HomeMy WebLinkAboutD - Staff Report - Restated MOU APMAITEM
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TO: HONORABLE MAYOR AND MEMBERS OF THE CITY COUNCIL
VIA: TROY L. BUTZLAFF, ICMA-CM, CITY MANAGER
FROM: AMELIA AYALA, DIRECTOR OF HUMAN RESOURCES & RISK MANAGEMENT
DATE: JUNE 27, 2016
SUBJECT: APPROVAL OF AMENDED AND RESTATED MEMORANDUM OF
UNDERSTANDING BETWEEN THE CITY AND AZUSA POLICE MANAGEMENT
ASSOCIATION (APMA)
SUMMARY:
The City’s Memorandum of Understanding (MOU) with the Azusa Police Management Association
(APMA) expired on July 31, 2015. Both parties have been in negotiations and have finally reached
agreement on an amended MOU. The proposed MOU provides for a cost of living adjustment and
makes other substantive changes to the terms and conditions of employment with the APMA. This
action approves a restated and amended MOU with the APMA with a contract term through December
31, 2018.
RECOMMENDATION:
Staff recommends that the City Council take the following actions:
1) Approve amended and restated Memorandum of Understanding between the City and the
Azusa Police Management Association (APMA); and
2) Authorize the City Manager to execute the amended and restated Memorandum of
Understanding, in a form acceptable to the City Attorney, on behalf of the City.
DISCUSSION:
The MOU between the City and the Azusa Police Management Association (APMA) will expire on July
31, 2016. The APMA submitted correspondence in August 2015 requesting that the City enter into early
negotiations in order to reach agreement on a new MOU. The City’s negotiating team, consisting of the
Director of Human Resources/Risk Management and the City Manager have been in negotiations with
APPROVED
SPECIAL MEETING
6/27/2016
Amended and Restated MOU (APMA)
June 27, 2016
Page 2
the APMA for the past several months. The parties have finally reached agreement on the following key
compensation and benefit adjustments:
Compensation and Benefit Adjustments
Contract Term August 1, 2015 through December 31, 2018
Cost of Living Adjustment (COLA) FY 2015-2016: 2.5% Reinstated back to August 1,
2015
FY 2016-2017: 3%
FY 2017-2018: 3%
California Public Employees' Retirement System
(CalPERS) Employee Contribution:
FY 2015-2016: 3%
(Effective the pay period after ratification)
FY 2016-2017: 3% (6% Cumulative)
FY 2017-2018: 3% (9% Cumulative)
In addition to the key compensation and benefit adjustments, the proposed MOU includes a number of
other provisions that the parties have reached agreement on. These provisions include:
New Hires Current Employees
Flexible Spending
(Monthly) Up to $1,200 (premiums only) $1,513
Sick Leave Cash Out No cash out value; allow use for PERS
service credit
Cash out based on years of service
and/or PERS Service Credit
Accrual Caps Sick leave Cap: 960 hours, no
conversion to cash;
Vacation Cap: 300 hours-cash out
available to lower balance
Sick leave Cap: No cap.
Vacation Cap: Based on years of
services
The proposed MOU also includes reopener language that will enable the parties to meet to discuss
specific issues during the term of the MOU. The specific issues to be discussed include:
Issue All Employees
Retiree Medical Trust Re-opener to be held once plan is in place.
Special Pay Plan Re-opener to be held once plan is in place.
ACA-Cadillac Tax Re-opener to be held in the event City’s medical benefit is subject to ACA
Cadillac Tax.
Amended and Restated MOU (APMA)
June 27, 2016
Page 3
FISCAL IMPACT:
The total net cost to the General Fund for the aforementioned APMA benefit adjustments is estimated at
$41,260 for FY 2015/16, $35,030 for FY 2016/17 and $28,625 for FY 2017/18.
Prepared by: Reviewed and Approved:
Louie F. Lacasella Amelia Ayala
Management Analyst Director of Human Resources & Risk Management
Fiscal Impact Reviewed By: Reviewed and Approved:
Talika M. Johnson Troy L. Butzlaff, ICMA-CM
Finance Director City Manager
Attachment:
1) Amended and Restated Memorandum of Understanding between the City and the Azusa
Police Management Association (APMA)
TABLE OF CONTENTS
Page
45635.05003\29013385.3 -i-
1. TERM OF MEMORANDUM OF UNDERSTANDING .......................................... 1
2. TOTAL COMPENSATION ................................................................................... 1
3. NON-DISCRIMINATION ...................................................................................... 2
3.1 Protection of Rights .................................................................................. 2
3.2 Anti-Discrimination .................................................................................... 2
4. SEPARABILITY ................................................................................................... 2
5. MAINTENANCE OF EXISTING BENEFITS ........................................................ 2
6. CITY RIGHTS ...................................................................................................... 2
6.1 Management Rights .................................................................................. 2
6.2 Conformance with Rules ........................................................................... 4
6.3 Meet and Confer ....................................................................................... 4
7. WORKWEEK AND TIMEKEEPING INTERVAL .................................................. 5
7.1 Workweek ................................................................................................. 5
7.2 Workday .................................................................................................... 5
7.3 Timekeeping Interval................................................................................. 5
8. SALARY .............................................................................................................. 6
9. ADDITIONAL COMPENSATION/PREMIUM PAY ............................................... 7
9.1 Acting Employee ....................................................................................... 7
9.2 Callout ....................................................................................................... 7
9.3 Deferred Compensation (City-paid) .......................................................... 8
9.4 Educational Incentive Pay ......................................................................... 8
9.5 Longevity Pay ......................................................................................... 12
9.6 Off-Duty Court Appearance Time ........................................................... 13
9.7 Standby (“Court On Call”) Pay ................................................................ 14
9.8 Overtime/Compensatory Time ................................................................ 15
9.9 Special Assignment Pay ......................................................................... 16
9.10 Shift Differential ...................................................................................... 17
9.11 Uniform Allowance .................................................................................. 17
10. LEAVE/DAYS OFF ............................................................................................ 17
TABLE OF CONTENTS
(continued)
Page
45635.05003\29013385.3 -ii-
10.1 Administrative Leave............................................................................... 17
10.2 Personal Leave ....................................................................................... 18
10.3 Bereavement Leave ................................................................................ 18
10.4 Holidays .................................................................................................. 19
10.5 Industrial Leave (Workers Compensation) .............................................. 21
10.6 Sick Leave .............................................................................................. 21
10.7 Vacation Leave ....................................................................................... 28
11. AUTOMOBILES ................................................................................................. 30
12. DAMAGE TO PERSONAL EFFECTS ............................................................... 30
13. SAFETY EQUIPMENT ...................................................................................... 31
14. EMPLOYEE ASSISTANCE PLAN ..................................................................... 31
15. FLEXIBLE BENEFIT PLAN ............................................................................... 31
15.1 Definition ................................................................................................. 31
15.2 Amount of Monthly Benefit ...................................................................... 31
15.3 Eligibility .................................................................................................. 31
15.4 Termination ............................................................................................. 32
16. DISABILITY INSURANCE ................................................................................. 32
17. LICENSE RENEWAL ........................................................................................ 33
18. LIFE INSURANCE ............................................................................................. 33
19. OUTSIDE EMPLOYMENT................................................................................. 33
20. PAYROLL DEDUCTION .................................................................................... 34
21. PHYSICAL EXAMINATIONS ............................................................................. 34
22. RETIREMENT ................................................................................................... 34
23. TUITION REIMBURSEMENT ............................................................................ 39
24. SPECIAL PAY PLAN ......................................................................................... 41
25. REOPEN OF NEGOTIATIONS DURING TERM OF AGREEMENT .................. 41
APMA MEMORANDUM OF UNDERSTANDING, JULY 1, 2016 THROUGH DECEMBER 31, 2018
45635.05003\29013385.3 1
CITY OF AZUSA
AZUSA POLICE MANAGEMENT ASSOCIATION
MEMORANDUM OF UNDERSTANDING
JULY 1, 2016, THROUGH DECEMBER 31, 2018
This Memorandum of Understanding is entered into with reference to the following facts:
(1) The Azusa Police Mid-Management Association (APMA) (hereinafter
referred to as “Association”) is the recognized employee organization
representing those personnel (hereinafter referred to as “employees”)
employed by the City of Azusa (hereinafter referred to as “City,”) and
occupying classifications of:
(a) Police Captain
(b) Police Lieutenant
(c) Police Sergeant
(d) Police Administrative Services Manager
(2) In the interest of maintaining harmonious relations between the City and
those employees represented by the Association, authorized
representatives of the City and the Association have met and conferred in
good faith, exchanging various proposals concerning wages, hours and
other terms and conditions of employment to affected employees.
