HomeMy WebLinkAboutE-14 Staff Report - Restated MOU for APMACONSENT ITEM
E-14
TO: HONORABLE MAYOR AND MEMBERS OF THE CITY COUNCIL
VIA: SERGIO GONZALEZ, CITY MANAGER
FROM: TANYA BRAGG, DIRECTOR OF HUMAN RESOURCES & RISK MANAGEMENT
DATE: JUNE 17, 2019
SUBJECT: APPROVAL OF AMENDED AND RESTATED MEMORANDUM OF
UNDERSTANDING BETWEEN THE CITY OF AZUSA AND THE AZUSA
POLICE MANAGEMENT ASSOCIATION
BACKGROUND:
The City’s Negotiation Team consisting of Tanya Bragg, Director of Human Resources & Risk
Management and Talika Johnson, Director of Finance, has been in Negotiations with Azusa Police
Management Association (APMA). The APMA membership consists of Police Captains, Police
Lieutenants, and Sergeants. Mutual agreement between the City of Azusa and APMA has been
reached; therefore, Negotiations with the APMA has been concluded. This action will amend and
restate the existing Memorandum of Understanding (MOU) of the APMA with a contract term through
December 31, 2020.
RECOMMENDATION(S):
It is recommended that the City Council take the following actions:
1)Approve the amended and restated Memorandum of Understanding between the City of
Azusa and the Azusa Police Management Association in draft format; and
2)Authorize the City Manager to execute the agreement, subject to non-substantive changes to
the MOU provisions.
ANALYSIS:
The Negotiation sessions consisted of several discussions of the City of Azusa’s growing concern
related to Other Post-Employment Benefits (OPEB) costs, San Gabriel vs. Flores decision, Flexible
Benefit Plan: specifically, Cash in Lieu Payments and Reduction of Overtime. Other discussions
consisted of the City’s desire to reduce the City’s structural deficient by not providing on schedule
COLA increases over the term of this contract.
APPROVED
CITY COUNCIL
6/17/2019
Amended and Restated APMA MOU
June 17, 2019
Page 2
The MOU between the City of Azusa and APMA expired on December 31, 2018. Amongst several
mutually agreed upon concessions, the provisions of the proposed MOU include the following
compensation and benefit adjustments:
1. Contract Term: January 1, 2019 through December 31, 2020.
2. Single One Time Lump Sum: Fiscal Year 2018-2019: 3%
Fiscal Year 2019-2020: 3%
Totaling a 6% one-time lump sum payment the second
pay date in August 2019
Re-opener to address any compaction between the
ranks of Police Corporal and Police Sergeant should
any on schedule increases occur during the term on this
agreement.
3. Deferred Compensation Plans: Increase City’s contribution:
Captains & Lieutenants, effective 07/01/19 change from
$200 to $250 per month, effective 07/01/20 change from
$250 to $300
Sergeant, effective 07/01/19 change from $150 to $200 per
month & effective 07/1/20 change from $200 to $250
4. Uniform Allowance: Effective November 2019, increase the current yearly
uniform allowance from $900 to $1,000 annually.
5. Flexible Benefit Plan: Created new max caps for FBP and cash-out of any excess
funds:
Employees who joined APMA before 01/01/2019:
• Effective through 12/31/2019 place max cap at
$1,765/mo.
• Effective 01/01/2020 cap FBP at $1,765/mo.; no
longer increase or decrease based on CalPERS
LA Kaiser plus Delta Dental rates
• Effective 01/01/2020, reduce max cap cash-out
to $1,000/mo.
• Effective 07/01/2020, reduce max cap cash-out
$300/mo.
Employees joining APMA on/after 01/01/2019:
Amended and Restated APMA MOU
June 17, 2019
Page 3
• Effective upon ratification of MOU, FBP will
increase to $1600/mo.
• Effective through 12/31/2019 place max cap
cash-out $1,600/mo.
• Effective 01/01/2020 reduce max cap to
$1,000/mo.
• Effective 07/01/2020 reduce max cap to
$300/mo.
6. Medical Waiver: Place new limits on employees who joined on/before
01/01/2019 and who are already on a medical waiver:
Employees joined APMA on/before 01/01/2019:
• Effective through 12/31/2019, medical waiver
cap amount to $1,765/mo.
• Effective 01/01/2020, reduce medical waiver
amount to $1,000/mo.
• Effective 7/01/2020, reduce medical waiver
$300/mo.
