HomeMy WebLinkAboutReso. 2025-082 - Adopting Successor MOU RPOA MISC. Unit (2) so�,���o�v�vo. ��zs-o��
A SOLUTI�IN OF TgIE CI'I'Y COUI+�CIL t�F THE +CI'T�' OF DDING
AD+O�TIl�1�TH�, SUCC�SSOR ME1VICl ND►UM �F L11�1D�R�TAI�IDING
BETWEEN THE CITY UF DDIl�G AND THE DDING POLY�E
OFFIC'EI�S ASSfJCIATI�IV—MIS�E�LAI�TE+dUS UNIT
WHE AS; Redding Police Officers Association {RP�A) -- Miscellaneous Unit has been
formally recognized as the exclusive representative of an appropriate unit af employees, as set
forth in the Memorandum of Understanding between the City c�f Redding and RPOA —
Miscellaneous Unit; and
W�-IE AS, the designated representa�ives c�f the City c�.£ Redding engaged in good faitli
bargaining regarding terrns and conditions of employment with the designated repiesentatives af
RPOA — Mlscellaneous Unit as required by the pr�visians of the Meyers-Milias-Brown Act of
1968, resulting in the proposed Memarandum of Understanding attached hereto;and
WHE AS, staff recomrnends adoption c�f said Memorandum of IJnderstanding; and
WHE AS, the City Council deems it tc� be in the best interest af the City to adopt such
recammendation,
NOW,THE FO ,IT IS HE BY RESt�LVEI)b�the City Council of the City of Reddinb
that the comprehensive Mernr�randum of Understanding governing the period of Qctc�ber 8, 2025,
and ending July 31, 2026, and is hereb�adopted effective t7ctaber 8, 2�25.
I HE BY CER'TIFY that the foregaing resolution was intrc�duced and adopted at a regular
rne�ting c�f the City Cauncil of the City of Redding c�n the '7t" rlay of October, �025, by the
fallowing vote:
A�'ES. COIINCIL ME ERS; -Audette,Dhanuka,Restrer,Littau,and Mu�►ns
NC}ES; Cd�iTNCIL ME ERS:_None
A�SENT: +COITNCIL ME ERSa -Nane
A�STALN: C(�UNCIL ME ERS: -Norte
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;��HA ENE TIPTt7N, City +Clerk CH STIAN M. CURTIS, �ity Att�rney
E N �T F IT�TDE STAN ING
between
T E E�IGl�ATE PR�SENTATI�ES F T E �ITY ClF E DII�G
and
T E ESI�I�TATE EP ESENTATIVES
e�f th�
E IN� P ACE F�I+CE S ASS CIATI N -
IS�ELI..sA E U� E PL YEES
EFFECTIVE: January 26, 1989
AMENDED: May 21, 1991, to be effective May 12, 1991
AMENDED: September 20, 1994, to be effective September 11, 1994
AMENDED: December 2, 1997, to be eff�ctive September 7, 1�97
AMENDED: A.pri13, 20Q1,to be effective March 4, 2001
AMENDED: July 6, 2t704, to be effective June 5, 2004
AMENDED: January 4, 2t�1 l,tc� be effective December 26, 20"lQ
AMENDED: I)ecember 15, 2015 to be effective December 16,2015
AMENDED: February 19, 2019 to be effectiVe February�0, 2019
AMENDEI); Ju1y 19, 2022, ta be effective Ju1y 20; 2022
AMENDED: October 7, 2025,to be effective Q�tober 8, 2025
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ARTICL� l: pRE���I.,�.......................................................................................................................................i
ARTICLE2: RECOGNITIC�N . ...................... ................... ... ...... ............................................... .............2
ARTICLE 3: ASSOCIATION SECURITY....... ............................................ ..................... ....... .. ..............3
ARTICLE 4: GRIEVAIti+�E PI2CICEDURE................ .................................. ......... ......................................4
ARTICL�5: SAFETY....................................... ......... ......... ................................. ...................... ..............6
ARTICLE 6: I)ISr�BILITY AND UNEMPLOYMENT ..,........,....... ........ .......... ........ ..........................6
ARTICLE'7: EMPLO�'EE STATUS... ......... ......... ......... ......... ......... ......... ......... ......... ..............7
ARTICLE 8. WA�ES ANl?CLASSIFICATIONS..... ......... ......... ......... ......... ..................... ..............8
ARTICLE 9: HOU1�S AND t7VER7['TME........ ......... ......... ..._...., ......... -......... . ..,..... ......... ,...,....,....9
ARTICLE 14; SENI(3RITY..... ..................... . ........ . ............ ...... ............. ....... ...... ......... ............11
ARTICLE i1: PRf�MI�TION ANU TRANSFER....... ............... ... ............... ...... ...... ...... .... ...........11
ARTICLE 12: �lEMDTION AND LAYOFF... ......... ......... .........r ....:... ........, ,........ ......... ............12
ARTICLE 13s LEAVE OF ABSENCE ......... ......... .............. .... ......... . ........... ...... ......... ............12
ARTICLE 14: EXPENSES........ ......... ........... ....... .............. . ... ......... ............ . ..... ......... ............13
ARTICLE 15: SICK_LEAVE... ......... ......... ......... ......:... . ................ ......... .. .............. .... ..........14
ART�CLE 16: SEREAV�MENT LEA'VE....... ......... ......... ......... ........ .. .......... .............. . .. ...........15
ARTICLE 17: HOLIDAYS....... ........ ......... ......... ......... ......... ......... ......... . ........ ......... ............16
ARTICLE 18r VACATIONS... ......... .......... ........ ............. ..... ........,.. .......... ....,. ......... .....,.,,...17
ARTYCLE19. UNIF+DRMS...... ..................... ....... .............. . .... ........ ............ ...... ......... ............19
ARTI�LE 20: MTSCELLANE+�US..... ......... ........................ ..... ............. ....... ...... ......... ............19
ARTICLE 21: EMFLOYEE BEN�FIT PRO+GRAMS .............. ... . . ........ ............ . ...... ...... ,.... ......,..20
ARTICLE 22: `TERIVI... ......... ......... ........... ....... .............. . ... ........,..... ....... ,..,.. ..,... ...... ..,.,....25
EXHIBIT�°A": SCHEDULES C1F WAGE RATES
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THIS MEMORANDUM OF UNDERSTANDThTG, made and entered into this 21 st day of
February, 1989; by and between the designated representative� of the CITY t3F REDDING (a
public ageilcy as defined in Section 35d1(c) of Chapter 10 of L7ivision 4 of Title 1 of the
Governrnent Code of the State of California),hereinafter referred to as the City,and the designated
representatives of the Redding Peace C?fficers Association {a recognized employee organization
as defined in Sectic�n 35�1(b) of Chapter l� of Division 4 of Title l of the Government Code of
the State of California), hereinafter referred to as Associatit�n;
WITNESSETH:
WHEREAS, the parties hereto desire to facilitate the peaceful adjustment af differences
that may from time to time arise between them,to promote harmony and efficiency to the end that
the City, the As�sociation and the general public may benefit therefrom, and to establish fair ancl
equitable wages; hours and working conditic�ns for certain hereinafter designated employees of the
City;
NOW,THEREFORE, the parties hereto do agree as follows:
ARTI�LE 1. � AMBLE
1.1 The parties acknowledge the prc�visions of Chapter 10 {Section 3500, et. seq.) of
I3ivision 4 of Title I of the Government Cade af the State of California.
1.2 It is the policy ofthe City and the Association nat tc�,and neither party will,interfere
with, intimidate, restrain, caerce c�r discriminate against any ernplayee because ofrace, calor, sex,
sexual olientation, citizenship status, marital status; ethnicity, age (for people 40 and older),
religion, gender identity, gender expression, genetic inf�rmation, national origin and ancestry,
political affiliation, creed,military or veteran status,physical�isability;mentai disability,medical
condition or any c�ther characteristic pratected by state or federal law.
1.3 The City is engaged in rendering services to the public and the City and the
Association recognize th�ir mutual oblig�tion for the continuous rendition and a�vailability of such
services.
1,4 The duties perfarrned by employees of the City as part aftheir employment pertain
to and are ess�ntial to the operation uf a rnunicipality and the welfare of the public dependent
ther�on. During the term c�f this Memorandum of Understanding, employees shall not partially or
totally abstain from the performance af their duties for the City. The Association sha11 nat call
upon c�r authorize employees individually or collectively to engage in such activities and shall
make a reasonable effort under the ci�cumstances to dissuade emplc�yees from engaging in such
activities, Those employees who do individually or callectiv�ly, partially or totally abstain frc�m
the performance of their duties for the City shall be subject to discipiinary action up ta and
including discharge from employment wiYhout recourse.
1.5 City emplc�yees shall perform loyal and efficient work and service and shall use
their influence and best effarts ta protect the properties of the�ity and its serviee to the public and
shall cooperate in promoting and advancing the welfare of the City and in preserving the continuity
of its service to the public at all times.
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1.6 The City and the Associati�n shail cooperate in promoting ha�-mony and efficiency
among City employees. The parties have met and confe�-red in good faith and have reached
agreement on pl:ocedures set fc�rth in this Memorandum ofUnde�rstanding for resolution of disputes
between the parties. The Association agrees that it will follo�the procedures as set forth in this
Memorandum af Understanding or the bargaining process required by the Meyers-Miiias-Brown
Act and will make every effort to persuade its members to also use the established pracedures,
rather than to use any ather method or forum such as appeals directly to the news media or the
City Council for re�olution af problems or disputes arisin�; out of this Memorandum of
Understanding.
1.7 Notwithstanding anything to the contrary,the Redding Peace Officers'_Assaciation
recognizes and accepts the ribht of City of Redding management to manage the City. This recogni-
tian include� acceptance of the fact that tl�e ma�agement rights iisted belc�w are not subject ta
either grievance pracedures or the meeting and conferring in gc�od faith process provided for by
the Meyers-Milias-Brown Act. It is agreed by the parties to this Memorandum that managerment
rights include, by way af illustration and not by way �f limitation, the following: (a) the fu11 and
exclusive control of the management of the City, (�) the supervision of all aperations, methods,
pracesses and means of perfc�rming any and all work, the control of the property and the
eompasition,assignment,direction and determination of the size of its warking forces;(c)the right
to determine the work to be dane by emplayees, (d} the right tc� change c�r �ntroduce new or
imprc�ved operations, methods, means or facilities; and (e) the right to hire, schedule, promote,
demate, transfer, release and lay off employees and the right to suspend, discipline and discharge
employees and atherwise to maintain an orderly; effective and efficient aperatic�n.
ARTICLE 2. CC?GI�IITION
Z.� The City recognizes the Ass�ciation as the "Majority Representative"' of all
employees of the City Palice Department who hold a classification iisted an E�ibit "A"of this
Memarandum of Understanding. The provisions af this Memorandum t�f Ur�derstanding
hereinafter set forth shall apply only to tht�se employees af the City af Redding for whorn the
Redding Feace Officers' Association is the established majority representative.
2.2 Official representatives of the Associatic�n will be permitted access to City property
ta confer with City etnplayees on;inatters of employer-employee relations,but such representatiVes
shall not interfere with work in pi:ogress without agreement of Managem�nt.
2.3 The City will provide the Association�dequate bulletin board space for the purpose
of posting therec�n matters relating to afficial Assaeiation business,
2.4 The City and the Association will not interfere with, intimidate, restrain, coerce or
discrirninate against any employee because of the ernployee's membership or non-membership in
the Association or the employee's activity on behalf�f the Association.
2,5 Any emplc�yee, at tl�e employee's request, shall be permitted representation by an
Assoc�ation representative. The forego�ng shall apply to reprimands and disciplinary actians,
providing there is not unreasonable delay in obtaining r�presentation.
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2.6 Joint Association-Management meetings shall be held as often as agreed upan by
the Association and 1Vlanagement. The purpose of these meetings shall be to �romotie harn�ony
and efficiency and to irnprove communications between employees aild all levels of management.
The meeting agenda shall be determined b� those in attendance and there shail be no restrictions
on the subject matter, provided the meetings sha11 not substitute for naimal grievance prc�eedures
or for formal negc�tiations between the parties. Those in attenclance shall consist of the
Association's Negat�ating Cc�mmittee and the City's 1'olic� Chief; the City's Personnel Directqr
and such other managernent persc�nnel as determined by the Persannel I)irector. The meetings
shall be summarized in written minutes. Exc�pt that the provisions of this sectian shall be
abserved, the meetings shall be self-organizing.
2.7 Whenever the parties are engaged in the periadic meeting and conferring in good
faith for the purpose of madifying or amending the provisions of this Memorandum of
Understanding, no more than three (3) employees shall pai�ticipate as Association representatives
with no more than twa (2) empl�yee r�presentatives being absent from the same shift. In order tc�
aVoid hardships on either the City or employee representative$, the City may transfer such
employee representatives to day shift duty for the purpose of enabling ernployees to participate in
the rneeting and conferring process,
ARTICLE 3: ASSOCIATION SECU TY
3.1 The City shail deduct from their wages, the regular membership dues of employees
who are metnbers of the Association and who individually and voluntarily authorize such
deductians in writing in accordance with the provision�of Section 1157.3 c�f the Government Code
of the State of�alifornia.
3.2 Deductions shall be rnade from the first and second payrc�ll periods of each month
in approximately equal amounts and a check for the total deductions shall be submitted to the
Redding Peace Officers' Associatior� rVithin five {5) working days of the date the deducti�ns are
withheld from the emplayee's check. Deductions may include individual insurance and benefit
programs.
3.3 The Association shall notify the City of any emplayee who has given the
Associati�n written authorizatifln for deduction of any Associati�n dues or fees. The Assc�ciati�n
certifies that it shall collect and will maintain records of individual employee authorizations for
deductions of said dues or fees. The Associ�tion agrees to notify the City of any changes in
employee authorizations to deduct Associatic�n dues or fees. The City sha11 rely on the
Associatian's certification of any dues and fees authorized by an �mployee and will mot require
the Assaciation to provide a copy ofthe employee's authorization unless a dispute arises about the
existence of terms af the authc�rization. Any inquiries by ernployees regarding Asst�ciat�on dues ar
fees shc�uld be directed to the Assdciation.
3.4 Indemnity and Refund - The Association sha11 file with the City an Indemnity
Statement wherein the Association shall indernnify, defend and hold the City hannless against
any claim made and against any suit initiated against the �ity on account of Associatit�n dues
check off or premiums for benefits. In addition, the Association shall refiund ta the City any
amounts paid to it in errar upon presentatian of supporting evidence.
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3.5 In the event that any pravisian of this article is declared by a court af campetent
jurisdiction to be illegal or unenforceable, the parties agree that the City wi11 cease abiding by such
pravisians.
AR'TI�LE 4. G �VANC� PRt3CED►U
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 tel-ms ofthis Memorandum
of Understanding and with respect to such inatters as the alleg�d discriminatory or art�itrary
discharge;demotion or discipline of an individual employee,slzall be determined by the provisians
af this articl�, except that such matters as are included in tl�e 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, hawever; prevent a pr�bationary 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 applye
4.2{a) The initial step in the adjustment of a grievance shall be a discussion between the
Assaciation's President ar Vice President, or any other person designated by the grievant, �nd the
immediate Management Supervisor di�ectly in�alved, 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 Qf the date +�f the actian complained of ar the date the grie�ant 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 pre�entations as well as the c�r�l,discussic�ns requir�d above; The natice af the time,,
date and locati�n 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 �ne) was at a lower
administrati�re level than the Chief of Police, and the ;rievance was notresc�lved at Step C1ne, the
second step shall be a diseussian between the Association's Pxesident or Vice President or
representative and the Chief of Police who shall answer within ten (10} calendar day�. This step
shall be taken within ten (1(7) ealendar days of the date c�f the Department I�irector's answer in
Step (7ne.
4.2(c) Step Three: If a grievance is nc�t resolved in the second step,the third step sha1l be
the presentation of the grievance, in writing, by the Association President or Vice Presic�ent or
representative tc�the City Manager or designee(Assistant City Manager or I)eputy City Manager),
who sha11 answer, in writing, within ten {10) calendar days. The third step shall be taken within
ten(10) calendar days r�f the date of the answer in Step Two.
