HomeMy WebLinkAboutE-8 Staff Report - Restated MOU for APMA CONSENT ITEM
E-8
TO: HONORABLE MAYOR AND MEMBERS OF THE CITY COUNCIL
VIA: SERGIO GONZALEZ, CITY MANAGER
FROM: TALIKA M. JOHNSON, DIRECTOR OF ADMINISTRATIVE SERVICES
DATE: MARCH 15, 2021
SUBJECT: APPROVAL OF MEMORANDUM OF UNDERSTANDING BETWEEN THE CITY
OF AZUSA AND THE AZUSA POLICE MANAGEMENT ASSOCIATION
BACKGROUND:
The City’s Negotiation Team consisting of Talika M. Johnson, Director of Administrative Services, and
Sergio Gonzalez, City Manager, has been in Negotiations with the Azusa Police Management
Association (APMA). The City’s Memorandum of Understanding (MOU) with APMA expired on
December 31, 2020. Both parties have reached an 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, 2024.
RECOMMENDATIONS:
Staff recommends that the City Council take the following action:
1)Approval of amended and restated Memorandum of Understanding between the City of
Azusa and the Azusa Police Management Association.
ANALYSIS:
The MOU between the City of Azusa and APMA expired on December 31, 2020. Negotiations with
APMA commenced in August 2020. Sessions consisted of several discussions of the City’s current
financial position, future projections, and caution due to growing concern related to the Coronavirus
(COVID-19) Pandemic and potential impacts to the City’s revenues during the pandemic.
The City’s current reserve position is strong, and although some level of expectation of reduced
revenues exists over the next couple of years while recovering from the pandemic, the City has taken
many positive steps to create operational efficiencies and reduce costs, and to increase its revenue base
APPROVED
CITY COUNCIL
3/15/2021
APMA MOU January 1, 2021 – December 31, 2024
March 15, 2021
Page 2
by renegotiating contracts and passing special revenue measures. Considering all of the aforementioned,
Staff recommends the Council consider the amended and restated MOU as proposed.
Amongst several mutually agreed upon concessions, the provisions of the proposed MOU include the
following compensation and benefit adjustments:
1. Contract Term: January 1, 2021 through December 31, 2024
2. Cost of Living Adjustment: Fiscal Year 2020-2021: $500 single lump sum
Fiscal Year 2021-2022: 4%
Fiscal Year 2022-2023: 4%
Fiscal Year 2023-2024: 5%
3. Salary Compaction Adjustment: Effective January 1, 2021, if any Police Officer or Corporal
is promoted to Sergeant at an equivalent salary step of an
existing Sergeant(s), the existing Sergeant(s) at that same
salary step, may be moved to the next higher salary step of
the Sergeant range at the recommendation of the Chief of
Police; in that case, a new merit anniversary date will be
established for the Sergeant(s) moved up to a new salary
step.
4. Deferred Compensation: Increase City’s contribution:
Sergeant: from $250 to $275 per month
Lieutenant: from $300 to $325 per month
5. Longevity Premium: Change Longevity Pay as follows:
7 years – $100
10 years – $200
15 years – $300
20 years – $400
25 years – $600
Add a “lateral hire” component for police civilian service
with a City of Azusa 5-year vesting period.
If current benefit amount is higher, employee will continue
to receive same amount.
6. Cash-In Policy: Add the ability to convert into cash up to a maximum of
160 total hours of compensatory time per fiscal year in June
and December.
7. Flexible Benefit Plan: Effective January 1, 2021, employees whose premiums
exceed their FBP contribution amount can elect to redirect
of City paid deferred comp during open enrollment period
APMA MOU January 1, 2021 – December 31, 2024
March 15, 2021
Page 3
and place what would otherwise be contributed to deferred
comp to FBP contribution.
Other substantive language revisions to the MOU, include, but not limited to, clarifying date or hire and
date of PMA membership language for those eligible for wellness bonus participation. The attached
MOU is in draft format pending non-substantive language cleanup throughout MOU to make certain
clarifications for operational purposes and consistencies with other MOUs.