Employees joining APMA on/after 01/01/2019:
• Effective through 12/31/2019 place max cap at
$1,600/mo.
• Effective 01/01/2020 reduce max cap to
$1,000/mo.
• Effective 07/01/2020 reduce max cap to
$300/mo.
7. Health Reimbursement Arrangement Establish HRA’s or RT Account for employees
(HRA) or Retirement Trust Account: hired as laterals or joining on or after ratification of
MOU (in-lieu of lifetime medical), with City
contributions as follows:
• $150/mo. for 1-5 years of continuous City
Service
• $250/mo. for 5+ years of services until employee
retires or separates from employment
8. Sick Leave Max Accrual and Use Employees who join the APMA after January 1,
2019 shall accrue sick leave at the rate of 10
hours per month for each calendar month of
paid employment. No more than 960 hours of sick
leave may be accrued. Accrual excess will be paid
at 25% as a wellness bonus. 401A and 457
drawdown requirements will also apply.
Amended and Restated APMA MOU
June 17, 2019
Page 4
The attached MOU is in draft format pending other non-substantive language clean-up throughout
MOU, including but not limited to: updating language to be consistent with other MOU agreements and
state/federal laws, terms used for gender identity, consistent formatting, use of terms, and updated salary
schedule.
FISCAL IMPACT:
The cost of the aforementioned APMA benefit adjustments is estimated at $156,165 for the term of this
contract, of which 100% is allocated to the General Fund. Of the total estimated contract cost of
$156,165, a portion of that total is cost, $161,870 is for a one-time only payment, and the net difference
equating to annual savings for the City. The benefit adjustments have been included in the FY 2019/20
Proposed Budget being presented to City Council for adoption on June 17, 2019, and will be
programmed in future budget years as applicable.
Prepared by: Fiscal Impact Reviewed by:
Tanya R. Bragg Talika M. Johnson
Director of Human Resources & Risk Management Director of Finance
Reviewed and Approved:
Sergio Gonzalez
City Manager
Attachment:
1) Draft of Amended and Restated Memorandum of Understanding between the City of Azusa
and the Azusa Police Management Association
TABLE OF CONTENTS
Page
-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 .................................................. 6
7.1 Workweek ................................................................................................. 6
7.2 Workday .................................................................................................... 6
7.3 Timekeeping Interval ................................................................................ 6
8. SALARY .............................................................................................................. 7
9. ADDITIONAL COMPENSATION/PREMIUM PAY ............................................... 8
9.1 Acting Employee ....................................................................................... 8
9.2 Callout ....................................................................................................... 8
9.3 Deferred Compensation (City-paid) .......................................................... 9
9.4 Educational Incentive Pay ......................................................................... 9
9.5 Longevity Pay ......................................................................................... 13
9.6 Off-Duty Court Appearance Time ........................................................... 14
9.7 Standby (“Court On Call”) Pay ................................................................ 15
9.8 Overtime/Compensatory Time ................................................................ 16
9.9 Special Assignment Pay ......................................................................... 17
9.10 Shift Differential ...................................................................................... 18
9.11 Uniform Allowance .................................................................................. 18
10. LEAVE/DAYS OFF ............................................................................................ 18
TABLE OF CONTENTS
(continued)
Page
-ii-
10.1 Administrative Leave............................................................................... 18
10.2 Personal Leave ....................................................................................... 19
10.3 Bereavement Leave ................................................................................ 19
10.4 Holidays .................................................................................................. 20
10.5 Industrial Leave (Workers Compensation) .............................................. 22
10.6 Sick Leave .............................................................................................. 22
10.7 Vacation Leave ....................................................................................... 29
11. AUTOMOBILES ................................................................................................. 31
12. DAMAGE TO PERSONAL EFFECTS ............................................................... 31
13. SAFETY EQUIPMENT ...................................................................................... 32
14. EMPLOYEE ASSISTANCE PLAN ..................................................................... 32
15. FLEXIBLE BENEFIT PLAN ............................................................................... 32
15.1 Definition ................................................................................................. 32
15.2 Amount of Monthly Benefit ...................................................................... 32
15.3 Eligibility .................................................................................................. 32
15.4 Termination ............................................................................................. 33
16. DISABILITY INSURANCE ................................................................................. 33
17. LICENSE RENEWAL ........................................................................................ 34
18. LIFE INSURANCE ............................................................................................. 34
19. OUTSIDE EMPLOYMENT................................................................................. 34
20. PAYROLL DEDUCTION .................................................................................... 35
21. PHYSICAL EXAMINATIONS ............................................................................. 35
22. RETIREMENT ................................................................................................... 35
23. TUITION REIMBURSEMENT ............................................................................ 40
24. SPECIAL PAY PLAN ......................................................................................... 42
25. REOPEN OF NEGOTIATIONS DURING TERM OF AGREEMENT .................. 42
APMA MEMORANDUM OF UNDERSTANDING, JANUARY 1, 2019 THROUGH DECEMBER 31, 2020
1
CITY OF AZUSA
AZUSA POLICE MANAGEMENT ASSOCIATION
MEMORANDUM OF UNDERSTANDING
JANUARY 1, 2019 THROUGH DECEMBER 31, 2020
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
(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 January 1, 2019, and
shall continue through December 31, 2020.
