HomeMy WebLinkAboutResolution No. 8451lJ
RESOLUTION NO. 8451
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, 1988.
THE CITY COUNCIL OF THE CITY OF AZUSA DOES RESOLVE AS
FOLLOWS:
WHEREAS, the City council, at their regular meeting of
July 5, 1988, approved the Memorandum of Understanding between
the City of Azusa and the Azusa Police Relief Association, terms
and conditions to be effective July 1, 1988:
Now, therefore, be it resolved by the City Council of
the City of Azusa that the Memorandum of Understanding attached
hereto is hereby adopted by resolution.
ADOPTED AND APPROVED this 5th day of July, 1988.
A���, MAYOR
I HEREBY CERTIFY that the foregoing Resolution was
duly adopted by the City Council of the City of Azusa at an
adjourned regular meeting thereof held on the 5th day of July
1988.
AYES: COUNCILMEMBERS: AVILA, STEMRICH, NARANJO, LATTA,
MOSES
NOES: COUNCILMEMBERS: NONE
ABSENT: COUNCILMEMBERS: NONE
FAY
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T A B L E O F C O N T E N T S
1. TERM OF MEMORANDUM OF UNDERSTANDING .......................1
2. CAFETERIA BENEFIT PLAN..... .............................1
2.A. Amount of Monthly Benefit .............................1
2.B. Eligibility...........................................2
2.C. Termination...........................................2
3. SALARY.....................................................2
4. WORK WEER AND TIMEKEEPING INTERVAL .........................2
4.A. Work Week............................................2
4.B. Timekeeping Interval..................................3
5. OVERTIME/COMPENSATORY TIME.................................3
6. RETIREMENT.................................................3
7. LONG-TERM DISABILITY (LTD).................................3
S. HOLIDAYS...................................................4
9. VACATION LEAVE.............................................4
9.A. Required Usage and Carryover ..........................4
9.B. Accrual...............................................4
10. INDUSTRIAL LEAVE...........................................5
11. EDUCATIONAL INCENTIVE PAY..................................6
12. TUITION REIMBURSEMENT......................................6
13. CLOTHING DAMAGE REIMBURSEMENT ..............................7
14. TRAINING INCREMENT PAY.....................................7
14.A. Police Officer.......................................7
14.B. Corporal.............................................7
15. UNIFORM ALLOWANCE..........................................7
16. SICK LEAVE... ......... .................................8
16.A. One -Fourth Conversion................................8
16.B. One -Third Conversion .. ......... ...................8
16.C. For Employees Hired Prior to December 31, 1985.......8
17. BEREAVEMENT LEAVE..........................................9
18. CONTINUATION OF BENEFITS, TERMS, AND CONDITIONS OF EMPLOYM.9
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11
MEMORANDUM OF UNDERSTANDING
BETWEEN THE CITY OF AZUSA AND THE
AZUSA POLICE RELIEF ASSOCIATION
JULY 1, 1988
This Memorandum of Understanding is entered into with
reference to the following facts:
(1) The Azusa Police Relief Association (APRA) (herein-
after 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 Associa-
tion, 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 implemen-
tation 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 as follows:
1. TERM OF MEMORANDUM OF
The term of this Memorandum of Understanding shall commence
on July 1, 1988, and shall continue through and including
June 30, 1989.
2. CAFETERIA BENEFIT PLAN
2.A. Amount of Monthly Benefit
The City will provide a Cafeteria Benefit Plan (CBP) to each
employee in the amount of three hundred and twenty dollars
($320) per month. This plan may be used by the employee to
pay, to the extent available, for individual or dependent
health coverage, dental plan, life insurance, up to fifty
percent (50%) of membership fees for a health club or
similar organization, deferred compensation, or other
available group insurance, or any combination of these
1
MEMORANDUM OF UPERSTANDING - APRA, JULY 1,11988
items. The employee understands that in the event the total
premiums and/or expenses for options selected by him/ her
exceeds the amount of the City's contribution, the excess
shall be deducted from the gross wages of the employee.
2.B. Eligibility
In order for an employee to be eligible for the CBP in any
given month, he/she must be on payroll for fifteen (15) days
within that month.
If an employee does not meet the qualifying work time,
arrangements must be made with the Finance Department to
reimburse the City for any benefits that have already been
paid out on the employee's behalf for that month. The
Finance Department will notify the employee if he/she has
not worked sufficient days to qualify for the CBP.
