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HomeMy WebLinkAboutSANTA ANA POLICE OFFICERS ASSOCIATION (POA) (2000-2003) ARTICLE I ARTICLE II ARTICLE III ARTICLE IV ARTICLE V ARTICLE VI ARTICLE VII ARTICLE VIII ARTICLE IX ARTICLE X ARTICLE XI ARTICLE XII ARTICLE XIII ARTICLE XIV ARTICLE XV ARTICLE XVI ARTICLE XVII ARTICLE XVIII ARTICLE XIX ARTICLE XX ARTICLE XXI ARTICLE XXII ARTICLE XXIII ARTICLE XXIV ARTICLE XXV ARTICLE XXVI ARTICLE XXVII EXHIBIT A EXHIBIT B ~ A-2000-1 32 MEMORANDUM OF UNDERSTANDING BETWEEN THE CITY OF SANTA ANA AND THE SANTA ANA POLICE OFFICERS ASSOCIATION FOR FISCAL YEARS 2000-01 THRU 2002-03 TABLE OF CONTENTS RECOGNITION NON-DISCRIMINATION CLAUSE ATTENDANCE, WORKDAY AND WORKWEEK SALARIES ASSIGNMENT AND OTHER SPECIAL PAY ADDITIVES CAREER DEVELOPMENT PROGRAM TRAINING AND EDUCATIONAL ASSISTANCE PROGRAM OVERTIME HOLIDAYS VACATION OTHER LEAVES OF ABSENCE EMPLOYEE INSURANCE RETIREMENT RELEASE TIME FOR ASSOCIATION REPRESENTATIVE SAFETY RESIDENCY DISCIPLINE GRIEVANCE REVIEW PROCEDURE DUES DEDUCTION AND INDEMNIFICATION CITY RIGHTS STRIKES AND WORK STOPPAGES LAYOFFS SOLE AND ENTIRE AGREEMENT WAIVER OF BARGAINING DURING THE TERM OF THIS AGREEMENT SEPARABILITY PROVISION TERM OF AGREEMENT RATIFICATION AND EXECUTION BASIC SALARY AND WAGE SCHEDULE ASSIGNMENT OF CLASSES TO SALARY RATE RANGES 2 3 4 8 14 19 24 27 33 35 39 49 52 55 57 58 59 61 64 65 68 69 70 71 72 73 74 76 77 ARTICLE I 1.0 RECOGNITION 1.1 Pursuant to the provision of the Meyers-Milias-Brown Act, Government Code Section 3500, et seq., the City of Santa Ana (hereinafter called the "City") has recognized the Santa Ana Police Officers Association (herein called the "Association") as the recognized representative of the bargaining unit which includes police department employees in the sworn, "safety- member" classifications and assignments of Police Officer, Senior Police Officer, Police Sergeant, Senior Police Sergeant and in the non-sworn, "miscellaneous-member" classifications and assignments of Animal Control Officer I and II, Background Investigator, Communications Services Officer, Dare Officer, Darkroom Technician, Detention Officer, Firearms Examiner, Forensic Specialist I and II, Forensic Services Supervisor, Parking Control Officer, Police Communications Supervisor, Police Community Services Specialist, Police Investigative Specialist, Police Property and Evidence Specialist, Police Property and Evidence Supervisor, Police Recruit, Police Service Assistant, Police Service Officer, Police Services Dispatcher, Rangemaster, Detention Supervisor, Senior Parking Control Officer, and Traffic Services Specialist and excludes all other employees of the Police Department. ARTICLE II 2.0 NON-DISCRIMINATION CLAUSE 2.1 The City and Association agree that they shall not discriminate against any employee in violation of State or Federal law. The City and the Association shall reopen any provision of this Agreement for the purpose of complying with any order of a Federal or State agency or court of competent jurisdiction requiring a modification or change in any provisions of this Agreement in compliance with State or Federal anti-discrimination laws. 2.2 Whenever reference is made to the masculine gender it shall be understood to include the feminine gender, unless expressly stated otherwise. 3 ARTICLE III 3.0 ATTENDANCE, WORK PERIOD, WORK SCHEDULE & WORKDAY 3.1 Attendance. Employees covered by this Agreement shall be in attendance at their work location during hours prescribed by the Police Chief or his designee (s) and shall not absent themselves during prescribed hours without approval of the Police Chief or his designee(s). 3.2 Definitions. A. Standard Work Period. The Standard Work Period shall apply to all members of the Association who are not peace officers, detention officers or detention supervisors. The Standard Work Period shall consist of a consecutive seven (7) day, 168 hour period. B. Alternative Work Period--207(k) Employees. The Alternative Work Period shall apply to all members of the Association who are peace officers, detention officers or detention supervisors who are exempt from the overtime provisions of the Fair Labor Standards Act (FLSA) pursuant to Section 207(k) The 207(k) employees' Work Period shall consist of a consecutive 14 day, 336 hour time period. In conformance with the FLSA, members who are peace officers, detention officers, or detention supervisors shall not be eligible for FLSA overtime, as defined under the FLSA for employees assigned to the Alternate Work Period until they have worked in excess of 86 hours in the Alternate Work Period. Nothing in this section shall prevent a peace officer, detention officer or detention supervisor from earning overtime and being compensated for overtime based on the overtime provisions of this Agreement as stated in Article VI I I of this Agreement. All such overtime shall be paid at one and one-half (1 1/2) times the regular rate of pay. C. Work Hours. Work hours are the regularly scheduled hours of work as determined by the Police Chief or his designee. A "day" is defined as any consecutive 24-hour period. D. Work Schedule. At this time, the Police Chief has established the following work schedules. These schedules may be changed by the Police Chief subject to the provisions of the Meyers-Milias-Brown Act. Unless exigent circumstances exist, the Police Chief, or his 4 designee, shall inform the Association prior to the changing of the below designated Work Schedules. 1. Standard Work Period Schedules. a. 5/40 Work Schedule. Employees shall work five (5) eight-hour workdays per seven (7) consecutive day, 168 hour Standard Work Period. Each workday shall consist of eight (8) hours of work and thirty minutes (30) of unpaid mealtime. b. 4/40 Work Schedule. Employees shall work four (4) 10-hour days per seven (7) consecutive day, 168 hour Standard Work Period. Each workday shall consist of 10 hours of work, and either thirty (30) minutes or one (1) hour of unpaid mealtime. The determination as to a thirty (30) minute or one (1) hour mealtime shall be made by the Police Chief or his designee. c. 9/80 Work Schedule. Employees shall work four (4) nine-hour days and one (1) four-hour day in each seven (7) consecutive day, 168 hour Standard Work Period. Each nine (9) hour workday shall consist of nine (9) hours of work and thirty (30) minutes of unpaid mealtime. The eight-hour workday shall consist of four (4) hours applied to the first seven (7) day period and four (4) hours applied to the second seven (7) day period divided by a 30 minute unpaid meal period. d. 12/40 Work Schedule. Employees shall work three (3) 12 hour workdays and one (1) four- hour workday in each seven (7) consecuti ve day, 168 hour Standard Work Period. The 12- hour workday shall consist of 12 hours of work and thirty (30) minutes of unpaid mealtime. The four (4) hour workday shall consist of four (4) hours of work. 2. Alternate Work Period--207(k) Exempt Emplovees. a. 207(k) 7/12 Work Schedule. Employees assigned to the 207 (k) 7/12 Work Schedule shall work three (3) eleven hour and 30 minute workdays 5 ln one (1) seven day period and four (4) eleven hour and 30 minute workdays in the next seven (7) day period, or alternately, four (4) eleven hour and 30 minute workdays in the first seven (7) day period and three (3) eleven hour and 30 minute workdays in the following seven (7) day period. The workday for 207(k) 7/12 Work Schedule employees shall be eleven (11) hours and 30 minutes of work and thirty (30) minutes of unpaid mealtime. During each work period, employees assigned to the 207 (k) 7/12 Work Schedule shall earn an additional 30 minutes of vacation time if they do not take leave without pay during that Work Period. b. 207(k) 7/12.5 Work Schedule. Employees assigned to the 207 (k) 7/12.5 Work Schedule shall work three (3) twelve-hour and 30 minute workdays in one (1) seven day period and four (4) twelve hour and 30 minute workdays in the next seven (7) day period, or alternately, four (4) twelve hour and 30 minute workdays in the first seven (7) day period and three (3) twel ve hour and 30 minute workdays in the following seven day period. The workday for 207(k) 7/12.5 Work Schedule employees shall be twelve (12) hours of work and 30 minutes of unpaid mealtime. During each work period, employees assigned to the 207(k) 7/12.5 Work Schedule shall earn three (3) hours and 30 minutes of straight time and an additional 30 minutes of vacation time if they do not take leave without pay during that Work Period. c. 207 (k) 10/80 Work Schedule. Employees assigned to the 207 (k) 10/80 Work Schedule shall work four (4) ten hour workdays in the first seven (7) days and four (4) ten hour workdays in the second seven days. Each workday shall consist of 10 hours of work and either a thirty minute or one hour of unpaid mealtime. The determination as to a thirty (30) minute or one (1) hour mealtime shall be made by the Police Chief or his designee. d. 207(k) 9/80 Work Schedule. Employees assigned to the 207 (k) 9/80 Work Schedule shall work 6 five (5) nine-hour workdays in one (1) seven (7) day span and three (3) nine-hour and one (1) eight-hour workdays in the second seven (7) day span, or alternatively three (3) nine hour days and one (1) eight hour day in the first seven (7) day span and five (5) nine hour days in the second span. Each nine (9) hour workday shall consist of nine (9) hours of work and thirty (30) minutes unpaid mealtime. The eight (8) hour day shall consist of eight (8) hours of work and thirty (30) minutes of unpaid mealtime. e. 9/81 Work Schedule. Employees assigned to the 9/81 schedule shall work 81 hours in a consecutive fourteen (14) day, 336 hour period. Employees shall work five (5) nine- hour workdays in one (1) seven (7) day span and four (4) nine-hour workdays in the second seven (7) day span. An officer's nine-hour workday shall consist of nine (9) hours of work. While assigned to the 9/81 schedule, an officer shall earn one (1) hour of cash overtime during each fourteen day period, unless he or she takes leave without pay during the fourteen day, 336 hour period. 3.3 Part Time Employment. During the term of this Agreement, no presently existing full-time positions will be eliminated as the result of the use of part-time employee(s) and, to the extent possible, when the workload of anyone or more part- time employee(s) would justify the addition of a full-time position or positions, the parties will meet and confer regarding the addition of a full-time position or positions, subject to City Council approval. 7 ARTICLE IV 4.0 SALARIES 4.1 Basic Compensation Plan. There is hereby established a basic compensation plan for all members of the Santa Ana Police Officers Association who are now employed or will in the future be employed in any of the designated classifications of employment listed in this Agreement and its attachments. 4.2 Salary Schedule. The basic salary schedule, attached hereto in a matrix format as Exhibit A, and made a part hereof as though set forth in full herein, provides numerous salary rate ranges, each comprised of five (5) steps or rates of pay. The respective rate ranges are identified by a three (3) digit number. The steps within each range are identified by the letters "A" through "E" inclusive, with the "A" step being the lowest step in the range. The purpose of each step and the length of service required for advancement to the next higher step within a particular salary rate range are set forth in Section 4.7 below. 4.3 Salaries. A. Effective July 1, 2000, the base salaries of employees covered by this Agreement shall be increased by five (5) salary rate ranges (approximately 2.5%). B. Effective July 1, 2001, the base salaries of employees covered by this Agreement shall be increased by nine (9) salary rate ranges (approximately 4.5%). C. Effective July 1, 2002, the base salaries of employees covered by this Agreement shall be increased by nine (9) salary rate ranges (approximately 4.5%). D. The assignment of classes to salary rate ranges is listed in Exhibit B, which is attached and made a part hereof as though set forth herein. E. Prior to this Agreement, employees designated as CalPERS miscellaneous were required to contribute one percent (1%) of their salary towards the 2% at 55 retirement benefit by taking a deduction in pay of two (2) salary rate ranges. This deduction is eliminated and the pay of these employees is increased approximately 1%, effective 8 the first day of the first full month following Council approval of this Agreement. F. Effective July 1, 2001, and in the event the City incurs an employer cost, safety employees covered by this Agreement will contribute up to 1.42% of their salary toward the 3% at 50 retirement benefit. G. Effective July 1, 1998, employees will contribute one- half percent (.5%) of their base salary plus pay additives through payroll deduction to a fund maintained by the Santa Ana Police Officers Association for the purpose of providing retiree health insurance premium reduction assistance. Effective July 1, 1999, employees will contribute an additional one-half percent (.5%) for a total of one percent (1%) of their base salary plus pay addi ti ves through payroll deduction to a fund maintained by the Santa Ana Police Officers Association for the purpose of providing retiree health insurance premium reduction assistance. This payroll deduction for retiree health insurance premium reduction assistance will continue until such time as the parties may mutually agree to end said deduction. 4.4 Application of Basic Compensation Plan. The salary rate ranges and steps contained in Exhibit A are monthly salary rates. All officers and employees working in classifications of employment covered by this Agreement shall be compensated at a monthly rate, except that an employee hired for temporary work in a position which has an anticipated duration of less than six (6) months shall be paid at a rate per hour for actual time spent in the performance of the duties of his or her employment. Any hourly rate of pay, defined as the regular hourly rate of pay, shall be computed by dividing the monthly salary rate plus pay additives by 173.33. In determining the hourly rate as herein provided, computation shall be made to the nearest whole cent and a computation resulting in exactly one-half cent or higher shall fix the rate at the next higher whole cent. 4.5 Beqinning Rates. A new employee of the City of Santa Ana shall be paid the rate shown as Step "A" in the salary rate range allocated to the class of employment for which he or she has been hired. In special instances where such new employee possesses unique and exceptional education, training and/or experience qualifications, the department head under whom the employee will serve, may submit a written request and 9 justification to the City Manager for authorization to place such new employee on Step "B" or Step "C" within the allocated salary rate range, provided that such employee shall be assigned such salary step upon the commencement of his or her service in the classification of employment to which the salary rate range applies and such assignment having once been made shall remain in effect until the said employee shall be entitled to advance to the next salary step in accordance with the further provisions of this Article. 