(3) The authorized representatives of the City and the Association have
reached an understanding and agreement as to certain changes in wages,
hours and other terms and conditions of employment of the affected
employees which shall be submitted to the City Council of the City of
Azusa for approval and implementation of these changes by appropriate
ordinance, resolution, or other lawful action.
Therefore, the City and the Association agree that, subject to the approval and
implementation by the City Council of the City, the wages, hours, and other terms and
conditions of employment for all affected employees shall be as follows:
1. TERM OF MEMORANDUM OF UNDERSTANDING
The term of this Memorandum of Understanding shall commence on July 1, 2016, and
shall continue through December 31, 2018.
2. TOTAL COMPENSATION
As a matter of philosophy, the Association and the City agree that compensation
consists of terms and conditions of employment other than those represented solely by
salary. Further, the City and the Association recognize that the changes in wages,
hours and other terms and conditions of employment as set forth in this Memorandum
APMA MEMORANDUM OF UNDERSTANDING, JULY 1, 2016 THROUGH DECEMBER 31, 2018
45635.05003\29013385.3 2
of Understanding constitute additions to the total compensation received by affected
employees.
3. NON-DISCRIMINATION
3.1 Protection of Rights
3.1.1 The parties mutually recognize and agree to 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.
3.2 Anti-Discrimination
3.2.1 The City and the Association agree that they shall not discriminate
against any employee because of race, color, sex, age, n ational
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 this Agreement in
compliance with state or federal anti-discrimination laws.
4. SEPARABILITY
4.1 Should any provisions of this Memorandum of Understanding be found to
be inoperative, void, or invalid by a court of competent jurisdiction, all
other provisions of this Memorandum of Understanding shall remain in full
force and effect for the duration of this Memorandum of Understanding.
5. MAINTENANCE OF EXISTING BENEFITS
5.1 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 Memorandum of
Understanding unless mutually agreed to the contrary by both parties
hereto.
6. CITY RIGHTS
6.1 Management Rights
6.1.1 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 Memorandum of
Understanding or by law to manage the City, as such rights existed
prior to the execution of this Memorandum of Understanding. The
APMA MEMORANDUM OF UNDERSTANDING, JULY 1, 2016 THROUGH DECEMBER 31, 2018
45635.05003\29013385.3 3
sole and exclusive rights of Management, as they are not abridged
by this Memorandum of Understanding or by law, shall include, but
not be limited to, the following:
6.1.1.1 To manage the City generally and to determine the
issues of policy.
6.1.1.2 To determine the existence or nonexistence of facts,
which are the basis of the Management decision.
6.1.1.3 To determine the necessity and organization of any
service or activity conducted by the City and expand
or diminish services.
6.1.1.4 To determine the nature, manner, means, and
technology, and extent of services to be provided to
the public.
6.1.1.5 To determine methods of financing.
6.1.1.6 To determine types of equipment or technology to be
used.
6.1.1.7 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.
6.1.1.8 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.
6.1.1.9 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.
6.1.1.10 To relieve employees from duties for lack of funds or
lack of work or similar non-disciplinary reasons
6.1.1.11 To establish and modify productivity and performance
programs and standards.
6.1.1.12 To discharge, suspend, demote or otherwise
discipline employees for proper cause.
APMA MEMORANDUM OF UNDERSTANDING, JULY 1, 2016 THROUGH DECEMBER 31, 2018
45635.05003\29013385.3 4
6.1.1.13 To determine job classification and to reclassify
employees.
6.1.1.14 To hire, transfer, promote or demote employees for
non-disciplinary reasons in accordance with this
Memorandum of Understanding and applicable
Resolutions and Codes of the City.
6.1.1.15 To determine policies, procedures and standards for
selection, training and promotion of employees.
6.1.1.16 To establish employee performance standards
including, but not limited to, quality and quantity
standards and to require compliance therewith.
6.1.1.17 To maintain order and efficiency in its facilities and
operation.
6.1.1.18 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.
6.1.1.19 To take any and all necessary action to carry out the
mission of the City in emergencies.
6.2 Conformance with Rules
6.2.1 The City shall have the right to exercise the rights provided in
sections “9” through “16” of the Management rights clause, in
accordance with the Personnel Rules and Regulations as they exist
as of May 16, 1988, and shall exercise these rights in conformance
with the Personnel Rules and Regulations.
6.3 Meet and Confer
6.3.1 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 Memorandum of Understanding,
or in Personnel Rules and Salary Resolutions and Administrative
Code(s) which are incorporated in this Agreement. By agreeing to
meet and confer with the Association as to the impact and the
exercise of any of the foregoing City Rights, Manageme nt’s
discretion in the exercise of these rights shall not be diminished.
APMA MEMORANDUM OF UNDERSTANDING, JULY 1, 2016 THROUGH DECEMBER 31, 2018
45635.05003\29013385.3 5
7. WORKWEEK AND TIMEKEEPING INTERVAL
7.1 Workweek
7.1.1 The regular workweek for all employees covered by this agreement
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 Monday through Thursday. Daily hours
of work or shifts for employees within de partments shall be
assigned by the department head, as required to meet the needs of
the department.
7.2 Workday
7.2.1 The workday will consist of ten and one half (101/2) hours with one -
half (1/2) hour for lunch and 40 minutes of breaks to be scheduled
in light of the departmental policy. The City reserves the right to
determine the beginning and ending times of the workday.
7.2.1.1 Police Lieutenant:
7.2.1.1.1 For employees assigned to patrol, the
workday will consist of ten (10) hours
with lunch and breaks to be scheduled
in light of department policy.
7.2.1.2 Police Sergeant:
7.2.1.2.1 For employees who are scheduled to
work a 3/12.5 schedule, the workday will
consist of 12.5 hours and a 10-hour
make-up day each 28-day work period.
7.2.2 For employees assigned to Detectives, the workday will consist of
ten (10) hours with lunch and breaks to be scheduled in light of
department policy.
7.3 Timekeeping Interval
7.3.1 Police Captain and Police Administrative Services Manager:
7.3.1.1 In compliance with FLSA, the minimum timekeeping
interval, shall be one (1) ten (10) hour day.
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45635.05003\29013385.3 6
7.3.2 Police Lieutenant and Police Sergeant:
7.3.2.1 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.
7.3.3 Police Sergeant:
7.3.3.1 The parties acknowledge that to maintain the 3/12.5
schedule it is necessary to maintain a work period in
accordance with section 7(k) of the FLSA. The
parties agree the work period will remain to be a 28-
day work period. The city will pay overtime
compensation to Police Sergeants as follows:
7.3.3.1.1 Working more than their regularly
scheduled hours on a given day or
7.3.3.1.2 Working more than 160 hours over a 28
day FSLA work period.
8. SALARY
8.1 Effective the pay period after ratification, the City shall provide every
classification represented, a two and one half percent (2.5%) increase in
base wages (the salary increase that was due to the Association on
August 1, 2015 which was deferred pursuant to a side letter dated July 31,
2015). In return, every classic member of the Association will pay an
additional three percent (3%) of the employer’s cost of CalPERS.
8.2 Effective July 1, 2016, the City shall provide every classification
represented, a three percent (3%) increase in base wages. In return,
every member of the Association will pay an additional three percent (3%)
of the employer’s cost of CalPERS, for a total contribution amount of six
percent (6%).
8.3 Effective July 1, 2017, the City provide every classification represented,
three percent (3%) increase in base wages. In return, every member of
the Association will pay an additional three percent (3%) of the emplo yer’s
cost of CalPERS, for a total contribution amount of nine percent (9%).
8.4 To the extent permitted by law, the employee payments stated above will
be deducted on a pre-tax basis and applied toward the employer’s
contribution pursuant to IRS Code Section 414(h)(2) and Government
Code Section 20516 and maintained in the employee’s CalPERS account.
APMA MEMORANDUM OF UNDERSTANDING, JULY 1, 2016 THROUGH DECEMBER 31, 2018
45635.05003\29013385.3 7
8.5 The City will continue to contribute an amount equal to nine percent (9%)
of the employee’s base salary and other qualified compensation toward
CalPERS benefits. Such amounts will be applied to the employee’s
individual account in accordance with Government Code Section
20691.This is not intended to change the City’s current practice of
providing the Employer-Paid Member Contribution (EPMC) in base pay
during the final compensation period as outlined in the City’s current
contract with CalPERS.
8.6 Automatic Payroll Deposit
8.6.1 The City will continue to offer Automatic Payroll Deposit in
cooperation with any bank that utilizes the Automated Clearing
House service.
9. ADDITIONAL COMPENSATION/PREMIUM PAY
9.1 Acting Employee
9.1.1 An employee otherwise eligible for acting pay shall not be eligible
during scheduled periods of Vacation or when on Sick Leave.
