HomeMy WebLinkAboutResolution No. 91-C1390
RESOLUTION NO. 91-C139
A RESOLUTION OF THE CITY COUNCIL OF THE CITY
OF AZUSA ADOPTING THE MEMORANDUM OF
UNDERSTANDING BETWEEN THE CITY AND THE CIVILIAN
ASSOCIATION OF POLICE PERSONNEL 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 Civilian Association of Police
Personnel, terms and conditions to be 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.
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
: NONE
9
0
MEMORANDUM OF UNDERSTANDING
BETWEEN THE CITY OF AZUSA
AND THE
CIVILIAN ASSOCIATION OF POLICE PERSONNEL
EFFECTIVE 7-1-91
T A B L B O F C O N T E N T S
1. TERM.......................................................1
2. SAVINGS CLAUSE.............................................1
3. REOPENER...................................................2
4. SALARY.....................................................2
5. RETIREMENT.................................................2
6. TOTAL COMPENSATION.........................................2
7. NON-DISCRIMINATION.........................................2
7.A. Protection of Rights..................................2
7.B. Anti-Discrimination...................................2
S. CITY RIGHTS................................................3
S.A. Management Rights...................................3
S.B. Conformance With Rules................................4
S.C. Meet and Confer.......................................4
9. SEPARABILITY...............................................5
10. MAINTENANCE OF EXISTING BENEFITS ...........................5
11. CAFETERIA BENEFIT PLAN.........................:...........5
11.A. Amount of Monthly Benefit ............................5
ll.B. Eligibility..........................................5
11.C. Termination..........................................6
12. HEALTH INSURANCE DURING RETIREMENT .........................6
13. EMPLOYEE ASSISTANCE PLAN...................................6
14. LIFE INSURANCE.............................................6
15. UNIFORM ALLOWANCE..........................................6
16. WORKWEEK AND TIMEKEEPING INTERVAL ..........................6
16.A. Workweek.............................................6
16.B. Workday .. .... .....................................7
16.C. Timekeeping Interval.................................7
17. PREMIUM PAY................................................7
17.A. Training Pay.........................................7
18. OVERTIME/COMPENSATORY TIME.................................7
19. OVERTIME MEAL POLICY.......................................8
19.A. Beyond Regular Shift.. ............................8
19.B. Outside of Regular Shift .............................8
19.C. Before 5 a.m.........................................8
i
0
0
20. DAMAGE TO PERSONAL EFFECTS.... oo ........................... a
21. TUITION REIMBURSEMENT......................................8
22. LICENSE RENEWAL............................................9
23. SICK LEAVE.................................................9
23.A. Reasons for Sick Leave...............................9
23.B. Restrictions on Sick Leave .......................... 10
23.C. Accrual and Use.....................................10
23.D. Advance Sick Leave... ...........................10
23.E. Sick Leave During Vacation ..........................10
23.F. One -Fourth Conversion...............................11
23.G. One -Third Conversion.. .... ... ... ......11
.. .... ... ... .
23.H. For Employees Hired Prior to December 31, 1985......11
23.1. Conversion Deadline.................................12
24. BEREAVEMENT LEAVE.........................................12
25. VACATION.* ......... oe .... * ................................ 12
25.A. Required Usage and Carryover ........................12
25.B. Cash -In Policy......................................12
25.C. Accrual.............................................12
26. HOLIDAYS** ... I ........ * .......... * ..... * ..... * ............ 13
26.A. Designated Holidays.................................13
26.B. Floating Holidays...................................13
27. LAY OFF...................................................13
28. INDUSTRIAL LEAVE..........................................14
29. IMPLEMENTATION............................0....0.....0....15
ii
MEMORANDUM OF UNDERSTANDING
BETWEEN THE CITY AND THE
CIVILIAN ASSOCIATION OF POLICE PERSONNEL
JULY i, 1991
This Memorandum of Understanding is entered into with
reference to the following facts:
(1) the Civilian Association of Police Personnel (CAPP)
(hereinafter referred to as "Association") is the recognized
employee organization representing those personnel (hereinafter
referred to as "employees") employed by the various departments
of the City of Azusa (hereinafter referred to as "City"), and
occupying the classifications as listed in Exhibit "B" 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; and
(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 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 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. TERM
The provisions of this document shall commence on July 1.