New employees will be eligible for the full CBP Plan
applicable to their particular bargaining unit if they begin
work prior to the 16th of the month. Employees whose date
of hire is on the 16th or after will not be eligible for CBP
for that month.
2.C. Termination
It is agreed that the City will not be responsible for
payment of any insurance premium(s) on behalf of an employee
represented by the Association following the month of
termination. If an employee represented by the Association
wishes to continue his/her benefits, advance payment for
such premium(s) will be deducted from this plan for the
employee, or if he/she is not eligible for this plan, then
the deduction shall be made from the employee's final pay-
check.
3. SALARY
A five percent (5%) increase will be granted to all
employees from and including July 1, 1988, by adjusting the
individual salaries incorporated within the various ranges
of the job classifications listed in Exhibit A. The city
shall grant an additional one percent (1%) salary increase
effective January 1, 1989, as listed in Exhibit B.
4. WORK WEER AND TIMEKEEPING INTERVAL
4.A. Work Week
The regular work week for all employees covered by this
agreement shall be forty (40) hours for a seven (7) day
period. Daily hours of work or shifts for employees within
the department shall be assigned by the department head, as
required to meet the needs of the department.
`A
MEMORANDUM OF AERSTANDING - APRA, JULY 1988
4.B. Timekeeping Interval
In compliance with FLSA, the minimum timekeeping interval
shall be fifteen (15) minutes. Periods of time of seven (7)
minutes or less shall be rounded down, and periods of time
of eight (8) minutes or more shall be rounded up.
S. OVERTIME/COMPENSATORY TIME
Employees shall be entitled to overtime pay or compensatory
time off for all hours worked in excess of eight (8) hours
in one work day or forty (40) hours within the employee's
regular work week. For the purposes of this agreement,
holiday pay, sick leave, and other compensated time off
shall count for the hours. Compensatory time may be
accumulated at the appropriate rate for each hour of
overtime worked to the maximum accrual rate set by Federal
law.
Overtime pay or compensatory time off for overtime shall be
accumulated in no less than fifteen (15) minutes per day
increments. When an employee works less than fifteen
minutes per day of overtime, the employee shall not receive
compensatory time for such overtime.
In order to be entitled to any compensation for overtime
hours worked, such overtime work must have been authorized
by the department head. Accumulated compensatory time not
taken off in the pay period in which it was earned may be
carried over up to a maximum of four hundred and eighty
(480) hours (320 hours worked at time -and -one-half would
equal 480 hours).
6. RETIREMENT
The City shall continue its contract with the Public
Employees Retirement System (PERS) under the "two percent
(2%) at age 50 full formula" (CHP) Plan. The City agrees to
amend its contract with PERS to upgrade to the increased
level of the 1959 survivor benefit. The City shall
expeditiously proceed with the amendment and its implementa-
tion according to the rules of the Retirement System. The
City shall continue to pay both the employee's and
employer's share of the cost of this benefit.
7. LONG-TERM DISABILITY (LTD)
The waiting period for the Long -Term Disability (LTD) Plan
shall be thirty (30) days. See "Industrial Leave" section
below.
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MEMORANDUM OF UPERSTANDING - APRA, JULY 1988
8. HOLIDAYS
Below is the list of agreed-upon holidays for this
Memorandum of Understanding. Employees will receive the
holiday only if the employee is paid for the work day which
precedes or the work day which follows the holiday.
July 4
September 5
October 10
November 11
November 24
November 25
December 26
January 2
February 13
February 20
May 29
9. VACATION LEAVE
Independence Day
Labor Day
Columbus Day
Veterans' Day
Thanksgiving Day
Day After Thanksgiving
Monday After Christmas
Monday After New Year's
Lincoln's Birthday
Washington's Birthday
Memorial Day
9.A. Required Usage and Carryover
Day
Day
Leave will be credited on a "per -pay -period" basis.
Employees shall be required to use one-half (1/2) of their
annual Vacation accrual yearly and shall be able to carry
over one-half (1/2) of one year's Vacation accrual from one
year to the next, cumulatively, up to a maximum of fifty-two
times (52) the then -current pay period rate of vacation
accrual. This maximum is waived, however, until June 30,
1989, in order to provide a smooth transition to the new
computer system installed in 1987. At that time, if the
employee's balance is at or above its maximum, no further
vacation shall be accrued until the employee's balance drops
below the maximum. In special cases, where it has not been
possible, due to workload and other factors, for the
employee to use his/her vacation before reaching the
maximum, it shall be within the department head's authority
to authorize cash payment in lieu of time off.
