HomeMy WebLinkAboutResolution No. 94-C4• RESOLUTION NO. 94-C4 •
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF
AZUSA APPROVING THE MEMORANDUM OF
UNDERSTANDING BETWEEN THE CITY AND THE AZUSA
POLICE OFFICERS' ASSOCIATION EFFECTIVE JULY 1,
1993.
FOLLOWS: THE CITY COUNCIL OF THE CITY OF AZUSA DOES RESOLVE AS
WHEREAS, it is customary for the Management of the City of Azusa to
receive, on a periodic basis, proposals for amendments to the memoranda and/or
Resolutions thatgovern the compensation, benefits and working conditions of City
employees, based upon changes in the consumer price index and other factors, and
WHEREAS, the City Council acknowledged the Azusa Police Officers'
Association as the recognized employee organization representing those personnel
employed by the various departments of the City of Azusa, and occupying the
classifications as listed in Exhibits "A," "B" and "C attached hereto; and
WHEREAS, the City of Azusa has received the proposals for amendment
and updating of compensation and benefits for the upcoming 3 fiscal years for the
Azusa Police Officers' Association (APOA), and
WHEREAS, the City of Azusa and representatives of APOA have met on
numerous occasions during the last 3 months and have discussed the issues between
them and have bargained in good faith, and
WHEREAS, the City and APOA have come to an agreement with regard
to every issue, and
WHEREAS, the new Memorandum of Understanding between the City
of Azusa and the Azusa Police Officers' Association covering the period of July 1,
1993 through July 31, 1996, is attached hereto,
NOW, THEREFORE, BE IT RESOLVED that the City Council of the City
of Azusa does hereby approve the Memorandum of Understanding attached hereto,
and directs the representatives of Management to affix their signatures theron.
The City Clerk shall certify the passage of this Resolution.
APPROVED AND PASSED this 4th day of January, 1994.
i 7::;Un�
'MAYOR
I HEREBY CERTIFY that the foregoing Resolution was duly passed by the
City Council of the City of Azusa at a regular meeting thereof held on the 4th day of
January, 1994.
AYES: COUNCILMEMBERS: DANGLEIS, MADRID, NARANJO, ALEXANDER,
MOSES
NOES: COUNCILMEMBERS: NONE
ABSENT: COUNCILMEMBERS: NONE
CITY RK
MEMORANDUM OF UNDERSTANDING
BETWEEN THE CITY OF AZUSA
AND THE
AZUSA POLICE OFFICERS' ASSOCIATION
EFFECTIVE 7-1-93
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TABLE OF CONTENTS
1. TERM OF MEMORANDUM OF UNDERSTANDING ...............
2. SALARY ............................................
3. ADDITIONAL COMPENSATION ............................
3.1. Bilingual Pay ................................... .
3.2. Court Time .....................................
3.3. Educational Incentive Pay .......................... .
3.4. Holiday Pay (See also 6.2. Holidays) ....................
3.5. Longevity Pay ...................................
3.6. Overtime/Compensatory Time ........................
3.7. Retirement ......................................
3.8. Shift Differential ..................................
3.9. Standby Pay ....................................
3.10. Training Pay (Police Officer) ..........................
3.11. Training Pay --Corporal ..............................
3.12. Uniform Allowance ................................
4. FLEXIBLE BENEFIT PLAN
4.1. Definition ......................................
4.2. Amount of Monthly Benefit ..........................
4.2.1. Yearly Increase .....................
4.3. Eligibility .......................................
4.4. Termination .....................................
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5. WORK WEEK AND TIMEKEEPING INTERVAL ................... 7
5.1. Work Week ..................................... 7
5.2. Workday ....................................... 7
5.3. Timekeeping Interval ............................... 7
6. TYPES OF LEAVE/DAYS OFF ............................. 8
6.1. Bereavement Leave ................................ 8
6.2. Holidays (see also 3.5. Holiday Pay) .................... 8
6.2.1. Designated Holidays ...................... 8
6.3. Industrial Leave .................................. 9
6.4. Personal Leave ................................... 10
6.5. Sick Leave ...................................... 10
6.5.1. Sick Leave During Probation ................. 10
6.5.2. Reasons for Use of Sick Leave ............... 11
6.5.3. Restrictions on Sick Leave .................. 11
12. LONG TERM DISABILITY INSURANCE ....................... 16
13. TUITION REIMBURSEMENT ............................... 17
13.1. Objective ........................................ 17
13.2. Eligibility ....................................... 17
13.3. Courses may be eligible if they: ....................... 18
13.4. Reimbursement .................................. 19
14. COMPUTER AND HOME EXERCISE EQUIPMENT LOAN PROGRAM .... 20
15. SAFETY EQUIPMENT ................................... 21
16. CONTINUATION OF BENEFITS, TERMS, AND CONDITIONS OF
EMPLOYMENT ....................................... 21
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6.5.4. Accrual and Use .........................
