HomeMy WebLinkAboutAgenda Report - December 17, 1986 (91)CITY UOtWM MEETmG
MEMBER 17, 1986
VARIOUS ACTIONS
PERTAINING Ta POLICE
PF. ZSONNE , APPROVED
RES. NO. 86-184
RES. NO. 86-184A Council adopted Resolutions 86-184 and 86-184A approving
the following actions pertaining to police personnel:
OC -34
1) Reoeived for filing Memorandum of tWerstanding -
Police Officers' Association - 1986
2) Established salaries - Police Officer and Police
Officer Trainee I and II
6
3) Established salaries - police mid -management eQployees
4) Implemented benefits for represented emplayees of the
Police Officers' Association of Lodi
5) Appr+aued the revised holiday schedule for management
and mid-managetrent employees
f
6) Approved revised payments for health insurance premiums
for mid -management esiplayees
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CVT CIL COMMUNICATION
-
TIO- THE CITY COUNCIL DATE: NO.
December 17, 1986
FROM. THE CITY MANAGER'S OFFICE
•�awa� • • as • • . u , •, ,• �•ti n � •• w •, w�•. • -.-•w •
PREPAM BY: Assistant City Manager
RECE tENDID AMOK: That the City Council receive and file the Memorand=
of Understanding between the Police Officers'
Association and the City of Lodi.
BACK== INF10Id MON: Representatives of the Police Officers' Association
and the City of Lodi have reached an agnoement on
wages, benefits and terms of ezplcyment, in
accordance with provisions of Section 3500, et seq. of the Government Code.
The agreement covers:
. revised salary and benefit changes
. revised grievance procedures which includes binding arbitration
as the final step
. providing means of conpensatiorn for motor officers and officers
assigned to the K-9 program
. clarifies present working conditigis
This agreement also covers a period of three years, ending in October 1989.
Respectfully -submitted,
C` 14�
Jerry L. Glenn
Assistant City Manager
JLG:br
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a - - V' lJ�Lr1L VV111111V 3• vAtiV 4'
TO: THE CITY COUNCIL DATE: NO.
December 17, 1986
FROM: THE CITY MANAGER'S OFFICE
f. 5U8JECT: ESTABLISH SAI ARIES - POLICE OFFICER AND POLICE OFFICER TRUME I AND II
PREPARED BY: Assistant City Manager
RD 3�TDED XVION: That the City CMncil Copt the follawing salaries
to be effective retroactively to October 6, 1986.
BI -WEEKLY RATE
A B C D E
Police Officer 896.77 941.61 998.69 ,1,090.53
Police Officer Trainee 774.67 813.40 854.07 896.77 941.61
Police Officer Trainee II 774.67 813.40 854.07 896.77 941.61
Respectfully submitted,
trry L. Glenn
Assistant City Manager
JW:br
=M.06C CfO 0115
lu >nt CITY COUNCIL DV:7l-.; VO.
Dec:r' 17, 1986
FRO -'I. THE CITY MANAGER'S OFFICE
SUBJECT: ESTABLIsit sALARIEs POLICE MID-MANAGavu r >?''IPLOYh
PREPARED BY: Assistant City Manager
RDQUWE4DED WrION: That the City Council establish the following
salaries to be effective December 29, 1986.
Respectfully submitted,
."7 .
J-n-ry L. Glenn
Assistant City Manager
JLG:br
TXTA.06C ODUNC1.18
BI-WEEXLY RATE
A
B
C
D E
Police Sergeant
1,060.97
1,114.2
1,169.72
1,228.22 1,299.62
Police Lieutenant
1,228.21
1,289.62
1,354.10
1,421.80 1,492.89
Police Captain
1,421.80
1,492.89
1,567.53
1,645.91 1,728.21
Incumbents in these
classifications no longer
have the
right to receive cash
contributions for Administrative
Leave.
Respectfully submitted,
."7 .
J-n-ry L. Glenn
Assistant City Manager
JLG:br
TXTA.06C ODUNC1.18
_ U -I CIL CQM-MUNICATIO`'
TO THE CITY COUNCIL T?% ii::%.
1i, 29$6
FROM. THE CITY MANAGER'S OFFICE
SUBJECT: IMPIXME ' BENEFITS F'OR REPFJi Sr FEU h7 PI.,i1`iF .S OF
POLICE OFFICERS, ASsOCIA'iw OF LODI
PREPARED BY: Assistant City Manager
REC)C*ENDED ACTION: That the City Council adopt the following benefit
and wage supplement programs for Police Officers
' and Police Officers Trainee I and II.
A. Insurance Benefits - effective January 1, 1987
City will contribute up to $235.00 per month for health insurance
benefits for the employee and dependents to cover costs of medical,
dental and vision care.
} B. Uniform Allowance - effective October 1, 1986
" Uniform allowance will be $500.00 annually to be paid on a
V: quarterly basis.
r When an employee is selected to be a motor officer, the City
will pay a one-time payment of $750.00 to offset the cost of
�4 required uniform equipment.
' C. Education Incentive - effective December 15, 1986
A.A. $25.00 per month
B.A. (Police Science) $25.00 per month
Intermediate POST Certificate $50.00 per month
- Advanced POST Certificate $50.00 per month
JLG:br
I►Y- . #. ��iJ�, 193
Respectfully suhdtted,
Jerry L. Glenn
Assistant City Manager
Cr,',, CIL COMMU 1CaTIOY
TO THE CITY COUNCIL DATE:_ NO.