4;2(d) Step Four: If a grievance is not resolved in the third st�p; the fourth step shall be
referral to arbitratic�n, The faurth step shall be taken within twenty (20) calendar days af the date
of the answer in Step Three.
4.3 For matters regarding disciplinary situations involving mc�re than a reprimand (i.e.,
discharge; demotion or suspensic�n) the folIow�ng procedures wili appiy: 1) Disciplinary grievances
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must be filed within (10) calendar days af receiving a final Natice of Discipline, 2)Disciplinary
grievances �hall cc�mmence at step l of this procedure, at the Chief of Police level, and may
continue to step 4. Frabationary ernployees slzall not be entitled to inuoke Article 4; Grievance
Frocedure, with regard ta matters of discharge, or demc�tion. This shall not, however; prevent a
probationary employee from exercising any other rights under this Memorandum t�f
Understanding.
4.3(a) The initial step in resolving the grievance shall be a discussion between the
Association's President or Vice President or r�presentative desi�nated as such by the grievant and the
Chief of Palice,who shall answer within ten(1�)calendar days.
4,3 (b) Step Two: If a grievance is not resolved in the initial step,the second step shall be
the presentation of the grievance in w��iting by the A�sociation President or Vice Pre�ident or
representative desi;nated as such by the grievant to the Personnel Director, who shall answer in
writing within ten {10)cale�ldar days. The second step shall bc taken vaithin ten(10) calendar days
ofthe date of the answer in the initial step.
4.3 (c) Step Three: If a grievance is not resalved in the second step, the third step shall be
the presentation of the grievance in writing b� the Assc�ciatic�n I'resident t�r Vice President �r
representative designated as such by the grievant to the City Manager or designee (Assistant City
Manager or Deputy City Manager);wht� shall answer in writing within ten(l Oj ealendar 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) 5tep Four; If a grievance is not resol�ved in the third step, the fourth step shall be
referral tc� arbitratioi�. The fourth step shall be �aken within twenty{24) calendar days of the date af
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 Assoeiatior�shall mutually agree to the arbitratc�r. If the City and the
As�ociati�n fail to reach mutual agreement an the appointment af an arbitratc�r, each side shall
submit a list �f five {5) names to tihe other. Each party shall, at a meeting of its representatives;
alternately strike a name fram the list of ten{10) names. The first party to strike a narne shall be
determined by 1ot. At the point in time when one (1) name rernains, that persan sha11 be the
appointed arbitrator. The ct�sts of arbitration shall be borne equally by the City and the
Associatir�n. The City and the Associatian shall pay the cc�mpensation and expenses for their
respective witnesses, At the Associatic�n's re�uest, the City shall rel�ase emplc�yees from duty to
participate in procee�lings.
4.� (f} The arbitrator shall hold such hearings and shall consider such evidence as to the
arbitratc�r appears necessary and proper. The first hearing shall be heid within ninety{90)calendar
days of the date of referral to arbitratic�n. The decisian 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 nat in any way add tcr; disregard or rnodify any of the provisions of this Memarandum c�f
Understanding.
4:4 Failure by either party to rneet any af the aforementioned time irmits as set forth in
Sections 4.2 (a-d) or 4.3 {a-f} will result in forfeiture by the failing party;e�cept however,that the
aforernen#ioned tirne limits may be extended by mutual written agreement. Grievances settled by
foi:feiture shall not bind either pai�y to an interpretation of this Memorandurn of Understanding,
nor shall such settlements be cited by either party as evidence in the settlement of subsequent
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gzievanees.
4.5 Notwithstanding the afflrementianed pracedure, any individual emplc�yee shall
have the right to present grievances to the City and to ha�e such grievances adjusted without the
interventian af the Assaciation, provided that the adjustment shall' not be inconsistent with this
Metnc�rand�,lm of Understanding; and further piovided that the Association's President shall be
given an opportunity to be present at such adjustment.
Al2TI+C'L,� 5: SA�ETY
5:1 T17e City Council desires to maintain a safe place of empioyment for City
employees and to that end City managemel�t sl�all make all reasonable provisions necessary for
the safety of employees in the perfoi-mance �f their work.
5.2 R�gular rneetings 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 nne;
A�2'�ICLE 6: D�SA�ILITY ANI�UNEMPLClYMENT
6:1 Suppl�mental Benefits for Industrial Injury: Whenever any Regular emplc�yee,
who has completed their initial probationary period, and who is a member of tlxe Public
Ernploy�es' Retirement 5ystem is disabled, whether temp�rarily or permanently, by injury or
illness arising out of and in the caurse c�f the employee's duties,which comes within the application
af the Workers' Compensatian and Insurance Chapte�s of the State Labor �ode, the ernployee
s�all become entitled, to compensation at the rate of eighty-five percent($5°10)of the employee's
regular salary, in lieu of tempc�rary 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 pensi�n. 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 temporar�
disability indemnity payments shall become entitled to receive supplemental benefits at the rate of
seventy percent (7�°fo) of the emplc�yee's regular salary for the peric�d of such disability but nc�t
exceeding si� (6) znonths or until such earlier date as the employee is retired on permanent
disability pension through the Public Employees' Retirem�nt System. In consideration of this
benefit, the Regular ermplc�yee shall pay over to the City any temp�rary c�r permanent disability
comp�nsation received, whether from Workers' C�mpensatic�n, employee grc�up insurance bene-
fits or unem�layment compensation benefits provided far under State law; and sha11 affirmatively
assist the City in obtaining any such benefits ta which the employee may be entitled but has not
yet receiued 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 pravisions of this parag�aph.
6.2 An employee who is absent by reas�n of industrial disability may be returned ta
work by the City and given temporary light duties within the employee's ability to perform, with
the consent ofthe 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 ii1 such temparary duties. The City may rec�uire
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an employee being,considered for return ta work after an absence cal2sed by disability or illness to
submit to a medical examination by a physician or physicians approved by�ity for the pnx�at�se of
determining that such employee is physically and mentally fit and able to perfc�rm the duties of the
employee's positian withouf 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 fram said third party,then all supplementai benefits
received as provided for in Section 6.1 nc�t aiready repaid from the c�ther sc�urces mentioned in
Section 6.1 shall be repaid to the City by the ernployee.
6:4 Vacation and sick leave shall be accrued while a Regular empl�yee is absent frorn
work as a result of a job related disability and receiving the slipplemental benefits to Workers'
Corz7pensation temporary disability compensation as set forth in 6.1 for the period af such
disability,blit not exceeding one(1) year. All Regular emplc�yees who are not in a City paid status
and on leave receiving Workers' Campensation temporary disability benefits shall receive group
insurance caverage during the period in which they are receiving temparary disability
compensation for up to a maxirnum flf a cumulative tQtal �f five �5) years, which includes the
period in whicl� the employee is receiving supplemental disabxlity bene�'its as set forth in 6.1,
pravided the eznplc�yee pays his or her share, if any, of the manthly group medical insurance
pragram premium. Holidays which occur during the period for which an emplayee is receiving
teinparary disability compensation sh�.11 not be recognized by such emplc�yee for compensation
purpases.
ARTICLE 7: �idll'L4DY�E STA"I'US
'7.1 Employees will be designated as Regular or Full Time Ternporary depending upon
the purpose for which they are hired and their length of continuc�us service with the City.
7.2 A Regular �mployee is an employee hired fc�r a fizll time position that has been
regularly established as an authorized position and is of rndeterminate duratian, status code three
(3). A Regular employee shall receive not less than the minimwn rate for the jo� and shall be
eligible fc�r sick leave pay, vacation pay; holiday pay, retirement plan participation, insurance
coverage and items of a similar nature a�the employee becomes eligible Regular employees shall
serve a probationary period of one (1) year upan initial appointment to Regular status.
Probationary emplc�yees shall n�t be eligible for leave of absence, supplemental benefits f�r
industrial injury, funeral leave for non-imrnediate family members, educational inc�ntive pay;
preference or re-employment rights as a result of demotion or layoff, ar items of a similar nature.
An employee's probationary period shall be extended by the duration of any paid or unpaid
absence of two(2}or mare consecutive pay periods. A prol�ationar�p�riod may also be extended
at the discretion af City management f�r a period not to exceed six (6) months far the purpose c�f
enabling a more extensive review and evaluation of a prflbatianary employee prior to the employee
abtaining permanent status. A probationary employee shall be notified in v,�riting of such an
extension not less than ten(10)working days prior to the ex�iratian of the probatic�nary period.
7.3 A Full Time Temparary employee is defined as an employee hired for occasiQnal
or seasc�nal work for a period not to exeeed one thousand(1,0�0)h�urs in a fiscal year, status c�de
seven(7). A Full Time Temporary employee shall receive not less than the minimum rate ft�r 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 particip�tion, nor shall an
7
employee accrue seniarity Qr prc�motion and transfer rights,or leave of absence rights. Ternporary
employees serve afi will. If`a Full Time Temporary employee is reclassified to Regular status, the
ernplo�ee shall be credited with all continuous ser�ice in determining eligibility for such benefits
as may accrue to the employee in the new status.
ARTI+CLE 8. WAGES AIVD CI.,ASSIFICATIOI�IS
8.1(a) Employees shail be paid a vvage rate based upon their work performance. Upon
initial appointment to a classification,an einployee shall normally be paid the lowest wabe rate for
that classification. An empioyee may, however; be paid a wage rate above the lawest wage rate if
cireumstanee� justify it. Notwiths#anding the fallowing requirements relative to periods of
emplayment at a saiary 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 re�uire 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
peric�ds of employment in each and every successiVe Compensation Step in the Gorr�pensation
R:anges listed in Exhibit "A". A full pay period as used herein is defined as one in which the
employee works t�r is paid fQr time off fdr at least half of t�e regularly scheduled work hours. The
effective date t�f a higher wage step sha11 be the first day of the pay period following c�ualification
for the new step.
8.1(b) Shauld an em�loyee wish to appeai a denial of a step increase, the emplayee may
do so by submitting an appeal (1) to the Chief of P�lice, and if not resolved, (2) to an advisory
comrnittee camprised of twa {2) repr�sentatives designated by the Association and one {1)
repiesentative designated by Police management. The committee will consider the appeal and
make an advisory recommendation to t11e Personnel Director v�hc�se decision will b� final. Such
appeal must be made withir�thirty(30) days of the date of denial of the merit increase.
8.2 Wages shall be paid at bi-weekly intervals on Thursdays far a pay period endin�no
earlier than the preceding Saturday. If a pay day falls on a holiday, payment shall be made on the
preceding workday. All new emplayees must make arrangements to have their pay depasited to a
bank acc�unt via electronic transfer.
8.3 When an employee is temporarily assigned to wark in a classificatian higher than
the ernployee's regular classification, the emplayee shall be paid at the rate established for the
higher classification, with a minimum of four(4) hours and time computed tt� th� next full hour,
except when the work is performed outside of the regulag work hours and the duration is less than
four(4)hours, When`an employee is teinporarily assigned ta wark in a higher classificatian which
has a wage range averlapping the wage range of the employee's reguiar classifieatian, the
ernployee shall be paid at the wage rate of the classification to which the employee is temporarily
assigned,which is next higher to the emplayee's presertt wage rate,but not more than the top wage
rate of the temporary classification.
$.4 When an ernployee is temporarily assigned to work in a classification lower than
the ernployee's regular classification,the employee's rate of pay will nat be reduced.
8.5 For putposes of wage rate progressi�n in a temporary classification, the time
worked by an empl�yee in other than the employee's regular classificatic�n shall also be accrued
in such temporary classificatic�n.
8
$.6 Attached hereto and made a part hereof is Exhibit "A" titled "Schedule af Wage
Rates,"
8.7(a} Attached hereto and made a part hereof is Exhibit"B" entitled"Jab Definitions."
8.7(b) Attached hereto and made a part hereaf is Exhibit "C" entitled "Minimum
Performance Standards fc�r 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 wark a regularly scheduled shift where more
than �0% af the emplayee's regular hours worked falls within 12 Nc�on�nd 12:t�0 Midnight, the
emplayee shall receive shift differential pay of three and c�ne-half percent(3 1/2%), in additian tc�
the employee's regular houriy 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%0), in addition to the employee's regular hourly pay rate.
8.9 An educational incentive of two anti one half percent (2.5%0) shali be added to the
base pay of those Regular employees with an A.A. or A.S. degree or si�ty (60) semester units of
credit. Effective on March 4, 2001, five percent (5%0) shall be added to tlze base pay of those
Regular employees with a Bachelors degree, c�r one hundred twenty (120) semester units.
8.10 Bilingual pay of two and ane half percent{2 %%) shall be added to the base pay af
qualified emplQyees who have been designated by the Chief of Police� or designee, to utilize
bilingual skilis.
8.11 For tht�se assignments of Field Training C)fficer and ID Technician, as identified
by the Chief of Police via Personnel t�rder,a specialty pay of five percent(5%) crver base pay will
be paid but shali be limited to such tirne 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 managernent
and public record request duties related to the body wr�rn camera program and SB 16 legislative
mandates, crr{2) When assigned to the I�etectives Division,
AI�TI+CLE 9: HC7►URS AIVD OVEI�TIIVi�
9.1 All Regular empl�yees will receive fitll tirne employment f�r �ach workweek
employed, provided they report for duty and are capable of perfornning their work. This is nat t�
be interpreted that the City does not retain the right to lay off or release employees on accc�unt of
lac�C of work or other valic�reason at the end of the work week.
9.2 Each emplayee shall report for wc�rk at the employee's regularly established
headquarters and shall return the�eto at the conclusion of the day's work and the tirne spent in
traveling between such headquarters and the job site shall be considered as time worked.
9
9.3 A workweek is defined to coissist of seven (7} consecutive calendar days, Sunday
tku:ough Saturday, and a basic workweek is defined to cc�nsist of five {5) consecutive workdays df
eight(8)haurs each. The basic workweek may begin on any day Qf the week ar at any hour of the
day during the workweek: The basic workweek indic�ted above may be modified by mutual
agieement of the City and the affected employee (s) in those situatians where such a m�dification
serves the interests of both the City and its employees.
9.4 �vertime is defined as{a)time worked in excess of�o7-ty(40)hours in a wark week;
(b) time worked in excess of eighfi ($), nine (9), c�r ten �10) hours as applicable on a scheduled
warkday, {c) time warked on a non-workday, (d) time worked outside af regulai hours on a
workday, and(e)time worked on a izoliday. Clvei-time shall be computed tt�the nearest one-quarter
(1/4) hour. Time worked as defin�d in {a) or {c) above as a result of a shift change shall not be
regarded as c�vertime for compensation purposes. In such cases where the basic wt�rkweek has
been mt�dified by mutual agreement pursuant to 9.3, these overtime requirements may be waived
pursuant to applicable 1aw.
9.5 Wc�rking overtime requires prior approval by an immediate supervisor or ather City
management staff. (7vertime compensation shall be paid at a rate equivalent to one and one-half(1'IZ)
times the regular rate of pay or,at the employee's opti�n,the emplayee may elect to receive time off
with pay at the rate of one and one-half(l ll�) haurs off for each overtime hour worked. Employee�
wha request compensatory time off with seveniy-two {72) haurs advance notice w�ll have their
request approved provided such lea�ve does not c�eate an"undue hardship,"as autlined in the federal
regulations. Requests fc�r compensatory time o�f without seventy-twc�(72)hours advance notice may
be considered on a ease-by-case basis, The maximurn compensatory time r�ff available for any
employee at any t�me shall be lirnited to the maximum allowable CT{7 accumulation pursuant to the
federal Fair Labor Standards Act. In the event overtime is worked when an emplayee has the
m�irnum accurnulation af compensatary time off,two hundred forty(240}hours,the employee sha�l
be paid for the overtime worked as set forth aboVe. Emplayees whose employment with the City is
terminated for any reason shall,at the time of terminatian,receive any unused�ompensatory tirne off
previausly earned.