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6.5.5. Advance Sick Leave ......................
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6.5.6. Sick Leave During Vacation .................
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6.5.7. One -Fourth Conversion ....................
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6.5.8. One -Third Conversion .....................
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6.5.9. Conversion Deadline ......................
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6.5.10 Conversion to Cash Upon Retirement or Separation
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6.6. Vacation Leave ..................................
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6.6.1 Required Usage and Carryover ....................
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6.6.2 Accrual ...................................
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CLOTHING DAMAGE REIMBURSEMENT ......................
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EMPLOYEE ASSISTANCE PLAN ............................
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PHYSICAL EXAMINATIONS ..............................
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10.
HEALTH INSURANCE DURING RETIREMENT ...................
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11.
LIFE INSURANCE ......................................
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12. LONG TERM DISABILITY INSURANCE ....................... 16
13. TUITION REIMBURSEMENT ............................... 17
13.1. Objective ........................................ 17
13.2. Eligibility ....................................... 17
13.3. Courses may be eligible if they: ....................... 18
13.4. Reimbursement .................................. 19
14. COMPUTER AND HOME EXERCISE EQUIPMENT LOAN PROGRAM .... 20
15. SAFETY EQUIPMENT ................................... 21
16. CONTINUATION OF BENEFITS, TERMS, AND CONDITIONS OF
EMPLOYMENT ....................................... 21
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MEMORANDUM OF UNDERSTANDING
BETWEEN THE CITY OF AZUSA AND THE
AZUSA POLICE OFFICERS' ASSOCIATION
JULY 1, 1993
This Memorandum of Understanding is entered into with reference to the following
facts:
(1) The Azusa Police Officers' Association (APOA) (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 Exhibits "A," "B"
and "C" attached hereto;
(2) In the interest of maintaining harmonious relations between the City and
those employees represented by the Association, authorized
representatives of the City and the Association have met and conferred
in good faith, exchanging various proposals concerning wages, hours and
other terms and conditions of employment to affected employees.
(3) The authorized representatives of the City and the Association have
reached an understanding and agreement as to certain changes in
wages, hours and other terms and conditions of employment of the
affected employees which shall be submitted to the City Council of the
City 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 as follows:
1. TERM OF MEMORANDUM OF UNDERSTANDING
The term of this Memorandum of Understanding shall commence on July 1. 1993 and
shall continue through and including July 31, 1996.
The term of this Memorandum of Understanding (MOU) shall commence July 1, 1993
and shall continue in full force and effect until July 31, 1996 with one reopener per
year however, management will not discuss salary unless the cost -of -living for March
1993 to March 1994, or March 1994 to March 1995, (as measured by the All Urban
Wage Earners Index, Los Angeles -Anaheim -Riverside Metropolitan Area) exceeds six
percent (6%). Management agrees to commence negotiations no later than April 1
of each year.
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MEMORANDUM OF UNDERSTANDING - APOA, JULY 1, 1993
2. SALARY
Effective July 1, 1993, the base monthly salary of each employee shall be according
to the information contained in Exhibit "A" of this MOU.
Effective July 1, 1994, the base monthly salary of each employee shall be according
to the information contained in Exhibit "B" of this MOU.
Effective July 1, 1995, the base monthly salary of each employee shall be according
to the information contained in Exhibit "C" of this MOU.
3. ADDITIONAL COMPENSATION
3.1. Bilingual Pay
The city shall pay two and one-half percent (2.5%) per month to personnel
demonstrating a proficiency in the Spanish language if they 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.
3.2. 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.
3.3. Educational Incentive Pay
3.3.1. The City will pay two and one-half percent (2.5%) of the
"sworn" employee's base 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.
3.3.2. 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
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MEMORANDUM OF UNDERSTANDING - APOA, JULY 1, 1993
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.
3.4. Holiday Pay (See also 6.2. Holidays)
Shift Personnel - Employees shall receive an additional 100 hours pay per year
(10 hours x 10 holidays) whether the holiday is worked or falls on a regularly -
scheduled day off (paid the pay period following the holiday)•
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.
3.5. 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 2.50% above base
salary.
After completion of fifteen (15) years of such service, the employee shall
receive a premium of 5% above base salary.
3.6. 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
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MEMORANDUM OF UNDERSTANDING - APOA, JULY 1, 1993
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).
3.7. Retirement
The City shall continue its contract with the Public Employees' Retirement
System (PERS) under the "two percent (2%) at 50 full formula" (CHP) Plan and
shall continue the highest level of the 1959 survivor benefit. The City shall
continue to pay both the "employee" and "employer" share of the cost.
The City shall amend its contract with the Public Employees' Retirement
System (PERS) to add an additional benefit of Service Credit for Unused Sick
Leave.