9.B. Accrual
Vacation leave shall accrue 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
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MEMORANDUM OF UNDERSTANDING - APRA, JULY 1.988
Through the 15th year of employment 25 days/year
Through the 16th year of employment 27 days/year
In addition to the above, sworn shift personnel shall accrue
five additional days per year in lieu of holidays.
10. INDUSTRIAL LEAVE
A regular employee who is temporarily or permanently inca-
pacitated as a result of injury or illness determined to be
compensable under the Workers' Compensation Act shall be
granted industrial leave under the following terms and
conditions:
1. An employee granted industrial leave shall continue to
be compensated at his/her regular rate of pay in lieu of
temporary disability payments.
2. Should it be determined that an employee's illness or
injury did not arise in the course of the employee's
employment with the City or that the employee is not
temporarily or permanently incapacitated or disabled as
a result of the injury or illness, then the employee's
accrued or, if insufficient, future sick leave shall be
charged to reimburse the City for any payments made to
the employee pursuant to (1) above.
3. An industrial leave of up to ninety (90) calendar days
shall be authorized for each injury or illness
determined to be compensable under the Workers'
Compensation Act. Paid leave may be continued subject
to review by the City Council at the end of such ninety
(90) calendar day period to a maximum of one (1)
calendar year. Supporting medical documentation must
accompany such requests for leave and must be submitted
thirty (30) days prior to expiration date.
4. Except as provided in (2) above, no employee shall have
accrued sick leave deducted while on industrial leave.
Vacation and sick leave shall accrue for an employee on
industrial leave.
5. Industrial leave shall expire when one of the following
conditions occurs:
a. Employee is able to return to work to his regular
position.
b. The day before the employee is retired or separated
for disability. The employee's "retirement date"
shall be the first of the month after all of the
following occur and are determined by the Public
Employees' Retirement System:
61
MEMORANDUM OF #ERSTANDING - APRA, JULY 1.1988
1) The employee's condition is determined to be
permanent or of an extended duration.
2) The degree of disability precludes continued
employment of the employee in his/her present
position.
c. After fifty-two (52) weeks of industrial disability
payments.
6. Physicians may be assigned in compliance with the Health
and Safety Code and the Workers' Compensation Laws of
the State of California (Ref: Section 4600 - Labor
Code).
11. EDUCATIONAL INCENTIVE PAY
1. The City will pay two and one-half percent (2.5%) of the
"sworn" employee's base salary rate if he/she possesses
an Associate in Arts or Science degree or Intermediate
Certificate issued by the California Commission on Peace
Officer Standards and Training (P.O.S.T.) with forty-
five (45) semester or equivalent quarter units from an
accredited college or university.
2. The City will pay five percent (5$) of the "sworn"
employee's base salary rate if he/she possesses a
Bachelor of Arts or Science degree or Advanced
Certificate issued by the California Commission on Peace
Officer Standards and Training (P.O.S.T.) with sixty
(60) semester or equivalent quarter units from an
accredited college or university.
Neither (1) nor (2) above shall apply to any "sworn"
employee whose job description has an equivalency
requirement for either an Associate in Arts or Science
degree or a Bachelor of Arts or Science degree.
12. TUITION
The City shall make available to each employee an amount not
to exceed fifteen hundred* dollars ($1,500) 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 courses are job-related for an
individual employee.
Within this provision the City will reimburse the employee
for the eligible expenses of a bonafide curriculum of the
study of the Spanish language. While it is not possible to
make a commitment at this time, the City agrees, in the
coming fiscal year, to consider the merits of providing an
incentive pay program for those employees who have mastered
the Spanish language and have considerable occasion to use
it on the job.
*Revised 7-5-88 6
MEMORANDUM OF UNDERSTANDING - APRA, JULY 1.1988
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 preceding semester or quarter. For the purposes of
administration, 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 examination is scheduled.
All educational reimbursement
that are for items over and
for recipient's job.
13. CLOTHING DAMAGE REIMBURSEMENT
pay should be for certificates
above the minimum requirement
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.
14. TRAINING INCREMENT PAY
14.A. Police Officer
For employees in the classification of Police Officer only,
the City shall pay two and one-half percent (2.5%) in
addition to the base salary while assigned the duties of a
Field Training Officer (FTO).
14.B. Corporal
For employees assigned to the rank of Corporal only, the
City shall pay one percent (1%) in addition to base salary
while assigned the duties of a Field Training Officer (FTO).
