HomeMy WebLinkAboutE-23 Staff Report - Restated MOU for Azusa Police Officers Association (APOA) CONSENT ITEM
E-23
TO: HONORABLE MAYOR AND MEMBERS OF THE CITY COUNCIL
VIA: SERGIO GONZALEZ, CITY MANAGER
FROM: TALIKA M. JOHNSON, DIRECTOR OF ADMINISTRATIVE SERVICES
DATE: AUGUST 19, 2024
SUBJECT: APPROVAL OF AMENDED AND RESTATED MEMORANDUM OF
UNDERSTANDING BETWEEN THE CITY OF AZUSA AND THE AZUSA POLICE
OFFICERS ASSOCIATION
SUMMARY:
The City has been in Negotiations with Azusa Police Officers Association (“APOA”) since April 2024.
The APOA membership consists of Police Corporals and Police Officers. Mutual agreement between the
City of Azusa and APOA has been reached; therefore, Negotiations with the APOA has been concluded.
This action will amend and restate the existing Memorandum of Understanding (“MOU”) of the APOA
with a contract term through June 30, 2028.
RECOMMENDATIONS:
Staff recommends that the City Council take the following actions:
1)Approval of amended and restated Memorandum of Understanding between the City of
Azusa and the Azusa Police Officers Association; and
2) Authorize Staff to make non-substantive edits to the MOU as needed until fully executed.
DISCUSSION:
Public safety is a top priority of the City Council and the Azusa Community. APOA consists of 39
budgeted Police Officer and 10 budgeted Police Corporal positions. The MOU between the City of
Azusa and APOA expired on July 31, 2024. Negotiations with APOA commenced in April 2024.
Sessions consisted of several discussions of the City’s current financial position, future financial
projections, challenges regarding police officer recruitment and retention (not only in Azusa, but as a
profession), and other operational considerations of the Police Department.
Police Department personnel costs alone make up over 25% of the General Fund annual budget. Over
the past four years, the City accomplished the goals of its fiscal sustainability plan, achieving a balanced
Approved
City Council
August 19, 2024
APOA MOU July 1, 2024 – June 30, 2028
August 19, 2024
Page 2
budget and strengthened cash reserves position. Concurrent with the implementation of the fiscal
sustainability plan, national and local inflationary environments have impacted costs significantly,
offsetting some of the benefits of the enhanced revenues. While the City’s revenue base remains stable,
revenue growth in some areas are not keeping pace with rising costs. The proposed amended and
restated APOA MOU considers the City’s financial forecasts and local, state and national economic
factors, while taking steps to ensure the City is able to maintain a strong police workforce and
continuing to be financially prudent.
Amongst several mutually agreed upon concessions, the provisions of the proposed MOU include the
following compensation and benefit adjustments:
1. Contract Term: July 1, 2024 through June 31, 2028.
2. Cost of Living Adjustment: Fiscal Year 2024-2025: 3%
Fiscal Year 2025-2026: 3%
Fiscal Year 2026-2027: 4%
Fiscal Year 2027-2028: 4%
3. P.O.S.T Certification Pay: Separate P.O.S.T Cert pay from college degree pay:
• Intermediate Cert $200 per month
• Advanced Cert $400 per month
4. Uniform Allowance: Increase annual allowance:
From $1,000 to $1,500
5. Special Assignment: Increase Motor Officer special assignment pay from 5% of
base salary to 6% of base salary.
6. Collateral Duties: New. Effective upon ratification of this MOU, APOA
employees performing the following Collateral Duties will
receive $150 per month per assignment (up to a mx of two
assignments):
• Force Team Instructor
• Firearms Instructor
• Directed Enforcement Unit (DEU) Officer
• Gang Officer
7. Flexible Benefit Plan: Increase FBP contributions for medical coverage:
• Effective July 1, 2024, increase City’s FBP
contribution from $1,500 to $1,700
• Effective July 1, 2026, increase City’s FBP
contribution from $1,700 to $1,800
• Modify medical opt-out cash in lieu of FBP
contribution for members hired January 1, 2018 or
after from $300 to $500 per month
• Cap FBP amount that can be used to purchase
supplemental insurances to $500 per month
APOA MOU July 1, 2024 – June 30, 2028
August 19, 2024
Page 3
8. Wellness Program: New. The City and APOA agree to work together to develop
a Wellness Program and return to City Council for approval
on a Side Letter of Agreement.
9. Sixth Salary Step Eligibility: Change requirement of Police Officer service from 12 years
to 10 years in order to be eligible upon meeting other
requirements.
10. Holiday(s): Adding additional holiday(s) not included in the MOU,
pending City Council consideration.
Staff recommends the Council consider and approve the proposed MOU. The attached MOU is in draft
as staff may need to make some non-substantive edits, such as numbering, order of provisions, minor
wording edits, etc. until the document is fully executed by all parties.
FISCAL IMPACT:
The cost of the aforementioned APOA benefit adjustments impacting 49 budgeted positions is estimated
at $1,367,425 for the four-year term of this contract, of which 100% is allocated to the General Fund
(less reimbursements for special cost-sharing agreements and grants). The first-year costs of
approximately $316,500 has already been included in the Fiscal Year 2024/25 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) Draft of Amended and Restated Memorandum of Understanding between the City of Azusa
and the Azusa Police Officers Association
MEMORANDUM OF UNDERSTANDING
BETWEEN
THE CITY OF AZUSA
AND
THE AZUSA POLICE OFFICERS ASSOCIATION
EFFECTIVE JULY 1, 2024 THROUGH JUNE 30, 2028
Attachment 1
TABLE OF CONTENTS
1. TERM OF MEMORANDUM OF UNDERSTANDING 3
2. CONTINUATION OF BENEFITS, TERMS, AND CONDITIONS OF EMPLOYMENT 3
3. NON-DISCRIMINATION 3
4. MANAGEMENT RIGHTS 4
5. UNION RIGHTS 5
6. WORKWEEK AND TIMEKEEPING INTERVAL 6
7. SAVINGS CLAUSE 7
8. TOTAL COMPENSATION 7
9. SALARY 8
10. ADDITIONAL COMPENSATION/PREMIUM PAY 10
10.1 Acting Employee 10
10.2 Acting Watch Commander (Corporals Only) 10
10.3 Bilingual Pay 10
10.4 Callout 11
10.5 Educational Incentive Pay 11
10.6 Holiday Pay 11
10.7 Longevity Pay 11
10.8 Off Duty Court Appearance Time 12
10.9 Standby ("On Call") Pay 13
10.10 Overtime/Compensatory Time 13
11.11 Special Assignments 14
10.12 Collateral Duties 15
10.13 Shift Differential 15
10.14 Training Day (Police Officer) 16
10.15 Uniform Allowance 16
11. LEAVE/DAYS OFF 16
11.1 Bereavement Leave 16
11.2 Reproductive Loss Leave 17
11.3 Holidays 17
11.4 Worker's Compensation 18
11.5 Personal Leave 18
11.6 Sick Leave 18
11.7 Vacation Leave 26
12. CLOTHING DAMAGE REIMBURSEMENT 27
13. COMPUTER AND HOME EXERCISE EQUIPMENT LOAN PROGRAM 27
14. DISABILITY INSURANCE (SHORT/LONG TERM) 28
15. EMPLOYEE ASSISTANCE PLAN 28
16. FLEXIBLE BENEFIT PLAN 29
17. LIFE INSURANCE 30
18. OUTSIDE EMPLOYMENT 30
19. PHYSICAL EXAMINATIONS 31
20. RETIREMENT 31
21. LEAVE BANK FOR APOA BOARD UNIT MEMBERS 34
22. SAFETY EQUIPMENT 35
23. TUITION REIMBURSEMENT 35
24. WELLNESS PROGRAM 38
25. REOPEN OF NEGOTIATIONS DURING TERM OF AGREEMENT 38
APOA MEMORANDUM OF UNDERSTANDING, EFFECTIVE 7-1-2024 THROUGH 6-30-2028
3
MEMORANDUM OF UNDERSTANDING
BETWEEN THE CITY OF AZUSA AND THE
AZUSA POLICE OFFICERS ASSOCIATION
JULY 1, 2024 through JUNE 30, 2028
This Memorandum of Understanding is entered into with reference to the following facts:
(1) The Azusa Police Officers' Association (APOA) (hereinafter referred to as
"Association") is the recognized employee organization representing those
personnel (hereinafter referred to as "employees") employed by the various
departments of the City of Azusa (hereinafter referred to as "City"), and occupying
the classifications (see current salary schedule.)