The City shall also amend its contract with the Public Employees' Retirement
System (PERS) to participate in the two-year Golden Handshake program as
authorized by the State Legislature.
3.8. Shift Differential
Persons assigned to the following shifts will be compensated for all hours
worked as follows:
Swing shift: additional $.50 per hour
Morning shift: additional $1.00 per hour
Shift differential pay will not apply to individuals who are working either of the
above shifts on an overtime basis, on a shift exchange or when called out due
to an emergency.
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3.9. Standby Pay
Stand-by pay will be paid at straight time hour -for -hour with a four (4) hour
minimum.
3.10. 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).
3.11. 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 duties of a Field Training
Officer (FTO).
3.12. Uniform Allowance
The uniform allowance for "sworn" employees shall be seven hundred dollars
($700) per year. Such allowance will be paid by the City in December.
4. FLEXIBLE BENEFIT PLAN
4.1. Definition
Effective August 1, 1993, the City's existing Cafeteria Benefit Plan (CBP) shall
be converted to an IRS Section 125 Flexible Benefit Plan (FBP) administered by
either the City or its designee.
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4.2. Amount of Monthly Benefit
Effective August 1, 1993, the City will maintain the Flexible Benefit Plan at five
hundred forty-five dollars ($545.00) per month for each employee. This plan
can be used by the employee to pay, to the extent available, for qualified
benefits as determined by the IRS. The employee understands that, in the
event the total premiums and/or expenses for qualified benefits selected by
him/her exceed the amount of the FBP, the excess shall be deducted from pre-
tax wages of the employee.
4.2.1. Yearly Increase
Effective August 1, 1994, the City will maintain the Flexible Benefit Plan
at five hundred seventy dollars ($570.00) per month for each employee.
Effective August 1, 1995, the City will maintain the Flexible Benefit Plan
at five hundred ninety-five dollars (5595.00) per month for each
employee.
4.3. Eligibility
In order for an employee to be eligible for the FBP in any given month, he/she
must be on payroll on the first work day (excluding recognized paid City
holidays) of that month.
A new employee will be eligible for the full FBP applicable to his/her bargaining
unit if he/she begins work on the first work day (excluding recognized paid City
holidays) of the month. An employee whose date of hire is on the second work
day (excluding recognized paid City holidays) of the month or thereafter will not
be eligible for the FBP for that month.
If an employee does not meet the qualifying work time in any given month,
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
met the qualifying work time for eligibility for the FBP.
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MEMORANDUM OF UNDERSTANDING - APOA, JULY 1, 1993
4.4. Termination
The City will not be responsible for payment of any qualified benefits on behalf
of the employee following the month of termination. If an employee
represented by the Association wishes to continue his/her qualified benefits,
advance payment for such qualified benefits will be deducted from the
employee's final pay.
5. WORK WEEK AND TIMEKEEPING INTERVAL
5.1. Work Week
The regular workweek for all employees covered by this document shall be
forty (40) hours for a seven (7) day period beginning 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.
5.2. 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.
5.3. 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.
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6. TYPES OF LEAVE/DAYS OFF
6.1. Bereavement Leave
An employee may be permitted to take up to forty (40) hours 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 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.
6.2. Holidays (see also 3.5. Holiday Pay)
6.2.1. Designated Holidays
The employee shall receive time off with 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 are listed below:
Holiday Schedule:
Month
93-94
94-95
95-96 96
Independence Day
July
5
4
4 4
Labor Day
September
6
5
4
Columbus Day
October
11
10
9
Veteran's Day
November
11
14
13
Thanksgiving Day
November
25
24
23
Christmas Day
December
27
26
25
New Year's Day
January
3
2
1
Martin Luther King Day
January
17
16
15
President's Day
February
21
20
19
Memorial Day
May
30
29
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MEMORANDUM OF UNDERSTANDING - APOA, JULY 1, 1993
6.3. 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:
1. An employee granted industrial leave shall continue to be compensated
at his 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 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:
11 The employee's condition is determined to be
permanent or of an extended duration.
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MEMORANDUM OF UNDERSTANDING - APOA, JULY 1, 1993
2) The degree of disability precludes continued
employment by 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.)
6.4. Personal Leave
Twenty (20) 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 it is 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.
6.5. 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 eave earned, less the amount used, and the net accrued during the
calendar year.
6.5.1. 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.
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6.5.2. Reasons for Use of 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 immediate family
(father, mother, sister or brother), or members of the employee's
household (husband, wife, and children) that require the
employee's 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 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. Sick Leave taken as "Personal Business" Leave
shall not be taken into consideration in employee performance
evaluations.
6.5.3. 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.
C. Disability or illness arising from compensated employment other
than with the City.
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6.5.4. 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.
6.5.5. 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 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.
6.5.6. 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.
6.5.7. 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.
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MEMORANDUM OF UNDERSTANDING - APOA, JULY 1, 1993
6.5.8. 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.
