HomeMy WebLinkAbout _ 9.15(a)--RPOA Misc., Successor MOU GI �" Y C� F
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REPORT TO THE CITY COUNCIL
MEETING DATE: October 7, 2025 FROM: Kari Kibler,Personnel
ITEM NO. 9.15(a) Director
***APPROVED BY***
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��ler,Persannel T)ie��tr�r �3(?9/242� t�F�a a �, i�t � 10(1(202;�
kkibler@cityofredding.org sbade@cityofredding.org
SUBJECT: 9.15(a)--Consider Resol�ution approving the successor Memorandum of
Understandin with the Reddin Police Officers Association - Miscellaneous Unit.
Recommendation
Adopt Resolution approving the successor Memorandum of Understanding (MOU) with the
Redding Police Officers Association — Miscellaneous Unit for a one-year term effective October
8, 2025, through July 31, 2026, one year from expiration of the current MOU.
Fiscal Impact
There is no �iscal impact associated with the implementation of the successor Memorandum of
Understanding (MOU). There are no wage increases proposed as part of the successor MOU.
Alter�native Action
The City Council could decline to approve the MOU thereby returning the City of Redding's
(City) labor negotiation team to the bargaining table to continue the bargaining process with
Redding Police Officers Association (RPOA)—Miscellaneous Unit.
Background/Analysis
The City and RPOA—Miscellaneous Unit began negotiating for a successor MOU in Apri12025,
as the MOU was set to expire on July 19, 2025. A tentative agreement was reached in September
2025, and RPOA — Miscellaneous Unit employees ratified the proposal package on September
18, 2025.
Classifications covered under this bargaining unit include: Property and Evidence Technicians;
Community Service Officers; Crime Scene Technicians; and Community Work Program
Of�eers. There are approximately 15 employees covered by this unit.
A complete MOU, amended as proposed, is available on-line. Major revisions of the proposal
package include:
Report to Redding City Council October 1,2025
Re: 9.15(a)--RPOA Misc., Successor MOU Page 2
Term and Wages
• The contract is for a one-year term, beginning October 8, 2025 and ending July 31, 2026;
and
• There are no wage increases included in the successor MOU.
Benefit Modifications
• The vacation accrual cap was increased from 400 hours to 500 hours;
• A State mandated Reproductive Loss Leave of Absence provision was added in
accordance with Government Code section 12945.6 (effective Jan. 1, 2024);
• Funeral leave was renamed to "Bereavement Leave" and was revised to include
reproductive loss events of miscarriage and stillbirth in accordance with Government
Code section 12945.6 (effective Jan. 1, 2024), and clean-up to clarify application of
funeral leave to the death of a registered domestic partner in accordance with
Government Code section 12945.'7; and
• Language was added limiting the holiday accrual earned to the average hours in a paid
status the day before and the day after the holiday (up to the maximum of the regular
hours scheduled to work on said holiday).
There were additional revisions to incorporate existing side letters as well as other non-
substantive revisions.
Environmental Review
This is not a project defined under the California Environmental Quality Act, and no fiirther
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
2025-2026 DRAFT Redline MOU RPOA-Misc
2025-2026 MOU RPOA-MISC
RESOLUTION NO. 2025-
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF REDDING
ADOPTING THE SUCCESSOR MEMORANDUM OF UNDERSTANDING
BETWEEN THE CITY OF REDDING AND THE REDDING POLICE
OFFICERS ASSOCIATION—MISCELLANEOUS UNIT
WHEREAS, Redding Police Officers Association (RPOA) — Miscellaneous Unit has been
formally recognized as the exclusive representative of an appropriate unit of employees, as set
forth in the Memorandum of Understanding between the City of Redding and RPOA —
Miscellaneous Unit; 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 — Miscellaneous Unit as required by the provisions of the Meyers-Milias-Brown Act of
1968, resulting in the proposed Memorandum of Understanding attached hereto; and
WHEREAS, staff recommends adoption of said Memorandum of Understanding; 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 8, 2025,
and ending July 31, 2026, and is hereby adopted effective October 8, 2025.
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 7�h day of October, 2025, by the
following vote:
AYES: COUNCIL MEMBERS:
NOES: COUNCIL MEMBERS:
ABSENT: COUNCIL MEMBERS:
ABSTAIN: COUlYCIL MEMBERS:
JACK 1VIUNNS, Mayor
ATTEST: FORM APPROVED:
SHARLENE TIPTON, City Clerk CHRISTIAN M. CURTIS, City Attorney
MEMORANDUM OF UNDERSTANDING
between
THE DESIGNATED REPRESENTATIVES OF THE CITY OF REDDING
and
THE DESIGNATED REPRESENTATIVES
of the
REDDING PEACE OFFICERS ASSOCIATION -
MISCELLANEOUS EMPLOYEES
EFFECTIVE: January 26, 1989
AMENDED: May 21, 1991, to be effective May 12, 1991.
AMENDED: September 20, 1994, to be effective September 1 l, 1994
AMENDED: December 2, 1997, to be effective September 7, 1997
AMENDED: Apri13, 2001, to be effective March 4, 2001
AMENDED: July 6, 2004, to be effective June 5, 2004
AlVIENDED: January 4, 2011, to be effective December 26, 2010
AMENDED: December 15, 2015 to be effective December 16, 2015
AMENDED: February 19, 2019 to be effective February 20, 20]9
� AMENDED: July 19, 2022, to be effective July 20, 2022
Al�1EI�I�E�3: C��tober 7 202� to b� eff�ctiv� ��tob�t $ 2025
T'� l� �f�c� �e t�
ARTICLE1: PREAMBLE.......................................................................................................................................1
ARTICLE2: RECOGNITION................................................................................................................................2
ARTICLE 3: ASSOCIATION SECURITY............................................................................................................3
ARTICLE 4: GRIEVANCE PROCEDURE...........................................................................................................3
ARTICLE5: SAFETY..............................................................................................................................................6
ARTICLE 6: DISABILITY AND UNEMPLOYMENT.........................................................................................6
ARTICLE 7: EMPLOYEE STATUS......................................................................................................................7
ARTICLE 8: WAGES AND CLASSIFICATIONS................................................................................................7
ARTICLE 9: HOURS AND OVERTIME...............................................................................................................9
ARTICLE 10: SENIORITY...................................................................................................................................11
ARTICLE 11: PROMOTION AND TRANSFER................................................................................................11
� ARTICLE 12: DEMOTION AND LAYOFF....................................................................................................11�
ARTICLE 13: LEAVE OF ABSENCE..................................................................................................................12
ARTICLE14: EXPENSES.....................................................................................................................................13
ARTICLE15: SICK LEAVE.................................................................................................................................14
� ARTICLE 16: ��1�,�� �-��I2EE1��1i��N'I'LEAVE........................................................................................15
ARTICLE 1'7: HOLIDAYS........ ......... .........................................................................................................16�
ARTICLE18: VACATIONS................................................................................................................................�..�17
� ARTICLE 19: UNIFORMS................................................................................................................................19�-�
ARTICLE 20: MISCELLANEOUS.................................................................................................................... 19
ARTICLE 21: EMPLOYEE BENEFIT PROGRAMS........................................................................................20
ARTICLE22: TERM..............................................................................................................................................24
EXHIBIT"A": SCHEDULES OF WAGE RATES
EXHIBIT"B": JOB DEFINITIONS
EXHIBIT"C": PERFORMANCE STANDARDS
EXHIBIT"D": SUBSTANCE ABUSE POLICY
MEMORANDUM OF UNDERSTANDING
THIS MEMORANDUM OF UNDERSTANDING, made and entered into this 21 st day of
February, 1989, by and between the designated representatives of the CITY OF REDDING (a
public agency as defined in Section 3501(c) of Chapter 10 of Division 4 of Title 1 of the
Government Code of the State of California),hereinafter referred to as the City, and the designated
representatives of the Redding Peace Officers Association (a recognized employee organization
as defined in Section 3501(b) of Chapter 10 of Division 4 of Title 1 of the Government Code of
the State of California),hereinafter referred to as Association;
WITNESSETH:
WI�EREAS, the parties hereto desire to facilitate the peaceful adjustment of differences
that may from time to time arise between them, to promote harmony and efficiency to the end that
the City, the Association and the general public may benefit therefrom, and to establish fair and
equitable wages,hours and working conditions for certain hereinafter designated employees of the
City;
NOW, THEREFORE, the parties hereto do agree as follows:
ARTICLE 1: PREAMBLE
1.1 The parties acknowledge the provisions of Chapter 10 (Section 3500, et. seq.) of
Division 4 of Title 1 of the Government Code of the State of California.
1.2 It is the policy of the City and the Association not to,and neither party will,interfere
with, intimidate,restrain, coerce or discriminate against any employee because of race, 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 sha11
make a reasonable effort under the cireumstances to dissuade employees from engaging in sueh
activities. Those employees who do individually or collectively, partially or totally abstain from
the performance of their duties for the City shall be subjeet to disciplinary action up to and
including discharge from employment without recourse.
1.5 City employees shall perform loyal and efficient work and service and shall use
their influence and best efforts to protect the properties of the City and its service to the public and
shall cooperate in promoting and advancing the welfare of the City and in preserving the continuity
of its serviee to the publie at all times.
1
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 inedia 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. This recogni-
tion includes acceptance of the fact that the management rights listed below are not subject to
either grievance procedures or the meeting and conferring in good faith process provided for by
the Meyers-Milias-Brown Act. It is agreed by the parties to this Memorandum that management
rights incl�ude, 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 a11 work, the control of the property and the
composition,assignment,direction and determination of the size of its working forces; (c)the right
to determine the work to be done by employees; (d) the right to change or introduce new or
improved operations, methods, means or facilities; and (e) the right to hire, schedule, promote,
demote, transfer, release and lay off employees and the right to suspend, discipline and discharge
employees and otherwise to maintain an orderly, effective and efficient operation.
ARTICLE 2: RECOGNITION
21 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.
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 the employee's activiLy on behalf of the Association.
2.5 Any employee, at the employee's request, shall be permitted representation by an
Association representative. The foregoing shall apply to reprimands and disciplinary actions,
providing there is not unreasonable delay in obtaining representation.
2.6 Joint Association-Management meetings shall be held as often as agreed upon by
the Association and Management. The purpose of these meetings shall be to promote harmony
and effieiency and to improve communieations between employees and all levels of management.
The meeting agenda shaIl be determined by those in attendance and there sha11 be no res�rictions
2
on the subject matter, provided the meetings sha11 not substitute for normal grievance procedures
or for formal negotiations between the parties. Those in attendance sha11 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.
2.7 Whenever the parties are engaged in the periodic meeting and conferring in good
faith for the purpose of modifying or amending the provisions of this Memorandum of
Understanding, no more than three (3) employees shall participate as Association representatives
with no more than two (2) einployee representatives being absent from the same shift. In order to
avoid hardships on either the City or employee representatives, the City may transfer such
employee representatives to day shift duty for the purpose of enabling employees to participate in
the meeting and conferring process.
ARTICLE 3: ASSOCIATION SECURITY
3.1 The City shall ded�uct from their wages, the regular membership d�ues 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 11573 of the Government Code
of the State of California.
3.2 Deductions shall be made from the first and second payroll periods of each month
in approximately equal amounts and a check for the total deductions shall be submitted to the
Redding Peace Officers' Association within five (5) working days of the date the deductions are
withheld from the employee's check. Deductions may include individual insurance and benefit
programs.
3.3 The 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 certifcation of any dues and fees authorized by an employee and will not reguire
the Association 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 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.
3.5 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 wi11 cease abiding by such
provisions.
ARTICLE 4: GRIEVANCE PROCEDURE
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4.1 Any grievance which may arise between the Association or any of its members and
the City, with respect to the interpretation or application of any of the terms of this Memorandum
of Understanding and with respect to such matters as the alleged discriminatory or arbitrary
discharge,demotion or discipline of an individual employee, sha11 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.
4.2 For matters regarding MOU interpretation the following provisions will apply:
4.2(a) The initial step in the adjustment of a grievance sha11 be a discussion between the
Association's President or Vice President, or any other person designated by the grievant, and the
immediate Management Supervisor directly involved, Division Head or Department Director as
applicable, who will answer within ten (10) calendar 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 Association President or Vice President. The foregoing steps may be supplemented
by written presentations as well as the oral discussions required above. The notice of the time,
date and location of all meetings between the grievant's representatives and management
representatives must be in writing.
4.2(b) Step Two: If the initial step in resolving the grievance (step one) was at a lower
administrative level than the Chief of Police, and the grievance was not resolved at Step One, the
second step shall be a discussion between the Association's President or Vice President or
representative and the Chief of Police who shall answer within ten (10) calendar days. This step
shall be taken within ten (10) calendar days of the date of the Department Director's answer in
Step One.
4.2(c) Step Three: If a grievance is not resolved in the second step, the third step shall be
the presentation of the grievance, in writing, by the Association President or Vice President or
representative to the City Manager or designee(Assistant City Manager or Deputy City Manager),
who shall answer, in writing, within ten (10) calendar days. The third step shall be taken within
ten(10) calendar days of the date of the answer in Step Two.
4.2(d) Step Four: If a grievance is not resolved in the third step, the fourth step shall be
referral to arbitration. The fourth step shall be taken within twenty (20) calendar days of the date
of the answer in Step Three.
4.3 For matters regarding disciplinary situations involving more than a reprimand (i.e.,
discharge, demotion or suspension)the following procedures will apply: 1) Disciplinary grievances
must be filed within (10) calendar days of receiving a final Notice of Discipline; 2) Disciplinary
grievances shall commence at step 1 of this procedure, at the Chief of Police level, and may
continue to step 4. 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.
4.3(a) The initial step in resolving the grievance shall b� a discussion between the
4
Association's President or Vice President or representative designated as such by the grievant and the
Chief of Police, who shall answer within ten(10) calendar days.
4.3 (b) Step Two: If a grievance is not resolved in the initial step, the second step shall be
the presentation o� the grievance in writing by the Association President or Vice President or
representative designated as such by the grievant to the Personnel Director, who shall answer in
writing within ten (10) calendar days. The second step shall be taken within ten (10) calendar days
of the date of the answer in the initial step.
4.3 (c) Step Three: If a grievance is not resolved in the second step, the third step shall be
the presentation o� the grievance in writing by the Association President or Vice President or
representative designated as such by the grievant to the City Manager or designee (Assistant City
Manager or Deputy City Manager), who shall answer in writing within ten(10) calendar days. The
third step shall be taken within ten(10)calendar days of the date of the answer in the second step.
4.3 (d) Step Four: If a grievance is not resolved in the third step, the fourth step shall be
referral to arbitration. The fourth step shall be taken within twenty(20) calendar days of the date of
the answer in step three.
4.3 (e) An arbitrator shall be appointed on each occasion that a grievance is submitted to
arbitration. The City and the Association shall mutually agree to the arbitrator. If the City and the
Association fail to reach mutual agreement on the appointment of an arbitrator, each side sha11
submit a list of five (5) names to the other. Each party shall, at a meeting of its representatives,
alternately strike a name from the list of ten (10) names. The first party to strike a name shall be
determined by lot. At the point in time when one (1) name remains, that person shall be the
appointed arbitrator. The costs of arbitration shall be borne equally by the City and the
Association. The City and the Association shall pay the compensation and expenses for their
respective witnesses. At the Association's reguest, the City shall release employees from duty to
participate in proceedings.
4.3 (� The arbitrator shall hold such hearings and shall consider such evidence as to the
arbitrator appears necessary and proper. The first hearing shall be held within ninety(90) calendar
days of the date of referral to arbitration. The decision of the arbitrator shall be �na1 and binding
on the City and the Association and the aggrieved employee, if any, provided that such decision
does not in any way add to, disregard or modify any of the provisions of this Memorandum of
Understanding.
4.4 Failure by either party to meet any of the aforementioned time limits as set forth in
Sections 4.2 (a-d) or 4.3 (a-f�will result in forfeiture by the failing party; except however, that the
aforementioned time limits may be extended by mutual written agreement. Grievances settled by
forfeiture shall not bind eith�r party to an interpr�tation of this Memorandum of Understanding,
nor shall such settlements be cited by either party as evidence in the settlement of subsequent
grievarlces.
4.5 Notwithstanding the aforementioned procedure, any individual employee shall.
have the right to present grievances to the City and to have such grievances adjusted without the
intervention of the Association, provided that the adjustment shall not be inconsistent with this
Memorandum of Understanding, and further provided that the Association's President shall be
given an opportunity to be present at such adjustment.
5
ARTICLE 5: SAFETY
5.1 The City Council desires to maintain a safe place of employment �or City
employees and to that end City management shall make a11 reasonable provisions necessary for
the safety of employees in the performance of their work.
5.2 Regular meetings will be held on all jobs to plan the job and emphasize safety in
its performance.
5.3 Safety meetings wi11 be held upon reasonable notification that either party to this
agreement requests one.
ARTICLE 6: DISABILITY AND UNEMPLOYMENT
6.1 Supplemental Benefits for Industrial Injury: Whenever any Regular employee,
who has completed their initial probationary period, and who is a member of the Public
Employees' Retirement System is disabled, whether temporarily or permanently, by injury or
illness arising out of and in the course of the employee's duties,which comes within the application
of the Workers' Compensation and Insurance Chapters of the State Labor Code, the employee
sha11 become entitled, to compensation at the rate of eighty-five percent (85%) of the employee's
regular salary, in lieu of temporary disability payments, if any, which would be payable under the
State Labor Code, for the period of such disability but not exceeding six (6) months, or until such
earlier date as the employee is retired on permanent disability pension. At the conclusion of six
(6) months of receipt of supplemental benefits at the rate of eighty-five percent (85%) of regular
salary, any Regular employee who is still unable to return to work and is still receiving temporary
disability indemnity payments shall become entitled to receive supplemental benefits at the rate of
seventy percent (70%) of the employee's regular salary for the period of such disability but not
exceeding six (6) months or until such earlier date as the employee is retired on permanent
disability pension through the Public Employees' Retirement System. In consideration of this
benefit, the Regular employee shall pay over to the City any temporary or permanent disability
compensation received, whether from Workers' Compensation, employee group insurance bene-
fits or unemployment compensation benefits provided for under State 1aw, and shall affirmatively
assist the City in obtaining any such benefits to which the employee may be entitled but has not
yet received arising out of such disability, but such payment from the employee to the City from
such sources shall not exceed in amount the supplemental benefits paid to the employee by the
City in accordance with the provisions of this paragraph.
6.2 An employee who is absent by reason of industrial disability may be ret�urned to
work by the City and given temporary light duties within the employee's ability to perform, with
the consent of the employee's physician. The duration of any such period of temporary work shall
be determined by City. Such employee shall be compensated at the then current rate of pay of the
employee's regular classification while engaged in such temporary duties. The City may require
an employee being considered for return to work after an absence caused by disability or illness to
submit to a medical examination by a physieian or physieians approved by City for the purpose of
determining that such employee is physically and mentally fit and able to perform the duties of the
employee's position without hazard to himself, or to the employee's fellow employees, or to the
employee's own permanent health.
6.3 If a third party is found to be responsible for the employee's industrial injury and
the employee recovers a judgment in damages from said third party,then a11 supplemental bene�ts
6
received as provided for in Section 6.1 not already repaid from the other sources mentioned in
Section 6.1 shall be repaid to the City by the employee.
6.4 Vacation and sick leave shall be accrued while a Regular employee is absent from
work as a result of a job related disability and receiving the supplemental benefits to Workers'
Compensation temporary disability compensation as set forth in 6.1 for the period of such
disability,but not exceeding one(1)year. All Regular employees who are not in a Citypaid status
and on leave receiving Workers' Compensation temporary disability benefits shall receive group
insurance coverage during the period in which they are receiving temporary disability
compensation for up to a maximum of a cumulative total of five (5) years, which includes the
period in which the employee is receiving supplemental disability benefits as set forth in 6.1,
provided the employee pays his or her share, if any, of the monthly group medical insurance
program premium. Holidays which occur during the period for which an 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 Regular employee is an employee hired for a fu11 time position that has been
regularly established as an authorized position and is of indeterminate duration, status code three
(3). A Regular employee shall receive not less than the minimum rate for the job and shall be
eligible for sick leave pay, vacation pay, holiday pay, retirement plan participation, insurance
coverage and items of a similar nature as the employee becomes eligible Regular employees shall
serve a probationary period of one (1) year upon initial appointment to Regular status.
Probationary employees shall not be eligible for leave of absence, supplemental benefits for
industrial injury, funeral leave for non-immediate family members, educational incentive pay,
preference or re-employment rights as a result of demotion or layoff, or items of a similar nature.
An employee's probationary period sha11 be extended by the duration of any paid or unpaid
absence of two (2) or more consecutive pay periods. 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
obtaining permanent status. A probationary employee shall be noti�ed in writing of such an
extension not less than ten(10) working days prior to the expiration of the probationary period.
7.3 A Full Time Temporary employee is defined as an employee hired for occasional
or seasonal work for a period not to exceed one thousand(1,000)hours in a fiscal year, status code
seven (7). A Full Time Temporary employee shall receive not less than the minimum rate for the
job but shall not and will be eligible for sick leave pay per California law,but shall not be eligible
for holiday pay, vacation pay, insurance coverage, retirement plan participation, nor shall an
employee accrue seniority or promotion and transfer rights, or leave of absence rights. Temporary
employees serve at will. If a Full Time Temporary employee is reclassi�ed to Regular status, the
employee shall be credited with all continuous service in determining eligibility for such benefits
as may accrue to the employee in the new status.
ARTICLE 8: WAGES AND CLASSIFICATIONS
8.1(a) Employees shall be paid a wage rate based upon their work performance. Upon
initial appointment to a classification, an employee shall normally be paid the lowest wage rate for
�
that classification. An employee may, however, be paid a wage rate above the lowest wage rate if
circumstances justify it. N�otwithstanding the following requirements relative to periods of
employment at a salary step,the Chie�of Police may recommend salary step increases at an earlier
time or more than one step increase at a time. Step increases require City Manager, or his/her
designee's approval and may be granted when an employee achieves an overall performance
evaluation rating of Meets Job Standards or higher as follows: After twenty-six (26) full pay
periods of employment in each and every successive Compensation Step in the Compensation
Ranges listed in Exhibit "A". A full pay period as used herein is defined as one in which the
employee works or is paid for time off for at least half of the regularly scheduled work hours. The
effective date of a higher wage step shall be the first day of the pay period following qualification
for the new step.
8.1(b) Should an elnployee wish to appeal a denial of a step increase, the employee lnay
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 wi11 consider the appeal and
make an advisory recommendation to the Personnel Director 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 pay day falls on a holiday,payment shall be made on the
preceding workday. All new employees must make arrangements to have their pay deposited to a
bank account via electronic transfer.
8.3 When an employee is temporarily assigned to work in a classification higher than
the employee's regular classification, the employee shall be paid at the rate established for the
higher classification, with a minimum of four (4) hours and time computed to the next full hour,
except when the work is performed outside of the regular work hours and the duration is less than
four(4)hours. When an employee is temporarily assigned to work in a higher classification which
has a wage range overlapping the wage range of the employee's regular classification, the
employee shall be paid at the wage rate of the classification to which the employee is temporarily
assigned,which is next higher to the employee's present wage rate,but not more than the top wage
rate of the temporary classification.
8.4 When an employee is temporarily assigned to work in a classification lower than
the employee's regular classification, the employee's rate of pay will not be reduced.
8.5 For purposes of wage rate progression in a temporary classification, the time
worked by an employee in other than the employee's regular classification shall also be accrued
in such temporary classification.
8.6 Attached hereto and made a part hereof is Exhibit "A" titled "Schedule of Wage
Rates."
8.'7(a) Attached hereto and made a part hereof is Exhibit"B" entitled"Job D�finitions."
8.'7(b) Attached hereto and made a part hereof is Exhibit "C" entitled "Minimum
Performance Standards for Community Service Officers, Property and Evidence Technicians, and
Crime Scene Technician";
8
8.7 (c) Attached hereto and made a part hereof is Exhibit "D" entitled "Substance Abuse
Policy.
� 8.8(a) Whenever any employee is assigned to work a regularly scheduled shift where �
�€�-m�r� tl�an 50% o� the employee's regular hours worked falls within 12 Noon and 12:00
Midnight, the employee shall receive shift differential pay of three and one-half percent(3 1/2%),
in addition to the employee's regular hourly pay rate.
8.8(b) Whenever any employee is assigned to work a regularly scheduled shift which
begins between 12:00 Midnight and 4:00 a.m., the employee shall receive shift differential pay of
five percent (5%), in addition to the employee's regular hourly pay rate.
8.9 An educational incentive of two and one half percent (2.5%) shall be added to the
base pay of those Regular employees with an A.A. or A.S. degree or sixty (60) semester units of
credit. Effective on March 4, 2001, five percent (5%) shall be added to the base pay of those
Regular employees with a Bachelors degree, or one hundred twenty(120) semester units.
8.10 Bilingual pay of two and one half percent(2 z/z%) shall be added to the base pay of
qualified employees who have been designated by the Chief of Police, or designee, to utilize
bilingual skills.
8.11 For those assignments of Field Training Officer and ID Technician, as identified
by the Chief of Police via Personnel Order, 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.
8.12 For Community Service Officers, a specialty pay of five percent (5%) over base
pay will be paid under the following circumstances: (1) While performing records management
and public record request duties related to the body worn camera program and SB 16 legislative
mandates; ar(2) When assigned to the Detectives Division.
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 wark at the employee's regularly established
headguarters 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 sha11 be considered as time worked.
9.3 A workweek is defined to consist of seven ('7) consecutive calendar days, Sunday
through Saturday, and a basic workweek is defined to consist of�ve (5) consecutive workdays of
eight(8)hours each. The basic workweek may begin on any day of the week or at any hour of the
day during the workweek. The basic workweek indicated above may be modified by mutual
agreement of the City and the affected employee (s) in those situations where such a modification
serves the interests of both the City and its employees.
9.4 Overtime is defined as(a)time worked in excess of forty(40)hours in a work week,
(b) time worked in excess of eight (8), nine (9), or ten (10) hours as applicable on a scheduled
9
workday, (c) time worked on a non-workday, (d) time worked outside o� regular hours on a
workday, and(e)time worked on a holiday. Overtime shall be computed to the nearest one-quarter
(1/4) hour. Time worked as defined in (a) or (c) above as a result of a shift change shall not be
regarded as overtime for compensation purposes. In such cases where the basic workweek has
been modified by mutual agreement pursuant to 9.3, these overtime requirements may be waived
pursuant to applicable law.
9.5 Working overtime requires prior approval by an immediate supervisor or other City
management staff. Overtime compensation shall be paid at a rate equivalent to one and one-half(11/2)
times the regular rate of pay or, at the employee's option,the employee may elect to receive time off
with pay at the rate of one and one-half(1 '/2)hours off for each overtime hour worked. Employees
who request compensatory time off with seventy-two (72) hours advance notice will have their
request approved provided such leave does not create an"undue hardship,"as outlined in the federal
regulations. Requests for compensatory time off without seventy-two(72)hours advance notice may
be considered on a case-by-case basis. The maximum compensatory time off available for any
employee at any time sha11 be limited to the maximum allowable CTO accumulation pursuant to the
federal Fair Labor Standards Act. In the event overtime is worked when an employee has the
maximum accumulation of compensatory time off,two hundred forty(240)hours,the employee sha11
be paid for the overtime worked as set forth above. Employees whose employment with the City is
terminated for any reason shall, at the time of termination,receive any unused compensatory time off
previously earned.
9.6 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 act�ual
time worked. 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
for each call-out, except however, that employees shall not be paid more than time and one-half
the regular rate of pay for any given time period. If an employee who is called for such work
outside of the employee's regular hours on a workday continues to work into the employee's
regular hours, the employee shall be paid overtime compensation only for the actual time worked.
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 sha11 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 wi11 be allowed only one minimum overtime
claim before 1200 hours and one minimum overtime claim after 1200 hours.
If an employee has received a subpoena for court appearance and the subpoena is subsequently
cancelled, the employee shall receive compensation as outlin�d in this section 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 appearanee is on the employee's non-workday or
on a holiday the employee is entitled to have off.
9.'7 Ov�rtime shall be distributed as equally as is practicable among those employees
who are gualified and available and who volunteer for overtime work and the City shall not reguire
employees who have worked overtime to take equivalent time off during a workday without pay.
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9.8 Community Service Officers shall select shift and days off by seniority within
classification with the department. Such selection shall be subj ect to change based on departmental
needs and/or administrative adjustments. As much notice as is practical sha11 be provided when
changes, shifts, and days off are made. In the event Management proposes to change shift
schedules, the Association will be notified and given the opportunity for input.
99(a) Community Service Officers assigned to field operations or the telephone response
unit shall select watch and days off by seniority within classification with the Department, except
as otherwise provided herein. Shift rotation will be scheduled every four (4) months beginning
the first day of the pay period closest to January l, May 1, and September L An officer will not
be permitted to remain on a given shift in excess of twelve(12) consecutive months. Community
Service Officers may be assigned to days off and a watch based on Departmental needs and/or
administrative adjustments. As much notice as is practical will be provided when making
assignments based upon Departmental needs and/or administrative adjustments. Any
administrative adj ustment in assignment made after completion of a watch sign up shall not give
an employee the right to bump for another watch, a change in days off, or vacation.
ARTICLE 10: SENIORITY
10.1 Seniority is defined as total length of continuous service with the City. In
determining an employee's seniority, the continuity of the employee's service will be deemed to
be broken by termination of employment by reason of(1) resignation, (2) discharge for cause, (3)
layoff, (4) fail�ure 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 d�ue to industrial injury, or(d) on leave of absence. Seniority, as defined in this section,
does not apply to preference for shift scheduling or vacation scheduling.
ARTICLE 11: PROMOTION AND TRANSFER
11.1 All promotions and transfers shall be in accordance with standards and procedures
as determined by the City.
ll.2 All promotions and transfers of employees covered by the Memorandum of
Understanding shall be on a probationary basis applicable to the position being filled. At any time
during the probationary period of the City may terminate the appointment. If an appointment is
terminated,the employee shall be returned to either the employee's previous classification and pay
rate, or some other classification that is mutually acceptable to the employee and the City, except
whenever the City discharges the employee from employment with the City. Any unpaid absences
during a probationary period sha11 cause the probationary period to be extended by the length of
the absence.
ARTICLE 12: DEMOTION AND LAYOFF
12.1 When it becomes necessary for the City to 1ay off Regular employees, the City will
give employees involved as much notice as possible, but in no event will sueh employees receive
11
less than two (2) weeks notice of layoff. Where probationary or temporary employees are to be
laid off, no notice of layoff need be given.
12.2 Layoff in all cases due to lack of work will be determined by an employee's
seniority. An employee whose job is being eliminated may elect to displace an elnployee in a
lower paid classification and if the employee's seniority is greater than that of the employee in the
lower paid classification.
12.3 Regular employees who are laid off, or choose to retire rather than be laid off, will
be given preference in filling future vacancies for a period up to two (2) years, in the reverse order
in which einployees were laid off, providing they keep the City advised of their current address.
Notifications of position vacancies shall be by registered mail to the employee's last known
address,as supplied by the employee. Re-employment shall be based upon the laid-off employee's
ability to meet current employment standards. If an employee does not accept re-employment,the
employee's name shall be removed from the re-employment list and the employee sha11 no longer
have re-employment rights. If a laid-off employee is subsequently re-hired off a reemployment
list into a classification covered under the terms of this Memorandum of Understanding, the
employee's unpaid sick leave balance, original hire date, and vacation accrual rate shall be
reinstated.
12.4 Notwithstanding the provisions of this Article, the City and the Association may
agree to other procedures during the term of this Memorandum of Understanding.
ARTICLE 13: LEAVE OF ABSENCE
13.1 Leave of absence may be granted to Regular employees by the City Manager for
urgent and substantial reason, up to a maximum of one (1) year, providing satisfactory
arrangements can be made to perform the employee's duties without undue interference with the
normal routine of work. Inability to return to work after an employee's sick leave has been
exhausted will be considered as an urgent and substantial reason and in such cases a leave will be
granted.
13.2 A leave of absence wi11 commence on and include the first workday on which the
employee is absent and terminates with and includes the workday preceding the day the employee
returns to work.
13.3 All applications for leave of absence shall be made in writing except when the
employee is unable to do so. The conditions under which an employee will be restored to
employment on the termination of leave of absence shall be clearly stated by the City in
conjunction with the granting of a leave of absence. Upon an employee's return to work after a
leave of absence, the employee will be reinstated to the employee's former position and working
conditions,providing that the employee is capable of performing the duties of the former position,
except that if there has been a reduction of forces or the employee's position has been eliminated
during said leave, the employee will be returned to the position the employee would be in had the
employee not been on a leave of absence.
13.4 An employee's status as a Regular employee will not be impaired by such leave of
absence and the employee's seniority will accrue.
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13 S If an employee fails to return immediately on the expiration of the employee's leave
of absence or if the employee accepts other full time employment while on leave, the employee
will thereby forfeit the leave of absence and terminate the employee's employment with the City.
13.6 An employee on a leave of absence as provided herein shall not accrue vacation or
sick leave benefits nor maintain group insurance coverage. An employee may, however, at the
employee's option and expense, maintain the employee's group insurance coverage providing the
full monthly premium is received in the Finance Department of the City on or before the first day
of the month for which the premiuin is intended. Notwithstanding the above,however, if the leave
of absence is as a result of exhaustion of sick leave benefits, an employee's group insurance may
be maintained for up to three (3) calendar months in one 12 month period on the nor�nal premium-
sharing formula, providing the employee pays the employee's share of the premium on a timely
basis.
13.7 I�e�aradu�tiv� Lc�ss I.e�a�v� �f Abs�r�cee F`rn�I��ees �vh� �re ahsent from �e�rk d��
t� a 1��r�ductiv� lo�s �v�nt a�°e�li�b��f�r up tc� f�i���S�Y� c�f�ar�te�t�d l�ave t�er ev��t, �ub`�t
ta � z��txilnur� c�f twent��20) �ay� in a 12-rr�s�nth�eric�d. "T�e�ar�du�tiv�1��s e��nt" is de�ned as
"th� da� o�, fc�r �ult��l� d�� �v�nts, th� �ina1 da� of � failed �da�ti�n, fa�led s�r�s� a�c�r �r
unsuc����ful assisted r��z°raductian." 'The re�raductiv� lass l�av� is �n��zid; hawever, ern�lc�ve�s
�na�use avai�abl� accr�a�d�aic�le��v� s�c�1�s vacati�n, sick tir��, defe���d ti�� o��; c����nsatc�r�
time off �tc. 'Th�re�rad��tiv�lc�ss 1�av��a��t be�ik�n within tl�r�e(��mc�nths�f t1�e r��r�duct���
loss ���i�tq but���le��e da�s dc�z1c�t��ed t� be c�ras���zt�ve,
ARTICLE 14: EXPENSES
14.1 Whenever an employee uses his or her personal automobile for the City's
convenience, the employee will be reimbursed therefore at the same rate per mile as established
for Unrepresented City employees.