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
APMA MEMORANDUM OF UNDERSTANDING, JANUARY 1, 2019 THROUGH DECEMBER 31, 2020
2
conditions of employment as set forth in this Memorandum 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, national origin, political or
religious opinions or affiliations. The City and the Association shall reopen
any provisions of this Agreement for the purpose of complying with any
final order of the federal or state agency or court of competent jurisdiction
requiring a modification or change in any provision or provisions of 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 sole and exclusive rights of Management, as they
APMA MEMORANDUM OF UNDERSTANDING, JANUARY 1, 2019 THROUGH DECEMBER 31, 2020
3
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.
6.1.1.13 To determine job classification and to reclassify employees.
APMA MEMORANDUM OF UNDERSTANDING, JANUARY 1, 2019 THROUGH DECEMBER 31, 2020
4
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, Management’s discretion in
the exercise of these rights shall not be diminished.
7. WORKWEEK AND TIMEKEEPING INTERVAL
APMA MEMORANDUM OF UNDERSTANDING, JANUARY 1, 2019 THROUGH DECEMBER 31, 2020
5
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 departments shall be assigned by the department head,
as required to meet the needs of the department.
7.2 Workday
7.2.1.1 Police Captain and Lieutenant:
For employees assigned to operations and
administrations, the workday will consist of ten
(10) hour work days with lunch and breaks to be
scheduled in light of department policy.
7.2.2 Police Sergeant:
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.
7.2.3 Police Detective Bureau Assignment:
For employees assigned to Detectives, the workday
will consist of ten (10) hour work days with lunch and
breaks to be scheduled in light of department policy.
7.2.4 The City reserves the right to determine the beginning and ending
times of the workday for all employees covered by this
agreement.
7.3 Timekeeping Interval
7.3.1 Police Captain:
7.3.1.1 In compliance with FLSA regulations for exempt personnel,
the minimum timekeeping interval, shall be one (1) ten (10)
hour day. Employees in this classification are not eligible for
overtime.
APMA MEMORANDUM OF UNDERSTANDING, JANUARY 1, 2019 THROUGH DECEMBER 31, 2020
6
7.3.2 Police Lieutenant and Police Sergeant:
7.3.2.1 In compliance with FLSA regulation for non-exempt, 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 second pay date in August 2019, the City shall provide a one-time
lump sum payment of 6%, at the employee’s current base pay rate, at the time
of disbursement (which includes a 3% FY 18/19 and 3% FY 19/20.) Those
employees eligible for the one-time lump sum payment shall be currently
employed during the pay period of the disbursement.
8.2 Automatic Payroll Deposit
8.2.1 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.
APMA MEMORANDUM OF UNDERSTANDING, JANUARY 1, 2019 THROUGH DECEMBER 31, 2020
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9.2 Bilingual Pay
9.2.1 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.
9.2.2 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.
9.2.3 The incentive paid shall be $250 per month
9.3 Callout
9.3.1 Police Lieutenant and Police Sergeant:
9.3.1.1 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 (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.
9.3.2 Appropriate Rate of Pay for Callout
9.3.2.1 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.
9.4 Deferred Compensation (City-paid)
9.4.1 Police Captain, Police Lieutenant:
9.4.1.1 Effective July 1, 2019 the City shall increase the deferred
compensation (employer contribution) to $250 per month
APMA MEMORANDUM OF UNDERSTANDING, JANUARY 1, 2019 THROUGH DECEMBER 31, 2020
8
9.4.1.2 Effective July 1, 2020 to the deferred compensation will
increase to $300 per month.
9.4.2 Police Sergeant:
9.4.2.1 Effective July 1, 2019 the City shall increase the deferred
compensation employer contribution to $200 per month
9.4.2.2 Effective July 1, 2020 the deferred compensation will
increase to $250 per month.
