HomeMy WebLinkAboutSANTA ANA POLICE BENEVOLENT ASSOCIATION o _7. 07
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MEMORANDUM OF UNDERSTANDING
BETWEEN THE CITY OF SANTA ANA AND
THE SANTA ANA POLICE BENEVOLENT ASSOCIATION
FOR FISCAL YEARS 1988-89 AND 1989-90
ARTICLE I - RECOGNITION
Pursuant to the provision of the Meyers-Millias-Brown Act, Government
Code Section 3500, et seq. , the City of Santa Ana (hereinafter called the
"City") has recognized the Santa Ana Police Benevolent 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, Community
Service Officer, Crime Laboratory Supervisor, Criminalist I, II, III,
Criminalistics Laboratory Aide, Evidence and Property Clerk, Forensic
Specialist I and II, Parking Control Officer, Police Communications
Supervisor, Police Recruit, Police Service Officer, Police Services
Dispatcher, and Senior Forensic Specialist and excludes all other
non-sworn employees of the Police Department and sworn, "safety-member"
police classes of Police Lieutenant, Police Captain and Police Chief.
ARTICLE II - NON-DISCRIMINATION CLAUSE
Section 1. The City and Association agree that they shall not
discriminate against any employee because of race, color, sex, age,
national origin, political or religious opinions or affiliations, or in
violation of Government Code Sec. 3500. 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.
Section 2. Whenever reference- is made to the masculine gender it
shall be understood to include the feminine gender, unless expressly
stated otherwise.
ARTICLE III - ATTENDANCE, WORKDAY AND WORKWEEK
Section 1. Attendance. Employees covered by this Agreement shall be
in attendance at their work during hours prescribed by the Chief of
Police or his designee(s) and shall not absent themselves during
prescribed hours without approval of the Chief of Police or his
designee(s).
Section 2. Definitions.
A. Workday. Eight (8) hours of work shall constitute a
regular and normal workday for all employees. The regular and normal
workday for sworn, "safety-member" police personnel assigned to Traffic
and Patrol shall be a tour of duty of eight and one-half (8 1/2) hours
with one-half (1/2) hour for meals (Code 7 time) and for all others nine
(9) hours with one (1) hour for Code 7 time, which Code 7 time shall not
be considered overtime and is not otherwise compensable except as
provided in the Settlement Agreement executed by the parties hereto on
November 21, 1977, and including Field Operations Divisional Order No.
15, dated February 15, 1978, and attached to said Settlement Agreement as
"Exhibit A."
B. Minimum Workweek. The minimum workweek for all employees
covered by this Agreement shall consist of forty (40) hours.
C. Workweek Schedule During Schedule Changes. The City agrees
to continue the following policy when scheduling days off during shift,
assignment or other schedule changes: except in cases of emergency or
other situations requiring days off for employees to be affected by a
shift, work assignments or other schedule changes, to schedule no more
and no less than five (5) regular and normal workdays, as defined in
subsection A above, during any calendar week; however, and except in
cases of emergency, no employee shall be scheduled to work more than five
(5) consecutive days without the employee's consent. It is the intent of
the parties that each employee so affected, shall receive two (2)
consecutive days off whenever practical.
For purposes of this subsection, a calendar week begins at
0001 hours on Sunday and ends at 2400 hours on the following Saturday.
ARTICLE IV - SALARIES
Section 1. Basic Compensation Plan. There is hereby established a
basic compensation plan for all members of the Santa Ana Police
Benevolent 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.
Section 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 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 7 below.
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Section 3. Salaries.
A. Effective February 1, 1989, the base salaries of employees
covered by this Agreement shall be increased by ten (10) salary rate
ranges (5.0%).
B. Effective February 1, 1989, the base salary of each Police
Sergeant as adjusted above shall be increased an additional four (4)
salary rate ranges (2.0%) for a total of fourteen (14) rated ranges
(7.0%) above their base monthly pay rate in effect on January 31, 1989.
C. For each bargaining unit employee employed with the City as
of January 31, 1989, the City will pay a one-time, lump sum salary
payment in an amount equal to ten (10) salary rate ranges (5.0%),
fourteen (14) rate ranges (7.0%) for Police Sergeants, of each employee's
base semi-monthly pay rate in effect on January 31, 1989, times the
number of pay periods in which the employee received pay for official
time worked during each pay period between July 1, 1988 and January 31,
1989.
Said one-time, lump-sum payment shall be computed on base
salary only, including career development grades, and shall therefore,
exclude all pay additives and other payroll costs such as assignment pay,
bilingual pay, shift differential pay, overtime pay, deferred retirement
payments, insurance cash-back payments, and City contributions toward
various employee benefit insurance programs. Such payment is not an
increase in base salary and no salary rate range applicable to any such
employee shall be changed or deemed to have been changed by reason
thereof.
Nevertheless, for the purpose of reporting compensation to
P.E.R.S. , said salary payment will be counted toward the employee's
retirement.
D. Effective July 1, 1989, the base salaries of bargaining
unit employees as adjusted in Subsections "A" and "B" above, shall be
increased seven (7) salary rate ranges (3.5%).
E. Effective January 1, 1990, the base salaries of bargaining
unit employees as adjusted in Subsection "D" above, shall be increased by
seven (7) salary rate ranges (3.5%).
F. The assignment of classes to salary rate ranges during the
term of this Agreement resulting from said increases are listed in
Exhibit B, which is attached and made a part hereof as though set forth
herein.
Section 4. Application of Basic Compensation Plan. The salary rate
ranges and steps contained in Section 2 hereof 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
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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 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 shall fix the rate at the next higher whole cent.
Section 5. Beginning 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 educational training and/or experience qualifications, the
department head under whom the employee will serve, may submit a written
request and 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 or
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.
Section 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 reemployed within two (2) years 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.
