HomeMy WebLinkAboutReso 2001-055 - RPOA RESOLUTION NO. 01-5:5"
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF BEDDING
APPROVING THE PROVISIONS OF THE MEMORANDUM OF
UNDERSTANDING ENTERED INTO BETWEEN THE CITY OF REDDING
AND THE PEACE OFFICERS ASSOCIATION OF REDDING—
MISCELLANEOUS EMPLOYEES, EFFECTIVE MARCH 4, 2001.
WHEREAS, the Peace Officers Association of Redding—Miscellaneous Employees has
been formally recognized as the majority representative of an appropriate unit of employees, as set
forth in Section 2.1 of Article 2 of the attached Memorandum of Understanding; and
WHEREAS,the designated representatives of the.City of Redding have conferred with and
entered into a Memorandum of Understanding with the designated representatives of the Peace
Officers Association of Redding—Miscellaneous Employees, as required by the provisions of the
Meyers-Milias-Brown Act of 1968; and
WHEREAS, a copy of the Memorandum of Understanding is attached hereto and made a
part hereof;
NOW, THEREFORE, IT IS HEREBY RESOLVED by the City Council of the City of
Redding that the aforesaid Memorandum of Understanding is hereby approved and shall be effective
March 4, 2001.
I HEREBY CERTIFY that the foregoing Resolution was introduced,read, and adopted at
a regular meeting of the City Council of the City of Redding on the 3' day of April, 2001, by the
following vote:
AYES: COUNCIL MEMBERS: Cibula, Kight, Pohlmeyer, Stegall and McGeorge
NOES: COUNCIL MEMBERS: None
ABSENT: COUNCIL MEMBERS: None
ABSTAIN: COUNCIL MEMBERS: None
DAVID . EOR riplr ayo/
ATTEST: FORM APPROVED:
.
CONNIE ST ' OHMAY '' ity Clerk W.LEONARD WINGATE, Att'rney
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CITY CLERK
MEMORANDUM OF UNDERSTANDING
between
THE DESIGNATED REPRESENTATIVES OF THE CITY OF REDDING
and
THE DESIGNATED REPRESENTATIVES
of the
PEACE OFFICERS ASSOCIATION OF REDDING
MISCELLANEOUS EMPLOYEES
EFFECTIVE: January 26, 1989
AMENDED: May 21, 1991,to be effective May 12, 1991
AMENDED: September 20, 1994,to be effective September 11, 1994
AMENDED: December 2, 1997, to be effective September 7, 1997
AMENDED: April 3. 2001.to be effective March 4. 2001
TABLE OF CONTENTS
ARTICLE 1: PREAMBLE 1
ARTICLE 2: RECOGNITION 2
ARTICLE 3: ASSOCIATION SECURITY 3
ARTICLE 4: GRIEVANCE PROCEDURE 4
ARTICLE 5: SAFETY 5
ARTICLE 6: DISABILITY AND UNEMPLOYMENT 5
ARTICLE 7: EMPLOYEE STATUS 7
ARTICLE 8: WAGES AND CLASSIFICATIONS 7
ARTICLE 9: HOURS AND OVERTIME 9
ARTICLE 10: SENIORITY 11
ARTICLE 11: PROMOTION AND TRANSFER 11
ARTICLE 12: DEMOTION AND LAYOFF 12
ARTICLE 13: LEAVE OF ABSENCE 12
ARTICLE 14: EXPENSES 13
ARTICLE 15: SICK LEAVE 15
ARTICLE 16: FUNERAL LEAVE 16
ARTICLE 17: HOLIDAYS 16
ARTICLE 18: VACATIONS 17
ARTICLE 19: UNIFORMS 20
ARTICLE 20: MISCELLANEOUS 20
ARTICLE 21: EMPLOYEE BENEFIT PROGRAMS 21
ARTICLE 22: TERM 23
EXHIBITS "A-1" - "A-34": SCHEDULES OF WAGE RATES
EXHIBIT"B": JOB DEFINITIONS
EXHIBIT"C": PERFORMANCE STANDARDS
EXHIBIT "D": SUBSTANCE ABUSE POLICY
NOTE: Amendments to this Memorandum of Understanding effective Scyt"nbci 7, 1997 March 4,
2001, are shown by underlining the new language and striking out the deleted language.
MEMORANDUM OF UNDERSTANDING
THIS MEMORANDUM OF UNDERSTANDING, made and entered into this 21st day of
February, 1989,by and between the designated representatives of the CITY OF REDDING(a public
agency as defined in Section 3501(c)of Chapter 10 of Division 4 of Title 1 of the Government Code
of the State of California), hereinafter referred to as the City, and the designated representatives of
the Peace Officers Association of Redding (a recognized employee organization as defined in
Section 3501(b) of Chapter 10 of Division 4 of Title 1 of the Government Code of the State of
California), hereinafter referred to as Association;
WITNESSETH:
WHEREAS,the parties hereto desire to facilitate the peaceful adjustment of differences that
may from time to time arise between them, to promote harmony and efficiency to the end that the
City, the Association and the general public may benefit therefrom, and to establish fair and
equitable wages,hours and working conditions for certain hereinafter designated employees of the
City;
NOW, THEREFORE, the parties hereto do agree as follows:
ARTICLE 1: PREAMBLE
1.1 The parties acknowledge the provisions of Chapter 10 (Section 3500, et. seq.) of
Division 4 of Title 1 of the Government Code of the State of California.
1.2 It is the policy of the City and the Association not to,and neither party will,interfere
with, intimidate, restrain, coerce or discriminate against any employee because of race, creed, sex,
color or national origin.
1.3 The City is engaged in rendering services to the public and the City and the
Association recognize their mutual obligation for the continuous rendition and availability of such
services.
1.4 The duties performed by employees of the City as part of their employment pertain
to and are essential to the operation of a municipality and the welfare of the public dependent
thereon. During the term of this Memorandum of Understanding, employees shall not partially or
totally abstain from the performance of their duties for the City. The Association shall not call upon
or authorize employees individually or collectively to engage in such activities and shall make a
reasonable effort under the circumstances to dissuade employees from engaging in such activities.
Those employees who do individually or collectively, partially or totally abstain from the
performance of their duties for the City shall be subject to disciplinary action up to and including dis-
charge from employment without recourse.
1.5 City employees shall perform loyal and efficient work and service and shall use their
influence and best efforts to protect the properties of the City and its service to the public and shall
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cooperate in promoting and advancing the welfare of the City and in preserving the continuity of its
service to the public at all times.
1.6 The City and the Association shall cooperate in promoting harmony and efficiency
among City employees. The parties have met and conferred in good faith and have reached
agreement on procedures set forth in this Memorandum of Understanding for resolution of disputes
between the parties. The Association agrees that it will follow the procedures as set forth in this
Memorandum ofUnderstanding or the bargaining process required by the Meyers-Milias-Brown Act
and will make every effort to persuade its members to also use the established procedures,rather than
to use any other method or forum such as appeals directly to the news media or the City Council for
resolution of problems or disputes arising out of this Memorandum of Understanding.
1.7 Notwithstanding anything to the contrary,the Peace Officers Association of Redding
recognizes and accepts the right of City of Redding management to manage the City. This recogni-
tion includes acceptance of the fact that the management rights listed below are not subject to either
grievance procedures or the meeting and conferring in good faith process provided for by the
Meyers-Milias-Brown Act. It is agreed by the parties to this Memorandum that management rights
include,by way of illustration and not by way of limitation,the following: (a)the full and exclusive
control of the management of the City; (b)the supervision of all operations,methods,processes and
means of performing any and all work,the control of the property and the composition,assignment,
direction and determination of the size of its working forces; (c) the right to determine the work to
be done by employees; (d) the right to change or introduce new or improved operations, methods,
means or facilities; and(e)the right to hire, schedule,promote,demote,transfer,release and lay off
employees and the right to suspend, discipline and discharge employees and otherwise to maintain
an orderly, effective and efficient operation.
ARTICLE 2: RECOGNITION
2.1 The City recognizes the Association as the "Majority Representative" of all
employees of the City Police Department who hold a classification listed on Exhibit "A" of this
Memorandum of Understanding. The provisions of this Memorandum of Understanding hereinafter
set forth shall apply only to those employees of the City of Redding for whom the Peace Officers
Association of Redding is the established majority representative.
2.2 Official representatives of the Association will be permitted access to City property
to confer with City employees on matters of employer-employee relations,but such representatives
shall not interfere with work in progress without agreement of Management.
2.3 The City will provide the Association adequate bulletin board space for the purpose
of posting thereon matters relating to official Association business.
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2.4 The City and the Association will not interfere with, intimidate, restrain, coerce or
discriminate against any employee because of the employee's membership or non-membership in
the Association or the employee's activity on behalf of the Association.
2.5 Any employee, at the employee's request, shall be permitted representation by an
Association representative. The foregoing shall apply to reprimands and disciplinary actions,
providing there is not unreasonable delay in obtaining representation.
2.6 Joint Association-Management meetings shall be held as often as agreed upon by the
Association and Management. The purpose of these meetings shall be to promote harmony and
efficiency and to improve communications between employees and all levels of management. The
meeting agenda shall be determined by those in attendance and there shall be no restrictions on the
subject matter, provided the meetings shall not substitute for normal grievance procedures or for
formal negotiations between the parties. Those in attendance shall consist of the Association's
Negotiating Committee and the City's Police Chief,the City's Personnel I Ininaii ‘,eN Manager
and such other management personnel as determined by the Personnel I Ialnan RC e141,- 3 Manager.
The meetings shall be summarized in written minutes. Except that the provisions of this section
shall be observed, the meetings shall be self-organizing.
2.7 Whenever the parties are engaged in the periodic meeting and conferring in good faith
for the purpose of modifying or amending the provisions of this Memorandum of Understanding,
no more than three(3)employees shall participate as Association representatives with no more than
two (2) employee representatives being absent from the same shift. In order to avoid hardships on
either the City or employee representatives,the City may transfer such employee representatives to
day shift duty for the purpose of enabling employees to participate in the meeting and conferring
process.
ARTICLE 3: ASSOCIATION SECURITY
3.1 The City shall deduct from their wages, the regular membership dues of employees
who are members of the Association and who individually and voluntarily authorize such deductions
in writing in accordance with the provisions of Section 1157.3 of the Government Code of the State
of California.
3.2 Deductions shall be made from the first and second payroll periods of each month in
approximately equal amounts and a check for the total deductions shall be submitted to the Peace
Officers Association of Redding within five(5)working days of the date the deductions are withheld
from the employee's check. Deductions may include individual insurance and benefit programs.
3.3 The form of check-off authorization shall be approved by both the City and the
Association.
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ARTICLE 4: GRIEVANCE PROCEDURE
4.1 Any grievance which may arise between the Association or any of its members and
the City, with respect to the interpretation or application of any of the terms of this Memorandum
of Understanding and with respect to such matters as the alleged discriminatory or arbitrary
discharge,demotion or discipline of an individual employee, shall be determined by the provisions
of this article, except that such matters as are included in the definition of impasse as set forth in
Resolution No. 4217 are not a grievance. Probationary employees shall not be entitled to invoke
Article 4, Grievance Procedure, with regard to matters of discharge, or demotion. This shall not,
however,prevent a probationary employee from exercising any other rights under this Memorandum
of Understanding. Every employee designated by the City to hear the grievance of a subordinate
shall have the authority to settle that grievance.
4.2 The initial step in the adjustment of a grievance shall be a discussion between the
Association's President or Vice President, or any other person designated by the grievant, and the
immediate Management Supervisor directly involved, Division Head or Department Director as
applicable, who will answer within ten (10) working days. This step shall be started within thirty
(30) working days of the date of the action complained of or the date the grievant became aware of
the incident which is the basis for the grievance. This step may be taken during the working hours
of the Association President or Vice President. The foregoing steps may be supplemented by written
presentations as well as the oral discussions required above. The notice of the time, date and loca-
tion of all meetings between the grievant's representatives and management representatives must be
in writing.
4.3 Step Two: If a grievance is not resolved in the initial step, the second step shall be
a discussion between the Association's President or Vice President and the Personnel IIumair
Resources Manager who shall answer within ten(10)working days. This step shall be taken within
ten (10) working days of the date of the Department Director's answer in Step One.
4.4 Step Three: If a grievance is not resolved in the second step, the third step shall be
the presentation of the grievance, in writing,by the Association President or Vice President to the
City Manager or designee,who shall answer,in writing,within ten(10)working days. The third step
shall be taken within ten (10) working days of the date of the answer in Step Two.
4.5(a) Step Four: If a grievance is not resolved in the third step, the fourth step shall be
referral by either the City or the Association to arbitration. The fourth step shall be taken within
twenty(20) working days of the date of the answer in Step Three.
4.5(b) An arbitrator shall be appointed on each occasion that a grievance is submitted to
arbitration. The City and the Association shall mutually agree to the arbitrator. If the City and the
Association fail to reach mutual agreement on the appointment of an arbitrator, each side shall
submit a list of five (5) names to the other. Each party shall, at a meeting of its representatives,
alternately strike a name from the list of ten (10) names. The first party to strike a name shall be
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determined by lot. At the point in time when one (1) name remains, that person shall be the
appointed arbitrator. The costs of arbitration shall be borne equally by the City and the Association.
The City and the Association shall pay the compensation and expenses for their respective witnesses.
At the Association's request,the City shall release employees from duty to participate in arbitration
proceedings.
4.5(c) The arbitrator shall hold such hearings and shall consider such evidence as to the
arbitrator appears necessary and proper. The first hearing shall be held within ninety(90)working
days of the date of referral to arbitration. The decision of the arbitrator shall be final and binding on
the City and the Association and the aggrieved employee, if any, provided that such decision does
not in any way add to, disregard or modify any of the provisions of this Memorandum of
Understanding.
4.6 Failure by either party to meet any of the aforementioned time limits as set forth in
Sections 4.2,4.3,4.4,or 4.5(a)will result in forfeiture by the failing party; except however,that the
aforementioned time limits may be extended by mutual written agreement. Grievances 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.
4.7 Notwithstanding the aforementioned procedure,any individual employee shall have
the right to present grievances to the City and to have such grievances adjusted without the
intervention of the Association, provided that the adjustment shall not be inconsistent with this
Memorandum of Understanding,and further provided that the Association's President shall be given
an opportunity to be present at such adjustment.
ARTICLE 5: SAFETY
5.1 The City Council desires to maintain a safe place of employment for City employees
and to that end City management shall make all reasonable provisions necessary for the safety of
employees in the performance of their work.
5.2 Regular meetings will be held on all jobs to plan the job and emphasize safety in its
performance.
5.3 Safety meetings will be held upon reasonable notification that either party to this
agreement requests one.
ARTICLE 6: DISABILITY AND UNEMPLOYMENT
6.1 Supplemental Benefits for Industrial Injury: Whenever any Regular employee,who
has completed their initial probationary period, and who is a member of the Public Employees'
Retirement System is disabled,whether temporarily or permanently,by injury or illness arising out
of and in the course of the employee's duties, which comes within the application of the Workers'
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Compensation and Insurance Chapters of the State Labor Code,the employee shall become entitled,
„ . . . .. . •• ••• the City to compensation at the rate of eighty-five
percent (85%) of the employee's regular salary, in lieu of temporary disability payments, if any,
which would be payable under the State Labor Code, for the period of such disability but not
exceeding six(6)months,or until such earlier date as the employee is retired on permanent disability
pension. At the conclusion of six(6)months of receipt of supplemental benefits at the rate of eighty-
five percent(85%)of regular salary,any Regular employee who is still unable to return to work and
is still receiving temporary disability indemnity payments shall become entitled to receive
supplemental benefits at the rate of seventy percent(70%) of the employee's regular salary for the
period of such disability but not exceeding six(6)months or until such earlier date as the employee
is retired on permanent disability pension through the Public Employees' Retirement System. In
consideration of this benefit, the Regular employee shall pay over to the City any temporary or
permanent disability compensation received,whether from Workers'Compensation,employee group
insurance benefits or unemployment compensation benefits provided for under State law, and shall
affirmatively assist the City in obtaining any such benefits to which the employee may be entitled
but has not yet received arising out of such disability, but such payment from the employee to the
City from such sources shall not exceed in amount the supplemental benefits paid to the employee
by"the City in accordance with the provisions of this paragraph.