9.5 Educational Incentive Pay
9.5.1 The following is the educational incentive pay from an accredited college
or university for Captain, Lieutenant and Sergeant:
The above incentive pay shall not 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.
9.5.2 Police Captain, Police Lieutenant, and Police Sergeant:
9.5.2.1 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.
Classification Master’s or
Doctoral
Degree
An AA/AS Degree or
Intermediate POST
with 45 semester or
equivalent quarter
units
BA/BS Degree or Advanced POST
Certificate with sixty (60) semester
or equivalent quarter units
Captain $600 2.5% of base rate, not
to exceed $125
5% of base rate not to exceed
$250
Lieutenant $600 2.5% of base rate, not
to exceed $125
2.5% of base rate, not to exceed
$125
Sergeant $500 2.5% of base rate, not
to exceed $125
2.5% of base rate, not to exceed
$125
APMA MEMORANDUM OF UNDERSTANDING, JANUARY 1, 2019 THROUGH DECEMBER 31, 2020
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9.6 Longevity Pay
9.6.1 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
9.6.2 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 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, JANUARY 1, 2019 THROUGH DECEMBER 31, 2020
10
POLICE CAPTAIN
7 yrs $199.88
10 yrs $399.76
15 yrs $599.65
20 yrs $799.53
25 yrs $999.00
9.6.3 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.
9.7 Off-Duty Court Appearance Time
9.7.1 Police Lieutenant and Police Sergeant:
9.7.1.1 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.
9.7.1.2 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):
APMA MEMORANDUM OF UNDERSTANDING, JANUARY 1, 2019 THROUGH DECEMBER 31, 2020
11
9.7.1.2.1 In person,
9.7.1.2.2 To a responsible message taker, or
9.7.1.2.3 Via an answering machine or voice mail
9.7.1.3 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:
9.7.1.3.1 The actual time in Court (or the four-hour
Court Time minimum, whichever is greater),
plus the actual time standing by; or
9.7.1.3.2 The actual time standing by (or the four-hour
Standby Time minimum, whichever is greater)
plus the actual time in Court;
9.8 Standby (“Court On Call”) Pay
9.8.1 Police Lieutenant and Police Sergeant:
9.8.1.1 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 upon in advance between the
employee and the department Court Officer):
APMA MEMORANDUM OF UNDERSTANDING, JANUARY 1, 2019 THROUGH DECEMBER 31, 2020
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9.8.1.1.1 In person,
9.8.1.1.2 To a responsible message taker, or
9.8.1.1.3 Via an answering machine or voice mail
9.9 Overtime/Compensatory Time
9.9.1 Police Lieutenant and Police Sergeant:
9.9.1.1 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 in accordance with City policy
and FLSA. 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.
9.9.2 Police Sergeant:
9.9.2.1 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:
9.9.2.2 Working more than their regularly scheduled hours on a
given day or
9.9.2.3 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).
9.10 Special Assignment Pay
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9.10.1 Police Lieutenant:
9.10.1.1 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):
9.10.1.1.1 Detective Lieutenant
9.10.2 Police Sergeant:
9.10.2.1 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):
9.10.2.1.1 Detective Sergeant
9.10.2.1.2 SET Detective Sergeant
9.10.3 Traffic Division Sergeant:
9.10.3.1 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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9.11 Shift Differential
9.11.1 Police Lieutenant:
9.11.1.1 Police Lieutenants assigned to the following shifts will be
compensated for all hours worked as follows:
9.11.1.1.1 Swing Shift: additional $.64 per hour
9.11.1.1.2 Morning Shift: additional $1.27 per hour
9.11.2 Police Sergeant:
9.11.2.1 Employees assigned to the following shifts will be
compensated for all hours worked as follows:
9.11.3 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
9.11.4 For employees scheduled to work a 4/10 schedule:
Swing Shift additional $0.64 per hour
Early Morning Shift additional $1.27 per hour
9.11.5 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.
9.12 Uniform Allowance
9.12.1 Uniform allowance for all APMA employees is $1,000 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:
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10.1.1.1 Employees shall receive fifty (50) hours per year of
Administrative Leave.
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:
10.2 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 considered under certain circumstances. Such
leave shall not be charged against the employee’s Sick Leave or vacation.