Section 7. Advancement Within Ranges. The following regulations
shall govern salary advancement within rate ranges:
A. Length 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", 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 required for such advancement as provided in Section 2 of this
Article.
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B. Merit Advance. An officer or employee shall be considered
for advancement from Step "C" to Step "D" or from Step "D" to Step "E"
upon the completion of the required length of service as provided in
Section 2 of this Article; 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 either Step "D" or
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 Civil
Service Rules and Regulations and/or the City Manager during the period
of service time of such officer or employee subsequent to this last
salary advancement.
2. The Chief of Police, 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 "C" shall become
effective until approved by the City Manager, except when placement on a
salary step above Step "C" results from promotion under the provisions of
Section 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 next
higher salary step, 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 the •
subparagraph B (2) and (3) of this Section.
Section 8. Reduction in Salary Steps. Any officer or employee who
is being paid on a salary step higher than Step "C" may be reduced by one
or more steps, but not lower than Step "C" of the appropriate salary
range, upon the recommendation of the Chief of Police, and the approval
of the City Manager. Procedure for such reduction shall follow the same
procedure as outlined for merit advancements in Section 7 above, and such
officer or employee may be considered for readvancement under the same
provisions as contained in Subsection C of Section 7.
Section 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
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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 (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.
Section 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 Chief of Police 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 8, above).
Section 11. Reallocation of Salary Rate Ranges. 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.
ARTICLE V - ASSIGNMENT AND OTHER SPECIAL PAY ADDITIVES
Section 1. Assignment Pay Differentials.
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 (5%) above his/her then current base monthly salary step.
B. An incumbent in the class of Police Officer who is
continuously and regularly assigned to and actually performing duties of
an Assistant Team Leader (ATL) will be paid at a rate set five (5) salary
rate ranges (2.5%) above his or her then current base monthly salary step.
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Section 2. Shift Differential, Non-Sworn Personnel. An employee in
the class of Police Services Dispatcher 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.
Section 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, of one hundred fifty dollars ($150.00) :
A. Assignment by the Chief of Police or his designee to a
position requiring bilingual capability in both English and one of the
following languages: Spanish, Samoan, Vietnamese or other language
designated by the City Manager; and
B. Certified by the chief personnel officer as having
satisfactorily demonstrated conversational fluency in both languages.
Section 4. All assignments to positions set forth in Sections 1
through 3 above of sworn and non-sworn personnel shall be made or revoked
at the discretion of the Chief of Police in a fair manner.
ARTICLE VI - POLICE CAREER DEVELOPMENT PROGRAM
Section 1. Definitions. For the purpose of clarifying the criteria
for the Police Career Development Program designations set forth in
Sections 3 through 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 Chief of Police 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 (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-job training programs shall not be considered as
fulfilling this requirement.
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Neither shall the special training required for Crime Scene
Investigators, Field Training Officers and Advanced Officers or other
similar mandatory training (e.g. , First Aid, C.P.R. Recertifications,
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 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 Operations and Field Inspections Divisions, 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 and Field Inspections Division 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 any one (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.
Section 2. Crime Scene Investigator (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:
1. 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.
2. Completion of at least thirty (30) educational and/or
training units.
3. Assignment to and actual performance of the duties and
responsibilities of a C.S.I.
4. 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 of
the Chief of Police.
5. Approval of the Chief of Police. The number of such
designations as C.S.I. shall be no larger than the requirements of the
department as determined by the Chief of Police.
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Section 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:
A. Completion of five (5) years of municipal police experience
and attainment of the "E' Step of the base salary rate range for the
Police Officer classification.
B. Completion (acquisition) of at least sixty (60) educational
and/or training units.
C. Approval of the Chief of Police.
Section 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 eligible
to receive one of the career incentive pay differentials set forth in "B"
below:
A. The criteria for such designation shall be as follows:
1. Completion of seven (7) years of municipal police
experience and attainment of the "E' Step of the base salary rate for the
Police Officer classification.
2. 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 fifteen (15) or more
educational/training units.
3. Approval of the Chief of Police.
B. Pay Differentials: A Senior Police Officer II will be paid
a career incentive pay differential at a rate set above his or her then
current base monthly salary step in accordance with the following
schedule:
1. Assignment to uniformed patrol duty in Field
Operations Division: Twenty-five (25) salary ranges (12.5%).
2. All other assignments: Twenty (20) salary rate ranges
(10%).
Section 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 eligible
to receive one of the career incentive pay differentials set forth in 'B"
below.
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A. The criteria for such designations shall be as follows:
1. Completion of nine (9) years of municipal police
experience and attainment of the "E" Step of the base salary rate for the
Police Officer classification.
2. Completion (acquisition) of at least one hundred
twenty (120) educations/training units; or possession of an Associate of
Arts degree from an accredited college with an additional sixty (60) or
more educational/training units.
3. Approval of the Chief of Police.
B. Pay Differentials: A Senior Police Officer III will be
paid a career incentive pay differential at a rate set above his or her
then current base monthly salary step in accordance with the following
schedule:
1. Assignment to uniformed patrol duty in Field
Operations Division: Thirty (30) salary rate ranges (15%).
2. All other assignments: Twenty-five (25) salary rate
ranges (12.5%).
Section 6. Senior Police Sergeant I. 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 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 (5) years of municipal police experience.
B. Completion (acquisition) of at least sixty (60) educational
and/or training units.
C. Approval of the Chief of Police.
Section 7. Senior Police Sergeant 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. The criteria for such designation
shall be as follows:
A. Completion of seven (7) years of municipal police
experience and attainment of "E' Step of the base salary rate range for
the Police Sergeant classification.
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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 Chief of Police.
Section 8. Senior Police Sergeant 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. The criteria for such designation
shall be as follows:
A. Completion of nine (9) years of municipal police experience
and attainment of "E" Step of the base salary rate range for the Police
Sergeant classification.