14.2 Whenever employees use their personal vehicle for the employee's/employer's
convenience for out of City travel on official City business, the total allowance for transportation
shall in no case exceed the cost of tourist-class air passage if such service is available. (This would
include any additional expenses that would be incurred for lodging, per diem allowances, meals
and other expenses.) If air service is not available, the allowance for use of a personal vehicle,
shall be subject to authorization by the Finance Officer.
14.3 The City is not responsible for any loss or damage, operating maintenance or repair
expenses to personal vehicles used on City business.
14.4 When travel by air has been offered and the employee elects, with Department
Director approval, to utilize ground transportation, travel time will be allowed on the same basis
as if the employee had traveled by air. The employee will charge to the City only the time that
would have been required to make the trip using airline transportation. All time in excess of air
travel time will be charged to the employee. Exceptions may be authorized by the Finance Officer
in cases wh�r�it is beneficial to the City for the employee to use their personal vehicle.
14.5 Employees who have a temporary work assignment at such distance that it is
impractical for them to return to their regular plaee of abode will be allowed actual personal
expenses for board and lodging for the duration of such assign.ment provided they board and lodge
at plaees to be approved by the City. Except in the circumstanee deseribed in Seetion 14.4 above,
the time spent by such employees in traveling to such temporary assignment at its beginning, to
13
and from home on holidays and weekends, and from such temporary assignment at its conclusion
and any reasonable expense incurred thereby wi11 be paid by the City.
14.6 Meal allowance will be reimbursed at the same rate as established for
Unrepresented employees. Meal allowance is included in an individual's gross wages as
determined by the Internal Revenue Service(I.R.S.).
14.7 When meals are included in the registration fees or transportation charges,
adjustment of ineal allowance will be made.
14.8 Any request for more than the normal meal allowance must be accompanied by a
written explanation as to the reason for the excess, a copy of an itemized receipt indicating actual
charges for each item purchased, and must be approved by the Finance Officer. Alcoholic
beverages are not a reimbursable expense.
14.9 Reimbursement for reasonable costs other than meals and lodging incurred for the
following incidental expenses shall be permitted providing such expenses are justified and
itemized:
Registration
Tips and other grat�uities
Taxi, bus and other local transportation fares
Business telephone calls and telegrams
Other justifiable incidental expenses
14.10 Employees will be reimbursed for actual expenses only. Any savings realized by
employees by ride sharing, lower accommodation costs, etc., shall accrue to the City.
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.)
Full Time Temporary employees (Status 7) will accrue paid sick leave at a rate of one hour for
every 30 hours worked which is equivalent to a rate of.033 per hour worked. Fu11 Time Temparary
employees (Status 7) will be eligible to use the sick leave accrual on the 90� day of employment,
and will be limited to 24 hours ar three days of paid sick leave in each year of employment per
California state law. A minimum increment of sick leave usage is two hours.
15.2 Sick leave shall be allowed for a non-work related absence due to: (a)the inability
of an employee to be present or perform the employee's duties because of personal physical or
mental illness, off duty injury or confinement for medical treatment; (b)personal medical or dental
appointments which are impractical to schedule outside of regular working hours; (c) the need to
be present during childbirth, surgery, critieal illness or injury involving members of the immediate
family as defined in 16.1, for up to forty(40)hours per incident; and(d)the need to attend sick or
injured immediate family members as defined in Section 161 for up to forty-eight (48) hours per
calendar year.
15.3 Management may require satisfactory evidence of illness or disability b�fare
payment for sick leave will be made. The City may also require an employee requesring to return
to work after sick leave or leave of absence for medical or psychiatric reasons to submit to an
14
examination by a physician or physicians approved by City for the purpose of determining that
such employee is physically or mentally fit and able to perform the duties of the employee's former
position without hazard to himself or to the einployee's fellow employees or to the employee's
own permanent health. Such examination or examinations shall be at the sole expense of the City,
and the employee shall be placed on leave with pay for the purposes of such examination.
15.4 If a holiday which an elnployee is entitled to have off with pay occurs on a workday
during the time an employee is absent on sick leave,the employee shall receive pay for the holiday
as such and it shall not be counted as a day of sick leave.
15.5 Any employee who, after ten(10)years of continuous service to the City terminates
employment, shall be paid at the employer's regular pay rate for thirty-three and one-third percent
(33 1/3%) of the employee's accumulated sick leave hours. For employees with 15 years or more,
but less than twenty (20) years of continuous service, the percentage set forth above shall be
increased to forty-five (45) percent. For employees with twenty (20) years or more continuous
service the percentage set forth above shall be increased to sixty(60)percent.
15.6 Effective March 15, 2015, 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 15.5 above. However, if the sick leave pay out 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 15.5 above. Any sick leave amount remaining
will be used as service credit toward the employee's retirement benefit through Ca1PERS,pursuant
to the contract between the City of Redding and Ca1PERS.
15.7 Whenever any employee exhausts all categories of paid time off as a result of a
non-work related illness or injury, with approval of the employee's Department Director, the
Personnel Director and the City Manager, an employee may receive up to eighty (80) hours
advanced sick leave with pay. If the employee returns to duty, such advanced sick leave shall be
returned to the City from subsequent sick leave accruals. If the employee terminates City
employment, such advanced sick leave shall be repaid to the City.
� ARTICLE 16: �E12EA�ElVIEN�I` 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 ���_��,����������aC�����^;t�c����r�u��u_, children��u��.�_c���u���,
�����°�������� �r���� �����l��r�h��, grandchildren, brothers, sisters, parents, or grandparents of either
spouse or other�persons who are living in the employee's immediate household. '�h�� ����lt������n����
����,w������� I�c�����..��<all ��������T��,��n��i_h�...���������_�a�,_�������u,����c 1���.���lc�.�'.�,��; ���a������_�:��tc��i�!.��.�� t����
��1���� ������c�a����� ����,����tl� c������, �.,�_��������rs����, `°��,��������t���� �����;u��r_ ���F����,�?�_��������...���tla_�"�������_������r�t
(W��c8���c°ti,c�r��.�_����w!•.������1,������.�1���_�������, c����������,��t���u���:t�����t��u��.c....���.���auc�:._�,����� a��_�wc�������,��
i��__tE��� �����c��� r�������:.�;���,�,�...t��ur��p�� ���I� ������, ������������ ��z c:�������,����������r��r��� ��1_���� ����,�a���c�[������
_ _______�__._�___._.� _.� .__.__ ._�..___ ___.�....________._ ......___ �
i�°_t���....�..r��,�c���€��...�r���t� t��_t�����...��c�,��8�t��r����, t����cw_����....�� t�� t1��°_���r����....��?��� ��t�u��#���1.�:_�t��lc����_�
��ft����c����_���v��.....��u���:�_�,�����:�t ��d�v� ���u ����q��������t� ��������� ��^�...���a��r�:��,�_������u�_���tu���� r���c�__�;���t b�.
������_��� �;������������...����������t ������� ������� ���������� �1���,c*���...��c�r�t,��,��f'�h��_e1m��,��, �����<�t�l�f°_�h�,
������°�i�a�� �"������ ����r�ak���r. _ _ �_ �__ � _ _ �_ __ � _�
15
16.2 Regular employees who are absent from work to attend the funeral of a person other
than an immediate family member shall give as much advance notice as possible and shall receive
compensation at the regular rate of pay for the time necessary to be absent from work, but not to
exceed one (1) regularly scheduled work day per funeral. A maximum of twenty four (24) hours
� may be utilized__��e�� tlri�� t.���c�k Icr�.�� in a calendar year.
16.3 An employee must be in a paid status on both scheduled workdays immediately
� adjacent to �������=��-b��T�����i,��a��leave in order to receive pay for such leave.
ARTICLE 1'7: HOLIDAYS
17.1 Regular employees, except as otherwise provided herein, shall be entitled to have
the following holidays off with pay:
Normai Shift Hours
DESCRTPTI01�O�I30LIDAY
8 9 10 '
', A January 15f X X X
� The third Monday in January,known as Martin Luther King,Jr. X X X
Da
C ' Lincoln Day X X X
'�� D ��� The third Monday in February,known as President's Day X X X
E The last Monday in May,known as Memorial Day X X X
1T �� June 19tb,known as"Juneteenth" X X X
' G ' July 4tb X X X
' H First Monday in September,known as Labor Day X X X
t ��� November l l th,known as Veteran's Day X X X
J Thanksgiving X X X
' K Friday after Thanksgiving X X X
L � The]ast half of the normal work shift before Chrishnas X X X
' M December 25th X X X
"X"Means Holiday is observed TOTAL HOLIDAY HOURS PER CALENDAR YEAR 100 112.5 125
If any of the foregoing holidays fall on a Sunday, the Monday following sha11 be observed as the
holiday, except by those employees who are regularly scheduled to work on Sunday other than on
an overtime basis. Employees who are regularly scheduled to work on Sundays shall observe such
holidays on Sunday. If any of the foregoing holidays fall on a Saturday,the preceding Friday shall
be observed as the holiday, except by those employees who are regularly scheduled to work on
Saturday other than on an overtime basis. Employees who are regularly scheduled to work on
Saturdays shall observe such holidays on Saturday. If any of the foregoing holidays fall on any
day from Monday through Friday, inclusive, and that day is a regularly scheduled non-workday
for an employee, such employee shall be entitled to receive another workday off with pay to be
scheduled in the same manner as vacation days are normally scheduled. Employees who work
alternative work schedules commonly known as 9/80's, 4/5-9's, or 4/10's will be entitled to
holiday pay for eight (8) or nine (9)hours as applicable. Department minimum staf�ng levels on
all of the above listed holidays is r�quired to ensure appropriat� public safety services to the
eitizens o�the City of Redding. For purposes of this article,minimum staffing for holiday overtime
purposes includes only those Community Service Officers who are assigned to the Field
16
Operations Division and who are regularly scheduled or otherwise required to report for duty on
the holiday. N�otwithstanding the foregoing, an employee may take off, with pay, on his or her
birthday or anytime during the pay period in which the birthday occurs, or the birthday maybe
deferred and scheduled as vacations are normally scheduled. When an employee works on their
birthday, the employee shall receive pay at the straight time rate.
17.2 Notwithstanding the foregoing, employees may be scheduled to work on holidays,
in which event any such employee wi11,in addition to the employee's holiday pay,be compensated
therefore at the overtiine rate of pay for all time worked on such days. An employee may,however,
at the employee's option, elect to observe that holiday at another time to be scheduled in the same
manner as vacation days are normally scheduled, in which event any such employee will only be
compensated for time worked on that day at the overtime rate of pay, and shall not receive holiday
pay for such day.
17.3 If an employee is in a non-pay status on either workday immediately adjacent to
the holiday, the employee shall not receive pay for the holiday.
17a4 �'�ar�zn�l�ve�� c�ia a leav� �f abs�z�c��hc�liday accrtx�� e�rned sha11 b�limit�� ��tl�e
a�era�e ha�°s in � �a�d status the day b�for� �nd tl�e da� after the h�lad�yq l�i� ts� a tri�xim�m of
th�re�ulan c��urs sch�d�l�d to wc�rlc�an said�1�1id�y.
ARTICLE 18: VACATIONS
18.1(a) Regular employees of the City shall accrue vacations with pay as follows:
ACCRIIAL T�IR+C)UGH APPR�XIMATE YEARS OT'
RATE PER I'AY ' ACCRtJAL
FRl7M �ERVICE
H�UR ' I'ERIOD RATE '
A `�� .039 �Date of 104t'' 2 weeks 1-4
Em lo ment
� .058 105`h 234t" 3 weeks After 4
C � .068 235�` 364t'' 3 '/z weeks After 9
� '��� .0�� 365`h 494t" 4 weeks After 14
E .087 495tn 624t'' 4 '/Z weeks After 19
F : .096 625`h -- 5 weeks After 24
18.1(b) A full pay period as used in this Article is de�ned as one in which the employee
works or is paid for time off for at least half of the regularly scheduled work hours.
� 18.2(a) Effective ., , � � , ����,���������,y?�32�, the maximum vacation time which
can be accrued by a Regular employee is �=�.���-(-4A(�}��"��e h�ndr�d�500�hours.
18.2(b) It is City policy that employees take their normal vacation each year at such time
or times as may be approved by the Department.
18.2(e) In the event of departmental cancellation of a previously seheduled vacation or of
a paid leave of absence due to industrial injury where such employee would exceed the maximum
� vaeation acerual, the accumulation of vacation hours may exeeed the ��������f�,�r�_hundred (���00)
hour maximum. In the event of a paid leave of absence due to an illness or injury that is not job
1�
' related, the Chief of Police may approve the accumulation of vacation hours in excess of the -�����
t��%c:hundred ('��00) 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.
18.3 Vacation cannot be accrued while an employee is in a non-pay status.
18.4 Vacations will be scheduled throughout the calendar year. Employees with greater
seniority within classification with the Department will be given preference over those with less
seniority in the selection of a vacation period;provided,however,that if the senior employee splits
the employee's vacation by requesting less than a fu11 year's allowance to be scheduled on
consecutive workdays, the employee's preferential rights shall only apply on one period in that
calendar year prior to all other employees being given consideration in the selection of their first
choice vacation period. Vacation scheduling shall be completed at the same time as watch sign-
ups.
18.5 The City shall not require an employee to take the employee's vacation in lieu of
sick leave or leave of absence on account of illness.
18.6 If a holiday which an employee is entitled to have off with pay occurs on a workday
during the employee's vacation period, such employee wi11 be entitled to an additional day of
vacation and will be compensated for same.
18.7 Employees whose employment with the City is terminated for any reason shall, at
the time of termination, receive any unused vacation period previously earned.
18.8 The City will, at the employee's option, compensate employees for accumulated
vacation during any fiscal year as follows:
IYIINIMUM MAXIMUM
' ACCRLTAL HOURS PAYABLE
120 40
240 80
360 120
18.9 A voluntary vacation donation program is hereby established in which any
employee (herein referred to in this policy as the donor) may donate unused vacation hours to
another employee (herein referred to in this policy as the recipient); such donation will be made
on the basis of value (dollar basis) so that vacation hours from the donor wi11 be converted to
dollars and then to the appropriate vacation hour level for the recipient.
The recipient will be required to meet the criteria of having exhausted all paid leave,
including advanced sick leave benefits, due to a non-work related injury or illness and not be
eligible for long term disability benefits. Donated hours wi11 be posted on a date of receipt basis
until the recipient need is met.
Employees requesting to take advantage of this program as a recipient will make
application on an approved form signed by their Department Direetor, Personnel Direetor, and the
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City Manager. Employees wishing to donate vacation hours can do so on forms for this use in the
Personnel office. All donations will be treated on a confidential basis.
ARTICLE 19: UNIFORMS
19.1 With the exception of newly hired employees, an annual uniform allowance in the
amount outlined below shall be paid in equally divided installments on a bi-weekly basis with the
City's regular payroll processing. Newly hired employees upon initial appointment wi11 receive
the full amount indicated below. In July�ollowing in the employee's hire date, regardless of time
with the Police Department, the employee will begin receiving bi-weekly installments with the
regular payroll. The annual uniform allowances shall be as follows, effective upon contract
ratification:
Community Service Officer $900.00
Community Work Program Officer $900.00
Property and Evidence Technician $900.00
Crime Scene Technician $900.00
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) damaged in the course of
employment. This provision does not apply to items lost or damaged as a result of negligence of
the employee.
19.3 The City will propose no change in uniform standards during the term of this MOU
that will result in increased cost to the employee.
ARTICLE 20: MISCELLANEOUS
20.1 A Regular employee who is summoned for jury d�uty 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 jury
duty leave in order to receive pay for such leave.
20.2 Any employee, at the employee's request, sha11 be permitted to review the
employee's own personnel file. The file may not,however,be removed from the Personnel Office.
20.3 An employee who disagrees with the evaluator's statements or conclusions with
respect to the employee evaluation report sha11 have the right to review such evaluation report with
the City's Personnel Director and, upon request, shall have the right to have an Association
representative present. The employee may also attach a written rebuttal to the employee evalu-
ation,providing it is done within thirty days of the employee's receipt of the evaluation.
20.4 Employee home addresses and telephone numbers will not be released to anyone
other than authorized City personnel without the permission of the employee.
20.5 Prior to any negative or derogatory documents being placed in the personnel file,
the affected employee shall receive a eopy and be given the opportunity to attach a written rebuttal.
19
20.6 A release time bank is hereby established. Association members may voluntarily
donate earned leave time to the time bank for use by Association officials while conducting
Association business. Donated time will be deducted from the employee's earned leave.
20.7 The City will provide appropriate self-defense training for Community Service
Officers, as determined by the City from time to time. Such self-defense training will not be
construed to inean that Community Service Officers will need such training in normal day to day
job situations.
20.8 Employees will be allowed to engage in political activity only during off-duty hours
and while out of uniform.
20.9 Whenever disciplinary action is imposed, all documents supporting such discipline
shall be provided to the employee.
20.10 Whenever any investigation of alleged miscond�uct is being undertaken, the
employee shall be informed of the nature of the investigation at the beginning of the meeting; the
meeting shall be conducted at a reasonable time during the employee's duty hours; the employee
shall be informed in advance of the name, rank, and command of the officer conducting the
meeting; no more than two (2) management representatives sha11 conduct questioning at the same
time, and the employee shall not be subjected to offensive language.
20.11 Reference is made to Exhibit "D" titled Substance Abuse Policy. Such substance
abuse policy is not subject to the grievance proced�ure. Any disciplinary action taken, however,
against an employee as a result of an alleged violation of the substance abuse policy,will be subject
to the grievance procedure.
ARTICLE 21: EMPLOYEE BENEFIT PROGRAMS
21.1 Retirement Plan: All Regular employees are covered by the California Public
Employees' Retirement System (Ca1PERS) program pursuant to an existing contract with the
Public Employees' Retirement System.
Additionally, all CaIPERS eligible employees will pay the full cost of the 1959 Survivors' Benefit
Program.
(a) Tier 1 —Employees Considered to be "Classic Ca1PERS Members"
Regular employees hired prior to January 1, 2013, and those considered to be "Classic Ca1PERS
Members"will be covered under the 2.0%at age 55 retirement benefit formula with the 12 highest
paid consecutive months final compensation provision. Employees will be covered by the Indexed
level of 1959 Survivors' Benefit Program (Government Code Seetion 21382.4), Post-Retirement
Survivors allowance, credit for unused sick leave; and certain military service credit. The
employee contribution of seven percent(7%)of pensionable earnings will be paid by the employee
through a bi-weekly payroll deduction on a pre-tax basis.Regular employees vested in Tier 1 who
leave City employment and subsequently are rehired wi11 be re-employed with Tier 1 status for
Ca1PERS benefits.
All Ca1PERS eligible employees, covered, under Tier 1, agree to cost sharing of the Ca1PERS
employer eontribution rate in accordance with Government Code Section 20516, effective July 14,
2019. The additional contribution of pensionable earnings will be paid by the employee through
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a bi-weekly payroll deduction on a pre-tax basis.
Tier 1 employees have agreed to cost sharing of the contribution rate in accordance with
Government Code Section 20156 as follows:
• One percent(1%), effective July 14, 2019 [total employee contribution of 8%];
• An additional 1.125 percent (1.125%) f�r � te���1 �f twc� �a���� ��� t�� fiv� ��rccn�
2.1�5°l0 , effective_��c��j���Cs�.� � �, ��}�2 � � . � . � � �. � � ° .� � �
�``��,���;' � ,�' °��¢'�� � �-���'���, [total employee contribution of 9.125%].
Except as provided below, the City will provide employees hired prior to January 5, 2011, with
the Public Agency Retirement System (PARS) 0.5% at age 55 supplemental retirement benefit
formula for each year of regular City service, any CaIPERS service and CaIPERS service credit
purchased and credited to the employee's City of Redding Ca1PERS account while an employee
of the City as a supplement to the Ca1PERS benefit, so long as the employee is vested with five
(5) years of City service.
Effective December 27, 2020, all employees eligible for the PARS defined benefit will make a
mandatory PARS contribution of 1.71%, on a pre-tax basis per pay period.
(b) Tier 2 —Employees hired on or after January l, 2013, considered to be "New CaIPERS
Members"
Pursuant to the California Public Employees' Pension Reform Act of 2013 (PEPRA), employees
hired on or after January 1, 2013, will be covered by the 2.0% at age 62 retirement formula with
the 36 highest consecutive months final compensation provision as a"New Ca1PERS Member" if
the employee 1) has not been a member of a California Public Retirement System, or 2)had prior
CaIPERS/reciprocity service with a break in service of six months or longer. Employees will be
covered by the Indexed level of 1959 Survivors' Benefit Program (Government Code Section
21382.4), Post-Retirement Survivors allowance, credit for unused sick leave; and certain military
service credit. Also pursuant to PEPRA, New Ca1PERS Members will be responsible for paying
one-half of the total normal cost rate for the retirement benefit on a bi-weekly pre-tax basis.
Employees hired on or after January 5, 2011,will not be eligible for the Public Agency Retirement
System(PARS) 0.5% at age 55 supplemental retirement benefit formula.
(c) Effective January 3, 2016, Fu11-Time Temporary employees not included within Section 21.1
above shall be covered by the PARS —457 Plan. Participating employees will pay one 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%).
21.2(a) 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 insuranee plans, effective the first day of
employment. The City shall pay the cost of the program for both employee and dependents as
indicated below.
(1) Life Insurance: Twice annual salary for employee, $3,000 for employee's dependents.
The City will pay the full eost o�the premiums. More speeifie bene�t information is provided in
the carrier booklet.
21
(2) Health Benefits: Effective January l, 2017, the City's contribution toward the monthly
group health and welfare insurance composite premium rate was ninety percent (90%) and the
employee began paying ten percent (10%) of the rate through a bi-weekly payroll deduction. The
ten percent(10%) co-share of premium will be recalculated every January lst to coincide with the
renewal o� the City's Group Health Insurance Plan. The City established a Section 125 Plan
effective with the first pay period the ten percent(10%) co-share was taken from their pay. This
redirected the portion of the employee's salary to pay, on a pre-tax basis, the employee's
contribution toward the medical, and prescription,dental and vision insurance composite premium
rate. E�fective December 26, 2011, all eligible employees will receive a ten percent (10%)
premium co-share offset in their pay. 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.
All eligible employees will be enrolled in the `Base Plan" and will have the option on a voluntary
basis to enroll in the "Buy Up Plan" initially, and during the open enrollment period for each
subsequent calendar year. Changes wi11 be effective at the beginning of the following calendar year.
Employees who do not complete an annual open enrollment group health medical plan selection will
remain in the medical plan the employee participated in during the previous plan year. The City's
contribution toward the monthly group health and welfare insurance composite premium rate for
the `Base Plan" shall be ninety percent(90%) and the employee will pay ten percent(10%) of the
premium rate through a bi-weekly payroll deduction. Employees electing to enroll in the`Buy Up
Plan" will be responsible for premiums beyond the City's contribution of 90% of the `Base Plan"
composite rate.
Effective January l, 2023, all employees participating in the Group Health and Welfare Insurance
Plan will pay 20 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 80 percent
(80%). Employees electing to enroll in the"Buy Up Plan"will be responsible for premiums beyond
the City's contrib�ution of 80% of the`Base Plan"composite rate.
Effective in January l, 2023, all active employees will 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 contrib�ution toward the
`Base Plan"for the high deductible plan. Retirees are not eligible for the high deductible plan.
The City and the Union agree to meet and confer during the term of this agreement over changes
to the group health premium contribution formula/structure when another City of Redding
employee group agrees to a change in premium formula/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 caxe coverage on an annual basis during
the open enrollment period.
For specifics regarding the City's Group Health and Welfare Bene�t Plan, refer to the Benefit
Summary Plan Description.
Prescription Benefit: Coverage also includes a prescription drug card program with co-payments
as shown in the following table:
22
Co-P�ys Effective 1/1/17
Retail(34 days';supply)
Generic $10.00
Brand $50.00
No Generic Available $20.00
Mail 90 da s' su 1
Generic $20.00
Brand $100.00
No Generic Available $40.00
(3) Dental Benefits: For specifics regarding the City's Dental Plan, refer to the Benefit
Summary Plan Description.
(4) Long Term Disability: For specifics regarding the City's Long Term Disability Plan,
refer to the Benefit Summary Plan Document.
(5) Vision Benefits: For specifics regarding the City's Vision Plan, refer to the Bene�t
Summary Plan Description.
The City may if practicable, modify the group insurance program set forth above by adding
utilization review and by creating preferred provider organization programs which create financial
incentives for the employee to use such preferred provider services, but do not reduce any current
benefit level nor impose any penalty for the employee who elects not to use a preferred provider's
services.
21.2(b)Tier 1 —Group Health Benefits at Retirement for Employees Hired Prior to January
5, 2011
All active employees hired prior to January 5, 2011, who retire from the City and are
eligible for CaIPERS benefits upon separation of service shall be eligible for the City to pay a 50%
proportionate share of costs of the insurance premium should the active employee transitioning to
retirement elect to participate in the group health, dental and vision plan also made available to
active employees. To initially qualify for the bene�t, the employee must go directly from active
stat�us to retiree status with Ca1PERS. 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 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 January 5, 201 l, except as
set forth above. (Employees who retired prior to July 1, 2001, are eligible for health coverage
only.)
(c) Tier 2—Hired On or After January 5, 2011
All active employees hired on or after January 5, 201 l,who retire from the City during the
term of this 1VIOU and who have five (5) or more years of City service (and are eligible for
CaIPERS benefits upon separation of service) shall be eligible for the City to pay shall pay a
23
proportionate share of the cost of the insurance premiums in accordance with the following
formula: two percent (2%) for every year of active service with the City of Redding up to a
maximum of fifty percent (50%) should the elnployee transitioning to retirement 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 and the retired employee and their covered spouses who reach Medicare A/B eligibility
age must enroll in Medicare. Paylnents 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 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 after January 5, 2011, except as
set forth above.
(d) 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.
(e) Beginning Calendar Year 2017, the City will offer two health plans, a`Base Plan" and
an optional `Buy Up Plan". All retired employees participating in the group health plan will be
enrolled in the `Base Plan" and will have the option on a voluntary basis to enroll in the "Buy Up
Plan" initially, and during the open enrollment period for each subsequent calendar year. Changes
will be effective at the beginning of the following calendar year. The City shall pay a proportionate
share of the cost of the `Base Plan"insurance premiums as outlined above in sections 21.2(a) and
21.2(b). Participating retired employees electing to enroll in the`Buy Up Plan"will be responsible
for premiums beyond the City's contribution of the `Base Plan" composite rate. The City's
proportionate share for payments referenced above in 21.2(a) and 21.2(b) shall apply only to the
premium for the`Base Plan."
21.3 Effective December 26, 2010, the City will deduct $50 from each member's pay,
the first and second pay period per month (totaling $100) pretax, and transmit the funds to the
Peace Officers Research Association of California (PORAC) Retiree Medical Reimbursement
Trust. 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.
21.4 Effective March, 15, 2015, 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 Savings Plan (RHS). In addition, any eligible sick leave pay out made upon
retirement of RPOA 1Vliscellaneous members will be contributed to the VantageCare RHS per
Section 15.5 and 15.6. (Note: From side letter March 5,2015—section was to be 21.2(d)but needs
to be 2].4 instead; added 15.6 reference as well.)
21.5 The City and the Union agree to reopen negotiations if any changes to the
Affordable Care Act affect matters within the seope of representation.
ARTICLE 22: TERM
24
22.1 This Memorandum of Understanding, having taken effect as of the 26th day of
( January, 1989, shall continue into full force and effect until the -��-31 st day of July, �9�2026,
and thereafter from year to year unless written notice of change or termination shall be given by
either party no later than ninety(90) days prior to the expiration date above or the expiration date
of any year thereafter, except, however, that it shall only become ef�ective with approval of the
City Council of City. The City agrees to hold the initial bargaining session for the successor
Memorandum of Understanding within forty-five (45) days after the receipt of the initial proposal
of the Association for Miscellaneous Employees, provided that such date is no earlier than ninety
(90) days prior to the termination date of the existing Memorandum of Understanding.
22.2 Whenever notice is given for changes, the general nature of the changes desired
must be specified in the notice, and until a satisfactory conclusion is reached in the matter of such
changes, the original provision shall remain in full force and effect.
22.3 This Memorandum of understanding shall not be amended or supplemented except
by agreement of the parties hereto, reduced to writing and duly signed by each.
22.4 Any provision of this Memorandum of Understanding which 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 this Memorand�um of
Understanding, however, shall remain in full force and effect.
25
IN WITNESS WHEREOF, the parties have executed this Memorandum of Understanding as of
the day and year first above written.
CITY OF REDDING PEACE OFFICERS ASSOCIATION of REDDING
s/Robert M. Christo�herson s/Dave Mundv
Robert M. Christopherson Dave Mundy
City Manager President
s/Charles R. Revnolds s/Steve A11en
Charles R. Reynolds Steve Allen
Director of Labor Relations Labor Representative
s/Robert P. Blankenship s/Michael J. Leonard
Robert P. Blankenship Michael J. L,eonard
Chief of Police Negotiator
s/Jesse G. McKinnev s/Michael D. Martin
Jesse G. McKinney Michael D. Martin
Police Lieutenant Negotiator
s/James G. Bristow
James G. Bristow
Director of Personnel Services
Approved as to form:
s/Randall A. Hays
Randall A. Hays
City Attorney
IN WITNESS WHEREOF, the parties have executed this Memorandum of Understanding as of
( the-7t�� �f�c��ber 2025'�*'� ��'T„'.,''�'��, to be effective Oc�c�b�r �, 2025 T„�•.''�' `��'�'�'
CITY OF REDDING REDDING PEACE OFFICERS ASSOCIATION
Steve Bade Josh Tracy
Interim City Manager President
Gage Dungy Matthew Rokes
Chief Negotiator Chief Negotiator
Kari Kibler Janae Johnson
Personnel Director Negotiator
Kyle Freeze
Negotiator
Javona Tucker
Negotiator
Zoey Creppell
Negotiator
PEACE OFFICERS ASSOCIATION OF REDDING-MISCELLANEOUS EMPLOYEES
EXHIBIT "A": SCHEDULE OF WAGE RATES
PEACE OFFICERS ASSOCIATION OF REDDING-MISCELLANEOUS EMPLOYEES
SCHEDULE OF WAGE RATES
Effective: July 21, 2024
Hourly Wage Rate -Salary Step
J/C Classification 1 2 3 4 5 6 7
365 Property and Evidence Technician $24.52 $25.75 $27.03 $28.39 $29.81 $31.30 $32.86
386 Community Service Officer $24.52 $25.75 $27.03 $28.39 $29.81 $31.30 $32.86
378 Crime Scene Technician $25.70 $26.99 $28.34 $29.75 $31.24 $32.80 $34.44
387 Community Work Program Officer $25.70 $26.99 $28.34 $29.75 $31.24 $32.80 $34.44
FULL TIME TEMPORARY -STATUS 7 EMPLOYEES
380 Property and Evidence Technician $23.60 $24.78 $26.01 $27.32 $28.68 $30.12 $31.62
381 Community Service Officer $23.60 $24.78 $26.01 $27.32 $28.68 $30.12 $31.62
382 Crime Scene Technician $24.78 $26A1 $27.32 $28.68 $30.12 $31.62 $33.20
For those assignments of Field Training Officer and ID Technician, a specialty pay of five percent(5%)
over base pay will be paid but shall be limited to such time as they are performing that specific function.
For Community Service Officers performing records management and public record request duties related to
the body worn camera program and SB 16 legislative mandates, or when assigned to the Detective Division,
a specialty pay of five percent(5%)over base pay will be paid.
Note: pay rates are calculated utilizing a standardized formula to apply a difference of 5%between steps and small differences may occur due
to rounding.
(
PEACE OFFICERS ASSOCIATION OF REDDING—MISCELLANEOUS EMPLOYEES
EXHIBTT "B": JOB DEFI�NITIONS
COMMUNITY SERVICE OFFICER
Under supervision, an employee engaged in performing a wide variety of non-hazardous, non-
sworn law enforcement duties. The employee may be required to drive a vehicle and must possess
the appropriate State of California driver's license. Employee's background of training and
education must be such to qualify the employee to perform duties with skill, efficiency, safety,
tact, and diplomacy. Such duties include, but are not liinited to, provide general assistance and
direction to the public by way of personal and telephone contacts; respond to citizen inquiries and
requests; conduct abandoned vehicle investigations and impound of abandoned vehicles to include
processing the vehicles for abatement; inspect businesses and residences to determine
susceptibility to criminal attack and recormnend security precautions; after training, to facilitate
neighborhood watch group meetings and other informative public meetings;perform traffic control
and related duties; respond to non-hazardous municipal code violations; serve subpoenas and
conduct house checks; investigate and report property damage accidents and other collision
investigations as necessary; inspect vehicles for correction of cited deficiencies; interview of
misdemeanor suspects in specific cases when a sworn officer is present; report certain felony
crimes against property; preparation of reports and appropriate preliminary follow-up
investigations; plan, coordinate and oversee the activities and participants of police sponsored
community work program; and performs other related duties as assigned.
Additionally, the Community Service Officer may be assigned to the various divisions of the
Police Department and their sub-units.
COMMUNITY WORK PROGRAM OFFICER
Under supervision, an employee engaged in performing a wide variety of non-hazardous, non-
sworn law enforcement duties. The employee may be required to drive a vehicle and must possess
the appropriate State of California driver's license. Employee's background of training and
education must be such to qualify the employee to perform duties with skill, efficiency, safety,
tact, and diplomacy. Such duties include, but are not limited to, plan, coordinate, oversee, and
provide general assistance and direction to the public by way of personal and telephone contacts;
respond to citizen inquiries and requests; conduct abandoned vehicle investigations and impound
of abandoned vehicles to include processing the vehicles for abatement; inspect businesses and
residences to determine susceptibility to criminal attach and recommend security precautions; after
training, to facilitate neighborhood watch group meetings and other informative public meetings;
perform traffic control and related duties; respond to non-hazardous municipal code violations;
serve subpoenas and conduct house checks; investigate and report property damage accidents and
other collision investigation as necessary; inspect vehicles for correction of cited deficiencies;
interview of misdemeanor suspects in specific cases when a sworn officer is present;report certain
felony crimes against property; preparation of reports and appropriate preliminary follow-up
investigations; plan, coordinate and ov�rsee the activities and participant of law
enforcement/correctional and social service community programs; assists police personnel by
handling non-hazardous situations,meets the general public in the field and performs other related
duties as assigned.
Additionally, the Communiry Work Program Officer may be assigned to the various division of
the Police Department and their sub-units.
CRIME SCENE TECHNICIAN
Under supervision, an employee engaged in performing a wide variety of non-hazardous, non-
sworn law enforcement duties. The employee may be required to drive a vehicle and most possess
the appropriate State of California driver's license. Employee's background of training and
education must be such to qualify the employee to perform duties with skill, efficiency, safety,
tact, and diploinacy. Such duties include, but are not liinited to, perfonning technical tasks in the
collection and preservation of evidence at a crime scene such as lifting fingerprints, collecting
body fluids and clothing, dislodging bullets, and making plaster impressions;packaging evidence
for storage; ensures proper procedures are followed; photographing a wide variety of situations to
ensure proper documentation of the crime scene; preparing reports and records of crime scenes
and evidence collected; preparing diagrams; testifying in court regarding the crime scene and the
evidence collected;performing duties related to other area of civilian police activities as necessary;
reporting to crime scenes to collect evidence on a 24-hour basis as needed and perform related
duties as assigned.