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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:
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Holiday Schedule Month FY2018/2019 FY2019/2020
Independence Day
July 4th July 04 04
Labor Day
1st Monday in September Sept 03* 022*
Columbus Day
2nd Monday in October Oct 8* 14*
Veteran’s Day
November 11th Nov 12** 11*
Thanksgiving Day
4th Thursday in November Nov 22* 28*
Christmas Day
December 25th Dec 25 25
New Year’s Day
January 1st Jan 01 1
Martin Luther King Day
3rd Monday in January Jan 21* 20*
President’s Day
3rd Monday in February Feb 18* 17*
Memorial Day
Last Monday in May May 27* 25*
* = Monday
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:
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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).
10.4.3 Floating Holidays
10.4.3.1 Police Captain, Police Lieutenant (:
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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10.5 Industrial Leave (Worker’s 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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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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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.
10.6.5.3 For employees who joined APMA after January 1, 2019, sick
leave with pay shall accrue at the rate of ten hours per month
for each calendar month of paid employment. No more than
960 hours of sick leave may be accrued. Sick leave will
cease to accrue when an employee’s accrued sick leave
balance reaches 960 hours. Sick leave accrual will resume
when an employee’s accrued sick leave balance drops
below 960 hours.
10.6.5.3.1 For employees who join APMA after the
ratification of this MOU and exceeds the 960
hours, their excess hours shall freeze at 960
and the excess shall be paid out as a 25%
wellness bonus.
10.6.5.5 Special Pay Plan 401 (A) and 457 drawdown
requirements will also apply in accordance to Article
10.6.1.
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 Leave Request Form, use
accrued Sick Leave time in lieu of Vacation Time for the
period of disability.
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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.
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 1,040 hours of accrued
sick leave, shall “Draw Down” (reduce by conversion to
either first, 401(a) “Special Pay Plan” or second, deferred
compensation) accrued sick leave beginning in the calendar
year in which they are five (5) years from their “normal”
retirement age, as defined in section 10.6.10.4, and
continuing until separation from the City.
10.6.10.2 Employees shall “draw down” the maximum amount (of
hours) possible on a tax deferred basis (based on then
APMA MEMORANDUM OF UNDERSTANDING, JANUARY 1, 2019 THROUGH DECEMBER 31, 2020
23
applicable law) each year until the balance (of accrued
hours) reaches 1,040 hours.
APMA members who have reached “normal” retirement age,
as defined in Section 10.6.10.4, with 25 years of service with
the City of Azusa may continue to “Draw Down” the
maximum amount (of hours) possible on a tax deferred
basis (based on then applicable law) below the 1,040 hour
balance of sick leave if the Member requests to do so via a
memo to the City’s payroll division by December 31 of the
preceding January draw down. Each January thereafter, the
City's payroll division will automatically draw down sick
leave hours to a balance of 1,040 and contribute to either
first, the 401(a) “Special Pay Plan” or second, deferred
compensation for all APMA members that meet the above
eligibility requirements up to the amount established by
applicable laws.
10.6.10.3 The conversion shall be as follows:
10.6.10.3.1 In November of each preceding draw down
year the City’s Payroll Division shall determine
for each APMA employee the number of hours
of sick leave accrued in excess of 1,040 hours
and the applicable legal maximum dollar
amount that may be contributed into the
employees’ 401(a) “Special Pay Plan” and
deferred compensation plan. The resulting
amounts shall be provided to each employee
and hours will be draw down in accordance
with Section 10.6.10.2.
10.6.10.3.2 All funds placed into a qualified tax deferred
account 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:
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a) At the time the City’s Payroll Division
notifies an APMA member of their
eligibility to participate in the “Draw
Down” program, the employee must
notify via a Memo the Human
Resources Department and Payroll
Division by December 31 of the
preceding draw down year of their
selection to either participate in (1) the
“draw down” program or (2) a “PERS
Service Credit” program. Once
selected the member cannot change
programs. If the employee fails to make
a selection, the Payroll Division will
draw down hours in accordance with
Section 10.6.10.2.
10.6.10.4 Members of the APMA will participate in the Employer
Sponsored 401(a) “Special Pay Plan” and are subject to the
terms of the Special Pay Plan when they have reached 25
years of service with the City of Azusa and in the calendar
year in which they are five (5) years from their “normal”
retirement age based on their respective CalPERS Public
Safety Pension Formula as follows:
1. Age 45 for those APMA Members who are employed
under the 3% @ 50 Public Safety Pension.
2. Age 50 for those APMA Members who are employed
under the 3% @ 55 Public Safety Pension.
