HomeMy WebLinkAboutSANTA ANA POLICE MANAGEMENT ASSOCIATION (PMA) (2015-2017)x
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MEMORANDUM OF UNDERSTANDING
BETWEEN
CITY OF SANTA ANA
AND
SANTA ANA POLICE MANAGEMENT ASSOCIATION
REPRESENTATION UNIT
JULY 1, 2015 THROUGH JUNE 30, 2017
A- 2015 -152
TABLE OF CONTENTS
ARTICLE
SUBJECT
PAGE
ARTICLE I
Recognition
3
ARTICLE 11
Non - Discrimination Clause
4
ARTICLE III
Attendance, Workday, Workweek and Work Schedule
5
ARTICLE IV
Salaries
6
ARTICLE V
Assignment and Other Special Pay Additives
12
ARTICLE VI
Educational Incentive Program
13
ARTICLE VII
Training and Educational Assistance Program
15
ARTICLE VIII
Overtime
18
ARTICLE IX
Holidays
19
ARTICLE X
Vacation
22
ARTICLE XI
Other Leaves of Absence
26
ARTICLE XII
Employee Insurance
34
ARTICLE XIII
Deferred Compensation
37
ARTICLE XIV
Retirement
33
ARTICLE XV
Technology Stipend
41
ARTICLE XVI
Expanded Residency
42
ARTICLE XVII
Controlled Parking and Take Home Vehicle Privileges
43
ARTICLE XVIII
Discipline
44
ARTICLE XIX
Grievance Review Procedure
45
ARTICLE XX
Dues Deduction and Indemnification
47
ARTICLE XXI
City Rights
48
ARTICLE XXII
Strikes and Work Stoppages
50
ARTICLE XXIII
Sole and Entire Agreement
51
ARTICLE XXIV
Waiver of Bargaining During the Term of MOU
52
ARTICLE, XXV
Severability Provision
53
ARTICLE XXVI
Term of MOU
54
ARTICLE XXVII
Ratification and Execution
55
EXHIBIT A
Salary Schedule Matrix
57
EXHIBIT B
Assignment of Classes Represented by the Santa Ana
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Police Management Association to Salary Rate Ranges
For Fiscal Years 2014 -15
EXHIBIT C
Correspondence from PERS regarding the PERSability
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of the performance bonus will be inserted here.
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ARTICLE I
L0 RECOGNITION
1.1 Pursuant to the provisions ofthe Meyers - Milias -Brown Act, Government Code Section 3500,
et seq., the City of Santa Ana (hereinafter called the "City ") has recognized the Santa Ana
Police Management Association (hereinafter called the "Association ") as the recognized
representative of the bargaining unit which includes Police Department employees in the
classifications of Police Communications Manager, Police Commander, Deputy Chief of
Police, Police Administrative Manager, Jail AdmWstrator, and Police Systems Manager.
(The former titles of Police Lieutenant and Police Captain may continue to be used by the
City for such purposes as salary surveys and compensation comparisons for the titles of
Commander and Deputy Chief of Police, respectively).
ARTICLE II
2.0 NON - DISCRIMINATION CLAUSE
2.1 The City and the Association agree that they shall not discriminate against any employee in
violation of State or Federal law. The City and the Association shall reopen anyprovision of
this Memorandum of Understanding (hereinafter called the "MOU ") 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 anyprovision or provisions of this MOU in compliance
with State or Federal anti - discrimination laws.
2.2 Whenever reference is made to the masculine gender, it shall be understood to include the
feminine gender, unless expressly stated otherwise.
ARTICLE III
3.0 ATTENDANCE, WORKDAY, WORKWEEK & WORD SCHEDULE
3.1 Attendance. Employees covered by this MOU shall be in attendance at their work during
hours prescribed by the Police Chief or his or her designee(s) and shall not absent themselves
during prescribed hours without authorization from the Police Chief or his or her designee.
Employees shall not be required to submit a Leave of Absence Request for absences of two
(2) hours or less.
3.2 Alternative Work Schedules.
A. All represented employees, except those Commanders assigned as Watch
Commanders or assigned to positions designated by the Police Chief as special
exemptions, shall be permitted, at the employee's option, to work a 4/10 work
schedule. Each workday shall consist of ten (10) hours of work and thirty (30)
minutes unpaid mealtime. Said schedule shall beset by the Police Chief and subject
to annual review by the Police Chief.
B. All represented employees (except those Commanders assigned as Watch
Commanders) not assigned to the 4/10 work schedule shall work a 9/80 work
schedule. Employees assigned to the 207(k) 9/80 work schedule shall work either
five (5) nine -hour workdays in the first seven (7) day span and three (3) nine -hour
and one (1) eight -hour workdays in the second seven (7) day span, or alternatively
three (3) nine -hour workdays and one (1) eight -hour workday in the first seven (7)
day span and five (5) nine -hour workdays in the second seven (7) day span. Each
nine (9) hour workday shall consist of nine (9) hours ofwork and thirty (3 0) minutes
umpaid mealtime, The eight (8) hour workday shall consist of eight (8) hours of work
and thirty (3 0) minutes of unpaid mealtime.
C. Police Commanders assigned to the Field Operations Division as Watch
Commanders will continue to be assigned to a 3/12 — 4/12 work schedule. The
mininrum work day for these employees will consist of 11 hours and 30 minutes of
work, with 30 additional minutes for meals. A minimum work period shall consist of
two (2) consecutive weeks, with three (3) shifts of 11 hours and 30 minutes in one (1)
week and four (4) shifts of 1.1 hours and 30 minutes in the second week.
D. For purposes of computing holiday, vacation, and sick leave accruals, an eight (8)
hour clay shall be the basis for computation.
ARTICLE IV
4,0 SALARIES
4.1 Basic Compensation Plan. There is hereby established a basic compensation plan for all
members of the Association who are now employed or will in the future be employed in any
of the designated classifications of employment listed in this MOU and its attachments,
4.2 Salary Schedule. The basic salary schedule, attached hereto in a matrix form as Exhibit "A ",
is comprised of four (4) steps or rate ranges of pay for sworn (CaIPERS "Safety") employees
and five (5) steps or rate ranges of pay for non -sworn (CalPERS "Miscellaneous ")
employees.
The steps within each range are identified by the letters "A" through "D" inclusive for sworn
(Ca1PERS "Safety") classifications and "AA" through "D" inclusive for non -sworn
(CaIPERS "Miscellaneous") classifications, with Step "A" being the lowest step for swom
(CaIPERS "Safety ") and Step "AA" being the lowest step for non -sworn (CalPERS
"Miscellaneous ") classifications.
The assignment of classes to salary rate ranges during the term of this MOU is listed in
Exhibit "B," which is attached and made a part hereof as though set forth herein.
4.3 Salaries.
A. The base salaries of employees covered by this MOU shall be adjusted as follows:
Effective July 1, 2015, employees covered by this MOU shall receive a salary
increase of 5 salary rate ranges (approximately 2.5 %.
2. Effective July 1, 2016, employees covered by this MOU shall receive a salary
increase of 5 salary rate ranges (approximately 2,5 %.
Should any other employee bargaining unit of the City receive a salary
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ncrease greater than the increases set forth in Subsections 1 and 2, above,
payable during the tern of this MOU, the employees covered by this MOU
shall also receive that higher salary increase at the same time as it is received
by the other employee bargaining unit,
The City and Association agree that upon the expiration of this MOU and
during the period of good faith negotiations for a subsequent contract, salary
and benefits shall continue at the then current rate.
B. The parties agree that the City may, at its sole discretion, alter its payroll practices to
eliminate the salary and wage step increases system as set forth in its current payroll
matrix, Exhibit "A" to this MOU, and replace them with an equivalent percentage
system. For example, a five (5) salary rate range increase would not be computed as
set forth on the current matrix, but would instead be exactly 2.5 %, rounded up to or
down to the nearest penny. This system would apply to all salary increases as set
forth in this MOU, including Article IV ( "Salaries "), Article V ( "Assigranent and
Other Special Pay Additives ") and Exhibit "A ". There shall be no negative
consequences to any represented employee by such conversion.
C. The City agrees, during the term of this MOU, to maintain thirty -four (34) salaryrate
ranges (17 %) between the classes of Deputy Chief of Police and Police Commander,
4.4 Application of Basic Compensation Plan. All employees working in classifications of
employment covered by this MOU shall be compensated at a monthly rate, as set forth in
Exhibit `B ".
4.5 Be Rates. An employee appointed to one of the designated sworn (Ca1PERS
"Safety ") classifications of employment listed in this MOU maybe placed by the appointing
authority at Step "A," Step "B," or Step "C" within the applicable rate range in the schedule
to which the class has been allocated by Resolution of the City, provided that such employee
shall be assigned such salary step upon the commencement of his or her service in said
classification 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 the Article.
An employee appointed to one of the designated non -sworn (CaIPERS "Miscellaneous ")
classifications of employment listed in this MOU maybe placed by the appointing authority
at Step "AA," Step "A," Step "B," or Step "C," within the applicable salary rate range as
provided above.
