HomeMy WebLinkAboutSANTA ANA POLICE BENEVOLENT ASSOCIATION (4) MEMORANDUM OF UNDERSTANDING
BETWEEN THE CITY OF SANTA ANA AND
THE SANTA ANA POLICE BENEVOLENT ASSOCIATION
FOR FISCAL YEARS 1985-86 AND 1986-87
TABLE OF CONTENTS
ARTICLE I Recognition 1
ARTICLE II Non-Discrimination Clause 1
ARTICLE III Attendance, Workday & Workweek 1
ARTICLE IV Salaries 2
ARTICLE V Assignment & Other-Special Pay Additives 6
ARTICLE VI Police Career Development Program 6
ARTICLE VII Training & Educational Assistance Program 10
ARTICLE VIII Overtime 12
ARTICLE IX Holidays 16
ARTICLE X Vacation 17
ARTICLE XI Other Leaves of Absence 20
ARTICLE XII Employee Insurance 25
ARTICLE XIII Retirement 27
ARTICLE XIV Release Time for Association Representative 28
ARTICLE XV Safety 29
ARTICLE XVI Residency 29
ARTICLE XVII Discipline 29
ARTICLE XVIII Grievance Review Procedure 30
ARTICLE XIX Dues Deduction & Indemni.fi.cation 32
ARTICLE XX City Rights 32
ARTICLE XXI Strikes & Work Stoppages 34
ARTICLE XXII Layoffs 34
ARTICLE XXIII Sole & Entire Agreement 35
ARTICLE XXIV Waiver of Bargaining During Term of Agreement 35
ARTICLE XXV Separability Provision 35
ARTICLE XXVI Term of Agreement 35
ARTICLE XXVII Ratification & Execution 35
Exhibit A Basic Salary & Wage Schedule Matrix 37
Exhibit B Assignment of Classes to Salary Rate Ranges 38
MEMORANDUM OF UNDERSTANDING
BETWEEN THE CITY OF SANTA ANA AND
THE SANTA ANA POLICE BENEVOLENT ASSOCIATION
FOR FISCAL YEARS 1985-86 AND 1986-87
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, Community Service Officer, Criminalist I, II,
III, Criminalistics Laboratory Aide, Police Communications Supervisor,
Evidence and Property Clerk, Forensic Specialist I and II, Parking Control
Officer, 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, Deputy Chief of Police 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
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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. Effective upon
the execution of this Agreement, the City agrees to implement 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 by 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.
Section 3. Salaries.
A. Effective July 1, 1985, the base salaries of employees
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covered by this Agreement shall be increased by sixteen (16) salary rate
ranges (8.0%).
B. Effective November 1, 1986, the base salary of each employee
as adjusted above shall be increased by fourteen (14) salary rate ranges
(7.0%).
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 in 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 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
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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
form 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.
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 therefor.
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 sub—paragraph B (2)
and (3) of this Section.
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Secton 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 that 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 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 one (1) salary step over his or her current base
salary step including any additive or additives such as career development
or educational incentive pay, but excluding shift differential, assignment
pay and bilingual pay.
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.
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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. Effective November 1, 1985, an incumbent in the class of
Police Officer who continuously and regularly assigned to and actually
performing duties of an Assistant Team Leader (ATL) be paid at a rate set
five (5) salary rate ranges (2.5%) above his or her then current base
monthly salary step.
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 dollars ($100.00):
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
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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.
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 lease 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.
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 fulfulls 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
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(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.
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:
J . 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 (7.57) 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:
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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.
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, permanant City employees who have completed probation.
B. Reimbursement is not authorized for courses for which the
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employee is receiving financial assistance from other sources such as G.I.
Bill, scholarships, etc.
C. Applications will be approved only for courses directly
related to the employee's job or directly related to a promotional position
in the employee's occupational speciality.
D. Courses not ostensibly 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 certififate 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 (75%) reimbursement. Maximum tuition reimbursement per semester is
one hundred seventy-five dollars ($175.00). NOTE: Summer session shall be
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counted as a separate "semester" for purposes of the program.