1991, and shall continue through and including June 30,
1992.
2. SAVINGS CLAUSE
Should any State or Federal law mandate the loss of revenue
to the City as a result of the implementation of any clause
of this document, or should any state or Federal law render
a clause(s) of this document invalid, then those changes
alone shall not be given effect and the remainder of this
document standing shall be unaffected and shall remain in
full force and effect.
1
MEMORANDUM OF UNDENSTANDING, CAPP, JULY 1, 1•
3. REOBENER
Should No. 2 render invalid any provision of this document,
then meet -and -confer session(s) shall immediately commence
in the effort to agree upon replacement(s) for such
invalidated provisions (s).
4. SALARY
S.
Effective July 1. 1991, the base monthly salary of each
employee shall be increased according to the information
contained on Exhibit "A" of this document, which reflects a
5.45% increase.
The City shall continue its contract with the Public
Employees' Retirement System (PERS) under the 112% @ 60 full
formula" plan.
The City shall continue to pay both the "employee" and
"employer" share of the cost of this benefit, including the
111959 Survivor Benefit."
6. TOTAL COMPENSATION
7.
As a matter of philosophy, th
compensation consists of terms and
other than those represented solely
City recognizes that the changes in
terms and conditions of employment
document constitute additions to
received by affected employees.
7.A. Protection of Rights
e City recognizes that
conditions of employment
by salary. Further, the
wages, hours, and other
as set forth in this
the total compensation
The City and the Association shall recognize and
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 Government Code Section
3500, et seq.
7.B. Anti -Discrimination
The City and the Association shall not discriminate
against any employee because of race, color, sex, age,
national origin, political or religious opinions or
affiliations. The City and the Association shall reopen
any provisions of this Agreement for the purpose of
complying with any final order of the federal or state
agency or court of competent jurisdiction requiring a
modification or change in any provision or provisions of
MEMORANDUM OF UNDERSTANDING, CAPP, JULY 1, • 1
this document in compliance with state or federal anti-
discrimination laws.
S. CITY RIGHTS
B.A. Management Rights
The City reserves, retains and is vested with, solely
and exclusively, all rights of Management which have not
been expressly abridged by specific provision(s) of this
document or by law to manage the City, as such rights
existed prior to the execution of this document. The
sole and exclusive rights of Management, as they are not
abridged by this document or by law, shall include, but
not be limited to, the following:
(1) To manage the City generally and to determine the
issues of policy.
(2) To determine the existence or nonexistence of facts
which are the basis of the Management decision.
(3) To determine the necessity and organization of any
service or activity conducted by the City and
expand or diminish services.
(4) To determine the nature, manner, means, and
technology, and extent of services to be provided
to the public.
(5) To determine methods of financing.
(6) To determine types of equipment or technology to be
used.
(7) 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.
(8) To determine and change the number of locations,
relocations, and types of operations, processes and
materials to be used in carrying out all City
functions including, but not limited to, the right
to contract for or subcontract any work or
operations of the City.
(9) 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.
(10) To relieve employees from duties for'lack of funds
or lack of work or similar nondisciplinary reasons
K
UM OF UNDERSTANDING, CAPP, JULY 1, 1•
ERS
(11) To establish and modify productivity and perform-
ance programs and standards.
(12) To discharge, suspend, demote or otherwise
discipline employees for proper cause.
(13) To determine job classification and to reclassify
employees.
(14) To hire, transfer, promote or demote employees for
nondisciplinary reasons in accordance with this
document and applicable Resolutions and Codes of the
City.
(15) To determine policies, procedures and standards for
selection, training and promotion of employees.
(16) To establish employee performance standards includ-
ing, but not limited to, quality and quantity
standards and to require compliance therewith.