4.6 Service. The word "service" as used in this MOU shall be deemed to mean continuous, full -
time service in the classification in which the employee is being considered for salary
advancement, service in a 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 (I ") working day of the month shall not be credited with "tine in
service" for that month when determining the length of service required for salary step
advancement. A lapse of service by an employee for a period of time longer than ten (10)
calendar days by reason of resignation, quit, or discharge, shall serve to eliminate the
accumulated length of service tune of such employee for the purpose of this MOU and any
such employee reentering the service of the City shall be considered as a new employee,
except that he or she may be reemployed within two (2) years and placed in the same salary
step in the appropriate salary rate as he or she was at the time of termination of employment.
"Resignation, quit, or discharge" for purposes of this section shall mean leaving City service
altogether and not movement within City employment by way of transfer, promotion, or
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demotion between and among any City departments.
4.7 Advancement Within Ranges. The following regulations shall govern salary advancement
within rate ranges:
A, For any employee covered by this MOU who has been initially appointed to a step
lower than Step "D," advancement to the next higher step (Step "A" from Step "AA,"
Step "B" from Step "A," Step "C" from Step "B," or Step "D" from Step "C,"
respectively) shall be granted for continued satisfactory and efficient service by said
employee in the effective performance of the duties of his or her position. The
effective date of an increase from Step "AA" to Step "A," if granted shall be the first
(15) day of the month following the completion of six (6) months of service at Step
"AA." The effective date of such step increase from Step "A," Step "B," and Step
"C," if granted, shall be the first (ls) day of the month following the completion of
one (1) year of service at the step to which said employee is being advanced,
Such merit advancement shall require the following:
There shall be on file in the Office of the Executive Director of Personnel
Services a copy of each periodic efficiency or performance report required to
be made on the employee by the Civil Service Rules and Regulations and/or
the City Manager during the period of service time of such employee
subsequent to his or her last salary advancement.
2. The Police Chief, at least twenty (20) calendar days prior to the anticipated
completion of such employee's required length of service, shall file with the
City Manager a statement recommending the granting or denial of the step
increase and supporting such a recommendation with specific reasons
therefore. The employee shall be notified of the reasons therefore.
3. No advancement in salary above the lowest step in the salary rate range of the
designated classification shall become effective until approved by the City
Manager, except when placement on a salary step above the lowest step in the
applicable salary rate range results from promotion under the provisions of
Section 4,9 of this Article.
B. When any such employee has not been approved for advancement to the next higher
salary step, he or she may be reconsidered for advancement to the next higher step
above his or her then current step 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.
4.8. Performance BasedSalary .Adjustments: Effective July 1, 2014 each Association
employee covered by this MOU who has attained Step D may be eligible to receive an amnual
performance bonus as a one -time monetary incentive payment based on a percentage of current
annual rate of base salary in accordance with the following:
A. Performance Levels
For overall performance rated as `5" Significantly Exceeds Expectations, a
one -time monetary incentive payment of five percent (5 %).
2. For overall performance rated as `4' Exceeds Expectations, a one -time
monetary incentive payment of two and one -half percent (2.5 %).
3. For overall performance rated as `3' Meets Expectations, no monetary
incentive payment.
4. For overall performance rated as `2' Below Expectations, no monetary
incentive payment.
5. For overall performance rated as `1' Significantly Below Expectations, no
monetary incentive payment.
B. Upon an employee failing to receive a rating of "Significantly Exceeds Expectations"
in their Annual Performance Evaluation, the supervisor shall promptly prepare a
written document which details objectives the employee must meet in order to
receive a "Significantly Exceeds Expectations" rating for that evaluation period and
provide that document to the employee. The employee's evaluation will be held in
abeyance for aperiod no longer than 90 days, allowing the employee time to attempt
to achieve the objectives. During this time any Performance Based Salary
Adjustment for an "Exceeds Expectations," if awarded, shall not be processed. Ifthe
employce fails to achieve a rating of "Significantly Exceeds Expectations" within the
90 day period he /she will not be eligible for the "Significantly Exceeds Expectations"
bonus for that rating period.
C. Application of Guidelines
Any one -tune incentive payment granted under this plan is not an increase in
base salary and no salary rate range applicable to any Association employee
covered by this MOU shall be changed or deemed to have been changed by
reason of such payment. However, such incentive payment for Classic
CalPERS members as allowable under CCR Section 571a will be reported to
CalPERS as special compensation for calculation towards retirement.
2. In the event that Ca1PERS determines that such payments do not meet the
definitions listed in CCR Section 571 a as special compensation to be reported
to CaIPERS, the City will convert the incentive payment for eligible
employces to a meritorious step on the salary range as set forth in section
4.8C(7) below,
Any Association employee that is deemed to be a "New CalPERS Member"
is not eligible to have the incentive payment reported to Ca1PERS as special
compensation.
4. Any Association employee that is off on IOD or other leave of absence whose
Performance Appraisal date occurs while off work will have their appraisal
date adjusted when returning to work for the time not worked. The employee
will not be eligible for the incentive bonus payment witil completing the
required time in their regular position necessary to be evaluated per current
departmental policy.
5. Performance based monetary incentive payment amounts for Association
personnel shall be recommended by the employee's Supervisor and requires
the approval of both the Police Chief and City Manager.
6. The Police Chief shall be responsible for the development and administration
of detailed administrative procedures and guidelines for the consistent and
effective application of the Association performance appraisal evaluation
criteria. Such procedures and guidelines shall define how performance
objectives, measure and standards are developed; when and how performance
reviews are to be carried out; how overall performance ratings will be
determined; and how performance based monetary incentive paynaert options
are to be exercised,
7. if it is determined by PERS that the "Bonus" is not eligible to be included as
PERSable compensation, the City shall convert the bonus to two (2)
additional merit based steps at increments of 2.5% for the last year that the
employee earned the Bonus. The Association understands and agrees that
these steps would be merit based and employees must maintain a
Significantly Exceeds Rating to receive or maintain the 5% or Exceeds
expectations rating to receive or maintain the 2.5 %, Employees who do not
receive Significantly Exceeds rating or Exceeds Expectations rating will be
returned to Step 4 of the Association salary schedule.
a. A copy of any correspondence from PERS regarding the PERSability
of this bonus will be attached to this contract as Exhibit "C ".
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4.9 Promotional SaIM Advancement. When an employee is promoted to a. position in a higher
classification from a position in a lower classification, he or she shall be reassigned to the
lowest step in the appropriate salary rate range for the higher classification that gives the
employee a mininnun increase of one (1) salary step (approximately S %) over his or her
current base salary step (plus any pay for performance bonus if said employee was at top
step in their current classification) and exclusive ofanypay additive or additives such as shift
differential, assignment pay, special skill pay or the like.
4,10 Demotion. When an 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 employee
would have been entitled had his or her service time in the higher classification been
spent in the lower classification.
4.11 Reallocation of Salary Rate Ranges. Any 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
5.0 ASSIGNMENT & OTHER SPECIAL PAY ADDITIVES
5.1 Bilingual Assignment Pay. An employee who speaks both English and either Spanish,
Samoan, Vietnamese or other languages designated by the Police Chief, will be paid a
monthly assignment pay differential in accordance with the criteria and amounts set forth
below:
A. Effective the .first full pay period following member ratification and City Council
adoption of this MOU, any Deputy Chief of Police or Police Captain who has been
certified by the Executive Director of Personnel Services as having satisfactorily
demonstrated conversational fluency in both languages shall be paid a monthly
differential of one hundred seventy five ($175) above his or her then current base
monthly salary step.
B. Any other member of the Association who works in a position where it has been
determined by the Police Chief that bilingual proficiency is essential to carry out
duties and responsibilities of a critical and /or emergency nature without ready access
to backup assistance, or positions where bilingual public contact is a major and
essential element of the work being performed, as determined by the Police Chief or
his or her designee, shall be paid a monthly differential of one hundred seventy five
($175) above his or her then current base monthly salary step, upon certification by
the Executive Director of Personnel Services that this person has satisfactorily
demonstrated conversational fluency in both languages.
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ARTICLE VI
6.0 EDUCATIONAL INCENTIVE PROGRAM
6.1 Members of the Association maybe paid an Educational Incentiveallowance in the. amounts
and in accordance with the criteria set forth below. Employees wishing to participate in any
of the programs designated herein shall submit a request to his or her bureau commander,
who will then make a recommendation to the Police Chief. Final approval will be at the
discretion of the Police Chief, based on the needs of the Department and program benefits.
In no event shall the application of this Educational Incentive program result in an employee
being eligible to earn more than fifteen (15) salary rate ranges (approximately 7.5 %) above
his or her then current base monthly salary step.
A. FBI National Acadernv. Any employee covered by this MOU who successfully
completes the FBI National Academy shall be paid at a rate set ten (10) salary rate
ranges (approximately 5 %) above his or her then current base monthly salary step.
B. California Command College. Any employee covered by this MOU who
successfully completes the California Corrunand College shall be paid at a rata set ten
(10) salary rate ranges (approximately 5 %) above his or her then current base
monthly salary step.
C. LAPD Leadership Program. Any employee covered by this MOU who successfully
completes the LAPD Leadership Program shall be paid at a rate set five (5) salary
rate ranges (approximately 2.5 %) above his or her then current base monthly salary
step.