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 college with an additional sixty (60)
or more educational/training units.
C. Approval of the Chief of Police.
ARTICLE VII - TRAINING AND EDUCATIONAL ASSISTANCE PROGRAM
Section 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.
Section 2. Eligibility.
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.
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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 obstensibly related to the employee's job, but
which are required to qualify for degree that is directly related to his
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 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 preview of this program but may be
authorized and funded by the interested department without coordination
with the Human Resources Department.
G. When an employee is required by his or her department head
to attend a particular course or seminar, the expense shall be borne
entirely by the City.
Section 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 fifty dollars ($50.00) or
less are eligible for one hundred percent (100%) reimbursement. Tuition
costs in excess of fifty dollars ($50.00) are eligible for seventy-five
percent (750) reimbursement. Maximum tuition reimbursement per semester
is three hundred fifty dollars ($350.00). NOTE: Summer session shall be
counted as a separate "semester" for purposes of the program.
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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.
Section 4. Procedures.
A. An employee who desires to seek tuition reimbursement under
the provisions of this Article must complete, in duplicate, an
Application for Training and Educational Assistance form and submit it to
his/her department head.
B. The department head will recommend approval or disapproval
and forward the application to the chief personnel officer.
C. The chief personnel officer will approve or disapprove the
application for the City Manager. One copy will be returned to the
employee and the duplicate copy will be retained in the office of the
chief personnel officer. It is advisable that the applicant accomplish
the procedures so far described in order to ascertain the eligibility of
the intended course of instruction for reimbursement under the provisions
of this policy prior to the inception of the course or disbursement of
personal funds.
D. The employee will submit his copy of the approved
application to the Human Resources Department within three months after
he has completed the course and received his final grade. He must
include official verification of his final grade with appropriate
receipts for tuition and textbook costs. These will be returned to the
employee upon request. Applications not submitted to the Human Resources
Department within three months following completion of the course become
void.
E. Upon receipt of the application and required documentation,
the Human Resources Department will determine whether the completed
course of instruction is compatible with the provisions of Section 2 and
3 of this article. If found to be compatible, the chief personnel
officer will compute the amount of reimbursement, authenticate the
application and forward it to the employee's department head.
F. The department head will then authorize the Finance
Department to reimburse the employee the approved amount out of the
budget of the department concerned.
ARTICLE VIII - OVERTIME
Section 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 Chief of
Police, or an authorized representative of the City Manager or Chief of
Police, may require an employee to perform overtime work.
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Section 2. Definition. Overtime work is defined as that authorized
or required time worked in excess of the regular workday and/or workweek
except that work amounting to less than thirty (30) minutes in excess of
an employee's regular workday shall not be considered overtime.
Effective April 15, 1986, said thirty-minute per-day overtime exclusion
shall apply only to employees exempted from coverage under the overtime
provisions of the Fair Labor Standards Act (FLSA).
A workweek is a fixed and regularly recurring period of 168
consecutive hours - 7 consecutive 24-hour periods - as designated by the
appointing authority.
Section 3. Computation of Forty (40) Hour Workweek. In computing a
regular workday and/or workweek, paid leave for holidays, sickness,
vacation, and other time off with pay shall be credited towards the total.
Section 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 Chief of Police determine that the best
interests 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
employee's regular rate of pay.
C. Eligible employees may convert time and one-half (T 1/2)
paid overtime to time and one-half (T 1/2) compensatory time off, with
the prior permission of the employee's supervisor and subject to the
operational needs of the department. This conversion shall be limited to
the accumulation of eighty (80.) hours of earned, unused compensatory time
off benefits.
Twice during each calendar year, on April 1st and December
1st, each affected employee having accrued compensatory time off credits,
may elect to convert up to forty (40) hours of such accrued time off
credits to the cash equivalent thereof, to a maximum of eighty (80) hours
per calendar year.
D. Time off with pay to compensate for overtime worked may be
accumulated, subject also to limitations herein elsewhere provided, to a
maximum of eighty (80) hours.
E. Because each hour of overtime worked is programmatically
accrued on a time and one-half (T 1/2) basis, compensatory time off will
be taken, and monetary payment will be paid, on a straight-time basis.
Also, upon termination, any earned, unused compensatory time off
("time-on-the-books") will be paid on a straight-time basis.
Section 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.
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Section 6. Excess Usage. 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 (in whole hours only since
vacation hours are not recorded in fractions); finally, deducted from the
next scheduled wage or salary payment.
Section 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 progression within a salary rate
range.
Section 8. Overtime Work to be Apportioned. To the extent that he
is reasonably able to do so, the Chief of Police shall arrange work
programs to minimize overtime work; necessary overtime work shall be
apportioned among employees of like classification and assignment.
Section 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.
Section 10. Employees Excluded from Overtime. Exempt employees who
work on an hourly, daily, seasonal or part-time basis, are not eligible
for compensatory time off with pay for work, or for monetary compensation
at time and one-half (T 1/2) for overtime work.
Section 11. Compensation for Overtime: Other Exclusions. No
overtime pay or compensatory time off with pay shall be allowed an
employee for attendance at conventions, conferences, seminars or the
like, unless such employee is ordered to attend. Overtime pay or
compensatory time off with pay shall be permitted only for attendance on
such employee's normal days off or for time beyond a normal workday's
duration. Overtime pay or compensatory time off with pay 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, unless the employee is ordered to attend.
Section 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 normal
hourly pay rate for such employee for time actually worked after
reporting to the place of duty, or to two (2) hours' pay at the normal
rate of pay, whichever is greater.
Section 13. Accrued Overtime Paid Upon Promotions or Upon
Separation. 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.