(2) In the interest of maintaining harmonious relations between the City and those
employees represented by the Association, authorized representatives of the City
and the Association have met and conferred in good faith, exchanging various
proposals concerning wages, hours and other terms and conditions of employment
to affected employees.
(3) The authorized representatives of the City and the Association have reached an
understanding and agreement as to certain changes in wages, hours and other
terms and conditions of employment of the affected employees which shall be
submitted to the City Council of the City for approval and implementation of these
changes by appropriate ordinance, resolution, or other lawful action.
Therefore, the City and the Association agree that, subject to approval and implementation by
the City Council of the City, the wages, hours and other terms and conditions of employment for
all affected employees shall be as follows:
1. TERM OF MEMORANDUM OF UNDERSTANDING
The term of this Memorandum of Understanding (MOU) shall commence July 1, 2024,
and shall continue in full force and effect until June 30, 2028.
2. CONTINUATION OF BENEFITS, TERMS, AND CONDITIONS OF EMPLOYMENT
Any benefits, terms, and conditions of employment, except as modified by state law,
federal law, or Municipal ordinance, contained in prior Memoranda of Understanding
between the Association and the City not specifically altered by this agreement are hereby
incorporated in this agreement and made a part of it by reference.
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.
APOA MEMORANDUM OF UNDERSTANDING, EFFECTIVE 7-1-2024 THROUGH 6-30-2028
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3.2 Anti-Discrimination
3.2.1 The City and the Association agree that they shall not discriminate against any
employee because of race (including, but not limited to, hair texture and
protective hairstyles such as braids, locks, and twists), color, religious creed
(including religious dress and religious grooming practices), national origin,
ancestry, citizenship status, age (40 years and older), sex (including
pregnancy, perceived pregnancy, childbirth, breastfeeding, or related medical
conditions), gender, gender identity and expression (including transgender
identity and expression), because an individual has transitioned (to live as the
gender with which they identify), is transitioning (or is perceived to be
transitioning), sexual orientation, sex stereotyping, marital status, domestic
partner status, military service and veteran status, physical and/or mental
disability (including HIV and AIDS), legally protected medical condition or
information (including genetic information,) protected medical leaves
(requesting or approved), status as a victim or status as a victim of domestic
violence, sexual assault, or stalking, enrollment in a public assistance program,
political affiliations, or any other basis protected by local, state, or federal laws.
3.2.2 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. MANAGEMENT RIGHTS
4.1 The City reserves, retains and is vested with, solely and exclusively, all rights of
Management which have not been expressly abridged by specific provisions(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 are not abridged by this agreement or by law, shall
include, but not be limited to, the following rights:
4.1.1 Determine the mission of its constituent departments, commissions and
boards;
4.1.2 Set standards of service;
4.1.3 Determine the procedures and standards of selection for employment and
promotion;
4.1.4 Direct its employees;
4.1.5 Take disciplinary action;
APOA MEMORANDUM OF UNDERSTANDING, EFFECTIVE 7-1-2024 THROUGH 6-30-2028
5
4.1.6 Relieve its employees from duty because of lack of work or for other legitimate
reasons;
4.1.7 Maintain the efficiency of governmental operations;
4.1.8 Determine the methods, means and personnel by which government
operations are to be conducted;
4.1.9 Determine the allocation and content of job classifications;
4.1.10 Take all necessary actions to carry out its mission in emergencies; and
4.1.11 Exercise complete control and direction over its organization and technology of
performing its work.
4.2 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 the 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.
5. UNION RIGHTS
5.1 New Employee Orientation
In accordance with AB 119, the City shall notify the Association when a new
employee is hired into the bargaining unit, including during new employee
onboarding and when a new employee orientation occurs. A Board Representative
will notify the City when a new employee has signed a membership card
authorizing membership dues deduction and when such deductions shall begin.
The City shall also provide the Association Board with periodic lists of employees
in the bargaining unit. The City shall also provide reasonable paid release time of
an hour for the Board to meet with new employees for the purposes of discussing
membership in the Association.
5.2 Dues Deductions
The City shall deduct dues on a regular payroll basis from the pay of all Association
members. Such deductions shall be authorized in writing on a form approved and
provided by the Association for this purpose. The membership cards shall be
retained by the Association. The City shall rely on a certification from the
Association for the authorization, modification, or cancellation of any/all dues
APOA MEMORANDUM OF UNDERSTANDING, EFFECTIVE 7-1-2024 THROUGH 6-30-2028
6
deductions. The City shall remit such funds to the Association within thirty (30)
days following their deduction.
5.3 Indemnification
In accordance with SB 866, the Association shall indemnify, defend, and hold the
City harmless against any liability arising from any claims, demands, or other
action relating to the City’s compliance with the terms of this Article.
6. WORK WEEK AND TIMEKEEPING INTERVAL
6.1 Work Week
For employees covered by this agreement who are scheduled to work a 4/10
schedule, the regular workweek shall be forty (40) hours for a seven (7) day period
beginning at 12:01 a.m. each Sunday and shall consist of four (4) days a week and
ten (10) hours per day. Daily hours of work or shifts for employees within the
department shall be assigned by the department head, as required to meet the
needs of the department.
6.2 Workday
6.2.1 For employees who are scheduled to work a 4/10 schedule, the workday will
consist of ten (10) hours with lunch and breaks to be scheduled in light of
departmental policy.
6.2.2 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.
6.2.3 The City reserves the right to determine the beginning and ending times of the
workday.
6.3 Timekeeping Interval
6.3.1 In compliance with FLSA, the minimum timekeeping interval shall be fifteen
(15) minutes. Periods of time of seven (7) minutes or less shall be rounded
down, and periods of time of eight (8) minutes or more shall be rounded up.
6.4 Patrol 3/12.5 Shift Schedule
6.4.1 During the term of this MOU, the City agrees to maintain a 3/12.5 shift schedule
for unit members assigned to patrol, as agreed between APOA and
Management. If costs for overtime or workers compensation increases in
excess of 10% in any given fiscal year, based on a three-year moving average,
Management has the right to abandon the 3/12.5 Shift Schedule.