9.6 If an ernployee perfarms overtime wark immediately fallowing the end af the
employee's regular shift, the �mpinyee shall be paid avertime co�npensation only for the actual
time worked. Ernployees who are required to report for wc�rk c�n their nan-workdays ar an holidays
they are entitled to have off or outside of their regulai hours on workdays, sha11 be paid overtime
compensation for th�actual time worked,but in no event far less than tY�ree(3)hours compensation
for each call-out, except hawever, that employees �hall not be paid more than time and one-half
the regular rate c�f pay for any given time period. If an employee who is calied �or such wnrk
autside af the employee's �egular hours on a workday continues to work into the employee"s
regular hours, the emplc�yee shall be paid overkime compensatian only for the actual time worked.
Employees who are required tc� 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
warked, but in na event for less th�n four(4) hours' compensation. If an employee is required to
report ta court on the same day for the sarne subpoena fc�ll�wing an appearance on that subpaena
prior to 12(30 hours, the employee will be paid actual overtime worked far that subsequent
appearance in addition ta the minimum overtime compensation paid for the morning appearance.
On rnultiple subpaenas for the same day employees will be allc�wed only one minimum overtirne
clairn before 1200 hc�urs and one minimum overtime claim aftei• 1200 hc�urs.
10
If an employee has received a subpoena for court appearance and the subpoena is subsequently
cancelled, the employee sha11 receive compensation as autlined in this section if the City has nat
made natice of the canceIlation available to the employee by 1804 hours the day preceding the
caurt appearance if sueh 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 ernployee's nfln-warkday or
an a holiday the employee is entitled to have off,
9.'7 Overtime shall be distributed as equally as is practicable among thc�se emplo�ees
who are qualified and available and who volunteer for overtime work and the City shail nat require
employees who have worked overtime to take equivalent time off during a workday without pay,
9.8 Cammunity Service Officers shall select sluft and days off by seniority within
classificatic�n with the department. Such selection shall be subject to change based on departrnental
needs and/or administrative adjustments. As much notice as is practical shall be provided when
changes, shifts, and days off are made: In the event Management proposes ta change shift
schedules, the Association will be nc�tified and given the opportunity far input.
9.9{a) Comrnunity Service Officers assi�ned to field operations or the telephone response
unit shall select watch and days off by seniority within classification with the Department, except
as otherwise prc�vided herein. Shift rotation wi11 be scheduled every four (4) months l�ebinning
the first day of the pay period closest to January l, 1Vlay l, and September 1. An officer will not
be permitte� to rernain on a,given shift in excess of twelve (12) consecuti�e months. Community
Service Officers may be assigned to days c�ff and a watch based on Departmental �eeds and/or
administrative adjustments, As much notice as is practical will be provided when making
assignments based upon Departmental needs and/or administrative adjustments. Any
administrative adjustment in assignment made after completion c�f a watch sign up shall not give
an employee the right to bump for another watch, a change in days aff; or vacation.
ARTICLE 10; SElVI{� 'TY
10.1 Senicrrity is defined as total length of continuous service with the City. In
deterrnining an employee's seniority, the continuity af the emplcayee's service will be deemed tc�
be broken by termination afemployment by reason c�f(1)resignation, (2) discharge far cause, (3)
layoff, (4) failure to return immediately on the expiiation of a leave of absence or acceptance of
other full time employrnent while on leave, and (5} absence without pay, without a le�ve of
absence, in excess c�f three (3) warkdays. Cc�ntinuity of service will not be braken and senit�rit�
will accrue when an ernplc�yee is{a)inc�ucted,enlists c�r is called to a�tive duty in the Arrned Forces
of the United States c�r �ervice in the Merchant Marine or under any Act o� Congress which
provides that the employee is entitled to reemployment rights, (b)on duty with the National Guard,
(c)absent due to industrial in�ury;or(d} on leave of absence. Seniarity,as defined in this section,
does nat apply to preference for shift scheduling or vacatian scheduling.
ARTI+CLE 11: P120Md?TI�l�T Al�TD T NSFER
11.1 All promotions and transfers shall be in accardance with standards and procedures
as determined by the City.
I1:2 All promc�tions and transfers of employees covered by the Memorandum of
Understanding shall be on a probationary basis applicable to the pasitian being filled, At any time
during the probatianary period of the �ity may terminate the appointment. If an appoinfiment is
11
terminated,the emplayee shall bereh�rned ta either the employee's previous classification and pay
rate, or some other classification that is mutually aceeptable to t11e employee and the City, except
whenever the City discharges the employee from emplc�yment with the City. Any unpaid absence�
during a probationary period shall cause the probationary period t� be extended by the length of
the absence.
ARTI�LE 12; DEM{?TI�1V AT�� LA'4'i�FF
12.1 When it becomes necessary for the City to lay off Regular eznployees,the City will
give employees involved as much natice as possible,but in no event will such employees receive
less than two (2) weeks notice of layof£ 'S�Vhere prabationary or'temporaiy employees are to be
laid off;no natice af layoff need be given.
12.2 Layoff in all cases due ta lack of work will be determined by an empl�yee's
seniority. An employee whose jc�b is being eliminated may elect to displace an emplayee in a
lower paid classification and if the employee's seniority is greater than that t�f the em�loyee in the
lower paid classification.
12.3 Regular employees who are laid c�ff, or choc�se to retire rather than be laid off, will
be given preference in filling fiature vacancies far a period up ta two{2)years, in the reverse order
in which employees were laid off, prt�viding they keep the City advised of their current address.
Notifications of positic�n vacancies shall be by reg�stered mail to the employee's last l�nown
address,as supplied by the employee. Re-ernployment shall be based upan the laid-offemployee's
ability ta meet current emplc�yment standards. If an emplayee does not accept re-employmenti,the
ernployee's name shall be removed from the re-employment list and the employee shall no longer
have re-ernployment rights, If a laid�off employee is subsequently re-hired �aff a reernployment
list intc� a class'ification cc�vered under the terms af this Memorandum t�f Understanding, the
employee's unpaid sick leave balance, original hire date; and vacation accrual rate shall be
reinstated.
12.4 Natwithstanding the provisions Qf this Article, tihe City and the Association ma�
agree ta other proc�dures during the term c�f this Memorandum of Understanding.
�RTICLE 13: I,EAV� �iF ABSEIVCE
13.1 Leave of absence may be granted to Regular ernplt�yees by the City Manager for
urgent and substantial reason, up to a maximum of one {1) year, providing satisfactory
arrangements can be made to perfc�rm the employee's duties without undue interference with the
norrnal r�utine 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 vvill be
granted.
13.2 A leave of absence will canicnence on and include the first workday an which the
employee is absent and terminates with and includes the workday preceding the day the employee
returns to r�vork.
13,3 All applications for leave of absence shall be made in writing except when the
employee is unable to do so: The canditions under which an employee will be re�tored to
employrnent on the termination of leave of absence shall be clearly stated by the City in
conjunction with the granting c�f a leave of absence. Upon an employee's return to work after a
12
leave of absence, the empioyee wiil be reinstated to the employee's former position and working
conditions,praviding that the employee is capable of performing the duties af the former position,
except that if there has beei�� reduction of farces or the emplc�yee's posific�n 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 wi11 not be impaired by such leave of
absence and the ernployee's seniority will accrue.
13.5 If an employee fails to return immediately on the expiration of the employee's leave
of absence ar if'the ernployee accepts c�ther full time empioyrnent while an leave, the ernployee
will thereby forfeit the leave af absence and terminate the employee's employment with the �ity.
�3>.b An employee on a leave of absence as pravided herein sha11 not accrue vacation-c�r
sick leave benefits nar mailltain,group insurance c�verage. An employee may; however, at the
employee's optic�n and expense,maintain the employee's group insurance coverage providing the
full rnonthly premium is received in the Financ� I7epartment of the City on c�r before the firs�day
af the month for which the premium is intended. Natwithstanding the above,however,if the leave
af absence is as a result of exhaustian of sick leave benefits, an emplc�yee's broup insurance may
be maintained for up to three(3) caleiidar months in one 12 rnonth period an the normal premium-
sharing farrnula, providing the employee pays the employee's share of the premium on a timely
basis.
1�.7 Reproductive Loss Lea�e of Absence: Employees wha are absent fram wo�k due
to a reproducti�e loss event are eligible for up to five(5) days of prc�tected leave per event, subject
to a maximum of twenty (20) days in a 12-month period. "F�.eproductive loss event" is defined as
"the day or, for multiple day events, the final day, of a failed adaption, failed surrt�gacy ar
unsuccessful assisted reproduction," The reproductive loss leave is unpaid; hc�wever, employ�es
may use available accrued�aid leave such as vacati�n, 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 ta be consecutive.
Al2'�'I+CLE 14: �XPEN�E�
14.1 Whenever an emplc�yee uses his or her personal automobile far the City's
convenience, the employee will be reimbursed therefore at th� same rate per m11e as established
for Ilnrepresented City emplayees.
14.2 Whenever employees use their personal vehicle for the emplayee'sJemployer's
canvenience for c�ut of City travel on official City business, the total allowance for transpartatian
shall in no case exceed the cost oftourist-class air passage if such service is available. (This wo�zld
include ariy additianal expenses that would be incurred for 1c�dging, per diem allowances,meals
and other expenses.) If air service is not available, the allowance for use of a persanal vehicle,
shall be subject to authorization by the Finance Officer.
14.3 The City is not respansible for any Ioss or damage, r�perating maintenance ar repair
expens�s to persanal vehicles used on City business.
14.4 When travel by air has been offered and the employee elects, with �epartment
Director apprr�val, to utilize gmund transportation, trauel time will be allowed on the same basis
13
as if the employee had traveled by air. The employee will charge to the City only the time that
wr�uld have been required to make the trip using airline transpc�rtation. All time in excess af air
travel time will be charged to the ernployee. Exceptions may be authorized by the Finance Officer
in cases where it is beneficial to the C'rty for the employee t� use their personal vehicle.
14.5 Employees who have a temporary work assignment at such distance that it is
impractical for them to return tQ their regular place of abade will be allowed actual personal
expenses for 6oard and lodging for the duration of such assigt�nent provided tl�ey board and ladge
at places tc� be approved by the City. Except in the circurnstance described in Section 14.4 above,
the time spent by such employees in traveling to such temporary assignment at its beginning, to'
and frflm home on holidays and weekends, and from such temporary ass�gnment at its conclusion
and any reasonable expense incut-�ed thereby will be paid by the City.
14.6 Meal allowance will be reimbursed at the same rate as established far
Uruepresented employees. Meal allawance is included in an individual's gross wages as
deterrnined by the Imternal Revenue Service {I.it.S).
14.� When meals are included in the registration fees or transportation charges;
adjustlnent of ineal allowance will be made:
14.8 Any request for more than the normal rneal allowance must be accompanied by a
written ex�lanation as to the reason for the excess, a copy c�f an itemized ieceipt indicating actual
charges for each item purchased, and must be apprc�ved by the Finance {)fficer. Alcoholic
beverages are not a reimbursable expense.
14.9 Reimbursement for.reasonable costs ather than meals and lodging incurred for the
fc�llowing incidental expenses shali be permitted providing suci� expenses are justified and
itemized:
Registration
Tips and other gratuities
Taxi, bus and ather local transpartation fares
Business telephc�ne calls and telegrams
(�ther justifiable incidentai expenses
14.10 Employees will be reimbursetl fc�r actual expenses only. Any savings realized by
employees by ride sharing, lower accommodation casts, etc;, shall accrue to the City.
�laTI+CLE 15: SI�I��.:,��VE
15.1 Sick leave with pay shall be accumulated for each Regular employee at the rate of
forty-six thousandths (.046) of an hour ft�r 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�vhiGh is equivalent to a rate of.033 per hour worked. Full Time Temporary
ernployees (5tatus 7) will be eligilale to use the sick leave accrual on the 90th day c�f emplayment,
and will be limited to 24 haurs or three days of paid sick leave in each year of employrnent per
California state law, A minimum increment of sick leave usage is two hours.
14
15.2 Sick leave sha11 be allowed for a non-work related absence due tc�: (a) the inability
of an employee to be present or perform the ernployee's duties because of personal physical or
mental illness,offduty injury or confinement far medical treatment; (b}personal medical or dental
appc�intments which are impractical to schedule c�utside of regular working haurs; (c) the need to
be present during childbirth,surgery, critical iliness or injury involving members of the immediate
family as defined in 16.1, far up to forty(40)hours per incident, aild{d)the need ta attend sick or
injured immediate fami�y inembers as defined in Section 16.1 far up to forty-eight (48) hours per
caiel�dar year.
15.3 Management may rec�uire satisfactary evidence of illness or disability before
payment for sick leave wili be made. The City may also require a�l ernployee requesting t�o return
tc� we,rk after sick leave c�r leave of absence for tnedical or psychiatric reasons to submit to an
exarnination by a physician or physicians approved by City for the purpc�se of determining that
such employee is physicall�or mentally fit and able t�perform the duties of the emplc�yee's former
positian withaut hazard to himself c�r to the employee's fellow employees or to the ernplayee's
own permanei�t health. Such exarninatic�n or e�aminations shall be at the sole expense t�f the City,
and the employee shall be placed an leave with pay for the purposes af such examination.
1 S.4 If a holiday which an employee is entitled to haVe off with pay oecurs on a workday
during the time an emplc�yee is absent on sick leave,the employee shall receive pay for the haliday
as such and it shall not be c�unted 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 emplayer's�egular pay rate for thirty-three and one-third percent
(33 1/3%)ofthe em�rloyee's accumulated sick leave hours. Far employees with 15 years or more,
but less than twenty (20) years of continuous service, the percentage set forth abo ve shall be
increased �o forty-five (45) percent. For ernployees with twenty (20) years c�r mt�re cc�ntinuous
service the percentage set forth abcrve shall be increased to sixty(60) percent.
15.6 Effective March 15; 2015, �pan retirement, any sick leave pay out the emplayee is
eligible to receive wi11 be transferred into the VantageCare Retirement Health 5a�rings Pl�n on a
pre-tax basi�. Tne sick leave pay c�ut amount will be calculated i�sing the percentage levels
described in Section 15.5 above. However, if the sick lea�re pay nut is less than $S;Ot�O, then the
employee is not entitled to participate in the VantageCare Retirement Health Sav'rngs 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 CaIFERS,pursuant
to the contract between the City flf R.edding and CalPE1ZS.
15:7 Whenever any employee exhausts all categc�ries of paid time aff as a result of a
non-work related illness or injury, with approval af the employee's L)epartment Director, the
Persannel Director and the City Manager, an ernpioyee rnay receive up to eighty (80) hours
advanced sick leave with pay. If the emplayee returns to duty, such advanced sick leave shall be
returned to the City from subsequent sick leave accruals. If the em�loyee terminates City
emplayment, such advanced sick leaue sha11 be repaid ta the City.
AR'TI�LE i6. �E A�EMEN'� LEAVE
16:1 Regular emplayees wha are absent frorn wc�rk due ta the death of a member�f the
employee's "immediate family" shall reeeive eompensatian at the regular rate of pay for the ti�e
necessary to be absent from work,but not to exceed it�rty(40)working hours. "Immediate family"
15
as used herein includes only employee's spouse or registered domestic partner,children(including
rniiscarriages and stillbirths), grandchild�ren, brothers, sisters, parents, or grandparents af either
spouse or other persons who are living in the employee's immediate hausehold. The relationships
included herein shall apply whether by btood or marriage. Employees may take up to five(5)total
work days due ta the death af the employee's"immediate family"in accordance with Government
Code section 12945,7. Emplt�yees who have exhaust�d their allowance c�f paid leave as pravided
in this section may request to utilize sick leave,vacation, or compensatory time off or unpaid ieaue
if the employee wants to take additional time c�ff up tc� the five {S) total wc�rk days of lea�e
provided. Such bereavement leave for immediate family as provided in this section need not be
taken in cansecutive days, but must be used within three {3) months of the date of death of the
immediate family member,
16.2 R.egul�r employees who are absent from work tcr attend the funeral of a person other
than an immediate family member shall give as much ad�v�nee i�otice as possible and shall receive
compensatio�l at the regular rate of pay for the time necessary to be absent from work, but not to
exceed one (1)regularly scheduled wark day per funeral. A maximum of twenty fc�ur {24)hours
may be utilized'fc�r this type of leave in a calendar y�ar.
