HomeMy WebLinkAboutResolution No. 91-C140 SOLUTION NO. 91-C140
A RESOLUTION OF THE CITY COUNCIL OF THE CITY
OF AZUSA ADOPTING THE MEMORANDUM OF
UNDERSTANDING BETWEEN THE CITY AND THE AZUSA
POLICE OFFICERS ASSOCIATION EFFECTIVE JULY 1,
1991.
THE CITY COUNCIL OF THE CITY OF AZUSA DOES RESOLVE
AS FOLLOWS: - — -
Whereas, the City Council, at their regular meeting of
September 18, 1991, approved the Memorandum of Understanding between
the City of Azusa and the Azusa Police Officers Association,
terms and conditions to lie effective July 1, 1991:
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.
The City Clerk shall certify to the adoption of this
resolution.
ADOPTED AND APPROVED this 18th day of September, 1991.
c MAYOR
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 18th day of September, 1991.
AYES: COUNCILMEMBERS:DANGLEIS, STEMRICH, NARANJO,
ALEXANDER, MOSES
NOES: COUNCILMEMBERS:NONE
AB C CI RS:NONE
TY CLE `
MEMORANDUM OF UNDERSTANDING
BETWEEN THE CITY OF AZUSA
AND THE
AZUSA POLICE OFFICERS' ASSOCIATION
EFFECTIVE 7-1-91
T A B L B O F C O N T E N T S
1. TERM OF MEMORANDUM OF UNDERSTANDING . . . . . . . . . . . . . . . . . . . . . . .1
2. SALARY. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .1
3. ADDITIONAL COMPENSATION. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .1
3.A. Bilingual Pay. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .1
3.B. Clothing Allowance - Detectives . . . . . . . . . . . . . . . . . . . . . .2
3.C. Court Time. . . o . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .2
3.D. Educational Incentive Pay. . . . . . . . . . . . . . . . . . . . . . . . . . . . .2
3.E. Holiday Pay (See also B.B. Holidays) . . . . . . . . . . . . . . . . . .2
3.F. Longevity Pay . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .3
3.0. Overtime/Compensatory Time. . . . . . . . . . . . . . . . . . . . . . . . . . . .3
3.H. Retirement . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .3
3.I. Standby Pay. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .4
3.J. Training Pay (Police Officer) . . . . . . . . . . . . . . . . . . . . . . . . .4
3.K. Training Pay--Corporal . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .4
3.L. Uniform Allowance. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .4
4. CAFETERIA BENEFIT PLAN. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .4
4.A. Amount of Monthly Benefit. . . . . . . . . . . . . . . . . . . . . . . . . . . . .4
4.B. Eligibility. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .4
4.C. Termination. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . * . .s
S. WORK WEER AND TIMEKEEPING INTERVAL. . . . . . . . . . . . . . . . . . . . . . . . .5
S.A. Work Week. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .5
S.D. Workday. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .5
S.C. Timekeeping Interval. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .5