6.5.9. Conversion Deadline
A decision to convert sick leave according to the policies stated shall be
made by March 31.
6.5.10 Conversion to Cash Upon Retirement or Separation
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 110) 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.
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MEMORANDUM OF UNDERSTANDING - APOA, JULY 1, 1993
6.6. Vacation Leave
6.6.1 Required Usage and Carryover
Leave will be credited on a "pay -per -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
(52) times the then -current pay period rate of vacation accrual. This
maximum is waived, however, until June 30, 1996. 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.
6.6.2 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
11 th 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.
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MEMORANDUM OF UNDERSTANDING - APOA, JULY 1, 1993
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 up to one hundred dollars ($100) to the City's Safety Committee. The
committee shall have the authority to investigate the claim and recommend to the City
Administrator, or his designee, to pay the full amount of the claim, deny the claim, or
apportion the claim based on normal wear and tear of the item and/or the extent of
the employee's negligence in following proper safety procedures. It is expressly
understood that stockings and socks are exempt from this procedure. It is further
expressly understood that prescription eye glasses or contact lenses and hearing aid
devices are exempt from the one hundred dollar ($100) limit.
8. EMPLOYEE ASSISTANCE PLAN
Association employees will be eligible for the City's Employee Assistance Plan.
9. PHYSICAL EXAMINATIONS
The City will continue to provide annual physical examinations, for all sworn officers,
on a voluntary basis.
10. HEALTH INSURANCE DURING RETIREMENT
Effective July 1, 1993, the City shall establish a Medical Premium Retirement Benefit
Plan (MPRBP) under the Internal Revenue Code of 1986, as a member of, under the
regulations of, and administered by the Joint Powers Employee Benefit Authority.
Association employees can defer income to this plan. In addition, beginning with the
first month after retirement, for Association employees who, at the time of retirement
from the City of Azusa, have attained the age of fifty (50) and have at least twenty
(20) cumulative years of sworn safety service with the City of Azusa Police
Department, the City will contribute monthly to the Plan, in the employee's behalf,
until the employee passes away, an amount equal to the single -coverage premium in
the employee's comprehensive health insurance plan. The amount of the City's
contribution shall vary, up or down, depending upon the employee's choice of health
insurance carrier and its periodic changes in its rates. The minimum contribution
(currently $16 per month) that the City pays directly to PERS shall be considered to
be part of the portion paid by the City.
15
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MEMORANDUM OF UNDERSTANDING - APOA, JULY 1, 1993
11. LIFE INSURANCE
The City shall provide group life insurance to all Association members in an amount
of coverage one times the member's annual earnings.
12. LONG TERM DISABILITY INSURANCE
12.1. The CITY shall maintain in effect for the term of this agreement a long-
term disability plan covering EMPLOYEES set forth herein. Said plan
shall provide an employee with a maximum of two-thirds (2/3) of his/her
base salary. An employee may utilize his/her accrued sick leave,
vacation, and/or compensatory time to supplement the LTD payment so
as to receive 100% of his/her base salary.
12.2. Long term disability benefits shall not commence until thirty (30)
calendar days of employment.
12.3. The City shall form a committee composed of one member of each
bargaining unit and members of the management staff to review
alternatives to the current LTD plan, including the plan benefits and the
costs of such benefits. In the event a new LTD plan is implemented, it
shall introduce "offset" from disability pay for sick leave pay but shall
not provide a lesser level of benefits than currently provided, and shall
be based on the following criteria. It may not be possible to meet all of
these criteria:.
12.3.1. Employees will be covered for long term disability benefits
through an Association sponsored LTD Plan;
12.3.2. The Plan shall provide 66% of the employees monthly
salary;
12.3.3. There will be a 30 calendar day waiting period and a benefit
to age 65;
12.3.4. For the first 30 days of non -job related illness or injury, the
employee will use accrued sick leave, compensatory time
or vacation leave;
Iry
0
0
MEMORANDUM OF UNDERSTANDING - APOA, JULY 1, 1993
12.3.5. The employee will be allowed to use accrued sick leave in
conjunction with the long term disability plan to provide for
a full pay check;
12.3.6. At no time will an employee receive more than 100% of
their base pay;
12.3.7. Coverage in both of the City's sponsored UNUM plans will
cease;
12.3.8. The new disability plan will be at a rate substantially less
than the current City plan.
13. TUITION REIMBURSEMENT
13.1. Objective
The tuition reimbursement program is designed to encourage employees to
continue their self -development by enrolling in approved classroom courses
which will:
13.1.1. Educate them in new concepts and methods in their
occupational field and prepare them to meet the changing
demands of their job.
13.1.2. Help prepare them for advancement to positions of greater
responsibility in the City of Azusa.