3. Age 52 for those APMA Members who are employed
under the 2.7% @ 57 Public Safety Pension.
For example, a member who reaches 25 years of service
with the City in November 2019 and turns age 45 in March
2020 will be eligible for their first draw down in January 2020
when the payroll division processes mandatory drawdowns
of sick leave hours to the balance of 1,040.
Pursuant to APMA MOU section 10.7.1.1.3, at no time will
an APMA Member be required to forgo being paid as earned
(cashed out) each pay period on their Vacation Time
overage until their separation from service with the City of
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25
Azusa.
Once the Member participates in the Special Pay Plan as a
“Participant in the Plan” pursuant to the above listed
requirements, the member must “draw down” their leave
banks in the following order:
1. Sick Leave
2. Comp Time Leave (if sick leave draw down is below the
IRS 401(a) “Special Pay Plan” annual maximum
contribution for the calendar year)
3. Vacation Leave (upon separation from service with the
City)
When eligible APMA Members become Participants in the
Plan, participants must convert accumulated unused
vacation leave bank hours into the Special Pay Plan upon
separation from service.
Upon separation from service, Participants in the Plan will
be subject to a mandatory employer contribution of 100% of
employees’ remaining unused accumulated sick, vacation,
or comp time leave hours into the Special Pay Plan up to the
IRS 401(a) “Special Pay Plan” annual maximum contribution
for the calendar year.
If the dollar values of the combined cashable leave bank
balances exceeds the IRS 401(a) “Special Pay Plan” annual
maximum contribution for the calendar year in which they
retire, the remaining leave bank hours will be paid to the
employee in cash.
Special Pay 401(a) contributions are not subject to FICA or
Medicare taxes, and the plan has been established so that
no Constructive receipt will apply to the 401 (a) plan or
participants in the plan.
The City of Azusa will cover the administrative cost of the
Plan for each participant while employed with the City and
upon separation from service, the entire administrative cost
will be borne by the retiree.
10.6.11 Conversion to Cash Upon Separation
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26
10.6.11.1 Police Captain and Police Lieutenant:
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.
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:
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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.
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,
APMA MEMORANDUM OF UNDERSTANDING, JANUARY 1, 2019 THROUGH DECEMBER 31, 2020
28
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.
10.7 Vacation Leave
10.7.1 Required Usage and Carryover
10.7.1.1 Police Captain, Police Lieutenant and Police Sergeant
10.7.1.1.1 Leave will be credited on a “per-pay-period”
basis. 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.
10.7.1.1.4 Cash-In Policy
Employees covered by this Memorandum of
Understanding may convert vacation time to
cash every fiscal year in July or December
with the Department Head’s approval. If there
is a financial hardship and a request is
required outside the window of the timeline the
Department Head may review and approve
the request.
10.7.2 Accrual
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10.7.2.1 Vacation Leave shall accrue as follows:
Police Captain, Police Lieutenant
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
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:
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30
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 and Police Lieutenant:
12.1.1 If, in the course of business, an employee’s personal clothing or effects
are accidentally damaged or destroyed, 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 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 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.
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31
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 Effective July 1, 2019 the monthly amount will be capped at $1,765.00 for
employees hired before January 1, 2019.
15.2.2 Effective July 1, 2019 the monthly amount will be capped at $1,600.00 for
employees hired on or after January 1, 2019.
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 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 has not met the qualifying work time for eligibility for
the FBP.
15.4 Opt Out or Opt for Less Coverage
15.4.1 Through December 31, 2019, for those employees hired before January
1, 2019, the City will continue to provide a cash-out option up to a cap of
$1,765 for any employee who provides proof of other coverage for
themselves and their dependents or otherwise does not use the entire
APMA MEMORANDUM OF UNDERSTANDING, JANUARY 1, 2019 THROUGH DECEMBER 31, 2020
32
FBP amount. This amount may be used to purchase other benefits or
paid out in cash, at the employee’s option.
15.4.2 Through December 31, 2019, for those employees hired on or after
January 1, 2019, the City will continue to provide a cash-out option up to
a cap of $1,600 for any employee who provides proof of other coverage
for themselves and their dependents or otherwise does not use the entire
FBP amount. This amount may be used to purchase other benefits or
paid out in cash, at the employee’s option.
15.4.3 Effective January 1, 2020, for all members, the City will continue to provide
a cash-out option up to a cap of $1,000 for any employee who provides
proof of other coverage for themselves and their dependents or otherwise
does not use the entire FBP amount. This amount may be used to
purchase other benefits or paid out in cash, at the employee’s option.