D, Police Executive Research Forum (PERF) Senior Management Institute for Polioe.
Any employee covered by this MOU who successfully completes the Senior
Management Institute for Police shall be paid. at a rate set five (5) salary rate ranges
(approximately 2.5 %) above his or her then current base monthly salary step.
E. FBI National Academy (LEEDS Program). Any employee covered by this MOU
who successfully completes the FBI LEEDS Program shall be paid at a rate set five
(5) salary rate ranges (approximately 2.5 %) above his or her then current base
monthly salary step.
F. International Association of Chiefs of Police. Any employee covered by this MOU
who successfully completes the Leadership in Police Organizations Program shall be
paid at a rate set five (5) salary rate ranges (approximately 2.5 %) above his or her
then current base monthly salary step.
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G. Homeland Security Executive Leaders Pr, opium. Any employee covered by this
MOU who successfully completes the Homeland Security Executive Leaders
Program shall be paid at a rate set five (5) salary rate ranges (approximately 2.5 %)
above his or her then current base monthly salary step.
H. Advanced Leadership Program. The advanced leadership courses listed below
represent curriculum that exceed minimum training mandates for taw enforcement
managers. The subject matter addresses a variety of critical topics associated with
advanced organizational development and the role of leaders within the organization.
All courses are applicable to sworn and civilian managers.
Any employee covered by this MOU who successfully completes a cumulative total
of 112 hours of the below listed advanced leadership courses shall be paid at a rate
set five (5) salary rate ranges (approximately 2,5 %) above his or herthen. currentbase
monthly salary stela.
Leadership Courses
Hours
Command Institute for Law Enforcement Executives (F.B.I. - LEEDA)
40
Contemporary Leadership Issues P.B.I.._ LEEDA)
32
Executive Development Course (P.O.S.T.)
80
Management Civilian Seminar (Part 1) ( .O.S.T.)
24
Mana ottrent Civilian Seminar (Part 1� I'.O.S.T.
24
Organizational Leadershi P.O.S.T.)
40
Police Management Seminar Advanced P.O.S.T.)
24
Su ervisor Leadership Institute {F.B.I. — LEEDA)
40
POST Management Update
24
POST Supervisory Update
24
FBI - LEEDA Executive Survival
32
Role of the Police Chief
40
POST Supervisory /Leadership Update
24
Effective Executive Communication
24
Police Management Seminar Advanced
Civilian :Management Seminar
24
40
Advanced. Civilian Management
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Additional Courses. Any other course, 24 hours or longer, which focuses on
developing leadership skills or increasing knowledge of contemporary law
enforcement issues of man agemeut/executive nature, orwhich enhances knowledge
of community policing strategies or trends, shall be reviewed and approved by the
Chief of Police after he /she ensures that the above criteria are met.
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ARTICLE VII
7.0 TRAINING & EDUCATIONAL ASSISTANCE PROGRAM
7.1 Purpose.
A. To encourage the employees of the City of Santa Ana to take college courses and
special training courses, which will better enable them to perform their present duties
and prepare them for increased responsibilities.
B. To provide financial assistance to eligible employees for education and training.
C. To establish eligibility requirements, conditions and procedures whereby such
assistance may be provided.
7.2 Eligibility.
A. Application for tuition reimbursement will be considered only from full -time, regular
City employees who have completed probation.
B, Reimbursement is not authorized for courses for which, the employee is receiving
financial assistance from other sources such as the G.I. Bill, scholarships, etc.
C. Applications will be approved onlyfor courses directlyrelated to the employee's job
or directly related to a promotional position 'in the employee's occupational specialty.
D. Courses not ostensibly related to the employee's job, but which are required to
qualify for a degree that is directly related to his job, maybe reimbursable only after
all required, occupationally- related courses have been completed. (For example, a
Police Officer is a candidate for an A.A. Degree in Police Science and has completed
all coursework directly related to his crime investigation and prevention duties. A
course in American History is required for the degree. The history course may
qualify for tuition reimbursement because the degree can be related to the employee's
job).
E. Prior to receiving tuition reimbursement, employees must submit documentary proof
of having received a grade of not less than "C" for the course. If objective ratings are
not rendered for a specific course, then a certificate of successfid completion mustbe
submitted.
Approval will be limited to courses given by accredited colleges and universities, city
colleges or adult education courses under the sponsorship of a Board of Education
and certain non - collegiate training seminars approved by the Police Chief Other
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workshops, seminars, conferences and similar activities not identifiable as a formal
course of insh action within the curriculum of a recognized educational institution do
not fall within the purview of this program but may be authorized and funded by the
Police Department with prior approval of the Police Chief.
7.3 Reimbursement.
A. Reimbursement will be based on the cost of tuition or registration fees and all
required texts arld related material for each course. Additional expenses such as
meals and parking fees are not reimbursable. If, however, an employee is required by
the Police Chief to attend a particular course or seminar, the expense shall be borne
entirely by the Department.
B. Costs for required textbooks are eligible for one hundred percent (100 1/1a)
reimbursement subject to the following conditions:
1. That a duplicate of the required textbook(s) was unavailable for loan from the
Department library prior to the commencement of coursework; and
2, That any textbook(s) purchased by the City shall be submitted to the employee's
Departmental library in order that such textbook(s) maybe made available to all
employees.
C. Tuition and registration costs are eligible for one hundred percent (100 %)
reimbursement up to a maximum of two thousand dollars ($2,000) per year
(including non- P.O.S.T, reimbursable courses and approved non- collegiate seminar
training courses),
Reimbursement for non - collegiate seminartraining courses require the prior approval
of the Police Chief and shall be limited to two (2) such courses per year and a
maximutixi of $500 per course.
D. Employees shallbe limited, forpurposes of tuition reimbursement, to amaximumof
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 (213) of one (1) "semester" a rut.
7.4 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 fame and submit it to the Police Chief.
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B, The Police Chief will recommend approval or disapproval and forward the
application to the Personnel Services Department.
C. The Executive Director of Personnel Services will approve or disapprove the
application for the City. One (1) copy will be returned to the employee and the
duplicate will be retained by the Personnel Services Department. It is advisable that
the applicant accomplish the procedure so far described, prior to the inception of the
course or disbursement of personal funds in order to ascertain the eligibility of the
intended course of instruction for reimbursement under the provisions of this policy.
D. The employee will submit his or her copy of the approved application to the
Personnel Services Department within three (3) months after he or she has completed
the course and received his or her final grade with appropriate receipts for tuition and
textbook costs. These will be returned to the employee upon request. Applications
not submitted to the Personnel Services Department within three (3) months
following completion of the course become void,
E. Upon receipt of the application and required documentation, the Executive Director
of Personnel Services will compute the amount of reimbursement, authenticate the
application and forward it to the Police Chief.
F. The Police Chief will then authorize the Finance and Management Services
Department to reimburse the employee the approved amount out of the budget of the
Police Department.
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ARTICLE VIII
8.0 OVERTIME
8.1 Compensation for Overtime. Employees in any of the designated classes of employment
listed in this MOU are not eligible for monetary compensation for overtime work or for
compensatory time off with pay for overtime work, unless so required by the Fair Labor
Standards Act, or any other State or Federal laws.
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ARTICLE IX
9.0 HOLIDAYS
9,1 Legal Holidays observed by full -time permanent and probationary employees of the City of
Santa Ana are as follows:
o January I't - New Year's Day
• Third (3`d) Monday in January - In observance of Martin Luther Ring, Jr's Birthday
• Third (3'd) Monday in February - In observance of Presidents' Day
• Last Monday in May - In commemoration of Memorial Day
• July 4`h - In observance of Independence Day
• First (1") Monday of September - In observance of Labor Day
• November I Id'- In observance of Veteran's Day
• Fourth (4t) Thursday in November - In observance of Thanksgiving Day
• The Friday immediately following Thanksgiving Day
• Last working day before Christmas Day, unless Christmas Day falls on Thursday, in
which instance, the day following Christmas Day shall be observed in lieu thereof.
• December 25t11 - In observance of Christmas Day
• 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.
9.2 Full -tinge permanent and probationary employees covered by this MOU shall be entitled to
receive twelve (12) working days off, eight (8) hours per day, during the calendar year in lieu
of the holiday benefits specified in Section 9. 1, supra. Therefore, employees with alternative
work schedules shall be credited with 96 hours of Holiday Time at the beginning of every
calendar year in lieu of twelve (12) holidays in the year.
19
For purposes of computing holiday accruals, an eight (8) hour day shall be the basis for
computation.
Said substitute holidays may be taken at any time during the calendar year with prior
permission of the employee's supervisor and subject to the operational needs of the
Department. However, if an employee who separates from the service of the Cityhas taken
time off for holidays in advance of the date or day the holidays actually occur, he or she must
pay the City the cash value for such used but unearned holiday time off benefits prior to or at
the time of separation.
9.3 A newly appointed employee must actually work at least one (1) day preceding the day a
holiday listed in Section 9. 1, supra, actually occurs in order to receive credit for suchholiday
during the month in which it occurs.
An employee separating from the service of the City must actually work at least one (1) day
following the day a holiday listed in Section 9. 1, supra, actually occurs in order to receive
compensation for the holiday.
