HomeMy WebLinkAboutResolution No. 22-8123 - Adopting MOU w-DPSAA Misc Unit April 1, 2023 - March 31, 2026RESOLUTION NO. 22-8123
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF DOEY
ADOPTING THE MEMORANDUM OF UNDERSTANDING BETWEEN THE CITY
OF DONEY AND THE DOWNEY PUBLIC SAFETY AUXILIARY
ASSOCIATION (APRIL 1, 2023 -MARCH 31, 2026)
WHEREAS, the City of Downey, hereinafter referred to as "City, and the City of Downey
Public Safety Auxiliary Association hereinafter referred to as "DPSAK have met and conferred in
accordance with the requirements of the Meyers-M i I ias- Brown Act and Employee Relations
Ordinance 1118; and
WHEREAS, the City and the DPSAA have memorialized the Agreement in a written
Memorandum of Understanding.
NOW, THEREFORE, THE CITY COUNCIL OF THE CITY OF DO NEY DOES
HEREBY RESOLVE AS FOLLOWS:
SECTION 1. The Memorandum of Understanding between the City and the DPSAA,
attached hereto, is hereby approved in substantially the form thereof together with any additions
thereto or changes therein deemed necessary or advisable by the City Manager,
SECTION 2. The Director of Human Resources is authorized to sign the Memorandum
of Understanding.
SECTION 3. The City Clerk shall certify to the adoption of this Resolution.
APPROVED AND ADOPTED this 8th day of December, 2022.
Z�i f
CATHERINE ALVAREZ
Mayor Pro Tern
ATTEST':
4A44ICIA UR C
City Clerk
1 HEREBY CERTIFY that the foregoing Resolution was adopted by the City Council of the
City of Downey at a Special meeting held on the 81h day of December, 2022, by the following vote,
to wit:
AYES: Council Members: Frometa, Sosa, Trujillo, Alvarez
NOES: Council Members: None.
ABSENT: Council Members: None.
ABSTAIN: Council Members: None.
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V1AAALIACiA&-DAA�T ,CM�C��
City Clerk
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ARTICLEI............................................................................................. ...........,...,.... _..,. 1
RECOGNITION...............................................................................
........ . 4..,....,,.a. 1
ARTICLEII................................................................................................
..... ..............:. 1
NON-DISCRIMINATION..................................................................:
........:......:........:. 1
ARTICLEIII.....................................................................................t.,..........,_,
,,..,..,.......,.2
BASIC COMPENSATION PLAN ......................................................;
.......;, 2
Section 1. Salary Increases...................................................................
................2
Section 2. The Plan of Salary Schedules ..............................................
..............:. 2
Section 3. Eligibility for Merit Salary Advancement ...............
.......e .......,, .,..........:.: 2
Section 4. Salary Schedule Step Reduction ............................................
................ 3
Section5. Longevity Pay...............................................................................::......
3
Section 6. Eligibility for Promotion Increases......................................................
4
Section 7. Shift Differential..........................................................:.4..,.,..<:
,..,......9,...4
Section 8. Bonus Pay for Training ........................................
,,...... ,.........,..,...4
Section9. Uniforms...............................................................................
................ 5
Section10. Acting Pay..........................................................................
...............5
Section 11. Out -Of -Class Pay ..............................................
....... .......... ...............a, 5
Section 12. Bilingual Pay.....................................................
................................ 5
Section13. Court Time..............................................................................
.......... 6
Section 14. Standby Compensation .....................................
................x .......:......6
Section 15. Search Pay Premium ..........................................
..................... __ ....,,. 7
Section 16. Calculating the Value of Special Compensation....,____., ................ 7
ARTICLEIV................................................................................................._,
,...,......,...8
WORKWEEK...........................................................................
.................. .........:..,da..8
ARTICLEV..............................................................................................a...........,.........9
OVERTIME (COMPENSATORY TIME OFF) .............................................
....b,..;.._..s. 9
Section 1. Compensation for Overtime.........................................................::..n.,,;,
9
Section2. No Pyramiding...........................................................
........ ....................., 9
Section 3. Discouragement of Overtime.....................................::.........a
...._........... 9
Section 4. Emergency Service Condition ...............................................
..........,,... 9
Section 5. When Absent from Duty...........................................w,..,Hs.,.,..
,...,...,,....,.9
Section6. Overtime.....................................................................:..........
.....m,._;,x...<.9
Section 7. Compensatory Time Off ......................................
..r.._,r.......,..... ,....;,,,.. 10
Section 8. Cash in Compensatory Time Off .........................................................
10
ARTICLEVI.................................................................................................,.,
.,.....,..... 10
COMPENSATION FOR SPECIAL CALL -IN .............................................
.............: 10
ARTICLEVII.................................................................................
................................ 10
HOLIDAYS.............................................................................................,
: ,..,....,..... 10
ARTICLEVill...............................................................................
____ 11
VACATION...............................................................................................
............:. 11
Section1. Accruals........................................................................................:.....
11
Section 2. Accrual Limits.........................................................
Section 3. Vacation Pay-Out................................................................................
12
Section 4. Fire Department Only ............................................
.............. 12
ARTICLEIX...................................................................................................:.
...A....9.,..,12
NON -PAID LEAVE OFABSENCE ............................................................ ...... -^~^--12
Section L��v�C�����O��
/ � ----------------------__-_--�-'
12
Section 2. Written Notice ofIntent bo Return .......................................... _.�~~-,~12
Section 3.Outside Employment While {JOLeave .................................... _.-.-...^12
ARTICLEX....................................................................................................... °,,~,12
SICKLEAVE ................................................................................................ ~....... '^~"12
SectioD1. Sick Leave Accruals .-------------------'__,`__'_^,,12
Section 2.Use OfProtected Sick Leave ................................................... .......... .
13
Section 3.Accrued Sick Leave Benefit ................................................. _...
13
Section 4.Fitness for Duty ....................................................................... .~...........
14
ARTICLE XI --------------------------------.,_.---���-
1�
OTHER USES {]FSICK LEAVE ................................................................. -~_~^_,~._14
Section 1. Sick Leave Conversion at Retirement or Death ..........................
14
Section 2. Sick Leave Conversion bJVacation ...................................... =_,`=_15
Section 3. Bereavement Leave ............................................................. _........
15
SectkJO4. Personal Leave ....................................................................
15
Section 5. Workers' Compensation Injury On []Uh/ ...............................`~=~_^~°~~.15
Section 8.Employee Disability Leave ................................................... _�_�,___~15
SectioO7. Military Leave ....................................................................... __........ ._.16
Section8.Jury Duty .............................................................................. _,___... _^17
Section B.Pregnancy Disability Leave ............................................................. .....
17
Section 10. Family Leave ...................................................................... _... _^.'._~^17
Section 11. "Child -Related Activities" Leave ............................................
17
Section 12. Consultation Of Human Resources .....................................
17
ARTICLEX!.......................................................................................................
FRINGE BENEFIT ADMINISTRATION ...................................................... ._.°_^_._17
Section 1 ��0iOi��r8ti�O
� -----------------------~`�-���"_�
17
Section 2. Selection and Funding ............................................................... ~_,__~17
Section3. Changes ........................................................................................... -.~18
ARTICLEXIU................................................................................................. =.... ____
18
K8E[)|C/\L. DENTAL AND OTHER COVERAGE ...............................................
18
Section 1. Medical Insurance ....................................................................... .18
Section 2. Dental Insurance ......................................................................... __....
2D
SeCbOO 3. Life & Accidental Death and Dismemberment Insurance ...... ____,___~
20
Section 4. Long Term Disability Insurance .............................................. _..__.°_'-20
Section 5.Employee Assistance Program ............................................. ._v_n^..... _2O
ARTICLEXK/.................................................................................................. _~,_-._,20
RETIREMENT------------------------------.
20
Section 1. CG|PERS Retirement Plan ..................................................... _.........
2O
Section 2.First Tier Retirement Formula ..................................................... _°-_.,21
Section 3. Second Tier Retirement Formula ........................................... _.'21
Section 4. Third Tie[("PEPR/\ Tier) Retirement Formula ............................
22
Section 5 ��Urviv�[/D��Ul B�D��t�
� -------------------_*-�-��'.
22
Section G. C� {�n�budOD � R�R� Retirement Health �EviOgs P|aA~____22
ARTICLE XV --------------------------------,--'°~`.�-`
��
TUITION REIMBURSEMENT .................................................................... ___ ... _,24
Section 1. Reimbursement Rates ............................................................... 24
ARTICLEXVI ......................................................................................................
__ .... 24
PROBATIONARY PERIOD ..............................................................................
24
ARTICLEXVII ......................................................................................................
25
SENIORITY...................................................................................................
25
ARTICLEVIII ..................................................................................................
.... 26
CITYRIGHTS ................................................................................................
26
ARTICLEXIX ....................................................................................................
27
EMPLOYEE ORGANIZATION RIGHTS AND RESPONSIBILITIES ........................... 27
Section 1. Dues Deductions ........................................................................
........ 27
Section 2. Indemnification ................................................................................... 27
Section 3. Release Time for Meet and Confer .............................................
27
ARTICLEXX .......................................................................................................
27
NO STRIKE - NO LOCKOUT ........................................................................
27
ARTICLEXXI ........................................................................................................
28
GRIEVANCE PROCEDURE ..........................................................................
___ 28
Section 1. Grievance .....................................................................................
........ 28
Section 2. Conduct of the Grievance Procedure ........................................
__ .... __ 28
Section 3. Grievance Procedure Steps .......................................................
.... 29
ARTICLEXXII ....................................................................................................