6. TYPES OF LEAVE/DAYS OFF. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .5
G.A. Bereavement Leave. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .5
G.B. Holidays (See also 3.D. Holiday Pay) . . . . . . . . . . . . . . . . . .6
S.C. Industrial Leave . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .6
S.D. Personal Leave . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .7
6.E. Sick Leave. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .8
6.E. 1. Sick Leave During Probation . . . . . . . . . . . . . . . .8
6.E.2. Reasons for Sick Leave .. . . . . . . . . . . . . . . . . . . . . .8
6.E.3. Restrictions on Sick Leave. . . . . . . . . . . . . . . . . . . . .8
6.E.4 . Accrual and Use. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .9
6.E.5. Advance Sick Leave. . . . . . . . . . . . . . . . . . . . . . . . .9
6.E.6. Sick Leave During vacation . . . . . . . . . . . . . . . . .9
6.E.7. One-Fourth Conversion . . . . . . . . . . . . . . . . . . . . . .9
6.E.8. One-Third Conversion . . . . . . . . . . . . . . . . . . . . . . 10
6.E.9. Conversion Deadline . . . . . . . . . . .10
6.E.10. For Employees Hired Prior to December 31, 19.10
6.P. Vacation Leave. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .10
6.F.1. Reguired Usage and Carryover . . . . . . . . . . . . . .10
6.F.2. Accrual. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .11
7. CLOTHING DAMAGE REIMBURSEMENT. . . . . . . . . . . . . . . . . . . . . . . . . . . . .11
S. EMPLOYEE ASSISTANCE PLAN. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .11
9. LIFE INSURANCE. . . . . . . . . . . . . . . . . . . s . . . . . . . . . . . . .
10. LONG—TERM DISABILITY (LTD) . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .12
11. SAFETY EQUIPMENT. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .12
12. TUITION REIMBURSEMENT. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .12
13. CONTINUATION OF BENEFITSr TERMSF AND CONDITIONS OF EMPLOY.12
MEMORANDUM OF UNDERSTANDING
BETWEEN THE CITY OF AZIISA AND THE
AZIISA POLICE OFFICERS' ASSOCIATION
JULY 1s 1991
This Memorandum of Understanding is entered into with
reference to the following facts:
(1) The Azusa Police Officers' Association (APOA)
(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 classifica-
tions 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 imple-
mentation 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 UNDERSTANDING
The term of this Memorandum of Understanding shall commence on
July 1, 1991, and shall continue through and including June 30,
1992.
2. SALARY _
A five and one-half percent (5.50$) increase will be granted to
all employees from and including July 1, 1991, by adjusting the
individual salaries incorporated within the various ranges of the
job classifications listed in Exhibit A.
3. ADDITIONAL COMPENSATION
3.A. Bilingual Pay
The City shall pay an additional $75 per month to personnel
demonstrating a proficiency in the Spanish language if they
0 1 0
MEMORANDUM OF UNDERIANDINd - APOA8 JULY 1, 191P
are assigned and required to speak and translate the Spanish
language in performance of their duties.
Such additional payment is conditional upon demonstration of
Spanish language proficiency by a qualified third-party
examiner mutually agreed upon by both the City and the
Association.
3.8. Clothing Allowance - Detectives
The City shall provide to all affected employees occupying
the position of detective, a clothing allowance equal to the
uniform allowance provided for sworn, uniformed employees.
3.C. Court Time
The minimum court appearance time shall be four (4) hours
per day. Court time is applicable only for court
appearances scheduled during off-duty hours.
3.D. Educational Incentive Pay
3.D.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 Certifi-
cate issued by the California Commission on Peace Officer
Standards and Training (P.O.S.T. ) with forty-five (45) seme-
ster or equivalent quarter units from an accredited college
or university.
3.D.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 require-
ment , for either an Associate in Arts or Science degree or a
Bachelor of Arts or Science degree.
3.E. Holiday Pay (See also S.B. Holidays)
Shift Personnel - Employees shall receive an additional 100
hours pay per year (30 hours x 10 holidays) whether the
holiday is worked or falls on a regularly-scheduled day off
(paid the pay period following the holiday) .
0
2 0
MEMORANDUM OF UNDE1TANDING - APOAj, JULY 1t 1911
Non-Shift Personnel - Employees who work holidays shall
receive regular pay plus time and a half for hours worked or
equivalent compensatory time.
Special Assignments - Employees on special assignments who
work other than the 4 day, 10 hour/day week shall be
compensated accordingly.
3.F. Longevity Pay
After completion of seven (7) years of service as a sworn
member of the Azusa Police Department, employee shall
receive a premium of 2.503 above base salary.
After completion of fifteen (15) years of such service, the
employee shall receive a premium of 53 above base salary.
3.G. Overtime/Compensatory Time
Employees shall be entitled to overtime pay or compensatory
time off at the rate of one and one-half (1 1/2) times the
employee's hourly rate for all hours worked in excess of ten
(10) 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) .
3.E. Retirement
The City shall continue its contract with the Public
Employees Retirement System (PERS) under the "two percent
(23) at age 50 full formula" (CHP) Plan and to continue the
highest level of the 1959 survivor benefit. The City shall
continue to pay both the employee's and employer's share of
the cost of this benefit.
• 3 •
MEMORANDUM OF UNDEMANDING - APOA, JULY 1, 1911
3.1. Standby Pay
Stand-by pay will be paid at straight time hour-for-hour
with a four (4) hour minimum.
3.J. Training Pay (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) .
3.x. Training Pay--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) .
3.L. 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.
4. CAFETERIA BENEFIT PLAN
4.A. Amount of Monthly Benefit
Effective August 1, 1991, the City will provide a Cafeteria
Benefit Plan (CBP) to each employee in the amount of four
hundred and seventy-five ($475) 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 items, or receive these funds as
taxable income. 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.
4.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
. 4 •
MEMORANDUM OF UNDESANDING - AFOAr JULY 1� 1911
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.
4.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.
5. WORK WEEK AND TIMEKEEPING INTERVAL
S.A. Work Week
The regular workweek for employees covered by this document
shall be forty (40) hours for a seven (7) day period begin-
ning at 12:01 a.m. each Sunday and shall consist of four (4)
days a week and ten (10) hours per day. 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.
S.B. Workday
The workday will consist of ten (10) hours with lunch and
breaks to be scheduled in light of departmental policy.
The City reserves the right to determine the beginning and
ending times of the work day.