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Section 14. Court Appearance. Compensation for court appearance by
personnel covered by this Agreement shall be as follows:
A. For each court appearance made by an employee during his
or her off-duty time in regard to city business three (3) hours overtime
will be granted and paid on a straight time basis. If court appearances
are made both in the morning and afternoon of a particular day, three
(3) hours will be allowed for each session attended. The employee must
provide a copy of the subpoena requiring his or her attendance to
initiate payroll procedures. Such employee may not receive time off with
pay as compensation for overtime accrued as a result of court appearances.
B. A subpoenaed employee scheduled to appear in court on City
business during off-duty time may be placed on stand-by status by his or
her department head or authorized representative. 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 overtime, paid on a straight time basis, for each court
session. If such off-duty employee on stand-by actually appears in
court, he or she shall be compensated only as provided in subsection A,
supra. Any employee on stand-by status who fails to appear in court
ready to testify within (30) minutes after notification to appear shall
not receive compensation for either stand-by or for appearance.
C. Notwithstanding subsections A and B, supra, whenever an
employee either commences or terminates his or her on-duty shift while he
or she is appearing in court or is on stand-by status, his or her sole
compensation for off-duty time spent in court or on stand-by shall be on
a straight time basis paid in half-hour increments.
D. Effective April 15, 1986, the above provisions of this
Section shall apply only to personnel exempted from coverage under the
overtime provisions of the FLSA.
Section 15. Creation of Compensation Time Bank.
A. Any member of the association who works overtime, or has
accrued but unused holidays, can designate that he or she will contribute
the value of such time to a bank for use by members of the Association
for the purposes and subject to the restrictions provided herein.
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 described in paragraph "A" of
this Section, provided that said employee first gain 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 Chief of Police 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 Chief of Police or his designee.
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Section 16. Declaration of State of Emergency Emergencies shall
be governed by the provisions of Santa Ana Municipal Code Section 9-194.
Section 17. Compensation of Voluntary Contract Overtime. Exclusive
of other provisions of this Article, except Section 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 Chief of Police 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 Chief of Police 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.
ARTICLE IX - HOLIDAYS
Section 1. Legal holidays observed by full-time permanent and
probationary employees covered by this agreement are as follows:
• January 1st - New Year's Day.
• Third (3rd) Monday in January - In observance of Martin Luther
King's Birthday. (Effective January 1990)
• Third (3rd) Monday in February - In memory of George
Washington's Birthday.
• Last Monday in May - In commemoration of Memorial Day.
• July 4th - In observance of Independence Day.
• First (1st) Monday in September - In observance of Labor Day.
• November llth - In observance of Veteran's Day.
• Fourth (4th) Thursday in November - In observance of
Thanksgiving Day.
• The Friday immediately following Thanksgiving Day.
• December 25th - In observance of Christmas Day.
• 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.
• One (1) Floating Holiday- Any workday selected by the employee
with prior permission of the employee's supervisor.
• 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.
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Section 2. Full-time permanent and probationary employees covered by
this Agreement shall be entitled to receive eleven (11) working days off
during the calendar year in lieu of the holiday benefits specified in
Section 1, supra, until December 31, 1989. Thereafter, the number of
said substitute holidays shall be twelve (12).
Said substitute holidays may be taken at any time during the calendar
year with prior permission of the employees' 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 occured, he/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.
Section 3. A newly appointed employee must actually work at least
one day preceding the day a holiday listed in Section 1, supra, actually
occurs in order to receive credit for such holiday during the month in
which it occurs.
An employee separating from the service of the City must actually
work at least one day following the day a holiday listed in Section 1,
supra, actually occurs in order to receive compensation for that holiday.
A newly appointed employee must complete six (6) months of continuous
full-time service in order to receive credit for the Floating Holiday
listed in Section 1 above.
Section 4. Holiday time off may only be taken in increments of eight
(8) hours.
Section 5. Holiday benefits may not be carried over from one
calendar year to the next.
ARTICLE X - VACATION
Section 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.
Section 2. Regular Vacation Period.
A. Regular vacation with pay is granted to each full-time
permanent or probationary employee at the rate of 15 working days for
each completed year of service, accrued at the rate of 10 working hours
for each completed month of service. Employees hired after August 9,
1979 shall be granted regular vacation at the rate of 10 working days for
each of his or her first and second completed year of service, accrued 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 15
working days for each completed year of services, accrued at the rate of
10 working hours for each completed month of service.
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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 credit during the year;
provided, however, no employee shall be entitled to, or receive payment
for, any vacation until he 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 employee's
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. Vacation time off may be taken in increments as small as
one (1) hour, with fractional usage rounded upward to the next higher
multiple of one (1).
F. 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/she not been on vacation, shall be
deducted from the computation so that one (1) additional day of regular
vacation shall be 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 Chief of Police, may be
deducted from the computation of vacation expended and charged against
the employee's accumulated sick leave.
(2) No employee may carry over 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/her vacation, but the same may be allowed or required by the Chief of
Police. Each affected employee shall be afforded the opportunity to
submit vacation selection(s) and the Chief of Police or his designee
shall make every reasonable effort to accommodate the employee's vacation
preference(s). The time at which an employee shall take his/her vacation
shall be determined by the Chief of Police, with due regard for the
wishes of the employee and particular regard for the needs of the service.
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Section 3. Longevity Vacation.
A. Each permanent employee is granted additional work days 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 Additional Hourly Equivalent
Years Days of Additional Days
6 1/2 4
7 1 8
8 1 1/2 12
9 2 16
10 2 1/2 20
11 3 24
12 3 1/2 28
13 4 32
14 4 1/2 36
15 5 40
16 6 48
17 7 56
18 8 64
19 9 72
20 10 80
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 ten (10) working days (80 hours) of
longevity vacation for each completed year of service in excess of twenty
(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 Civil Service Rules and Regulations, or
by reemployment from layoff with two (2) years.