30
MISCELLANEOUS .........................................................................................
30
Section 1. Substance Abuse Policy ............................................................
30
Section 2. Transfer Rights ...........................................................................
...... 31
Section 3. Labor -Management Committee .................................................
32
Section 4. Post Training .............................................................................
32
ARTICLEXXIII ..................................................................................................
32
SOLE AND ENTIRE MEMORANDUM OF UNDERSTANDING ......................
32
ARTICLEXXIV ..................................................................................................
____ 32
WAIVER OF BARGAINING DURING TERM OF THIS AGREEMENT ............
32
ARTICLEXXV ......................................................................................................
...... 33
RE -OPENER .................................................................................................
33
ARTICLEXXVI ...................................................................................................
33
EMERGENCY WAIVER PROVISION ............................................................
........ _33
ARTICLEXXVII ..................................................................................................
33
SEPARABILITY.............................................................................................
33
ARTICLE XXVIII ... ............................................................................................
33
TERM OF MEMORANDUM OF UNDERSTANDING .......................................
33
ARTICLEXXIX .......................................................................................................
... 34
RATIFICATION AND EXECUTION ......................................................................
.... 34
EXHIBITA ..................................................................... ...................................
____ 35
CLASSIFICATIONS REPRESENTED BY THE DOWNEY PUBLIC SAFETY
AUXILIARY ASSOCIATION ...........................................................................
35
EXHIBITB .............................................................................................................
36
PAY SCHEDULE ...........................................................................................
36
. i 1 i 0 9
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MURINIM
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Pursuant to the provisions of the Employee Relations Ordinance of the City of Downey,
the City of Downey (hereinafter called the "City") has recognized the Downey Public Safety
Auxiliary Association (hereinafter called the Association) as the recognized majority
representative of all full-time employees covered in the classifications listed on Exhibit A. The City
has recognized the Association for the purpose of meeting its obligations under the Myers-Milias-
Brown Act, Government Code Section 3500 et seq, and the Employee Relations Ordinance of
the City when City rules, regulations or laws affecting wages, hours or other terms and conditions
of employment are amended or changed.
Section 1. The parties mutually recognize and agree to protect the rights of all employees
hereby to join and/or participate in protected Association activities or to refrain from joining or
participating in protected activities in accordance with the Employee Relations Ordinance and
Government Code Sections 3500 and 3511.
Section 2. The City and the Association agree that they shall not discriminate against any
employee because of race, color, sex, marital status, age, national origin, political or religious
opinions or affiliations. The City and the Association shall reopen any provision of this Agreement
for the purpose of complying with any final order of a federal or state agency or court of competent
jurisdiction requiring a modification or change in any provision or provisions of this Agreement in
compliance with state or federal anti -discrimination laws.
Section 3. Whenever the masculine gender is used in this Agreement, it shall be
understood to include the feminine gender.
Section 4. The City and Association agree to comply with applicable State and Federal
laws and regulations regarding the employment of the disabled.
A. All employees in classifications covered by this Memorandum of Understanding as
referenced in Exhibit B shall receive the following pay increases:
1. Effective the start of the pay period that includes April 1, 2023, a four percent
(4%) across the board base pay range increase.
2. Effective the start of the pay period that includes April 1, 2024, a four percent
(4%) across the board base pay range increase.
3. Effective the start of the pay period that includes April 1, 2025, a four percent
(4%) across the board base pay range increase.
4. The City shall make a one-time ad hoc lump sum payment of twenty-five
hundred dollars ($2,500.00) to each member of the Association covered by this
MOU who are actively employed by the City on the date the MOU is adopted
by the City Council and remain employed at the date of the payment. The
payment shall be made by direct deposit during the workweek beginning April
10, 2023. The one-time ad hoc payment paid is unconnected to performance
and shall not be reflected on any City pay or salary schedule, shall not be the
basis for any future negotiated salary increases, and shall not be reported as
compensation earnable.
9MMM1410 -M �,, �_ �_ •_
B. Hourly Equivalent Calculation. For payroll purposes, the hourly equivalent of a
monthly rate shall be computed by dividing twelve (12) times the monthly rate by fifty-two (52)
times the number of working hours per week.
rJEW ST
1. Salary step increases shall be considered on a merit basis only, and then only at
the following times, and in accordance with subsection B below.
2. All full-time appointments shall be made at the first step of the salary schedule
assigned that class, unless prior written approval of the City Manager is obtained
for appointments at a higher step in the assigned schedule.
3. No salary advancements shall be made so as to exceed the maximum rate
established in the salary schedule for the class to which the employee's position is
allocated.
•15141 • , y •
1. Advancement shall not be automatic but shall be based upon merit, dependent
upon increased service value of an employee to the City as exemplified by
recommendations of his supervisor, length of service, performance record, special
training undertaken, and other objective evidence.
2. Only employees rated as meeting the standard of work performance expected of
City employees shall be qualified to advance to the salary steps B, C, D and E.
3. If an employee does not receive a merit increase as a result of performance
evaluation the employee may appeal through the grievance procedure.
•
Every employee shall receive an objective, written job performance rating, no
sooner than three (3) weeks before, no later than five (5) working days before the
date of eligibility for each salary step, merit longevity or hourly increase, and
annually thereafter, and upon a change of employment status. Nothing in this
section shall prohibit the department head or authorized supervisor from giving an
additional objective rating to an employee between those periods of time described
in this section.
2. It shall be the duty of the department head to delegate the responsibility of every
employee's rating to that level of supervision having immediate knowledge of the
employee's work. An employee shall be rated by his immediate supervisor and that
rating shall be reviewed by the department head.
Section 4. Salary Schedule Step Reduction. Whenever an employee's work
performance falls below the level for which a step increase was granted, an employee's
authorized pay may be reduced to the employee's previous step rate under written procedures
established by the City for demotions and reduction in pay.
As early as at least July 1, 2011, regular employees who have completed ten (10) and
twenty (20) years of service with the City of Downey have and shall continue to receive longevity
pay adjustments as follows.
Service Compensation Adjustment
10 years 5.5000%
20 years 8.4020%
3
Longevity pay is effective the start of the pay period that includes the ten (10) or twenty
(20) year anniversary date. Longevity pay is not cumulative.
A. Any employee receiving a promotion shall receive a salary increase equivalent to on(.-
(1) step, or shall be placed on the first step of the salary schedule for the class to which he is
promoted, whichever is greater.
B. Any employee receiving a promotion who would otherwise have been eligible to
receive a merit increase within sixty (60) days of the effective date of such promotion shall be
granted the merit increase prior to the application of provision A of this Section.
IMMMS IN= I I - 0 0 1 1 6
110
a. An employee whose regular work shift contains six or more hours between
5:00 p.m. and 5:00 a.m. shall receive a 5.5% shift differential (ii) an employee
whose regular work shift contains four or more hours between 5:00 p.m. and
5:00 a.m. shall receive a 2.7% shift differential and (iii) an employee whose
work shift begins before 6:00 a.m. or ends after 6:00 p.m. shall receive a 1.1%
shift differettial.
2. Employees who work the above scheduled times on either an overtime basis or
regular basis, but are not assigned to such shifts as part of their regular schedule
are not eligible to receive shift differential pay.
3. Employees who are assigned a shift schedule that is not identical for each work
day of their work week shall receive a shift differential amount that is equal to the
average of the indicated percentage amounts for each work day. For example, an
employee who works four (4) shifts in a work week is assigned a shift that qualifies
for a 5.5% shift differential three (3) days and a shift that qualifies for a 2.7%
differential one (1) day. The average of the percentage amounts is (3 x 5.5 +2.7)/
4, or 4.8%.
1. Regional Fire Communications Operators shall receive a shift differential pay of
two and three-quarters percent (2.75%) while working any shift.
0
for those working hours utilized for the purposes of training new or reassigned employees. This
Section shall be used for those employees specifically assigned to a trainee by the Chief.
Section 9. Uniforms. The Fire and Police departments have established uniform
standards and designated classifications that are required to wear uniforms. Each employee in a
classification that is designated to wear a uniform shall be issued three (3) complete sets of
uniforms (shirts, skirts, or trousers) and other uniform gear as required by departmental
guidelines. Thereafter, uniforms shall be replaced on an as needed basis as determined by each
of the departments.
A. The monetary value for the purchase and/or rental and maintenance of uniforms
through City -contracted uniform providers is reportable to CalPERS as "special compensation."
This excludes items that are for personal health and safety such as protective garments and
safety shoes. In accordance with the Public Employees' Pension Reform Act (Government Code
Section 7522 et. seq.) the reporting of uniform and maintenance value as "special compensation"
for CalPERS members hired on or after January 1, 2013 is prohibited.
B. The parties agree that effective July 1, 2011, the average annual cost incurred by the
City for the purchase and/or rental, and maintenance of employee uniforms will be reported as
special compensation pursuant to Section 571(a)(5) of the CalPERS regulations. The amount
reportable for the purchase and/or rental and maintenance of uniforms is based on the average
annual cost paid for by the City for each employee over fiscal years: FY 2014-2015, FY2015-
2016, and FY 2016-2017, and shall not exceed five hundred dollars ($500.00). The annual
amount shall be reported on a per bi-weekly pay period basis.
Section 10. Acting Pay. An employee who has been designated by the City to serve in
an acting capacity for sixty (60) consecutive work days or more shall receive Step A of the pay
range for the classification in which the employee is performing active duties or 5.5%, whichever
is greater. Service in an acting capacity shall not be used as a basis for, or in support of, a request
for reclassification.