9.1.2 In addition to monthly basic pay, the City shall pay an incentive to
personnel demonstrating a proficiency in a major foreign language
if they are assigned and required to speak and translate the
language in performance of their duties.
9.1.3 Such additional payment is conditional upon demonstration of
language proficiency by a qualified third -party examiner mutually
agreed upon by both the City and the Association.
9.1.4 The incentive paid shall be $250 per month; provided, however,
that employees receiving a greater dollar amount for bilingual pay
on the effective date of this MOU shall continue to receive the
higher dollar amount.
9.2 Callout
9.2.1 Police Lieutenant and Police Sergeant:
9.2.1.1 If an employee occupying the position of Lieutenant or
Sergeant is required to be called back to work after
completing his or her normal shift or after having left
City premises or the employee’s work location, the
employee shall be compensated at the appropriate
rate for each hour worked on Callout with a minimum
of (2) hours Callout compensation, regardless of
whether the employee actually works less than two
APMA MEMORANDUM OF UNDERSTANDING, JULY 1, 2016 THROUGH DECEMBER 31, 2018
45635.05003\29013385.3 8
(2) hours. This provision shall be applicable to an
employee even though the employee’s regular
workweek is not complete but shall not apply to an
employee who is continuing on duty for his/her normal
work shift. For the purposes of this section only, the
time starts when the Callout call is received by the
employee.
9.2.2 Appropriate Rate of Pay for Callout
9.2.2.1 The rate of pay for Callout shall be one and one-half
(11/2) times the normal rate of pay. Callout may be
entered as Premium Overtime or as Compensatory
Time Earned.
9.3 Deferred Compensation (City-paid)
9.3.1 Police Captain, Police Lieutenant and Police Administrative
Services Manager:
9.3.1.1 The City shall provide $200 per month in deferred
compensation effective July 1, 2016.
9.3.2 Police Sergeant:
9.3.2.1 The City shall provide $150 per month in deferred
compensation effective July 1, 2016.
9.4 Educational Incentive Pay
9.4.1 Police Captain:
9.4.1.1 Master’s or Doctoral Degree: Effective July 1, 2016:
Employees occupying the position of Police Captain
who possess a Master’s or Doctoral degree from an
accredited college or university shall receive $450 per
month.
9.4.1.1.1 Effective January 1, 2017: Employees
occupying the position of Police Captain
who possess a Master’s or Doctoral
degree from an accredited college or
university shall receive $600 per month.
9.4.1.2 Bachelor’s Degree, Associates Degree, and/or POST
Certificate
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45635.05003\29013385.3 9
9.4.1.2.1 The City will pay two and one-half
percent (2.5%) of the 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, but not to exceed $125.
9.4.1.2.2 The City will pay five percent (5%) of the
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, but not
to exceed $250.
9.4.1.2.3 Neither shall apply to an 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.
9.4.2 Police Lieutenant:
9.4.2.1 Master’s or Doctoral Degree: Effective July 1, 2016:
Employees occupying the position of Police
Lieutenant who possess a Master’s or Doctoral
degree from an accredited college or university shall
receive $450 per month.
9.4.2.1.1 Effective January 1, 2017: Employees
occupying the position of Police
Lieutenant who possess a Master’s or
Doctoral degree from an accredited
college or university shall receive $600
per month.
9.4.2.2 Bachelor’s Degree, Associates Degree, and/or POST
Certificate
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45635.05003\29013385.3 10
9.4.2.2.1 The City will pay two and one-half
percent (2.5%) of the 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, but not to exceed $125.
9.4.2.2.2 The City will pay five percent (5%) of the
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, but not
to exceed $250.
9.4.2.2.3 Neither shall apply to an 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.
9.4.3 Police Sergeant:
9.4.3.1 Master’s or Doctoral Degree: Effective July 1, 2016:
Employees occupying the position of Police Sergeant
who possess a Master’s or Doctoral degree from an
accredited college or university shall receive $375 per
month.
9.4.3.1.1 Effective January 1, 2017: Employees
occupying the position of Police
Sergeant who possess a Master’s or
Doctoral degree from an accredited
college or university shall receive $500
per month.
9.4.3.2 Bachelor’s Degree, Associates Degree, and/or POST
Certificate
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45635.05003\29013385.3 11
9.4.3.2.1 The City will pay two and one-half
percent (2.5%) of the 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, but not to exceed $125.
9.4.3.2.2 The City will pay five percent (5%) of the
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, but not
to exceed $250.
9.4.3.2.3 Neither shall apply to an 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.
9.4.4 Police Captain, Police Lieutenant, Police Administrative Services
Manager and Police Sergeant:
9.4.4.1 An employee shall be entitled to only one (1)
increment of education incentive pay regardless of the
number of qualifying degrees or certificates he or she
possesses.
9.4.4.2 Notwithstanding the foregoing, employees receiving a
greater amount for education incentive pay on the
effective date of this MOU shall continue to receive
the higher dollar amount.
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45635.05003\29013385.3 12
9.5 Longevity Pay
9.5.1 The monthly longevity pay for employees hired on or after August
1, 2000, shall be in accordance with the following schedule:
7 yrs $100
10 yrs $200
15 yrs $300
20 yrs $400
25 yrs $600
9.5.2 The monthly longevity pay for employees hired prior to August 1,
2000, shall be in accordance with the following schedule:
POLICE SERGEANT
7 yrs $141.25
10 yrs $282.50
15 yrs $423.74
20 yrs $564.99
25 yrs $765.00
POLICE ADMINISTRATIVE SERVICES MANAGER
7 yrs $151.85
10 yrs $303.70
15 yrs $455.56
20 yrs $607.41
25 yrs $807.50
POLICE LIEUTENANT
7 yrs $171.40
10 yrs $342.80
15 yrs $514.20
20 yrs $685.59
25 yrs $885.50
APMA MEMORANDUM OF UNDERSTANDING, JULY 1, 2016 THROUGH DECEMBER 31, 2018
45635.05003\29013385.3 13
POLICE CAPTAIN
7 yrs $199.88
10 yrs $399.76
15 yrs $599.65
20 yrs $799.53
25 yrs $999.00
9.5.3 Notwithstanding the foregoing, employees currently receiving a
higher dollar amount of longevity pay than the amount provided for
under Section 9.6.2. shall continue to receive the higher dollar
amount until eligible for an increase based on the schedule set forth
in Section 9.6.2.
9.6 Off-Duty Court Appearance Time
9.6.1 Police Lieutenant and Police Sergeant:
9.6.1.1 Off-duty Court Appearance Time is applicable only for
court appearances scheduled to begin during off -duty
hours by employees occupying the position of
Lieutenant and Sergeant. Court Time during regularly
scheduled working hours shall be compensated at
straight time on an hour-for-hour basis.
9.6.1.2 The City agrees to pay for Off-Duty Court Appearance
Time on an hour-for-hour basis with a minimum of
four (4) hours of pay at the appropriate rate (currently
time and one-half).For example, if an employee’s shift
begins at 3 p.m. and the employee’s Off Duty Court
Appearance begins at 2 p.m., the employee will be
entitled to a minimum of four hours of Off-Duty Court
Appearance Time pay. Off Duty Court Appearance
Time shall begin to accrue as early as 8:30 a.m. or
the Court-requested show-up hour, whichever is later.
In cases where the appearance is canceled by the
Court (either directly or through the Department), the
employee must be personally notified of such
cancellation by the Department no later than 6:00
p.m. of the previous court day, or a guaranteed
minimum of four (4) hours of Off-Duty Court
Appearance Time shall apply. “Personal” notification
shall be defined as any one of the following (to be
agreed upon in advance between the employee and
the department Court Officer):
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45635.05003\29013385.3 14
9.6.1.2.1 In person,
9.6.1.2.2 To a responsible message taker, or
9.6.1.2.3 Via an answering machine or voice mail
9.6.1.3 Hour for Hour Traffic Court – Upon being served with
a “Be-In-Court” subpoena for traffic related
proceedings, members of the APMA will be
compensated with overtime if off-duty based upon the
amount of time they actually spend in court or at least
a four (4) hour minimum, whichever is greater. If the
Court or the Department requires an employee who
makes an Off-Duty Court Appearance to also stand
by on the same day (for that appearance and/or
another one), the employee shall be entitled to
receive pay for one of the following, whichever of the
above is greater:
9.6.1.3.1 The actual time in Court (or the four-
hour Court Time minimum, whichever is
greater), plus the actual time standing
by; or
9.6.1.3.2 The actual time standing by (or the four-
hour Standby Time minimum, whichever
is greater) plus the actual time in Court;
9.7 Standby (“Court On Call”) Pay
9.7.1 Police Lieutenant and Police Sergeant:
9.7.1.1 The City agrees to pay for court Standby Time (or
other “On Call” time) by employees occupying the
positions of Lieutenant and Sergeant on an hour-for-
hour basis with a minimum of four (4) hours of regular
pay. Court Standby Time shall begin to accrue as
early as 8:30 a.m. or the court-requested show up
hour, whichever is later, and shall continue no later
than 5:30 p.m. In cases where the appearance is
canceled (either directly by the Court or through the
Department), the employee must be personally
notified of such cancellation by the Department no
later than 6:00 p.m. of the previous court day, or a
guaranteed minimum of four (4) hours of Standby
Time shall apply. “Personal” notification shall be
defined as any one of the following (to be agreed
APMA MEMORANDUM OF UNDERSTANDING, JULY 1, 2016 THROUGH DECEMBER 31, 2018
45635.05003\29013385.3 15
upon in advance between the employee and the
department Court Officer):
9.7.1.1.1 In person,
9.7.1.1.2 To a responsible message taker, or
9.7.1.1.3 Via an answering machine or voice mail
9.8 Overtime/Compensatory Time
9.8.1 Police Lieutenant and Police Sergeant:
9.8.1.1 The classifications of Lieutenant and Sergeant shall
not be exempt from the provisions of 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.