FISCAL IMPACT:
The cost of the aforementioned APMA benefit adjustments impacting 12 employees is estimated at
$331,915 for the four-year term of this contract, of which 100% is allocated to the General Fund. Of the
total estimated contract cost of $331,915, a portion of that total is cost, $6,000, is for a one-time only
1payment. The first year cost has already been included in the Fiscal Year 2020/21 Adopted Budget, and
subsequent year’s costs will be programmed in the annual budgets as applicable.
Prepared by: Reviewed and Approved:
Talika M. Johnson Sergio Gonzalez
Director of Administrative Services City Manager
Attachment:
1) Amended and Restated Memorandum of Understanding between the City of Azusa and the
Azusa Police Management Association.
DRAFT- -
Memorandum of
Understanding
Between
The City of Azusa
And
Azusa Police Management Association
January 1, 2021 – December 31, 2024
Attachment 1
DRAFTTABLE 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 .................................................. 5
7.1 Workweek ................................................................................................. 5
7.2 Workday .................................................................................................... 5
7.3 Timekeeping Interval................................................................................. 5
8. SALARY .............................................................................................................. 6
9. ADDITIONAL COMPENSATION/PREMIUM PAY ............................................... 6
9.1 Acting Employee ....................................................................................... 6
9.2 Bilingual Pay…………………………………………………………………….7
9.3 Callout ....................................................................................................... 7
9.4 Deferred Compensation (City-paid) .......................................................... 8
9.5 Educational Incentive Pay ......................................................................... 8
9.6 Longevity Pay ........................................................................................... 9
9.7 Off-Duty Court Appearance Time ........................................................... 10
9.8 Standby (“Court On Call”) Pay ................................................................ 11
9.9 Overtime/Compensatory Time ................................................................ 12
9.10 Special Assignment Pay ......................................................................... 12
9.11 Shift Differential ...................................................................................... 13
DRAFTTABLE OF CONTENTS
Page
-ii-
9.12 Uniform Allowance .................................................................................. 14
10. LEAVE/DAYS OFF ............................................................................................ 14
10.1 Administrative Leave............................................................................... 14
10.2 Personal Leave ....................................................................................... 14
10.3 Bereavement Leave ................................................................................ 15
10.4 Holidays .................................................................................................. 15
10.5 Industrial Leave (Workers Compensation) .............................................. 18
10.6 Sick Leave .............................................................................................. 18
10.7 Vacation Leave ....................................................................................... 27
11. AUTOMOBILES ................................................................................................. 30
12. DAMAGE TO PERSONAL EFFECTS ............................................................... 30
13. SAFETY EQUIPMENT ...................................................................................... 30
14. EMPLOYEE ASSISTANCE PLAN ..................................................................... 31
15. FLEXIBLE BENEFIT PLAN ............................................................................... 31
15.1 Definition ................................................................................................. 31
15.2 Eligibility .................................................................................................. 31
15.3 Amount of Monthly Benefit ...................................................................... 31
15.4 Medical Opt Out of Coverage………………………………………………..33
15.5 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 ............................................................................ 42
24. REOPEN OF NEGOTIATIONS DURING TERM OF AGREEMENT .................. 44
DRAFTAPMA MEMORANDUM OF UNDERSTANDING, JANUARY 1, 2021 THROUGH DECEMBER 31, 2024
1
CITY OF AZUSA
AZUSA POLICE MANAGEMENT ASSOCIATION
MEMORANDUM OF UNDERSTANDING
JANUARY 1, 2021 THROUGH DECEMBER 31, 2024
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 Lieutenant
(b) 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, 2021, and
shall continue through December 31, 2024.
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 of Understanding constitute
additions to the total compensation received by affected employees.
DRAFTAPMA MEMORANDUM OF UNDERSTANDING, JANUARY 1, 2021 THROUGH DECEMBER 31, 2024
2
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
DRAFTAPMA MEMORANDUM OF UNDERSTANDING, JANUARY 1, 2021 THROUGH DECEMBER 31, 2024
3
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 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.
DRAFTAPMA MEMORANDUM OF UNDERSTANDING, JANUARY 1, 2021 THROUGH DECEMBER 31, 2024
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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.