Section 11. Out -Of -Class Pay. The City may temporarily assign employees to work out
of classification. The selection of the employee for an out -of -classification assignment shall be at
the discretion of the department head or designee. A temporary out -of -rank pay differential of
5.5% shall be authorized when an employee has actually worked in a position of higher rank for
a combined total of eighty (80) hours during a calendar year. Paid holidays shall be considered
as days actually worked. Other forms of authorized leave such as sick leave, emergency leave,
vacation and all other non -holiday leave shall not be considered as days actually worked.
Section 12. Bilingual Pay. An employee who is designated to speak or translate Spanish
or other languages authorized by the City Manager as part of their regular job duties will be eligible
to receive additional compensation on a bi-weekly basis. The Fire Chief and the Police Chief have
the authority and discretion to assign and/or remove the special pay up to budget authority. To
qualify for bilingual pay, the designated employee must pass a conversational examination
administered by a certified interpreter or an employee who has been certified by the Human
Resources Director to administer such examination. An employee must recertify at least every
eighteen (18) months to maintain qualification. Effective the first pay period following Council
adoption of the MOU, qualified and approved employees will be compensated at the rate of
seventy dollars ($70.00) per bi-weekly pay period.
5
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11101111i
• court time and take an '• leave of compensatory time off. The
accumulation of court time to be used as compensatory time off shall be limited to
the number • • earned for which such employee would have otherwise
received compensation at their regular hourly rate of pay.
2. Civil Witness (in the line of duty): An employee shall receive their regular hourly
rate of pay for hours worked (and expenses, if any) for time at court, including
travel to and from court, while testifying in any civil case • • of the City.
3. Standby Compensation: Minimum standby time for court assignments shall be
compensated as follows:
a. Two (2) hours pay for the morning standby.
b. Two (2) hours pay for the afternoon standby.
c. If the employee is called into court, he/she shall be paid the above minimum or
actual number of hours in court, whichever is greater.
d. Standby pay shall be paid at the rate of one and one-half (1.5) the employee's
regular hourly rate of pay.
A. Police Dispatch Center. The City wishes to establish a viable call back list. All Public
Safety Dispatchers shall have their names on the list. In addition, any employee who has
completed Public Safety Dispatcher training and has been approved by the Police Chief to
participate, may sign up for, and •," placed on the call •. list. Each weekends when staff
vacancies so dictate, the employee who is on the top of the list shall be designated as standby
for the weekend and will •' subject to mandatory call back for work during the weekend. The
weekend •• period shall •` defined as Friday 1700 • to Monday 0500 hours. The
person designated shall receive fifteen (15) hours of compensatory time for the weekend. Once
the person has been designated for a weekend, their name is rotated to the bottom of the list.
Individuals may swap locations • the list as long as the request is made in writing to their
6
supervisor and the swap has been approved prior to the start of the weekend.
B. Forensic Specialist Standby. An employee in the classification of Forensic Specialist
shall receive fifteen (15) hours of straight compensatory hours for assigned weekend standby
duty. The weekend standby period shall be defined as Friday 1700 hours to Monday 0500 hours.
Such standby assignment shall be limited to one Forensic Specialist per weekend period. A
Forensic Specialist shall receive five (5) hours of compensatory time for assigned standby on a
City recognized holiday that is not within the weekend standby period.
C. All Employees. An employee in a classification other than Police Dispatcher, Police
Dispatch Supervisor, or Forensic Specialist who is designated by management to be on standby
on the weekends and/or holidays shall be compensated for standby time at ten (10) hours straight
compensatory hours and five (5) hours straight compensatory time for a City recognized holiday.
The weekend period for the purpose of this Section is 2400 Friday to Sunday 2400 hours. Any
Association member designated by management to be on standby shall be required to be
available to answer a call from the department in a timely manner.
Section 15. Search Pay Premium. Police Records Specialists I and II are routinely and
consistently required as a part of their regular duties to search female prisoners. Effective October
25, 2005, those employees required to search female prisoners shall receive search pay premium
of two per cent (2%). Should these duties be removed from the classification and/or should an
individual employee be declared unable to perform these duties because of physician ordered
permanent work restrictions, the search pay premium shall be removed for the classification
and/or the individual. The removal of pay shall not occur when a physician declares the work
restrictions temporary.
Section 16. Calculating the Value of Special Compensation (Spec Comp). Beginning
or earlier than July 1, 2011, the values of the following special compensation items are calculated
using a compounding method that calculates them in the following order: (1) Longevity Pay; (2)
Shift Differential; (3) Search Pay Premium. Any other special compensation items are not included
in the compounding calculation.
If the employee receives one or more of the special compensation items subject to
compounding referenced above, the one that is highest in the order above is calculated first, as
the applicable percent of the base hourly rate of pay. For each additional special compensation
item on the list above, the value shall be determined by multiplying the next one received in the
above order as a percentage of the base hourly rate of pay plus the value of the special
compensation items already calculated under this method.
An example of the calculation method for a Police Records Specialist II who works eighty
(80) hours in a two week pay period is as follows:
Employee Base Hourly Rate $ 21.9614 Reportable Earnings @ 80 Hours $1,756.91
1. Longevity Pay (8.4020%) Spec Comp Earnings $ 147.62
2. Shift Differential (5.5%) Spec Comp Earnings $ 104.75
3. Search Pay Premium (2%) Spec Comp Earnings $ 40.19
7
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Section 2. Regional Fire Communications Operators. In accordance with Federal law,
the Fair Labor Standards Act (FLSA) regulations were implemented on April 15, 1986. It was
agreed that:
B. All hours worked in excess of forty (40) hours in a work week will be paid at the
overtime rate of one and one-half (1.5) the employee's regular hourly rate of pay.
C. To avoid the prospect of having to reduce the number of hours reported for retirement
the employee actually accrued forty (40) hours during the week. However, for the purpose of
calculating overtime compensation, sick leave hours used will not be included as part of the forty
(40) hour work week. Other forms of paid leave time (i.e., vacation and compensatory time) will
be included as part of the forty (40) hour work week for purposes of calculating overtime
compensation. This agreement has been reached for the purpose of maintaining both the existing
shift schedule as well as maintaining the number of hours reported to the retirement system.
Section 3. For all Police Department employees covered by this Agreement, the normal
work week shall consist of four (4) ten (10) hour days. If, in the opinion of the Chief of Police,
restructuring of the normal work day or work week becomes necessary for the purpose of
promoting efficiency, nothing herein shall be construed as preventing the Chief of Police from
restructuring the normal work day or work week for individual employees.
If in the opinion of the Chief of Police, it should become necessary to establish schedules
departing from the regular work day or work week, the Chief of Police shall give notice in writing
of such change as far in advance as reasonably practical. If the change is other than on an
individual basis, the City shall meet and confer with the Association regarding the impact of the
decision prior to implementing a general change. If an individual employee does not receive a
written notice two (2) weeks before the change, the employee shall not lose shift differential pay
for the first two (2) weeks of the schedule change.
Section 4. Employees in the classification of Code Enforcement Officer shall work a 9/80
Work Schedule as follows:
A. The regular work week shall be forty (40) hours per week within a designated sev"
(7) day work period. I
MEN -as FG] V
-6--s -6--s
the eight (8) hour work day and the day off is the same day of the week, which normally is Friday
or Monday. The work week for Federal Labor Standards Act (FLSA) overtime purposes shall be
established as starting four (4) hours into the shift of the eight (8) hour work day.
C. Effective the start of the pay period following City Council adoption of this
Memorandum of Understanding, employees in the classification of Code Enforcement Officer
shall no longer receive a paid lunch hour; therefore, the non -paid lunch hour shall be excluded
from the regular hours of scheduled work per day.
Section 5. Part-time employees are those hired for less than the standard forty (40) hour
week and paid on an hourly basis.
l
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Section 1. Compensation for Overtime. All approved overtime, worked by an employee,
shall be paid at the rate of one and one-half (1.5) the regular hourly rate of pay for such employee.
All non -statutory overtime shall be paid at one and one half times the regular rate of pay, as
defined in the FLSA, except that cash received by employees who opt out of health insurance
shall not be included in those calculations. Overtime shall be paid on all hours worked in excess
of a normal shift, or in excess of forty (40) hours in an employee's designated work week. (For
Regional Fire Communications Operators refer to Article IV, Section 2(C))
Section 2. No Pyramiding. There shall be no pyramiding of overtime, which means that
employees shall not be compensated more than once for the same hours under any provision of
this Agreement.
Section 3. Discouragement of Overtime. It is the policy of the City that overtime work is
to be discouraged. However, in cases of emergency or whenever public interests or necessity
requires, any department or division head may require any employee in such department or
division to perform overtime work. The projects and types of work for which overtime may be
authorized shall be approved in advance by the City Manager, except in the event of emergency,
overtime is authorized by the department head or his designee.
Section 4. Emergency Service Condition. In accordance with Article XXVI, in the event
of a severe emergency or national or state disaster, the City shall not be required to pay overtime.
Regardless of any of the provisions of this Agreement, employees shall not be entitled to receive
overtime during the first seven (7) calendar days of the severe emergency or disaster.
Section 5. When Absent from Duty. In the event an employee is absent from duty,
whether for vacation, compensatory time, sick leave or other disability, for a period exceeding five
(5) work days, overtime during that work cycle will not be paid. If the employee is ordered to work
during their vacation, the employee will be paid overtime for those hours worked.
Section 6. Overtime. Overtime may be compensated in time off or money. Employees
who are assigned to work overtime shall have the right to monetary compensation, unless the
form of compensatory time off has been discussed in advance. Management may inform
employees, prior to the performance of the work, that only "compensatory time" is available. In
this instance, employees shall have the right to refuse the overtime assignment.
