CaIPERS) whereby the City will
elect to obtain a postretirement health benefit plan for employees who are members of this
bargaining group before July 1, 2015 as the sole and exclusive health benefit plan for such
employees who retire with the intent to provide coverage to said employees after the
resolution is approved by CaIPERS and a contract for a health benefit plan between the City
and CaIPERS is approved by the parties.
For all employees hired prior to July 1, 2015, if upon retirement the employee enolls in
the City's CaIPERS medical care plan, the City will pay the minimum employer contribution to
CaIPERS that is required by Government Code Section 22892. In addition the City will also
pay into the retiree's individual health reimbursement account, or similar reimbursement plan,
Resolution No. 2015-058
Page 9
• an amount equal to the difference of the City's minimum employer contribution required by
Government Code section 22892 and the premium cost for retiree-only coverage in the
retiree's chosen medical plan.
Retiree Health Benefit Plan for Employees Hired On or After July 1, 2015
The City Council shall adopt and file an appropriate resolution with the Board of
Administration of the Public Employees Retirement System (CaIPERS) whereby the City will
elect to obtain a postretirement health benefit plan for all employees who become members
of this bargaining unit on or after July 1, 2015 as the sole and exclusive health benefit plan for
such employees who retire, with the intent to provide coverage to said employees after the
resolution is approved by CaIPERS and a contract for a health benefit plan between the City
and CaIPERS.
For all employees hired on or after July 1, 2015, if upon retirement the employee
enrolls in the City's CaIPERS medical care plan, the City will pay the minim employer
contribution to CaIPERS that is required by Government Code Section 22892. In addition the
City will make a contribution to the retiree's individual health reimbursement account, or
similar reimbursement plan, based upon the employee's years of service to the City as
follows:
Credited Years of Service Percentage of Amount
5 years or less: 0% of the premium cost for retiree-only coverage in
the retiree's chosen medical plan, less the City's
minimum employer contribution to CaIPERS
6 to 10 full years of service 20% of the premium cost for retiree-only coverage in
the retiree's chosen medical plan, less the City's
minimum employer contribution to CaIPERS
11 to 15 full years of service 40% of the premium cost for retiree-only coverage in
the retiree's chosen medical plan, less the City's
minimum employer contribution to CaIPERS
16 to 20 full years of service 60% of the premium cost for retiree-only coverage in
the retiree's chosen medical plan, less the City's
minimum employer contribution to CaIPERS
21 to 25 full years of service 80% of the premium cost for retiree-only coverage in
the retiree's chosen medical plan, less the City's
minimum employer contribution to CaIPERS
26+ full years of service 100% of the premium cost for retiree-only coverage
in the retiree's chosen medical plan, less the City's
minimum employer contribution to CaIPERS
For employees that retire on Industrial Disability before age 57, the employee will be treated
as having served for the number of years of his or her actual service to the City plus the
number of additional years he or she would have served at age 57.
•
Resolution No. 2015-058
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• Vision Plan
The city will provide a vision plan to all affected employees, and will contribute up to a
maximum premium cost of $32.12 per month. If the premium exceeds this amount, then the
employee shall be responsible to pay the difference in excess of$32.12
Life Insurance
Effective January 1, 2009, the City will fund term life insurance in the face amount
of$50,000.
Dental Plan Enhancement
Effective June 1, 1993, the City will provide for the dental plan enhancement of
orthodontics to the "Reimbursable Plan Choice" of the City's dual choice dental plan. The
additional cost for this enhancement will be paid for by the City. Those affected individuals
currently enrolled in the "Pre-paid Plan Choice" presently receive this benefit.
Long-Term Disability
The City will provide each employee with long-term disability insurance coverage as
• set forth in the plan on file in the Personnel Office. Effective June 1, 1993, affected
employees will be eligible to receive benefits commencing on the 31st day of non-work
related injury or illness, and employees will be eligible to receive a maximum benefit of 66
2/3% of their current base salary up to a maximum of$5,000 per month.
Retirement
The City will pay 100% of the employee's contribution to the CaIPERS retirement
program and provide retirement benefits at the 3% at 50 formula as currently specified under
the City's contract with the California Public Employees' Retirement. All such employee
contributions shall be deposited in the member's retirement accounts.
On July 1, 2015 City shall offset each employee's 9% of base salary amount that each
employee pays as his or her CaIPERS contribution by increasing each employee's base
salary by an amount equal to each employee's 9% CaIPERS contribution ("CaIPERS offset")
provided that the effective date of the offset shall occur when CaIPERS approves or
implements the offset.
Effective as soon as reasonably practical and consistent with CaIPERS documentary
requirements, the City shall amend its contract with CaIPERS to provide for Level V of the
1959 Survivors' Benefit, conditioned upon said amendment resulting in no increased
CaIPERS City contribution rate or other CaIPERS cost and no decrease in the City CaIPERS
account value.