D. Employees shall be limited, for purposes of tuition
reimbursement, to a maximum of two (2) collegiate level courses of not more
than a total number of units which is equivalent to six (6) "semester"
units per semester. One (1) "quarter" unit shall equal two—thirds (2/3) of
one (1) "semester" unit.
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 receiptes 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 compatable 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
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require an employee to perform overtime work.
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 sixty (60) hours of earned, unused compensatory time off
benefits.
D. Time off with pay to compensate for overtime worked may be
accumulated, subject also to limitations herein elsewhere provided, to a
maximum of sixty (60) 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.
Section 6. Excess Usage. If compensatory time off is used in excess
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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 ovetime 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
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such promotion or separation.
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 sub-section A, supra. Any
employee on stand-by status who fails to appear in court ready to testify
within thirty (30) minutes after notification to appear shall not receive
conpensation for either stand-by or for appearance.
C. Notwithstanding sub-sections 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 Assoication 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.
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•
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 disignee.
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 whaterver
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 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 11th - 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.
Section 2. Full-time permanent and probationary employees covered by
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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.
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 occur, 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 srevices, accrued at the rate of 10 working
hours for each completed month of service.
B. An employee who has completed less than one year's service
17
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 recieve 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 sich 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 sub—section 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. 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 compted 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 in 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 lE (Sick Leave — Extended) and Section 8 (Authorized Absence
Withour 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 3. 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 year to
the next more than the equivalent of one longevity vacation period and the
19
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 tnat 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.
Section 4. 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 it is not
used. Notwithstanding the foregoing, employees on leave of absence for
service—connected illness or injury who are covered by the provision of
Labor Code Secton 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:
2O
(1) Sick leave is not a right which an employee may use at
his or her discretion, but shall be allowed only is 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 founded 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.
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,
21
1 �
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:
(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
22
1
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 seciton 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 or sister 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 of 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.
Section 6. Unauthorized Absence. Unauthorized absence from duty for
any duration of time may be considered cause of 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
23
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 is 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 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.
24
B. Any period of time during which an employee is required to be
absent from his or her position be 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. Health Insurance. Effective October 1, 1985, the City
shall contribute the following amounts toward the payment of premiums for
affected employees and their dependents under the existing health insurance
programs (or new program or programs providing substantially similar or
improved coverage and benefits selected in accordance with procedures in
effect on the effective date of this Agreement):
A. With respect to employees who do not have dependents included
under the programs, the City will contribute up to $133.32 per month. If,
on or after October 1, 1986,. 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.
B. With respect to employees who do have dependents included
under the progran, the City will contribute up to $255.00 per month. If,
on or after October 1, 1986, 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 per
month.
C. Notwithstanding the foregoing, with respect to employees
hired after August 9, 1979, except "lateral transfer" police officers and
employees reappointed to the service of the City in accordance with Section
9-114 of the Civil Service Rules and Regulations, the City will contribute
toward the payment of premiums for health insurance on the following basis:
(1) For employees who have less than one (1) year of
full—time service, the amount of City contribution toward "employee only"
coverage specified in "A" above, but no amount for dependent coverage.
Such employees shall have the option to purchase dependent coverage under
the plans provided by the City for its employees by personally paying the
amount of difference between "employee—only" coverage and "family"
coverage.
(2) After the completion of one (I) year of full—time
service, the City shall contribute toward the payment of premiums for
health insurance in the same manner as provided for in Subsections IA and
1B, above.
(3) With respect to "lateral transfer" police officers and
25
employees reappointed to the service of the City in accordance with Section
9-114 of the Civil Service Rules and Regulations, the City will contribute
toward the payment of "family" coverage health insurance premiums in the
same manner as provided in Subsection 1B above, as soon as such employees
are eligible for such coverage after the date of their
appointment/reappointment.
D. Any contribution necessary to maintain benefits under any
health insurance program provided by the City for its employees and their
eligible dependents in excess of the amounts of the City contribution
specified above shall be borne entirely by the employee.