S.C. 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.
6. TYPES OF LEAVE/DAYS OFF
G.A. Bereavement Leave
An employee may be permitted to take up to thirty (30) hours
bereavement leave in the event of the death of a member of
his/her immediate family. "Immediate family" member is
• 5 •
MEMORANDUM OF UNDEJAANDIMG - APOA, JULY 1# 191P
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 twenty (20) hours 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.
G.B. Holidays (See also 3.D. Holiday Pay)
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, 1991 Independence Day
September 2, 1991 Labor Day
October 14, 1991 Columbus Day
November 11, 1991 Veteran's Day
November 28, 1991 Thanksgiving Day
December 25, 1991 Christmas
January 1, 1992 New Year's Day
February 12, 1992 Lincoln's Birthday
February 17, 1992 Washington's Birthday
May 25, 1992 Memorial Day
G.C. 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'
• 6 •
14EMORANDUM OB UNDB SANDING - APOA# JULY 1t 190
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:
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) .
G.D. Personal Leave
Ten (10) hours Personal Leave may be taken by employee.
Personal Leave is to be distinguished from Personal Business
Leave in that it does not have particular requirements for
its use and is not deducted from the employee's Sick Leave
balance. An Employee Leave Request must be approved by the
appropriate department head prior to the use of Personal
Leave and such leave may not be carried over into the next
fiscal year or cashed in if not used. Personal Leave shall
be granted with due regard for the employee's wishes and the
operational needs of the department. This Personal Leave is
also to be considered similar to vacation leave in that an
open shift can be filled with overtime coverage.
MEMORANDUM OF DNDESTANDING - APOA, JULY 1# 199
6.E. 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.
The Finance Department will analyze and report to the
employees the amount of sick leave earned, less the amount
used, and the net accrued during the calendar year.
6.E.1. Sick Leave During Probation
Sick leave may be taken during the probationary period
but only in such amount as the employee would have
earned if on permanent status. If the employee does
not become permanent, all paid sick leave must be
reimbursed to the city at the time of termination of
employment or it shall be deducted from the employee's
final paycheck.
6.E.2. Reasons for Sick Leave
Sick leave shall be granted for the following reasons:
a. Personal illness or physical incapacity.
b. The illness of a member of the employee's immed-
iate family (father, mother, sister or brother) , or
members of the employees' household (husband, wife, and
children) that require the employees' personal care and
attention.
c. Enforced quarantine of the employee in accordance
with Health Department regulations.
d. Medical, dental, and optical appointments.
e. Personal business not to exceed thirty (30) hours
during any one (1) year. "Personal business" means
those items of personal business that can only be
taken care of during regular working hours of the
employee. Personal business leave shall be approved
or disapproved by the department head in accordance
with this section.
6.E.3. Restrictions on Sick Leave
a. Disability arising from any sickness or injury
purposely self-inflicted.
b. Sickness or disability sustained while on leave of
absence, other than regular vacation leave.
8 0
MEMORANDUM OF UNDEROANDING - APOAp JULY 1, 190
c. Disability or illness arising from compensated
employment other than with the City.
6.E.4. Accrual and Use
Sick leave with pay shall accrue to employees at the
rate of ten hours per month for each calendar month of
paid employment, with unlimited accumulation. Sick
leave shall not be taken in units of less than one-half
hour.
6.E.5. Advance Sick Leave
a. Permanent employees may be allowed sick leave in
advance of accrual up to a maximum of twelve (12)
working days on approval of the department head and the
_City Administrator.
b. Probationary employees serving in entry-level posi-
tions may be allowed sick leave in advance of accrual
up to a maximum of six (6) working days on approval of
the department head and City Administrator where the
employee has completed at least thirty (30) calendar
days of service with the City. If the employee does
not become permanent, all paid sick leave must be
reimbursed to the City or deducted from the employee's
final paycheck.
6.E.6. Sack Leave During Vacation
If an employee becomes ill or injured while on vaca-
tion, he or she may, by completing a Leave Request
Form, use accrued sick leave time in lieu of vacation
time for the period of disability.
6.E.7. 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:
a. Carry over the accrual and add it to his or her sick
leave balance.
b. 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.
9 0
MEMORANDUM OF UNDESTANDING - APOA# JULY 1# 191
6.E.8. One-Third Conversion
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 her
sick leave balance.
b. 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 or unconverted leave would then
be added to the employee's sick leave balance.
6.E.9. Conversion Deadline
A decision to convert sick leave according to the
policies stated shall be made by March 31.
6.E.10. For Employees Hired Prior to December 31, 1985
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 of minimum
of ten (10) years) .
Upon separation for other reasons, 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.