(17) To maintain order and efficiency in its facilities
and operation.
(18) 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.
(19) To take any and all necessary action to carry out
the mission of the City in emergencies.
S.B. Conformance With Rules
The City shall have the right to exercise the rights
provided in sections "9" through 1116" of the Management
rights clause, in accordance with the Personnel Rules
and Regulations and shall exercise these rights in
conformance with the Personnel Rules and Regulations.
B.C. Meet and Confer
Except in emergencies, 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 unit, the City agrees to meet and confer with
representatives of the Association regarding the impact
of the exercise of such rights, unless that matter of
the exercise of such rights is provided for in this
document, or in Personnel Rules and Salary Resolutions
and Administrative Code(s) which are incorporated in
this document. By agreeing to meet and confer with the
Association as to the impact and the exercise of any of
4
MEMORANDUM OF UNDERSTANDING, CAPP, JULY 1, • 1
the foregoing City Rights, Management's discretion in
the exercise of these rights shall not be diminished.
9. SEPARABILITY
Should any provisions of this document be found to be
inoperative, void, or invalid by a court of competent
jurisdiction, all other provisions of this document shall
remain in full force and effect for the duration of this
document.
10. MAINTENANCE OF EXISTING BENEFITS
Except as provided herein, all wages, hours and economic
terms and conditions of employment presently enjoyed by
employees shall remain in full force and effect during the
entire term of this document unless mutually agreed to the
contrary by both parties hereto.
11. CAFETERIA BENEFIT PLAN
11.A. Amount of Monthly Benefit
Effective August 1, 1991, the City will maintain the
Cafeteria Benefit Plan (CBP) at four hundred twenty-two
($422) dollars per month for each employee. 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 (508) of membership fees for
a health club or similar organization, deferred compensation
or other available group insurance, or any combination of
these items. The employee understands that in the event the
total premiums and/or expense for options selected by
him/her exceeds the amount of the City's contribution of
four hundred twenty-two ($422) dollars per month, the excess
shall be deducted from the wages of the employee.
11.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 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 thereafter will not be eligible for CBP for
that month.
5
MEMORANDUM OF UNDERSTANDING, CAPP, JULY 1, • 1
11.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 or her benefits, advance payment for
such premium(s) will be deducted from this plan for the
employee, or if he or she is not eligible for this plan,
then the deduction shall be made from the employee's final
paycheck.
12. HEALTH INSURANCE DURING
All of the above notwithstanding, the City shall continue to
pay during retirement the Cafeteria Benefit Plan (CBP) for
those Association employees employed on or before June 30,
1989, who have, at the time of retirement, at least twenty
(20) years of service with the City of Azusa, and who enroll
or continue in the City's health insurance program.
Employees hired after June 30, 1989, will not be eligible
for this benefit. The monthly amount of the CBP shall be
equal to one-half (1/2) of the premiums for such health
insurance regardless of how many family members are
enrolled. This CBP plan shall remain in effect until the
retiree, or eligible survivor is covered by Medicare,
reaches 65 years of age, or passes away, whichever occurs
first. Once an individual has qualified for this provision,
he or she shall retain this eligibility even if this
provision is terminated at a later date.
13. EMPLOYEE ASSISTANCE PLAN
The City will continue to maintain the Employee Assistance
Plan.
14. LIFE INSURANCE
The City shall provide term life insurance equal to twelve
months of salary or $30,000, whichever is greater, excluding
overtime, standby, callback, and other forms of supplemental
compensation, for each employee.
15. UNIFORM ALLOWANCE
The City agrees to provide a
hundred seventy-five ($275) per
are required to wear or maintain
16. WORKWEEK AND TIMEKEEPING INTERVAL
16.A. Workweek
uniform allowance of two
r year for all employees who
a uniform.