15.4.4 Effective July 1, 2020, for all members, the City will continue to provide a
cash-out option up to a cap of $300 for any employee who provides proof
of other coverage for themselves and their dependents or otherwise does
not use the entire FBP amount. This amount may be used to purchase
other benefits or paid out in cash, at the employee’s option.
15.5 Termination
15.5.1 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;
APMA MEMORANDUM OF UNDERSTANDING, JANUARY 1, 2019 THROUGH DECEMBER 31, 2020
33
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.
17. LICENSE RENEWAL
17.1 Police Captain and Police Lieutenant:
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 and Police Lieutenant
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
APMA MEMORANDUM OF UNDERSTANDING, JANUARY 1, 2019 THROUGH DECEMBER 31, 2020
34
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.
20. PAYROLL DEDUCTION
20.1 Police Captain, Police Lieutenant and
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 the employee’s 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 Classic” unit members are included in Tier I & II for purposes of retirement
pension benefits in accordance with the Public Employees’ Pension
Reform Act of 2013. Tier I and II generally include employees that were
hired before January 1, 2013 in the California Public Employees
Retirement System (CalPERS) or a reciprocal retirement system with no
break in service longer than six months. CalPERS will determine who is
a classic member in compliance with the law.
22.1.2 Tier I: For employees hired prior to July 1, 2011, shall be
eligible for the 3% @ 50 retirement formula for Local
Safety members. The City pays 9% on behalf of the
employee share and the unit member pays 9% toward
the CalPERS “employer” share, on a “cost sharing”
APMA MEMORANDUM OF UNDERSTANDING, JANUARY 1, 2019 THROUGH DECEMBER 31, 2020
35
basis, at the same percentage and at the same
starting date as the City’s contributions “toward the
employee share.” The employee contribution is
“compensation earnable” as defined in
Government Code section 20636. The City shall
continue the highest level of the 1959 survivor benefit.
22.1.3 Tier II: For employees hired on and after to July 1, 2011,
shall be eligible for the 3% @ 55 retirement formula
for Local Safety members. The City pays 9% on
behalf of the employee share and the unit member
pays 9% toward the CalPERS “employer” share, on a
“cost sharing” basis, at the same percentage and at
the same starting date as the City’s contributions
“toward the employee share.” The employee
contribution is “compensation earnable” as
defined in Government Code section 20636. The City
shall continue the highest level of the 1959 survivor
benefit.
22.1.4 Tier III: For employees hired on or after January 1, 2013 are
“new members” for purposes of retirement pension
benefits pursuant to the Public Employees’
Pension Reform Act of 2013. Generally, this
includes employees that were hired into a regular
position on or after January 1, 2013 or
former members who have more than a six-month
break in service. CalPERS will determine who is
a new member in compliance with the law.
22.1.4.1 As defined by PEPRA and/or California
Government Code Section 7522.04(f),
unit members shall be required to pay a
CalPERS employee contribution in an
amount equal to 50% of the normal cost
rate, up to a maximum of 12%, for the
Defined Benefit Plan provided or by
PEPRA, in which the new unit member
is enrolled, rounded to the nearest
quarter of 1% or the current contribution
rate of similarly situated employees,
whichever is greater, pursuant to
Government Code section 7522.30.
APMA MEMORANDUM OF UNDERSTANDING, JANUARY 1, 2019 THROUGH DECEMBER 31, 2020
36
22.1.4.2 New (PEPRA) unit members shall be
enrolled in the 2.7% at 57 retirement
formula for Local Safety Members.
Members final compensation is a
measurement period of 36 consecutive
months as set forth in Government
Code Section 7522.32(a), and their
retirement benefits shall be calculated
based on “pensionable compensation”
(Section 7522.10) rather than
compensation earnable (Section 20636).
22.1.4.3 The employee contribution for new
(PEPRA) unit members shall be one-
half the normal cost as determined by
CalPERS. The required employee
contribution for new members is
12.75%. This amount will be adjusted
periodically by CalPERS.
22.2 Optional Benefits
22.2.1 The City’s contract with the CalPERS includes the additional benefit of
Service Credit for Unused Sick Leave.
22.2.2 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.
22.2.3 The City’s contract with the CalPERS includes the Employer-Paid
Member Contribution in base pay during the final compensation period.
22.2.4 CalPERS Service Credit for Military Service
22.2.4.1 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.