6.2 An employee who is absent by reason of industrial disability maybe returned to work
by the City and given temporary light duties within the employee's ability to perform, with the
consent of the employee's physician. The duration of any such period of temporary work shall be
determined by City. Such employee shall be compensated at the then current rate of pay of the
employee's regular classification while engaged in such temporary duties. The City may require an
employee being considered for return to work after an absence caused by disability or illness to
submit to a medical examination by a physician or physicians approved by City for the purpose of
determining that such employee is physically and mentally fit and able to perform the duties of the
employee's position without hazard to himself, or to the employee's fellow employees, or to the
employee's own permanent health.
6.3 If a third party is found to be responsible for the employee's industrial injury and the
employee recovers a judgment in damages fromsaid third party, then all supplemental benefits
received as provided for in Section 6.1 not already repaid from the other sources mentioned in
Section 6.1 shall be repaid to the City by the employee.
6.4 Vacation and sick leave shall be accrued while a Regular employee is absent from
work as a result of a job related disability and receiving the supplemental benefits to Workers'
Compensation temporary disability compensation as set forth in 6.1 for the period of such disability,
but not exceeding one(1)year. All Regular employees who are receiving Workers' Compensation
temporary disability benefits shall receive group insurance coverage during the period in which they
are receiving temporary disability compensation for up to a maximum of a cumulative total of five
(5) years at the City's expense. Holidays which occur during the period for which an employee is
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receiving temporary disability compensation shall not be recognized by such employee for
compensation purposes.
ARTICLE 7: EMPLOYEE STATUS
7.1 Employees will be designated as Regular or Full Time Temporary depending upon
the purpose for which they are hired and their length of continuous service with the City.
7.2 A Regular employee is an employee hired for a full time position that has been
regularly established as an authorized position and is of indeterminate duration. A Regular employee
shall receive not less than the minimum rate for the job and shall be eligible for sick leave pay,
vacation pay,holiday pay, retirement plan participation, insurance coverage and items of a similar
nature as the employee becomes eligible Regular employees shall serve a probationary period of one
(1)year upon initial appointment to Regular status. Probationary employees shall not be eligible for
leave of absence,supplemental benefits for industrial injury,funeral leave for non-immediate family
members, educational incentive pay,preference or re-employment rights as a result of demotion or
layoff, or items of a similar nature. An employee's probationary period shall be extended by the
duration of any unpaid absence of ten (10) or more consecutive workdays. A probationary period
may also be extended at the discretion of City management for a period not to exceed three (3)
months for the purpose of enabling a more extensive review and evaluation of a probationary
employee prior to the employee obtaining permanent status. A probationary employee shall be
notified in writing of such an extension not less than ten (10) working days prior to the expiration
of the probationary period.
7.3 A Full Time Temporary employee is defined as an employee hired for occasional or
seasonal work for a period not to exceed six (6) months. A Full Time Temporary employee shall
receive not less than the minimum rate for the job but shall not be eligible for sick leave pay,holiday
pay,vacation pay,insurance coverage,retirement plan participation or items of a similar nature,nor
shall an employee accrue seniority or promotion and transfer rights, or leave of absence rights. If
a Full Time Temporary employee is reclassified to Regular status, the employee shall be credited
with all continuous service in determining eligibility for such benefits as may accrue to the employee
in the new status.
ARTICLE 8: WAGES AND CLASSIFICATIONS
8.1(a) Employees shall be paid a wage rate based upon their work performance. Upon initial
appointment to a classification, an employee shall normally be paid the lowest wage rate for that
classification. An employee may, however, be paid a wage rate above the lowest wage rate if
circumstances justify it. Notwithstanding the following requirements relative to periods of employ-
ment at a salary step,the Chief of Police may recommend salary step increases at an earlier time or
more than one step increase at a time. Step increases require City Manager approval and may be
granted as follows: After twenty-six(26)full pay periods of employment at Salary Step 1 and with
satisfactory or above work performance during the full time period, an employee will be advanced
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to Salary Step 2. After twenty-six (26) full pay periods of employment at each subsequent salary
step, with satisfactory or above work performance during the full time period, an employee will be
advanced to the next higher step. A full pay period as used herein is defined as one in which the
employee works or is paid for time off for at least half of the regularly scheduled work hours. The
effective date of a higher wage step shall be the first day of the pay period following qualification
for the new step.
8.1(b) Should an employee wish to appeal a denial of a step increase,the employee may do
so by submitting an appeal (1) to the Chief of Police, and if not resolved, (2) to an advisory
committee comprised of two (2) representatives designated by the Association and one (1)
representative designated by Police management. The committee will consider the appeal and make
an advisory recommendation to the Personnel Ilun-ran Rceurcts Manager whose decision will be
final. Such appeal must be made within thirty(30) days of the date of denial of the merit increase.
8.2 Wages shall be paid at bi-weekly intervals on Thursdays at the end of the employee's
work period after 12:00 noon for a pay period ending no earlier than the preceding Saturday. If a pay
day falls on a holiday, payment shall be made on the preceding workday.
8.3 When an employee is temporarily assigned to work in a classification higher than the
employee's regular classification, the employee shall be paid at the rate established for the higher
classification, with a minimum of four (4) hours and time computed to the next full hour, except
when the work is performed outside of the regular work hours and the duration is less than four(4)
hours. When an employee is temporarily assigned to work in a higher classification which has a
wage range overlapping the wage range of the employee's regular classification,the employee shall
be paid at the wage rate of the classification to which the employee is temporarily assigned,which
is next higher to the employee's present wage rate, but not more than the top wage rate of the
temporary classification.
8.4 When an employee is temporarily assigned to work in a classification lower than the
employee's regular classification, the employee's rate of pay will not be reduced.
8.5 For purposes of wage rate progression in a temporary classification,the time worked
by an employee in other than the employee's regular classification shall also be accrued in such
temporary classification.
8.6(a) Attached hereto and made a part hereof is Exhibit "A-1" through "A-4", titled
"Schedule of Wage Rates."
8.6(a) Effective March 4, 2001, wage rates shall increased by 3.4%.
8.6(b) Effective March 3, 2002, a sixth (6) step shall be added to the salary schedule.
8.6(c) Effective March 2,2003, wage rates shall be increased by 3%.
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8.7(a) Attached hereto and made a part hereof is Exhibit"B"entitled "Job Definitions."
8.7(b) Attached hereto and made a part hereof is Exhibit "C"entitled "Minimum
Performance Standards for Community Service Officers and Property and Evidence Technicians".
8.8(a) Whenever any employee is assigned to work a regularly scheduled shift which begins
between 12 Noon and 12:00 Midnight,the employee shall receive shift differential pay of three and
one-half percent (3 1/2%) • • • .. ••• • • VI • • el •
schcdulcd shift, in addition to the employee's regular hourly pay rate.
8.8(b) Whenever any employee is assigned to work a regularly scheduled shift which begins
between 12:00 Midnight and 4:00 a.m., the employee shall receive shift differential pay of five
percent(5%) • •- . .. • . . . . • • • .
shift, in addition to the employee's regular hourly payrate.
8.9 An educational incentive of two and one half percent (2.5%) shall be added to the
base pay of those Regular employees with an A.A. or A.S. degree or sixty (60) semester units of
credit. Effective on March 4, 2001, five percent (5%) shall be added to the base pay of those
Regular employees with a Bachelors degree, or one hundred twenty(120) semester units.
ARTICLE 9: HOURS AND OVERTIME
9.1 All Regular employees will receive full time employment for each work week
employed,provided they report for duty and are capable of performing their work. This is not to be
interpreted that the City does not retain the right to lay off or release employees on account of lack
of work or other valid reason at the end of the work week.
9.2 Each employee shall report for work at the employee's regularly established
headquarters and shall return thereto at the conclusion of the day's work and the time spent in
traveling between such headquarters and the job site shall be considered as time worked.
9.3 A work week is defined to consist of seven (7) consecutive calendar days, Sunday
through Saturday, and a basic work week is defined to consist of five(5) consecutive workdays of
eight (8)hours each. The basic work week may begin on any day of the week or at any hour of the
day during the work week. The basic workweek indicated above may be modified by mutual
agreement of the City and the affected employee (s) in those situations where such a modification
serves the interests of both the City and its employees.
9.4 Overtime is defined as(a)time worked in excess of forty(40)hours in a work week,
(b) time worked in excess of eight (8) hours, (c) time worked on a non-workday, (d) time worked
outside of regular hours on a workday, and (e) time worked on a holiday. Overtime shall be
computed to the nearest one-quarter (1/4) hour. Time worked as defined in (a) or (c) above as a
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result of a shift change shall not be regarded as overtime for compensation purposes. In such cases
where the basic workweek has been modified by mutual agreement pursuant to 9.3, these overtime
requirements may be waived pursuant to applicable law.
9.5 Overtime compensation shall be paid at a rate equivalent to one and one-half(1-1/2)
times the regular rate of pay or,at the employee's option,the employee may elect to receive time off
with pay at the rate of one and one-half (1-1/2) hours off for each overtime hour worked.
Compensatory time off with pay shall be scheduled in the same manner as vacations are normally
scheduled. The maximum compensatory time off available for any employee at any time shall be
limited to the maximum allowable CTO accumulation pursuant to the federal Fair Labor Standards
Act. In the event overtime is worked when an employee has the maximum accumulation of
compensatory time off,two hundred forty(240)hours,the employee shall be paid for the overtime
worked as set forth above. Employees whose employment with the City is terminated for any reason
shall,at the time of termination,receive payment for any unused compensatory time off previously
earned.
9.6 Employees who are required to report for work on their non-workdays or on holidays
they are entitled to have off or outside of their regular hours on workdays, shall be paid overtime
compensation for the actual time worked,but in no event for less than two(2)hours compensation
for each call-out, except however,that employees shall not be paid more than time and one-half the
regular rate of pay for any given time period. If an employee who is called for such work outside
of the employee's regular hours on a workday continues to work into the employee's regular hours,
the employee shall be paid overtime compensation only for the actual time worked. If an employee
performs overtime work immediately following the end of the employee's regular shift,the employee
shall be paid overtime compensation only for the actual time worked.
9.7 Overtime shall be distributed as equally as is practicable among those employees who
are qualified and available and who volunteer for overtime work and the City shall not require
employees who have worked overtime to take equivalent time off during a workday without pay.
9.8 Community Service Officers shall select shift and days off by seniority within
classification with the department. Such selection shall be subject to change based on departmental
needs and/or administrative adjustments. As much notice as is practical shall be provided when
changes, shifts, and days off are made.
9.9(a) Community Service Officers assigned to field operations shall select watch and days
off by seniority within classification with the Department,except as otherwise provided herein. Shift
rotation will be scheduled every four(4)months beginning the first day of the pay period closest to
January 1, May 1, and September 1. An officer will not be permitted to remain on a given shift in
excess of twelve (12) consecutive months. Community Service Officers may be assigned to days
off and a watch based on Departmental needs and/or administrative adjustments. As much notice
as is practical will be provided when making assignments based upon Departmental needs and/or
administrative adjustments. Any administrative adjustment in assignment made after completion
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of a watch sign up shall not give an employee the right to bump for another watch,a change in days
off, or vacation.
9.9(b) Community Service Officers assigned to the Services Unit of the Administrative
Services Division shall select watch and days off by seniority within classification with the
Department,except as otherwise provided herein. Shift rotations will be made to coincide with shift
rotations of Field Operations. A Community Service Officer will not be permitted to remain on a
given shift in excess of eight(8)consecutive months. Community Service Officers maybe assigned
to days off and a watch based on Department needs and/or administrative adjustments. As much
notice as is practical will be provided when making assignments based upon Departmental needs
and/or administrative adjustments. Any administrative adjustment in assignment made after
completion of a watch sign up shall not give an employee the right to bump for another watch, a
change in days off or vacation.
ARTICLE 10: SENIORITY
10.1 Seniority is defined as total length of continuous service with the City. In determining
an employee's seniority, the continuity of the employee's service will be deemed to be broken by
termination of employment by reason of(1)resignation,(2)discharge for cause,(3)layoff,(4)failure
to return immediately on the expiration of a leave of absence or acceptance of other full time
employment while on leave, and (5) absence without pay, without a leave of absence, in excess of
five (5) workdays. Continuity of service will not be broken and seniority will accrue when an
employee is(a)inducted,enlists or is called to active duty in the Armed Forces of the United States
or service in the Merchant Marine or under any Act of Congress which provides that the employee
is entitled to reemployment rights, (b)on duty with the National Guard, (c) absent due to industrial
injury, or(d)on leave of absence. Seniority, as defined in this section,does not apply to preference
for shift scheduling or vacation scheduling.
ARTICLE 11: PROMOTION AND TRANSFER
11.1 All promotions and transfers shall be in accordance with standards and procedures
as determined by the City.
11.2 Whenever any employee covered by this Memorandum ofUnderstanding is appointed
to the classification of Police Officer, and such employee fails to satisfactorily complete the
probationary period for Police Officer, such employee shall be returned to the former classification
held prior to becoming a Police Officer, or be placed in any other classification which is mutually
satisfactory to the employee and the City, except whenever the City discharges the employee from
employment with the City.
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ARTICLE 12: DEMOTION AND LAYOFF
12.1 When it becomes necessary for the City to lay off Regular employees, the City will
give employees involved as much notice as possible, but in no event will such employees receive
less than two(2)weeks notice of layoff. Where probationary or temporary employees are to be laid
off, no notice of layoff need be given.
12.2 Layoff in all cases due to lack of work will be determined by an employee's seniority.
An employee whose job is being eliminated may elect to displace an employee in a lower paid clas-
sification and if the employee's seniority is greater than that of the employee in the lower paid
classification.
12.3 Regular employees who are laid off will be given preference in filling future
vacancies for a period up to eighteen(18)months,in the reverse order in which employees were laid
off,providing they keep the City advised oftheir current address. Notifications ofposition vacancies
shall be by registered mail to the employee's last known address,as supplied by the employee. Re-
employment shall be based upon the laid-off employee's ability to meet current employment
standards. If an employee does not accept re-employment, the employee's name shall be removed
from the re-employment list and the employee shall no longer have re-employment rights. If a laid-
off employee is subsequently re-hired off a reemployment list into a classification covered under the
terms of this Memorandum of Understanding,the employee's unpaid sick leave balance,original hire
date, and vacation accrual rate shall be reinstated.
12.4 Notwithstanding the provisions of this Article,the City and the Association may agree
to other procedures during the term of this Memorandum of Understanding.
ARTICLE 13: LEAVE OF ABSENCE
13.1 Leave of absence may be granted to Regular employees by the City Manager for
urgent and substantial reason,up to a maximum of one(1)year,providing satisfactory arrangements
can be made to perform the employee's duties without undue interference with the normal routine
of work. Inability to return to work after an employee's sick leave has been exhausted will be
considered as an urgent and substantial reason and in such cases a leave will be granted.
13.2 A leave of absence will commence on and include the first workday on which the
employee is absent and terminates with and includes the workday preceding the day the employee
returns to work.
13.3 All applications for leave of absence shall be made in writing except when the
employee is unable to do so. The conditions under which an employee will be restored to
employment on the termination of leave of absence shall be clearly stated by the City in conjunction
with the granting of a leave of absence. Upon an employee's return to work after a leave of absence,
the employee will be reinstated to the employee's former position and working conditions,providing
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that the employee is capable of performing the duties of the former position,except that if there has
been a reduction of forces or the employee's position has been eliminated during said leave, the
employee will be returned to the position the employee would be in had the employee not been on
a leave of absence.
13.4 An employee's status as a Regular employee will not be impaired by such leave of
absence and the employee's seniority will accrue.
13.5 If an employee fails to return immediately on the expiration of the employee's leave
of absence or if the employee accepts other full time employment while on leave,the employee will
thereby forfeit the leave of absence and terminate the employee's employment with the City.
13.6 An employee on a leave of absence as provided herein shall not accrue vacation or
sick leave benefits nor maintain group insurance coverage. An employee may, however, at the
employee's option and expense, maintain the employee's group insurance coverage providing the
full monthly premium is received in the Finance Department of the City on or before the first day
of the month for which the premium is intended. Notwithstanding the above,however,if the leave
of absence is as a result of exhaustion of sick leave benefits,an employee's group insurance may be
maintained for up to three(3)calendar months on the normal premium-sharing formula,providing
the employee pays the employee's share of the premium on a timely basis.
ARTICLE 14: EXPENSES
14.1 Whenever employees use their personal vehicles for City business at the City's
convenience, reimbursement will be at the rate of twenty-five cents($.25)per mile.