A newly appointed employee must complete six (6) months of continuous full -time service in
order to receive credit for the Floating Holiday Iisted in Section 9.1 above,
9.4 Holiday time off may be taken in 30- minute increments.
9.5 Holiday benefits may not be carried over from one (1) calendar year to the next.
9,6 Leave Cash Option. Employees covered by this MOU may cash out a combination of
holiday, vacation, and management vacation leaves, up to a maximum of 260 hours in a
calendar year.
A. Holiday Leave: Employees may receive cash compensation, computed on a straight
time basis, up to a maximum of eighty (80) hours of their holiday leave benefits,
including the floating holiday, set forth in Section 9.2 above.
B. Vacation Leave: Employees may receive cash compensation, computed on a straight
time basis, for up to a maximum of 150 hours of earned, unused vacation leave
benefits, set forth in Sections 10.2 herein.
C. Management Vacation Leave: Employees may receive cash compensation, computed
on a straight time basis, up to a maximum of 150 hours of earned, ionised
management vacation leave benefits, set forth in Section 10.4 herein. Effective July
1, 2012, employees covered by this MOU began earning an additional 60 hours of
20
management vacation leave for a total accrual of 100 hours of management vacation
per year.
Such cash option may be eliminated or modified to the extent it is construed as overtime under
Department of Labor Guidelines implementing provisions of the Pair Labor Standards Act.
D. Association members who notify the City, in writing, of their intent to retire within
12 calendar months shall be allowed to cash out any and all eligible leave bank
balances, including sick leave, upon request. Employees shall receive payment as
soon as practical, and no longer than 30 days after the request has been made. If an
employee cashes out his or her eligible leave bank balances prior to retirement and
subsequently remains employed one year after their initial notice of intent to retire,
said employee shall be ineligible to accrue 100 hours of management vacation the
next calendar year.
21
ARTICLE X
10.0 VACATION
10.1 Purpose. It is the policy of the City to grant employees vacation leave in order to provide
them with a break in their regular work schedule and this purpose will be used as a guide in
the administration of the provisions of this Article,
10.2 Vacation.
A. Effective January 1, 2016, the regular and longevity vacation accruals of bargaining
unit members shall be combined into one single vacation bank. The accrual rates
will remain the same. However, after January 1, 2016 there will no longer be a
reference to longevity vacation. Longevity vacation earned but not advanced in 2015
will be credited to the employee's vacation bank effective January 1, 2016.
Thereafter, members shall accrue the combined vacation with pay on a monthly basis
as set forth in the following table,
22
Annual
�A�cpi
Completed
Vacation
al!
Years
Accrueda,
e A
1
120
MCI OQ=
2
120
1t2fkt'
3
_ 120
1OQ0
4
120
e` Q_•
5
120
00�
6
124
7
128
8 _
_46?
1320
;
9
136
t +xt133?
10
140
11
144
w a
12
148
jT.
13
152�17�
14
156
15
160
w
16
168
,�14g0?'�`
IA
17
_
1764
�7<
18
184
;w
19
192'7E,q
20 or more
200
67
22
B. Vacation thne 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).
C. Computing Regnilar Vacation.
In computing vacation, each municipal holiday that occurs during the
vacation, and that falls on a day which the employee would have worked had
he or she not been on vacation, shall be deducted from the computation so
that one (1) additional day of vacation shall be allowed to the employee,
Should an employee be confined to a hospital for sickness or injury while on
authorized vacation, each full day of such confinement, when confirmed by a
physician's statement and approval of the Police Chief, may be deducted
from the computation of vacation expended and charged against the
employee's accumulated sick leave.
No employee may cant' over from one (1) calendar year to the next, more
than the maximum vacation carryover as set forth in the following table. Any
vacation not used beyond the maximum carryover amount from year to year
is forfeited, meaning that no pay shall be received for suchlmused vacation at
anytime. This provision constitutes a waiver of any rights to vested vacation
benefits under California Labor Code section 227.3.
Completed
Years
Max
Carryover
1
120
2
240
3
240
4
240
5
240
6
244
7
252
8
260
9
268
10
276
11
284
12
292
13
300
14
308
15
316
16
328
23
10.3
17
344
1s
360
19
376
20
392
21
400
22
400
23
400
24
400
25
400
3. Employees may or may not be allowed or required to accrunulate or split
vacations. The time at which an employee shall take his or her vacation shall
be determined by seniority within ranIq with due regard for the needs of the
service.
4. For purposes of computing vacation accruals, an eight (8) hour day shall be
the basis for computation,
Longevity Vacation.
A. Longevity vacation accrual shall be operative only through December 31, 2015.
Effective January 1, 2016, vacation accrual shall be governed solelyby Section 10.2.
B. In addition to regular vacation, each employee is granted longevity vacation with pay
for each completed year of full -time, continuous City service as set forth in the
following table.
Completed
Additional
Hourly Equivalent of
Years
Days
Additional Days
6
%z
4
7
1
8
8
1 %z
12
9
2
16
10
2 %
20
11
3
24
12
3 '/2
28
13
4
32
14
4 Yz
36
15
5
40
16
6
48
17
7
56
18
8
64
24
19 9 72
20 10 80
C. No employee becomes eligible for longevity vacation until completion of the sixth
(6"') year of continuous service, and each employee continues to earn the maximum
of tan (10) working days (80 hours) of longevity vacation for each completed year of
service in excess of twenty (20) years.
10.3 Leave Cash Options. Please refer to Section 9.6 for details,
10.4 Management Vacation Benefit. All employees covered by this MOU will be granted one
hundred (100) hours of management vacation per calendar year over the vacation schedules.
Employees may accrue a maximum of 480 hours of such Management vacation.
10.5 Effect of Extended Sick Leave on Vacation Accrual. An employee that is absent on paid sick
leave or unpaid leave for a period of time greater than fifteen (15) consecutive calendar days
in any one (1) calendar month shall not accrue vacation credits during that month.
25
ARTICLE XI
11.0 OTHER LEAVES OF ABSENCE
11.1 Sick Leave.
A. Definition. Except as otherwise provided below, sick leave shall be deemed to mean
absence from duty of an employee because of 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.
B. Accrual. Each employee shall be entitled to, and shall mnr, eight (8) hours of sick
leave for each full calendar month of 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, an employee on leave of absence for service - connected illness or injury
who is covered by the provisions of Labor Code Section 4850, shall continue to
accumulate eight (8) hours of sick leave for each full calendar month of service for
which he or she is employed by the City with full pay during said absence for service -
connected illness or injury. For purposes of computing sick leave accruals, an eight
(8) hour day shall be the basis for computation.
C. Authorized Only When Necessary. Sick leave is not a right which an employee may
use at his or her discretion, but shall be allowed only in cases of necessity and actual
sickness or disability, or as authorized in Subsection J below.
When an accepted industrial illness or injury has caused a non -sworn employee's
absence, for which benefits are required under the State Workers' Compensation
Insurance and Safety Act, paid sick leave will be allowed such employee during the
first three (3) days of the statutory waiting period. If the workers' compensation
related illness or injury continues past the initial three (3) consecutive days, the
employee will have the three (3) used sick days recredited to his or her account. Paid
sick leave will continue until the fourth (0) day when the City pays the employee
workers' compensation benefits for such illness or injury. If the employee does not
have sufficient accumulated sick leave at the commencement of such industrial
illness or injury, they will be advanced sick leave for this purpose. Subsequently, the
City will deduct an equal amount previously advanced from any sick leave accrued
by the employee until the total amount is recovered. If the employee terminates
before recovery of all advanced sick leave, the City will deduct the unrecovered cost
of sick leave from such terminated employee's final paycheck, to the extent possible.
26
The City may authorize employees to use sick leave, vacation, or compensatory time
for approved workers' compensation medical appointments as specified herein. The
City may authorize use of such leave for City approved medical appointments
whenever such appointments cannot be secured outside the employee's regular
workday, and salary continuation or workers' compensation benefits are not
available.
D. Limit. The maximum total accumulation of sick leave with pay shall be 2,000 hours.
Sick leave usage of less than a frill day shall be charged in minimum increments of
one (1) hour, with fractional usage rounded upward to the next higher multiple of one
(1).
E, Extended. The City Manager may grant leave up to six (6) months without pay to an
employee who has exhausted all of his accrued sick leave if a licensed physician
indicates that the employee will be sufficiently recovered to return to his employment
within a six (6) month period. Prior to the expiration of the additional time, the
employee may return to his position provided that the employee has a certificate from
a licensed physician stating that the employee is able to perform all the duties of his
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.
Extension by Use of Vacation. After an employee's sick leave has been exhausted,
he or she may be granted pennission to take any earned vacation he or she may have
accrued.
0. Notice. The employee taking sick leave shall noEfy his or her immediate supervisor
as established by the Police Department regulations. When the absence is more than
three (3) consecutive working days, the employee must present to the Police Chief a
physician's certificate stating 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
Personnel Services Department with the report of the employee's retain 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, siclaiess or disability sustained while engaged in employment other
than employment by the City, for monetary gain or other compensation, or by reason
of engaging in business or activity for monetary gain or other compensation.