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
DRAFTAPMA MEMORANDUM OF UNDERSTANDING, JANUARY 1, 2021 THROUGH DECEMBER 31, 2024
5
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
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 Police 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.
DRAFTAPMA MEMORANDUM OF UNDERSTANDING, JANUARY 1, 2021 THROUGH DECEMBER 31, 2024
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7.3 Timekeeping Interval
7.3.1 Police Lieutenant and Police Sergeant:
7.3.1.1 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.
7.3.2 Police Sergeant:
7.3.2.1 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:
7.3.2.1.1 Working more than their regularly scheduled
hours on a given day or
7.3.2.1.2 Working more than 160 hours over a 28 day
FSLA work period.
8. SALARY
8.1 A total COLA of thirteen percent (13%) will be provided over a four-year contract
period.
8.1.1 Effective January 1, 2021, the City shall provide a one-
time lump sum payment of five hundred dollars
($500.00) to all PMA members currently covered under
the POA MOU as of January 1, 2021.
8.1.2 Effective August 1, 2021 all employees will receive a
four percent (4%) increase to base pay.
8.1.3 Effective August 1, 2022 all employees will receive a
four percent (4%) increase to base pay.
8.1.4 Effective August 1, 2023 all employees will receive a
five percent (5%) increase to base pay
DRAFTAPMA MEMORANDUM OF UNDERSTANDING, JANUARY 1, 2021 THROUGH DECEMBER 31, 2024
7
8.2 .Effective January 1, 2021, if any Police Officer or Corporal is promoted to
Sergeant at an equivalent salary step of an existing Sergeant(s), the existing
Sergeant(s) at that same salary step, may be moved to the next higher salary
step of the Sergeant range at the recommendation of the Chief of Police; in that
case, a new merit anniversary date will be established for the Sergeant(s) moved
up to a new salary step.
8.3 Automatic Payroll Deposit
8.3.1 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
9.2 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; provided,
however, that employees receiving a greater dollar
amount for bilingual pay on the effective date of the
MOU shall continue to receive the higher dollar
amount.
9.3 Callout
9.3.1 Police Lieutenant and Police Sergeant:
DRAFTAPMA MEMORANDUM OF UNDERSTANDING, JANUARY 1, 2021 THROUGH DECEMBER 31, 2024
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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 Lieutenant:
9.4.1.1 The City shall increase the deferred compensation amount
to $325 per month.
9.4.2 Police Sergeant:
9.4.2.1 , the City shall increase the deferred compensation amount
to $275 per month.
9.5 Educational Incentive Pay
9.5.1 The following is the educational incentive pay from an
accredited college or university for Lieutenant and
Sergeant:
DRAFTAPMA MEMORANDUM OF UNDERSTANDING, JANUARY 1, 2021 THROUGH DECEMBER 31, 2024
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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 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.
9.6 Longevity Pay
9.6.1 Effective January 1, 2021, City is agreeable to the monthly amounts and
years of service listed in below table.
Years of Service Azusa Service
Only
All Sworn Service (after
working for Azusa for a
minimum of 5 years)
7 $100 $100
10 $200 $200
15 $300 $300
20 $400 $400
25 $600 $600
(ex. A lateral with 5 years of experience prior to coming to work for the City, after
working for the City for 5 years, would then obtain the 10-year longevity
pay for all sworn law enforcement service or a lateral with 3 years of
experience prior to coming into the City, after working for the City for 5
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
Lieutenant $600 2.5% of base rate, not
to exceed $125
5% of base rate, not to exceed
$250
Sergeant $500 2.5% of base rate, not
to exceed $125
5% of base rate, not to exceed
$250
DRAFTAPMA MEMORANDUM OF UNDERSTANDING, JANUARY 1, 2021 THROUGH DECEMBER 31, 2024
10
years, would then obtain the 7-year longevity pay for all sworn law
enforcement service).
Upon ratification of the MOU to receive pay for all sworn service years,
the Officer shall submit a list of service years from each agency worked
for within 60 days to be verified by Human Resources. A Personnel Action
Form from the department must accompany this request. Pay for all
Officers employed by the City at time of ratification would be retroactive to
1/1/2021 upon completion of verification. Pay for employees who reach 5
years of service with the City of Azusa after ratification shall be effective
the first pay period following verification by Human Resources.