14.2 Whenever employees use their personal vehicle for the employee's/employer's
convenience for out of City travel on official City business, the total allowance for transportation
shall in no case exceed the cost of tourist-class air passage if such service is available. (This would
include any additional expenses that would be incurred for lodging,per diem allowances,meals and
other expenses.) If air service is not available, the allowance for use of a personal vehicle, shall be
subject to authorization by the Finance Officer.
14.3 The City is not responsible for any loss or damage,operating maintenance or repair
expenses to personal vehicles used on City business.
14.4 When travel by air has been offered and the employee elects, with Department
Director approval,to utilize ground transportation,travel time will be allowed on the same basis as
if the employee had traveled by air. The employee will charge to the City only the time that would
have been required to make the trip using airline transportation. All time in excess of air travel time
will be charged to the employee. Exceptions may be authorized by the Finance Officer in cases
where it is beneficial to the City for the employee to use their personal vehicle.
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14.5 Employees who have a temporary work assignment at such distance that it is
impractical for them to return to their regular place of abode will be allowed actual personal
expenses for board and lodging for the duration of such assignment provided they board and lodge
at places to be approved by the City. Except in the circumstance described in Section 14.4 above,
the time spent by such employees in traveling to such temporary assignment at its beginning,to and
from home on holidays and weekends, and from such temporary assignment at its conclusion and
any reasonable expense incurred thereby will be paid by the City.
14.6 Meal allowance may be paid at the following rates:
Dinner $17.50
Lunch 8.50
Breakfast 6.00
Meal allowance is included in an individual's gross wages as determined by the
Internal Revenue Service(I.R.S.).
14.7 When meals are included in the registration fees or transportation charges,adjustment
of meal allowance will be made.
14.8 Payments for meals will be reimbursed at actual cost if that amount is equal to or less
than that specified in Section 14.6. Unusual circumstances may justify a larger amount. Any request
for more than the normal meal allowance must be accompanied by a written explanation as to the
reason for the excess and will be subject to approval by the Finance Officer. Alcoholic beverages
are not a reimbursable expense and should be paid for separately by the employee. Receipts for
meals must be provided in order to obtain reimbursement.
14.9 Reimbursement for reasonable costs other than meals and lodging incurred for the
following incidental expenses shall be permitted providing such expenses are justified and itemized:
Registration
Tips and other gratuities
Taxi, bus and other local transportation fares
Business telephone calls and telegrams
Other justifiable incidental expenses
14.10 Employees will be reimbursed for actual expenses only. Any savings realized by
employees by ride sharing, lower accommodation costs, etc., shall accrue to the City.
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ARTICLE 15: SICK LEAVE
15.1 Sick leave with pay shall be accumulated for each Regular employee at the rate of
forty-six thousandths(.046)of an hour for each regular hour worked or on paid leave. (Accrual rate
approximately one(1)day per month.)
15.2 Sick leave shall be allowed for a non-work related absence due to: (a)the inability
of an employee to be present or perform the employee's duties because of personal physical or
mental illness,off duty injury or confinement for medical treatment; (b)personal medical or dental
appointments which are impractical to schedule outside of regular working hours;(c)the need to be
present during childbirth, surgery, critical illness or injury involving members of the immediate
family as defined in 16.1, for up to forty(40) hours per incident; and(d)the need to attend sick or
injured immediate family members as defined in Section 16.1 for up to forty-eight (48) fu,ty(40)
hours per calendar year.
15.3 Management may require satisfactory evidence ofillness or disability before payment
for sick leave will be made. The City may also require an employee requesting to return to work
after sick leave or leave of absence for medical or psychiatric reasons to submit to an examination
by a physician or physicians approved by City for the purpose of determining that such employee is
physically or mentally fit and able to perform the duties of the employee's former position without
hazard to himself or to the employee's fellow employees or to the employee's own permanent health.
Such examination or examinations shall be at the sole expense of the City, and the employee shall
be placed on leave with pay for the purposes of such examination.
15.4 If a holiday which an employee is entitled to have off with pay occurs on a workday
during the time an employee is absent on sick leave, the employee shall receive pay for the holiday
as such and it shall not be counted as a day of sick leave.
15.5 Any employee who, after ten(10)years of continuous service to the City terminates
employment, shall be paid at the employer's regular pay rate for thirty-three and one-third percent
(33 1/3%) of the employee's accumulated sick leave hours, ndui,cd by the a.«iotrut of any b.,nua
. . . • • • . . • ' • . . • . ., • •. . . For employees with
15 years or more, but less than twenty (20) years of continuous service, the percentage set forth
above shall be increased to forty-five(45)percent. For employees with twenty(20) years or more
continuous service the percentage set forth above shall be increased to sixty (60) percent. An
employee may,however, at the employee's option, elect to waive the foregoing benefit and in lieu
thereof,receive credit for said unused sick leave toward the employee's retirement benefit through
the Public Employees'Retirement System pursuant to the contract between the City of Redding and
the Public Employees' Retirement System.
15.6 Whenever any employee exhausts all categories of paid time off as a result of illness
or injury, with approval of the employee's Department Director, the Personnel IIuthau Rcsourecs
Manager and the City Manager, an employee may receive up to eighty (80) hours advanced sick
15
leave with pay. If the employee returns to duty, such advanced sick leave shall be returned to the
City from subsequent sick leave accruals. If the employee terminates City employment, such
advanced sick leave shall be repaid to the City.
ARTICLE 16: FUNERAL LEAVE
16.1 Regular employees who are absent from work due to the death of a member of the
employee's "immediate family" shall receive compensation at the regular rate of pay for the time
necessary to be absent from work,but not to exceed forty(40)working hours. "Immediate family"
as used herein includes only employee's spouse, children, grandchildren,brothers, sisters,parents,
or grandparents of either spouse or other persons who are living in the employee's immediate
household.
16.2 Regular employees who are absent from work to attend the funeral of a person other
than an immediate family member shall give as much advance notice as possible and shall receive
compensation at the regular rate of pay for the time necessary to be absent from work, but not to
exceed one (1) regularly scheduled work day per funeral. A maximum of twenty-four(24) hours
may be utilized for this type of leave in a calendar year.
ARTICLE 17: HOLIDAYS
17.1 Regular employees,except as otherwise provided herein,shall be entitled to have the
following holidays off with pay:
(a) January 1st
(b) February 12th, known as"Lincoln Day"
(c) The third Monday in February
(d) The last Monday in May
(e) July 4th
(f) The first Monday in September
(g) Employee's birthday
(h) The second Monday in October, known as "Columbus Day"
(i) November 11th, known as"Veterans' Day"
(j) Thanksgiving
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(k) Friday after Thanksgiving
(1) The last four(4) work hours before Christmas
(m) December 25th
If any of the foregoing holidays fall on a Sunday, the Monday following shall be observed as the
holiday, except by those employees who are regularly scheduled to work on Sunday other than on
an overtime basis. Employees who are regularly scheduled to work on Sundays shall observe such
holidays on Sunday. If any of the foregoing holidays fall on a Saturday, the preceding Friday shall
be observed as the holiday, except by those employees who are regularly scheduled to work on
Saturday other than on an overtime basis. Employees who are regularly scheduled to work on
Saturdays shall observe such holidays on Saturday. If any of the foregoing holidays fall on any day
from Monday through Friday, inclusive, and that day is a regularly scheduled non-workday for an
employee, such employee shall be entitled to receive another workday off with pay to be scheduled
in the same manner as vacation days are normally scheduled. Notwithstanding the foregoing, an
employee may observe the employee's birthday holiday on the employee's birthday or anytime
during the pay period in which the birthday occurs, or the holiday may be deferred and scheduled
as vacations are normally scheduled. The holidays known as Lincoln Day, Columbus Day, and
Veterans Day shall be scheduled by employees and their supervisors in the same manner as vacations
are normally scheduled.
17.2 Notwithstanding the foregoing, employees may be scheduled to work on holidays,
in which event any such employee will, in addition to the employee's holiday pay,be compensated
therefor at the overtime rate of pay for all time worked on such days. An employee may,however,
at the employee's option, elect to observe that holiday at another time to be scheduled in the same
manner as vacation days are normally scheduled, in which event any such employee will only be
compensated for time worked on that day at the overtime rate of pay, and shall not receive holiday
pay for such day.
17.3 If an employee is in a non-pay status on either workday immediately adjacent to the
holiday, the employee shall not receive pay for the holiday.
17.4 Notwithstanding the provisions of 17.1, the City shall eliminate the employee's
birthday holiday should City Council declare Martin Luther King Jr. Day a municipal holiday
resulting in the closure of all non-emergency offices or operations, thus replacing the employee's
birthday with a newly created non-floating holiday. The effective date of elimination of the
employee's birthday holiday will be the date the first Martin Luther King Jr. Day is observed as a
holiday for eligible City employees.
ARTICLE 18: VACATIONS
18.1(a) Regular employees of the City shall accrue vacations with pay as follows:
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18.1(b) At the rate of thirty-nine thousandths (.039) of an hour for each regular hour worked
or on paid leave from the date of employment through the one hundred fourth(104th)full pay period
of employment. (Accrual rate approximately two(2)weeks per year up to four(4)years of service.)
18.1(c) At the rate of fifty-eight thousandths(.058)of an hour for each regular hour worked or
on paid leave from the on hundred fourth (104th) full pay period through the two hundred thirty-
fourth(234th)full pay period of employment. (Accrual rate approximately three(3)weeks per year
after four(4) years of service.)
18.1(d) At the rate of sixty-eight thousandths (.068) of an hour for each regular hour worked
or on paid leave from the two hundred thirty-fourth(234th)full pay period through the three hundred
sixty-fourth(364th)full pay period of employment. (Accrual rate approximately three and one-half
(3-1/2) weeks per year after nine(9) years of service.)
18.1(e) At the rate of seventy-seven thousandths(.077)of an hour for each regular hour worked
or on paid leave from the three hundred sixty-fourth(364th)full pay period through the four hundred
ninety-fourth (494th) full pay period of employment. (Accrual rate approximately four(4) weeks
per year after fourteen (14) years of service.)
18.1(f) At the rate of eighty-seven thousandths(.087)of an hour for each regular hour worked
or on paid leave from the four hundred ninety-fourth(494th)full pay period through the six hundred
twenty-fourth(624th)full pay period of employment. (Accrual rate approximately four and one-half
(4-1/2) weeks per year after nineteen (19) years of service.)
18.1(g) At the rate of ninety-six thousandths(.096)of an hour for each regular hour worked or
on paid leave from and after the six hundred twenty-fourth(624th) full pay period of employment.
(Accrual rate approximately five (5) weeks per year after twenty-four(24) years of service.)
18.1(h) A full pay period as used in this Article is defined as one in which the employee works
or is paid for time off for at least half of the regularly scheduled work hours.
18.2(a) Effective September 11, 1994,the maximum vacation time which can be accrued by
a Regular employee is four hundred (400) hours.
18.2(b) It is City policy that employees take their normal vacation each year at such time or
times as may be approved by the Department.
18.2(c) In the event of departmental cancellation of a previously scheduled vacation or of a paid
leave of absence due to industrial injury where such employee would exceed the maximum vacation
accrual,the accumulation of vacation hours may exceed the four hundred(400)hour maximum. In
the event of a paid leave of absence due to an illness or injury that is not job related, the Chief of
Police may approve the accumulation of vacation hours in excess of the four hundred (400) hour
maximum. Whenever such excess accruals occur, the employee shall have one year from the date
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the vacation was cancelled or from the date the employee returns to work from illness or injury to
utilize the excess accrual. Any excess accrual that remains at the end of such period shall be
forfeited.
18.3 Vacation cannot be accrued while an employee is in a non-pay status.
18.4 Vacations will be scheduled throughout the calendar year. Employees with greater
seniority within classification with the Department will be given preference over those with less
seniority in the selection of a vacation period; provided,however,that if the senior employee splits
the employee's vacation by requesting less than a full year's allowance to be scheduled on
consecutive workdays, the employee's preferential rights shall only apply on one period in that
calendar year prior to all other employees being given consideration in the selection of their first
choice vacation period. Vacation scheduling shall be completed at the same time as watch sign-ups.
18.5 The City shall not require an employee to take the employee's vacation in lieu of sick
leave or leave of absence on account of illness.
18.6 If a holiday which an employee is entitled to have off with pay occurs on a workday
during the employee's vacation period, such employee will be entitled to an additional day of
vacation and will be compensated for same.
18.7 Employees whose employment with the City is terminated for any reason shall,at the
time of termination, receive any unused vacation period previously earned.
18.8 Whenever any employee has accrued one hundred twenty (120) hours or more
vacation allowance as set forth in 18.1 (a-h),the City will,at the employee's option,compensate the
employee for up to forty(40)hours of accumulated vacation during any fiscal year. Additionally,
whenever any employee has accrued two hundred forty(240) hours or more of vacation allowance
as set forth in 18.1 (a-h), the City will, at the employee's option, compensate the employee for up
to eighty(80) hours of accumulated vacation during any fiscal year.
18.9 A voluntary vacation donation program is hereby established in which any employee
(herein referred to in this policy as the donor) may donate unused vacation hours to another
employee(herein referred to in this policy as the recipient); such donation will be made on the basis
of value (dollar basis) so that vacation hours from the donor will be converted to dollars and then
to the appropriate vacation hour level for the recipient.
The recipient will be required to meet the criteria of having exhausted all paid leave,
including advanced sick leave benefits,due to a non-work related injury or illness and not be eligible
for long term disability benefits. • • _•• • • • 24 • • • • •
• • • '• •. Donated hours will be posted on a date of receipt basis until the
recipient need is met.
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•
Employees requesting to take advantage of this program as a recipient will make application
on an approved form signed by their Department Director, Personnel Manager,
and the City Manager. Employees wishing to donate vacation hours can do so on forms for this use
in the Personnel office. All donations will be treated on a confidential basis.
ARTICLE 19: UNIFORMS
19.1 A uniform allowance will be paid the week following the second pay day in July of
each year and is for the purpose of maintenance and replacement of uniforms for the ensuing fiscal
year. Effective July 1,1998, the uniform allowance will be increased to $650 and effective July 1,
1999, the allowance will be increased to$700. The allowance is not a reimbursement for the prior
year. The first clothing allowance shall be a prorated amount for that period of time from the
employee's date of employment to the following July 1. Employees separating employment shall
have the uniform allowance advance for that fiscal year deducted from their final paycheck, except
for the prorated amount for that period of time from July 1 to the date of separation.
19.2 The City shall pay the reasonable cost of repair or replacement of uniforms,glasses,
watches, or other personal property up to two hundred dollars ($200) damaged in the course of
employment. This provision does not apply to items lost or damaged as a result of negligence of the
employee.
19.3 The City will propose no change in uniform standards during the term of this MOU
that will result in increased cost to the employee.
ARTICLE 20: MISCELLANEOUS
20.1 A Regular employee who is summoned for jury duty and is thus unable to perform
the employee's regular duties will be paid for the time lost at the employee's regular rate of pay.
20.2 Any employee,at the employee's request,shall be permitted to review the employee's
own personnel file. The file may not, however,be removed from the Personnel Office.
20.3 An employee who disagrees with the evaluator's statements or conclusions with
respect to the employee evaluation report shall have the right to review such evaluation report with
the City's Personnel fitnrrairResottrees Manager and, upon request, shall have the right to have an
Association representative present. The employee may also attach a written rebuttal to the employee
evaluation, providing it is done within thirty days of the employee's receipt of the evaluation.
20.4 Employee home addresses and telephone numbers will not be released to anyone
other than authorized City personnel without the permission of the employee.
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20.5 A release time bank is hereby established. Association members may voluntarily
donate earned leave time to the time bank for use by Association officials while conducting
Association business. Donated time will be deducted from the employee's earned leave.
20.6 The City will provide appropriate self-defense training for Community Service
Officers, as determined by the City from time to time. Such self-defense training will not be
construed to mean that Community Service Officers will need such training in normal day to day job
situations.
20.7 Employees will be allowed to engage in political activity only during off-duty hours
and while out of uniform.
20.8 Whenever disciplinary action of more than five (5) days suspension without pay is
being imposed, all documents supporting such discipline shall be provided to the employee.
20.9 Whenever any investigation of alleged misconduct is being undertaken,the employee
shall be informed of the nature of the investigation at the beginning of the meeting;the meeting shall
be conducted at a reasonable time during the employee's duty hours;the employee shall be informed
in advance of the name,rank,and command of the officer conducting the meeting;no more than two
(2)management representatives shall conduct questioning at the same time,and the employee shall
not be subjected to offensive language.
