HomeMy WebLinkAbout _ 9.15(b)--RPOA Successor MOU
CITY OF REDDING
REPORT TO THE CITY COUNCIL
Recommendation
Adopt Resolution approving a successor Memorandum of Understanding and salary exhibits
with RPOA for a three-year term beginning October 1, 2023, and ending September 30, 2026;
and approving amendments to the RPOA Schedule of Wage Rates effective October 1, 2023.
Fiscal Impact
If the successor Memorandum of Understanding (MOU) with RPOA is approved, there will be a
net cost including savings from any concessions of approximately $620,000 per year. There are
two concessions RPOA included in this agreement, an increase of five percent towards their
group health beginning in January 2025, resulting in approximate savings of $107,000 per year.
The second concession is RPOA paying an additional 1.87 percent of California Public
Employees Retirement System (CalPERS) cost share of the City of Redding’s (City) share of the
retirement contribution results in savings of approximately $100,000 per year. As a result of
these changes there are savings of approximately $1.8 Million over the next 10 years with
$246,000 of the savings occurring during the term of the contract. The total estimated cost
(including wage adjustments and benefit changes) of the successor MOU over the three-year
term is $2.1 million, which is entirely attributable to the General Fund.
Alternative Action
The City Council (Council) could decline to approve the MOU and salary exhibits, thereby
returning the City’s labor negotiation team to the bargaining table to contin ue the bargaining
process with RPOA.
Background/Analysis
The current RPOA MOU expired on September 30, 2023. Following comprehensive
negotiations, RPOA ratified the proposal package on September 24, 2023. The proposed MOU
would be effective October 1, 2023, through September 30, 2026.
MEETING DATE: October 2, 2023
ITEM NO. 9.15(b)
FROM:
***APPROVED BY***
kkibler@cityofredding.org
btippin@cityofredding.org
SUBJECT: 9.15(b)--Consider Resolution approving Successor Memorandum of
Understanding and Salary Exhibits with the Redding Peace Officers Association (RPOA).
Kari Kibler, Personnel
Director
Report to Redding City Council September 27, 2023
Re: 9.15(b)--RPOA Successor MOU Page 2
A complete MOU, amended as proposed, is available online.
Major revisions of the proposal package include:
Term and Wages
Salary adjustments over the three-year term are as follows:
• Effective October 1, 2023, salaries will be increased four percent;
• Effective September 29, 2024, salaries will be increased two percent; and
• Effective September 28, 2025, salaries will be increased two percent.
A salary study was completed in January 2023, which compared police officer wages against 12
comparable benchmark agencies. The analysis indicated that City’s wages are approximately
7.35 percent above the market median, greatly assisting in recruitment and retention of qualified
police officers in our community. The recommended adjustments will keep the City competitive
in the job market to ensure the City attracts and retains the most qualified police officers.
Additionally, the MOU adds three new job classifications; Traffic (Motor) Officer,
Neighborhood Police Unit (NPU) Officer, and Bike Team Officer with beginning wages set at
five percent above Step 3 of the Police Officer job classification.
Benefit Modifications
Group Health Program
• Effective Calendar Year 2025, the employee’s monthly premium rate contribution to
the City’s Group Health Insurance Base Plan will increase from 15 to 20 percent.
Retirement Changes
• Effective the pay period beginning September 28, 2025, or as soon as
administratively feasible thereafter, RPOA Classic CalPERS members will begin
paying an additional 1.87 percent towards the City’s share of the retirement
contribution. This equates to 50 percent of the normal cost of the retirement benefit
being paid by the employees; and
• Effective the pay period beginning September 28, 2025, or as soon as
administratively feasible thereafter, California Public Employees' Pension Reform
Act of 2013 employees will no longer be required to contribute towards a separate
401(a) deferred compensation plan.
Other
• The Juneteenth holiday will be observed in lieu of existing Columbus Day holiday;
• The Grievance procedure was amended to remove redundant steps and separate
disciplinary grievances from the existing grievance procedure as well as clarify existing
procedure which includes a predisciplinary meeting with the Chief of Police;
• Revisions were made to better clarify how to calculate pay for canine care and
maintenance based on existing practice from 2016 side letter; and
• There were additional revisions to incorporate existing side letters as well as other non-
substantive revisions.
Report to Redding City Council September 27, 2023
Re: 9.15(b)--RPOA Successor MOU Page 3
Environmental Review
This is not a project defined under the California Environmental Quality Act, and no further
action is required.
Council Priority/City Manager Goals
• Budget and Financial Management – “Achieve balanced and stable 10-year Financial
Plans for all funds.”
Attachments
^Resolution - RPOA Successor MOU
^RPOA MOU Final Version with Exhibits
RPOA MOU Redline with Exhibits
Exhibit A-0 Current Salary Schedule
^Exhibit A-1 Salary Schedule Effective October 1, 2023
^Exhibit A-2 Salary Schedule Effective September 29, 2024
^Exhibit A-3 Salary Schedule Effective September 28, 2025
RESOLUTION NO. 2023-____
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF REDDING
ADOPTING THE SUCCESSOR MEMORANDUM OF UNDERSTANDING
AND SALARY EXHIBITS BETWEEN THE CITY OF REDDING AND
REDDING PEACE OFFICERS ASSOCIATION
WHEREAS, Redding Peace Officers Association (RPOA) 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 Memorandum of Understanding between the City of Redding and RPOA; and
WHEREAS, the designated representatives of the City of Redding engaged in good faith
bargaining regarding terms and conditions of employment with the designated representatives of
RPOA as required by the provisions of the Meyers-Milias-Brown Act of 1968, resulting in the
proposed Memorandum of Understanding and Salary Exhibits attached hereto; and
WHEREAS, staff recommends adoption of said Memorandum of Understanding and Salary
Exhibits; and
WHEREAS, the City Council deems it to be in the best interest of the City to adopt such
recommendation;
NOW, THEREFORE, IT IS HEREBY RESOLVED by the City Council of the City of Redding
that the comprehensive Memorandum of Understanding governing the period of October 1, 2023,
and ending September 30, 2026, and accompanying Salary Exhibits are hereby adopted effective
October 1, 2023.
I HEREBY CERTIFY that the foregoing resolution was introduced and adopted at a regular
meeting of the City Council of the City of Redding on the 2nd day of October, 2023, by the
following vote:
AYES: COUNCIL MEMBERS:
NOES: COUNCIL MEMBERS:
ABSENT: COUNCIL MEMBERS:
ABSTAIN: COUNCIL MEMBERS:
____________________________________
MICHAEL DACQUISTO, Mayor
ATTEST: FORM APPROVED:
________________________________ ____________________________________
SHARLENE TIPTON, City Clerk BARRY E. DeWALT, City Attorney
MEMORANDUM OF UNDERSTANDING
between
THE DESIGNATED REPRESENTATIVES OF THE CITY OF REDDING
and
THE DESIGNATED REPRESENTATIVES
of the
REDDING PEACE OFFICERS ASSOCIATION
EFFECTIVE: July 1, 1974 (Insofar as legally possible)
AMENDED: May 29, 1975, to be effective June 29, 1975
AMENDED: June 20, 1978, to be effective June 25, 1978
AMENDED: August 2, 1982, to be effective July 7, 1982
AMENDED: August 11, 1983, to be effective July 3, 1983
AMENDED: November 5, 1984, to be effective November 4, 1984
AMENDED: April 7, 1987, to be effective July 1, 1986
AMENDED: July 18, 1989, to be effective June 25, 1989
AMENDED: April 6, 1993, to be effective April 6, 1993
AMENDED: June 21, 1994, to be effective June 19, 1994
AMENDED: January 2, 1996, to be effective December 17, 1995
AMENDED: April 7, 1998, to be effective September 20, 1997
AMENDED: May 7, 2002, to be effective April 14, 2002
AMENDED: March 21, 2006, to be effective March 12, 2006
AMENDED: June 21, 2011 to be effective June 26, 2011
AMENDED: April 19, 2016 to be effective April 20, 2016
AMENDED: April 27, 2018 to be effective May 1, 2018
AMENDED: March 2, 2021 to be effective March 3, 2021
AMENDED: October 2, 2023 to be effective October 1, 2023
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TABLE OF CONTENTS
ARTICLE 1: PREAMBLE .................................................................................................... 2
ARTICLE 2: RECOGNITION............................................................................................... 3
ARTICLE 3: ASSOCIATION SECURITY ........................................................................... 4
ARTICLE 4: GRIEVANCE PROCEDURE ........................................................................... 5
ARTICLE 5: SAFETY ............................................................................................................ 7
ARTICLE 6: DISABILITY AND UNEMPLOYMENT ....................................................... 7
ARTICLE 7: EMPLOYEE STATUS ..................................................................................... 8
ARTICLE 8: WAGES AND CLASSIFICATIONS .............................................................. 9
ARTICLE 9: HOURS AND OVERTIME ............................................................................. 12
ARTICLE 10: CITY SENIORITY ........................................................................................... 16
ARTICLE 11: PROMOTION AND TRANSFER ................................................................... 16
ARTICLE 12: DEMOTION AND LAYOFF .......................................................................... 16
ARTICLE 13: LEAVE OF ABSENCE ................................................................................... 17
ARTICLE 14 EXPENSES ....................................................................................................... 18
ARTICLE 15: SICK LEAVE .................................................................................................... 18
ARTICLE 16: BEREAVEMENT LEAVE ............................................................................... 20
ARTICLE 17: HOLIDAYS ...................................................................................................... 20
ARTICLE 18: VACATIONS ................................................................................................... 22
ARTICLE 19: UNIFORMS ...................................................................................................... 23
ARTICLE 20: MISCELLANEOUS ......................................................................................... 24
ARTICLE 21: RETIREMENT PROGRAM ............................................................................ 25
ARTICLE 22: EMPLOYEE HEALTH AND WELFARE BENEFIT PROGRAM .............. 28
ARTICLE 23: DISCIPLINARY APPEAL PROCEDURE………………………………... 32
ARTICLE 24: TERM ................................................................................................................ 33
ARTICLE 25: ENTIRE AGREEMENT .................................................................................. 34
EXHIBIT “A” - SCHEDULE OF WAGE RATES
EXHIBIT “B” - JOB DEFINITIONS
EXHIBIT “C” - PERFORMANCE STANDARDS
EXHIBIT “D” - REIMBURSEMENT OF HIRING AND TRAINING EXPENSES
EXHIBIT “E” - SUBSTANCE ABUSE POLICY
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MEMORANDUM OF UNDERSTANDING
THIS MEMORANDUM OF UNDERSTANDING, made and entered into this 26th day of
June, 1974, 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 Redding Peace Officers Association (a recognized employee Association 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;
W I T N E S S E T H:
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 (Subsection 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, color, sex,
sexual orientation, citizenship status, marital status, ethnicity, age (for people 40 and older),
religion, gender identity, gender expression, genetic information, national origin and ancestry,
political affiliation, creed, military or veteran status, physical disability, mental disability, medical
condition or any other characteristic protected by state or federal law.
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
discharge from employment without recourse.
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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
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 of Understanding 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 Redding Peace Officers Association
recognizes and accepts the right of City of Redding management to manage the City. 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. The parties acknowledge that the
foregoing management rights are subject to any provisions of this Memorandum of
Understanding which specifically modify or limit management’s exercise of the foregoing rights,
and except as these rights have been so modified herein, they shall not be subject to the
grievance procedure.
1.8 The schedule and staffing plan for the Field Operations Unit provides for a four (4)
day work week with ten (10) hour working days at regular time. It is recognized that management
has the right to schedule employees and to determine the staffing plan; however, a specific
exception shall apply exclusively to the reversion to a five (5) day work week with eight (8) hour
working days in that this reversion shall be subject to the meet-and-confer process as provided for
by the Meyers-Milias-Brown Act and this agreement.
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 Redding Peace
Officers Association is the established majority representative.
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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.
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 his activity on behalf of the Association.
2.5 Any employee, at the employee’s request, shall be permitted representation by an
Association representative on any grievance or disciplinary matter. In particular, the parties
acknowledge the provisions of California Government Code Section 3300 et.seq. as it exists or may
be subsequently amended by the California Legislature.
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 Director and such other
management personnel as determined by the Personnel Director. The meetings shall be summarized
in written minutes. Except that the provisions of this section shall be observed, the meetings shall
be self-organizing.
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 each payroll period and a check for the total
deductions shall be submitted to the Treasurer of the Association within five (5) working days of
the date the dues are withheld from the employee’s check or by Electronic Fund Transfer to a
bank designated by the Association. Deductions may include individual insurance and benefit
programs.
3.3 The Association shall notify the City of any employee who has given the Association
written authorization for deduction of any Association dues or fees. The Association certifies that
it shall collect and will maintain records of individual employee authorizations for deductions of
said dues or fees. The Association agrees to notify the City of any changes in employee
authorizations to deduct Association dues or fees. The City shall rely on the Association’s
certification of any dues and fees authorized by an employee and will not require the Association
to provide a copy of the employee’s authorization unless a dispute arises about the existence of
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terms of the authorization. Any inquiries by employees regarding Association dues or fees
should be directed to the Association.
3.4 The City shall provide all new employees with the Association membership
application forms, payroll deduction authorization forms, and a copy of this Memorandum of
Understanding before the end of the first pay period. Such materials will be furnished to the City
by the Association.
3.5 Indemnity and Refund - The Association shall file with the City an Indemnity
Statement wherein the Association shall indemnify, defend and hold the City harmless against
any claim made and against any suit initiated against the City on account of Association dues
check off or premiums for benefits. In addition, the Association shall refund to the City any
amounts paid to it in error upon presentation of supporting evidence.
3.6 In the event that any provision of this article is declared by a court of competent
jurisdiction to be illegal or unenforceable, the parties agree that the City will cease abiding by such
provisions.
ARTICLE 4: GRIEVANCE PROCEDURE
4.1 A grievance is any dispute 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, except for the following matters that are excluded from the
definition of a grievance:
• Matters that are included in the definition of impasse as set forth in City Resolution No.
2012-091; and
• Matters involving disciplinary actions that are subject to Article 23 (Disciplinary Appeal
Procedure) of this Memorandum of Understanding.
. The “Grievant” shall be the individual or individuals bringing the grievance or may be the
Association if the grievance is brought by the Association. Every employee designated by the
City to hear the grievance of a subordinate shall have the authority to settle that grievance.
Whenever the term work day or working day is used in this article, it shall mean any day that City
Hall is open to the public.
Step 1: The initial step in the resolution of a grievance shall be a discussion between
the Grievant and the immediate Management Supervisor directly involved, who will
answer within ten (10) work days. This step shall be started within thirty (30) calendar
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 an employee.
Step 2: If a grievance is not resolved in Step 1, the next step shall be the presentation
of the grievance, in writing, to the Chief of Police, who will answer, in writing, within
ten (10) work days. This step shall be taken within ten (10) work days of the date of the
immediate supervisor’s answer to Step 1.
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Step 3: If a grievance is not resolved in Step 2, the next step shall be the presentation
of the grievance, in writing, to the City’s designated labor relations representative, who
shall conduct an investigation and attempt to resolve the grievance. If no resolution of
the grievance is achieved, the City’s designated labor relations representative shall
provide the Grievant with the City’s answer to the grievance in writing. This step shall
be taken within ten (10) work days of the date of the Chief of Police’s answer to Step 2.
Step 4: If the grievance is not resolved in the Step 3, the next step shall be the
presentation of the grievance, in writing, to the City Manager or designee, who shall
answer, in writing, within ten (10) work days. This step shall be taken within ten (10)
work days of the date of the answer to Step 3.
Step 5: If a grievance is not resolved at Step 4 of this procedure, the next step shall
be referral by the Grievant to arbitration. A request by the Grievant to proceed to
arbitration shall be submitted to the City Manager within twenty (20) work days of the
date of the answer at Step 4. After a request for arbitration is made in a timely fashion
by the Grievant, the parties may mutually agree to stay the arbitration proceedings at any
point in time to refer the matter to mediation through the California State Mediation and
Conciliation Service (SMCS).
(a) An Arbitrator shall be appointed on each occasion that a grievance is
submitted to arbitration. The arbitrator shall be chosen by mutual agreement of
the City and the Grievant. In the event that City and the Grievant or their
representatives are unable to agree on the selection of an Arbitrator, within five
(5) working days of the City’s receipt of a request by the Grievant to submit a
grievance to arbitration, the City will solicit a list of seven (7) arbitrators from
SMCS. A copy of such list shall be forwarded to the Grievant’s representative .
The parties agree to act expeditiously in the selection of an arbitrator. If the
Grievant and the City fail to reach mutual agreement on the selection of an
arbitrator based on the SMCS list, each party’s representative shall meet and
alternately strike a name from the SMCS list of arbitrators.. The first party to
strike a name shall be determined by lot. The costs of arbitration shall be borne
equally by the City and the Grievant. The City and the Grievant shall pay the
compensation and expenses for their respective witnesses. At the Grievant’s
request, the City shall release employees from duty to participate in arbitration
proceedings.
(b) The Arbitrator shall hold such hearings and shall consider such evidence as
to the Arbitrator appears necessary and proper. The decision of the Arbitrator
shall be final and binding on City and the Grievant, provided that such decision
does not in any way add to, disregard or modify any of the provisions of City
policies, resolutions or ordinances.
4.2 Failure by the Grievant to meet any of the aforementioned time limits as set forth in
Steps 1, 2, 3, 4, and 5 will result in forfeiture of the grievance. If the City fails to answer a
grievance on a timely basis, the grievance may be advanced to the next step. Except, however, that
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the aforementioned time limits may be extended by mutual agreement. Grievances settled by
forfeiture shall not bind either party to an interpretation of City policies, practices, resolutions or
ordinances, nor shall such settlements be cited by either party as evidence in the settlement of
subsequent grievances.
4.3 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 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 Regular safety meetings will be held once every two (2) months for the purpose of
reviewing accidents and preventing their recurrence, eliminating hazardous conditions and
familiarizing employees with safe work procedures and applicable State Safety Orders and for
training in first aid. The Association may request no more than six (6) safety meetings in a calendar
year to discuss unsafe working conditions. The City shall accommodate such requests.
ARTICLE 6: DISABILITY AND UNEMPLOYMENT
6.1 An employee who is absent by reason of industrial disability may be 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 the 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 requesting to return to work after an absence caused by disability or illness to submit to a
medical examination by a physician or physicians approved by the 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 the employee, to the employee’s fellow employees or to the
employee’s own permanent health.
6.2 Vacation and sick leave shall be accrued and group health and welfare insurance
coverage shall be maintained while a Regular employee is absent from work as a result of a job
related disability and receiving Workers’ Compensation temporary disability compensation as set
forth in Section 4850 of the Labor Code of the State of California for the period of such disability,
but not exceeding one (1) year. Employees who are not entitled to the benefits as set forth in
Section 4850 of the Labor Code of the State of California, but who are receiving Workers’
Compensation temporary disability benefits, may, nevertheless, at their option, maintain their group
health and welfare insurance coverage during the period in which they are receiving temporary
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disability compensation for up to a maximum of a cumulative total of five (5) years, which includes
one (1) year of 4850 paid time, providing the employee pays his or her share of the monthly
premium to the City of Redding on or before the first day of the month for which the premium is
intended. Holidays which occur during the period for which any employee is 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) A Regular employee (Status 3) 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, health and welfare insurance coverage
and items of a similar nature as the employee becomes eligible. Employees shall serve a
probationary period upon initial appointment as follows:
Lateral Police Officer One Year (12 months)
Entry Level Police Officer One and one-half years (18 months)
Police Recruit While attending Police Academy training. Upon successful completion of
Police Academy training, a Police Recruit will be reclassified to Police
Officer and the employee will, at that time, begin to serve the designated
probationary period for Entry Level Police Officer.
An employee’s probationary period shall be extended by the duration of any paid or unpaid
absence of two (2) or more consecutive pay periods.
7.2 (b) A probationary period may also be extended at the discretion of City
management for a period not to exceed six (6) months for the purpose of enabling a more extensive
review and evaluation of a probationary employee prior to the employee attaining 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.
7.2 (c) A Regular City employee who transfers to the Police Department as a sworn
officer will begin a new probationary period as outlined in this section. However, for the purposes
of seniority within the Police Department, seniority will start at the time of appointment. All other
benefits shall be calculated based upon total City time, with the exception of the selection of watch,
days off and vacation scheduling or as otherwise outlined in this Agreement.
7.2 (d) Employees serving their initial probationary period shall not be eligible for leave
of absence, funeral leave for non-immediate family members, or items of a similar nature.
7.3 A full time temporary (Status 7) employee is defined as an employee hired for
occasional or seasonal work for a period not to exceed six (6) months or one thousand (1,000) hours
per fiscal year, whichever comes first. 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,
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health and welfare insurance coverage, retirement plan participation or items of a similar nature, nor
shall he 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 serve a new probationary
period as outlined in Article 7.2(a), and shall be credited with all continuous service in determining
eligibility for such benefits as may accrue to the employee in his or her new status.
7.4 A Temporary employee (Status 9) is defined as a retired annuitant appointed by
the City either during an emergency to prevent stoppage of public business or because the retired
person has specialized skills needed in performing work of limited duration for a period not to
exceed 960 hours in a fiscal year in accordance with the terms and conditions of Government Code
section 21224. In accordance with Section 21224, the compensation for the Temporary Employee
shall not exceed the maximum monthly base salary paid to other employees performing comparable
duties as listed on a publicly available pay schedule divided by 173.333 to equal an hourly rate, and
such Temporary Employee shall not receive any benefit, incentive, compensation in lieu of benefits,
or other form of compensation in addition to the hourly pay rate. The City may employ one part-
time retired annuitant in the Detective Division as needed and one part-time retired annuitant in the
Field Operations Division as needed. Any additional retired annuitants would have to be agreed
upon by the parties in a separate side letter to this agreement.
7.5 All promotional appointments to the classifications of Police Corporal will be
probationary for one full year. If the probationary period is not successfully completed, the person
shall return to the classification from which they were promoted; provided however that such return
rights do not apply to an employee who was discharged for cause while serving a probationary
period. In such case such employee shall have the right to appeal the discharge through the
grievance procedure (Article 4).
7.6 An employee returning to City service in a position in this unit, who had attained at
least step four of the salary range prior to the period of separation, may be placed at a higher step in
the salary range at the discretion of the Chief of Police.
ARTICLE 8: WAGES AND CLASSIFICATIONS
8.1(a) Employees shall be paid the wage established for their classification. 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. Step increases will be granted as follows: After twenty-six (26) full pay
periods of employment at Salary Step 1 and with an overall satisfactory or above performance
rating, an employee will be advanced to Salary Step 2. After twenty-six (26) full pay periods of
employment at each subsequent salary step with an overall satisfactory or above work performance,
an employee will be advanced to the next higher step.
The effective date of promotion to a new classification or advancement to a higher wage step shall
be the first day of the pay period following qualification for the promotion or advancement to a
higher wage step. Effective March 3, 2021, any future promotion or change in assignment to a
higher paid classification pursuant to Section 11.1, does not change the anniversary date for
Compensation Step increases.
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8.1(b) Should a Police Officer wish to appeal a denial of a step increase, the officer 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 City 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 for a pay period ending
no earlier than the preceding Saturday. If a payday falls on a holiday, payment shall be made on the
preceding workday. All employees hired after March 12, 2006, must make arrangements to have
their pay deposited to a bank account via electronic transfer.
8.3(a) 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.
8.3(b) When assigned by the Department a Police Corporal shall be granted a 5%
upgrade when performing higher duties to replace an absent Police Sergeant and when performing
a substantial majority of the Sergeant’s duties for a full work day.
8.4 When an employee is temporarily assigned to work in a classification lower than
the employee’s regular classification, the rate of pay will not be reduced.
8.5 Attached hereto and made a part hereof is Exhibits “A” entitled “Schedule of Wage
Rates.”
8.6 Attached hereto and made a part hereof is Exhibit “B” entitled “Job Definitions.”
8.7(a) Shift differential shall be paid to employees, including those employees assigned to
Police Detective Division, for regular hours worked and court duty when at least 50% of the
employee’s regularly assigned hours fall within the following shifts:
WATCH HOURS PAY
PERCENTAGE
I (Graveyard) 2030 hours-0630 hours 5%
II (Days) 0600 hours-1600 hours 0
IIIA (Swing) 1400 hours-2400 hours 3.5%
1600 hours-0200 hours 3.5%
IIIB (Swing) 1700 hours-0300 hours 5%
1800 hours-0400 hours 5%
Note: An officer directly involved in an Officer Involved Shooting Incident (OIS) or
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in an in-custody death/major injury investigation, who is subsequently placed on paid
administrative leave by the Chief of Police as a result, shall be paid shift differential
during the administrative leave period. The shift differential amount will reflect the
shift the Officer was assigned to during the time of the incident.
8.7(b) POST and educational incentives shall be paid to those employees who qualify as
follows, with a 12.5% incentive pay cap for both POST/educational incentives in this section and
Bilingual pay incentives in Section 8.8 below (not including the $130 education incentive pay):
PAY REQUIREMENTS
2.5% Plus $130 Associate of Arts or Science degree, or sixty (60) semester units, or a POST
Intermediate Certificate.
5.0% Plus $130 POST Advanced Certificate.
2.5% Plus $130* Bachelor of Arts or Science degree.
2.5% Plus $130* Master of Arts or Science degree.
The annual additional educational incentive shall be $130 to be paid in equally divided installments with the
City’s regular bi-weekly payroll processing. The additional education incentive will be added to any one (1)
educational incentive pay.
8.8 Bilingual pay shall be paid to qualified employees who have been designated by the
Chief of Police, or designee, to utilize bilingual skills (including sign language) as follows:
PAY REQUIREMENTS
2.5% Proficient
5.0% Fluent
The Redding Police Department will designate the languages recognized as eligible for the
incentive pay and will develop revised testing processes. The Chief of Police will determine the
number of employees at the “fluent” level.
8.9 Temporary upgrade pay in the amount of five percent (5%) over base pay shall be
paid to those employees assigned by the Chief of Police, via a Personnel Order, for the time
spent actually performing designated specialty assignment functions. Examples of these
assignments include the following: crowd control, defensive tactics, bomb disposal, field evidence,
field training officer, hostage negotiator, honor guard, range master, SWAT, armorer, certified
department instructor, i.e., first aid, force options, TASER, Unmanned Ariel Vehicle (UAV), etc.
Assignments not mentioned above shall require the advance approval of the Personnel Director.