27
I. Excess Usage. If sick leave is used in excess of that clue and available to an
employee, such excess sick leave will, first, be deducted from any available vacation
leave benefit; finally, deducted from the next scheduled salary payment.
Personal Necessity Leave. Each employee shall be afforded the opportunity to use up
to 48 hours of sick leave per calendar year, on a non - cumulative basis, as personal
necessity leave. All of this personal necessity leave may be used to attend to an
illness of a child, parent, or spouse of the employee. As used in this section, a child
means a biological, foster, or adopted child, a stepchild, a. legal ward, or a child of a
person standing in loco parentis; and a parent means a biological, foster, adoptive
parent; a stepparent, or a legal guardian.
Up to three (3) days of this personal necessity leave may be used: (a) to attend to a
serious accident to members of the employee's immediate family; (b) childbirth; (c)
to cope with imminent danger to the employee's home or other valuable property; or
(d) when the existence of external circumstances beyond the employee's control
make it impractical for him or her to report for duty, For the purposes of this section
only, a "day" shall be defined as the number of hours of work that an employee is
required to work according to his or her specific workday schedule,
K. PaynIent for Unused Sick Leave.
1. Payment criteria and hinitations.
a. Upon non - disciplinary termination of employment after ten (10) years
of cumulative full -time service with the City, each qualified employee
with less than twenty -five (25) years o' cumulative full -time service
with the City 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
427 hours at the rate of pay effective on the date of such termination.
b, Affected qualified employees who have completed twenty -five (25)
years or more of cumulative full -time service with the City shall be
entitled to payment for two - thirds (2/3) of the total sick leave benefit
credited to his or her account upon the effective date of such
termination, not to exceed amaximum limit of 1,467 hours at therate
of pay effective on the elate of such termination,
C. At the employee's election, payment of unused sick leave may be
received in either a limp sun of money or in equal monthly payimonts
for a period of up to five (5) years.
28
d. 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
two - thirds (2/3) 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 the death.
2. Conversion to Health Insurance Premium Payments.
At his or her option, an employee may convert any lump sun payment provided
herein for unused sick leave upon non - disciplinary termination 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.
a. The City's obligation to pay such premiums shall terminate when the
sum of premiums paid equals the amounts as follows:
• After ten (10) years, but less than 15 years of service, the employee
shall be entitled to 50% of the amount of unused sick leave benefits
credited to his or her account upon the effective date of termination,
not to exceed a maximum limit of 640 hours. This amount represents
approximately 150% of the amount the employee would have been
entitled to had they elected to cash out their sick leave hours.
• After fifteen (15) years, but less than 25 years of service, the
employee shall be entitled to 66.66% of unused sick leave benefits
credited to his or her account upon the effective date of termination,
not to exceed a maximum limit of 1,067 hours.
• After twenty -five (25) years of service, the employee shall be entitled
to 100% of the amount of unused sick leave benefits credited to his or
her account upon the effective date of termination, not to exceed a
maximum limit of 1,600 hours. This amount represents
approximately 150% of the ainotmt the employee would have been
entitled to had they elected to cash out their sick leave hours.
b. Premiu nis will first be paid out of the hemp sum amount contributed
by the employee and then out of the amoimt contributed by the City,
If the retired former employee dies before exhausting the full amount
of his or her lump sum contribution, the unused portion of such
contribution shall be converted to cash as defined in Section 11.1.x.'1.
above and distributed to the retiree's designated beneficiary.
29
11.2 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. For purposes of this
Section only, a "day" shall be defined as the number of horns of work that an employee is
required to work according to his/her specific workday schedule. Such leave is designated as
bereavement leave. "Immediate family" as used in this section is limited to:
A. Any relative by blood or marriage who is a member of the employee's household;
B. A parent, parent -in -law, spouse, child, brother, sister, grandparent or grandchild of
the employee, regardless of residence;
C. Any other relative of the employee by blood or marriage where it can be established
by the employee that as a result of such relative's death, the employee's presence is
required,
11.3 MilitM Leav e.
A. Proof of Orders and Reinstatements. An employee shall be granted military leave if
he or she furnishes the Executive Director of Personnel Services satisfactory proof of
his or her order to report for duty. Upon return and upon showing of proof of actual
service pursuant to such orders, he or she will be reinstated as provided in Section 9-
143 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)
working days in each calendar year after one (1) year's service with the City upon
presenting satisfactory proof of orders to and from such temporary active duties.
11.4 7u and Witness Leave. When an on -duty employee is called to serve as a juror or witness
in any court action, he or she shall be allowed to leave for the time actually required for such
service without loss of pay. Each on -duty employee called for such service shall present to
the Police Chief for examination the subpoena calling him or her to such service and shall
pay into the City Treasury the fees collected for such service, with the exception of
reirnbia cement for transportation expenses, if any.
11.5 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
time off benefits.
11.6 Unauthorized Absence. Unauthorized absence from duty for any duration of time may be
considered cause for dismissal.
30
11.7 Authorized Absence Without Pay - Short Term. Absence without pay, not to exceed five (5)
consecutive working days, maybe authorized bythe Police Chief. Absence without pay, not
to exceed fifteen (15) calendar days, may be authorized by the Department with the approval
of the City Manager. Such an absence may be authorized only if, in the judgment of the
Police Chief, it serves the best interest of the City.
11.8 Authorized Absence Without Pay - Lou Term. Upon receipt of a written request from an
employee having permanent status plus actionby the Police Chief recommmending approval of
the request, the City Manager may grant a leave of absence without pay for up to six (6)
months.
An employee returning to duty with the City shall inform the Police Chief and the Executive
Director of Personnel Services of his or her intention at least thirty (30) calendar days prior to
the expiration of the six (6) months period or a shorter period of the full six (6) months if not
taken. Upon receipt of such notice, the Police Chief will take steps necessary to restore the
employee to his or her former position.
11.9 Industrial Leave.
A. Each "safety member" employee covered by the provisions of Labor Code Section
4350 who is compelled to be absent from duty because of an illness or injury covered
by the State of California, Workers' 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.
B. Any period of time during which an employee is required to be absent from his orher
position by reason of an industrial injury or industrial illness for which he or she is
entitled to receive compensation shall not be considered abreak in continuous service
for the purpose of his or her right to salary adjustments or to the accrual of vacation,
seniority and any other benefits.
11.10 Administrative Leave Policy. The City Manager is authorized to grant, at his or her
discretion, paid or unpaid administrative leave for employees covered by this MOU.
11.11 Catastrophic Leave Donation. In order to assist employees otherwise granted leave of
absence without pay by the City Manager because of catastrophic non - industrial medical
condition or injury, the City and Association agree to implement a Catastrophic Leave
Donation procedure.
Nothing herein shall be construed to alter City policies and procedures as provided in the
Charter or ordinances of the City of Santa Ana or other provisions of this MOU withregard
31
to granting unpaid leaves of absence,
The Catastrophic Leave benefit will be provided for non - industrial injury or sickness only.
The leave shall cover the uncompensated time prior to the employee becoming eligible for
L.T.D. benefits.
A. Guidelines, it shall be understood that all donations under this procedure are
voluntary and subject to taxation for the recipient.
1. Employees may donate vacation or compensatory time or one in lieu holiday
to the eligible employee. In no event shall sick leave be donated.
2. Employees shall be provided a two -weak period to submit donations.
Donations received after this two -week period shall not be processed. The
two -week period for each case shall be designated by the Police Chief or his
designee as provided herein below.
3. Donations shall be for a minimum of two (2) hours and a maximum of eight
(8) hours per donor. All donations must be made in two (2) hour increments,
except in lieu holidays must be for eight (8) hours.
4. Any authorization of donations not made in accordance with the procedures
outlined in Section C, subparagraph 2 below, will not be processed.
5. All donations shall be irrevocable.
6. In the event the recipient returns to work before leave donations have been
exhausted, any balance on the books shall be accrued by the recipient and
designated as sick leave.
B. Eligibility. Regular, full -time employees shall be eligible for Catastrophic Leave
donations if the following criteria are met:
When it is reasonably foreseeable that all accrued time on the books, such as
sick leave, compensatory tune, vacation, and in lieu holidays, will be
exhausted and the employee's illness will continue past the time when the
employee will be on paid status.
The Police Chief or his/her designee has approved a written request for
donations accompanied by a medical statement from the employee's
attending physician. The attending physician's statement must verify the
employee's need for an extended medical leave and an estimate of the time
the employee will be unable to work.
32
C. Procedure.
Upon receipt of a valid request for donations from an eligible employee, the
Police Chief or his or her designee shall post a notice of the eligible
employee's need for donations on bulletin boards accessible to employees.
No confidential medical information shall be included in the posted notice,
Employees wishing to donate time to an eligible employee must sign his or
her authorization of the transfer of such donated time and provide:
a. His /her name, department name, and employee number.
b. The number of hours of compensatory or vacation time of the
donation within the limitations of Section A, subparagraph 3 above.
C. The name, department and employee number of the recipient.
d. A statement indicating that the donor understands such donation of
time is irrevocable.
33
ARTICLE XII
12.0 EMPLOYEE INSURANCE
12.1 Health Insurance. The City shall contribute towards the cafeteriaBenefitplan the payment of
premitus for affected employees and their dependents under the California Public
Employees' Retirement System (CalPERS) health insurance programs pursuant to the
provisions below.