20.10 Reference is made to Exhibit "D" titled Substance Abuse Policy. Such substance
abuse policy is not subject to the grievance procedure. Any disciplinary action taken, however,
against an employee as a result of an alleged violation of the substance abuse policy,will be subject
to the grievance procedure.
ARTICLE 21: EMPLOYEE BENEFIT PROGRAMS
21.1 Retirement Plan: All Regular employees are covered by a State of California Public
Employees'Retirement System program pursuant to an existing contract with the Public Employees'
Retirement System. The major features are: two percent (2%) at age fifty-five (55) sixty (60);
. • • .: , one(1)year's compensation in formula; 1959 Survivors Benefit;
Post-Retirement Survivors allowance; credit for unused sick leave; and certain military service
credit. The City pays the employee's full cost of participation in the Public Employees' Retirement
System. The City agrees to meet and discuss during the term of this agreement (March 4, 2001,
through June 4, 2004), if requested by the Association, Ca1PERS retirement issues related to an
actuarial report on Employer Paid Member Contributions,or a proposed two percent(2%)at age fifty
(50)retirement formula.
21.2(a) Group Insurance: All Regular employees are eligible to participate in a group insurance
benefit program, effective the first day of employment. The City shall pay the full cost of the
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program for both employee and dependents. The major elements of the group insurance benefit
program are:
(1) Life Insurance: Twice annual salary for employee, $3,000 for employee's
dependents.
(2) Health Benefits: $100 deductible per person per year; 80%payable for first$5,000
of eligible charges, except for hospital charges which are 100% payable; 100%
thereafter up to one million dollars lifetime limit; professional fees based upon
U.C.R.; normal typical exclusions and limitations. Effective December 1, 1997,
coverage will include cancer screening with no separate dollar limit,annual physical
examinations,"well-baby"care,a 30-visit annual limit on chiropractic,and accidents
paid at normal co-payment rate; prescription drug card program with the following
major elements: no deductible; a $5.00 employee co-payment for generic
prescriptions; an$8.50 employee co-pay for name brand prescriptions; and with all
prescriptions previously reimbursable to be covered by the prescription drug card.
Effective July 1.2001.the co-payment for name brand prescriptions will increase to
$15.00 except when no generic is available, the co-pay will be $8.50. Effective
July 1. 2001, coverage will include smoking cessation when enrolled in a smoking
cessation program or behavior modification program once per life-time limit, and
birth control.
(3) Dental Benefits: No deductible and 100%of U.C.R.(90'h percentile)for prevention;
no deductible and 50%up to$2.000 X69 per life time per person for orthodontia;
$25 deductible and 80% of U.C.R. up to $2,000$4,500 per person per year for all
other eligible charges.
(4) Long Term Disability: After three(3)months 60%of employee's salary integrated
with all other income benefits payable to age 65.
(5) Vision Benefits: California Vision Service Plan A for employees and dependents,
which provides for$25 deductible, an eye examination no more than every twelve
(12)months and lenses and frames no more often than each twenty-four(24)months.
The City may if practicable, modify the group insurance program set forth above by adding
utilization review and by creating preferred provider organization programs which create financial
incentives for the employee to use such preferred provider services,but do not reduce any current
benefit level nor impose any penalty for the employee who elects not to use a preferred provider's
services.
21.2(b) The City will pay fifty percent(50%)of the group medical insurance premium for each
retiree and dependents,if any,presently enrolled and for each retiree in the future who goes directly
from active status to retirement and continues the group medical insurance without a break in
22
coverage. For those employees who retire on or after July 1, 2001, dental and vision insurance
coverage may be continued as apackage under the fifty percent (50%) cost sharing basis provided
the retiree also maintains the medical insurance. Payments by the City will be discontinued upon
the death of the retiree or upon termination of group medical insurance coverage. The City will not
contribute payments on behalf of any retiree except as set forth above. Following the death of a
retiree the surviving spouse,if any,may continue the insurance . . •• . . •
tligiblc fur participation in . Notwithstanding the foregoing,the
City may increase its contribution to the retirees' group insurance premium or improve Public
Employees' Retirement System benefits during the term of this Memorandum of Understanding.
21.2(c) The City will pay the cost for the first twelve(12)out-patient visits per calendar year
for treatment related to alcohol or substance abuse and mental and nervous disorders at 100%, with
no deductible, and an additional 24 visits per calendar year payable at 80% subject to the annual
deductible.
21.3 A retiring employee may elect to have any accrued benefit payment due, all or part,
paid in the next calendar year following the date of retirement.
ARTICLE 22: TERM
22.1 This Memorandum of Understanding, having taken effect as of the 26th day of
January, 1989,shall continue into full force and effect until the fourth third day of June,2004 March,
2001, and thereafter from year to year unless written notice of change or termination shall be given
by either party no later than ninety(90)days prior to the expiration date above or the expiration date
of any year thereafter, except,however,that it shall only become effective with approval of the City
Council of City. The City agrees to hold the initial bargaining session for the successor
Memorandum of Understanding within forty-five(45) days after the receipt of the initial proposal
of the Association for Miscellaneous Employees, provided that such date is no earlier than ninety
(90) days prior to the termination date of the existing Memorandum of Understanding.
22.2 Whenever notice is given for changes,the general nature of the changes desired must
be specified in the notice,and until a satisfactory conclusion is reached in the matter of such changes,
the original provision shall remain in full force and effect.
22.3 This Memorandum of understanding shall not be amended or supplemented except
by agreement of the parties hereto, reduced to writing and duly signed by each.
22.4 Any provision of this Memorandum of Understanding which maybe in conflict with
any Federal or State law, regulation or executive order shall be suspended and inoperative to the
extent of and for the duration of such conflict; the balance of this Memorandum of Understanding,
however, shall remain in full force and effect.
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IN WITNESS WHEREOF, the parties have executed this Memorandum of Understanding as
of the day and year first above written.
CITY OF REDDING PEACE OFFICERS ASSOCIATION OF
REDDING
Michael Warren Charles Travelstead
City Manager Vice President, Peace Officers Association of Redding
Randy Bachman Steve Allen
Administrative Services Director Labor Representative
Linda Johnson Bobbi Berg
Personnel Manager Negotiator
Bob Brannon
Negotiator
Mike Leonard
Negotiator
24
PEACE OFFICERS ASSOCIATION OF REDDING—MISCELLANEOUS EMPLOYEES
EXHIBIT"A-1":
SCHEDULE OF WAGE RATES
Effective March 4, 2001
Hourly Wage Rate- Salary Step
1 2 3 4 5
381 Community Service Officer 13.30 14.01 14.76 15.53 16.35
386 Community Service Officer* 13.96 14.71 15.49 16.32 17.15
365 Property and Evidence Technician 13.30 14.01 14.76 15.53 16.35
For those assignments of Field Training Officer and ID Technician,a specialty pay of five percent
(5%)over base pay will be paid but shall be limited to such time as they are performing that specific
function.
* A five percent (5%) increase over base pay for Community Service Officers assigned to the
following:Alarm Program,Abandoned Vehicle Abatement Program,Community Clean-up Program,
Court Liaison Program, and Investigations.
1
PEACE OFFICERS ASSOCIATION OF REDDING—MISCELLANEOUS EMPLOYEES
EXHIBIT"A-2":
SCHEDULE OF WAGE RATES
Effective March 2, 2002
• Hourly Wage Rate- Salary Step
1 2 3 4 5 6
381 Community Service Officer 13.30 14.01 14.76 15.53 16.35 17.17
386 Community Service Officer* 13.96 14.71 15.49 16.32 17.15 18.01
365 Property and Evidence Technician 13.30 14.01 14.76 15.53 16.35 17.17
For those assignments of Field Training Officer and ID Technician, a specialty pay of five percent
(5%)over base pay will be paid but shall be limited to such time as they are performing that specific
function.
* A five percent (5%) increase over base pay for Community Service Officers assigned to the
following:Alarm Program,Abandoned Vehicle Abatement Program,Community Clean-up Program,
Court Liaison Program, and Investigations.
2
PEACE OFFICERS ASSOCIATION OF REDDING—MISCELLANEOUS EMPLOYEES
EXHIBIT"A-3":
SCHEDULE OF WAGE RATES
Effective March 3,2003
Hourly Wage Rate- Salary Step
1 2 3 4 5 6
381 Community Service Officer 13.70 14.43 15.20 16.00 16.84 17.69
386 Community Service Officer* 14.38 15.15 15.95 16.81 17.66 18.55
365 Property and Evidence Technician 13.70 14.43 15.20 16.00 16.84 17.69
For those assignments of Field Training Officer and ID Technician,a specialty pay of five percent
(5%)over base pay will be paid but shall be limited to such time as they are performing that specific
function.
* A five percent (5%) increase over base pay for Community Service Officers assigned to the
following:Alarm Program,Abandoned Vehicle Abatement Program,Community Clean-up Program,
Court Liaison Program, and Investigations.
3
EXHIBIT"B": JOB DEFINITIONS
COMMUNITY SERVICE OFFICER
Under supervision,an employee engaged in performing a wide variety of non-hazardous,non-sworn
law enforcement duties. The employee may be required to drive a vehicle and must possess the
appropriate State of California driver's license. Employee's background of training and education
must be such to qualify the employee to perform duties with skill, efficiency, safety, tact, and
diplomacy. Such duties include,but are not limited to,provide general assistance and direction to
the public by way of personal and telephone contacts; respond to citizen inquiries and requests;
conduct abandoned vehicle investigations and impound of abandoned vehicles to include processing
the vehicles for abatement;inspect businesses and residences to determine susceptibility to criminal
attack and recommend security precautions; after training, to facilitate neighborhood watch group
meetings and other informative public meetings;perform traffic control and related duties;respond
to non-hazardous municipal code violations;serve subpoenas and conduct house checks;investigate
and report property damage accidents and other collision investigations as necessary;inspect vehicles
for correction of cited deficiencies; interview of misdemeanor suspects in specific cases when a
sworn officer is present; report certain felony crimes against property; preparation of reports and
appropriate preliminary follow-up investigations; plan, coordinate and oversee the activities and
participants of police sponsored community work program; and performs other related duties as
assigned.
Additionally,the Community Service Officer may be assigned to the various divisions of the Police
Department and their sub-units.
PROPERTY AND EVIDENCE TECHNICIAN
Under direction, an employee engaged in the receipt, control, preservation, and disposition of all
evidence and property in custody of the Police Department, and the maintenance of records related
thereto. The employee's duties include,but are not limited to,assigning the proper storage location
within the property areas, preserving evidentiary integrity of the property, maintaining automated
record-keeping systems of all evidence and property, assuring a continual chain of evidence,
disposition ofmiscellaneous property,arranging for destruction of weapons,narcotics,and drugs and
performs other related duties as assigned. The employee must be aware and knowledgeable of the
law and City rules and regulations relative to property\evidence storage and release. The employee
will function as a liaison with other governmental agencies as well as citizens, and must possess
clerical,routine typing(30 wpm),bookkeeping and data entry skills. The employee's background
of training and experience shall qualify the employee to perform the duties with skill,efficiency,tact,
and diplomacy.
EXHIBIT "C"
PERFORMANCE EVALUATION INSTRUCTIONS FOR
COMMUNITY SERVICE OFFICERS AND PROPERTY AND EVIDENCE TECHNICIANS
INTRODUCTION: Performance standards have been developed and communicated to employees
in order to establish clear expectations of work performance.
PERFORMANCE STANDARDS: A set of standards has been developed defining the
responsibilities of employees. Regardless of assignment or job title,certain performance standards
are expected to be maintained. These standards are intended to clearly define expectations and form
the basis upon which performance will be evaluated.
PERFORMANCE EVALUATION: The evaluation form used to rate employee performance has
been designed to reflect each of the performance standard categories. In each category,an employee
will be rated using the following performance factors: Exceeds Standards, Meets Standards, or
Below Standards. A rating which most closely represents an employee's performance in each
category shall be made.
It is important to complete the identifying information requested at the top of the first page of the
evaluation form.
RATINGS DEFINED: The following descriptions are supplied to clearly define performance
expected in order to earn a specific rating :
Exceeds Standards: Consistently performs above standard.
Meets Standards: Consistently meets the established standard.
Below Standards: Results fall short of meeting job requirements. (Does not meet the
standard as noted in the comments section of the evaluation and through
prior counseling.)
Not Applicable: Performance standard not applicable to current assignment.
Examples of performance incidents justifying the rating in each, as well as the overall rating, shall
be listed in the comments section of the evaluation form.
COMPENSATION: Employees are paid within a wage range. Upon initial appointment, an
employee is normally paid the lowest wage rate for that classification. Those employees who receive
evaluations indicating they are rated overall Meets or Exceeds Standards will be advanced to the
next scheduled wage step.
Any employee who receives an overall Below Standards may be denied a step increase. However,
no employee will be "surprised"with a substandard rating, in that a prior counseling session shall
have occurred with the employee describing the deficiency and providing time for correction;refer
to Standard Performance Policy.
1
STANDARD PERFORMANCE POLICY: Substandard performance hurts the organization by
forcing other employees to carry a greater portion of the day-to-day workload. Every attempt will
be made to encourage employees to perform at a level where all standards are being met and/or
exceeded. To this end, two clauses have been added to these instructions, as follows:
CLAUSE #1:
• If an employee is not meeting performance expectations, the employee's supervisor will meet
with the employee to clarify how the employee is perceived not to be meeting the standard.
• If Below Standards work is critical enough that the employee's rating might be adversely
affected, the supervisor will inform the employee and together they will develop a plan to
correct the deficiency. The plan will be summarized in writing.
• If the employee successfully implements the plan and performance is corrected, the employee
will be rated as Meets Standards in this element; if not, the employee will not get a Meets
Standards rating in that element.
CLAUSE #2:
• If the plan referenced above becomes unattainable, the employee should initiate immediate
contact with the employee's supervisor to review the plan, discuss problem areas or make
appropriate adjustments.
2
MINIMUM PERFORMANCE STANDARDS FOR
COMMUNITY SERVICE OFFICERS AND PROPERTY AND EVIDENCE TECHNICIANS
The following minimum performance standards have been adopted to assist each supervisor in
evaluating an employee's effectiveness. There are three objectives for setting these performance
standards:
The Improvement of Employee Effectiveness-The performance evaluation report will:
A. Inform the employee of what is expected and how well the employee is meeting those
expectations.
B. Give the employee recognition and reward for good work.
C. Measure the employee in terms of job requirements.
D. Stimulate self-development.
E. Help the supervisor decide on pay step increase.
F. Serve as a guide for future personnel actions such as promotions, disciplinary actions,
transfers, etc.
II. The Improvement of Supervisory Effectiveness - The performance evaluation report will:
A. Provide for supervision consistency in application of performance standards and
evaluation of personnel on all watches.
B. Identify training needs of subordinates in general and individually.
C. Provide the supervisor with a continuous record of the employee's performance history
enhancing the quality of annual performance evaluations.
III. The Improvement of the Personnel Process - The performance evaluation report will:
A. Indicate weaknesses in selection procedures.
B. Elevate employee morale by recognition of competent service.
C. Help the City and Department check on the need for and reasonableness of established
performance standards.
D. Provide a check on the accuracy of job descriptions, classifications, recruitment, and
selection process.
3
E. Indicate training needs and evaluate the effectiveness of training activities which will
demonstrate the need for changes in or the clarification of rules,regulations,policies,and
procedures.
In addition to the above minimum performance standards,standards have also been developed
pertaining to an employee's specific assignment in various divisions or programs within the
department.
4
MINIMUM PERFORMANCE STANDARDS FOR
COMMUNITY SERVICE OFFICERS ASSIGNED TO FIELD OPERATIONS
PRODUCTIVITY
A. Level of activity should be comparable to peers in like conditions, taking into
consideration such influences as work schedule,including days off,special enforcement
activities, training assignments, number of hours actually worked, etc.
B. A majority of efforts should be in response to citizen inquiries and requests for
information regarding criminal and civil matters as it pertains to police services.
C. Self-initiated duties include,but are.not limited to:
1. Parking enforcement.
2. Abandoned auto removal.
3. On-view activities such as violations which create no hazard to enforce,illegally
posted signs, etc.
4. Assisting beat officers with non-hazardous duties such as vehicle impounds,
victim/witness transportation, etc.
II. REPORTS
A. Follow agency format and guidelines, see Attachment"A."
B. Complete reports by the end of watch unless approved by supervisor.
C. At least 80 percent of reports must be useable (easily corrected by a supervisor in the
time it normally takes to review)upon first submittal to supervisor. This means that no
more than 20 percent can be kicked back because of:
1. Incomplete preliminary and follow-up investigation;
2. Spelling, grammar, sentence structure, or legibility;
3. Errors, omissions;
4. Elements omitted; and
5. Improper format.
This standard applies to employees who have been released from the formal FTO program.