PROPERTY AND EVIDENCE TECHNICIAN
Under direction, an employee engaged in the receipt, control, preservation, and disposition of all
evidence and property in custody of the Police Department, and the maintenance of records related
thereto. The employee's duties include,but are not limited to,assigning the proper storage location
within the property areas,preserving evidentiary integrity of the property, maintaining automated
record-keeping systems of all evidence and property, assuring a continual chain of evidence,
disposition of miscellaneous property, arranging for destruction of weapons, narcotics, and drugs
and performs other related duties as assigned. The employee must be aware and knowledgeable
of the law and City rules and regulations relative to property\evidence storage and release. The
employee wi11 function as a liaison with other governmental agencies as we11 as citizens, and must
possess clerical, routine typing (30 wpm), bookkeeping and data entry skills. The employee's
background of training and experience sha11 qualify the employee to perform the duties with skill,
efficiency, tact, and diplomacy.
PEACE OFFICERS ASSOCIATION OF REDDING—MISCELLANEOUS EMPLOYEES
EXHIBTT "C"
PERFORMANCE EVALUATION INSTRUCTIONS FOR
COMMUNITY SERVICE OFFICERS AND PROPERTY AND EVIDENCE
TECHNICIANS
INTRODUCTION: Performance standards have been developed and communicated to
employees in order to establish clear expectations of work performance.
PERFORMANCE STANDARDS: A set of standards has been developed de�ning the
responsibilities of employees. Regardless of assignment or job title, certain performance
standards are expected to be maintained. These standards are intended to clearly define
expectations and form the basis upon which performance wi11 be evaluated.
PERFORMANCE EVALUATION: The eval�uation form used to rate employee performance
has been designed to reflect each of the performance standard categories. In each category, an
employee will be rated using the following performance factors: Exceeds Standards, Meets
Standards, or Below Standards. A rating which most closely represents an employee's
performance in each category shall be made.
It is important to complete the identifying information requested at the top of the first page of the
evaluation form.
RATINGS DEFINED: The following descriptions are supplied to clearly define performance
expected in order to earn a specific rating:
Exceeds Standards: Consistently performs above standard.
Meets Standards: Consistently meets the established standard.
Below Standards: Results fall short of ineeting job reguirements. (Does not meet the
standard as noted in the comments section of the evaluation and
th�ough p�ior counseling.)
Not Applicable: Performance standard not applicable to current assignment.
Examples of performance incidents justifying the rating in each, as well as the overall rating, sha11
be listed in the comments section of the evaluation form.
COMPENSATION: Employees are paid within a wage range. Upon initial appointment, an
employee is normally paid the lowest wage rate for that classification. Those employees who
receive evaluations indicating they are rated overall Meets or Exceeds Standards will be
advanced to the next scheduled wage step.
Any employee who receives an overall Below Standards may be denied a step increase. However,
no employee will be "surprised"with a substandard rating, in that a prior counseling session sha11
have occurred with the employee describing the deficiency and providing time for correction;refer
to Standard Performance Policy.
STANDARD PERFORMANCE POLICY: Substandard performance hurts the organization by
forcing other employees to carry a great�r portion of the day-to-day workload. Every attempt will
be made to encourage employees to perform at a level where all standards are being met and/or
exceeded. To this end, two clauses have been added to thes� instructions, as follows:
CLAUSE #1:
X If an employee is not meeting performance expectations,the employee's supervisor will meet
with the employee to clarify how the employee is perceived not to be meeting the standard.
X If Below Standards work is critical enough that the employee's rating might be adversely
affected, the supervisor will inform the employee and together they wi11 develop a plan to
correct the deficiency. The plan will be summarized in writing.
X If the employee successfully implements the plan and performance is corrected, the employee
will be rated as Meets Standards in this element; i�not, the employee will not get a Meets
Standards rating in that element.
CLAUSE #2:
X If the plan referenced above becomes unattainable, the employee should initiate immediate
contact with the employee's supervisor to review the p1an, discuss problem areas or make
appropriate adjustments.
MINIMUM PERFORMANCE STANDARDS FOR
COMMUNITY SERVICE OFFICERS AND PROPERTY AND EVIDENCE
TECHNICIANS
The following minimum performance standards have been adopted to assist each supervisor in
evaluating an employee's effectiveness. There are three objectives for setting these performance
standards:
I. The Improvement of Employee Effectiveness - The performance evaluation report will:
A. Inform the employee of what is expected and how well the employee is meeting those
expectations.
B. Give the employee recognition and reward for good work.
C. Measure the employee in terms of job requirements.
D. Stimulate self-development.
E. Help the supervisor decide on pay step increase.
F. Serve as a guide for future personnel actions such as promotions, disciplinary actions,
transfers, etc.
II. The Improvement of Supervisory Effectiveness - The performance evaluation report will:
A. Provide for supervision consistency in application of performance standards and
evaluation of personnel on al1 watches.
B. Identi�y training needs of subordinates in general and individually.
C. Provide the supervisor with a continuous record of the employee's performance
history enhancing the quality of annual performance evaluations.
III. The Improvement of the Personnel Process - The performance evaluation report will:
A. Indicate weaknesses in selection procedures.
B. E]evate �mployee marale by recognition of competent service.
C. Help the City and Department check on the need for and reasonableness of
established performance standards.
D. Provide a check on the accuracy of job descriptions, classifications, recruitment, and
selection process.
E. Indicate training needs and evaluate the effectiveness of training activities which will
demonstrate the need for changes in or the clarification of rules,regulations,policies,
and procedures.
In addition to the above minimum performance standards, standards have also been
developed pertaining to an employee's speci�c assignment in various divisions or programs
within the department.
MINIMUM PERFORMANCE STANDARDS FOR
COMMUNITY SERVICE OFFICERS ASSIGNED TO FIELD OPERATIONS
I . PRODUCTNITY
A. Level of activity should be comparable to peers in like conditions, taking into
consideration such influences as work schedule, including days off, special
enforcement activities, training assignments, number of hours actually worked, etc.
B. A majority of efforts should be in response to citizen inquiries and requests for
information regarding criminal and civil matters as it pertains to police services.
C. Self-initiated duties include, but are not limited to:
1. Parking enforcement.
2. Abandoned auto removal.
3. On-view activities such as violations which create no hazard to enforce,
illegally posted signs, etc.
4. Assisting beat officers with non-hazardous duties such as vehicle impounds,
victim/witness transportation, etc.
II. REPORTS
A. Follow agency format and guidelines, see Attachment"A."
B. Complete reports by the end of watch unless approved by supervisor.
C. At least 80 percent of reports must be useable (easily corrected by a supervisor in the
time it normally takes to review) upon first submittal to supervisor. This means that
no more than 20 percent can be kicked back because of:
l. Incomplete preliminary and follow-up investigation;
2. Spelling, grammar, sentence structure, or legibility;
3. Errors, omissions;
4. Elements omitted; and
5. Improper format.
This standard applies to employees who have been released from the formal FTO
program.
III. INTERNAL RELATIONS: Employees are expected to conduct work in a manner which
supports the overall group effort. If differences with co-workers and supervisors develop,
the employee is expected to resolve them in a constructive manner. This means the
employee is expected to:
A. Treat co-workers and supervisor with the same respect the employee desires.
B. Avoid behavior which disrupts the employee's work or the work of others.
C. Avoid racial,religious, ethnic, sexual slurs, and comments that might offend.
D. When differences develop,handle them constructively by actively trying to resolve or
negotiate ways to work together harmoniously.
IV. EXTERNAL RELATIONS: Employees are expected to conduct work in a manner likely
to foster good citizen relations and support for the agency and not generate patterns of
sustained complaints. This means the employee is expected to:
A. Treat citizens with respect;
B. Refuse to accept gratuities.
C. Avoid profanity, use of racial,religious, ethnic, and sexual slurs, sarcasm, and
derogatory remarks.
V. SAFETY: Einployees are expected to conduct work in a manner which is most likely to
protect the employee and others from harm and facilities and equipment from damage.
This means employees are expected to:
A. Follow Department policy and procedure in the use of vehicles and equipment.
B. Follow Department policy and procedure when providing traffic control.
C. Employees are to use good judgment in recognizing potentially hazardous
areas/situations and take steps to distance themselves from the area/sit�uation.
D. Follow departmental radio communications procedures.
VI. WORK IIABITS AND PROFESSIONAL APPEARANCE: Employees are expected to
adhere to a productive work ethic, to exercise good personal hygiene, and present a neat
and professional image. This means employees will be expected to:
A. Arrive at the beginning of ro11 call in uniform, with a11 necessary equipment ready for
duty.
B. Be on the street within five minutes after briefing unless approved otherwise by
Supervisor.
C. Assure Code Ts do not exceed 30 minutes, excluding reasonable travel time after
clearance. Coffee breaks will be limited to two (2) and are not to exceed 15 minutes
each, excluding reasonable travel time after clearance. Code 7 break locations must be
given to Dispatch upon arrival.
D. Answer radio when called or Dispatch should be advised of location and status.
E. Remain in field until ten minutes to end of shift, but available to end of shift.
Exceptions are to be cleared with supervisor.
F. Complete assignments and projects by due date or renegotiate with supervisor in
advance.
G. Meet or exceed minimum standards of uniform and grooming policy.
H. Notify the Supervisor at the point in the shift where overtime is going to be needed.
L Comply with court standby policy.
J. Return citizen phone calls as soon as possible.
K. Maintain Department-provided mail slots in useable condition.
L. Maintain area of responsibility, i.e., of�'ice, work station, locker room, gym, report
room, and squad room, etc., in a neat condition.
M. Follow the chain of command.
N. Any sick leave used is to be for legitimat� medical reasons according to current City
policy.
VII. EQUIPMENT USE AND MAINTENANCE: Employees are expected to use and care for
Department equipment in a manner most likely to ensure good working order and
appearance. This means employees will be expected to:
A. Keep vehicles free of contraband, evidence, and debris.
B. Keep fuel tank no less than one-half full at end of shift.
C. Conduct circle checks of vehicle before and after shift and report damage or
deficiencies to supervisor on appropriate form.
D. Lock vehicle when leaving it in public areas unless officer safety dictates otherwise.
E. Return equipment used to its proper location.
F. Report all lost, stolen or damaged departmental equipinent while it is in possession.
MINIMUM PERFORMANCE STANDARDS FOR
COMMUNITY SERVICE OFFICERS ASSIGNED TO INVESTIGATIONS
I. PRODUCTIVITY - ALL ASSIGNMENTS
A. Level of activity should be comparable to peers in like conditions, taking into
consideration such influences as work schedule, including days off, special
enforcement activities, training assignments, number of hours actually worked, etc.
W�IILE ASSIGNED TO MISSING PERSONS, NVENILE RUNAWAY FOLLOW-UP
AND FINANCIAL CRIMES:
A. A majority of efforts should be directed toward clearance of the cases assigned .
B. Properly manage cases assigned, which include:
l. Case prioritization,working the most critical cases first based on solvability factors
or supervisory direction.
2. Maintaining case files which contain case documentation, notes, reports, and any
other materials pertinent to the investigation.
3. Keeping supervisors apprised of case status, issues which arise that reflect on the
department(positively or negatively), and any problems affecting ability to manage
caseload.
PRODUCTNITY WHILE ASSIGNED TO CRIME PREVENTION:
A. Satisfactory preparation and presentation of Crime Prevention events, programs, and
meetings.
B. Maintain communication/cooperation with other City departments and other public and
private agencies.
C. Conduct residential and commercial security surveys and attend Police Planning
Committee meetings.
D. Provide other Crime Prevention presentations as requested, i.e., robbery, personal
safety, gangs, drug awareness,business security, child safety, rape awareness, etc.
E. Assist in the Volunteer Program as needed and conduct volunteer background
interviews.
F. Prepare and facilitate Southeast Asian Task Force meetings.
G. Answer miscellaneous Crime Prevention questions via phones,mail, etc., as they arise
and update and maintain Crime Prevention calendar.
H. Identify innovative methods to promote community Crime Prevention in the Public and
private sector.
PRODUCTIVITY WHILE ASSIGNED TO COMMUNITY WORK PROGRAM:
A. Plans, organizes, and coordinates activities and availability of resources in an efficient
and effective manner.
B. Prepares work schedules, assigns resources and assists participants with assignments
and effectively communicates tasks and expected outcomes.
C. Provides direction and oversees the activities of participants. Work is performed
according to standard. Activities are monitored and inspected to ensure quality,
timeliness, accuracy and completeness. Problems are resolved in a professional,
creative and tiinely manner.
II. REPORTS
A. Follow agency format and guidelines, see Attachment"A."
B. Complete reports in a timely manner as directed by supervisor.
C. At least 80 percent of reports must be useable (easily corrected by a supervisor in the
time it normally takes to review) upon first submittal to Supervisor. This means that
no more than 20 percent can be kicked back because o£
L Incomplete preliminary and follow-up investigation;
2. Spelling, grammar, sentence structure, or legibility;
3. Errors, omissions;
4. Elements omitted; and
5. Improper format.
This standard applies to employees who have been released from the formal FTO program.
III. INTERNAL RELATIONS: Employees are expected to conduct work in a manner which
supports the overall group effort. If differences with co-workers and supervisors develop,
the employee is expected to resolve them in a constructive manner. This means the
employee is expected to:
A. Treat co-workers and supervisor with the same respect the employee desires.
B. Avoid behavior which disrupts the employee's work or the work of others.
C. Avoid racial,religious, ethnic, sexual slurs, and comments that might offend.
D. Maintain flexibility within the unit to assist any subunit or clerical staff when the need
arises.
E. When differences develop, handle them constructively by actively trying to resolve or
negotiate ways to work together harmonious]y.
F. Develop and maintain positive working relationships with allied agencies, i.e., District
Attorney's office, allied law enforcement agencies,parole, schools, etc.
G. Follow the chain of command.
IV. EXTERNAL RELATIONS: Employees are expected to conduct work in a manner likely
to foster good citizen relations and support for the agency and not generate patterns of
sustained complaints. This means the employee is expected to:
A. Treat citizens with respect;
B. Refuse to accept gratuities.
C. Avoid profanity, use of racial, religious, ethnic, and sexual slurs, sarcasm, and
derogatory remarks.
D. Be aware of victims' rights and emotional well-being while conducting investigation,
and remain sensitive to the needs of victims.
E. Be informed, knowledgeable, and supportive of existing local services and programs
for victims.
F. Advise victuns of crimes of the status and closing of investigations.
G. Provide assistance to other agencies in a timely manner.
H. Conduct self in a manner which will not generate sustained coinplaints or claims
against you or the City of Redding.
V. SAFETY: Employees are expected to conduct work in a manner which is most likely to
protect the elnployee and others from harm and facilities and equipment from damage.
This means employees are expected to:
A. Follow Department policy and procedure in the use of vehicles and equipment.
B. Follow Department policy and procedure when providing traffic control.
C. Employees are to use good judgment in recognizing potentially hazardous
areas/situations and take steps to distance themselves from the area/situation.
D. Fo11ow departmental radio communications proced�ures.
IN ADDITION TO ABOVE, WHILE ASSIGNED TO COMMUNITY WORK PROGRAM:
A. Work is conducted in a manner which is most likely to protect self and others from
harm.
B. Work is conducted in a manner which is most likely to protect facilities and equipment
from damage.
C. Ensures facilities and work locations are free of unsafe conditions in conformance with
federal, state, local and departmental safety regulations.
VI. WORK I�ABITS AND PROFESSIONAL APPEARANCE: Employees are expected to
adhere to a productive work ethic, to exercise good personal hygiene, and present a neat
and professional image. This means employees wi11 be expected to:
A. Dress in business attire or uniform. For male CSO's this means a dress shirt with.
appropriate tie and dress pants. During hot weather, and with supervisory approval,
open-collar shirts may be worn. For female CSO's this means skirts, dresses,blouses,
or dress slacks. Blue denim-type jeans or shorts are not acceptable. The
appropriateness of the attire will be at the discretion of the division supervisors and
commanders.
B. Arrive for wark on time and maintain a schedule approved by Supervisor.
C. Assure Code 7's do not exceed 60 minutes, including reasonable travel time after
clearance. Coffee breaks will be limited to two (2) and are not to �xceed 15 minutes
eaeh, including reasonable travel time after clearance. Code 7 break locations must be
given to Dispatch upon arrival.
D. Answer radio when called or Dispatch should be advised of location and status.
E. Check department mail folder daily for messages.
F. Complete assignments and projects by due date or renegotiate with supervisor in
advance.
G. Notify the Supervisor at the point in the shift where overtime is going to be needed.
H. Comply with court standby policy.
L Return citizen phone calls as soon as possible.
J. 1Vlaintain area of responsibility, i.e., office, work station, locker room, gym, report
room, and squad room, etc., in a neat condition.
K. Wear pager and have it turned on during on-duty hours.
L. Any sick leave used is to be for legitimate medical reasons according to current City
policy.
VII. EQUIPMENT USE AND MAINTENANCE: Employees are expected to use and care for
Department equipinent in a manner most likely to ensure good working order and
appearance. This means employees will be expected to:
A. Keep vehicles free of contraband, evidence, and debris.
B. Keep fuel tank no less than one-half fu11 at end of shift.
C. Conduct circle checks of vehicle/equipment before and after shift and report damage
or deficiencies to supervisor on appropriate fonn.
D. Lock vehicle when leaving it in public areas unless officer safety dictates otherwise.
E. Return equipment used to its proper location.
F. Report all lost, stolen or damaged departmental equipment while it is in possession.
G. Keep assigned radio or pager charged and in good working order.
MINIMUM PERFORMANCE STANDARDS FOR
COMMUNITY SERVICE OFFICERS ASSIGNED TO SERVICES
I. PRODUCTNITY
A. Level of activity should be comparable to peers in like conditions, taking into
consideration such influences as work schedule, including days off, special
enforcement activities, training assignments, number of hours actually worked, etc.
B. A majority of efforts should be in response to citizen inquiries and requests for
information regarding criminal and civil matters as it pertains to police services.
C. Work cooperatively with other Department personnel to achieve the overall goals of
the Department.
D. Self-initiated duties include,but are not limited to:
l. Answering telephone calls.
2. Computer entries.
3. Assisting with certain clerical functions.
4. Researching Community Service Officer related projects.
II. REPORTS
A. Follow agency format and guidelines, see Attachment "A."
B. Complete reports by end of watch unless approved by supervisor.
C. At least 80 percent of r�ports must be useable (easily corrected by a supervisar in the
time it normally takes to review) upon first submittal to Supervisor. This means that
no more than 20 percent can be kicked back because of:
1. Incomplete preliminary and follow-up investigation;
2. Spelling, grammar, sentence structure, or legibility;
3. Errors, omissions;
4. Elements omitted; and
5. Improper format.
This standard applies to employees who have been released from the formal FTO program.
III. INTERNAL RELATIONS: Employees are expected to conduct work in a manner which
supports the overall group effort. If differences with co-workers and supervisors develop,
the employee is expected to resolve them in a constructive manner. This means the
employee is expected to:
A. Treat co-workers and supervisor with the saine respect the employee desires.
B. Avoid behavior which disrupts the employee's work or the work of others.
C. Avoid racial,religious, ethnic, sexual slurs, and comments that might offend.
D. When differences develop, handle them constructively by actively trying to resolve or
negotiate ways to work together harmoniously.
IV. EXTERNAL RELATIONS: Employees are expected to conduct work in a manner likely
to foster good citizen relations and support for the agency and not generate patterns of
sustained complaints. This means the employee is expected to:
A. Treat citizens with respect;
B. Refuse to accept grat�uities.
C. Avoid profanity, use of racial, religious, ethnic, and sexual slurs, sarcasm, and
derogatory remarks.
V. SAFETY: Employees are expected to cond�uct work in a manner which is most likely to
protect the employee and others from harm and facilities and equipment from damage.
This means employees are expected to:
A. Follow Department policy and procedure in the use of vehicles and eguipment.
B. Employees are to use good judgment in recognizing potentially hazardous
areas/situations and take steps to distance themselves from the area/situation.
C. Fo11ow departmental radio communications procedures.
D. Follow Departmental phone procedures.
VL WORK HABITS AND PROFESSIONAL APPEARANCE: Employees are expected to
adhere to a productive work ethic, to exercise good personal hygiene, and present a neat
and professional image. This means employees will be expected to:
A. Arrive in uniform, with all necessary equipment ready for duty.
B. Assure Code 7's do not exceed 30 minutes, excluding reasonable travel time after
clearance. Coffee breaks will be limited to two (2) and are not to exceed 15 minutes
each. Code '7 break locations must b� given to Dispatch.
C. Answer radio or phone when called.
D. Complete assignments and projects by due date or renegotiate with supervisor in
advance.
E. Meet of exceed minimum standards of uniform and grooming policy.
F. Notify supervisor at the point in the shift where overtime is going to be needed.
G. Comply with court standby policy.
H. Return citizen phone ealls as soon as possible.
I. Maintain Department-provided mail slots in useable condition.
J. Maintain area of responsibility, i.e., o�fice, work station, locker room, gym, report
room, and squad room, etc., in a neat condition.
K. Follow the chain of cominand.
L. Any sick leave used is to be for legitimate medical reasons according to current City
policy.
VII. EQUIPMENT USE AND MAINTENANCE: Employees are expected to use and care for
Department equipment in a manner most likely to ensure good working order and
appearance. This means employees will be expected to:
A. Keep area free of contraband, evidence, and debris.
B. Return equipment used to its proper location.
C. Report all lost, stolen or damaged departmental equipment while it is in possession.
MINIMUM PERFORMANCE STANDARDS FOR
COMMUNITY SERVICE OFFICERS ASSIGNED AS COURT LIAISON
I. PRODUCTNITY
A. Level of activity should be comparable to peers in like conditions, taking into
consideration such influences as work schedule, including days off, special
enforcement activities, training assignments, number of hours actually worked, etc.
B. Duties include but are not limited to:
1. All complaint-based reports, arrest reports, and other necessary reports, including
correspondence, are processed and delivered to the Shasta County District
Attorney's Office or Court Offices prior to any mandated deadline.
2. All reports, supplements, and crime complaint applications are completed in
accardance with Department time requirements.
3. Ensure that all necessary documents are attached to the Court/District Attorney
Office copies.
4. Follow-up reguired by the court officer is completed in a timely manner.
II. INTERNAL RELATIONS: Employees are expected to conduct work in a manner which
supports the overall group effort. If differences with co-workers and supervisors develop,
the employee is expected to resolve them in a constructive manner. This means the
employee is expected to:
A. Treat co-warkers and supervisor with the same respect the employee desires.
B. Avoid behavior which disrupts the employee's work or the work of others.
C. Avoid racial,religious, ethnic, sexual slurs, and comments that might offend.
D. When differences develop, handle them constructively by actively trying to resolve or
negotiate ways to work together harmonious]y.
III. EXTERNAL RELATIONS: Employees are expected to conduct work in a manner likely
to foster good citizen relations and support for the agency and not generate patterns of
sustained complaints. This means the employee is expected to:
A. Treat citizens with respect;
B. Refuse to accept gratuities.
C. Avoid profanity, use of racial, religious, ethnic, and sexual slurs, sarcasm, and
derogatory remarks.
IV. SAFETY: Employees are expected to conduct work in a manner which is most likely to
protect the elnployee and others from harm and facilities and equipment from damage.
This means employees are expected to:
A. Follow Department policy and procedure in the use of vehicles and equipment.
B. Follow Department policy and procedure when providing traffic control.
C. Employees are to use good judgment in recognizing potentially hazardous
areas/situations and take steps to distance themselves from the arealsituation.
D. Follow departmental radio communications procedures.
V. WORK HABITS AND PROFESSIONAL APPEARANCE: Employees are expected to
adhere to a productive work ethic, to exercise good personal hygiene, and present a neat
and professional image. This means employees will be expected to:
A. Assure Code 7s do not exceed 60 minutes, excl�uding reasonable travel time after
clearance. Coffee breaks will be limited to two (2) and are not to exceed 15 minutes
each, excluding reasonable travel time after clearance.
B. Complete assignments and projects by due date or renegotiate with supervisor in
advance.
C. Meet of exceed minimum standards of uniform and grooming policy.
D. Notify Supervisor at the point in the shift where overtime is going to be needed.
E. Return citizen phone calls as soon as possible.
F. Maintain Department-provided mail slots in useable condition.
G. Maintain area of responsibility, i.e., office, work station, locker room, gym, report
room, and squad room, etc., in a neat condition.
H. Fo11ow the chain of command.
L Any sick leave used is to be for legitimate medical reasons according to current City
policy.
VII. EQUIl'MENT USE AND MAINTENANCE: Employees are expected to use and care for
Department equipment in a manner most 1ikely to ensure good working order and
appearance. This means employees wi11 be expected to:
A. Keep vehicle free of contraband, evidence, and debris.
B. Keep fuel tank no less than one-half full at end of shift.
C. Conduct circle checks of vehicle before and after shift and report damage or
deficiencies to supervisor on appropriate form.
D. Lock vehicle when leaving it in public areas unless officer safety dictates otherwise.
E. Return equipment used to its proper location.
F. Report all lost, stolen, or damaged departmental �quipment while it is in possession.
MINIMUM PERFORMANCE STANDARDS FOR
C01VI1VIUNITY SERVI�CE OFFICERS ASSIGNED TO
ABANDONED VEHICLE ABATEMENT (AVA) PROGRAM
I. PRODUCTIVITY
A. Level of activity should be comparable to peers in like conditions, taking into
consideration such influences as work schedule, including days off, special
enforcement activities, training assignments, number of hours actually worked, etc.
B. A majority of efforts should be in response to citizen inquiries for information and
requests for enforcement pertaining to abandoned vehicles.
C. The AVA Community Services Officer is also responsible for:
L Maintaining AVA records.
2. Public education and awareness presentations.
3. Preparation of lien sale paperwork for volunteer.
4. Conduct inspections of vehicle inventory at department's impound/storage yard to
determine vehicle status and complete preparations for vehicles to be released.
5. Completing AVA quarterly and�scal year reports.
6. Advising vehicle/property owners within required time frames of their
responsibility for removing vehicles.
D. Self-initiated duties include, but are not limited to:
1. Identifying and tagging abandoned vehicles.
2. Abandoned vehicle removal.
3. Assisting beat officers with non-hazardous duties such as vehicle impounds,traffic
control, etc., if no one else is available.
II. REPORTS
A. Follow agency format and guidelines, see Attachment"A."
B. Complete reports by the end of watch unless approved by supervisor.
C. At least 80 percent of reports must be useable (easily corrected by a supervisor in the
time it normally takes to review) upon first submittal to supervisor. This means that
no more than 20 percent can be kicked back because o£
1. Incomplete preliminary and follow-up investigation;
2. Spelling, grammar, sentence struct�ure, or legibility;
3. Errors, omissions;
4. Elements omitted; and
5. Improper format.
This standard applies to employees who have been released from the formal FTO program.
IIL TNTERNAL RELATIONS: Employees are expected to conduct work in a manner which
supports the overall group effort. If differences with co-workers and supervisors develop,
the employee is expected to resolve them in a constructive manner. This means the
employee is expected to:
A. Treat co-workers and supervisor with the same respect the employee desires.
B. Avoid behavior which disrupts the employee's work or the work of others.
C. Avoid racial,religious, ethnic, s�xual slurs, and comments that might offend.
D. When differences develop, handle them eonstructively by actively trying to resolve or
negotiate ways to work together harmonious]y.
IV. EXTERNAL RELATIONS: Employees are expected to conduct work in a manner likely
to foster good citizen relations and support for the agency and not generate patterns of
sustained complaints. This means the employee is expected to:
A. Treat citizens with respect;
B. Refuse to accept gratuities.
C. Avoid profanity, use of racial, religious, ethnic, and sexual slurs, sarcasm, and
derogatory remarks.
V. SAFETY: Employees are expected to conduct work in a manner which is most likely to
protect the elnployee and others from harm and facilities and equipment from damage.
This means employees are expected to:
A. Follow Department policy and procedure in the use of vehicles and equipment.
B. Follow Department policy and procedure when providing traffic control.
C. Employees are to use good judgment in recognizing potentially hazardous
areas/situations and take steps to distance themselves from the area/situation.
D. Follow departmental radio communications procedures.
VI. WORK IIABITS AND PROFESSIONAL APPEARANCE: Employees are expected to
adhere to a productive work ethic, to exercise good personal hygiene, and present a neat
and professional image. This means employees will be expected to:
A. Arrive at the beginning of roll call in uniform, with all necessary equipment ready for
duty.
B. Be on the street within five minutes after briefing unless approved otherwise by
Supervisor.
C. Assure Code 7's do not exceed 30 minutes, excluding reasonable travel time after
clearance. Coffee breaks will be limited to two (2) and are not to exceed 15 minutes
each, excluding reasonable travel time after clearance. Code 7 break locations must be
given to Dispatch upon arrival.
D. Answer radio when called or Dispatch should be advised of location and status.
E. Complete assignments and projects by due date or renegotiate with supervisor in
advance.
F. Meet or exceed minimum standards of uniform and grooming policy.
G. Notify the Supervisor at the point in the shift where overtime is going to be needed.
H. Comply with court standby policy.
I. Return citizen phone calls as soon as possible.
J. Maintain Department-provided mail slots in useable condition.
K. Maintain area of responsibility, i.e., office, work station, locker room, gym, report
room, and squad room, etc., in a neat condition.
L Follow the chain of command.
M. Any sick leave used is to be for legitimate medical reasons according to current City
policy.
VIL EQUIPMENT USE AND MAINTENANCE: Employe�s are expected to use and care far
Department equipment in a manner most likely to ensure good working order and
appearance. This means employees will be expected to:
A. Keep vehicles free of contraband, evidence, and debris.
B. Keep fuel tank no less than one-half fu11 at end of shift.
C. Conduct circle checks of vehicle before and after shift and report damage or
deficiencies to supervisor on appropriate form.
D. Lock vehicle when leaving it in public areas unless officer safety dictates otherwise.
E. Return equipment used to its proper location.
F. Report all lost, stolen or damaged departmental equipinent while it is in possession.
MINIMUM PERFORMANCE STANDARDS FOR
COMMUNITY SERVICE OFFICERS ASSIGNED TO TRAFFIC UNIT
I. PRODUCTIVITY
A. Level of activity should be comparable to peers in like conditions, taking into
consideration such influences as work schedule, including days off, special
enforcement activities, training assignments, number of hours actually worked, etc.
B. A majority of efforts should be in response to citizen inquiries and requests for
information regarding criminal and civil matters as it pertains to police services.
C. Duties incl�ude, but are not limited to:
1. Traffic accidents, assist on ll-80's and fatals.
2. Set up and maintenance of SMART trailers.
3. Assist with Abandoned Vehicle Abatement when needed.
4. Prepare/Conduct public presentations as needed.
5. Assist with special education programs.
6. Assist with special events.
II. REPORTS
A. Follow agency format and guidelines, see Attachment "A."
B. Complete reports by the end of watch unless approved by supervisor.
C. At least 80 percent of reports must be useable (easily corrected by a supervisor in the
time it normally takes to review) upon �irst submittal to supervisor. This means that
no more than 20 percent can be kicked back because of:
l. Incomplete preliminary and follow-up investigation;
2. Spelling, grammar, sentence structure, or legibility;
3. Errors, omissions;
4. Elements omitted; and
5. Improper format.
This standard applies to employees who have been released from the formal FTO program.
III. INTERNAL RELATIONS: Employees are expected to conduct work in a manner which
supports the overall group effort. If differences with co-workers and supervisors develop,
the employee is expected to resolve them in a constructive manner. This means the
employee is expected to:
A. Treat co-workers and supervisor with the same respect the employe� desires.
B. Avoid behavior which disrupts the employee's work or the work of others.
C. Avoid racial,religious, ethnic, sexual slurs, and comments that might offend.
D. When differences develop, handle them eonstructively by actively trying to resolve or
negotiate ways to work together harmonious]y.
IV. EXTERNAL RELATIONS: Employe�s are expected to conduct work in a manner likely
to foster good citizen relations and support for the agency and not generate patterns of
sustained complaints. This means the employee is expected to:
A. Treat citizens with respect;
B. Refuse to accept gratuities.
C. Avoid profanity, use of racial, religious, ethnic, and sexual slurs, sarcasm, and
derogatory remarks.
V. SAFETY: Employees are expected to conduct work in a manner which is most likely to
protect the elnployee and others from harm and facilities and equipment from damage.
This means employees are expected to:
A. Follow Department policy and procedure in the use of vehicles and equipment.
B. Follow Department policy and procedure when providing traffic control.
C. Employees are to use good judgment in recognizing potentially hazardous
areas/situations and take steps to distance themselves from the area/situation.
D. Follow departmental radio coinmunications procedures.
VI. WORK I�ABITS AND PROFESSIONAL APPEARANCE: Employees are expected to
adhere to a productive work ethic, to exercise good personal hygiene, and present a neat
and professional image. This means employees will be expected to:
A. Arrive at the beginning of roll call in uniform, with all necessary equipment ready for
duty.
B. Be on the street within five minutes after briefing unless approved otherwise by
Supervisor.
C. Assure Code 7's do not exceed 30 minutes, excluding reasonable travel time after
clearance. Coffee breaks will be limited to two (2) and are not to exceed 15 minutes
each, excluding reasonable travel time after clearance. Code 7 break locations must be
given to Dispatch upon arrival.
D. Answer radio when called or Dispatch should be advised of location and status.
E. Remain in �ield until ten minutes to end of shift, but available to end of shift.
Exceptions are to be cleared with supervisor.
F. Complete assignments and projects by due date or renegotiate with supervisor in
advance.
G. Meet or exceed minimum standards of uniform and grooming policy.
H. Notify the Supervisor at the point in the shift where overtime is going to be needed.
L Comply with court standby policy.
J. Return citizen phone calls as soon as possible.
K. Maintain Department-provided mail slots in useable condition.
L. Maintain area of responsibility, i.e., office, work station, locker room, gym, report
room, and squad room, etc., in a neat condition.
M. Follow the chain of command.
N. Any sick leave used is to be for legitimate medical reasons according to current City
policy.
VIL EQUIPMENT USE AND MAINTENANCE: Employe�s are expected to use and care for
Department equipment in a manner most likely to ensure good working order and
appearance. This means employees wi11 be expected to:
A. Keep vehicles free of contraband, evidence, and debris.
B. Keep fuel tank no less than one-half fu11 at end of shift.
C. Conduct circle checks of vehicle before and after shift and report damage or
deficiencies to supervisor on appropriate form.
D. Lock vehicle when leaving it in public areas unless officer safety dictates otherwise.
E. Return equipment used to its proper location.
F. Report a111ost, stolen or damaged departmental equipment while it is in possession.
ATTACHMENT "A"
ELEMENTS NECESSARY FOR A COMPLETE INVESTIGATION
1. All pertinent blocks on the face page of the report shall be filled in.
2. RP/Victim information on the face sheet shall include the following information if
available: Last name,first name,middle name,AKA's if any,sex/race,DOB,current street
address, current home phone and current business phone if any.