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ARTICLE 9: HOURS AND OVERTIME
9.1 All Regular employees will receive full time employment for each workweek
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) Pursuant to Section 7(k) of the Fair Labor Standards Act (FLSA), the City has
designated a 14-day work period where overtime is required to be paid for any hours worked
over 86 hours within the work period. Notwithstanding this Section 7(k) FLSA work period, the
City has also agreed to provide MOU overtime pay to employees as provided in Section 9.4 and
where otherwise expressly noted in this agreement. Employees will be assigned work schedules
consistent with department needs, which include the following work schedules:
• Eight (8) hour shifts, which constitute of five 8-hour workdays in a 7-day work period;
• Ten (10) hour shifts, which constitute four 10-hour workdays in a 7-day work period; and
• Twelve and a half (12.5) hour shifts, which constitute six 12.5-hour workdays in a 14-day
work period with an additional 10-hour shift every other 14-day work period.
9.3(b) Police Officers assigned to Field Operations shall select watch and days off by
seniority with the Department. Seniority, for the purpose of this Article, will be defined as time in
classification. Police Corporals shall also select watch and days off by time in classification. 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. Police Officers and Police Corporals 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 of
a watch sign up shall not give an employee the right to bump for another watch, a change in days
off, or vacation.
(1) Selection of a watch and days off, by Specialists, shall be conducted in the following
manner:
a) K-9 Specialists shall select a watch and days off from those slots which have been
scheduled by the Department based on consecutive seniority as a K-9 Specialist.
No more than one K-9 Specialist shall be on the same watch unless authorized by
the Chief of Police. K-9 Specialists may be assigned to a specific watch and days
off based on Department needs, administrative adjustments, or at the discretion of
the Chief of Police, regardless of the reason.
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b) Traffic Specialists shall select a watch and days off from those slots which have
been scheduled by the Department. Selection shall be based on consecutive
seniority as a Traffic Specialist. Traffic Specialists shall rotate between Watch II
and Watch III as often as is practical.
c) DUI Specialists shall remain on special assigned watches.
d) Other Specialists shall be assigned as determined by the needs of the Department.
9.4 MOU Overtime is defined as:
A Time worked in excess of forty (40) hours in a workweek for an employee who has supervisor
approval to work a flexible schedule pursuant to Article 9.9.
B Time worked in excess of eight (8), ten (10), or twelve and a half (12.5) hours as applicable on a
scheduled workday of the employees’ assigned work schedule, except when an employee has
supervisor approval to work a flexible schedule pursuant to Article 9.9.
C Time worked on a non-workday.
D Time worked on a holiday (as provided in Article 17 of this MOU).
Overtime shall be computed to the nearest one-quarter (1/4) hour. Time worked as defined in (A) or
(C) above as a result of a shift change shall not be regarded as overtime for compensation purposes.
9.5(a) Overtime. Overtime compensation shall be paid at a rate equivalent to one and
one-half (1½) times the regular rate of pay or, at the employee’s option (except for time worked on
a holiday as provided in Article 17 of this MOU), the employee may elect to receive compensatory
time off (CTO) with pay at the rate of one and one-half (1 ½) hours off for each overtime hour
worked.
Regular Rate of Pay. Items included in determining the regular rate of pay for purposes of
calculating overtime, retirement and other regular pay calculations (i.e., holiday pay) shall include
the pay rate as established in the pay range by the employee’s classification, POST/education
incentive pay, bilingual pay incentive, and shift differential pay, as applicable to each individual
employee covered under this MOU.
9.5(b) Employees who request CTO with seventy-two (72) hours advance notice will
have their request approved as long as staffing does not drop more than one (1) below established
minimum staffing levels. For CTO requests that would cause staffing to drop more than one (1)
below minimum staffing, it shall be the employee’s responsibility to arrange for the employee’s
coverage. Requests for CTO without seventy-two (72) hours advance notice shall be considered for
approval, taking into consideration operational needs, and the Supervisor shall have the discretion to
approve or deny such request. A manpower shortage occurring after a request has been approved
shall not cause an approval to be rescinded. Requests for CTO will be granted on a first-come, first-
served basis and shall consist of no more than forty (40) consecutive hours per request.
9.5(c) Other forms of time off, such as injury, illness or vacation, which cause the shift
to be at or below minimum staffing levels, shall not be a consideration when granting CTO. At
least one officer will be allowed to take CTO when staffing is below shift minimum.
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9.5(d) The maximum CTO 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 CTO, four
hundred eighty (480) hours, the employee shall be paid for the overtime worked as set forth above.
9.5(e) Employees whose employment with the City is terminated for any reason shall,
at the time of termination, receive any unused CTO previously earned.
9.6(a) 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.
9.6(b) Except in the circumstances outlined below, 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 three (3) hours’ compensation.
9.6(c) Employees who are required to report for court duty on their non-workdays, a
scheduled day off, or on holidays they are entitled to have off shall be paid overtime compensation
for the actual time worked, but in no event for less than four (4) hours’ compensation. If an
employee is required to report to court on the same day for the same subpoena following an
appearance on that subpoena prior to 1200 hours the employee will be paid actual overtime worked
for that subsequent appearance in addition to the minimum overtime compensation paid for the
morning appearance. On multiple subpoenas for the same day employees will be allowed only one
minimum overtime claim before 1200 hours and one minimum overtime claim after 1200 hours.
9.6(d) If an employee is called to work one (1) hour or less before the employee’s
regular hours were scheduled to begin on a workday and continues to work into the employee’s
regular hours, the employee shall be paid overtime compensation only for the actual time worked.
Conversely, if an employee is called in to work more than one (1) hour before the employee’s
regular work hours were scheduled to begin, the employee shall receive the minimum overtime
compensation outlined above. Employees who receive a subpoena for a scheduled or normal work
day may be granted that off utilizing CTO, vacation, birthday, or deferred time after the subpoena
has been served. In this case, court appearance during normally scheduled work hours shall be
compensated at straight time and the balance of the employee’s shift shall be paid out of the
appropriate paid leave. If the court appearance is subsequently cancelled, leave time only will be
utilized.
9.6(e) Notwithstanding the foregoing, and subject to man-power availability, an
employee who is called for such work outside of the employee’s regular work hours on a scheduled
work day, may upon mutual agreement between the shift supervisor and employee, begin and end a
shift early or late.
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.
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9.8 If an employee has received a subpoena for court appearance and the subpoena is
subsequently cancelled, the employee shall receive compensation as outlined in Section 9.6 of this
contract if the City has not made notice of the cancellation available to the employee by 1800 hours
the day preceding the court appearance if such appearance is on the employee’s scheduled work
day, or by 1800 hours two days preceding the court appearance if such appearance is on the
employee’s non-workday or on a holiday the employee is entitled to have off.
9.9 Detective Division.
a. Flexible Work Schedule.
As an exception to Article 9.3(a), employees assigned to the Detective
Division, with the approval of their supervisor, may opt to work a flexible
work schedule of forty (40) hours in seven (7) calendar days, Sunday
through Saturday.
b. Overtime Calculation.
As an exception to Article 9.4, employees working a flexible work schedule
will be paid overtime for hours worked in excess of forty (40) in a work
week of seven (7) calendar days, Sunday through Saturday. Paid leave shall
count toward the overtime calculation.
9.10 Canine Officers spend an average of thirty (30) minutes per day (3.5 hours per
week) in the required routine care and maintenance of their police dogs (e.g., feeding, grooming,
exercising and kennel cleaning). Canine Officers shall receive additional compensation for the
required care and maintenance of their police dogs at time and one-half the “Canine Care and
Maintenance” hourly rate combined with the Canine Officers’ POST/Educational incentives.
Example: [(Canine Care and Maintenance hourly pay in Exhibit A + Education Incentive %) *
1.5] /2 = Rate for 30 minutes per day.
Whenever it becomes necessary for the Canine Officer to perform extraordinary care and
maintenance service with their police dog beyond thirty (30) minutes per day, with prior City
approval, the Canine Officer shall receive additional compensation at time and one-half the
Canine Care and Maintenance hourly rate combined with the Canine Officers’
POST/Educational incentives for all time spent performing such extraordinary care and
maintenance services. This compensation shall be in addition to the Canine Officer’s thirty (30)
minutes of daily compensation for the required routine care and maintenance of their police dog.
The compensation provided pursuant to this section does not include veterinarian fees, feed or other
reimbursable expenses for upkeep of the animal.
Per California Code of Regulations (2 CCR section 571(b)), Canine incentive pay performed
outside of normal hours/days of employment will not be reported as special compensation to
CalPERS.
9.11 Assigned motorcycle officers are not required to care, clean or maintain their
assigned motorcycle while off-duty and shall engage in such duties during on-duty hours.
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ARTICLE 10: CITY SENIORITY
10.1 Seniority is defined as total length of continuous service with the City. In
determining an employee’s seniority, the continuity of this 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
three (3) 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 selection of watch, days off, 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 Promotional lists will have a minimum life of one year and a maximum life of two
years.
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. Within each classification, all employees, other than
Regular employees, shall be laid off prior to Regular employees being laid off. Employees serving
an initial probationary period will be laid off prior to employees who have completed such period.
Regular employees shall be laid off in the reverse order of seniority in the classification with the
least senior employee being laid off first. Whenever two or more Regular employees in the same
class have the same amount of class seniority, ties will be broken by giving greater preference to the
employee with greater department seniority. If the tie is still unresolved, the tie shall be broken by
giving greater preference to the employee with greater City seniority. If the tie is still unresolved,
the tie shall be broken by lot.
12.2 An employee who has been laid off may elect to displace an employee in a lower
paid class in the bargaining unit provided the employee has greater combined seniority than the
employee to be displaced, calculated by adding seniority in the laid-off class to seniority in the
lower-paid class. Whenever an employee demotes to a lower-paid class, the employee shall be
placed on the salary step which has the closest wage rate to the employee’s previous wage rate.
12.3 Laid-off employees shall be kept on a reemployment list for a period of two (2)
years from the date of layoff and shall have preferential rehire rights to the class from which the
employee was laid off in the reverse order of layoff. Whenever it becomes necessary for the City to
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notify a laid-off-employee of a reemployment opportunity, the City shall do so by use of registered
mail to the employee’s last known address as supplied by the employee. Reemployment shall be
based upon the laid-off employee’s ability to meet current employment standards. If an employee
does not accept reemployment, the employee’s name shall be removed from the reemployment list
and the employee shall no longer have reemployment 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 will be reinstated.
12.4 Employees who have elected to demote into a lower paying class shall have
preferential promotion rights to the class from which they were demoted in the reverse order of
demotion. If an employee does not accept an offer of promotion to the class from which the
employee was demoted, the employee will lose all preferential rights to re-promotion.
12.5 Sworn departmental management classifications may demote into the bargaining
unit provided the above procedures are complied with.
12.6 In the event of potential layoffs, discussions will occur outside of the meet and
confer process as to early retirement options that may be available.
ARTICLE 13: LEAVE OF ABSENCE
13.1 Leave of absence may be granted to Regular employees by the City Manager for
urgent and substantial reasons, 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 in accordance with state and federal disability accommodation and
leave of absence laws in determining whether to grant the leave of absence.
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 his or her former position and working conditions,
providing that the employee is capable of performing the duties of his or her former position, except
that if there has been a reduction of forces or his or her position has been eliminated during said
leave, the employee will be returned to the position he or she would be in had he or she 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.
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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 his or her 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 health and welfare insurance coverage. An employee may,
however, at his or her option and expense, maintain his or her group health and welfare insurance
coverage providing the full monthly premium is received by the City Treasurer 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 health and
welfare insurance may be maintained for up to three (3) calendar months in one twelve month
period on the normal premium-sharing formula, providing the employee pays his or her share of the
premium on a timely basis.
ARTICLE 14: EXPENSES
14.1 Whenever an employee uses the employee’s personal automobile for the City’s
convenience, the employee will be reimbursed therefor at the same rate per mile as established for
Unrepresented City employees. Whenever an employee is assigned to travel out-of-town, the
employee may chose to drive a City vehicle in lieu of driving their personal vehicle and receiving a
mileage reimbursement.
14.2 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 approved by the City. Police Recruit Officers will receive a monthly meal and lodging
stipend of $1,800 while attending a POST police training academy in lieu of reimbursement for
actual board and lodging expenses. The first and last month’s stipend will be prorated if the Police
Recruit does not attend the academy for the full month. 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.
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, or 3.68 hours per pay period)
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 his or her duties because of personal physical
or mental illness, off duty injury or confinement for medical treatment
B The ability to attend personal medical or dental appointments, which are impractical to schedule
outside of regular working hours.
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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.
D For family sick leave up to forty-eight (48) hours per calendar year for members of the immediate
family as defined in 16.1.
No person will be paid both sick leave and industrial injury leave pursuant to Labor Code Section
4850 on the same day; however, in cases of claimed industrial injuries where the City or its insurer
is denying liability, accumulated sick leave may be used.
15.3 Management may require satisfactory evidence of illness or disability, if an
attendance problem has been identified as defined in the City’s Discipline Policy, 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 his or her former position without hazard
to himself or herself or to his or her fellow employees or to his 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, he shall receive pay for the holiday as such and
it will not be counted as a day of sick leave.
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. For employees with fifteen
(15) years or more but less than twenty (20) years of continuous service, the percentage set forth
above shall be increased to forty-five percent (45%). For employees with twenty (20) years or
more continuous service, the percentage set forth above shall be increased to sixty percent
(60%).
15.5 Effective January 1, 2013, upon retirement, any sick leave pay out the employee
is eligible to receive will be transferred into the VantageCare Retirement Health Savings Plan on
a pre-tax basis. The sick leave pay out amount will be calculated using the percentage levels
described in Section 15.4 above. However, if the sick leave payout is less than $5,000, then the
Employee is not entitled to participate in the VantageCare Retirement Health Savings Plan and
shall receive a cash payout as described in Section 15.4 above. Any sick leave amount
remaining will be used as service credit toward the employee’s retirement benefit through
CalPERS, pursuant to the contract between the City of Redding and CalPERS.
15.6 In the event an employee exhausts all paid leave as a result of the employee’s illness
or injury, and subject to the approval of the employees Department Director, Personnel Director and
the City Manager, such employee may be advanced sick leave from his or her future accruals up to
80 hours per incident. Once the employee returns to duty, sick leave accrual hours will be applied
to the negative sick leave account until it is zero. Should the employee terminate City employment
with a negative sick leave balance appropriate adjustments will be made to final paid leave cash
pay-outs or other City monies owed the employee, if sufficient, otherwise the employee shall
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directly reimburse the City for such advance. Such reimbursement will be waived for employees
who are terminally ill or totally disabled (100%).
ARTICLE 16: BEREAVEMENT 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 or registered domestic partner, children,
grandchildren, brothers, sisters, parents or grandparents of either spouse or other persons who are
living in the employee’s immediate household. The relationships included herein shall apply
whether by blood or marriage. Employees are allowed to take up to five (5) total work days due to
the death of the employee’s “immediate family” in accordance with Government Code section
12945.7. Employees who have exhausted their allowance of paid leave as provided in this
section may request to utilize sick leave, vacation or compensatory time off or unpaid leave if the
employee wants to take additional time off up to the five (5) total work days of leave provided.
Such bereavement leave for immediate family as provided in this section need not be taken in
consecutive days, but must be used up within three (3) months of the date of the death of the
immediate family member.
16.2 Regular employees who are absent from work to attend the funeral of a person
other than an immediate family member, who has some reasonable association to the employee (i.e.,
friend or acquaintance) 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.
16.3 An employee must be in a paid status on both scheduled workdays immediately
adjacent to bereavement leave in order to receive pay for such leave.
ARTICLE 17: HOLIDAYS
17.1 The first pay period of December of each year, Regular employees shall be credited
with one hundred and ten (110) hours of accrued Holiday Bank hours intended to account for the
following eleven holidays (effective calendar year 2024, June 19th (known as Juneteenth) will
replace the Columbus Day holiday:
H O L I D A Y S
A December 25th
B January 1st
C The third Monday in January, known as Martin Luther
King, Jr. Day
D Lincoln Day
E The third Monday in February, known as President’s Day
F The last Monday in May, known as Memorial Day
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G June 19th, known as Juneteenth (beginning in 2024)
H July 4th
I First Monday in September, known as Labor Day
J The second Monday in October, known as Columbus Day
(ending in 2023)
K November 11th, known as Veteran’s Day
L Thanksgiving
An employee can use such Holiday Bank hours for scheduled leave during the calendar year on an
hour-for-hour basis and scheduled as vacations are normally scheduled.
Any unused Holiday Bank hours as of the last pay period ending in November will be paid to the
employee in the same manner as any other leave cashout on the week following the first payday in
December and will be reported as Holiday Pay special compensation in accordance with CalPERS
regulations.
Upon approval of this agreement by the City on March 3, 2021, a prorated amount of Holiday Bank
hours to account for each holiday listed above that has not yet occurred will be provided in the first
full pay period following the City Council’s approval.
For any Regular employee hired during the 12-month period of the holidays referenced above, a
prorated amount of Holiday Bank hours to account for each holiday listed above that has not yet
occurred will be provided in the first full pay period following the date of hire.
For any Regular employee who separates from their employment, the amount of Holiday Bank
hours to account for each holiday listed above that has not yet occurred will be deducted from the
Holiday Bank and any remaining amount will be cashed out. In the event that the full amount to be
deducted from the Holiday Bank is not available, such Regular employee will be obligated to pay
the difference to the City.
The above-referenced Holiday Bank is separate from and does not include any other holiday leave
accrued by a Regular employee under previous MOU agreements prior to March 3, 2021. Any such
separate holiday leave accruals can be maintained by the Regular employee to be used or otherwise
cashed out at separation of employment.
17.2 Regular employees may be scheduled to work on the holidays listed above in
Section 17.1. Employees will be compensated at one and one-half (1.5) times the regular rate of
pay for all time worked on such days. Any overtime hours worked on the holidays listed above will
be paid out as cash overtime in the applicable pay period and an employee cannot elect to receive
compensatory time off (CTO) for such hours under Section 9.5(a) of this Agreement.
17.3 In addition to the holidays listed above, a Regular employee may take leave with pay
on his or her birthday or anytime during the pay period in which the birthday occurs, or the birthday
may be deferred and scheduled as vacations are normally scheduled. When an employee works on
their birthday, the employee shall receive pay at the regular rate of pay for their shift in the same
manner as any other regularly scheduled work shift. Employees must be in a paid status on both
scheduled workdays immediately adjacent to the day taken as a birthday holiday in order to receive
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pay for the holiday. Birthday holiday pay is not considered reportable special compensation and
will not be reported to CalPERS.
ARTICLE 18: VACATIONS
18.1(a) Regular employees of the City shall accrue vacations, based on the length of their
continuous service measured from their date of employment, with pay up to a maximum of 500
hours, for each regular hour worked, or on paid leave, as follows:
ACCRUAL
RATE PER
HOUR
FROM
THROUGH
PAY PERIOD
APPROXIMATE
ACCRUAL RATE
YEARS OF
SERVICE
A .039 Date of Employment 104th 2 weeks 1-4
B .058 105th 234th 3 weeks After 4
C .068 235th 364th 3 ½ weeks After 9
D .077 365th 494th 4 weeks After 14
E .087 495th 624th 4 ½ weeks After 19
F .096 625th -- 5 weeks After 24
A lateral Police Officer hired after July 21, 2021, upon successful completion of the
probationary period, will be credited with 80 vacation accrual hours in addition to the vacation
accrual outlined above.
18.1(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.
18.1(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 five hundred (500) 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 five hundred
(500) hour maximum. Whenever such excess accruals occur, the employee shall have one year
from the date 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.
18.1(d) 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 Vacation cannot be accrued while an employee is in a non-pay status.
18.3(a) Vacations will be scheduled throughout the calendar year. Employees with
greater seniority in the classification of Police Officer, will be given preference over those with less
seniority in the selection of a vacation period; provided, however, that if the senior employee splits
his or her 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
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prior to all other employees being given consideration in the selection of their first choice vacation
period. Employees hired prior to March 12, 2006, shall not be affected by the above definition
change.
18.3(b) Vacation scheduling shall be completed at the same time as watch signups.
18.3(c) No more than two (2) officers on the same watch, manpower availability
permitting, shall be on vacation at the same time. Notwithstanding the foregoing, however,
manpower availability permitting, Management may, at its own discretion, allow more than two
officers to be on vacation at the same time. Management shall ensure that scheduling and vacation
signups are completed at least two (2) months before the scheduled watch changes. Seniority, for
the purpose of this Article, shall be defined as time in classification.
18.4 The City shall not require an employee to take his or her vacation in lieu of sick
leave or leave of absence on account of illness.
18.5 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.
18.6 Employees whose employment with the City is terminated for any reason shall, at
the time of termination, receive pay for any unused vacation period previously earned.
18.7 The City will, at the employee’s option, compensate employees for accumulated
vacation during any fiscal year as follows:
MINIMUM ACCRUAL MAXIMUM HOURS PAYABLE
120 40
240 80
360 120
18.8 Whenever any employee has exhausted all paid time off benefits including
advanced sick leave benefits, as a result of non-work related injury or disability, and is not eligible
for long-term disability insurance benefits, other employees may contribute their earned vacation
hours to the disabled employee approved for the vacation donation program. Vacation is donated
and granted on the basis of the dollar value of the donor’s base pay rate.
ARTICLE 19: UNIFORMS
19.1 With the exception of newly hired Police Officers, each fiscal year, the annual
uniform allowance will be $1,300 and will be paid in equally divided installments on a bi-weekly
basis with the City’s regular payroll processing. Police Officers will be responsible for maintaining
their vest carrier requirements as part of the annual uniform allowance.
New Police Officers will receive the full amount indicated above in the paycheck of their first pay
period upon hire and are responsible for purchasing all of the necessary uniforms for the position. In
July following the new employee’s hire date, regardless of time with the Police Department, the
employee will begin receiving bi-weekly installments with the regular payroll. In addition to the
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foregoing, those employees assigned to motorcycle duty shall receive payment for uniforms/safety
equipment based upon a mutually agreed to standard.
19.2 The City shall pay the reasonable cost of repair or replacement of uniforms, glasses,
watches or other personal property up to three hundred dollars ($300.00) damaged in the course of
employment. Personal property will be limited to items reasonably necessary for the employee to
have while on duty to perform their job function. This provision does not apply to items lost or
damaged as a result of negligence of the employee.
19.3 An approved uniform shirt shall be worn at all times. Sleeve length shall be at the
option of the employee.
19.4 The City retains the right to change uniform standards that would come under the
uniform allowance of 19.1, as long as such change does not result in increased out-of-pocket costs
to the employee.
19.5 All employees are required to possess a Class A dress jacket to wear at ceremonial
functions or at other times deemed appropriate by the Chief of Police.
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. An
employee must be in a paid status on both scheduled workdays immediately adjacent to the jury
duty in order to receive pay for such leave.
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
Department.
20.3 Government Code Section 3300, known as the Public Safety Officers Procedural
Bill of Rights, Subsection 3306 states: “A public safety officer shall have 30 days within which to
file a written response to any adverse comment entered in the employee’s personnel file. Such
written response shall be attached to, and shall accompany, the adverse comment.”
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.
20.5 Full-time Police Sworn employees who complete authorized courses taken for credit
with a passing grade may, upon application, be reimbursed for the tuition and cost of required
textbooks, and materials including but not limited to computer software, calculators, videos, but not
to include incidentals such as paper, pens and pencils. Employees must obtain prior approval from
the Chief of Police and the Personnel Director. Reimbursement shall be limited to four hundred
dollars ($400.00) per course (semester/quarter).
20.6 The City and Association have agreed to allow two Level III Police Reserve Officers
to be assigned as Tactical Medics to the Department’s SWAT team. The parties agree that the use
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of a Level III Police Reserve Officer in any other capacity will require both parties to participate and
approve of the arrangement through the meet and agree process.
20.7 Within 90 days of the effective date of this Agreement, the parties agree to meet and
discuss establishing a fitness program.
20.8 Within 90 days of the effective date of this Agreement, the parties agree to meet and
discuss establishing an annual wellness check for employees.
ARTICLE 21: RETIREMENT PROGRAM
21.1 Regular Employee Retirement Plan:
All Regular employees are covered by a California Public Employees’ Retirement System
(CalPERS) program pursuant to an existing contract with the Public Employees’ Retirement
System.
a) Tier 1 “Classic” Police Sworn Employees
Regular Police Sworn employees hired prior to September 8, 2012, and those rehired after
January 1, 2013, who are considered “Classic CalPERS Members” due to previous City of
Redding employment, will be covered under the three percent (3.0%) at age fifty (50) local
safety retirement benefit formula with the 12 highest paid consecutive month’s final
compensation provision (“Tier 1 Employees”). Tier 1 Employees will be covered by the
following additional benefits provided through CalPERS:
• Fourth level of 1959 Survivors’ Benefit Program, Survivor Continuance allowance
(Government Code Section 21574);
• Credit for unused sick leave;
• Fifty percent (50%) ordinary disability benefit; and
• Military service credit buy back option.
In accordance with Government Code section 20516, Tier 1 Employees agreed to cost share
three percent (3%) of the employer contribution resulting in a combined total employee
contribution of twelve percent (12%) of pensionable earnings that is paid by the employee
through a bi-weekly payroll deduction on a pre-tax basis.
Effective in the pay period beginning June 13, 2021, in accordance with Government Code
section 20516, Tier 1 Employees agreed to cost share an additional one and a half percent (1.5%)
of the employer contribution for a total additional employee contribution of four and a half
percent (4.5%) resulting in a combined total employee contribution of thirteen and a half percent
(13.5%) of pensionable earnings that is be paid by the employee through a bi-weekly payroll
deduction on a pre-tax basis.
Effective in the pay period beginning September 5, 2021, in accordance with Government Code
section 20516, Tier 1 Employees agreed to cost share an additional two percent (2%) of the
employer contribution for a total additional employee contribution of six and a half percent
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(6.5%) resulting in a combined total employee contribution of fifteen and a half percent (15.5%)
of pensionable earnings that is paid by the employee through a bi-weekly payroll deduction on a
pre-tax basis.
Effective in the pay period beginning September 4, 2022, in accordance with Government Code
section 20516, Tier 1 Employees agreed to cost share an additional two percent (2%) of the
employer contribution for a total additional employee contribution of eight and a half percent
(8.5%) resulting in a combined total employee contribution of seventeen and a half percent
(17.5%) of pensionable earnings that is paid by the employee through a bi-weekly payroll
deduction on a pre-tax basis.