Section 2. Dental Insurance. The City agrees to contribute up to a
maximum of twenty dollars ($20.00) per month per employee toward the
payment of premiums for dental insurance plans provided by the City for
employees covered by this Agreement and their eligible dependents.
Any contribution necessary to maintain benefits under said dental
plans in excess of the amount set forth above shall be borne entirely by
the employees.
Section 3. 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:
A. With respect to sworn, "safety-member" police personnel, up
to a maximum of forty-eight dollars ($48.00) per month per enrollee.
B. 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.
Section 4. Life Insurance. The City shall maintain in effect for the
term of this Agreement its existing life insurance plans covering employees
covered by the Agreement on the same basis as its plans are offered to
employees as of June 30, 1985.
Section 5. The City shall retain the right to change health, dental,
long-term disability and life insurance carriers, administer the insurance
benefits provided thereunder, and select and/or change any excess or
supplemental insurance carriers as a part of any self-insurance plan during
the term of this Agreement, provided that employees covered by this
Agreement continue to receive the same or equivalent benefits.
Section 6. Optional PBA Benefit Plans. By majority vote, Association
members may opt to receive cash equivalent of premium contributions made by
26
City on behalf of employees, to purchase group health and/or group dental
and/or group L.T.D. insurance coverage through the Association or its
Agent; provided, however, all members of the Association waive, in writing,
coverage under City-sponsored group health and/or group dental and/or group
L.T.D.
ARTICLE XIII r RETIREMENT
Section 1 - General. The terms of the existing contract between the
City and the California Public Employees' 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 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 the P.E.R.S. on behalf of each employee covered by this
Agreement in accordance with the following schedule:
A. With respect to sworn, "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.
B. With respect to sworn, "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 fourteen (14) salary
rate ranges (7.0%).
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.
27
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 ommission 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 or 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 intentional 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
28
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.
ARTICLE XV A 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, not 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 Chief of Police. 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 required an unreasonable response time to the
employee's place or 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 permanant 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
jusisdiction, 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
29
compensation paid to him by the City during such ordered absence unless
such employee waives his/her rights to retroactive pay.
B. In the event an employee is reduced, suspended, and/or
discharged, and upon appeal the City Manager, Personnel Board or a court of
competent jurisdiction does not sustain such reduction suspension, and/or
discharge, the employee shall be entitled to his base rate or salary
including all additives, vacation, and sick leave as if such unsustained
reduction, suspension, or discharge had not been invoked. However, in no
event shall an employee be entitled to any salary or credit for vacation
and sick leave for any period of time covered by a suspension sustained on
appeal or for any period of time waived by the employee as a condition to
the granting of a continuance of any 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 incidence giving rise to the
grievance, or when the grievant knew or should have reasonable 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 (5) working
days, mutually acceptable solution has not been reached at the informal
level, the employee shall then set forth the grievance in writing, indicate
the nature of the action desired, sign it, and submit it in duplicate to
his or her immediate supervisor. At this point, the grievance review
process becomes formal. Should the grievant fail to file a written
30
1 1
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) therefor, 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.
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) days 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
31
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—existance 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.
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,
32
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.
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 is
33
provided for in this 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:
"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."
34
ARTICLE XXIII — 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.
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 XXIV — 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 XXV - 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 XXVI - TERM OF AGREEMENT.
The term of this Agreement shall be from July 1, 1985, through June
30, 1987.
ARTICLE XXVII - RATIFICATION AND EXECUTION.
The City and the Association have reached an understanding as to
certain recommendations to be made to the City Council for the City of
Santa Ana and have agreed that the parties hereto will jointly urge said
35
Council to adopt a new wage and salary resolution which will provide for
the changes contained in said joint recommendations. The City and the
Association acknowledge that this Agreement shall not be in full force and
effect until ratified by the membership of the Association and adopted by
the City Council of the City of Santa Ana. Subject to the foregoing, this
Agreement is hereby executed by the authorized repr9sentatives of the City
an the Association and entered into this 20 day of
1986.