FROM: THE CITY MANAGER'S OFFICE December 17, 1986
SUBJECT. REVISE HOLIDAY SCHEDULE FOR MAUWM.= AND MID-MANAGEM NIT EMnI)DYEES
`i
PREPARED BY: Assistant City Manager
RECOMMENDED ACTION: That all Management and Mid -Management classifications
will receive the equivalent of 11.5 days of holiday
leave per year. If employees avail themselves of the
p opportunity to receive an annual physical, their holiday balance will be
reduced by one day.
BACKGROUND INE MWTION: Management and Mid -Management employees have received
one less holiday than other employees. In lieu of
this holiday, they had the right to receive, at City
expense, an annual physical. The HND Insurance Plan offers an annual physical
as part of the coverage. This change then gives the employee an option as to
which benefit - a holiday or a physical - best meets his needs.
it Respectfully submitted,
i d
S
Jerry L. Glenn
Assistant City Manager
i` JLG:br
Cr'TNCIL C01111L'NICATIWI'
TO THE CITY COUNCIL DAIS: :k).
i?ecemtx�r I?, 1986
FROM: THE CITY MANAGER'S OFFICE
SUBJECT. REVISE PAYMENTS FOR HEALTH INSURANCE PREMIUMS MR
MID -MANAGEMENT EMPLOYEES
PREPARED BY: Assistant City Manager
RECOMMENDED ACTION: That the City Council authorize paynents to all
Management and Mid -Management emploi�ees of up to
$240 for employee and dependents for health
insurance premiums to cover the cost of medical, dental and xision care.
Respectfully sutmitted,
Jerry L. Glenn
Assistant City 'Manager
JLG:br
TXTA.06C ODUNC117
1T.SOL1UTrION ISD. 86-184
A RESOLUPION OF THE LC Dl CITY COUNCIL
ESTABLISHING SALARIES FOR POLICE MUD-MANAGFT'IM EMPLOYEES
WHEREAS, Resolution No. 4336 provides the same benefits to management
and mid -management employees as granted other employees; and
WHEREAS, the City Council has authorized benefit changes for police
officers and police mid-managen-ent employees;
The City Council of the City of Lodi RESOLVES as follows:
1) Effective December 29, 1986, the salary for police mid-mnagement
employees shall be modified as follows:
Bi-WeeklV
A B C D E
Police Sergeant $1060.97 $1114.02 $1169.72 $1228.21 $1289.61
Police Lieutenant 1228.21 1289.62 1354.10 1421.80 1492.89
Police Captain 1421.80 1492.89 1567.53 1645.91 1728.21
2) Police mid -management employees may no longer be compensated for
unused Administrative Leave.
3) All management and mid -management police personnel will receive
11.5 days of holiday leave per year. If they choose to have an annual
physical examination, the holiday balance will be reduced by one day.
4) The City Council authorizes payments to all management and
mid -management employees of up to $240 per month to pay the cost of
employee and dependent medical, dental and vision care insurance costs.
Dated: December 17, 1986
I hereby certify that Resolution No. 86-184 was passed and
adopted by .the City Council of the City of Lodi in a regular
meeting held December 17, 1986 by the following vote.-
Ayes:
ote:Ayes: Council Members - Olsoa, Snider, Hinchman, Pinkerton,
and Reid (Mayor)
Noes: Council Members - None
Absent: Council Members - None
Alice M. Reimche
City Clerk
RESOLUTION NO. 86-184 (A)
A RESOLUTION OF THE LODI CITY COUNCIL
IMPLEMENTING BENFFITS FOR REPRESENTTED EMPLOYEES OF
THE POLICE OFFICERS' ASSOCIATION OF LEDI
WHEREAS, representatives of the Police Officers Association of
Lodi and the City Managers office have agreed on terms and conditions
Of employment in accordance with provisions of Section 3500 et seq. of
the Government Code;
THE CITY COUNCIL OF THE CITY OF LODI RESOLVES as follows:
1) Effective January 1, 1987, the City will contribute up to
$235 per month for health insurance benefits for employee and
dependents to cover costs of medical, dental and vision care.
2) Effective October 1, 1986, the City will make a $500 annual
payment to reimburse all sworn police personnel for the purchase, care
and maintenance of uniforms; such payment to be made quarterly.
3) Effective October 1, 1986, the City will make a one-time
payment of $750 to employees selected to be a motor officer, to offset
the cost of required uniform equipment.
4) Effective December 15, 1986, to provide wage supplements for
advanced training and education as set forth hereafter:
A.A. $25 per month
B.A. (Police Science) $25 per month
Intermediate POST Certificate $50 per month
Advanced POST Certificate $50 per month
5) Retroactive to October 6, 1986, to provide salaries as shown
below:
Bi -Weekly
A B C D E
Police Officer $896.77 $941.61 $988.69 $1038.12 $1090.03
Police Officer Trainee I 774.67 813.40 854.07 896.77 941.61
Police Officer Trainee II 774.67 813.40 854.07 896.77 941.61
86-184(A)
-1-
Dated: I Pccember 17, 1986
I hereby certify that Resolution No. 86-184(A) was passed
and adopted by the City Council of the City of Lodi in a
regular meeting held December 17, 1986 by the following
vote:
Ayes: Council Members - Olson, Snider, Pinkerton,
Hinchanan, and Reid (Mayor)
Noes: Council Members - None
Absent: Council Members - None
1
u,C"O
Alice M. Reimche
City Clerk
CITY Ot LODI
POLICE OFFICERS ASSOCIATION OF LODI 1986
TABLE OF CONTENTS
ARTICLE PAGE
I
EMPLOYEE REPRESENTATION .................1
II
PAYROLL DEDUCTIONS ......................1
III
GRIEVANCE PROCEDURE .....................2
IV
POLICE OFFICER TRAINEE..................5
V
WORK SCHEDULE ...........................5
VI
HOLIDAYS................................5
VII
VACATION................................6
VIII
INSURANCE...............................6
IX
SPECIAL ALTOt CE5......................7
XRETIREMENT
..............................9
XI
SICK LEAVE ..............................9
XII
SICK LEAVE CONVERSION.. ..............9
XIII
LAYOFF PROCEDURE .......................10
XIV
ASSOCIATION TIME.......................10
XVOVERTIME
...............................11
XVICOURT
TIME .............................11
XVIICITY
RIGHTS ............................12
XVIII
EMPLOYEE RIGHTS ........................