13.2. Eligibility
Tuition Reimbursement
13.2.1. All regularly appointed employees are eligible to receive
tuition reimbursement. Courses must commence after
appointment and be in excess of the educational standards
for the position. An example of this would be job-related
college or university courses when the specification for the
classification calls for high school graduation.
13.2.2. Courses must be (except where noted below in paragraphs
12.3.3. and 12.3.4.) traditional classroom courses taken at
17
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MEMORANDUM OF UNDERSTANDING - APOA, JULY 1, 1993
colleges or universities and approved by the Western
Association of Schools and Colleges. Credits given for non -
classroom assignments such as life experience, military
training, and professional training are not reimbursable.
13.2.3. Coursework must be related to the employee's current
occupation or to a City classification to which the employee
may resonably expect promotion within the next five years.
13.3. Courses may be eligible if they:
13.3.1. Are above the educational requirements of the position as
noted in the position specification and are not taken to
acquire skills, knowledge and abilities which the employee
was deemed to have when appointed the position.
13.3.2. Do not duplicate training which the employee has already
had or which is to be provided in-house.
13.3.3. Do not duplicate previously taken courses unless special
approval has been granted by the department head and the
Human Resources Division.
13.3.4. Are required for the completion of the pre -approved job-
related major. An example would be general education or
elective requirements for the major as stated in the school
catalog. Remedial courses or those taken as required for a
non -approved major shall be eligible.
13.3.5. Include completed engineering review courses taken at
accredited institutions for which an academic grade or units
of academic credit are not given. These courses must
prepare candidates for a certificate, license or registration
issued by the California Board of Registration for
Professional Engineers. The employee must receive the
certificate or license from this Board to be eligible for
reimbursement, which will be granted for a maximum of 2
courses per certificate, license or registration.
13.3.6. Lead to a City -approved certificate, license or registration.
Reimbursement may be made for any examination fees
0
MEMORANDUM OF UNDERSTANDING - APOA, JULY 1, 1993
required to seccessfully obtain the certificate, license or
registration. Reimbursement for eligible expenses will be
made after obtaining the license, certificate or registration.
13.3.7. Are not taken on City time and must be certified that they
are taken on the employee's off-duty time.
13.3.8. Are part of a bona -fide curriculum of the study of the
Spanish language.
13.3.9. Have been approved by the Department Head and the City
Administrator or his/her designee before commencement of
the class.
13.4. Reimbursement
13.4.1. The City shall reimburse employees for tuition, registration
fees and texts required for the eligible courses. Expenses
for parking, travel, meals, processing fees, transcript fees,
materials and any other costs are not reimbursable.
13.4.2. Employees shall be reimbursed up to the dollar amount
charged for the same number of units per term by California
State University system.
13.4.3. In order to be reviewed, each application must state exactly
which units or credits the employee is applying for and
whether the courses submitted are core courses or
recommended electives for the approved major.
13.4.4. Reimbursement shall be made upon completion of the
course with a minimum final grade of "C" or its equivalent,
i.e., a pass in a pass/fail course will be considered
equivalent to a "C". No reimbursement shall be made for
audited or incomplete courses.
13.4.5. Employees must submit from the attendant institution an
original certification of fees paid and grade acheived in
order to have their application considered for
reimbursement. These documents must accompany the
reimbursement application form in order to be processed.
Ir
MEMORANDUM OF UNDERSTANDING - APOA, JULY 1, 1993
13.4.6. Application for reimbursement must be submitted within
three months of the completion of the approved course in
order to be considered for reimbursement.
14. COMPUTER AND HOME EXERCISE EQUIPMENT LOAN PROGRAM
14.1. The Computer and Home Exercise Equipment Loan Plan described below
shall be made available to full time regular employees. Eligibility is
limited to employees who have completed their initial probation period
with the City.
14.2. The equipment configuration shall be appropriate to the employee's
position and career with the City.
14.3. The City will recommend a vendor who has agreed to provide discount
pricing.
14.4. It is the employee's responsibility to negotiate the price for the
equipment and to bring a copy of the order/quote to the City for approval
prior to purchase.
14.5. The employee shall apply for a loan with the City on a City provided loan
application. if the employee qualifies, the City will fund the loan on an
interest free basis. Loan payments must be by payroll deduction. Each
loan payment period shall not exceed two years and the aggregate value
of all loan(s) shall not exceed $5,000 per employee. In order for an
employee to receive a loan under the Plan for equipment upgrades for
purchase of equipment components which are part of the City approved
minimum configuration, the employee must certify that he/she already
owns the remaining components required to meet the minimum
equipment configuration.
14.6. The plan will not apply to any equipment purchased prior to November
1, 1993.
14.7. Any remaining loan balance must be paid in full at time of separation of
employment. Payment will be made directly and/or by deduction from
the last paycheck. In the event an outstanding balance remains, the
employee is responsible for making payment arrangements. The failure
to make full payment will obligate the employee to pay the City's
attorneys fees in any restitution process.