16.3 An �mployee must be in a paid statu� an both scheduled wesrkdays immediately
adjacent to bereavement leave in order ta receive pay for such leave.
ARTI+CLE 17: HCILI�AYS
17.1 Regular employees, except as atherwise provided herein, shall be entitied to have
the follc�wing halidays aff with pay:
l�orrt��l�h��tt H�ae�rs
�J��C�LICI'�C�t3N Cl�"HC�L�7►A'�`
� 9 1�
A January l sc X X X
� ' The third Monday in January,known as Martin Luther Kingy 7r. X � �
Da
C; I.incoln Day X X X
�► - The third Monday in�"ebruary,knoum as President's Day X X X
� The last Ivlonday in May,kncrwn as Memorial Day X X X
�" June 19�';knawn as"Juneteenth" X X X
� ' July 41h X X X
H ' First Monday in September;known as Labor Day X X X
I November l lth,known as Veteran's Day X X X
J Thanksgiving X X X
K Frida after Thanks iuin X X X
L The last half of the norrnal work shift befare Christimas X X X
1V� December 25ih X X X
"X"Means Holiday is abserved TC3TAL HOLIDAY HflURS PER C�I,ENDt1R YEAR 1OQ 112.a 125
If any of the foregoing holidays fall on a Sunday, the Monday fallowing shall 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
halidays on Sunday. If any of the foregoing halidays fall on a Saturday,the preceding F�riday shall
be Qbserved as the holiday, �xcept by those emplc�yees who are regularly scheduled to work on
Saturday c�ther than on an avertime basis. Emplayees who are regularly scheduled to work on
Saturdays shall c�bserve such holidays on Saturday. If any of the foregoing holidays fall on any
day frarn Mc�nday through Friday, inclusive, and that day is a regularly s�heduled n�n-w�rkday
for an employee, such �mployee shail be entitled to receive another warkday off with pay to be
scheduled in the same manner as vacation days are normally scheduled. Emplayees� who w�ik
alternative work schedules commonly knawn as 9/80's, 4/5�9's; flr 4f 10's will be entitled tc�
holiday pay far eight (8)or nine (9) hc�urs as applicable. Department minimum staffing levels an
all c�f th� aboVe listed holitlays is required to ensure appropriate pubIic 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 t�fficers who are assigned tt� the Field
(�peratians Division and wha are regularly scheduled t�r otherwise required to report�or duty on
the holiday. Notwithstanding the faregaing, an employee may talke off, with pay, on his �r her
birthday or anytime duxing the pa� period in which the birthday occurs, or the birthday ma�be
deferred and scheduled as vacations are normally scheduled. W11en an emplc�yee wcarks on their
birthday,the emplt�yee shall receive pay at the straight time rate.
17.2 Notwithstanding the foregoirag; employees may be scheduled to wark on holidays;
in which event any such employee will,in addition to the emplayee's holidaY paY>be compensated
therefore at the overtirne rate of pay for a11 time wc�rked on such days. An employee may,however,
at the em:ployee's optic�n, elect to obs�rve that holiday at anc�ther time tca 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 an that day at the overtime rate of pay, and shall not receive holiday
pay for such day.
1'7.3 If an employee is in a non-pay status on eitl�er workday immediately adjacent t4
the holiday, the employee shall ncat receive pay for the haliday:
17.4 For employees on a leave of absence;holiday accrual earned shall be lin�ited ta the
average haurs in a paid status the day before and the day after the holiday, up to a maximum of
the regulan c��urs scheduled to work on said holiday.
ARTICLE 18c "�ACATI+Dl�iS
18.1{a) Regular employees af the City shall accrue vacations with pay as fc�llows:
A.+�+CRC.T '�" C�LT+��C �`�.t�► .A�TE YEA,RS C3F
"TE P'ER �'Rt� �'�Y ����.�T SERV�C�
H{�iTR l�lE �►� '�E
A .039 Date of 104cr, 2 weel�s 1-4
Em lo ment
�3 .Q58 l O5c'' 234'�, 3 weeks After 4
aC ,Ob8 235t'' 364`', 3 ':/z weeks After 9
ll .077 3b5`1i 494t�' 4 weeks Aftei- 14
E .087 495t�, 624�t' 4 'lz weeks After 19
�` .096 62Sr�' S weeks After 24
17
18.1(b) A full pay period as used in this Article is defined as one in which the employee
works or is paid far time aff for at least half af the regularly scheduled work hours.
18.2{a) Effectzve t�ctober $; 2025, the maximum vacation tirrie which can be accrued by a
Regular empioyee is five hundred{500)hours.
18.�(b� It is City policy that employees take their normal vacation each year at sucl� time
ar times as may be approved by the Department.
18.2(c} In the event of�iepartmental canceliation of a previously scheduled vacation or c�f
a paid leave of absence due to industrial ii�jury where such employee would e�ceed the maximum
vacatian accrual, the accurnulation of vacatian hours may exceed the f'ive hundred (500) hour
maximum. In the event of a paid leave of absence due to an illness or injury that is not job related,
the Chief of Police may approve the accumulation of vacati�n hours in excess of the five hundred
(500) hour maximum. Whenever such excess accnials accur, the employee shall have one year
from the date the vacation was cancelled or frc�m the date the employee returns to work from illness
or injury to utilize the excess accrual. Any excess accrual that remains at the end of such period
shall be forfeited.
18.3 Vacation cannot be accrued while an employee is in a non-pay status.
18.4 Vacations wi1l be scheduled throughout the calendar y�ar. Employees with greater
senic�rity within classificatian w�th the I)epartrnent will be given preference c�ver those with less
seniQrity in the seleetion c�f a vacatian period;piovided,however,that if the senior emplayee splits
the ernployee's vacation by requesting less than a full year's allowance to be scheduled on
consecutive workdays; the ernployee's preferential rights shall only appiy on r�ne period in �hat
calendar year priar to all other emplayees being given consideration in the selection of their first
choice vacation period. Vacation scheduling shall be completed at the same time as watch sign-
ups,
1$,5 The City shall not require an employee to take the employee's vacation in lieu of
sick leave or leave of absence an account of illness.
18.6 If a hr�liday which an employee is entitled to have off with pay occurs on a workday
during the employee's vacatian period, suc�i employee will be entitled to an additional day of
vacation and will be cornpensated fQr same.
18:7 Employees whase employment with the City is terminated for any reasan shall; at
the tirne of termination, receive any unused vacatian period previously earned.
18.8 The City will, at the employee's aption; compensate employees f�r accumulated
vacation during any fiscal year as follaws:
� � .�
A�CR�IAL HCDL�'tS PA"YA.�3LE
120 40
24Q 80
18
360 120
18.9 A voluntary vacation danation program is hereby established in which any
employee (herein referred to in this policy as the donc�r) may donate untised vacation hours to
another employee (herein referred to in this pc�licy as the recipient), such danation will be made
on the basis of value (dollar basis) so that �vacation hours from the dc�nor will be converted to
dollars and then to the appropriate vacation hour level for the re�ipient.
The recipient will be required to meet the criteria of having exhausted all paid leave,
including advanced sick leave benefits, due ta a non-work related in�ury or illness and not be
eligible for long term disability benefits. Donated haurs will be posted an 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 danate vacation hours can do so on forms for this use in the
Personnel offic�. All donations will be treated on a eonfidential basis.
t�RTICLE 19� UNIFO S
19.1 With the exception of newiy hired employees; an annual uniform allawance in the
arnount outlined below shall be paid in equally divided installments on a bi-weelcly basis with the
City's regular payroll processing. Newly hired employees upon initial appointment will receive
the full amount indicated below. In July following in the employee's hire date; regardless o�`time
vvith 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.Ofl
Community Work Program Officer $900.00
Property and Evidenc� Technician $900.00
Crime Scene Technician $900.00
19.2 The City shall pay the reasonable cost of repair or replacement af uniforms, glasses,
watches, ar ather personal property up ta three hundred dollars ($300) damaged in the course of
employment. fihis provision does not apply to items lost or damaged as a result af negligence of
the ernployee.
19.3 The City will propose no change in uniform standards during the term of this MOU
that will result in increased cost tc�the eznpioyee.
AI�'�"I�LE 20: MISCELLANE4i1S
20:1 A Regular emplc�yee who is summoned for jury duty and is thu�unable to perform
the employee's regular duties will be paid for the time lost at the employee's regular rate of pay.
19
An employee �nust be in a paid status on both scheduled workdays immediately adjacent ta jury
duty leave in arder to receive pay far such leave�
20.2 Any employee, at the emplo�ee's ret�uest, shall be permitted to ieview the
employee's own personnel file. The file may not,hc�wever,be remo�ved from the Persoru�el Uff'ice.
20.3 An employee who disagraes with the evaluator's statements or canclusions with
respect to the employee evaluation report sh�ll have the right to review such evaluation repart with
the City's Personnel Director and, upan request, shall have the right to have an Association
representative presenk. The emplc�yee may also attach a w�:itten rebuttal to the employee evalu-
ation, providil�g it is done within thirty days af the emplc�yee's receipt of the evaluation.
20.4 Employee hoine addresses and telephone numbers will not b� released to anyone
ather than authorized City persc�nnel without the permission of the emplayee.
20.5 Pric�r to any negative or deragatory documents being placed in the personnel file,
the affected employee shall receive a copy and be given the opportunity tc�attach a written rebuttal.
2(�.6 A release time bank is hereby established. Association m�mbers may valuntarily
donate earned leave time to the time bank for use by Association of�'icials while conducting
Associatic�n business. Danated time wi11 be deducted from the employee's eamed leave:
20.7 The City will prc�vide appropriate self-defense training for Con�rnunity Service
Officers, as determined by the City from time to time. Stitch self-defezlse traini�g will not be
c�onstrued to mean that Community Service Officers will�teed such training in normal day to da�
job situations.
20:8 Ernployees will be allowed to engage in pc�litical activity only during off-duty he�urs
and while out of uniform.
2�:9' VJhenever disciplinary action is imposed, all documents supporting sueh discipiine
shall be provided ta the employee.
20.10 Whenever any in�estigation of alleged misconduct is being undertaken; the
employ�e shall be informed of the nature of the investigatian at the beginning of the meeting; the
meeting shall be canducted at a reasanable time during the emplayee's duty hours; the employee
shall be informed in advance of the name; rank, and command of the officer conducting the
meeting; no mare than two (2) management representatives shall cc�nduct questioning at the same
time, ai�d tlle employee shall not be subjected to offensive language,
20.11 Reference is made to Exl�ibit "U" titled Substance Abuse I�olicy. Such substance
abuse policy is not subject to the grievance pracedure. Any disciplinary action talcen, howeVer;
against an emplc�yee as a result of an alleged violation ofthe substance abuse policy,will be subject
to the grievance procedure:
AR.TI+CLE 21: EMP�.OYEE BEl�TEFIT PRO� IYIS
21.1 Retirement Plan; All Regular employees are c�vered by th� California Public
Employees' Itetirement System {CalPERS) program pursuant to an existing contract with the
Public Employees' Retirement System;
20
Additiollally, ali CaIPERS eligible employees will pay the full cost c�f the 1959 Survivors' Benefiti
Program.
(a) Tier 1—Employees Considered to be "Classic Ca1PERS Members"
Regular emplayees hired prior to Januar� 1, 2413, and those considered to be "Classic CaIPERS
Members"will be covered under the 2.0%o at age 55 retirement beneft foimula with the 12 highest
paid consecutive months final compensatioll prc�vision. Employees will be covered by the Indexed
level of 1959 Survivars' Benefit Pragram (Governrnent Code Section 21382.4), Post-Retirement
Survivors allowance; credit for unused sick leave; and certain military servic� credit. The
employee contribution c�f seven percent(7°l0)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
l�ave City employment and subsequently are rehired will be re-employed witll Tier 1 status far
Ca1PERS benefits.
All Ca1PERS eligible emplo�ees, covered, under Tier 1, agree to c�st sharing of the Ca1PERS
employer contribution rate in accordance with Government Cade Section 20516,effective July 14;
2019. The additional contributzon of pensionable earnings will be paid by the employee thrc�ugh
a bi-weekly payroll deduction on a pre-tax basis.
Tier l employees have agreed tc� cost sharing of the eontribution rate in acc�rdance with
Government Code Section 2{7156 as follaws:
� One percent(1%), effective July 14, 2019 [total employee contribution of 8%];
+ An additional 1.125 percent (1.125%0) for a tc�tal of two point one twc� five percent
(2;125%), effective Novernber 13;2022, [total employee contribution�f 9.125%1.
Except as provided below, the City will pro�ide employees hired prior to 7anuary 5, 2�11, with
the Public Agency Retirement System (PARS} (7.5°lo at age 55 supplemental retirement benefit
formula for each year af regular City serv�ce, any CalFERS service and Ca1PERS s�rvice credit
purchased ai7d credited to the empltiyee's City of Redding Ca1FERS account while an employee
of the City as a supplement to the Ca1PERS benefit; so lang as the empl�yee is vested with five
(5} years of City servzce.
Effective I7ecember 27, 2020, all employees eligible far the PARS defined benefit will make a
mandatary PARS contribution of'1,71%,on a pre-tax basis per pay period.
(b) Tier 2 —Employees hired an dr after January 1, 2013, considered to be "New CaIPERS
Members''
Pursuant to the California Public Emplayees' Pension Reform Act of 2013 (PEPRA), employees
hired on or after January 15 2013; will be covered by the 2.0% at age 62 retirement formula with
the 36 highest consecutive mont�s final cc►mpensatic�n provision as a"New CaIPERS Member"if
th� employee 1) has not been a member of a Califarnia Public Retirement Systern, or 2)had prior
CaIPERSIreciprocity service with a break in service of six mflnths ar longer. Empl�yees will be
covered by the Indexed level of 1959 Survivors' Benefit 1'rogram (Gc�vernment Code Section
21382.�}, Past-Retirement Survivors allowance, credit for unused sick leave; and cet-tain military
service credit: Also pursuant to PEPRA,, New Ca1PER5 Members will be responsible for paying
21
one-half of the total normal cost rate for the retirement benefit an a bi�-weekly p�e-tax basis.
Employees hired on or after January 5,201 l,will not be eligible for the Public Agency Retirement
System(PARS) 0.5%o at age SS supplemental retirement benefit formula.
(c) Effective January 3, 2016, FuI1-Time Temparary employees not included within Section 21.1
above shall be covered by the PARS —457 Plan. Fa7�ticipating employees will pay ane half of the
eontribution or 3.75 percent (3.75°l0) f�r the benefit throug�l a bi-we�kly payroll deducti�n on a
pre-tax basis: The Ci�y will pay the remainder of the contribution or 3.�5 percent (3.75%).
21.2(a) Graup Health and Welfare Insurance Coverage: Al1 Regular employees are eligible
ta participate in a group health and welfare insurance benefit program whieh includes the medical,
prescription, dental, visian, life and long term disability insurance plans, effective the first clay af
ernployment. The City shall �ay the cost of the program for both ernplt�yee and dependents as
indicated below.
(1) Life 7nsurance: Twice annual salary foa employee,$3,000 for employee's dependents.
The City will pay the full cost of the premiums, More specific benefit informatian is provided in
the carrier boolclet.
(2) Health Benefits: Effecti�e January 1, 2017, the City's contributian 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%0) ca-share of premium wiil be recalculated every 3anuary 1�t ta coincide with the
renewal of the City's Ciraup 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 theii pay. This
redireeted the portion of the employee's salary to pay; t�n a pre-tax basis, the employee's
contribution tc�ward the medical,and prescription,dental and vision insurance composite premiurn
rate. Effective December 2b, 2fl11, all eligible employees will receive a ten percent {10°fo)
pr�mium co-share offset in their pay. The City reserves the right to rnodify the group insurance
comp�site rate structure tc� establish classes c�f coverage and rates in an effort to create a rate
structure mc�re compatible ta emplc�yee claims experience.