•
Resolution No. 2015-058
Page 11
Bilingual Pay
The City shall pay an additional one hundred ($100.00) per month to a person who is
capable of speaking, reading, writing and/or interpreting the languages of Spanish, Chinese,
Japanese, Vietnamese, Tagalog, Signing, Armenian and Farsi. Determination of capability
shall be made by qualifying tests established by the City.
Tuition Reimbursement
Effective July 1, 2004, the City agrees to reimburse Police Management members for
educational expenses up to a maximum of $3,000 per fiscal year. In order to qualify for the
reimbursement said employee must attend a nationally accredited college or university and
shall receive a "C" or better as a completion grade for the specific course. Employee will
continue to process the tuition reimbursement as stated within the City's current policy. An
employee shall be responsible to pay back the City if said employee separates from
employment within two (2) years of receiving the reimbursement.
Educational Incentive
Each member who possesses any of the following degrees: Associate of Arts/Science,
Bachelor of Arts/Science, Master of Arts/Science or Doctorate from a nationally accredited
college or university shall be eligible to receive the following compensation:
• Associate of Arts/Science 2% increase to base salary
Bachelor of Arts/Science 8% increase to base salary
Masters of Arts/Science 10% increase to base salary
Doctorate 12% increase to base salary
Educational Payment— Sworn Personnel
Effective upon ratification of agreement, City shall pay each sworn employee in PMA
bargaining group a monthly POST Certificate payment based upon the employee's receipt of
the following POST Certificates as set forth below:
a. $200 monthly for a Management POST Certificate
Section 4 - Attendance and Leaves
Sick Leave
Sick leave shall accrue at the rate of 3.6923 hours on a biweekly basis and shall be
debited on an hourly basis.
• Effective September 7, 1994, each eligible affected employee shall elect their
maximum sick leave hours accrual. Dependent upon the total number of currently accrued
sick leave hours, the maximum sick leave hours accrual may be set at 300 hours, 600 hours
Resolution No. 2015-058
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• or 900 hours. If an eligible affected employee wishes to elect a maximum sick leave accrual
level that is at a higher level than their currently accrued sick leave hours, they may do so.
The maximum accrual elected by the affected employee will be irrevocable. Once the
election is made by the employee, such excess hours will be removed from the employee's
sick leave hours accrual, calculated at their then straight time hourly rate and placed into a
sick leave hours bank to be paid at no less than 50% of the total value nor more than 75% of
the total value, with the timing and method of payment to be determined by the City.
When an employee's service with the City is terminated for any reason, no
compensation shall be paid for unused sick leave.
Annual Sick Leave Incentive
Sick leave shall accrue on a biweekly hourly basis and shall be debited on an hourly
usage basis. Each January 1, eligible employees will commence to accrue sick leave hours
above their prior elected sick leave hours bank (300, 600 or 900). At the close of the
calendar year, each eligible employee will receive 50% of the unused portion of sick leave
hours as compensation, calculated at their then straight time hourly rate. Payment will be
made at the next closest pay period.
Bereavement Leave
• Each classification represented by the Association shall receive the equivalent of three
(3) working days per incident, as needed, for a death in their immediate family.
Immediate family shall mean and include only the employee's spouse, children, step-children,
parents, brothers, grandparents, State Registered Domestic Partner, spouse's parents, and
spouse's grandparents. Said time will not be cumulative from one twelve month period to
another nor will pay in lieu of unused leave for bereavement is provided.
Vacation Leave
The general policy and accrual levels of vacation will be set forth in Section 11.3 of the
Personnel Rules.
Employees will be entitled to utilize accrued vacation leave after completion of
six (6) months continuous employment with the City. Employees may be eligible to utilize
accrued vacation leave at an earlier time, upon written request to and approval of their
department head.
The times during which an employee may take his/her vacation leave shall be
determined by the department head with due regard for the wishes of the employee and for
the needs of the service.
Employees shall, each calendar year, be required to take a minimum of forty (40)
consecutive hours vacation leave. In addition, an employee may, with approval of the
department head use vacation leave in lesser increments during the calendar year.
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• Employees may accumulate up to a maximum of two (2) vacation periods in any one
calendar year for the purpose of a vacation leave with approval of the department head. A
vacation period is defined as the maximum amount of vacation leave accrued by an
employee in any calendar year.
Effective July 3, 2005, the maximum accrual of vacation leave that may be
accumulated shall be as follows:
1. Employees having less than five (5) years of employment (vacation accrual =
96 hours per year), the maximum amount of vacation that may be
accumulated shall be 192 hours.
2. Employees having more than five (5) years but less than ten (10) years of
employment (vacation accrual = 120 hours per year), the maximum amount
of vacation that may be accumulated shall be 240 hours.
3. Employees having more than ten (10) years but less than fifteen (15) years
of employment (vacation accrual = 144 hours per year), the maximum
amount of vacation that may be accumulated shall be 288 hours.
4. Employees having more than fifteen (15) years but less than twenty (20)
years of employment (vacation accrual = 168 hours per year), the maximum
• amount of vacation that may be accumulated shall be 336 hours.