Effective in the pay period beginning September 28, 2025, in accordance with Government Code
section 20516, Tier 1 Employees have agreed to cost share an additional one point eighty seven
percent (1.87%) of the employer contribution for a total additional employee contribution of ten
point thirty-seven percent (10.37%) resulting in a combined total employee contribution of
nineteen point thirty-seven (19.37%) of pensionable earnings that will be paid by the employee
through a bi-weekly payroll deduction on a pre-tax basis.
Regular Tier 1 employees vested in Tier 1 who leave City employment and subsequently are
rehired will be re-employed with Tier 1 status for CalPERS benefits.
b) Tier 2 “Classic” Police Sworn Employees
Regular Police Sworn employees hired between September 8, 2012 and January 1, 2013, and
those hired after January 1, 2013, who meet the definition of a “Classic CalPERS Member”
pursuant to the California Public Employees’ Pension Reform Act of 2013 (PEPRA) but have
not been previously employed by the City of Redding will be covered by the three percent (3%)
at age fifty-five (55) local safety retirement benefit formula with the 36 highest paid consecutive
months’ final compensation provision (“Tier 2 Employees”). Tier 2 Employees will be covered
by the following additional benefits provided through CalPERS.
• Fourth level of 1959 Survivors’ Benefit Program Survivor Continuance allowance
(Government Code Section 21574);
• Credit for unused sick leave;
• Fifty percent (50%) ordinary disability benefit; and
• Military service credit buy back option.
In accordance with Government Code section 20516, Tier 2 Employees agreed to cost share
three percent (3%) of the employer contribution resulting in a combined total employee
contribution of twelve percent (12%) of pensionable earnings that is paid by the employee
through a bi-weekly payroll deduction on a pre-tax basis.
Effective in the pay period beginning June 13, 2021, in accordance with Government Code
section 20516, Tier 2 Employees agreed to cost share an additional one and a half percent (1.5%)
of the employer contribution for a total additional employee contribution of four and a half
percent (4.5%) resulting in a combined total employee contribution of thirteen and a half percent
(13.5%) of pensionable earnings that is paid by the employee through a bi-weekly pa yroll
deduction on a pre-tax basis.
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Effective in the pay period beginning September 5, 2021, in accordance with Government Code
section 20516, Tier 2 Employees agreed to cost share an additional two percent (2%) of the
employer contribution for a total additional employee contribution of six and a half percent
(6.5%) resulting in a combined total employee contribution of fifteen and a half percent (15.5%)
of pensionable earnings that is paid by the employee through a bi-weekly payroll deduction on a
pre-tax basis.
Effective in the pay period beginning September 4, 2022, in accordance with Government Code
section 20516, Tier 2 Employees agreed to cost share an additional two percent (2%) of the
employer contribution for a total additional employee contribution of eight and a half percent
(8.5%) resulting in a combined total employee contribution of seventeen and a half percent
(17.5%) of pensionable earnings that is paid by the employee through a bi-weekly payroll
deduction on a pre-tax basis.
Effective in the pay period beginning September 28, 2025, in accordance with Government Code
section 20516, Tier 2 Employees have agreed to cost share an additional one point eighty seven
percent (1.87%) of the employer contribution for a total additional employee contribution of ten
point thirty-seven percent (10.37%) resulting in a combined total employee contribution of
nineteen point thirty-seven (19.37%) of pensionable earnings that will be paid by the employee
through a bi-weekly payroll deduction on a pre-tax basis.
Regular Tier 2 employees vested in Tier 2 who leave City employment and subsequently are
rehired will be re-employed with Tier 2 status for CalPERS benefits.
c) Tier 3 “PEPRA” Police Sworn Employees
Pursuant to the California Public Employees’ Pension Reform Act of 2013 (PEPRA), regular
Police Sworn employees hired after January 1, 2013 who do not otherwise meet the definition of
a “Classic CalPERS Member”, will be covered by the 2.7 percent (2.7%) at age fifty-seven (57)
local safety retirement benefit formula with the 36 highest paid consecutive months’ final
compensation provision as a “New CalPERS Member” (“Tier 3 Employee”). Tier 3 Employees
will be covered by the following additional benefits provided through CalPERS:
• Fourth level of 1959 Survivors’ Benefit Program, Survivor Continuance allowance
(Government Code Section 21574);
• Credit for unused sick leave;
• Fifty percent (50%) ordinary disability benefit; and
• Military service credit buy back option.
Also pursuant to PEPRA, Tier 3 Employees are responsible for paying an employee contribution
for the retirement benefit equal to fifty percent (50%) of the total normal cost rate as established
by CalPERS on an annual basis that is paid by the employee through a bi-weekly payroll
deduction on a pre-tax basis.
Effective in the pay period beginning October 1, 2023, Tier 3 Employees are no longer required
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to make a contribution towards a 401(a) deferred compensation plan that will be paid by the
employee through a bi-weekly payroll deduction on a pre-tax basis. Any contributions made by
a Tier 3 Employee prior to October 1, 2023 will remain in the 401(a) deferred compensation plan
and can be handled at the discretion of the Tier 3 Employee. Tier 3 Employees will also be
responsible for any administrative costs related to the 401(a) deferred compensation plan.
(d) Police Recruit “Classic” Employees
Regular Police Recruit employees hired prior to January 1, 2013, and those hired after January
1, 2013, considered to be “Classic CalPERS Members” will be covered under the two percent
(2.0%) at age fifty-five (55) retirement benefit formula with the 12 highest paid consecutive
month’s final compensation provision.
In accordance with Government Code section 20516, Police Recruit “Classic” Employees have
agreed to cost sharing resulting in an employee contribution of eight percent (8%) that will be
paid by the employee through a bi-weekly payroll deduction on a pre-tax basis.
(e) Police Recruit “PEPRA” Employees
Pursuant to the California Public Employees’ Pension Reform Act of 2013 (“PEPRA”), regular
Police Recruit employees hired after January 1, 2013 who do not otherwise meet the definition
of a “Classic CalPERS Member”, will be covered by the two percent (2.0%) at age sixty-two
(62) retirement benefit formula with the 36 highest paid consecutive month’s final compensation
provision as a “New CalPERS Member”.
Also pursuant to PEPRA, Tier 3 Employees will be responsible for paying an employee
contribution for the retirement benefit of fifty percent (50%) of the total normal cost rate as
established by CalPERS on an annual basis that will be paid by the employee through a bi-
weekly payroll deduction on a pre-tax basis.
21.2 Full-Time Temporary Employees
Full-Time Temporary employees not included within Section 21.1 (a), (b), or (c) above shall be
covered by the PARS – 457 Plan. Participating employees will pay half of the contribution or
3.75 percent (3.75%) for the benefit through a bi-weekly payroll deduction on a pre-tax basis.
The City will pay the remainder of the contribution or 3.75 percent (3.75).
ARTICLE 22: EMPLOYEE GROUP HEALTH AND WELFARE BENEFIT PROGRAM
22.1 Group Health and Welfare Insurance Coverage: All Regular employees are
eligible to participate in a group health and welfare insurance benefit program, which includes the
medical, prescription, dental, vision, life and long term disability insurance plans, effective the first
day of employment. The City shall pay the cost of the program for both employee and dependents
as indicated below.
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(A) Life Insurance: Twice annual salary for employee, $3,000 for employee’s
dependents. More specific benefit information is provided in the carrier’s booklet. The City will
pay the full cost of the premiums.
(B) The City will offer two health plans, a “Base Plan” and an optional “Premium Plan”.
All eligible employees will be enrolled in the “Base Plan” and will have the option on a voluntary
basis to enroll in the “Premium Plan” initially, and during the open enrollment period for each
subsequent calendar year. Eligible employees that fail to complete the annual open enrollment will
automatically be placed in the group health insurance plan they were enrolled in the previous year.
Changes will be effective at the beginning of the following calendar year. The City’s contribution
toward the monthly group health and welfare insurance composite premium rate shall be eighty-five
percent (85%) and the employee will pay fifteen percent (15%) of the “Base Plan” rate through a bi-
weekly payroll deduction. Employees electing to enroll in the “Premium Plan” will be responsible
for premiums beyond the City’s contribution of the “Base Plan” composite rate. The employee co-
share of premium will be recalculated every January 1st to coincide with the renewal of the City’s
Group Health Insurance Plan. The City established a Section 125 Plan effective July 1, 2006, to
redirect the portion of the employee’s salary to pay, on a pre-tax basis, the employee’s contribution
toward the medical, prescription, dental and vision insurance composite premium rate.
Effective Calendar Year 2025, all employees participating in the Group Health and
Welfare Insurance Plan will pay twenty percent (20%) co-share of premium. The City’s
contribution toward the monthly group health and welfare insurance composite premium rate for
the “Base Plan” shall be eighty percent 80%. Employees electing to enroll in the “Buy Up Plan”
will be responsible for premiums beyond the City’s contribution of 80% of the “Base Plan”
composite rate.
All active employees will also be able to select an optional high deductible plan
(medical and prescription only) as an additional lower cost option for group health. The City will
contribute a flat rate monthly amount, limited to the amount of the City’s contribution toward the
“Base Plan” for the high deductible plan. Retirees are not eligible for the high deductible plan.
For specifics regarding the City’s Group Health and Welfare Benefit “Premium Plan”,
refer to the Benefit Summary Plan Description. Specific benefit details of the “Base Plan” will
be provided to employees during the annual open enrollment period.
In an effort to minimize the impact of annual composite premium increases/decreases
for the employee, the rate change will be limited to a maximum of twelve and one-half percent (12
½%) of the “Base Plan” per year (or the actual percent increase in actual costs from the previous
calendar year, whichever is lower).
In the event the composite premium rate change for the “Base Plan” is less than
12½%, the employee’s percent of the rate shall be the actual percent change unless costs from
the year before need to be made up. The Association and the City agree that costs not made up
prior to the end of this Agreement shall be subject to meet and confer in the successive
Agreement. The City reserves the right to modify the group insurance composite rate structure
to establish classes of coverage and rates in an effort to create a rate structure more compatible to
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employee claims experience. The City and Union agree to meet and confer prior to any changes
being made to the group insurance composite rate structure.
Employees with spousal coverage will be allowed to “opt out” of the City’s group health
and welfare insurance coverage (cease paying their share of the premium). Employees “opting out”
of the City’s group health benefits must provide proof of alternative health care coverage on an
annual basis during the open enrollment period.
The City and the Association recognize that it is the on-going plan of the City that all
bargaining units will have the same group insurance benefits.
(C) Prescription Benefit: Employee co-payments as shown in the following table:
Retail
(34 days’ supply)
Co-Pays Effective
4/20/2016
Generic $10.00
Brand $50.00
No Generic Available $20.00
Mail (90 days’ supply)
Generic $20.00
Brand $100.00
No Generic Available $40.00
Note: Maintenance medications (i.e. a medication taken longer than 60 days) that are filled at the
retail co-pay amount more than twice will be filled at the mail order co-pay amount.
The cost of the Prescription benefit program is outlined under “Health Benefits” above.
(D) Dental Benefits: No deductible and 100% of U.C.R. (90th percentile) for prevention;
no deductible and 50% up to $2,000 per lifetime per person for orthodontia; $25 deductible and
80% of U.C.R. up to $2,000 per person per year for all other eligible charges. The premium cost of
the Dental benefit program is outlined under “Health Benefits” above. For specifics regarding the
City’s Dental Plan, refer to the Benefit Summary Plan Description.
(E) Long Term Disability: The City has agreed to pay an equivalent monthly premium
amount to the Police Association to purchase a long-term disability policy. The Association will
provide a copy of the LTD policy billing to the City on an annual basis, and the City will pay the
monthly amount equal to the premium the City would pay if Association members participated in
the City’s long-term disability program for all other eligible employees or the actual amount of the
billing, whichever is the lesser amount. Subject to the approval of the City’s current carrier for this
benefit, the Association may elect to be covered by the City’s plan.
(F) Vision Benefits: $25 deductible plan, an examination every twelve (12) months,
lenses every twenty-four (24) months, and frames every twenty-four (24) months. The premium
cost of the Vision benefit program is outlined under “Health Benefits” above. For specifics
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regarding the City’s Vision Plan, refer to the Benefit Summary Plan Description.
Effective September 1, 2011, health benefits not provided by Blue Shield will no longer be
offered.
22.2 “All active employees hired prior to June 26, 2011, who retire from the City and
are eligible for CalPERS benefits upon separation of service shall be eligible for the City to pay a
fifty percent (50%) proportionate share of costs of the insurance premium should the retiring
employee elect to participate in the group health, dental and vision plan also made available to
active employees. To initially qualify for the benefit, the employee must go directly from active
status to retiree status with CalPERS. To maintain a qualified status and to continue to receive
the benefit, the retired employee must continue the group medical insurance during retirement
without a break in coverage. Payments by the City will be discontinued upon termination of
group medical insurance coverage by the City retiree or loss of qualified status by the retiree.
Following the death of a retiree, the surviving spouse, if any, may continue the insurance and the
City will continue the benefit on the same terms and conditions for the life of the surviving
spouse. The City will not contribute payments on behalf of any retiree hired prior to June 26,
2011, except as set forth above.
All active employees hired after June 26, 2011, who retire from the City with five (5) or more
years of City service (and eligible for CalPERS benefits upon separation of service) shall be
eligible for the City to pay a proportionate share of costs of the “Base Plan” insurance premium
should the retiring employee elect to participate in any group health, dental and vision plan also
made available to active employees. To initially qualify for the benefit, the employee must go
directly from active status to retiree status with CalPERS. To maintain a qualified status, and to
continue to receive the benefit, the retired employee must continue the group medical insurance
during retirement without a break in coverage and the retired employee and their covered
spouses who reach Medicare A/B eligibility age, must enroll in Medicare. For those retirees who
qualify, the City shall pay a proportionate share of the cost of the “Base Plan” insurance
premiums in accordance with the following formula: 2% for every year of active service with the
City of Redding up to a maximum of 50%. Payments by the City will be discontinued upon
termination of group medical insurance coverage by the City retiree or loss of qualified status by
the retiree. Following the death of a retiree, the surviving spouse, if any, may continue the
insurance and the City will continue the benefit on the same terms and conditions for the life of
the surviving spouse. The City will not contribute payments on behalf of any retiree except as
set forth above. (Employees who retired prior to July 1, 1998, are eligible for health coverage
only.)
Retiring employees who were hired or worked under a different Memorandum of Understanding
(MOU) or City Resolution shall be vested with the greatest retiree premium co-share formula in
effect and for which that employee qualified for during his or her term of employment.
22.3 The City and the Association agree to allow the Association to the Peace Officers
Research Association of California (PORAC) Retiree Medical Reimbursement Trust at the
employees’ expense. The bargaining unit will have the right to increase the deduction for the trust
and/or establish a leave separation contribution during the term of the contract, subject to IRS rules.
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The purpose of the Trust will be to assist with medical premiums and expenses not covered by the
City’s Health and Welfare Benefit program.
22.4 Regular employees are eligible to participate in the City’s Deferred
Compensation Plan through voluntary payroll deductions from the employee’s pay.
22.5 A release time bank is established. Association members may voluntarily donate
earned leave time, with the exception of sick leave, to the time bank for use by Association officials
while conducting Association business. Donated time will be deducted from the employee’s earned
leave.
22.6 The City and the Association agree to meet and discuss during the term of this
Agreement the recommendations of the Health Insurance Task Force.
22.7 The City will deduct 1% of gross taxable earnings, per pay period, pre-tax, from
each members’ compensation and transmit the funds to the VantageCare Retirement Health Saving
Plan (RHS). In addition, any eligible sick leave pay out made upon retirement of RPOA members
will be contributed to the VantageCare RHS per Section 15.5.
22.8 The City and the Union agree to reopen negotiations if any changes to the
Affordable Care Act affect matters within the scope of representation.
ARTICLE 23: DISCIPLINARY APPEAL PROCEDURE
23.1 An employee may appeal a disciplinary action involving discharge, demotion,
suspension, or loss of pay pursuant to the following disciplinary appeal procedure. Probationary
employees shall not be entitled to invoke this disciplinary appeal procedure. Whenever the term
work day or working day is used in this article, it shall mean any day that City Hall is open to the
public.
23.2 Upon an employee’s receipt of the Notice of Proposed Disciplinary Action, the
employee will have 10 working days to request a predisciplinary meeting with the Chief of Police or
to request the ability to provide a written response to the proposed discipline. An employee’s
failure to request a predisciplinary meeting or written response to the proposed discipline within this
timeframe will waive the right to provide a predisciplinary response. Following any applicable
predisciplinary meeting/written response, or where no response is provided, the Chief of Police will
review the proposed disciplinary action and decide to sustain, modify, or reject the recommendation
and will notify the employee of the decision and issue any applicable Notice of Disciplinary Action.
23.3 If the Notice of Disciplinary Action issued by the Chief of Police in Section 23.1
above continues to involve a disciplinary action subject to appeal pursuant to the Article, the
employee has 10 working days to request an appeal of the disciplinary action proceed to arbitration.
The arbitration of the disciplinary will be handled as follows:
(a) An Arbitrator shall be chosen by mutual agreement of the City and employee. In the
event that City and the employee or their representative are unable to agree on the
selection of an Arbitrator, within 5 working days of the City’s receipt of a request by the
33
employee to appeal the disciplinary action, the City will solicit a list of seven (7)
arbitrators from the California State Mediation and Conciliation Service (SMCS). A
copy of such list shall be provided to the employee’s representative. The parties agree to
act expeditiously in the selection of an arbitrator. If the employee and the City fail to
reach mutual agreement on the selection of an arbitrator based on the SMCS list, each
party’s representative shall meet and alternately strike a name from the SMCS list of
arbitrators. The first party to strike a name shall be determined by lot. The costs of
arbitration shall be borne equally by the City and the employee, except in cases where
the employee is not represented by the Association or any affiliated legal defense entity
and would otherwise be directly responsible for such costs. In such cases, the City shall
bear the costs of arbitration. The City and the employee shall pay the compensation and
expenses for their respective witnesses. At the employee’s request, the City shall release
employees from duty to participate in arbitration proceedings.
(b) The Arbitrator shall hold such hearings and shall consider such evidence as to the
Arbitrator appears necessary and proper. The decision of the Arbitrator shall be final
and binding on City and the employee, provided that such decision does not in any way
add to, disregard or modify any of the provisions of City policies, resolutions or
ordinances.
23.4 Failure by the employee to meet any of the aforementioned time limits as set forth
in above will result in forfeiture and waiver of the disciplinary appeal. Except, however, that the
aforementioned time limits may be extended by mutual agreement. Any disciplinary appeals
waived by forfeiture shall not bind either party to an interpretation of City policies, practices,
resolutions or ordinances, nor shall such waiver be cited by either party as evidence in the
settlement of subsequent disciplinary appeals.
ARTICLE 24: TERM
24.1 This Memorandum of Understanding, having taken effect as of July 1, 1974, and
having thereafter been amended, shall continue in full force and effect until the thirtieth day of
September, 2026, and thereafter from year to year unless written notice of change or termination
shall be given by either party ninety (90) days prior to the expiration date above or the expiration
date of any year thereafter, except, however, this Memorandum of Understanding shall only become
effective with approval of the City Council of the City of Redding.
24.2 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.
24.3 Any provision of this Memorandum of Understanding which may be 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 the Memorandum of
Understanding, however, shall remain in full force and effect.
34
ARTICLE 25: ENTIRE AGREEMENT
25.1 Except as specifically provided in Article 23 (Term), during the term of this
Memorandum of Understanding the parties expressly waive and relinquish the right to meet and
confer on wages, hours of employment, and terms and conditions of employment, and agree that
neither party shall be obligated to meet and negotiate with respect to any subject or matter whether
referred to or covered in this Memorandum of Understanding or not, even though such subject or
matters may not have been within the knowledge or contemplation of either or both the City or the
Association at the time they met and negotiated on and executed this Memorandum of
Understanding, and even though such subjects or matters were proposed and later withdrawn. Both
parties acknowledge that such waiver and relinquishment as set forth above carries with it the
commensurate prohibition for either party to effect a unilateral change in an employment condition
falling within the scope of negotiations under Government Code Section 3500 et. seq.
35
IN WITNESS WHEREOF, the parties have executed these Amendments to the Memorandum of
Understanding to be effective October 1, 2023.
s/Barry Tippin s/Eddie McGinnis
Barry Tippin Eddie McGinnis
City Manager President, RPOA
s/Gage Dungy s/Tim Talbot
Gage Dungy Tim Talbot
Negotiator Negotiator
s/Kari Kibler s/Josh Tracy
Kari Kibler Josh Tracy
Personnel Director Negotiator
s/Kelley Martinez s/Jeremiah Kasinger
Kelley Martinez Jeremiah Kasinger
Personnel Manager Negotiator
s/Curtis Stenderup
Curtis Stenderup
Negotiator
s/Trevor Kuyper
Trevor Kuyper
Negotiator
PEACE OFFICERS ASSOCIATION OF REDDING
EXHIBIT "A-0"
Effective: September 4, 2022
Step 9
Step - Hourly Pay Rate Monthly
J/C Classification 1 2 3 4 5 6 7 8 9 Equivalent
659 Canine Officer**$18.80
680 Police Recruit $31.39
660 Police Officer $36.77 $38.61 $40.54 $42.57 $44.69 $46.93 $49.28 $51.74 $54.33 $9,416
670 Park Ranger $42.56 $44.69 $46.93 $49.27 $51.74 $54.32 $57.04 $9,887
626 Crisis Intervention Response Team Officer*$57.09 $9,895
625 Police Detective*$57.09 $9,895
628 School Resource Officer*$49.32 $51.78 $54.37 $57.09 $9,895
629 Police Corporal $58.37 $10,118
*Positions subject to temporary upgrade or temporary reclassification only, and appointments or
assignments may be terminated.
**Classification for canine care and maintenance only.
For those assignments of ARMOR, SWAT, Certified Instructors, and ID Technicians, 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.
Note:Pay rates are calculated utilizing a standardized formula and small differences may occur due to rounding.
PEACE OFFICERS ASSOCIATION OF REDDING
EXHIBIT "A-1"
Effective: October 1, 2023
Step 9
Step - Hourly Pay Rate Monthly
J/C Classification 1 2 3 4 5 6 7 8 9 Equivalent
659 Canine Care & Maintenance Officer** $19.55
680 Police Recruit $32.65
660 Police Officer $38.25 $40.15 $42.16 $44.27 $46.48 $48.81 $51.25 $53.81 $56.50 $9,793
636 Traffic (Motor) Officer $44.27 $46.48 $48.80 $51.24 $53.81 $56.50 $59.32 $10,282
633 Neighborhood Police Unit (NPU) Officer $44.27 $46.48 $48.80 $51.24 $53.81 $56.50 $59.32 $10,282
639 Bike Team Officer $44.27 $46.48 $48.80 $51.24 $53.81 $56.50 $59.32 $10,282
670 Park Ranger $44.27 $46.48 $48.80 $51.24 $53.81 $56.50 $59.32 $10,282
626 Crisis Intervention Response Team Officer*$59.37 $10,291
625 Police Detective*$59.37 $10,291
628 School Resource Officer*$51.29 $53.85 $56.54 $59.37 $10,291
629 Police Corporal $60.71 $10,523
*Positions subject to temporary upgrade or temporary reclassification only, and appointments or
assignments may be terminated.
**Classification for canine care and maintenance only.
For those assignments of ARMOR, SWAT, Certified Instructors, and ID Technicians, 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.
Note:Pay rates are calculated utilizing a standardized formula and small differences may occur due to rounding.
PEACE OFFICERS ASSOCIATION OF REDDING
EXHIBIT "A-2"
Effective: September 29, 2024
Step 9
Step - Hourly Pay Rate Monthly
J/C Classification 1 2 3 4 5 6 7 8 9 Equivalent
659 Canine Care & Maintenance $19.94
680 Police Recruit $33.30
660 Police Officer $39.01 $40.96 $43.00 $45.15 $47.41 $49.78 $52.27 $54.88 $57.63 $9,989
636 Traffic (Motor) Officer $45.15 $47.41 $49.78 $52.27 $54.88 $57.63 $60.51 $10,488
633 Neighborhood Police Unit (NPU) Officer $45.15 $47.41 $49.78 $52.27 $54.88 $57.63 $60.51 $10,488
639 Bike Team Officer $45.15 $47.41 $49.78 $52.27 $54.88 $57.63 $60.51 $10,488
670 Park Ranger $45.15 $47.41 $49.78 $52.27 $54.88 $57.63 $60.51 $10,488
626 Crisis Intervention Response Team Officer*$60.56 $10,497
625 Police Detective*$60.56 $10,497
628 School Resource Officer*$52.31 $54.93 $57.68 $60.56 $10,497
629 Police Corporal $61.92 $10,734
*Positions subject to temporary upgrade or temporary reclassification only, and appointments or
assignments may be terminated.
For those assignments of ARMOR, SWAT, Certified Instructors, and ID Technicians, 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.
Note:Pay rates are calculated utilizing a standardized formula and small differences may occur due to rounding.
PEACE OFFICERS ASSOCIATION OF REDDING
EXHIBIT "A-3"
Effective: September 28, 2025
Step 9
Step - Hourly Pay Rate Monthly
J/C Classification 1 2 3 4 5 6 7 8 9 Equivalent
659 Canine Care & Maintenance $20.34
680 Police Recruit $33.97
660 Police Officer $39.79 $41.77 $43.86 $46.06 $48.36 $50.78 $53.32 $55.98 $58.78 $10,189
636 Traffic (Motor) Officer $46.06 $48.36 $50.78 $53.31 $55.98 $58.78 $61.72 $10,698
633 Neighborhood Police Unit (NPU) Officer $46.06 $48.36 $50.78 $53.31 $55.98 $58.78 $61.72 $10,698
639 Bike Team Officer $46.06 $48.36 $50.78 $53.31 $55.98 $58.78 $61.72 $10,698
670 Park Ranger $46.06 $48.36 $50.78 $53.31 $55.98 $58.78 $61.72 $10,698
626 Crisis Intervention Response Team Officer*$61.77 $10,707
625 Police Detective*$61.77 $10,707
628 School Resource Officer*$53.36 $56.03 $58.83 $61.77 $10,707
629 Police Corporal $63.16 $10,948
*Positions subject to temporary upgrade or temporary reclassification only, and appointments or
assignments may be terminated.
For those assignments of ARMOR, SWAT, Certified Instructors, and ID Technicians, 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.
Note:Pay rates are calculated utilizing a standardized formula and small differences may occur due to rounding.