III. INTERNAL RELATIONS: Employees are expected to conduct work in a manner which
supports the overall group effort. If differences with co-workers and supervisors develop,
the employee is expected to resolve them in a constructive manner. This means the
employee is expected to:
5
A. Treat co-workers and supervisor with the same respect the employee desires.
B. Avoid behavior which disrupts the employee's work or the work of others .
C. Avoid racial, religious, ethnic, sexual slurs, and comments that might offend.
D. When differences develop, handle them constructively by actively trying to resolve or
negotiate ways to work together harmoniously.
IV. EXTERNAL RELATIONS: Employees are expected to conduct work in a manner likely
to foster good citizen relations and support for the agency and not generate patterns of
sustained complaints. This means the employee is expected to:
A. Treat citizens with respect;
B. Refuse to accept gratuities.
C. Avoid profanity,use of racial,religious,ethnic,and sexual slurs,sarcasm,and derogatory
remarks.
V. SAFETY: Employees are expected to conduct work in a manner which is most likely to
protect the employee and others from harm and facilities and equipment from damage. This
means employees are expected to:
A. Follow Department policy and procedure in the use of vehicles and equipment.
B. Follow Department policy and procedure when providing traffic control.
C. Employees are to use good judgement in recognizing potentially hazardous
areas/situations and take steps to distance themselves from the area/situation.
D. Follow departmental radio communications procedures.
VI. WORK HABITS AND PROFESSIONAL APPEARANCE: Employees are expected to
adhere to a productive work ethic,to exercise good personal hygiene,and present a neat and
professional image. This means employees will be expected to:
A. Arrive at the beginning of roll call in uniform, with all necessary equipment ready for
duty.
B. Be on the street within five minutes after briefing unless approved otherwise by
Supervisor.
6
C. Assure Code 7s do not exceed 30 minutes, excluding reasonable travel time after
clearance. Coffee breaks will be limited to two (2) and are not to exceed 15 minutes
each, excluding reasonable travel time after clearance. Code 7 break locations must be
given to Dispatch upon arrival.
D. Answer radio when called or Dispatch should be advised of location and status.
E. Remain in field until ten minutes to end of shift,but available to end of shift. Exceptions
to be cleared with supervisor.
F. Complete assignments and projects by due date or renegotiate with supervisor in
advance.
G. Meet or exceed minimum standards of uniform and grooming policy.
H. Notify the Supervisor at the point in the shift where overtime is going to be needed.
I. Comply with court standby policy.
J. Return citizen phone calls as soon as possible.
K. Maintain Department-provided mail slots in useable condition.
L. Maintain area of responsibility,i.e.,office,work station,locker room,gym,report room,
and squad room, etc., in a neat condition.
M Follow the chain of command.
N. Any sick leave used is to be for legitimate medical reasons according to current City
policy.
VII. EQUIPMENT USE AND MAINTENANCE: Employees are expected to use and care for
Department equipment in a manner most likely to ensure good working order and
appearance. This means employees will be expected to:
A. Keep vehicles free of contraband, evidence, and debris.
B. Keep fuel tank no less than one-half full at end of shift.
C. Conduct circle checks of vehicle before and after shift and report damage or deficiencies
to supervisor on appropriate form.
D. Lock vehicle when leaving it in public areas unless officer safety dictates otherwise.
7
E. Return equipment used to its proper location.
F. Report damage to any Departmental equipment while it is in possession.
8
MINIMUM PERFORMANCE STANDARDS FOR
COMMUNITY SERVICE OFFICERS ASSIGNED TO INVESTIGATIONS
PRODUCTIVITY- ALL ASSIGNMENTS
A. Level of activity should be comparable to peers in like conditions, taking into
consideration such influences as work schedule,including days off,special enforcement
activities, training assignments,number of hours actually worked, etc.
WHILE ASSIGNED TO MISSING PERSONS, JUVENILE RUNAWAY FOLLOW-UP
AND FINANCIAL CRIMES:
A. A majority of efforts should be directed toward clearance of the cases assigned .
B. Properly manage cases assigned, which includes:
1. Case prioritization,working the most critical cases first based on solvability factors
or supervisory direction.
2. Maintaining case files which contain case documentation, notes, reports, and any
other materials pertinent to the investigation.
3. Keeping supervisors apprised of case status, issues which arise that reflect on the
department(positively or negatively),and any problems affecting ability to manage
caseload.
PRODUCTIVITY WHILE ASSIGNED TO CRIME PREVENTION:
A. Satisfactory preparation and presentation of Crime Prevention events, programs, and
meetings.
B. Maintain communication/cooperation with other City departments and other public and
private agencies.
C. Conduct residential and commercial security surveys and attend Police Planning
Committee meetings.
D. Provide other Crime Prevention presentations as requested,i.e.,robbery,personal safety,
gangs, drug awareness, business security, child safety, rape awareness, etc.
E. Assist in the Volunteer Program as needed and conduct volunteer background interviews.
F. Prepare and facilitate Southeast Asian Task Force meetings.
9
G. Answer miscellaneous Crime Prevention questions via phones, mail, etc., as they arise
and update and maintain Crime Prevention calendar.
H. Identify innovative methods to promote community Crime Prevention in the Public and
private sector.
PRODUCTIVITY WHILE ASSIGNED TO COMMUNITY WORK PROGRAM:
A. Plans, organizes, and coordinates activities and availability of resources in an efficient
and effective manner.
B. Prepares work schedules,assigns resources and assists participants with assignments and
effectively communicates tasks and expected outcomes.
C. Provides direction and oversees the activities of participants. Work is performed
according to standard. Activities are monitored and inspected to ensure quality,
timeliness,accuracy and completeness. Problems are resolved in a professional,creative
and timely manner.
II. REPORTS
A. Follow agency format and guidelines, see Attachment"A."
B. Complete reports in a timely manner as directed by supervisor.
C. At least 80 percent of reports must be useable (easily corrected by a supervisor in the
time it normally takes to review)upon first submittal to Supervisor. This means that no
more than 20 percent can be kicked back because of:
1. Incomplete preliminary and follow-up investigation;
2. Spelling, grammar, sentence structure, or legibility;
3. Errors, omissions;
4. Elements omitted; and
5. Improper format.
This standard applies to employees who have been released from the formal FTO program.
III. INTERNAL RELATIONS: Employees are expected to conduct work in a manner which
supports the overall group effort. If differences with co-workers and supervisors develop,
the employee is expected to resolve them in a constructive manner. This means the
employee is expected to:
A. Treat co-workers and supervisor with the same respect the employee desires.
10
B. Avoid behavior which disrupts the employee's work or the work of others .
C. Avoid racial, religious, ethnic, sexual slurs, and comments that might offend.
D. Maintain flexibility within the unit to assist any subunit or clerical staff when the need
arises.
E. When differences develop, handle them constructively by actively trying to resolve or
negotiate ways to work together harmoniously.
F. Develop and maintain positive working relationships with allied agencies, i.e., District
Attorney's office, allied law enforcement agencies, parole, schools, etc.
G. Follow the chain of command.
IV. EXTERNAL RELATIONS: Employees are expected to conduct work in a manner likely
to foster good citizen relations and support for the agency and not generate patterns of
sustained complaints. This means the employee is expected to:
A. Treat citizens with respect;
B. Refuse to accept gratuities.
C. Avoid profanity,use ofracial,religious,ethnic,and sexual slurs,sarcasm,and derogatory
remarks.
D. Be aware of victims'rights and emotional well-being while conducting investigation, and
remain sensitive to the needs of victims.
E. Be informed,knowledgeable,and supportive of existing local services and programs for
victims.
F. Advise victims of crimes of the status and closing of investigations.
G. Provide assistance to other agencies in a timely manner.
H. Conduct self in a manner which will not generate sustained complaints or claims against
you or the City of Redding.
V. SAFETY: Employees are expected to conduct work in a manner which is most likely to
protect the employee and others from harm and facilities and equipment from damage. This
means employees are expected to:
A. Follow Department policy and procedure in the use of vehicles and equipment.
11
B. Follow Department policy and procedure when providing traffic control.
C. Employees are to use good judgement in recognizing potentially hazardous
areas/situations and take steps to distance themselves from the area/situation.
D. Follow departmental radio communications procedures.
IN ADDITION TO ABOVE,WHILE ASSIGNED TO COMMUNITY WORK PROGRAM:
A. Work is conducted in a manner which is most likely to protect self and others from harm.
B. Work is conducted in a manner which is most likely to protect facilities and equipment
from damage.
C. Ensures facilities and work locations are free of unsafe conditions in conformance with
federal, state, local and departmental safety regulations.
VI. WORK HABITS AND PROFESSIONAL APPEARANCE: Employees are expected to
adhere to a productive work ethic,to exercise good personal hygiene,and present a neat and
professional image. This means employees will be expected to:
A. Dress in Business attire or uniform. For male CSO's this means a dress shirt with
appropriate tie and dress pants. During hot weather, and with supervisory approval,
open-collar shirts may be worn. For female CSO's this means skirts, dresses,blouses,
or dress slacks. Blue denim-type jeans or shorts are not acceptable. The appropriateness
of the attire will be at the discretion of the division supervisors and commanders.
B. Arrive for work on time and maintain a schedule approved by Supervisor.
C. Assure Code 7s do not exceed 60 minutes, including reasonable travel time after
clearance. Coffee breaks will be limited to two (2) and are not to exceed 15 minutes
each, including reasonable travel time after clearance. Code 7 break locations must be
given to Dispatch upon arrival.
D. Answer radio when called or Dispatch should be advised of location and status.
E. Check department mail folder daily for messages.
F. Complete assignments and projects by due date or renegotiate with supervisor in
advance.
G. Notify the Supervisor at the point in the shift where overtime is going to be needed.
H. Comply with court standby policy.
12
I. Return citizen phone calls as soon as possible.
J. Maintain area of responsibility,i.e.,office,work station,locker room,gym,report room,
and squad room, etc., in a neat condition.
K. Wear pager and have it turned on during on-duty hours.
L. Any sick leave used is to be for legitimate medical reasons according to current City
policy.
VII. EQUIPMENT USE AND MAINTENANCE: Employees are expected to use and care for
Department equipment in a manner most likely to ensure good working order and
appearance. This means employees will be expected to:
A. Keep vehicles free of contraband, evidence, and debris.
B. Keep fuel tank no less than one-half full at end of shift.
C. Conduct circle checks of vehicle/equipment before and after shift and report damage or
deficiencies to supervisor on appropriate form.
D. Lock vehicle when leaving it in public areas unless officer safety dictates otherwise.
E. Return equipment used to its proper location.
F. Report damage to any Departmental equipment while it is in possession.
G. Keep assigned radio or pager charged and in good working order.
13
MINIMUM PERFORMANCE STANDARDS FOR
COMMUNITY SERVICE OFFICERS ASSIGNED TO SERVICES
PRODUCTIVITY
A. Level of activity should be comparable to peers in like conditions, taking into
consideration such influences as work schedule,including days off,special enforcement
activities, training assignments, number of hours actually worked, etc.
B. A majority of efforts should be in response to citizen inquiries and requests for
information regarding criminal and civil matters as it pertains to police services.
C. Work cooperatively with other Department personnel to achieve the overall goals of the
Department.
D. Self-initiated duties include,but are not limited to:
1. Answering telephone calls.
2. Computer entries.
3. Assisting with certain clerical functions.
4. Researching Community Service Officer related projects.
II. REPORTS
A. Follow agency format and guidelines, see Attachment"A."
B. Complete reports by end of watch unless approved by supervisor.
C. At least 80 percent of reports must be useable (easily corrected by a supervisor in the
time it normally takes to review)upon first submittal to Supervisor. This means that no
more than 20 percent can be kicked back because of:
1. Incomplete preliminary and follow-up investigation;
2. Spelling, grammar, sentence structure, or legibility;
3. Errors, omissions;
4. Elements omitted; and
5. Improper format.
This standard applies to employees who have been released from the formal FTO program.
III. INTERNAL RELATIONS: Employees are expected to conduct work in a manner which
supports the overall group effort. If differences with co-workers and supervisors develop,
14
the employee is expected to resolve them in a constructive manner. This means the
employee is expected to:
A. Treat co-workers and supervisor with the same respect the employee desires.
B. Avoid behavior which disrupts the employee's work or the work of others .
C. Avoid racial, religious, ethnic, sexual slurs, and comments that might offend.
D. When differences develop, handle them constructively by actively trying to resolve or
negotiate ways to work together harmoniously.
IV. EXTERNAL RELATIONS: Employees are expected to conduct work in a manner likely
to foster good citizen relations and support for the agency and not generate patterns of
sustained complaints. This means the employee is expected to:
A. Treat citizens with respect;
B. Refuse to accept gratuities.
C. Avoid profanity,use ofracial,religious,ethnic,and sexual slurs,sarcasm,and derogatory
remarks.
V. SAFETY: Employees are expected to conduct work in a manner which is most likely to
protect the employee and others from harm and facilities and equipment from damage. This
means employees are expected to:
A. Follow Department policy and procedure in the use of vehicles and equipment.
B. Employees are to use good judgement in recognizing potentially hazardous
areas/situations and take steps to distance themselves from the area/situation.
C. Follow departmental radio communications procedures.
D. Follow Departmental phone procedures.
VI. WORK HABITS AND PROFESSIONAL APPEARANCE: Employees are expected to
adhere to a productive work ethic,to exercise good personal hygiene,and present a neat and
professional image. This means employees will be expected to:
A. Arrive in uniform, with all necessary equipment ready for duty.
15
B. Assure Code 7s do not exceed 30 minutes, excluding reasonable travel time after
clearance. Coffee breaks will be limited to two (2) and are not to exceed 15 minutes
each. Code 7 break locations must be given to Dispatch.
C. Answer radio or phone when called.
D. Complete assignments and projects by due date or renegotiate with supervisor in
advance.
E. Meet of exceed minimum standards of uniform and grooming policy.
F. Notify supervisor at the point in the shift where overtime is going to be needed.
G. Comply with court standby policy.
H. Return citizen phone calls as soon as possible.
I. Maintain Department-provided mail slots in useable condition.
J. Maintain area of responsibility,i.e.,office,work station,locker room,gym,report room, .
and squad room, etc., in a neat condition.
K. Follow the chain of command.
L. Any sick leave used is to be for legitimate medical reasons according to current City
policy.
VII. EQUIPMENT USE AND MAINTENANCE: Employees are expected to use and care for
Department equipment in a manner most likely to ensure good working order and
appearance. This means employees will be expected to:
A. Keep area free of contraband, evidence, and debris.
B. Return equipment used to its proper location.
C. Report damage to any Departmental equipment while it is in possession.
16
MINIMUM PERFORMANCE STANDARDS FOR
COMMUNITY SERVICE OFFICERS ASSIGNED AS COURT LIAISON
PRODUCTIVITY
A. Level of activity should be comparable to peers in like conditions, taking into
consideration such influences as work schedule,including days off,special enforcement
activities, training assignments, number of hours actually worked, etc.
B. Duties include but are not limited to:
1. All complaint-based reports, arrest reports, and other necessary reports, including
correspondence,are processed and delivered to the Shasta County District Attorney's
Office or Court Offices prior to any mandated deadline.
2. All reports, supplements, and crime complaint applications are completed in
accordance with Department time requirements.
3. Ensure that all necessary documents are attached to the Court/District Attorney
Office copies.
4. Follow-up required by the court officer is completed in a timely manner.
II. INTERNAL RELATIONS: Employees are expected to conduct work in a manner which
supports the overall group effort. If differences with co-workers and supervisors develop,
the employee is expected to resolve them in a constructive manner. This means the
employee is expected to:
A. Treat co-workers and supervisor with the same respect the employee desires.
B. Avoid behavior which disrupts the employee's work or the work of others .
C. Avoid racial, religious, ethnic, sexual slurs, and comments that might offend.
D. When differences develop, handle them constructively by actively trying to resolve or
negotiate ways to work together harmoniously.
III. EXTERNAL RELATIONS: Employees are expected to conduct work in a manner likely
to foster good citizen relations and support for the agency and not generate patterns of
sustained complaints. This means the employee is expected to:
A. Treat citizens with respect;
B. Refuse to accept gratuities.
17
•
C. Avoid profanity,use ofracial,religious,ethnic,and sexual slurs,sarcasm,and derogatory
remarks.