3. Witness information shall incl�ude the following information if available: Last name, first
name, middle name, AKA's if any, sex/race, DOB, current street address, current home
phone, and current business phone number if available.
4. Suspect information shall contain the following information if available: Last name, first
name, middle name, AKA's if any, sex/race, DOB, height, weight, hair color and length,
eye color, distinguishing features to include but not limited to marks/scars and tattoos,
driver's license number, social security number, clothing description if applicable, last
known address, home phone and business phone if available.
In cases such as Missing Persons or Runaway Juveniles where victim information is
critical,the following should be included on the face page and supply the same information
as is required for a suspect lead:
5. The elements of the crime being investigated must be clearly established and documented
in the report. If the crime is a specific intent crime, the specific intent must be established
and documented in the report.
6. A complete and thorough statement must be obtained from every RP, victim, witness, and
suspect which is contacted. Attempts should be made to contact those involved parties
who are not present at the time. If contact is not made, a notation should be included in
the report that an attempt was made to contact that person and the reason for the lack of
contact (i.e., suspect unable to be located).
7. An attempt must be made to look for and collect all evidence of the criminal act. The
attempt and the act of collection must be elaborated in the report. To stat� "No evidence
was located" is not sufficient. You must state what steps you took to locate and collect
evidence (i.e., I visually inspected the area for footprints or l dusted the point of entry for
latent prints). If you are unable to look for or eolleet evidenee, you must state the reason
in your report (i.e., unable to dust for prints due to the surface of the car being wet from
the rain).
8. You must indicate in your report what specifically was done with the evidence (i.e., it was
placed in the property room or it was mailed to DOJ). If appropriate,the evidence collected
must be listed on the back of the face sheet of the report as "H".
9. All supporting documents of the crime or information about the suspect as 10-28's, Ll's,
rap sheets, medical release forms, sexual assault forms, or elder abuse forms should be
completed and attached to the report.
10. The report must contain proper grammar, spelling, and sentence structure.
1 L Reports must be clearly written so the facts of the case can be easily understood.
12. Reports inust be concise. Repetitive statements and in�ormation not relevant to the case
should be excluded.
13. All pertinent blocks on the face page of the report shall be filled in.
14. RP/Victim information on the face sheet shall include the following information if
available: Last name,first name,middle name,AKA's if any,sex/race,DOB,current street
address, current home phone and current business phone if any.
15. Witness information shall incl�ude the following information if available: Last name, first
name, middle name, AKA's if any, sex/race, DOB, current street address, current home
phone, and current business phone number if available.
16. Suspect information shall contain the following information if available: Last name, first
name, middle name, AKA's if any, sex/race, DOB, height, weight, hair color and length,
eye color, distinguishing features to include but not limited to marks/scars and tattoos,
driver's license number, social security number, clothing description if applicable, last
known address, home phone and business phone if available.
In cases such as Missing Persons or Runaway Juveniles where victim information is
critical,the following should be included on the face page and supply the same information
as is required for a suspect lead:
17. The elements of the crime being investigated must be clearly established and documented
in the report. If the crime is a specific intent crime, the specific intent must be established
and documented in the report.
18. A complete and thorough statement must be obtained from every RP, victim, witness, and
suspect which is contacted. Attempts should be made to contact those involved parties
who are not present at the time. If contact is not made, a notation should be included in
the report that an attempt was made to contact that person and the reason for the lack of
contact (i.e., suspect unable to be located).
19. An attempt must be made to look for and collect all evidence of the criminal act. The
attempt and the act of collection must be elaborated in the report. To stat� "No evidence
was located" is not sufficient. You must state what steps you took to locate and collect
evidence (i.e., I visually inspected the area for footprints or l dusted the point of entry for
latent prints). If you are unable to look for or collect evidence, you must state the reason
in your report (i.e., unable to dust for prints due to the surface of the car being wet from
the rain).
20. You must indicate in your report what specifically was done with the evidence (i.e., it was
placed in the property room or it was mailed to DOJ). If appropriate,the evidence collected
must be listed on the back of the face sheet of the report as "H".
21. All supporting documents of the crime or information about the suspect as 10-28's, Ll's,
rap sheets, medical release forms, sexual assault forms, or elder abuse forms should be
completed and attached to the report.
22. The report must contain proper grammar, spelling, and sentence structure.
23. Reports must be clearly written so the facts of the case can be easily understood.
24. Reports inust be concise. Repetitive statements and in�ormation not relevant to the case
should be excluded.
CITY OF REDDING POLICE DEPARTMENT
PART 1 - COMMUNITY SERVICE OFFICER PERFORIVIANCE EVALUATI�ON
Date of this report
Last Name First Name Initial
Position For period from to
Division
Length of service with Department years
In present position .��
PART 2 PERFORMANCE FACTORS:
EXCEEDS STANDARDS: Consistently performs beyond established minimum performance
standards, and contributes beyond current job responsibilities. Produces results of exceptional
quality. Demonstrates unusual talent, ability, or expertise.
MEETS JOB STANDARDS: Consistently fulfils minimum performance standards. Contributes
effectively to City objectives. If new to the job, learning process equals expectations.
BELOW STANDARDS: Results fa11 short of ineeting minimum performance standards.Does not
necessarily indicate completely unsatisfactory or unacceptable performance, but addresses a
performance area which needs additional attention or effort. If new to the job,further development
is needed to consistently meet job requirements.
NOT APPLICABLE: Performance standard is not applicable to current assignment.
INSTRUCTIONS: Examples of performance incidents justifying ratings in each of the rating
categories shall be listed in the comments section of the evaluation form.
1 - Exceeds Standards 3 - Below Standards
2 - Meets Job Standards N/A - Not Applicable
PART 3 PERFORMANCE STANDARDS
PERFORMANCE
RATING
L PRODUCTIVITY
❑ Level of activity as compared to peers in like conditions. 1 2 3 N/A
❑ Majority of effort is in response to citizen inquiries, and 1 2 3 N/A
information requests pertaining to current assignment.
❑ Self-initiated duties that do not pose a hazard to perform: 1 2 3 N/A
- parking enforcement, abandoned auto removal, illegally
posted signs; and
- assisting officers with duties, such as vehicle impounds,
victim/witness transportation, etc.
❑ Work effort is focused on the clearance of assigned cases. 1 2 3 N/A
❑ Proper management of assigned cases based on: 1 2 3 N/A
- solvability factors or supervisor direction, those cases
of highest priority are worked first;
- proper maintenance of case files; and
- supervisors are kept apprised of case status and issues that
reflect on the Department.
❑ Satisfactory preparation and presentation of Crime Prevention 1 2 3 N/A
events,programs, and meetings.
❑ Cormnunications and cooperation with other public and 1 2 3 N/A
private agencies are maintained.
C� Security surveys are conducted and police planning committee 1 2 3 N/A
meetings are attended.
C� Crime Prevention presentations are provided as requested. 1 2 3 N/A
C� Assistance is given to the Volunteer Program as needed to 1 2 3 N/A
include volunteer background interviews.
C� Preparation and facilitation of Southeast Asian Task Force 1 2 3 N/A
meetings as needed.
❑ Responds to questions regarding Crime Prevention matters 1 2 3 N/A
and maintains the Crime Prevention calendar.
❑ Identifies innovative methods to promote community crime 1 2 3 N/A
prevention in the public and private sector.
❑ Cooperate with other department personnel to achieve the 1 2 3 N/A
overall goals of the department.
❑ Self-initiated duties, such as answering telephone calls, 1 2 3 N/A
computer entries, clerical functions, and related CSO
functions are performed as expected.
❑ Deadlines are met in the processing and delivery of 1 2 3 N/A
necessary reports to the court and district attorney's office.
❑ All reports, supplements, and complaint applications are 1 2 3 N/A
completed on time.
❑ Reports are compiled far completeness prior to submittal to 1 2 3 N/A
the district attorney's office or court.
❑ Required follow-up is completed in a timely manner. 1 2 3 N/A
❑ Abandoned vehicle abatement records are properly 1 2 3 N/A
maintained.
❑ Public education and awareness presentations are conducted 1 2 3 N/A
as required.
❑ Lien sale documents are prepared correctly and timely for the 1 2 3 N/A
assigned volunteer's distribution.
❑ Department's impound/storage facility is routinely inspected 1 2 3 N/A
to determine each vehicle's status. Preparations are made to
release vehicles as soon as legally possible.
❑ Abandoned vehicle abatement annual and quarterly reports 1 2 3 N/A
are satis�actorily completed prior to their due dates.
❑ Advisement of vehicle/property owners of their responsibility 1 2 3 N/A
for vehicle removal are made within required time frames.
❑ Self-initiated duties, which incl�ude identifying, tagging, and 1 2 3 N/A
removal of abandoned vehicles and assisting beat officers with
non-hazardous duties.
❑ Traffic accidents, assist on 11-80's and fatals. 1 2 3 N/A
❑ Set up and maintenance of SMART trailers. 1 2 3 N/A
❑ Assist with abandoned vehicle abatement when needed. 1 2 3 N/A
❑ Prepare/cond�uct public presentations as needed. 1 2 3 N/A
❑ Assist with special ed�ucation programs. 1 2 3 N/A
❑ Assist with special events. 1 2 3 N/A
COMMENTS:
II. REPORTS
❑ Prepared reports follow agency format and guidelines. 1 2 3 N/A
❑ Reports are completed in a timely manner. 1 2 3 N/A
❑ At least 80 percent of all reports prepared are useable 1 2 3 N/A
(prepared correctly or easily correeted by a report reviewer
in the time it normally takes to review and not an error
outside the CSO's control)upon first submittal to a sergeant.
This standard applies to CSO's who have been released from the
formal FTO Program.
COMMENTS:
III. INTERNAL RELATIONS
❑ Work is conducted in a manner which supports the overall 1 2 3 N/A
group effort.
❑ Differences with coworkers and supervisors are resolved in 1 2 3 N/A
a constructive manner.
COMMENTS:
IV. EXTERNAL RELATIONS
❑ Work is conducted in a manner which is likely to foster good 1 2 3 N/A
citizen relations and support for the agency.
❑ Work is completed in a manner which does not generate 1 2 3 N/A
patterns of sustained complaints.
COMMENTS:
V. SAFETY
[� Work is conducted in a manner which is most likely to protect 1 2 3 N/A
the employee and others from harm.
❑ Work is conducted in a manner which is most likely to protect 1 2 3 N/A
facilities and equipment from damage.
COMMENTS:
VI. WORK I�ABITS AND PROFESSIONAL APPEARANCE
❑ Adheres to a productive work ethic. 1 2 3 N/A
❑ Exercises good personal hygiene. 1 2 3 NlA
❑ Presents a neat and professional image. 1 2 3 NlA
❑ Attendance. 1 2 3 NlA
COMMENTS:
VII. EQUIl'MENT USE AND MAINTENANCE
❑ Use and care for Department equipment is done in a manner 1 2 3 NlA
most likely to ensure good working order and appearance.
COMIVIENTS:
PART 4 - OVERALL EVALUATION
Exceeds Standards iVleets Job Standards Below Standards
The overall rating is not intended to be an average of the ratings on individual performance factors.
In every job, some results and factors are more important than others and should be given greater
weight. Should a regular employee disagree with his/her overall rating or any portion thereof(for
any element that is rated less than Meets Job Standards), the employee has the right to have the
Personnel Director review the Performance Evaluation. The employee shall have the right to have
an Association Representative present. The Personnel Director's review and decision relating to
the Performance Evaluation will be final. Such appeal to the Personnel Director must be made
within 30 days of the date the employee receives the Performance Evaluation.
COMMENTS:
PART 5 - EMPLOYEE DEVELOPMENT
I have participated in discussion of overall job performance and setting of new objectives.
COMMENTS:
PART 6—CERTIFICATION
The employee's signat�ure does not necessarily mean the employee is in total agreement with the
remarks or ratings. Employee has the right to candidly express his/her opinion on this
evaluation.
Interview cond�ucted with: Date
Signature of Employee
Employee comments:
Signature of Supervisor Date
Supervisor
Signature of Division Commander Date
Signature of Department Head Date
Comments for Division ancUor Department Head:
If comments are made by the Department Head, the employee must initial, indicating he has seen
these comments prior to routing to the Personnel Office.
I have reviewed the comments made by the Department Head
Employ�e's Initials
"EXHIBIT C"
1VIINIIVIUM PERFORMANCE STANDARDS FOR
COMMUNITY WORK PROGRAM OFFICER
I.PRODUCTIVITY
A. Properly manage cases assigned, which includes:
1. Case prioritization, working the most critical cases first based on solvability
factors or supervisory direction.
2. Maintaining case files which contain case documentation, notes, reports and
any other materials pertinent to the investigation.
3. Keeping supervisors apprised of case status, issues which arise that reflect on
the department(positively or negatively), and any problems affecting ability to
manage caseload.
B. Plans, organizes, and coordinates activities and availability of resources in an
efficient and effective manner.
C. Prepares work schedules, assigns resources and assists participants with
assignments and effectively communicates tasks and expected outcomes.
D. Provides direction and oversees the activities of participants. Work is performed
according to standard. Activities are monitored and inspected to ensure quality,
timeliness, accuracy and completeness. Problems are resolved in professional,
creative and timely manner.
E. Effectively communicate with allied agencies.
II.REPORTS
A. Follow agency format and guidelines, see Attachment "A".
B. Complete reports in a timely manner as directed by supervisor.
C. At least 80 percent of reports must be useable (easily corrected by a supervisor in
the time it normally takes to review) upon the first submittal to Supervisor. This
means that no more than 20 percent can be kicked back because o£
l. Incomplete preliminary and follow-up investigation;
2. Spelling, grammar, sentence structure, or legibility;
3. Errors, omissions;
4. Elements omitted; and
5. Improper format.
This standard applies to employees who have been released from the formal FTO
program.
III. TNTERNAL RELATI�ONS: Employees are expected to conduct work in a manner which
supports the overall group effort. If differences with co-workers and supervisors develop,
the employee is expected to resolve them in a constructive manner. This means the
employee is expected to:
A. Treat co-workers and supervisors with same respect the employee desires.
B. Avoid behavior which disrupts the employee's work or the work of others.
C. Avoid racial,religious, ethnic, sexual slurs, and comments that might offend.
D. Maintain flexibility within the unit to assist any subunit or clerical sta�f when the need
arises.
E. When differences develop, handle them constructively by actively trying to resolve or
negotiate ways to work together harmoniously.
F. Develop and maintain positive working relationships with allied agencies, i.e..
District Attorney's office, allied law enforcement agencies,parole, schools, ect.
G. Follow the chain of cominand.
IV. EXTERNAL RELATIONS:Employees are expected to conduct work in a manner likely
to foster good citizen relations and support for the agency and not generate patterns of
sustained complaints. This means the employee is expected to:
A. Treat citizens with respect.
B. Refuse to accept gratuities.
C. Avoid profanity, use of racial, religious, ethnic, and sexual slurs, sarcasm, and
derogatory remarks.
D. Be aware of victims' rights and emotional well-being while conducting investigation,
and remain sensitive to the needs of victims.
E. Be informed, knowledgeable, and supportive of existing local services and programs
for victims.
F. Advise victims of crimes of the status and closing of investigations.
G. Provide assistance to other agencies in a timely manner.
H. Conduct self in a manner which will not generate sustained complaints or claims
against you or the City of Redding.
V. SAFETY: Employees are expected to cond�uct work in a manner which is most likely to
protect the employee and others from harm and facilities and equipment from damage.
This means employees are expected to:
A. Follow department policy and procedure while using vehicles and equipment.
B. Fo11ow Department policy and procedure when providing traffic control.
C. Employees are to use good judgment in recognizing potentially hazardous areas or
situations and take steps to distance themselves from the area/situation.
D. Follow departmental radio communications procedures.
E. Work is conducted in a manner which is most likely to protect self and others from
harm.
F. Work is conducted in a manner which is most likely to protect facilities and equipment
from damage.
G. Ensures facilities and work locations are free of unsafe conditions in conformance with
federal, state, local and departmental safety regulations.
VI. WORK HABITS AND PROFESSIONAL APPEARANCE: Employees are expected to
adhere to a productive work ethic, to exercise good personal hygiene, and present a neat
and professional image. This means employees will be expected to:
A. The Community Work Program Officer should wear class C uniform, unless
otherwise directed.
B. Arrive for work on time and maintain a schedule approved by Supervisor.
C. Assure Code 7's do not exceed 60 minutes, including reasonable travel time after
clearance. Coffee breaks will be limited to two (2) and are not to exceed 15 minutes
each, including reasonable travel time after clearance. Code 7 break locations must be
given to Dispatch upon arrival.
D. Answer radio when called or Dispatch should be advised of location and status.
E. Check department mail folder daily for messages.
F. Complete assignments and projects by due date or renegotiate with supervisor in
advance.
G. Notify the Supervisor at the point in the shift where overtime is going to be needed.
H. Comply with court standby policy.
I. Return citizen phone calls as soon as possible
J. Maintain area of responsibility, i.e.. Office, work station, assigned vehicle and trailer,
equipment, locker room, gym report room, and squad room, etc., in a neat condition.
K. Wear pager/cell phone and have it turned on during on-duty hours.
L. Any sick leave used is to be for legitimate medical reasons according to current City
policy.
VII. EQUIPMENT USE AND MAINTENANCE: Employees are expected to use and care for
Department equipment in a manner most likely to ensure good working order and
appearance. This means employees wi11 be expected to:
A. Keep vehicles free of contraband, evidence, and debris.
B. Keep fuel tank no less than one-half full at end of shift.
C. Conduct circle checks of vehicle/equipment before and after shift and report damage
or deficiencies to supervisor on appropriate form.
D. Lock vehicle when leaving it in public areas unless officer safety dictates otherwise.
E. Return equipment used to its proper location.
F. Report all lost, stolen or damaged departmental equipment while it is in possession.
G. Keep assigned radio or pager/cell phone charged and in good working order.
MINIMUM PERFORMANCE STANDARDS FOR
CRIME SCENE TECHNICIANS
L PRODUCTNITY
A. Adhere to current laws, regulations, and codes covering the collection, preservation,
handling,receipt, storage, and release of property and evidence.
B. Level of activity should be comparable to peers in like conditions, taking into
consideration such influences as work schedule, including days off, special
enforcement activities, training assignments, number of hours actually worked, etc.
C. Employees are responsible far:
1) Performing technical tasks in the collection and preservation of evidence at a
crime scene such as lifting fingerprints, collecting body fluids and clothing,
dislodging bullets, and making plaster impressions; packaging evidence for s
storage; ensures proper procedures are followed and photographing a wide variety
of situations to ensure proper documentation of the crime scene.
2) Preparing reports, diagrams, notes and records of crime scenes and evidence
collected.
3) Testifying in court regarding the crime scene and the �vidence collected.
4) Performing duties related to others areas of civilian police activities as necessary.
5) Reporting to crime scenes to collect evidence on a 24-hour basis as needed.
6) Performing related duties as assigned.
D. Employees are expected to work cooperatively with other department personnel to
achieve the overall goals of the department.
II. INTERNAL RELATIONS: Employees are expected to conduct work in a manner which
supports the overall group effort. If differences with co-workers and supervisors develop,
the employee is expected to resolve them in a constructive manner. This means the
employee is expected to:
A. Treat co-workers and supervisor with the same respect the employee desires.
B. Avoid behavior which disrupts the employee's work or the work of others.
C. Avoid racial,religious, ethnic, sexual slurs, and comments that might offend.
D. When differences develop, handle them constructively by actively trying to resolve or
negotiate ways to work together harmoniously.
III. EXTERNAL RELATIONS: Employees are expected to conduct work in a manner likely
to foster good citizen relations and support for the agency and not generate patterns of
sustained complaints. This means the employee is expected to:
A. Treat citizens with respect;
B. Refuse to accept gratuities.
C. Avoid profanity, use of racial, religious, ethnic, and sexual sl�urs, sarcasm, and
derogatory remarks.
D. Provide assistance to other agencies in a timely manner.
E. Conduct self in a manner which will not generate complaints or claims against the
employee or the City of Redding.
IV. SAFETY: Employees are expected to cond�uct work in a manner which is most likely to
protect the employee and others from harm and facilities and equipment from damage.
This means employees are expected to:
A. Fo11ow Department policy and procedure in the use of vehicles and equipment.
V. WORK HABITS AND PROFESSIONAL APPEARANCE: Employees are expected to
adhere to a productive work ethic, to exercise good personal hygiene, and present a neat
and professional image. This means employees will be expected to:
A. Be ready for work and at the employee's wark station at the beginning of the
employee's shift.
B. Limit conversations which interfere with the employee's work ar the work of others.
C. Be willing to accept all work assigned and perform the menial, as well as the more
challenging tasks.
D. Leave and maintain a clean work area upon completion of shift.
E. Uniform and grooming standards are to be in accordance with the department's
uniform manual.
F. Any sick leave used is to be for legitimate medical reasons according to current City
policy.
G. Complete assignments and projects by due date or renegotiate with supervisor.
H. Notify the Supervisor if overtime is going to be needed.
I. Return citizen phone calls as soon as possible.
J. Follow the chain of command.
VI. EQUIPMENT USE AND MAINTENANCE: Employees are expected to use and care for
Department equipment in a manner most ]ikely to ensure good working order and
appearance. This means employees will be expected to:
A. Employees are expected to use and care for department equipment in a manner most
likely to ensure good working order and appearance.
B. Report damage to any departmental equipment while it is in possession.
C. Complete a malfunction report each time equipment breaks down. Place a call for
service if the equipment is needed immediately or leave the malfunction report for day
shift records personnel to arrange for repairs.
MINIMUM PERFORMANCE STANDARDS FOR
PROPERTY AND EVIDENCE TECHNICIANS
I. PRODUCTIVITY
A. Adhere to current laws, regulations, and codes covering the handling, receipt,
storage, maintenance, and release of property and evidence.
B. Level of activity should be comparable to peers in like conditions, taking into
consideration such influences as work sched�ule, incl�uding days off, special enforcement
activities, training assignments, number of hours actually worked, etc.
C. Employees are responsible for:
1. Maintaining property records automated and manual with 95 percent
accuracy and 100 percent accuracy after audit.
2. Preserving evidentiary integrity.
3. Assuring a continual chain of evidence.
4. Arrange for destruction of weapons, and drugs.
5. Arrange for miscellaneous auctions.
D. Employees are expected to work cooperatively with other Department personnel to
achieve the overall goals of the department.
II. INTERNAL RELATIONS: Employees are expected to conduct work in a manner which
supports the overall group effort. If differences with co-workers and supervisors develop, the
employee is expected to resolve them in a constructive manner. This means the employee is
expected to:
A. Treat co-workers and supervisor with the same respect the employee desires.
B. Avoid behavior which disrupts the employee's work or the work of others .
C. Avoid racial,religious, ethnic, sexual slurs, and comments that might offend.
D. When differences develop, handle them constructively by actively trying to resolve
or negotiate ways to work together harmoniously.
III. EXTERNAL RELATIONS: Employees are expected to conduct work in a manner likely
to foster good citizen relations and support for the agency and not generate patterns of sustained
complaints. This means the employee is expected to:
A. Treat citizens with respect;
B. Refuse to accept gratuities.
C. Avoid profanity, use of racial, religious, ethnic, and sexual slurs, sarcasm, and
derogatory remarks.
D. Provide assistance to other agencies in a timely manner.
E. Conduct self in a manner which will not generate complaints or claims against the
employee or the City of Redding.
IV. SAFETY: Employees are expected to conduct work in a manner which is most likely to
protect the employee and others from harm and facilities and equipment from damage. This means
employees are expected to:
A. Follow Department policy and procedure in the use of vehicles and equipment.
V. WORK HABITS AND PROFESSIONAL APPEARANCE: Employees are expected to
adhere to a productive work ethic, to exercise good personal hygiene, and present a neat and
professional image. This means employees will be expected to:
A. Be ready for work and at the employee's work station at the beginning of the
employee's shift.
B. Limit conversations which interfere with the employee's work or the work of
others.
C. Be willing to accept a11 work assigned and perform the menial, as well as the more
challenging tasks.
D. Leave and maintain a clean work area upon completion of shift.
E. Uniform and grooming standards are to be in accordance with the Department's
Uniform Manual.
F. Any sick leave used is to be for legitimate medical reasons according to current
City policy.
G. Complete assignments and projects by due date or renegotiate with supervisor.
H. Notify the Supervisor if overtime is going to be needed.
L Return citizen phone calls as soon as possible.
J. Fo11ow the chain of command.
VI. EQUIPMENT USE AND MAINTENANCE: Employees are expected to use and care for
Department equipment in a manner most likely to ensure good working order and appearance.
This means employees wi11 be expected to:
A. Employees are expected to use and care for Department equipment in a manner
most likely to ensure good working order and appearance.
B. Report damage to any Departmental equipment while it is in possession.
C. Complete a malfunction report each time eguipment breaks down. Place a call for
service if the equipment is needed immediately or leave the malfunction report for
day shift records personnel to arrange for repairs.
CITY OF REDDING ALTERNATIVE EVALUATION FORM
DATE:
TO:
FROM:
SUBJECT: Annual Performance Evaluation for
Name
Evaluation Period to
I have reviewed the most recent performance evaluation for this employee and have determined
that:
❑ The employee has reached the highest step in their classification,
❑ The last performance review on file is not older than 15 months,
❑ The last performance review rated the employee at Ameets job standards" or
better,
❑ There are no significant changes in duties,
❑ This simplified version may only be used every other year.
Therefore, this memo will serve in lieu of the annual performance evaluation for this evaluation
period. The current performance evaluation and this alternative procedure have been discussed
with the employee and the employee is in agreement.
It is understood that the standard performance evaluation will be completed at the end of the next
eval�uation period.
Employee Date
Supervisor Date
Department Director Date
Comments
EXHIBIT "D"
REDDING POLICE DEPARTIVIENT
SUBSTANCE ABUSE POLICY
Section
Section L POLICY
Section II. MANAGEMENT AND SUPERVISORY RESPONSIBILITIES
Section IIL TRAINING
Section IV. SUBSTANCES FOR WHICH TESTING WILL OCCUR
Section V. SUBSTANCE TESTING PROCEDURES
Section VL REHABILITATION
Section VII. DISCIl'LINARY ACTION
Section VIIL MEDICAL REVIEW OFFICER
Section IX. CONFIDENTIALITY
Section X. SEVERABILITY
Attachment "A" CUT-OFF LEVELS FOR SUBSTANCE ABUSE TESTING
Attachment "B" RESPONSIBILITIES OF THE MEDICAL REVIEW OFFICER
Attachment "C" CONSENT FORM TO DRUG TESTING
I. POLICY
It is the policy of the City o� 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 effects on job performance;
2. To encourage voluntary rehabilitation.
C. APPLICATION OF POLICY
This policy shall apply to a11 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:
l. Education: The City believes that education and training of all employees in the effects and
treatment of substance abuse will contribute to a safer and more efficient workplace for everyone.
2. Deterrence/Enforcement: The City is committed to eliminating the effects of substance
abuse in the workplace. The substance abuse policy will be strictly enforced. Violation of its
requirements may be cause for discipline, up to and including termination of employment.
3. Treatment: The City is committed to helping employees with admitted substance abuse
problems overcome those problems, where feasible, and encourages voluntary rehabilitation.
E. RULES
In furtherance of the substance abuse policy, the City has formulated clear rules and penalties to
ensure compliance. Violation of these rules may result in disciplinary action up to and including
discharge. The primary rules are:
1. The use of illegal drugs and the illegal use of prescription drugs or controlled substances
are prohibited.
2. The manufacture, sale, distribution, or possession of illegal or controlled drugs, and any
attempt to offer to sell or distribute illegal or controlled drugs by any employee at any time except
in the performance of the employees responsibilities is prohibited.
3. Employees shall not report for work or be in stand-by or on-call status while they have in
their system alcohol, illegal drugs, or prescription drugs that will adversely affect their alertness,
coordination,reaction,response or safety, unless so authorized or directed by a supervisor.
4. The use or possession of alcohol while on duty, including lunch and breaks, or in the
workplace except in the per�ormance of the employees responsibilities is prohibited. The
possession of an unopened, sealed container of alcohol, because of an unsolicited delivery, is not
a violation of this rule, provided that the employee/recipient immediately notifies his/her
supervisor of such delivery.
5. Employees who appear to be affected on the job by drug or alcohol use may be required
to submit to drug/alcohol testing pursuant to section V.
6. Any employee taking prescription medications which may affect job performance must
report this treatment to his or her immediate supervisor prior to reporting for duty and provide a
prescription within twenty four(24) hours if requested.
7. Employees shall report on duty conduct prohibited by this policy immediately to their
supervisor when employees have a reasonable basis to believe that another employee is engaging
in such activities.
8. A copy of this policy wi11 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 fu11y conversant with the policies and procedures set forth herein;
B. Train employees in the policies and procedures concerning substance abuse, and in the
dangers of such abuse;
C. Be knowledgeable about the City=s program for substance abuse rehabilitation;
D. Be aware of substance abuse indicators (see illustrative list at V, 2);
E. Document all instances of violations of this policy;
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.
Management will use its best efforts to ensure that a11 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. Marijuana (cannabinoids)
B. Cocaine
C. Opiates (narcotics such as heroin, morphine, codeine and other medicinal narcotics)
D. Phencyclidine(PCP)
E. Amphetamines (racemic amphetamine, dextroamphetamine, and
methamphetamine)
F. Alcohol
G. Barbiturates
H. Benzodiazepines
L Methaqualone
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 priar approval of the City.
2. Reasonable Suspicion - Employees must submit to tests for alcohol and/or for illegal and
eontrolled substances when the employee is reasonably suspected of being impaired or affected by
drug or alcohol use.
a. Reasonable suspicion for testing means suspicion based on specific personal
observation of two (2)supervisors,unless only one supervisor is practically available. The
observing supervisor(s) must have been trained in the detection of drug and alcohol use,
and shall describe and document:
(1) Specific personal and articulative observations concerning the appearance,
behavior, speech, or performance of the employee; or
(2) Violation of a safety rule, or other unsafe work incident which, after further
investigation of the employee=s behavior, leads the supervisor(s) to believe that
drug or alcohol use may be a contributing factor; or
(3) Other physical, circumstantial, or contemporaneous indicators of drug or
alcohol use.
b. While observations and reports of third parties do not of themselves constitute
reasonable suspicion, they may trigger an internal or administrative investigation. A
drug/alcohol test may be required as a part of such investigation.
When such tests are ordered,the supervisor will document the circumstances leading to the
issuance of the order, incl�uding the names of all witnesses.
3. Internal or Administrative Investigations
In the absence of reasonable suspicion, when conducting internal or administrative
investigation, supervisors will consider sending the involved employee for drug/alcohol
testing. Examples of when such testing may be required are:
a. Involvement in an accident while on duty that results in injury to the employee or
another person, or in significant property damage.
b. Involvement in a critical incident while performing law enforcement duties. For
this purpose a critical incident shall be defined as:
(1) Use of deadly force,
(2) AccidentaUintentional 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 sha11 be evident.
4.Rarldom
Random drug/alcohol testing will be required for all department peace officers in the unit.
The universe for selection purposes will consist o�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. 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 are tested.
B. TESTING PROCESS
The testing or processing phase, including the cut-off levels for tested substances
(Attachment"A"), 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, a Police Captain or a Watch Commander. Such written order will be issued as
soon as is practicable after the initial order is given for the test, but may not be issued until after
the test is administered.
2. The employee wi11 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 proced�ure 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.
5. When notifying the appropriate collection facility that an employee is being transported for
testing, the employee will not be identifed 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 test. The procedures for collection of the urine sample
will be in compliance with SAMHSA standards. An initial positive report will not be considered
positive; rather it will be classified as confirmation pending.
8. The confirmation test will be a GC/MS procedure in compliance with SAMHSA standards.
The eonfirmation test will use the same sample as taken in the initial step. Notification of positive
test results to the Chief of Police or his designee will be held until the confirmation test results are
obtained. In those cases where the second test confirms the presence of drugs in the sample, the
sample will be retained for a minimum of six(6)months to a11ow further testing if requested.
9. Employees who have been subj ected to a drug/alcohol test where no alcohol or illegal drugs
were found will receive a report so stating and then shall return to work.
10. If the test result is positive,the Medical Review Officer will provide an opportunity for the
employee to discuss whether there is a legitimate medical explanation for the test results.
1 L Verified drug/alcohol test results will be sent directly to the Chief of Police from the
Medical Review Officer.
12. The Chief of Police, or designee, will provide an opportunity for the employee to meet
with him/her and discuss the drug/alcohol test result.
13. If the result is positive, rehabilitation and/or disciplinary action will be determined and
administered by the Chief of Police or his designee.
14. An employee who does not pass a drug/alcohol test may request that the original urine
sample be analyzed again at the employee=s expense at the rate charged to the City. Such analysis
shall conform to SAMHSA standards and shall be performed by the SAMHSA certified laboratory.
The SAMHSA laboratory may be designated by the employee but must be located in California.
15. Each step in the collecting and processing of the urine specimen will be documented to
establish procedural integrity and the chain of evidence.
16. Time required to participate in a non-voluntary testing procedure outside of an employee=s
normal wark shift wi11 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.-ref�rral does not relieve the employee of the obligation to submit to
drug/alcohol testing as may be required by management pursuant to this policy.
2. Referral by Department Management
Employees with positive legal drug/alcohol test results may be directed by the Chief or his
designee to submit to evaluation by a Counselor and if recommended by the Counselor, to
participate in a substance abuse rehabilitation program.
For the purpose of this section Alegal drug@ sha11 be de�ned as over-the-counter and/or
prescription drugs.
B. REHABILITATION AND AFTERCARE PROGRAMS
1. The terms and conditions of the rehabilitation program and the aftercare program will be
determined on a case-by-case basis by the Counselor and the Chief of Police, or his designee, in a
meeting with the employee. While such terms and conditions will be discussed with the employee,
they are ultimately subject to the decision of the Chief or his designee. The employee will be
required to abide by such terms and conditions. Refusal or failure to do so may be grounds for
disciplinary action up to and including termination.
2. The employee may be placed in a medically supervised rehabilitation program, which may
include full in-patient hospital care or outpatient rehabilitation care, provided by a City approved
drug/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, incl�uding 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
participarion, will be subject to drug/alcohol testing as may be deemed appropriate by the Chief or
his designee.
9. Any changes or modifications in the rehabilitation or aftercare programs must be approved
by the Chief of Police.
10. The employee may use appropriate accrued leave as provided in personnel rules and/or in
the MOU during absences for rehabilitation and aftercare programs. If no such accrued leave is
available, the employee will be in a non-pay status.
11. Costs associated with all rehabilitation and aftercare programs are the responsibility of the
employee. IHowever,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
wi11 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 Director until such time as the employee is released from the rehabilitation and
aftercare programs. At that time City retained records wi11 be transferred to the Personnel
Department and there maintained in accordance with Section X of this Policy.