4 . 6 Service. The word "service" as used in this Agreement shall be deemed to mean continuous, full-time service in the classification in which the officer or employee is being considered for salary advancement, service in the higher classification or service in a classification allocated to the same salary rate range and having generally similar duties and requirements. Employees hired after the first (1st) working day of the month shall not be credited with "time-in-service" for that month when determining the length of service required for salary step advancement. A lapse of service by an officer or employee for a period of time longer than thirty (30) calendar days by reason of resignation, quit, or discharge, shall serve to eliminate the accumulated length of service time of such officer or employee for the purpose of this Agreement and any such officer or employee reentering the service of the City shall be considered as a new officer or employee, except that he or she may be reappointed within one (1) year and may be placed in the same salary step in the appropriate salary range as he or she was at the time of termination of employment. 4.7 Advancement Within Ranqes. The following regulations shall govern salary advancement within rate ranges: A. Lenqth of Service Advancements. After the salary of an officer or employee has been first established and fixed under this plan, such officer or employee shall be advanced from Step "A" to Step "B" or from Step "B" to Step "C" or from Step "C" to Step "D," whichever is the next higher step to that on which the officer or employee has been previously paid, effective the first day of the month following the date of completion of the length of service for such advancement as provided in Exhibit B of this Agreement. B. Merit Advance. An officer or employee shall be considered for advancement from Step "D" to Step "E" upon the completion of the required length of service as provided in Section 4.2 and Exhibit A of this Agreement. 10 The effective date of such merit increase, if granted, shall be on the first day of the month following the completion of such required length of service. Advancement to Step "E" may be granted only for continued meritorious and efficient service and continued improvement by the officer or employee in the effective performance of the duties of his or her position. Such merit advancement shall require the following: 1. There shall be on file in the office of the chief personnel officer a copy of each periodic efficiency or performance report required to be made on the officer or employee by the Santa Ana Municipal Code and/or the City Manager during the period of service time of such officer or employee subsequent to this last salary advancement. 2. The Police Chief, at least twenty (20) calendar days prior to the anticipated completion of such officer's or employee's required length of service, shall file with the City Manager a statement recommending the granting or denial for the merit increase and supporting such recommendations with specific reasons therefore. 3. No advancement in salary above Step "D" shall become effective until approved by the City Manager, except when placement on a salary step above Step "D" results from promotion under the provisions of Section 4.9 of this Article. C. LenGth of Service Required When Advancement Denied. When an officer or employee has not been approved for advancement to the merit step E, he or she may be reconsidered for such advancement after the completion of three (3) months of additional service and shall be reconsidered for such advancement after the completion of six (6) months of additional service. This reconsideration shall follow the same steps and shall be subject to the same actions as provided in Subparagraphs B (2) and B (3) of this Section. 4.8 Reduction in Salary Ste~s. Any officer or employee who is being paid on merit step E may be reduced to Step "D" of the appropriate salary range, upon the recommendation of the Police Chief, and the approval of the City Manager. Procedure for such reduction shall follow the same procedure as outlined for merit advancements in Section 4.7 above, and such officer or employee may be considered for readvancement under the same provisions as contained in Subsection C of Section 4.7. 11 4.9 Promotional Salary Advancement. When an officer or employee is promoted to a position in a higher classification from a position in a lower classification in the same occupational career ladder, he or she shall be reassigned to Step "A" in the appropriate salary rate range for the higher classification; provided however, that if the base salary step currently being paid such officer or employee is already equal to or higher than said Step "A," he or she will be placed in the lowest step in the appropriate salary rate range as will grant that officer or employee an increase of at least one (1) salary step over his or her current base salary step including any additive or additives such as career development or educational incentive pay, but excluding shift differential, assignment pay and bilingual pay. 4.10 Demotion. When an officer or employee is demoted to a position in a lower classification, his or her salary rate shall be fixed in the appropriate salary rate range for the lower classification in accordance with the following provisions: A. The salary rate shall be reduced by at least one (1) step. B. The new salary rate must be within the appropriate salary rate range. C. The new salary rate shall not be higher than the salary step to which the officer or employee would have been entitled had his or her service time in the higher classification been spent in the lower classification. D. If the salary rate recommended by the Police Chief is lower than the maximum step permissible under Subsection C above, such recommendation shall be considered a reduction in pay in addition to the demotion and shall be handled in accordance with the provisions for salary reductions (Section 4.8, above) 4.11 Reallocation of Salary Rate Ranqes. Any officer or employee who is employed in a classification which is reallocated to a different salary rate range from that previously assigned shall be retained in the same salary step in the new salary rate range as he or she had previously held in the prior rate range and shall retain credit for length of service in such step towards advancement to the next higher step. 4.12 Direct Paycheck Deposit. The City and Association agree to form a Citywide task force to determine the feasibility of implementing a direct paycheck deposit system. If agreed to 12 by all parties, the new system will be implemented by January 1, 2001, or as soon as practicable thereafter. 13 ARTICLE V 5.0 ASSIGNMENT AND OTHER SPECIAL PAY ADDITIVES 5.1 Assignment Pay Differentials. Effective the first day of the first full month following Council approval of this Agreement, assignment pay differentials, as listed herein and throughout the contract, will, in each case, be added individually and separately to the employee's base salary. In no event shall one assignment pay differential be added to the employee's base salary as a basis for the calculation of an additional pay differential. A. An incumbent in the class of Police Services Dispatcher who is continuously and regularly assigned to and actually performing in a lead supervisory and trainer capacity over an assigned shift of Police Services Dispatchers will be paid at a rate set ten (10) salary rate ranges (approximately 5.0%) above his or her then current base monthly salary step. B. Personnel in the class of Forensic Specialist I, who are regularly and continuously assigned to and actually performing duties in a "lead supervisory" capacity over a prlmary functional unit of Forensic Specialist I employees, will be paid at a rate set ten (10) salary rate ranges (approximately 5.0%) above their then current base monthly salary step. C. An incumbent ln the class of Police Officer who is continuously and regularly assigned to and actually performing duties of a Corporal will be paid at a rate set five (5) salary rate ranges (approximately 2.5%) above his or her then current base monthly salary step. D. An incumbent in the class of Detention Officer who is regularly assigned to and actually performing duties of a Senior Detention Officer will be paid at a rate set five (5) salary rate ranges (approximately 2.5%) above his or her then current base monthly salary step. E. The Police Chief at his discretion and based on the department's need may assign sworn officers to standby status for Saturday and Sunday, holidays, or other days as determined by the Police Chief. Officers thus assigned will be compensated at the rate of two (2) hours 14 of straight time per day of standby duty. F. An employee who is continuously and regularly assigned as a Training Officer assigned to Field Operations or the Detention facility will be paid at a rate set five (5) salary rate ranges (approximately 2.5%) above his or her then current base monthly salary step. G. An employee who is continuously and regularly assigned as an Internal Affairs Officer will be paid at a rate set five (5) salary rate ranges (approximately 2.5%) above his or her then current base monthly salary step. 5.2 Shift Differential, Non-Sworn Personnel. Each employee in the classes of Animal Control Officer I, Animal Control Officer I I, Forensic Specialist I, Forensic Specialist I I, Police Communications Supervisor, Police Investigative Specialist, Police Property & Evidence Specialist, Police Service Officer, Police Services Dispatcher, Communications Services Officer, Detention Officer, and Detention Supervisor who is continuously and regularly assigned to a schedule of work which requires that he or she actually work a minimum of four and one-half (4 1/2) hours between the hours of 5:00 P.M. and 7:00 A.M. will be paid a shift differential at a rate set ten (10) salary rate ranges (5.0%) above his or her then current base monthly salary step. 5.3 Bilingual Pay. Qualified employees who meet the following criteria will be paid a monthly pay differential, above his or her base monthly salary step, as follows: A. Assignment by the Police Chief or his designee to a position requiring bilingual capability in both English and one of the following languages: Spanish, Samoan, Vietnamese, Cambodian, Korean, Hmong or other language designated by the City Manager; and B. Certified by the chief personnel officer as having satisfactorily demonstrated the required level of fluency in both languages. C. Street Level Proficiency In Spanish. A Police Officer or Police Sergeant who successfully meets the "Street Level Proficiency" requirements set out in the departmental Spanish training program shall be paid a bilingual pay differential in an amount equal to the product obtained by multiplying the base salary rate being paid to an employee in the rank of Police Officer at Step "E" by two and one-half percent (2.5%) (five [5J salary rate 15 ranges) . Employees receiving "Street Level Proficiency" incentive pay may be required, as a condition of continued eligibility to receive such incentive pay, to successfully complete an eight (8) hour refresher course once every twelve months from the date of initial certification. D. Complex Level Proficiency In Spanish. All employees in the classifications of Police Officer and Police Sergeant who successfully meet the "Complex Level Proficiency" requirements set out in the departmental Spanish training program shall be paid a bilingual pay differential in an amount equal to the product obtained by multiplying the Step "E" base salary rate of Police Officer by ten (10) salary rate ranges (5.0%). E. All non-sworn employees in classifications represented by this Agreement shall be paid a bilingual pay differential of one hundred fifty dollars ($150.00) per month after successfully meeting the requirements for "complex level prof iciency. " 5.4 All assignments to positions set forth in Sections 1, 2, 3 above of sworn and non-sworn personnel shall be made or revoked in a fair manner at the discretion of the Police Chief. 5.5 Temporary Upqrade Assignment Pay. Effective the first day of the first full month following Council approval of this Agreement, Temporary Upgrade Assignments will be provided in order to create an equitable method of compensating employees who are assigned temporarily to a vacant, full-time, budgeted, higher-level position. A. Eligiblity. 1. Full-time employees shall receive Temporary Upgrade Assignment Pay if the following criteria are met: a. The work assumed encompasses the majority of the typical duties and responsibilities of the vacated position. b. The employee must serve two (2) consecutive calendar weeks in an acting capacity to 16 qualify for assignment pay. A permitted absence of two (2) days or less during such two (2) consecutive calendar week period shall not be deemed to void such consecutive service; however, the days of absence shall not be counted in the computation of such two (2) week requirement. c. In computing qualifying service or temporary upgrade assignment pay, only full days of actual duty shall be included, and partial days shall not be combined to make full days unless they are normally granted holiday hours. Normally granted holidays will be included in computing actual duty days. 2. Whenever practicable, the Police Chief shall rotate Temporary Upgrade Assignments among all qualified employees. 3. Employees in the following categories shall not be assigned to Temporary Upgrade work unless specifically authorized by the City Manager: a. Non-permanent employees (Probationary, Part- time, Seasonal, etc.). b. Employees performing work above their regular class in a training capacity. B. Payment. 1. The employee serving in a Temporary Upgrade Assignment shall receive the beginning rate (Step "AA" or "A") assigned to the higher classification or the lowest rate in that range which is at least ten (10) salary rate ranges (approximately 5%) higher than the current base salary rate he or she normally receives, whichever is greater, for all time that he or she serves. If an employee has worked two (2) consecutive calendar weeks during the term of this Agreement in a higher classification, the employee shall thereafter receive upgrade pay for each full day the employee is assigned to work in the higher classification during the term of this Agreement. Employees must requalify for an upgrade (Temporary 17 Assignment) if the employee has not worked in this specific upgrade assignment for a period of 18 consecutive months. The employee shall only be considered to work in a higher classification if such work is duly and specifically authorized by the Police Chief. 2. Special pay differentials, such as shift differential, bilingual pay, special skill pay, etc., being paid to an employee prior to becoming eligible for Temporary Upgrade Assignment Pay, will not be considered in computing the amount of higher pay to which or she is entitled in Subparagraph 5.4B1 above, unless the special circumstances upon which said additive is based are also applicable to the Temporary Upgrade Assignment and the employee otherwise meets the criteria established for such pay differential. 