9.8.1.2 Lieutenants and Sergeants shall be entitled to
Overtime Pay or Compensatory Time off for all hours
worked in excess of ten (10) hours in one workday or
forty (40) hours within the employee’s regular
workweek. For the purposes of this agreement,
Holiday Pay, Sick Leave, and other Compensated
Time off shall count for the hours. Overtime Pay or
Compensatory Time off for overtime shall be
accumulated in no less than fifteen 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
(Also see section 10.1, Administrative Leave, Police
Lieutenants).
9.8.2 Police Sergeant:
9.8.2.1 Employees scheduled to work the 3/12.5 schedule
shall be entitled to Overtime Pay or compensatory
time off at the rate of one and one-half (1½) times the
employee’s hourly rate for:
9.8.2.2 Working more than their regularly scheduled hours on
a given day or
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9.8.2.3 Working more than 160 hours over a 28 day FSLA
work period. 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 Manager. Accumulated
Compensatory Time not taken off in the pay period in
which it was earned, may be carried over to a
maximum of 480 hours (320 hours worked at time -
and-one-half would equal 480 hours).
9.9 Special Assignment Pay
9.9.1 Police Lieutenant:
9.9.1.1 In addition to base monthly salary, the following
assignments for the classification of Lieutenant, when
made by the Chief of Police or his designee, shall
receive ten (10) hours per month of Standby time, at
the Premium rate (currently time-and-one-half):
9.9.1.1.1 Detective Lieutenant
9.9.2 Police Sergeant:
9.9.2.1 In addition to monthly basic pay, the following
assignments, when made by the Chief of Police or his
designee, shall receive a minimum of ten (10) hours
per month of Standby time, at the Premium rate
(currently time-and-one-half):
9.9.2.1.1 Detective Sergeant
9.9.2.1.2 SET Detective Sergeant
9.9.3 Traffic Division Sergeant:
9.9.3.1 In addition to monthly basic pay, the following
assignment(s), when made by the Chief of Police or
his designee, shall receive a five percent (5%) salary
incentive.
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45635.05003\29013385.3 17
9.10 Shift Differential
9.10.1 Police Lieutenant:
9.10.1.1 Police Lieutenants assigned to the following shifts will
be compensated for all hours worked as follows:
9.10.1.1.1 Swing Shift: additional $.64 per hour
9.10.1.1.2 Morning Shift: additional $1.27 per hour
9.10.2 Police Sergeant:
9.10.2.1 Employees assigned to the following shifts will be
compensated for all hours worked as follows:
9.10.3 For employees scheduled to work a 3/12.5 schedule:
Early Morning Shift additional $1.27 per hour
Relief Shift additional $0.64 per hour
Swing Shift Additional $0.64 per hour
9.10.4 For employees scheduled to work a 4/10 schedule:
Swing Shift additional $0.64 per hour
Early Morning Shift additional $1.27 per hour
9.10.5 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.
9.11 Uniform Allowance
9.11.1 Uniform allowance for all APMA employees is $900 per year and
will be paid by the City in November. At this time it is not subject to
income tax withholding.
10. LEAVE/DAYS OFF
10.1 Administrative Leave
10.1.1 Police Captain and Police Administrative Services Manager:
10.1.1.1 Employees shall receive fifty (50) hours per year of
Administrative Leave beginning on July 1.
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10.1.1.2 An Employee Leave Request must be approved by
the appropriate department head prior to the use of
Administrative Leave and such leave may not be
carried over into the next fiscal year or cashed in if not
used. Unused Administrative Leave may, however,
be converted to Vacation Leave. Administrative
Leave shall be granted with due regard for the
employee’s wishes and the operational needs of the
department. It is the responsibility of the employee to
request conversion.
10.1.2 Police Lieutenant:
10.1.2.1 Individuals with the classification of Police Lieutenant
have the option of receiving Administrative Leave or
Overtime Pay/Compensatory Leave in accordance
with City policy and the Federal Labor Standards Act
(FLSA).
(See Overtime/Compensatory Leave Time)
10.2 Personal Leave
10.2.1 Police Sergeant, Police Lieutenant, and Police Captain:
10.2.1.1 Thirty (30) 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.
10.3 Bereavement Leave
10.3.1 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
APMA MEMORANDUM OF UNDERSTANDING, JULY 1, 2016 THROUGH DECEMBER 31, 2018
45635.05003\29013385.3 19
considered under certain circumstances. Such leave shall not be
charged against the employee’s Sick Leave or vacation.
10.3.2 Bereavement Leave for close personal relationships other than
listed relationships may be approved by Department Head and
Director of Human Resources.
10.3.3 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.
10.4 Holidays
10.4.1 Designated Holidays
10.4.1.1 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.
10.4.1.2 The dates upon which these holidays shall be
observed are listed below:
Holiday Month 2010-
2011
2011-
2012
2012-
2013
2013-
2014
2014-
2015
Independence Day July 5* 4* 4 4 7*
Labor Day Sept 6* 5* 3* 2* 1*
Columbus Day Oct 11* 10* 8* 14* 13*
Veteran’s Day Nov 11* 14* 12* 11* 11
Thanksgiving Day Nov 25 24 22 28 27
Christmas Day Dec 27* 26* 25 25 25
New Year’s Day Jan 3* 2* 1 1 1
Martin Luther King
Day
Jan
17* 16* 21* 20* 19*
President’s Day Feb 21* 20* 18* 17* 16*
Memorial Day May 30* 28* 27* 26* 25*
*=Mondays
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45635.05003\29013385.3 20
10.4.2 Holiday Pay
10.4.2.1 Police Lieutenant:
10.4.2.1.1 Police Lieutenants assigned to shift
work 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.
10.4.2.2 Police Sergeant:
10.4.2.2.1 Shift Personnel - Employees shall
receive an additional 100 hours pay per
year whether the holiday is worked or
falls on a regularly scheduled day off
(paid the pay period following the
holiday).
10.4.2.2.2 Non-Shift Personnel - Employees who
work holidays shall receive regular pay
plus time and a half for hour’s worked or
equivalent compensatory time.
10.4.3 Floating Holidays
10.4.3.1 Police Captain, Police Lieutenant (non-shift) and
Police Administrative Services Manager:
10.4.3.1.1 The City and the Association agree to
three Floating Holidays of ten (10) hours
each. 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.
10.4.3.1.2 Floating Holidays shall accrue on July 1
and must be taken by the following June
30, or the hours will be forfeited. It is
the responsibility of the employee to
make use of his or her holidays on a
timely basis.
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45635.05003\29013385.3 21
10.5 Industrial Leave (Workers Compensation)
10.5.1 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 benefits in accordance with this act.
10.6 Sick Leave
10.6.1 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.
10.6.2 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.
10.6.2.1 Sick Leave During Probation
10.6.2.1.1 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 employment or
it shall be deducted from the employee’s
final paycheck.
10.6.3 Reasons for Use of Sick Leave
10.6.3.1 Sick Leave shall be granted for the following reasons:
10.6.3.2 Personal illness or physical incapacity.
10.6.3.3 Up to 12 days per year for 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 employees’ personal care and attention.
Additional time, up to 12 weeks (running concurrently
with family medical leave), could be approved by the
department head when treatment for an illness, injury
or condition which may be expected to be of long
duration, has no reasonably predictable date of
termination and requires continuous or intermittent
care by the employee.
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45635.05003\29013385.3 22
10.6.3.4 Enforced quarantine of the employee in accordance
with Health Department regulations.