Longevity pay will be reviewed on an annual basis and all changes made
as employee’s progress through the tiers will be adjusted the first pay
period in December with the payment being retroactive to their longevity
anniversary date.
Longevity for sworn status will in no way supersede seniority as defined
in the Azusa Civil Service Rules.
Members currently receiving a benefit higher per 9.6.2 will continue to receive the
higher amounts of that schedule if hired prior to August 1, 2000.
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
DRAFTAPMA MEMORANDUM OF UNDERSTANDING, JANUARY 1, 2021 THROUGH DECEMBER 31, 2024
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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):
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
DRAFTAPMA MEMORANDUM OF UNDERSTANDING, JANUARY 1, 2021 THROUGH DECEMBER 31, 2024
12
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):
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
DRAFTAPMA MEMORANDUM OF UNDERSTANDING, JANUARY 1, 2021 THROUGH DECEMBER 31, 2024
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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
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.
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:
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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 Personal Leave
10.1.1 Police Sergeant and Police Lieutenant:
10.1.1.1 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
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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.
10.2 Bereavement Leave
10.2.1 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.
10.2.2 Bereavement Leave for close personal relationships
other than listed relationships may be approved by
Department Head and Director of Human Resources.
10.2.3 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.
10.3 Holidays
10.3.1 Designated Holidays
10.3.1.1 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.
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10.3.1.2 The dates upon which these holidays shall be observed are
listed below:
Holiday Schedule Month 2021 2022 2023 2024
Independence Day
July 4th July 5* 04* 4 4
Labor Day
1st Monday in September Sept 6* 05* 4* 2*
Columbus Day
2nd Monday in October Oct 11* 10* 9* 14*
Veteran’s Day
November 11th Nov 11 14* 13* 11*
Thanksgiving Day
4th Thursday in November Nov 25* 24 23 28
Christmas Day
December 25th Dec 27* 26* 25* 25
New Year’s Day
January 1st Jan 04* 3* 2* 1
Martin Luther King Day
3rd Monday in January Jan 18* 17* 16* 15*
President’s Day
3rd Monday in February Feb 15* 21* 20* 19*
Memorial Day
Last Monday in May May 31* 30* 29* 27*
* = Monday
10.3.2 Holiday Pay
10.3.2.1 Police Lieutenant:
10.3.2.1.1 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.
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10.3.2.2 Police Sergeant:
10.3.2.2.1 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).
10.3.3 Floating Holidays
10.3.3.1 Police Lieutenant:
10.3.3.1.1 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.
10.3.3.1.2 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.
10.4 Industrial Leave (Worker’s Compensation)
10.4.1 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.
10.5 Sick Leave
10.5.1 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.
10.5.2 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.
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10.5.2.1 Sick Leave During Probation
10.5.2.1.1 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.
10.5.3 Reasons for Use of Sick Leave
10.5.3.1 Sick Leave shall be granted for the following reasons:
10.5.3.2 Personal illness or physical incapacity.
10.5.3.3 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.
10.5.3.4 Enforced quarantine of the employee in accordance with
Health Department regulations.
10.5.3.5 Medical, dental, and optical appointments.
10.5.3.6 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
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purposes of the Sick Leave Cash-In program or with regard
to employee performance evaluations.
10.5.3.7 In the foregoing circumstances, Sick Leave must be
exhausted before Compensatory Time off or Vacation
Leave may be converted to Sick Leave.
10.5.4 Restrictions on Sick Leave
10.5.4.1 Police Sergeant:
10.5.4.1.1 Disability arising from any sickness or injury
purposely self-inflicted.
10.5.4.1.2 Sickness or disability sustained while on leave
of absence, other than regular Vacation
Leave.
10.5.4.1.3 Disability or illness arising from compensated
employment other than with the City.
10.5.5 Accrual and Use
10.5.5.1 For employees who joined APMA prior to January 1, 2019
and were hired by the City 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.