3. Temporary Upgrade Assignments which entail moving an employee into a classification represented by an employee unit other than that which represents his or her permanent classification shall not include any change in fringe benefits for the affected employee. 4. While working in a Temporary Upgrade Assignment, an employee will continue to accrue, and have recorded, general, special or normal salary step increases in the employee's permanent position; however, such salary increases will be paid only to maintain the minimum five percent (5%) differential above the salary to which an employee is entitled in his or her permanent position. 18 ARTICLE VI 6.0 CAREER DEVELOPMENT PROGRAM 6.1 Definitions. For the purpose of clarifying the criteria for the Police Career Development Program designations set forth in Sections 6.2 through 6.8 of this Article, the following definitions apply: A. Educational Units. One (1) completed "semester" unit in an academic course of instruction approved by the Police Chief and in an accredited college or university shall equal one (1) educational unit. One (1) "quarter" unit achieved in an educational institution as above shall equal two-thirds (2/3) of an educational unit. "Trimester" units or other standards of measurement used as a basis in awarding scholastic credits will be accorded the same evaluation and weight as provided by the respective accredited college or university. Only completed coursework credited with a letter grade "C" or better or a grade of "Pass" when evaluated by the "Pass/Fail" method will be accepted. If such ratings are not rendered for a specific course, then a certificate of successful completion must be submitted. B. Training Units. Twenty (20) classroom hours or its equivalent of approved police training shall equal one unit. Regular, periodic, on-the- j ob training programs shall not be considered as fulfilling this requirement. Neither shall the special training required for Crime Scene Investigators and Advanced Officers or other similar mandatory training (e.g., First Aid, C.P.R. Recertification, etc.) nor the basic introductory training or similar training given an employee during his or her probationary period be given credit for the awarding of training units. 1. When college credit is awarded for special training in police work, such units of credit may be counted for either training units or educational units as the officer may select. 2. Training units may be earned by the assignment to and performance of sworn police officer duties (other than uniformed field patrol work in Field 19 Operations Division) with one (1) full and continuous month of such assignment equal to one (1) training unit. Credit for experience in assignments other than patrol work in Field Operations shall not be given, unless at least three (3) full and continuous months of such assignment have been completed. Not more than six (6) units of training through assignment to non- patrol duties may be earned in anyone (1) year and not more than fifteen (15) such training units by assignment shall be used in meeting the criteria for the Police Career Development Program designations as set out in this Article. 6.2 Crime Scene Investiqator (C.S.I.). Any sworn, safety-member Police Officer who attains the following educational and experience requirements and the approval as set out below shall be paid an additional five (5) salary rate ranges (2.5%) above his or her then current base monthly salary step. The criteria for such designation shall be as follows: A. Completion of two (2) years of experience as a sworn Police Officer, at least one of which shall be in the Santa Ana Police Department. B. Completion (acquisition) of at educational and/or training units. least thirty (30) C. Assignment to and actual performance of the duties and responsibilities of a C.S.I. D. Completion of a special training course for Crime Scene Investigators as developed and administered by the Santa Ana Police Department or such alternative course as designated for such purpose by the Police Chief. E. Approval of designations requirements Police Chief. the Police Chief. as C.S.I. shall be of the department as The number of such no larger than the determined by the 6.3 Senior Police Officer I. Any sworn, safety-member Police Officer, regardless of duty assignment, who fulfills the requirements established in this section shall be designated as a Senior Police Officer I and shall be paid at a rate set fifteen (15) salary rate ranges (7.5%) above his or her then current base monthly salary step. The criteria for such designation shall be as follows: 20 A. Completion of five (5) years of municipal police experience in the Police Officer classification. B. Completion (acquisition) of at educational and/or training units. least sixty (60) C. Approval of the Police Chief. 6.4 Senior Police Officer II. Any sworn, safety-member Police Officer who fulfills the requirements established in this section shall be designated as a Senior Police Officer II and shall be paid at a rate set twenty-five (25) salary rate ranges (12.5%) above his or her then current base monthly salary step in the Police Officer classification. The criteria for such designation shall be as follows: A. Completion of seven (7) years of municipal police experience in the Police Officer classification. B. Completion (acquisition) of at least ninety (90) educational/training units; or possession of an Associate of Arts degree from an accredited college with an additional thirty (30) or more educational/training units. C. Approval of the Police Chief. 6.5 Senior Police Officer III. Any sworn, safety-member Police Officer who fulfills the requirements established in this section shall be designated as a Senior Police Officer III and shall be paid at a rate set thirty (30) salary rate ranges (15%) above his or her then current base monthly salary step in the Police Officer classification. The criteria for such designation shall be as follows: A. Completion of nine (9) years of municipal police experience in the Police Officer classification. B. Completion (acquisition) of at least one hundred twenty (120) educational/training units; or possession of an Associate of Arts degree from an accredited college with an additional sixty (60) or more educational/training units. C. Approval of the Police Chief. 6.6 Senior Police Sergeant~. Any officer holding the rank of Police Sergeant in the Santa Ana Police Department, regardless of duty assignment, who fulfills the requirements established 21 in this section shall be designated as a Senior Police Sergeant I and shall be paid at a rate set fifteen (15) salary rate ranges (7.5%) above his or her then current base monthly salary step. The criteria for such designation shall be as follows: A. Completion of five experience. (5 ) years of municipal police B. Completion (acquisition) of at educational and/or training units. least sixty (60) C. Approval of the Police Chief. 6.7 Senior Police Serqeant II. Any officer holding the rank of Police Sergeant in the Santa Ana Police Department, regardless of duty assignment, who fulfills the requirements established in this section shall be designated as a Senior Police Sergeant II and shall be paid at a rate set twenty (20) salary rate ranges (10%) above his or her then current base monthly salary step in the Police Sergeant class. The criteria for such designation shall be as follows: A. Completion of seven (7) years of municipal police experience. B. Completion (acquisition) of at least ninety (90) educational and/or training units; or possession of an Associate of Arts academic degree from an accredited college with an additional thirty (30) or more education or training units. C. Approval of the Police Chief. 6.8 Senior Police Serqeant III. Any officer holding the rank of Police Sergeant in the Santa Ana Police Department, regardless of duty assignment, who fulfills the requirements established in this section shall be designated as a Senior Police Sergeant III and shall be paid at a rate set twenty-five (25) salary rate ranges (12.5%) above his or her then current base monthly salary step in the Police Sergeant class. The criteria for such designation shall be as follows: A. Completion of nlne experience. (9 ) years of municipal police B. Completion (acquisition) of at least one hundred twenty (120) educational/training units; or possession of an Associate of Arts academic degree from an accredited 22 college with an additional educational/training units. sixty (60) or more C. Approval of the Police Chief. 6.9 Career Development Proqram - Non-Sworn. Effective the first day of the first full month following Council approval of this Agreement, an incumbent in one of the classes designated as "non-sworn" covered by this Agreement shall earn an additional amount as follows: A. Upon attainment of an Associate in Arts Degree and five (5) years' experience with the City of Santa Ana, said employee will be paid at a rate set five (5) salary rate ranges (approximately 2.5%) above his or her then current base monthly salary step. B. Upon attainment of a Bachelor of Arts or Science Degree and with five (5) years' experience with the City of Santa Ana, said employee will be paid at a rate set an additional (5) salary rate ranges (approximately 2.5%) for a total of 10 salary rate ranges (approximately 5%) above his or her then current base monthly salary step. If said employee obtains a Bachelor I s Degree without attaining an Associate in Arts Degree, he or she will be paid at a rate set ten (10) salary rate ranges (approximately 5%) above his or her then current base monthly salary step. 23 ARTICLE VII 7.0 TRAINING AND EDUCATIONAL ASSISTANCE PROGRAM 7.1 Purpose. A. To encourage the employees of the City of Santa Ana to take college courses and special training courses which will better enable them to perform their present duties and prepare them for increased responsibilities. B. To provide financial assistance to eligible employees for education and training. C. To establish eligibility requirements, conditions and procedures whereby such assistance may be provided. 7.2 Eliqibility. A. Applications for tuition reimbursement will be considered only from full-time, permanent City employees who have completed probation. B. Reimbursement is not authorized for courses for which the employee is receiving financial assistance from other sources such as G.I. Bill, scholarships, etc. C. Applications will be approved only for courses directly related to the employee's job or directly related to a promotional position in the employee's occupational specialty. D. Courses not ostensibly related to the employee's job, but which are required to qualify for a degree that is directly related to his or her job may be reimbursable only after all required occupationally related courses have been completed. E. Prior to receiving tuition reimbursement, employees must submit documentary proof of having received a grade of not less than "C" for the course. If objective ratings are not rendered for a specific course, then a certificate of successful completion must be submitted. F. Approval will be limited to courses given by accredited colleges and universities, city colleges or adult education courses under the sponsorship of the various 24 Boards of Education. Workshops, seminars, conferences and similar activities not identifiable as a formal course of instruction within the curriculum of a recognized educational institution, do not fall within the purview of this program but may be authorized and funded by the interested department without coordination with the Personnel Services Department. G. When an employee is required by the Police Chief to attend a particular course or seminar, the expense shall be borne entirely by the City. 7.3 Reimbursement. A. Reimbursement will be based on the cost of tuition or registration fees and all required texts and related material for each course. Additional expenses such as meals and parking fees are not reimbursable. B. Costs for required texts are eligible for one hundred percent (100%) reimbursement subject to the following conditions: 1. That a duplicate of the required text(s) was unavailable for loan from the departmental libraries prior to the commencement of coursework; 2. That any textbook(s) purchased by the City shall be submitted to the employee's respective departmental library in order that such text (s) may be made available to all employees. C. Tuition or registration costs of one hundred dollars ($100.00) or less are eligible for one hundred percent (100%) reimbursement. Tuition costs in excess of one hundred dollars ($100.00) are eligible for seventy-five percent (75%) reimbursement. Maximum tuition reimbursement per semester is five hundred dollars ($500.00) with a maximum of $1,500 a year. NOTE: Summer and winter sessions shall be counted as separate "semesters" for purposes of the program. D. Employees shall be limited, for purposes of tuition reimbursement, to a maximum of two (2) collegiate level courses of not more than a total number of units which is equivalent to six (6) "semester" units per semester. One (1) "quarter" unit shall equal two-thirds (2/3) of one (1) "semester" unit. 25 7.4 Procedures. A. An employee who desires to seek tuition reimbursement under the provisions of this Article must complete an Application for Training and Educational Assistance form and submit it to the Police Chief. B. The Police Chief will recommend approval or disapproval and forward the application to the Personnel Services Department. It is advisable that the applicant accomplish the procedures so far described prior to the inception of the course or disbursement of personal funds in order to ascertain the eligibility of the intended course of instruction for reimbursement under the provisions of this policy. C. wi thin three months after he/she has completed the course and received his/her final grade, the employee must include official verification of his/her final grade with appropriate receipts for tuition and textbook costs to the Personnel Services Department. These will be returned to the employee upon request. Applications not submitted to the Personnel Services Department within three months following completion of the course become void. D. Upon receipt of the required documentation, the Personnel Services Department will determine whether the completed course of instruction is compatible with the provisions of Sections 2 and 3 of this Article. If found to be compatible, the Personnel Services Department will compute the amount of reimbursement, authenticate the application and forward it to the Police Chief. E. The Police Chief will then authorize the Finance and Management Services Department to reimburse the employee the approved amount out of the budget of the Police Department. 