9
Section 7. Compensatory Time Off. Where elected, compensatory time off is provided
at a rate of one and one-half (1.5) hours for each hour of overtime hour worked. Unused
compensatory time off shall be paid out upon separation from employment at the higher of (a) the
employee's average rate of pay for the final three years of employment, or (b) at the employee's
final regular rate of pay.
Section 8. Cash in Compensatory Time Off. Employees covered by this Agreement
may cash in accrued compensatory time earned as overtime unless they have been informed as
set forth in Section 6 above. Employees may not cash in compensatory time earned from a holiday
when the holiday falls on the employee's regular day off.
Section 1. Employees covered by this Agreement who are "called in" to perform work on
ij,
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1. New Year's Day
2. Martin Luther King's Birthday
3. Washington's Birthday (President's Day)
Memorial Day
5. Independence Day
6. Labor Day
7. Veteran's Day
8. Thanksgiving Day
9. Day after Thanksgiving
10. Day before Christmas
11. Christmas Day
iR
Section 2. Employees may use holiday time as time off from work at any time during the
calendar year, subject to their department's approval. An employee who does not work on a
holiday that is a regularly scheduled work day must use holiday pay for the time off. In the event
that an employee has no holiday time balance and the department allows the employee time off
work for a holiday, then the employee must use either vacation or compensatory time for the time
off.
Section 3. If the holiday falls on an employee's regular work day, and the employee works
on that day, then the employee may request twelve and one-half (12.5) hours of pay during and
subsequent to the pay period in which a City holiday falls. If the holiday falls on an employee's
non -work day, then the employee may request twelve and one-half (12.5) hours of pay during and
subsequent to the pay period in which a City holiday falls.
Section 4. Employees who terminate from the City and who have not fully used their
holiday hours will be paid for the unused holidays that have occurred prior to their termination at
a rate of twelve and one-half (12.5) hours per holiday at the rate of pay in effect at the time of
termination, plus two and one-half (2.5) hours.
Section 5. Employees hired during the year will receive holiday hours for the holidays that
will occur between their hire date and December 31 at a rate of twelve and one-half (12.5) hours
per holiday.
Section 6. Any holiday hours that remain on an employee's record at the end of the
calendar year will automatically be paid out in a regular payroll cycle in January.
•
Section 1. Accruals. Employees covered by this Agreement shall accrue vacation leave
with pay on the following scheduled basis:
Year of Service
Hours per Year
Monthly Accrual
0-3
80
6.7
4-5
96
8.0
6 - 10
120
10.0
11 - 15
136
11.3
16 - 20
160
13.4
Section 2. Accrual Limits. Vacation shall be taken at the convenience of the City with
the approval of the department head. Where possible, such vacation should be taken annually
and not accumulated from year to year. All eligible employees, however, shall be allowed to
accumulate two (2) years allowance of vacation. If the employee is prohibited by the supervisor
from taking the employee's vacation because of manpower shortages or operational needs, the
employee shall be paid all vacation in excess if two (2) years at the employee's regular rate of
pay at the time of the pay-off.
Section 3. Vacation Pay -Out. An employee who separates from City service under this
11
the employee for that shift.
5111,11, mail III - M-140 wa
such as, but not limited to, sick leave, vacation, health insurance, retirement or any other benefit
shall accrue to any employee during leave of absence without pay. An employee on approved
leave may elect to pay the premiums due in order to maintain health insurance benefits during
tWe term of sticW leave.
E - a
VAL. W-T-ITLZI I at OM .2milic•C.] .4 16C
Section 3. Outside Employment While On Leave. An employee who engages in outside
employment during said leave of absence shall be subject to termination. Any employee who
falsifies a reason for the request for said leave of absence or any extension of such leave of
absence may be terminated for falsifying such request.
M 114 4 :rAVA
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expostle lu uUmayluas U159.%Tr%"MTMncea Dj ceRiTicavon Trorrl all aucepteu I
authority.
B. Sick leave shall be accrued at the rate of 3.692 hours per bi-weekly pay period (ninety-
six [96] hours per year) for full-time employees without limit on accumulation. Sick leave shall not
12
be considered to be a privilege which an employee may use at his discretion, but rather shall be
allowed only for the purposes specified below.
A. Effective the start of the pay period which includes July 1, 2015, the first three (3) shifts
or hours equivalent (e.g. thirty [30] hours for an employee on a 4/10 work schedule, twenty-seven
[27] hours for an employee on a 5/8 work schedule) of paid sick leave taken each twelve (12)
month period, for any authorized purpose, will be considered sick leave used pursuant to the
Healthy Workplaces, Healthy Families Act of 2014. This twelve (12) month period is July 1 through
June 30 for employees hired prior to July 1, 2015. For employees hired on or after July 1, 2015,
the twelve (12) month period is the twelve (12) month period beginning on the employee's hire
date, until the following July 1 at which point the employee's twelve (12) month period will begin
the start of the pay period which includes July 1 to the pay period that includes June 30.
B. Effective January 1, 2016, employees can use up to an additional forty-five (45) hours
of sick leave per year provided by the California Kin Care law.
C. An employee can use sick hours as protected sick leave for any of the following
reasons: The diagnosis, care, or treatment of an existing health condition of, or preventative care
for, an employee or the employee's family member.
D. For purposes of this Section, a family member includes employee's parent, child,
spouse, registered domestic partner, parent -in-law, grandparent, grandchild, and sibling. Only the
first three (3) shifts or hours equivalent plus forty-five (45) hours of sick leave in a twelve (12)
month period can be used as described above.
E. Employees can use protected sick leave for related purposes if they are victims of
domestic violence, sexual assault or stalking.
F. In order to receive compensation while absent on protected sick leave, the employee
shall notify a designated supervisor prior to or within two (2) hours of the time set for beginning
duty, unless notification is physically impractical then such notification shall be waived until a
reasonable period has elapsed. For any such absence in which protected sick is utilized, the
employee shall submit a written statement with the department head confirming the use of
protected sick leave. A physician's statement verifying the absence from work is not required.
G. When an employee is not utilizing protected sick leave, the department head or his
designee may require a physician's certificate stating the cause for any subsequent absence
before said leave shall be approved. Such absence may be more than one (1) work day or if there
is reasonable cause to indicate abuse of sick leave.
Section 3. Accrued Sick Leave Benefit. The right of an employee to accrued sick leave
shall continue only during the period that the employee is on paid status. Accrued sick leave
benefits shall not give any employee the right to be retained in the service of the City, or any right
of claim to sickness disability benefits after separation from the services of the City, except as
required by federal or state law.
A. Notwithstanding anything contained in this Section, no employee shall be entitled to
receive any payment or other compensation from the City while absent from duty by reason of
13
injuries or disability received as a result of engaging in employment, other than employment by
the City, for monetary gain or other compensation; or by reason of engaging in business or activity
for monetary gain or other compensation other than business or activity connected with City
employment.
shall be made by tkeCity Manager or his designee based upon the medical evidence submitted
to him.
A. An employee who is separating employment from the City by way of CalPERS
retirement shall be eligible to deposit the value of unused accumulated sick leave hours at the
regular rate of pay earned at the time of retirement up to the maximum of one thousand nine
hundred (1,900) hours to the City's Retirement Health Savings (RHS) Plan to cover reimbursable
medical expenses in accordance with IRS regulations.
1. Effective October 1, 2012, the City's RHS plan was restated to add the value of a
City deposit toward a retiree's RHS account based on eligibility criteria cited in
Article XII (Note: Check reference), Section 9 of this Agreement.
B. In the event of a permanent or indefinite layoff, an employee with ten (10) years of
continuous service with the City shall be entitled to the above benefit. If such employee resigns
after receiving official notification of his impending layoff, he shall be eligible for the above benefit.
This provision shall be retroactive to January 1, 1982.
C. Accrued sick leave shall be valued for the purposes of Section A above, on the
following basis:
H2
disability resulting from a direct consequence of a violent act, sick leave shall be
converted at the prevailing rate.
Section 2. Sick Leave Conversion to Vacation. Employees who become entitled to
accrued sick leave allowance that has not been used may convert each two (2) hours of
accumulated sick leave to one (1) additional hour of vacation; after having accumulated six
hundred and forty (640) hours of sick leave and providing that not more than forty (40) hours of
additional vacation days may be so converted in any one (1) fiscal year.
VT 174 1 al
A. An employee who has suffered a death of an immediate family member may be
allowed bereavement leave with pay of no more than six (6) work days per incident which is
deducted from the employee's accumulated sick leave. For purposes of this Section, "immediate
family" shall include and be limited to the employee's mother, father, brother, sister, spouse,
domestic partner, child, grandchildren, grandparents and current parent -in-laws.
B. All such claims for Bereavement Leave are subject to verification by the department
head or his designee.
Section 4. Personal Leave. With approval of the department head, an employee may
use two (2) days per year of earned sick leave on personal matters that are of an unforeseen
combination of circumstances that call for immediate action or to add additional hours per Holiday
as covered in Article VII, Section 2. Such matters shall be considered as those events or
occurrences that a reasonable prudent person would not or could not postpone to a subsequent
time. The nature of the matter shall be explained to the immediate supervisor and shall be granted
with his approval. Such personal leave shall not be cumulative from year to year.