APOA MEMORANDUM OF UNDERSTANDING, EFFECTIVE 7-1-2024 THROUGH 6-30-2028
7
6.4.2 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 a 28-day work period. The city will
pay overtime compensation to Police Officers as follows:
Working more than their regularly scheduled hours on a given day; or
Working more than 160 hours over a 28-day FSLA work period.
7. SAVINGS CLAUSE
Should any State or Federal law mandate the loss of revenue to the City as a result of
the implementation of any clause of this MOU, or should any clause or provision of this
MOU be found to be inoperative, void, or invalid by law or a court of competent jurisdiction
then those changes alone shall not be given effect. In the event of such invalidation, the
City and the Union agree to meet within thirty (30) days from said invalidation and confer
in good faith to determine an alternative and economically equitable as applicable, clause
or provision.
8. 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.
APOA MEMORANDUM OF UNDERSTANDING, EFFECTIVE 7-1-2024 THROUGH 6-30-2028
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9. SALARY
9.1 Wages
9.1.1 Effective July 1, 2024, all employees will receive a three percent (3.0%)
increase to base pay.
9.1.2 Effective July 1, 2025, all employees will receive a three percent (3.0%)
increase to base pay.
9.1.3 Effective July 1, 2026, all employees will receive a four percent (4.0%)
increase to base pay.
9.1.4 Effective July 1, 2027, all employees will receive a four percent (4.0%) increase
to base pay.
9.1.5 The City shall provide a sixth step in the Salary Schedule. This sixth step shall
be awarded to Senior Officers and Senior Corporals who meet the following
criteria:
1. Minimum of ten (10) years of full time POST Law enforcement experience,
to include (5) five years of full time sworn Law Enforcement experience with
the City of Azusa.
2. Police Officers to possess an Intermediate POST Certificate and Police
Corporals to possess an Advanced POST Certificate.
3. Achieve performance standards of only successful and/or exceptional on
the most recent annual evaluation.
4. Successful completion of at least two of the following assignments, not
disqualifying individuals who left an assignment due to promotion or transfer
to another qualifying assignment:
• Field Training Officer.
• Any Special Assignment (current or former), including Detective Bureau,
Special Enforcement Task (SET, including HIDTA, T.R.A.P., or other
multi-agency task force program), Gang Unit Specialist (GSU), School
Resource Officer, Motor/Traffic Division, Air Support Tactical Flight
officer (TFO), Special Weapons and Tactics Team Unit member
(SWAT), Training Supervisor, Public Information Officer (PIO),
Terrorism Liaison Officer (TLO).
• Any Training Position (Firearms, Weapons/Self Defense, First
Aid/CPR).
APOA MEMORANDUM OF UNDERSTANDING, EFFECTIVE 7-1-2024 THROUGH 6-30-2028
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• Received at least one Commendation for meritorious performance
within the most recent review period, either from citizens, other Law
Enforcement Agencies, or internally generated by the Department.
• Any recipient of a “Meritorious Service Award”, of any type issued by the
City of Azusa PD or local Public safety Agency.
• Responsible for the seizure of narcotics/illegally gained monies totaling
$50,000 or more (including combinations of the two).
• Responsible for significant recovery of personal property totaling
$10,000 or more.
• Recipient of “10851 Award” for GTA recoveries (past or present).
• Recipient of “MADD Award” for arrests of drunken drivers (past or
present)
• Utilizing the principals of Community Policing and Problem Solving to
design and implement a project that successfully addressed an on-going
issue of health, safety, or community wellness in the City of Azusa (such
as: truancy, loitering, vandalism, narcotics activity, traffic issues, public
drunkenness, ABC violations, juvenile problems, etc.). An example of a
determinable or measurable impact must be shown.
9.1.6 The City and the Association agree to re-open to evaluate the relevance of
newly created special assignments for incentive pay and/or sixth step Senior
Officer/Senior Corporal eligibility.
9.1.7 Police Officers and Police Corporals may appeal a denial of the sixth step
increase (Senior Officer/Senior Corporal) to the agreed ad-hoc panel consisting
of five (5) unit members:
• Two (2) of the Azusa Police Officers Association
• One (1) Representative of the Police Chief
• One (1) Representative of the Administrative Services Director
• One (1) Representative of the City Manager
See Exhibit A, incorporated by this reference, for Classification, Ranges, and Steps.
9.2 Deferred Compensation (City-paid)
The City shall provide access to a deferred compensation program authorized by the City
Council for voluntary participation by employees. The City shall contribute fifty dollars
($50) per month in deferred compensation to each Police Officer and one hundred ($100)
per month in deferred compensation to each Police Officer Corporal.
APOA MEMORANDUM OF UNDERSTANDING, EFFECTIVE 7-1-2024 THROUGH 6-30-2028
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Each year during the open enrollment period employees whose premiums exceed their
FBP contribution amount have the option to redirect up to 100% of the City paid deferred
compensation contribution and have that amount added to their FBP contribution.
9.3 Automatic Payroll Deposit
The City will continue to offer Automatic Payroll Deposit in cooperation with any bank that
utilizes the Automated Clearing House service.
10. ADDITIONAL COMPENSATION/PREMIUM PAY
10.1 Acting Employee
An employee otherwise eligible for acting pay shall not be eligible during scheduled
periods of Vacation or when on Sick Leave. In accordance with Government Code
§20480, for the wages to be reported to PERS, the position must be vacant and the City
must be conducting and active recruitment. Generally, assignments are limited to 960
hours
10.2 Acting Watch Commander (Corporals Only)
A Corporal assigned to the Watch Commander position for the majority (more than half
of their shift) and has the majority of the responsibility and decision-making authority of a
Sergeant for a period in excess of 80 consecutive work hours, shall be paid (from the first
day of the assignment) at the lowest step of the Sergeant pay range that provides at least
a 5% increase but does not exceed the top step of the range for the higher classification.
An employee otherwise eligible for acting pay shall not be eligible during scheduled
periods of Vacation, Compensatory Time Off, and Floating Holiday or when on Sick
Leave. An employee shall not continue acting in a temporary assignment for more than
960 hours in any fiscal year.
10.3 Bilingual Pay
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.
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.
The incentive paid shall be two hundred fifty dollars ($250) per month.
APOA MEMORANDUM OF UNDERSTANDING, EFFECTIVE 7-1-2024 THROUGH 6-30-2028
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10.4 Callout
If an employee is required to be called back to work after completing their 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
two (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 their normal work shift. For the purposes of this section only, the
time starts when the Callout call is received by the employee.
10.4.1 Appropriate Rate of Pay for Callout
The rate of pay for Callout shall be one and one-half (1½) times the normal rate
of pay. Callout may be entered as Premium Overtime or as Compensatory
Time Earned.
10.5 Educational Incentive Pay
10.5.1 The City will pay all members the following education incentive for the highest
degree obtained:
• Associate’s Degree – One hundred fifty dollars ($150) per month
• Bachelor’s Degree – Two hundred fifty dollars ($250) per month
10.5.2 The City will pay all members the following Peace Officer Standards and
Training (P.O.S.T.) Certificate incentive for the highest certificate obtained:
• Intermediate P.O.S.T – Two hundred dollars ($200) per month
• Advanced P.O.S.T – Four hundred dollars ($400) per month
10.6 Holiday Pay (See also 11.3 Holidays)
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).
Non-Shift Personnel - Employees who work holidays shall receive regular pay plus time
and a half for hours worked or equivalent compensatory time.