Al1 eligible employees will be enrolled in the 46Base Plan" and will have the aption on a voluntary
basis ta enroll in the "Buy Up Plan" initially, and during the o�ren enroilment period for each
subsequent calendar year. Changes wi11 be effective at the beginning of the following calendar year.
Employees who do nat 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 manthly group health and welfare insurance compasite premium rate for
the "Base Plan"shall be ninety percent (90%) and the employee wi1l pay ten percent(10°10) of the
premium rate through a bi-weekly payroll deduction. Emplayees electing to enroll in the"Buy Up
Plan" will be responsible for premi�ms 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 Weifare Insurance
Plan will pay 20 percent{20%0) co-share of premium. The City's contributic�n toward the monthly
group health and welfare insurance eomposlte premium rate for the`Base Plan"shall be 80 percent
(80%). Employees electing to enroll in the"Buy LTp Plan"will be responsible for premiums beyond
the�ity's contribution of 80°10 t�f the"Base Plan"compc�site rate.
�2
Effective in January l, 2023`, al� active employees will be able to select an c�ptianal high deductible
plan (medical and prescriptian only) as an additional lower cost optian for group hea�th. The City
will contribute a fl�t rate monthly amount;litnited to the amount of the City's contributic�n taward the
"Base Flan" for the high deductible plazl. Retirees are not eligible for the high deductible�rlan.
The City and the Union agree to meet and confer during the terrn of this agreement over chaixges
to the group health prerniurn contribution formula/structrue when another City of Redding
employee group agrees to a change in p7emium formulalstructure.
Employees with spc�usal caverage will be allowed to"opt out"of the City's group health and wel�`are
insurance coverage (cease paying their share of the prernium), Employe�s``opting out"of the City's
group heaith benefits must provide praof of alternative health care coverage on an annuai basis during
the open enroliment period.
For specifics regarding the City's Group Health and Welfare Benefit Plan, refer tc� the Benefit
Summary Plan Description.
Prescription Benefit: Coverage also includes a prescription drug eard prt�gram with co-payments
as shawn in the following table;
Co-P�ys Effective 1�111'7
lZetail(�4 days' suppiy)
Generic $10.00
Brand $Si�.O�
Na Generic A�ailable $20.00
Mail 90 da s' su 1 )
Gener•ic $20.00
�r�nd $100.00
Na Ganeric Available $40.00
(3) Dental Benefits: For specifics regarding the City's Dental Plan, refer ta the Benefit
Summary Plan Description.
{4) Long Term Disability: For specifics regarcting the City's Long Term Disability Plan,
refer to the Benefit Summary Plan,Dacument.
(5) Vision Benefits. For specifics regarding the City's Vision Plan, refer to the Benefit
Summary Plan Description.
The City may if practicable, rnadify the group insurance program set forth above by adding
ut�l�zation review and by creating preferred provider arganizatian programs which create financial
incentives for the employee tc�use such preferred provider services, but do not reduce any current
benefit level nor irnpose any penalty for the employee who elects not to use a�referred provi�er's
services.
23
21.2(b)Tier 1 —Group Health Benefits at Retirement for Employees Hired Prior ta January
5, 2011
All active employees hired prior to January 5, 2411, who retire frarn the City and are
eligible for CaIPERS benefits upon separation of service s11a11 be eligible for tl�e City to pay a SO%o
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 pi�n also made available to
active emplc�yees. To initially qualify for the benefit,the employee must'go directly from active
status to retiree status with Ca1PERS. To maintain a c�ualified status, and to continue to receive
the benefit, the retired employee must cantinue the group medical insurance durinb retirement
without a break in coverage. Payments by tlle City will be disconfiinued upon terminatian of group
medical insurance c�verage by the City retiree oi•loss of qualified status by the retiree. Follawing
the death a retiree, the surviving spouse, if any, rnay continue the insurance and the City will
continue the benefit on the sarne terrns anc� conditions fQr the life of the survi�ving �}�ouse. The
City wi11 nat contribute payments on behalf of any retiree hired pric�r tc�January 5, 20I 1,except as
set foi-th above. (Employees whc� retired piior to Ju1y l, 2401, are eligible fi�r health coverage
only�)
{c) Tier 2—Hired On or After January 5, 2411
All active emplayees hired c�n or af'ter January 5, 201 l, who retire f`rom the City during the
term of this MC?IJ and wha have five (5) or more years of City service (and aTe eligible for
Ca1PERS benefits upon separation of service) sha11 be eligible for the City ta pay shall pay a
proportionate share t�f the cost of the insurance premiums in acec�rdance with the follawing
forrnula: two percent (2%) for every �ear af active service with the City of Redding up ta a
maximum of fifty percent (50%) should the emplc�yee transitioning to retirement elect to
participate in the group health, dental and vision plan also made available to actiue employees, To
initially qualify for the benefit, the employee must go directly from active status to retir�e status
with Ca1PERS. To maintain a qualif ed 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 retiled employee and their cc�vered spauses who reac�i Medicare AB eligibility
age mus�enroll in Medicare. Payments by the City wi11 be disct�ntinued upon terminatian of group
medical insurance coverage by the City xetiree or loss of qualified status by the retiree. FallawinD
the death a retiree, the surviving spouse; if any, may continue the insurarzce and the City will
cantinue the b�nefit on the same terrns and conditic�ns for the life of the surviving spouse: (The
City will not contribute payments on behalf of any retiree hired after January 5, 201 l, except �s
set;fc�rth above.
(d) Retiring employees who were hired or worked under a different Memorandum of
Understanding (MOU) or City Resolutic�n shall be wested with the greatest retiree premiurn co-
share farmula in effect and for which that employee qualified for during his or her term af
em�loyment.
(e) Beginning Calendar Year 2417, the City will offer two health plans; a"Base Plan" and
an aptional "Buy Up Plan'': All retired emp�ayees pal�ticipating in the group health plan will be
enrolled in the'"Base Plan" and wili have the option on a vflluntary 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 begii�ning ofthe following calendar year. The City shall pay a prt�portionate
share of the cc�st of the "Base Plan"insurance premiums as outlined above in sections 21.2(a} and
21,2(bj. Participating retired employees electing t4 enroll in the`Buy Up Plan"'will be responsible
24
for premiums beyond the City's contribution of the "Base Plan" composite rate. The Gity's
prop�rtionate share for payments �:eferenced above in 21.2(a} and 2�.2(b) shall apply only to th:e
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 manth (totaling $100) pretax, and transmit the funds to the
Peace 4fficers Research Association of California (P�I�AC) Retiree Medical Reimbursement
Trust. The bargaining unit will �ave the right to increase the deduction for the T1ust and/or
establish a leave separation contribution during the term ofthe cantract, subj�ct to IRS rules.
21.4 Effectiv� March, 15, 2015, the City will deduct 1%0 of grc�ss taxable earnings, per
pay period,pre-tax, from each members' cr�rnpensation and transmit the funds to th�VantageGare
Retirement I�ealth Savings Plas1 (RHSj: In addition, any eligible sick leave pay out made upon
retirement of RPC}A Miscelianeous members will be contributed ta the VantageCare RHS per
Section 15.5 and 15.b. {Note: Fram side letter March 5,2015—section was to be 21.2(dj but needs
to be �I.4 instead; added 1`5.6 reference as weil.)
21.5 The City and t11e Unit7n agree to reopen negatiations if any changes to the
Affordable Gare Act affect matters within the scope of representation.
Al2TICLE 22: TE
22,1 This Memorandum of Understanding, having taken effect as of the 26th day af
January, 1989, shall continue into fu11 force and effect until the 31 st day of July; 2026, and
thereafter from year tc�year unless written notice af change ar terminatian shall be given by either
party no later than ninety {90) days prior to the expiration date above flr t�ie expiratian date of any
year thereafter; e�cept, however, that it shall only become effective with approval of the City
Council t�f City. The City agrees to hald the initial bargaining session for the successor
Memorandum af Understanding within forty-five (45)days a�er the receipt of the initial pr�pasai
of the Assaciation for Miscellaneous Emplflyees, provided that such date is no earlier than ninety
(90) days prior to the termination date of the existing Memt�randum of Understanding.
22.2 Whenever natice is given for changes, the general nature of the changes desired
must be specifed in the notice, and until a satisfactory conclusic�n is reached in the matter of such
cl�anges, the original pravision shall rema�n in full force and effect.
22,3 This Memoranduln of understallding shall not be arnended 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 conf7ict
with any Federal or State law, regulation or executive order sha11 be suspended and inoperative to
the extent of and fr�r the duration of such conflict; the balance of this Memarandum of
Understanding� however, shall remain in full f�rce and effect.
25
IN WITNESS WHEREQF, the parties have executed this Memc�randum of Understanding as of
the day and year first above written.
CITY OF REDDING PEACE OFFICERS ASStJCIATI�N af REDDI1�tG
s/Robert NI. Cl�ristopherson s✓L?ave Mundy
Rob�rt M. Christopherson Dave Mundy
City Manager President
s/Charles R. Re nv olds s/Steve Allen
Charles R. Reynolds Steve Allen
Director of Labor Relations Labor Represer�tative
s/Robert 1'. Blankenshit� s/Michael J. Leanard
Robert P. Blankenship Michael J. Leonard
Chief af Police Negotiatar
s/Jesse G. McKinney s/Michael D. Mai-tin
Jesse G. McKinney �ichael U. Ma�-tin
Police Lieutenant Negc�tiator
s1Jam�s G. Bristaw
James G. Bristow
Directar of Fersonnel Services
Approved as to form:
s/Randall A. Hays
Randall A. Hays
City Attorney
IN WITNESS WHEREQF, the parties have executed this Memorandum of Understanding as of
tlle7th of O�tober, 2{?25, to be e�'fecti�e October 8, 2�25.
CITY OF R.EDDING REI7I7ING PEAGE (JFFICERS ASSOCIATI(�N
Steve Bade Josh Tracy
Interim City Manager President
Gage Dungy Matthew Rokes
Chief Negatiator Chief Negatiatc�r
Kari Kibler Janae Johnson
Personnel Director Negotiator
Kyle Freeze
Negotiator
Javona Tucker
Negotiator
Zoey Creppell
Negc�tiator
FEA�E OFFICEI��ASSOCIATI01�1 OF RELIDING-MISCEI,LAI�IEOUS EMPL��'EES
.. L'1SI11�11 fiG A 9). �.l.I1L`1.I vLL'���f YV��YTL' . 1�.�
ti
PEACE OFFICERS A�SOGIATIOIV t7F RED�ING-MISGELLAh�EClUS EMPLOYEIES
SCHE[7ULE OF WAG� RATES
Effective: July 21; 2024
H+�urly Wage Rate -Salary Step
J/G Glassification �1 2 3 4 5 6 7
365 Propesty an� Eviden�e Technic�an $24.52 $25.75 $27.fl3 $28.39 $29.81 $31.30 $32.86
386 Community Service t�fficer $24.52 $25.75 $27.03 $28.39 $29.81 $31.3Ct $32.86
378 Crime Scene Technician $25.70 $26.99 $28.34 $29.75 $31:24 $32.80 $34.44
387 G�mmunity Work Pragram afficer $25.7C1 $26.99 $28:34 $29.75 $31:24 $32.80 $34.44
FIJLL TIM�7EII��ORARY-STATUS'7 E�PLt�YEES
380 Property and Evidence Technician $23.60 $24.78 $26.01 $27:32 $28.68 $30.12 $31.62
381 Cc�mmunity 5ervice Officer $23.60 $24.7� $26.�1 $27.32 $28:�8 $30.12 $31.62
382 Grime Scene Technician $24.78 $26.�1 $27.3� $28.68 $3{�.12 $31.62 �33.20
Far thase assignments of Field Training Officer�nd ID Technician, a specialty pay af five percent(5°l0)
auer base pay wili be paid buf shall be limited tc�such time as they are p�rforming that specific functi�n.
For Cc�mmunity Service Officers performing records management�nd public r�cord request duties rel�ted to
the body worn camera program and Sg 16 legislative rnandates,�r when assigned to the Det�ctive Division;
a specialty pay of five percent{5°l0)over base pay will be paid.
Note; p�y rates are caiculated utilizing a standardized formula to apply a difference of 5°10 between steps and small diffeeences may accur due
to raunding.
P�ACE OF�I�EI�S ASSQCIATION 4�F DDIN�—I�IISCELI:aAI�tEaUS EMPLQYE�S
1'r.[illllll l G6�97: �J'1I� A/L'Fll�\111�1.\��� . . . . .. . .. . .
CV1Ylli`ldJl\1.1� i iJL'16�Yi.-L` VF�1�4..�1i�
Under supervision, an emplayee engaged in perforrning a wide variety of non-hazardotis, non-
swarn law enforcement duties. The employee may be r;equiled�o drive a vehicle and must possess
the appropriate State of Califi�rnia driver's license. Emplayee's background af training and
education must be such to qualif� the emplayee ta 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 vvay of personal an�i telephone contacts; respond to citizen inquiries and
requests;canduct abandoned�ehicle investigations and impound t�f abandoned vehicles to include
processing the vehicles for abatement; ii�spect businesses and residences to determine
susceptibility to criminal attack and recoxnrnend security precautions; after training, ta facilitate
neighbarhood watch group meetings and other informative public meetings;perform ttaffic control
and related duties; respand to non-hazardous municipal code violations; serve subpoenas and
conduct house ch�cks, in�estigate and report property damage accidents a17d other collision
investigations as necessary; inspect vehicles for correction af 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 apprapriate preliminary follow-up
investigatians; plan, coordinate and oversee the activities and participants of poliee sponsared
community wc�rk program; and performs other related duties as assigned.
Additionally, the Community S�rvice Officer may be assigned to the variaus divisions of the
Police Department and their sub-units.
�OMIVIUNITY�V�l PR(�G M ()FFI�ER
Und�r supervlsicrn, an employee engaged in perforrning a wide variety of nc�n-hazardous, nan-
svvorn law enforcement duties. The ernployee may be xequired to drive a�ehicle and must possess
the appropriate State of California driver's license. Ernpic�yee'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, caordinate, c�versee, and
provide general assistiance and direction to the public by way of perSonal and telephone contacts,
respond to citizen inquiries and requests, conduct abandoned vehicle investigati�ns and impound
of abandoned vehicles to include processing the vehicles for abatement; inspect businesses an�i
residences to determine susceptibility to criminal attach and recommend security precautions;after
training, to facilitate neighborhood watch graup meetings and other informative public meetings;
peiform traffic contral and related duties; respond to nan-hazardous municipal code violations�
ser�ve subpoenas and conduct house checks; investigate and report property damage accident� and
other collision investigation as necessary; inspect vehicles fc�r correction of cited deficiencies,
interview of misdemeanor suspects in specific cases when a sworn officer is present;report certain
felony crimes against praperty; preparation of reports and appropriate preliminary foll�w-up
investigations; plan, cc�c�rdinate and oversee the activities and participant of law
enforcement/correctional and social service coznmunity programs, assists police personnel by
handling non-hazardous situations,meets the general public in the field and performs other related
duties as assigned.
Additionaily, the Community Work Program Officer may be assigned to the various divisian of
th� Poiice Department and their sub-units.
C ME SCENE T��HNICIA�
Under strpervision, an employee engaged in performing a wide variety of non-hazardous, non-
sworn law enfarcement duties. The ernployee may be required to drive a uehicle and most possess
the appropriate State of Califc�rnia driver's license. Employee's background of training and
educatian must be such to qualify the emplo�ee to perform duti�s with skill� efficiency, saf�ty,
tact, and diplc�rnacy. Such duties include,but are not limited to, performing technical tas�s in the
collection and preservation of evidence at a crime scene such as lifting finberprints, collecting
body fluids and clofihing, dislodging bullets, and making plaster impressions; packaging evidence
for storage� ensures proper procedures are fallowed; photographing a wide variety c�f situatiQns to
ensure prt�per documentation c�f the crirne s�ene� preparing reparts and records of crime scenes
and evidence eollected, preparing diagrams; testifying in court regarding the �rime scene and the
evidence collected;�erforming duties reIated to other area of civilian police activities as necessary;
reporting tQ crime scenes to callect evidence on a 24-hour basis as needed and perform reiated
dtrties as assigned.