EXHIBIT “B”
JOB DEFINITIONS
Police Recruit
Under direction, to attend a Peace Officer Standards and Training (P.O.S.T.) certified Police
recruit academy; upon graduation from the academy will be sworn in as a full -duty Police
Officer; and to do related work as required.
Police Officer
An employee who is engaged in performing all classes of law enforcement work. Duties include,
but are not limited to, traffic law enforcement, regulation enforcement, crime prevention and
crime investigation from complaint to final solution of cases within assigned area. In keeping
with the concept of career development, as an officer progresses through the various steps the
employee may be assigned increasingly more complex and varied duties in all fields of law
enforcement work. The employee’s background of training and experience shall be such as to
qualify the employee to perform the duties with skill, efficiency, tact and diplomacy.
Corporal
Supervises employees who perform all classes of law enforcement work. Duties include, but are
not limited to, planning work, coordinating field activity, counseling, and training of personnel.
The employee shall have the personal qualifications of leadership and supervisory ability,
knowledge of laws and court procedures, and be familiar with the City’s accounting procedures,
policies, rules, and regulations.
1
EXHIBIT “C”
REDDING POLICE DEPARTMENT
POLICE OFFICER PERFORMANCE EVALUATION INSTRUCTIONS
INTRODUCTION
The police officer performance package has been designed to establish clear expectations of work
performance. The philosophy behind its development centers around the principle that all employees
want to do a good job, but need to know what is expected of them to do so. With that goal in mind,
performance standards have been drafted describing what is expected of the Redding Police
Department’s Police Officers.
PERFORMANCE STANDARDS
A set of standards has been drafted defining the responsibilities of the police officer. The performance
standards have been drafted as specifically as possible, but obviously not so specific that they can only
apply to one assignment. Regardless of a specific division, assignment, or job title, certain
performance standards are expected to be maintained no matter what the assignment. The
performance standards are intended to clearly define these expectations and form the basis from which
police officers’ performance will be evaluated.
PERFORMANCE EVALUATION
The goal of the annual performance evaluation is to document past performance, provide direction for
future performance, and increase communication between employees and supervisors.
The evaluation form used to rate a police officer’s performance has been designed to reflect each of the
performance standard categories. In each category, a police officer can be rated “Outstanding,”
“Exceeds Standards,” “Meets Standards,” “Below Standard” or “Unsatisfactory,” as the case may be. A
checkbox in the rating which most closely represents an officer’s performance in each performance
category shall be made.
At the top of the first page of the evaluation form, it is important to complete the identifying information
requested.
Examples of performance incidents justifying ratings in each rating category, as well as the overall
rating, shall be listed in the comments’ section of the evaluation form.
COMPENSATION
Police officers of this department are paid within a salary range. Upon initial appointment, an employee
is normally paid the lowest wage rate for that classification. Those police officers who receive
2
evaluations indicating they are rated overall “Meets Standards”,“Exceeds Standards, or
“Outstanding”will be advanced to the next scheduled salary step.
Any police officer who is rated as overall “Unsatisfactory” or Below Standards” may be denied a salary
step increase and/or disciplined as outlined under the City of Redding Discipline Policy.
STANDARD PERFORMANCE POLICY
Substandard performance hurts the organization by forcing other police officers to carry a greater
portion of the day-to-day workload. For these reasons, every attempt will be made to encourage all
police officers to perform at a level where all standards are being met and/or exceeded. To this end,
two clauses have been added to the evaluation package and apply to all performance standards.
A. CLAUSE #1:
1. If an officer is not meeting the expectations in any single performance element, the
supervisor will meet with the officer, through a counseling session, and clarify how the
officer is perceived not to be meeting the standard.
2. There will be no employees “surprised” with a substandard rating. Written notice shall
have occurred with the police officer, describing the deficiency and providing time for
correction.
3. If the officer’s “Below Standards” work is critical enough that the officer’s overall rating
might be adversely affected, the supervisor will meet with the officer and prepare a
Performance Improvement Plan to correct the deficiency. The plan will be in writing.
4. If the officer successfully implements the plan to correct performance, the officer will be
rated as satisfactory in this element; if not, the officer will get an unsatisfactory rating in
that element.
B. CLAUSE #2:
1. If the plan referenced above becomes unattainable, the officer should initiate contact
with the supervisor to renegotiate.
SUPERVISOR RESPONSIBILITY
A. Fair and accurate evaluations
B. Review all aspects of performance
C. Provide honest feedback and suggestions for improvement
3
D. Utilize evaluation process to improve communication
E. Provide goals and objectives for the employee’s career development
USE OF PERFORMANCE PROFILES
A. When considering the overall rating, all aspects of an officer’s performance shall be
considered, including field enforcement and productivity, quality, reports, internal and
external relations, safety, work habits and professional appearance, equipment use, and
maintenance.
B. Performance profiles are one valid means, among others, of determining officer
performance provided that the number of arrests made and/or the number of citations
issued by an officer may not be used as the sole criteria for promotion, demotion,
dismissal, including discipline or reduction in pay, the earning of any benefit provided by
the police department, or for the receipt of an overall “Below Standards” rating on any
annual performance evaluation.
C. When evaluating an officer’s overall performance, performance profiles shall only be
used when all other applicable factors are also considered, including attendance,
punctuality, work safety, complaints by citizens, commendations, demeanor, formal
training, and professional judgement.
D. When considering the rating in the “Level of Field Enforcement Activity” element, all
aspects of an officer’s field enforcement activity shall be considered, including total
incidents, total cases, total arrests, total citations, and total FIs.
E. Officers who, in addition to their normal duties, have special assignments, are expected
to maintain a “Meets Standards”, “Exceeds Standards”, or “Outstanding” rating in field
enforcement activity level.
F. Performance profiles will be published by the 25th day of the following month to individual
officers to make each officer aware of his/her field enforcement activity level.
G. Implementation of these expectations shall not result in the establishment of any quota
of arrests made and/or citations issued or any other policy requiring a minimum number
4
of arrests made and/or citations issued for any given period of time.
EVALUATION REVIEW
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 satisfactory), the employee has the right
to have the City Manager review the Performance Evaluation. The employee shall have the
right to have an Association Representative present. The City Manager's review and decision
relating to the Performance Evaluation will be final. Such appeal to the City Manager must be
made within 30 days of the date the employee receives the Performance Evaluation.
5
REDDING POLICE DEPARTMENT
CORPORAL PERFORMANCE EVALUATION INSTRUCTIONS
INTRODUCTION
The corporal performance package has been designed to establish clear expectations of work
performance. The philosophy behind its development centers around the principle that all
employees want to do a good job, but need to know what is expected of them to do so. With
that goal in mind, performance standards have been drafted describing what is expected of the
Redding Police Department’s Corporals.
PERFORMANCE STANDARDS
A set of standards has been drafted defining the responsibilities of the corporal. The
performance standards have been drafted as specifically as possible, but obviously not so
specific that they can only apply to one assignment. Regardless of a specific division,
assignment, or job title, certain performance standards are expected to be maintained no matter
what the assignment. The performance standards are intended to clearly define these
expectations and form the basis from which corporals’ performance will be evaluated.
PERFORMANCE EVALUATION
The goal of the annual performance evaluation is to document past performance, provide
direction for future performance, and increase communication between employees and
supervisors.
The evaluation form used to rate a police officer’s performance has been designed to reflect
each of the performance standard categories. In each category, a corporal can be rated
“Outstanding,” “Exceeds Standards,” “Meets Standards,” “Below Standard” or “Unsatisfactory,”
as the case may be. A checkbox in the rating which most closely represents an officer’s
performance in each performance category shall be made.
At the top of the first page of the evaluation form, it is important to complete the identifying
information requested.
6
Examples of performance incidents justifying ratings in each rating category, as well as the
overall rating, shall be listed in the comments’ section of the evaluation form.
STANDARD PERFORMANCE POLICY
Substandard performance hurts the organization by forcing other corporals to carry a greater
portion of the day-to-day workload. For these reasons, every attempt will be made to
encourage all corporals to perform at a level where all standards are being met and/or
exceeded. To this end, two clauses have been added to the evaluation package and apply to
all performance standards.
A. CLAUSE #1:
1. If the corporal is not meeting the expectations in any single performance element, the
supervisor will meet with the corporal, through a counseling session, and clarify how the
corporal is being perceived not to be meeting the standard.
2. There will be no employees “surprised” with a substandard rating. Written notice shall
have occurred with the corporal, describing the deficiency and providing time for
correction.
3. If the corporal’s “Below Standards” work is critical enough that the corporal’s overall
rating might be adversely affected, the supervisor will meet with the corporal and
prepare a Performance Improvement Plan to correct the deficiency. The plan will be in
writing.
4. If the corporal successfully implements the plan to correct performance, the corporal
will be rated as satisfactory in this element; if not, the corporal will get an unsatisfactory
rating in that element.
B. CLAUSE #2:
1. If the plan referenced above becomes unattainable, initiate contact with the supervisor to
renegotiate.
SUPERVISOR RESPONSIBILITY
7
A. Fair and accurate evaluations
B. Review all aspects of performance
C. Provide honest feedback and suggestions for improvement
D. Utilize evaluation process to improve communication
E. Provide goals and objectives for the employee’s career development
EVALUATION REVIEW
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 satisfactory), the employee has the right
to have the City Manager review the Performance Evaluation. The employee shall have the
right to have an Association Representative present. The City Manager's review and decision
relating to the Performance Evaluation will be final. Such appeal to the City Manager must be
made within 30 days of the date the employee receives the Performance Evaluation.
1
8412863.1 CE060-001
EXHIBIT “D”
CITY OF REDDING
REIMBURSEMENTAGREEMENT
(Police Recruit)
This employment agreement (“Agreement”) is made, entered into by and between the
City of Redding (“City”) and ____________ (“Recruit”) (collectively referred to as the
“Parties”) as of the ___ day of _____, _____, in the City of Redding, County of Shasta,
California.
RECITALS
WHEREAS, the Recruit wishes to become employed as a Police Officer with the City;
and
WHEREAS, the City wishes to employ Recruit in the classification of Police Recruit so
Recruit may eventually be employed as a Police Officer with the City;
WHEREAS, the Recruit must obtain the necessary education and/or training necessary to
qualify as a police officer;
WHEREAS, the City is willing to financially contribute to the education and training of
the Recruit;
WHEREAS, the Recruit will receive great and lasting benefit from the education and
training;
WHEREAS, the City will incur significant expense in financing the Recruit’s education
and training; and
WHEREAS, in consideration of the City paying for the Recruit’s Peace Officer Standards
and Training (“P.O.S.T.”) Academy education and training, if the City offers the Recruit a Police
Officer Position and the Recruit accepts, the Recruit agrees to work for the City for at least
twenty-four (24) months (subject to the City initiated separation of the Recruit from
employment), and if the Recruit does not remain employed for this period, the Recruit agrees to
pay the City damages as set forth herein.
NOW THEREFORE, IN CONSIDERATION OF THE MUTUAL COVENANTS AND
AGREEMENTS HEREIN CONTAINED, THE PARTIES HERETO AGREE AS FOLLOWS:
SECTION 1: The City and the Recruit agree that the recitals contained hereinabove are
true and correct.
SECTION 2: The City agrees to pay for the Recruit’s P.O.S.T. Academy costs and
expenses not to exceed ___________.
2
SECTION 3: The Recruit agrees to enroll in classes at the P.O.S.T. Academy beginning
on _______________, and attend such classes until completion of the requirements to be eligible
for employment as a police officer. If the Recruit voluntarily withdraws from the P.O.S.T.
Academy training, the Recruit agrees to reimburse the City for all P.O.S.T. Academy costs and
expenses incurred up to the point of withdrawal.
SECTION 4: The Recruit agrees that their failure to successfully complete the P.O.S.T.
Academy will result in no offer of employment as a Police Officer by the City.
SECTION 5: The Recruit agrees that this Agreement does not create a property right in
employment in the position of Police Officer in the Police Department of the City. The Recruit
agrees that the City may at any time reassign, discipline or separate the Recruit with or without
cause.
SECTION 6: The Recruit understands that this Agreement does not grant any special
rights or benefits from the City and does not require the City to offer a position as a Police
Officer. The Recruit further understands that if offered employment in the position of Police
Officer by the City, this Agreement does not alter or affect any other terms or conditions of
employment with the City.
SECTION 7: The Recruit understands that upon successful completion of the P.O.S.T.
Academy and field training as determined by the City, and upon meeting all other criteria needed
to receive proper certification to become a police officer, the City may offer the Recruit the
position of Police Officer in the Police Department of the City. If an offer is made by the City
and accepted by the Recruit, the Recruit agrees to remain employed with the City (absent release
from probation or other City-initiated separation from employment) for at least twenty-four (24)
months commencing upon the Recruit being first employed as a sworn City Police Officer. Any
absence from work due to illness, non-duty related injury, or other cause for a period greater than
two weeks shall be excluded from the twenty-four months period of service referenced above. If
the Recruit does not remain so employed (but for a probationary or other City-initiated
separation), the Recruit agrees to pay the City damages as set forth in Section 8. This
reimbursement shall not include the wages paid and received by the Recruit as Police Recruit.
SECTION 8: Upon failure by the Recruit to maintain employment for at least twenty-
four (24) months as set forth above, the Recruit shall pay to the City a sum equivalent to $_____
per month for each month less than the twenty-four (24) months worked as a Police Officer to
compensate the City for costs and expenses incurred related to his/her P.O.S.T. Academy
education and training. (Said damages shall not accrue where the failure to remain employed is
the result of probationary or other City-initiated separation.) The Parties agree that it is
impossible to ascertain the entire or exact cost, damage, or injury which the City may sustain by
reason of the breach, and such sum is agreed on as compensation for the injury suffered by the
City, and not as a penalty.
SECTION 9: The Recruit agrees that without the necessity of a judgment being
rendered against him/her, the total amount of the agreed upon damages described in Section 8
shall be deducted from what would otherwise have been the City’s final cash distribution to the
3
Recruit (i.e., salary, accrued vacation and/or other earned benefits). In the event that said
distribution is inadequate to fully compensate the City as required herein, the remaining damages
shall be remitted by the Recruit to the City within 30 calendar days of leaving employment.
SECTION 10: The Recruit acknowledges that his/her execution of this Agreement,
although voluntary, is a necessary prerequisite to employment with the City in the classification
of Police Recruit, and failure to sign the Agreement will disqualify the Recruit from employment
in this classification.
SECTION 11: This Agreement constitutes the complete understanding between or
among Employee on the one hand, and the Port and any other Released Party on the other hand,
and supersedes any and all prior agreements, promises, representations, or inducements, no
matter their form, concerning the subject matter of this Agreement. The parties desire that this
Agreement represents a single integrated contract expressing the entire agreement of the parties
with respect to matters set forth herein. No promises, agreements, or modifications to this
Agreement made subsequent to the execution of this Agreement by these parties shall be binding
unless reduced to writing and signed by authorized representatives of these parties. The parties
to this Agreement represent that this Agreement may be used as evidence in any subsequent
proceeding in which any of the parties alleges a breach of this Agreement or seeks to enforce its
terms, provisions or obligations.
SECTION 12: Should any of the provisions or terms of this Agreement be determined
illegal, invalid, or unenforceable by any court or governmental agency of competent jurisdiction,
the validity of the remaining parts, terms, or provisions, shall not be affected thereby and said
illegal, invalid, or unenforceable part, term, or provision shall be deemed not to be a part of this
Agreement.
IN WITNESS to the agreement of both parties, the Parties have affixed their signatures
below. This Agreement shall become effective the day the Parties execute the agreement. This
agreement may be executed in counter-parts, and a copy of this agreement may have the same
force and effect as the original.
RECRUIT
_________________________________________ ________________________
[insert name] Date
CITY OF REDDING
_________________________________________ ________________________
[insert name], City Manager Date
1
EXHIBIT “E”
REDDING POLICE DEPARTMENT
SUBSTANCE ABUSE POLICY
SUBSTANCE ABUSE POLICY
TABLE OF CONTENTS
Section Page No.
Section I. POLICY .......................................................................................................... 3
Section II. MANAGEMENT AND SUPERVISORY RESPONSIBILITIES ................. 5
Section III. TRAINING .................................................................................................... 5
Section IV. SUBSTANCES FOR WHICH TESTING WILL OCCUR ............................. 6
Section V. SUBSTANCE TESTING PROCEDURES ..................................................... 6
Section VI. REHABILITATION ....................................................................................... 10
Section VII. DISCIPLINARY ACTION ............................................................................. 12
Section VIII. MEDICAL REVIEW OFFICER .................................................................... 12
Section IX. CONFIDENTIALITY .................................................................................... 12
Section X. SEVERABILITY ............................................................................................ 13
Attachment AA@ CUT-OFF LEVELS FOR SUBSTANCE ABUSE TESTING ...................... 13
Attachment AB@ RESPONSIBILITIES OF THE MEDICAL REVIEW OFFICER ........... 14-15
Attachment AC@ CONSENT FORM TO DRUG TESTING ..................................................... 16
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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. As a result, police officers must make critical decisions
that affect both public safety and the safety of fellow employees.
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
negative effects on job performance and public safety.
2. To encourage voluntary rehabilitation.
C. APPLICATION OF POLICY
This policy shall apply to all employees in the RPOA 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.
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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, not detrimental to public safety and
encourages voluntary rehabilitation.
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. Cannabis is an illegal drug by Federal law and is not
considered prescription medication for purposes of this section.
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. The use or possession of cannabis, hashish, and/or concentrated cannabis in any
form, except in the performance of the employee’s work-related responsibilities,
is prohibited and considered serious misconduct. This includes whether or not
these substances have been recommended to the employee as having medicinal
value by a medical professional.
6. 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.
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7. 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.
8. 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.
9. 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 Section V, Paragraph 2);
E. Document all instances of violations of this policy;
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/alcohol 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.
5
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 by the United States Department of Health and
Human Services (DHHS) and will test in accordance with the Substance Abuse and Mental
Health Services Administration (SAMHSA) standards as such lists exist at the time of
testing. Currently substances included under SAMHSA standards are as follows:
A. Cannabis(cannabinoids)
B. Cocaine
C. Opioid (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. Methaqualone
In addition to the substances listed above, the City may request that specimens be tested for
the presence of anabolic steroids.
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.
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.
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 Corporal or above). The observing supervisor(s) must have been trained
in the detection of drug and alcohol use, and shall describe and document:
6
a. Specific personal and articulate observations concerning the appearance,
behavior, speech, or performance of the employee; or
b. 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
c. Other physical, circumstantial, or contemporaneous indicators of drug or
alcohol use.
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
When conducting internal or administrative investigation, and if there is
reasonable suspicion to believe the employee is under the influence of drugs or
alcohol, supervisors shall send 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:
(1) 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.
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.
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4. Random
Random drug/alcohol testing will be required for all Department peace officers.
The universal process for selection purposes will consist of all sworn peace
officers in the Police Department.
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, or time outside of normal shift
that is agreed upon by employee and City. 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 AA@), will be consistent with SAMSHA standards as they exist at the
time of testing and will be performed at a SAMSHA 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 or designee. 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/alcohol test and sign a Release and Consent
Form. Failure to submit to a drug/alcohol 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-without-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.
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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. A supervisor will transport and/or accompany the employee to the collection
facility, except when random testing.
7. The drug test will consist of a urine sample for Voluntary and/or Random testing.
A urine and/or blood sample will be collected for Reasonable Suspicion and/or
Internal or Administrative Investigations. The sample choice will be at the
discretion of the Chief of Police, or designee. 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. When a urine and/or blood sample is requested for Reasonable Suspicion and/or
an Internal or Administrative Investigation, two samples will be taken. One will
used for the initial test and the second will be stored in a secured refrigerated
evidence area within the Redding Police Department for one year with only an IA
number as an identifier.
9. 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 designee will
be held until the confirmation test results are obtained. In those cases where the
second test confirms the presence of drugs in the sample, the sample will be
retained for a minimum of six (6) months to allow further testing if requested.
10. 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. A copy of the report will be stored in a separate employee medical file.
Refer to section IX.
11. 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.
12. Verified drug/alcohol test results will be sent directly to the Chief of Police from
the Medical Review Officer.
13. The Chief of Police, or designee, will provide an opportunity for the employee to
meet with him/her and discuss the drug/alcohol test result.
14. If the result is positive, rehabilitation and/or disciplinary action will be
determined and administered by the Chief of Police or designee.
9
15. An employee who does not pass a drug/alcohol test may request that the original
urine and/or blood 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.
16. Each step in the collecting and processing of the urine and/or blood sample will
be documented to establish procedural integrity and the chain of evidence.
17. 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:
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
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 Alegal drug@ shall be defined as over-the-counter
and/or prescription drugs prescribed to the employee.
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 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 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.
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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/alcohol 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. Employees participating in rehabilitation and aftercare programs, as a condition
of such participation, will be subject to drug/alcohol testing as may be deemed
appropriate by the Chief, or 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 Manager until such time as the
employee is released from the rehabilitation and aftercare programs. At that time
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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 AA@),
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 a peace officer by the City of Redding,
F Has abused prescription drugs while employed as a peace officer by the City of
Redding,
G. Violates a rule in Section E of this Policy.
Disciplinary action will be consistent with the City=s established Policies.
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 AB@. These
responsibilities are consistent with SAMHSA standards. If such standards relating to
the role of the MRO change so shall Attachment AB@.
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 Manager (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.
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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 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 designee, and reference only the
case number of the individual involved.
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.
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6/5/2018
CURRENT CUT-OFF LEVELS FOR SUBSTANCE ABUSE TESTING ATTACHMENT AA@
URUINE TEST RESULTS Initial Test
Confirmation Test
Drug or Drug Class
Method
Cut Off
Method
Cut Off
Amphetamines
EMIT
500 ng/ml
GC/MS
250 ng/ml
Barbiturates
EMIT
300 ng/ml
GC/MS
200 ng/ml
Benzodiazepines
EMIT
200 ng/ml
GC/MS
100 ng/ml
Cannabinoid 100
EMIT
50 ng/ml
GC/MS
15 ng/ml
Cocaine Metabolite
EMIT
150 ng/ml
GC/MS
100 ng/ml
Methaqualone
EMIT
300 ng/ml
GC/MS
100 ng/ml
Opioid
Hydrocodone/Hydromorphone
Oxycodone/Oxymorphone
EMIT
EMIT
300 ng/ml
100 ng/ml
GC/MS
GC/MS
100 ng/ml
100 ng/ml
Phencyclidine
EMIT
25 ng/ml
GC/MS
25 ng/ml
Alcohol
EA
50 mg/dl
GC
50 mg/dl
BLOOD TEST RESULTS Confirmation Test
Drug or Drug Class Method Cut Off
Amphetamines GC/MS
50 ng/ml
Barbiturates GC/MS
100 ng/ml
Benzodiazepines GC/MS
50 ng/ml
Cannabinoid 100 GC/MS
10 ng/ml
Cocaine Metabolite GC/MS
20 ng/ml
Methaqualone GC/MS 50 ng/ml
Opioid GC/MS
50 ng/ml
Phencyclidine GC/MS
2500 pg/ml
Alcohol GC
(B) .01%
14
ATTACHMENT AB@
A. Medical Review Officer shall review results.
An essential part of the drug/alcohol testing program is the final review of results. A positive
test result does not automatically identify an employee as having used drugs/alcohol 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
and/or blood 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 opioid; review for prescription medication.
Before the Medical Review Officer verifies a confirmed positive result for opioid, he/she
shall determine that there is clinical evidence--in addition to the urine and/or blood test--of
unauthorized use of any opium, opioid, or opium derivative (e.g., morphine/codeine). (This
requirement does not apply if the employer=s GC/MS confirmation testing for opioid
confirms the presence of 6-monoacetylmorphine.)
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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 and/or blood drug testing, to
provide specific consultation as required by the City.
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ATTACHMENT AC@
SAMPLE
RELEASE OF INFORMATION
CONSENT TO DRUG TESTING
I, _______________________________________, do hereby give my consent to CITY’s CONTRACT VENDOR,
hereinafter referred to as VENDOR, to perform urinalysis/blood test on me for the presence of certain drugs and/or
alcohol. I further authorize VENDOR to release test results obtained from this examination in accordance with the
procedures contained in the City of Redding Substance Abuse Policy applicable to my job classification to 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
TAKEN
PRESCRIBING DOCTOR
OR
OVER THE COUNTER
(OTC)
DATED: _____________________ _________________________________________________
SIGNATURE
_________________________________________________
IDENTIFICATION
DATED: _____________________ _________________________________________________
WITNESS
MEMORANDUM OF UNDERSTANDING
between
THE DESIGNATED REPRESENTATIVES OF THE CITY OF REDDING
and
THE DESIGNATED REPRESENTATIVES
of the
REDDING PEACE OFFICERS ASSOCIATION
EFFECTIVE: July 1, 1974 (Insofar as legally possible)
AMENDED: May 29, 1975, to be effective June 29, 1975
AMENDED: June 20, 1978, to be effective June 25, 1978
AMENDED: August 2, 1982, to be effective July 7, 1982
AMENDED: August 11, 1983, to be effective July 3, 1983
AMENDED: November 5, 1984, to be effective November 4, 1984
AMENDED: April 7, 1987, to be effective July 1, 1986
AMENDED: July 18, 1989, to be effective June 25, 1989
AMENDED: April 6, 1993, to be effective April 6, 1993
AMENDED: June 21, 1994, to be effective June 19, 1994
AMENDED: January 2, 1996, to be effective December 17, 1995
AMENDED: April 7, 1998, to be effective September 20, 1997
AMENDED: May 7, 2002, to be effective April 14, 2002
AMENDED: March 21, 2006, to be effective March 12, 2006
AMENDED: June 21, 2011 to be effective June 26, 2011
AMENDED: April 19, 2016 to be effective April 20, 2016
AMENDED: April 27, 2018 to be effective May 1, 2018
AMENDED: March 2, 2021 to be effective March 3, 2021
AMENDED: October 2, 2023 to be effective October 1, 2023
1
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 ....................................................... 7
ARTICLE 7: EMPLOYEE STATUS ..................................................................................... 7
ARTICLE 8: WAGES AND CLASSIFICATIONS .............................................................. 9
ARTICLE 9: HOURS AND OVERTIME ............................................................................. 11
ARTICLE 10: CITY SENIORITY ........................................................................................... 14
ARTICLE 11: PROMOTION AND TRANSFER ................................................................... 14
ARTICLE 12: DEMOTION AND LAYOFF .......................................................................... 15
ARTICLE 13: LEAVE OF ABSENCE ................................................................................... 16
ARTICLE 14 EXPENSES ....................................................................................................... 16
ARTICLE 15: SICK LEAVE .................................................................................................. 17
ARTICLE 16: FUNERAL LEAVE ......................................................................................... 18
ARTICLE 17: HOLIDAYS ...................................................................................................... 19
ARTICLE 18: VACATIONS ................................................................................................... 20
ARTICLE 19: UNIFORMS ...................................................................................................... 21
ARTICLE 20: MISCELLANEOUS ......................................................................................... 22
ARTICLE 21: RETIREMENT PROGRAM ......................................................................... 22
ARTICLE 22: EMPLOYEE HEALTH AND WELFARE BENEFIT PROGRAM .............. 24
ARTICLE 23: DISCIPLINARY APPEAL PROCEDURE 24
ARTICLE 2324: TERM ................................................................................................................ 28
ARTICLE 2425: ENTIRE AGREEMENT .................................................................................. 28
EXHIBIT “A” - SCHEDULE OF WAGE RATES
EXHIBIT “B” - JOB DEFINITIONS
EXHIBIT “C” - PERFORMANCE STANDARDS
EXHIBIT “D” - REIMBURSEMENT OF HIRING AND TRAINING EXPENSES
EXHIBIT “E” - SUBSTANCE ABUSE POLICY
NOTE: Amendments are shown by underlining the new language and striking out the deleted
language.