A. When an employee is absent from work by reason of an injury or illness covered by
Workers' Compensation, the City will pay the difference between the amount granted pursuant to
the Workers' Compensation Act and the employee's regular hourly rate of pay for up to one (1)
year. Employees who are covered by this Agreement and are hired after May 13, 1997; and are
absent from work by reason of an injury or illness covered by Workers' Compensation, the City
will pay the difference between the amount granted pursuant to the Workers' Compensation Act
and eighty-five percent (85%) of the employee's regular hourly rate of pay for up to six (6) months.
Thereafter, the employee will be paid the amount required by the Workers' Compensation Act.
B. Reclassification of Injured Worker. If, in the opinion of the City, an employee has been
found to be permanently physically incapable of performing the duties of the currently held
position, the City may place the employee into another vacant position of equal level or lower
within the Association; provided such placement is approved by the appointing authority. Nothing
herein shall be construed to prevent such employee from applying for and competing for positions
of a higher class or positions represented by other bargaining units.
A. An employee that has at least one (1) year of continuous service with the City and who
has exhausted all accrued leave (vacation, sick leave, compensatory time) due to non -industrial
15
illness or injury can be advanced sick leave time at seventy-five percent (75%) of the employee's
regular rate of pay according to the following table:
Maximum Time Allowance, (Hours)
Years of Service Total Hours
1 through 5 360
6 through 10 544
Over 10 720
11110"Wil "Mali lo-
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by the City at the direction of the City. Failure to submit to such an examination shall be a basis
for terminating disability leave. If the City Manager approves the application, he shall notify the
employee of such approval in writing.
C. After the employee returns to work, the employee shall reimburse the City for the value
of the advanced sick leave time by having the employee's sick leave accrual for sick leave
reduced by four (4) hours per month or may contribute vacation leave to accelerate the
employee's reimbursement to the City for providing the benefits under this Article.
D. When the "maximum time allowance" has been reimbursed as set forth above, the
employee shall be eligible to apply for additional disability leave; provided that no employee shall
Mew PlUXTITUM
with the City.
E. Grounds for termination of disability leave by the City Manager shall include, but not
be limited to, the following reasons:
1 . The employee has recovered from his illness or injury.,
2. The leave is being used as a pre -retirement leave for purpose of postponing
retirement or pension.
3. The disability leave was procured by fraud, misrepresentation or mistake.
4. The employee has not cooperated fully in supplying all information and submitting
to any examination requested by the City to determine the existence or continuing
nature of the employee's disability.
F. In the event an employee becomes ineligible to accrue sick leave or is scheduled to
eFi(f emAll* ",antveith the- City at&f has i5*t e*i,6;tI6t&i th&-raiiyiivrsen)&-it schaiiYI6 ftir this •6r,6fit,
the balance due shall be handled by payroll deduction or accounts receivable as applicable.
Section 7. Military Leave. Military leave shall be granted in accordance with the
provisions of state and/or federal law. All employees entitled to military leave shall give the
de-,tartment head an o]c(,tortunity within the limits of milita[�A: re&ulations to determine when such
leave shall be taken.
R
A. In the event that an employee is called for jury duty and the court does not excuse
such jury service the City shall grant the employee paid release time for the required jury duty
that is performed within the employee's regular work schedule provided the employee submits
court documentation verifying the date(s) and time served for jury service. Such verification must
accompany the payroll timesheet for the payroll period in which the jury service was performed.
Any fees for jury service that the employee may receive from the court shall be remitted to the
City.
Section 9. Pregnancy Disability Leave. The City shall comply with the State pregnancy
disability leave law. Administrative Regulation No. 418 is incorporated by reference herein.
Section 10. Family Leave. The City shall comply with all State and Federal family leave
entitlement laws. Administrative Regulation NO. 430 is incorporated by reference herein.
A. Effective January 1, 2016, an employee is eligible for up to up to forty (40) hours per
year (up to eight [8] hours per month) of authorized time off from scheduled work for "child -related
activities" if the employee is a parent with one or more children attending kindergarten, grades 1
to 12, or is at a licensed child care provider. "Child -Related Activities" includes finding, enrolling,
or reenrolling a child in school or with a licensed child care provider. Such leave also includes
leave to address a child care provider or school emergency, including a request that the child be
picked up from school/child care, behavioral/discipline problems, closure or unexpected
unavailability of the school (excluding planned holidays), or a natural disaster. Under this Section,
"Parent" is defined to include a parent, guardian, stepparent, foster parent, or grandparent of, or
a person who stands in loco parentis to, a child.
B. Except in the case of the need to address a child care provider or school emergency,
the use of such leave can be limited to eight (8) hours per month. An employee can be required
to use any earned compensatory time or vacation hours for any such absences related to child -
related activities.
Section 12. Consultation of Human Resources. To ensure the appropriate application
of all compatible statutorily provided protected leave, it is advised that the employee, department
head, or immediate supervisor consult with the Human Resources Director or designee in
advance on the use of protected leave.
Section 1. Administration. The City reserves the right to select the insurance carrier or
administer any fringe benefit programs that now exist or may exist in the future during the term of
this Agreement.
Section 2. Selection and Funding. In the administration of the fringe benefit programs,
the City shall have the right to select any insurance carrier or other method of providing coverage
17
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Section 3. Changes. If, during the term of this Agreement, any change of insurance
carrier or method of funding for any benefit provided hereunder occurs, the City shall notify the
Association prior to any change of insurance carrier or health plan administrator or method of
funding the coverage.
TRIDOTP M
A. CalPERS Public Employees' Medical and Hospital Care Act (PEMHCA). Effective
October 1, 2012, the City contracted with the California Public Employees' Retirement System
(CaIPERS) to implement the CalPERS medical benefits program governed by the Public
Employees' Medical and Hospital Care Act (PEMHCA). In its implementation, the City and the
Association agreed that the mandated employer contributions for retirees would be structured in
a manner to maintain cost savings. Employees and retirees have the option of choosing medical
insurance coverage from any of the medical plans offered by CalPERS.
IMUMUTLOW, A F-Ms F1 rzTe o s o a a "s
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IN
11111CIlL U111e MIT Me
used the Unequal Contribution Method to make City contributions on behalf of
each retiree or annuitant. The 2012 starting year unequal contribution for each
retiree began at $1.00 per month. The City's mandated contribution for each
annuitant shall be increased annually in compliance with Government Code
for employees. A retiree's right to receive a City contribution, and the City's
obligation to make a mandatory contribution on behalf of retirees, shall only exist
as long as the City contracts with CalPERS PEMHCA for medical insurance. In
addition, while the City contracts with CalPERS PEMHCA, its obligation to make
mandatory contributions on behalf of retirees, shall be limited to the minimum
contribution required by law.
Lei 0 or-JILZAINA] EQ11101 IM216jW-311 0 0 0 A , a Na M. I WIRMIrem P44: - 0 -
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Plan. The current core benefits include medical, dental, life, long-term disability insurance, and
EAP coverage. Medical insurance is a benefit which a City employee is required to be enrolled in
unless he is covered by another medical insurance plan with comparable coverage and/or meets
minimum essential coverage as specified by the Affordable Care Act.
1. For the term of this Agreement, the City's maximum contribution shall be the sum
of the monthly premiums as designated for each of the following categories:
Employee only ("EE")
Employee +1 Dependent ("EE +1")
Employee +2 or more Dependents ("EE +2+")
The maximum City contribution shall be based on the employee's enrollment in
each plan. The employer mandated PEMHCA contribution is included in the sum
of the CalPERS medical premium. If an employee enrolls in a CalPERS medical
plan wherein the costs exceed the City's maximum contribution, the employee is
responsible for all additional premiums through pre-tax payroll deductions. An
employee is not entitled to any excess amount of premiums paid by the City on his
behalf.
2. The City continues to provide other benefits coverage under an Employee
Voluntary Benefits Program fully funded by the employee on a pre-tax basis in
accordance with IRS regulations.
D. Employee Waiver of Medical Coverage. The City agrees to permit an employee to
waive City sponsored medical coverage as follows:
1. The employee must present written proof to the Human Resources Office that he
and his qualified dependent(s) are covered by another non -City sponsored group
medical plan for the current plan year;
2. The employee must sign a statement acknowledging a waiver of City offered
medical insurance coverage and agreement to hold the City harmless for any
consequences, whatsoever, that result from the employee's waiver of City offered
medical insurance coverage for employee and/or qualified dependent(s); and
3. The employee must sign a statement acknowledging his understanding that his
eligible dependent(s) are not eligible to re -enroll in City sponsored medical
coverage until the next announced Open Enrollment period or as otherwise
required by law under COBRA provisions.
Effective May 10, 2016, the City agrees that the employee who qualifies to waive coverage
shall receive three hundred dollars ($300.00) per month if waiver eligibility is for "Employee only"
coverage, four hundred fifty dollars ($450.00) per month if waiver eligibility is for "Employee +1"
dependent coverage, or six hundred fifty dollars ($650.00) per month if waiver eligibility is for
"Employee +2 or more" dependent coverage. The eligible amount will be paid to the employee as
taxable earnings. A medical opt out election may only be made by an employee at the time of hire
or during an announced open enrollment period for medical insurance changes effective January
1 St
I
A. Al,'140 Dental Coverage. For the term of this Agreement, the City shall contribute thirty-
one dollars and ninety-five cents ($31.95) per month towards a HMO dental benefit plan for
employee and his qualified dependent(s). Any amount necessary to cover the monthly premium
in excess of the City's contribution is the responsibility of the employee.
B. Delta Dental Premier Plan Coverage. Effective January 1, 2006 (start of new benefit
year), the City increased the maximum benefit payable from one -thousand dollars ($1,000.00) to
two -thousand dollars ($2,000.00) for each enrollee in each calendar year.