VII DISCIPLINARY ACTION
The City may take disciplinary action up to and including discharge against any employee who:
A. Tests positive for alcohol or for substances, as identified in Section IV in an amount which
meets or exceeds the cut-off levels established by SAMHSA, as they exist at the time of testing
(Attachment"A"),
B. Refuses required testing pursuant to this Policy,
C. Adulterates or otherwise interferes with accurate testing required pursuant to this Policy,
D. Fails to comply with the provisions of the return to work and aftercare programs,
E. Has used illegal drugs while employed as 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 I(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 "B". These responsibilities
are consistent with SAMHSA standards. If such standards relating to the role of the MRO change
so sha11 Attachment "B".
IX. CONFIDENTIALITY
The results of any drug ancUor alcohol test will not be revealed to any person other than the City
Manager,Assistant City Manager, Chief of Police(or designee),Personnel Director(or designee),
and the rehabilitation/aftercare counselor, unless ordered by means of proper legal procedure and
appropriate legal authority, such as a eourt ordered subpoena, or in connection with City discipline
or a grievance or arbitration proceeding initiated by or on behalf of the individual without the
express written authorization of the employee.
A. To maintain confidentiality, records pertaining to Substance Abuse Policy administration,
the rehabilitation and aftercare programs, the specimen collection process and individual
drug/alcohol test records will not be a part of the individual personnel files.
B. All documents identified in this section wi11 be secured and maintained in the Personnel
Department under the custodianship of the Personnel Director.
C. All documents relating to drug/alcohol testing, the circumstances concerning such testing,
or the administration of other aspects of this Policy wi11 be retained a minimum of five years. Such
records will include; but not be limited to:
• Supporting documents for reasonable suspicion,
• Documents supporting testing decisions in internal or administrative investigations,
• Records of the specimen collection process to indicate specimen identification,
accountability, and chain of custody,
• Records of test results and any information provided by the affected individual
concerning legitimate medical reasons for positive results and re-tests,
• A master list of individual names and matching identification numbers for all cases,
• Records regarding an employee's rehabilitation program, aftercare program, and
the Return to Work Agreement.
D. Invoices for services provided by collection sites, laboratories, and Medical Review
Officers shall be directed to the Chief of Police or his designee,and reference only the case number
of the individual involved.
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 identi�ed by name. However, at the
point of collection the employee wi11 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.
CURRENT CUT-OFF LEVELS FOR SUBSTANCE ABUSE TESTING ATTACHMENT "A"
TEST RESULTS
Initial Test Confirmation Test
Drug or Drug Class Method Cut Off Method Cut Off
Amphetamines EMIT 1000 ng/ml GC/MS 500 ng/ml
Barbiturates EMIT 300 ng/ml GGMS 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 300 ng/ml GC/MS 150 ng/ml
Methaqualone EMIT 300 ng/m1 GC/MS 100 ng/ml
Opiates EMIT 2000 ng/ml GC/MS 2000 ng/ml
Phencyclidine EMIT 25 ng/ml GC/MS 25 ng/ml
Alcohol EA 50 mg/dl GC 50 mg/dl
ATTACHMENT "B"
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 sha11 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 individ�ual when a confirmed positive test could have resulted from
legally prescribed medication. The Medical Review Officer shall not, however, consider
the results of urine samples that are not obtained or processed in accordance with
SAM�ISA 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 individ�ual 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 certi�ied mailing, the Medical Review Of�icer 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. V�rification for opiates; review for prescription m�dication.
Before the 1Vledical Review Officer verifies a confirmed positive result for opiates, he/she
shall determine that there is clinical evidence--in addition to the urine test--of unauthorized
use of any opium, opiate, or opium derivative(e.g.,morphine/codeine). (This requirement
does not apply if the employer's GC/MS confirmation testing for opiates confirms the
presence of 6-monoacetylmorphine.)
E. Reanalysis authorized.
Should any question arise as to the accuracy or validity o�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
sit�uation 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 individ�ual responsible for day-to-day
management of the urine drug testing laboratory or other employee who is a forensic
toxicologist or who has equivalent forensic experience in urine drug testing, to provide
specific consultation as required by the City.
ATTACHMENT "C"
SAMPLE
RELEASE OF INFORMATION
CONSENT TO DRUG TESTING
I, , do hereby give my consent to
, to perform urinalysis on me for the presence of certain drugs
and/or alcohoL I further authorize to release test results obtained from
this examination in accordance with the procedures contained in the 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 PRESCRIBING DOCTOR
TAKEN OR
OVER THE COUNTER
(OTC)
DATED:
SIGNATURE
I�DENTIFICATION
DATED:
WITNESS
MEMORANDUM OF UNDERSTANDING
between
THE DESIGNATED REPRESENTATIVES OF THE CITY OF REDDING
and
THE DESIGNATED REPRESENTATIVES
of the
REDDING PEACE OFFICERS ASSOCIATION -
MISCELLANEOUS EMPLOYEES
EFFECTIVE: January 26, 1989
AMENDED: May 21, 1991, to be effective May 12, 1991.
AMENDED: September 20, 1994, to be effective September 1 l, 1994
AMENDED: December 2, 1997, to be effective September 7, 1997
AMENDED: Apri13, 2001, to be effective March 4, 2001
AMENDED: July 6, 2004, to be effective June 5, 2004
AlVIENDED: January 4, 2011, to be effective December 26, 2010
AMENDED: December 15, 2015 to be effective December 16, 2015
AMENDED: February 19, 2019 to be effective February 20, 20]9
AMENDED: July 19, 2022, to be effective July 20, 2022
AlVIENDED: October 7, 2025, to be effective October 8, 2025
T'� l� �f�c� �e t�
ARTICLE1: PREAMBLE.......................................................................................................................................1
ARTICLE2: RECOGNITION................................................................................................................................2
ARTICLE 3: ASSOCIATION SECURITY............................................................................................................3
ARTICLE 4: GRIEVANCE PROCEDURE...........................................................................................................4
ARTICLE5: SAFETY..............................................................................................................................................6
ARTICLE 6: DISABILITY AND UNEMPLOYMENT.........................................................................................6
ARTICLE 7: EMPLOYEE STATUS......................................................................................................................7
ARTICLE 8: WAGES AND CLASSIFICATIONS................................................................................................8
ARTICLE 9: HOURS AND OVERTIME...............................................................................................................9
ARTICLE 10: SENIORITY...................................................................................................................................11
ARTICLE 11: PROMOTION AND TRANSFER................................................................................................11
ARTICLE 12: DEMOTION AND LAYOFF........................................................................................................12
ARTICLE 13: LEAVE OF ABSENCE..................................................................................................................12
ARTICLE14: EXPENSES.....................................................................................................................................13
ARTICLE15: SICK LEAVE.................................................................................................................................14
ARTICLE 16: BEREAVEMENT LEAVE............................................................................................................15
ARTICLE1'7: HOLIDAYS....................................................................................................................................16
ARTICLE18: VACATIONS..................................................................................................................................17
ARTICLE 19: UNIFORMS....................................................................................................................................19
ARTICLE 20: MISCELLANEOUS.......................................................................................................................19
ARTICLE 21: EMPLOYEE BENEFIT PROGRAMS........................................................................................20
ARTICLE22: TERM..............................................................................................................................................25
EXHIBIT"A": SCHEDULES OF WAGE RATES
EXHIBIT"B": JOB DEFINITIONS
EXHIBIT"C": PERFORMANCE STANDARDS
EXHIBIT"D": SUBSTANCE ABUSE POLICY
MEMORANDUM OF UNDERSTANDING
THIS MEMORANDUM OF UNDERSTANDING, made and entered into this 21 st day of
February, 1989, by and between the designated representatives of the CITY OF REDDING (a
public agency as defined in Section 3501(c) of Chapter 10 of Division 4 of Title 1 of the
Government Code of the State of California),hereinafter referred to as the City, and the designated
representatives of the Redding Peace Officers Association (a recognized employee organization
as defined in Section 3501(b) of Chapter 10 of Division 4 of Title 1 of the Government Code of
the State of California),hereinafter referred to as Association;
WITNESSETH:
WI�EREAS, the parties hereto desire to facilitate the peaceful adjustment of differences
that may from time to time arise between them,to promote harmony and efficiency to the end that
the City, the Association and the general public may benefit therefrom, and to establish fair and
equitable wages,hours and working conditions for certain hereinafter designated employees of the
City;
NOW, THEREFORE, the parties hereto do agree as follows:
ARTICLE 1: PREAMBLE
1.1 The parties acknowledge the provisions of Chapter 10 (Section 3500, et. seq.) of
Division 4 of Title 1 of the Government Code of the State of California.
1.2 It is the policy of the City and the Association not to,and neither party will,interfere
with, intimidate,restrain, coerce or discriminate against any employee because of race, 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 sha11
make a reasonable effort under the cireumstances to dissuade employees from engaging in sueh
activities. Those employees who do individually or collectively, partially or totally abstain from
the performance of their duties for the City shall be subjeet to disciplinary action up to and
including discharge from employment without recourse.
1.5 City employees shall perform loyal and efficient work and service and shall use
their influence and best efforts to protect the properties of the City and its service to the public and
shall cooperate in promoting and advancing the welfare of the City and in preserving the continuity
of its serviee to the publie at all times.
1
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 inedia 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. This recogni-
tion includes acceptance of the fact that the management rights listed below are not subject to
either grievance procedures or the meeting and conferring in good faith process provided for by
the Meyers-Milias-Brown Act. It is agreed by the parties to this Memorandum that management
rights incl�ude, 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 a11 work, the control of the property and the
composition,assignment,direction and determination of the size of its working forces; (c)the right
to determine the work to be done by employees; (d) the right to change or introduce new or
improved operations, methods, means or facilities; and (e) the right to hire, schedule, promote,
demote, transfer, release and lay off employees and the right to suspend, discipline and discharge
employees and otherwise to maintain an orderly, effective and efficient operation.
ARTICLE 2: RECOGNITION
2.1 The City recognizes the Association as the "Majority Representative" of all
employees of the City Police Department who hold a classification listed on Exhibit "A" of this
Memorandum of Understanding. The provisions of this Memorandum of Understanding
hereinafter set forth shall apply only to those employees of the City of Redding for whom the
Redding Peace Officers' Association is the established majority representative.
2.2 Official representatives of the Association will be permitted access to City property
to confer with City employees on matters of employer-employee relations,but such representatives
shall not interfere with work in progress without agreement of Management.
2.3 The City will provide the Association adequate bulletin board space for the purpose
of posting thereon matters relating to official Association business.
2.4 The City and the Association will not interfere with, intimidate, restrain, coerce or
discriminate against any employee because of the employee's membership or non-membership in
the Association or the employee's activiLy on behalf of the Association.
2.5 Any employee, at the employee's request, shall be permitted representation by an
Association representative. The foregoing shall apply to reprimands and disciplinary actions,
providing there is not unreasonable delay in obtaining representation.
2
2.6 Joint Association-Management meetings shall be held as often as agreed upon by
the Association and M�anagement. 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 sha11 be no restrictions
on the subject matter, provided the meetings sha11 not substitute for nor�nal 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.
2.7 Whenever the parties are engaged in the periodic meeting and conferring in good
faith for the purpose of modifying or amending the provisions of this Memorandum of
Understanding, no more than three (3) employees shall participate as Association representatives
with no more than two (2) einployee representatives being absent from the same shift. In order to
avoid hardships on either the City or employee representatives, the City may transfer such
employee representatives to day shift duty for the purpose of enabling employees to participate in
the meeting and conferring process.
ARTICLE 3: ASSOCIATION SECURITY
3.1 The City shall ded�uct from their wages, the regular membership d�ues 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 11573 of the Government Code
of the State of California.
3.2 Deductions shall be made from the first and second payroll periods of each month
in approximately equal amounts and a check for the total deductions shall be submitted to the
Redding Peace Officers' Association within five (5) working days of the date the deductions are
withheld from the employee's check. Deductions may include individual insurance and benefit
programs.
3.3 The 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 shaIl collect and will maintain records of individual employee authorizations for
deductions of said d�ues 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 certifcation 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 terms of the authorization. Any inquiries by employees regarding Association dues or
fees should be directed to the Association.
3.4 Indemnity and Refund - The Association shall �le 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
3S 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 wi11 cease abiding by such
provisions.
ARTICLE 4: GRIEVANCE PROCEDURE
4.1 Any grievance which may arise between the Association or any of its members and
the City, with respect to the interpretation or application o�any of the terms of this Memorandum
of Understanding and with respect to such matters as the alleged discriminatory or arbitrary
discharge,demotion or discipline of an individual employee, sha11 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.
4.2 For matters regarding MOU interpretation the following provisions will apply:
4.2(a) The initial step in the adjustment of a grievance shall be a discussion between the
Association's President or Vice President, or any other person designated by the grievant, and the
immediate Management Supervisor directly involved, Division Head or Department Director as
applicable, who will answer within ten(10) calendar 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 Association President or Vice President. The foregoing steps may be supplemented
by written presentations as well as the oral discussions required above. The notice of the time,
date and location of all meetings between the grievant's representatives and management
representatives must be in writing.
4.2(b) Step Two: If the initial step in resolving the grievance (step one) was at a lower
administrative level than the Chief of Police, and the grievance was not resolved at Step One, the
second step shall be a discussion between the Association's President or Vice President or
representative and the Chief of Police who shall answer within ten (10) calendar days. This step
shall be taken within ten (10) calendar days of the date of the Department Director's answer in
Step One.
4.2(c) Step Three: If a grievance is not resolved in the second step, the third step shall be
the presentation of the grievance, in writing, by the Association President or Vice President or
representative to the City Manager or designee(Assistant City Manager or Deputy City 1Vlanager),
who shall answer, in writing, within ten (10) calendar days. The third step shall be taken within
ten(10) calendar days of the date of the answer in Step Two.
4.2(d) Step Four: Tf a grievance is not resolved in the third st�p, the fourth step shall be
referral to arbitration. The fourth step shall be taken within twenty (20) calendar days of the date
of the answer in Step Three.
4.3 For matters regarding disciplinary situations involving more than a reprimand (i.e.,
diseharge, demotion or suspension)the following procedures will apply: 1) Diseiplinary grievances
4
must be filed within (10) calendar days of receiving a final Notice of Discipline; 2) Disciplinary
grievances shall commence at step 1 of this procedure, at the Chief of Police level, and may
continue to step 4. 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.
4.3(a) The initial step in resolving the grievance shall be a discussion between the
Association's President or Vice President or representative designated as such by the grievant and the
Chief of Police,who shall answer within ten(10) calendar days.
4.3 (b) Step Two: If a grievance is not resolved in the initial step,the second step shall be
the presentation o� the grievance in writing by the Association President or Vice President or
representative designated as such by the grievant to the Personnel Director, who shall answer in
writing within ten (10) calendar days. The second step shall be taken within ten (10) calendar days
of the date of the answer in the initial step.
4.3 (c) Step Three: If a grievance is not resolved in the second step, the third step shall be
the presentation of the grievance in writing by the Association President or Vice President or
representative designated as such by the grievant to the City Manager or designee (Assistant City
Manager or Deputy City Manager), who shall answer in writing within ten (10) calendar days. The
third step shall be taken within ten(10)calendar days of the date of the answer in the second step.
4.3 (d) Step Four: If a grievance is not resolved in the third step, the fourth step shall be
referral to arbitration. The fourth step shall be taken within twenty(20) calendar days of the date of
the answer in step three.
4.3 (e) An arbitrator shall be appointed on each occasion that a grievance is submitted to
arbitration. The City and the Association sha11 mutually agree to the arbitrator. If the City and the
Association fail to reach mut�ual agreement on the appointment of an arbitrator, each side shall
submit a list of�ve (5) names to the other. Each party shall, at a meeting of its representatives,
alternately strike a name from the list of ten (10) names. The first party to strike a name sha11 be
determined by lot. At the point in time when one (1) name remains, that person shall be the
appointed arbitrator. The costs of arbitration shall be borne equally by the City and the
Association. The City and the Association shall pay the compensation and expenses for their
respective witnesses. At the Association's reguest, the City shall release employees from duty to
participate in proceedings.
4.3 (� The arbitrator shall hold such hearings and shall consider such evidence as to the
arbitrator appears necessary and proper. The first hearing shall be held within ninety(90) calendar
days of the date of referral to arbitration. The decision of the arbitrator sha11 be final and binding
on the City and the Association and the aggrieved employee, if any, provided that such decision
does not in any way add to, disregard or modify any of the provisions of this 1Vlemorandum of
Understanding.
4.4 Failure by either party to meet any of the aforementioned time limits as set forth in
Sections 4.2 (a-d) or 4.3 (a-�will result in forfeiture by the failing party; except however, that the
aforementioned time limits may be extended by mutual written agreement. Grievances settled by
forfeiture shall not bind eith�r party to an interpr�tation of this Memorandum of Understanding,
nor shall such settlements be eited by either party as evidenee in the settlement of subsequent
5
grievances.
4.5 Notwithstanding the aforementioned procedure, any individual employee shall
have the right to present grievances to the City and to have such grievances adjusted without the
intervention of the Association, provided that the adjustment shall not be inconsistent with this
Memorandum of Understanding, and further provided that the Association's President shall be
given an opportunity to be present at such adjustment.
ARTICLE 5: SAFETY
5.1 The City Council desires to maintain a safe place of employment for City
employees and to that end City management shall make a11 reasonable provisions necessary for
the safety of employees in the performance of their work.
5.2 Regular meetings will be held on all jobs to plan the job and emphasize safety in
its performance.
5.3 Safety meetings will be held upon reasonable notification that either party to this
agreement requests one.
ARTICLE 6: DISABILITY AND UNEMPLOYMENT
6.1 Supplemental Benefits for Industrial Injury: Whenever any Regular employee,
who has completed their initial probationary period, and who is a member of the Public
Employees' Retirement System is disabled, whether temporarily or permanently, by injury or
illness arising out of and in the course of the employee's duties,which comes within the application
of the Workers' Compensation and Insurance Chapters of the State Labor Code, the employee
shall become entitled, to compensation at the rate of eighty-five percent (85%) of the employee's
regular salary, in lieu of temporary disability payments, if any, which would be payable under the
State Labor Code, for the period of such disability but not exceeding six (6) months, or until such
earlier date as the employee is retired on permanent disability pension. At the conclusion of six
(6) months of receipt of supplemental benefits at the rate of eighty-five percent (85%) of regular
salary, any Regular employee who is still unable to return to work and is still receiving temporary
disability indemnity payments shall become entitled to receive supplemental benefits at the rate of
seventy percent (70%) of the employee's regular salary for the period of such disability but not
exceeding six (6) months or until such earlier date as the employee is retired on permanent
disability pension through the Public Employees' Retirement System. In consideration of this
benefit, the Regular employee shall pay over to the City any temporary or permanent disability
compensation received, whether from Workers' Compensation, employee group insurance bene-
fits or unemployment compensation benefits provided for under State 1aw, and shall affirmatively
assist the City in obtaining any such benefits to which the employee may be entitled but has not
yet received arising out of such disability, but such payment from the employee to the City from
such sources shall not exceed in amount the supplemental benefits paid to the employee by the
City in accordance with the provisions of this paragraph.
6.2 An employee who is absent by reason of industrial disability 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 sueh period of temporary work shall
be determined by City. Such employee shall be compensated at the then current rate of pay of the
employee's regular classification while engaged in such temporary duties. The City may require
6
an employee being considered for return to work after an absence caused by disability or illness to
submit to a medical examination by a physician or physicians approved by City for the purpose of
determining that such employee is physically and mentally fit and able to perform the duties of the
employee's position without hazard to himself, or to the employee's fellow employees, or to the
employee's own permanent health.
6.3 If a third party is found to be responsible for the employee's industrial injury and
the employee recovers a judgment in damages from said third party,then al1 supplemental benefits
received as provided for in Section 6.1 not already repaid from the other sources mentioned in
Section 6.1 shall be repaid to the City by the employee.
6.4 Vacation and sick leave shall be accrued while a Regular employee is absent from
work as a result of a job related disability and receiving the supplemental benefits to Workers'
Compensation temporary disability compensation as set forth in 6.1 for the period of such
disability,but not exceeding one(1)year. All Regular employees who are not in a Citypaid status
and on leave receiving Workers' Compensation temporary disability benefits shall receive group
insurance coverage during the period in which they are receiving temporary disability
compensation for up to a maximum of a cumulative total of five (5) years, which includes the
period in which the employee is receiving supplemental disability bene�ts as set forth in 6.1,
provided the employee pays his or her share, if any, of the monthly group medical insurance
program premium. Holidays which occur during the period for which an 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 Regular employee is an employee hired for a full time position that has been
regularly established as an authorized position and is of indeterminate duration, status code three
(3). A Regular employee shall receive not less than the minimum rate for the job and shall be
eligible for sick leave pay, vacation pay, holiday pay, retirement plan participation, insurance
coverage and items of a similar nature as the employee becomes eligible Regular employees shall
serve a probationary period of one (1) year upon initial appointment to Regular status.
Probationary employees shall not be eligible for leave of absence, supplemental benefits for
industrial injury, funeral leave for non-immediate family members, educational incentive pay,
preference or re-employment rights as a result of demotion or layoff, or items of a similar nature.
An employee's probationary period sha11 be extended by the duration of any paid or unpaid
absence of two (2) or more consecutive pay periods. 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
obtaining permanent status. A probationary employee shall be notified in writing of such an
extension not less than ten (10) working days prior to the expiration of the probationary period.
7.3 A Full Time Temporary employee is defined as an employee hired for occasional
or seasonal work for a period not to exceed one thousand(1,000)hours in a fiscal year, status code
seven (7). A Full Time Temporary employee sha11 receive not less than the minimum rate for the
job but shall not and will be eligible for sick leave pay per California law,but shall not be eligible
for holiday pay, vacation pay, insuranee coverage, retirement plan partieipation, nor shall an
7
employee accrue seniority or promotion and transfer rights, or leave of absence rights. Temporary
employees serve at wi11. If a Full Time Temporary employee is reclassified to Regular status, the
employee shall be credited with all continuous service in determining eligibility for such benefits
as may accrue to the employee in the new status.
ARTICLE 8: WAGES AND CLASSIFICATIONS
8.1(a) Employees shall be paid a wage rate based upon their work performance. Upon
initial appointment to a classification, an employee shall normally be paid the lowest wage rate for
that classification. An employee may, however, be paid a wage rate above the lowest wage rate if
circumstances justify it. Notwithstanding the following requirements relative to periods of
employment at a salary step,the Chief of Police may recommend salary step increases at an earlier
time or more than one step increase at a time. Step increases require City Manager, or his/her
designee's approval and may be granted when an employee achieves an overall performance
evaluation rating of Meets Job Standards or higher as follows: After twenty-six (26) full pay
periods of employment in each and every successive Compensation Step in the Compensation
Ranges listed in Exhibit "A". A full pay period as used herein is defined as one in which the
employee works or is paid for time off for at least half of the regularly scheduled work hours. The
effective date of a higher wage step shall be the first day of the pay period following qualification
for the new step.
8.1(b) Should an employee wish to appeal a denial of a step increase, the employee may
do so by submitting an appeal (1) to the Chief of Police, and if not resolved, (2) to an advisory
committee comprised of two (2) representatives designated by the Association and one (1)
representative designated by Police management. The committee will consider the appeal and
make an advisory recommendation to the Personnel Director 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 pay day fa11s on a holiday,payment shall be made on the
preceding workday. All new employees must make arrangements to have their pay deposited to a
bank account via electronic transfer.
8.3 When an employee is temporarily assigned to work in a classification higher than
the employee's regular classification, the employee sha11 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
assigaed,which is next higher to the employee's present wage rate,but not more than the top wage
rate of the temporary classification.
8.4 When an employee is temporarily assigned to work in a classification lower than
the employee's regular classification, the employee's rate of pay will not be reduced.
8.5 For purposes of wage rate progression in a temporary classification, the time
worked by an employee in other than the employee's regular classification shall also be accrued
in such temporary classi�cation.
8
8.6 Attached hereto and made a part hereof is Exhibit "A" titled "Schedule of Wage
Rates."
8.7(a) Attached hereto and made a part hereof is Exhibit`B" entitled "Job Definitions."
8.7(b) Attached hereto and made a part hereof is E�ibit "C" entitled "Minimum
Performance Standards for Community Service Officers, Property and Evidence Technicians, and
Crime Scene Technician";
8.7 (c) Attached hereto and made a part hereof is Exhibit "D" entitled "Substance Abuse
Policy.
8.8(a) Whenever any employee is assigned to work a regularly scheduled shift where more
than 50% of the elnployee's regular hours worked falls within 12 Noon and 12:00 Midnight, the
employee shall receive shift differential pay of three and one-half percent(3 1/2%), in addition to
the employee's regular hourly pay rate.
8.8(b) Whenever any employee is assigned to work a regularly scheduled shift which
begins between 12:00 Midnight and 4:00 a.m., the employee shall receive shift differential pay of
five percent (5%), in addition to the employee's regular hourly pay rate.
8.9 An educational incentive of two and one half percent (2.5%) shall be added to the
base pay of those Regular employees with an A.A. or A.S. degree or sixty (60) semester units of
credit. Effective on March 4, 2001, five percent (5%) shall be added to the base pay of those
Regular employees with a Bachelors degree, or one hundred twenty(120) semester units.
8.10 Bilingual pay of two and one half percent(2 z/z%) shall be added to the base pay of
qualified employees who have been designated by the Chief of Police, or designee, to utilize
bilingual skills.
8.11 For those assignments of Field Training Of�icer and ID Technician, as identified
by the Chief of Police via Personnel Order, 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.
8.12 For Community Service Officers, a specialty pay of�ve percent (5%) over base
pay will be paid under the following circumstances: (1) While performing records management
and public record request duties related to the body worn camera program and SB 16 legislative
mandates; or(2) When assigned to the Detectives Division.
ARTICLE 9: HOURS AND OVERTIME
9.1 All Regular employees will receive fu11 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 r�port for work at the employe�'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 sha11 be considered as time worked.
9
9.3 A workweek is defined to consist of seven (7) consecutive calendar days, Sunday
through Saturday, and a basic workweek is defined to consist of five (5) consecutive workdays of
eight(8)hours each. The basic workweek may begin on any day of the week or at any hour of the
day during the workweek. The basic workweek indicated above may be modified by mutual
agreement of the City and the affected elnployee (s) in those situations where such a modification
serves the interests of both the City and its employees.
9.4 Overtime is defined as(a)time worked in excess of forty(40)hours in a work week,
(b) time worked in excess of eight (8), nine (9), or ten (10) hours as applicable on a scheduled
workday, (c) time worked on a non-workday, (d) time worked outside of regular hours on a
workday, and(e)tilne worked on a holiday. Overtime shall be computed to the nearest one-quarter
(1/4) hour. Time worked as defined in (a) or (c) above as a result of a shift change shall not be
regarded as overtime for compensation purposes. In such cases where the basic workweek has
been modified by mutual agreement pursuant to 9.3, these overtime requirements may be waived
pursuant to applicable law.
9.5 Working overtime requires prior approval by an immediate supervisor or other City
management staff. Overtime compensation shall be paid at a rate equivalent to one and one-half(1'/2)
times the regular rate of pay or, at the employee's option,the employee may elect to receive time off
with pay at the rate of one and one-half(1 '/2)hours off for each overtime hour worked. Employees
who request compensatory time off with seventy-two (72) hours ad�ance notice will have their
request approved provided such leave does not create an"undue hardship,"as outlined in the federal
regulations. Requests for compensatory time off without seventy-two(72)hours advance notice may
be considered on a case-by-case basis. The maximum compensatory time off available for any
employee at any time shall be limited to the maximum allowable CTO accumulation pursuant to the
federal Fair Labor Standards Act. In the event overtime is worked when an employee has the
maximum accumulation of compensatory time off,two hundred forry(240)hours,the employee shall
be paid for the overtime worked as set forth above. Employees whose employment with the City is
terminated for any reason shall, at the time of termination,receive any unused compensatory time off
previously earned.
9.6 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. Employees who are required to report for work on their non-workdays or on holidays
they are entitled to have off ar 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
for each call-out, except however, that employees shall not be paid more than time and one-half
the regular rate of pay for any given time period. If an employee who is called for such work
outside of the employee's regular hours on a workday continues to work into the employee's
regular hours, the employee shall be paid overtime compensation only for the actual time worked.
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 th� 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 overtiine
claim before 1200 hours and one minimum overtime claim after 1200 hours.
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If an employee has received a subpoena for court appearance and the subpoena is subsequently
cancelled, the employee sha11 receive compensation as outlined in this section 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.
9.7 Overtime shall be distributed as equally as is practicable among those employees
who are qualified and available and who volunteer for overtime work and the City shall not require
employees who have worked overtime to take equivalent time off during a workday without pay.
9.8 Community Service Of�cers shall select shift and days off by seniority within
classification with the department. Such selection shall be subj ect to change based on departmental
needs and/or administrative adjustments. As much notice as is practical sha11 be provided when
changes, shifts, and days off are made. In the event Management proposes to change shift
schedules, the Association will be notified and given the opportunity for input.
9.9(a) Community Service Officers assigned to field operations or the telephone response
unit shall select watch and days off by seniority within classification with the Department, except
as otherwise provided herein. Shift rotation wi11 be scheduled every four (4) months beginning
the first day of the pay period closest to January 1, May 1, and September l. An officer will not
be permitted to remain on a given shift in excess of twelve (12) consecutive months. Community
Service Officers may be assigned to days off and a watch based on Departmental needs and/or
administrative adjustments. As much notice as is practical wi11 be provided when making
assignments based upon Departmental needs ancUor administrative adjustments. Any
administrative adjustment in assignment made after completion of a watch sign up shall not give
an employee the right to bump for another watch, a change in days off, or vacation.
ARTICLE 10: SENIORITY
10.1 Seniority is defined as total length of continuous service with the City. In
determining an employee's seniority, the continuity of the employee's service wi11 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 ind�ustrial injury, or(d) on leave of absence. Seniority, as defined in this section,
does not apply to preference for shift scheduling or vacation scheduling.
ARTICLE 11: PROMOTION AND TRANSFER
11.1 All promotions and transfers shall be in accordance with standards and procedures
as determined by the City.
11.2 All promotions and transfers of employees covered by the Memorandum of
Understanding shall be on a probationary basis applicable to the position being filled. At any time
during the probationary period of the City may terminate the appointment. If an appointment is
11
terminated,the employee shall be returned to either the employee's previous classification and pay
rate, or some other classification that is mutually acceptable to the employee and the City, except
whenever the City discharges the employee from employment with the City. Any unpaid absences
during a probationary period sha11 cause the probationary period to be extended by the length of
the absence.
ARTICLE 12: DEMOTION AND LAYOFF
12.1 When it becomes necessary for the City to lay off Regular employees, the City wi11
give employees involved as much notice as possible,but in no event will such employees receive
less than two (2) weeks notice of layoff. Where probationary or temporary employees are to be
laid off, no notice of layoff need be given.
12.2 Layoff in all cases due to lack of work will be determined by an employee's
seniority. An employee whose job is being eliminated may elect to displace an elnployee in a
lower paid classification and if the employee's seniority is greater than that of the employee in the
lower paid classification.
12.3 Regular employees who are laid off, or choose to retire rather than be laid off, will
be given preference in filling fut�ure vacancies for a period up to two (2) years, in the reverse order
in which employees were laid off, providing they keep the City advised of their current address.
Notifications of position vacancies sha11 be by registered mail to the employee's last known
address,as supplied by the employee. Re-employment shall be based upon the laid-off employee's
ability to meet current employment standards. If an employee does not accept re-employment,the
employee's name shall be removed from the re-employment list and the employee shall no longer
have re-employment rights. If a laid-off employee is subsequently re-hired off a reemployment
list into a classification covered under the terms of this Memorandum of Understanding, the
employee's unpaid sick leave balance, original hire date, and vacation accrual rate shall be
reinstated.
12.4 Notwithstanding the provisions of this Article, the City and the Association may
agree to other procedures during the term of this Memorandum of Understanding.
ARTICLE 13: LEAVE OF ABSENCE
13.1 Leave of absence may be granted to Regular employees by the City Manager for
urgent and substantial reason, up to a maximum of one (1) year, providing satisfactory
arrangements can be made to perform the employee's duties without undue interference with the
normal routine of work. Inability to return to work after an employee's sick leave has been
exhausted will be considered as an urgent and substantial reason and in such cases a leave will be
granted.
13.2 A leave of absence will commence on and include the first workday on which the
employee is absent and terminates with and includes the workday preceding the day the employee
returns to work.
13.3 All applications for leave of absence sha11 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
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leave of absence, the employee will be reinstated to the employee's former position and working
conditions,providing that the employee is capable of performing the duties of the former position,
except that if there has been a reduction of forces or the employee's position has been eliminated
during said leave, the employee will be returned to the position the employee would be in had the
employee not been on a leave of absence.
13.4 An employee's status as a Regular employee will not be impaired by such leave of
absence and the employee's seniority will accrue.
13.5 If an employee fails to return immediately on the expiration of the employee's leave
of absence or if the employee accepts other full time employment while on leave, the employee
will thereby forfeit the leave of absence and terminate the employee's employment with the City.
13.6 An employee on a leave of absence as provided herein shall not accrue vacation or
sick leave benefits nor maintain group insurance coverage. An employee may, however, at the
employee's option and expense, maintain the employee's group insurance coverage providing the
full monthly premium is received in the Finance Department of the City on or before the first day
of the month for which the premium is intended. Notwithstanding the above,however, if the leave
of absence is as a result of exhaustion of sick leave benefits, an employee's group insurance may
be maintained for up to three (3) calendar months in one 12 month period on the normal premium-
sharing formula, providing the employee pays the employee's share of the premium on a timely
basis.
13.7 Reproductive Loss Leave of Absence: Employees who are absent from work due
to a reproductive loss event are eligible for up to five (5) days of protected leave per event, subject
to a maximum of twenty(20) days in a 12-month period. "Reproductive loss event" is defined as
"the day or, for multiple day events, the final day, of a failed adoption, failed surrogacy or
unsuccessful assisted reproduction." The reproductive loss leave is unpaid; however, employees
may use available accrued paid leave such as vacation, sick time, deferred time off, compensatory
time off, etc. The reproductive loss leave must be taken within three(3)months of the reproductive
loss event,but the leave days do not need to be consecutive.
ARTICLE 14: EXPENSES
14.1 Whenever an employee uses his or her personal automobile for the City's
convenience, the employee will be reimbursed therefore at the same rate per mile as established
for Unrepresented City employees.
14.2 Whenever employees use their personal vehicle for the employee's/employer's
convenience for out of City travel on official City business, the total allowance for transportation
shall in no case exceed the cost of tourist-class air passage if such service is available. (This would
include any additional expenses that would be incurred for lodging, per diem allowances, meals
and other expenses.) If air service is not available, the allowance far use of a personal vehicle,
shall be subjeet to authorization by the Finanee Of�eer.
14.3 The City is not responsible for any loss or damage, operating maintenanee or repair
expenses to personal vehicles used on City business.
14.4 When travel by air has been offered and the employee elects, with Department
Director approval, to utilize ground transportation, travel time will be allowed on the same basis
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as if the employee had traveled by air. The employee will charge to the City only the time that
would have been required to make the trip using airline transportation. All time in excess of air
travel time will be charged to the employee. Exceptions may be authorized by the Finance Officer
in cases where it is beneficial to the City for the employee to use their personal vehicle.