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MEMORANDUM OF UNDERSTANDING
THIS MEMORANDUM OF UNDERSTANDING, made and entered into this 26th day of
June, 1974, 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 Redding Peace Officers Association (a recognized employee Association 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;
W I T N E S S E T H:
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 (Subsection 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, color, sex,
sexual orientation, citizenship status, marital status, ethnicity, age (for people 40 and older),
religion, gender identity, gender expression, genetic information, national origin and ancestry,
political affiliation, creed, military or veteran status, physical disability, mental disability, medical
condition or any other characteristic protected by state or federal law.
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
discharge from employment without recourse.
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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
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 of Understanding 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 Redding Peace Officers Association
recognizes and accepts the right of City of Redding management to manage the City. 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. The parties acknowledge that the
foregoing management rights are subject to any provisions of this Memorandum of
Understanding which specifically modify or limit management’s exercise of the foregoing rights,
and except as these rights have been so modified herein, they shall not be subject to the
grievance procedure.
1.8 The schedule and staffing plan for the Field Operations Unit provides for a four (4)
day work week with ten (10) hour working days at regular time. It is recognized that management
has the right to schedule employees and to determine the staffing plan; however, a specific
exception shall apply exclusively to the reversion to a five (5) day work week with eight (8) hour
working days in that this reversion shall be subject to the meet-and-confer process as provided for
by the Meyers-Milias-Brown Act and this agreement.
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 Redding Peace
Officers Association is the established majority representative.
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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.
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 his activity on behalf of the Association.
2.5 Any employee, at the employee’s request, shall be permitted representation by an
Association representative on any grievance or disciplinary matter. In particular, the parties
acknowledge the provisions of California Government Code Section 3300 et.seq. as it exists or may
be subsequently amended by the California Legislature.
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 Director and such other
management personnel as determined by the Personnel Director. The meetings shall be summarized
in written minutes. Except that the provisions of this section shall be observed, the meetings shall
be self-organizing.
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 each payroll period and a check for the total
deductions shall be submitted to the Treasurer of the Association within five (5) working days of
the date the dues are withheld from the employee’s check or by Electronic Fund Transfer to a
bank designated by the Association. Deductions may include individual insurance and benefit
programs.
3.3 The Association shall notify the City of any employee who has given the Association
written authorization for deduction of any Association dues or fees. The Association certifies that
it shall collect and will maintain records of individual employee authorizations for deductions of
said dues or fees. The Association agrees to notify the City of any changes in employee
authorizations to deduct Association dues or fees. The City shall rely on the Association’s
certification of any dues and fees authorized by an employee and will not require the Association
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to provide a copy of the employee’s authorization unless a dispute arises about the existence of
terms of the authorization. Any inquiries by employees regarding Association dues or fees
should be directed to the Association.
3.4 The City shall provide all new employees with the Association membership
application forms, payroll deduction authorization forms, and a copy of this Memorandum of
Understanding before the end of the first pay period. Such materials will be furnished to the City
by the Association.
3.5 Indemnity and Refund - The Association shall file with the City an Indemnity
Statement wherein the Association shall indemnify, defend and hold the City harmless against
any claim made and against any suit initiated against the City on account of Association dues
check off or premiums for benefits. In addition, the Association shall refund to the City any
amounts paid to it in error upon presentation of supporting evidence.
3.6 In the event that any provision of this article is declared by a court of competent
jurisdiction to be illegal or unenforceable, the parties agree that the City will cease abiding by such
provisions.
ARTICLE 4: GRIEVANCE PROCEDURE
4.1 A grievance is Aany grievances dispute 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, except for the following matters that are excluded
from the definition of a grievance:
Matters that are included in the definition of impasse as set forth in City Resolution No.
2012-091; and
Matters involving disciplinary actions that are subject to Article 23 (Disciplinary Appeal
Procedure) 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. The “Grievant” shall be the individual or individuals
bringing the grievance or may be the Association if the grievance is brought by the Association.
, 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. 2012-091 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. Except for the two noted exceptions stated herein, this procedure shall also
be used to grieve from the imposition of any discipline involving more than a reprimand (i.e.
discharge, demotion or suspension): 1) Discipline grievances must be filed within (10) work days
of receiving a Notice of Discipline; and. 2) Discipline grievances shall commence at Step 2 of this
procedure and may continue to Step 6. Whenever the term work day or working day is used in this
article, it shall mean any day that City Hall is open to the public.
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Step 1: The initial step in the resolution of a grievance shall be a discussion between
the employee Grievant and the immediate Management Supervisor directly involved,
who will answer within ten (10) work days. This step shall be started within thirty (30)
calendar 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 an employee.
Step 2: If a grievance is not resolved in the initial stepStep 1, the second next step
shall be the presentation of the grievance, in writing, to the Chief of Police, who will
answer, in writing, within ten (10) work days. This step shall be taken within ten (10)
work days of the date of the immediate supervisor’s answer to Step One1.
Step 3: If a grievance is not resolved in the second stepStep 2, the third next step
shall be the presentation of the grievance, in writing, to the City’s designated labor
relations representative, who shall conduct an investigation and attempt to resolve the
grievance. If no resolution of the grievance is achieved, the City’s designated labor
relations representative shall provide the employee Grievant with the City’s answer to
the grievance in writing. This step shall be taken within ten (10) work days of the date
of the Chief of Police’s answer to Step Two2.
Step 4: If the grievance is not resolved in the third stepStep 3, the fourth next step
shall be the presentation of the grievance, in writing, to the City Manager or designee,
who shall answer, in writing, within ten (10) work days. The fourthThis step shall be
taken within ten (10) work days of the date of the answer to Step Three3.
Step 5: If a grievance is not resolved in the fourth step, the fifth step shall be the
referral of the matter to mediation by either party within twenty (20) work days of the
answer to Step Four. Whenever a grievance is referred to mediation, either the
employee or the City may request that the California State Mediation and Conciliation
Service refer a state mediator. The mediator shall assist the parties in the resolution of
the grievance in the same manner as that which is normally used in the mediation of
interest disputes. Referral to Step Six shall not occur until the mediator has released the
parties from the mediation process.
Step 65: If a grievance is not resolved in theat fifth stepStep 4 of this procedure, the
sixth next step shall be referral by either the City or the employee Grievant to arbitration.
A request by the Grievant to proceed to arbitration shall be submitted to the City
Manager The sixth step shall be taken within twenty (20) work days of the date of the
answer atto Step Five4. After a request for arbitration is made in a timely fashion by the
Grievant, the parties may mutually agree to stay the arbitration proceedings at any point
in time to refer the matter to mediation through the California State Mediation and
Conciliation Service (SMCS).
(a) An Arbitrator shall be appointed on each occasion that a grievance is
submitted to arbitration. The arbitrator shall be chosen by mutual agreement of
the City and employeethe Grievant. In the event that City and the employee
Grievant or their representatives are unable to agree on the selection of an
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Arbitrator, within five (5) working days of the City’s receipt of a request by the
Association Grievant to submit a grievance to arbitration, the City will solicit a
list of not more than ten (10)seven (7) arbitrators from SMCS the State of
California Conciliation and Mediation Service. A copy of such list shall be
forwarded to the Grievant’s representative Association’s mailing address upon
receipt by the City. The parties agree to act expeditiously in the selection of an
arbitrator. If the Grievant and the City fail to reach mutual agreement on the
selection of an arbitrator based on the SMCS list, each party’s representative
shall meet and alternately strike a name from the SMCS list of arbitrators.If the
Association and the City fail to reach mutual agreement on the selection of an
arbitrator, each party shall, at a meeting of its representatives, alternately strike a
name from the list of arbitrators provided by the SCCMS. The first party to
strike a name shall be determined by lot. The costs of arbitration shall be borne
equally by the City and the AssociationGrievant. The City and the Association
Grievant shall pay the compensation and expenses for their respective witnesses.
At the Association’s Grievant’s request, the City shall release employees from
duty to participate in arbitration proceedings.
(b) The Arbitrator shall hold such hearings and shall consider such evidence as
to the Arbitrator appears necessary and proper. The decision of the Arbitrator
shall be final and binding on City and the employeeGrievant, provided that such
decision does not in any way add to, disregard or modify any of the provisions of
City policies, resolutions or ordinances.
4.2 Failure by the employee Grievant to meet any of the aforementioned time limits as
set forth in Steps 1, 2, 3, 4, and 5, and 6 will result in forfeiture of the grievance. If the City fails to
answer a grievance on a timely basis, the grievance may be advanced to the next step. Except,
however, that the aforementioned time limits may be extended by mutual agreement. Grievances
settled by forfeiture shall not bind either party to an interpretation of City policies, practices,
resolutions or ordinances, nor shall such settlements be cited by either party as evidence in the
settlement of subsequent grievances.
4.3 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 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.
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5.2 Regular meetings will be held on all jobs to plan the job and emphasize safety in its
performance.
5.3 Regular safety meetings will be held once every two (2) months for the purpose of
reviewing accidents and preventing their recurrence, eliminating hazardous conditions and
familiarizing employees with safe work procedures and applicable State Safety Orders and for
training in first aid. The Association may request no more than six (6) safety meetings in a calendar
year to discuss unsafe working conditions. The City shall accommodate such requests.
ARTICLE 6: DISABILITY AND UNEMPLOYMENT
6.1 An employee who is absent by reason of industrial disability may be 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 the 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 requesting to return to work after an absence caused by disability or illness to submit to a
medical examination by a physician or physicians approved by the 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 the employee, to the employee’s fellow employees or to the
employee’s own permanent health.
6.2 Vacation and sick leave shall be accrued and group health and welfare insurance
coverage shall be maintained while a Regular employee is absent from work as a result of a job
related disability and receiving Workers’ Compensation temporary disability compensation as set
forth in Section 4850 of the Labor Code of the State of California for the period of such disability,
but not exceeding one (1) year. Employees who are not entitled to the benefits as set forth in
Section 4850 of the Labor Code of the State of California, but who are receiving Workers’
Compensation temporary disability benefits, may, nevertheless, at their option, maintain their group
health and welfare 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, which includes
one (1) year of 4850 paid time, providing the employee pays his or her share of the monthly
premium to the City of Redding on or before the first day of the month for which the premium is
intended. Holidays which occur during the period for which any employee is 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) A Regular employee (Status 3) 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, health and welfare insurance coverage
and items of a similar nature as the employee becomes eligible. Employees shall serve a
probationary period upon initial appointment as follows:
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Lateral Police Officer One Year (12 months)
Entry Level Police Officer One and one-half years (18 months)
Police Recruit While attending Police Academy training. Upon successful completion of
Police Academy training, a Police Recruit will be reclassified to Police
Officer and the employee will, at that time, begin to serve the designated
probationary period for Entry Level Police Officer.
An employee’s probationary period shall be extended by the duration of any paid or unpaid
absence of two (2) or more consecutive pay periods.
7.2 (b) A probationary period may also be extended at the discretion of City
management for a period not to exceed six (6) months for the purpose of enabling a more extensive
review and evaluation of a probationary employee prior to the employee attaining 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.
7.2 (c) A Regular City employee who transfers to the Police Department as a sworn
officer will begin a new probationary period as outlined in this section. However, for the purposes
of seniority within the Police Department, seniority will start at the time of appointment. All other
benefits shall be calculated based upon total City time, with the exception of the selection of watch,
days off and vacation scheduling or as otherwise outlined in this Agreement.
7.2 (d) Employees serving their initial probationary period shall not be eligible for leave
of absence, funeral leave for non-immediate family members, or items of a similar nature.
7.3 A full time temporary (Status 7) employee is defined as an employee hired for
occasional or seasonal work for a period not to exceed six (6) months or one thousand (1,000) hours
per fiscal year, whichever comes first. 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,
health and welfare insurance coverage, retirement plan participation or items of a similar nature, nor
shall he 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 serve a new probationary
period as outlined in Article 7.2(a), and shall be credited with all continuous service in determining
eligibility for such benefits as may accrue to the employee in his or her new status.
7.4 A Temporary employee (Status 9) is defined as a retired annuitant appointed by
the City either during an emergency to prevent stoppage of public business or because the retired
person has specialized skills needed in performing work of limited duration for a period not to
exceed 960 hours in a fiscal year in accordance with the terms and conditions of Government Code
section 21224. In accordance with Section 21224, the compensation for the Temporary Employee
shall not exceed the maximum monthly base salary paid to other employees performing comparable
duties as listed on a publicly available pay schedule divided by 173.333 to equal an hourly rate, and
such Temporary Employee shall not receive any benefit, incentive, compensation in lieu of benefits,
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or other form of compensation in addition to the hourly pay rate. The City may employ one part-
time retired annuitant in the Detective Division as needed and one part-time retired annuitant in the
Field Operations Division as needed. Any additional retired annuitants would have to be agreed
upon by the parties in a separate side letter to this agreement.
7.5 All promotional appointments to the classifications of Police Corporal will be
probationary for one full year. If the probationary period is not successfully completed, the person
shall return to the classification from which they were promoted; provided however that such return
rights do not apply to an employee who was discharged for cause while serving a probationary
period. In such case such employee shall have the right to appeal the discharge through the
grievance procedure (Article 4).
7.6 An employee returning to City service in a position in this unit, who had attained at
least step four of the salary range prior to the period of separation, may be placed at a higher step in
the salary range at the discretion of the Chief of Police.
ARTICLE 8: WAGES AND CLASSIFICATIONS
8.1(a) Employees shall be paid the wage established for their classification. 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. Step increases will be granted as follows: After twenty-six (26) full pay
periods of employment at Salary Step 1 and with an overall satisfactory or above performance
rating, an employee will be advanced to Salary Step 2. After twenty-six (26) full pay periods of
employment at each subsequent salary step with an overall satisfactory or above work performance,
an employee will be advanced to the next higher step.
The effective date of promotion to a new classification or advancement to a higher wage step shall
be the first day of the pay period following qualification for the promotion or advancement to a
higher wage step. Effective March 3, 2021, any future promotion or change in assignment to a
higher paid classification pursuant to Section 11.1, does not change the anniversary date for
Compensation Step increases.
8.1(b) Should a Police Officer wish to appeal a denial of a step increase, the officer 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 City 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 for a pay period ending
no earlier than the preceding Saturday. If a payday falls on a holiday, payment shall be made on the
preceding workday. All employees hired after March 12, 2006, must make arrangements to have
their pay deposited to a bank account via electronic transfer.
8.3(a) 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
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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.
8.3(b) When assigned by the Department a Police Corporal shall be granted a 5%
upgrade when performing higher duties to replace an absent Police Sergeant and when performing
a substantial majority of the Sergeant’s duties for a full work day.
8.4 When an employee is temporarily assigned to work in a classification lower than
the employee’s regular classification, the rate of pay will not be reduced.
8.5 Attached hereto and made a part hereof is Exhibits “A” entitled “Schedule of Wage
Rates.”
8.6 Attached hereto and made a part hereof is Exhibit “B” entitled “Job Definitions.”
8.7(a) Shift differential shall be paid to employees, including those employees assigned to
Police Detective Division, for regular hours worked and court duty when at least 50% of the
employee’s regularly assigned hours fall within the following shifts:
WATCH HOURS PAY
PERCENTAGE
I (Graveyard) 2030 hours-0630 hours 5%
II (Days) 0600 hours-1600 hours 0
IIIA (Swing) 1400 hours-2400 hours 3.5%
1600 hours-0200 hours 3.5%
IIIB (Swing) 1700 hours-0300 hours 5%
1800 hours-0400 hours 5%
Note: An officer directly involved in an Officer Involved Shooting Incident (OIS) or
in an in-custody death/major injury investigation, who is subsequently placed on paid
administrative leave by the Chief of Police as a result, shall be paid shift differential
during the administrative leave period. The shift differential amount will reflect the
shift the Officer was assigned to during the time of the incident.
8.7(b) POST and educational incentives shall be paid to those employees who qualify as
follows, with a 12.5% incentive pay cap for both POST/educational incentives in this section and
Bilingual pay incentives in Section 8.8 below (not including the $130 education incentive pay):
PAY REQUIREMENTS
2.5% Plus $130 Associate of Arts or Science degree, or sixty (60) semester units, or a POST
Intermediate Certificate.
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5.0% Plus $130 POST Advanced Certificate.
2.5% Plus $130* Bachelor of Arts or Science degree.
2.5% Plus $130* Master of Arts or Science degree.
The annual additional educational incentive shall be $130 to be paid in equally divided installments with the
City’s regular bi-weekly payroll processing. The additional education incentive will be added to any one (1)
educational incentive pay.
8.8 Bilingual pay shall be paid to qualified employees who have been designated by the
Chief of Police, or designee, to utilize bilingual skills (including sign language) as follows:
PAY REQUIREMENTS
2.5% Proficient
5.0% Fluent
The Redding Police Department will designate the languages recognized as eligible for the
incentive pay and will develop revised testing processes. The Chief of Police will determine the
number of employees at the “fluent” level.
8.9 Temporary upgrade pay in the amount of five percent (5%) over base pay shall be
paid to those employees assigned by the Chief of Police, via a Personnel Order, for the time
spent actually performing designated specialty assignment functions. Examples of these
assignments include the following: crowd control, defensive tactics, bomb disposal, field evidence,
field training officer, hostage negotiator, honor guard, range master, SWAT, armorer, certified
department instructor, i.e., first aid, force options, TASER, Unmanned Ariel Vehicle (UAV), etc.
Assignments not mentioned above shall require the advance approval of the Personnel Director.
ARTICLE 9: HOURS AND OVERTIME
9.1 All Regular employees will receive full time employment for each workweek
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) Pursuant to Section 7(k) of the Fair Labor Standards Act (FLSA), the City has
designated a 14-day work period where overtime is required to be paid for any hours worked
over 86 hours within the work period. Notwithstanding this Section 7(k) FLSA work period, the
City has also agreed to provide MOU overtime pay to employees as provided in Section 9.4 and
where otherwise expressly noted in this agreement. Employees will be assigned work schedules
consistent with department needs, which include the following work schedules:
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Eight (8) hour shifts, which constitute of five 8-hour workdays in a 7-day work period;
Ten (10) hour shifts, which constitute four 10-hour workdays in a 7-day work period; and
Twelve and a half (12.5) hour shifts, which constitute six 12.5-hour workdays in a 14-day
work period with an additional 10-hour shift every other 14-day work period.
9.3(b) Police Officers assigned to Field Operations shall select watch and days off by
seniority with the Department. Seniority, for the purpose of this Article, will be defined as time in
classification. Police Corporals shall also select watch and days off by time in classification. 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. Police Officers and Police Corporals 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 of
a watch sign up shall not give an employee the right to bump for another watch, a change in days
off, or vacation.
(1) Selection of a watch and days off, by Specialists, shall be conducted in the following
manner:
a) K-9 Specialists shall select a watch and days off from those slots which have been
scheduled by the Department based on consecutive seniority as a K-9 Specialist.
No more than one K-9 Specialist shall be on the same watch unless authorized by
the Chief of Police. K-9 Specialists may be assigned to a specific watch and days
off based on Department needs, administrative adjustments, or at the discretion of
the Chief of Police, regardless of the reason.
b) Traffic Specialists shall select a watch and days off from those slots which have
been scheduled by the Department. Selection shall be based on consecutive
seniority as a Traffic Specialist. Traffic Specialists shall rotate between Watch II
and Watch III as often as is practical.
c) DUI Specialists shall remain on special assigned watches.
d) Other Specialists shall be assigned as determined by the needs of the Department.
9.4 MOU Overtime is defined as:
A Time worked in excess of forty (40) hours in a workweek for an employee who has supervisor
approval to work a flexible schedule pursuant to Article 9.9.
B Time worked in excess of eight (8), ten (10), or twelve and a half (12.5) hours as applicable on a
scheduled workday of the employees’ assigned work schedule, except when an employee has
supervisor approval to work a flexible schedule pursuant to Article 9.9.
C Time worked on a non-workday.
D Time worked on a holiday (as provided in Article 17 of this MOU).
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Overtime shall be computed to the nearest one-quarter (1/4) hour. Time worked as defined in (A) or
(C) above as a result of a shift change shall not be regarded as overtime for compensation purposes.
9.5(a) Overtime. Overtime compensation shall be paid at a rate equivalent to one and
one-half (1½) times the regular rate of pay or, at the employee’s option (except for time worked on
a holiday as provided in Article 17 of this MOU), the employee may elect to receive compensatory
time off (CTO) with pay at the rate of one and one-half (1 ½) hours off for each overtime hour
worked.
Regular Rate of Pay. Items included in determining the regular rate of pay for purposes of
calculating overtime, retirement and other regular pay calculations (i.e., holiday pay) shall include
the pay rate as established in the pay range by the employee’s classification, POST/education
incentive pay, bilingual pay incentive, and shift differential pay, as applicable to each individual
employee covered under this MOU.
9.5(b) Employees who request CTO with seventy-two (72) hours advance notice will
have their request approved as long as staffing does not drop more than one (1) below established
minimum staffing levels. For CTO requests that would cause staffing to drop more than one (1)
below minimum staffing, it shall be the employee’s responsibility to arrange for the employee’s
coverage. Requests for CTO without seventy-two (72) hours advance notice shall be considered for
approval, taking into consideration operational needs, and the Supervisor shall have the discretion to
approve or deny such request. A manpower shortage occurring after a request has been approved
shall not cause an approval to be rescinded. Requests for CTO will be granted on a first-come, first-
served basis and shall consist of no more than forty (40) consecutive hours per request.
9.5(c) Other forms of time off, such as injury, illness or vacation, which cause the shift
to be at or below minimum staffing levels, shall not be a consideration when granting CTO. At
least one officer will be allowed to take CTO when staffing is below shift minimum.
9.5(d) The maximum CTO 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 CTO, four
hundred eighty (480) hours, the employee shall be paid for the overtime worked as set forth above.
9.5(e) Employees whose employment with the City is terminated for any reason shall,
at the time of termination, receive any unused CTO previously earned.
9.6(a) 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.
9.6(b) Except in the circumstances outlined below, 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 three (3) hours’ compensation.
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9.6(c) Employees who are required to report for court duty on their non-workdays, a
scheduled day off, or on holidays they are entitled to have off shall be paid overtime compensation
for the actual time worked, but in no event for less than four (4) hours’ compensation. If an
employee is required to report to court on the same day for the same subpoena following an
appearance on that subpoena prior to 1200 hours the employee will be paid actual overtime worked
for that subsequent appearance in addition to the minimum overtime compensation paid for the
morning appearance. On multiple subpoenas for the same day employees will be allowed only one
minimum overtime claim before 1200 hours and one minimum overtime claim after 1200 hours.
9.6(d) If an employee is called to work one (1) hour or less before the employee’s
regular hours were scheduled to begin on a workday and continues to work into the employee’s
regular hours, the employee shall be paid overtime compensation only for the actual time worked.
Conversely, if an employee is called in to work more than one (1) hour before the employee’s
regular work hours were scheduled to begin, the employee shall receive the minimum overtime
compensation outlined above. Employees who receive a subpoena for a scheduled or normal work
day may be granted that off utilizing CTO, vacation, birthday, or deferred time after the subpoena
has been served. In this case, court appearance during normally scheduled work hours shall be
compensated at straight time and the balance of the employee’s shift shall be paid out of the
appropriate paid leave. If the court appearance is subsequently cancelled, leave time only will be
utilized.
9.6(e) Notwithstanding the foregoing, and subject to man-power availability, an
employee who is called for such work outside of the employee’s regular work hours on a scheduled
work day, may upon mutual agreement between the shift supervisor and employee, begin and end a
shift early or late.
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 If an employee has received a subpoena for court appearance and the subpoena is
subsequently cancelled, the employee shall receive compensation as outlined in Section 9.6 of this
contract if the City has not made notice of the cancellation available to the employee by 1800 hours
the day preceding the court appearance if such appearance is on the employee’s scheduled work
day, or by 1800 hours two days preceding the court appearance if such appearance is on the
employee’s non-workday or on a holiday the employee is entitled to have off.
9.9 Detective Division.
a. Flexible Work Schedule.
As an exception to Article 9.3(a), employees assigned to the Detective
Division, with the approval of their supervisor, may opt to work a flexible
work schedule of forty (40) hours in seven (7) calendar days, Sunday
through Saturday.
b. Overtime Calculation.
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As an exception to Article 9.4, employees working a flexible work schedule
will be paid overtime for hours worked in excess of forty (40) in a work
week of seven (7) calendar days, Sunday through Saturday. Paid leave shall
count toward the overtime calculation.
9.10 Canine Officers spend an average of thirty (30) minutes per day (3.5 hours per
week) in the required routine care and maintenance of their police dogs (e.g., feeding, groomin g,
exercising and kennel cleaning). Canine Officers shall receive additional compensation for the
required care and maintenance of their police dogs at time and one-half the “Canine Care and
Maintenance” hourly rate combined with the Canine Officers’ POST/Educational incentives.
Example: [(Canine Care and Maintenance hourly pay in Exhibit A + Education Incentive %) *
1.5] /2 = Rate for 30 minutes per day.be compensated at time and a half of the regular rate of pay
for and required to spend one-half (½) hour per day in the routine care and maintenance of their
police dog.