12
XIXTEEM
...................................12
XXSALARY
.................................12
XXI
MISCELLANEOM ..........................15
XXII
SALARY SURVEY ..........................1.5
XXIII
CONCERTED ACTIVITIES...................15
XXIV
SEVERABILITY ....... 6 ... ..............15
POLICE OFFICERS ASSOCIATION OF LODI
1936
ARTICLE I EMPLOYEE REPRESENTATION
1.1 This Memorandum of Understanding is entered into between representatives of
the City of Lodi (City) and representatives of the Police Officcxs' Association of
Lodi (POA of L),
The parties hereto acknowledge and agree that this Memorandum of Understanding
constitutes the result of meeting and conferring in good faith as contemplated by
Section 3500 et seq. of the Government Code of the State of California, and further
acknowledge and agree that all matters upon which the parties reached agreement are
set forth herein.
Both parties each certify without reservation that an adequate opportunity has
been afforded its bargaining representatives to Propose and vigorously advocate all
negotiable subject matter during the course of collective negotiations preparatory
to signir.g this agreement. Both parties agree that all existing privileges,
benefits, and rights possessed by both parties including, but not limited to,
manageme-it rights specified in Section 5.2 and Article XVII and employee rights
specified in Article XVIII except as changed herein are hereby protected. Nothing
in this agreement shall nullify existing policies, practices, and work rules unless
specifically included in this agreement.
The terms and conditions of this Memorandum of Understanding are applicable to
Police Officer Trainee, Police Officer Trainee II, and Police Officer.
It is mutually agreed that this document supersedes all previous Memoranda of
Understanding.
The terms and conditions of this memorandum shall continue in effect during the
term of this memorandum. The parties agree as follows:
ARTICLE II PAYROLL DEDUCTIONS
2.1 The City and the POA of L mutually agree that the City shall grant dues
deduction to City employees who are members of the POA of L in accordance with the
terms and conditions set forth in Section 4, Rule 2 of City of Lodi Resolution No.
3344 entitled "Adopting Rules and Regulations to Implement Provisions of the
Employee -Employer Relations Resolution". The POA of L shall indemnify, defend, and
hold the City of Lodi harmless against any claims made and against any suit
instituted against the City of Lodi on account of check -off of said employee
organization's dues. In addition, the POA of L shall refund to the City of Lodi any
amounts paid to it in error upon presentation of supporting evidence.
- 1 -
AR'T'ICLE III GRIEVANCE PROCEDURE
3.1 This grievance procedure shall be used to process and resolve disputes
regarding the interpretation or application of any of the terms and conditions of
this Agreement, letters of understanding, and formal interpretations and
clarifications executed by the POA of L and City.
The intent of this procedure is to resolve grievances informally at the lowest
possible level and to provide an orderly procedure for reviewing and resolving
grievances promptly.
A grievance is a good faith complaint of one or a group of employees or a
dispute between the City and the POA of L involving the interpretation, application,
or enforcement of the express terms of this Agreement and other terms and conditions
of employment and matters of discipline.
As used in this procedure, the term "party" means an employee, the POA of L, the
City, or the authorized representatives. The employee is entitled to representation
through all the steps in the procedure.
3.2 STEP ONE: Discussion between the employee and his immediate supervisor
(Sergeant). If the immediate supervisor is unable to satisfactorily resolve the
dispute or if the immediate supervisor is a party to the grievance, it shall be
referred to the next supervisor in the chain of ccar and (Watch Commander), who shall
attempt to resolve the dispute. This action shall be taken within thirty (30) days
of the date of the action complained of, or the date the Grievant became aware of
the incident which is the basis of the grievance.
3.3 STEP TWO: If a grievance is not resolved in the initial step, the grievant
shall within five (5) days prepare a statement clearly indicating the questions
raised by the grievance and submit it to the Division Commander, who shall answer in
writing within fifteen (15) work days.
3.4 STEP TES: If a grievance is not resolved by the Division Ccmnander or his
designee, the Third Step shall be a presentation of the grievance, in writing, to
the Police Chief, who shall answer in writing within fifteen (15) days of the
receipt of the grievance. This filing to the Police Chief shall be within fifteen
(15) work days of the answer frau the Division Cc mander.
3.5 STEP FOUR: If a grievance is not resolved in the Third Step, the Fourth Step
shall be a presentation of the grievance in writing to the City Manager, who shall
answer in writing within fifteen (15) work days of the receipt of the grievance.
The Fourth Step shall be taken within fifteen (15) work days of the date of the
answer in Step Three.