26 ARTICLE VIII 8.0 OVERTIME 8.1 General Policy for Overtime Work. Whenever it shall be determined to be in the public interest for employees to perform overtime work, or in an emergency situation, the City Manager, the Police Chief, or an authorized representative of the City Manager or Police Chief, may require an employee to perform overtime work. 8.2 Definition. A. Standard Work Period Overtime. Overtime for those employees assigned to the Standard Work Period shall be authorized or required time worked in excess of those hours assigned to their particular Standard Work Period Schedule workday or hours in excess of 40 hours per Work Period. B. Alternative Work Period Overtime. Pursuant to this Memorandum of Understanding, employees assigned to the Alternate Work Period shall earn overtime for authorized or required time worked in excess of those hours assigned to their particular Alternative Work Period Schedule workday or hours in excess of his or her Alternative Work Period Schedule hours in a consecutive fourteen day, 336 hour period. 8.3 Computation of a Workdav and Work Period. Paid leave for holidays, sickness, vacation, and other time off with pay shall be credited towards the total time worked in computing a regular workday, and/or a work period, as defined herein. Work amounting to less than six (6) minutes shall not be considered time worked. Overtime worked for six (6) or more minutes shall be calculated in six (6) minute intervals. Leave without pay shall not be credited towards the total time worked in computing a regular workday, and/or a work period, as defined herein. 8.4 Compensation for Overtime. A. The preferable method by which overtime shall be compensated is by monetary payment, at one and one-half (1 1/2) times the employee's regular rate of pay. B. Should the Police Chief determine that the best interests 27 of the City will be served thereby, he or his designee may permit an employee to be compensated for overtime work by taking paid compensatory time off at the rate of one and one-half (1 1/2) times the employee1s regular rate of pay. The employee will be credited with time off at the rate of one and one-half (1 1/2) hours of time for each hour of overtime worked. This time, hereinafter identified as "comp time" will be accrued in a comp time bank for each employee. The hours in this bank shall reflect the converted time value of each hour worked. 1. Employees are limited to the accumulation of 80 hours of comp time. C. Use of Comp Time: 1. Employees shall be allowed to use accrued comp time within a "reasonable period" after making the request if it does not "unduly disrupt" Department operations. All requests for the use of comp time shall be submitted in writing. 2. Twice during each calendar year, on March 15th and November 15th, each affected employee having accrued comp time credits, may elect to convert up to forty (40) hours of such accrued time to the cash equivalent thereof, to a maximum of eighty (80) hours per calendar year. 3. As stated previously ln Section 8.4B of this Memorandum of Understanding, the Police Chief maintains the sole authority to determine whether employees shall be allowed to choose to accumulate comp time in lieu of cash payment for overtime for overtime worked. 8.5 Incremental Usage. Time off with pay to compensate for overtime worked may be taken in increments as small as one- half (1/2) hour. 8.6 Excess Usaoe. If compensatory time off is used in excess of that available, such excess compensatory time off will first be deducted from any available vacation benefits and finally, deducted from the next scheduled wage or salary payment. 8.7 No Effect on Other Benefits. Overtime work shall not apply to the earning of employee benefits (retirement, holidays, vacation accrual, sick leave accrual and employee insurance benefits), toward the completion of probationary period or to 28 progression within a salary rate range. 8.8 Overtime Work to be Apportioned. To the extent that he lS reasonably able to do so, the Police Chief shall arrange work programs to minimize overtime work; necessary overtime work shall be apportioned among employees of like classification and assignment. 8.9 Advance Compensation for Overtime. Time off with pay as compensation for overtime may not be granted or taken in advance of the overtime work for which the time off compensates. Before compensatory time off with pay may be taken, as herein provided, the overtime worked must have been recorded on official payroll records at or about the time the overtime work was performed. In the absence of such recording, no compensatory time off with pay will be permitted. 8.10 Compensation for Overtime: Exclusions. No overtime payor comp time shall be allowed an employee for attendance at conventions, conferences, seminars or the like, unless such employee is ordered to attend. Overtime payor comp time shall be permitted only for attendance which is ordered on such employee's normal days off or for time beyond a normal workday1s duration. Overtime payor comp time shall not be allowed for travel time to and from conventions, association meetings, conferences, seminars or the like, should such time occur outside the employee's normal work schedule, without the prior approval of the Bureau Commander. 8.11 Compensation for Overtime: Other Exclusions. A. For employees on 7/12 - 7/12.5 Work Schedule, training or attendance at conventions, conferences, seminars for the duration of the day, or the like, held outside the City limits, in lieu of an employee's regularly scheduled 11 hour 30 minutes shift or the 12 hour shift, will count as 10 hours worked, including travel time, and thus the employee will be left with a 1 hour, 30 minute or two (2) hour balance. This time will be reimbursed from the employee's "Time Off Bank" or from the employee's comp time. Training held within the City limits for less than eight (8) hours or outside the City will be accounted for on an hour-to-hour basis except employees attending training outside the City limits may be eligible for two (2) hours of travel time. However, it is the City1s intent to minimize the chargeback to paid time by the employee through effective planning of training programs. B. For employees on a 4/10 work schedule, training or 29 attendance at conventions, conferences, or seminars for the duration of the day, or the like, held outside the City limits, in lieu of an employee I s regularly scheduled 10-hour shift, will count as 10 hours worked, including travel time. Training held within the City limits for less than eight (8) hours or outside the City will be accounted for on an hour-to-hour basis, except employees attending training outside the City limits may be eligible for two (2) hours of travel time. Employees at tending training of less than eight (8) hours will return to their duty assignments or, with the approval of their immediate supervisor, take time off from their time bank. 8.12 Call-Back-Duty. Any employee covered by this Agreement who is recalled to active duty from off-duty, shall be entitled to overtime pay at the rate of one and one-half (1 1/2) times the regular rate of pay for such employee for time actually worked from the time that the employee is recalled until the employee is released to return home or his next work day commences or two (2) hours pay at the regular rate of pay, whichever is greater. If such call back is at the employee1s discretion, then only time worked shall be compensated. 8.13 Accrued Overtime Paid Upon Promotions or Upon Se~aration. Upon an employee's appointment to a position in which overtime may not be earned or upon an employee's separation from employment with the City by resignation, retirement, layoff or otherwise, he or she shall forthwith be compensated for any overtime accumulated to the time immediately preceding such promotion or separation. 8.14 Court A-ppearance. Compensation for court appearance by personnel covered by this Agreement shall be as follows: A. For each required court appearance made by an employee during his or her off-duty time in regard to City business, employees shall be paid overtime for the period of time from their arrival at court until they are released from court or the court session closes for that day. However, in no case, shall an employee receive less than two (2) hours overtime for a court appearance. If court appearances are made both in the morning and afternoon of a particular day, two (2) hours overtime will be allowed for each session attended. If the employee is not released and must remain available for afternoon court, the employee shall be paid overtime for all hours the court is in session that day. 30 The employee requiring his procedures. must provide a copy or her attendance to of the initiate subpoena payroll B. A subpoenaed employee scheduled to appear in court on City business during off -duty time may be placed on stand-by status by the Police Chief or his authorized representative if the employee can respond to the court, if called, within 60 minutes of the employee1s notification. In the event such off-duty employee is on stand-by status during any court session and is not required to appear in court, such employees shall be compensated two (2) hours on a straight time basis, for each court session. Such employee may elect, in lieu of paid time, two (2) hours of comp time off for standby time and not appearing in court, with the approval of the Police Chief. If such off -duty employee on stand-by actually appears in court, he or she shall be compensated as provided in Subsection A, supra. C. Employees assigned to the 7/12 or 7/12.5 Work Schedule who appear in court during their regularly scheduled workweek, and as a result do not receive adequate rest, will be allowed to flex their scheduled shift start time up to four hours, with the approval of the employee's immediate supervisor and watch commander, or immediate supervisor and section commander. Alternatively, the employee may be allowed to use up to four hours from his/her "Time Off Bank" or from compensatory time off at the beginning of their scheduled shift to ensure adequate rest. 1. An employee whose work shift ends or starts within thirty minutes of a mandatory court appearance shall be compensated for those thirty minutes at an overtime rate. 8.15 Creation of Association Comp Time Bank. A. Any member of the Association who works overtime, or accrued but unused holidays, can designate that he or will contribute the value of such time to a bank for by members of the Association for the purposes subject to the restrictions provided herein. has she use and B. Any member of the Association may receive time off for the welfare of officers, community service and any lawful activity of the Association with pay drawn from the bank 31 described in Subsection A of this Section, provided that said employee first gains approval for said use by the executive board of the Association in the manner specified by its rules as adopted from time to time, and subject to the approval or disapproval of the Police Chief consistent with the operational needs of the Police Department. C. No withdrawal or use of such bank may be made by or on behalf of an employee ordered to take time off without pay for discipline imposed by the Police Chief or his designee. 8.16 Declaration of State of Emerqency. Emergencies shall be governed by the provisions of Santa Ana Municipal Code Section 9-194. 8.17 Compensation of Voluntary Contract Overtime. Exclusive of other provisions of this Article, except Section 8.7 (No Effect on Other Benefits) supra, Police Officers and Police Sergeants who voluntarily agree to perform contract security services at games, parades, dances and similar public events shall be compensated at the rate of one and one-half (1 1/2) times the employee's regular rate of pay. The Police Chief shall determine how many off-duty police officers should serve as security officers at each event. Police Officers and Sergeants represented by the Association shall be given first opportunity to volunteer for said off- duty assignments. If, after a reasonable period of time, an insufficient number of police officers have volunteered to work such assignments, the Police Chief may offer the remaining "openings" to any person (s) he deems capable of performing the work at whatever straight-time pay rate the City considers to be appropriate. 32 ARTICLE IX 9.0 HOLIDAYS 9.1 Legal holidays observed by probationary employees covered follows: full-time permanent by this Agreement are and as o January 1st - New Year1s Day. o Third (3rd) Monday in January - In observance of Martin Luther King Jr. IS Birthday. o Third (3rd) Monday in February In memory of George Washington's Birthday. o Last Monday in May - In commemoration of Memorial Day. o July 4th - In observance of Independence Day. o First (1st) Monday in September - In observance of Labor Day. o November 11th - In observance of Veteran's Day. o Fourth (4th) Thursday in November - In observance of Thanksgiving Day. o The Friday immediately following Thanksgiving Day. o December 25th - In observance of Christmas Day. o Last working day before Christmas Day, unless Christmas falls on a Thursday, in which instance, the day following Christmas Day shall be observed in lieu thereof. o One (1) Floating Holiday - Any workday selected by the employee with prior permission of the employee's supervisor. o Every day proclaimed by the Mayor of the City as a holiday for City employees. Any holiday which falls on a Sunday will be observed on the following Monday. Any holiday which falls on a Saturday will be observed on the Friday preceding the Holiday. 9.2 Full-time, permanent and probationary employees covered by this agreement shall be entitled to receive 96 hours off during the calendar year in lieu of the twelve (12) holidays specified in Section 9.1, supra. The 96 hours will be added to the employee1s "Time Off Bank," as described in Article X, Section 10.6 at the beginning of the calendar year. Said employee required to work on a City observed "legal" holiday shall be paid at his or her straight time rate. Said "time off" may be taken at any time during the calendar 33 year with prior permission of the employee's supervisor and subject to the operational needs of the department. However, if an employee who separated from the service of the City has taken time off for holidays in advance of the date or day the holiday actually occurred, he or she must pay the City the cash value for such used but unearned holiday time off benefits prior to or at the time of separation. 9.3 A newly-appointed employee must actually work at least one day preceding the day a holiday listed in Section 9.1, supra, actually occurs in order to receive credit for such holiday. The employee will then be credited with all remaining holidays in the year occurring after the appointment. An employee separating actually work at least listed in Section 9.1, receive credit for that from the service of the City must one day following the day a holiday supra, actually occurs in order to holiday. A newly-appointed employee must complete SlX (6) months of continuous, full-time service in order to receive credit for the Floating Holiday listed in Section 9.1 above. 