Whenever it becomes necessary for the Canine Officer to perform extraordinary care and
maintenance service with their police dog beyond thirty (30) minutes per day, with prior City
approval, the Canine Officer shall receive additional compensation at time and one-half the
Canine Care and Maintenance hourly rate combined with the Canine Officers’
POST/Educational incentives for all time spent performing such extraordinary care and
maintenance services. This compensation shall be in addition to the Canine Officer’s thirty (30)
minutes of daily compensation for the required routine care and maintenance of their police dog.
at time and a half of the regular rate of pay in addition to the regularly scheduled one-half (½)
hour per day.
The Compensation compensation provided pursuant to this section shall does not include
veterinarian fees, feed or other reimbursable expenses for upkeep of the animal.
Per California Code of Regulations (2 CCR section 571(b)), Canine incentive pay performed
outside of normal hours/days of employment will not be reported as special compensation to
CalPERS.
9.11 Assigned motorcycle officers shall be compensated an amount equal to two and
one-half (2 ½) hours of overtime per pay period for theare not required to care, cleaning orand
maintainenance of their assigned motorcycle while off-duty and shall engage in such duties during
on-duty hours.
ARTICLE 10: CITY SENIORITY
10.1 Seniority is defined as total length of continuous service with the City. In
determining an employee’s seniority, the continuity of this 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
three (3) 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
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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 selection of watch, days off, 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 Promotional lists will have a minimum life of one year and a maximum life of two
years.
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. Within each classification, all employees, other than
Regular employees, shall be laid off prior to Regular employees being laid off. Employees serving
an initial probationary period will be laid off prior to employees who have completed such period.
Regular employees shall be laid off in the reverse order of seniority in the classification with the
least senior employee being laid off first. Whenever two or more Regular employees in the same
class have the same amount of class seniority, ties will be broken by giving greater preference to the
employee with greater department seniority. If the tie is still unresolved, the tie shall be broken by
giving greater preference to the employee with greater City seniority. If the tie is still unresolved,
the tie shall be broken by lot.
12.2 An employee who has been laid off may elect to displace an employee in a lower
paid class in the bargaining unit provided the employee has greater combined seniority than the
employee to be displaced, calculated by adding seniority in the laid-off class to seniority in the
lower-paid class. Whenever an employee demotes to a lower-paid class, the employee shall be
placed on the salary step which has the closest wage rate to the employee’s previous wage rate.
12.3 Laid-off employees shall be kept on a reemployment list for a period of two (2)
years from the date of layoff and shall have preferential rehire rights to the class from which the
employee was laid off in the reverse order of layoff. Whenever it becomes necessary for the City to
notify a laid-off-employee of a reemployment opportunity, the City shall do so by use of registered
mail to the employee’s last known address as supplied by the employee. Reemployment shall be
based upon the laid-off employee’s ability to meet current employment standards. If an employee
does not accept reemployment, the employee’s name shall be removed from the reemployment list
and the employee shall no longer have reemployment 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 will be reinstated.
12.4 Employees who have elected to demote into a lower paying class shall have
preferential promotion rights to the class from which they were demoted in the reverse order of
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demotion. If an employee does not accept an offer of promotion to the class from which the
employee was demoted, the employee will lose all preferential rights to re-promotion.
12.5 Sworn departmental management classifications may demote into the bargaining
unit provided the above procedures are complied with.
12.6 In the event of potential layoffs, discussions will occur outside of the meet and
confer process as to early retirement options that may be available.
ARTICLE 13: LEAVE OF ABSENCE
13.1 Leave of absence may be granted to Regular employees by the City Manager for
urgent and substantial reasons, 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 in accordance with state and federal disability accommodation and
leave of absence laws in determining whether to grant the leave of absenceas 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 his or her former position and working conditions,
providing that the employee is capable of performing the duties of his or her former position, except
that if there has been a reduction of forces or his or her position has been eliminated during said
leave, the employee will be returned to the position he or she would be in had he or she 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 his or her 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 health and welfare insurance coverage. An employee may,
however, at his or her option and expense, maintain his or her group health and welfare insurance
coverage providing the full monthly premium is received by the City Treasurer 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 health and
welfare insurance may be maintained for up to three (3) calendar months in one twelve month
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period on the normal premium-sharing formula, providing the employee pays his or her share of the
premium on a timely basis.
ARTICLE 14: EXPENSES
14.1 Whenever an employee uses the employee’s personal automobile for the City’s
convenience, the employee will be reimbursed therefor at the same rate per mile as established for
Unrepresented City employees. Whenever an employee is assigned to travel out-of-town, the
employee may chose to drive a City vehicle in lieu of driving their personal vehicle and receiving a
mileage reimbursement.
14.2 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 approved by the City. Police Recruit Officers will receive a monthly meal and lodging
stipend of $1,800 while attending a POST police training academy in lieu of reimbursement for
actual board and lodging expenses. The first and last month’s stipend will be prorated if the Police
Recruit does not attend the academy for the full month. 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.
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, or 3.68 hours per pay period)
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 his or her duties because of personal physical
or mental illness, off duty injury or confinement for medical treatment
B The ability to attend 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.
D For family sick leave up to forty-eight (48) hours per calendar year for members of the immediate
family as defined in 16.1.
No person will be paid both sick leave and industrial injury leave pursuant to Labor Code Section
4850 on the same day; however, in cases of claimed industrial injuries where the City or its insurer
is denying liability, accumulated sick leave may be used.
15.3 Management may require satisfactory evidence of illness or disability, if an
attendance problem has been identified as defined in the City’s Discipline Policy, before payment
for sick leave will be made. The City may also require an employee requesting to return to work
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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 his or her former position without hazard
to himself or herself or to his or her fellow employees or to his 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, he shall receive pay for the holiday as such and
it will not be counted as a day of sick leave.
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. For employees with fifteen
(15) years or more but less than twenty (20) years of continuous service, the percentage set forth
above shall be increased to forty-five percent (45%). For employees with twenty (20) years or
more continuous service, the percentage set forth above shall be increased to sixty percent
(60%).
15.5 Effective January 1, 2013, upon retirement, any sick leave pay out the employee
is eligible to receive will be transferred into the VantageCare Retirement Health Savings Plan on
a pre-tax basis. The sick leave pay out amount will be calculated using the percentage levels
described in Section 15.4 above. However, if the sick leave payout is less than $5,000, then the
Employee is not entitled to participate in the VantageCare Retirement Health Savings Plan and
shall receive a cash payout as described in Section 15.4 above. Any sick leave amount
remaining will be used as service credit toward the employee’s retirement benefit through
CalPERS, pursuant to the contract between the City of Redding and CalPERS.
15.6 In the event an employee exhausts all paid leave as a result of the employee’s illness
or injury, and subject to the approval of the employees Department Director, Personnel Director and
the City Manager, such employee may be advanced sick leave from his or her future accruals up to
80 hours per incident. Once the employee returns to duty, sick leave accrual hours will be applied
to the negative sick leave account until it is zero. Should the employee terminate City employment
with a negative sick leave balance appropriate adjustments will be made to final paid leave cash
pay-outs or other City monies owed the employee, if sufficient, otherwise the employee shall
directly reimburse the City for such advance. Such reimbursement will be waived for employees
who are terminally ill or totally disabled (100%).
ARTICLE 16: FUNERAL BEREAVEMENT 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 or registered domestic partner, children,
grandchildren, brothers, sisters, parents or grandparents of either spouse or other persons who are
living in the employee’s immediate household. The relationships included herein shall apply
whether by blood or marriage. Employees are allowed to take up to five (5) total work days due to
the death of the employee’s “immediate family” in accordance with Government Code section
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12945.7. Employees who have exhausted their allowance of paid leave as provided in this
section may request to utilize sick leave, vacation or compensatory time off or unpaid leave if the
employee wants to take additional time off up to the five (5) total work days of leave provided.
Such bereavement leave for immediate family as provided in this section need not be taken in
consecutive days, but must be used up within three (3) months of the date of the death of the
immediate family member.
16.2 Regular employees who are absent from work to attend the funeral of a person
other than an immediate family member, who has some reasonable association to the employee (i.e.,
friend or acquaintance) 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.
16.3 An employee must be in a paid status on both scheduled workdays immediately
adjacent to funeral bereavement leave in order to receive pay for such leave.
ARTICLE 17: HOLIDAYS
17.1 The first pay period of December of each year, Regular employees shall be credited
with one hundred and ten (110) hours of accrued Holiday Bank hours intended to account for the
following eleven holidays (effective calendar year 2024, June 19th (known as Juneteenth) will
replace the Columbus Day holiday:
H O L I D A Y S
A December 25th
B January 1st
C The third Monday in January, known as Martin Luther
King, Jr. Day
D Lincoln Day
E The third Monday in February, known as President’s Day
F The last Monday in May, known as Memorial Day
G June 19th, known as Juneteenth (beginning in 2024)
GH July 4th
HI First Monday in September, known as Labor Day
IJ The second Monday in October, known as Columbus Day
(ending in 2023)
JK November 11th, known as Veteran’s Day
KL Thanksgiving
An employee can use such Holiday Bank hours for scheduled leave during the calendar year on an
hour-for-hour basis and scheduled as vacations are normally scheduled.
Any unused Holiday Bank hours as of the last pay period ending in November will be paid to the
employee in the same manner as any other leave cashout on the week following the first payday in
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December and will be reported as Holiday Pay special compensation in accordance with CalPERS
regulations.
Upon approval of this agreement by the City on March 3, 2021, a prorated amount of Holiday Bank
hours to account for each holiday listed above that has not yet occurred will be provided in the first
full pay period following the City Council’s approval.
For any Regular employee hired during the 12-month period of the holidays referenced above, a
prorated amount of Holiday Bank hours to account for each holiday listed above that has not yet
occurred will be provided in the first full pay period following the date of hire.
For any Regular employee who separates from their employment, the amount of Holiday Bank
hours to account for each holiday listed above that has not yet occurred will be deducted from the
Holiday Bank and any remaining amount will be cashed out. In the event that the full amount to be
deducted from the Holiday Bank is not available, such Regular employee will be obligated to pay
the difference to the City.
The above-referenced Holiday Bank is separate from and does not include any other holiday leave
accrued by a Regular employee under previous MOU agreements prior to March 3, 2021. Any such
separate holiday leave accruals can be maintained by the Regular employee to be used or otherwise
cashed out at separation of employment.
17.2 Regular employees may be scheduled to work on the holidays listed above in
Section 17.1. Employees will be compensated at one and one-half (1.5) times the regular rate of
pay for all time worked on such days. Any overtime hours worked on the holidays listed above will
be paid out as cash overtime in the applicable pay period and an employee cannot elect to receive
compensatory time off (CTO) for such hours under Section 9.5(a) of this Agreement.
17.3 In addition to the holidays listed above, a Regular employee may take leave with pay
on his or her birthday or anytime during the pay period in which the birthday occurs, or the birthday
may be deferred and scheduled as vacations are normally scheduled. When an employee works on
their birthday, the employee shall receive pay at the regular rate of pay for their shift in the same
manner as any other regularly scheduled work shift. Employees must be in a paid status on both
scheduled workdays immediately adjacent to the day taken as a birthday holiday in order to receive
pay for the holiday. Birthday holiday pay is not considered reportable special compensation and
will not be reported to CalPERS.
ARTICLE 18: VACATIONS
18.1(a) Regular employees of the City shall accrue vacations, based on the length of their
continuous service measured from their date of employment, with pay up to a maximum of 500
hours, for each regular hour worked, or on paid leave, as follows:
ACCRUAL
RATE PER
HOUR
FROM
THROUGH
PAY PERIOD
APPROXIMATE
ACCRUAL RATE
YEARS OF
SERVICE
A .039 Date of Employment 104th 2 weeks 1-4
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B .058 105th 234th 3 weeks After 4
C .068 235th 364th 3 ½ weeks After 9
D .077 365th 494th 4 weeks After 14
E .087 495th 624th 4 ½ weeks After 19
F .096 625th -- 5 weeks After 24
A lateral Police Officer hired after July 21, 2021, upon successful completion of the
probationary period, will be credited with 80 vacation accrual hours in addition to the vacation
accrual outlined above.
18.1(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.
18.1(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 five hundred (500) 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 five hundred
(500) hour maximum. Whenever such excess accruals occur, the employee shall have one year
from the date 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.
18.1(d) 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 Vacation cannot be accrued while an employee is in a non-pay status.
18.3(a) Vacations will be scheduled throughout the calendar year. Employees with
greater seniority in the classification of Police Officer, will be given preference over those with less
seniority in the selection of a vacation period; provided, however, that if the senior employee splits
his or her 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. Employees hired prior to March 12, 2006, shall not be affected by the above definition
change.
18.3(b) Vacation scheduling shall be completed at the same time as watch signups.
18.3(c) No more than two (2) officers on the same watch, manpower availability
permitting, shall be on vacation at the same time. Notwithstanding the foregoing, however,
manpower availability permitting, Management may, at its own discretion, allow more than two
officers to be on vacation at the same time. Management shall ensure that scheduling and vacation
signups are completed at least two (2) months before the scheduled watch changes. Seniority, for
the purpose of this Article, shall be defined as time in classification.
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18.4 The City shall not require an employee to take his or her vacation in lieu of sick
leave or leave of absence on account of illness.
18.5 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.
18.6 Employees whose employment with the City is terminated for any reason shall, at
the time of termination, receive pay for any unused vacation period previously earned.
18.7 The City will, at the employee’s option, compensate employees for accumulated
vacation during any fiscal year as follows:
MINIMUM ACCRUAL MAXIMUM HOURS PAYABLE
120 40
240 80
360 120
18.8 Whenever any employee has exhausted all paid time off benefits including
advanced sick leave benefits, as a result of non-work related injury or disability, and is not eligible
for long-term disability insurance benefits, other employees may contribute their earned vacation
hours to the disabled employee approved for the vacation donation program. Vacation is donated
and granted on the basis of the dollar value of the donor’s base pay rate.
ARTICLE 19: UNIFORMS
19.1 With the exception of newly hired Police Officers, the annual uniform allowance
shall be $900 and will be paid in equally divided installments on a bi-weekly basis with the City’s
regular payroll processing. Effective upon City Council approval of this successor MOU,
employees will be provided a one-time payment of $400 to be used towards their uniform
allowance. Beginning with the nexteach fiscal year thereafter, the annual uniform allowance will be
$1,300 and will be paid in equally divided installments on a bi-weekly basis with the City’s regular
payroll processing. Police Officers will be responsible for maintaining their vest carrier
requirements as part of the annual uniform allowance.
New Police Officers will receive the full amount indicated above in the paycheck of their first pay
period upon hire and are responsible for purchasing all of the necessary uniforms for the position. In
July following the new employee’s hire date, regardless of time with the Police Department, the
employee will begin receiving bi-weekly installments with the regular payroll. In addition to the
foregoing, those employees assigned to motorcycle duty shall receive payment for uniforms/safety
equipment based upon a mutually agreed to standard.
19.2 The City shall pay the reasonable cost of repair or replacement of uniforms, glasses,
watches or other personal property up to three hundred dollars ($300.00) damaged in the course of
employment. Personal property will be limited to items reasonably necessary for the employee to
have while on duty to perform their job function. This provision does not apply to items lost or
damaged as a result of negligence of the employee.
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19.3 An approved uniform shirt shall be worn at all times. Sleeve length shall be at the
option of the employee.
19.4 The City retains the right to change uniform standards that would come under the
uniform allowance of 19.1, as long as such change does not result in increased out-of-pocket costs
to the employee.
19.5 All employees are required to possess a Class A dress jacket to wear at ceremonial
functions or at other times deemed appropriate by the Chief of Police.
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. An
employee must be in a paid status on both scheduled workdays immediately adjacent to the jury
duty in order to receive pay for such leave.
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
Department.
20.3 Government Code Section 3300, known as the Public Safety Officers Procedural
Bill of Rights, Subsection 3306 states: “A public safety officer shall have 30 days within which to
file a written response to any adverse comment entered in the employee’s personnel file. Such
written response shall be attached to, and shall accompany, the adverse comment.”
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.
20.5 Full-time Police Sworn employees who complete authorized courses taken for credit
with a passing grade may, upon application, be reimbursed for the tuition and cost of required
textbooks, and materials including but not limited to computer software, calculators, videos, but not
to include incidentals such as paper, pens and pencils. Employees must obtain prior approval from
the Chief of Police and the Personnel Director. Reimbursement shall be limited to four hundred
dollars ($400.00) per course (semester/quarter).
20.6 The City and Association have agreed to allow two Level III Police Reserve Officers
to be assigned as Tactical Medics to the Department’s SWAT team. The parties agree that the use
of a Level III Police Reserve Officer in any other capacity will require both parties to participate and
approve of the arrangement through the meet and agree process.
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20.7 Within 90 days of the effective date of this Agreement, the parties agree to meet and
discuss establishing a fitness program.
20.8 Within 90 days of the effective date of this Agreement, the parties agree to meet and
discuss establishing an annual wellness check for employees.
ARTICLE 21: RETIREMENT PROGRAM
21.1 Regular Employee Retirement Plan:
All Regular employees are covered by a California Public Employees’ Retirement System
(CalPERS) program pursuant to an existing contract with the Public Employees’ Retirement
System.
a) Tier 1 “Classic” Police Sworn Employees
Regular Police Sworn employees hired prior to September 8, 2012, and those rehired after
January 1, 2013, who are considered to be “Classic CalPERS Members” due to previous City of
Redding employment, will be covered under the three percent (3.0%) at age fifty (50) local
safety retirement benefit formula with the 12 highest paid consecutive month’s final
compensation provision (“Tier 1 Employees”). Tier 1 Employees will be covered by the
following additional benefits provided through CalPERS:
Fourth level of 1959 Survivors’ Benefit Program, Survivor Continuance allowance
(Government Code Section 21574);
Credit for unused sick leave;
Fifty percent (50%) ordinary disability benefit; and
Military service credit buy back option.
In accordance with Government Code section 20516, Tier 1 Employees have agreed to cost
shareing of three percent (3%) of the employer contribution resulting in the followinga combined
total employee contributions of twelve percent (12%) of pensionable earnings for Police Sworn
that will beis paid by the employee through a bi-weekly payroll deduction on a pre-tax basis.
Effective in the pay period beginning June 13, 2021, in accordance with Government Code
section 20516, Tier 1 Employees have agreed to cost shareing of an additional one and a half
percent (1.5%) of the employer contribution for a total additional employee contribution of four
and a half percent (4.5%) resulting in an combined total employee contribution of thirteen and a
half percent (13.5%) of pensionable earnings for Police Sworn that iswill be paid by the
employee through a bi-weekly payroll deduction on a pre-tax basis.
Effective in the pay period beginning September 5, 2021, in accordance with Government Code
section 20516, Tier 1 Employees have agreed to cost shareing of an additional two percent (2%)
of the employer contribution for a total additional employee contribution of six and a half
percent (6.5%) resulting in an combined total employee contribution of fifteen and a half percent
(15.5%) of pensionable earnings for Police Sworn that iswill be paid by the employee through a
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bi-weekly payroll deduction on a pre-tax basis.
Effective in the pay period beginning September 4, 2022, in accordance with Government Code
section 20516, Tier 1 Employees have agreed to cost shareing of an additional two percent (2%)
of the employer contribution for a total additional employee contribution of eight and a half
percent (8.5%) resulting in a combined ntotal employee contribution of seventeen and a half
percent (17.5%) of pensionable earnings for Police Sworn that iswill be paid by the employee
through a bi-weekly payroll deduction on a pre-tax basis.
Effective in the pay period beginning September 28, 2025, in accordance with Government Code
section 20516, Tier 1 Employees have agreed to cost share an additional one point eighty seven
percent (1.87%) of the employer contribution for a total additional employee contribution of ten
point thirty-seven percent (10.37%) resulting in a combined total employee contribution of
nineteen point thirty-seven (19.37%) of pensionable earnings that will be paid by the employee
through a bi-weekly payroll deduction on a pre-tax basis.
Regular Tier 1 employees vested in Tier 1 who leave City employment and subsequently are
rehired will be re-employed with Tier 1 status for CalPERS benefits.
b) Tier 2 “Classic” Police Sworn Employees
Regular Police Sworn employees hired between September 8, 2012 and January 1, 2013, and
those hired after January 1, 2013, who meet the definition of a “Classic CalPERS Member”
pursuant to the California Public Employees’ Pension Reform Act of 2013 (PEPRA) but have
not been previously employed by the City of Redding will be covered by the three percent (3%)
at age fifty-five (55) local safety retirement benefit formula with the 36 highest paid consecutive
months’s final compensation provision (“Tier 2 Employees”). Tier 2 Employees will be covered
by the following additional benefits provided through CalPERS.
Fourth level of 1959 Survivors’ Benefit Program Survivor Continuance allowance
(Government Code Section 21574);
Credit for unused sick leave;
Fifty percent (50%) ordinary disability benefit; and
Military service credit buy back option.
In accordance with Government Code section 20516, Tier 2 Employees have agreed to cost
shareing of three percent (3%) of the employer contribution resulting in the followinga combined
total employee contributions of twelve percent (12%) of pensionable earnings for Police Sworn
that iswill be paid by the employee through a bi-weekly payroll deduction on a pre-tax basis.
Effective in the pay period beginning June 13, 2021, in accordance with Government Code
section 20516, Tier 2 Employees have agreed to cost shareing of an additional one and a half
percent (1.5%) of the employer contribution for a total additional employee contribution of four
and a half percent (4.5%) resulting in an combined total employee contribution of thirteen and a
half percent (13.5%) of pensionable earnings for Police Sworn that iswill be paid by the
employee through a bi-weekly payroll deduction on a pre-tax basis.
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Effective in the pay period beginning September 5, 2021, in accordance with Government Code
section 20516, Tier 2 Employees have agreed to cost shareing of an additional two percent (2%)
of the employer contribution for a total additional employee contribution of six and a half
percent (6.5%) resulting in an combined total employee contribution of fifteen and a half percent
(15.5%) of pensionable earnings for Police Sworn that iswill be paid by the employee through a
bi-weekly payroll deduction on a pre-tax basis.
Effective in the pay period beginning September 4, 2022, in accordance with Government Code
section 20516, Tier 2 Employees have agreed to cost shareing of an additional two percent (2%)
of the employer contribution for a total additional employee contribution of eight and a half
percent (8.5%) resulting in an combined total employee contribution of seventeen and a half
percent (17.5%) of pensionable earnings for Police Sworn that iswill be paid by the employee
through a bi-weekly payroll deduction on a pre-tax basis.
Effective in the pay period beginning September 28, 2025, in accordance with Government Code
section 20516, Tier 2 Employees have agreed to cost share an additional one point eighty seven
percent (1.87%) of the employer contribution for a total additional employee contribution of ten
point thirty-seven percent (10.37%) resulting in a combined total employee contribution of
nineteen point thirty-seven (19.37%) of pensionable earnings that will be paid by the employee
through a bi-weekly payroll deduction on a pre-tax basis.
Regular Tier 2 employees vested in Tier 2 who leave City employment and subsequently are
rehired will be re-employed with Tier 2 status for CalPERS benefits.
c) Tier 3 “PEPRA” Police Sworn Employees
Pursuant to the California Public Employees’ Pension Reform Act of 2013 (PEPRA), regular
Police Sworn employees hired after January 1, 2013 who do not otherwise meet the definition of
a “Classic CalPERS Member”, will be covered by the 2.7 percent (2.7%) at age fifty-seven (57)
local safety retirement benefit formula with the 36 highest paid consecutive month s’s final
compensation provision as a “New CalPERS Member” (“Tier 3 Employee”). Tier 3 Employees
will be covered by the following additional benefits provided through CalPERS:
Fourth level of 1959 Survivors’ Benefit Program, Survivor Continuance allowance
(Government Code Section 21574);
Credit for unused sick leave;
Fifty percent (50%) ordinary disability benefit; and
Military service credit buy back option.
Also pursuant to PEPRA, Tier 3 Employees will be are responsible for paying an employee
contribution for the retirement benefit of equal to fifty percent (50%) of the total normal cost rate
as established by CalPERS on an annual basis that will be is paid by the employee through a bi-
weekly payroll deduction on a pre-tax basis.
Effective in the pay period beginning June 13, 2021October 1, 2023, Tier 3 Employees are no
longer required to make a 0.25% contribution towards a 401(a) deferred compensation plan for
Police Sworn that will be paid by the employee through a bi-weekly payroll deduction on a pre-
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tax basis. Any contributions made by a Tier 3 Employee prior to October 1, 2023 will remain in
the 401(a) deferred compensation plan and can be handled at the discretion of the Tier 3
Employee. Tier 3 Employees will also be responsible for any administrative costs related to the
401(a) deferred compensation plan. (Based on the CalPERS 50% of normal cost for Tier 3
Employees in fiscal year 2020-2021 and fiscal year 2021-2022 being 13.25%).
Effective in the pay period beginning September 5, 2021, Tier 3 Employees are required to make
a 2.25% contribution towards a 401(a) deferred compensation plan for Police Sworn that will be
paid by the employee through a bi-weekly payroll deduction on a pre-tax basis. (Based on the
CalPERS 50% of normal cost for Tier 3 Employees in fiscal year 2021-2022 being 13.25%).
If the CalPERS 50% of normal cost for Tier 3 Employees in fiscal year 2022-2023 changes from
the existing 13.25%, in the pay period that includes July 1, 2022, Tier 3 Employees are required
to make a contribution in an amount that equals the difference between 15.5% and the Tier 3
50% of normal cost in fiscal year 2022-2023 towards a 401(a) deferred compensation plan for
Police Sworn that will be paid by the employee through a bi-weekly payroll deduction on a pre-
tax basis. If the difference between 15.5 % and the current Tier 3 50% of normal cost is zero or
less than zero, no contribution is required to be made.
Effective in the pay period beginning September 4, 2022, Tier 3 Employees are required to make
a contribution in an amount that equals the difference between 17.5% and the current Tier 3 50%
of normal cost towards a 401(a) deferred compensation plan for Police Sworn that will be paid
by the employee through a bi-weekly payroll deduction on a pre-tax basis. If the difference
between 17.5 % and the current Tier 3 50% of normal cost is zero or less than zero, no
contribution is required to be made.
If the 50% of normal cost for Tier 3 Employees in any subsequent fiscal year changes, in the pay
period that includes July 1 of that new fiscal year, Tier 3 Employees are required to make a
contribution in an amount that equals the difference between 17.5% and the Tier 3 50% of
normal cost in that fiscal year towards a 401(a) deferred compensation plan for Police Sworn that
will be paid by the employee through a bi-weekly payroll deduction on a pre-tax basis. If the
difference between 17.5 % and the current Tier 3 50% of normal cost is zero or less than zero, no
contribution is required to be made.