10.5.5.2 For employees who joined APMA prior to January 1,2019
and were hired by the City 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.
10.5.5.3 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
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balance reaches 960 hours. Sick leave accrual will resume
when an employee’s accrued sick leave balance drops
below 960 hours.
10.5.5.3.1 For members who exceed the 960 hours upon
joining APMA, after the ratification of this
MOU, their excess hours shall freeze at their
current level and the excess shall be paid out
as a 25% wellness bonus.
10.6.5.4 Special Pay Plan 401 (A) and 457 drawdown
requirements will also apply in accordance to Article
10.6.10
10.5.6 Sick Leave Donation Policy
10.5.6.1 Employees shall be eligible for sick leave donation from co-
workers in accordance with the City’s policy.
10.5.7 Sick Leave During Vacation
10.5.7.1 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.
10.5.8 One-Fourth Conversion
10.5.8.1 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:
10.5.8.2 Carry over the accrual and add it to his or her Sick Leave
balance.
10.5.8.3 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.
10.5.9 One-Third Conversion
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10.5.9.1 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:
10.5.9.2 Carry over the accrual and add it to his or her Sick Leave
balance.
10.5.9.3 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.
10.5.10 Mandatory Conversion Prior to Retirement
10.5.10.1 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 10.5.10.4, and
continuing until separation from the City.
10.5.10.2 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 1,040 hours.
APMA members who have reached “normal” retirement age,
as defined in Section 10.5.10.4, 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.
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10.5.10.3 The conversion shall be as follows:
10.5.10.3.1 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 10.5.10.2.
10.5.10.3.2 All funds placed into a qualified tax deferred
account shall be managed by the employee
and not the responsibility of the City of Azusa.
10.5.10.3.3 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) 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 10.5.10.2.
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10.5.10.4 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 10.6.1.1.3, 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
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
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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.
10.5.11 Mandatory Conversion Upon Retirement
10.5.11.1 At time of retirement, members of the APMA, with a
minimum of 20 years of service, but less than 25 years of
service, with the City of Azusa, shall “Draw Down” (reduce
by conversion to either first, 401(a) “Special Pay Plan” or
second, deferred compensation) seventy-five percent (75%)
of his or her accrued sick leave.
Members who participate in the Draw Down program, will
not be eligible to receive cash out of his or her remaining
sick leave balance.
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. 75% of Sick Leave (remaining sick leave will be
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25
converted in accordance with Section 7.5.13)
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.
10.5.12 Conversion to Cash Upon Separation
10.5.12.1 Police Lieutenant:
10.5.12.1.1 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.
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10.5.12.1.2 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.
10.5.12.1.3 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.
10.5.12.1.4 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.
10.5.12.1.5 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.
10.5.12.1.6 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.
10.5.12.1.7 In case of layoff, the employee shall be
allowed to convert 100% of his or her accrued
Sick Leave balance to cash
10.5.12.2 Police Sergeant:
10.5.12.2.1 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.
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10.5.12.2.2 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.
10.5.12.2.3 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.
10.5.12.2.4 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.
10.5.12.2.5 Upon voluntary separation with at least 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.
10.5.12.2.6 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.
10.5.13 Conversion to Service Credit Upon Retirement
10.5.13.1 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.
10.5.14 Conversion Deadline
10.5.14.1 A decision to convert Sick Leave according to the policies
stated shall be made by March 31.
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10.6 Vacation Leave
10.6.1 Required Usage and Carryover
10.6.1.1 Police Captain, Police Lieutenant and Police Sergeant
10.6.1.1.1 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.
10.6.1.1.2 Notwithstanding the accrual cap, employees
shall continue to accrue Vacation Leave
during the term of this MOU; provided that
each member reduces his or her Vacation
Leave in excess of the cap over the term of the
MOU.
10.6.1.1.3 Commencing July 31, 2004, the cap shall be
enforced and any accrual in excess of the cap
shall be paid as earned.
10.6.1.2 Police Sergeant:
10.6.1.2.1 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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10.6.1.2.2 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.