15. UNIFORM ALLOWANCE
The
uniform
allowance
for "sworn"
employees shall be six
hundred dollars ($600)
per year.
Such allowance will be
paid
by the
City in
December.
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MEMORANDUM OF UNDERSTANDING - APRA, JULY 1.1988
16. SICK LEAVE
Sick leave shall not be construed as a right which an
employee may use at his/her discretion, but shall be allowed
only in case of necessity or actual sickness or disability.
Beginning 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.
A decision to convert sick leave according to the policy
below shall be made by March 31.
16.A. One -Fourth Conversion
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:
1. Carry over the accrual and add it to his/her sick leave
balance.
2. Convert, only to the extent that his/her balance is more
than zero at the beginning of the new year, 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.
16.B. One -Third Conversion
If the employee has used no more than three days of sick
leave, including time spent on personal business or bereave-
ment, he/she would have the following options:
1. Carry over the accrual and add it to his/her sick leave
balance.
2. Convert, only to the extent that his/her balance is more
than zero at the beginning of the new year, one-third of
the accrual to vacation or convert one-third of it to
cash (but no combination of these two). Unused,
unconverted leave would then be added to the employee's
sick leave balance.
16.C. For Employees Hired Prior to December 31, 1985
Any employee who began his or employment with the City on or
before December 31, 1985, would be permitted to be "grand-
personed" in under the sick leave policy heretofore in
effect, which is as follows:
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MEMORANDUM OF IERSTANDING - APRA, JULY 1.1988
The employee may convert fifty percent (50%) of his/her
accrued sick leave balance to cash upon death (if he/she has
attained permanent status); disability retirement (if he/she
has been employed by the City a minimum of five (5) years);
or voluntary retirement (if he/she has been employed by the
City a minimum of ten (10) years.
17. 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/her immediate family. "Immediate family" member is
herewith defined as a mother, father, brother, sister,
spouse, child, mother-in-law, father-in-law, grandparents,
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.
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.
18. 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
agreement are hereby incorporated in this agreement and made
a part of it by reference.
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CLASSIFICATION
Police Officer
Police Sergeant
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Exhibit A
MEMORANDUM OF UNDERSTANDING
AZUSA POLICE RELIEF ASSOCIATION
JULY 1, 1988
MONTHLY
RANGE 1st & 5th STEPS
195 $2415.80 - 2936.41
214
2918.54 - 3547.49
In addition to base salary, the following assignments, when made
by the Chief of Police or his designee, shall receive five
percent (5%).
Corporal
Motor Officer
10
0
MEMORANDUM OF UNDERSTANDING
AZUSA POLICE RELIEF ASSOCIATION
JANUARY 1, 1989
Exhibit B
MONTHLY
CLASSIFICATION
RANGE
1st &
5th STEPS
Police Officer
195
$2439.96
- 2965.77
Police Sergeant
214
2947.73
- 3582.96
In addition to base salary, the following assignments, when made
by the Chief of Police or his designee,shall receive five percent
(5$).
Corporal
Motor Officer
11
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MEMORANDUM OF UNDERSTANDING
AZUSA POLICE RELIEF ASSOCIATION
JULY 1, 1988
AZUSA POLICE RELIEF ASSOCIATION
BY
BY:
BY:
CITY OF AZUSA
12
DATE:
DATE: 7 • J - F'2,
DATE: 7- 4r'96
DATE: 6 /
DATE • ;7 -1Z -0e)
DATE: -711
B
Bereavement Leave, 9
C
Cafeteria Benefit Plan
Amount of Monthly Benefit, 1
Eligibility, 2
Termination, 2
Clothing Damage Reimbursement, 7
Continuation of Benefits
Terms, and Conditions of Employment, 9
E
Educational Incentive Pay, 6
H
Holidays, 4
I
Industrial Leave, 5
L
Long -Term Disability (LTD), 3
O
Overtime/Compensatory Time, 3
R
Retirement
Survivors' Benefit, 3
S
Salary, 2
Sick Leave, 8
For Employees Hired Prior to December 31, 1985, 8
One -Fourth Conversion, 8
One -Third Conversion, 8
T
Term of Memorandum of Understanding, 1
Training Increment Pay
Corporal, 7
Police Officer, 7
Tuition Reimbursement, 6
Spanish Language, 6
U
Uniform Allowance, 7
V
Vacation Leave
Accrual, 4
Required Usage and Carryover, 4
ON
r
w
Work Week and Timekeeping Interval, 2
Timekeeping Interval, 3
Work Week, 2