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HomeMy WebLinkAboutResolution No. 7777RESOLUTION NO. 7777 A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF AZUSA ADOPTING THE MEMORANDUM OF UNDERSTANDING BETWEEN THE CITY AND THE AZUSA POLICE RELIEF ASSOCIATION, EFFECTIVE JULY 1, 1985. THE CITY COUNCIL OF THE CITY OF AZUSA DOES RESOLVE AS FOLLOWS: WHEREAS, the City Council, at their regular meeting of September 3, 1985, approved the Memorandum of Understanding between the City of Azusa andthe Azusa Police Relief Association, terms and conditions to be effective July 1, 1985: NOW, THEREFORE, BE IT RESOLVED that the Memorandum of Understanding attached hereto as Exhibit A is hereby adopted by resolution. The City Clerk shall certify to the adoption of this Resolution and shall transmit a copy thereof to the Azusa Police Relief Association. ADOPTED AND APPROVED this 3rd day of September, 1985. I HEREBY CERTIFY that the foregoing Resolution was duly adopted by the City Council of the City of Azusa, at a regular meeting thereof held on the 3rd day of September, 1985. AYES: COUNCILMEMBERS CRUZ, COOK, CAMARENA, LATTA, MOSES NOES: COUNCILMEMBERS NONE ABSENT COUNCILMEMBERS NONE f l � 1 CITY CLERK OMORANDUM OF UNDERSTANDING BETWEEN THE CITY OF AZUSA AND THE AZUSA POLICE RELIEF ASSOCIATION This Memorandum of Understanding is entered into with reference to the following facts: (1) The Azusa Police Relief Association (APRA)(hereinafter referred to as "Association") is the recognized employee organization representing those personnel (hereinafter referred to as "employees") employed by the City of Azusa (hereinafter referred to as "City'), and occupying classifications as listed in Exhibit "A" attached hereto. (2) In the interest of maintaining harmonious relations between the City and those employees represented by the Association, authorized representatives of the City and the Association have met and conferred in good faith, exchanging various proposals concerning wages. hours, and other terms and conditions of employment to affected employees. (3) The authorized representatives of the City and the Association have reached an understanding and agreement as to certain changes in wages, hours, and other terms and conditions of employment of the affected employees which shall be submitted to the City Council of the City of Azusa for approval and implementation of these changes by appropriate ordinance, resolution, or other lawful action. Therefore, the City and the Association agree that, subject to the approval and implementation by the City Council of the City, the wages, hours, and other terms and conditions of employment for all affected employees shall be altered as follows: 1. Agreement. This Memorandum of Understanding is effective July 1, 1985, through midnight June 30, 1986. Salary. A five percent (5%) increase will be granted to all employees rf om and including June 30, 1985, by adjusting the individual salaries incorporated within the various ranges of the job classifications listed in Exhibit "A". It is expressly understood that this salary increase shall not be applicable to any person who has separated from employment with the City on or before September 2, 1985. Survivor Benefit. The City will pay from and including June 30, 1985, t e actual cost of the 1959 Survivor Benefit which is currently twenty-four dollars ($24) per year. 4. Vacation Leave. Upon conversion to its new computerized payroll system, leave will be credited on a "per -pay -period" basis. The maximum allowable accrued vacation, or "vacation limit," would be increased from "one and a half" to "two" times the employee's annual accrual. In addition, the City will add one day to the table of vacation accruals for sixteen -year employees. - 1 - MEMORANDUM OF UNDF&JTANDING AZUSA POLICE RELILWASSOCIATION • All employees would accrue leave as follows: Through the 4th year of employment 11 days/year Through the 5th year of employment 15 days/year Through the 6th year of employment 16 days/year Through the 7th year of employment 17 days/year Through the 8th year of employment 18 days/year Through the 9th year of employment 19 days/year Through the 10th year of employment 20 days/year Through the 11th year of employment 21 days/year Through the 12th year of employment 22 days/year Through the 13th year of employment 23 days/year Through the 14th year of employment 24 days/year Through the 15th year of employment 25 days/year Through the 16th year of employment 26 days/year In addition to the above, sworn shift personnel shall accrue five additional days per year in lieu of holidays. 