The regular workweek for all employees covered by this
document shall be forty (40) hours for a seven (7) day
OF UNDITANDING, CAPP, JULY 1, 1.1
period beginning at 12:01 a.m. each Sunday and consists of
four (4) days a week and ten (10) hours per day. Daily hours
of work or shifts for employees within departments shall be
assigned by the department head, as required to meet the
needs of the department.
16.H. Workday
The workday will consist of ten (10) hours with one-half
(1/2) hour for lunch and breaks to be scheduled in light of
the departmental policy.
The City reserves the right to determine the beginning and
ending times of the work day.
16.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.
17. PREMIUM PAY
17.A. Training Pay
Employees in the classification of Police Dispatcher shall
receive Training Pay at the rate of five percent (5%) in
addition to base salary while assigned to train a person to
perform the functions of dispatcher.
18. OVERTIME/COMPENSATORY TIME
Employees shall be entitled to overtime pay or compensa-
tory time off 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
document, 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 a maximum accrual of two hundred (200)
hours.
Overtime pay or compensatory time off for overtime shall be
accumulated in no less than fifteen minutes per day incre-
ments. 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 or the City Administrator.
Accumulated compensatory time not taken off in the pay
period in which it was earned, may be carried over to a
-maximum of two hundred (200) hours.
7
OF UNDE STANDING, CAPP, JULY 1, 1
19. OVERTIME MEAL POLICY
19.A. Beyond Regular Shift
When an employee is required to work continuous,
unplanned overtime beyond his or her regular shift, he
or she shall be provided with a meal and time to eat the
meal no more than two hours after the commencement of
such work and no less frequently than every four hours
actually worked thereafter or he or she shall receive a
meal reimbursement of eight dollars for each such
period.
19.B. Outside of Regular Shift
When an employee is required to perform scheduled or
unscheduled work outside of his or her regular work
hours, as a result of an emergency situation, he or she
shall be provided with a meal and the time to eat the
meal no less frequently than every four (4) hours or a
meal reimbursement of eight dollars ($8) for each such
four (4) hour period.
19.C. Before 5 a.m.
In the event that an employee is summoned to work before
five o'clock in the morning (5 a.m.) and is required to
continue to work into his or her regular shift on the
same task that he or she was summoned for shall be
provided with a meal and time to eat the meal no less
frequently than every four (4) hours or a meal
reimbursement of eight dollars ($8) for each such four
(4) hour period.
20. DAMAGE TO PERSONAL EFFECTS
If, in the course of business, an office employee's personal
clothing or effects is accidentally damaged or destroyed,
the employee may submit a claim for reimbursement 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.
21. TUITION
The City shall make available to each employee an amount not
to exceed one thousand dollars ($1,000) per fiscal year for
OF UNDERSTANDING, CAPP, JULY 11 1991
Tuition Reimbursement. Included as part of educational
expenses shall be reasonable mileage traveled for the
purposes of taking course work. 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. All tuition reimbursement shall
be for certificates that are for items over and above the
minimum requirements for the recipient's job.
Any claim for Tuition Reimbursement may be submitted at the
beginning of course work and must 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 is deemed to fall in the fiscal year in which
the date of the final examination is scheduled.
22. LICENSE RENEWAL
The City agrees to pay the cost of maintaining
certifications and licenses that are within the minimum
requirements for the licensee's job. The cost of this
reimbursement is not to exceed thirty dollars ($30).
23. 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.
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 he employee's final paycheck.
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.
23.A. Reasons for Sick Leave
Sick leave shall be granted for the following reasons:
(1) Personal illness or physical incapacity.
(2) The illness of a member of the employee's immediate
family (father, mother, sister or brother), or members
of the employees' household (husband, wife, and
children) that require the employees' personal care and
attention.
0
MEMORANDUM OF ATANDING, CAPP, JULY 1, 1.1
(3) Enforced quarantine of the employee in accordance with
Health Department regulations.
(4) Medical, dental, and optical appointments.
(5) Personal business not to exceed a maximum of 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.
23.9. Restrictions on Sick Leave
(1) Disability arising from any sickness or injury
purposely self-inflicted.