The Premier Plan is a self -funded plan administered by Delta Dental. Premiums are
calculated annually based on prior year's claims experience, administrative fees, and an industry
trending projection. For the term of this Memorandum of Understanding, the City agrees to
maintain the employee's contribution rate of fifty-two percent (52%) towards monthly premium
coverage. The City agrees to evaluate other Delta Dental plan options for implementation to
reduce premiums or employee out of pocket costs as a result of changing to a three-tier rate
structure ("Employee only," "Employee plus one dependent," and "Employee plus two or more
dependents").
Section 3. Life & Accidental Death and Dismemberment (AD&D) Insurance. Effective
June 1, 2016, the CU iMDlemented an increall Jj Jh1 jWgiii W mi I1W 8ig I 1g11;1I
($50,000.00) group life insurance policy benefit without evidence of insurability other than
evidence of full-time employment with the City. Under the terms of the policy, benefit provisions
are payable and determined by the insurance carrier.
Section 4. Long Term Disability Insurance. Effective July 1, 1997, each employee
covered by this Agreement shall be enrolled in a Long -Term Disability Insurance program. Under
the terms of this policy, benefit provisions are payable and determined by the insurance carrier.
Section 5. Employee Assistance Program (EAP). The City provides each employee an
EAP benefit that -,trovides emotmon!rl/wAll7�t,�-ILD�s��.Lqdl��IM'l��i-.&AP�L-.-fwwt-&�fftir-2At-hVagaP.4—A
hour/7 days per week assistance.
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(0144 -a 1 0 0
to work towards implementation of the Peer S�pport Program for the Fire Disliatch Center by
January 1, 2015 or within four (4) months of City Council adoption of this Agreement whichever
is later.
F-11 :A 11 Lai R 11
IMMIM9619
Section 1. CalPERS Retirement Plan. Employees covered by this Agreement participate
'n the California Public Employees Retirement System (CaIPERS). Employee options avv
ME
described ina contract between the City of Downey and the California Public Employees'
Retirement System and are incorporated into this Memorandum ofUnderstanding.
Section 2. First Tier Retirement Formula. Effective August 19. 2002. the City amended
the Ca|PEFl8 contract to provide the benefit known as 2.796 at 55 retirement formula, as set forth
inCalifornia Government Code Section 21354.5.
A. In accordance with existing practice and Government Code sections 20636(c)(4) and
20681. the City will pay the employee's statutorily required member contribution of eight percent
(896) and report this Employer Paid Member Contribution (^EpW1C'') to Cm|PER8 as special
compensation.
B. Effective the start of the pay period that includes April 1. 2023. employees in the first
tier ehe|| have deducted a 1cka| of five percent (5Y6) ofCe|PERG reportable connpenoaUon. on a
pre-tax basis, pursuant 10Government Code Section 2D516(f).
C. Effective the start of the pay period that includes April 1. 2024. employees in the first
tier ehe|| have deducted a total of six percent (696) ofCa|PERG reportable oomnpenoation, on a
pre-tax basis, pursuant to Government Code Section 2O516ND.
D. Effective the start of the pay period that includes April 1. 2025. employees in the first
tier shall have deducted a total ofseven percent (7Y6)ofCm|PERSreportable compensation, on
apre-tax basis, pursuant toGovernment Code Section 20516(f).
E. Should an employee be mandated by a change in law or other action to contribute any
portion of the required employee (member) contribution to CalPERS, the City shall take all action
necessary to reduce the deduction then being made pursuant to California Government Code
Section 2O51O0l.above, bvthe amount ofthe mandated employee contribution.
F. The City has passed a resolution setting forth that all deductions or contributions under
this Section shall be regarded as a pick-up of retirement costs pursuant IRC 414(h)(2).
G. First tier benefits are available only to ''C|aee|o^ members (i.e. those members that do
not meet the statutory definition of "New Member" under the California Public Employees' Pension
Reform act(''PEPRA''). specifically Government Code Section 7522.04 Ul and who were hired
prior toOctober 1O.2O12).
Section 3' Second Tier Retirement Formula. Effective January 11. 2012. the City
amended the CalPERS contract to provide the benefit known as 2% at 60 second tier retirement
formula, as set forth in Government Code Section 21353. This Second Tier Retirement Formula
will not apply to "new members" as that term is defined by the Public Employees' Pension Reform
Act of2O13.
A. Employees covered hereunder shall pey, on a pre-tax basis, the seven permant(796)
statutorily required member contribution UoCe|PERS.
B. This City has passed a Resolution setting forth that all deductions or contributions
under this Section shall be regarded as a pick-up of retirement costs pursuant to IRC 414(h)(2).
C. Second tier benefits are available only to "classic" members (i.e. those members that
do not meet the statutorily definition of "new member" under the California Public Employees'
21
Pension Reform Act ("PEPRA"), specifically Government Code Section 7522.04(f) and hired on
or after October 10, 2012, but before January 1, 2013.
1IUy_A$1Q ir-A I W1203 KOA [a [,;JOE ----- ------
B. Employees covered hereunder shall pay a member contribution of fifty percent (50%)
• • cost as determined • time to time by CalPERS (employee contribution is six and
iine-fourth percent (6.25%) for FY •
=1 6 711111111!1111 111,711!1111 1; 111
D. Retirement benefit calculations shall be based on pensionable compensation, as
defined •: • Code • 7522.34; and
E. ■ benefits shall •" calculated based on the three (3) year highest average
annual pensionable compensation.
WIN=
A. Contribution. Based on eligibility at retirement, the City will contribute ninety-eight
dollars ($98.00) per month towards a retiree's RHS account. This contribution is inclusive of the
Public Employees' Medical and Hospital Care Act (PEMHCA) • minimum employer
contribution as specified in California Government Code § 22892(c).
As a result • the City contracting for CalPERS medical insurance •': to PEMHCA
provisions effective October 1, 2012, the City's previous retiree medical contribution is revised to
be a City contribution towards RHS plan to avoid an increase cost to the City's mandated
contribution for retirees.
B. ■ Plan. An employee who retires from the City :• Downey after January 1, 1989,
shall kle ai5titlei�tt ;taKiciXata 45 th6 City sAtnstre;f m&-illeal X)lan anI th6 City shall otntr4yte; YA)
9 gggo
medical insurance pursuant to PEMHCA provisions effective October 1, 2012, the following
revisions to this Section shall change as follow:
C. • Requirements. Subject to meeting eligibility criteria below, the maximum
ninety-eight dollars ($98.00) per month shall be deposited on a quarterly basis to the retiree's
RHS account for the reimbursement of qualified medical expenditures. To be eligible to enroll in
a CalPERS health plan, pursuant to CalPERS rules and regulations, and receive the monthly City
contribution towards RHS Plan specified in A above, the employee must satisfy the following
eligibility criteria:
ON
1. At the time of retirement the employee has a minimum often (10) years of service,
or is granted a service -connected disability retirement; and
2. At the time of retirement the employee is employed by the City; and
3. Effective the day after official separation from the City the employee has been
granted a retirement allowance by the California Public Employees' Retirement
System.
4. The City's obligation to deposit up to a maximum of ninety-eight dollars ($98.00)
per month toward the retiree's RHS account shall be modified downward or cease
during the lifetime of the retiree upon the occurrence of any one of the following:
a. During any period the retiree is eligible to receive or receives health insurance
coverage at the expense of another employer the payment will be suspended.
"Another employer" as used herein means private employer or public employer
or self-employed or the employer of a spouse. As a condition of being eligible
to receive the RHS contribution set forth above, the City shall have the right to
require any retiree to annually certify that the retiree is not receiving any such
paid health insurance benefits from another employer. If it is later discovered
that misrepresentation has occurred, the retiree will be responsible for
reimbursement to the City of those amounts inappropriately deposited and the
retiree's eligibility to receive future RHS deposits will cease.
b. In the event the Federal government or State government mandates an
employer -funded health plan or program for retirees, or mandates that the City
make contributions toward a health plan (either private or public plan) for
retirees, the City's rate set forth above shall be converted from a RHS deposit
and applied to that plan. If there is any excess, that excess may be applied
toward the retiree's RHS account provided the retiree pays the balance owing
for any such coverage.
c. Upon the death of the retiree, the City's obligation to deposit into the retiree's
RHS account shall cease. The surviving spouse shall be able to continue
CaIPERS medical insurance coverage pursuant to PEMHCA provisions and
provided the surviving spouse pays the appropriate premiums minus the City's
mandated retiree contribution amount.
D. It is understood and agreed that the amount equivalent to the annual amount
contributed by the City to an eligible retiree's RHS account, shall be included as an item of total
compensation in survey comparisons.
E. An eligible retiree covered by this Section who no longer elects coverage under any
City sponsored medical plan, effective at the end of any calendar quarter may present the City
with proof of payment for alternate health insurance coverage and continue to receive the City's
deposit to the retiree's RHS account on a quarterly basis up to the amount to which the retiree is
entitled in Section 9 above. Once a retiree elects to withdraw from eligibility to participate in a City
sponsored health plan for coverage under an alternate insurance plan, the retiree may not re -
enroll in a City sponsored medical plan or otherwise forfeits the City's RHS contribution amount
permanently.
23
In addition to the condition specified in E above, the City's deposit to a retirees RHS
2ccount shall cease upon the occurrence of any of the following:
1. The retiree fails to submit or respond to the City's request (via certified mail to th(i
last known mailing address of the retiree) to provide appropriate proof of alternat�
health insurance coverage at the end of sixty (60) days from the date of the City's
written request.