10.6.3.5 Medical, dental, and optical appointments.
10.6.3.6 Personal Business not to exceed forty (40) 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. Departments are to use
the earning code PB for this purpose. Personal
Business Leave shall be debited against the
employee’s Sick Leave balance but Sick Leave taken
as Personal Business Leave shall not be taken into
consideration for the purposes of the Sick Leave
Cash-In program or with regard to employee
performance evaluations.
10.6.3.7 In the foregoing circumstances, Sick Leave must be
exhausted before Compensatory Time off or Vacation
Leave may be converted to Sick Leave
10.6.4 Restrictions on Sick Leave
10.6.4.1 Police Sergeant:
10.6.4.1.1 Disability arising from any sickness or
injury purposely self-inflicted.
10.6.4.1.2 Sickness or disability sustained while on
leave of absence, other than regular
Vacation Leave.
10.6.4.1.3 Disability or illness arising from
compensated employment other than
with the City.
10.6.5 Accrual and Use
10.6.5.1 For employees hired prior to July 1, 2011, 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.
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45635.05003\29013385.3 23
10.6.5.2 For employees hired on or after July 1, 2011 , sick
leave with pay shall accrue at the rate of ten hours
per month for each calendar month of paid
employment. No more than 1040 hours of sick leave
may be accrued. Sick leave will cease to accrue
when an employee’s accrued sick leave balance
reaches 1040 hours. Sick leave accrual will resume
when an employee’s accrued sick leave balance
drops below 1040 hours.
10.6.6 Sick Leave Donation Policy
10.6.6.1 Employees shall be eligible for sick leave donation
from co-workers in accordance with the City’s policy.
10.6.7 Sick Leave During Vacation
10.6.7.1 If an employee becomes ill or injured while on
vacation, he or she may, by completing a Lea ve
Request Form, use accrued Sick Leave time in lieu of
Vacation Time for the period of disability.
10.6.8 One-Fourth Conversion
10.6.8.1 If the employee has used more than three, but not
more than six days of Sick Leave, excluding time
spent on Personal Business or Bereavement, he or
she would have the following options:
10.6.8.2 Carry over the accrual and add it to his or her Sick
Leave balance.
10.6.8.3 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.
10.6.9 One-Third Conversion
10.6.9.1 If the employee has used no more than three days of
Sick Leave, excluding time spent on Personal
Business or Bereavement, he or she would have the
following options:
10.6.9.2 Carry over the accrual and add it to his or her Sick
Leave balance.
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45635.05003\29013385.3 24
10.6.9.3 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.
10.6.10 Mandatory Conversion Prior to Retirement
10.6.10.1 Members of the APMA, with a minimum of 25 years of
service with the City of Azusa and 1040 hours of
accrued sick leave, shall “draw down” (reduce by
conversion to either cash or deferred compensation)
accrued sick leave beginning with the final four years
of employment prior to their “normal” retirement date
at age 50 and continuing until separation from the
City. The initial four years shall be calculated from the
calendar year the employee turns 49 and date
backward for 4 years.
10.6.10.2 Employees shall “draw down” the maximum amount
(of hours) possible on a tax deferred basis (based on
then applicable law) each year until the balance (of
accrued hours) reaches 1040 hours.
10.6.10.3 The conversion shall be as follows:
10.6.10.3.1 In November of each preceding year the
Human Resources Department shall
determine for each APMA employee the
number of hours of sick leave accrued in
excess of 1040 hours and the applicable
legal maximum dollar amount that may
be contributed into the employees’
deferred compensation plan. The
resulting amount shall be provided to
each employee and a determination
must be made by the employee prior to
January 1 of the subsequent year as to
whether the dollar value of the amount
of any excess sick leave time shall be
taken as cash or as deferred
compensation. Based upon employee’s
determination the City shall place the
entire amount into either deferred
compensation or salary prior to the
second pay period in February.
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45635.05003\29013385.3 25
10.6.10.3.2 Should the funds be placed into a
qualified tax deferred account the
proceeds shall be managed by the
employee and not the responsibility of
the City of Azusa.
10.6.10.3.3 This sick leave draw down does not
terminate or forfeit the APMA member’s
benefit of such leave accrual up to the
time of retirement. The provision is not
a cap of sick leave accrual. Also,
members will retain the option to use
accrued sick leave to purchase PERS
Service Credit rather than participate in
the “draw down” program, subject to the
following:
a) Four years prior to the year the
member turns 49 years of age
they must select either (1) the
“draw down” program or (2) a
“PERS Service Credit” program.
Once selected the member
cannot change programs.
10.6.11 Conversion to Cash Upon Separation
10.6.11.1 Police Captain, Police Lieutenant and Police
Administrative Services Manager:
10.6.11.1.1 Upon separation due to death (if he or
she had attained permanent status) the
employee’s estate may receive fifty
percent (50%) of his or her accrued Sick
Leave balance in cash.
10.6.11.1.2 Upon disability retirement with at least
five (5) years of service with the City of
Azusa, the employee may convert fifty
percent (50%) of his or her accrued Sick
Leave balance to cash.
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45635.05003\29013385.3 26
10.6.11.1.3 Upon voluntary separation with less
than ten (10) cumulative years of
service with the City of Azusa, 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.
10.6.11.1.4 Upon voluntary separation with at least
ten (10) cumulative years of City
service, the employee may convert fifty
percent (50%) of his or her accrued Sick
Leave balance to cash.
10.6.11.1.5 Upon voluntary separation with at least
twenty (20) cumulative years of City
service, the employee may convert
seventy-five percent (75%) of his or her
accrued Sick Leave balance to cash.
10.6.11.1.6 Upon voluntary separation with at least
twenty-five (25) cumulative years of City
Service, the employee may convert one
hundred percent (100%) of his or her
accrued Sick Leave balance to cash.
10.6.11.1.7 In case of layoff, the employee shall be
allowed to convert 100% of his or her
accrued Sick Leave balance to cash
10.6.11.2 Police Sergeant:
10.6.11.2.1 Upon separation due to death (if he or
she had attained permanent status) the
employee’s estate may receive fifty
percent (50%) of his or her accrued Sick
Leave balance in cash.
10.6.11.2.2 Upon disability retirement with at least
five (5) years of service with the City of
Azusa, the employee may convert fifty
percent (50%) of his or her accrued Sick
Leave balance to cash.
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45635.05003\29013385.3 27
10.6.11.2.3 Upon voluntary separation with less
than ten (10) cumulative years of sworn
safety service with the City of Azusa
Police Department, 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.
10.6.11.2.4 Upon voluntary retirement with at least
ten (10) years of City service, the
employee may convert fifty percent
(50%) of his or her accrued Sick Leave
balance to cash.
10.6.11.2.5 Upon voluntary separation with at least
ten (10) cumulative years of sworn
safety service with
10.6.11.2.6 the City of Azusa Police Department,
the employee may convert fifty percent
(50%) of his or her accrued Sick Leave
balance to cash.
10.6.11.2.7 Upon voluntary separation with at least
twenty-five (25) cumulative years of
sworn safety service with the City of
Azusa Police Department, the employee
may convert one hundred percent
(100%) of his or her accrued Sick Leave
balance to cash.
10.6.12 Conversion to Service Credit Upon Retirement
10.6.12.1 Pursuant to the terms of the City’s contract, as
amended, with the CalPERS, upon voluntary
retirement the employee may convert 100% of his or
her accrued Sick Leave balance, less any amount
converted to cash under the above provisions.
10.6.13 Conversion Deadline
10.6.13.1 A decision to convert Sick Leave according to the
policies stated shall be made by March 31.
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45635.05003\29013385.3 28
10.7 Vacation Leave
10.7.1 Required Usage and Carryover
10.7.1.1 Police Captain, Police Lieutenant and Police
Administrative Services Manager:
10.7.1.1.1 Leave will be credited on a “per-pay-
period” basis. Employees shall be
required to use one-half (2) of their
annual Vacation accrual yearly.
Employees may accrue up to a
maximum of fifty two (52) times the
then-current pay period rate of Vacation
accrual.
10.7.1.1.2 Notwithstanding the accrual cap,
employees shall continue to accrue
Vacation Leave during the term of this
MOU; provided that each employee
reduces his or her Vacation Leave in
excess of the cap over the term of the
MOU.
10.7.1.1.3 Commencing July 31, 2004, the cap
shall be enforced and any accrual in
excess of the cap shall be paid as
earned.
10.7.1.2 Police Sergeant:
10.7.1.2.1 Vacation Leave will be credited on a
“pay-per-period” basis. Employees shall
be required to use one half (½) of their
annual Vacation accrual yearly and shall
be able to carry over one half (½) 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.
Existing balances over the limit shall be
paid off during the term of this
Memorandum of Understanding based
on a payoff schedule determined by the
employee. Such excess vacation
accrual may also be taken as time off if
approved by management.