(2) Sickness or disability sustained while on leave of
absence, other than regular vacation leave.
(3) Disability or illness arising from compensated
employment other than with the City.
23.C. 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.
23.D. Advance sick Leave
(1) 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.
(2) Probationary employees serving in entry-level positions
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.
23.9. sick Leave During Vacation
If an employee becomes ill or injured while on vacation, 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.
10
0
OF UNDERSTANDING, CAPP, JULY 1, 1991
23.F. 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 or 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.
23.G. 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:
(1) Carry over the accrual and add it to his or 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 or unconverted leave would then
be added to the employee's sick leave balance.
23.H. For Employees Hired Prior to December 31, 1985
An employee shall be entitled to payment at his/her current
rate of salary upon death or retirement for fifty percent
(508) of accumulated sick leave, provided:
(1) In case of retirement for disability arising out of
and in the course of employment. The employee
shall have been employed for five (5) consecutive
years of service.
(2) Voluntary retirement. Employee shall have been
employed for ten (10) consecutive years of service.
(3) In case of death. Employee shall have attained
permanent status.
An employee upon terminating City employment for reasons
other than death or retirement shall be entitled to payment
at the current rate of salary for fifty percent (50%) of
accrued sick leave in excess of three hundred twenty (320)
hours to a maximum payment of two hundred forty (240) hours.
11
OF UNDERSTANDING, CAPP, JULY 1, 1991
23.I. Conversion Deadline
A decision to convert sick leave according to the policies
stated shall be made by March 31.
24. BEREAVEMENT LEAVE
An employee may be permitted to take up to forty (40) hours
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,
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 accrued Sick Leave balance and shall
be considered in calculating his or her ability to convert
the balance.
25. VACATION
25.A. Required Usage and Carryover
An employee shall be required to use one half (1/2) of
his/her 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 (52) times 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 work load 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.
25.B. Cash -In Policy
The employee shall be authorized to cash in one forth (1/4)
of the annual accrual per year in lieu of carrying it over,
if approved by the appropriate department head.
25.C. 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
12
0 0
MEMORANDUM OF UNDERSTANDING, CAPP, JULY 1, 1991
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 ...... 210 hours per year
26. HOLIDAYS
26.A. Designated Holidays
The employee shall receive holiday pay for the following
holidays but only if the employee is paid for the workday
that precedes or follows the holiday.
If a holiday falls on an employee's scheduled day off, the
employee shall receive the holiday on the next scheduled
business day. The dates upon which these holidays shall be
observed will be determined by City Council.
July 4, 1991
September 2, 1991
October 14, 1991
November 11, 1991
November 28, 1991
December 25, 1991
January 1, 1992
February 12, 1992
February 17, 1992
May 25, 1992
Independence Day
Labor Day
Columbus Day
Veteran's Day
Thanksgiving Day
Christmas
New Year's Day
Lincoln's Birthday
Washington's Birthday
Memorial Day
26.B. Bloating Holidays
The City and the Association agree to two additional
floating holidays of ten (10) hours each including one in
lieu of Martin Luther King, Jr., day. All floating holidays
shall be requested in advance from the appropriate
department head or division chief. Enough employees shall
remain at work during floating holidays so that the City's
business may be conducted.
Floating holidays shall accrue on July 1 and must be taken
by the following June 30, or the hours will be forfeited.
27. LAY OFF
The City agrees that in the event employees represented by
the Association are laid off from their employment, a mini-
mum of forty-five (45) calendar days notice will be given to
each individual affected employee. Such notice shall be in
writing and signed by an appropriate management employee.
13
MEMORANDUM OF UNDERSTANDING, CAPP, JULY 1, 1991
28. INDUSTRIAL LEAVE
A regular employee who is temporarily or permanently
incapacitated 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:
A. An employee granted industrial leave shall continue to
be compensated at his regular rate of pay in lieu of
temporary disability payments.
B. 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 (A) above.
C. 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 nine (9)
months. Supporting medical documentation must accompany
such requests for leave and be submitted thirty (30)
days prior to expiration date.