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?t the rate of tuition charged at California State University, Long Beach for courses on the
;;emester system. Courses on the quarter system shall be reimbursed at the unit equivalent
California State University, Long Beach tuition amounts.
V5R*1W*NV
Section 1. A new hire or promotional appointment will be tentative and subject to a
probationary period of not less than twelve (12) months for Public Safety Dispatcher, Regional
Fire Communications Operators, Police Assistant and Forensic Specialist; and six (6) months for
represented classifications not listed above, except that the City Manager may extend the
is on probation for up to an additional three (3) months. During the probationary period an
6mployee may be terminated at any time because of unsatisfactory performance. During the
probationary period the employee's supervisor shall attempt to counsel the probationary
tmployee on a periodic basis, prior to the end of the probationary period regarding his
performance.
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NMI laiialaiiiiiii 1 0 11 W I - NOW I 16"M 11
tmployee in the service of the City is desired. If the services of the employee are deemed to be
unsatisfactory and his employment is to be terminated at or before the expiration of the
probationary period, the appointing authority shall notify such employee not later than two (2)
weeks prior to the end of the probationary period.
Section 3. All probationary periods shall extend to the first day of the month following thf.-
period of probation.
M
Section 4. Rejection Following Promotion. Any employee rejected during the
probationary periodfoUovvngapnornobone|appointmertorsdtheconduaioncftheprobationery
period bvreason mffailure ofthe appointing power Unfile astatement that his services have been
satisfactory, orat the discretion ofthe employee, shall bereinstated tVthe position from which he
was promoted unless charges are filed and he is discharged in the manner provided in the
Personnel Ordinance and the rules for positions in the classified service. If there are no vacancies
in the position from which he was pronnoted, the provisions ofArticle XV||. shall apply.
Section 1.Employee seniority is the length ofcontinuous service of the employee with
the City from his most recent date mfhire orrehire.
A. No employee shall acquire any seniority until he has completed his probationary
period,
B. When an employee has completed his probationary period, his seniority shall date
from date of hire.
Section 3. Seniority shall apply between employees in a classification within a department
for purposes oflayoff and recall if, in the objective determination of the City, the employees' ability,
competency, and skill are substantially equal.
Sectiom4. Any separation from service, other than anapproved leave ofabsence orlayoff,
shall cause the employee to lose his seniority rights.
Section 5.Anemployee who islaid off shall retain his seniority rightsVzreoal|forooeriod
ofone (1)year.
A. With respect to mxod« assignments of covered employees in the Police Departnlent,
work shifts, days off and vacation will be based upon seniority within classifications. Shift selection
procedures involving employee bidding based upon seniority shall be implemented regularly,
provided the Chief of Police ehg|| retain the authority and discretion to assign individual
Communications Operators to shift scheduling without regard to seniority to insure that aba|ance
of experienced personnel are assigned to the respective shifts or to otherwise meet the needs of
the department.
B. If, in the opinion of the Chief of Po|ice, it should become necessary to establish shift
oaaiOnnnmnt procedures departing from seniority bidding. the Chief of Police shall give written
notice ofsuch change oefar inadvance aepractical. Prior toimplementing such ageneral change,
the Chief of Police shall meet and confer with the Association regarding the impact of the decision.
M
W I CA rd I : III
Section 1. The City reserves, retains, and is vested with, solely and exclusively, all rights
or by law to manage the City, as such rights existed prior to the execution of this Agreement. The
sole and exclusive rights of Management, as they are not abridged by this Agreement or by law,
shall include, but not be limited to, the following rights:
li 11;illii; I!!Ij1
B. To determine the existence or non-existence of facts which are the basis of the
Management decision.
C. To determine the necessity and organization of any service or activity conducted by
the City and expand or diminish services.
D. To determine the nature, manner, means, and technology, and extent of services to
be provided to the public.
JNEMI=��
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G. To determine and/or change the facilities, methods, technology, means, and size of
the work force by which the City operations are to be conducted.
H. To determine and change the number of locations, relocations, and types of
ooerations rocesses and materials to be used in carww wW11 W
A - 1- - 4 fW1Wio
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1. To assign work to and schedule employees in accordance with requirements as
determined by the City and to establish and change work schedules and assignments.
11111111•15 111! 11111, ''111 1 l•
ip
N. To hire, transfer, promote and demote employees for non -disciplinary reasons in
accordance with this Memorandum of Understanding and applicable Resolutions and Codes of
the City.
0. To determine policies, procedures and standards for selection, training and promotion
of employees.
III
P. To maintain order and efficiency in its facilities and operations.
Q. To establish and promulgate and/or modify rules and regulations to maintain order and
safety in the City which are not in contravention with this Agreement.
R. To take any and all necessary action to carry out the mission of the Agency in
emergencies.
Section 2. Except in emergencies as defined in Article XXVI, or where the City is required
to make changes in its operations because of the requirements of law; whenever the exercise of
Management's rights shall impact on employees of the bargaining Association, the City agrees to
meet and confer with representatives of the Association regarding the impact of the exercise of
such rights, unless the matter of the exercise of such rights is provided for in this Agreement or in
the personnel or departmental rules and regulations and/or salary resolutions. By agreeing to
meet and confer with the Association as to the impact and the exercise of any of the foregoing
City rights, Management's discretion in the exercise of these rights shall not be diminished.
The City shall not exercise the foregoing rights in an arbitrary or capricious or invidiously
or discriminatory manner or in such a manner as to imperil the health and/or safety of the
employees.
Section 1. Dues Deductions. The City shall deduct dues on a regular basis from the pay
of all employees in the classifications and positions recognized to be represented by the
Association, who voluntarily authorize such deduction, in writing, on a mutually agreed upon form
to be provided for this purpose. The City shall remit such funds to the Association within thirty (30)
days following their deduction.
Section 2. Indemnification. The Association agrees to hold the City harmless and
indemnify the City against any claims, causes of actions or lawsuits arising out of the deductions
or transmittal of such funds to the Association, except the intentional failure of the City to transmit
to the Association monies deducted for the employees pursuant to this Article.
Section 3. Release Time for Meet and Confer. The Association may select a maximum
of three (3) members to attend scheduled meetings with the Human Resources Director or other
management representatives on subjects within the scope of representation during regular work
hours. In addition, they may meet for a maximum of one (1) hour per meet and confer session for
the purpose of preparation of such sessions.
I`[•)UIWOM�C•7>�•7.3 +17
Section 1. The Association, its officers, agents, representatives and/or members agree
that during the term of this Agreement they will not cause or condone any strike, walkout,
27
IM&A _6VK$_
MIS Agreement or appAcabPeor Winance
or law.
Section 3. Any employee who participates in any conduct prohibited in Section 1 above,
shall be subject to termination by the City.
Section 4. In addition to any other lawful remedies or disciplinary actions available to the
City, if the Association fails, in good faith, to perform all responsibilities listed below in B, Section
1, the Cit mai sumend aw and all of the ri,?hts and irivilip gigil tj 11gi ,,d,r
check -off, the use of the City bulletin boards and facilities.
Section 1. In the event that the Association, its officers, agents, representatives, or
members engage in any of the conduct prohibited in A, Section 1 above, the Association shall
Agreement and unlawful and they must immediately cease engaging in conduct prohibited in A
and return to work.
•I - A 0 is 0 - 6 . 6 — - # 6 0 - - 6 —
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employee may request the assistance of another person of his own choosing in
preparing and presenting his grievance at any level of review, or may be represented by a
recognized employee organization or may represent himself. The employee shall not suffer any
reprisal from management for utilizing the grievance procedure set forth herein.
B. Any retroactivity on monetary grievances shall be limited to the date that the grievance
was filed, in writing, except in cases where it was impossible for the employee to have had priol
knowledge of an accounting error.
A
M
involved at each step of the grievance procedure. Such mutual agreement shall be evidenced in
writing and signed by the employee or Association representative and management
representative.
Section 3. Grievance Procedure Steps. The grievance procedure shall provide for the
following steps; except for grievances that are a result of disciplinary action, which shall begin at
Step Two.
Step Qne Informal Procedure. An employee must attempt first to resolve a grievance
through discussion with his immediate supervisor within ten (10) working days from the date of
the alleged incident or action giving rise to the grievance on an informal basis. If, after such
discussion, the employee does not believe the problem has been satisfactorily resolved, he shall
have the right and obligation to discuss it with his supervisor's immediate supervisor, if any, and
his department head, if necessary. Every effort shall be made to find an acceptable solution by
these informal means at the most immediate level of supervision. At no time may an informal
process go beyond the department head concerned. In order that this informal procedure may be
responsive, all parties involved shall expedite this process. In no case may more than thirty (30)
days elapse from the date of the alleged incident or action giving rise to the grievance, and the
filing of a written grievance in Step Two, or the grievance shall be barred and waived.
§!pp Two Department Head Response. If the grievance is a result of disciplinary action
which has been processed through the "Skelly Process", or if the grievance is not resolved in Step
One, or if no answer has been received within five (5) working days from the presentation of the
oral grievance, the employee may, within thirty (30) working days from the date of the incident
giving rise to the grievance, present the grievance in writing to his department head. Failure of
the employee to take this action will constitute termination of the grievance. The department head
shall further review and discuss the grievance with the employee and shall render its decision and
comments, in writing, and return them to the employee within ten (10) working days after receiving
the grievance.
Step Three. Management Representative. If the grievance is not resolved in Step Two,
or if no answer has been received within time limits established in Step Two, the employee may
within ten (10) working days, present the grievance in writing to the designated management
representative for processing. Failure of the employee to take this action will constitute termination
of the grievance. In the event the employee is not being represented by a recognized employee
organization, the designated management representative shall attempt to resolve the grievance.