9.4 This "time off," as defined in Article X, Section 10.6, may be taken in increments as small as one half (1/2) hour, with fractional usage rounded upward to the next higher multiple of one half (1/2) hour. 9.5 Holiday benefits may not be carried over from one calendar year to the next. 34 ARTICLE X 10.0 VACATION 10.1 Purpose. It is the policy of the City to grant employees vacation leave in order to provide them with a break in their regular work schedule, and this purpose will be used as a guide in the administration of the provisions of this Article. 10.2 Reqular Vacation Period. A. Full time employees shall be granted regular vacation at the rate of 80 hours for each of his or her first and second completed year of service, accrued on a monthly basis at the rate of 6 2/3 hours for each completed month of service. Thereafter, all such employees shall be granted regular vacation at the rate of 120 hours for each completed year of service, accrued at the rate of 10 hours for each completed month of service. B. An employee who has completed less than one year's service during the calendar year shall receive a proportionate fraction in accordance with the amount of service to his or her credit during the yearj provided, however, no employee shall be entitled to, or receive payment for, any vacation until he or she has completed six (6) months of continuous service. C. On or after the first (1st) day of the month following completion of six (6) months of continuous full-time service, an employee may be allowed to take all or a proportionate fraction of his or her earned vacation, subject to scheduling approval of the employeels supervisor. D. Absence on sick leave for a period in excess of fifteen (15) consecutive calendar days shall not be considered as service for vacation accrual purposes. E. Computation of Regular Vacation: 1. In computing regular vacation, each municipal holiday that occurs during the vacation, and that falls on a day which the employee would have worked had he or she not been on vacation, shall be deducted from the computation so that ten (10) additional hours of regular vacation shall be 35 allowed to the employee unless departmental practice provides some other manner of compensating for municipal holidays. Should an employee be confined to a hospital for sickness or injury while on authorized vacation, each full day of such confinement, when confirmed by a physician's statement and approval of the Police Chief, may be deducted from the computation of vacation expended and charged against the employee's accumulated sick leave. 2. No employee may carryover from one calendar year to the next, more than the equivalent of two (2) regular vacation periods from the previous two (2) years, and vacation not taken beyond that amount is forfeited. A regular vacation period is defined as the maximum amount of vacation earned in a calendar year as provided in Subsection A, supra. 3. No employee shall have a right to accumulate or split his or her vacation, but the same may be allowed or required by the Police Chief. 10.3 Lonqevity Vacation. A. Each permanent employee is granted additional hours of vacation leave with pay for each computed year of full- time, continuous city service as set forth in the following table. This additional vacation shall be designated longevity vacation. Completed Years Hourly Equivalent of Additional Days 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 4 8 12 16 20 24 28 32 36 40 48 56 64 72 80 36 B. No employee becomes eligible for longevity vacation until completion of the sixth year of continuous service, and each employee continues to earn the maximum of 80 hours of longevity vacation for each completed year of service in excess of 20 years. C. A period of earlier service does not apply toward longevity vacation accumulation when an employee has had a break in continuous service, unless the break in service is concluded by reappointment, as provided in Section 9-114 of the Santa Ana Municipal Code or by reemployment from layoff within one (1) year. D. Leave of absence without pay, as provided in Article XI, Section lE (Sick Leave-Extended) and Section 10.8 (Authorized Absence Without Pay - Long Term) herein, does not constitute a break in continuous service as used in this sectionj however, the leave of absence period shall not be applied toward the accumulation of longevity vacation. Absence on military leave followed by reinstatement, as provided in Section 9-143 of the Santa Ana Municipal Code does not constitute a break in service, and the period of absence on such military leave shall be applied toward the accumulation of longevity vacation. 10.4 Limitation on Vacation. With the exception of a retiring employee, no employee is granted, and no employee shall be allowed to take, any vacation leave with pay in excess of 400 hours in anyone year by any combination of the vacations granted in this Agreement. Further, no employee may carryover from one calendar year to the next more than the equivalent of one longevity vacation period and the equivalent of one regular vacation period from the previous two (2) years, and vacation not taken beyond that amount is forfeited. Therefore, the maximum vacation that an employee with less than six (6) years service could accumulate is 240 hours and only an employee with more than 20 years of service could carryover and take the authorized maximum of 400 hours in anyone year. Notwithstanding the foregoing, for any affected employee who is in jeopardy of losing vacation because of department staffing needs, the Police Chief may provide for a 30 -day extension beyond the normal cut off date so that such employee will not lose vacation time. 10.5 Excess Usaqe. If vacation time off is used in excess of that available, such excess vacation time off will be, first, deducted from any available compensatory time off accrualj 37 finally, deducted from the next scheduled wage or salary payment. 10.6 Time Off Bank. An Employee Time Off Bank exists for each employee in the unit. Time off will be computed on an annual basis and will be composed of allowable vacation, holidays, and compensatory time based on existing policies. The time off from this bank may be taken in increments as small as one half (1/2) hour, with fractional usage rounded upward to the next higher multiple of one half (1/2) hour. Each affected employee shall be afforded the opportunity to submit time off selection (s) and the Police Chief or his designee shall make every reasonable effort to accommodate the employee's preference(s). The time at which an employee shall take his or her leave time shall be determined by the Police Chief, with due regard for the wishes of the employee and particular regard for the needs of the service. NOTE: All other policies and procedures described in Article VIII, "Overtime", Article IX, "Holidays", and Article X, "Vacation" will apply to the Time Off Bank. However, no employee will be allowed to carry a negative balance in the Time Off Bank. 38 ARTICLE XI 11.0 OTHER LEAVES OF ABSENCE 11.1 Sick Leave. A. Definition. Except as otherwise provided below, sick leave shall be deemed to mean absence from duty of an employee because of non-industrial illness or injury that prevents the employee from performing the duties of his or her position, and shall be deemed to include time in quarantine resulting from non-duty related exposure to a contagious disease. B. Accrual. Each employee shall be entitled to, and shall earn, eight (8) hours of sick leave for each full calendar month of service in which he or she is employed by the City with full paYj provided, however, any absence on sick leave for a period of time greater than fifteen (15) consecutive calendar days in anyone (1) calendar month shall not be considered to be service entitling an employee to earn sick leave as aforesaid. Subject to the other provisions in this Article, sick leave shall accrue to the credit of each employee to the extent that it is not used. Notwithstanding the foregoing, employees on leave of absence for service-connected illness or injury who are covered by the provisions of Labor Code Section 4850, shall continue to accumulate eight (8) hours of sick leave for each full calendar month of service for which he or she is employed by the City with full pay during said absence for service-connected illness or injury. C. Authorized Only When Necessary. Use of sick leave by City employees shall be authorized as follows: 1. Sick leave is not a right which an employee may use at his or her discretion, but shall be allowed only in cases of necessity and actual sickness or disability, or as authorized in Subsection J below. 2. With respect to "miscellaneous-member" employees covered by this Agreement, when such an employee's absence is caused by an industrial illness or injury, for which benefits are required to be provided under the State Workers' Compensation Insurance and Safety Act, the City shall pay 100% 39 of salary for the first three (3) days of such absence and sick leave shall not be debited. D. Limit. The maximum total accumulation of sick leave with pay shall be 1600 hours. Sick leave usage of less than a full day shall be charged in minimum increments of one- half (1/2) hour, with fractional usage rounded upward to the next higher multiple of one-half (1/2). E. Extended. The City Manager may grant leave up to six months without pay to an employee who has exhausted all of his or her accrued sick leave if the City physician or a licensed physician designated by the City Manager indicates that the employee will be sufficiently recovered to return to his or her employment within a six (6) months period. Prior to the expiration of the additional time, the employee may return to his or her position provided that he or she has a certificate from one of the above mentioned physicians stating that the employee is able to perform all the duties of his or her position without qualification. In addition to the above, the City Manager may grant a further extension not to exceed a total of one (1) year without pay. F. Extension by Use of Vacation. After an employee's sick leave has been exhausted, he or she may be granted permission to take any earned vacation he or she may have accrued. G. Notice. The employee taking sick leave shall notify his or her immediate supervisor riot less than one (1) hour prior to the time he or she is scheduled to report for duty. When the absence is more than three (3) consecutive working days, the employee must present to the Police Chief a physician's certificate stating the cause of illness and that, in the physician's opinion, the employee could not report to work because of such illness or injury and that the employee is sufficiently recovered to safely return to work. Such certificate shall be transmitted to the chief personnel officer with the report of the return of the employee to work. A physician's certificate or other satisfactory written evidence of actual illness or injury may be required after an absence of any duration of less than three (3) days. H. Denial. No employee shall be entitled to sick leave with 40 pay while absent from duty because of sickness or injury purposely self - inflicted or caused by willful misconduct; or sickness or disability sustained while engaged in employment other than employment by the City, for monetary gain or other compensation, or by reason of engaging in business or activity for monetary gain or other compensation. I. Excess Usage. If sick leave is used in excess of that due and available to an employee, such excess sick leave, will first, be deducted from any available compensatory time off benefit; second, from any available vacation leave benefit; finally, deducted from the next scheduled wage or salary payment. J. Personal Necessity Leave. Each employee shall be afforded the opportunity to use up to 48 hours of sick leave per calendar year, on a non-cumulative basis, as personal necessity leave. All of this personal necessity leave may be used to attend to an illness of a child, parent, or spouse of the employee. As used in this section, "child" means a biological, foster, or adopted child, a stepchild, a legal ward, or a child of a person standing in loco parentis; and "parent" means a biological, foster, adoptive parent, a stepparent, or a legal guardian. Up to three (3) days of this personal necessity leave may be used: (a) to attend to a serious accident to members of the employee's immediate family; (b) childbirth; (c) to cope with imminent danger to the employee's home or other valuable property; or (d) when the existence of external circumstances beyond the employee's control make it impractical for him or her to report for duty. For the purposes of this section only, a "day" shall be defined as the number of hours of work that an employee is required to work according to his or her specific workday schedule. K. Payment for Unused sick Leave. Definition. All employees, except for those involved in disciplinary termination, shall be entitled to payment under the following provisions: 1. After ten (10) years of cumulative full-time service with the City, each qualified employee shall be entitled to payment for one-third (1/3) of 41 the total sick leave benefit credited to his or her account upon the effective date of such termination, not to exceed a maximum limit of 427 hours, at the rate of pay in effect on the date of such termination. a. At his or her option, an employee may convert the above lump sum payment option into health insurance or long term care insurance premiums to the extent necessary to provide the employee and his or her designated eligible dependents, if any, with benefits under the heal th insurance program maintained by the Association. The City I s obligation to pay such premiums shall be terminated when the sum of premiums paid equals one-hundred fifty percent (150%) of the amount of the lump sum payment that the employee would have received for unused sick leave benefits had this option not been elected, not to exceed a maximum of 640 hours. 2. After 15 years of cumulative full-time service with the City, each qualified employee shall be entitled to credit for two-thirds (2/3) of the total sick leave benefit credited to his or her account upon the effective date of such termination, not to exceed a maximum limit of 1,066 hours, calculated at the rate of pay in effect on the date of such termination. This credit shall be applied toward monthly health insurance premiums or toward long- term care insurance premiums, beginning on the effective date of termination. The Cityl s obligation to pay such premiums to the Association on behalf of the employee shall be terminated when the total credit as described above has been exhausted. 3. After 20 years of cumulative full-time service with the City, each qualified employee shall be entitled to one of two options: (a) payment for 1/3 of the total sick leave benefit credited to his or her account upon the effective date of such termination, not to exceed a maximum limit of 533 hours, at the rate of pay in effect on the date of such termination, or (b) credit for 2/3 of the total sick leave benefit credited to his or her account upon the effective date of such termination, not to exceed a maximum limit of 1,066 42 11. 