5. Employees having more than twenty (20) years of employment (vacation
accrual = 192 hours per year), the maximum amount of vacation that may be
accumulated shall be 384 hours.
If an employee, because of business necessity, is not able to utilize excess accrued
vacation hours, upon written request to, and approval of the department head, an employee
will be given an extension in order to take his/her vacation. In cases where the employee
forfeits vacation leave time at the request of the City, upon approval of the Chief Executive
Officer or designated representative(s), said employee shall be compensated for forfeited
vacation leave time at the employee's current rate of pay. It is the employee's responsibility
to schedule vacation time well in advance to avoid forfeiting his or her vacation or to avoid
any conflicts.
Employees will be notified on a quarterly basis of their current and potential maximum
vacation hours accrual for the calendar year to assist them in the reduction of excess accrued
vacation hours.
In the event a legal holiday falls during a vacation leave, such holiday shall not be
charged as vacation leave, and the vacation leave shall be extended or credited accordingly.
• Employees who separate from the service of the City shall be eligible to receive
compensation for all unused, accrued vacation leave.
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• Administrative Leave
Each employee in the position of Police Captain shall receive a maximum of forty (40)
hours of administrative leave with pay each fiscal year. The use of such leave shall be at the
reasonable discretion of the employee's department head.
Unused time at the end of each fiscal year, June 30, will be paid during the following
month of July with said time being calculated at their then straight time hourly rate.
Holidays
For employees working a 4/10 plan or a 3/12 plan, the following days shall be
observed as holidays:
January 1st; the third Monday in February; the last Monday in May; July 4th; the first
Monday in September; November 11th; the fourth Thursday in November; December 24th;
December 25th and such other days as may be designed as holidays by motion of the City
Council.
If any of the foregoing holidays fall on a Friday or a Saturday, the holiday will not be
observed on the preceding Wednesday or Thursday. If any of the holidays fall on a Sunday,
• the Monday following is the holiday in lieu thereof.
Floating Holidays
1. Employees working a 3/12 plan will receive one (1) twelve (12) hour day of floating
leave, for a total of 12 hours.
2. Employees working a 4/10 plan will receive two (2) ten (10) hour days of floating leave,
fora total of 20 hours.
Holiday Bank
Shift Employees
Employees assigned to shifts other than normal business hours, shall have the option
of receiving the holiday hours worked as cash payment at their straight time rate for each
holiday as it occurs, other than floating holiday time, or may elect to bank the holiday hours
as the holiday occurs, other than floating holiday time.
The times during which an employee may take his/her holiday bank hours shall be
approved by the department head with due regard for the wishes of the employee and for the
needs of the service. This holiday bank leave shall be used in the increment of the
employees assigned work schedule, e.g., 8, 9, 10 or 12 hours. Employees may accumulate
up to a maximum of one hundred (100) hours of holiday bank time. However, upon
implementation by the City of accounting procedures and methods whereby use of holiday
Resolution No. 2015-058
Page 15
. leave in increments of one (1) hour or more can be reasonably documented, affected
employees shall be provided the option of using holiday leave in such amounts of time.
Although the City shall endeavor in good faith to institute such an accounting process, it shall
remain the sole discretion of the City to determine when such a modified accounting process
can be reasonably implemented.
If an employee, because of business necessity, is not able to utilize excess accrued
holiday bank hours, upon written request to, and approval of the department head, an
employee will be paid for any excess hours over their maximum holiday bank hours accrual.
Each January 1, such excess hours will be removed from the employee's holiday bank hours
accrual, calculated at their then straight time hourly rate and placed in a holiday hours bank
to be paid not later than June 30 of the same year.
Employees who separate from the service of the City shall be eligible to receive
compensation for all unused, accrued holiday bank hours at his/her straight time rate.
Non-shift Employees
At the beginning of each calendar year, the City will determine how many of the set
holidays fall on a Friday and/or Saturday. An employee will be credited with an equivalent
number of hours of holiday time ("holiday bank"). Each affected employee will also be
credited with the above floating holidays. The actual date for the use of such leave shall be
• subject to the approval of the employee's appointing authority. This holiday bank leave
shall be used in the increment of the employees assigned work schedule, e.g., 8, 9, 10 or 12
hours. Employees may accumulate up to a maximum of one hundred (100) hours of holiday
bank time.
If an employee, because of business necessity, is not able to utilize excess accrued
holiday bank hours, upon written request to, and approval of the department head, an
employee will be paid for any excess hours over their maximum holiday bank hours accrual.
Each January 1, such excess hours will be removed from the employee's holiday bank hours
accrual, calculated at their then straight time hourly rate and placed in a holiday hours bank
to be paid not later than June 30 of the same year.
If an employee separates employment from the City, and has used holiday bank time
prior to the occurrence of the actual holiday, he/she will have his/her vacation bank,
administrative leave and/or final paycheck reduced to reflect the excess holiday bank time
used.