10.7 Longevity Pay
10.7.1 The City agrees to provide monthly amounts for years of service listed in the
table below.
APOA MEMORANDUM OF UNDERSTANDING, EFFECTIVE 7-1-2024 THROUGH 6-30-2028
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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
(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 years, would then obtain the 7-year
longevity pay for all sworn law enforcement service).
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.
Notwithstanding the foregoing, employees currently receiving a higher dollar amount
of longevity pay than the amount provided for under above shall continue to receive
the higher dollar amount until eligible for an increase based on the schedule set forth
in Section above.
10.8 Off Duty Court Appearance Time
10.8.1 Off-Duty Court Appearance Time is applicable only for court appearances
scheduled to begin during off-duty hours. Except as provided above, court time
during regularly scheduled working hours shall be compensated at straight time
on an hour-for-hour basis.
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 6 p.m. and
the employee’s Off Duty Court Appearance begins at 4 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):
APOA MEMORANDUM OF UNDERSTANDING, EFFECTIVE 7-1-2024 THROUGH 6-30-2028
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• In person,
• To a responsible message taker, or
• Via an answering machine or voice mail
10.8.2 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 is greater:
10.8.3 The actual time in court (or the four-hour Off-Duty Court Appearance Time
minimum, whichever is greater), plus the actual time standing by; or
10.8.4 The actual time standing by (or the four-hour Standby Time minimum,
whichever is greater) plus the actual time in court.
10.9 Standby ("On Call") Pay
The City agrees to pay for court Standby Time (or other "On Call" time) 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):
• In person,
• To a responsible message taker, or
• Via an answering machine or voice mail
10.10 Overtime/Compensatory Time
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:
1. Working more than their regularly scheduled hours on a given day or
2. Working more than 160 hours over a 28-day FSLA work period.
Employees scheduled to work the 4/10 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 all hours worked in excess of ten (10) hours in one work day or forty (40) hours
within the employee’s regular work week.
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For the purposes of this agreement, holiday pay, Sick Leave, and other compensated
time off shall count for the hours. Compensatory time may be accumulated at the
appropriate rate for each hour of overtime worked to the maximum accrual rate set by
Federal law.
Overtime pay or compensatory time off for overtime shall be accumulated in no less than
fifteen (15) minutes per day increments. When an employee works less than fifteen
minutes per day of overtime, the employee shall not receive compensatory time for such
overtime.
In order to be entitled to any compensation for overtime hours worked; such overtime
work must have been authorized by the department head. Accumulated compensatory
time not taken off in the pay period in which it was earned may be carried over up to a
maximum of four hundred and eighty (480) hours (320 hours worked at time-and-one-half
would equal 480 hours).
The use of compensatory time will be granted in the same manner as vacation leave.
10.11 Special Assignments
In addition to monthly basic pay, the following assignments, when made by the Chief of
Police or his designee, shall receive five percent (5%):
• K-9 Officer
• Bicycle Patrol Officer
In addition to monthly basic pay, the following assignments, when made by the Chief of
Police or their designee, shall receive six percent (6%):
• Motor Officer
In addition to monthly basic pay, the following assignment, when made by the Chief of
Police or his designee, shall receive five percent (5%) for time worked on Monthly Training
and Call Outs:
• SWAT
In addition to monthly basic pay, the following assignments, when made by the Chief of
Police or their designee, shall receive a minimum of ten (10) hours per month of Standby
time, at the Premium rate (currently time-and-one-half):
• Detective
• SET Detective
• Gang Detective
• Motor Officer/Traffic Investigator
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• K-9 Officer
In addition to monthly basic pay, when made by the Chief of Police or their designee,
employees assigned to canine duty shall receive five percent (5%).
Employees who are regularly assigned responsibility or canine handling and care shall
receive three and a half (3.5) hours per week paid at the premium rate equal to time and
one half (1.5) of the employee’s base hourly rate. This is considered compensation for
hours worked under the FLSA for the time spent at his/her residence in caring for the dog
during regular days off and during vacation, holiday, sick leave, etc.
Those unit members assigned to canine duty agree that the above additional hours
provided each week are reasonably necessary to provide for the care and maintenance
of the assigned canine and that these additional “hours worked” are intended to
compensate unit members assigned to canine duty for all off duty hours spent caring for
and maintaining their assigned canine, in compliance with the FLSA and interpretive
cases and rulings. The assigned K9 handler shall receive this “Canine Premium Pay”
regardless of their leave status.
Employees assigned as canine handlers will be compensated for travel time to and from,
as well as actual time spent, attending canine training with the Department’s approved
trainer at the premium rate equal to time and one half (1.5) of the employee’s base hourly
rate if the training falls on the canine handler’s normal days off.
10.12 Collateral Duties
Upon ratification of this MOU, n addition to monthly basic pay, the following collateral
duties, when made by the Chief of Police or their designee, shall receive $150 per month
per collateral, not-to-exceed payment for a maximum of two (2) collateral duties:
• Force Team Instructor
• Firearms Instructor
• Directed Enforcement Unit (DEU) Officer
• Gang Officer
Employee will no longer be eligible to receive collateral duty pay once the assignment
term either naturally expires or is ended by the Chief of Police of their designee.
10.13 Shift Differential
Employees assigned to the following shifts will be compensated for all hours worked as
follows:
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For employees scheduled to work a 3/12.5 schedule:
Night Shift:
6:00 P.M. – 6:30 A.M
Additional $1.27 per hour
Cover Shift:
Thursday 6:00 A.M. – 6:30 P.M.
Friday 2:00 P.M. – 2:30 A.M.
Saturday 6:00 P.M. – 6:30 A.M.
Additional $.64 per hour
For employees scheduled to work a 4/10 schedule:
Swing Shift:
3:00 P.M. – 1:00 A.M.
Additional $.64 per hour
Morning Shift:
10:00 P.M. – 8:00 A.M.
Additional $1.27 per hour
Shift differential pay will not apply to individuals who are working either of the above shifts
on an overtime basis, on a shift exchange or when called out due to an emergency.
10.14 Training Pay (Police Officer)
For employees in the classification of Police Officer only, the City shall pay five percent
(5%) in addition to the base salary while assigned the duties of a Field Training Officer
(FTO).
10.15 Uniform Allowance
The uniform allowance shall be one thousand five hundred dollars ($1,500) per year and
will be paid the first pay period in November by the City. The uniform allowance shall not
be subject to income tax withholding.
11. LEAVE/DAYS OFF
11.1 Bereavement Leave
An employee may be permitted to take up to forty (40) hours Bereavement Leave in the
event of the death of a unit member of their r immediate family. "Immediate family" unit
member is herewith defined as a mother, father, step-mother, step-father, brother, sister,
step-sibling, spouse, child, step-child, mother-in-law, father-in-law, grandparents,
grandparents in-law, grandchildren or relative living within the employee's household.
Persons in loco parentis may also be considered under certain circumstances. Such leave
shall not be charged against the employee's Sick Leave or Vacation.
In addition to Bereavement Leave, an employee may request up to twenty (20) hours of
Sick Leave in the event of the death of an immediate family unit member. Such leave
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shall be charged against the employee's Sick Leave balance and shall be considered in
calculating their ability to convert the balance.