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45635.05003\29013385.3 29
10.7.1.2.2 Effective 8-1-2000, employee with more
than the maximum amount will not
continue to accrue additional Vacation
Leave, but will receive cash each pay
period in lieu of Vacation Leave until
balance falls below maximum time
allowed. Employee may direct payoff to
deferred compensation within the legal
limits.
10.7.2 Cash-In Policy
10.7.2.1 Employees covered by this Memorandum of
Understanding may convert vacation time to cash with
administrative approval.
10.7.3 Accrual
10.7.3.1 Vacation Leave shall accrue as follows:
Police Captain, Police Lieutenant and Police Administrative Services Manager
Through the 5th year of employment 120 hours
Through the 6th year of employment 128 hours
Through the 7th year of employment 136 hours
Through the 8th year of employment 144 hours
Through the 9th year of employment 152 hours
Through the 10th year of employment 160 hours
Through the 11th year of employment 168 hours
Through the 12th year of employment 176 hours
Through the 13th year of employment 184 hours
Through the 14th year of employment 192 hours
Through the 15th year of employment 200 hours
Through the 16th year of employment 218 hours
Police Lieutenant:
In addition, Police Lieutenants assigned to shift work shall
accrue forty (40) additional hours per year in lieu of holidays
Police Sergeant:
Through the 4th year of employment 90 hours
Through the 5th year of employment 120 hours
Through the 6th year of employment 128 hours
Through the 7th year of employment 136 hours
Through the 8th year of employment 144 hours
Through the 9th year of employment 152 hours
APMA MEMORANDUM OF UNDERSTANDING, JULY 1, 2016 THROUGH DECEMBER 31, 2018
45635.05003\29013385.3 30
Through the 10th year of employment 160 hours
Through the 11th year of employment 168 hours
Through the 12th year of employment 176 hours
Through the 13th year of employment 184 hours
Through the 14th year of employment 192 hours
Through the 15th year of employment 200 hours
Through the 16th year of employment 218 hours
Police Sergeant:
In addition to the above, sworn shift personnel shall accrue
forty (40) additional hours per year in lieu of holidays.
11. AUTOMOBILES
11.1 Police Captain and Police Lieutenant:
11.1.1 Captains and Lieutenants will be permitted to use city vehicles for
commuting to and from home. Other than for commuting the
vehicle is not to be used for personal use. Data will be collected
regarding the frequency and number of call-outs from the
employee’s home.
12. DAMAGE TO PERSONAL EFFECTS
12.1 Police Captain, Police Lieutenant and Police Administrative Services
Manager:
12.1.1 If, in the course of business, an employee’s personal clothing or
effects are accidentally damaged or de stroyed, the employee may
submit a claim for reimbursement for up to one hundred and fifty
dollars ($150).
12.2 Police Lieutenant:
12.2.1 It is further expressly understood for Police Lieutenants that
prescription eye glasses or contact lenses and hearing aid devices
are exempt from one hundred and fifty dollars ($150) limit.
12.3 Police Sergeant:
12.3.1 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 and fifty
dollars ($150) to the City’s Safety Committee. The committee shall
have the authority to investigate the claim and recommend to the
City Manager, or his designee, to pay the full amount of the claim,
deny the claim, or apportion the cla im based on normal wear and
APMA MEMORANDUM OF UNDERSTANDING, JULY 1, 2016 THROUGH DECEMBER 31, 2018
45635.05003\29013385.3 31
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 eyeglasses or contact
lenses and hearing aid devices are exempt from the one hundred
and fifty dollars ($150) limit.
13. SAFETY EQUIPMENT
13.1 The City will provide required safety equipment and will replace worn
safety equipment for current sworn employees as determined by the
department head.
14. EMPLOYEE ASSISTANCE PLAN
14.1 The City will continue to maintain the Employee Assistance Plan.
15. FLEXIBLE BENEFIT PLAN
15.1 Definition
15.1.1 Effective August 1, 1993, the City’s existing Cafeteria Benefit Plan
(CBP) was converted to an IRS Section 125 Flexible Benefit Plan
(FBP) administered by either the City or its designee.
15.2 Amount of Monthly Benefit
15.2.1 The City will maintain the Flexible Plan contribution in an amount
equal to the CalPERS, Los Angeles County, Kaiser Family Plan
Rate plus the Delta Dental PPO Family Plan Rate. The monthly
Flexible Benefit dollar amount shall remain $1,513.00 per month
and will not change until the monthly CalPERS, Los Angeles
County, Kaiser Family Plan Rate plus the Delta Dental PPO Family
Plan Rate exceeds $1,513.00 per month, at which time the monthly
Flexible Benefit Plan will increase to an amount equal to the
CalPERS, Los Angeles County, Kaiser Family Plan Rate plus the
Delta Dental PPO Family Plan Rate.
15.3 Eligibility
15.3.1 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.
15.3.2 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
APMA MEMORANDUM OF UNDERSTANDING, JULY 1, 2016 THROUGH DECEMBER 31, 2018
45635.05003\29013385.3 32
recognized paid City holidays) of the month or thereafter will not be
eligible for the FBP for that month.
15.3.3 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 ha s not met the
qualifying work time for eligibility for the FBP.
15.4 Termination
15.4.1 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.
16. DISABILITY INSURANCE
16.1 The City shall maintain in effect for the term of this agreement a disability
plan-covering employees set forth herein. Said plan shall provide an
employee with a maximum of two -thirds (b) of his/her base salary. An
employee may utilize his/her accrued Sick Leave, Vacation, and/or
Compensatory Time to supplement the disability payment so as to receive
100% of his/her base salary. The disability plan includes the following:
16.1.1 Provides 66.67% of the employee’s monthly salary;
16.1.2 Commences after a 30 calendar day waiting period and provides a
benefit to age 65;
16.2 For the first 30 days of non-job related illness or injury, the employee will
use accrued Sick Leave, compensatory time or Vacation Leave;
16.2.1 The employee will be allowed to use accrued Sick Leave in
conjunction with the long-term disability plan to provide for a full
paycheck;
16.2.1.1 At no time will an employee receive more than 100%
of their base pay;
16.2.1.2 The premium will be added to the employee’s gross
pay and deducted from the net pay so as to make the
benefits exempt from further taxation.
APMA MEMORANDUM OF UNDERSTANDING, JULY 1, 2016 THROUGH DECEMBER 31, 2018
45635.05003\29013385.3 33
17. LICENSE RENEWAL
17.1 Police Captain, Police Lieutenant and Police Administrative Services
Manager:
17.1.1 The City agrees to pay the cost of maintaining certifications and
licenses that are necessary to maintain the minimum requirements
for the licensee’s job.
18. LIFE INSURANCE
18.1 Police Captain, Police Lieutenant and Police Administrative Services
Manager:
18.1.1 The City shall provide term life insurance equal to one and one -half
(1 1/2) times annual earnings.
18.2 Police Sergeant:
18.2.1 The City shall provide group life insurance to all Association
members in an amount of coverage one (1) times the member’s
annual earnings.
19. OUTSIDE EMPLOYMENT
19.1 Outside employment will be permitted, provided that the outside
employment is consistent with moral & ethical guidelines established by
the Chief of Police and the Association and that the employee, prior to
accepting outside employment, signs an agreement, which:
19.1.1 Acknowledges that said employment is outside the course and
scope of the employee’s employment with the City of Azusa and
that said employment is not for the benefit of the City of Azusa; and
19.1.2 Releases, indemnifies, and holds the City of Azusa, its agents and
employees harmless for any liability, whatsoever, arising out of said
employment, including but not limited to, injury or damage to the
employee, and
19.1.3 Acknowledges that the City will have no responsibility or obligation,
whatsoever, to provide a legal defense as a result of any outside
employment engaged in by employee.
APMA MEMORANDUM OF UNDERSTANDING, JULY 1, 2016 THROUGH DECEMBER 31, 2018
45635.05003\29013385.3 34
20. PAYROLL DEDUCTION
20.1 Police Captain, Police Lieutenant and Police Administrative Services
Manager:
20.1.1 Upon written employee authorization and designation of dollar
amount, which may be revoked in writing by the employee at any
time, the City agrees to establish a payroll deduction account for
said employee. The City shall accrue the amount deducted per th e
employees authorization on a non-interest bearing basis. Upon
thirty days advance notice to the Finance Department, an employee
may request pay off of the accrued amount in his or her account
once per year.
21. PHYSICAL EXAMINATIONS
21.1 The City will continue to provide annual physical examinations, for all
sworn officers, on a voluntary basis.