If an employee separates employment from the City, and has not used any eligible
accrued holiday bank time, he/she will be paid for such eligible holiday bank time at his/her
straight time rate.
Resolution No. 2015-058
Page 16
• Military Leave
An employee granted military leave pursuant to Section 11.6 of the Personnel Rules shall not
be granted additional compensation when such leave extends beyond the employees
regularly scheduled four (4) workdays per week to his/her "Friday" day off.
Jury Duty
An employee granted jury duty leave pursuant to Section 11.7 of the Personnel Rules
shall not be granted additional compensation when such leave extends beyond the
employees regularly scheduled four (4) days per week to his/her"Friday" day off.
Training/Conference Leave
When an employee is scheduled to attend a conference or training program Monday
through Friday, his/her work hours will be 8:00 a.m. to 5:00 p.m., Monday through Friday, so
there is no issue that he/she is eligible for additional compensation while attending the
conference or training.
Injury on Duty
• While any employee is on injury on duty status, his/her work hours will be 8:00 a.m.
to 5:00 p.m., Monday through Friday, so there is no issue that he/she is eligible for additional
compensation while receiving treatment or keeping doctor's appointments.
Section 5 -Work Schedules
Experimental 4/10 Plan
The City agreed to implement an experimental 4/10 plan for all affected employees in
the Police Department effective August 2, 1993. The Association recognizes that the City
may, at its sole discretion, end the 4/10 plan at any time. The termination of such 4/10 plan is
not subject to the grievance process or any other administrative review. The Association
recognizes that the 4/10 plan is not a vested right in any manner, and that the termination of
such 4/10 plan is not subject to the meet and confer process or meet and consult process.
3/12 Work Schedule
The 3/12 work schedule for Patrol Lieutenants was approved for implementation to
take place January 7, 1996. Detailed scheduling and department procedures relating to this
work schedule will be resolved by the operations division commander after implementation.
•
Resolution No. 2015-058
Page 17
• Workday
Police Captains assigned to City Hall, shall have a standard workday consisting of
ten and one-half (10 1/2) hours, nine hours and fifty minutes (9:50) of work time and forty (40)
minutes as a non-paid unrestricted meal period. Meal periods shall be in accordance with
department administrative guidelines.
Patrol Lieutenants shall have a standard workday consistent with other patrol officers
working on the 3/12 program, which will include a paid restricted meal period of one-half (1/2)
hour. Meal periods shall be in accordance with department administrative guidelines.
Employees will be provided two (2) ten (10) minutes rest breaks during the day, one
each approximately at the midpoint of each one-half workday. Rest time is not cumulative
beyond the half scheduled workday within which the break period occurs nor may it be used
to extend lunch or shorten the workday.
Hours of Work
Police Captains assigned to City Hall, shall work Monday through Thursday, 7:30 a.m.
to 6:00 p.m.
Patrol Lieutenants shall work their assigned shifts as scheduled.
The Police Lieutenant assigned to Investigations shall work four (4) days per week,
7:00 a.m. to 5:30 p.m.
Section 6 - Overtime
Overtime
Police Captains shall not be eligible for overtime compensation in any form.
Police Lieutenants Overtime Authorization (All References in this particular Overtime
Authorization Section are as to Police Lieutenants)
All overtime requests must have the prior written authorization of a supervisor prior to
the commencement of such overtime work. Where prior written authorization is not feasible,
explicit verbal authorization must be obtained. Where verbal authorization is obtained,
written authorization must be obtained as soon thereafter as practicable. Dispatched calls
beyond the end of duty time are considered as authorized.
An employee's failure to obtain prior written approval, or explicit verbal authorization
followed by written authorization, will result in the denial of the overtime request.
Employees are cautioned not to spend excessive amounts of time at their workstation
before or after their normal work period or during their meal breaks. Meal breaks should be
Resolution No. 2015-058
Page 18
taken away from the employee's workstation. This incidental time will not be compensated in
any manner whatsoever unless prior authorization of a supervisor is obtained.
Clothes Changing
Except as provided below, employees are not authorized to wear their uniforms or any
part thereof that is distinguishable as such unless on-duty. Each employee is provided with a
locker for their own personal convenience. An employee may or may not utilize the locker for
storage and changing purposes at their own discretion.
Nothing herein prevents a sworn employee from wearing their uniform to and/or from
their residence to and/or from work as long as the badge and insignia are covered by a non-
police issue garment such as a windbreaker. Employees choosing to wear their uniforms
covered to and/or from work should not wear their "Sam-Browne" belt. Time spent in
changing clothes before or after a shift is not considered hours worked and is not
compensable in any manner whatsoever.
Shift Trades
The practice of shift trading shall be voluntary on behalf of each employee involved in
the trade. The trade must be due to the employee's desire or need to attend to a personal
matter and not due to the departments operations. The employee providing the trade shall
not have their compensable hours increased as a result of the trade; nor shall the employee
receiving the trade have their compensable hours decreased as a result of the trade. Any
hours worked beyond the normal workday will be credited to the individual actually doing the
work.