IV. SAFETY: Employees are expected to conduct work in a manner which is most likely to
protect the employee and others from harm and facilities and equipment from damage. This
means employees are expected to:
A. Follow Department policy and procedure in the use of vehicles and equipment.
B. Follow Department policy and procedure when providing traffic control.
C. Employees are to use good judgement in recognizing potentially hazardous
areas/situations and take steps to distance themselves from the area/situation.
D. Follow departmental radio communications procedures.
V. WORK HABITS AND PROFESSIONAL APPEARANCE: Employees are expected to
adhere to a productive work ethic,to exercise good personal hygiene,and present a neat and
professional image. This means employees will be expected to:
A. Assure Code 7s do not exceed 60 minutes, excluding reasonable travel time after
clearance. Coffee breaks will be limited to two (2) and are not to exceed 15 minutes
each, excluding reasonable travel time after clearance.
B. Complete assignments and projects by due date or renegotiate with supervisor in
advance.
C. Meet of exceed minimum standards of uniform and grooming policy.
D. Notify Supervisor at the point in the shift where overtime is going to be needed.
E. Return citizen phone calls as soon as possible.
F. Maintain Department-provided mail slots in useable condition.
G. Maintain area of responsibility,i.e.,office,work station,locker room,gym,report room,
and squad room, etc., in a neat condition.
H. Follow the chain of command.
I. Any sick leave used is to be for legitimate medical reasons according to current City
policy.
18
VII. EQUIPMENT USE AND MAINTENANCE: Employees are expected to use and care for
Department equipment in a manner most likely to ensure good working order and
appearance. This means employees will be expected to:
A. Keep vehicle free of contraband, evidence, and debris.
B. Keep fuel tank no less than one-half full at end of shift.
C. Conduct circle checks of vehicle before and after shift and report damage or deficiencies
to supervisor on appropriate form.
D. Lock vehicle when leaving it in public areas unless officer safety dictates otherwise.
E. Return equipment used to its proper location.
F. Report damage to any Departmental equipment while it is in possession.
19
•
MINIMUM PERFORMANCE STANDARDS FOR
COMMUNITY SERVICE OFFICERS ASSIGNED TO
ABANDONED VEHICLE ABATEMENT(AVA) PROGRAM
PRODUCTIVITY
A. Level of activity should be comparable to peers in like conditions, taking into
consideration such influences as work schedule,including days off,special enforcement
activities, training assignments, number of hours actually worked, etc.
B. A majority of efforts should be in response to citizen inquiries for information and
requests for enforcement pertaining to abandoned vehicles.
C. The AVA Community Services Officer is also responsible for:
1. Maintaining AVA records.
2. Public education and awareness presentations.
3. Preparation of lien sale paperwork for volunteer.
4. Conduct inspections of vehicle inventory at department's impound/storage yard to
determine vehicle status and complete preparations for vehicles to be released.
5. Completing AVA quarterly and fiscal year reports.
6. Advising vehicle/property owners within required time frames of their responsibility
for removing vehicles.
D. Self-initiated duties include, but are not limited to:
1. Identifying and tagging abandoned vehicles.
2. Abandoned vehicle removal.
3. Assisting beat officers with non-hazardous duties such as vehicle impounds,traffic
control, etc., if no one else is available.
II. REPORTS
A. Follow agency format and guidelines, see Attachment"A."
B. Complete reports by the end of watch unless approved by supervisor.
C. At least 80 percent of reports must be useable (easily corrected by a supervisor in the
time it normally takes to review)upon first submittal to supervisor. This means that no
more than 20 percent can be kicked back because of:
1. Incomplete preliminary and follow-up investigation;
2. Spelling, grammar, sentence structure, or legibility;
20
3. Errors, omissions;
4. Elements omitted; and
5. Improper format.
This standard applies to employees who have been released from the formal FTO program.
III. INTERNAL RELATIONS: Employees are expected to conduct work in a manner which
supports the overall group effort. If differences with co-workers and supervisors develop,
the employee is expected to resolve them in a constructive manner. This means the
employee is expected to:
A. Treat co-workers and supervisor with the same respect the employee desires.
B. Avoid behavior which disrupts the employee's work or the work of others .
C. Avoid racial, religious, ethnic, sexual slurs, and comments that might offend.
D. When differences develop, handle them constructively by actively trying to resolve or
negotiate ways to work together harmoniously.
IV. EXTERNAL RELATIONS: Employees are expected to conduct work in a manner likely
to foster good citizen relations and support for the agency and not generate patterns of
sustained complaints. This means the employee is expected to:
A. Treat citizens with respect;
B. Refuse to accept gratuities.
C. Avoid profanity,use of racial,religious,ethnic,and sexual slurs,sarcasm,and derogatory
remarks.
V. SAFETY: Employees are expected to conduct work in a manner which is most likely to
protect the employee and others from harm and facilities and equipment from damage. This
means employees are expected to:
A. Follow Department policy and procedure in the use of vehicles and equipment.
B. Follow Department policy and procedure when providing traffic control.
C. Employees are to use good judgement in recognizing potentially hazardous
areas/situations and take steps to distance themselves from the area/situation.
D. Follow departmental radio communications procedures.
21
VI. WORK HABITS AND PROFESSIONAL APPEARANCE: Employees are expected to
adhere to a productive work ethic,to exercise good personal hygiene, and present a neat and
professional image. This means employees will be expected to:
A. Arrive at the beginning of roll call in uniform, with all necessary equipment ready for
duty.
B. Be on the street within five minutes after briefing unless approved otherwise by
Supervisor.
C. Assure Code 7s do not exceed 30 minutes, excluding reasonable travel time after
clearance. Coffee breaks will be limited to two (2) and are not to exceed 15 minutes
each, excluding reasonable travel time after clearance. Code 7 break locations must be
given to Dispatch upon arrival.
D. Answer radio when called or Dispatch should be advised of location and status.
E. Complete assignments and projects by due date or renegotiate with supervisor in
advance.
F. Meet or exceed minimum standards of uniform and grooming policy.
G. Notify the Supervisor at the point in the shift where overtime is going to be needed.
H. Comply with court standby policy.
I. Return citizen phone calls as soon as possible.
J. Maintain Department-provided mail slots in useable condition.
K. Maintain area of responsibility,i.e.,office,work station,locker room,gym,report room,
and squad room, etc., in a neat condition.
L Follow the chain of command.
M. Any sick leave used is to be for legitimate medical reasons according to current City
policy.
VII. EQUIPMENT USE AND MAINTENANCE: Employees are expected to use and care for
Department equipment in a manner most likely to ensure good working order and
appearance. This means employees will be expected to:
A. Keep vehicles free of contraband, evidence, and debris.
22
B. Keep fuel tank no less than one-half full at end of shift.
C. Conduct circle checks of vehicle before and after shift and report damage or deficiencies
to supervisor on appropriate form.
D. Lock vehicle when leaving it in public areas unless officer safety dictates otherwise.
E. Return equipment used to its proper location.
F. Report damage to any Departmental equipment while it is in possession.
23
MINIMUM PERFORMANCE STANDARDS FOR
COMMUNITY SERVICE OFFICERS ASSIGNED TO TRAFFIC UNIT
PRODUCTIVITY
A. Level of activity should be comparable to peers in like conditions, taking into
consideration such influences as work schedule,including days off,special enforcement
activities, training assignments, number of hours actually worked, etc.
B. A majority of efforts should be in response to citizen inquiries and requests for
information regarding criminal and civil matters as it pertains to police services.
C. Duties include, but are not limited to:
1. Traffic accidents, assist on 11-80s and fatals.
2. Set up and maintenance of SMART trailers.
3. Assist with Abandoned Vehicle Abatement when needed.
4. Prepare/Conduct public presentations as needed.
5. Assist with special education programs.
6. Assist with special events.
II. REPORTS
A. Follow agency format and guidelines, see Attachment"A."
B. Complete reports by the end of watch unless approved by supervisor.
C. At least 80 percent of reports must be useable (easily corrected by a supervisor in the
time it normally takes to review)upon first submittal to supervisor. This means that no
more than 20 percent can be kicked back because of:
1. Incomplete preliminary and follow-up investigation;
2. Spelling, grammar, sentence structure, or legibility;
3. Errors, omissions;
4. Elements omitted; and
5. Improper format.
This standard applies to employees who have been released from the formal FTO program.
III. INTERNAL RELATIONS: Employees are expected to conduct work in a manner which
supports the overall group effort. If differences with co-workers and supervisors develop,
the employee is expected to resolve them in a constructive manner. This means the
employee is expected to:
24
A. Treat co-workers and supervisor with the same respect the employee desires.
B. Avoid behavior which disrupts the employee's work or the work of others .
C. Avoid racial, religious, ethnic, sexual slurs, and comments that might offend.
D. When differences develop, handle them constructively by actively trying to resolve or
negotiate ways to work together harmoniously.
IV. EXTERNAL RELATIONS: Employees are expected to conduct work in a manner likely
to foster good citizen relations and support for the agency and not generate patterns of
sustained complaints. This means the employee is expected to:
A. Treat citizens with respect;
B. Refuse to accept gratuities.
C. Avoid profanity,use of racial,religious,ethnic,and sexual slurs,sarcasm,and derogatory
remarks.
V. SAFETY: Employees are expected to conduct work in a manner which is most likely to
protect the employee and others from harm and facilities and equipment from damage. This
means employees are expected to:
A. Follow Department policy and procedure in the use of vehicles and equipment.
B. Follow Department policy and procedure when providing traffic control.
C. Employees are to use good judgement in recognizing potentially hazardous
areas/situations and take steps to distance themselves from the area/situation.
D. Follow departmental radio communications procedures.
VI. WORK HABITS AND PROFESSIONAL APPEARANCE: Employees are expected to
adhere to a productive work ethic,to exercise good personal hygiene,and present a neat and
professional image. This means employees will be expected to:
A. Arrive at the beginning of roll call in uniform, with all necessary equipment ready for
duty.
B. Be on the street within five minutes after briefing unless approved otherwise by
Supervisor.
25
C. Assure Code 7s do not exceed 30 minutes, excluding reasonable travel time after
clearance. Coffee breaks will be limited to two (2) and are not to exceed 15 minutes
each, excluding reasonable travel time after clearance. Code 7 break locations must be
given to Dispatch upon arrival.
D. Answer radio when called or Dispatch should be advised of location and status.
E. Remain in field until ten minutes to end of shift,but available to end of shift. Exceptions
to be cleared with supervisor.
F. Complete assignments and projects by due date or renegotiate with supervisor in
advance.
G. Meet or exceed minimum standards.of uniform and grooming policy.
H. Notify the Supervisor at the point in the shift where overtime is going to be needed.
I. Comply with court standby policy.
J. Return citizen phone calls as soon as possible.
K. Maintain Department-provided mail slots in useable condition.
L. Maintain area of responsibility,i.e.,office,work station,locker room,gym,report room,
and squad room, etc., in a neat condition.
M Follow the chain of command.
N. Any sick leave used is to be for legitimate medical reasons according to current City
policy.
VII. EQUIPMENT USE AND MAINTENANCE: Employees are expected to use and care for
Department equipment in a manner most likely to ensure good working order and
appearance. This means employees will be expected to:
A. Keep vehicles free of contraband, evidence, and debris.
B. Keep fuel tank no less than one-half full at end of shift.
C. Conduct circle checks of vehicle before and after shift and report damage or deficiencies
to supervisor on appropriate form.
D. Lock vehicle when leaving it in public areas unless officer safety dictates otherwise.
26
E. Return equipment used to its proper location.
F. Report damage to any Departmental equipment while it is in possession.
27
ATTACHMENT"A"
ELEMENTS NECESSARY FOR A COMPLETE INVESTIGATION
1. All pertinent blocks on the face page of the report shall be filled in.
2. RP/Victim information on the face sheet shall include the following information if
available: Last name, first name, middle name, AKAs if any, sex/race, DOB, current
street address, current home phone and current business phone if any.
3. Witness information shall include the following information if available: Last name, first
name, middle name, AKAs if any, sex/race, DOB, current street address, current home
phone, and current business phone number if available.
4. Suspect information shall contain the following information if available: Last name, first
name, middle name, AKAs if any, sex/race, DOB, height, weight, hair color and length,
eye color, distinguishing features to include but not limited to marks/scars and tattoos,
driver's license number, social security number, clothing description if applicable, last
known address, home phone and business phone if available.
In cases such as Missing Persons or Runaway Juveniles where victim information is
critical, the following should be included on the face page and supply the same
information as is required for a suspect lead:
5. The elements of the crime being investigated must be clearly established and documented
in the report. If the crime is a specific intent crime, the specific intent must be established
and documented in the report.
6. A complete and thorough statement must be obtained from every RP, victim, witness, and
suspect which is contacted. Attempts should be made to contact those involved parties
who are not present at the time. If contact is not made, a notation should be included in
the report that an attempt was made to contact that person and the reason for the lack of
contact (i.e., suspect unable to be located).
7. An attempt must be made to look for and collect all evidence of the criminal act. The
attempt and the act of collection must be elaborated in the report. To state "No evidence
was located" is not sufficient. You must state what steps you took to locate and collect
evidence (i.e., I visually inspected the area for footprints or I dusted the point of entry for
latent prints). If you are unable to look for or collect evidence, you must state the reason
in your report (i.e., unable to dust for prints due to the surface of the car being wet from
the rain).
28
8. You must indicate in your report what specifically was done with the evidence (i.e., it was
placed in the property room or it was mailed to DOJ). If appropriate, the evidence
collected must be listed on the back of the face sheet of the report as "H".
9. All supporting documents of the crime or information about the suspect as 10-28s, L1 s,
rap sheets, medical release forms, sexual assault forms, or elder abuse forms should be
completed and attached to the report.
10. The report must contain proper grammar, spelling, and sentence structure.
11. Reports must be clearly written so the facts of the case can be easily understood.
12. Reports must be concise. Repetitive statements and information not relevant to the case
should be excluded.
13. All pertinent blocks on the face page of the report shall be filled in.
14. RPNictim information on the face sheet shall include the following information if
available: Last name, first name, middle name, AKAs if any, sex/race, DOB, current
street address, current home phone and current business phone if any.
15. Witness information shall include the following information if available: Last name, first
name, middle name, AKAs if any, sex/race, DOB, current street address, current home
phone, and current business phone number if available.
16. Suspect information shall contain the following information if available: Last name, first
name, middle name, AKAs if any, sex/race, DOB, height, weight, hair color and length,
eye color, distinguishing features to include but not limited to marks/scars and tattoos,
driver's license number, social security number, clothing description if applicable, last
known address, home phone and business phone if available.
In cases such as Missing Persons or Runaway Juveniles where victim information is
critical, the following should be included on the face page and supply the same
information as is required for a suspect lead:
17. The elements of the crime being investigated must be clearly established and documented
in the report. If the crime is a specific intent crime, the specific intent must be established
and documented in the report.
18. A complete and thorough statement must be obtained from every RP, victim, witness, and
suspect which is contacted. Attempts should be made to contact those involved parties
who are not present at the time. If contact is not made, a notation should be included in
the report that an attempt was made to contact that person and the reason for the lack of
contact (i.e., suspect unable to be located).
29
19. An attempt must be made to look for and collect all evidence of the criminal act. The
attempt and the act of collection must be elaborated in the report. To state"No evidence
was located" is not sufficient. You must state what steps you took to locate and collect
evidence(i.e., I visually inspected the area for footprints or I dusted the point of entry for
latent prints). If you are unable to look for or collect evidence, you must state the reason
in your report (i.e., unable to dust for prints due to the surface of the car being wet from
the rain).
20. You must indicate in your report what specifically was done with the evidence(i.e., it was
placed in the property room or it was mailed to DOJ). If appropriate, the evidence
collected must be listed on the back of the face sheet of the report as "H".
21. All supporting documents of the crime or information about the suspect as 10-28s, Lls,
rap sheets, medical release forms, sexual assault forms, or elder abuse forms should be
completed and attached to the report.
22. The report must contain proper grammar, spelling, and sentence structure.
23. Reports must be clearly written so the facts of the case can be easily understood.
24. Reports must be concise. Repetitive statements and information not relevant to the case
should be excluded.
30
REDDING POLICE DEPARTMENT
PART 1
COMMUNITY SERVICE OFFICER PERFORMANCE EVALUATION
Date of this report
Last Name First Name Initial
Position For period from to
Division
Length of service with Department
In present position
PART 2 PERFORMANCE FACTORS
EXCEEDS STANDARDS: Consistently performs beyond established minimum
performance standards, and contributes beyond current job
responsibilities. Produces results of exceptional quality.