PR�FERTY A1�1D EVIDEI�TCE TECHNICI��
Under direction, an employee engaged in the receipt, control, preservation; and disposition of all
evidence and prope��ty in custody ofthe Pt�liee Department,and the maintenance ofrecords reiated
theret€�, The ernplayee's duties include,but are not lirnited to,assigning the praper storage location
witihin the pr�perty areas, preserving evidentiary integrity of the pr�perty; maintaining automated
record-keeping systerns 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 emplayee must be aware and knowledgeable
of the law and City rules and regulations relative to prc�pertylevidence storage and release. The
employee will function as a l�aison with other gav�rnmental agencies as well as citizens, and must
possess clerical, routine typin; (3t� wpm), bookkeeping and data entry skills. The ernpioyee's
backgrc�und of training and experience shall qualify the employee to perform the duties with skiil,
efficiency, tact, and diplomacy.
PEACE C1FFI�ERS AS�QCIATIQN OF DDII�TG—MISCELLA1�1EflUS EIYIPL�J►YEES
E IBIT �����
PERFORMAI�I�E EVALUATI+DIY INSTI�ITCTIONS FOR
G�l►1dIMUNIT"I�S�RVICE OFFICER� ANll PRCfI'ERTY AND►EViDENCE
TE�HNICI�I�TS
INTR�DUCTI+DN: Performance standards have been developed and communicated tc�
employees in order to establish clear expectatic�ns of work performance.
PERF(�RMAI�dCE �TANDA S; A set of standards has been developed definii�g the
responsibilities of employees. Regardless of assignrnent or job title, certain performalzce
standards are expected to be maintained, These standards are intended to clearly define
expectations and form the basis upon which performance wi11 be ev�luated.
PERFt� ANCE EVALUATICIN: The evaivation form used to rate employee performance
llas been designed to reflect each of the performance standard categories. In each category, an
employee wi11 be rated using the following performance factc�rs; Exeeeds �tandards, Mee#s
Standards, or Below Standards. A rating which most closely represents an employee's
pexfarmance i��each�ategary shall he rnade.
It is important to complete the rdentifying informati�n requested at the top of the first page of the
evaluation form.
TINGS DEFIl�iED: The following descriptions are supplied to clearly define performance
expected in order to earn a specific rating:
Exc�eds Stancl�rds: Consistently performs above standard.
Meets Standards. Consistently meets the estab3ished standard.
Belor�Standards: Resul�s fall short of�neeting job requirements. (�aes not meet the
standarcl as noted in the eomtnents section of the evaluatidn and
thrr��cgh prio�-caz�nseling.)
Not Appl'acabie: Perforinance standard not applicable to current assignment.
Examples of performance incidents justifying the rating in each, as well as the overall rating,shall
be listed in the comments section of the evaluation form.
COMPENSATION. Employees are paid within a wage range. Upon initial appointment, an
empl�yee is normally paid the lowest wage rate for that classificatic�n. Those employees wh�
receive evaluations indicating they are rated overall Meets or Exc�eds Standards will be
advanced to the next scheduled wage step.
Any employee who receives an overall B�lova�Standards may be denied a step increase. However,
no ernployee will be "s�rprised"with a substandard rating, in that a priar counselin�session shall
have occurred with the employee describing the deficiency and providing time for correction;refer
to Standard Perforrnance Folicy:
STAI�II�A PERFOAMAI�C� FOLICY: Substandard performance hurts the arganization by
ft�rcing ather ernployees to�arry a grea#er portic�n of the day-tcs-day workload. Every attemp#will
be made ta encourage emplayees to perfarm at a level �where all standards are being met and/or
exceeded. To this end, two clauses have been added to these instructic�ns, as fallows:
CLAUSE#1:
X If an emplc�yee is nc�t meeting perfarmance expectations,the employee's supervisor will meet
with the employee to clarify how the employee is perceived not to b�rr�eeting the standard.
X If Belaw Standards work is critical enough that the ernplayee's ratzng might be adversely
affected, the supervisor will inforrn the employee and tc�gether they will develap a p�an to
conect the deficiency. The plan will be summarized in�niting.
X If the employee successfully implements the plan and performance is carrected, the empl�yee
will be rated as M�et� Stand�rds in this element, if not, the employee will not get a Meets
Standards rating in that element.
CLAUSE #2:
X If the plan referenced alt�ve becomes unattainable; the employee should initiate immediate
contact with the employee's supervisor ta review the plan, discuss problem areas or make
ap�aropriate adjustments.
MINIMLTM PERFO�MANCE STANDA S �(?R
C4MMUNIT'Y SERVICE C►FFiCEFiS AND P12QPERT�'AND EVIDENC�
TECHNICIANS
The following minimum perfnrmance standards have been adc�pted to assist each supervisor in
evaluatirig an employee's effectiveness. There are three objectives for setting these performance
standards:
I. The Irnprovernent of Employee Ef�ectiveness -The performance evaluation repc�rt will:
A. Inform the employee of wh�t is e�pected and haw well the emplc�yee is meeting thase
expectations.
B, Give the elnployee recognition and rewaxd for good work.
C. Mea�ure the employee in�erms of job requirements.
I�. Stimulate self-development.
E. Help the supervis�r decide c�n pay step increase.
�'. Serve as a guide for future personnel actions such as pramotit�ns, disciplinary actions,
transfers, etc.
II, The Improvement of Supervisory Effectiveness- The perfc�rmance evaluation report will:
A. Provide for superuision consis#ency in application of perforrnance standards and
evaluation of personnel on all watches.
B. Identify training needs of subordinates in general and individually.
C. Prc�vide the supervisor with a eontinuous record ofthe employee's perf�rmance
history enhancing the quality c�f annual performance evalua#ions.
III. The Improvement of the Personnel Frocess - The performance evaluation report will:
A. Indieate weaknesses in selection pracedures.
B. Elevate employee morale by recognition of competent service.
C, Help the City and Department check on the need fQr and reasonableness of
established perfarmance standards.
D. I'rovide a ch�ck on the accuracy af 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 ar the clarificatic�n of rules, regulatioi�s, palicies,
and procedures.
In addition to the abave rninirnu� perforrnance st�nc�arcls,stanaards have also been
develop�d �ertaining to an employ�e's speci�c assi�nrnent in various d�visions or programs
wifhin t�� de�aaa�tment.
MIl�1TMUIVI PERF0121VV�ANCE STANDA S FOit
C�7MMUI�IIT���R�I�E t�►FFICERS ASSI�NED TC?FIELD O�"E TIO��
I . PROI7UCTIVITY
A. Level of activity should be cornparabie ta peers in like conditians, 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 inc�uiri�s and requests for
information regarding crirninal and civil matters as it pertains to police services.
C. Self-initiated duties include; but are not limited tc�:
l. Parking enforcement.
2. Abandoned auto removal.
3. Qn-view activities such as violations whieh ereate no hazard tt� enforce;
illegally pc�sted signs, etc.
4. Assisting beat officers wit�non-hazardous duties such as vehicie impounds,
victim/witness transportation, etc.
II. REFQRTS
A. Fo11ow agency forrnat and guidelines,see Attachment"A."
B. Camplete reports by the end of watch unless approved by supervisor.
C. At least 80 percent of reports must be useable {easily corrected by a supervisor in the
time it normally takes to review) upon first submittal to supervisor. This means that
no more than 20 percent can be kicked back because of:
1. Incomplete preliminary and foilaw-up investigation;
2'. Spelling, grammar, sentence structure;or legibility;
3. Errors, c�missi�ns;
4. Elements ornitted; and
5. Imprc�per forrnat.
This standard applies to employees who have been released from the formal FTO
program.
III. INTERNAL RELATIONS; Employees are expected ta conduct work in a rnann�r which
suppt�rts the overall group effort. If differences with co-workers and supervisors develc�p;
the empioye� is expected to resolve them in a constructive manner. This means the
emplc�yee is expected to.
A. Treat co-workers and supervisor witl�the same respect the employee desires.
B. Avaid behavior which disrupts the empioyee's wc�rk or the work of others.
C. Av�id racial, reli�ious, ethnic, sexual slurs, and comments that might affend.
D. When differences devel�p, handle them constructively b� actively trying to resalve or
negotiate ways to wark tagether ha�maniously.
IV. EXTERNAL I�ELATIt�NS: Emplayees are expected to c�nduct work in a manner 1ik�ly
to fc�ster gooc� citizen relations and sup�art far the agency and not generate patterns c�f
sustained complaints. This means the employee is expected to:
A. Treat citizens with respe�t;
B. Refuse ta accept gratuities.
C. Avoid profanity,use of racial, religious, ethnic, and sexual slurs, sarcasm, and
derogatary remarks.
V. SAFETY: Employees are expected to cc�nduct wcark in a manner which is most likely to
protect the employee and others from har�n and facilities and eq�ipment from damage.
This means employees are expected to:
A. Follow Department polrcy and procedure in the use of vehicles and equipment.
�3. Follow Department policy and procedure when providing traffic control.
C. Employees are tc� use good judgment in recc�gnizing potentially hazardous
areas/situations and take steps to distanee themselves from the arealsituati�n.
I�, �'ollow departmental radio communications procedures.
VI. WQRK H�BITS AND PRC>FESSIONAL Al'PEARANCE; Einployees are expected to
adhere to a productive work ethic, ta exercise gaad personal hygiene, and present a neat
and prc�fessional image. This means einplc�yees will be expected to:
A. Arrive at th�beginning ofroll call in uniformj with all necessary equipment ready for
duty.
B. Be on the street within f�ve minutes after briefing unless approved otherwise by
Supervisor.
C. Assure Code 7's do not exceed 30 minutes, excluding reasonable travel time after
clearance. Caffee breaks wiil be lirnited to twc� (2) and are nc�t tc� exceed 15 minutes
each,exeluding reasonai�le travel time after clearance. Cade 7 break locations must be
given to Dispatch upon arrival.
I?. Answer radio when called or Dispatch should be advised of location and status:
E; Rernain in field until ten minutes to end of shift, but available to end af shift.
Exceptions are tn be cleared with supervisor,
F: Complete assignments and projects by due date or renegotiate with supervisc�r in
advance:
G. Meet ar exceed minimum standards of unifo�n and grooming policy.
H. Notify the Supervisor at the point in the shift where nvertime is going to be needed.
I. Comply with court standby p�licy.
.T. Return citizen phone calls as soan as possible.
K. Maintain Department-provided mail slots in u�eable cond�tion.
L. Maintain area of respt�nsibility, i.e., office, wark station, lacker roam, gym, report
rotrm, and squad rac�m, etc., in a n�at candition.
M. Follow the chain of command.
N. Any sick leave used is to �e for legitimate medical reasons according to current City
perlicy.
VII. EQUIPMENT USE AND MAIIVTENANCE; Employees are expected to use and care for
Department equipment in a manner mast likely to ensure goad working order and
appearance. This means emplc�yees will be expected to;
A. Keep vehicies free of contraband, evidence, and debris.
B. Keep fuel tan�no less than one-half full at end�f shift.
C. Conduct circle checks c�f �vehicle before and after shift and report damage or
deficiencies to supervisc�r an apprapriate form.
I�. LQck vehicle when leavin�it in public areas unless officer safety dictates atherwise.
E. Return equ�pment used to its proper location.
F: Report all lost, stolen ar damaged departmental equiprnent while it is in possession:
MINIMUM PE ORI'Vl[AI�T+CE �TAl�t1�A S FOR
CdJNiMUNrTY SERVICE CIFFICERS A�SI�I�EI� TCl IN�E�TIGATIONS
I. PRODUCTIVITY-ALL ASSIGNMENTS
A. Level of activity �houlc� be comparable to peers in like conditians, taking into
consic�eratian such influences as wark schedule; including days off, special
enforcement activities, training assignments, nurnber of hours actually worked, etc.
WHILE ASSIGNED T4 MISSING PERSONS, JUVENILE RUNAV�AY F(�LLOW-UP
AND FINANCIAL CRIMES:
A. A majority of efforts shc�uld be directed toward clearance of the cases assigned .
E�. Properly manage cases assigned, which include.
1. Case prioritizatic�n,working the most eritical cases first based on solvability factors
or supervisary directit�n.
2, Maintaining case files which contain case dc�cumentation, notes, reports, and any
flther material�pertizxent to th�investigation:
3. Keeping supervisors apprised of case status, issues which arise that reflect on the
department(positively or negatively},and any prc�i�lems affecting ability to manage
caseload.
PRQDUCTIVITY WH�LE ASSIGNED TO CRTME PREVENTION:
A. Satisfactory preparation and presentation of Crime Prevention events, pragrams, and
meetings.
B. Maintain communication/coQperation with ath�r City departments and other public and
private agencies.
C. Conduct residential and cammercial security surveys and attend Police Piaru�ing
Committee meetinbs.
D. Provide other Crime Prevention pres�ntations as requested, i.e., robbery, personal
safety, gangs, drug awareness, business security, ehild safety; rape awareness, etc.
E. Assist in the Volunteer Program as needed and conduct valunteer backgr�aund
interviews.
F. Prepare and facilitate Southeast Asian Task Force meetings.
G> Answer rniscelianeaus Crime Prevention c�u�stions via phon�s, mail, et�., as they arise
and update and maintain Crim�Prevention calendar.
H. Identify innovative methods to promote community Crime Prevention in the Public and
privat� sector.
PRODUCTIUITY WHILE ASSIGNED TO COMMUNITY WORK PROGRAM.
A. Plans, organizes;and coordinates activities and availability af resources in an e#ficient
and effective manY�er.
B. Prepares work schedules, assigns resources and assists participants with assignrnents
and effectively communicates tasks and expected outcomes.
C. Provides direction and oversees the activities of participants. Worlc is performed
according to standard. Activities are rn�nitored and inspected to ensure quality,
timeliness, accuracy an� completeness. Froblems are resolved in a prafessional,
creative and timely manner.
II. R.EPQRTS
A, Follow agency format and guidelines, see Attachment"A.''
B. Complete repc�rts in a timely rnanner as directed by supervisor.
C. At least 80 percent of reports must be useable (easil�corrected by a supervisor in the
time it normally takes to review) upan first submittal to Supervisor. This means that
nt�mare than 20 percent can be kicked back because of
1. Incamplete preiiminary and follow-up investigation;
2. Spelling, grammar, sentence str�xcture, ar legibility;
3. Errors, omissions,
4: Elements omitted; and
5, Improper format.
This standard applies ta emplc�yees wha have been released from the formal FTO program.
III. INTERNAL RELATIONS: Employees are expected ta conduct work in a manner which
supports the averall group effort. If differences with co-workers and supervisors develop,
the emplc�yee 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 wark 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 iagether harmoniously:
F. L7evelop and maintain positive working relationships with allied agencies,i.e., District
Attorney's office, allied law enfarcement 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 gc�od citiz�n relations and support for the agency and not generate patterns af
sustained cc�mplaints. This means the employee is expected to:
A. Treat citizens with respect;
$. Refuse to accept gratuities,
C. Avc�id profanity, use of racial, religious, ethnic, and sexual �lurs, sarcasm, and
derogatory remarks.
D. �e aware of victims' rights and emational well-being while canducting in�estig�tion,
and remaii7 sensitive to the needs af vi�tims.
E: Be infc�rmed, knowledgeable, and supportive of'existing local services and programs
for victims.
�'. Advise victims of crimes of the status aild clasing of investigatians.
G, Provide assistance to other agencies in a timely manner.
H. Conduct self in a manner which w�ll not generate sustained camplaints or claims
agair�st you or the City of Redding.
V. SAFETY: Ernplayees are expected to conduct w�ark in a manner which is most likely to
protect the employee and others from harm and facilities and equipment from damage:
This rneans employees are expected to;
A. Fallow Department policy and procedure in the use of vehicles and equipment,
B. Fo11c�w Department pc�licy and procedur�when providing traffic control.
C. Employees are tt� use goad judgrnent in recognizing potentially hazardous
areas/situations and take steps to distance themselves from the arealsituation.