20
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MEMORANDUM OF UNDERSTANDING - APOA, JULY 1, 1993
15. 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.
16. 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.
21
MEMORANDUM OF UNDERSTANDING
AZUSA POLICE OFFICERS' ASSOCIATION
JULY 1, 1993
EXHIBIT "A" -- 1993-1994
MONTHLY SALARY
Classification Range
1
z
s
v
a
71
3998.45
Police Officer 6101
3081.64
3229.35
3384.44
3547.29
3718.28
3811.24
3904.19
Police Officer -Bilingual Pay 6102
3155.49
3306.89
3465.86
3632.78
3808.05
3903.25
3998.45
Police Officer -5% Incentive Pay 6103
3231.19
3386.38
3549.32
3720.41
3900.06
3997.56
4095.06
Police Officer -5% Incent. + Biling.61 04
3308.79
3467.85
3634.87
3810.24
3994.37
4094.23
4194.09
In addition to monthly basic pay, the following assignments, when made by the Chief
of Police or his designee, shall receive two and
one-half percent •
(2.5%)
3720.42
3900.06
3997.56
I
4095.06
Bicycle Patrol Officer -5% Incent. 6213
3308.79
3467.85
K-9 Officer 6201
3155.50
3306.89
3465.04
3632.79
3808.05
3903.25
3998.45
K-9 Officer -Bilingual Pay 6202
3231.20
3386.38
3549.32
3720.42
3900.06
3997.56
I
4095.06
K-9 Officer -5% Incentive Pay 6203
3308.79
3467.85
3634.87
3810.24
3994.38
4094.24
4194.10
K-9 Officer -5% Incentive+Biling.6204
3388.32
3551.36
3722.55
3902.31
4091.05
4193.33
4295.60
Bicycle Patrol Officer 6211
3155.50
3306.89
3465.04
3632.79
3808.05
3903.25
3998.45
Bicycle Patrol Officer -Bilingual 6212
3231.20
3386.38
3549.32
3720.42
3900.06
3997.56
I
4095.06
Bicycle Patrol Officer -5% Incent. 6213
3308.79
3467.85
3634.87
3810.24
3994.38
4094.24
4194.10
Bicycle Patrol Officer -5% Inc+Bi16214
3388.32
3551.36
3722.55
3902.31
4091.05
4193.33
4295.60
In addition to monthly basic pay, the following
assignments,
when made by the Chief
of Police or his
designee, shall receive five percent (5%).
Corporal 6301
3229.33
3384.42
3547.27
3718.26
3897.80
3995.25
4092.69
Corporal -Bilingual Pay 6302
3306.88
3465.85
3632.77
3808.03
3992.05
4091 .85
I
4191.65
Corporal -5% Incentive Pay 6303
3386.36
3549.31
3720.40
3900.04
4088.67
4190.89
4293.10
Corporal -5% Incentive+Bilingual 6304
3467.83
3634.85
3810.22
3994.36
4187.70
4292.39
4397.09
Motor Officer 6401
3229.33
3384.42
3547.27
3718.26
3897.80
3995.25
4092.69
Motor Officer -Bilingual Pay 6402
3306.88
3465.85
3632.77
3808.03
3992.05
( 4091.85
4191.65
Motor Officer -5% Incentive Pay 6403
3386.36
3549.31
3720.40
3900.04
4088.67
4190.89
4293.10
Motor Officer -5% Incent. + Biling.6404
3467.83
3634.85
3810.22
3994.36
4187.70
4292.39
4397.09
Police Sergeant 6501
3696.40
3874.84
4062.21
4258.95
4465.52
4577.16
4688.80
Police Sergeant -Bilingual Pay 6502
3785.62
3968.53
4160.58
4362.23
4573.97
4688.32
4802.67
Police Sergeant -5% Incentive Pa�6503
3877.07
4064.55
4261.41
4468.10
4685.13
4802.26
4919.39
Police Sergeant -5% Inc. +Biling. 6504
3970.81
4162.98
4364.75
4576.62
4799.07
4919.05
5039.02
*Due to rounding of figures, they may vary slightly from payroll computer figures, which are carried to 4 decimal places.