2 hours, as defined in "2" above. 4. After 25 years of cumulative full-time service with the City, each qualified employee shall be entitled to one of two options: (a) payment for 2/3 of the total sick leave benefit credited to his or her account upon the effective date of such termination, not to exceed a maximum limit of 1,066 hours, at the rate of pay in effect on the date of such termination, or (b) credit for 2/3 of the total sick leave benefit credited to his or her account upon the effective date of such termination, not to exceed a maximum limit of 1,066 hours, as defined in "2" above. 5. At the employee's election, payment for unused sick leave in the above provisions may be received in either a lump sum of money, or in equal monthly payments for a period of up to five (5) years. 6. A lump sum payment shall be made to the beneficiaries of any eligible employee whose death occurs while such employee is an active employee of the City, such payment to be in the amount of 1/3 of the total sick leave benefit credited to the employee1s account at the time of his or her death, and at the rate of pay effective on the date of death. 7. Upon the benefit continue employee death of any retired employee receiving a under this provision said benefit will to be provided on behalf of said retired to his or her beneficiary. Bereavement Leave. An employee shall be granted up to three (3) days leave without loss of pay in case of death of a member of the employee's immediate family. For purposes of this Section only, a "day" shall be defined as the number of hours of work that an employee is required to work according to his/her specific workday schedule. Such leave is designated as bereavement leave. "Immediate family" as used in this section is limited to: A. Any relative by blood or marriage who is a member of the employeels household; B. A parent, parent-in-law, spouse, child, brother, sister, grandparent or grandchild of the employee, 43 11. 3 11.4 11. 5 regardless of residence; C. Any other relative of the employee by blood or marriage where it can be established by the employee that as a result of such relative's death, the employee's presence is required. Military Leave. A. Proof of Orders and Reinstatements. An employee shall be granted military leave if he or she furnishes the Chief Personnel Officer satisfactory proof of his or her orders to report for duty. Upon return and upon showing proof of actual service pursuant to such orders, he or she will be reinstated as provided in Section 9 -143 of the Santa Ana Municipal Code. B. Temporary. Members of the reserve forces of the Uni ted States, or the National Guard, granted temporary leave when ordered to duty, in accordance with the Military and Veterans Code and Section 9 -144 of the Santa Ana Municipal Code, will be granted leave with pay not to exceed thirty (30) calendar days in each calendar year after one yearls service with the City upon presenting satisfactory proof of orders to and from such temporary active duties. Jury and Witness Leave. When an on-duty employee is called to serve as a juror or a non-party witness in any court action he or she shall be allowed leave for the time actually required for such service, without loss of pay. Each on-duty employee called for such service shall present to the Police Chief for examination the subpoena calling him or her to such service and shall pay into the City Treasury the fees collected for such service, with the exception of reimbursement for transportation expenses, if any. Refer to Departmental Order 396 - Jury Duty for specifics. Examination Leave. Employees participating in examinations conducted during their normal working hours for positions in the competitive service of the City of Santa Ana will be granted leave with pay for the time actually required, without loss of any accrued vacation or compensatory time off benefits. 44 11. 6 11. 7 11. 8 Unauthorized Absence. Unauthorized absence from duty for any duration of time may be considered cause for dismissal. Absence from duty without leave for five (5) consecutive working days shall be deemed a resignation from the service; provided, however, if upon return to duty the person so absenting himself makes an explanation satisfactory to the Police Chief of the cause of his absence, the Police Chief may restore him to his position, with the City Manager's approval. Authorized Absence Without Pay. Absence without pay not to exceed five (5) consecutive working days, may be authorized by the Police Chief. Absence without pay not to exceed fifteen (15) calendar days may be authorized by the department with the approval of the City Manager. Such absences may be authorized only if in the judgment of the Police Chief they serve the best interest of the City. Authorized Absence Without Pay - Lonq Term. Upon receipt of a written request from an employee having permanent status plus action by the Police Chief recommending approval of the request, the City Manager may grant a leave of absence for up to six (6) months. An employee returning to duty with the City shall inform the Police Chief and chief personnel officer of his or her intention at least thirty (30) calendar days prior to the expiration of the six (6) months period or shorter period if the full six (6) months is not taken. Upon receipt of such notice, the Police Chief will take steps necessary to restore the employee to his or her former position. 11.9 Administrative Leave. The City Manager is authorized to grant, at his discretion, administrative leave with or without pay for permanent employees if, in his opinion, such a leave is in the interests of the City. 11.10 Industrial Leave. A. Each" safety member" employee covered by the provisions of Labor Code Section 4850 who is compelled to be absent from duty because of an illness or injury covered by the State of California Workers I Compensation Insurance and Safety Act shall, in lieu of temporary disability compensation payable under the aforementioned Act, continue to be paid his or her normal salary and 45 11.11 accrue other benefits in accordance with the provisions of Labor Code Section 4850. B. Any period of time during which an employee lS required to be absent from his or her position by reason of an industrial injury or industrial illness for which he or she is entitled to receive compensation shall not be considered a break in continuous service for the purpose of his or her right to salary adjustment or to the accrual of vacation and seniority. Catastrophic Leave Donation. employees otherwise granted leave by the City Manager because of industrial medical condition or Association agree to implement Donation Program. In order to assist of absence without pay a catastrophic, non- injury, the City and a Catastrophic Leave A. Guidelines. It shall be understood that all donations under this procedure are voluntary and subject to taxation for the recipient. 1. Employees may donate vacation or compensatory time or one in-lieu holiday to the eligible employee. In no event shall sick leave be donated. 2. Employees shall be provided a two-week period to submit donations. Donations received after this two-week period shall not be processed. The two-week period for each case shall be designated by the Police Chief or his designee as provided herein below. 3. Donations shall be for a minimum of two (2) hours and a maximum of eight (8) hours per donor. All donations must be made in two- hour increments, except in lieu holidays must be for eight (8) hours. 4. Any authorization of donations not made in accordance with the procedures outlined ln Section C, subparagraph 2 below, will not be processed. 5. All donations shall be irrevocable. 46 6. In the event the recipient returns to work before leave donations have been exhausted, any balance on the books shall be accrued by the recipient and designated as sick leave and may be used pursuant to Article XI, Sections 11.lA through 11.lK above. B. Eliqibility. Full-time employees shall be eligible for catastrophic leave donations if the following criteria are met: 1. When it is reasonably foreseeable that all accrued time on the books, such as sick leave, compensatory time, vacation, and in lieu holidays, will be exhausted and the employee's illness will continue past the time when the employee will be on paid status. 2. The Police Chief or his designee has approved a written request for donations accompanied by a medical statement from the employee1s attending physician. The attending physicianls statement must verify the employee's need for an extended medical leave and an estimate of the time the employee will be unable to work. C. Procedure. 1. Upon receipt of a valid request for donations from an eligible employee, the Police Chief or his designee shall post a notice of the eligible employee's need for donations on bulletin boards accessible to employees. No confidential medical information shall be included in the posted notice. 2. Employees wishing to donate time to an eligible employee must sign his or her authorization of the transfer of such donated time and provide: a. His or her name, department name, and employee number; b. The number of hours of compensatory or vacation time of the donation within 47 the limitations of subparagraph 3 above; Section A, c. The name, department, and employee number of the recipient; d. A statement indicating that the donor understands such donation of time is irrevocable. 3. At the close of the two-week donation period, the department shall verify that each donating employee has accrued vacation and/or comp time balances sufficient to cover the designated donation. 4. The department shall submit all approved donation authorizations for an eligible employee at one time for processing. No donation authorizations for the eligible employee will be processed after this period. However, employees who receive donations under this procedure and who exhaust all donated hours may request an additional donation period subject to the provisions of Section A, herein. 5. The City shall add the donated time to the recipientls sick leave account. D. Effective as soon as practicable following implementation of this Agreement, the City agrees to pay any unused Catastrophic Leave Donations remaining on the books to the surviving beneficiary of each of the three (3) designated deceased members covered by this Agreement. E. For those current employees with unused catastrophic leave on the books, the City agrees to convert said unused catastrophic leave to sick leave for use in accordance with the provisions of Article XI, Sections 11.lA through 11.lK above. 48 12.1 ARTICLE XII 12.0 EMPLOYEE INSURANCE During the term of this Agreement the City will contribute toward the payment of premiums for health, dental and long-term disability insurance plans administered by the Association for the benefit of the employees represented by the Association as follows: A. Medical Insurance. During the term of this Agreement, the City will contribute the following amounts to the Santa Ana Police Officers Association Medical Insurance Trust Fund for each affected employee enrolled in medical insurance plans provided by the Association for its bargaining unit members and their eligible dependents: Effective 7-1-00-6-30-01 $430/month per employee Effective 7-1-01-6-30-02 $470/month per employee Effective 7-1-02-6-30-03 $490/month per employee Any contributions necessary to maintain benefits under said medical plans in excess of these amounts per month shall be borne entirely by the Association and/or the enrollees. B. Dental Insurance. During the term of this Agreement, the City will contribute the following amounts to the Santa Ana Police Officers Association Medical Insurance Trust Fund for each affected employee enrolled in dental insurance plans provided by the Association for its bargaining unit members and their eligible dependents: Effective 7-1-00-6-30-01 $40/month per employee Effective 7-1-01-6-30-02 $50/month per employee Effective 7-1-02-6-30-03 $60/month per employee Any contributions necessary to maintain benefits under said dental plans in excess of these amounts per month shall be borne entirely by the Association and/or the enrollees. C. Lonq-Term Disability (L.T.D.) Insurance. The 49 12.2 12.3 City shall continue to contribute to the Santa Ana Police Officer Medical Insurance Trust Fund an amount toward the payment of premiums for each employee who is enrolled in the long-term disability insurance plan provided by the Association for employees covered by this Agreement in accordance with the following schedule: 1. With respect to sworn, police personnel, up to a eight dollars ($68.00) enrollee. "safety-member" maximum of sixty- per month per 2 . with respect to non-sworn, member" personnel, up to a four dollars ($64.00) enrollee. "miscellaneous- maximum of sixty- per month per Any contribution necessary to maintain benefits under such long-term disability insurance plan provided by the Association for covered employees in excess of the amounts set forth as above shall be borne by the Association and/or the enrollees. D. Life Insurance. The City shall maintain in effect for the term of this Agreement its existing life insurance plan for employees covered by this Agreement on the same basis as said plan was offered to employees as of December 31, 1988 except the term life insurance coverage for each affected employee will be in the amount of twenty thousand dollars ($20,OOO), plus twenty thousand dollars ($20,OOO) accidental death and dismemberment (AD + D) coverage, at no cost to the employee. . Retiree Health Insurance Plan. Members retiring on or after July 1, 1997, will be provided health insurance premium reduction assistance. All bargaining unit employees and the Association shall hold the City harmless, defend and indemnify the City for any claims regarding the administration of, or the payment of, claims under any Association designed retiree health insurance benefit plan. Employees on unpaid leave of more than 15 calendar days shall not receive the Cityl s contribution toward any 50 insurance coverage. The Police Department will notify the Association of all employees on unpaid leave or who separate from City employment within three (3) working days. The City will continue the payment of contribution for insurance coverage until the end of the month in which the Association had received notice from the City of the employee's separation from employment. 