D. Follow departmental radia comrnunications procedures.
IN AII�DITIC)N TO ABOVE, WHILE A�SIGNED TO CQMMUNITY W(�RK PROGRAM:
A. Wc�rl� is conducted in a manner which is rnost likely tc� protect self and others from
harm,
B. Wc�rk is canducted in a manner which is most lil�ely to protect facilities and equipment
from damage.
C. Ensures facilities and work locatit�ns are free of unsafe cc�nditit�ns in canformance with
federal, �tate, local and departmental safety regulations.
VI, WORK HAB�TS AND PROFESSIONAL APPEARANCE: Employees are expected to
adhere ta a productive work ethic, to exercise gc�od persc�nal hygi�ne, and present a neat
and prafessional image. This means employees will be expected to:
A. Dress in business attire ar uniform: Fc�r rnale CSQ'� this means a dress shirt with
appropriate tie and dress pants. During hot weather, and with su�ervisory approval,
open-collar s�irts may be wo1•n. For fernale CSO's this means skirts, dresses, blouses,
or dress sla�ks. Blue denim-type jeans or shorts are nc�t acceptable: The
appropriateness of the attire will be at the discretion of the division supervisors and
cornmanders:
B. Arrive for work on tirne and rnaintain a schedule approved by Supervisor.
C. Assur� Code 7's dc� not exceed 60 rninutes, including reasanable travel time after
clearance. Coffee bre�ks will be limited to two {2) and are not to exceed 15 minutes
each, including reasonable travel time af�er clearance, Cot1e 7 break l�cati�ns must be
gi�en to I7ispatch upon arrival.
D: Answer radio when called or l�ispatch should be advised nf l�cation and status,
E, Check department mail folder daily for messages.
F: �amplete assignments and projeets by due date or renegotiate with supervisor in
advance.
G. Noiify the Supervisor at the point in the shift where avertime is going to be needed.
H, Camply with court standby policy.
I. Return citizen�hone calls as saon as possible.
J. Maintain area of responsibility, i.e., office, work station, locker room, gym; report
raam, and squad room, etc., in a neat conditian.
K. Wear pager and have it turned on during on-duty haurs,
L. Any sick leave used is to be for legitimate medical reasons according to current City
policy.
VII, EQUIPMENT USE AND MAINTENANCE; Emplayees are expected ta 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 af contraband, evidence; and debris.
B. Keep fi�el tank na les� than ome-half full at end of shift.
C. Ganduct circle checks of vehicle/equipment before and after shift and repoi-t damage
or deficiencies to supervisor on appropriate form.
D. Lock vehicle when leaving it in public areas unless afficer safety dictates atherwise.
E. Return equipment used to its proper locatian.
F. Report all last,stalen or damaged depart�nental equipment while it is in pc�ssession.
G. Keep assigned radic�or pager charged and in gaod working order.
I�IINIMUNI PE 0�2MAN�E STANDA S Ft�R
COMIi�iUNITY�E12VICE UFFT�ERS ASSIGI'�ED► '�'C? SERVICIES
I: FRt)I�UCTIVITY
A. Level of activity sl�auld be comparable to peers in like eonditions; taking into
consideration such influences as work schedule, inclu�ing days off, special
enforcement activities, training assignments, numb�r of hours actually worked,etc.
B. A majc�rity of efforts sha�gld be in xesponse to citizen inquiries and requests for
infarmation regarding c�iminal and civil matters as it pertains to police services.
C. Wo�k ct�operativel� with other Departinent personnel to achieve the overall goals of
the Department.
D. Self-initiated duties include, but are not limited to:
1. Answering telephflne calls..
2. Ctimputer 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."
�3. Complete repc�rts by end of watch unless approved by supervisor.
C, At least 80 percent of reports must be useable {easil� corrected by a supervi�or in the
time it normally takes to review) upon first submittal to Supervisor. This means that
no more than 20 percent can b� kicked back because of:
1. Incc�mplete preliminary and follow�up investigation;
2. Spelling, grammar, sentence structure, ar legibility;
3, Errors, omissit�ns;
4. Elements omitted; and
5. Impraper format.
This standard applies to employees who have been released from the formal FTO prc�gram.
III. INTERNAL RELATI�NS: Employees are expected to conduct work in a manner which
supports the overall graup effol-t. If differences vvith ca-worke�•s and supervisors deve�op,
the emplayee is expected to resolve them in a eonstructive maizner. This means the
employee is expected to:
A. Treat co-workers and supervisor with the same respect fhe employee desires.
B. Avoid behavior which disrupts the emplc�yee's work or the work of others.
C_ Avoid rac�al, religious, ethnic, sexual slurs, and cornments that might offend.
D. Wh�n differences develop, handle them constructively by actively trying to resolve or
negatiate ways tc� work together harmaniously.
IV. E�TERNAL RELATIONS: Employees are expected to conduct work in a manner likeiy
to foster goori citizen relations an� support for the agency and not generate patterns of
sustained complaints. This means the ernployee is expected t�.
A. Treat citizens with respect,
B. Refuse to accept gratuities.
C. Avoid profanity, use of racial, religious, ethnic, and sexual slurs, sarcasin, and
derogatory remarks.
V. SAFETY: Emplc�yees 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.
T�is rneans esnployees are expected to:
A, Follow Department policy and procedure in the use of vehicles and equipment.
B. Emplayees are to use good judgment in recognizing potentially hazardous
areaslsituations and take steps to distance themselves from the arealsituation.
C: Follow departmental radio communications procedures.
D. Follow Departmental phone pxocedures.
VI. WURK HABITS AND PR{�FESSIONAL APPEARANCE: Employees are expected ta
adhere to a productive work ethic, tc� exercise good persanal hygiene, and present a neat
and professional image. This means employees will be expected to:
A. Anive in uniform, �vith 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 min�tes
each. Gode 7 break locatic�ns must be given to I�ispatch.
C: Answer radio or phone when called.
D. �omplete assignments and projects by due date or renegotiate with supervisor in
advanee.
E: Meet of exceed minimum standards of unifr�rm and grooming policy.
F. Notify sup�rvisor at the pc�int in the shift where�vertime is going to be needed.
G. Comply with couY-t standby policy.
H. Return citizen phane ca11s as sor�n as possible,
I. Maintain Department-provided mail slots in useable conditian.
J. Maintain area of responsibility, i.e., office, work station, loeker room, gym, repart
room, and squad room, etc., in a neat condition.
K, Follow th�chain of comrnand.
L. Any sick leave used is to be f�r legitimate medical reasons accc�rding to cunent City
policy.
VII. EQI7IPMENT USE AND MAINTENANCE; Employees are expected to use and care for
L?epartment equipment in a manner most likely ta ensure good working order and
appearance. This means employees will be expected to:
A. Keep area free of contraband, evidence, and debris.
B. Returrl equi�ment used ta its proper location:
C, Report�li lost, stolen ar darnaged departmental equipmenfi while it is in possession.
I1�TIMUI�PERF��2MANCE S`I'ANDA S �'d?R
COMMUNITY SE12VI+CE QFFIC'ERS A�SIGfNED AS �'+(�U�tT LIAISQN
I. PRaDUCTIVITY
A. Level of activity should be comparable to peers in like conditic�ns, taking intfl
consideration slich influences as work schedule; including days off, special
enforcernent activities, training assignments, nurnber of hours actually worked, etc.
B, Duties include but are not limited to:
1. All et�rnplaint-based reports, arrest reparts, and other necessary reports, including
carrespondence, are processed and delivered to the Shasta C�unty �istrict
Attc�rney's t?ffice or C�urt Offices prior to any mandated dea�dline.
2. AIl reports, s�ppl�rnents, and crime complaint applieatians are completed in
accordance with Departrnent tirne requirements.
3. Ensure that all necessary documents are attached ta the Court/District Attorney
Office c�pies.
4. Follow-up required by the caurt officer is cc�mpleted in a timely manner.
IT. TNTERNAL RELATI(�NS. Employees are expected to eonduct work in a manner which
supports the overall group effort. If differences with co-warkers and supervisors develop,
the employee is expected tc� resalve them in a constructive manner; This means the
employee is expected to:
A, Treat co-workers and supervisor with the satne respect the employee desires.
B. Avc�id behavior which disrupts the ernplayee's work or the work of t�thers.
C. Avaid racia�, reiigzous, ethnic, sexual slurs, and camments that might offend.
D. When differences develop, handle them eonstructively by actively trying to resolve or
negotiate ways to work together harmoniously.
III. EXTERNAL RELATIC�NS: Employees are expectied to conduct work in a manner likely
to faster 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: Emplc�yees are e�pected to conduct work in a manner which is most likely to
protect the employee and others fro�n harm and facilities and equipinent fram darnage.
This means employees are expected to:
A. Follow Department policy and procedure i�n the use of vehicles and equipment.
B. Follow I�epartment policy and procedure when providing traffic cantroi.
C: Einplayees are to use good judgment in recognizing potentially hazardous
ai-eas/situations and take steps to distance themselves from the areatsituation.
D. Follow departmental radio communications pracedures.
V, WORK HABITS ANl� P1�OFESSIONAL APPEARANCE: Ernployees are expected to
adhere to a productive work ethie, to exercise gaod personal hygiene, and present a neat
and prt�fessional image. This rneans emplflye�s will be expected to:
A. t�ssure Code 7s da not exceed 60 minutes, excluding reasonable travel time after
clearance. Coffee l�reaks wiil be limited to twa (2) and are n�t to exc�ed 15 minutes
each, excluding reasanable travel time after clearance.
B. Complete assignments and prc�jects by due date or renegotiate with supervisar in
advance.
C. Meet of exceed rninimuin s�andards of uniform and graoming policye
D. Nc�tify Supervisor at the point in the shift where o�rertime is going to be needed.
E. Return citizen phar�e calls as soon as possible.
F. Maintain Department-provided mail slots in useable condition.
G. Maintain area of responsibility, i.e., �ffice, work st�tion, locker room, gym, t:eport
room, and squad room, etc.; in a neat condition,
H. Fallow the chain of command.
I, Any sick leave used is to be fi�r legitimate medical reasans according to cur�ent City
policy.
VII. EQUIPMENT USE AND MAINTENAI�iCE: Employees are expected ta use and care for
L?epartment equipment in a manner most likely to ensure goad working order and
appearance, Thi� means ernplayees will be expected to:
A. Keep vehicle free of cc�ntraband, 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 supervisar on apprQpriate form.
D< Lack vehicle when leaving it in public areas unless of�'icer safety dictates otherwise.
E, Return equipment used to its proper locatifln.
F. Repc�rt all last, stc�len, or damaged departmental equipment while it is in passessian.
li�TINIII9[UN�F�RFC}RMANCE STANI)A S FOR
COMMITI�ITY SERV�CE C1�FICERS ASSI�NED 'TCJ
ABANDONED VEHTCL� ABATEMENT{AVA) PRC1G M
I. PR4DUCTIVITY
A. Level af activity should be com�arable to peers in like conditions, taking into
consideration such influences as work schedule, including days �ff, special
enft�rcement activities, training assignments, number of hours actually warked,etc.
B. A majarity of efforts should be in respc�nse to citizen inquiries for infarmation and
requests for enforcement pe��taining tc� abandoned vehicles,
C. The AVA Community Services Officer is also responsible for:
1. Maintaining AVA records,
2. Public educatian and awareness presentations.
3. Preparatit�n of lien sale paperwork£or volunteer.
4. Canduct inspections of vehicle inventory at department's impound/storage yard to
determine vehicle status anc�cc�rnplete preparations fc�r vehicles ta be released.
5. Campleting AVA c�uarterly and fiscal year reports.
6. Advising vehicle/praperty owners with�n required time frames of their
responsibility for removing vehicles.
D. Self-initiated duties include, but are not limited to;
1. Identifying and taggin�abandoned vehicles.
2. Abandoned vehicle removal.
3. Assisting beat officers with non-hazardous duties such as vehicle impounds,traffic
cc�ntrol, etc., if no one else is available:
II. REFORTS
A. Follow agency format and guidelines, see Attachment"A."
B. Complete reports by the end af watch unless approved by supervisor,
C. �t least 80 p�rcent of reports must be useable (easily corrected by a supervisor in the
time it normally takes to review) upt�n first submittal ta supervisor. This rneans thaf
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. ErrQrs, c�rnissions;
4. Elements omitted; and
5. Improper fc�rmat.
This standard applies to emplayees who have been released from the formal FTO program.
III. INTERNAL RELATIONS; Employees are expected to conduct work in a manner which
supporks the overall group effor-t, If differences w�th cc�-workers and supervisors develop,
the emiplo�ee 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.
�3. Avc�id behavior which disrupts the employ�e's work or the w�rk of others.
C. Avoid racial, religious,ethnic, sexuai slurs, and comments that might offend.
I3. When differences develc�p, handle them constructively by ac#ively trying to resolve or
negotiate ways to wark together harmc�niousl;�.
IV. EXTERNAL RELATIONS: Employees are expected to conduet work in a manner likely
ta foster good citizen relatians and suppc�rt for the agency and not generate patterns �f
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
derogatc�ry reinarks.
V. SAFETY: Employees are expected to conduct woz:k in a manner whi�h is rnost likely to
protect the employee and others from harm and facilities and equipment from damage.
This means emplc�yees are expected to;
A. Follow Department policy and procedure in the use af vehicles and equipment.
B. Fo11ow Department pc�licy and procedure when prc�viding traffic control.
C. Employees are to use good judgment in recognizing potentially hazardous
areas/situations and take steps to distance thernselves from the arealsituation.
D. Follow departmental radio communications�rocedures.
VI. WQRK HABITS AND PROFESSIONAL APPEARANCE; Employees are expected ta
adh�re t� a producti�e work ethic, to exercise goc�d personal hygiene; and present a neat
and pr�fessional image, This means ernplayees will be expected to:
A; Arrive at the beginning of roll call in unifo�m, with all necessary equipment ready fo1
duty.
B. Be on. the street within five rninutes after briefing unless approved otherwise by
Supervisor.
C. Assure C�de 7's do not exceed 30 minutes, excluding reasanable travel time after
clearance: Caffee bTeaks will be limited to two (2) and are not to exceed 15 ininutes
each,excluding reasonable travel tirne after clearance: Code 7 break Iocations must bc
given to Dispatch upon arrival.
D. Answer radio when calle� or I�ispatch should be advised of location and status.
E. Complete assignments and projects by due date or renegotiate with supervisor 1n
ad�ance.
F. Meet or exceed minimum standards af uniform and gro�ming policy.
G: Notify the Super�isor at the point in the shift where ovel�time is gaing to be needed.
H. Cornply with court standby policy:
i_ Return citizen phone calls as socan as passible.
7. Maizltain Department-prc�vided mail slots in useable condition.
K. Maintain area of responsibility, i.e.> c�ffice, �vark st�tion, locker room, gYm, 1:eport
ro+�m, and squad room, etc., in a neaf condition.
L Pollow the chain of cammand.
M, Any sick leave used is to be for legitimate medical reasons accarding 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 gaod working order and
appearance. This means employees wi11 be expected to:
A. Keep vehicle�free af contraband, evidence; and debris.
B. Keep fiiel tank no less than one-half full at end of shift.
C. Conduct circle checks of vehicle before an�l after shift and repart damage ar
d�ficiencies to supervisor on appropriate form.
D. Lock vehicle when leaving it in public areas unless afficer safety dictates otherwise.
E. Return equipment used ta its praper locatic�n.
F. Repart all lost, stolen or damaged departrnental equipment while it is in possessiol�.
MIl'�IMUM P"E1�FClRIYi�N�E �TANDA S FdR
�+�►MMY)��IT�'SE��I�E �DFFICEI2S A�SI�NEI)TO T FFI�' UNIT
I, PRODUCTIVITY
A. Level of activity shauld be colnparable to peers in like canditit�ns, taking into
consideration such influences as work schedule, including days off, speci�l
enfarcement activities; training assignments, number of hours actually warked, etc.
B. A majc�rity of efforts should be in response ta citizen inquiries and iequests for
informatian regarding eriminal and civil matters as it pertains to police services.
C. Duties include,but are not limited to;
l. Traf�c accidents, assiston 11-80's and fatals.