Demonstrates unusual talent, ability, or expertise
MEETS JOB STANDARDS: Consistently fulfills minimum performance standards.
Contributes effectively to City objectives. If new to the job,
learning process equals expectations.
BELOW STANDARDS: Results fall short of meeting minimum performance
standards. Does not necessarily indicate completely
unsatisfactory or unacceptable performance, but addresses a
performance area which needs additional attention or effort.
If new to the job, further development is needed to
consistently meet job requirements.
NOT APPLICABLE Performance standard is not applicable to current assignment.
INSTRUCTIONS: Examples of performance incidents justifying ratings in each
of the rating categories shall be listed in the comments section
of the evaluation form.
1 - Exceeds Standards 3 - Below Standards
2 - Meets Job Standards N/A -Not Applicable
31
PART 3 PERFORMANCE STANDARDS
PERFORMANCE
I. Productivity RATING
• Level of activity as compared to peers in like conditions. 1 2 3 N/A
• Majority of effort is in response to citizen inquiries, and 1 2 3 N/A
information requests pertaining to current assignment.
• Self-initiated duties that do not pose a hazard to perform: 1 2 3 N/A
- parking enforcement, abandoned auto removal, illegally
posted signs.
- assisting officers with duties such as vehicle impounds,
victim/witness transportation, etc.
• Work effort is focused on the clearance of assigned cases. 1 2 3 N/A
• Proper management of assigned cases based on: 1 2 3 N/A
- solvability factors or supervisor direction, those cases of
highest priority are worked first;
- proper maintenance of case files; and
- supervisors are kept apprised of case status and issues that
reflect on the Department.
• Satisfactory preparation and presentation of Crime Prevention 1 2 3 N/A
events, programs, and meetings.
• Communications and cooperation with other public and private 1 2 3 N/A
agencies are maintained.
• Security surveys are conducted and police planning committee 1 2 3 N/A
meetings are attended.
• Crime Prevention presentations are provided as requested. 1 2 3 N/A
• Assistance is given to the Volunteer Program as needed to 1 2 3 N/A
include volunteer background interviews.
• Preparation and facilitation of Southeast Asian Task Force 1 2 3 N/A
meetings as needed.
• Responds to questions regarding Crime Prevention matters and 1 2 3 N/A
maintains the Crime Prevention Calendar.
• Identifies innovative methods to promote community crime 1 2 3 N/A
32
• Cooperate with other department personnel to achieve the overall 1 2 3 N/A
goals of the department.
• Self-initiated duties such as answering telephone calls, computer 1 2 3 N/A
entries, clerical functions, and related CSO functions are
performed as expected.
• Deadlines are met in the processing and delivery of necessary 1 2 3 N/A
reports to the court and district attorney's office.
• All reports, supplements, and complaint applications are 1 2 3 N/A
completed on time.
• Reports are compiled for completeness prior to submittal to the 1 2 3 N/A
district attorney's or court.
• Required follow-up is completed in a timely manner. 1 2 3 N/A
• Abandoned vehicle abatement records are properly maintained. 1 2 3 N/A
• Public education and awareness presentations are conducted as 1 2 3 N/A
required.
• Lien sale documents are prepared correctly and timely for the 1 2 3 N/A
assigned volunteer's distribution.
• Department's impound/storage facility is routinely inspected to 1 2 3 N/A
determine each vehicle's status. Preparations are made to release
vehicles as soon as legally possible.
• Abandoned vehicle abatement annual and quarterly reports are 1 2 3 N/A
satisfactorily completed prior to their due dates.
• Advisement of vehicle/property owners of their responsibility for 1 2 3 N/A
vehicle removal are made within required time frames.
• Self-initiated duties, which include identifying, tagging, and 1 2 3 N/A
removal of abandoned vehicles and assisting beat officers with
non-hazardous duties.
• Traffic accidents, assist on 11-80's and fatals. 1 2 3 N/A
• Set up and maintenance of SMART trailers. 1 2 3 N/A
• Assist with Abandoned Vehicle Abatement when needed. 1 2 3 N/A
• Prepare/Conduct public presentations as needed. 1 2 3 N/A
• Assist with special education programs. 1 2 3 N/A
• Assist with special events. 1 2 3 N/A
33
COMMENTS
II. Reports
• Prepared reports follow agency format and guidelines. 1 2 3 N/A
• Reports are completed in a timely manner. 1 2 3 N/A
• At least 80 percent of all reports prepared are useable(prepared 1 2 3 N/A
correctly or easily corrected by a report reviewer in the time it
normally takes to review and not an error outside the Community
Service Officer's control) upon first submittal to a sergeant.
This standard applies to Community Service Officers who have been
released from formal FTO program.
COMMENTS
III. Internal Relations
• Work is conducted in a manner which supports the overall group 1 2 3 N/A
effort.
• Differences with co-workers and supervisors are resolved in a 1 2 3 N/A
constructive manner.
COMMENTS
IV. External Relations
• Work is conducted in a manner which is likely to foster good 1 2 3 N/A
citizen relations and support for the agency.
• Work is conducted in a manner which does not generate patterns 1 2 3 N/A
of sustained complaints.
34
COMMENTS
V. Safety
• Work is conducted in a manner which is most likely to protect 1 2 3 N/A
the employee and others from harm.
• Work is conducted in a manner which is most likely to protect 1 2 3 N/A
facilities and equipment from damage.
COMMENTS •
VI. Work Habits and Professional Appearance
• Adheres to a productive work ethic. 1 2 3 N/A
• Exercises good personal hygiene. 1 2 3 N/A
• Presents a neat and professional image. 1 2 3 N/A
• Attendance. 1 2 3 N/A
COMMENTS
VII. Equipment Use and Maintenance
• Use and care for Department equipment is done in a manner most 1 2 3 N/A
likely to ensure good working order and appearance
COMMENTS
35
•
PART 4
OVERALL EVALUATION
Exceeds Standards Meets Job Standards Below Standards
The overall rating is not intended to be an average of the ratings on individual performance factors.
In every job, some results and factors are more important than others and should be given greater
weight. Should a Regular employee disagree with his/her overall rating or any portion thereof(for
any element that is rated less than Meets Job Standards) the employee has the right to have the
Personnel IIu,naii Resowc,,3 Manager review the Performance Evaluation. The employee shall
have the right to have an Association Representative present. The Personnel Ilaman Rcsuumes
Manager's review and decision relating to the Performance Evaluation will be final. Such appeal
to the Personnel I Ianian Rcseara,b Manager must be made within 30 days of the date the employee
receives the Performance Evaluation
PART 5
EMPLOYMENT DEVELOPMENT
I HAVE PARTICIPATED IN DISCUSSION OF OVERALL JOB PERFORMANCE AND
SETTING OF NEW OBJECTIVES.
COMMENTS
PART 6
CERTIFICATION
The employee's signature does not necessarily mean the employee is in total agreement with the
remarks or ratings. Employee has the right to candidly express his/her opinion on this evaluation.
Interview conducted with: Date
Signature of Employee
Employee comments:
Signature of Supervisor Date
Signature of Division Commander Date
Signature of Department Head Date
Chief of Police
Comments for Division and/or Department Head:
36
If comments are made by the Department Head, the employee must initial, indicating he has seen
these comments prior to routing to the Personnel Office
I have reviewed the comments made by the Department Head
Employee's Initials
37
•
MINIMUM PERFORMANCE STANDARDS FOR
PROPERTY AND EVIDENCE TECHNICIANS
PRODUCTIVITY
A. Adhere to current laws, regulations, and codes covering the handling, receipt, storage,
maintenance, and release of property and evidence.
B. Level of activity should be comparable to peers in like conditions, taking into
consideration such influences as work schedule, including days off, special enforcement
activities, training assignments, number of hours actually worked, etc.
C. Employees are responsible for:
1. Maintaining property records automated and manual with 95 percent accuracy
and 100 percent accuracy after audit.
2. Preserving evidentiary integrity.
3. Assuring a continual chain of evidence.
4. Arrange for destruction of weapons, and drugs.
5. Arrange for miscellaneous auctions.
D. Employees are expected to work cooperatively with other Department personnel to
achieve the overall goals of the department.
II. INTERNAL RELATIONS: Employees are expected to conduct work in a manner which
supports the overall group effort. If differences with co-workers and supervisors develop,
the employee is expected to resolve them in a constructive manner. This means the
employee is expected to:
A. Treat co-workers and supervisor with the same respect the employee desires.
B. Avoid behavior which disrupts the employee's work or the work of others .
C. Avoid racial, religious, ethnic, sexual slurs, and comments that might offend.
D. When differences develop, handle them constructively by actively trying to resolve or
negotiate ways to work together harmoniously.
III. EXTERNAL RELATIONS: Employees are expected to conduct work in a manner likely to
foster good citizen relations and support for the agency and not generate patterns of
sustained complaints. This means the employee is expected to:
A. Treat citizens with respect;
B. Refuse to accept gratuities.
C. Avoid profanity, use of racial, religious, ethnic, and sexual slurs, sarcasm, and
derogatory remarks.
D. Provide assistance to other agencies in a timely manner.
E. Conduct self in a manner which will not generate complaints or claims against the
employee or the City of Redding.
38
•
IV. SAFETY: Employees are expected to conduct work in a manner which is most likely to
protect the employee and others from harm and facilities and equipment from damage. This
means employees are expected to:
A. Follow Department policy and procedure in the use of vehicles and equipment.
V. WORK HABITS AND PROFESSIONAL APPEARANCE: Employees are expected to
adhere to a productive work ethic, to exercise good personal hygiene, and present a neat and
professional image. This means employees will be expected to:
A. Be ready for work and at the employee's work station at the beginning of the employee's
shift.
B. Limit conversations which interfere with the employee's work or the work of others.
C. Be willing to accept all work assigned and perform the menial, as well as the more
challenging tasks.
D. Leave and maintain a clean work area upon completion of shift.
E. Uniform and grooming standards are to be in accordance with the Department's Uniform
Manual. -
F. Any sick leave used is to be for legitimate medical reasons according to current City
policy.
G. Complete assignments and projects by due date or renegotiate with supervisor.
H. Notify the Supervisor if overtime is going to be needed.
I. Return citizen phone calls as soon as possible.
J. Follow the chain of command.
VI. EQUIPMENT USE AND MAINTENANCE: Employees are expected to use and care for
Department equipment in a manner most likely to ensure good working order and
appearance. This means employees will be expected to:
A. Employees are expected to use and care for Department equipment in a manner most
likely to ensure good working order and appearance.
B. Report damage to any Departmental equipment while it is in possession.
C. Complete a malfunction report each time equipment breaks down. Place a call for
service if the equipment is needed immediately or leave the malfunction report for day
shift records personnel to arrange for repairs.
39
•
EXHIBIT"D"
REDDING POLICE DEPARTMENT
SUBSTANCE ABUSE POLICY
Section
Section I. POLICY
Section II. MANAGEMENT AND SUPERVISORY RESPONSIBILITIES
Section III. TRAINING
Section IV. SUBSTANCES FOR WHICH TESTING WILL OCCUR
Section V. SUBSTANCE TESTING PROCEDURES
Section VI. REHABILITATION
Section VII. DISCIPLINARY ACTION
Section VIII. MEDICAL REVIEW OFFICER
Section IX. CONFIDENTIALITY
Section X. SEVERABILITY
Attachment"A" CUT-OFF LEVELS FOR SUBSTANCE ABUSE TESTING
Attachment"B" RESPONSIBILITIES OF THE MEDICAL REVIEW OFFICER
Attachment"C" CONSENT FORM TO DRUG TESTING
1
•
I. POLICY
It is the policy of the City of Redding (City) to foster and provide a drug and alcohol-free
workplace for all employees. A drug and alcohol-free workplace protects the safety of the
public as well as the City's valuable employee resources.
A. POLICY PHILOSOPHY
Police department employees represent the City to the general public in highly visible
and often stressful situations.
Because the role of law enforcement is so crucial to the general welfare of the
community, it is held to a higher standard of scrutiny and conduct than the general
public. This is particularly important in the use of alcohol or drugs. Consequently,
substance abuse cannot be tolerated by members of this Department.
B. POLICY PURPOSES
The purposes of the City's Substance Abuse Policy are:
1. To implement a fair and balanced approach to eliminating substance abuse and its
effects on job performance;
2. To encourage voluntary rehabilitation.
C. APPLICATION OF POLICY
This policy shall apply to all employees in the RPOA Miscellaneous bargaining unit of
the Police Department.
D. GUIDING PRINCIPLES
There are three guiding principles underlying the City's policy on a drug and alcohol-free
workplace. They are:
1. Education
The City believes that education and training of all employees in the effects and
treatment of substance abuse will contribute to a safer and more efficient
workplace for everyone.
2. Deterrence/Enforcement
The City is committed to eliminating the effects of substance abuse in the
workplace. The substance abuse policy will be strictly enforced. Violation of its
requirements may be cause for discipline, up to and including termination of
employment.
3. Treatment
The City is committed to helping employees with admitted substance abuse
problems overcome those problems, where feasible, and encourages voluntary
rehabilitation.
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E. RULES
In furtherance of the substance abuse policy, the City has formulated clear rules and
penalties to ensure compliance. Violation of these rules may result in disciplinary action
up to and including discharge. The primary rules are:
1. The use of illegal drugs and the illegal use of prescription drugs or controlled
substances are prohibited.
2. The manufacture, sale, distribution, or possession of illegal or controlled drugs, and
any attempt to offer to sell or distribute illegal or controlled drugs by any employee
at any time except in the performance of the employees responsibilities is
prohibited.
3. Employees shall not report for work or be in stand-by or on-call status while they
have in their system alcohol, illegal drugs, or prescription drugs that will adversely
affect their alertness, coordination, reaction, response or safety, unless so
authorized or directed by a supervisor.
4. The use or possession of alcohol while on duty, including lunch and breaks, or in
the workplace except in the performance of the employees responsibilities is
prohibited. The possession of an unopened, sealed container of alcohol, because of
an unsolicited delivery, is not a violation of this rule, provided that the
employee/recipient immediately notifies his/her supervisor of such delivery.
5. Employees who appear to be affected on the job by drug or alcohol use may be
required to submit to drug/alcohol testing pursuant to section V.
6. Any employee taking prescription medications which may affect job performance
must report this treatment to his or her immediate supervisor prior to reporting for
duty and provide a prescription within twenty four(24) hours if requested.
7. Employees shall report on duty conduct prohibited by this policy immediately to
their supervisor when employees have a reasonable basis to believe that another
employee is engaging in such activities.
8. A copy of this policy will be delivered to each current and each new employee.
Such delivery shall be acknowledged in writing. Each employee shall read and
abide by the provisions of this policy.
II. MANAGEMENT RESPONSIBILITIES
Management will:
A. Be fully conversant with the policies and procedures set forth herein;
B. Train employees in the policies and procedures concerning substance abuse, and in the
dangers of such abuse;
C. Be knowledgeable about the City's program for substance abuse rehabilitation;
D. Be aware of substance abuse indicators(see illustrative list at V, 2);
E. Document all instances of violations of this policy;
3
F. Conduct investigations promptly and properly when suspicion exists that an employee
may be impaired or affected by drug or alcohol use;
G. Conduct investigations promptly and properly when the presence or use of drugs or
alcohol in the workplace or during work time, including lunch or breaks, is suspected.
H. When the results of investigations indicate that discipline is warranted, impose fair and
reasonable discipline in an appropriate manner consistent with the elements of the
individual case.
I. Monitor the participation and progress of employees in rehabilitation or aftercare
programs.
III. TRAINING
The City will develop and conduct drug awareness training sessions for all employees
concerning this Policy, and the personal, safety and work effects of drug and alcohol use.
Management will require attendance at such training sessions.
Management will use its best efforts to ensure that all supervisors are trained in substance
abuse observation techniques at the earliest possible time following appointment to a
supervisory rank.
IV. SUBSTANCES FOR WHICH TESTING WILL OCCUR
The City will test for substances included in SAMHSA (Substance Abuse and Mental Health
Services Administration) standards as such lists exist at the time of testing. Currently
substances included under SAMHSA standards are as follows:
A. Marijuana(cannabinoids)
B. Cocaine
C. Opiates (narcotics such as heroin,morphine, codeine and other medicinal narcotics)
D. Phencyclidine(PCP)
E. Amphetamines(racemic amphetamine, dextroamphetamine, and methamphetamine)
F. Alcohol
G. Barbiturates
H. Benzodiazepines
I. Methaqualine
V. SUBSTANCE TESTING PROCEDURES
A. CATEGORIES OF TESTING
The City will conduct the following types of drug/alcohol tests:
1. Voluntary
When an allegation against an employee not rising to the level required for
reasonable suspicion testing occurs, an employee may volunteer to submit to
drug/alcohol testing at the employer's expense with prior approval of the City.