14.5 Employees who have a temporary work assignment at such distance that it is
impractical for them to return to their regular place of abode will be allowed actual personal
expenses for board and lodging for the duration of such assignment provided they board and lodge
at places to be approved by the City. Except in the circumstance described in Section 14.4 above,
the time spent by such employees in traveling to such temporary assignment at its beginning, to
and from home on holidays and weekends, and from such temporary assigmnent at its conclusion
and any reasonable expense incurred thereby wi11 be paid by the City.
14.6 Meal allowance will be reimbursed at the same rate as established for
Unrepresented employees. Meal allowance is included in an individual's gross wages as
determined by the Internal Revenue Service (I.R.S.).
14.7 When meals are included in the registration fees or transportation charges,
adjustment of ineal allowance will be made.
14.8 Any request for more than the normal meal allowance must be accompanied by a
written explanation as to the reason for the excess, a copy of an itemized receipt indicating act�ual
charges for each item purchased, and must be approved by the Finance Officer. Alcoholic
beverages are not a reimbursable expense.
14.9 Reimbursement for reasonable costs other than meals and Zodging incurred for the
following incidental expenses shall be permitted providing such expenses are justified and
itemized:
Registration
Tips and other grat�uities
Taxi,bus and other local transportation fares
Business telephone calls and telegrams
Other justifiable incidental expenses
14.10 Employees wi11 be reimbursed for actual expenses only. Any savings realized by
employees by ride sharing, lower accommodation costs, etc., shall accrue to 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.)
Full Time Temporary employees (Status 7) will accrue paid sick leave at a rate of one hour for
every 30 hours worked which is equivalent to a rate of.033 per hour worked. Fu11 Time Temporary
employees (Status 7) will be eligible to use the sick leave accrual on the 90th day of employment,
and will be limited to 24 hours or thr�e days of paid sick leave in each year of employment per
Cali�ornia state law. A minimum increment of sick leave usage is two hours.
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15.2 Sick leave shall be allowed for a non-work related absence due to: (a) the inability
of an employee to be present or perform the employee's duties because of personal physical or
mental illness, off duty injury or confinement for medical treatment; (b)personal medical or dental
appointments which are impractical to schedule outside of regular working hours; (c) the need to
be present during childbirth, surgery, critical illness or injury involving members of the immediate
family as defined in 16.1, for up to forty(40)hours per incident; and(d)the need to attend sick or
injured immediate family members as defined in Section 16.1 for up to forty-eight (48) hours per
calendar year.
15.3 Management may require satisfactory evidence of illness or disability before
payment for sick leave will be made. The City may also require an employee requesting to return
to work after sick leave or leave of absence for medical or psychiatric reasons to submit to an
examination by a physician or physicians approved by City for the purpose of determining that
such employee is physically or mentally fit and able to perform the duties of the employee's former
position without hazard to himself or to the einployee's fellow employees or to the employee's
own permanent health. Such examination or examinations sha11 be at the sole expense of the City,
and the employee shall be placed on leave with pay for the purposes of such examination.
15.4 If a holiday which an employee is entitled to have off with pay occurs on a workday
during the time an employee is absent on sick leave,the employee shall receive pay for the holiday
as such and it shall not be counted as a day of sick leave.
15.5 Any employee who, after ten(10)years of continuous service to the City terminates
employment, shall be paid at the employer's regular pay rate for thirty-three and one-third percent
(33 1/3%) of the employee's accumulated sick leave hours. For employees with 15 years or more,
but less than twenty (20) years of continuous service, the percentage set forth above shall be
increased to forty-five (45) percent. For employees with twenty (20) years or more continuous
service the percentage set forth above shall be increased to sixty(60)percent.
15.6 Effective March 15, 2015, 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 15.5 above. However, if the sick leave pay out 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 15.5 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 Ca1PERS.
15.7 Whenever any employee exhausts all categories of paid time off as a result of a
non-work related illness or injury, with approval of the employee's Department Director, the
Personn�l Director and the City 1Vlanager, an employee may receive up to eighty (80) hours
advanced sick leave with pay. If the employee returns to duty, such advanced sick leave shall be
returned to the City from subsequent sick leave accruals. If the employee terminates City
employment, such advanced sick leave shall be repaid to the City.
ARTICLE 16: 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�rom work,but not to exceed forty(40)working hours. "Immediate family"
15
as used herein includes only employee's spouse or registered domestic partner,children(including
miscarriages and stillbirths), 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 may 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 within three (3) months of the date of death of the
immediate family lnember.
16.2 Regular employees who are absent froin work to attend the funeral of a person other
than an immediate family member sha11 give as much advance notice as possible and shall receive
compensation at the regular rate of pay for the time necessary to be absent �rom 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 Regular employees, except as otherwise provided herein, shall be entitled to have
the following holidays off with pay:
Normal Shift Hours '
' llESCRIPTI�N C}F HOI;I])AY '
8 9 ' 10
A ��� January 1 st X X X
� ' The third Monday in January,known as Martin Luther King,Jr. X X X
Da
C Lincoln Day X X X
'��� D ���� The third Monday in February,known as President's Day X X X
E The last Monday in May,known as Memorial Day X X X
F June 19th,known as"Juneteenth" X X X
' G July 4th X X X
'� H �'� First Monday in September,known as Labor Day X X X
I i November l lth,known as Veteran's Day X X X
.T Thanksgiving X X X
' K Friday after Thanksgiving X X X
L ' The last half of the normal work shift before Christmas X X X
' M December 25th X X X
"X"Means Holiday is observed TOTAL HOLIDAY HOURS PER CALENDAR YEAR 100 ll 2.5 125
If any of the foregoing holidays fall on a Sunday, the Monday following sha11 be observed as the
holiday, except by those employees who are regularly scheduled to work on Sunday other than on
16
an overtime basis. Employees who are regularly scheduled to work on Sundays shall observe such
holidays on Sunday. If any of the foregoing holidays fall on a Saturday,the preceding Friday shall
be observed as the holiday, except by those employees who are regularly scheduled to work on
Saturday other than on an overtime basis. Employees who are regularly scheduled to work on
Saturdays shall observe such holidays on Saturday. If any of the foregoing holidays fa11 on any
day from Monday through Friday, inclusive, and that day is a regularly scheduled non-workday
for an employee, such employee shall be entitled to receive another workday off with pay to be
scheduled in the same manner as vacation days are normally scheduled. Employees who work
alternative work schedules commonly known as 9/80's, 4/5-9's, or 4/10's will be entitled to
holiday pay for eight($) or nine (9) hours as applicable. Department minimum staffing levels on
all of the above listed holidays is required to ensure appropriate public safety services to the
citizens of the City of Redding. For purposes of this article,minimum staffing for holiday overtime
purposes includes only those Community Service Officers who are assigned to the Field
Operations Division and who are regularly scheduled or otherwise required to report for duty on
the holiday. Notwithstanding the foregoing, an employee may take off, with pay, on his or her
birthday or anytime during the pay period in which the birthday occurs, or the birthday maybe
deferred and scheduled as vacations are normally scheduled. When an employee works on their
birthday, the employee shall receive pay at the straight time rate.
17.2 Notwithstanding the foregoing, employees may be scheduled to work on holidays,
in which event any such employee will,in addition to the employee's holiday pay,be compensated
therefore at the overtime rate of pay for all time worked on such days. An employee may,however,
at the employee's option, elect to observe that holiday at another time to be scheduled in the same
manner as vacation days are normally scheduled, in which event any such employee will only be
compensated for time worked on that day at the overtime rate of pay, and shall not receive holiday
pay for such day.
17.3 If an employee is in a non-pay status on either workday immediately adjacent to
the holiday, the employee sha11 not receive pay for the holiday.
17.4 For employees on a leave of absence,holiday accrual earned shall be limited to the
average hours in a paid stat�us the day before and the day after the holiday, up to a maximum of
the regular hours scheduled to work on said holiday.
ARTICLE 18: VACATIONS
18.1(a) Regular employees of the City sha11 accrue vacations with pay as follows:
ACCRUAL' ' THI�UUGH APPRUXIMATE YEAR�C3F
RATE PER I'AY ACCRi7AL
FRUM SER�ICE
I�OITR ' PERI�D' RATE
A ��� .039 Date of 104t� 2 weeks 1-4
Em lo ment
B .058 l O5t'' 234t'' 3 weeks After 4
C ��� .068 235th 364t� 3 '/z weeks After 9
D .077 365�` 494th 4 weeks After 14
E '�� .08'7 495th 624te 4 '/z weeks After 19
F .096 625`� -- 5 weeks After 24
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18.1(b) A full pay period as used in this Article is defined as one in which the employee
works or is paid for time off for at least half of the regularly scheduled work hours.
18.2(a) Effective October 8, 2025, the maximuin vacation time which can be accrued by a
Regular employee is five hundred(500) hours.
18.2(b) It is City policy that employees take their normal vacation each year at such time
or times as may be approved by the Department.
18.2(c) In the event of departmental cancellation o�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.
18.3 Vacation cannot be accrued while an employee is in a non-pay status.
18.4 Vacations will be scheduled throughout the calendar year. Employees with greater
seniority within classification with the Department will be given preference over those with less
seniority in the selection of a vacation period;provided,however,that if the senior employee splits
the employee's vacation by requesting less than a full year's allowance to be scheduled on
consecutive workdays, the employee's preferential rights shall only apply on one period in that
calendar year prior to a11 other employees being given consideration in the selection of their first
choice vacation period. Vacation scheduling sha11 be completed at the same time as watch sign-
ups.
18.5 The City shall not require an employee to take the employee's vacation in lieu of
sick leave or leave of absence on account of illness.
18.6 If a holiday which an employee is entitled to have off with pay occurs on a warkday
during the employee's vacation period, such employee will be entitled to an additional day of
vacation and will be compensated for same.
18.7 Employees whose employment with the City is terminated for any reason shall, at
the time of termination, receive any unused vacation period previously earned.
18.8 The City will, at the employee's option, compensate employees for accumulated
vacation during any fiscal year as follows:
' MINIMIJM MAXIMUM
ACCRUAL H�T.TRS PAYABLE
120 40
240 80
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360 120
18.9 A voluntary vacation donation program is hereby established in which any
employee (herein referred to in this policy as the donor) may donate unused vacation hours to
another employee (herein referred to in this policy as the recipient); such donation will be made
on the basis of value (dollar basis) so that vacation hours from the donor wi11 be converted to
dollars and then to the appropriate vacation hour level for the recipient.
The recipient will be required to meet the criteria of having exhausted all paid leave,
including advanced sick leave benefits, due to a non-work related injury or illness and not be
eligible for long term disability benefits. Donated hours will be posted on a date of receipt basis
until the recipient need is met.
Employees requesting to take advantage of this program as a recipient will make
application on an approved form signed by their Department Director, Personnel Director, and the
City Manager. Employees wishing to donate vacation hours can do so on forms for this use in the
Personnel office. All donations will be treated on a confidential basis.
ARTICLE 19: UNIFORMS
19.1 With the exception of newly hired employees, an annual uniform allowance in the
amount outlined below shall be paid in equally divided installments on a bi-weekly basis with the
City's regular payroll processing. New1y hired employees upon initial appointment wi11 receive
the full amount indicated below. In July following in the employee's hire date, regardless of time
with the Police Department, the employee will begin receiving bi-weekly installments with the
regular payroll. The annual uniform allowances shall be as follows, effective upon contract
ratification:
Community Service Officer $900.00
Community Work Program Officer $900.00
Property and Evidence Technician $900.00
Crime Scene Technician $900.00
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) damaged in the course of
employment. This provision does not apply to items lost or damaged as a result of negligence of
the employee.
19.3 The City will propose no change in uniform standards during the term of this MOU
that will result in increased cost to the employee.
ARTICLE 20: MISCELLANEOUS
20.1 A Regular employee who is summoned for jury duty and is thus unable to perform
the employee's regular duties will be paid for the time lost at the employee's regulax rate of pay.
19
An employee must be in a paid status on both scheduled workdays immediately adjacent to jury
duty leave 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 Office.
20.3 An employee who disagrees with the evaluator's statements or conclusions with
respect to the employee evaluation report sha11 have the right to review such evaluation report with
the City's Personnel Director and, upon request, shall have the right to have an Association
representative present. The employee may also attach a written rebuttal to the employee evalu-
ation,providing it is done within thirty days of the employee's receipt of the evaluation.
20.4 Employee home addresses and telephone numbers will not be released to anyone
other than authorized City personnel without the permission of the employee.
20.5 Prior to any negative or derogatory documents being placed in the personnel file,
the affected employee shall receive a copy and be given the opportunity to attach a written rebuttal.
20.6 A release time bank is hereby established. Association members may voluntarily
donate earned leave time to the time bank for use by Association officials while cond�ucting
Association business. Donated time will be deducted from the employee's earned leave.
20.7 The City will provide appropriate self-defense training for Community Service
Officers, as determined by the City from time to time. Such self-defense training will not be
construed to mean that Community Service Officers will need such training in normal day to day
job situations.
20.8 Employees will be allowed to engage in political activity only during off-duty hours
and while out of uniform.
20.9 Whenever disciplinary action is imposed, a11 documents supporting such discipline
shall be provided to the employee.
20.10 Whenever any investigation of alleged misconduct is being undertaken, the
employee shall be informed of the nature of the investigation at the beginning of the meeting; the
meeting shall be conducted at a reasonable time during the employee's duty hours; the employee
shall be informed in advance of the name, rank, and command of the officer conducting the
meeting; no more than two (2) management representatives sha11 conduct questioning at the same
time, and the employee shall not be subjected to offensive language.
20.11 Ref�rence is made to Exhibit "D" titled Substance Abuse Policy. Such substance
abuse policy is not subject to the grievance procedure. Any disciplinary action taken, however,
against an employee as a result of an alleged violation of the substance abuse policy,will be subject
to the grievance procedure.
ARTICLE 21: EMPLOYEE BENEFIT PROGRAMS
21.1 Retirement Plan: All Regular employees are covered by the California Public
Employees' Retirement System (Ca1PERS) program pursuant to an existing contract with the
Public Employees' Retirement System.
20
Additionally, all Ca1PERS eligible employees will pay the full cost of the 1959 Survivors' Benefit
Program.
(a) Tier 1 —Employees Considered to be "Classic CaIPERS Members"
Regular employees hired prior to January 1, 2013, and those considered to be "Classic Ca1PERS
Members"will be covered under the 2.0%at age 55 retirement benefit formula with the 12 highest
paid consecutive months final compensation provision. Employees will be covered by the Indexed
level of 1959 Survivors' Benefit Program (Government Code Section 21382.4), Post-Retirement
Survivors allowance, credit for unused sick leave; and certain military service credit. The
employee contribution of seven percent(7%)of pensionable earnings will be paid by the employee
through a bi-weekly payroll deduction on a pre-tax basis.Regular employees vested in Tier 1 who
leave City employment and subsequently are rehired will be re-employed with Tier 1 status for
Ca1PERS benefits.
All Ca1PERS eligible employees, covered, under Tier 1, agree to cost sharing of the CaIPERS
employer contribution rate in accordance with Government Code Section 20516, effective J�uly 14,
2019. The additional contribution of pensionable earnings will be paid by the employee through
a bi-weekly payroll ded�uction on a pre-tax basis.
Tier 1 employees have agreed to cost sharing of the contribution rate in accordance with
Government Code Section 20156 as follows:
� One percent(1%), effective July 14, 2019 [total employee contribution of 8%];
• An additional 1.125 percent (1.125%) for a total of two point one two five percent
(2.125%), effective November 13, 2022, [total employee contribution of 9.125%�.
Except as provided below, the City will provide employees hired prior to January 5, 2011, with
the Public Agency Retirement System (PARS) 0.5% at age 55 supplemental retirement benefit
formula for each year of regular City service, any Ca1PERS service and Ca1PERS service credit
purchased and credited to the employee's City of Redding CaIPERS account while an employee
of the City as a supplement to the Ca1PERS benefit, so long as the employee is vested with �ve
(5) years of City service.
Effective December 27, 2020, all employees eligible for the PARS de�ined benefit will make a
mandatory PARS contribution of 1.71%, on a pre-tax basis per pay period.
(b) Tier 2 —Employees hired on or after January l, 2013, considered to be "New Ca1PERS
Members"
Pursuant to the California Public Employees' Pension Reform Act of 2013 (PEPRA), employees
hired on or after January ], 2013, will be covered by the 2.0% at age 62 retirement formula with
the 36 highest consecutive months final compensation provision as a"New Ca1PERS Member"if
the employee 1)has not been a member of a California Public Retirement System, or 2)had prior
CaIPERS/reciprocity service with a break in service of six months or longer. Employees will be
covered by the Indexed level of 1959 Survivors' Benefit Program (Government Code Section
21382.4), Post-Retirement Survivors allowance, credit for unused sick leave; and certain military
service credit. Also pursuant to PEPRA, New Ca1PERS Members wi11 be responsible far paying
21
one-half of the total normal cost rate for the retirement benefit on a bi-weekly pre-tax basis.
Employees hired on or a�ter January 5, 2011,will not be eligible for the Public Agency Retirement
System (PARS) 0.5% at age 55 supplemental retirement benefit formula.
(c) Effective January 3, 2016, Full-Time Temporary employees not included within Section 21.1
above shall be covered by the PARS —457 Plan. Participating employees will pay one hal�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%).
21.2(a) 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.
(1) Life Insurance: Twice annual salary for employee, $3,000 for employee's dependents.
The City will pay the full cost of the premiums. More specific benefit information is provided in
the carrier booklet.
(2) Health Benefits: Effective January 1, 2017, the City's contribution toward the monthly
group health and welfare insurance composite premium rate was ninety percent (90%) and the
employee began paying ten percent (10%) of the rate through a bi-weekly payroll ded�uction. The
ten percent(10%) 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 with the first pay period the ten percent (10%) co-share was taken from their pay. This
redirected the portion of the employee's salary to pay, on a pre-tax basis, the employee's
contribution toward the medical, and prescription, dental and vision insurance composite premium
rate. Effective December 26, 2011, all eligible employees will receive a ten percent (10%)
premium co-share offset in their pay. 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.
All eligible employees wi11 be enrolled in the `Base Plan" and will have the option on a voluntary
basis to enroll in the `Buy Up Plan" initially, and during the open enrollment period for each
subsequent calendar year. Changes wi11 be effective at the beginning of the following calendar year.
Employees who do not complete an annual open enrollment group health medical plan selection will
remain in the medical plan the employee participated in during the previous plan year. The City's
contribution toward the monthly group health and welfare insurance composite premium rate for
the `Base P1an" shall be ninety percent(90%) and the employee wi11 pay ten percent(10%) of the
premium rate through a bi-weekly payroll deduction. Employees electing to enroll in the"Buy Up
Plan" will be responsible for premiums beyond the City's contribution of 90% of the `Base Plan"
composite rate.
Effective January 1, 2023, all employees participating in the Group Health and Welfare Insurance
Plan will pay 20 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"sha11 be 80 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"eomposite rate.
22
Effective in January 1, 2023, all active employees will 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 p1an.
The City and the Union agree to meet and confer during the term of this agreement over changes
to the group health premium contribution formula/structure when another City of Redding
employee group agrees to a change in premium formula/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.
For specifics regarding the City's Group Health and Welfare Benefit Plan, refer to the Benefit
Summary Plan Description.
Prescription Benefit: Coverage also includes a prescription drug card program with co-payments
as shown in the following table:
Ca-Pays Effective 1/1/17
Retail(34 days' supply)
Generic $10.00
Brand $50.00
No Generic Available $20.00
Mail(90 days' su ly)
Generic $20.00
Brand $100.00
No Generic Available $40.00
(3) Dental Benefits: For specifics regarding the City's Dental Plan, refer to the Bene�t
Summary Plan Description.
(4) Long Term Disability: For speci�ics regarding the City's Long Term Disability Plan,
refer to the Benefit Summary P1an Document.
(5) Vision Benefits: Far specifics regarding the City's Vision Plan, refer to the Benefit
Summary Plan Description.
The City may if practicable, modify the group insurance program set forth above by adding
utilization review and by creating preferred provider organization programs which create financial
incentives for the employee to use such preferred provider services, but do not reduce any current
benefit level nor impose any penalty for the employee who elects not to use a preferred provider's
serviees.
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21.2(b)Tier 1 —Group Health Benefits at Retirement for Employees Hired Prior to January
5, 2011
All active employees hired prior to January 5, 2011, who retire from the City and are
eligible�or Ca1PERS benefits upon separation of service shall be eligible for the City to pay a 50%
proportionate share of costs of the insurance premium should the active employee transitioning to
retirement 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 Ca1PERS. 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 a retiree, the surviving spouse, if any, may continue the insurance and the City wi11
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 January 5, 201 l, except as
set forth above. (Employees who retired prior to J�uly 1, 2001, are eligible for health coverage
only.)
(c) Tier 2 —Hired On or After January 5, 2011
All active employees hired on or after January 5, 2011,who retire from the City during the
term of this MOU and who have five (5) or more years of City service (and are eligible for
Ca1PERS benefits upon separation of service) shall be eligible for the City to pay shall pay a
proportionate share of the cost of the insurance premiums in accordance with the following
formula: two percent (2%) for every year of active service with the City of Redding up to a
maximum of fifty percent (50%) should the employee transitioning to retirement 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 Ca1PERS. 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 AB eligibility
age must enroll in Medicare. 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 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 after January 5, 2011, except as
set forth above.
(d) Retiring employees who were hired or worked under a different Memorandum of
Understanding (MOU) or City Resol�ution 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.
(e) Beginning Calendar Year 2017, the City will offer two health plans, a `Base Plan" and
an optional `Buy Up Plan". All retired employees participating in the group health plan wi11 be
enrolled in the `Base Plan" and will have the option on a voluntary basis to enroll in the "Buy Up
Plan" initially, and during the open enrollment period for each subsequent calendar year. Changes
will be effeetive at the beginning of the following ealendar year. The City shall pay a proportionate
share of the cost of the `Base Plan"insurance premiums as outlined above in sections 21.2(a) and
21.2(b). Partieipating retired employees eleeting to enroll in the"Buy Up Plan"will be responsible
24
for premiums beyond the City's contribution of the `Base Plan" composite rate. The City's
proportionate share for payments referenced above in 21.2(a) and 21.2(b) shall apply only to the
premium for the`Base Plan."
21.3 Effective December 26, 2010, the City will deduct $50 from each member's pay,
the first and second pay period per month (totaling $100) pretax, and transmit the funds to the
Peace Officers Research Association of California (PORAC) Retiree Medical Reimbursement
Trust. 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.
21.4 Effective March, 15, 2015, the City will deduct 1% of gross taxable earnings, per
pay period,pre-tax, froin each members' coinpensation and transmit the funds to the VantageCare
Retirement Health Savings Plan (RHS). In addition, any eligible sick leave pay out made upon
retirement o�RPOA Miscellaneous members will be contributed to the VantageCare RHS per
Section 15.5 and 15.6. (Note: From side letter March 5,2015—section was to be 2L2(d)but needs
to be 21.4 instead; added 15.6 reference as well.)
21.5 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 22: TERM
221 This Memorandum of Understanding, having taken effect as of the 26th day of
January, 1989, shall continue into fu11 force and effect until the 31 st day of J�uly, 2026, and
thereafter from year to year unless written notice of change or termination shall be given by either
party no later than ninety(90) days prior to the expiration date above or the expiration date of any
year thereafter, except, however, that it shall only become effective with approval of the City
Council of City. The City agrees to hold the initial bargaining session for the successor
Memorandum of Understanding within forty-�ve (45) days after the receipt of the initial proposal
of the Association for Miscellaneous Employees, provided that such date is no earlier than ninety
(90) days priar to the termination date of the existing Memorandum of Understanding.
22.2 Whenever notice is given for changes, the general nature of the changes desired
must be speci�ied in the notice, and until a satisfactory conclusion is reached in the matter of such
changes, the original provision sha11 remain in full force and effect.
22.3 This Memorandum of understanding shall not be amended or supplemented except
by agreement of the parties hereto, reduced to writing and duly signed by each.
22.4 Any provision of this Memorandum of Understanding which may be in conflict
with any Federal or State law,regulation or executive order sha11 be suspended and inoperative to
the extent of and for the duration of such conflict; the balance of this Memorandum of
Understanding, however, shall remain in full force and effect.
25
IN WITNESS WHEREOF, the parties have executed this Memorandum of Understanding as of
the day and year first above written.
CITY OF REDDING PEACE OFFICERS ASSOCIATION of REDDING
s/Robert M. Christo�herson s/Dave Mundv
Robert M. Christopherson Dave Mundy
City Manager President
s/Charles R. Revnolds s/Steve A11en
Charles R. Reynolds Steve Allen
Director of Labor Relations Labor Representative
s/Robert P. Blankenship s/Michael J. Leonard
Robert P. Blankenship Michael J. L,eonard
Chief of Police Negotiator
s/Jesse G. McKinnev s/Michael D. Martin
Jesse G. McKinney Michael D. Martin
Police Lieutenant Negotiator
s/James G. Bristow
James G. Bristow
Director of Personnel Services
Approved as to form:
s/Randall A. Hays
Randall A. Hays
City Attorney
IN WITNESS WHEREOF, the parties have executed this Memorandum of Understanding as of
the7th of October, 2025, to be effective October 8, 2025.
CITY OF REDDING REDDING PEACE OFFICERS ASSOCIATION
Steve Bade Josh Tracy
Interim City Manager President
Gage Dungy Matthew Rokes
Chief Negotiator Chief Negotiator
Kari Kibler Janae Johnson
Personnel Director Negotiator
Kyle Freeze
Negotiator
Javona Tucker
Negotiator
Zoey Creppell
Negotiator
PEACE OFFICERS ASSOCIATION OF REDDING-MISCELLANEOUS EMPLOYEES
EXHIBIT "A": SCHEDULE OF WAGE RATES
PEACE OFFICERS ASSOCIATION OF REDDING-MISCELLANEOUS EMPLOYEES
SCHEDULE OF WAGE RATES
Effective: July 21, 2024
Hourly Wage Rate -Salary Step
J/C Classification 1 2 3 4 5 6 7
365 Property and Evidence Technician $24.52 $25.75 $27.03 $28.39 $29.81 $31.30 $32.86
386 Community Service Officer $24.52 $25.75 $27.03 $28.39 $29.81 $31.30 $32.86
378 Crime Scene Technician $25.70 $26.99 $28.34 $29.75 $31.24 $32.80 $34.44
387 Community Work Program Officer $25.70 $26.99 $28.34 $29.75 $31.24 $32.80 $34.44
FULL TIME TEMPORARY -STATUS 7 EMPLOYEES
380 Property and Evidence Technician $23.60 $24.78 $26.01 $27.32 $28.68 $30.12 $31.62
381 Community Service Officer $23.60 $24.78 $26.01 $27.32 $28.68 $30.12 $31.62
382 Crime Scene Technician $24.78 $26A1 $27.32 $28.68 $30.12 $31.62 $33.20
For those assignments of Field Training Officer and ID Technician, a specialty pay of five percent(5%)
over base pay will be paid but shall be limited to such time as they are performing that specific function.
For Community Service Officers performing records management and public record request duties related to
the body worn camera program and SB 16 legislative mandates, or when assigned to the Detective Division,
a specialty pay of five percent(5%)over base pay will be paid.
Note: pay rates are calculated utilizing a standardized formula to apply a difference of 5%between steps and smali differences may occur due
to rounding.
PEACE OFFICERS ASSOCIATION OF REDDING—MISCELLANEOUS EMPLOYEES
EXHIBTT "B": JOB DEFI�NITIONS
COMMUNITY SERVICE OFFICER
Under supervision, an employee engaged in performing a wide variety of non-hazardous, non-
sworn law enforcement duties. The employee may be required to drive a vehicle and must possess
the appropriate State of California driver's license. Employee's background of training and
education must be such to qualify the employee to perform duties with skill, efficiency, safety,
tact, and diplomacy. Such duties include, but are not limited to, provide general assistance and
direction to the public by way of personal and telephone contacts; respond to citizen inquiries and
requests; conduct abandoned vehicle investigations and impound of abandoned vehicles to include
processing the vehicles for abatement; inspect businesses and residences to determine
susceptibility to criminal attack and recormnend security precautions; after training, to facilitate
neighborhood watch group meetings and other informative public meetings;perform traffic control
and related duties; respond to non-hazardous municipal code violations; serve subpoenas and
conduct house checks; investigate and report property damage accidents and other collision
investigations as necessary; inspect vehicles for correction of cited deficiencies; interview of
misdemeanor suspects in specific cases when a sworn officer is present; report certain felony
crimes against property; preparation of reports and appropriate preliminary follow-up
investigations; plan, coordinate and oversee the activities and participants of police sponsored
community work program; and performs other related duties as assigned.
Additionally, the Community Service Officer may be assigned to the various divisions of the
Police Department and their sub-units.
COMMUNITY WORK PROGRAM OFFICER
Under supervision, an employee engaged in performing a wide variety of non-hazardous, non-
sworn law enforcement duties. The employee may be required to drive a vehicle and must possess
the appropriate State of California driver's license. Employee's background of training and
education must be such to qualify the employee to perform duties with skill, efficiency, safety,
tact, and diplomacy. Such duties include, but are not limited to, plan, coordinate, oversee, and
provide general assistance and direction to the public by way of personal and telephone contacts;
respond to citizen inquiries and requests; conduct abandoned vehicle investigations and impound
of abandoned vehicles to include processing the vehicles for abatement; inspect businesses and
residences to determine susceptibility to criminal attach and recommend security precautions; after
training, to facilitate neighborhood watch group meetings and other informative public meetings;
perform traffic control and related duties; respond to non-hazardous municipal code violations;
serve subpoenas and conduct house checks; investigate and report property damage accidents and
other collision investigation as necessary; inspect vehicles for correction of cited deficiencies;
interview of misdemeanor suspects in specific cases when a sworn officer is present;report certain
felony crimes against property; preparation of reports and appropriate preliminary follow-up
investigations; plan, coordinate and ov�rsee the activities and participant of law
enforcement/correctional and social service community programs; assists poliee personnel by
handling non-hazardous situations,meets the general public in the field and performs other related
duties as assigned.
Additionally, the Communiry Work Program Officer may be assigned to the various division of
the Police Department and their sub-units.
CRIME SCENE TECHNICIAN
Under supervision, an employee engaged in performing a wide variety of non-hazardous, non-
sworn law enforcement duties. The employee may be required to drive a vehicle and most possess
the appropriate State of California driver's license. Employee's background o� training and
education must be such to qualify the employee to perform duties with skill, efficiency, safety,
tact, and diploinacy. Such duties include, but are not liinited to, performing technical tasks in the
collection and preservation of evidence at a crime scene such as lifting fingerprints, collecting
body fluids and clothing, dislodging bullets, and making plaster impressions;packaging evidence
for storage; ensures proper procedures are followed; photographing a wide variety of situations to
ensure proper documentation of the crime scene; preparing reports and records of crime scenes
and evidence collected; preparing diagrams; testifying in court regarding the crime scene and the
evidence collected;performing duties related to other area of civilian police activities as necessary;
reporting to crime scenes to collect evidence on a 24-hour basis as needed and perform related
duties as assigned.
PROPERTY AND EVIDENCE TECHNICIAN
Under direction, an employee engaged in the receipt, control, preservation, and disposition of all
evidence and property in custody of the Police Department, and the maintenance of records related
thereto. The employee's duties include,but are not limited to,assigning the proper storage location
within the property areas,preserving evidentiary integrity of the property, maintaining automated
record-keeping systems of all evidence and property, assuring a continual chain of evidence,
disposition of miscellaneous property, arranging for destruction of weapons, narcotics, and drugs
and performs other related duties as assigned. The employee must be aware and knowledgeable
of the law and City rules and regulations relative to property\evidence storage and release. The
employee will function as a liaison with other governmental agencies as well as citizens, and must
possess clerical, routine typing (30 wpm), bookkeeping and data entry skills. The employee's
background of training and experience sha11 qualify the employee to perform the duties with skill,
efficiency, tact, and diplomacy.
PEACE OFFICERS ASSOCIATION OF REDDING—MISCELLANEOUS EMPLOYEES
EXHIBTT "C"
PERFORMANCE EVALUATION INSTRUCTIONS FOR
COMMUNITY SERVICE OFFICERS AND PROPERTY AND EVIDENCE
TECHNICIANS
INTRODUCTION: Performance standards have been developed and communicated to
employees in order to establish clear expectations of work performance.
PERFORMANCE STANDARDS: A set of standards has been developed de�ning the
responsibilities of employees. Regardless of assignment or job title, certain performance
standards are expected to be maintained. These standards are intended to clearly define
expectations and form the basis upon which performance wi11 be evaluated.
PERFORMANCE EVALUATION: The evaluation form used to rate employee performance
has been designed to reflect each of the performance standard categories. In each category, an
employee will be rated using the following performance factors: Exceeds Standards, Meets
Standards, or Below Standards. A rating which most closely represents an employee's
performance in each category shall be made.
It is important to complete the identifying information requested at the top of the first page of the
evaluation form.
RATINGS DEFINED: The following descriptions are supplied to clearly define performance
expected in order to earn a specific rating:
Exceeds Standards: Consistently performs above standard.
Meets Standards: Consistently meets the established standard.
Below Standards: Results fall short of ineeting job requirements. (Does not meet the
standard as noted in the comments section of the evaluation and
th�ough p�ior counseling.)
Not Applicable: Performance standard not applicable to current assignment.
Examples of performance incidents justifying the rating in each, as we11 as the overall rating, shall
be listed in the comments section of the evaluation form.
COMPENSATION: Employees are paid within a wage range. Upon initial appointment, an
employee is normally paid the lowest wage rate for that classification. Those employees who
receive evaluations indicating they are rated overall Meets or Exceeds Standards will be
advanced to the next scheduled wage step.
Any employee who receives an overall Below Standards may be denied a step incr�ase. However,
no employee will be "surprised"with a substandard rating, in that a prior counseling session sha11
have occurred with the employee describing the deficiency and providing time for correction;refer
to Standard Performance Policy.
STANDARD PERFORMANCE POLICY: Substandard performance hurts the organization by
forcing other employees to carry a great�r portion of the day-to-day workload. Every attempt will
be made to encourage employees to perform at a level where a11 standards are being met and/or
exceeded. To this end, two clauses have been added to thes� instructions, as follows:
CLAUSE #1:
X If an employee is not meeting performance expectations,the employee's supervisor will meet
with the employee to clarify how the employee is perceived not to be meeting the standard.
X If Below Standards work is critical enough that the employee's rating might be adversely
affected, the supervisor will inform the employee and together they will develop a plan to
correct the deficiency. The plan wi11 be summarized in writing.
X If the employee successfully implements the plan and performance is corrected, the employee
will be rated as Meets Standards in this element; i�not, the employee will not get a Meets
Standards rating in that element.
CLAUSE #2:
X If the plan referenced above becomes unattainable, the employee should initiate immediate
contact with the employee's supervisor to review the p1an, discuss problem areas or make
appropriate adjustments.