11.2 Reproductive Loss Leave
An employee who have worked for at least 30 days with the City may be permitted to take
up to five (5) days of leave in the event of reproductive loss. A “reproductive loss event”
is herewith defined as any of the following: Miscarriage, Stillbirth, Failed adoption, Failed
surrogacy, and Unsuccessful assisted reproduction. In addition, the reproductive loss
event can be the employee’s own or that of another person if the employee would have
been the parent of the child born or adopted. This leave can be taken consecutively or
intermittently as long as it is completed within three (3) months of the reproductive loss
event. Such leave shall not be charged against the employee's Sick Leave or Vacation.
Moreover, if an employee experiences more than one (1) reproductive loss event in a
year, they are entitled to no more than twenty (20) days in that one-year period. Such
leave, if in excess of five (5) days in a one-year period, shall be charged against the
employee's accrued Sick Leave balance and shall be considered in calculating their ability
to convert the balance.
Reproductive Loss Leave requests for other reasons than the listed definitions may be
approved by Department Head and Director of Administrative Services.
11.3 Holidays
11.3.1 Designated Holidays
The employee shall receive time off with pay for the following holidays but only
if the employee is paid for the workday that precedes or follows the holiday. If
a holiday falls on an employee's scheduled day off, the employee shall receive
the holiday on the next scheduled business day. The dates upon which these
holidays shall be observed are listed below:
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11.4 Worker’s Compensation
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.
11.5 Personal Leave
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.
11.6 Sick Leave
Sick Leave shall not be construed as a right, which an employee may use at his or her
discretion, but shall be allowed only in case of necessity or actual sickness or disability.
The Administrative Services 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.
Holiday Month 2024-
2025
2025-
2026
2026-
2027
2027-
2028 Independence Day July 4 7 6 5
Labor Day Sept 2 1 7 6
Columbus Day Oct 14 13 12 11
Veterans Day Nov 11 11 11 11
Thanksgiving Day Nov 28 27 26 25
Christmas Day Dec 25 25 28 27
New Year’s Day Jan 1 1 4 3
Martin Luther King Day Jan 20 19 18 17
President’s Day Feb 17 16 15 21
Memorial Day May 26 25 31 29
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11.6.1 Probationary Period - Use of Sick Leave
Sick Leave may be taken during the probationary period but only in such
amount as the employee would have earned if on permanent status. If the
employee does not become permanent, all paid Sick Leave must be
reimbursed to the City at the time of termination of employment or it shall be
deducted from the employee's final paycheck.
11.6.2 Reasons for Use of Sick Leave
Sick Leave shall be granted for the following reasons:
11.6.2.1 Personal illness or physical incapacity.
11.6.2.2 Up to 120 hours per year for the illness of a unit member of the
employee's immediate family (father, mother, sister or brother), or
unit members of the employee's household (husband, wife, and
children) that require the employee's personal care and attention.
Additional time, up to 12 weeks, 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.
11.6.2.3 Enforced quarantine of the employee in accordance with Health
Department regulations.
11.6.2.4 Medical, dental, and optical appointments.
11.6.2.5 Personal Business not to exceed a maximum of 37.5 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 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. Employee shall give as much advance notice as
reasonably possible when requesting Personal Business Leave.
11.6.2.6 In the foregoing circumstances, Sick Leave must be exhausted
before compensatory time off or Vacation Leave may be converted
to Sick Leave.
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11.6.3 Restrictions on Sick Leave
11.6.3.1 Disability arising from any sickness or injury purposely self-inflicted.
11.6.3.2 Sickness or disability sustained while on leave of absence, other than
regular Vacation Leave.
11.6.3.3 Disability or illness arising from compensated employment other than
with the City.
11.6.4 Accrual and Use
For employees hired prior to January 1, 2006, Sick Leave with pay shall accrue
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.
For employees hired on or after January 1, 2006, 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. Balances
accrued over 960 hours will be paid out annually at a rate of 25% as a wellness
bonus.
For employees hired on or after February 1, 2016, Sick Leave with pay shall
accrue at the rate of ten hours per month for each calendar months of paid
employment. No more than 960 hours of sick leave may be accrued. Upon
accrual of 960 hours, the employee ceases to accrue until such time as his or
her sick leave usage drops the accrual balance below 960 hours.
Employees hired on or after February 1, 2016 may not convert or cash out sick
leave accrual; although they may convert for service credit upon retirement
pursuant to Section 11.6.11. 2 of this agreement.
11.6.5 Sick Leave Donation Policy
Employees shall be eligible for sick leave donation from co-workers in
accordance with the City’s policy.
11.6.6 Sick Leave During Vacation
If an employee becomes ill or injured while on vacation, they may, by
completing an Employee Leave Request Form, use accrued Sick Leave time
in lieu of vacation time for the period of disability.
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11.6.7 One-Fourth Conversion
If the employee has used more than thirty (30) hours, but not more than sixty
(60) hours of Sick Leave, excluding time spent on personal business or
bereavement, they shall have the following options:
11.6.7.1 Carry over the accrual and add it to their Sick Leave balance.
11.6.7.2 Convert, only to the extent that their 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.
11.6.8 One-Third Conversion
If the employee has used no more than thirty (30) hours of Sick Leave,
excluding time spent on personal business or bereavement, they shall have the
following options:
11.6.8.1 Carry over the accrual and add it to their Sick Leave balance.
11.6.8.2 Convert, only to the extent that their 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.
11.6.9 Conversion Deadline
A decision to convert Sick Leave according to the policies stated shall be made
by March 31st.
11.6.10 Conversion to Cash Upon Separation
Upon separation due to death (if they have attained permanent status) the
employee's estate may receive fifty percent (50%) of their accrued Sick Leave
balance in cash.
Upon disability retirement with at least five (5) years of service with the City of
Azusa, the employee may convert fifty percent (50%) of their accrued Sick
Leave balance to cash.
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 their accrued Sick Leave balance to cash for
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hours in excess of three-hundred twenty (320) hours to a maximum payment
of two hundred forty (240) hours.
Upon voluntary retirement with at least ten (10) years of City service, the
employee may convert fifty percent (50%) of their accrued Sick Leave balance
to cash.
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 their accrued Sick Leave balance to cash.
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 their accrued Sick Leave balance
to cash.
11.6.11 Mandatory Conversion Prior to Retirement
11.6.11.1 Mandatory Conversion Prior to Retirement
11.6.11.2 Members of the APOA, 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 11.6.11.5.4, and
continuing until separation from the City.
11.6.11.3 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.
11.6.11.4 APOA members who have reached “normal” retirement age, as
defined in Section 11.6.11.5.4, 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 31st 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 APOA members that meet the above eligibility requirements up to
the amount established by applicable laws.
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11.6.11.5 The conversion shall be as follows:
11.6.11.5.1 In November of each preceding draw down year the
City’s Payroll Division shall determine for each APOA
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 11.6.11.3.
11.6.11.5.2 All funds placed into a qualified tax deferred account
shall be managed by the employee and not the
responsibility of the City of Azusa.
11.6.11.5.3 This sick leave draw down does not terminate or forfeit
the APOA 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 APOA member of their eligibility to participate
in the “Draw Down” program, the employee must
notify via a Memo the Human Resources Division
and Payroll Division by December 31st 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 select, the Payroll
Division will draw down hours in accordance with
Section 11.6.11.3.
11.6.11.5.4 Members of the APOA 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 APOA Members who are employed
under the 3% @ 50 Public Safety Pension.
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2. Age 50 for those APOA Members who are employed
under the 3% @ 55 Public Safety Pension.