5. Educational Incentive Pay (a) The City will pay two and one-half percent (2k%) of the employee's base salary rate if he or she possesses an associate of arts or science degree or Intermediate Certificate issued by the California Commissions on Peace Officers Standards and Training (P.O.S.T.) with forty-five (45) semester or equivalent quarter units from an accredited college or university. (b) The City will pay five percent (5%) of the employee's base salary rate if he or she possesses a bachelor of arts or science degree or Advanced Certificate issued by the California Commission on Peace Officers Standards and Training (P.O.S.T.) with ninety (90) semester or equivalent quarter units from an accredited—college or unversity. Neither (a) or (b) above shall apply to any employee whose job description has an equivalency requirement for either an associate of arts or science degree or a bachelor of arts or science degree. 6. Tuition Reimbursement The City shall make available to each employee an amount not to exceed one thousand dollars ($1,000) per year for tuition reimbursement. A Scholarship Committee shall be established by the City to oversee this program and to decide whether or not certain course(s) are job-related for an individual employee. Any claim for tuition reimbursement shall be submitted for payment no later than thirty (30)calendar days following the receipt of the official college or university grade(s) for the preceeding semester or quarter. For the purposes of administra- tion, the annual amount of available tuition reimbursement is based on the fiscal year beginning July 1 and the course(s) is deemed to fall in the fiscal year in which the date of the final exami- nation is scheduled. - 2 - MEMORANDUM OF UNDERSTANDING AZUSA POLICE RELIEF ASSOCIATION 7. Clothing Damage Reimbursement If, in the course of business, an office employee's personal clothing or effects are accidentally damaged or destroyed, the employee may submit a claim for reimbursement for up to one hundred dollars ($100) to the City's Safety Committee. The committee shall have the authority to investigate the claim and recommend to the City Administrator, or his designee, to pay the full amount of the claim, deny the claim, or apportion the claim based on normal wear and tear of the item and/or the extent of the employee's negligence in following proper safety procedures. It is expressly understood that stockings and socks are exempt from this procedure. It is further expressly understood that prescription eye glasses or contact lenses and hearing aid devices are exempt from the one hundred dollar ($100) limit. 8. Field Training Officer (FTO) Increment Pay For employees in the classification of Police Officer only, the City shall pay two percent (2%) in addition to base salary while actually performing the duties of a Field Training Officer (FTO). It is expressly understood that this increment pay shall only be paid for the actual time period spent performing the duties of a Field Training Officer (FTO). 9. Uniform Allowance (a) The uniform allowance for "sworn" employees shall be four hundred twenty dollars ($420) per year. (b) The uniform allowance for "non -sworn" employees shall be two hundred seventy dollars ($270) per year. 10. Sick Leave Sick leave shall not be construed as a right which an employee may use at his or her -discretion, but shall be allowed only in case of necessity or actual sickness or disability. Beginning on the first payday on or after January 1, 1986, a yearly evaluation period for use of sick leave will be established. At the end of the time period, the Finance Department will analyze and report to the various employees the amount of sick leave earned, less the amount used, and the net accrued during the calendar year. If the employee has used more than three, but not more than six days of sick leave, including time spent on personal business or bereavement, he or she would have the following options: - 3 - 0 0 MEMORANDUM OF UNDERSTANDING AZUSA POLICE RELIEF ASSOCIATION (a) Carry over the accrual and add it to his or her sick leave balance. (b) Convert one fourth of the accrual to vacation or convert one-fourth to cash (but no combination of these two); unused, unconverted leave would then be added to the employee's sick leave balance. If the employee has used no more than three days of sick leave, including time spent on personal business or bereavement, he or she would have the following options: (a) Carry over the accrual and add it to his or sick leave balance. (b) Convert one third of the accrual to vacation or convert one-third of it to cash (but no combination of these two); unused or unconverted leave would then be added to the employee's sick leave balance. Any employee who began his or her employment with the city on or before December 31, 1985, would be permitted to be "grandpersoned" in under the sick leave policy heretofore in effect, which is as follows: The employee may convert fifty percent (50%) of his or her accrued sick leave balance to cash upon death (if he or she has attained permanent status); disability retirement (if he or she has been employed by the city a minimum of five (5) years); or voluntary retirement (if he or she has been employed by the city a minimum of ten (10) years). The employee may convert fifty percent (50%) of his or her accrued sick leave balance to cash/for hours in excess of three hundred twenty (320) hours to a maximum payment of two hundred forty (240) hours. 