D. Leave of absence without pay, as provided in Article XI,
Section IE (Sick Leave-Extended) and Section 8 (Authorized Absence
Without Pay - Long Term) herein, does not constitute a break in
continuous service as used in this section; 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 9-116 of the Civil Service Rules and Regulations,
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.
Section 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 fifty (50) working days
(400 hours) in any one year by any combination of the vacations granted
in this Agreement. Further, no employee may carry over from one calendar
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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 thirty (30) working days
(240) hours and only an employee with more than twenty (20) years'
service could carry over and take the authorized maximum of fifty (50)
working days (400 hours) in any one year.
Notwithstanding the foregoing, any affected employee who is in
jeopardy of losing vacation pursuant to this or other provisions of this
Article governing vacation leave, may administratively apply to the Chief
of Police for a 30-day extension beyond the normal cut off date so that
such employee will not lose vacation time.
Section 5. Excess Usage. If vacation time off is used in excess of
that available, such excess vacation time off will, first be deducted
from any available compensatory time off accrual; finally, deducted from
the next scheduled wage or salary payment.
ARTICLE XI - OTHER LEAVES OF ABSENCE
Section 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
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 exposure to a contagious disease.
All "safety member" employees hired after July 1, 1981, and all
persons employed as "safety member" by the City as of July 1, 1981, with
five years of service or less shall not be entitled to use sick leave
during periods of absence due to industrial illness or injury or to
extend any leave of absence due to industrial illness or injury which
leave is compensable under Labor Code Section 4850; provided that when
said employees working for the City as of July 1, 1981, who then have
five (5) years of continuous service with the City, they shall be able to
use such leave during such absences in the same manner and to the same
extent as persons as "safety members" by the City as of July 1, 1981, who
have already completed five (5) years of continuous service with the City.
B. Accrual. Each employee shall be entitled to, and shall
earn, one (1) working day of sick leave for each full calendar month or
service in which he is employed by the City with full pay; provided,
however, any absence on sick leave for a period of time greater than
fifteen (15) consecutive calendar days in any one (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
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it is not used. Notwithstanding the forgoing, employees on leave of
absence for service-connected illness or injury who are covered by the
provision of Labor Code Section 4850, shall continue to accumulate one
(1) day 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% 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 two hundred (200) working days. Sick leave usage of
less than a full day shall be charged in minimum increments of one (1)
hour, with fractional usage rounded upward to the next higher multiple of
one (1).
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 not 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 his or
her department head 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.
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A physician's certificate or other satisfactory written
evidence of actual illness or injury may be required after an absence of
any duration less than three (3) days.
H. Denial. No employee shall be entitled to sick leave
with 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 three (3) days (24 hours) of sick
leave benefits per calendar year (on a non-cumulative basis) for
"personal necessity leave", which circumstances shall include serious
accidents or illnesses to members of the employee's immediate family,
childbirth, imminent danger to the employee's home or other valuable
property, or the existence of external circumstances beyond the
employee's control making it impractical for him/her to report for duty.
K. Payment for Unused Sick Leave.
(1) Except in cases of disability retirement, upon
non-disciplinary termination of employment 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 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 53.33 working days, at the
rate of pay effective on the date of such termination.
At the employee's election, payment for unused sick leave
may be received in either a lump sum of money, or in equal monthly
payments for a period of up to five (5) years.
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 one-third (1/3)
of the total sick leave benefit credited to the employee's account at the
time of his or her death, and at the rate of pay effective on the date of
death.
(2) At his or her option, an employee may convert any
lump sum payment provided herein into health insurance premiums, to the
extent necessary to provide the employee and his or her designated
eligible dependents, if any, with benefits under the health insurance
program maintained by the City. The City's obligation to pay such
premiums shall be terminated upon the happening of any of the following
events:
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(a) Premiums have been paid on behalf of the former
employee for a period of five (5) years beyond the date of termination of
employment; or
(b) 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.
Section 2. 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. 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
employee's household;
B. A parent, spouse, child, brother, sister, grandparent or
grandchild of the employee, 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.
Section 3. Military Leave.
A. Proof of Orders and Reinstatements. An employee shall be
granted military leave if he/she furnishes the chief personnel officer
satisfactory proof of his/her orders to report for duty. Upon return and
upon showing proof of actual service pursuant to such orders, he/she will
be reinstated as provided in Section 9-116 of the Civil Service Rules and
Regulations of the City of Santa Ana.
B. Temporary. Members of the reserve forces of the United
States, or the National Guard, granted temporary leave when ordered to
duty, in accordance with the Military and Veterans Code, will be granted
leave with pay not to exceed thirty (30) calendar days in each calendar
year after one year's service with the City upon presenting satisfactory
proof of orders to and from such temporary active duties.
Section 4. 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/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 his/her department head for examination the
subpoena calling him/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.
Section 5. 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.
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Section 6. 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 department head of the cause of his absence, the department head
may restore him to his position, with the City Manager's approval.
Section 7. Authorized Absence Without Pay. Absence without pay
not to exceed five (5) consecutive working days, may be authorized by
the department head. 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 department head they serve the best interest of the City.
Section 8. Authorized Absence With Pay - Long Term. Upon receipt
of a written request from an employee having permanent status plus action
by the department head recommending approval of the request, the City
Manager may grant a leave of absence for up to six (6) months for the
following reasons only, except as otherwise provided in these rules:
A. Illness of the employee, or of a member of his or her
immediate family residing in the employee's household, requires that the
employee move from the vicinity of the City as a remedial health measure
and a designated physician indicates that such removal from the City is
necessary and will not be required for longer than six (6) months; or
B. The employee has been appointed by another municipality
to a position of greater responsibility in a field of employment wherein
the employee possesses special competence, and such appointment
constitutes an advancement in responsibility and authority over that
required in his/her employment with the City of Santa Ana.