10.6.2 Cash-In Policy
10.6.2.1 Members 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.
10.6.2.2 Members covered by this Memorandum of Understanding
may convert into cash up to a maximum of 160 total hours
of compensatory time per fiscal year in June and December
of each year 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.
10.6.3 Accrual
10.6.3.1 Vacation Leave shall accrue as follows:
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
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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:
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 Lieutenant:
11.1.1 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 Lieutenant:
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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.
14. EMPLOYEE ASSISTANCE PLAN
14.1 The City will continue to maintain the Employee Assistance Plan.
15. FLEXIBLE BENEFIT PLAN
15.1 Definition
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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 Eligibility
15.2.1 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.
15.2.2 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.
15.2.3 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.
15.3 Amount of Monthly Benefit
15.3.1 For APMA members who joined APMA prior to
January 1, 2019, the flexible benefit monthly allowance
is $1,765. For APMA members who joined prior to
January 1, 2019 and using any portion of the flexible
benefit allowance, the excess will cap at $1,000 for
receiving a cash payout.
15.3.2 For those APMA members who joined prior to January
1, 2019, the member shall be able to use the full
amount of $1,765 for health insurance, dental
insurance, vision plans, and all supplemental products
(i.e. term life insurance, flexible spending account,
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33
disability insurance, accident insurance, critical illness
insurance, cancer insurance, etc.)
15.3.2.1 For example, a member whose flexible
benefit allowance is $1,765 uses $500 for
medical, dental, vision and/or
supplemental products will be eligible for
$1,000 cash payment and forfeits the
remaining $265.
15.3.5 For those APMA members who joined prior to January 1, 2019 and using
any portion of the flexible benefit allowance, the excess will cap at $300
for receiving a cash payout.
15.3.5.1 For example, a member whose flexible benefit allowance is
$1,765 uses $500 for medical, dental, vision and/or
supplemental products will be eligible for $300 cash
payment and forfeits the remaining $965.
15.3.6 For those members who join the APMA on or after January 1, 2019, the
flexible benefit monthly allowance is $1,600. The member shall be able
to use the full amount of $1,600 for health insurance, dental insurance,
vision plans, and all supplemental products (i.e. term life insurance,
flexible spending account, disability insurance, accident insurance,
critical illness insurance, cancer insurance, etc.).
15.3.7 For those members who joined the membership on or after January 1,
2019 and use any portion of the flexible benefit allowance, the excess
will cap at $300 for receiving a cash payout.
15.3.8 Effective January 1, 2021, employees whose premiums exceed their
FBP contribution amount can elect to opt out of City paid deferred
compensation during open enrollment period and place what would
otherwise be contributed to deferred compensation to FBP contribution.
15.4 Medical Waiver (Opt Out of Coverage)
15.4.1 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
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15.4.2 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.
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;
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
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17.1 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 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
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
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20.1 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 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” 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
DRAFTAPMA MEMORANDUM OF UNDERSTANDING, JANUARY 1, 2021 THROUGH DECEMBER 31, 2024
37
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,
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38
whichever is greater, pursuant to
Government Code section 7522.30.
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
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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
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 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.
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40
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
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.
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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
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
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42
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.
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 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 Retiree Medical
Trust plan, the City will make monthly contributions to the
PORAC retiree medical trust 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
Contribution to the Trust of these funds will follow the agreement
guidelines between APMA and PORAC.
* Until employee retires or separates from employment.
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43
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:
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
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44
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.
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.
DRAFTAPMA MEMORANDUM OF UNDERSTANDING, JANUARY 1, 2021 THROUGH DECEMBER 31, 2024
45
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 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
DRAFTAPMA MEMORANDUM OF UNDERSTANDING, JANUARY 1, 2021 THROUGH DECEMBER 31, 2024
46
by the City or who separate as a result of a
City/departmental reorganization.
24. REOPEN OF NEGOTIATIONS DURING TERM OF AGREEMENT
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.