"Payback" of shift trades are the obligation of the two employees involved in the trade.
Payback are to be completed within twelve (12) months of the date of the initial shift trade.
Any dispute as to payback is to be resolved by the involved employees, and under no
circumstances will the department be obligated for any further compensation whatsoever to
any of the involved employees. The department is not responsible in any manner for hours
owed to employees by other employees that leave the employment of the City or are
assigned other duties.
A record of all initial shift trades and payback shall be maintained by the involved
employees on forms provided by the department ("Shift Trade Log").
If one individual fails to appear for the other (regardless of the reason), the person who
agreed to the shift trade is the newly scheduled officer and will be held responsible for that
shift period. That person will be listed as absent without leave and may be subject to
disciplinary action.
Early Relief Policy
• The practice of early shift relief shall be voluntary on behalf of each employee involved
in the relief. The employee providing the early relief shall not have their compensable hours
Resolution No. 2015-058
Page 19
• increased as a result of the early relief. "Payback" of early relief hours are the sole obligation
of the two employees involved in the early relief. Any dispute is to be resolved by the
involved employees, and under no circumstances will the department be obligated for any
further compensation whatsoever to any of the involved employees. The department is not
responsible in any manner for hours owed to employees by other employees that leave the
employment of the City or are assigned other duties.
Firearms Qualification
All members of the department are required to qualify and receive remedial training
while on duty. Employees who choose to shoot at the range at times other than the required
qualification dates will be considered to be on personal time. Such time is not counted as
working time and is not compensable in any manner whatsoever.
City Vehicle Use
Employees who are provided with a City vehicle to travel to and from work shall not be
compensated in any manner whatsoever for such travel time in the City vehicle.
This provision also applies in those situations where the radio must be left on and
monitored.
• Gym Facility
The City provides a gym facility for the voluntary use of employees during their off duty
hours. Time spent by employees in working out at the gym facility is not considered hours
worked and will not be compensated in any manner.
Call Back Pay
Call back duty occurs when an employee is ordered to return to duty on a non-
regularly scheduled work shift. Call back does not occur when an employee is held over from
their prior shift or is working prior to their regularly scheduled shift. An employee called back
to duty shall be credited with a minimum of two (2) hours work commencing when they report
to duty. Any hours worked in excess of two (2) hours shall be credited on an hour for hour
basis for actual time worked. Travel time shall not be considered hours worked and shall not
be compensated in any manner whatsoever.
Call back duty hours will be compensated at time and one-half rate irrespective of the
total paid leave exclusions for the work period.
This provision is to be distinguished from "Court Pay" which is to be used when an
employee is called back to court.
•
Resolution No. 2015-058
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• Court Pay
When an employee is physically called to court for appearances, he/she shall be
credited with a minimum of four (4) hours work commencing when he/she reports to court.
Any hours worked in excess of four (4) hours shall be credited on an hour for hour basis for
actual time spent in court. Travel time shall not be considered hours worked and shall not be
compensated in any manner whatsoever.
Court pay will be compensated at time and one-half rate, irrespective of the total paid
leave exclusion for the work period.
Court Standby
Court Standby time is not considered hours worked under the Fair Labor Standards
Act. However, in recognition of the City's past practice, the employee will continue to receive
credit for two (2) hours in the a.m. and two (2) hours in the p.m., provided that the employee
is not actually required to be present in the court buildings.
Court standby will be paid only for an employee's assigned regular days off, that fall
Monday - Friday.
• Training Time
Attendance at training schools/facilities (including the academy), which improves the
performance of regular tasks and/or prepares for job advancement are not compensable for
hours in excess of the employee's normal work shift. Any time spent in excess of the normal
work shift will not be counted as working time and is not compensable in any manner
whatsoever. Time spent in studying and other personal pursuits is not compensable hours of
work, even though the employee may be confined to campus or to barracks 24 hours a day.
Travel time to and from the training facility outside of an employee's normal work shift
is not compensable hours of work.
Mandatory training as required by the Department and/or P.O.S.T. is compensable for
actual time spent in training.
Work Period
The work period for the covered classification of Police Lieutenant within the
bargaining group shall be seven (7) days in length.
•
Resolution No. 2015-058
Page 21
• Overtime Compensation
For purposes of calculating overtime, all Police Lieutenants required to work in excess
of the standard work period of forty (40) hours in a seven (7) day cycle shall receive
compensation at the rate of time and one-half their regular rate of pay.
MOU Overtime
Effective November 1, 2004, in addition to regular overtime a Police Lieutenant will be
entitled to MOU Overtime as follows:
A Police Lieutenant that is taking a vacation, Holiday Bank and/or compensatory leave
during their regular scheduled work week and is called into work on an overtime assignment
or is required to work past their regular shift will be compensated at one and one-half (1.5)
times the employee's regular rate of pay.