6.F. Vacation Leave
6.F. 1. Recauired Usage and Carryover
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, 1992. 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
10 •
MEMORANDUM OF UNDERIANDING - APOAr JULY 1, 190?
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.
6.F.2. Accrual
Vacation leave shall accrue as follows:
Through the 4th year of employment. . . . . . .90 hours per year
Through the 5th year of employment. . . . . . 120 hours per year
Through the 6th year of employment. . . . . . 128 hours per year
Through the 7th year of employment. . . . . . 136 hours per year
Through the 8th year of employment. . . . . . 144 hours per year
Through the 9th year of employment. . . . . . 152 hours per year
Through the 10th year of employment. . . . . . 160 hours per year
Through the 11th year of employment. . . . . .168 hours per year
Through the 12th year of employment. . . . . .176 hours per year
Through the 13th year of employment. . . . . .184 hours per year
Through the 14th year of employment. . . . . .192 hours per year
Through the 15th year of employment. . . . . .200 hours per year
Through the 16th year of employment. . . . . .218 hours per year
In addition to the above, sworn shift personnel shall accrue
forty (40) additional hours per year in lieu of holidays.
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.
S. EMPLOYES ASSISTANCE PLAN
Association employees will be eligible for the City's Employee
Assistance Plan .
9. LIPS INSURANCE
The City shall provide group life insurance to all Association
members in an amount of coverage equal to one times the member's
annual earnings.
• 11 •
MEMORANDUM OF UNDERANDING - APOA# JULY 1, Is
10. LONG-TERM DISABILITY (LTD)
The waiting period for the Long-Term Disability (LTD) Plan shall
be thirty (30) days.
11. SAFETY EQUIPMENT
The City will provide safety equipment for new employees and will
replace worn safety equipment for current sworn employees as
required by the department head.
12. TUITION REIMBURSEMENT
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.
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 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
examination is scheduled.
All educational reimbursement pay should be for certificates that
are for items over and above the minimum requirement for
recipient's job.
13. 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 Asso-
ciation and the City not specifically altered by this agreement
are hereby incorporated in this agreement and made a part of it
by reference.
• 12
0 0
MEMORANDUM OF UNDERSTANDING
AZUSA POLICE OFFICERS' ASSOCIATION
JULY 1, 1991
EXHIBIT A
MONTHLY
CLASSIFICATION RANGE 1st & 5th STEPS
Police Officer 6195 $2,896.21 - $3,520.33
Police Sergeant 6214 $3,498.91 - $4,252.93
In addition to base salary, the following assignments, when made
by the Chief of Police or his designee, shall receive five
percent (5$) .
Corporal
Motor Officer
In addition to base salary, the following assignments, when made
by the Chief of Police or his designee, shall receive two and
one-half percent (2.5$) .
K-9
• 13 •
0 0
MEMORANDUM OF UNDERSTANDING
AZUSA POLICE OFFICERS' ASSOCIATION
JULY 1, 1991
AZUSA POLICE RELIEF ASSOCIATION Q
BY: �' k�s� DATE: 7 -26-gl
BY• 4/ DATE: Q/Z`/4/
BY: / O Zi
DATE:
CITY OF AZUSA
BY: DATE:
BY: DATE•
• 14 •
0
B
Bereavement Leave, 5
Bilingual Pay, 1
C
Cafeteria Benefit Plan
Amount of Monthly Benefit, 4
Eligibility, 4
Termination, 5
Clothing Allowance - Detectives, 2
Clothing Damage Reimbursement, 11
Continuation of Benefits
Terms, and Conditions of Employment, 12
Court Time, 2
B
Educational Incentive Pay, 2
Employee Assistance Plan, 11
H
Holidays, 6
Holiday Pay, 2
I
Industrial Leave, 6
L
Life Insurance, 11
Long-Term Disability (LTD) , 12
Longevity Pay, 3
0
Overtime/Compensatory Time, 3
P
Personal Leave, 7
Premium Pay
Longevity, 3
R
Retirement
Survivors' Benefit, 3
S
Safety Equipment, 12
Salary, 1
Sick Leave, 8
Accrual, 9
Advance, 9
Conversion Deadline, 10
during vacation, 9
employees hired before Dec. 31, 1985, 10
One-Fourth Conversion, 9
One-Third Conversion, 10
reasons for, 8
Standby Pay, 4
T
Term of Memorandum of Understanding, 1
Training Increment Pay
Corporal, 4
Training Pay
--Police Officer, 4
Tuition Reimbursement, 12
Spanish Language, 12
Q
Uniform Allowance, 4
V
Vacation Leave
Accrual, 11
Required Usage and Carryover, 10
W
Work Week and Timekeeping Interval, 5
Timekeeping Interval, 5
Work Week, 5
Workday, 5