3. Age 52 for those APOA 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.
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 APOA 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 exceed 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
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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.
11.6.12 Mandatory Conversion Upon Retirement
At time of retirement, members of the APOA, 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) fifty percent (50%) of their 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. 50% of Sick Leave (remaining sick leave will be converted in accordance
with Section 11.5.13)
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 APOA 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 exceed 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.
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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.
11.6.13 Conversion to Service Credit Upon Retirement
Pursuant to the terms of the City's contract, as amended, with the Public
Employees' Retirement System, upon voluntary retirement the employee may
convert 100% of his or her accrued Sick Leave balance, less any amount
converted to cash or placed in the “Draw Down” program upon retirement (up
to the legally allowed annual maximum contribution at the time of retirement)
under the terms of any policy or contract, to retirement service credit.
11.7 Vacation Leave
11.7.1 Required Usage and Carryover
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. An 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.
11.7.2 Accrual
Vacation Leave shall accrue as follows:
City Service Years of Employment Hours Per Year
Through the 4th year of employment 90 hours per year
Through the 5th year of employment 120 hours per year
Through the 6th year of employment 128 hours per year
Through the 7th year of employment 136 hours per year
Through the 8th year of employment 144 hours per year
Through the 9th year of employment 152 hours per year
Through the 10th year of employment 160 hours per year
Through the 11th year of employment 168 hours per year
Through the 12th year of employment 176 hours per year
Through the 13th year of employment 184 hours per year
Through the 14th year of employment 192 hours per year
Through the 15th year of employment 200 hours per year
Through the 16th year of employment 218 hours per year
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In addition to the above, sworn shift personnel shall accrue forty (40) additional
hours per year in lieu of holidays.
For employees hired on or after February 1, 2016, no more than 300 hours of
Vacation Leave shall be accrued. At such time as an employee’s accrual
reaches 300 hours, he or she shall cease entitlement to accrue until such time
as usage lowers his or her accrual balance below 300 hours.
11.7.3 Cash Out
Employees have the option to cash out vacation hours so long as the employee
will have a remaining accrual balance of at least forty (40) hours following the
cash out. Following cash out of vacation leave, the employee’s vacation
accrual balance shall be reduced by the amount cashed out.
11.7.4 Administrative Leave
On July 1st of each fiscal year, employees in the position of University
Resource Officer, School Resource Officer, Training Manager and AB109
Officer shall be credited with forty (40) hours of Administrative Leave, to be
used upon approval by a supervisor. Administrative Leave may only be taken
in paid time-off and cannot be cashed out at any time. All administrative leave
granted in a calendar year must be used by the end of the same calendar year,
or it is forfeited. The City shall establish procedures providing a pro-rata amount
for employees who are hired during any fiscal year.
12. CLOTHING DAMAGE REIMBURSEMENT
In the course of business, an if 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) 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 two hundred
($200) limit.
13. COMPUTER AND HOME EXERCISE EQUIPMENT LOAN PROGRAM
13.1 The Computer and Home Exercise Equipment Loan Plan described below shall be
made available to full time regular employees. Eligibility is limited to employees
who have completed their initial probation period with the City.
13.2 The equipment configuration shall be appropriate to the employee's position and
career with the City.
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13.3 It is the employee's responsibility to negotiate the price for the equipment and to
bring a copy of the order/quote to the City for approval prior to purchase.
13.4 The employee shall apply for a loan with the City on a City provided loan
application. If the employee qualifies, the City will fund the loan on an interest free
basis. Loan payments must be by payroll deduction. Each loan payment period
shall not exceed two years and the aggregate value of all loan(s) shall not exceed
$5,000 per employee. In order for an employee to receive a loan under the Plan
for equipment upgrades for purchase of equipment components, the employee
must certify that they already own the remaining components required to constitute
a computer system.
13.5 Any remaining loan balance must be paid in full at time of separation of
employment. Payment will be made directly and/or by deduction from the last
paycheck. In the event an outstanding balance remains, the employee is
responsible for making payment arrangements. The failure to make full payment
will obligate the employee to pay the City attorney’s fees in any restitution process.
14. DISABILITY INSURANCE (SHORT/LONG TERM)
14.1 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 (2/3) of their base salary. An employee may utilize their
accrued Sick Leave, Vacation Leave and/or compensatory time to supplement the
disability insurance payment so as to receive 100% of their net salary. The plan
includes the following:
14.1.1.1 Provides 66.67% of the employee's monthly salary;
14.1.1.2 Commences after a 30-calendar day waiting period and provides a
benefit to age 65.
14.2 For the first 30 days of non-job-related illness or injury, the employee will use
accrued Sick Leave, compensatory time or Vacation Leave;
The employee will be allowed to use accrued Sick Leave in conjunction with the
disability plan to provide for a full paycheck;
At no time will an employee receive more than 100% of their net pay;
14.2.1.1 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.
15. EMPLOYEE ASSISTANCE PLAN
Association employees will be eligible for the City's Employee Assistance Plan.
APOA MEMORANDUM OF UNDERSTANDING, EFFECTIVE 7-1-2024 THROUGH 6-30-2028
29
16. FLEXIBLE BENEFIT PLAN
16.1 Definition
The City maintains an IRS Section 125 Flexible Benefit Plan (FBP) administered by either
the City or its designee and contributes monies to employees as cash and/or to purchase
qualified benefits. This plan is voluntary and can be used by the employee to pay, to the
extent available, for qualified benefits as determined by the IRS. The employee
understands that, in the event the total premiums and/or expenses for qualified benefits
selected by him/her exceed the amount of the FBP contribution, the excess shall be
deducted from pre-tax wages.
16.2 Eligibility
In order for an employee to be eligible for the FBP contribution in any given month,
they must be on payroll on the first work day (excluding recognized paid City holidays)
of that month.
An employee will be eligible for the full FBP applicable to their bargaining unit if they
begin work on the first work day (excluding recognized paid City holidays) of the
month. An employee whose date of hire is on the second work day (excluding
recognized paid City holidays) of the month or thereafter will not be eligible for the
FBP for that month.
If an employee does not meet the qualifying work time in any given month,
arrangements must be made with the Finance Department to reimburse the City for
any benefits that have already been paid out on the employee's behalf for that month.
The Administrative Services Department will notify the employee if they have not met
the qualifying work time for eligibility for the FBP.
16.3 Amount of Monthly Benefit
Effective July 1, 2024, the monthly FBP contribution allotment is one thousand seven
hundred dollars ($1,700) per month for each employee.
Effective July 1, 2026, the monthly FBP contribution allotment is one thousand eight
hundred dollars ($1,800) per month for each employee.
Each year during the open enrollment period, employees whose premiums exceed their
FBP contribution amount have the option to redirect up to 100% of the City paid deferred
compensation contribution and have that amount added to their FBP contribution (see
Section 5.2 for the deferred compensation contribution amount).
APOA MEMORANDUM OF UNDERSTANDING, EFFECTIVE 7-1-2024 THROUGH 6-30-2028
30
16.4 Opt Out or Opt for Less Coverage
The City will provide cash-out options for any employee who provides proof of other
medical coverage for themselves and their dependents and opts out of the City’s medical
coverage (medical waiver).