A Police Lieutenant that is required to work on any City recognized Holiday will be
compensated at the regular rate of pay and will also receive either twelve (12) hours of
Holiday Bank time or twelve (12) hours of paid straight time at the employee's regular rate of
pay. The employee may elect to choose whether he/she receives the twelve (12) hours of
• Holiday Bank time or twelve (12) hours of straight time at the regular rate of pay.
An employee who is called into work outside of the employee's regular shift and that
day happens to fall on a City recognized Holiday said employee will be compensated at one
and one (1.5) times the employee's regular rate of pay.
Paid Leave Exclusions
In determining a Police Lieutenant's eligibility for overtime compensation in a work
period, paid leaves of absences and unpaid leaves of absences shall be excluded from the
total hours worked. To the extent authorized by law, paid leave of absences which shall be
excluded include:
1. Sick Leave
2. 4850 Time Leave
3. Jury Duty
4. Administrative Leave
5. Bereavement Leave
6. Military Leave
7. Workers Compensation Leave (IOD)
•
Resolution No. 2015-058
Page 22
• Compensatory Time
In lieu of receiving cash payment for hours worked in excess of forty (40) hours during
the seven (7) day work period, a Police Lieutenant may elect the option of earning
compensatory time, and shall have a cap of one hundred fifty (150) hours placed on the
accrual of compensatory time off.
The time during which an employee may take their compensatory time shall be
approved by the department head with due regard for the wishes of the employee and for the
needs of the service. Should this provision be found invalid by an arbitrator, court of
competent jurisdiction or the Department of Labor, the accrual of the compensatory time shall
cease and all accrued compensatory time shall be paid at the employee's current straight
time rate.
On or before December 31 of each year, an employee shall reduce their accrued
compensatory time bank to forty (40) hours or less. Any time in excess of forty (40) hours
shall be paid at the employee's current straight time rate unless advance, written approval of
the employee's department head and the Executive Team is obtained to carry over all or part
of the excess of forty (40) hours.
Upon separation from City service, an employee shall be compensated for all accrued
compensatory time of eighty (80) hours or less at their straight time hourly base rate.
•
New Fair Labor Standards Act Regulations
The City agrees that in the event the Department of Labor issues new or revised
interpretative regulations defining what is and what is not compensable hours of work, the
City shall amend any affected provisions of this language to comply with such regulations.
The Association recognizes that there will be no retroactive application of such regulations
under this Memorandum of Understanding unless so provided by the regulations or courts.
Section 7 - Policies and Procedures
Pay Periods
The pay periods and times of delivery of payroll checks for all employees shall be set
by the Executive Team.
Payroll Deductions and Dues
The City may deduct regular dues of employee members of the recognized employee
organization. Dues deduction shall be made only on the written authorization of the
employee. Dues deduction authorization may be canceled and the dues deduction
•
Resolution No. 2015-058
Page 23
• discontinued at any time by the employee upon voluntary written notice to the Personnel
Services Division.
Uniforms — Lieutenants and Captains
Effective July 1, 2015 the City will provide $900.00 per year for eligible employees by
adding this amount to each employee's paycheck but will not increase the employee's base
salary. The City shall continue to provide new employees with two (2) complete uniforms
(excluding shoes) upon commencing employment with the City.
Employees shall be responsible for the replacement of uniforms due to normal wear
and tear. If an employee's uniform is damaged during the execution of their duties said
employee will document in a police report or inter-office memorandum the circumstances
surrounding the damage. The City shall provide the employee with a replacement uniform
equivalent to the one that was damaged.
Effective July 4, 1993, sworn personnel will have the option of selecting a light duty
jacket or heavy-duty jacket as part of their uniform.
Disciplinary Appeal Procedures
Classifications represented by the Association will be subject to the disciplinary
•
procedures as set forth in Section 14 of the Personnel Rules.
American's With Disabilities Act
Because the ADA requires accommodations for individuals protected under the Act,
and because these accommodations must be determined on an individual, case-by-case
basis, the parties agreed that the provisions of this agreement may be set aside in order for
the City to avoid discrimination relating to hiring, promotion, granting permanency, transfer,
layoff, reassignment, termination, rehire, rates of pay, job and duty classification, seniority,
leaves, fringe benefits, training opportunities, hours of work or other terms and privileges of
employment.
The Association recognizes that the City has the legal obligation to meet with the
individual employee to be accommodated before any adjustment is made in working
conditions. The Association will be notified of these proposed accommodations prior to
implementation by the City.
Any accommodation provided to an individual protected by the ADA shall not establish
a past practice, nor shall it be cited or used as evidence of a past practice in the grievance
procedure.
Prior to setting aside any provision of this agreement in order to undertake required
accommodations for an individual protected by the Act, the City will provide the Association
Resolution No. 2015-058
Page 24
• with written notice of its intent to set aside the provision, and will allow the Association the
opportunity to discuss options to setting aside of any provisions.