22
EXHIBIT "B" - 1994-1995
MONTHLY SALARY
In addition to monthly basic pay, the following assignments, when made by the Chief of Police or his designee, shall receive two and one-half percent
(2.5%)
K-9 Officer 6201
3281.72
3439.18
REGULAR STEPS
3778.09
3960.37
SPECIAL LONGEVITY STEPS
Classification
Range
1
2
3
4
5
6
7
Police Officer
6101
3204.91
3358.52
3519.82
3689.18
3867.01
3963.69
4060.36
Police Officer -Bilingual Pay
6102
3281.71
3439.17
3604.49
3778.09
3960.37
4059.38
4158.39
Police Officer -5% Incentive Pay
6103
3360.44
3521.84
3691.29
3869.23
4056.06
4157.466
4258.86
Police Officer -5% Incent. + Biling.6104
3441.14
3606.56
3780.26
3962.65
4154.14
4258.00
4361.85
In addition to monthly basic pay, the following assignments, when made by the Chief of Police or his designee, shall receive two and one-half percent
(2.5%)
K-9 Officer 6201
3281.72
3439.18
3604.50
3778.09
3960.37
4059.38
4158.39
K-9 Officer -Bilingual Pay 6202
3360.45
3521.84
3691.29
3869.24
4056.06
4157.46
4258.86
K-9 Officer -5% Incentive Pay 6203
3441.14
3606.56
3780.26
3962.65
4154.16
4258.01
4361.86
K-9 Officer -5% Incentive+Biling.6204
3523.85
3693.41
3871.45
4058.40
4254.69
4361.06
4467.42
Bicycle Patrol Officer 6211
3281.72
3439.18
3604.50
3778.09
3960.37
4059.38
4158.39
Bicycle Patrol Officer -Bilingual 6212
3360.45
3521.84
3691.29
3869.24
4056.06
4157.46
4258.86
Bicycle Patrol Officer -5% Incent. 6213
3441.14
3606.56
3780.26
3962.65
4154.16
4258.01
4361.86
Bicycle Patrol Officer -5% Inc +Bi16214
3523.85
3693.41
3871.45
4058.40
4254.69
4361.06
4467.42
In addition to monthly basic pay, the following
assignments,
when made by the Chief
of Police or his
designee, shall receive five percent (5%).
Corporal 6301
3358.50
3519.80
3689.16
3866.99
4053.71
4155.06
4256.40
Corporal -Bilingual Pay 6302
3439.16
3604.48
3778.08
3960.35
4151.73
4255.52
4359.32
Corporal -5% Incentive Pay 6303
3521.81
3691.28
3869.22
4056.04
4252.22
4358.53
4464.82
Corporal -5% Incentive+Bilingual 6304
3606.54
3780.24
3962.63
4154.13
4355.21
4464.09
4572.97
Motor Officer 6401
3358.50
3519.80
3689.16
3866.99
4053.71
4155.06
4256.40
Motor Officer -Bilingual Pay 6402
3436.16
3604.48
3778.08
3960.35
4151.73
4255.52
4359.32
Motor Officer -5% Incentive Pay 6403
3521.81
3691.28
3869.22
4056.04
4252.22
4358.53
4464.82
Motor Off icer -5% Incent. + Biling.6404
3606.54
3780.24
3962.63
4154.13
4355.21
4464.09
4572.97
Police Sergeant 6501
3844.26
4029.83
4224.70
4429.31
4644.14
4760.25
4876.35
Police Sergeant -Bilingual Pay 6502
3937.04
4127.27
4327.00
4536.72
4756.93
4875.85
4994.78
Police Sergeant -5% Incentive Pa�6503
4032.15
4227.13
4431.87
4646.82
4872.54
4994.35
5116.17
Police Sergeant -5% Inc.+Biling. 6504
4129.64
4329.50
4539.34
4759.68
4991.03
5115.81
5240.58
`Due to rounding of figures, they may vary slightly from payroll computer figures, which are carried to 4 decimal places.
23
•
EXHIBIT "C" - 1995-1996
MONTHLY SALARY
Classification
Range
1
2
3
4
5
4324.73
7
Police Officer
6101
3333.11
3492.86
3660.61
3836.75
4021.69
4122.24
4222.77
Police Officer -Bilingual Pay
6102
3412.98
3576.74
3748.67
3929.21
4118.78
4221.76
4324.73
Police Officer -5% Incentive Pay
6103
3494.86
3662.71
3838.94
4024.00
4218.30
4323.76
4429.21
Police Officer -5% Incent. + Biling.6104
3578.79
3750.82
3931.47
4121.16
4320.31
II 4428.32
4536.32
In addition to monthly basic pay, the following assignments, when made by the Chief of Police or his designee, shall receive two and one-half percent
12.5%I
K-9 Officer 6201
3412.99
3576.75
3748.68
3929.21
4118.78
4221.76
4324.73
K-9 Officer -Bilingual Pay 6202
3494.87
3662.71
3838.94
4124.01
4218.30
4323.76
4429.21
K-9 Officer -5% Incentive Pay 6203
3578.79
3750.82
3931.47
4121.16
4320.33
4428.33
4536.33
K-9 Officer -5% Incentive+Biling.6204
3664.80
3841.15
4026.31
4220.74
4424.88
4535.50
4646.12
Bicycle Patrol Officer 6211
3412.99
3576.75
3748.68
3929.21
4118.78
4221.76
4324.73
Bicycle Patrol Officer -Bilingual 6212
3494.87
3662.71
3838.94
4124.01
4218.30
4323.76
4429.21
Bicycle Patrol Officer -5% Incent. 6213
3578.79
3750.82
3931.47
4121.16
4320.33
4428.33
4536.33
Bicycle Patrol Officer -5% Inc +Bi16214
3664.80
3841.15
4026.31
4220.74
4424.88
4535.50
4646.12
In addition to monthly basic pay, the following
assignments,
when made by the Chief of Police or his designee, shall receive five percent 15%1.