Employees hired before January 1, 2018:
Employees hired into a full-time status before January 1, 2018 may opt out of the City’s
medical coverage and receive one thousand dollars ($1,000) in lieu of participation (cash-
out). If an employee opts out of medical coverage, they may also use up to an additional
five hundred dollars ($500) of FBP contribution to purchase vision, dental, and/or other
supplement benefits at the employee’s option. If an employee wants to purchase
supplemental benefits in excess of five hundred ($500), they may do so by reducing the
amount of FBP cash-out received. The total FBP contribution will not exceed one
thousand five hundred ($1,500) and the employee forfeits any unused FBP contribution.
Employees hired on or after January 1, 2018:
Employees hired into a full-time status on or after January 1, 2018 may opt out of the
City’s medical coverage and receive five hundred dollars ($500) in lieu of participation
(cash-out). If an employee opts out of medical coverage, they may also use up to an
additional five hundred dollars ($500) of FBP contribution to purchase vision, dental,
and/or other supplement benefits at the employee’s option. If an employee wants to
purchase supplemental benefits in excess of five hundred ($500), they may do so by
reducing the amount of FBP cash-out received. The total FBP contribution will not exceed
one-thousand ($1,000) and the employee forfeits any unused FBP contribution.
16.5 Termination
The City will not be responsible for payment of any qualified benefits on behalf of the
employee following the month of termination. The City’s monthly FBP contribution will
be pro-rated based on the number of hours the employee works in the termination
month. If an employee wishes to continue their qualified benefits, advance payment
for such qualified benefits will be deducted from the employee's final pay.
17. LIFE INSURANCE
The City shall provide group life insurance to all Association unit members in an amount
of coverage one times the unit member's annual earnings.
18. OUTSIDE EMPLOYMENT
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:
APOA MEMORANDUM OF UNDERSTANDING, EFFECTIVE 7-1-2024 THROUGH 6-30-2028
31
18.1 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
18.2 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
18.3 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.
19. PHYSICAL EXAMINATIONS
The City will continue to provide annual physical examinations, for all sworn officers, on
a voluntary basis.
20. RETIREMENT
20.1 “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.
20.1.1.1 Tier I: Unit members 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 continue the highest level of the 1959 survivor
benefit.
20.1.1.2 Tier II: Unit members hired after January 1, 2011 and before January 1,
2013, shall be eligible for the 3% @ 55 retirement formula for Local
Safety members. The City pays 9% on behalf of the “employee
contribution” share of CalPERS and the unit member pays 9% toward
the CalPERS “employer contribution” share on a “cost sharing basis, at
the same percentage and at the same starting date as the City’s
contributions “toward the employee contribution share.” The employee
contribution share is “compensation earnable” as defined in Government
Code Section 20636. The City shall continue the highest level of the
1959 survivor benefit.
APOA MEMORANDUM OF UNDERSTANDING, EFFECTIVE 7-1-2024 THROUGH 6-30-2028
32
20.1.1.3 Tier III: Unit members 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.
20.1.1.4 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 section7522.30.
20.1.1.5 New (PEPRA) unit members shall be enrolled in the 2.7% at 57
retirement formula for Local Safety Members. New members entering
membership for the first time in the classification of Police Officer
Trainee shall be eligible for 2% at 62 retirement formula for Local
Miscellaneous Members and the optional benefits provided by CalPERS
under the City’s contract for Local Miscellaneous Members, as provided
for in Government Code Section 7522.25(e). PEPRA unit 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).
20.1.1.6 The employee contribution for new (PEPRA) unit members shall be one-
half the normal cost as determined by CalPERS. As of the ratification
of this agreement, the required employee contribution for new members
is 12.75%. This amount will be adjusted periodically by CalPERS.
20.2 Optional Benefits
20.2.1 The City's contract with CalPERS includes the additional benefit of
Service Credit for Unused Sick Leave.
20.2.2 The City's contract with 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.
20.2.3 The City’s contract with the CalPERS includes the Employer-Paid Unit
Member Contribution in base pay during the final compensation period.
APOA MEMORANDUM OF UNDERSTANDING, EFFECTIVE 7-1-2024 THROUGH 6-30-2028
33
20.2.4 CalPERS Service Credit for Military Service
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.
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.
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.
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 attorney’s fees in any
restitution process.
20.3 CalPERS Retirement Planning Seminar
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.
20.4 Retirement Health Insurance
20.4.1 RHI Tier I: For unit members hired prior to the ratification of this MOU,
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
APOA MEMORANDUM OF UNDERSTANDING, EFFECTIVE 7-1-2024 THROUGH 6-30-2028
34
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.
20.4.2 Spousal Option – In lieu of receiving the single coverage identified in
section 20.3 a retiree who qualifies for single coverage may opt to select
a less expensive plan, and use the differential toward health coverage
for the spouse. If the retiree selects this option the total contribution by
the City that may be used for the retiree and spouse can be no greater
than the single-coverage premium for the L.A./Orange County Sectors
(as provided by PERS) PERS Care plan. The City contribution is to be
used for health insurance premiums only. There is no cash out option.
This option may be selected or deselected at any time during retirement.
20.4.3 Upon death of a retiree the City shall pay for the cost to continue medical
coverage (no greater than the single-coverage premium for the
L.A./Orange County PERS Care Plan) for the spouse for a period of five
years, or until the spouse reaches Medicare age (whichever occurs first).
This benefit shall cease if the spouse remarries prior to the expiration of
the five-year period or attaining Medicare age (whichever occurs first).
This benefit is only available to a spouse married to a retiree at the time
of retirement.
20.4.4 RHI Tier II: Unit members hired after July 20, 2020 of this agreement will
be enrolled in 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 APOA and PORAC.
*Until the employee retires or separates from employment
21. LEAVE BANK FOR APOA BOARD UNIT MEMBERS
The City agrees to initiate and maintain a leave bank of 280 hours per fiscal year that may
be used by APOA Board Members for APOA business. Requests for leave, which utilizes
this bank, must be approved in advance by police management under the same
conditions as vacation and compensatory time.
Each APOA unit member will automatically donate sufficient vacation hours the first pay
period in January of each fiscal year in order to build a bank of 280 hours.
APOA MEMORANDUM OF UNDERSTANDING, EFFECTIVE 7-1-2024 THROUGH 6-30-2028
35
Administrative Services staff will convert the hours to a dollar value based upon the base
pay rate of the donors. The total dollars thus calculated will be placed in a separate
account to be drawn upon by the Board unit members. Use of such time will be paid to
Board unit members at their current base pay rate. In no case shall the Board as a whole
exceed 280 hours of use in a fiscal year. When funds are exhausted prior to the end of
a fiscal year, the program will be discontinued until the subsequent fiscal year. Any cash
balance from donations in a fiscal year remaining after the use of 280 hours in that fiscal
year shall be carried over to be used in the subsequent fiscal year.
22. SAFETY EQUIPMENT
The City will provide safety equipment for new employees and will replace worn safety
equipment for current sworn employees as required by the department head.
23. TUITION REIMBURSEMENT
23.1 Objective
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 . Educate them in new concepts and methods in their occupational field
and prepare them to meet the changing demands of their job.
23.1.2 Help prepare them for advancement to positions of greater responsibility
in the City of Azusa.
23.2 Eligibility
23.2.1 Employees who have successfully completed probation and appointed
as regular 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 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 or
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.
APOA MEMORANDUM OF UNDERSTANDING, EFFECTIVE 7-1-2024 THROUGH 6-30-2028
36
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 within the next five years.