3.6. STEP FIVE: If the issue is not resolved in the Fourth Step, arbitration
shall be the final level of appeal for grievances and discipline. Only the
Association may appeal to arbitration, and mast notify the City of such within
fifteen (15) calendar days of the Fourth Step decision.
- 2 -
Within ttu-lve (12) calend-ir days after the request for arbitration is received
by the City or at a date mutually agreed to by the parties, the parties shall meet
to select an impartial arbitrator. If no agrcr-lent is reached at this meeting, the
parties shall immediately and jointly request the State Conciliation and Mediation
Service to submit to them a panel of five (5) arbitrators from which the City and
the Association shall alternately strike names until one (1) name remains; this
person shall be the arbitrator. The order of striking shall be determined by lot.
If the State Conciliation and Mediation Service cannot provide a list cf five (5)
arbitrators, the same request shall be made of the American Arbitration Association.
To insure that the arbitration process is as brief and economical as possible,
the following guidelines shall he adhered to:
a. An arbitrator may, upon mutual consent of the parties, issue a decision,
opinion, or award orally upon submission of the arbitration,
b. Both parties and the arbitrator may tape record the hearing.
c. There will be no official transcript required, however, either party may
utilize a court reporter at its own sole expense. The cost of a court
reporter required by an arbitrator shall be shared equally by the parties.
d. In grievance arbitrations, the parties may agree to prepare a joint letter
submitting the issue in dispute. The letter shall present the matter on
which arbitration is sought and shall outline the Agreement provisions
governing the arbitration. It may contain mutually agreed on stipulations
of fact and it may be acecmpanied by any documents that the parties mutually
agree shall be submitted to the arbitrator in advance of the hearing which
may not necessarily be stipulations of fact. Further, if the parties
mutually agree, the entire matter may be. submitted to arbitration for review
without a` -hearing. Absent agreement to prepare a joint letter, the parties
may submit separate letters.
e. The strict rules of eviden.;e are not applicable and the hearing shall be
informal.
f. The parties have the right to present and cross examine witnesses, issue
opening and closing statements, and file written closing briefs. Testimony
shall be under oath or affirmaticn.
g. The arbitrator may exclude testimony or evidence which he/she determines
irrelevant or unduly repetitious.
h. Attendance at a hearing will be limited to those determined by the
arbitrator to have a direct connection with the appeal. Witnesses normally
would be present at the hearing only while testifying and should be
permitted to testify only in the presence of the employee or his/her
representative and the Ehployer's representatives.
- 3 -
i. The arbitration hearing will be held on tine fir oyer's prenises.
j. The cost of arbitration shall be borne ecraally by the parties. HcY. ever,
the cost, if any, of cancellation or postponement shall be the financial
responsibility of the party requesting such delay unless mutually agreed
by the parties.
The decision, opinion, or award shall be based on the record developed by the
parties before and during the hearing. The decision will be in writing and it shall
contain the crucial reasons supporting the decision and award.
The arbitrator has no power to add to, suLtract from, or modify tiie terms of the
Agreement or the written ordinances, resolutions, rules, regulations, and procedures
of the City, nor shall he/she impose any limitations or obligations not specifically
provided for under the terms of this Agreement. The Arbitrator shall be without
power or authority to make any decision that requires the City or management to do
an act prohibited by law.
The arbitrator has no power to add to a disciplinary action.
The arbitrator's decision shall be final, binding, and precedential and the
arbitrator's decision shall possess the authority to make an employee whole to the
extent such remedy is not limited by law, including the authority to award back pay,
reinstatement, retroactive prcmotion where appropriate, and to issue an order to
expunge the record of all references to a disciplinary action if appropriate.
The arbitrator shall have the authority to make all arbitrability and/or
grievability determinations. The arbitrator shall make grievability and/or
arbitrability determinations prior to addressing the merits of the case.
By filing a grievance and processing it beyond Step Three, the grievant
expressly waives any right to statutory remedies or to the exercise of any legal
process other than is provided by this grievance/arbitration procedure. The
processing of a grievance beyond Step four shall constitute an exp_ess election on
the part of the grievant that the grievance/arbitration procedure is the chosen
forum for resolving the issues contained in the grievant, and that the grievant will
not resort to any other forum or procedure for resolution or review of the issues.
The parties do not intend by the provisions of this paragraph to preclude the
enforcement of any arbitration award in any court of competent jurisdiction..
3.7 Failure by either party to me -et the aforementioned time limits will result in
forfeiture by the failing party. Grievance settled by forfeiture shall not bind
either party to an interpretation of this Memorandum of Understanding, nor shall
such settlements be cited by either party as evidence in the settlement of
subsequent grievances.
3.8 Each party involved in the grievance procedure shall act quickly so that
the grievance may be resolved promptly. Every effort should be made to complete
action oithin the time limits contained in the grievance procedure, but with the
written consent of both parties, the time limit for any step may be extended.
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ARTICLE PJ POLICE OFFICER TRAINEE
4.1 Effective October 8, 1984, a new classification of Police Officer Trainee
will be established. All new hires in this classification will remain in this
category until they have been fully certified to work without a Field Training
Officer. Upon graduation from an accredited Police Academy, an officer shall be
sworn in and is eligible for a step increase. While assigned to an Academy,
officers in this category are exempt from all rules and agreements relative to hours
and shifts.
ARTICLE V WORK SCHEDULE
5.1 Patrol personnel shall work a "10-4" Plan.
5.2 It is mutually agreed the City has the sole right to assign personnel, to
establish hours of work and work schedules, to make changes to those schedules, to
schedule employees off on compensatory time, and to schedule holidays and vacations,
all depending on the "needs of the service".