Tier 3 Employees will also be responsible for any administrative costs related to the 401(a)
deferred compensation plan.
(d) Police Recruit “Classic” Employees
Regular Police Recruit employees hired prior to January 1, 2013, and those hired after January
1, 2013, considered to be “Classic CalPERS Members” will be covered under the two percent
(2.0%) at age fifty-five (55) retirement benefit formula with the 12 highest paid consecutive
month’s final compensation provision.
In accordance with Government Code section 20516, Police Recruit “Classic” Employees have
agreed to cost sharing resulting in an employee contribution of eight percent (8%) that will be
paid by the employee through a bi-weekly payroll deduction on a pre-tax basis.
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(e) Police Recruit “PEPRA” Employees
Pursuant to the California Public Employees’ Pension Reform Act of 2013 (“PEPRA”), regular
Police Recruit employees hired after January 1, 2013 who do not otherwise meet the definition
of a “Classic CalPERS Member”, will be covered by the two percent (2.0%) at age sixty-two
(62) retirement benefit formula with the 36 highest paid consecutive month’s final compensation
provision as a “New CalPERS Member”.
Also pursuant to PEPRA, Tier 3 Employees will be responsible for paying an employee
contribution for the retirement benefit of fifty percent (50%) of the total normal cost rate as
established by CalPERS on an annual basis that will be paid by the employee through a bi-
weekly payroll deduction on a pre-tax basis.
21.2 Full-Time Temporary Employees
Full-Time Temporary employees not included within Section 21.1 (a), (b), or (c) above shall be
covered by the PARS – 457 Plan. Participating employees will pay half of the contribution or
3.75 percent (3.75%) for the benefit through a bi-weekly payroll deduction on a pre-tax basis.
The City will pay the remainder of the contribution or 3.75 percent (3.75).
ARTICLE 22: EMPLOYEE GROUP HEALTH AND WELFARE BENEFIT PROGRAM
22.1 Group Health and Welfare Insurance Coverage: All Regular employees are
eligible to participate in a group health and welfare insurance benefit program, which includes the
medical, prescription, dental, vision, life and long term disability insurance plans, effective the first
day of employment. The City shall pay the cost of the program for both employee and dependents
as indicated below.
(A) Life Insurance: Twice annual salary for employee, $3,000 for employee’s
dependents. More specific benefit information is provided in the carrier’s booklet. The City will
pay the full cost of the premiums.
(B) The City will offer two health plans, a “Base Plan” and an optional “Premium Plan”.
All eligible employees will be enrolled in the “Base Plan” and will have the option on a voluntary
basis to enroll in the “Premium Plan” initially, and during the open enrollment period for each
subsequent calendar year. Eligible employees that fail to complete the annual open enrollment will
automatically be placed in the group health insurance plan they were enrolled in the previous year.
Changes will be effective at the beginning of the following calendar year. The City’s contribution
toward the monthly group health and welfare insurance composite premium rate shall be ninety
eighty-five percent (9085%) and the employee will begin payingpay ten fifteen percent (1015%) of
the “Base Plan” rate through a bi-weekly payroll deduction. Employees electing to enroll in the
“Premium Plan” will be responsible for premiums beyond the City’s contribution of the “Base
Plan” composite rate. The employee co-share of premium will be recalculated every January 1 st to
coincide with the renewal of the City’s Group Health Insurance Plan. The City established a
Section 125 Plan effective July 1, 2006, to redirect the portion of the employee’s salary to pay, on a
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pre-tax basis, the employee’s contribution toward the medical, prescription, dental and vision
insurance composite premium rate.
Effective December 26, 2021Calendar Year 2025, all employees participating in the
Group Health and Welfare Insurance Plan will pay fifteen twenty percent (1520%) co-share of
premium. The City’s contribution toward the monthly group health and welfare insurance
composite premium rate for the “Base Plan” shall be eighty percent 8580%. Employees electing
to enroll in the “Buy Up Plan” will be responsible for premiums beyond the City’s contribution of
8580% of the “Base Plan” composite rate.
Effective in January 2022, aAll active employees will also be able to select an optional
high deductible plan (medical and prescription only) as an additional lower cost option for group
health. The City will contribute a flat rate monthly amount, limited to the amount of the City’s
contribution toward the “Base Plan” for the high deductible plan. Retirees are not eligible for the
high deductible plan.
For specifics regarding the City’s Group Health and Welfare Benefit “Premium Plan”,
refer to the Benefit Summary Plan Description. Specific benefit details of the “Base Plan” will
be provided to employees during the annual open enrollment period.
In an effort to minimize the impact of annual composite premium increases/decreases
for the employee, the rate change will be limited to a maximum of twelve and one-half percent (12
½%) of the “Base Plan” per year (or the actual percent increase in actual costs from the previous
calendar year, whichever is lower).
In the event the composite premium rate change for the “Base Plan” is less than
12½%, the employee’s percent of the rate shall be the actual percent change unless costs from
the year before need to be made up. The Association and the City agree that costs not made up
prior to the end of this Agreement shall be subject to meet and confer in the successive
Agreement. The City reserves the right to modify the group insurance composite rate structure
to establish classes of coverage and rates in an effort to create a rate structure more compatible to
employee claims experience. The City and Union agree to meet and confer prior to any changes
being made to the group insurance composite rate structure.
Employees with spousal coverage will be allowed to “opt out” of the City’s group health
and welfare insurance coverage (cease paying their share of the premium). January 1, 2012,
Employees “opting out” of the City’s group health benefits must provide proof of alternative health
care coverage on an annual basis during the open enrollment period.
The City and the Association recognize that it is the on-going plan of the City that all
bargaining units will have the same group insurance benefits.
(C) Prescription Benefit: Employee co-payments as shown in the following table:
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Retail
(34 days’ supply)
Co-Pays Effective
4/20/2016
Generic $10.00
Brand $50.00
No Generic Available $20.00
Mail (90 days’ supply)
Generic $20.00
Brand $100.00
No Generic Available $40.00
Note: Maintenance medications (i.e. a medication taken longer than 60 days) that are filled at the
retail co-pay amount more than twice will be filled at the mail order co-pay amount.
The cost of the Prescription benefit program is outlined under “Health Benefits” above.
(D) Dental Benefits: No deductible and 100% of U.C.R. (90th percentile) for prevention;
no deductible and 50% up to $2,000 per lifetime per person for orthodontia; $25 deductible and
80% of U.C.R. up to $2,000 per person per year for all other eligible charges. The premium cost of
the Dental benefit program is outlined under “Health Benefits” above. For specifics regarding the
City’s Dental Plan, refer to the Benefit Summary Plan Description.
(E) Long Term Disability: The City has agreed to pay an equivalent monthly premium
amount to the Police Association to purchase a long-term disability policy. The Association will
provide a copy of the LTD policy billing to the City on an annual basis, and the City will pay the
monthly amount equal to the premium the City would pay if Association members participated in
the City’s long-term disability program for all other eligible employees or the actual amount of the
billing, whichever is the lesser amount. Subject to the approval of the City’s current carrier for this
benefit, the Association may elect to be covered by the City’s plan.
(F) Vision Benefits: $25 deductible plan, an examination every twelve (12) months,
lenses every twenty-four (24) months, and frames every twenty-four (24) months. The premium
cost of the Vision benefit program is outlined under “Health Benefits” above. For specifics
regarding the City’s Vision Plan, refer to the Benefit Summary Plan Description.
Effective September 1, 2011, health benefits not provided by Blue Shield will no longer be
offered.
22.2 “All active employees hired prior to June 26, 2011, who retire from the City and
are eligible for CalPERS benefits upon separation of service shall be eligible for the City to pay a
fifty percent (50%) proportionate share of costs of the insurance premium should the retiring
employee elect to participate in the group health, dental and vision plan also made available to
active employees. To initially qualify for the benefit, the employee must go directly from active
status to retiree status with CalPERS. To maintain a qualified status and to continue to receive
the benefit, the retired employee must continue the group medical insurance during retirement
without a break in coverage. Payments by the City will be discontinued upon termination of
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group medical insurance coverage by the City retiree or loss of qualified status by the retiree.
Following the death of a retiree, the surviving spouse, if any, may continue the insurance and the
City will continue the benefit on the same terms and conditions for the life of the surviving
spouse. The City will not contribute payments on behalf of any retiree hired prior to June 26,
2011, except as set forth above.
All active employees hired after June 26, 2011, who retire from the City with five (5) or more
years of City service (and eligible for CalPERS benefits upon separation of service) shall be
eligible for the City to pay a proportionate share of costs of the “Base Plan” insurance premium
should the retiring employee elect to participate in any group health, dental and vision plan also
made available to active employees. To initially qualify for the benefit, the employee must go
directly from active status to retiree status with CalPERS. To maintain a qualified status, and to
continue to receive the benefit, the retired employee must continue the group medical insurance
during retirement without a break in coverage and the retired employee and their covered
spouses who reach Medicare A/B eligibility age, must enroll in Medicare. For those retirees who
qualify, the City shall pay a proportionate share of the cost of the “Base Plan” insurance
premiums in accordance with the following formula: 2% for every year of active service with the
City of Redding up to a maximum of 50%. Payments by the City will be discontinued upon
termination of group medical insurance coverage by the City retiree or loss of qualified status by
the retiree. Following the death of a retiree, the surviving spouse, if any, may continue the
insurance and the City will continue the benefit on the same terms and conditions for the life of
the surviving spouse. The City will not contribute payments on behalf of any retiree except as
set forth above. (Employees who retired prior to July 1, 1998, are eligible for health coverage
only.)
Retiring employees who were hired or worked under a different Memorandum of Understanding
(MOU) or City Resolution shall be vested with the greatest retiree premium co-share formula in
effect and for which that employee qualified for during his or her term of employment.
22.3 The City and the Association agree to allow the Association to the Peace Officers
Research Association of California (PORAC) Retiree Medical Reimbursement Trust at the
employees’ expense. The bargaining unit will have the right to increase the deduction for the trust
and/or establish a leave separation contribution during the term of the contract, subject to IRS rules.
The purpose of the Trust will be to assist with medical premiums and expenses not covered by the
City’s Health and Welfare Benefit program.
22.4 Regular employees are eligible to participate in the City’s Deferred
Compensation Plan through voluntary payroll deductions from the employee’s pay.
22.5 A release time bank is established. Association members may voluntarily donate
earned leave time, with the exception of sick leave, to the time bank for use by Association officials
while conducting Association business. Donated time will be deducted from the employee’s earned
leave.
22.6 The City and the Association agree to meet and discuss during the term of this
Agreement the recommendations of the Health Insurance Task Force.
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22.7 The City will deduct 1% of gross taxable earnings, per pay period, pre-tax, from
each members’ compensation and transmit the funds to the VantageCare Retirement Health Saving
Plan (RHS). In addition, any eligible sick leave pay out made upon retirement of RPOA members
will be contributed to the VantageCare RHS per Section 15.5.
22.8 The City and the Union agree to reopen negotiations if any changes to the
Affordable Care Act affect matters within the scope of representation.
ARTICLE 23: DISCIPLINARY APPEAL PROCEDURE
23.1 An employee may appeal a disciplinary action involving discharge, demotion,
suspension, or loss of pay pursuant to the following disciplinary appeal procedure. Probationary
employees shall not be entitled to invoke this disciplinary appeal procedure. Whenever the term
work day or working day is used in this article, it shall mean any day that City Hall is open to the
public.
23.2 Upon an employee’s receipt of the Notice of Proposed Disciplinary Action, the
employee will have 10 working days to request a predisciplinary meeting with the Chief of Police or
to request the ability to provide a written response to the proposed discipline. An employee’s
failure to request a predisciplinary meeting or written response to the proposed discipline within this
timeframe will waive the right to provide a predisciplinary response. Following any applicable
predisciplinary meeting/written response, or where no response is provided, the Chief of Police will
review the proposed disciplinary action and decide to sustain, modify, or reject the recommendation
and will notify the employee of the decision and issue any applicable Notice of Disciplinary Action.
23.3 If the Notice of Disciplinary Action issued by the Chief of Police in Section 23.1
above continues to involve a disciplinary action subject to appeal pursuant to the Article, the
employee has 10 working days to request an appeal of the disciplinary action proceed to arbitration.
The arbitration of the disciplinary will be handled as follows:
(a) An Arbitrator shall be chosen by mutual agreement of the City and employee. In the
event that City and the employee or their representative are unable to agree on the
selection of an Arbitrator, within 5 working days of the City’s receipt of a request by the
employee to appeal the disciplinary action, the City will solicit a list of seven (7)
arbitrators from the California State Mediation and Conciliation Service (SMCS). A
copy of such list shall be provided to the employee’s representative. The parties agree to
act expeditiously in the selection of an arbitrator. If the employee and the City fail to
reach mutual agreement on the selection of an arbitrator based on the SMCS list, each
party’s representative shall meet and alternately strike a name from the SMCS list of
arbitrators. The first party to strike a name shall be determined by lot. The costs of
arbitration shall be borne equally by the City and the employee, except in cases where
the employee is not represented by the Association or any affiliated legal defense entity
and would otherwise be directly responsible for such costs. In such cases, the City shall
bear the costs of arbitration. The City and the employee shall pay the compensation and
expenses for their respective witnesses. At the employee’s request, the City shall release
employees from duty to participate in arbitration proceedings.
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(b) The Arbitrator shall hold such hearings and shall consider such evidence as to the
Arbitrator appears necessary and proper. The decision of the Arbitrator shall be final
and binding on City and the employee, provided that such decision does not in any way
add to, disregard or modify any of the provisions of City policies, resolutions or
ordinances.
23.4 Failure by the employee to meet any of the aforementioned time limits as set forth
in above will result in forfeiture and waiver of the disciplinary appeal. Except, however, that the
aforementioned time limits may be extended by mutual agreement. Any disciplinary appeals
waived by forfeiture shall not bind either party to an interpretation of City policies, practices,
resolutions or ordinances, nor shall such waiver be cited by either party as evidence in the
settlement of subsequent disciplinary appeals.
ARTICLE 2324: TERM
2324.1 This Memorandum of Understanding, having taken effect as of July 1, 1974, and
having thereafter been amended, shall continue in full force and effect until the thirtieth day of
September, 20232026, and thereafter from year to year unless written notice of change or
termination shall be given by either party ninety (90) days prior to the expiration date above or the
expiration date of any year thereafter, except, however, this Memorandum of Understanding shall
only become effective with approval of the City Council of the City of Redding.
2324.2 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.
2324.3 Any provision of this Memorandum of Understanding which may be 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 the Memorandum of
Understanding, however, shall remain in full force and effect.
ARTICLE 2425: ENTIRE AGREEMENT
2425.1 Except as specifically provided in Article 22 23 (Term), during the term of this
Memorandum of Understanding the parties expressly waive and relinquish the right to meet and
confer on wages, hours of employment, and terms and conditions of employment, and agree that
neither party shall be obligated to meet and negotiate with respect to any subject or matter whether
referred to or covered in this Memorandum of Understanding or not, even though such subject or
matters may not have been within the knowledge or contemplation of either or both the City or the
Association at the time they met and negotiated on and executed this Memorandum of
Understanding, and even though such subjects or matters were proposed and later withdrawn. Both
parties acknowledge that such waiver and relinquishment as set forth above carries with it the
commensurate prohibition for either party to effect a unilateral change in an employment condition
falling within the scope of negotiations under Government Code Section 3500 et. seq.
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IN WITNESS WHEREOF, the parties have executed these Amendments to the Memorandum of
Understanding to be effective March 3, 2021October 1, 2023.
s/Barry Tippin s/Eddie McGinnis
Barry Tippin Eddie McGinnis
City Manager President, RPOA
s/Gage Dungy s/Tim Talbot
Gage Dungy Tim Talbot
Negotiator Negotiator
s/Kari Kibler s/Josh Tracy
Kari Kibler Josh Tracy
Personnel Director Negotiator
s/Kelley Martinez s/Jeremiah Kasinger
Kelley Martinez Jeremiah Kasinger
Personnel Manager Negotiator
s/Curtis Stenderup
Curtis Stenderup
Negotiator
s/Trevor Kuyper
Trevor Kuyper
Negotiator
PEACE OFFICERS ASSOCIATION OF REDDING
EXHIBIT "A-0"
Effective: September 4, 2022
Step 9
Step - Hourly Pay Rate Monthly
J/C Classification 1 2 3 4 5 6 7 8 9 Equivalent
659 Canine Officer**$18.80
680 Police Recruit $31.39
660 Police Officer $36.77 $38.61 $40.54 $42.57 $44.69 $46.93 $49.28 $51.74 $54.33 $9,416
670 Park Ranger $42.56 $44.69 $46.93 $49.27 $51.74 $54.32 $57.04 $9,887
626 Crisis Intervention Response Team Officer*$57.09 $9,895
625 Police Detective*$57.09 $9,895
628 School Resource Officer*$49.32 $51.78 $54.37 $57.09 $9,895
629 Police Corporal $58.37 $10,118
*Positions subject to temporary upgrade or temporary reclassification only, and appointments or
assignments may be terminated.
**Classification for canine care and maintenance only.
For those assignments of ARMOR, SWAT, Certified Instructors, and ID Technicians, 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.
Note:Pay rates are calculated utilizing a standardized formula and small differences may occur due to rounding.
PEACE OFFICERS ASSOCIATION OF REDDING
EXHIBIT "A-1"
Effective: October 1, 2023
Step 9
Step - Hourly Pay Rate Monthly
J/C Classification 1 2 3 4 5 6 7 8 9 Equivalent
659 Canine Care & Maintenance Officer** $19.55
680 Police Recruit $32.65
660 Police Officer $38.25 $40.15 $42.16 $44.27 $46.48 $48.81 $51.25 $53.81 $56.50 $9,793
636 Traffic (Motor) Officer $44.27 $46.48 $48.80 $51.24 $53.81 $56.50 $59.32 $10,282
633 Neighborhood Police Unit (NPU) Officer $44.27 $46.48 $48.80 $51.24 $53.81 $56.50 $59.32 $10,282
639 Bike Team Officer $44.27 $46.48 $48.80 $51.24 $53.81 $56.50 $59.32 $10,282
670 Park Ranger $44.27 $46.48 $48.80 $51.24 $53.81 $56.50 $59.32 $10,282
626 Crisis Intervention Response Team Officer*$59.37 $10,291
625 Police Detective*$59.37 $10,291
628 School Resource Officer*$51.29 $53.85 $56.54 $59.37 $10,291
629 Police Corporal $60.71 $10,523
*Positions subject to temporary upgrade or temporary reclassification only, and appointments or
assignments may be terminated.
**Classification for canine care and maintenance only.
For those assignments of ARMOR, SWAT, Certified Instructors, and ID Technicians, 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.
Note:Pay rates are calculated utilizing a standardized formula and small differences may occur due to rounding.
PEACE OFFICERS ASSOCIATION OF REDDING
EXHIBIT "A-2"
Effective: September 29, 2024
Step 9
Step - Hourly Pay Rate Monthly
J/C Classification 1 2 3 4 5 6 7 8 9 Equivalent
659 Canine Care & Maintenance $19.94
680 Police Recruit $33.30
660 Police Officer $39.01 $40.96 $43.00 $45.15 $47.41 $49.78 $52.27 $54.88 $57.63 $9,989
636 Traffic (Motor) Officer $45.15 $47.41 $49.78 $52.27 $54.88 $57.63 $60.51 $10,488
633 Neighborhood Police Unit (NPU) Officer $45.15 $47.41 $49.78 $52.27 $54.88 $57.63 $60.51 $10,488
639 Bike Team Officer $45.15 $47.41 $49.78 $52.27 $54.88 $57.63 $60.51 $10,488
670 Park Ranger $45.15 $47.41 $49.78 $52.27 $54.88 $57.63 $60.51 $10,488
626 Crisis Intervention Response Team Officer*$60.56 $10,497
625 Police Detective*$60.56 $10,497
628 School Resource Officer*$52.31 $54.93 $57.68 $60.56 $10,497
629 Police Corporal $61.92 $10,734
*Positions subject to temporary upgrade or temporary reclassification only, and appointments or
assignments may be terminated.
For those assignments of ARMOR, SWAT, Certified Instructors, and ID Technicians, 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.
Note:Pay rates are calculated utilizing a standardized formula and small differences may occur due to rounding.
PEACE OFFICERS ASSOCIATION OF REDDING
EXHIBIT "A-3"
Effective: September 28, 2025
Step 9
Step - Hourly Pay Rate Monthly
J/C Classification 1 2 3 4 5 6 7 8 9 Equivalent
659 Canine Care & Maintenance $20.34
680 Police Recruit $33.97
660 Police Officer $39.79 $41.77 $43.86 $46.06 $48.36 $50.78 $53.32 $55.98 $58.78 $10,189
636 Traffic (Motor) Officer $46.06 $48.36 $50.78 $53.31 $55.98 $58.78 $61.72 $10,698
633 Neighborhood Police Unit (NPU) Officer $46.06 $48.36 $50.78 $53.31 $55.98 $58.78 $61.72 $10,698
639 Bike Team Officer $46.06 $48.36 $50.78 $53.31 $55.98 $58.78 $61.72 $10,698
670 Park Ranger $46.06 $48.36 $50.78 $53.31 $55.98 $58.78 $61.72 $10,698
626 Crisis Intervention Response Team Officer*$61.77 $10,707
625 Police Detective*$61.77 $10,707
628 School Resource Officer*$53.36 $56.03 $58.83 $61.77 $10,707
629 Police Corporal $63.16 $10,948
*Positions subject to temporary upgrade or temporary reclassification only, and appointments or
assignments may be terminated.
For those assignments of ARMOR, SWAT, Certified Instructors, and ID Technicians, 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.
Note:Pay rates are calculated utilizing a standardized formula and small differences may occur due to rounding.
EXHIBIT “B”
JOB DEFINITIONS
Police Recruit
Under direction, to attend a Peace Officer Standards and Training (P.O.S.T.) certified Police
recruit academy; upon graduation from the academy will be sworn in as a full -duty Police
Officer; and to do related work as required.
Police Officer
An employee who is engaged in performing all classes of law enforcement work. Duties include,
but are not limited to, traffic law enforcement, regulation enforcement, crime prevention and
crime investigation from complaint to final solution of cases within assigned area. In keeping
with the concept of career development, as an officer progresses through the various steps the
employee may be assigned increasingly more complex and varied duties in all fields of law
enforcement work. The employee’s background of training and experience shall be such as to
qualify the employee to perform the duties with skill, efficiency, tact and diplomacy.
Corporal
Supervises employees who perform all classes of law enforcement work. Duties include, but are
not limited to, planning work, coordinating field activity, counseling, and training of personnel.
The employee shall have the personal qualifications of leadership and supervisory ability,
knowledge of laws and court procedures, and be familiar with the City’s accounting procedures,
policies, rules, and regulations.
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EXHIBIT “C”
REDDING POLICE DEPARTMENT
POLICE OFFICER PERFORMANCE EVALUATION INSTRUCTIONS
INTRODUCTION
The police officer performance package has been designed to establish clear expectations of work
performance. The philosophy behind its development centers around the principle that all employees
want to do a good job, but need to know what is expected of them to do so. With that goal in mind,
performance standards have been drafted describing what is expected of the Redding Police
Department’s Police Officers.
PERFORMANCE STANDARDS
A set of standards has been drafted defining the responsibilities of the police officer. The performance
standards have been drafted as specifically as possible, but obviously not so specific that they can only
apply to one assignment. Regardless of a specific division, assignment, or job title, certain
performance standards are expected to be maintained no matter what the assignment. The
performance standards are intended to clearly define these expectations and form the basis from which
police officers’ performance will be evaluated.
PERFORMANCE EVALUATION
The goal of the annual performance evaluation is to document past performance, provide direction for
future performance, and increase communication between employees and supervisors.
The evaluation form used to rate a police officer’s performance has been designed to reflect each of the
performance standard categories. In each category, a police officer can be rated “Outstanding,”
“Exceeds Standards,” “Meets Standards,” “Below Standard” or “Unsatisfactory,” as the case may be. A
checkbox in the rating which most closely represents an officer’s performance in each performance
category shall be made.
At the top of the first page of the evaluation form, it is important to complete the identifying information
requested.
Examples of performance incidents justifying ratings in each rating category, as well as the overall
rating, shall be listed in the comments’ section of the evaluation form.
COMPENSATION
Police officers of this department are paid within a salary range. Upon initial appointment, an employee
is normally paid the lowest wage rate for that classification. Those police officers who receive
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evaluations indicating they are rated overall “Meets Standards”, or “Exceeds Standards, or
“Outstanding”
will be advanced to the next scheduled salary step.
Any police officer who is rated as overall “Unsatisfactory” or Below Standards” may be denied a salary
step increase and/or disciplined as outlined under the City of Redding Discipline Policy.
STANDARD PERFORMANCE POLICY
Substandard performance hurts the organization by forcing other police officers to carry a greater
portion of the day-to-day workload. For these reasons, every attempt will be made to encourage all
police officers to perform at a level where all standards are being met and/or exceeded. To this end,
two clauses have been added to the evaluation package and apply to all performance standards.
A. CLAUSE #1:
1. If an officer is not meeting the expectations in any single performance element, the
supervisor will meet with the officer, through a counseling session, and clarify how the
officer is perceived not to be meeting the standard.
2. There will be no employees “surprised” with a substandard rating. Written notice shall
have occurred with the police officer, describing the deficiency and providing time for
correction.
3. If the officer’s “Below Standards” work is critical enough that the officer’s overall rating
might be adversely affected, the supervisor will meet with the officer and prepare a
Performance Improvement Plan to correct the deficiency. The plan will be in writing.
4. If the officer successfully implements the plan to correct performance, the officer will be
rated as satisfactory in this element; if not, the officer will get an unsatisfactory rating in
that element.
B. CLAUSE #2:
1. If the plan referenced above becomes unattainable, the officer should initiate contact
with the supervisor to renegotiate.
SUPERVISOR RESPONSIBILITY
A. Fair and accurate evaluations
B. Review all aspects of performance
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C. Provide honest feedback and suggestions for improvement
D. Utilize evaluation process to improve communication
E. Provide goals and objectives for the employee’s career development
USE OF PERFORMANCE PROFILES
A. When considering the overall rating, all aspects of an officer’s performance shall be
considered, including field enforcement and productivity, quality, reports, internal and
external relations, safety, work habits and professional appearance, equipment use, and
maintenance.