An employee returning to duty with the City shall inform
the department head and chief personnel officer of his/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 department head will take steps
necessary to restore the employee to his/her former position.
Section 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 interest of the City.
Section 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
Worker's Compensation Insurance and Safety Act shall, in lieu of
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temporary disability compensation payable under the aforementioned Act,
continue to be paid his or her normal salary and accrue other benefits in
accordance with the provisions of Labor Code Section 4850.
B. Any period of time during which an employee is 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.
ARTICLE XII - EMPLOYEE INSURANCE
Section 1. Effective January 1, 1989, the City will continue to
contribute the following amounts toward the payment of premium for
affected employees and their dependents under health, dental and long
term disability insurance plans provided by the association for employees
covered by this Agreement:
A. Health Insurance.
1. With respect to each affected employee who does not
have dependents included under a health insurance plan, the City will
contribute up to a maximum of one hundred thirty-three dollars and
thirty-two cents ($133.32) per month based on premium rates in effect
during December 1988 for the plan selected by the employee on or after
January 1, 1989.
If, on or after October 1, 1988, the total monthly
premium for the most expensive "employee only" coverage among the City's
HMO plans exceeds $133.32 per month, the City will increase its
contribution up to an amount equal to $133.32 plus 50% of the amount of
said premium in excess of $133.32 per month.
2. With respect to each affected employee who does have
dependents included under a health insurance plan, the City will
contribute up to a maximum of two hundred fifty five dollars ($255.00)
per month based on premium rates in effect during December 1988 for the
plan selected by the employee on or after January 1, 1989.
If, on or after October 1, 1988, the total monthly
premium for the most expensive "family coverage" among the City's HMO
plans exceeds $255.00 per month, the City will increase its contribution
up to an amount equal to $255.00 plus 50% of the amount of said premium
in excess of $255.00.
3. Any contribution necessary to maintain benefits
under said health plans in excess of the amounts set forth above shall be
borne entirely by the Association and/or the enrollees.
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• B. Dental Insurance. The City will continue to contribute
up to a maximum of twenty dollars ($20.00) per month for each affected
employee enrolled in dental insurance plans provided by Association for
its bargaining unit members and their eligible dependents. Any
contributions necessary to maintain benefits under said dental plans in
excess of $20.00 per month shall be borne entirely by the Association
and/or the enrollees.
C. Long-Term Disability (L.T.D.) Insurance. The City shall
continue to contribute an amount toward the payment of premiums for each
employee who is enrolled in the long-time disability insurance plan
provided by the Association for employees covered by this Agreement in
accordance with the following schedule:
1. With respect to sworn, "safety-member" police
personnel, up to a maximum of forty-eight dollars ($48.00) per month per
enrollee.
2. With respect to non-sworn, "miscellaneous-members"
personnel, up to a maximum of forty-four dollars ($44.00) per month per
enrollee.
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. Supplemental City Contributions Toward Employee Insurance
Premiums.
1. The City shall increase its total contributions
toward the premium costs for said health, dental and long-term disability
plans by twenty dollars ($20.00) per month per employee enrolled in such
plans, effective January 1, 1989, and an additional $20.00 per month,
effective July 1, 1989.
2. Said additional City contributions shall be applied
toward the premium costs of said insurance plans as designated by each
affected employee or by the Association on behalf of each affected
employee. The Association agrees that no money paid by the City will be
used to fund retiree health insurance.
Section 2. 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.
ARTICLE XIII - RETIREMENT
Section 1 - General. The terms of the existing contract between
the City and the California Public Employee's Retirement System
(P.E.R.S.) governing the retirement benefits of employees covered by this
Agreement, as said contract was amended effective October 1981 to provide
-27-
for a different schedule of benefits for employees hired after the
effective date of such amendment, are incorporated by reference herein.
The City shall continue to make contributions to P.E.R.S. in accordance
with its contract with P.E.R.S for employees covered by said contract as
amended.
Section 2 - Deferred Retirement. The City shall continue to make
payment to P.E.R.S. on behalf of each employee covered by this Agreement
in accordance with the following schedule:
A. With respect to, "safety-member" employees covered under
the 2% at age 50 Benefit Formula, the City shall pay an amount equal to
seven-ninths (7/9ths) of his or her individual employee retirement
contribution until December 31, 1989. Effective January 1, 1990, the
City will increase the amount of said payment to 9/9ths, or 100%, of each
such employee's individual employee retirement contribution.
B. With respect to, "safety-member" employees covered under
the 2% at age 55 Benefit Formula, and "miscellaneous-member" employees,
covered by this Agreement, the City shall pay an amount equal to 100% of
his or her individual employee retirement contribution.
Such payments shall be credited to the individual employee's
P.E.R.S. account.
Such payments are not increases in 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-member" employees covered under the
2% at Age 50 benefit formula and fourteen (14) salary rate ranges (7.0%)
for all other affected employees covered by this Agreement.
For the purpose of reporting an employee's compensation to
P.E.R.S. , the City shall include these payments as if they were a part of
the employee's base salary.
Section 3. Elimination of Two-Tier Retirement Benefits Structure
for Safety Members. The City shall amend its contract with P.E.R.S. in
order to provide, effective January 1, 1990, the "2% at Age 50" benefit
formula option currently enjoyed by current safety-members hired prior to
October 1, 1981, to all safety-member personnel covered by this Agreement.
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ARTICLE XIV - 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:
Section 1. 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 15 of Article VIII of this
Agreement.
Section 2. The Association shall provide an insurance 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 or 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.
Section 3. The Association shall provide the City of Santa
Ana with an insurance certificate from a workers' 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.
Section 4. 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 Ana,
its officers and employees, from any and all claims, demands, suits,
actions or proceedings of any kind of nature, including, but not by way
of limitation, workers' compensation claims, resulting from or arising
out of the negligent acts, errors, or omissions, or arising out of the
international or malicious acts of Association's representative.