5.3 The 10-4 workday schedule is shown as Appendix A of this document.
ARTICLE VI HOLIDAYS
6.1 Effective January 1 of each year, each person assigned to patrol will be
granted 110 hours of Holiday Leave. All others will be granted 88 hours of Holiday
Leave.
6.2 Police Officers assigned to patrol will have holidays scheduled off in
one -shift increments (usually on Wednesdays). 'There will be no fixed holidays
during the year with the exception that the current practice of Thanksgiving,
Christmas, and New Year's holidays be fixed (i.e., the actual date on which the
holiday falls is recognized and therefore taken) for officers assigned to motors
shall be continued.
6.3 Officers assigned to special assignment will observe the following holiday
schedule:
New Year's Day
- January I
Washington's Birthday
- 3rd Monday in February
Memorial Day
- 4th Monday in May
Indcpendence Day
- July 4
Labor Day
- 1st Monday in September
Thanksgiving Day
- 4th Thursday in November
Day After Thanksgiving
- 4th Friday in November
Christmas Day
- December 25
If one of these days falls on a Saturday, the preceding Friday will be observed,
and if one of these days falls on Sunday, the succeeding Monday will be observed.
The officer may take off 3 additional days during the year at a time mutually
agreeable to the officer and his supervisor.
-5-
In the event an officer's request to take a holiday is denied, and such holiday
cannot b' reasonably rescheduled, those holiday hours ray be carried over for use in
the following calendar year.
6.4 If a Police Officer is transferred frmi patrol to special assignment or
vice versa, the remaining Holiday hours will be adjusted to reflect an equivalent
number of days off.
6_5 Employees hired mid -year shall be credited with the remaining fixed
holidays shown in Section 6.3, plus one additional holiday for each 4 month period
remaining in the year.
ARTICLE VII VACATION
7.1 Vacation accruals will be as follows:
a. 1-5 years -.vacation earned at the rate of 10 days a year.
(3.08 hours per pay period.)
b. 6-15 years - vacation earned at the rate of 15 days a year.
(4.62 hours per pay period.)
C. 16-20 years - vacation earned at the rate of 20 days a year.
(6.15 hours per pay period.)
Each year over 20 years - vacation earned at the rate of 2 additional day
per year, to a maximum of 25 days a year.
(additional .31 hours per pay period.)
7.2 During the first continuous 12 months of employment, no vacation days shall
19 -earned. For example, an employee who terminates employment for any reason during
the first twelve months of employment shall not be entitled to any payoff for
vacation days.
7.3 At canpletion of 12 continuous months of employment, 80 hours' vacation
leave will be credited to the employee's account.
ARTICLE VIII INSURANCE
8.1 The City will contribute up to $235.00 per month for health insurance
benefits. These benefits are:
A. Medical Insurance.
The City will make available HMD PLAN II
OR
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Pacific Mutual Plan offered all other City employees. It is understood that
the Plan in effect on October 31, 1986, will be modified on January 1,
1987, as follows:
11 Eliminate the $500 first dollar coverage for hospitalization
2.) Add $100 deductible for hospital stays
3) Stop loss increased to $10,000
4) Lifetime maximum of each insured employee and dependent increased
to five hundred thousand dollars
5) Deductible is waived for accidents
B. Dental Insurance.
The City will continue to provide a dental insurance plan in accordance with
the benefits outlined in Appendix B of this document.
C. The City will continue to provide family vision care, similar to Vision Care
Plan B as follows:
1) Examination and lenses each 12 months
2) Frames each 24 months
3) $25 deductible
8.2 The City agrees to pay annual premium increases which care due during the
term of this agreement for dental, medical, and vision care.
ARTICLE IX SPECIAL AIZOWANCES
9.1 Uniform Allowance:
a. Uniform allowance will be $500.00 annually to be paid on a quarterly basis.
The allowance shall be prorated for service of less than three (3) months.
Effective October 1, 1987 the uniform allowance shall be increased to $550.00
annually; effective October 1, 1988, uniform allowance shall be increased to $600.00
annually.
b. The City and the POA of L mutually agree that the City shall purchase
appropriate foul -weather coats and boots for Police personnel. Fbr Police
personnel, a sufficient number of sets in varying sizes shall be purchased and
stored in the Public Safety Building to insure that such foul -weather equipment will
be available for each member of the shift.
c. The City of Lodi agrees to continue to pay a sum of $750.00 to offset the
initial cost of the uniform equipment required for a motor officer.
-7-
If the officer fails to .complete the twelve (12) month requirement, then
he/she agrees to reimburse the City of Lodi on a prorated basis (i.e., if after six
(6) months he/she quits, a $375.00 reimbursement will be required.) If he/she is
relieved for lack of performance before the minimum twelve (12) months, he/she will
also reimburse the City of Lodi on a prorated basis.
If he/she completes the minimum twelve (12) month assignment, he/she is not
required to reimburse the City of Lodi, and the uniforms are his/her sole possession.
9.2 Ar .v Class Pay: All employees in this bargaining unit who are required to
work in a higher class shall be paid an additional 5% of the employee's salary if
the position is vacant for more than 20 consecutive calendar days because of
vacancy, illness, or industrial or non -industrial accident.