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 Administrative Services
Department.
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 Include completed engineering review courses taken at accredited
institutions for which an academic grade or units of academic credit are
not given. These courses must prepare candidates for a certificate,
license or registration issued by the California Board of Registration for
Professional Engineers. The employee must receive the certificate or
license from this Board to be eligible for reimbursement, which will be
granted for a maximum of 2 courses per certificate, license or
registration.
23.3.6 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.
23.3.7 Are not taken on City time and must be certified that they are taken on
the employee's off-duty time.
23.3.8 Is part of a bona-fide curriculum of the study of a foreign language for
which the City pays an incentive.
23.3.9 Have been approved by the Department Head and the City Manager or
their designee before commencement of the class.
APOA MEMORANDUM OF UNDERSTANDING, EFFECTIVE 7-1-2024 THROUGH 6-30-2028
37
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 The annual tuition reimbursement amount will be capped at an amount
equal to the Cal State Fullerton rate for full-time students as of
September 1 in a given year; this cap shall stay constant through August
31 of the preceding year. For tuition reimbursement purposes the eligible
school year shall be defined from September 1 through August 31,
regardless of when actual reimbursement payment is processed.
23.4.3 The tuition reimbursement amount will be capped at five thousand
dollars ($5,000) per employee, per fiscal year.
23.4.4 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.
23.4.5 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.
23.4.6 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.
23.4.7 Application for reimbursement must be submitted within three months of
the completion of the approved course in order to be considered for
reimbursement.
23.4.8 Upon separation 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.
APOA MEMORANDUM OF UNDERSTANDING, EFFECTIVE 7-1-2024 THROUGH 6-30-2028
38
24. WELLNESS PROGRAM
The parties agree to re-open discussion on development of a Wellness Program. APOA
will work with the Chief of Police and Human Resources to develop a Wellness Program,
which will need side letter approval by City Council.
25. REOPEN OF NEGOTIATIONS DURING TERM OF AGREEMENT
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), and/or
(2) the City establishes an excess vacation annuity fund (401-A). 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 an agreement by both parties, the status quo shall remain.
APOA MEMORANDUM OF UNDERSTANDING, EFFECTIVE 7-1-2024 THROUGH 6-30-2028
39
AZUSA POLICE OFFICERS ASSOCIATION
_______________________________________________________________
Richard Aguirre, President Date
_______________________________________________________________
Mario Corona, Vice President Date
______________
Zachary Chadwick, Secretary/Treasurer Date
______________
Jeffery Wold, Secretary/Treasurer Date
CITY OF AZUSA
_______________________________________________________________
Sergio Gonzalez, City Manager Date
_______________________________________________________________
Talika M. Johnson, Director of Administrative Services Date
_______________
Nico De-Anda Scaia, Deputy City Manager Date
ATTEST:
______________________________
Jeffrey Lawrence Cornejo, Jr., City Clerk
APPROVED AS TO FORM AND CONTENT:
______________________________
Marco Martinez, Best Best & Krieger
APOA MEMORANDUM OF UNDERSTANDING, EFFECTIVE 7-1-2024 THROUGH 6-30-2028
xl
INDEX
Accrual (26)
Accrual and Use (20)
Acting Employee (10)
Automatic Payroll Deposit (10)
Bereavement Leave (16)
Bicycle Patrol Officer (14)
Bilingual Pay (10)
Callout (11)
Clothing Damage Reimbursement (27)
Compensatory Time (13)
Computer and Home Exercise Equipment Loan Program (27)
Conversion Deadline (21)
Conversion to Service Credit upon Retirement (26)
Collateral Duties (15)
Detective (14)
Disability Insurance (28)
Educational Incentive Pay (11)
Employee Assistance Plan (28)
Flexible Benefit Plan (29)
Gang Detective (14)
Holiday Pay (See Also 11.3 Holidays) (11)
Holidays (See Also Holiday Pay 10.6) (17)
K-9 Officer (14)
Leave/days off (16)
Life Insurance (30)
Longevity Pay (11)
Motor Officer (14)
Off Duty Court Appearance Time (12)
xli
One-fourth Conversion (21)
One-third Conversion (21)
Overtime/Compensatory Time (13)
Personal Leave (18)
Probationary Period – Use of Sick Leave (19)
Reasons for Use of Sick Leave (19)
Restrictions on Sick Leave (20)
Salary (8)
SET Detective (14)
Shift Differential (15)
Sick Leave (18)
Sick Leave - Donation Policy (20)
Sick Leave - During Vacation (20)
Special Assignments (14)
Standby ("On Call") Pay (13)
Term of Memorandum of Understanding (3)
Termination (30)
Training Pay (16)
Tuition Reimbursement (35)
Tuition Reimbursement Eligibility (35)
Tuition Reimbursement Eligible Courses (36)
Uniform Allowance (16)
Vacation Leave (26)
Wellness Program (38)
Work Week (6)
Work Week and Timekeeping Interval (6)
Workday (6)
APOA Salary Schedule
Exhibit A
Effective 7/1/2024
Classification Range Step 1 Step 2 Step 3 Step 4 Step 5 Step 6
POLICE OFFICER 6101 7,895.29$ 8,290.05$ 8,704.56$ 9,139.79$ 9,596.77$ 10,076.61$
POLICE OFFICER CORPORAL 6106 8,684.83$ 9,119.07$ 9,575.03$ 10,053.78$ 10,556.47$ 11,084.29$
POLICE OFFICER TRAINEE (NON-REPRESENTED)6184 6,316.24$ 6,632.05$ 6,963.65$ 7,311.84$ 7,677.43$
Effective 7/1/2025
Classification Range Step 1 Step 2 Step 3 Step 4 Step 5 Step 6
POLICE OFFICER 6101 8,132.15$ 8,538.76$ 8,965.69$ 9,413.98$ 9,884.68$ 10,378.91$
POLICE OFFICER CORPORAL 6106 8,945.37$ 9,392.64$ 9,862.28$ 10,355.39$ 10,873.16$ 11,416.82$
POLICE OFFICER TRAINEE (NON-REPRESENTED)6184 6,505.73$ 6,831.01$ 7,172.56$ 7,531.19$ 7,907.75$
Effective 7/1/2026
Classification Range Step 1 Step 2 Step 3 Step 4 Step 5 Step 6
POLICE OFFICER 6101 8,457.43$ 8,880.31$ 9,324.32$ 9,790.54$ 10,280.06$ 10,794.07$
POLICE OFFICER CORPORAL 6106 9,526.82$ 10,003.17$ 10,503.32$ 11,028.49$ 11,579.91$ 12,158.91$
POLICE OFFICER TRAINEE (NON-REPRESENTED)6184 6,765.96$ 7,104.25$ 7,459.47$ 7,832.44$ 8,224.06$
Effective 7/1/2027
Classification Range Step 1 Step 2 Step 3 Step 4 Step 5 Step 6
POLICE OFFICER 6101 8,795.73$ 9,235.52$ 9,697.29$ 10,182.16$ 10,691.27$ 11,225.83$
POLICE OFFICER CORPORAL 6106 9,907.90$ 10,403.29$ 10,923.46$ 11,469.63$ 12,043.11$ 12,645.27$
POLICE OFFICER TRAINEE (NON-REPRESENTED)6184 7,036.59$ 7,388.42$ 7,757.85$ 8,145.74$ 8,553.02$