Section 5. The Association and the City of Santa Ana agree
that Association's representative will not be required to carry out any
peace officers' duties during such time that Association's representative
is on such full-time release from duty. The Association's 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.
Section 6. 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.
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ARTICLE XV - 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.
ARTICLE XVI - RESIDENCY
Section 1. Employees covered by this Agreement are permitted to
reside outside the limits of Orange County, so long as such residency is
not an unreasonable distance from, nor requires an unreasonable response
time to, the particular employee's place of employment.
A. Any employee desiring to take advantage of the
opportunity to reside outside of Orange County shall first request
permission to do so from the Police Chief. Said request shall be granted
by the Chief of Police if he determines the intended residence is not an
unreasonable distance from and/or does not require an unreasonable
response time to the employee's place of employment.
B. If the Chief of Police refuses said request, the employee
shall have a right to appeal said determination to the City Manager.
ARTICLE XVII - DISCIPLINE •
Section 1. 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,
9-18, and subject to review in accordance with the grievance review
procedure contained in this Agreement.
Section 2. In addition, a new section shall be added to the
Municipal Code to provide as follows:
A. In the event an employee is ordered to absent himself
from the job based on probable cause and it is subsequently determined by
the Department Head, 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.
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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 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.
ARTICLE XVIII - GRIEVANCE REVIEW PROCEDURE
Section 1. 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.
Section 2. 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 five
(5) working 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.
B. Every effort shall be made to find an acceptable solution
to the grievance through this informal means at the most immediate level
of supervision.
C. In order that this informal procedure may be responsive,
both parties involved shall expedite this process. If, within five (S)
working days, a mutually acceptable solution has not been reached at the
informal level, the employee shall then set forth the grievance in
-31-
writing, indicate the nature of the action desired, sign it, and submit
it in duplicate to his or her immediate supervisor. 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) working days after first discussing the grievance with his or her
immediate supervisor, the grievance shall be barred and waived.
Section 3. 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 grievant's immediate supervisor shall add his or her
comments and any justification he or she considers proper, sign it, and
forward it to his or her Division Commander without undue delay, or in no
case, more than three (3) working days.
B. The Division Commander, after study of the case, shall
attach his decision and reasons therefore, and return them to the
employee within three (3) working days after receipt of the written
grievance.
C. If no satisfactory settlement has been reached at the
division level, the employee may, within six (6) working days after
receipt of the Division Commander's decision and reason(s) therefore,
carry the matter to the Chief of Police. To do so, the employee shall
describe on separate correspondence, the reason why he is not satisfied,
and shall submit this, with the original form through his superior
officer and Division Commander to the Chief of Police. 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 Division Commander's response.
D. If the grievant files a written grievance to the Chief of
Police in the manner and within the time limits specified in "C" above,
then a conference shall be held at the request of the employee or the
Chief of Police.
E. The Chief of Police shall inform the employee of his
action within ten (10) working days after receipt of the request for
settlement. The original of the grievance form and the Chief's decision
shall be filed in the Personnel Records of the department.
F. If no satisfactory settlement has been reached at the
departmental level, the employee may, within six (6) working days after
being informed by the Chief of Police of his decision on the matter, and
the reasons thereof, submit the grievances 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 Chief of Police's response.
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The City Manager, after a careful review, shall render a final
decision on the merits of the grievance, in writing, and return it to the
grievant within fifteen (15) working 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 in the Human
Resources 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.
ARTICLE XIX - DUES DEDUCTION AND INDEMNIFICATION
Section 1. 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.
Section 2. 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.
ARTICLE XX - CITY RIGHTS
Section 1. The City reserves, retains, and is vested with, solely
and exclusively, all rights of Management which have not been expressly
abridged by specific provision 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 existence or non-existence of facts
which are the basis of the Management decision.
C. To determine the necessity of organization of any service
or activity conducted by the City and expand or diminish services.
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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 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, subject 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 provision 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.
0. To determine policies, procedures, and standards for
selection, training, and promotion of employees.
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.
-34-
Section 2. 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 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
as provided for in the Agreement.
Section 3. Except as modified by provisions of this Agreement, no
employee covered by this Agreement shall suffer, during the term of this
Agreement, a reduction in wages, hours or other economic compensation for
which he or she is eligible and which he or she enjoyed prior to entering
into this Agreement.
ARTICLE XXI - STRIKES AND WORK STOPPAGES
Section 1. 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 sub-section "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 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.
Section 2. Association Responsibility. In the event that the
Association, its officers, agents, representatives, or members engage in
any of the conduct prohibited in Section 1 "A" 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 1 "A", and return to work.
ARTICLE XXII - LAYOFFS
The City shall follow and adhere to Santa Ana Municipal Code
Section 9-119 regarding layoffs. Section 9-119 of the Santa Ana
Municipal Code states:
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"All layoffs within the competitive service occasioned by the
abolishment of a position, the combination of duties of two (2) or more
positions, or the reduction in number of employees in a' given class shall
be governed by seniority in service and performance. Reemployment shall
be in reverse order of layoff."
ARTICLE XXIII - MISCELLANEOUS PROVISIONS
Section 1. Classification Studies. The City agrees to conduct
studies of the classifications of Community Service Officer,
Criminalistics Laboratory Aide, Parking Control Officer and Police
Service Officer, including the assignment within the class of Police
Service Officer designated as "Accident Investigator", "Crime Scene
Investigator" and "Community Service Officer". These studies will be
completed by December 31, 1989.