9.3 Education Incentive:
a. Effective December 15, 1986, education incentive pay will be as follows:
A.A. $25.00 per month
B.A. (Police Science) $50.00 per month
Intermediate P0ST Certificate $25.00 per month
Advanced POST Certificate $50.00 per month
b. If an employee possesses a B.A., it is assumed he/she has an A.A. and will
be paid accordingly.
c. If an employee possesses an Advanced POST Certificate, the Police Science
major requirement for a B.A. will be waived.
d. No employee shall be entitled to additional pay provided in this
paragraph until completion of the appropriate probationary period.
9.4 The City and the POA of L mutually agree that there be initiated a program
of tuition reimbursement for job-related courses. The City will pay up to $165 per
fiscal year per employee.
9.5 Deferred Compensation: The City will match contributions by employees to the
City of Lodi's Deferred Compensation Program up to one-half (1/2) percent of an
employee's base pay. Commencing with the pay period encompassing April 1, 1987, the
rate shall increase to one (1) percents commencing with the pay period encompassing
October 1, 1987, the rate shall increase to one and one-half (1-1/2) percent=
commencing with the pay period encompassing October 1, 1988 the rate shall increase
to two (2) percent.
9.6 K-9 Program
Officers assigned to the K-9 program will be compensated at the officer's
regular rate of pay including appropriate education incentive pay. In addition, the
officer will be credited with 1.2 hours of overtime per week. It is mutually agreed
this will fully compensate the officer for the time taken for the care and feeding
of the animal.
- 8 -
Scheduled training activities are compensable hours. Either the officer's work
schedule will be modified to provide for appropriate training time, the officer will
receive tearable time off during the work period, or the officer will be
compensated for the additional hours worked.
The City will pay for food, supplies, veterinary care, and equipment needed for
the assigned animals.
ARTICLE X RETIREMENT
10.1 The City will provide the PERS retirement program commonly known as the "28
at 50 Program". Said program shall include the "59 Survivors Benefit" feature. It
is also understood that the retirement program to be provided hereunder has been
offered and received in lieu of salary or other benefits that might have been
provided.
10.2 In lieu of any salary adjustments which otherwise may have been agreed upon
in this Unit, the City will pay into each employee's PERS account the employee's
normal retirement contribution, 98.
10.3 The City agrees to maintain the same PERS retirement program and to pay the
employer's cost.
ARTICLE XI SICK LEAVE
11.1 Employees will accumulate sick leave at the rate of 3.70 hours per pay
period.
11.2 Sick leave may be accumulated to an unlimited amount.
ARTICLE XII SICK LEAVE COA'VERSION
32.1 Far all unused sick leave, a represented employee with ten years of
employment with the City shall receive medical insurance coverage upon retirement
(but not upon resignation, transfer, or termination) on the following basis:
After ten years of employment by the City, 508 of the represented employee's
unused sick leave shall be converted to months of medical insurance at the rate of
one month's coverage for employee and dependent coverage for each day of unused sick
leave as adjusted herein. Fbr each year that an employee has been employed by the
City in excess of ten years, the employee shall be entitled to add 2.58 to the 508
before converting the unused sick leave to months of insurance.
12.2 The City will pay up to $170 per month for medical insurance premium for
retiree and dependent for those who retire between October 8, 1984 and November 1,
1985 and up to $185 per month for those who retire after November 1, 1985.
12.3 In accordance with the sick leave conversion provisions, a surviving spouse
may at her/his own expense continue medical insurance at the employee only premium
for the same period as if the employee had not died.
- 9 -
ARTICLE XIII LAYOFF PROCMURE
13.1 In the event that reductions in rank or layoffs of Police Unit personnel
are necessary, the following procedure shall be followed:
a. Any reduction in rank shall be based entirely on seniority. The
employee having the least classification seniority shall be reduced first
and transferred to the next lower.classification to which he/she
previously worked.
b. If an employee is reduced in rank he/she shall not be laid off until
all other employees of similar rank to which he/she was reduced have been
laid off (.i.e., if a Police Sergeant is reduced in rank to Police Officer,
he/she must then be the past Police Officer to be laid off, regardless of
the seniority of the other Police Officers).
c. All layoffs of Police personnel within the seniority span of service shall
be by merit (at the discretion of the City Manager upon the recanmendation
of the Police Chief). The seniority spans of service are as follows:
(1) All Police Officer Trainees based on seniority; then
(2) All Police Officers on probation (1 year period); then
(3) All personnel with less than 2 years seniority; then
(4) All personnel with 2 to 3 years seniority; then
(5) All personnel with 3 to 6 years seniority; then
(6) Personnel with more than 6 years will be laid off by
seniority.
Before any employee of a higher seniority group is laid off, all persons in
the junior group must first be laid off.
d. Reinstatement shall be in reverse order of layoff or reduction in rank
(i.e., the last Police Officer to be laid off would be first Police Officer
reinstated.)
ARTICLE XIV ASSOCIATION TIME
14.1 Individual bargaining unit members may donate frau their accrued
compensatory time off up to a total of 300 hours per calendar year for Association
business. The President may designate members of the Association to utilize this
time. Only one member at a time may be absent unless mutually agreed to that
additional members may be absent. Five days advance notice of use of time shall be
given. The time may be used only in hourly increments with a two (2) hour minim=.
- 10 -
1-1
15.1 Officers called to appear for work within 2 hours of the beginning of a
shift, or 1 hour after the shift, shall receive compensatory time off at the rate of
time and one-half. Such appearances shall be reported as contiguous shift
extensions. If the appearance begins more than 2 hours before or more than 1 hour
after the scheduled shift, the employee will be credited a minimum of 3 hours at the
time and one-half rate.