Alcohol and Drug Abuse Policy
Purpose
It is the purpose of this policy to eliminate substance abuse and its effects in the
workplace and to ensure that employees are in a condition to perform their duties safely and
efficiently, in the interests of their fellow workers and the public as well as themselves.
Policy
It is the City's policy that employees shall not be under the influence of or in unlawful
possession of alcohol or illegal drugs while on city property, at work locations, or while on
duty; shall not utilize such substances when they are assigned to be on call for duty; shall not
possess, provide or sell illegal drugs to any other employee or to any person while on duty;
nor have their ability to work impaired as a result of the use of alcohol or illegal drugs.
While use of medically prescribed medications and drugs is not per se a violation of
this policy, the employee must notify his/her supervisor, before beginning work, when taking
medication or drugs (including the possible effects of taking such medication or drugs) which
• the employee believes may interfere with the safe and effective performance of duties or
operation of equipment. In the event there is a question regarding an employee's ability to
safely and effectively perform assigned duties while using such medications or drugs,
clearance from their physician may be required.
The City is committed to providing reasonable opportunity for rehabilitation for those
employees whose drug or alcohol problem classifies them handicapped under federal and/or
state law.
Persons whose use of drugs or alcohol prohibits them from performing the duties of
their position, or whose use constitutes a direct threat to property or the safety of others, are
not considered handicapped under federal or state law.
Application
This policy applies to all employees of the City of Baldwin Park. This policy applies to
alcohol and to all substances, drugs, or medications, legal or illegal, which could impair an
employee's ability to effectively and safely perform the functions of the job.
Employee Responsibilities
An employee must:
•
Resolution No. 2015-058
Page 25
• 1. Refrain from the use of, or unlawful possession of, illegal drugs or narcotics
while on duty;
2. Not report to work while his/her ability to perform duties is impaired due to
alcohol or drug use;
3. Not possess or use alcohol or impairing drugs (illegal drugs and prescription
drugs without a prescription) during working hours or at anytime while on city
property, unless authorized by the Police Department;
4. Not directly or through a third party sell or provide illegal drugs to any
person, including any employee, while either employee or both employees
are on duty;
5. Notify his/her supervisor, before beginning work, when having consumed
alcohol or when taking any medications or drugs, prescription or
non-prescription, which the employee believes may interfere with the safe and
effective performance of duties or operation of equipment;
criminal drug Report to their supervisor of any c g statute conviction no later than
five (5) days after such conviction;
• 7. Report to the supervisor when they have knowledge of objective evidence
that other employees may be under the influence of drugs or alcohol or
engaging in illegal drug related activities.
Employees who believe they may have an alcohol or drug usage problem are urged to
voluntarily seek confidential assistance through their medical plans or through other
resources available in their community. While the City will be supportive of those who seek
help voluntarily, the City will be equally firm in identifying and disciplining those who continue
to be substance abusers and do not seek help.
Notwithstanding the above language, Section 3.01(B) of the Baldwin Park Police
Manual will be taken into consideration for all sworn employees of the Police Department.
Management Responsibilities
1. Managers and supervisors are responsible for reasonable enforcement of
this policy.
2. Notify the affected contract/granting agency within ten (10) days after
receiving notice of any conviction.
3. Prepare and distribute to all employees, a summary of available benefits
• through the various health plans. Information to be distributed through the
Resolution No. 2015-058
Page 26
• Personnel Services office.
4. To treat any cases where rehabilitation is recommended or already underway
as a medical situation, subject to current medical leave policies.
5. To maintain strict confidentiality on all matters arising under the provision of this
policy. Medical information, if necessitated, will be maintained by Personnel
Services in separate, secured files.
6. Information will only be shared where there is a bona fide "need to know" by
management in instances where referrals, rehabilitation, medical leaves, work
accommodation, discipline or other employment related decisions are affected.
7. As with all policies and procedures, any incident or situation requiring
management attention is expected to be given thorough and deliberate
consideration before any final action is taken, especially in disciplinary cases.
Decisions made on such cases under this policy will be subject to review by an
individual's department head, and Personnel/Risk Manager.
Smoke Free Workplace
Section 18, of the Personnel Rules, relating to smoking in the City workplace will be
• amended to read as follows:
18.1 Purpose
The purpose of this policy is to set forth City Council direction in regard to smoking by
City employees in City facilities and to encourage non-smoking by City employees in the
workplace. This policy is necessary because such smoking is recognized as a hazard to the
health of smokers and non-smokers alike.
All employees must be aware of the provisions of City Council Ordinance No. 1232,
which prohibits smoking by anyone in and around City-owned premises and public parks and
other recreational facilities.
City owned premises is defined as a building or site owned and occupied, or leased
and occupied, by the City of Baldwin Park for any municipal function, and includes the entire
site of the City-owned premises and all structures thereon. City owned premises shall not
include any public sidewalk adjacent to the site or City-owned premises, nor any building
owned in part by the Baldwin Park Redevelopment Agency which is also partly owned by a
private individuals or Owner Participation Agreement. City-owned premises include, but are
not limited to, City Hall, the City Yard, and the site occupied by the City Housing Authority.