22. RETIREMENT
22.1 Police Captain, Police Lieutenant and Police Sergeant:
22.1.1 For employees hired prior to July 1, 2011, the retirement benefit
shall be 3% @ 50. The City shall continue the highest level of the
1959 survivor benefit. The City shall continue to pay both the
“employee” and the “employer” share of the cost.
22.1.2 For employees hired after July 1, 2011, the retirement benefit shall
be 3% @ 55. The City shall continue the highest level of the 1959
survivor benefit. The employee shall pay 3% of the “employee”
share of the CalPERS cost and the City shall pay the remainder of
the “employee” share and the “employer” share of the CalPERS
cost.
22.2 Police Administrative Services Manager:
22.2.1 The City shall continue its contract with the California Public
Employees’ Retirement System (CalPERS) for the 2% @ 55 full
formula plan. The City shall also maintain the increased level of the
1959 Survivor Benefit. The City shall continue to pay both the
“employee” and “employer” share of the cost.
22.3 Optional Benefits
22.3.1 The City’s contract with the CalPERS includes the additional benefit
of Service Credit for Unused Sick Leave.
APMA MEMORANDUM OF UNDERSTANDING, JULY 1, 2016 THROUGH DECEMBER 31, 2018
45635.05003\29013385.3 35
22.3.2 The City’s contract with the CalPERS includes participation in the
two-year Golden Handshake program as authorized by the State
Legislature. The availability of this benefit shall be within the
discretion of the City Council.
22.3.3 The City’s contract with the CalPERS includes the Employer-Paid
Member Contribution in base pay during the final compensation
period.
22.3.4 CalPERS Service Credit for Military Service
22.3.4.1 The CalPERS Military Service Credit Purchase
Assistance Plan described below shall be made
available to full time regular employees who have
completed their initial probation period with the City.
22.3.4.2 The City’s contract with CalPERS includes the
provisions of Section 21024, Military Service Credit as
Public Service. Eligible employees with qualifying
military service can contact CalPERS and arrange to
be billed for the service credit (CalPERS’ estimate is
$5,000 per year of service). The City shall reimburse
the employee for 25% of the amount of the bill.
22.3.4.3 If desired, the employee may apply for a loan from the
City for the remaining 75%. The employee shall apply
for the loan 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 six years. The City may require collateral.
22.3.4.4 Any remaining loan balance must be paid in full at the
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
attorney’s fees in any restitution process.
APMA MEMORANDUM OF UNDERSTANDING, JULY 1, 2016 THROUGH DECEMBER 31, 2018
45635.05003\29013385.3 36
22.4 Health Insurance During Retirement
22.4.1 Police Captain, Police Lieutenant and Police Administrative
Services Manager:
Employees within the APMA as of May 2, 2007:
22.4.1.1 Beginning with the first month after retirement during
the term of this MOU, 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 City service, the City will
provide lifetime medical insurance for the employee
and spouse at the time of retirement. This coverage
will be at the PERS Choice rate.
22.4.1.2 For Association employees who, at the time of
retirement during the term of this MOU from the City
of Azusa, have attained the age of fifty (50) and have
at least fifteen (15) cumulative years of City service,
the City will provide 75% of the PERS Choice Plan for
the employee only.
22.4.1.3 For Association employees who, at the time of
retirement during the term of this MOU from the City
of Azusa, have attained the age of fifty (50) and have
at least ten (10) cumulative years of City service, the
City will provide 50% of the PERS Choice Plan for the
employee only.
22.4.1.4 Should the employee select a less expensive plan,
the differential may be applied to dental COBRA for a
maximum period of eighteen (18) months, but not as
a cash benefit to the employee.
22.4.1.5 The City affirms the provision of health benefits for
those APMA members who retire during the term of
this MOU, as described above, will not be revoked by
the City during that member’s and/or eligible spouse’s
lifetime (defined as until the member’s and/or eligible
spouse’s death). The City will reimburse, to the extent
applicable, all yearly Medicare premiums and
associated plan costs once a retired APMA member,
or a retired APMA member and eligible spouse, enroll
in Medicare.
APMA MEMORANDUM OF UNDERSTANDING, JULY 1, 2016 THROUGH DECEMBER 31, 2018
45635.05003\29013385.3 37
Employees NOT within APMA as of May 2, 2007:
22.4.1.6 For Association employees who, at the time of
retirement during the term of this MOU from the City
of Azusa, have attained the age of fifty (50) and have
at least twenty (20) cumulative years of City service,
the City will provide lifetime medical insurance for the
employee and spouse at the time of retirement. This
coverage will be at the PERS highest HMO rate.
22.4.1.7 For Association employees who, at the time of
retirement during the term of this MOU from the City
of Azusa, have attained the age of fifty(50) and have
at least fifteen (15) cumulative years of City service,
the City will provide 75% of the PERS highest HMO
rate for the employee only.
22.4.1.8 For Association employees who, at the time of
retirement during the term of this MOU from the City
of Azusa, have attained the age of fifty (50) and have
at least ten (10) cumulative years of City service, the
City will provide 50% of the PERS highest HMO rate
for the employee only.
22.4.1.9 Should the employee select a less expensive plan,
the differential may be applied to dental COBRA for a
maximum period of eighteen (18) months but not as a
cash benefit to the employee.
22.4.1.10 The City affirms the provision of health benefits for
those APMA members who retire during the term of
this MOU, as described above, will not be revoked by
the City during that member’s and/or eligible spouse’s
lifetime (defined as until the member’s and/or eligible
spouse’s death). The City will reimburse, to the extent
applicable, all yearly Medicare premiums and
associated plan costs once a retired APMA member,
or a retired APMA member and eligible spouse, enroll
in Medicare.
22.4.2 Police Sergeant:
22.4.2.1 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
APMA MEMORANDUM OF UNDERSTANDING, JULY 1, 2016 THROUGH DECEMBER 31, 2018
45635.05003\29013385.3 38
Department, the City will pay 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 that the City pays directly to CalPERS
shall be considered to be part of the portion paid by
the City. If a retired employee maintains health
insurance other than a CalPERS plan, the maximum
amount the City will pay for the insurance premium
will not exceed the single premium for the PERS Care
plan.
22.4.2.2 Spousal Option – In lieu of receiving the single
coverage identified in section 16.3 a retiree who
qualifies for single coverage may opt to select a less
expensive plan, and use the differential toward health
coverage for the spouse. If the retiree selects this
option the total contribution by the City that may be
used for the retiree and spouse can be no greater
than the single-coverage premium for the L.A./Orange
County Sectors (as provided by PERS) PERS Care
plan. The City contribution is to be used for health
insurance premiums only. There is no cash out
option. This option may be selected or deselected at
any time during retirement.
22.4.2.3 Upon death of a retiree the City shall pay for the cost
to continue medical coverage (no greater than the
single-coverage premium for the L.A/Orange County
PERS care plan) for the spouse for a period of five
years or until the spouse reaches Medicare age
(whichever occurs first). This benefit shall cease if
the spouse remarries prior to the expiration of the five
year period or attaining Medicare age (whichever
occurs first). This benefit is only available to a spouse
married to a retiree at the time of retirement.
22.4.2.4 The City will reimburse all APMA members for all
yearly Medicare premiums and associated plan costs
once a retired APMA member, or a retired APMA
member and eligible spouse, enroll in Medicare.
22.5 Retirement Planning Seminar
APMA MEMORANDUM OF UNDERSTANDING, JULY 1, 2016 THROUGH DECEMBER 31, 2018
45635.05003\29013385.3 39
22.5.1 Employees who are in their “final compensation period” for
CalPERS purposes shall be allowed to attend one nearby CalPERS
retirement planning/information seminar at City expense and on
City time. Such attendance shall be considered to be a training
expense chargeable to the employee’s “home” division.
23. TUITION REIMBURSEMENT
23.1 Police Sergeants:
23.1.1 Objective
23.1.1.1 The tuition reimbursement program is designed to
encourage employees to continue their self -
development by enrolling in approved classroom
courses, which will:
23.1.1.2 Educate them in new concepts and methods in their
occupational field and prepare them to meet the
changing demands of their job.
23.1.1.3 Help prepare them for advancement to positions of
greater responsibility in the City of Azusa.
23.2 Eligibility
23.2.1 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.
23.2.2 Courses must be (except where noted below in paragraphs 23.3.3.
and 23.3.4.) traditional classroom courses taken at colleges or
universities and approved by the Western Association of Schools
and Colleges approved mail correspondence or internet courses.
Distance learning classes offered by such colleges and universities
shall be covered by this provision Credits given for non-classroom
assignments such as life experience, military training, and
professional training are not reimbursable.
23.2.3 Coursework must be related to the employee’s current occupation
or to a City classification to which the employee may reasonably
expect promotion.
23.3 Courses may be eligible if they:
APMA MEMORANDUM OF UNDERSTANDING, JULY 1, 2016 THROUGH DECEMBER 31, 2018
45635.05003\29013385.3 40
23.3.1 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.