B. Performance profiles are one valid means, among others, of determining officer
performance provided that the number of arrests made and/or the number of citations
issued by an officer may not be used as the sole criteria for promotion, demotion,
dismissal, including discipline or reduction in pay, the earning of any benefit provided by
the police department, or for the receipt of an overall “Below Standards” rating on any
annual performance evaluation, except as outlined under paragraph “D.” .
C. When evaluating an officer’s overall performance, performance profiles shall only be
used when all other applicable factors are also considered, including attendance,
punctuality, work safety, complaints by citizens, commendations, demeanor, formal
training, and professional judgement.
CD. When considering the rating in the “Level of Field Enforcement Activity” element, all
aspects of an officer’s field enforcement activity shall be considered, including total
incidents, total cases, total arrests, total citations, and total FIs.
D. For purposes of the overall evaluation, an officer who is consistently (half or more than
half of the qualifying months) below 50 percent of the calculated shift average in arrests
or citations may receive an overall “Below Standards” rating.
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1. A “qualifying month” is any month in which the officer works 100 hours
converted to 10 or more full work shifts (days) while being primarily
assigned to Field Enforcement.
2. The average number of arrests or citations per work shift will be calculated
without considering the highest or the lowest number of arrests or
citations respectively issued by any officer on that same work shift.
3. Officers who, in addition to their normal duties, have special assignments,
are expected to maintain a “Meets Standards” or “Exceeds Standards”
rating in field enforcement activity level.
4. Officers who work less than 100 hours in a month will still have their
workload considered as part of their level of field enforcement activity for
the year.
E. When evaluating an officer’s overall performance, performance profiles shall only
be used when all other applicable factors are also considered, including
attendance, punctuality, work safety, complaints by citizens, commendations,
demeanor, formal training, and professional judgement. Officers who, in addition to
their normal duties, have special assignments, are expected to maintain a “Meets
Standards”, “Exceeds Standards”, or “Outstanding” rating in field enforcement activity
level.
F. Performance profiles will be published by the 25th day of the following month to individual
officers to make each officer aware of his/her field enforcement activity level.
G. Implementation of these expectations shall not result in the establishment of any quota
of arrests made and/or citations issued or any other policy requiring a minimum number
of arrests made and/or citations issued for any given period of time.
EVALUATION REVIEW
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 satisfactory), the employee has the right
to have the City Manager review the Performance Evaluation. The employee shall have the
5
right to have an Association Representative present. The City Manager's review and decision
relating to the Performance Evaluation will be final. Such appeal to the City Manager must be
made within 30 days of the date the employee receives the Performance Evaluation.
6
REDDING POLICE DEPARTMENT
CORPORAL PERFORMANCE EVALUATION INSTRUCTIONS
INTRODUCTION
The corporal performance package has been designed to establish clear expectations of work
performance. The philosophy behind its development centers around the principle that all
employees want to do a good job, but need to know what is expected of them to do so. With
that goal in mind, performance standards have been drafted describing what is expected of the
Redding Police Department’s Corporals.
PERFORMANCE STANDARDS
A set of standards has been drafted defining the responsibilities of the corporal. The
performance standards have been drafted as specifically as possible, but obviously not so
specific that they can only apply to one assignment. Regardless of a specific division,
assignment, or job title, certain performance standards are expected to be maintained no matter
what the assignment. The performance standards are intended to clearly define these
expectations and form the basis from which corporals’ performance will be evaluated.
PERFORMANCE EVALUATION
The goal of the annual performance evaluation is to document past performance, provide
direction for future performance, and increase communication between employees and
supervisors.
The evaluation form used to rate a police officer’s performance has been designed to reflect
each of the performance standard categories. In each category, a police officercorporal can be
rated “Outstanding,” “Exceeds Standards,” “Meets Standards,” “3 - Below Standard” or
“Unsatisfactory,” as the case may be. A checkbox in the rating which most closely represents
an officer’s performance in each performance category shall be made.
At the top of the first page of the evaluation form, it is important to complete the identifying
information requested.
7
Examples of performance incidents justifying ratings in each rating category, as well as the
overall rating, shall be listed in the comments’ section of the evaluation form.
STANDARD PERFORMANCE POLICY
Substandard performance hurts the organization by forcing other corporals to carry a greater
portion of the day-to-day workload. For these reasons, every attempt will be made to
encourage all corporals to perform at a level where all standards are being met and/or
exceeded. To this end, two clauses have been added to the evaluation package and apply to
all performance standards.
A. CLAUSE #1:
1. If the corporal is not meeting the expectations in any single performance element, the
supervisor will meet with the corporal, through a counseling session, and clarify how the
corporal is being perceived not to be meeting the standard.
2. There will be no employees “surprised” with a substandard rating. Written notice shall
have occurred with the corporal, describing the deficiency and providing time for
correction.
3. If the corporal’s “Below Standards” work is critical enough that the corporal’s overall
rating might be adversely affected, the supervisor will meet with the corporal and
prepare a Performance Improvement Plan to correct the deficiency. The plan will be in
writing.
4. If the corporal successfully implements the plan to correct performance, the corporal
will be rated as satisfactory in this element; if not, the corporal will get an unsatisfactory
rating in that element.
B. CLAUSE #2:
1. If the plan referenced above becomes unattainable, initiate contact with the supervisor to
renegotiate.
SUPERVISOR RESPONSIBILITY
8
A. Fair and accurate evaluations
B. Review all aspects of performance
C. Provide honest feedback and suggestions for improvement
D. Utilize evaluation process to improve communication\
E. Provide goals and objectives for the employee’s career development
EVALUATION REVIEW
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 satisfactory), the employee has the right
to have the City Manager review the Performance Evaluation. The employee shall have the
right to have an Association Representative present. The City Manager's review and decision
relating to the Performance Evaluation will be final. Such appeal to the City Manager must be
made within 30 days of the date the employee receives the Performance Evaluation.
1
8412863.1 CE060-001
EXHIBIT “D”
CITY OF REDDING
REIMBURSEMENTAGREEMENT
(Police Recruit)
This employment agreement (“Agreement”) is made, entered into by and between the
City of Redding (“City”) and ____________ (“Recruit”) (collectively referred to as the
“Parties”) as of the ___ day of _____, _____, in the City of Redding, County of Shasta,
California.
RECITALS
WHEREAS, the Recruit wishes to become employed as a Police Officer with the City;
and
WHEREAS, the City wishes to employ Recruit in the classification of Police Recruit so
Recruit may eventually be employed as a Police Officer with the City;
WHEREAS, the Recruit must obtain the necessary education and/or training necessary to
qualify as a police officer;
WHEREAS, the City is willing to financially contribute to the education and training of
the Recruit;
WHEREAS, the Recruit will receive great and lasting benefit from the education and
training;
WHEREAS, the City will incur significant expense in financing the Recruit’s education
and training; and
WHEREAS, in consideration of the City paying for the Recruit’s Peace Officer Standards
and Training (“P.O.S.T.”) Academy education and training, if the City offers the Recruit a Police
Officer Position and the Recruit accepts, the Recruit agrees to work for the City for at least
twenty-four (24) months (subject to the City initiated separation of the Recruit from
employment), and if the Recruit does not remain employed for this period, the Recruit agrees to
pay the City damages as set forth herein.
NOW THEREFORE, IN CONSIDERATION OF THE MUTUAL COVENANTS AND
AGREEMENTS HEREIN CONTAINED, THE PARTIES HERETO AGREE AS FOLLOWS:
SECTION 1: The City and the Recruit agree that the recitals contained hereinabove are
true and correct.
SECTION 2: The City agrees to pay for the Recruit’s P.O.S.T. Academy costs and
expenses not to exceed ___________.
2
SECTION 3: The Recruit agrees to enroll in classes at the P.O.S.T. Academy beginning
on _______________, and attend such classes until completion of the requirements to be eligible
for employment as a police officer. If the Recruit voluntarily withdraws from the P.O.S.T.
Academy training, the Recruit agrees to reimburse the City for all P.O.S.T. Academy costs and
expenses incurred up to the point of withdrawal.
SECTION 4: The Recruit agrees that their failure to successfully complete the P.O.S.T.
Academy will result in no offer of employment as a Police Officer by the City.
SECTION 5: The Recruit agrees that this Agreement does not create a property right in
employment in the position of Police Officer in the Police Department of the City. The Recruit
agrees that the City may at any time reassign, discipline or separate the Recruit with or without
cause.
SECTION 6: The Recruit understands that this Agreement does not grant any special
rights or benefits from the City and does not require the City to offer a position as a Police
Officer. The Recruit further understands that if offered employment in the position of Police
Officer by the City, this Agreement does not alter or affect any other terms or conditions of
employment with the City.
SECTION 7: The Recruit understands that upon successful completion of the P.O.S.T.
Academy and field training as determined by the City, and upon meeting all other criteria needed
to receive proper certification to become a police officer, the City may offer the Recruit the
position of Police Officer in the Police Department of the City. If an offer is made by the City
and accepted by the Recruit, the Recruit agrees to remain employed with the City (absent release
from probation or other City-initiated separation from employment) for at least twenty-four (24)
months commencing upon the Recruit being first employed as a sworn City Police Officer. Any
absence from work due to illness, non-duty related injury, or other cause for a period greater than
two weeks shall be excluded from the twenty-four months period of service referenced above. If
the Recruit does not remain so employed (but for a probationary or other City-initiated
separation), the Recruit agrees to pay the City damages as set forth in Section 8. This
reimbursement shall not include the wages paid and received by the Recruit as Police Recruit.
SECTION 8: Upon failure by the Recruit to maintain employment for at least twenty-
four (24) months as set forth above, the Recruit shall pay to the City a sum equivalent to $_____
per month for each month less than the twenty-four (24) months worked as a Police Officer to
compensate the City for costs and expenses incurred related to his/her P.O.S.T. Academy
education and training. (Said damages shall not accrue where the failure to remain employed is
the result of probationary or other City-initiated separation.) The Parties agree that it is
impossible to ascertain the entire or exact cost, damage, or injury which the City may sustain by
reason of the breach, and such sum is agreed on as compensation for the injury suffered by the
City, and not as a penalty.
SECTION 9: The Recruit agrees that without the necessity of a judgment being
rendered against him/her, the total amount of the agreed upon damages described in Section 8
shall be deducted from what would otherwise have been the City’s final cash distribution to the
3
Recruit (i.e., salary, accrued vacation and/or other earned benefits). In the event that said
distribution is inadequate to fully compensate the City as required herein, the remaining damages
shall be remitted by the Recruit to the City within 30 calendar days of leaving employment.
SECTION 10: The Recruit acknowledges that his/her execution of this Agreement,
although voluntary, is a necessary prerequisite to employment with the City in the classification
of Police Recruit, and failure to sign the Agreement will disqualify the Recruit from employment
in this classification.
SECTION 11: This Agreement constitutes the complete understanding between or
among Employee on the one hand, and the Port and any other Released Party on the other hand,
and supersedes any and all prior agreements, promises, representations, or inducements, no
matter their form, concerning the subject matter of this Agreement. The parties desire that this
Agreement represents a single integrated contract expressing the entire agreement of the parties
with respect to matters set forth herein. No promises, agreements, or modifications to this
Agreement made subsequent to the execution of this Agreement by these parties shall be binding
unless reduced to writing and signed by authorized representatives of these parties. The parties
to this Agreement represent that this Agreement may be used as evidence in any subsequent
proceeding in which any of the parties alleges a breach of this Agreement or seeks to enforce its
terms, provisions or obligations.
SECTION 12: Should any of the provisions or terms of this Agreement be determined
illegal, invalid, or unenforceable by any court or governmental agency of competent jurisdiction,
the validity of the remaining parts, terms, or provisions, shall not be affected thereby and said
illegal, invalid, or unenforceable part, term, or provision shall be deemed not to be a part of this
Agreement.
IN WITNESS to the agreement of both parties, the Parties have affixed their signatures
below. This Agreement shall become effective the day the Parties execute the agreement. This
agreement may be executed in counter-parts, and a copy of this agreement may have the same
force and effect as the original.
RECRUIT
_________________________________________ ________________________
[insert name] Date
CITY OF REDDING
_________________________________________ ________________________
[insert name], City Manager Date
1
EXHIBIT “E”
REDDING POLICE DEPARTMENT
SUBSTANCE ABUSE POLICY
SUBSTANCE ABUSE POLICY
TABLE OF CONTENTS
Section Page No.
Section I. POLICY .......................................................................................................... 3
Section II. MANAGEMENT AND SUPERVISORY RESPONSIBILITIES ................. 5
Section III. TRAINING .................................................................................................... 5
Section IV. SUBSTANCES FOR WHICH TESTING WILL OCCUR ............................. 6
Section V. SUBSTANCE TESTING PROCEDURES ..................................................... 6
Section VI. REHABILITATION ....................................................................................... 10
Section VII. DISCIPLINARY ACTION ............................................................................. 12
Section VIII. MEDICAL REVIEW OFFICER .................................................................... 12
Section IX. CONFIDENTIALITY .................................................................................... 12
Section X. SEVERABILITY ............................................................................................ 13
Attachment AA@ CUT-OFF LEVELS FOR SUBSTANCE ABUSE TESTING ...................... 13
Attachment AB@ RESPONSIBILITIES OF THE MEDICAL REVIEW OFFICER ........... 14-15
Attachment AC@ CONSENT FORM TO DRUG TESTING ..................................................... 16
2
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. As a result, police officers must make critical decisions
that affect both public safety and the safety of fellow employees.
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
negative effects on job performance and public safety.
2. To encourage voluntary rehabilitation.
C. APPLICATION OF POLICY
This policy shall apply to all employees in the RPOA 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.
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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, not detrimental to public safety and
encourages voluntary rehabilitation.
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. Cannabis is an illegal drug by Federal law and is not
considered prescription medication for purposes of this section.
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. The use or possession of cannabis, hashish, and/or concentrated cannabis in any
form, except in the performance of the employee’s work-related responsibilities,
is prohibited and considered serious misconduct. This includes whether or not
these substances have been recommended to the employee as having medicinal
value by a medical professional.
6. 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.
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7. 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.
8. 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.
9. 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 Section V, Paragraph 2);
E. Document all instances of violations of this policy;
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/alcohol 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.
5
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 by the United States Department of Health and
Human Services (DHHS) and will test in accordance with the Substance Abuse and Mental
Health Services Administration (SAMHSA) standards as such lists exist at the time of
testing. Currently substances included under SAMHSA standards are as follows:
A. Cannabis(cannabinoids)
B. Cocaine
C. Opioid (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. Methaqualone
In addition to the substances listed above, the City may request that specimens be tested for
the presence of anabolic steroids.
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.
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.
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 Corporal or above). The observing supervisor(s) must have been trained
in the detection of drug and alcohol use, and shall describe and document:
6
a. Specific personal and articulate observations concerning the appearance,
behavior, speech, or performance of the employee; or
b. 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
c. Other physical, circumstantial, or contemporaneous indicators of drug or
alcohol use.
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
When conducting internal or administrative investigation, and if there is
reasonable suspicion to believe the employee is under the influence of drugs or
alcohol, supervisors shall send 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:
(1) 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.
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.
7
4. Random
Random drug/alcohol testing will be required for all Department peace officers.
The universal process for selection purposes will consist of all sworn peace
officers in the Police Department.
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, or time outside of normal shift
that is agreed upon by employee and City. 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 AA@), will be consistent with SAMSHA standards as they exist at the
time of testing and will be performed at a SAMSHA 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 or designee. 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/alcohol test and sign a Release and Consent
Form. Failure to submit to a drug/alcohol 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-without-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.
8
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. A supervisor will transport and/or accompany the employee to the collection
facility, except when random testing.
7. The drug test will consist of a urine sample for Voluntary and/or Random testing.
A urine and/or blood sample will be collected for Reasonable Suspicion and/or
Internal or Administrative Investigations. The sample choice will be at the
discretion of the Chief of Police, or designee. 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. When a urine and/or blood sample is requested for Reasonable Suspicion and/or
an Internal or Administrative Investigation, two samples will be taken. One will
used for the initial test and the second will be stored in a secured refrigerated
evidence area within the Redding Police Department for one year with only an IA
number as an identifier.
9. 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 designee will
be held until the confirmation test results are obtained. In those cases where the
second test confirms the presence of drugs in the sample, the sample will be
retained for a minimum of six (6) months to allow further testing if requested.
10. 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. A copy of the report will be stored in a separate employee medical file.
Refer to section IX.
11. 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.
12. Verified drug/alcohol test results will be sent directly to the Chief of Police from
the Medical Review Officer.
13. The Chief of Police, or designee, will provide an opportunity for the employee to
meet with him/her and discuss the drug/alcohol test result.
14. If the result is positive, rehabilitation and/or disciplinary action will be
determined and administered by the Chief of Police or designee.
9
15. An employee who does not pass a drug/alcohol test may request that the original
urine and/or blood 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.
16. Each step in the collecting and processing of the urine and/or blood sample will
be documented to establish procedural integrity and the chain of evidence.
17. 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:
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
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 Alegal drug@ shall be defined as over-the-counter
and/or prescription drugs prescribed to the employee.
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 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 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.
10
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/alcohol 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. Employees participating in rehabilitation and aftercare programs, as a condition
of such participation, will be subject to drug/alcohol testing as may be deemed
appropriate by the Chief, or 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 Manager until such time as the
employee is released from the rehabilitation and aftercare programs. At that time
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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 AA@),
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 a peace officer by the City of Redding,
F Has abused prescription drugs while employed as a peace officer by the City of
Redding,
G. Violates a rule in Section E of this Policy.
Disciplinary action will be consistent with the City=s established Policies.
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 AB@. These
responsibilities are consistent with SAMHSA standards. If such standards relating to
the role of the MRO change so shall Attachment AB@.
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 Manager (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.
12
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 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 designee, and reference only the
case number of the individual involved.
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.
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6/5/2018
CURRENT CUT-OFF LEVELS FOR SUBSTANCE ABUSE TESTING ATTACHMENT AA@
URUINE TEST RESULTS Initial Test
Confirmation Test
Drug or Drug Class
Method
Cut Off
Method
Cut Off
Amphetamines
EMIT
500 ng/ml
GC/MS
250 ng/ml
Barbiturates
EMIT
300 ng/ml
GC/MS
200 ng/ml
Benzodiazepines
EMIT
200 ng/ml
GC/MS
100 ng/ml
Cannabinoid 100
EMIT
50 ng/ml
GC/MS
15 ng/ml
Cocaine Metabolite
EMIT
150 ng/ml
GC/MS
100 ng/ml
Methaqualone
EMIT
300 ng/ml
GC/MS
100 ng/ml
Opioid
Hydrocodone/Hydromorphone
Oxycodone/Oxymorphone
EMIT
EMIT
300 ng/ml
100 ng/ml
GC/MS
GC/MS
100 ng/ml
100 ng/ml
Phencyclidine
EMIT
25 ng/ml
GC/MS
25 ng/ml
Alcohol
EA
50 mg/dl
GC
50 mg/dl
BLOOD TEST RESULTS Confirmation Test
Drug or Drug Class Method Cut Off
Amphetamines GC/MS
50 ng/ml
Barbiturates GC/MS
100 ng/ml
Benzodiazepines GC/MS
50 ng/ml
Cannabinoid 100 GC/MS
10 ng/ml
Cocaine Metabolite GC/MS
20 ng/ml
Methaqualone GC/MS 50 ng/ml
Opioid GC/MS
50 ng/ml
Phencyclidine GC/MS
2500 pg/ml
Alcohol GC
(B) .01%
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ATTACHMENT AB@
A. Medical Review Officer shall review results.
An essential part of the drug/alcohol testing program is the final review of results. A positive
test result does not automatically identify an employee as having used drugs/alcohol 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
and/or blood 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 opioid; review for prescription medication.
Before the Medical Review Officer verifies a confirmed positive result for opioid, he/she
shall determine that there is clinical evidence--in addition to the urine and/or blood test--of
unauthorized use of any opium, opioid, or opium derivative (e.g., morphine/codeine). (This
requirement does not apply if the employer=s GC/MS confirmation testing for opioid
confirms the presence of 6-monoacetylmorphine.)
15
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 and/or blood drug testing, to
provide specific consultation as required by the City.
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ATTACHMENT AC@
SAMPLE
RELEASE OF INFORMATION
CONSENT TO DRUG TESTING
I, _______________________________________, do hereby give my consent to CITY’s CONTRACT VENDOR,
hereinafter referred to as VENDOR, to perform urinalysis/blood test on me for the presence of certain drugs and/or
alcohol. I further authorize VENDOR to release test results obtained from this examination in accordance with the
procedures contained in the City of Redding Substance Abuse Policy applicable to my job classification to 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
TAKEN
PRESCRIBING DOCTOR
OR
OVER THE COUNTER
(OTC)
DATED: _____________________ _________________________________________________
SIGNATURE
_________________________________________________
IDENTIFICATION
DATED: _____________________ _________________________________________________
WITNESS
PEACE OFFICERS ASSOCIATION OF REDDING
EXHIBIT "A-0"
Effective: September 4, 2022
Step 9
Step - Hourly Pay Rate Monthly
J/C Classification 1 2 3 4 5 6 7 8 9 Equivalent
659 Canine Officer**$18.80
680 Police Recruit $31.39
660 Police Officer $36.77 $38.61 $40.54 $42.57 $44.69 $46.93 $49.28 $51.74 $54.33 $9,416
670 Park Ranger $42.56 $44.69 $46.93 $49.27 $51.74 $54.32 $57.04 $9,887
626 Crisis Intervention Response Team Officer*$57.09 $9,895
625 Police Detective*$57.09 $9,895
628 School Resource Officer*$49.32 $51.78 $54.37 $57.09 $9,895
629 Police Corporal $58.37 $10,118
*Positions subject to temporary upgrade or temporary reclassification only, and appointments or
assignments may be terminated.
**Classification for canine care and maintenance only.
For those assignments of ARMOR, SWAT, Certified Instructors, and ID Technicians, 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.
Note:Pay rates are calculated utilizing a standardized formula and small differences may occur due to rounding.
PEACE OFFICERS ASSOCIATION OF REDDING
EXHIBIT "A-1"
Effective: October 1, 2023
Step 9
Step - Hourly Pay Rate Monthly
J/C Classification 1 2 3 4 5 6 7 8 9 Equivalent
659 Canine Care & Maintenance Officer** $19.55
680 Police Recruit $32.65
660 Police Officer $38.25 $40.15 $42.16 $44.27 $46.48 $48.81 $51.25 $53.81 $56.50 $9,793
636 Traffic (Motor) Officer $44.27 $46.48 $48.80 $51.24 $53.81 $56.50 $59.32 $10,282
633 Neighborhood Police Unit (NPU) Officer $44.27 $46.48 $48.80 $51.24 $53.81 $56.50 $59.32 $10,282
639 Bike Team Officer $44.27 $46.48 $48.80 $51.24 $53.81 $56.50 $59.32 $10,282
670 Park Ranger $44.27 $46.48 $48.80 $51.24 $53.81 $56.50 $59.32 $10,282
626 Crisis Intervention Response Team Officer*$59.37 $10,291
625 Police Detective*$59.37 $10,291
628 School Resource Officer*$51.29 $53.85 $56.54 $59.37 $10,291
629 Police Corporal $60.71 $10,523
*Positions subject to temporary upgrade or temporary reclassification only, and appointments or
assignments may be terminated.
**Classification for canine care and maintenance only.
For those assignments of ARMOR, SWAT, Certified Instructors, and ID Technicians, 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.
Note:Pay rates are calculated utilizing a standardized formula and small differences may occur due to rounding.
PEACE OFFICERS ASSOCIATION OF REDDING
EXHIBIT "A-2"
Effective: September 29, 2024
Step 9
Step - Hourly Pay Rate Monthly
J/C Classification 1 2 3 4 5 6 7 8 9 Equivalent
659 Canine Care & Maintenance $19.94
680 Police Recruit $33.30
660 Police Officer $39.01 $40.96 $43.00 $45.15 $47.41 $49.78 $52.27 $54.88 $57.63 $9,989
636 Traffic (Motor) Officer $45.15 $47.41 $49.78 $52.27 $54.88 $57.63 $60.51 $10,488
633 Neighborhood Police Unit (NPU) Officer $45.15 $47.41 $49.78 $52.27 $54.88 $57.63 $60.51 $10,488
639 Bike Team Officer $45.15 $47.41 $49.78 $52.27 $54.88 $57.63 $60.51 $10,488
670 Park Ranger $45.15 $47.41 $49.78 $52.27 $54.88 $57.63 $60.51 $10,488
626 Crisis Intervention Response Team Officer*$60.56 $10,497
625 Police Detective*$60.56 $10,497
628 School Resource Officer*$52.31 $54.93 $57.68 $60.56 $10,497
629 Police Corporal $61.92 $10,734
*Positions subject to temporary upgrade or temporary reclassification only, and appointments or
assignments may be terminated.
For those assignments of ARMOR, SWAT, Certified Instructors, and ID Technicians, 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.
Note:Pay rates are calculated utilizing a standardized formula and small differences may occur due to rounding.
PEACE OFFICERS ASSOCIATION OF REDDING
EXHIBIT "A-3"
Effective: September 28, 2025
Step 9
Step - Hourly Pay Rate Monthly
J/C Classification 1 2 3 4 5 6 7 8 9 Equivalent
659 Canine Care & Maintenance $20.34
680 Police Recruit $33.97
660 Police Officer $39.79 $41.77 $43.86 $46.06 $48.36 $50.78 $53.32 $55.98 $58.78 $10,189
636 Traffic (Motor) Officer $46.06 $48.36 $50.78 $53.31 $55.98 $58.78 $61.72 $10,698
633 Neighborhood Police Unit (NPU) Officer $46.06 $48.36 $50.78 $53.31 $55.98 $58.78 $61.72 $10,698
639 Bike Team Officer $46.06 $48.36 $50.78 $53.31 $55.98 $58.78 $61.72 $10,698
670 Park Ranger $46.06 $48.36 $50.78 $53.31 $55.98 $58.78 $61.72 $10,698
626 Crisis Intervention Response Team Officer*$61.77 $10,707
625 Police Detective*$61.77 $10,707
628 School Resource Officer*$53.36 $56.03 $58.83 $61.77 $10,707
629 Police Corporal $63.16 $10,948
*Positions subject to temporary upgrade or temporary reclassification only, and appointments or
assignments may be terminated.
For those assignments of ARMOR, SWAT, Certified Instructors, and ID Technicians, 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.
Note:Pay rates are calculated utilizing a standardized formula and small differences may occur due to rounding.