MINIMUM PERFORMANCE STANDARDS FOR
COMMUNITY SERVICE OFFICERS AND PROPERTY AND EVIDENCE
TECHNICIANS
The following minimum performance standards have been adopted to assist each supervisor in
evaluating an employee's effectiveness. There are three objectives for setting these performance
standards:
I. The Improvement of Employee Effectiveness - The performance evaluation report will:
A. Inform the employee of what is expected and how well the employee is meeting those
expectations.
B. Give the employee recognition and reward for good work.
C. Measure the employee in terms of job requirements.
D. Stimulate self-development.
E. Help the supervisor decide on pay step increase.
F. Serve as a guide for future personnel actions such as promotions, disciplinary actions,
transfers, etc.
II. The Improvement of Supervisory Effectiveness - The performance evaluation report will:
A. Provide for supervision consistency in application of performance standards and
evaluation of personnel on al1 watches.
B. Identi�y training needs of subordinates in general and individually.
C. Provide the supervisor with a continuous record of the employee's performance
history enhancing the quality of annual performance evaluations.
IIL The Improvement of the Personnel Process - The performance evaluation report will:
A. Indicate weaknesses in selection procedures.
B. E]evate �mployee marale by recognition of competent service.
C. Help the City and Department check on the need for and reasonableness of
established performance standards.
D. Provide a check on the accuracy of job descriptions, classifications, recruitment, and
selection process.
E. Indicate training needs and evaluate the ef�ectiveness of training activities which will
demonstrate the need for changes in or the clarification of rules, regulations,policies,
and procedures.
In addition to the above minimum performance standards, standards have also been
developed pertaining to an employee's speci�c assignment in various divisions or programs
within the department.
MINIMUM PERFORMANCE STANDARDS FOR
COMMUNITY SERVICE OFFICERS ASSIGNED TO FIELD OPERATIONS
I . PRODUCTNITY
A. Level of activity should be comparable to peers in like conditions, taking into
consideration such influences as work schedule, including days off, special
enforcement activities, training assignments, number of hours actually worked, etc.
B. A majority of efforts should be in response to citizen inquiries and requests for
information regarding criminal and civil matters as it pertains to police services.
C. Self-initiated duties include, but are not limited to:
1. Parking enforcement.
2. Abandoned auto removal.
3. On-view activities such as violations which create no hazard to enforce,
illegally posted signs, etc.
4. Assisting beat officers with non-hazardous duties such as vehicle impounds,
victim/witness transportation, etc.
II. REPORTS
A. Follow agency format and guidelines, see Attachment"A."
B. Complete reports by the end of watch unless approved by supervisor.
C. At least 80 percent of reports must be useable (easily corrected by a supervisor in the
time it normally takes to review) upon first submittal to supervisor. This means that
no more than 20 percent can be kicked back because of:
l. Incomplete preliminary and follow-up investigation;
2. Spelling, grammar, sentence structure, or legibility;
3. Errors, omissions;
4. Elements omitted; and
5. Improper format.
This standard applies to employees who have been released from the formal FTO
program.
III. INTERNAL RELATIONS: Employees are expected to conduct work in a manner which
supports the overall group effort. If differences with co-workers and supervisors develop,
the employee is expected to resolve them in a constructive manner. This means the
employee is expected to:
A. Treat co-workers and supervisor with the same respect the employee desires.
B. Avoid behavior which disrupts the employee's work or the work of others.
C. Avoid racial,religious, ethnic, sexual slurs, and comments that might offend.
D. When differences develop, handle them constructively by actively trying to resolve or
negotiate ways to work together harmoniously.
IV. EXTERNAL RELATIONS: Employees are expected to conduct work in a manner likely
to foster good citizen relations and support for the agency and not generate patterns of
sustained complaints. This means the employee is expected to:
A. Treat citizens with respect;
B. Refuse to accept gratuities.
C. Avoid profanity, use of racial,religious, ethnic, and sexual slurs, sarcasm, and
derogatory remarks.
V. SAFETY: Einployees are expected to conduct work in a manner which is most likely to
protect the employee and others from harm and facilities and equipment from damage.
This means employees are expected to:
A. Follow Department policy and proced�ure in the use of vehicles and equipment.
B. Follow Department policy and procedure when providing traffic control.
C. Employees are to use good judgment in recognizing potentially hazardous
areas/situations and take steps to distance themselves from the area/situation.
D. Follow departmental radio communications procedures.
VI. WORK IIABITS AND PROFESSIONAL APPEARANCE: Employees are expected to
adhere to a productive work ethic, to exercise good personal hygiene, and present a neat
and professional image. This means employees will be expected to:
A. Arrive at the beginning of ro11 call in uniform, with all necessary eguipment ready for
duty.
B. Be on the street within five minutes after briefing unless approved otherwise by
Supervisor.
C. Assure Code Ts do not exceed 30 minutes, excluding reasonable travel time after
clearance. Coffee breaks will be limited to two (2) and are not to exceed 15 minutes
each, excluding reasonable travel time after clearance. Code 7 break locations must be
given to Dispatch upon arrival.
D. Answer radio when called or Dispatch should be advised of location and status.
E. Remain in field until ten minutes to end of shift, but available to end of shift.
Exceptions are to be cleared with supervisor.
F. Complete assignments and projects by due date or renegotiate with supervisar in
advance.
G. Meet or exceed minimum standards of uniform and grooming policy.
H. Notify the Supervisor at the point in the shift where overtime is going to be needed.
L Comply with court standby policy.
J. Return citizen phone calls as soon as possible.
K. Maintain Department-provided mail slots in useable condition.
L. Maintain area of responsibility, i.e., of�'ice, work station, locker room, gym, report
room, and squad room, etc., in a neat condition.
M. Follow the chain of command.
N. Any sick leave used is to be for legitimat� medical reasons according to current City
policy.
VII. EQUIPMENT USE AND MAINTENANCE: Employees are expected to use and care for
Department equipment in a manner most likely to ensure good working order and
appearance. This means employees will be expected to:
A. Keep vehicles free of contraband, evidence, and debris.
B. Keep fuel tank no less than one-half full at end of shift.
C. Conduct circle checks of vehicle before and after shift and report damage or
deficiencies to supervisor on appropriate form.
D. Lock vehicle when leaving it in public areas unless officer safety dictates otherwise.
E. Return equipment used to its proper location.
F. Report all lost, stolen or damaged departmental equipinent while it is in possession.
MINIMUM PERFORMANCE STANDARDS FOR
COMMUNITY SERVICE OFFICERS ASSIGNED TO INVESTIGATIONS
I. PRODUCTIVITY - ALL ASSIGNMENTS
A. Level of activity should be comparable to peers in like conditions, taking into
consideration such influences as work schedule, including days off, special
enforcement activities, training assignments, number of hours actually worked, etc.
W�IILE ASSIGNED TO MISSING PERSONS, NVENILE RUNAWAY FOLLOW-UP
AND FINANCIAL CRIMES:
A. A majority of efforts should be directed toward clearance of the cases assigned .
B. Properly manage cases assigned, which include:
l. Case prioritization,working the most critical cases first based on solvability factors
or supervisory direction.
2. Maintaining case files which contain case documentation, notes, reports, and any
other materials pertinent to the investigation.
3. Keeping supervisors apprised of case status, issues which arise that reflect on the
department(positively or negatively), and any problems affecting ability to manage
caseload.
PRODUCTNITY WHILE ASSIGNED TO CRIME PREVENTION:
A. Satisfactory preparation and presentation of Crime Prevention events, programs, and
meetings.
B. Maintain communication/cooperation with other City departments and other public and
private agencies.
C. Conduct residential and commercial security surveys and attend Police Planning
Committee meetings.
D. Provide other Crime Prevention presentations as requested, i.e., robbery, personal
safety, gangs, drug awareness,business security, child safety, rape awareness, etc.
E. Assist in the Volunteer Program as needed and conduct volunteer background
interviews.
F. Prepare and facilitate Southeast Asian Task Force meetings.
G. Answer miscellaneous Crime Prevention questions via phones,mail, etc., as they arise
and update and maintain Crime Prevention calendar.
H. Identify innovative methods to promote community Crime Prevention in the Public and
private sector.
PRODUCTIVITY WHILE ASSIGNED TO COMMUNITY WORK PROGRAM:
A. Plans, organizes, and coordinates activities and availability of resources in an efficient
and effective manner.
B. Prepares work schedules, assigns resources and assists participants with assignments
and effectively communicates tasks and expected outcomes.
C. Provides direction and oversees the activities of participants. Work is performed
according to standard. Activities are monitored and inspected to ensure quality,
timeliness, accuracy and completeness. Problems are resolved in a professional,
creative and tiinely manner.
II. REPORTS
A. Follow agency format and guidelines, see Attachment"A."
B. Complete reports in a timely manner as directed by supervisor.
C. At least 80 percent of reports must be useable (easily corrected by a supervisor in the
time it normally takes to review) upon first submittal to Supervisor. This means that
no more than 20 percent can be kicked back because o£
L Incomplete preliminary and follow-up investigation;
2. Spelling, grammar, sentence structure, or legibility;
3. Errors, omissions;
4. Elements omitted; and
5. Improper format.
This standard applies to employees who have been released from the formal FTO program.
III. INTERNAL RELATIONS: Employees are expected to conduct work in a manner which
supports the overall group effort. If differences with co-workers and supervisors develop,
the employee is expected to resolve them in a constructive manner. This means the
employee is expected to:
A. Treat co-workers and supervisor with the same respect the employee desires.
B. Avoid behavior which disrupts the employee's work or the work of others.
C. Avoid racial,religious, ethnic, sexual slurs, and comments that might offend.
D. Maintain flexibility within the unit to assist any subunit or clerical staff when the need
arises.
E. When differences develop, handle them constructively by actively trying to resolve or
negotiate ways to work together harmonious]y.
F. Develop and maintain positive working relationships with allied agencies, i.e., District
Attorney's office, allied law enforcement agencies,parole, schools, etc.
G. Follow the chain of command.
IV. EXTERNAL RELATIONS: Employees are expected to conduct work in a manner likely
to foster good citizen relations and support for the agency and not generate patterns of
sustained complaints. This means the employee is expected to:
A. Treat citizens with respect;
B. Refuse to accept gratuities.
C. Avoid profanity, use of racial, religious, ethnic, and sexual slurs, sarcasm, and
derogatory remarks.
D. Be aware of victims' rights and emotional well-being while conducting investigation,
and remain sensitive to the needs of victims.
E. Be informed, knowledgeable, and supportive of existing local services and programs
for victims.
F. Advise victuns of crimes of the status and closing of investigations.
G. Provide assistance to other agencies in a timely manner.
H. Conduct self in a manner which will not generate sustained coinplaints or claims
against you or the City of Redding.
V. SAFETY: Employees are expected to conduct work in a manner which is most likely to
protect the elnployee and others from harm and facilities and equipment from damage.
This means employees are expected to:
A. Follow Department policy and procedure in the use of vehicles and equipment.
B. Follow Department policy and procedure when providing traffic control.
C. Employees are to use good judgment in recognizing potentially hazardous
areas/situations and take steps to distance themselves from the area/situation.
D. Fo11ow departmental radio communications proced�ures.
IN ADDITION TO ABOVE, WHILE ASSIGNED TO COMMUNITY WORK PROGRAM:
A. Work is conducted in a manner which is most likely to protect self and others from
harm.
B. Work is conducted in a manner which is most likely to protect facilities and equipment
from damage.
C. Ensures facilities and work locations are free of unsafe conditions in conformance with
federal, state, local and departmental safety regulations.
VI. WORK I�ABITS AND PROFESSIONAL APPEARANCE: Employees are expected to
adhere to a productive work ethic, to exercise good personal hygiene, and present a neat
and professional image. This means employees wi11 be expected to:
A. Dress in business attire or uniform. For male CSO's this means a dress shirt with.
appropriate tie and dress pants. During hot weather, and with supervisory approval,
open-collar shirts may be worn. For female CSO's this means skirts, dresses,blouses,
or dress slacks. Blue denim-type jeans or shorts are not acceptable. The
appropriateness of the attire will be at the discretion of the division supervisors and
commanders.
B. Arrive for wark on time and maintain a schedule approved by Supervisor.
C. Assure Code 7's do not exceed 60 minutes, including reasonable travel time after
clearance. Coffee breaks will be limited to two (2) and are not to �xceed 15 minutes
eaeh, including reasonable travel time after clearance. Code 7 break locations must be
given to Dispatch upon arrival.
D. Answer radio when called or Dispatch should be advised of location and status.
E. Check department mail folder daily for messages.
F. Complete assignments and projects by due date or renegotiate with supervisor in
advance.
G. Notify the Supervisor at the point in the shift where overtime is going to be needed.
H. Comply with court standby policy.
L Return citizen phone calls as soon as possible.
J. 1Vlaintain area of responsibility, i.e., office, work station, locker room, gym, report
room, and squad room, etc., in a neat condition.
K. Wear pager and have it turned on during on-duty hours.
L. Any sick leave used is to be for legitimate medical reasons according to current City
policy.
VII. EQUIPMENT USE AND MAINTENANCE: Employees are expected to use and care for
Department equipinent in a manner most likely to ensure good working order and
appearance. This means employees will be expected to:
A. Keep vehicles free of contraband, evidence, and debris.
B. Keep fuel tank no less than one-half fu11 at end of shift.
C. Conduct circle checks of vehicle/equipment before and after shift and report damage
or deficiencies to supervisor on appropriate fonn.
D. Lock vehicle when leaving it in public areas unless officer safety dictates otherwise.
E. Return equipment used to its proper location.
F. Report all lost, stolen or damaged departmental equipment while it is in possession.
G. Keep assigned radio or pager charged and in good working order.
MINIMUM PERFORMANCE STANDARDS FOR
COMMUNITY SERVICE OFFICERS ASSIGNED TO SERVICES
I. PRODUCTNITY
A. Level of activity should be comparable to peers in like conditions, taking into
consideration such influences as work schedule, including days off, special
enforcement activities, training assignments, number of hours actually worked, etc.
B. A majority of efforts should be in response to citizen inquiries and requests for
information regarding criminal and civil matters as it pertains to police services.
C. Work cooperatively with other Department personnel to achieve the overall goals of
the Department.
D. Self-initiated duties include,but are not limited to:
l. Answering telephone calls.
2. Computer entries.
3. Assisting with certain clerical functions.
4. Researching Community Service Officer related projects.
II. REPORTS
A. Follow agency format and guidelines, see Attachment "A."
B. Complete reports by end of watch unless approved by supervisor.
C. At least 80 percent of r�ports must be useable (easily corrected by a supervisar in the
time it normally takes to review) upon first submittal to Supervisor. This means that
no more than 20 percent can be kicked back because of:
1. Incomplete preliminary and follow-up investigation;
2. Spelling, grammar, sentence structure, or legibility;
3. Errors, omissions;
4. Elements omitted; and
5. Improper format.
This standard applies to employees who have been released from the formal FTO program.
III. INTERNAL RELATIONS: Employees are expected to conduct work in a manner which
supports the overall group effort. If differences with co-workers and supervisors develop,
the employee is expected to resolve them in a constructive manner. This means the
employee is expected to:
A. Treat co-workers and supervisor with the saine respect the employee desires.
B. Avoid behavior which disrupts the employee's work or the work of others.
C. Avoid racial,religious, ethnic, sexual slurs, and comments that might offend.
D. When differences develop, handle them constructively by actively trying to resolve or
negotiate ways to work together harmoniously.
IV. EXTERNAL RELATIONS: Employees are expected to conduct work in a manner likely
to foster good citizen relations and support for the agency and not generate patterns of
sustained complaints. This means the employee is expected to:
A. Treat citizens with respect;
B. Refuse to accept grat�uities.
C. Avoid profanity, use of racial, religious, ethnic, and sexual slurs, sarcasm, and
derogatory remarks.
V. SAFETY: Employees are expected to cond�uct work in a manner which is most likely to
protect the employee and others from harm and facilities and equipment from damage.
This means employees are expected to:
A. Follow Department policy and procedure in the use of vehicles and eguipment.
B. Employees are to use good judgment in recognizing potentially hazardous
areas/situations and take steps to distance themselves from the area/situation.
C. Fo11ow departmental radio communications procedures.
D. Follow Departmental phone procedures.
VL WORK HABITS AND PROFESSIONAL APPEARANCE: Employees are expected to
adhere to a productive work ethic, to exercise good personal hygiene, and present a neat
and professional image. This means employees will be expected to:
A. Arrive in uniform, with all necessary equipment ready for duty.
B. Assure Code 7's do not exceed 30 minutes, excluding reasonable travel time after
clearance. Coffee breaks will be limited to two (2) and are not to exceed 15 minutes
each. Code '7 break locations must b� given to Dispatch.
C. Answer radio or phone when called.
D. Complete assignments and projects by due date or renegotiate with supervisor in
advance.
E. Meet of exceed minimum standards of uniform and grooming policy.
F. Notify supervisor at the point in the shift where overtime is going to be needed.
G. Comply with court standby policy.
H. Return citizen phone ealls as soon as possible.
I. Maintain Department-provided mail slots in useable condition.
J. Maintain area of responsibility, i.e., o�fice, work station, locker room, gym, report
room, and squad room, etc., in a neat condition.
K. Follow the chain of cominand.
L. Any sick leave used is to be for legitimate medical reasons according to current City
policy.
VII. EQUIPMENT USE AND MAINTENANCE: Employees are expected to use and care for
Department equipment in a manner most likely to ensure good working order and
appearance. This means employees will be expected to:
A. Keep area free of contraband, evidence, and debris.
B. Return equipment used to its proper location.
C. Report all lost, stolen or damaged departmental equipment while it is in possession.
MINIMUM PERFORMANCE STANDARDS FOR
COMMUNITY SERVICE OFFICERS ASSIGNED AS COURT LIAISON
I. PRODUCTNITY
A. Level of activity should be comparable to peers in like conditions, taking into
consideration such influences as work schedule, including days off, special
enforcement activities, training assignments, number of hours actually worked, etc.
B. Duties include but are not limited to:
1. All complaint-based reports, arrest reports, and other necessary reports, including
correspondence, are processed and delivered to the Shasta County District
Attorney's Office or Court Offices prior to any mandated deadline.
2. All reports, supplements, and crime complaint applications are completed in
accardance with Department time requirements.
3. Ensure that all necessary documents are attached to the Court/District Attorney
Office copies.
4. Follow-up reguired by the court officer is completed in a timely manner.
II. INTERNAL RELATIONS: Employees are expected to conduct work in a manner which
supports the overall group effort. If differences with co-workers and supervisors develop,
the employee is expected to resolve them in a constructive manner. This means the
employee is expected to:
A. Treat co-warkers and supervisor with the same respect the employee desires.
B. Avoid behavior which disrupts the employee's work or the work of others.
C. Avoid racial,religious, ethnic, sexual slurs, and comments that might offend.
D. When differences develop, handle them constructively by actively trying to resolve or
negotiate ways to work together harmonious]y.
III. EXTERNAL RELATIONS: Employees are expected to conduct work in a manner likely
to foster good citizen relations and support for the agency and not generate patterns of
sustained complaints. This means the employee is expected to:
A. Treat citizens with respect;
B. Refuse to accept gratuities.
C. Avoid profanity, use of racial, religious, ethnic, and sexual slurs, sarcasm, and
derogatory remarks.
IV. SAFETY: Employees are expected to conduct work in a manner which is most likely to
protect the elnployee and others from harm and facilities and equipment from damage.
This means employees are expected to:
A. Follow Department policy and procedure in the use of vehicles and equipment.
B. Follow Department policy and procedure when providing traffic control.
C. Employees are to use good judgment in recognizing potentially hazardous
areas/situations and take steps to distance themselves from the arealsituation.
D. Follow departmental radio communications procedures.
V. WORK HABITS AND PROFESSIONAL APPEARANCE: Employees are expected to
adhere to a productive work ethic, to exercise good personal hygiene, and present a neat
and professional image. This means employees will be expected to:
A. Assure Code 7s do not exceed 60 minutes, excl�uding reasonable travel time after
clearance. Coffee breaks will be limited to two (2) and are not to exceed 15 minutes
each, excluding reasonable travel time after clearance.
B. Complete assignments and projects by due date or renegotiate with supervisor in
advance.
C. Meet of exceed minimum standards of uniform and grooming policy.
D. Notify Supervisor at the point in the shift where overtime is going to be needed.
E. Return citizen phone calls as soon as possible.
F. Maintain Department-provided mail slots in useable condition.
G. Maintain area of responsibility, i.e., office, work station, locker room, gym, report
room, and squad room, etc., in a neat condition.
H. Fo11ow the chain of command.
L Any sick leave used is to be for legitimate medical reasons according to current City
policy.
VII. EQUIl'MENT USE AND MAINTENANCE: Employees are expected to use and care for
Department equipment in a manner most 1ikely to ensure good working order and
appearance. This means employees wi11 be expected to:
A. Keep vehicle free of contraband, evidence, and debris.
B. Keep fuel tank no less than one-half full at end of shift.
C. Conduct circle checks of vehicle before and after shift and report damage or
deficiencies to supervisor on appropriate form.
D. Lock vehicle when leaving it in public areas unless officer safety dictates otherwise.
E. Return equipment used to its proper location.
F. Report all lost, stolen, or damaged departmental �quipment while it is in possession.
MINIMUM PERFORMANCE STANDARDS FOR
C01VI1VIUNITY SERVI�CE OFFICERS ASSIGNED TO
ABANDONED VEHICLE ABATEMENT (AVA) PROGRAM
I. PRODUCTIVITY
A. Level of activity should be comparable to peers in like conditions, taking into
consideration such influences as work schedule, including days off, special
enforcement activities, training assignments, number of hours actually worked, etc.
B. A majority of efforts should be in response to citizen inquiries for information and
requests for enforcement pertaining to abandoned vehicles.
C. The AVA Community Services Officer is also responsible for:
L Maintaining AVA records.
2. Public education and awareness presentations.
3. Preparation of lien sale paperwork for volunteer.
4. Conduct inspections of vehicle inventory at department's impound/storage yard to
determine vehicle status and complete preparations for vehicles to be released.
5. Completing AVA quarterly and�scal year reports.
6. Advising vehicle/property owners within required time frames of their
responsibility for removing vehicles.
D. Self-initiated duties include, but are not limited to:
1. Identifying and tagging abandoned vehicles.
2. Abandoned vehicle removal.
3. Assisting beat officers with non-hazardous duties such as vehicle impounds,traffic
control, etc., if no one else is available.
II. REPORTS
A. Follow agency format and guidelines, see Attachment"A."
B. Complete reports by the end of watch unless approved by supervisor.
C. At least 80 percent of reports must be useable (easily corrected by a supervisor in the
time it normally takes to review) upon first submittal to supervisor. This means that
no more than 20 percent can be kicked back because o£
1. Incomplete preliminary and follow-up investigation;
2. Spelling, grammar, sentence struct�ure, or legibility;
3. Errors, omissions;
4. Elements omitted; and
5. Improper format.
This standard applies to employees who have been released from the formal FTO program.
IIL TNTERNAL RELATIONS: Employees are expected to conduct work in a manner which
supports the overall group effort. If differences with co-workers and supervisors develop,
the employee is expected to resolve them in a constructive manner. This means the
employee is expected to:
A. Treat co-workers and supervisor with the same respect the employee desires.
B. Avoid behavior which disrupts the employee's work or the work of others.
C. Avoid racial,religious, ethnic, s�xual slurs, and comments that might offend.
D. When differences develop, handle them eonstructively by actively trying to resolve or
negotiate ways to work together harmonious]y.
IV. EXTERNAL RELATIONS: Employees are expected to conduct work in a manner likely
to foster good citizen relations and support for the agency and not generate patterns of
sustained complaints. This means the employee is expected to:
A. Treat citizens with respect;
B. Refuse to accept gratuities.
C. Avoid profanity, use of racial, religious, ethnic, and sexual slurs, sarcasm, and
derogatory remarks.
V. SAFETY: Employees are expected to conduct work in a manner which is most likely to
protect the elnployee and others from harm and facilities and equipment from damage.
This means employees are expected to:
A. Follow Department policy and procedure in the use of vehicles and equipment.
B. Follow Department policy and procedure when providing traffic control.
C. Employees are to use good judgment in recognizing potentially hazardous
areas/situations and take steps to distance themselves from the area/situation.
D. Follow departmental radio communications procedures.
VI. WORK IIABITS AND PROFESSIONAL APPEARANCE: Employees are expected to
adhere to a productive work ethic, to exercise good personal hygiene, and present a neat
and professional image. This means employees will be expected to:
A. Arrive at the beginning of roll call in uniform, with all necessary equipment ready for
duty.
B. Be on the street within five minutes after briefing unless approved otherwise by
Supervisor.
C. Assure Code 7's do not exceed 30 minutes, excluding reasonable travel time after
clearance. Coffee breaks will be limited to two (2) and are not to exceed 15 minutes
each, excluding reasonable travel time after clearance. Code 7 break locations must be
given to Dispatch upon arrival.
D. Answer radio when called or Dispatch should be advised of location and status.
E. Complete assignments and projects by due date or renegotiate with supervisor in
advance.
F. Meet or exceed minimum standards of uniform and grooming policy.
G. Notify the Supervisor at the point in the shift where overtime is going to be needed.
H. Comply with court standby policy.
I. Return citizen phone calls as soon as possible.
J. Maintain Department-provided mail slots in useable condition.
K. Maintain area of responsibility, i.e., office, work station, locker room, gym, report
room, and squad room, etc., in a neat condition.
L Follow the chain of command.
M. Any sick leave used is to be for legitimate medical reasons according to current City
policy.
VIL EQUIPMENT USE AND MAINTENANCE: Employ�es are expected to use and care for
Department equipment in a manner most likely to ensure good working order and
appearance. This means employees will be expected to:
A. Keep vehicles free of contraband, evidence, and debris.
B. Keep fuel tank no less than one-half fu11 at end of shift.
C. Conduct circle checks of vehicle before and after shift and report damage or
deficiencies to supervisor on appropriate form.
D. Lock vehicle when leaving it in public areas unless officer safety dictates otherwise.
E. Return equipment used to its proper location.
F. Report all lost, stolen or damaged departmental equipinent while it is in possession.
MINIMUM PERFORMANCE STANDARDS FOR
COMMUNITY SERVICE OFFICERS ASSIGNED TO TRAFFIC UNIT
I. PRODUCTIVITY
A. Level of activity should be comparable to peers in like conditions, taking into
consideration such influences as work schedule, including days off, special
enforcement activities, training assignments, number of hours actually worked, etc.
B. A majority of efforts should be in response to citizen inquiries and requests for
information regarding criminal and civil matters as it pertains to police services.
C. Duties incl�ude, but are not limited to:
1. Traffic accidents, assist on ll-80's and fatals.
2. Set up and maintenance of SMART trailers.
3. Assist with Abandoned Vehicle Abatement when needed.
4. Prepare/Conduct public presentations as needed.
5. Assist with special education programs.
6. Assist with special events.
II. REPORTS
A. Follow agency format and guidelines, see Attachment "A."
B. Complete reports by the end of watch unless approved by supervisor.
C. At least 80 percent of reports must be useable (easily corrected by a supervisor in the
time it normally takes to review) upon �irst submittal to supervisor. This means that
no more than 20 percent can be kicked back because of:
l. Incomplete preliminary and follow-up investigation;
2. Spelling, grammar, sentence structure, or legibility;
3. Errors, omissions;
4. Elements omitted; and
5. Improper format.
This standard applies to employees who have been released from the formal FTO program.
III. INTERNAL RELATIONS: Employees are expected to conduct work in a manner which
supports the overall group effort. If differences with co-workers and supervisors develop,
the employee is expected to resolve them in a constructive manner. This means the
employee is expected to:
A. Treat co-workers and supervisor with the same respect the employe� desires.
B. Avoid behavior which disrupts the employee's work or the work of others.
C. Avoid racial,religious, ethnic, sexual slurs, and comments that might offend.
D. When differences develop, handle them eonstructively by actively trying to resolve or
negotiate ways to work together harmonious]y.
IV. EXTERNAL RELATIONS: Employe�s are expected to conduct work in a manner likely
to foster good citizen relations and support for the agency and not generate patterns of
sustained complaints. This means the employee is expected to:
A. Treat citizens with respect;
B. Refuse to accept gratuities.
C. Avoid profanity, use of racial, religious, ethnic, and sexual slurs, sarcasm, and
derogatory remarks.
V. SAFETY: Employees are expected to conduct work in a manner which is most likely to
protect the elnployee and others from harm and facilities and equipment from damage.
This means employees are expected to:
A. Follow Department policy and procedure in the use of vehicles and equipment.
B. Follow Department policy and procedure when providing traffic control.
C. Employees are to use good judgment in recognizing potentially hazardous
areas/situations and take steps to distance themselves from the area/situation.
D. Follow departmental radio coinmunications procedures.
VI. WORK I�ABITS AND PROFESSIONAL APPEARANCE: Employees are expected to
adhere to a productive work ethic, to exercise good personal hygiene, and present a neat
and professional image. This means employees will be expected to:
A. Arrive at the beginning of roll call in uniform, with all necessary equipment ready for
duty.
B. Be on the street within five minutes after briefing unless approved otherwise by
Supervisor.
C. Assure Code 7's do not exceed 30 minutes, excluding reasonable travel time after
clearance. Coffee breaks will be limited to two (2) and are not to exceed 15 minutes
each, excluding reasonable travel time after clearance. Code 7 break locations must be
given to Dispatch upon arrival.
D. Answer radio when called or Dispatch should be advised of location and status.
E. Remain in �ield until ten minutes to end of shift, but available to end of shift.
Exceptions are to be cleared with supervisor.
F. Complete assignments and projects by due date or renegotiate with supervisor in
advance.
G. Meet or exceed minimum standards of uniform and grooming policy.
H. Notify the Supervisor at the point in the shift where overtime is going to be needed.
L Comply with court standby policy.
J. Return citizen phone calls as soon as possible.
K. Maintain Department-provided mail slots in useable condition.
L. Maintain area of responsibility, i.e., office, work station, locker room, gym, report
room, and squad room, etc., in a neat condition.
M. Follow the chain of command.
N. Any sick leave used is to be for legitimate medical reasons according to current City
policy.
VIL EQUIPMENT USE AND MAINTENANCE: Employe�s are expected to use and care for
Department equipment in a manner most likely to ensure good working order and
appearance. This means employees wi11 be expected to:
A. Keep vehicles free of contraband, evidence, and debris.
B. Keep fuel tank no less than one-half fu11 at end of shift.
C. Conduct circle checks of vehicle before and after shift and report damage or
deficiencies to supervisor on appropriate form.
D. Lock vehicle when leaving it in public areas unless officer safety dictates otherwise.
E. Return equipment used to its proper location.
F. Report a111ost, stolen or damaged departmental equipment while it is in possession.
ATTACHMENT "A"
ELEMENTS NECESSARY FOR A COMPLETE INVESTIGATION
1. All pertinent blocks on the face page of the report shall be filled in.
2. RP/Victim information on the face sheet shall include the following information if
available: Last name,first name,middle name,AKA's if any,sex/race,DOB,current street
address, current home phone and current business phone if any.
3. Witness information shall incl�ude the following information if available: Last name, first
name, middle name, AKA's if any, sex/race, DOB, current street address, current home
phone, and current business phone number if available.
4. Suspect information shall contain the following information if available: Last name, first
name, middle name, AKA's if any, sex/race, DOB, height, weight, hair color and length,
eye color, distinguishing features to include but not limited to marks/scars and tattoos,
driver's license number, social security number, clothing description if applicable, last
known address, home phone and business phone if available.
In cases such as Missing Persons or Runaway Juveniles where victim information is
critical,the following should be included on the face page and supply the same information
as is required for a suspect lead:
5. The elements of the crime being investigated must be clearly established and documented
in the report. If the crime is a specific intent crime, the specific intent must be established
and documented in the report.
6. A complete and thorough statement must be obtained from every RP, victim, witness, and
suspect which is contacted. Attempts should be made to contact those involved parties
who are not present at the time. If contact is not made, a notation should be included in
the report that an attempt was made to contact that person and the reason for the lack of
contact (i.e., suspect unable to be located).
7. An attempt must be made to look for and collect all evidence of the criminal act. The
attempt and the act of collection must be elaborated in the report. To stat� "No evidence
was located" is not sufficient. You must state what steps you took to locate and collect
evidence (i.e., I visually inspected the area for footprints or l dusted the point of entry for
latent prints). If you are unable to look for or eolleet evidenee, you must state the reason
in your report (i.e., unable to dust for prints due to the surface of the car being wet from
the rain).
8. You must indicate in your report what specifically was done with the evidence (i.e., it was
placed in the property room or it was mailed to DOJ). If appropriate,the evidence collected
must be listed on the back of the face sheet of the report as "H".
9. All supporting documents of the crime or information about the suspect as 10-28's, Ll's,
rap sheets, medical release forms, sexual assault forms, or elder abuse forms should be
completed and attached to the report.
10. The report must contain proper grammar, spelling, and sentence structure.
11. Reports must be clearly written so the facts of the case can be easily understood.
12. Reports inust be concise. Repetitive statements and in�ormation not relevant to the case
should be excluded.
13. All pertinent blocks on the face page of the report shall be filled in.
14. RP/Victim information on the face sheet shall include the following information if
available: Last name,first name,middle name,AKA's if any,sex/race,DOB,current street
address, current home phone and current business phone if any.
15. Witness information shall incl�ude the following information if available: Last name, first
name, middle name, AKA's if any, sex/race, DOB, current street address, current home
phone, and current business phone number if available.
16. Suspect information shall contain the following information if available: Last name, first
name, middle name, AKA's if any, sex/race, DOB, height, weight, hair color and length,
eye color, distinguishing features to include but not limited to marks/scars and tattoos,
driver's license number, social security number, clothing description if applicable, last
known address, home phone and business phone if available.
In cases such as Missing Persons or Runaway Juveniles where victim information is
critical,the following should be included on the face page and supply the same information
as is required for a suspect lead:
17. The elements of the crime being investigated must be clearly established and documented
in the report. If the crime is a specific intent crime, the specific intent must be established
and documented in the report.
18. A complete and thorough statement must be obtained from every RP, victim, witness, and
suspect which is contacted. Attempts should be made to contact those involved parties
who are not present at the time. If contact is not made, a notation should be included in
the report that an attempt was made to contact that person and the reason for the lack of
contact (i.e., suspect unable to be located).
19. An attempt must be made to look for and collect all evidence of the criminal act. The
attempt and the act of collection must be elaborated in the report. To stat� "No evidence
was located" is not sufficient. You must state what steps you took to locate and collect
evidence (i.e., I visually inspected the area for footprints or l dusted the point of entry for
latent prints). If you are unable to look for or collect evidence, you must state the reason
in your report (i.e., unable to dust for prints due to the surface of the car being wet from
the rain).
20. You must indicate in your report what specifically was done with the evidence (i.e., it was
placed in the property room or it was mailed to DOJ). If appropriate,the evidence collected
must be listed on the back of the face sheet of the report as "H".
21. All supporting documents of the crime or information about the suspect as 10-28's, Ll's,
rap sheets, medical release forms, sexual assault forms, or elder abuse forms should be
completed and attached to the report.