When an officer is ordered back to work on an "as soon as possible" basis and
reports within thirty (30) minutes, the officer shall be compensated from the time
of the call.
15.2 Cash payment for overtime will be based on the following conditions:
a) The employee may opt to be paid for hours accumulated over 80 hours on the
payment dates;
b) Payments will be made every three months on the first Friday after the first
payday in January, April, July, and October.
The City reaffirms its right to schedule employees to compensatory tine off with
24 hours' prior notice.
15.3 Motor officers shall be compensated at the rate of time and one-half for two
(2) hours per week duty ready time. Such time covers regular preshift preparation,
washing, minor maintenance, and in -city transportation of the vehicle to repair
facilities.
ARTICLE XVI COURT TIME
16.1 Police Officers scheduled to make court appearances during off-duty hairs
Mall be compensated at the rate of time and one-half for actual hours involved in
such appearances, but in no event shall they be paid for less than two hours.
16.2 Police Officers scheduled to make court appearances on scheduled days off
or when on graveyard shift shall receive a minimum of 3 hours payment.
16.3 Court appearances which are within two (2) hours of the beginning of a
heft or within one (1) hour of the end of the shift shall be compensated at the
time and ease -half rate. Such appearances shall be reported as contiguous shift
extensions.
16.4 Cancellation of scheduled appearance must be made at least two hours before
said scheduled appearance or the minimum two hours will be paid.
ARTICLE XVII CITY RIGHTS
17.1 It is further understood and agreed between the parties that nothing
contained in this Memorandum shall be construed to waive or reduce any rights of the
City, which include, but are not limited to the exclusive rights: to determine the
mission of its constituent departments, commissions, and boards; to set. standards of
service; to determine the procedures and standards of selection for employment; to
direct its employees; to maintain the efficiency of governmental operations; to
determine the methods, means, and personnel by which government operations are
conducted; to take all necessary actions to carry out its mission in emergencies;
and to exercise complete control and discretion and the technology of performing its
work. City rights also include the right to determine the procedures and standards
of selection for promrotion, to relieve employees from duty because of lack of work
or other legitimate reasons, to take disciplinary action, and to determine the'
content of job classifications; provided, howe,.rr, that the exercise by the City of
the rights in this paragraph does not preclude employees or their recognized
employee organizations from filing grievances regarding the practical consequences
that decisions on such matters may have on wages, hours, or other terms and
conditions of employment.
ARTICLE XVIII EMPLOYEE RIGHTS
18.1 All letters of reprimand shall be removed fran an employee's records if
there are no incidents within the succeeding 24 months, except those which have
statutory requirements for longer retention.
18.2 The City agrees that all disciplinary action will be taken in a timely
manner, recognizing that imposing discipline, grieving such discipline,
investigations, and criminal proceedings may preclude timely action.
"10(adpowe► �•,
19.1 Covering the period beginning October 6, 1986 through the pay period which
encamrpasses October 1, 1989.
ARTICLE XX SALARY
20.1 The following percentage increases bi-weekly salary rates shall be
effective on the following dates:
October 6, 1986: 68
A
B
C
D
E
STEPS
POLICE OFFICER TRAINEE
774.67
813.40
854.07
896.77
941.61
POLICE OFFICER TRAINEE II
774.67
813.40
854.07
896.77
941.61
POLICE OFFICER
896.77
941.61
988.69
1,038.12
1,090.03.
- 12 -
20.2 Beginning the pay period encanpassing April 1, 1987:
6.1%
A
B
C
D
E
STEPS
POLICE OFFICER TRAINEE
821.92
863.02
906.17
951.48
999.05
POLICE OFFICRE TRAINEE II
821.92
863.02
906.17
951.48
999.05
POLICE OFFICER
951.48
999.05
1,049.00
1,101.45
1,156.52
20.3 Beginning the pay period encarpassing October 1, 1987, salary rate
increases shall be calculated based on the percentage change fran August 1986 to
August 1987 of the U.S. Cities Average Consumer Price Index for Urban Wager Earners
and Clerical Workers, as ccmpiled by U.S. Bureau of Labor Statistics. However, in
no event shall salary rate increases be less than five percent (5B) or more than
seven percent (7%). For example: If the change is less than five percent (58), the
City will increase ccmpensation by five percent (5%). If the change is more than
five percent (5%), but less ti -an seven percent (78), the City will increase
Canpensation by the percentage which falls between five percent (58) and seven
percent (7%). If the change exceeds seven percent (78), the City will increase
canpensation a maximm of seven percent (78).
Calculation of Section 20.3
August 1987 CPI August 1986 CPI
(as identified - (as identified = Index Point Change
in Section 20.3) in Section 20.3)
Index Point Change divided by August 1986 CPI = Factor A
Factor A x 100 = Percentage Change
20.4 Beginning the pay period encarpassing October 1, 1988, the salary rates
shall be determined by the Association and City surveying each agency specified in
Article XXII Salary Survey to determine the top step base salary (i.e.,
traditionally 5th or E step, excluding any and all special pays, differentials, or
allowances) for a Police Officer, am the portion of the employee's contribution to
a retirement plan which is paid by the agency, if any, in effect at the beginning of
said pay period. Any discrepancies in data shall be decided by the Payroll or
Personnel Manager in the affected agency. The survey data shall be converted to
bi-weekly dollar amounts and a mean calculated. Such mean shall then be reduced by
the percentage of the bi-weekly contribution by the City of Lodi toward the
employee's share of PERS {i.e., nine percent (90 of base salary). The now adjusted
bi-weekly salary figure shall then be increased by one percent (18).