4
2. Reasonable Suspicion
Employees must submit to tests for alcohol and/or for illegal and controlled
substances when the employee is reasonably suspected of being impaired or
affected by drug or alcohol use.
a. Reasonable suspicion for testing means suspicion based on specific personal
observation of two (2) supervisors, unless only one supervisor is practically
available. (For this purpose, supervisor shall be defined as an employee of
the rank of Sergeant or above.) The observing supervisor(s) must have been
trained in the detection of drug and alcohol use, and shall describe and
document:
(1) Specific personal and articulative observations concerning the
appearance, behavior, speech, or performance of the employee; or
(2) Violation of a safety rule, or other unsafe work incident which, after
further investigation of the employee's behavior, leads the supervisor(s)
to believe that drug or alcohol use may be a contributing factor; or
(3) Other physical, circumstantial, or contempo-raneous indicators of drug
or alcohol use.
b. While observations and reports of third parties do not of themselves
constitute reasonable suspicion, they may trigger an internal or administrative
investigation. A drug/alcohol test may be required as a part of such
investigation.
When such tests are ordered, the supervisor will document the circumstances
leading to the issuance of the order, including the names of all witnesses.
3. Internal or Administrative Investigations
In the absence of reasonable suspicion, when conducting internal or administrative
investigation, supervisors will consider sending the involved employee for
drug/alcohol testing. Examples of when such testing may be required are:
a. Involvement in an accident while on duty that results in injury to the
employee or another person, or in significant property damage.
b. Involvement in a critical incident while performing law enforcement duties.
For this purpose a critical incident shall be defined as:
(I) Use of deadly force,
(2) Accidental/intentional discharge of a firearm (not including range
practice),
(3) An application of force resulting in serious injury or death,
(4) A complaint of the use of excessive force which caused serious injury,
(5) Other life threatening incidents.
To the extent feasible under the circumstances, an employee subjected to a
substance test as part of a criminal investigation will also be tested under these
procedures.
5
When such tests are ordered, the supervisor will document the reasons for the test
in a written order, including the circumstances and names of all witnesses. The
decision to test shall not be arbitrary or capricious and good cause shall be evident.
4. Random
Random drug/alcohol testing will be required for all department employees in the
unit.
The universe for selection purposes will consist of all employees in this unit.
The City will determine when such testing shall occur. Selection for random
testing will be made by an outside vendor. Numeric designations rather than
employee names will be provided to the vendor for the selection process. When
random tests are ordered, the collection of the test specimen will occur during or at
the end of the employee's normal work shift. To the extent operationally feasible
as determined by the City, a lot of one or more names provided by the vendor for
testing purposes will be tested before a subsequent lot of one or more names is
tested.
B. TESTING PROCESS
The testing or processing phase, including the cut-off levels for tested substances
(Attachment "A"), will be consistent with SAMHSA standards as they exist at the time
of testing and will be performed at a SAMHSA certified facility.
1. The order to submit to a substance test may initially be given verbally.
Subsequently, the employee will be given the order in writing setting forth the
reasons therefore and signed by the Chief of Police, a Police Captain or a Watch
Commander. Such written order will be issued as soon as is practicable after the
initial order is given for the test, but may not be issued until after the test is
administered.
2. The employee will be advised of his/her right to have a representative present prior
to testing. A reasonable amount of time will be allowed for a representative to
appear. If no representative is available within a reasonable time, the testing
procedure will begin.
3. The employee must submit to a drug test and sign a Release and Consent Form.
Failure to submit to a drug test or to sign the Release and Consent Form will be
considered to be insubordination for failure to follow a direct order. An employee
taking such action will be placed on leave-with-pay and may be subject to
discipline up to and including discharge from City employment.
4. Except for random testing, an employee sent for non-voluntary testing will be
placed on leave-with-pay status until the test results are rendered to the department.
5. When notifying the appropriate collection facility that an employee is being
transported for testing, the employee will not be identified by name. However, at
the point of collection the employee will be identified to the Medical Review
Officer or his designee, in accordance with SAMHSA standards. The
representative may join them should he/she desire to do so.
6
6. A supervisor will transport and/or accompany the employee to the collection
facility, except when random testing.
7. The test will consist of a urine test. The procedures for collection of the urine
sample will be in compliance with SAMHSA standards. An initial positive report
will not be considered positive; rather it will be classified as confirmation pending.
8. The confirmation test will be a GC/MS procedure in compliance with SAMHSA
standards. The confirmation test will use the same sample as taken in the initial
step. Notification of positive test results to the Chief of Police or his designee will
be held until the confirmation test results are obtained. In those cases where the
second test confirms the presence of drug or alcohol in the sample, the sample will
be retained for a minimum of six (6)months to allow further testing if requested.
9. Employees who have been subjected to a drug/alcohol test where no alcohol or
illegal drugs were found, will receive a report so stating and then shall return to
work.
10. If the test result is positive, the Medical Review Officer will provide an opportunity
for the employee to discuss whether there is a legitimate medical explanation for
the test results.
11. Verified drug test results will be sent directly to the Chief of Police from the
Medical Review Officer.
12. The Chief of Police, or designee, will provide an opportunity for the employee to
meet with him/her and discuss the drug test result.
13. If the result is positive, rehabilitation and/or disciplinary action will be determined
and administered by the Chief of Police or his designee.
14. An employee who does not pass a drug/alcohol test may request that the original
urine sample be analyzed again at the employee's expense at the rate charged to the
City. Such analysis shall conform to SAMHSA standards and shall be performed
by the SAMHSA certified laboratory. The SAMHSA laboratory may be designated
by the employee but must be located in California.
15. Each step in the collecting and processing of the urine specimen will be
documented to establish procedural integrity and the chain of evidence.
16. Time required to participate in a non-voluntary testing procedure outside of an
employee's normal work shift will be considered time worked for overtime
purposes.
VI. REHABILITATION
A. METHODS OF REFERRAL
Employees may be referred to rehabilitation programs in the following manners:
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1. Voluntary Self-Referral
An employee who has a legal drug and/or alcohol abuse problem can voluntarily
refer him/herself to a Licensed Substance Abuse Counselor for treatment. The
Counselor will evaluate the employee and make a specific determination of
appropriate treatment.
Voluntary self-referral does not relieve the employee of the obligation to submit to
drug/alcohol testing as may be required by management pursuant to this policy.
2. Referral by Department Management
Employees with positive legal drug/alcohol test results may be directed by the
Chief or his designee to submit to evaluation by a Counselor and if recommended
by the Counselor, to participate in a substance abuse rehabilitation program.
For the purpose of this section "legal drug" shall be defined as over-the-counter
and/or prescription drugs.
B. REHABILITATION AND AFTERCARE PROGRAMS
1. The terms and conditions of the rehabilitation program and the aftercare program
will be determined on a case-by-case basis by the Counselor and the Chief of
Police, or his designee, in a meeting with the employee. While such terms and
conditions will be discussed with the employee, they are ultimately subject to the
decision of the Chief or his designee. The employee will be required to abide by
such terms and conditions. Refusal or failure to do so may be grounds for
disciplinary action up to and including termination.
2. The employee may be placed in a medically supervised rehabilitation program,
which may include full in-patient hospital care or outpatient rehabilitation care,
provided by a City approved drug rehabilitation facility.
3. If recommended by the Counselor and treatment facility, the employee may apply
for a leave of absence to the limits as outlined in the M.O.U. (Memorandum of
Understanding)between the City and the RPOA.
4. The Counselor and the treatment facility, if used, must certify in writing to the
Chief of Police of the employee's successful treatment completion and release to
work.
5. After the employee has successfully completed the rehabilitation program, the
employee will be placed in an aftercare program.
6. The employee may, at the recommendation of the Counselor and at the discretion
of the Chief of Police, be permitted to return to work in his/her job classification
during outpatient rehabilitation or during aftercare. To qualify for such return to
work the employee must reasonably be expected to perform his/her job
responsibilities.
7. Prior to returning to work the employee may be scheduled for an examination,
including a drug/alcohol test at the discretion of the Chief of Police.
8
•
8. Employees participating in rehabilitation and aftercare programs, as a condition of
such participation, will be subject to drug testing as may be deemed appropriate by
the Chief or his designee.
9. Any changes or modifications in the rehabilitation or aftercare programs must be
approved by the Chief of Police.
10. The employee may use appropriate accrued leave as provided in personnel rules
and/or in the MOU during absences for rehabilitation and aftercare programs. If no
such accrued leave is available, the employee will be in a non-pay status.
11. Costs associated with all rehabilitation and aftercare programs are the
responsibility of the employee. However, the employee may use City provided
group health insurance benefits, if they apply, to such programs. The City will
utilize rehabilitation and aftercare programs authorized under the City's group
health insurance plan where available.
12. The number of times an employee can participate in a rehabilitation and aftercare
program will be determined by the Chief of Police.
13. Records regarding an employee's rehabilitation program, aftercare program, and
the Return to Work Agreement will be in the possession of the Counselor,
department management, and the Personnel HIuman Rcsi uiL.en Manager until such
time as the employee is released from the rehabilitation and aftercare programs. At
that time, City retained records will be transferred to the Personnel Office and there
maintained in accordance with Section X of this Policy.
VII. DISCIPLINARY ACTION
The City may take disciplinary action up to and including discharge against any employee
who:
A. Tests positive for alcohol or for substances, as identified in Section IV in an amount
which meets or exceeds the cut-off levels established by SAMHSA as they exist at the
time of testing(Attachment"A"),
B. Refuses required testing pursuant to this Policy,
C. Adulterates or otherwise interferes with accurate testing required pursuant to this Policy,
D. Fails to comply with the provisions of the return to work and aftercare programs,
E. Has used illegal drugs while employed as an employee of the City of Redding Police
Department,
F. Has abused prescription drugs while employed as an of the City of Redding Police
Department,
G. Violates a rule in Section I(E) of this Policy.
Disciplinary action will be consistent with the City's established Policies.
9
VIII. MEDICAL REVIEW OFFICER
A. Only a qualified Medical Review Officer (MRO) in accordance with SAMHSA
standards will receive laboratory results generated by drug/alcohol testing.
B. The responsibilities of the MRO are outlined in Attachment "B". These responsibilities
are consistent with SAMHSA standards. If such standards relating to the role of the
MRO change so shall Attachment"B".
IX. CONFIDENTIALITY
The results of any drug and/or alcohol test will not be revealed to any person other than the
City Manager, Assistant City Manager, Chief of Police (or designee), Personnel Iluinaii
Rcsoult.cManager(or designee), and the rehabilitation/aftercare counselor, unless ordered by
means of proper legal procedure and appropriate legal authority, such as a court ordered
subpoena, or in connection with City discipline or a grievance or arbitration proceeding
initiated by or on behalf of the individual without the express written authorization of the
employee.
A. To maintain confidentiality, records pertaining to Substance Abuse Policy
administration, the rehabilitation and aftercare programs, the specimen collection process
and individual drug/alcohol test records will not be a part of the individual personnel
files.
B. All documents identified in this section will be secured and maintained in the Personnel
Office under the custodianship of the Personnel human Rcsothx.t. Manager.
C. All documents relating to drug/alcohol testing, the circumstances concerning such
testing, or the administration of other aspects of this Policy will be retained a minimum
of five years. Such records will include; but not be limited to:
• Supporting documents for reasonable suspicion,
• Documents supporting testing decisions in internal or administrative investigations,
• Records of the specimen collection process to indicate specimen identification,
accountability, and chain of custody,
• Records of test results and any information provided by the affected individual
concerning legitimate medical reasons for positive results and re-tests,
• A master list of individual names and matching identification numbers for all
cases,
• Records regarding an employee's rehabilitation program, aftercare program, and
the Return to Work Agreement.
D. Invoices for services provided by collection sites, laboratories, and Medical Review
Officers shall be directed to the Chief of Police or his designee, and reference only the
case number of the individual involved.
10
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E. When a drug/alcohol test is ordered, the collection facility shall be notified only that an
employee is being transported for testing. The employee is not to be identified by name.
However, at the point of collection the employee will be identified to the Medical
Review Officer, in accordance with SAMHSA standards.
F. To provide for the maintenance of confidentiality as required above, supervisors will be
informed on a need-to-know basis of the reason for the authorized leave status of the
employee.
X. SEVERABILITY
If any court should hold any part of this Policy invalid, such decision shall not invalidate any
other part of this Policy.
•
11
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ATTACHMENT "B"
A. Medical Review Officer shall review results.
An essential part of the drug testing program is the final review of results. A positive test
result does not automatically identify an employee as having used drugs in violation of this
substance abuse policy. An individual with a detailed knowledge of possible alternate
medical explanations is essential to the review of results. This review shall be performed by
the Medical Review Officer prior to the transmission of results to employer administrative
officials.
B. Medical Review Officer- qualifications and responsibilities.
The Medical Review Officer shall be a licensed physician with knowledge of substance abuse
disorders. The role of the Medical Review Officer is to review and interpret positive test
results obtained through the employer's testing program. In carrying out this responsibility,
the Medical Review Officer shall examine alternate medical explanations for any positive
test result. This action could include conducting a medical interview with the individual,
review of the individual's medical history,or review of any other relevant biomedical factors.
The Medical Review Officer shall review all medical records made available by the tested
individual when a confirmed positive test could have resulted from legally prescribed
medication. The Medical Review Officer shall not, however, consider the results of urine
samples that are not obtained or processed in accordance with SAMHSA standards.
C. Positive test result.
Prior to making a final decision to verify a positive test result,the Medical Review Officer
shall provide the tested individual an opportunity to discuss the test result with him/her. It
is primarily the responsibility of the tested individual to initiate this discussion. However,
to facilitate such a discussion,the Medical Review Officer will send a certified letter to the
tested individual regarding the need to discuss the test result with him/her. During the five
(5) working days following such certified mailing, the Medical Review Officer will make
reasonable efforts to contact the individual. If after the five working day period there has
been no contact, the Medical Review Officer will forward the test results to the Chief of
Police or designee.
D. Verification for opiates; review for prescription medication.
Before the Medical Review Officer verifies a confirmed positive result for opiates, he/she
shall determine that there is clinical evidence-in addition to the urine test--of unauthorized
use of any opium, opiate, or opium derivative(e.g., morphine/codeine). (This requirement
does not apply if the employer's GC/MS confirmation testing for opiates confirms the
presence of 6-monoacetylmorphine.)
E. Reanalysis authorized.
Should any question arise as to the accuracy or validity of a positive test result, only the
Medical Review Officer is authorized to order a reanalysis of the original sample and such
retests are authorized only at laboratories certified by D.H.H.S. The Medical Review Officer
shall authorize a reanalysis of the original sample on timely request of the employee, as
applicable in this Substance Abuse Policy.
F. Result consistent with legal drug use.
If the Medical Review Officer determines there is a legitimate medical explanation for the
positive test result, the Medical Review Officer shall report the test result to the employer
as negative.
G. Result scientifically insufficient.
Additionally, the Medical Review Officer, based on review of inspection reports, quality
control data, multiple samples, and other pertinent results, may determine that the result is
scientifically insufficient for further action and declare the test specimen negative. In this
situation the Medical Review Officer may request reanalysis of the original sample before
making this decision. The laboratory shall assist in this review process as requested by the
Medical Review Officer by making available the individual responsible for day-to-day
management of the urine drug testing laboratory or other employee who is a forensic
toxicologist or who has equivalent forensic experience in urine drug testing, to provide
specific consultation as required by the City.
•
• ATTACHMENT"C"
RELEASE OF INFORMATION
CONSENT TO DRUG TESTING
I, , do hereby give my consent to
hereinafter referred to as "RIOH", to perform urinalysis on me for the presence of certain drugs and/or alcohol. I
further authorize to release test results obtained from this examination in
accordance with the procedures contained in the Substance Abuse Policy applicable to my job classification with
the City of Redding.
* * * * *
I am now taking, or have taken, the following medications within the past thirty(30) days:
NAME OF DRUG CONDITION FOR WHICH PRESCRIBING DOCTOR
TAKEN OR
OVER THE COUNTER
(OTC)
DATED:
SIGNATURE
IDENTIFICATION
DATED:
WITNESS