A. The City shall continue to contribute toward medical premiums for each employee
covered by this MOU that amount equal to the premium in effect for the "employee -
only" and "family" tiers, respectively, of the CalPERS Kaiser "Other Southern
California" HMO plan, as determined by the employee's coverage selection. The
"employee only" tier applies to employees who have no dependents. Since the City
contracts with CalPERS for medical insurance, the amount described above will
include the CalPERS statutory minimum paid by the City.
B. 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
amount of the City contribution to the Cafeteria Benefit Plan specified above shall be
home entirely by the employee.
C. For each such employee who is covered trader a spouse's non -City sponsored health
plan, the City will pay the employee a cash -in -lieu payment (subject to taxation as
wages) each month in an amount equal to one hundred percent (100 %) of the
monthly premium amount for the City's lowest "employee -only" coverage, if said
employee waives, in writing, City -paid coverage. If an employee waives City
provided coverage, said employee shall provide proof of medical insurance coverage
in anon City - sponsored health plan. Said waiver shall include aprovision warning
such employee that reentry into any of the City - sponsored plans is allowed only at
open enrollment, runless there is a qualifying event, and may require proof of
insurability for such employee and /or family.
12.2 Dental Insurance. The City agrees to contribute towards the cafeteria Benefit plan the
payment of premiums for dental insurance plans provided by the City for employees covered
by this MOU and their eligible dependents on the following basis:
A. One hundred percent (100 %) of the premium cost for "employee- only" coverage.
B. Up to one hundred ten dollars ($110) per mouth per employee for "family" coverage.
Any contribution necessary to maintain benefits under said dental plans in excess of the
amount of the City contribution to the cafeteria, plan specified above shall be borne entirely
34
by the employee.
For each such employee who is covered under a spouse's non -City sponsored dental plan, the
City will pay the employee a cash -in -lieu payment (subject to taxation as wages) each month
in an amount equal to one - hundred percent (100 %) of the City's contribution, if the
employee waives, in writing, City -paid coverage. Such waiver shall include a provision
warning such employee that reentiy into any City - sponsored plan is allowed only at open
enrollment, unless there is a qualifying event, and may require proof of insurability for such
employee and/or family.
12.3 Disability Insurance. The City shall continue to pay one hundred percent (100 %) of the
premium cost for a long term disability insurance plan for employees covered by this MOU
as said plan was amended effective November 1, 1985, to provide Unrepresented
Management personnel a monthly benefit of sixty -six and two - thirds percent (66 2/3 %) of
base monthly salary (insured payroll), less offsets contained in the existing plan, to a
maximum monthly benefit of $5,000.
12.4 Life Insurance. The City shall continue to pay one hundred percent (100 %) of the premium
cost for tenn life insurance coverage under the policy it maintains on behalf of its officers
and employees in order to provide employees covered by this MOU with life insurance
coverage in an amount equal to twice such employee's annual rate of salary to a maxiimmn of
three hundred thousand dollars ($300,000), provided said affected employees can provide
evidence of insurability of coverage above one hundred fifty thousand dollars ($150,000) if
so required by the terms and conditions of said term life insurance policy.
In the event any such employee is deternnined to be ineligible for said insurance coverage, the
City will attempt to provide as much coverage as may be obtained at reasonable cost without
having to provide evidence of insurability,
12.5 The City shall retain the right to change health, dental 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
MOU, provided that employees covered by this MOU continue to receive equivalent benefits
and provided that the parties have met and conferred before the changes have been made.
12.6 Cafeteria Benefit Plan, The City provides a Cafeteria Benefit Plan adopted in accordance
with the provisions of Internal Revenue Code § 125 for employees covered by this MOU.
Affected employees will be eligible to receive cash (subject to taxation as wages) through the
cafeteria Benefit plan if they either opt -out of receiving one of the optional benefits provided
through the plan or if they choose optional benefits that do not cost as much as the maximum
dollar amount they have received through the plan.
If two City employees are married, at least one of the two employees must maintain
35
insurance coverage. The amount of money that can be redesignated by the employee waiving
coverage is limited to the value of the "employee -only" level within each type of insurance.
In the event the City experiences an adverse impact in rates due to utilization of the
redesignation option, the City and PMA agree to meet and confer over the impact.
12.7 Medical Retirement Subsidy Plan. The City provides the "Vantage Care" Retirement Health
Savings Plan ( "RHS "), which designated ICMA -RC as the administrator of the plan,
A. The City shall continue to contribute one and three - quarter percent (1.75 %) of base
salary, plus pay additives each pay period into the individual accounts of Association
members established with plan administrator ICMA -RC.
Employees covered by this MOU shall continue to contribute one half of one
percent (.50 %) of base salary, plus pay additives, each pay period into their
individual RHS accounts established with plan administrator ICTMA -RC,
2. In addition to the contributions referenced above, an Association member
may contribute unused sick leave, vacation, and other benefits to the trust as
defined by the plan guidelines.
The program is not intended to create any form of lifetime insurance subsidy,
benefit or entitlement.
12.8 Vision Insurance. The City shall maintain in effect its existing vision care plan through
EyeMed, for employees covered by this MOU. This plan is vollntary on behalf of the
employee and shall be fully funded by the participating employee.
36
ARTICLE XI1I
13.0 DEFERRED COMPENSATION
13.1 Effective January 1, 1977, employees covered by this MOU were granted a one percent (1 %)
salary increase to be utilized toward deferred compensation. Effective July 1, 1991, to
comply with CaIPERS salary reporting requirements, salary rate ranges for employees
covered by this MOU were adjusted upward by one percent (1 %) to reflect the deferred
compensation as salary. For salaryreport rigpurposes, the deferred compensation was shown
as part of salary, rather than as an add -on benefit. The amounts contributed by the City under
this article shall be subject to provisions as outlined in the Internal Revenue Code (IRC) 457.
Furthermore, all new contributions and existing assets are to be held for the exclusive
benefit of the participants and beneficiaries.
37
ARTICLE XIV
14.0 RETIREMENT
14.1 General. The terms of the existing contract between the City and California Public
Employees' Retirement System (CalPERS) governing the City retirement benefits of
employees covered by this MOU are incorporated by reference herein. The City shall
continue to make contributions to CalPERS in accordance with its contract with CaIPERS for
employees covered by said contract as amended.
142 Deferred Retirement. The City will continue to make payment to CalPERS on behalf of each
affected employee, in an amount necessary to pay one hundred percent (100 %) of his or her
individual employee retirement contribution. Such payments shall be credited to the
individual employee's CalPERS account.
Such payments are not increases in base salary and no salary rate ranges applicable to any of
the employees covered by this MOU shall be changed or deemed to have been changed by
reason thereof. Asa 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, and not ordinary income,
For the purpose ofreporting an employee's compensation to CalPERS, the City shalt include
these payments as if they were part of the employee's base salary,
In the event that the City receives a ruling fiom 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 said employee shall forthwith be increased by eighteen (18) salary rate ranges
(approximately 9 %) for "safety mernber" employees covered wider the 3% at age 50
CaIPERS formula and sixteen (16) salary rate ranges (approximately 8 %) for all
"miscellaneous mernber" employees covered under the 2.7% at age 55 CalPERS Formula.
14.3 1959 Survivor's Benefit. The City shall provide CaIPERS fourth level of 1959 Survivor's
Benefits to all eligible employees in the unit.
14.4 Pre - Retirement Optional Settlement 2 Death Benefit. The City shall provide the Pre -
Retirement Optional Settlement 2 Death Benefit to all employees covered by this MOU.
14.5 2.7% at 55 Service Retirement Benefit for Classic Miscellaneous Members. The Cityagrees
to continue to provide Classic Miscellaneous employees covered by this MOU who are
defined as Classic Members under the California Public Employees' Pension Reform Act
(PEPRA) of 2013 with the 2.7% at 55 Service Retirement benefit.
38
Payment of 2,7% at 55 Service Retirement Benefit. Classic Miscellaneous employees
covered by this MOU shall pay eight percent (8 %) of CalPERS reportable compensation
toward the employer cost of the 2.7% at 55 enhanced retirement formula. This payment shall
be implemented as cost - sharing pursuant to Government Code section 20516(f).
Pre - Taxable Benefit. To the extent permitted by CalPERS and Internal Revenue Service
regulations, this eight percent (8 %) employee contribution shall be implemented through
payroll deductions on a pre -tax basis.
2% at 62 Retirement Benefit for New Miscellaneous Members, The City agrees to provide
Miscellaneous employees covered by this MOU who are defined as New Members tinder
PEPRA, with the 2% at 62 Service Retirement benefit.
The PEPRA went into effect on January 1, 2013. The parties agree that if there is any other
clean up or other retirement legislation which goes into effect during this MOU and if there
are provisions of that legislation which, by law, automatically goes into effect, either party
may request to negotiate over the legislation, including over the impact.
Final compensation for New Miscellaneous Members will be based on the highest annual
average compensation earnable during any 36 consecutive months preceding the effective
date of his or her retirement,.