22. The report must contain proper grammar, spelling, and sentence structure.
23. Reports must be clearly written so the facts of the case can be easily understood.
24. Reports inust be concise. Repetitive statements and in�ormation not relevant to the case
should be excluded.
CITY OF REDDING POLICE DEPARTMENT
PART 1 - COMMUNITY SERVICE OFFICER PERFORIVIANCE EVALUATI�ON
Date of this report
Last Name First Name Initial
Position For period from to
Division
Length of service with Department years
In present position .��
PART 2 PERFORMANCE FACTORS:
EXCEEDS STANDARDS: Consistently performs beyond established minimum performance
standards, and contributes beyond current job responsibilities. Produces results of exceptional
quality. Demonstrates unusual talent, ability, or expertise.
MEETS JOB STANDARDS: Consistently fulfils minimum performance standards. Contributes
effectively to City objectives. If new to the job, learning process equals expectations.
BELOW STANDARDS: Results fa11 short of ineeting minimum performance standards.Does not
necessarily indicate completely unsatisfactory or unacceptable performance, but addresses a
performance area which needs additional attention or effort. If new to the job,further development
is needed to consistently meet job requirements.
NOT APPLICABLE: Performance standard is not applicable to current assignment.
INSTRUCTIONS: Examples of performance incidents justifying ratings in each of the rating
categories shall be listed in the comments section of the evaluation form.
1 - Exceeds Standards 3 - Below Standards
2 - Meets Job Standards N/A - Not Applicable
PART 3 PERFORMANCE STANDARDS
PERFORMANCE
RATING
L PRODUCTIVITY
❑ Level of activity as compared to peers in like conditions. 1 2 3 N/A
❑ Majority of effort is in response to citizen inquiries, and 1 2 3 N/A
information requests pertaining to current assignment.
❑ Self-initiated duties that do not pose a hazard to perform: 1 2 3 N/A
- parking enforcement, abandoned auto removal, illegally
posted signs; and
- assisting officers with duties, such as vehicle impounds,
victim/witness transportation, etc.
❑ Work effort is focused on the clearance of assigned cases. 1 2 3 N/A
❑ Proper management of assigned cases based on: 1 2 3 N/A
- solvability factors or supervisor direction, those cases
of highest priority are worked first;
- proper maintenance of case files; and
- supervisors are kept apprised of case status and issues that
reflect on the Department.
❑ Satisfactory preparation and presentation of Crime Prevention 1 2 3 N/A
events,programs, and meetings.
❑ Cormnunications and cooperation with other public and 1 2 3 N/A
private agencies are maintained.
C� Security surveys are conducted and police planning committee 1 2 3 N/A
meetings are attended.
C� Crime Prevention presentations are provided as requested. 1 2 3 N/A
C� Assistance is given to the Volunteer Program as needed to 1 2 3 N/A
include volunteer background interviews.
C� Preparation and facilitation of Southeast Asian Task Force 1 2 3 N/A
meetings as needed.
❑ Responds to questions regarding Crime Prevention matters 1 2 3 N/A
and maintains the Crime Prevention calendar.
❑ Identifies innovative methods to promote community crime 1 2 3 N/A
prevention in the public and private sector.
❑ Cooperate with other department personnel to achieve the 1 2 3 N/A
overall goals of the department.
❑ Self-initiated duties, such as answering telephone ca11s, 1 2 3 N/A
computer entries, clerical functions, and related CSO
functions are performed as expected.
❑ Deadlines are met in the processing and delivery of 1 2 3 N/A
necessary reports to the court and district attorney's office.
❑ All reports, supplements, and complaint applications are 1 2 3 N/A
completed on time.
❑ Reports are compiled far completeness prior to submittal to 1 2 3 N/A
the district attorney's office or court.
❑ Required follow-up is completed in a timely manner. 1 2 3 N/A
❑ Abandoned vehicle abatement records are properly 1 2 3 N/A
maintained.
❑ Public education and awareness presentations are conducted 1 2 3 N/A
as required.
❑ Lien sale documents are prepared correctly and timely for the 1 2 3 N/A
assigned volunteer's distribution.
❑ Department's impound/storage facility is routinely inspected 1 2 3 N/A
to determine each vehicle's status. Preparations are made to
release vehicles as soon as legally possible.
❑ Abandoned vehicle abatement annual and quarterly reports 1 2 3 N/A
are satis�actorily completed prior to their due dates.
❑ Advisement of vehicle/property owners of their responsibility 1 2 3 N/A
for vehicle removal are made within required time frames.
❑ Self-initiated duties, which incl�ude identifying, tagging, and 1 2 3 N/A
removal of abandoned vehicles and assisting beat officers with
non-hazardous duties.
❑ Traffic accidents, assist on 11-80's and fatals. 1 2 3 N/A
❑ Set up and maintenance of SMART trailers. 1 2 3 N/A
❑ Assist with abandoned vehicle abatement when needed. 1 2 3 N/A
❑ Prepare/cond�uct public presentations as needed. 1 2 3 N/A
❑ Assist with special ed�ucation programs. 1 2 3 N/A
❑ Assist with special events. 1 2 3 N/A
COMMENTS:
II. REPORTS
❑ Prepared reports follow agency format and guidelines. 1 2 3 N/A
❑ Reports are completed in a timely manner. 1 2 3 N/A
❑ At least 80 percent of all reports prepared are useable 1 2 3 N/A
(prepared correctly or easily correeted by a report reviewer
in the time it normally takes to review and not an error
outside the CSO's control)upon first submittal to a sergeant.
This standard applies to CSO's who have been released from the
formal FTO Program.
COMMENTS:
III. INTERNAL RELATIONS
❑ Work is conducted in a manner which supports the overall 1 2 3 N/A
group effort.
❑ Differences with coworkers and supervisors are resolved in 1 2 3 N/A
a constructive manner.
COMMENTS:
IV. EXTERNAL RELATIONS
❑ Work is conducted in a manner which is likely to foster good 1 2 3 N/A
citizen relations and support for the agency.
❑ Work is completed in a manner which does not generate 1 2 3 N/A
patterns of sustained complaints.
COMMENTS:
V. SAFETY
[� Work is conducted in a manner which is most likely to protect 1 2 3 N/A
the employee and others from harm.
❑ Work is conducted in a manner which is most likely to protect 1 2 3 N/A
facilities and equipment from damage.
COMMENTS:
VI. WORK I�ABITS AND PROFESSIONAL APPEARANCE
❑ Adheres to a productive work ethic. 1 2 3 N/A
❑ Exercises good personal hygiene. 1 2 3 NlA
❑ Presents a neat and professional image. 1 2 3 NlA
❑ Attendance. 1 2 3 NlA
COMMENTS:
VII. EQUIl'MENT USE AND MAINTENANCE
❑ Use and care for Department equipment is done in a manner 1 2 3 NlA
most likely to ensure good working order and appearance.
COMIVIENTS:
PART 4 - OVERALL EVALUATION
Exceeds Standards iVleets Job Standards Below Standards
The overall rating is not intended to be an average of the ratings on individual performance factors.
In every job, some results and factors are more important than others and should be given greater
weight. Should a regular employee disagree with his/her overall rating or any portion thereof(for
any element that is rated less than Meets Job Standards), the employee has the right to have the
Personnel Director review the Performance Evaluation. The employee shall have the right to have
an Association Representative present. The Personnel Director's review and decision relating to
the Performance Evaluation will be final. Such appeal to the Personnel Director must be made
within 30 days of the date the employee receives the Performance Evaluation.
COMMENTS:
PART 5 - EMPLOYEE DEVELOPMENT
I have participated in discussion of overall job performance and setting of new objectives.
COMMENTS:
PART 6—CERTIFICATION
The employee's signat�ure does not necessarily mean the employee is in total agreement with the
remarks or ratings. Employee has the right to candidly express his/her opinion on this
evaluation.
Interview cond�ucted with: Date
Signature of Employee
Employee comments:
Signature of Supervisor Date
Supervisor
Signature of Division Commander Date
Signature of Department Head Date
Comments for Division ancUor Department Head:
If comments are made by the Department Head, the employee must initial, indicating he has seen
these comments prior to routing to the Personnel Office.
I have reviewed the comments made by the Department Head
Employ�e's Initials
"EXHIBIT C"
1VIINIIVIUM PERFORMANCE STANDARDS FOR
COMMUNITY WORK PROGRAM OFFICER
I.PRODUCTIVITY
A. Properly manage cases assigned, which includes:
1. Case prioritization, working the most critical cases first based on solvability
factors or supervisory direction.
2. Maintaining case files which contain case documentation, notes, reports and
any other materials pertinent to the investigation.
3. Keeping supervisors apprised of case status, issues which arise that reflect on
the department(positively or negatively), and any problems affecting ability to
manage caseload.
B. Plans, organizes, and coordinates activities and availability of resources in an
efficient and effective manner.
C. Prepares work schedules, assigns resources and assists participants with
assignments and effectively communicates tasks and expected outcomes.
D. Provides direction and oversees the activities of participants. Work is performed
according to standard. Activities are monitored and inspected to ensure quality,
timeliness, accuracy and completeness. Problems are resolved in professional,
creative and timely manner.
E. Effectively communicate with allied agencies.
II.REPORTS
A. Follow agency format and guidelines, see Attachment "A".
B. Complete reports in a timely manner as directed by supervisor.
C. At least 80 percent of reports must be useable (easily corrected by a supervisor in
the time it normally takes to review) upon the first submittal to Supervisor. This
means that no more than 20 percent can be kicked back because o£
l. Incomplete preliminary and follow-up investigation;
2. Spelling, grammar, sentence structure, or legibility;
3. Errors, omissions;
4. Elements omitted; and
5. Improper format.
This standard applies to employees who have been released from the formal FTO
program.
III. TNTERNAL RELATI�ONS: Employees are expected to conduct work in a manner which
supports the overall group effort. If differences with co-workers and supervisors develop,
the employee is expected to resolve them in a constructive manner. This means the
employee is expected to:
A. Treat co-workers and supervisors with same respect the employee desires.
B. Avoid behavior which disrupts the employee's work or the work of others.
C. Avoid racial,religious, ethnic, sexual slurs, and comments that might offend.
D. Maintain flexibility within the unit to assist any subunit or clerical sta�f when the need
arises.
E. When differences develop, handle them constructively by actively trying to resolve or
negotiate ways to work together harmoniously.
F. Develop and maintain positive working relationships with allied agencies, i.e..
District Attorney's office, allied law enforcement agencies,parole, schools, ect.
G. Follow the chain of command.
IV. EXTERNAL RELATIONS:Employees are expected to conduct work in a manner likely
to foster good citizen relations and support for the agency and not generate patterns of
sustained complaints. This means the employee is expected to:
A. Treat citizens with respect.
B. Refuse to accept gratuities.
C. Avoid profanity, use of racial, religious, ethnic, and sexual slurs, sarcasm, and
derogatory remarks.
D. Be aware of victims' rights and emotional well-being while conducting investigation,
and remain sensitive to the needs of victims.
E. Be informed, knowledgeable, and supportive of existing local services and programs
for victims.
F. Advise victims of crimes of the status and closing of investigations.
G. Provide assistance to other agencies in a timely manner.
H. Conduct self in a manner which will not generate sustained complaints or claims
against you or the City of Redding.
V. SAFETY: Employees are expected to cond�uct work in a manner which is most likely to
protect the employee and others from harm and facilities and equipment from damage.
This means employees are expected to:
A. Follow department policy and procedure while using vehicles and equipment.
B. Fo11ow Department policy and procedure when providing traffic control.
C. Employees are to use good judgment in recognizing potentially hazardous areas or
situations and take steps to distance themselves from the area/situation.
D. Follow departmental radio communications procedures.
E. Work is conducted in a manner which is most likely to protect self and others from
harm.
F. Work is conducted in a manner which is most likely to protect facilities and equipment
from damage.
G. Ensures facilities and work locations are free of unsafe conditions in conformance with
federal, state, local and departmental safety regulations.
VI. WORK HABITS AND PROFESSIONAL APPEARANCE: Employees are expected to
adhere to a productive work ethic, to exercise good personal hygiene, and present a neat
and professional image. This means employees will be expected to:
A. The Community Work Program Officer should wear class C uniform, unless
otherwise directed.
B. Arrive for work on time and maintain a schedule approved by Supervisor.
C. Assure Code 7's do not exceed 60 minutes, including reasonable travel time after
clearance. Coffee breaks will be limited to two (2) and are not to exceed 15 minutes
each, including reasonable travel time after clearance. Code 7 break locations must be
given to Dispatch upon arrival.
D. Answer radio when called or Dispatch should be advised of location and status.
E. Check department mail folder daily for messages.
F. Complete assignments and projects by due date or renegotiate with supervisor in
advance.
G. Notify the Supervisor at the point in the shift where overtime is going to be needed.
H. Comply with court standby policy.
I. Return citizen phone calls as soon as possible
J. Maintain area of responsibility, i.e.. Office, work station, assigned vehicle and trailer,
equipment, locker room, gym report room, and squad room, etc., in a neat condition.
K. Wear pager/cell phone and have it turned on during on-duty hours.
L. Any sick leave used is to be for legitimate medical reasons according to current City
policy.
VII. EQUIPMENT USE AND MAINTENANCE: Employees are expected to use and care for
Department equipment in a manner most likely to ensure good working order and
appearance. This means employees wi11 be expected to:
A. Keep vehicles free of contraband, evidence, and debris.
B. Keep fuel tank no less than one-half full at end of shift.
C. Conduct circle checks of vehicle/equipment before and after shift and report damage
or deficiencies to supervisor on appropriate form.
D. Lock vehicle when leaving it in public areas unless officer safety dictates otherwise.
E. Return equipment used to its proper location.
F. Report all lost, stolen or damaged departmental equipment while it is in possession.
G. Keep assigned radio or pager/cell phone charged and in good working order.
MINIMUM PERFORMANCE STANDARDS FOR
CRIME SCENE TECHNICIANS
L PRODUCTNITY
A. Adhere to current laws, regulations, and codes covering the collection, preservation,
handling,receipt, storage, and release of property and evidence.
B. Level of activity should be comparable to peers in like conditions, taking into
consideration such influences as work schedule, including days off, special
enforcement activities, training assignments, number of hours actually worked, etc.
C. Employees are responsible far:
1) Performing technical tasks in the collection and preservation of evidence at a
crime scene such as lifting fingerprints, collecting body fluids and clothing,
dislodging bullets, and making plaster impressions; packaging evidence for s
storage; ensures proper procedures are followed and photographing a wide variety
of situations to ensure proper documentation of the crime scene.
2) Preparing reports, diagrams, notes and records of crime scenes and evidence
collected.
3) Testifying in court regarding the crime scene and the �vidence collected.
4) Performing duties related to others areas of civilian police activities as necessary.
5) Reporting to crime scenes to collect evidence on a 24-hour basis as needed.
6) Performing related duties as assigned.
D. Employees are expected to work cooperatively with other department personnel to
achieve the overall goals of the department.
II. INTERNAL RELATIONS: Employees are expected to conduct work in a manner which
supports the overall group effort. If differences with co-workers and supervisors develop,
the employee is expected to resolve them in a constructive manner. This means the
employee is expected to:
A. Treat co-workers and supervisor with the same respect the employee desires.
B. Avoid behavior which disrupts the employee's work or the work of others.
C. Avoid racial,religious, ethnic, sexual slurs, and comments that might offend.
D. When differences develop, handle them constructively by actively trying to resolve or
negotiate ways to work together harmoniously.
III. EXTERNAL RELATIONS: Employees are expected to conduct work in a manner likely
to foster good citizen relations and support for the agency and not generate patterns of
sustained complaints. This means the employee is expected to:
A. Treat citizens with respect;
B. Refuse to accept gratuities.
C. Avoid profanity, use of racial, religious, ethnic, and sexual sl�urs, sarcasm, and
derogatory remarks.
D. Provide assistance to other agencies in a timely manner.
E. Conduct self in a manner which will not generate complaints or claims against the
employee or the City of Redding.
IV. SAFETY: Employees are expected to cond�uct work in a manner which is most likely to
protect the employee and others from harm and facilities and equipment from damage.
This means employees are expected to:
A. Fo11ow Department policy and procedure in the use of vehicles and equipment.
V. WORK HABITS AND PROFESSIONAL APPEARANCE: Employees are expected to
adhere to a productive work ethic, to exercise good personal hygiene, and present a neat
and professional image. This means employees will be expected to:
A. Be ready for work and at the employee's wark station at the beginning of the
employee's shift.
B. Limit conversations which interfere with the employee's work ar the work of others.
C. Be willing to accept all work assigned and perform the menial, as well as the more
challenging tasks.
D. Leave and maintain a clean work area upon completion of shift.
E. Uniform and grooming standards are to be in accordance with the department's
uniform manual.
F. Any sick leave used is to be for legitimate medical reasons according to current City
policy.
G. Complete assignments and projects by due date or renegotiate with supervisor.
H. Notify the Supervisor if overtime is going to be needed.
I. Return citizen phone calls as soon as possible.
J. Follow the chain of command.
VI. EQUIPMENT USE AND MAINTENANCE: Employees are expected to use and care for
Department equipment in a manner most ]ikely to ensure good working order and
appearance. This means employees will be expected to:
A. Employees are expected to use and care for department equipment in a manner most
likely to ensure good working order and appearance.
B. Report damage to any departmental equipment while it is in possession.
C. Complete a malfunction report each time equipment breaks down. Place a call for
service if the equipment is needed immediately or leave the malfunction report for day
shift records personnel to arrange for repairs.
MINIMUM PERFORMANCE STANDARDS FOR
PROPERTY AND EVIDENCE TECHNICIANS
I. PRODUCTIVITY
A. Adhere to current laws, regulations, and codes covering the handling, receipt,
storage, maintenance, and release of property and evidence.
B. Level of activity should be comparable to peers in like conditions, taking into
consideration such influences as work sched�ule, incl�uding days off, special enforcement
activities, training assignments, number of hours actually worked, etc.
C. Employees are responsible for:
1. Maintaining property records automated and manual with 95 percent
accuracy and 100 percent accuracy after audit.
2. Preserving evidentiary integrity.
3. Assuring a continual chain of evidence.
4. Arrange for destruction of weapons, and drugs.
5. Arrange for miscellaneous auctions.
D. Employees are expected to work cooperatively with other Department personnel to
achieve the overall goals of the department.
II. INTERNAL RELATIONS: Employees are expected to conduct work in a manner which
supports the overall group effort. If differences with co-workers and supervisors develop, the
employee is expected to resolve them in a constructive manner. This means the employee is
expected to:
A. Treat co-workers and supervisor with the same respect the employee desires.
B. Avoid behavior which disrupts the employee's work or the work of others .
C. Avoid racial,religious, ethnic, sexual slurs, and comments that might offend.
D. When differences develop, handle them constructively by actively trying to resolve
or negotiate ways to work together harmoniously.
III. EXTERNAL RELATIONS: Employees are expected to conduct work in a manner likely
to foster good citizen relations and support for the agency and not generate patterns of sustained
complaints. This means the employee is expected to:
A. Treat citizens with respect;
B. Refuse to accept gratuities.
C. Avoid profanity, use of racial, religious, ethnic, and sexual slurs, sarcasm, and
derogatory remarks.
D. Provide assistance to other agencies in a timely manner.
E. Conduct self in a manner which will not generate complaints or claims against the
employee or the City of Redding.
IV. SAFETY: Employees are expected to conduct work in a manner which is most likely to
protect the employee and others from harm and facilities and equipment from damage. This means
employees are expected to:
A. Follow Department policy and procedure in the use of vehicles and equipment.
V. WORK HABITS AND PROFESSIONAL APPEARANCE: Employees are expected to
adhere to a productive work ethic, to exercise good personal hygiene, and present a neat and
professional image. This means employees will be expected to:
A. Be ready for work and at the employee's work station at the beginning of the
employee's shift.
B. Limit conversations which interfere with the employee's work or the work of
others.
C. Be willing to accept a11 work assigned and perform the menial, as well as the more
challenging tasks.
D. Leave and maintain a clean work area upon completion of shift.
E. Uniform and grooming standards are to be in accordance with the Department's
Uniform Manual.
F. Any sick leave used is to be for legitimate medical reasons according to current
City policy.
G. Complete assignments and projects by due date or renegotiate with supervisor.
H. Notify the Supervisor if overtime is going to be needed.
L Return citizen phone calls as soon as possible.
J. Fo11ow the chain of command.
VI. EQUIPMENT USE AND MAINTENANCE: Employees are expected to use and care for
Department equipment in a manner most likely to ensure good working order and appearance.
This means employees wi11 be expected to:
A. Employees are expected to use and care for Department equipment in a manner
most likely to ensure good working order and appearance.
B. Report damage to any Departmental equipment while it is in possession.
C. Complete a malfunction report each time eguipment breaks down. Place a call for
service if the equipment is needed immediately or leave the malfunction report for
day shift records personnel to arrange for repairs.
CITY OF REDDING ALTERNATIVE EVALUATION FORM
DATE:
TO:
FROM:
SUBJECT: Annual Performance Evaluation for
Name
Evaluation Period to
I have reviewed the most recent performance evaluation for this employee and have determined
that:
❑ The employee has reached the highest step in their classification,
❑ The last performance review on file is not older than 15 months,
❑ The last performance review rated the employee at Ameets job standards" or
better,
❑ There are no significant changes in duties,
❑ This simplified version may only be used every other year.
Therefore, this memo will serve in lieu of the annual performance evaluation for this evaluation
period. The current performance evaluation and this alternative procedure have been discussed
with the employee and the employee is in agreement.
It is understood that the standard performance evaluation will be completed at the end of the next
eval�uation period.
Employee Date
Supervisor Date
Department Director Date
Comments
EXHIBIT "D"
REDDING POLICE DEPARTIVIENT
SUBSTANCE ABUSE POLICY
Section
Section L POLICY
Section II. MANAGEMENT AND SUPERVISORY RESPONSIBILITIES
Section IIL TRAINING
Section IV. SUBSTANCES FOR WHICH TESTING WILL OCCUR
Section V. SUBSTANCE TESTING PROCEDURES
Section VL REHABILITATION
Section VII. DISCIl'LINARY ACTION
Section VIIL MEDICAL REVIEW OFFICER
Section IX. CONFIDENTIALITY
Section X. SEVERABILITY
Attachment "A" CUT-OFF LEVELS FOR SUBSTANCE ABUSE TESTING
Attachment "B" RESPONSIBILITIES OF THE MEDICAL REVIEW OFFICER
Attachment "C" CONSENT FORM TO DRUG TESTING
I. POLICY
It is the policy of the City o� 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 effects on job performance;
2. To encourage voluntary rehabilitation.
C. APPLICATION OF POLICY
This policy shall apply to a11 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:
l. Education: The City believes that education and training of all employees in the effects and
treatment of substance abuse will contribute to a safer and more efficient workplace for everyone.
2. Deterrence/Enforcement: The City is committed to eliminating the effects of substance
abuse in the workplace. The substance abuse policy will be strictly enforced. Violation of its
requirements may be cause for discipline, up to and including termination of employment.
3. Treatment: The City is committed to helping employees with admitted substance abuse
problems overcome those problems, where feasible, and encourages voluntary rehabilitation.
E. RULES
In furtherance of the substance abuse policy, the City has formulated clear rules and penalties to
ensure compliance. Violation of these rules may result in disciplinary action up to and including
discharge. The primary rules are:
1. The use of illegal drugs and the illegal use of prescription drugs or controlled substances
are prohibited.
2. The manufacture, sale, distribution, or possession of illegal or controlled drugs, and any
attempt to offer to sell or distribute illegal or controlled drugs by any employee at any time except
in the performance of the employees responsibilities is prohibited.
3. Employees shall not report for work or be in stand-by or on-call status while they have in
their system alcohol, illegal drugs, or prescription drugs that will adversely affect their alertness,
coordination,reaction,response or safety, unless so authorized or directed by a supervisor.
4. The use or possession of alcohol while on duty, including lunch and breaks, or in the
workplace except in the per�ormance of the employees responsibilities is prohibited. The
possession of an unopened, sealed container of alcohol, because of an unsolicited delivery, is not
a violation of this rule, provided that the employee/recipient immediately notifies his/her
supervisor of such delivery.
5. Employees who appear to be affected on the job by drug or alcohol use may be required
to submit to drug/alcohol testing pursuant to section V.
6. Any employee taking prescription medications which may affect job performance must
report this treatment to his or her immediate supervisor prior to reporting for duty and provide a
prescription within twenty four(24) hours if requested.
7. Employees shall report on duty conduct prohibited by this policy immediately to their
supervisor when employees have a reasonable basis to believe that another employee is engaging
in such activities.
8. A copy of this policy wi11 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 fu11y conversant with the policies and procedures set forth herein;
B. Train employees in the policies and procedures concerning substance abuse, and in the
dangers of such abuse;
C. Be knowledgeable about the City=s program for substance abuse rehabilitation;
D. Be aware of substance abuse indicators (see illustrative list at V, 2);
E. Document all instances of violations of this policy;
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.
Management will use its best efforts to ensure that a11 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. Marijuana (cannabinoids)
B. Cocaine
C. Opiates (narcotics such as heroin, morphine, codeine and other medicinal narcotics)
D. Phencyclidine(PCP)
E. Amphetamines (racemic amphetamine, dextroamphetamine, and
methamphetamine)
F. Alcohol
G. Barbiturates
H. Benzodiazepines
L Methaqualone
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 priar approval of the City.
2. Reasonable Suspicion - Employees must submit to tests for alcohol and/or for illegal and
eontrolled substances when the employee is reasonably suspected of being impaired or affected by
drug or alcohol use.
a. Reasonable suspicion for testing means suspicion based on specific personal
observation of two (2)supervisors,unless only one supervisor is practically available. The
observing supervisor(s) must have been trained in the detection of drug and alcohol use,
and shall describe and document:
(1) Specific personal and articulative observations concerning the appearance,
behavior, speech, or performance of the employee; or
(2) Violation of a safety rule, or other unsafe work incident which, after further
investigation of the employee=s behavior, leads the supervisor(s) to believe that
drug or alcohol use may be a contributing factor; or
(3) Other physical, circumstantial, or contemporaneous indicators of drug or
alcohol use.
b. While observations and reports of third parties do not of themselves constitute
reasonable suspicion, they may trigger an internal or administrative investigation. A
drug/alcohol test may be required as a part of such investigation.
When such tests are ordered,the supervisor will document the circumstances leading to the
issuance of the order, incl�uding the names of all witnesses.
3. Internal or Administrative Investigations
In the absence of reasonable suspicion, when conducting internal or administrative
investigation, supervisors will consider sending the involved employee for drug/alcohol
testing. Examples of when such testing may be required are:
a. Involvement in an accident while on duty that results in injury to the employee or
another person, or in significant property damage.
b. Involvement in a critical incident while performing law enforcement duties. For
this purpose a critical incident shall be defined as:
(1) Use of deadly force,
(2) AccidentaUintentional 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 sha11 be evident.
4.Rarldom
Random drug/alcohol testing will be required for all department peace officers in the unit.
The universe for selection purposes will consist o�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. 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 are tested.
B. TESTING PROCESS
The testing or processing phase, including the cut-off levels for tested substances
(Attachment"A"), 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, a Police Captain or a Watch Commander. Such written order will be issued as
soon as is practicable after the initial order is given for the test, but may not be issued until after
the test is administered.
2. The employee wi11 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 proced�ure 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.
5. When notifying the appropriate collection facility that an employee is being transported for
testing, the employee will not be identifed 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 test. The procedures for collection of the urine sample
will be in compliance with SAMHSA standards. An initial positive report will not be considered
positive; rather it will be classified as confirmation pending.
8. The confirmation test will be a GC/MS procedure in compliance with SAMHSA standards.
The eonfirmation test will use the same sample as taken in the initial step. Notification of positive
test results to the Chief of Police or his designee will be held until the confirmation test results are
obtained. In those cases where the second test confirms the presence of drugs in the sample, the
sample will be retained for a minimum of six(6)months to a11ow further testing if requested.
9. Employees who have been subj ected to a drug/alcohol test where no alcohol or illegal drugs
were found will receive a report so stating and then shall return to work.
10. If the test result is positive,the Medical Review Officer will provide an opportunity for the
employee to discuss whether there is a legitimate medical explanation for the test results.
1 L Verified drug/alcohol test results will be sent directly to the Chief of Police from the
Medical Review Officer.
12. The Chief of Police, or designee, will provide an opportunity for the employee to meet
with him/her and discuss the drug/alcohol test result.
13. If the result is positive, rehabilitation and/or disciplinary action will be determined and
administered by the Chief of Police or his designee.
14. An employee who does not pass a drug/alcohol test may request that the original urine
sample be analyzed again at the employee=s expense at the rate charged to the City. Such analysis
shall conform to SAMHSA standards and shall be performed by the SAMHSA certified laboratory.
The SAMHSA laboratory may be designated by the employee but must be located in California.
15. Each step in the collecting and processing of the urine specimen will be documented to
establish procedural integrity and the chain of evidence.
16. Time required to participate in a non-voluntary testing procedure outside of an employee=s
normal wark shift wi11 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.-ref�rral does not relieve the employee of the obligation to submit to
drug/alcohol testing as may be required by management pursuant to this policy.
2. Referral by Department Management
Employees with positive legal drug/alcohol test results may be directed by the Chief or his
designee to submit to evaluation by a Counselor and if recommended by the Counselor, to
participate in a substance abuse rehabilitation program.
For the purpose of this section Alegal drug@ sha11 be de�ned as over-the-counter and/or
prescription drugs.
B. REHABILITATION AND AFTERCARE PROGRAMS
1. The terms and conditions of the rehabilitation program and the aftercare program will be
determined on a case-by-case basis by the Counselor and the Chief of Police, or his designee, in a
meeting with the employee. While such terms and conditions will be discussed with the employee,
they are ultimately subject to the decision of the Chief or his designee. The employee will be
required to abide by such terms and conditions. Refusal or failure to do so may be grounds for
disciplinary action up to and including termination.
2. The employee may be placed in a medically supervised rehabilitation program, which may
include full in-patient hospital care or outpatient rehabilitation care, provided by a City approved
drug/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, incl�uding 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
participarion, will be subject to drug/alcohol testing as may be deemed appropriate by the Chief or
his designee.
9. Any changes or modifications in the rehabilitation or aftercare programs must be approved
by the Chief of Police.
10. The employee may use appropriate accrued leave as provided in personnel rules and/or in
the MOU during absences for rehabilitation and aftercare programs. If no such accrued leave is
available, the employee will be in a non-pay status.
11. Costs associated with all rehabilitation and aftercare programs are the responsibility of the
employee. IHowever,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
wi11 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 Director until such time as the employee is released from the rehabilitation and
aftercare programs. At that time City retained records wi11 be transferred to the Personnel
Department and there maintained in accordance with Section X of this Policy.
VII DISCIPLINARY ACTION
The City may take disciplinary action up to and including discharge against any employee who:
A. Tests positive for alcohol or for substances, as identified in Section IV in an amount which
meets or exceeds the cut-off levels established by SAMHSA, as they exist at the time of testing
(Attachment"A"),
B. Refuses required testing pursuant to this Policy,
C. Adulterates or otherwise interferes with accurate testing required pursuant to this Policy,
D. Fails to comply with the provisions of the return to work and aftercare programs,
E. Has used illegal drugs while employed as 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 I(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 "B". These responsibilities
are consistent with SAMHSA standards. If such standards relating to the role of the MRO change
so sha11 Attachment "B".
IX. CONFIDENTIALITY
The results of any drug ancUor alcohol test will not be revealed to any person other than the City
Manager,Assistant City Manager, Chief of Police(or designee),Personnel Director(or designee),
and the rehabilitation/aftercare counselor, unless ordered by means of proper legal procedure and
appropriate legal authority, such as a eourt ordered subpoena, or in connection with City discipline
or a grievance or arbitration proceeding initiated by or on behalf of the individual without the
express written authorization of the employee.
A. To maintain confidentiality, records pertaining to Substance Abuse Policy administration,
the rehabilitation and aftercare programs, the specimen collection process and individual
drug/alcohol test records will not be a part of the individual personnel files.
B. All documents identified in this section wi11 be secured and maintained in the Personnel
Department under the custodianship of the Personnel Director.
C. All documents relating to drug/alcohol testing, the circumstances concerning such testing,
or the administration of other aspects of this Policy wi11 be retained a minimum of five years. Such
records will include; but not be limited to:
• Supporting documents for reasonable suspicion,
• Documents supporting testing decisions in internal or administrative investigations,
• Records of the specimen collection process to indicate specimen identification,
accountability, and chain of custody,
• Records of test results and any information provided by the affected individual
concerning legitimate medical reasons for positive results and re-tests,
• A master list of individual names and matching identification numbers for all cases,
• Records regarding an employee's rehabilitation program, aftercare program, and
the Return to Work Agreement.
D. Invoices for services provided by collection sites, laboratories, and Medical Review
Officers shall be directed to the Chief of Police or his designee,and reference only the case number
of the individual involved.
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 identi�ed by name. However, at the
point of collection the employee wi11 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.
CURRENT CUT-OFF LEVELS FOR SUBSTANCE ABUSE TESTING ATTACHMENT "A"
TEST RESULTS
Initial Test Confirmation Test
Drug or Drug Class Method Cut Off Method Cut Off
Amphetamines EMIT 1000 ng/ml GC/MS 500 ng/ml
Barbiturates EMIT 300 ng/ml GGMS 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 300 ng/ml GC/MS 150 ng/ml
Methaqualone EMIT 300 ng/m1 GC/MS 100 ng/ml
Opiates EMIT 2000 ng/ml GC/MS 2000 ng/ml
Phencyclidine EMIT 25 ng/ml GC/MS 25 ng/ml
Alcohol EA 50 mg/dl GC 50 mg/dl
ATTACHMENT "B"
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 sha11 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 individ�ual when a confirmed positive test could have resulted from
legally prescribed medication. The Medical Review Officer shall not, however, consider
the results of urine samples that are not obtained or processed in accordance with
SAM�ISA 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 individ�ual 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 certi�ied mailing, the Medical Review Of�icer 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. V�rification for opiates; review for prescription m�dication.
Before the 1Vledical Review Officer verifies a confirmed positive result for opiates, he/she
shall determine that there is clinical evidence--in addition to the urine test--of unauthorized
use of any opium, opiate, or opium derivative(e.g.,morphine/codeine). (This requirement
does not apply if the employer's GC/MS confirmation testing for opiates confirms the
presence of 6-monoacetylmorphine.)
E. Reanalysis authorized.
Should any question arise as to the accuracy or validity o�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
sit�uation 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 individ�ual responsible for day-to-day
management of the urine drug testing laboratory or other employee who is a forensic
toxicologist or who has equivalent forensic experience in urine drug testing, to provide
specific consultation as required by the City.
ATTACHMENT "C"
SAMPLE
RELEASE OF INFORMATION
CONSENT TO DRUG TESTING
I, , do hereby give my consent to
, to perform urinalysis on me for the presence of certain drugs
and/or alcohoL I further authorize to release test results obtained from
this examination in accordance with the procedures contained in the 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 PRESCRIBING DOCTOR
TAKEN OR
OVER THE COUNTER
(OTC)
DATED:
SIGNATURE
I�DENTIFICATION
DATED:
WITNESS