The top step of a Lodi Police Officer shall be increased to match the resulting
amount or increased by five percent (5%), whichever is greater. The lower steps of
the Police Officer range and the steps of the Police Officer Trainee ranges shall be
adjusted proportionally.
- 13 -
Calculation of Section 20.4
For each of the thirteen (13) agencies listed in Article XXII, calculate the
following in bi-weekly dollar amounts only:
Police Officer Employee Retirement Composite
Top Step + Contribution Paid = Compensation
(S-1 - S-13) (R-1 - R-13) (C-1 - C-13)
Total the above sums for each agency (Grand Total C) and divide by thirteen (13)
to arrive at a mean composite compensation (Average Q.
Reduce the mean composite oampensation (Average C) by the percentage of the
employees' retirement contribution paid by the City of Lodi (9.0%) to arrive at a
bi-weekly base salary figure (Average Adjusted Salary).
Increase that amount by one percent (18) to arrive at the bi-weekly base salary
figure to be used for comparison.
S-1 - S-13 + R-1 - R-13 = C-1 - C-1
= Grand Total C
Grand Total C divided by 13 = Average C
Average C divided by 1.09 = Average Adjusted Salary
Average Adjusted Salary x 1.01 = Bi -Weekly Salary for Comparison
* Amount paid by City of Vacaville to employees having 2% at 50 retirement
option.
- 14 -
Bi -weekly
Top Step Base
Bi -Weekly Employee
Salary
Contribution Paid
Composite
Police Officer
By Agency
Compensation
C-1
Antioch
S-1 +
R-1
Davis
S-2 +
R-2
C-2
El Cerrito
S-3 +
R-3
_
C-3
Fairfield
S-4 +
R-4
=
C-4
Livermore
S-5 +
R-5
C-5
Manteca
S-6 +
R-6
=
C-6
Modesto
S-7 +
R-7
=
C-7
Pittsburg
S-8 +
R-8
C-8
Pleasanton
S-9 +
R-9
C-9
Roseville
S-10 +
R-10
=
C-10
Tracy
S-11 +
R-11
C-11
Vacaville
S-12 +
R-12*
C-12
Woodland
S-13 +
R-13
=
C-13
S-1 - S-13 + R-1 - R-13 = C-1 - C-1
= Grand Total C
Grand Total C divided by 13 = Average C
Average C divided by 1.09 = Average Adjusted Salary
Average Adjusted Salary x 1.01 = Bi -Weekly Salary for Comparison
* Amount paid by City of Vacaville to employees having 2% at 50 retirement
option.
- 14 -
ARTICLE XXI MISCEUANEJOUS
21.1 Maternity Leave:
The City and the POA of L mutually agree that maternity leave may be
granted in accordance with the following policy:
Maternity leave may be granted subject to the needs of the department
concerned. If such leave is granted, it shall convene at such time during
the pregnancy as is recommended by the employee's physician.
21.2 Probation:
During the probationary period, the probationary employee shall be entitled
to sick leave benefits. Annual step increases will be granted at the completion of
Probation. Nothing herein shall be deemed to alter the terms or conditions of the
probationary period following promotion.
ARTICLE XXII SALARY SURVEY
22.1 The City and the POA of L mutually agree that the salary survey cities will
be:
Antioch Davis E1 Cerrito
Fairfield Livermore Manteca
Modesto Pleasanton Pittsburg
Roseville Tracy Vacaville
Woodland
ARTICLE XII CON( ACTIVITIES
XI
23.1 Represented employees agree that they will not strike, withhold services,
engage in "slow downs" or "sick ins" or participate in any other form of concerted
activity which is intended to or which does adversely affect job performance or
rendering of City services.
ARTICLE XXIV SEVERABILITY
24.1 In the event that any provision of this Agreement is found by a court of
competent jursdiction to be invalid, all other provisions shall be severable and
shall continue in full force and effect.
- 15 -
POLICE OFFICERS ASSOCIATION
OF WDI
CITY OF IADI
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la, I MG
Date Date
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Date
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-16 -
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APPENDIX "A"
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b-TWAIN-141t
A•1iiittt
�t
�
it
.� rs• ::s
E t rs�
' . _ ..
• •
PREVENTIVE
GENERAL
MAJOR '
.SERVICES
SERVICES
SERVICES
•
Employee pays S calendar year deductible`
.-
. or A examinations
. x-ra)•s
• bridges and dentures
. clt aning of teeth
. fillings
• crowns and gold
•
• flt; •:)ride applicadotis (for.
. general anesthetic
restorations
• `
• r
•
ti
:hildren) • j
. injectable antibiotics
. replacement of damaged
.
-
space maintainers
. extractions
appliances
•.
. -
err-ergehey office visits '
.
. oral surgery
• ;.'
•. endodontics
. periodontia
PLAN PAYS 50%
• repair orprosthetic
appliances
• ✓
T LAN PAYS 100%FF
PLAN PAYS 85%
EMPLOYEE PAZ'S
:
• Y•
THE BALANCE
..
• . ; '
EMPLOYEE PAZ'S
.'
• �• '
THE BALANCE
.
:,The plan :overs chargees up to those
made by most dentists to individuals
in the
-
arca for c ivered services and supplies.
• ,
t
'
'MAXIM 1M DENEFIT :........:............
S 1,000 for each insured family member,
each calendar year
r
`Family Deductible:
❑ ..... S ____.. each calendar year '
:
..... Does not apply
•]
.
Aft
-B
..'r
,'
APPENDIX