Prior to the end of the nine (9) months of paid leave
pursuant to this section, the employee may apply for
benefits under the City's long-term disability plan. If
the employee is qualified to receive benefits under the
disability plan, vacation and sick leave shall accrue,
and the City shall continue to pay benefits under the
City's Cafeteria Benefit Plan and Public Employees'
Retirement System (PERS) so far as required by law for
such employee for an additional three (3) month period.
An employee receiving long-term disability may be
eligible to return to work on or before three (3) months
from the time employee began receiving long-term
disability benefits. The employee shall notify the
department head as soon as practicable as to whether he
or she will be returning to work prior to the expiration
of the three-month period in which the employee has been
on long term disability.
D. Except as provided in B 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.
14
29.
OF UNDERSTANDING, LAPP, JULY 1, 1991
E. Industrial leave shall expire when one of the following
conditions occurs:
(1) Employee is able to return to work to his regular
position.
(2) 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:
(a) The employee's condition is determined to be
permanent or of an extended duration.
(b) The degree of disability precludes continued
employment by the employee in his/her present
position.
(3) After thirty-nine (39) weeks of industrial disability
payments.
F. 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.)
This document is subject to approval of the City Council of
the City of Azusa, and following such approval shall be
implemented by appropriate resolution(s) or ordinance(s) of
the City Council.
15
0
CIVILIAN ASSOCIATION OF POLICE PERSONNEL
JULY 1, 1991
(Exhibit A)
Community Services Officer
9164
$2,085.71
- $2,535.16
Jailer
9164
$2,085.71
- $2,535.16
Police
Cadet
9140
$1,642.66
- $1,996.65
Police
Dispatcher
9164
$2,085.71
- $2,535.16
Police
Records Clerk I
9140
$1,642.66
- $1,996.65
Police
Records Clerk II
9150
$1,814.51
- $2,205.55
16
0 0)
MEMORANDUM OF UNDERSTANDING
CIVILIAN ASSOCIATION OF POLICE PERSONNEL
JULY 1, 1991
AZUSA CITY
BY
BY
CITY OF AZUSA
/ -rrrcol IN'
BY
17
DATE / /
DATE 9- a'y^C%/
DATE
DATE ?--?-
DATE
"ZDATE44
B
Bereavement Leave, 12
C
Cafeteria Benefit Plan, 5
Eligibility, 5
Monthly Benefit, 5
Termination of, 6
City Rights, 3
Compensatory Time, 7
Authorization, 7
Maximum allowed, 7
Conformance With Rules, 4
D
Damaged personal effects, 8
E
Employee Assistance Plan, 6
Existing Benefits, 5
F
FLSA, 7
8
Health Insurance During Retirement, 6
Holidays, 13
Designated, 13
Floating, 13
I
Implementation, 15
Industrial Leave, 14
L
Lay Off, 13
License Renewal, 9
State Pesticide License, 9
License/Certification
maintenance, 9
Life Insurance, 6
M
Management Rights, 3
Meet and Confer, 4
N
Non -Discrimination, 2
O
Overtime, 7
Authorization, 7
Overtime Meal Policy, 8
Before 5 a.m., 8
14%0 •
Beyond Regular Shift, 8
Outside of Regular Shift, 8
R
Reopener, 2 -
Retirement, 2
8
Salaries
listed, 16
Salary, 2
Savings Clause, i
Separability, 5
Sick Leave, 9
Accrual, 10
Advance, 10
Conversion Deadline, 12
_during vacation, 10
employees hired before Dec
One -Fourth Conversion, 11
One -Third Conversion, 11
reasons for, 9
T
Term, 1
Total Compensation, 2
Training Pay, 7
Tuition Reimbursement, 8
U
Uniform Allowance, 6
V
Vacation, 12
Accrual, 12
Carryover, 12
Cash -In Policy, 12
Required Usage, 12
31, 1985, 11
W
Workday, 7
Workweek and Timekeeping Interval, 6