Corporal 6301
3492.84
3660.59
3836.73
4021.67
4215.86
4321.26
4426.66
Corporal -Bilingual Pay 6302
3576.73
3748.66
3929.20
4118.76
4317.80
4425.74
4533.69
Corporal -5% Incentive Pay 6303
3662.68
3838.93
4023.99
4218.28
4422.31
4532.87
4643.41
Corporal -5% Incentive+Bilingual 6304
3750.80
3931.45
4121.14
4320.30
4529.42
4642.65
4755.89
Motor Officer 6401
3492.84
3660.59
3836.73
4021.67
4215.86
4321.26
4426.66
Motor Officer -Bilingual Pay 6402
3576.73
3748.66
3929.20
4118.76
4317.60
4425.74
4533.69
Motor Officer -5% Incentive Pay 6403
3662.68
3838.93
4023.99
4218.28
4422.31
4532.87
4643.41
Motor Officer -5% Incent. +Biling.6404
3750.80
3931.45
4121.14
4320.30
4529.42
4642.65
4755.89
Police Sergeant 6501
3998.03
4191.02
4393.69
4606.48
4829.91
4950.66
5071.40
Police Sergeant -Bilingual Pay 6502
4094.52
4292.36
4500.08
4718.19
4947.21
5070.88
5194.57
Police Sergeant -5% Incentive Pa�6503
4193.44
4396.22
4609.14
4832.69
5067.44
5194.12
5320.82
Police Sergeant -5% Inc. +Biling. 6504
4294.83
4502.68
4720.91
4950.07
5190.67
II 5320.44
5450.20
*Due to rounding of figures, they may vary slightly from payroll computer figures, which are carried to 4 decimal places
IH
i
L
0 0
MEMORANDUM OF UNDERSTANDING
AZUSA POLICE OFFICERS' ASSOCIATION
JULY 1, 1993
AZUSA POLICE/OFFICERS' AS�SO.CIATION
BY DATE �S
BAY DATE
BY
CITY OF AZUSA
DATE /-/9-9�,l
BY DATE
BY DATE
25
0 0
INDEX
Accrual 3, 12-14
Accrual and Use 12
ADDITIONAL COMPENSATION 2
Advance Sick Leave 12
Amount of Monthly Benefit 6
Bereavement Leave 8
Bilingual Pay 2, 22-24
CLOTHING DAMAGE REIMBURSEMENT 15
COMPUTER AND HOME EXERCISE EQUIPMENT LOAN PROGRAM 20
CONTINUATION OF BENEFITS, TERMS, AND CONDITIONS OF EMPLOYMENT
21
Conversion Deadline 13
Conversion to Cash Upon Retirement or Separation 13
Courses may be eligible if they: 18
Court Time 2
Definition 5
Designated Holidays 8
Educational Incentive Pay 2
Eligibility 6, 17, 20
EMPLOYEE ASSISTANCE PLAN 15
FLEXIBLE BENEFIT PLAN 5, 6
HEALTH INSURANCE DURING RETIREMENT 15
Holiday Pay (See also 6.2. Holidays) 3
Holidays (see also 3.5. Holiday Pay) 8
Industrial Leave 9
LIFE INSURANCE 16
LONG TERM DISABILITY INSURANCE 16
Longevity Pay 3
Objective 17
One -Fourth Conversion 12
One -Third Conversion 13
Overtime/Compensatory Time 3
Personal Leave 10
PHYSICAL EXAMINATIONS 15
Reasons for Use of Sick Leave 11
Reimbursement 15, 17-20
Required Usage and Carryover 14
Restrictions on Sick Leave 11
Retirement 4, 9, 13, 15
SAFETY EQUIPMENT 21
SALARY 1-3, 5, 16, 22-24
9
Shift Differential 4
Sick Leave 3, 4, 8-13, 16, 17
Sick Leave During Probation 10
Sick Leave During Vacation 12
Standby Pay 5
TERM OF MEMORANDUM OF UNDERSTANDING 1
Termination 7, 10
Timekeeping Interval 7
Training Pay (Police Officer) 5
Training Pay --Corporal 5
TUITION REIMBURSEMENT 17
TYPES OF LEAVE/DAYS OFF 8
Uniform Allowance 5
Vacation Leave 10, 11, 14, 16
Work Week 3, 7
WORK WEEK AND TIMEKEEPING INTERVAL 7
Workday 7, 8
Yearly Increase 6