If the employee is being represented by a recognized employee organization, the designated
management representative shall convene a joint meeting of the recognized employee
organization and himself, within five (5) working days, in an attempt to resolve the grievance. In
the event the grievance is not satisfactorily adjusted or settled through discussion at this level,
management shall advise the employee and/or employee organization, in writing, within ten (10)
working days as to its position on the grievance.
Step Four. Grievance Hearing. If the grievance is not resolved in Step Three, the
employee may, within ten (10) working days of the receipt of the written position from
management representatives, present a "request for hearing" in writing to the Human Resources
Director. However, the only grievances which may be submitted for review are matters which
have resulted in a suspension without pay, reduction in pay, demotion, termination, or otherwise
have monetary value to the employee. Failure of the employee to take this action will constitute
termination of the grievance. With the approval of the Personnel Advisory Board, the Human
Resources Director shall request from the State Mediation and Conciliation Service, or mutually
agreed upon alternative organization, a list of seven (7) neutral hearing officers. In the event that
29
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Lei RI NIZRK618 M 11M 11111p milli I kyj I- M- A---- 0- 66 ----- -
The hearing officer shall preside over a full and fair evidentiary hearing and, within thirty
(30) calendar days of its conclusion, render a written decision that includes findings of fact and a
recommendation to the City Manager. That decision shall be served jointly upon the grieving party
?.nd the City Manager.
ftpENI City Manager's Decision. Within thirty (30) calendar days of receipt of the
decision of the hearing officer, the City Manager shall, in writing, adopt, modify or reject tha�
decision. The decision of the City Manager shall be the final administrative decision.
IMMA
@ K J7r7M-:n, .1110
04,1100,04.1, IN "UNI or Or MOM an ine jai) aiso poses Inaccepiame rISKS Tor saTe neaiiini0i anPuelticlent IpMerations.
"On the job" means while on City premises, at work locaiions, or while on duty or being
compensated on an "on call status."
The City of Downey and the Association recognize that their future is dependent on the
-,a-lhysical and psychological wellbeing of all employees. The City and the Association mutually
f.icknowledge that a drug and alcohol -free work environment benefits Downey employees and
citizens. The purpose of this section is to define the City's drug and alcohol policy as well as the
;•ossible consequences of policy violation.
A. Possession, sale, use or being under the influence of drugs or alcohol while on the job
is strictly prohibited. This prohibition shall not apply to legitimate undercover activities of Police
Officers that are undertaken in accordance with the direction of the Police Department.
B. IFhen reasonable suspicion exists, the City may require an employee to submit to a
medical examination, including, but not limited to, a substance screening. Substance screening
means the testing of urine or other body fluids as reasonably deemed necessary by a physician
to determine whether an employee has a restricted substance in their system.
C. Any manager or supervisor requesting an employee to submit to a substance
screeAiA,g sK?Il lfitcymeAt iA wrb&g 2cts-wtAstitYtiAg reas"aille sysXicitn an,,i all give e
employee a copy. The employee shall be given an opportunity to provide additional facts. An
employee who is then ordered to submit to a substance abuse screening may request to be
'till
represented. Because time is of the essence in drug screening, a representative must be available
within a reasonable time or the employee will then be ordered to submit to substance screening.
An employee who refuses to submit to a substance screening may be considered insubordinate
and shall be subject to disciplinary action up to and including termination.
D. The supervisor, or designee, shall transport the suspected employee to the testing
facility. Testing shall occur on City time and be paid for by the City. Employee urine samples, or
other body fluids, will be collected in a DOX Security Container System or other system which
includes methods or mechanisms designed to assure the integrity of the sample. The facility used
for testing shall be certified by the National Institute on Drug Abuse and comply with established
guidelines for "chain of custody" to insure that identity and integrity of the sample is preserved
throughout the collecting, shipping, testing and storage process.
E. Any positive test for alcohol or drugs will be confirmed by a scientifically sound method.
An employee who tests positive on a confirmatory test will be given the opportunity to discuss the
results with a physician to be designated by the City. The employee should be prepared at that
time to show proof of any valid medical prescription for any detected substance or to otherwise
explain, if he or she so chooses, a positive test result.
F. While use of medically prescribed medications and drugs is not per se a violation of
this policy, this policy shall establish that no employee shall operate a City vehicle or dangerous
machinery or equipment while taking any kind of medication or drugs that are clearly marked that
they may cause significant drowsiness or impair an employee's performance. An employee shall
notify his supervisor, before beginning work, when taking such medications or drugs. 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 a physician designated by the City
may be required. The City reserves the right to send an employee home on sick leave under these
circumstances.
G. Employees with substance abuse problems are encouraged to participate voluntarily
in the City -sponsored Employee Assistance Program (EAP). Assistance through the EAP may be
sought by an employee with complete confidentiality and without adverse consequences to his
employment. Employees should be aware, however, that a request for assistance through the
EAP will not insulate the employee from disciplinary action already contemplated. Depending
upon the facts surrounding the reasonable suspicion determination, positive test result, and/or
other violation of this policy or other City/department rules and regulations, the City may refer an
employee to the EAP. Such referral could, at the discretion of the City, be made available to the
employee as an alternative to disciplinary action. Referral would be subject to agreement by the
employee to enroll, participate in and successfully complete a rehabilitation and/or counseling
program and other terms and conditions in a "Last Chance Agreement."
. It is the City's intent to use the EAP option for first offenders except the City
reserves the right to discipline for those offenses which are a significant violation
of City/department rules and regulations or where violation did or could have
resulted in serious injury or property damage.
Section 2. Transfer Rights. The City agrees that if an employee's current supervisor or
department head does not approve an employee's transfer to another department who has offered
that employee a position, the employee may appeal the decision to the Human Resources
Director.
31
Section 3. Labor -Management Committee. Representatives of the Association and
management shall meet on a quarterly basis for purposes of improving communication and
resolving labor relations matters. Agendas shall be agreed upon in advance, with both parties
having equal opportunity to submit items. Any matter agreed upon by both parties may bt
discussed; but discussion does not constitute waiver of access to the grievance process.
Chairmanship of the committee shall be alternated among the parties.
ARTICLE XXIV
Maui,•'11 li ;;l I � 11 i
During the term of this Agreement, the parties mutually agree that they will not seek to
negotiate or bargain with regard to wages, hours, and terms and conditions of employment;
!IT -NW& -A
of whether or not such matters were discussed or were even within the contemplation of the
parties hereto during the negotiations leading to this Agreement. Regardless of the waiver
contained in this Article, the parties may:
1. By mutual agreement, in writing, agree to meet and confer about any matter during
the term of this Agreement.
2. Meet and confer in accordance with Article XVI, Section 2, Article XX, Section 5
and Article X1, Section
WA
Section 1'The parties agree that the City can re -open negotiations to achieve labor cost
savings during the term ofthis Agreement, however, there shall benochanges unless mutually
agreed to in writing.
Section 2.The parties agree that the Association may request foreopen negotiations for
compensation increases based on the results of labor market surveys for increases beginning in
March of 2023 and through the term of this Agreement, however, there shall be no changes
unless mutually agreed toinwriting.
In the event of circumstances beyond the control of the Citv, such as acts of God, fine.
flood, insurrection, civil disorder, national emergency, or similar circumstances, provisions of this
Agreement or the Personnel Rules or Resolutions of the Cib/, which restrict the City'a ability to
respond to these emergencies, shall be suspended for the duration of such emergency. After the
emergency is over, the Association shall have the right to meet and confer with the City regarding
the impact on employees of the suspension of these provisions in the Agreement and any
personnel rules and policies.
ARTICLE XXVII
SEPARABILITY
Should any provision of this Agreement be found to be inopemdive, void, or invalid by o
court of competent juhodicUon, or by applicable |axve, atatutee, ordinances and regulations of the
United States of America and the State of California, all other provisions of this Agreement shall
remain infull force and effect for the duration ofthis Agreement.
The term of this Agreement ehmU commence on April 1. 2023. and shall continue in full
force and effect until March 31, 2026.
33
ARTICLE XXIX
The City and the Association acknowledge that this Agreement shall not be in full force
and effect until ratified by the Association and adopted by the City Council of the City of Downey.
Subject to the foregoing, this Agreement is hereby executed by the authorized representatives of
the City and the Association and entered into this 8th day of December, 2022.
B�
James Mc9deen, Human Resources Director
APPROVED AS TO FORM:
DOWNEY PUBLIC SAFETY
A I IARY ASSOCIATION
eonor Marroquin, Vic tresident
Cathleen Tanori, Treasurer
/---)
as, Member -at -Large
By: ,OA-,,,
Anita Pena, Member -at -Large
34
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193��. -AV =M:4 oil =191 ��� I la M
ASSOCIATION
Code Enforcement Officer
Community Services Officer
Fingerprint Evidence Technician
Fire Service Technician
Forensic Specialist
Forensic Supervisor
Neighborhood Preservation Coordinator
Parking Enforcement Officer
Police Aide 11
Police Records Specialist I
Police Records Specialist 11
Property and Evidence Technician
Public Safety Dispatcher
Regional Fire Communications Operator
Regional Fire Communications Lead Operat
Senior (Police) Dispatch Supervisor
Street Sweeping Enforcement Officer
W
EXHIBIT B
Effective April 1, 2024
Effective March 31. 2025
Code Enforcement Officer
Comm unity Services Officer
Forensic SpOpialist
,Forensic Supe�.r
P�rking Enforcement Officer
Police Records Speci8ifist I