51 13.1 13.2 ARTICLE XIII 13.0 RETIREMENT General. The City shall continue to make contributions to the California Public Employees I Retirement System (CalPERS) in accordance with its contract with CalPERS for employees covered by said contract as amended on January 1, 1990 and to be amended to provide for the 3% at 50 benefit effective July 1, 2001. Deferred Retirement. The City shall continue to make payment to CalPERS on behalf of each employee covered by this Agreement in accordance with the following schedule: A. with respect to "safety-member" employees, the City shall pay an amount equal to nine-ninths (9/9ths) of his or her individual employee retirement contribution. B. With respect to "miscellaneous-member" employees covered by this Agreement, the City shall pay an amount equal to seven-sevenths (7/7ths) of his or her individual employee retirement contribution. Such payments shall be credited to the individual employee1s CalPERS account. Such payments are not increases ln base salary and no salary rate range applicable to any of the employees covered by this Agreement shall be changed or deemed to have been changed by reason thereof. As a result, the City will not treat these payments as ordinary income and thus, will not withhold federal or state income tax from said payments. The City has received an opinion or ruling from the Internal Revenue Service confirming that these payments are deferred compensation, not ordinary income. In the event that the City receives a subsequent ruling from the Internal Revenue Service that such payments are ordinary income of the employees instead of deferred compensation, the City's obligation to make such payments shall discontinue and in place thereof the base salary of each affected employee shall forthwith be increased by eighteen (18) salary rate ranges (9.0%) for "safety- 52 13.3 member" and fourteen (14) salary rate ranges (7.0%) for all "miscellaneous-member" employees covered by this Agreement. For the purpose of reporting an employee's compensation to CalPERS, the City shall include these payments as if they were a part of the employee's base salary. C. If the City's actuarial valuation from CalPERS indicates an employer contribution rate of 0%, then the City will provide, as soon as practicable, CalPERS fourth level of 1959 Survivors Benefit to all eligible employees in the unit. If, however, this CalPERS valuation indicates an employer contribution rate of more than 0%, the City and Association agree to reopen this Article of the MOU for further discussion. D. Effective June 5, 2000, the City will provide the CalPERS Pre-Retirement Optional Settlement 2 Death Benefit to all eligible employees in the unit. 3% at 50 Service Retirement Benefit for Safety Members. The City agrees to amend its contract with CalPERS to provide Safety employees represented by this bargaining unit with the new 3% at 50 Service Retirement benefit effective July 1, 2001. Payment of New 3% at 50 Service Retirement Benefit. The actual cost for the benefit shall be determined upon receipt of the annual actuarial valuation setting forth employer rates for the 2001-02 fiscal year and every subsequent year thereafter. In order to provide this benefit to its current safety members, the City and Association agree that eligible employees will pay 50% of the total additional normal cost to provide this benefit, not to exceed 1.42% of safety payroll at such time as the City of Santa Ana incurs such cost. Yearlv Actuarial Valuation Fluctuations. CalPERS provides the City with a yearly actuarial valuation informing it of its new employer contribution rate to be in effect July 1st of each year. The City and Association agree that current excess assets have reduced the City's current employer contribution rate for its Safety Plans to 0% and that the City's employer contribution rate will fluctuate from year to year based on the investment returns earned by the retirement system. The City agrees 53 13.4 that current eligible safety employees paying to receive this benefit should also benefit from this yearly fluctuation in the City's annual actuarial valuation. As such, current eligible Safety employees will contribute 50% of any yearly City employer contribution rate to a maximum of 1.42%. For example, if in year two, the City's employer contribution rate is 2.5%, then employees covered by this Agreement will pay 1.25%. However, if the City I S rate increases to 3.50% in the subsequent year, the employees covered by this Agreement will pay 1.42%. Military Service Credit as Public Service. Effective January 1, 2001, or as soon as practicable thereafter, an employee covered by this Agreement may elect to purchase up to four (4) years of service credit for any continuous active military or merchant marine service prior to employment. The employee must contribute an amount equal to the contribution for current and prior service that the employee and the employer would have made with respect to that period of service. 54 14.1 14.2 14.3 14.4 ARTICLE XIV 14.0 RELEASE TIME FOR ASSOCIATION REPRESENTATIVE During the term of this Agreement, the City agrees to grant full-time release from duty for one (1) Association representative for the conduct of Association affairs subject to the following: The Association shall reimburse the City for one hundred percent (100%) of salary (including any salary additives, such as career incentive pay) and benefit costs. Such reimbursement may be from the bank established pursuant to Section 8.15 of Article VIII of this Agreement. The Association shall provide an lnsurance policy or policies, or certificate of such insurance, naming the City of Santa Ana, its officers, employees and agents as insured or additional insured, which provides coverage against liability for any and all claims and/or suits for damages or injuries to persons or property resulting from or arising out of any act or omission of said Association representative. Said policy or policies of insurance shall provide coverage for both bodily injury and property damage in not less than the following minimum amounts: One million dollars ($1,000,000.00) combined single limit or its equivalent. Said policy or policies shall also contain a provision that no termination, cancellation or change of coverage of insured or additional insured shall be effective until thirty (30) days notice thereof has been given in writing to the City of Santa Ana. The Association shall provide the City of Santa Ana with an insurance certificate from a workers I compensation insurance carrier certifying that it carries primary workers' compensation insurance on behalf of said Association representative and the policy shall not be cancelled nor the coverage reduced except upon ten (10) days' prior notice to the City of Santa Ana. The Association shall indemnify and save harmless the City of Santa Ana, its officers and employees, from and against any and all damage to property or injuries to or death of any person or persons, including property and employees or agents of the City of Santa Ana, and shall defend, indemnify and save harmless the City of Santa 55 14.5 14.6 Ana, its officers and employees, from any and all claims, demands, suits, actions or proceedings of any kind or nature, including, but not by way of limitation, workers I compensation claims, resulting from or arising out of the negligent acts, errors, or omissions, or arising out of the intentional or malicious acts of Association's representative. The Association and the City of Santa Ana agree that the Association I s representative will not be required to carry out any peace officer's duties during such time that the Association's representative is on such full- time release from duty. The Association1s representative will be required to comply with the Rules and Regulations of the Santa Ana Police Department as they apply to off- duty employees, except such representative will not be required to report for duty for any purpose. Upon return to duty from such full- time release, the Association' s representative shall be restored to the same position without loss of any benefits as he or she would have occupied or accrued if there had been no disruption in duty status. The Association agrees that since the Association representative does not report for duty or account to the City for his or her sick leave or vacation time, that vacation and sick leave accruals shall be treated as follows: A. The Association representative shall accrue eight (8) hours of sick leave each month until the accrued sick leave total reaches a maximum of 1600 hours. B. Vacation shall be accrued consistent with existing POA MOU provisions. The Association representati ve may not carryover from one (1) calendar year to the next more than the equivalent of one (1) longevity vacation period and the equivalent of one (1) regular vacation period from the previous two (2) years. Regular vacation in excess of that accrued during the previous two (2) year period will be forfeited. C. The Association representative may not donate his/her accrued vacation or holiday time. 56 15.1 ARTICLE XV 15.0 SAFETY The City and the employees of the City agree to comply with all applicable federal, state and local laws, and City of Santa Ana regulations, which relate to health and safety. 57 16.1 ARTICLE XVI 16.0 RESIDENCY Effective as soon as practicable following the execution of this Agreement, the City shall perform any and all acts that are necessary so as to remove appropriate limitations upon where employees may reside who are covered by this Agreement. At the discretion of the Police Chief, selected special duty assignments may be designated as rapid response assignments. In those instances, the Police Chief may apply specific residency requirements upon members assigned to those positions. 58 17.1 17.2 ARTICLE XVII 17.0 DISCIPLINE Any permanent employee covered by this Agreement may only be disciplined in accordance with the standards and procedures and subject to all rights of appeal set forth in Santa Ana Municipal Code Sections 9-9, 9-10, 9-118.1, et seq. Any probationary employee covered by this Agreement may be disciplined in accordance with the standards and procedures set forth in Santa Ana Municipal Code Sections 9-90, 9-91, 9-118, and subject to review in accordance with the grievance review procedure contained in this Agreement. In addition, a new section shall be added to the Municipal Code to provide as follows: A. In the event an employee lS ordered to absent himself from the job based on probable cause and it is subsequently determined by the Police Chief, the City Manager, Personnel Board or a court of competent jurisdiction, that cause did not exist for the ordered absence, the employee shall have restored to him any paid leaves of absence against which such absence may have been charged, and he shall be granted a retroactive leave of absence with pay for the time during which he was prohibited from performing the duties of his position, less any compensation paid to him by the City during such ordered absence unless such employee waives his/her rights to retroactive pay. B. In the event an employee is reduced, suspended and/or discharged, and upon appeal the City Manager, Personnel Board or a court of competent jurisdiction does not sustain such reduction, suspension, and/or discharge, the employee shall be entitled to his base rate or salary including all additives, vacation, and sick leave as if such unsustained reduction, suspension, or discharge had not been invoked. However, in no event shall an employee be entitled to any salary or credit for vacation and sick leave for any period of time covered by a suspension sustained on appeal or for any period of time waived by the employee as a condition to the granting of a continuance of any 59 hearing on appeal. C. If, during an absence for which an employee is paid pursuant to this Section, he earned any money which he would not have earned had he continued to perform the duties of his position, such sum shall be deducted from the salary otherwise payable to him pursuant to this Section. 60 18.1 18.2 ARTICLE XVIII 18.0 GRIEVANCE REVIEW PROCEDURE Definition of Grievance. A grievance shall be defined as a timely complaint by an employee or group of employees or the Association concerning the interpretation or application of specific provisions of this Agreement, or of the rules and regulations governing personnel practices or working conditions of the City; except, however, those matters specifically assigned to the jurisdiction of the City Personnel Board by provision of the City Charter and the Civil Service Rules and Regulations. No employee shall suffer any reprisal because of filing or processing of a grievance or participating in the Grievance Review Procedure. Informal Process. A. An employee must first attempt to resolve the grievance on an informal basis through discussion with his or her immediate supervisor without undue delay, but in no case, beyond a period of ten (10) calendar days after the occurrence of the alleged incident giving rise to the grievance, or when the grievant knew or should have reasonably become aware of the facts giving rise to the grievance. If the employee's grievance is directed against the actions of his or her immediate supervisor, the employee may initiate his or her grievance wi th his or her Division Commander. In such cases, the employee shall file his or her grievance directly with the Division Commander within ten (10) calendar days of the event. Response time lines will continue as designated for Division Commander and above. If the grievance is directed toward the Division Commander, the employee may file directly with the Bureau Commander. B. The Supervisor will respond to the grievance within seven (7) calendar days of receiving the grievance. C. If the grievance is not resolved at the immediate 61 18.3 supervisor level, the employee, within ten (10) calendar days of the supervisor's response, will attempt to resolve the grievance on an informal basis through discussion with his or her Division Commander. The Division Commander will respond to the grievance within seven (7) calendar days of receiving the employee grievance. D. Every effort shall be made to find an acceptable solution to the grievance through this informal process. E. If the grievance is not resolved at the informal level, the employee shall then set forth the grievance in writing, indicate the nature of the action desired, sign it, and submit it in duplicate to his or her Bureau Commander. At this point, the grievance review process becomes formal. Should the grievant fail to file a written grievance, and in the manner specified above, within ten (10) calendar days after receiving the response from his or her Bureau Commander, the grievance shall be barred and waived. Formal Process. A. If the grievance is not resolved through the informal process, and a written grievance is filed within the time limits set forth above, the grievant1s immediate supervisor and Division Commander will add their comments and any justification they consider proper, sign it, and forward it to their Bureau Commander without undue delay, or in no case, more than seven (7) calendar days after receiving the formal grievance. A copy shall be provided to the employee. B. The Bureau Commander, after study of the case, shall attach his or her decision and reasons therefore, and return them to the employee within seven (7) calendar days after receipt of the written grievance. C. If no satisfactory settlement has been reached at the division level, the employee may, wi thin seven (7) calendar days after receipt of the Bureau Commander1s decision may, in writing, request a meeting with the Police Chief to pursue the 62 employee's grievance. Failure of the grievant to take this action will constitute a waiver and bar to the grievance, and the grievance will be considered settled on the basis of