CITY OF SANTA ANA, a
municipal corporation of
the State of California
Dated: �y, rt�r C% // By: �`
/` �� MAYOR
Dated: j l ` � , By: � C - L/ 2=
S NTA ANA POLICE
LtENEVOLENT ASSOCIATION
Dated: _Latili I'Y 2b /g66 By: ./ l Cs- )
President
By: C=A_*e 'T li-f-u
Seth J. Kelsey, Esq.
ATTEST:
iER OF THE COUNCI
APPROVED reRM:
_.49 i .
This Agreement has been ratified by the membership of the Santa Ana
Police Benevolent Association.�
Date: / `"2 Q- 0 do By:
i
Approved as to content:
54/dA4-" ----
City Manager
36
CITY OF SAM'A ANA
BASIC SALARY AND WAGE SCHEDULE EXHIBIT A
The City's basic salary and wage schedule provides for a number of ranges of pay rates (salary rate ranges) eac"
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 column (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 be 1180-1239-1301-1365-1434.
SALARY SCHEDULE MATRIX
•
0 1 2 3 4 5 6 7 8 9
30 902 906 911 915 920 924 929 934 938 943
31 947 951 956 961 966 970 975 980 985 990
32 994 998 1003 1008 1014 1019 1024 1029 1034 1039
33 1044 1049 1054 1059 1065 1070 1075 1081 1086 1091.
34 1096 1101 1106 1112 1118 1123 1129 1134 1140 1146
35 1151 1156 ' 1162 1168 1174 1180 1185 1191 1197 1203
36 1209 1215 1221 1227 1233 1239 1245 1251 1258 1264
37 1269 1275 1281 1288 1294 1301 1307 1314 1320 1327
38 1332 1338 1345 1352 1358 1365 1372 1379 1386 1393
39 1399 1405 1413 1420 1427 1434 1441 1448 1455 1463
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 1684 1693
43 1700 1708 1717 1725 1734 1742 1751 1760 1769 1778
44 1785 1793 1802 1811 1820 1830 1839 1848 1857 1866
45 1874 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
37
EXHIBIT B
ASSIGNMENT OF CLASSES REPRESENTED BY
THE SANTA ANA POLICE BENEVOLENT ASSOCIATION
TO SALARY RATE RANGES
FOR FISCAL YEARS 1985-86 AND 1986-87
SALARY RATE RANGES EFFECTIVE:
7-1-85 11-1-86
# (Min.-Max.) # (Min.-Max.)
CLASS TITLE
PERS SAFETY-MEMBER CLASSES
Police Officer 492 (2299-2796) 506 (2463-2995)
Police Sergeant 527 (2730-3318) 541 (2921-3550)
PERS MISCELLANEOUS-MEMBER CLASSES
Animal Control Officer 1 430 (1700-2066) 444 (1820-2212)
Animal Control Officer II 460 (1968-2391) 474 (2107-2561)
Community Service Officer 405 (1506-1830) 419 (1612-1960)
Criminalist I 478 (2150-2613) 492 (2299-2796)
Criminalist II 511 (2523.3067) 525 (2703-3285)
Criminalist III 531 (2782-3381) 545 (2980-3622)
Criminalistics Laboratory Aide 337 (1081-1314) 351 (1156-1405)
Evidence and Property Clerk 428 (1684-2048) 442 ( 1802-2190)
Forensic Specialist I 435 (1742-2118) 449 (1866-2268)
Forensic Specialist II 464 (2007-2439) 478 (2150-2613)
Parking Control Officer 395 (1434-1742) 409 (1536-1866)
Police Communications Supervisor 464 (2007-2439) 478 (2150-2613)
Police Recruit 454 (1911-2322) 468 (2048-2488)
Police Service Officer 425 (1659-2017) 439 (1778-2160)
Police Services Dispatcher 450 (1874-2277) 464 (2007-2439)
Senior Forensic Specialist 491 (2288-2782) 505 (2451-2980)
38