Effective July 1, 2013, employees covered under the 2% at 62 retirement formula for
Miscellaneous shall pay one half of the normal cost rate, as established by CalPERS.
14.6 3% at 50 Service Retirement Benefit for Classic Safety Members. The City agrees to
continue to provide Classic Safety employees covered by this MOU who are defined as
Classic Members under the California Public Employees' Pension Reform Act ( PEPRA)
with the 3% at 50 Service Retirement benefit.
Paymentof3 %at50 Service Retirement Benefit. Classic Safety employees coveredbythis
MOU shall pay nine percent (9 %) of CalPERS reportable compensation toward the employer
cost of the 3% at 50 enhanced, retirement formula. This payment shall be implemented as
cost - sharing pursuant to Government Code Section 20516(£),
Pre - Taxable Benefit. To the extent permitted by CalPERS and Internal Revenue Service
regulations this nine percent (9 %) employee contribution shall be implemented through
payroll deduction on a pre -tax basis.
2.7% 2 57 Retirement Benefit for New Safety Members. The City agrees to provide Safety
employees covered by this MOU who are defined as New Members guider PEPRA with the
2.7% @ 57 Service Retirement benefit.
39
The PEPRA went into effect on January 1, 2013. The parties agree that if there is any other
clean up or other retirement legislation which goes into effect during this MOU and if there
are provisions of that legislation which, by law, automatically goes into effect, either party
may request to negotiate over the legislation, including over the impact.
Final compensation for New Safety Members will be based on the highest annual average
compensation earnable during any 36 consecutive months preceding the effective date of his
or her retirement,
Effective July 1, 2013, employees covered under the 17% @ 57 retirement formula for
Safety shall pay one half of the nonnal cost rate, as established by CalPERS.
14.7 Military Service Credit as Public Service. "Safety" employees and "miscellaneous"
employees may elect to purchase up to four (4) years of service credit for any continuous
active military or merchant marine service prior to employment. The employee must
contribute an amount equal to the contribution for current and prior service that the employee
and the employer would have made with respect to that period of service.
14.8 Credit for Unused Sick Leave. A non -sworn employee covered by this MOU can have
unused accumulated sick leave at the time of retirement converted to additional service credit
at the rate of 0.004 years of service credit for each day, eight (8) hours per day, of unused
sick leave (i.e., 200 days of sick leave equals .80 additional years of service credit), pursuant
to regulations prescribed by PERS, The maximum total unused sick leave that can be
converted shall be two hundred (200), eight (8) hours working days (1600 hours). Any
accumulated sick leave in excess of 1600 hours shall be forfeited. The City must report only
those hours ofuunised sick leave that were accrued by the employee during the normal course
of employment. This section applies to members whose effective date of retirement is within
four (4) months of separation from employment. The provisions of this section will also
apply to sworn employees covered by this MOU.
14.9 Effective the first pay period following council approval, the Unifonn allowance will be
discontinued and the City shall no longer report to CalPERS any portion of said uniform
allowance as constituting compensation for the employee.
40
ARTICLE XV
15.0 TECHNOLOGY STIPEND
15.1 The City shall provide a $75 a month Electronic Device Stipend ( "Stipend ") for those
Association employees whose positions require the regilar use of a cell phone and /or tablet
and who choose to use their own personal devices for business - related conversations and
activities. These employees maybe eligible to receive a Stipend to compensate for business-
related costs incurred while using their individually -owned electronic devices. Eligibility for
the stipend requires the employee to return to the City any City issued electronic device for
which the employee will be substituting his or her personal device.
41
ARTICLE XVI
16.0 EXPANDED RESIDENCY
16.1 The City shall continue to permit employees covered by this MOU to reside outside the
limits of Orange County, so long as such residency is not an rimeasonable distance nor
requires an unreasonable response time to the particular employee's place of employment,
Any affected employee who desires to take advantage of the opportunity to reside outside of
Orange County shall first request permission to do so from the Police Chief, Said request
shall be granted by the Police Chief if it is determined that the intended residence is not an
unreasonable distance nor requires an unreasonable response time to the employee's place of
employment.
Should the Police Chief refuse any such request, the employee shall have the right to appeal
said determination to the City Manager for reconsideration.
42
ARTICLE XVII
17.0 CONTROLLED PARKING AND TAKE HOME VEHICLE PRIVILEGES
17.1 Parkins. The City shall provide non -sworn employees covered by this MOU with free
parking for personal vehicles during on -duty 'hours in controlled packing facilities in the
Civic Center area.
172 Take Home Vehicle, All employees in the classifications of Deputy Chief of Police and
Police Commander shall receive a City -owned and maintained vehicle for traveling between
the employee's residence and the Police Department or other business - related location, as
necessary in the perfonnance of his or her duties.
43
ARTICLE XVIU
18,0 DISCIPLINE
18.1 An employee covered by this MOU may only be disciplined in accordance with the standards
and procedures and subjects to all rights of appeal set forth in Section 10004 of the City
Charter and Municipal Code Sections 9-9,9-10,9-118.1 et, seq,
18.2 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 Police Chief, the City Manager,
Personnel Board or a court of competent jurisdiction, that cause did not exist for the
ordered absence, the employee shall have restored to him anypaid leaves of absence
against which such absence may have been charged, and he shall be granted a
retroactive leave of absence with pay for the time during which he was prohibited
from performing the duties Of his position, less any compensation paid to him by the
City during such ordered absence.
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 of salary including all additives, vacation, and sick leave as if such
unsustained reduction, suspension, or discharge had not been involved. However, in
no event shall an employee be entitled to any salary credit for vacation and sick leave
for any period of time covered by a suspension sustained on appeal or for anyperiod
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.
44
ARTICLE XIX
19.0 GRIEVANCE REVIEW PROCEDURE
19.1 Definition of a Grievance. A grievance shall be defined as a timely complaint by an
employee or group of employees of the Association concerning the interpretation or
application of specific provisions of this MOU, 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 Personnel Board by those provisions 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
participation in the Grievance Review Procedure.
19.2 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 aperiod often (10) calendar days after the occurrence of the alleged incident
giving rise to the grievance, or when the grievant knew or should have reasonably
become aware of the facts given 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, a mutually acceptable solution
has not been reached at the informal level, the employee and /or the employee's
designated representative shall then set forth the grievance in writing, indicate the
nature of the action desired, sign it, and submit it to the Police Chief. At this point,
the grievance review process becomes formal. Should the grievant and /or his or her
designated representative fail to file a written grievance, and in the manner specified
above, within ten (10) working days after fist discussing the grievance with the
employee's immediate supervisor, the grievance shall be barred and waived.
19.3 Formal Process.
A. If a grievance is not rosolved 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 considered proper, sign it,
and forward it to the Police Chief without undue delay or, in no case, more than ten
(10) calendar days.
45
B. If the grievant files a written grievance to the Polioo Chief in the warmer, and within
the time limits specified, then a conference shall be held at the request of the
employee or the Police Chief.
C. Police Chief shall inform the employee of his or her action within ten (10) calendar
days of the conference referenced in subsection (B) above. The original of the
grievance form and the Chief's decision shall be filed in the Personnel Records of the
Department,
D. If no satisfactory settlement has been reached at the Department level, the employee
may, within ten (10) calendar days after being infonzled by the Police Chief of his or
her decision on the matter, and the reasons thereof, submit the grievance in writing to
the City Manager, or his or her 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 a basis of the Police
Chiefs response.
E. The City Manager or his or her duly authorized representative, after a careful review,
shall render a final decision on the merits of the grievance, in writing, and return it to
the grievant within thirty (30) calendar days after receiving the grievance. A copy of
the written grievance to the City Manager, or his or her duly authorized
representative, and of the City Manager's or his representative's written decision
shall be filed, in the Personnel Records of the Department and the grievant's
personnel jacket maintained in the Personnel Services Department,
F. After the procedures set forth in this Article have been exhausted, the grievant, the
Association, and the City shall have all rights and remedies to pursue said grievance
warder the law.
d6
ARTICLE XX
20.0 DUES DEDUCTION AND NDEMNIFICATION
20.1 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.
20.2 Indemnification. The Association agrees to hold the City harmless and indemnify the City
against any claims, causes of action, or lawsuits instituted by a member or members of the
Association arising out of the deductions or transmittal of 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.
47
ARTICLE XXI
21.0 CITY RIGHTS
21,1 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 MOU or
by law to manage the City, as such rights existed prior to the execution of this MOU. The
sole and exclusive rights of Management, as they are not abridged by this MOU or by law,
shall include but not be limited to the following rights:
A. To manage the City generally and to determine the issues of policy.
B. To determine the existence or non - existence of facts which are the basis of the
Management decision.
C. To determine the necessity of organization of any service or activity conducted by the
City and expand or diminish services.
D. To determine the nature, mamrer, means, and technology, and extent of services to be
provided to the public.
E. To determine methods of financing.
F. To determine types of equipment or technology to be used.
G. To determine and /or change the facilities, methods, technology, means, and size of
the workforce 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 contract for or subcontract any work or
operation of the City.
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.
To relieve employees from duties for lack ofwork or similar nondisciplinary reason,
subject to the provisions of the City Charter, Municipal Code, Federal and State law
and this MOU.