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47
CITY OF AZUSA APMA SALARY
SCHEDULE PENDING NEGOTIATION
Effective 8/1/2020
Classification Range Step 1 Step 2 Step 3 Step 4 Step 5
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
Effective 8/1/2021
Classification Range Step 1 Step 2 Step 3 Step 4 Step 5
POLICE LIEUTENANT 3423 $10,650.72 $11,183.26 $11,742.42 $12,329.54 $12,946.02
POLICE SERGEANT 3416 $8,924.69 $9,370.92 $9,839.47 $10,331.44 $10,848.01
Effective 8/1/2022
Classification Range Step 1 Step 2 Step 3 Step 4 Step 5
POLICE LIEUTENANT 3423 $11,076.75 $11,630.59 $12,212.12 $12,822.73 $13,463.86
POLICE SERGEANT 3416 $9,504.79 $9,980.03 $10,479.03 $11,002.98 $11,553.13
Effective 8/1/2023
Classification Range Step 1 Step 2 Step 3 Step 4 Step 5
POLICE LIEUTENANT 3423 $11,630.59 $12,212.12 $12,822.73 $13,463.86 $14,137.05
POLICE SERGEANT 3416 $9,980.03 $10,479.03 $11,002.98 $11,553.13 $12,130.79
DRAFTAPMA MEMORANDUM OF UNDERSTANDING, JANUARY 1, 2021 THROUGH DECEMBER 31, 2024
48
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.
AZ USA POLICE MANAGEMENT ASSOCIATION
Robert Landeros, President Date
Robert Chivas, Vice President Date
CITY OF AZUSA
Sergio Gonzalez, City Manager Date
Talika Johnson, Director of Finance Date
ATTEST: APPROVED AS TO FORM AND CONTENT
Jeffrey Lawrence Cornejo, Jr., City Clerk Marco Martinez, Best Best & Krieger
DRAFTAPMA MEMORANDUM OF UNDERSTANDING, JANUARY 1, 2021 THROUGH DECEMBER 31, 2024
45635.05003\29013385.3 I
INDEX
Additional Compensation/Premium Pay, 6
Acting Employee, 6
Bereavement Leave, 15
Bilingual Pay, 7
Callout, 7
Deferred Compensation (City-paid), 8
Educational Incentive Pay, 8
Holidays, 15
Longevity Pay, 9
Off-Duty Court Appearance Time, 10
Overtime/Compensatory Time, 12
Standby ("Court on Call") Pay, 11
Uniform Allowance, 14
Additional Compensation/Premium Pay, 6
City Rights, 2
Conformance with Rules, 4
Meet and Confer, 4
Damage to Personal Effects, 30
Disability Insurance, 33
Employee Assistance Plan, 31
Flexible Benefit Plan, 31
Amount of Monthly Benefit, 31
Definition, 31
Eligibility, 31
Termination, 33
Health Insurance During Retirement, 38
Industrial Leave, 18
Leave/Days Off, 18
License Renewal, 34
Life Insurance, 34
Maintenance of Existing Benefits, 2
Non-discrimination, 2
Anti-discrimination, 2
Protection of Rights, 2
Outside Employment, 34
Payroll Deduction, 35
Physical Examinations, 35
Retirement, 35
Optional Benefits, 37
Retirement Planning Seminar, 41
Salary, 6
Automatic Payroll Deposit, 6
Separability, 2
DRAFTAPMA MEMORANDUM OF UNDERSTANDING, JANUARY 1, 2021 THROUGH DECEMBER 31, 2024
II
Sick Leave, 18
Accrual and Use, 19
Conversion Deadline, 27
Conversion to Cash Upon Separation, 25
Conversion to Service Credit Upon Retirement, 27
Mandatory Conversion Prior to Retirement, 21
One-Fourth Conversion, 21
One-Third Conversion, 21
Reasons for Use of Sick Leave, 18
Sick Leave Donation Policy, 20
Sick Leave During Probation, 18
Sick Leave During Vacation, 20
Term of Memorandum of Understanding, 1
Total Compensation, 1
Tuition Reimbursement, 42
Eligibility, 42
Objective, 42
Reimbursement, 43
Vacation Leave, 27
Accrual, 29
Cash-In Policy, 28
Required Usage and Carryover, 27
Workweek and Timekeeping Interval, 5
Timekeeping Interval, 5
Workday, 5
Workweek, 5