23.3.2 Do not duplicate training which the employee has already had or
which is to be provided in-house.
23.3.3 Do not duplicate previously taken courses unless special approval
has been granted by the department head and the Human
Resources Division.
23.3.4 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 not be eligible.
23.3.5 Lead to a City-approved certificate, license or registration.
Reimbursement may be made for any examination fees required to
successfully obtain the certificate, license or registration.
Reimbursement for eligible expenses will b e made after obtaining
the license, certificate or registration.
23.3.6 Are not taken on City time and must be certified that they are taken
on the employee’s off -duty time.
23.3.7 Are part of a bona-fide curriculum of the study of a foreign language
for which the City pays an incentive.
23.3.8 Have been approved by the Department Head and the City
Manager or his/her designee before commencement of the class.
23.4 Reimbursement
23.4.1 The City shall reimburse employees for tuition, registration fees and
texts required for the eligible courses. Expenses for parking, travel,
and meals, processing fees, transcript fees, materials and any
other costs are not reimbursable.
23.4.2 Employees shall be reimbursed up to the dollar amount charged for
the same number of units per term by California State University
system.
23.4.3 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.
APMA MEMORANDUM OF UNDERSTANDING, JULY 1, 2016 THROUGH DECEMBER 31, 2018
45635.05003\29013385.3 41
23.4.4 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.
23.4.5 Employees must submit from the attendant institution an original
certification of fees paid and grade achieved in order to have their
application considered for reimbursement. These documents must
accompany the reimbursement application form in order to be
processed.
23.4.6 Application for reimbursement must be submitted within three
months of the completion of the approved course in order to be
considered for reimbursement.
23.4.7 Upon termination from employment, employees shall be required to
reimburse the City for any funds received under this program for
courses completed during the last 24 months of employment. This
payback provision does not apply to employees laid off by the City
or who separate as a result of a City/departmental reorganization.
24. SPECIAL PAY PLAN
24.1 In the event the City establishes a Special Pay Plan and/or excess leave
bank annuity during the term of this MOU, upon request, the parties shall
re-open negotiations regarding the issue. It is expressly understood by
both parties that this re-opener does not obligate the unit to anything more
than a good faith discussion on the issue and that no changes shall be
implemented without mutual agreement. Absent such mutual agreement
by both parties, the status quo (all wages, benefits, economic and non-
economic terms and conditions of employment presently enjoyed by
employees as negotiated upon the effective date of this MOU) shall
remain in full force and effect.
24.2 The parties shall re-open negotiations if (1) the City establishes a Retiree
Medical Trust, (2) the City management medical coverage is subject to the
so-called Cadillac Tax pursuant to the Affordable Care Act (ACA), or (3)
the City establishes an excess leave bank annuity fund. This re-opener
does not obligate the unit to anything more than a discussion on the
issues and eventually the parties may negotiate terms and reach an
agreement before any changes on these issues can be implemented.
Absent a written agreement signed by both parties, the status quo shall
remain.
APMA MEMORANDUM OF UNDERSTANDING, JULY 1, 2016 THROUGH DECEMBER 31, 2018
45635.05003\29013385.3 42
THIS MEMORANDUM IS THE RESULT OF ARMS-LENGTH NEGOTIATIONS. ALL
PARTIES HAVE BEEN AFFORDED THE OPPORTUNITY FOR REPRESENTATION
AND CAREFUL CONSIDERATION OF TERMS. ALL PARTIES SIGNING THIS
AGREEMENT REPRESENT AND WARRANT THAT THEY ARE AUTHORIZED TO
SIGN ON BEHALF OF THE PARTIES INDICATED.
AZUSA POLICE MANAGEMENT ASSOCIATION
Lieutenant Rick Hayden, President Date
Sergeant Robert Landeros, Treasurer Date
CITY OF AZUSA
Troy L. Butzlaff, ICMA-CM, City Manager Date
Talika Johnson, Director of Finance Date
Amelia Ayala, Director of Human Resources and Risk Management Date
ATTEST:
Jeffrey Lawrence Cornejo, Jr., City Clerk
APPROVED AS TO FORM AND CONTENT
Marco Martinez, Best Best & Krieger
APMA MEMORANDUM OF UNDERSTANDING, JULY 1, 2016 THROUGH DECEMBER 31, 2018
45635.05003\29013385.3 I
INDEX
Acting Employee, 8
Additional Compensation/Premium Pay
Acting Employee, 8
Bereavement Leave, 20
Bilingual Pay, 8
Callout, 8
Deferred Compensation (City-paid), 9
Educational Incentive Pay, 9
Holidays, 21
Longevity Pay, 14
Off-Duty Court Appearance Time, 15
Overtime/Compensatory Time, 17
Standby ("Court on Call") Pay, 16
Uniform Allowance, 19
Additional Compensation/Premium Pay, 8
City Rights, 2
Conformance with Rules, 4
Meet and Confer, 4
Damage to Personal Effects, 33
Disability Insurance, 35
Educational Incentive Pay, 9
Employee Assistance Plan, 33
Flexible Benefit Plan, 34
Amount of Monthly Benefit, 34
Definition, 34
Eligibility, 34
Termination, 34
Health Insurance During Retirement, 39
Holidays, 21
Industrial Leave, 23
Leave/Days Off, 19
License Renewal, 35
Life Insurance, 35
Longevity Pay, 14
Maintenance of Existing Benefits, 2
Non-discrimination, 2
Anti-discrimination, 2
Protection of Rights, 2
Outside Employment, 36
Overtime/Compensatory Time, 17
Payroll Deduction, 37
Physical Examinations, 37
Retirement, 37
Optional Benefits, 37
Retirement Planning Seminar, 42
APMA MEMORANDUM OF UNDERSTANDING, JULY 1, 2016 THROUGH DECEMBER 31, 2018
45635.05003\29013385.3 II
Salary, 7
Automatic Payroll Deposit, 8
Separability, 2
Sick Leave, 23
Accrual and Use, 24
Conversion Deadline, 30
Conversion to Cash Upon Separation, 28
Conversion to Service Credit Upon Retirement, 30
Mandatory Conversion Prior to Retirement, 26
One-Fourth Conversion, 25
One-Third Conversion, 25
Reasons for Use of Sick Leave, 23
Sick Leave Donation Policy, 25
Sick Leave During Probation, 23
Sick Leave During Vacation, 25
Term of Memorandum of Understanding, 1
Total Compensation, 1
Tuition Reimbursement, 42
Eligibility, 42
Objective, 42
Reimbursement, 43
Uniform Allowance, 19
Vacation Leave, 30
Accrual, 32
Cash-In Policy, 31
Required Usage and Carryover, 30
Workweek and Timekeeping Interval, 6
Timekeeping Interval, 6
Workday, 6
Workweek, 6
EFFECTIVE 08/01/2015 - 2.5% COLA
Classification Range Step 1 Step 2 Step 3 Step 4 Step 5
POLICE ADMIN SERV MANAGER 3411 7,098.16 7,471.71 7,865.02 8,278.94 8,714.70
POLICE CAPTAIN 3482 11,457.82 12,030.71 12,632.25 13,263.86 13,927.05
POLICE LIEUTENANT 3423 9,653.20 10,135.87 10,642.66 11,174.80 11,733.53
POLICE SERGEANT 3416 8,088.83 8,493.27 8,917.94 9,363.84 9,832.03
EFFECTIVE 07/01/2016 - 3% COLA
Classification Range Step 1 Step 2 Step 3 Step 4 Step 5
POLICE ADMIN SERV MANAGER 3411 7,311.10 7,695.86 8,100.97 8,527.31 8,976.14
POLICE CAPTAIN 3482 11,801.55 12,391.63 13,011.22 13,661.78 14,344.86
POLICE LIEUTENANT 3423 9,942.80 10,439.95 10,961.94 11,510.04 12,085.54
POLICE SERGEANT 3416 8,331.49 8,748.07 9,185.48 9,644.76 10,126.99
EFFECTIVE 07/01/2017 - 3% COLA
Classification Range Step 1 Step 2 Step 3 Step 4 Step 5
POLICE ADMIN SERV MANAGER 3411 7,530.44 7,926.74 8,344.00 8,783.13 9,245.43
POLICE CAPTAIN 3482 12,155.60 12,763.38 13,401.55 14,071.63 14,775.21
POLICE LIEUTENANT 3423 10,241.08 10,753.14 11,290.80 11,855.35 12,448.10
POLICE SERGEANT 3416 8,581.44 9,010.51 9,461.04 9,934.10 10,430.80
CITY OF AZUSA
APMA SALARY SCHEDULE
APMA "EXHIBIT A"
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