K. To establish and modify productivity mid performance programs and standards.
L. To discharge, suspend, demote, or otherwise discipline employees forproper cause in
48
accordance with the provisions set forth in the City Charter and Santa Ana, Municipal
Code.
M. To detei-nine job classifications and to reclassify employees.
N. To hire, transfer, promote and demote employees for nondisciplinary reasons in
accordance with this MOU.
O. To determine policies, procedures and standards including, but not limited to, quality
and quantity standards and to require compliance therewith.
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 MOU.
S. To take any and all necessary action to carry out the mission of the City in
emergencies.
21.2 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 munber 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 provided for in this MOU.
21.3 Layoffs. During the tern of this MOU, the City agrees to meet and confer regarding both
the decision and the impact of layoffs to the ranks of Police Commander or Deputy Chief of
Police, respectively.
21.4 Transfer of Bargaining Unit Work. As required by the Meyers- Milias -Brown Act, the City
agrees to meet and confer prior to the implementation of said transfer as follows:
A. Transfer of bargaining unit work fi•om an Association classification to a class not
represented by the Association; or
B. Transfer of work from a classification outside the Association to a classification
represented by the Association.
EVA
ARTICLE XXII
22.0 STRIKES AND WORD STOPPAGES
22.1 Prohibited Conduct.
A. The Association, its officers, agents, representatives, and/or members agree that
during the term of this MOU, they will not cause or condone any unlawful strike,
workout, slowdown, sick -out, or any other unlawful job action by withholding or
refusing to perform services.
B. Any employee who participates in any conduct prohibited in Subsection A above
shall be subject to suspension, demotion or dismissal by the appointing authority.
22.2 Association Responsibility, In the event that the Association, its officers, agents,
representatives, or members engage in any of the conduct prohibited in Subsection A,
Section 22.1 above of this Article, the Association shall immediately instruct any persons
engaging in such conduct that their conduct is in violation of this MOU and unlawful, and
they must immediately cease engaging in the conduct prohibited and return to work.
50
ARTICLE XXIII
23.0 SOLE AND ENTIRE AGREEMENT
23.1 It is the intent of the parties hereto that the provisions of this MOU shall supersede all prior
agreements and memoranda of agreement, or memoranda of understanding, or contrary salary
and /or personnel riles 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
MOU is not intended to conflict with Federal or State law or the City Charter.
23.2 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 MOU.
51
ARTICLE XXIV
24.0 WAIVER OF BARGAINING DURING THE TERM OF MOU
24.1 During the tern of this MOU, the parties mutually agree that they will not seek to negotiate
or bargain with regard to wages, hours and terns of conditions of employment, whether or
not covered by this MOU or in the negotiations leading thereto, unless required by specific
provision of this MOU, 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 MOU, 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 MOU.
52
ARTICLE XXV
25.0 SEVERABILITY PROVISION
25.1 Should any provision of this MOU be found to be inoperative, void, or invalid by a court of
competent jurisdiction or by statue, all other provisions of this MOU shall remain in full
force and effect for the duration of this MOU, 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,
53
ARTICLE XXVI
26.0 TERM OF MOU
26.1 The term of this MOU shall be from July 1, 2015 through June 30, 2017.
54
ARTICLE XXVII
27.0 RATIFICATION AND EXECUTION
27.1 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 the City Council to adopt a new wage and salary resolution which
will provide for the changes contained in said joint recomniendations. The City and the
Association acknowledge that this MOU shall not be in full farce 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 MOU is hereby executed by the authorized representatives of
the City and the Association and entered into this &Er1 day of August, 2015.
Dated: 'AUG 1 8 2015
Dated: 'AUG 1 8 20 t5
Dated: S
ATTEST:
CLERK OF TIDE CO L
CITY OF SANTA ANA, a municipal
B
By: --
CITY MA. A sE
By:
4CEUTlVr D EL
SERVICES
55
This Memorandmn of Understanding has been ratified by the membership of the Santa Ana
Police Management Association.
Dated:
PR SI ENT, SANTA ANA POLICE
MANAGEMENT ASSOCIATION
56
SALARY SCHEDULE MATRIX
0 1 2 3 4 5 6 7 8 9
41 1542 1549 1557
42 1619 1627 1635
43 1700 1708 1717
44 1785 1793 1802
45 1874 1883 1892
46 1968 1977 1987
47 2066 2076 2086
48 2169 2179 2190
49 2277 2288 2299
50 2391 2402 2414
51 2511 2523 2536
52 2637 2650 2663
53 2769 2782 2796
54 2907 2921 2936
55 3052 3067 3082
56 3205 3221 3237
57 3365 3381 3398
58 3533 3550 3568
59 3710 3728 3747
60 3896 3915 3935
61 4091 4111 4132
62 4296 4317 4339
63 4511 4533 4556
64 4741 4764 4787
65 4978 5002 5026
66 5226 5252 5278
67 5488 5515 5542
68 5762 5790 581.8
69 6050 6080 6110
70 6353 6384 6415
1565
1643
1725
1811
1902
1997
2097
2201
2311
2427
2548
2676
2810
2950
3098
3253
3415
3586
3765
3954
4152
4360
4579
4.810
5051
5304
5569
5847
6140
6446
1573
1651
1734
1820
1911
2007
2107
2212
2322
2439
2561
2690
2824
2965
3113
3269
3432
3604
3784
3974
4173
4382
4601
4834
5076
5330
5596
5876
6170
6478
57
1580 1588
16.59 1668
1742 1751
1830 1839
1921 1930
2017 2027
2118 2128
2223 2234
2334 2346
2451 2463
2574 2587
2703 2717
2838 2853
2980 2995
3129 3144
3285 3302
3449 3467
3622 3640
3803 3822
3994 4014
4194 4215
4404 4426
4624 4648
4858 4882
5101 5126
5356 5382
5623 5650
5905 5934
6200 6230
6510 6542
1596
1676
1760
1848
1940
2037
2139
2246
2357
2475
2600
2730
2867
3010
3160
3318
3484
3658
3841
4034
4236
4448
4671
4906
5151
5408
5678
5963
6260
6574
1604 1612
1684 1693
1769 1778
1857 1866
1950 1960
2048 2058
2150 2160
2257 2268
2369 2381
2488 2500
2613 2626
2744 2758
2881 2896
3025 3040
3176 3192
3335 3352
3501 3519
3676 3695
3861 3880
4054 4074
4257 4278
4470 4493
4694 4718
4930 4954
5176 5201
5434 5461
5706 5734
5992 6021
6291 6322
6606 6638
EXHIBIT A
0 1 2 3 4 5 6 7 8 9
71 6670 6702 6735
72 7005 7039 7073
73 7355 7391 7427
74 7723 7761 7799
75 8109 8149 8189
76 8515 8557 8599
77 8941 8985 9029
78 9388 9434 9482
79 9857 9906 9955
80 10350 10401 10453
81 10868 10922 10976
82 11411 11468 11525
83 11982 12041 12102
84 12581 12643 12707
85 13210 13275 13342
86 13871 13939 14009
87 14565 14636 14709
88 15293 15368 15444
6768
7107
7463
7837
8229
8641
9073
9529
10005
10506
11031
11583
12162
12770
13409
14079
14783
15522
6801
7141
7499
7875
8269
8683
9117
9577
10055
10558
11086
11640
12223
12834
13476
14150
14858
15601
58
6835 6869
7176 7211
7535 7571
7913 7951
8309 8349
8725 8767
9161 9205
9625 9673
10105 10156
10611 10664
11142 11198
11699 11757
12284 12345
12898 12963
13543 13611
14220 14292
14931 15007
15678 15757
6903
7247
7609
7989
8389
8809
9250
9721
10207
10717
11254
11816
12407
13027
13678
14362
15080
15834
6937 6971
7283 7319
7647 7685
8029 8069
8431 8473
8853 8897
9296 9342
9770 9819
10258 10309
10771 10825
11310 11366
11875 11934
12469 12532
13093 13158
13748 13816
14435 14507
15157 15232
15915 15994
ASSIGNMENT OF CLASSES REPRESENTED BY THE
SANTA ANA POLICE MANAGEMENT ASSOCIATION TO
SALARY RATE RANGES FOR THE PERIOD OF THE MOU
JULY 1, 2015 THROUGH JUNE 30, 2017
SALARY RATE RANGES EFFECTIVE
JULY 1, 2015 THROUGH JUNE 30, 2017
CaIPERS SAFETY MEMBER CLASSES
(assigned to 4 step salary rate ranges)
CLASS TITLE
Deputy Chief of Police (RM)
Police Commander (RM)
EXHIBIT B
NO, MIN -MAX
839 $12,532 - 14,507
805 $10,611-12,284
CalPERS MISCELLANEOUS MEMBER CLASSES
(assigned to 5 step salary rate ranges)
Jail Administrator (RM)
Police Administrative Manager (RM)
Police Communications Manager (RM)
Police Systems Manger (RM)
59
NO.
MN -MAX
818
$11,310 -13,748
759
$ 8,473 - 10,309
744
$ 7,875 - 9,577
782
$ 9,482 -11,525
EXHIBIT C
Correspondence from PERS regarding the PERSability of the performance bonus will be inserted
here.
60