22.2.4.2 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
APMA MEMORANDUM OF UNDERSTANDING, JANUARY 1, 2019 THROUGH DECEMBER 31, 2020
37
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.
22.2.4.3 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.
22.2.4.4 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.
22.3 Health Insurance During Retirement
22.3.1 Police Captain and Police Lieutenant:
Employees within the APMA as of May 2, 2007:
22.3.1.1 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.
22.3.1.2 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.
22.3.1.3 For Association employees who, at the time of retirement
during the term of this MOU from the City of Azusa, have
APMA MEMORANDUM OF UNDERSTANDING, JANUARY 1, 2019 THROUGH DECEMBER 31, 2020
38
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.
22.3.1.4 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.
22.3.1.5 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.
Employees NOT within APMA as of May 2, 2007:
22.3.1.6 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.
22.3.1.7 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.
22.3.1.8 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.
22.3.1.9 Should the employee select a less expensive plan, the
differential may be applied to dental COBRA for a maximum
APMA MEMORANDUM OF UNDERSTANDING, JANUARY 1, 2019 THROUGH DECEMBER 31, 2020
39
period of eighteen (18) months but not as a cash benefit to
the employee.
22.3.1.10 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.
22.3.2 Police Sergeant:
22.3.2.1 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 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.
22.3.2.2 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. (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.
APMA MEMORANDUM OF UNDERSTANDING, JANUARY 1, 2019 THROUGH DECEMBER 31, 2020
40
22.3.2.3 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/ 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.
22.3.2.4 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.
22.3.3 Police Captain, Police Lieutenant and Police Sergeant hired as Laterals:
22.3.3.1 For unit members hired as Laterals after the ratification of
this agreement or members promoting to the membership
from APOA who are under the PORAC plan, a PORAC
retiree medical trust will be established in lieu of lifetime
medical with the City’s monthly contribution as follows:
Years of Continuous Service City Contribution
1-5 Years of Continuous Service $150/month
5+ Years of Continuous Service* $250/month
Distribution of these funds will follow the agreement guidelines between
APMA and PORAC.
* Until employee retires or separates from employment.
22.4 Retirement Planning Seminar
22.4.1 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:
APMA MEMORANDUM OF UNDERSTANDING, JANUARY 1, 2019 THROUGH DECEMBER 31, 2020
41
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:
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.
APMA MEMORANDUM OF UNDERSTANDING, JANUARY 1, 2019 THROUGH DECEMBER 31, 2020
42
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 be 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.
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
APMA MEMORANDUM OF UNDERSTANDING, JANUARY 1, 2019 THROUGH DECEMBER 31, 2020
43
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 The parties shall re-open negotiations if (1) the City management medical
coverage is subject to the so-called Cadillac Tax pursuant to the Affordable Care
Act (ACA), or (2) if a compaction between the ranks of Police Corporal and Police
Sergeant occurs during the terms of this agreement. 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, JANUARY 1, 2019 THROUGH DECEMBER 31, 2020
44
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
Robert Landeros, President Date
Robert Chivas, Vice President Date
Jorge Sandoval, Treasurer Date
CITY OF AZUSA
Sergio Gonzalez, City Manager Date
Talika Johnson, Director of Finance Date
Tanya Bragg, Director of Human Resources and Risk Management Date
ATTEST:
Jeffrey Lawrence Cornejo, Jr., City Clerk
APPROVED AS TO FORM AND CONTENT
APMA MEMORANDUM OF UNDERSTANDING, JANUARY 1, 2019 THROUGH DECEMBER 31, 2020
45
Marco Martinez, Best Best & Krieger
APMA MEMORANDUM OF UNDERSTANDING, JANUARY 1, 2019 THROUGH DECEMBER 31, 2020
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
APMA MEMORANDUM OF UNDERSTANDING, JANUARY 1, 2019 THROUGH DECEMBER 31, 2020
II
Optional Benefits, 37
Retirement Planning Seminar, 42
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
CITY OF AZUSA
APMA SALARY SCHEDULE
EFFECTIVE 01/01/2019 - 12/31/2020
CLASSIFICATION RANGE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5
POLICE CAPTAIN 3482 12,155.60$ 12,763.38$ 13,401.56$ 14,071.63$ 14,775.21$
POLICE LIEUTENANT 3423 10,241.08$ 10,753.15$ 11,290.80$ 11,855.34$ 12,448.11$
POLICE SERGEANT 3416 8,581.43$ 9,010.51$ 9,461.04$ 9,934.10$ 10,430.80$