Public Park means any park, roadside rest, or other site designated by the City of
Baldwin Park for any recreational purpose which is owned, managed or controlled by the
Resolution No. 2015-058
Page 27
• City, and includes the entire site of the public park, all structures thereon, and any public
sidewalk adjacent to that site. Public Park includes, but is not limited to, the Julia McNeill
Senior Center, the Esther Snyder Community Center, Morgan Park, Barnes Park, Hilda Solis
Park, Walnut Creek Nature Park, and the Baldwin Park Teen Center and Skate Park.
This policy governs all areas of city-owned buildings not considered to be public
access areas and not therefore, governed by Ordinance No. 1232. These areas would
include employee offices, rooms or hallways not normally open to the public, employee
lounges, kitchens, lunchrooms and employee break rooms, workstations, locker rooms, city
vehicles and other common employee areas.
Smoke or Smoking is defined as the burning of any form of tobacco, in a pipe, cigar or
cigarette or any other device used for the burning of tobacco or other similar combustible
material, so that the person in possession thereof can inhale and exhale the smoke there
from.
18.2 Policy (This policy will supersede the policy effective September 7, 1989)
Effective January 1, 1995, smoking in all areas of city-owned buildings and city-owned
vehicles, is prohibited. Should any dispute arise from this policy, it shall be directed to the
Executive Team.
• 18.3 Procedure
The Maintenance Division shall be responsible for posting and maintaining all signs in
accordance with the standards approved by the Executive Team. Signs in private offices
shall be the responsibility of the office occupant. "No Smoking" signs shall be available from
the Maintenance Division.
Those managers and supervisors closest to employee worksites are hereby charged
with the implementation of and compliance with this policy. The Executive Team is ultimately
responsible for such implementation and compliance.
The Human Resources Manager shall be responsible for updating this policy as
necessary and communicating this policy to all employees.
No person shall discharge, discipline or in any manner retaliate against any employee
because such employee exercises any rights afford by this policy.
Limited Reopener
The parties agree to allow a reopener during the term of the MOU which shall be
limited to proposed modifications to Cost of Living Adjustments. Either party shall provide
written notice to the other of its intent to invoke this section, and a written description of the
precise changes that are proposed. Proposed changes shall not be implemented without
Resolution No. 2015-058
Page 28
• completion of the meet and confer process and as appropriate, completion of any impasse-
resolution procedures.
•
•
Resolution No. 2015-058
Page 29
•
IN WITNESS WHEREOF, the parties hereto have caused their duly authorized
representatives to execute this Memorandum of Understanding the day, month and year
noted.
BALDWIN PARK POLICE MANAGEMENT CITY OF BALDWIN PARK
EMPLOYE S
pir /
Jo ±•h Bartolotti,artollotti, President nuel Lozano, Mayor
Date: 7/0 0! 1,5 Date: 11/51/66"
•
•
Resolution No. 2015-058
Page 30
• INDEX
Page
Section 1 - Rights and Recognition
Recognition 4
Duration of Memorandum 4
Scope 4
Non-discrimination 5
Full Understanding, Modification 5
and Waiver
No Strike; No Lock Out 6
Savings Clause 6
Section 2 - Direct Wage Payments
Salary 7
Section 3 - Insurances/Supplemental Wage Payments
Benefits Plan 7
• Vision Plan 8
Life Insurance 8
Dental Plan Enhancement 8
Long Term Disability 8
Retirement 8
Bilingual Pay 9
Tuition Reimbursement 9
Educational Incentive 9
Section 4 - Attendance and Leaves
Sick Leave 9
Annual Sick Leave Incentive 10 I
Bereavement Leave 10
Vacation 10
Administrative Leave 12
Holidays 12
Floating Holidays 12
Holiday Bank 12
Military Leave 13
Jury Duty 14
Training/Conference Leave 14
II Injury on Duty 14
Resolution No. 2015-058
Page 31
• INDEX
Page
Section 5 -Work Schedules
Experimental 4/10 Plan 14
3/12 Work Schedule 14
Workday 14
Hours of Work 15
Section 6 - Overtime
Overtime 15
Overtime Authorization- Police Lieutenants 15
Clothes Changing 15
Shift Trades 16
Early Relief Policy 16
Firearms Qualification 17
City Vehicle Use 17
Gym Facility 17
• Call Back Pay 17
Court Pay 17
Court Standby 18
Training Time 18
Work Period 18
Overtime Compensation 18
Memorandum of Understanding Overtime 19
Paid Leave Exclusions 19
Compensatory Time 19
New Fair Labor Standards Act Regulations 20
Section 7 - Policies and Procedures
Pay Periods 20
Payroll Deductions and Dues 20
Uniforms — Lieutenants and Captains 20
Disciplinary Appeal Procedures 21
American's With Disabilities Act 21
Alcohol and Drug Abuse Policy 21
Smoke Free Workplace 24
Index 27 - 28
•