Section 2. Independent Auditor. In keeping with the desires of
the City Council to establish a more productive and efficient environment
for the next round of negotiations that will seek a successor agreement
to this Memorandum of Understanding, the City will pay for the services
of an independent auditor to collect and review all salary and benefit
data and compare it to similar Orange County police agencies. This
auditor would be hired by September 1, 1989 and be required to complete
their work by May 1, 1990. The PBA andCity management will mutually
agree upon the auditor to be selected and establish a communication plan
for sharing information as the study progresses. The auditor shall have
a right to inspect financial data, all original plan documents, records
and experience related to insurance benefits that are paid for by the
City. Such records and data shall not include individual claim histories
of any PBA member or any matters which would violate the privacy of PBA
members or the PBA.
Section 3. Certain Letters of Reprimand. The Chief of Police
indicates that he intends to keep the letters of reprimand which arose
out of the 1987 labor dispute in the Internal Affairs Section rather than
in individual personnel files.
ARTICLE XXIV - SOLE AND ENTIRE AGREEMENT
Section 1. It is 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.
-36-
Section 2. 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.
ARTICLE XXV - WAIVER OF BARGAINING DURING THE TERM OF THIS AGREEMENT
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.
ARTICLE XXVI - 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.
ARTICLE XXVII - TERM OF AGREEMENT
The term of this Agreement shall be from July 1, 1988, through June
30, 1990.
ARTICLE XXVIII - 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
an 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
forgoing, this Agreement is hereby executed by the authorized
representatives of the City and the Association and entered into
this day of , 1989.
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CITY OF SANTA ANA, a
municipal corporation of
the State of California
Dated: By:
MA R
Dated: 02— /�y —f9f By: 2%
CITY GER
SANTA ANA POLICE
BENEVOLENT ASSOCIATION
Dated: r-j2—/Cc - E% By
President
BY: _>}- 2 ��
Set J. Kelsey sq.
Arl'bST:
OF THE COUNCI
APPROVED AS TO FORM:
cat,
CITY I' imp
This Agreement has been ratified by the membership of the Santa Ana
Police Benevolent Association.
By:
• •provev as • c•ntent:
CI . •GER
-38-
BASIC SALARY AND WAGE SCI-IIJIULE EXHIBIT A
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 mos.' service in next lower step.
Also optional hiring rate.
C Step - Automatic Increase - After 12 mos.' service in next lower step.
Also maximum hiring rate.
D Step - Merit Rate - After 12 mos.' service in next lower step.
E Step - Merit Rate - After 18 mos.' 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 and steps B,
C, D and E are found in the column directly below "A" step. For example, "A" step of Range No. 301 is found to be
$906 by moving down the left columl (Range No.) to the number 30 (the first two digits of the Range No.), then
horizontally to column 1 (the third digit of the Range No.). The "A" step of $906 has the remaining steps shown
directly below, thus the full , five-step range is 906-951-998-1049.1101. In the same manner, Range No. 355 is found
to he 11R0-1239-1301-1365-1434.
SALARY SCHEDULE MATRIX
•
0 1 2 •
3 4 5 6 7 8 9
40 1469 1476 1483 1491 1498 1506 1513 1521 1528 1536
41 1542 1549 1557 1565 ' 1573 1580 1588 1596 1604 1612
42 1619 1627 1635 1643 1651 1659 1668 1676. 1689 1693
43 1700 1708 1717 1725 1734 1742 1751 1760 1769 . 1778
44 1785 1793 1802 1811 1820 1830 1839 1848 1857 1866
45 1879 1883 1892 1902 1911 1921 1930 1940 1950 1960
46 1968 1977 1987 1997 2007 2017 2027 2037 2048 2058
47 2066 2076 2086 2097 2107 2118 2128 2139 • 2150 2160
48 2169 2179 2190 2201 2212 2223 2234 2246 2257 2268
49 2277 2288 2299 2311 2322 2334 • 2346 2357 2369 2381
50 2391 2402 2414 2427 2439 2451 2463 2475 2488 2500
51 2511 2523 2536 2548 2561 2574 2587 2600 • 2613 2626
52 .2637 2650 2663 2676 2690 2703 2717 2730 2744 2758
53 2769 2782 2796 2810 2824 2838 2853 2867 2881 2896
54 2907 2921 2936 2950 2965 2980 2995 3010 3025 3040
55 3052 3067 3082 3098 3113 3129 3144 3160 3176 3192
56 3205 3221 3237 3253 3269 3285 3302 3318 3335 3352
•
57 3365 3381 3398 3415 3432 3449 3467 3484 3501 . 3519
58 3533 3550 3568 3586 3604 3622 3640 3658 3676 3695
59 3710 3728 3747 3765 3784 3803 3822 3841 3861 3880
60 3896 3915 3935 3954 3974 3994 4014 4034 4054 4074
61 4091 4111 4132 4152 4173 4194 4215 4236 4257 4278
62 4296 4317 4339 4360 4382 4404 4426 4448 4470 4493
63 4511 4533 4556 4579 4601 4624 4648 4671 4694 4718
64 4741 4764 ' 4787 4810 4834 4858 4882 4906 . 4930 4954 .
65 4978 5002 5026 5051 5076 5101 5126 5151 5176 5201
66 5226 5252 5278 5304 5330 5356 5382 5408 5434 5461
67 5488 5515 5542 5569 5596 5623 5650 5678 5706 5734
68 5762 5790 5818 5847 5876 5905 5934 5963 5992 6021
69 6050 6080 6110 6140 6170 6200 6230 6260 -6291 6322
70 6353 6384 6415 6446 6678 6510 6542 • 6574 6606 6638
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EXHIBIT B
0) 0 - OO CO V P Ln ri P .-i V M POcF .--I 'OP .-I
r', rite) 01-1 Vnr-I0000D Inln P00Z001 Q NM0.00
'ti LIM 0ON V P N 00 N .01/) .00riet 0) 1n a01n
M V N M N N V M N) a(' .-l N N M N M N N N M
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