11. Bereavement Leave An employee may be permitted to take up to three (3) days of bereavement leave in the event of the death of a member of his or her immediate family. "Immediate family" member is herewith defined as a mother, father, brother, sister, spouse, child, mother-in-law, father-in-law, or relative living within the employee's household. Persons in loco parentis may also be considered under certain circumstances. Such leave shall not be charged against the employee's sick leave or vacation. - 4 - 0 0 MEMORANDUM OF UNDERSTANDING AZUSA POLICE RELIEF ASSOCIATION In addition to bereavement leave, an employee may request up to two days of sick leave in the event of the death of an immediate family member. Such leave shall be charged against the employee's sick leave balance and shall be considered in calculating his or her ability to convert the balance. 12. Continuation of Benefits, Terms, and Conditions of Employment Any benefits, terms, and conditions of employment, except as modified by state law, federal law, or municipal ordinance, contained in prior Memoranda of Understanding between the Association and the City not specifically altered by this agree- ment is hereby incorporated in this agreement and made a part of it by reference. - 5 - 0 0 AZUSA POLICE RELIEF ASSOCIATION CLASSIFICATION RANGE SCHEDULE JUNE 30, 1985 (Exhibit A) In addition to base salary, the following positions are assigned by the Chief of Police, or his designee, and shall receive five percent (5%): Corporal Detective Motor Officer MONTHLY CLASSIFICATION RANGE IST & 5TH STEPS Police Cadet 140 1207.30-1467.47 Police Dispatcher 164 1532.94-1863.30 Police Officer 195 2086.83-2536.56 Police Records Clerk I 140 1207.30-1467-47 Police Records Clerk II 150 1333.60-1621.00 Police Sergeant 214 2521.12-3064.44 Senior Police Records Clerk 179 1779.70-2183.23 In addition to base salary, the following positions are assigned by the Chief of Police, or his designee, and shall receive five percent (5%): Corporal Detective Motor Officer R LETTER OF AGREEMENT BETWEEN CITY OF AZUSA AND AZUSA CITY EMPLOYEES ASSOCIATION AZUSA POLICE RELIEF ASSOCIATION INTERNATIONAL BROTHERHOOD OF ELECTRICAL WORKERS February 18, 1986 The City of Azusa hereby agrees with the Azusa City Employees Association (ACEA), Azusa Police Relief Association (APRA), and the International Brotherhood of Electrical Workers (IBEW) to interpret the current Memoranda of Understanding to mean that the vacation accrual schedule enumerated in said documents shall be applicable for calendar year 1985. For the City: S For the ACEA: 6;2 For they APS For the IBEW: 0 MEMORANDUM OF UNDERSTANDING AZUSA POLICE RELIEF ASSOCIATION AZUSA POLICE RELIEF ASSOCIATION m m Cm CITY OF AZUSA DATE DATE �Mwm BY DATE BY DATE 0 0 0 LETTER OF AGREEMENT BETWEEN THE CITY OF AZUSA AND THE AZUSA POLICE RELIEF ASSOCIATION Section 5 (Educational Incentive Pay) of the Memorandum of Understanding (MOU) between the City of Azusa and the Azusa Police Relief Association is hereby suspended and is not to be implemented. It is agreed and understood that this matter will be a subject of discussion during negotiations for the 1986-87 year. FOR THE CITY: FOR THE ASSOCIApTION�: (% Date: Date: • AMENDMENT TO • OF UNDERSTANDING BETWEEN THE CITY OF AZUSA AND THE AZUSA POLICE RELIEF ASSOCIATION This Memorandum of Understanding is entered into with reference to the following facts: 1. The Azusa Police Relief Association (hereinafter referred to as "Association") is the recognized employee organization representing those personnel occupying the classification referred to as "full-time, regular, sworn City of Azusa police officers" (hereinafter referred to as "affected employees"), and 2. In the interest of maintaining harmonious relations between the City of Azusa (hereinafter referred to as "City") and those employees represented by the Association, an authorized representative of the City has met and conferred in good faith concerning the implementation and execution of a training agreement for newly -hired affected employees (hereinafter referred to as "Agreement") as listed in Exhibit "A", and 3. The authorized representatives of the City and the Association have reached an understanding that the Association does not oppose the implementation and execution of the Agreement by the City with newly -appointed police officer trainees. This understanding and agreement shall agreements between Association and City specifically addresses the subject of newly -hired recruit police officers. AZUSA POLICE By By By CITY OF AZUSA F ASSOCIATION /037 not effect any existing except as this agreement training contracts for eV11e%i