the Bureau Commander's response. D. If the grievant files a written grievance to the Police Chief in the matter and within the time limits specified in "C" above, then a conference shall be held at the request of the employee or the Police Chief. E. The Police Chief shall inform the employee of his action within fourteen (14) calendar days of the filing of the written grievance with the Police Chief or the date the conference is held between the employee and the Police Chief. F. If no satisfactory settlement has been reached at the departmental level, the employee may, within seven (7) calendar days after being informed by the Police Chief of his decision on the matter, and the reasons thereof, submit the grievance in writing to the City Manager, or his duly authorized representative, for determination. Failure of the grievant to take this action will constitute a waiver and bar to the grievance, and the grievance will be considered settled on the basis of the Police Chief's response. The City Manager, or his representative, after careful review, shall render a final decision on the merits of the grievance, in writing, and return it to the grievant within twenty-one (21) calendar days after receiving the grievance. A copy of the written grievance to the City Manager, and of the City Manager's decision, shall be filed in the Personnel Records of the department and the grievant's personnel jacket maintained ln the Personnel Services Department. G. After the procedure set forth in this Article has been exhausted, the grievant, the Association, and the City shall have all rights and remedies to pursue said grievance under the law. 63 19.1 19.2 ARTICLE XIX 19.0 DUES DEDUCTION AND IDEMNIFICATION Dues Deduction. The City shall deduct dues, on a regular basis, from the pay of all employees recognized to be represented by the Association, who voluntarily authorize such deduction, in writing, on a form to be provided for this purpose by the City. The City shall remit such funds to the Association within thirty (30) days following their deduction. Indemnification. The Association agrees to hold the City harmless and indemnify the City against any claims, causes of actions, or lawsuits instituted by a member or members of the Association arising out of the deductions or transmittal or such funds to the Association, except the intentional failure of the City to transmit, to the Association, monies deducted from the employees pursuant to this Article. 64 20.1 ARTICLE XX 20.0 CITY RIGHTS The City reserves, retains, and is vested with, solely and exclusively, all rights of Management which have not been expressly abridged by specific provision of this Agreement or by law to manage the City, as such rights existed prior to the execution of this Agreement. 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: A. To manage the City generally and to determine the issues of policy. B. To determine the facts which are decision. or non-existence of of the Management existence the basis C. To determine the necessity of organization of any service or activity conducted by the City and expand or diminish services. D. To determine the nature, manner, means, and technology, and extent of services to be provided to the public. E. To determine methods of financing. F. To determine types of equipment or technology to be used. G. 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. H. 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 operation of the City. I. To assign work to and schedule employees in accordance with requirements as determined by the 65 20.2 City, and to establish and change work schedules and assignments. J. To relieve employees from duties for lack of work or similar non-disciplinary reason, subj ect to the provisions of the City Charter, Municipal Code, federal and state law and this Agreement. K. To establish and modify productivity and performance programs and standards. L. To discharge, suspend, demote, or otherwise discipline employees for proper cause in accordance with the provisions and procedures set forth in the City Charter and Santa Ana Municipal Code. M. To determine job classifications and to reclassify employees. N. To hire, transfer, promote, and demote employees for non-disciplinary reasons in accordance with this Agreement. o. To determine policies, procedures, for selection, training, and employees. and standards promot ion of P. To establish employee performance standards including, but not limited to, quality and quantity standards and to require compliance therewith. Q. To maintain order and efficiency in its facilities and operations. R. 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. S. To take any and all necessary action to carry out the mission of the City in emergencies. Except in emergencies, or where the City is required to make changes in its operations because of the requirements of law, whenever the contemplated exercise of Management's rights shall impact on a significant number of employees of the bargaining unit, the City 66 agrees to meet and confer in good faith with representatives of the Association regarding the impact of the contemplated exercise of such rights prior to exercising such rights, unless the matter of the exercise of such rights is provided for in the Agreement. The City and Association agree that upon the expiration of this contract and during the good faith negotiations for a subsequent contract, salary and benefits shall continue at the then current rate. 67 21.1 21.2 ARTICLE XXI 21.0 STRIKES AND WORK STOPPAGES Prohibited Conduct. A. The Association, its officers, agents, representatives, and/or members agree that during the term of this Agreement, they will not cause or condone any unlawful strike, walkout, slowdown, sick-out or any other unlawful job action by withholding or refusing to perform services. B. Any employee who participates in any conduct prohibited in Subsection A above shall be subject to suspension, demotion or dismissal by the appointing authority. C. In addition to any other lawful remedies or disciplinary actions available to the City, if the Association fails, in good faith, to perform all responsibilities listed below in Section 21.2, Association Responsibility, the City may suspend any and all rights and privileges, accorded to the Association in this Agreement, including but not limited to suspension of the Grievance Review Procedure and dues deduction. Association Responsibility. In the event that the Association, its officers, agents , representatives, or members engage in any of the conduct prohibited ln Section 21.1A of this Article, Prohibited Conduct, the Association shall immediately instruct any persons engaging in such conduct that their conduct is in violation of this Agreement and unlawful, and they must immediately cease engaging in conduct prohibited in said Section 21.1A, and return to work. 68 22.1 ARTICLE XXII 22 . 0 LAYOFFS A. All layoffs within the competitive service occasioned by abolishment of a position, the combination of duties of two (2) or more positions, or the reduction in numbers of employees in a given class, shall be governed by seniority in the class. Reemployment shall be in reverse order of layoff. B. Any promotional probationary employee laid off under these procedures, who held permanent status in a lower class shall retain seniority rights in the previously held classification provided that it is still listed in the City's current basic classification and compensation plan. C. Any permanent, full-time employee laid off under the above provisions may request a demotion to a position in a lower class provided he/she meets reasonably related qualifications required for placement in the class and the position is vacant. D. Notice of Service. On request, a laid off employee shall receive a statement certifying that his/her services have been satisfactory. Layoff shall not be used in lieu of a disciplinary dismissal. 69 23.1 23.2 ARTICLE XXIII 23.0 SOLE AND ENTIRE AGREEMENT It lS the intent of the parties hereto that the provisions of this Agreement shall supersede all prior agreements and memoranda of agreement, or memoranda of understanding, or contrary salary and/or personnel rules and regulations or administrative codes, provisions of the City, oral and written, expressed or implied, between the parties, and shall govern the entire relationship and shall be the sole source of any and all rights which may be asserted hereunder. This Agreement is not intended to conflict with federal or state law or the City Charter. The City will continue to administer its employee relations and its personnel policies and procedures in accordance with duly-adopted ordinances and resolutions, and the affected employees will continue to be governed thereby during the term of this Agreement. 70 ARTICLE XXIV 24.0 WAIVER OF BARGAINING DURING THE TERM OF THIS AGREEMENT 24.1 During the term of this Agreement, the parties mutually agree that they will not seek to negotiate or bargain with regard to wages, hours, and terms and conditions of employment, whether or not covered by the Agreement or in the negotiations leading thereto, unless required by specific provisions of this Agreement, and irrespective of whether or not such matters were discussed or were even within the contemplation of the parties hereto during the negotiations leading to this Agreement. Regardless of the waiver contained in this Article, the parties may, however, by mutual agreement, in writing, agree to meet and confer about any matter during the term of this Agreement. 71 25.1 ARTICLE XXV 25.0 SEPARABILITY PROVISION Should any provision of this Agreement be found to be inoperative, void, or invalid by a court of competent jurisdiction, all other provisions of this Agreement shall remain in full force and effect for the duration of this Agreement, provided that if any such affected provisions invalidate or void any benefits of employees covered hereunder, the parties shall forthwith commence negotiations to replace the invalidated benefits with benefits of comparable value. 72 26.1 ARTICLE XXVI 26.0 TERM OF AGREEMENT The term of this Agreement shall be from July 1, 2000 through June 30, 2003. 73 27.1 Dated: Dated: Dated: ARTICLE XXVII 27.0 RATIFICATION AND EXECUTION The City and the Association have reached an understanding as to certain recommendations to be made to the City Council for the City of Santa Ana and have agreed that the parties hereto will jointly urge said Council to adopt a new wage and salary resolution which will provide for the changes contained in said joint recommendations. The City and the Association acknowledge that this Agreement shall not be in full force and effect until ratified by the membership of the Association and adopted by the City Council of the City of Santa Ana. Subject to the foregoing, this Agreement is hereby executed by the authorized representatives of the City and the Association and entered into this 21st day of August, 2000. CITY OF SANTA ANA, a Municipal Corporation of the .Sta.tB"/ of Calif rnia /." .J"F t-_ ...... :? ~ - J J -0 0 By: y~ 3/-()t!) ,""YO /?I~ ''tZt~ ,/!~,~[v--_ ~_CITY M[:GER :~ (" ~. ~ EMPLOYEE RELATIONS MGR. PERSONNEL SERVICES By: (\ \l-.~/ D /l~\) By: ATTEST: ~ / ~/D . LERK OF THE COUN APPROVED AS TO FORM: ?~ ~ Id-, CITY ATTORN { 74 This Agreement has been ratified by the membership of the Santa Ana Police Officers Association. SANTA ANA POLICE OFFICERS ASSOCIATION Dated: <? /2/ / ()"tj I I By: ~GER ~~ p ;{)~;;ili OHN DOUTHIT _ .J. C2 A~ ~ (roiy HOA . . L~ :'1 '/I I/l HotLY SWAIN .. ----..~. 75 EXHIBIT A BASIC SALARY AND WAGE SCHEDULE The City's basic salary and wage schedule provides for a number of ranges of pay rates (salary rate ranges) each comprised of five pay steps or rates. The salary rate ranges are identified by a three-digit number and the steps by the letters A to E inclusive. For non-management employees, the purpose of each step and the length of service required for advancement within the rate range are summarized as follows: A Step Normal beginning pay rate. B Step Automatic Increase - After 6 months service in next lower step. Also optional hiring rate. C Step Automatic Increase - After 12 months service in next lower step. Also maximum hiring rate. D Step Automatic Increase - After 12 months service in next lower step. E Step Merit Rate - After 18 months service in next lower step. In the following salary schedule matrix, each salary range is identified by a three- digit number. The first two digits are listed in the first vertical column on the left and the third digit is listed horizontally across the top and identifies the appropriate column. This three-digit range number locates "A" step of the range steps B, C, D and E are found in the column directly below "A" step. For example, "A" step of Range No. 401 is found to be $1476 by moving down the left column (Range No.) to the number 40 (the first two digits of the Range No.), then horizontally to column 1 (the third digit of the Range No.). The "A" step of $1476 has the remaining steps shown directly below, thus the full, five-step range is 1476-1549-1627-1708-1793. In the same manner, Range No. 455 is found to be 1921-2017-2118-2223-2334. SALARY SCHEDULE MATRIX 234 5 1483 1491 1498 1506 1557 1565 1573 1580 1635 1643 1651 1659 1717 1725 1734 1742 1802 1811 1820 1830 1892 1902 1911 1921 1987 1997 2007 2017 2086 2097 2107 2118 2190 2201 2212 2223 2299 2311 2322 2334 2414 2427 2439 2451 2536 2548 2561 2574 2663 2676 2690 2703 2796 2810 2824 2838 2936 2950 2965 2980 3082 3098 3113 3129 3237 3253 3269 3285 3398 3415 3432 3449 3568 3586 3604 3622 3747 3765 3784 3803 3935 3954 3974 3994 4132 4152 4173 4194 4339 4360 4382 4404 4556 4579 4601 4624 4787 4810 4834 4858 5026 5051 5076 5101 5278 5304 5330 5356 5542 5569 5596 5623 5818 5847 5876 5905 6110 6140 6170 6200 6415 6446 6478 6510 40 41 42 43 44 45 46 47 48 49 50 51 52 53 54 55 56 57 58 59 60 61 62 63 64 65 66 67 68 69 70 o 1469 1542 1619 1700 1785 1874 1968 2066 2169 2277 2391 2511 2637 2769 2907 3052 3205 3365 3533 3710 3896 4091 4296 4511 4741 4978 5226 5488 5762 6050 6353 1 1476 1549 1627 1708 1793 1883 1977 2076 2179 2288 2402 2523 2650 2782 2921 3067 3221 3381 3550 3728 3915 4111 4317 4533 4764 5002 5252 5515 5790 6080 6384 76 6 1513 1588 1668 1751 1839 1930 2027 2128 2234 2346 2463 2587 2717 2853 2995 3144 3302 3467 3640 3822 4014 4215 4426 4648 4882 5126 5382 5650 5934 6230 6542 7 1521 1596 1676 1760 1848 1940 2037 2139 2246 2357 2475 2600 2730 2867 3010 3160 3318 3484 3658 3841 4034 4236 4448 4671 4906 5151 5408 5678 5963 6260 6574 8 1528 1604 1684 1769 1857 1950 2048 2150 2257 2369 2488 2613 2744 2881 3025 3176 3335 3501 3676 3861 4054 4257 4470 4694 4930 5176 5434 5706 5992 6291 6606 9 1536 1612 1693 1778 1866 1960 2058 2160 2268 2381 2500 2626 2758 2896 3040 3192 3352 3519 3695 3880 4074 4278 4493 4718 4954 5201 5461 5734 6021 6322 6638 ril :> H a rl M ~ ~ ~ ~ M \.D L1) L1) co a (J) \.D M M N \.D ~ L1) ~ E-< ~ L1) r- r- M r- r- r- (J) a a a r- M rl (J) (J) (J) M L1) (J) \.D r- U \.D (J) rl co a a a ~ r- (J) (J) N (J) L1) L1) ~ ~ rl L1) \.D r- a ril L1) \.D ~ ~ ~ ~ ~ ~ L1) L1) L1) ~ ~ M L1) ~ ~ ~ ~ ~ M ~ rx. 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