2. Set up and maintenance of SMART trailers;
3. Assist with Abandoned Vehicle Abatement when needed.
4. ]PreparelConduct public presentations as needed.
5. Assist with special education programs.
6. Assist with special events.
II. REPORTS
A. �allow 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 normaily takes tc� review) upon first submittal to supervisc�r. This means that
no more than 20 percent can be kicked back�ecause of:
l, Ilzcomplete preliminary and follaw-up invest�gation;
2. Speiling, grammar, sentence strueture, or legibility;
3, Errors,amissions;
4. Elements omitteda and
5. Imprc�per forrnat,
This standard applies to employees whc�have been released from the formal FT��rogram.
III. INTERNAL RELATI(�NS; Emplayees are exp�cted to conduct wc�rk in a manner which
supports the overall group effort. Tf differences with co-workers and supervisors develop,
the employee is expected tc+ resnlve them in a �onstructive rnanner. This means the
employee is expected ta:
A. Treat co-wt�rkers and supervisar with the same respect the employee desires.
B. Avoid behavior which disrupts the employee's work c�r the work of others.
C, Avoid racial, religious, ethni�, sexual slurs, and cc�mments that might offend.
D. When differences develap, hanc�le them canstructively by actively trying to resolve or
negotiate ways to work together harmoniously.
IV. EXTERNAL P�ELATIONS: Employees are expected to conduct work in a manner likely
to ft�ster gaod 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.
G. Avoid profanity, use of racial, religious, ethnic; and sexual slurs, sarcasm, and
derogatary remarks.
V. SAFETY: Employees are expected to conduct wt�rk in a manner which is lnost likely to
prc�tect 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. Follaw Department policy and procedure when providing traffic control.
G. Employees are to use good judgment in recognizing potentially hazardous
areas/situations and take steps ta distance themselves fram the area/�ituation.
D: l�allow departmental radio communications procedures:
VI. WORK HABITS AND FR�FESSIC7NAL APPEARANCE. Em�layees are expected to
adhere to a prc�ductive wark ethic, ta exercise good personal hygiene, and present a neat
and professional image. This means employees will be expected to:
A. Ai�ive at th�heginning of roll call in uniform, with all nec�ssary equipment ready foi
cluty,
B; Be an the street withln five minutes after brle�ng unless approved �therwise 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 I S minutes
each, excluding reasor�able travel time after clearance. Code 7 break locations must be
given to Dispatch upon a�-rival.
D. Answer radia when called or Dispatch should be advised of location and status.
E. Remaiz� in field until ten minutes to end of shift, but available to end of shift.
Exceptions are to be cleared with su�ervisor.
F. Complete assignments and projects by due tiate or renegoti�te with supervisc�r in
advanee.
G, Meet or exceed minimum standards of uniform and groaming policy,
H. Notify the Supervisor at the point in the shift where overtime is going to be needed.
I. Comply with court standby policy.
J. Return citizen phone calls as soon as possible.
K. Maintain Department-provided mail slots i1�useable condition.
L. Maintain area of responsibiiity, i.e., office, wor� station, locker room, gym, report
room, and squad rQom, etc., in a neat candition.
M. Follow the chain of command.
N. Any sick leave used is to be for legitimate medical reasans accarding to current City
policy.
VII. EQUrPMENT USE ANT) 1VIAINTENANCE: Employees are expected to use and care for
Department equipment in a manner mc�st likely to ensure gc�od working order and
appearance, This means employees will be expected tc�:
A. Keep vehicles free of cc�ntraband, evidence, and debris.
B. Keep fuel tank no less than�ne-half full at end of shift.
C. Conduct circle checks af vehicle bef�re and after shift and report damage or
de�'iciencies to supervisc�r on apprapriate form.
I): Lock veh'rcle when leaving it in public areas unless officer safety dictates otherwise.
E. Rettirn equipment used to its proper location.
F. Report all lo�t, stolen or damaged departmental equipznent while it is in possessian.
A.l�..d L-��I].lY1.S..'r�1 66 A��75
1-L
ELEMENTS NECESSARY F�R A COMPLETE INVESTIGATI�N
1. All pertinent blocks on the face page of the reperrt shall be filled in.
2. RPtVictim ii�formatian on the face sheet shall include the following information if
available: Last name,first narne,middle name,AKA's if any,sex/race,DCiB,current street
address, current ht�me phone a�d current business phone if any.
3. Witness informatian shall include tlse following information if available; Last name, first
name, middle name, AKA's if any, sexJrace, DOB, cunent street address, current hame
phone, and current business phtrne number if a�ailable.
4, Suspect infa�matinn shall contain the following information if available: Last name, first
name, middle name, AKA's if any, sex/race; DtaB, height, weight, hair color and length,
eye calor, distinguishing features to include but not limrted to marks/scars and tattoos�
driver's license number; social security number, clothing description if applicable; last
known ac�dress, home phone and business phane if available.
In cases such as Missing Persons or Runaway Juveniles �vhere victim information is
critical,the fQllowing should be included an the face page and supply the same information
as is required for a suspect 1ead;
5. The elements c�f the crime being investigated must be clearly established and documented
in the report. If the crime is a speeific intent crime, the specific intent must be established
and documented in the report.
6. A complete and thoraugh statement must be abtained from every R1', victim, witn�ss, and
suspect which is cr�ntacted. Att�mpts should be made to contact those invQlved parties
wha are not present at the tirne. If contact is not made, a notation should be included in
the re�ort that an attempt was made to cc�ntact 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 �or and cc�llect all evidence of the criminal act. The
attempt and the act of collection must be elaborated in the repo�-t, Ta state "No evidenee
was located" is nat sufficient. You must state what steps you tt�ok to locate and collect
evidence (i.e.,I visually inspe�ted the area for fc�otprints or l dusted the pc�int of entry for
latent prints). If you are unable to laok for c�r collect evidence; yQu must state the reason
in your report (i.e., unable to dust for prints due to the surface of the car bein:g wet from
the rain).
8. You must indicate in your repart 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 eVidenee collected
must be listed on the back of the�ace sheet of the repc�rt as "H'':
9. All supporting documents of the crime ar informatic�n about the suspect as 10-28's, L1's,
rap sheets, medical release ft�rms, sexual assault forms5 oz° elder abuse foims should be
completed and attached to the report.
10. The report must contain proper gramrnar, spelling, and sentence structure.
11: Reports must be clearly written so the facts of The case can b� easily understoad:
12. Reports mt�st be concise. Repetitive statements and information not relevant to the case
should be excluded.
13, All pertinent blocks on th� face page t�f the report shall be filled in.
14. RPIVictim information on the face sheet shall includ� the fc�llowing information if
available; Last name;first narne;middle name,AI�A"s if any,sex/race,Dt}B,current street
address, current home phone and current business phone if any.
15. Witness infortnation shall include the following information if available: Last name, first
name, midd(e name, AKA's if any, sexlrace; DOB, current street address, current h�me
phone;and current business phone number if available,
l b. Suspect information shall cantain the f�llowiilg information if available: Last name, first
name, middle na�ne; AKA's if any, sex/race, DOB; height, weibht, hair color and length,
eye color, distinguishing features tc� include but not limited to marks/scars and tattoc�s,
driver's license number, sc�cial security number, clothing descriptian if applicable, last
known address, home phone and business phane if available:
In cases such as Missing Pers�ns or Runaway Juveniles where Victim znformation is
critical,the following should be included nn 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 dacumented
in the report. Zf the crime is a specific intent crime, the specific intent must be established
and dfleumented in the report.
18, A complete and thQrough statement must be abtained from every RP, victim, witness, and
suspect w�ich is contacted. Attempts should be made to contact those invc�lved parties
who are nc�t pres�nt at the time. If contact is not made, a natatian should be included in
the report that an atternpt vvas made to c4ntact that person and the reason for the lack of
contact(�.e., suspect unable to be located):
19: An attempt must be made to look far and collect all evidence of the criminal act. The
attempt and tlie act of collectian must be elabarated in the report. Ta state "No evidence
was located"'is not sufficient. You must state whaf steps you tot�k to �ocate and collect
evidence (i.e., I visually inspected the area far footprints or l dusted the point of entry for
latent prints). If you are unable to lac�k for or collect evidence, yc,u must state the reason
in your report (i.e., unable to dust for prints due to the surface �f the car being wet from
the rain}.
20. You must indicate in yaur repc�rt what specifically was done with the evidence(i.e.,it was
placed in the pl:operty rc�om or it was mailed ta DC?J}. If appropriate,the evidence collected
must�e 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 1�-28's, L 1's,
rap sheets, medical release formsa sexuai assault forms, or elder abuse forms should be
completed and attached tc� the repart.
22. The repc�rt must contain proper grammar; spelling, and sentence structure.
23. Repoi-ts rnust be clearly written so the facts af the case can be easily understood,
24: Reports must be concise, Repetitive state�nents and infarmation not relevant to the case
should be excluded.
�ITY OE DDING PQLICE DEPAIYTMENT
PART l - C+aMMU1'�1�T�'SERVI�CE t�FFICER P]ERFOR1dIA1�tCE EVAI,UATION
Date of this repork
Last Name First Name Initial
Position For period fr�m to
Division
Length of service with Department vears
In present position =years
PART 2�'ERFORMr�l�iCE FACTORS:
EXCEEDS STANLARDS: Consistently performs beyond established minimum performance
standards; and contributes beyond current job responsibilities. Produces results of exception�l
quality; Demonstrates unusual talent, ability, or expertise.
MEETS Jt�B STANDARDS: Consistently fulfils minimuzn performance standards. Cantributes
effectively to City objectives. If new to the job, learning process ec�L�als expectatic�ns.
BELQW STANI?ARDS: Results fa11 short of ineeting minimum performance standards. Does nat
necessarily indicate completely unsatisfactory or unacceptable performance, but addresses a
performance area which needs additional attentit�n or effort. If ne�v to the job,further development
i� needed to consistently meet job requirements.
NQT APPLICABLE: Performance standard is not applicable to current assignment.
INSTRUCTICINS: Examples of performance incidents justifying ratings in each of the rating
categaries shall be listed in the comments section of the evaluatic�n form,
1 - Exceeds Standards 3 - Belaw Standards
2- Meets �ob Standards N/A - Not Applicable
I'AIaT 3 FE CIRMANCE STANDA�tDS
FE ORMAI'�CE
'TIN+G
I. PRO�tYTCTI�ITY
❑ Le�e1 of ac�ivity as compared to peers in like conditions. 1 2 3 NIA
❑ Majority of effort is in res�onse to citizen inquiries, and 1 2 3 N/A
information requests pertaining tc� current assignment.
❑ Self-initiated dutiies that do not pose a hazard to perform; 1 2 3 N/A
- parking enforcement, abandc�ned�uto removal, illegally
posted signs; and
- assistin�officers with duties, such as vehicle imp�unds,
vietim/witness transportation, etc.
❑ Work effort is focused on the clearance of assigned cases. 1 2 3 N/A
0 Proper ma�sagement of assigned cases based an: 1 2 3 N/A
- salVability factars or supervisc�r direction, those case�
af highest priorzty are worked first,
- proper maintenance af case files; and
- supervisors are kept apprised of case status and issues that
reflect on the Department.
❑ Satisfactoiy preparation and presei�tation of Crime Prevention 1 2 3 N/A
event5, programs, and meetings.
❑ Cammunications and cooperatic�n with c�ther public and l 2 � N/A
pri�ate agencies are maintained.
❑ Security surveys are conducted and police planning committee 1 2 3 N/A
meetings are attended.
C7 Crin�e Prevention presentations are prQvided as requested. 1 2 3 N/A
❑ Assistance is given to the Volunteer Program as needed to 1 2 3 N/A
include voiu�teer backgraund interviews.
❑ Preparation and facilitatian of Sautheast Asian Task Force 1 2 3 N/A
meetings as neecled.
❑ R�sponds to questions regarding Crime Preventian matters 1 2 3 N/A
and maintains the Crime Prevention calendar.
� Identifies innc�vativ�methods to prom+�te cominunity crime 1 2 3 N/A
prev�ntion in the public and private sector.
❑ Cooperate with c�ther department personnel to achieve the 1 2 3 I°w1/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
functians 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 attarney's office.
❑ All repc�rts, supplements, and complaint applications �re 1 2 3 NlA
completed an time.
❑ Reports are cornpiled for completeness prior to submittal to 1 2 3 N/A
the district attc�rney's office or court.
❑ Required follow-up is ct�mpleted in a timely manner. I 2 3 N/A
❑ Abandoned vehicle abatement records are properly 1 2 3 N/A
maintained.
❑ Public education and awareness presentatians 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 distributiotl.
❑ Department's impound/storage facility is routinely inspected 1 2 3 NlA
to determine eac�vehicle's status. Prep�rations are made to
release vehicles a� soon as legally pt�ssible.
❑ Abandc�ned vehicle abatement annual and quarterly reports 1 2 3 N/A
are satisfactorily completed prior t� their due dates:
❑ Advisement of vehicle/property owners of tl�eir responsib�lity 1 2 3 N/A
fc�r vehicle removal are made withit�required time frames.
Cl Self-initiated duties, which include identifying,tagging, and 1 2 3 NIA
rernoval of abandoned vehicles and assisting beat officers with
nfln-hazardous duties.
C� Traffic accidents, assist on 11-80's and fatals. 1 2 3 N/A
❑ Set up and maintenance of SMART trailers. l 2 3 NlA
❑ Assist with abandoned vehicle abatement when need�d. 1 2 3 N/A
❑ Preparelcanduct pu�iic presentations as needed. l 2 3 NfA
❑ Assist with special education programs. 1 2 3 N/A
� Assist with special events. l 2 3 N/A
COMMENTS:
II. REP{�RTS
❑ Prepared reports follow agency format and guidelines. l 2 3 N/A
❑ Repc�rts are completed in a timely manner. l 2 3 N/A
❑ At least 8�percent of all reports prepared are useable 1 2 3 N/A
{prepared cc�rrectly or easily corrected by a report reviewei:
in the time it normally takes to review and riot an error
outside the CSO's cantrol}upon first submittal to a sergeant.
This standard applies ta CSO's who ha�e been released from the
farmal �TO Program.
COMMENTS:
III. INTERNAL RELATIQNS
l� Work is candlicted in a manner which supports the overall l 2 3 N/A
broup effort:
0 Differences with caworkers and supervisors are resolved in i 2 3 N!A
a constructi�e manner.
COMMENTS:
N. EXTERNAL RELATIt7IVS
❑ Work is conducted in a manner whicn is likely to foster good l 2 3 N/A
citizen relatians and �upport f�r the agency.
C7 Work is completed in a manner which does not generate 1 2 3 N/A
patterns of sustained complaints.
CClMMENTS:
V. SAFETY
� Work is conducted in a manner which is mo�t likely to protect 1 2 3 N/A
the employee and others from harm.
❑ Wc�rk is conducted in a manner which is most likely to protect l 2 3 N/A
facilities and equipment from damage.
COMMENTS.
VI. Wt�RK HABITS .�NI) FRfJFESSIQNAL APPEARANCE
❑ Adheres to a productive wc�rk ethic. I 2 3 N/A
❑ Exercises gc�od persflnal hygiene. 1 2 3 N/A
❑ Presents a neat and professional image: 1 2 3 N/A
C� Attendance: l 2 3 N/A
COMMENTS:
VII. EQUIPME�T USE AND MAINTENANCE
L Use and care for Department equipment is done in a manner 1 2 3 N/A
most Iikely to ensure good working order and appearance:
COMMENTS;
PART 4- OVERALL EVALUATION
Exceeds Standards Meets Job Standards Below Standards
The overall rating is not intended to be an average of the ratings c�n individual performance factars.
In every job, some results and factars are more irnportant than others and should be given greater
weight. Should a regular ernployee disagree with his/her averall rating or any portion ther�of(far
any eiement that is rated less than Meets Job Standards), the ernployee has the right to have the
Personnel Director review the Performance Evaluation. The employee shall have the right to have
an AssQciation Representative present. The Personnel Director's review and decision relating to
the Perforinance Evaluation will be final. Such appeal to the Personnel Direct�ar must be made
within 30 days of the date tl�e employee receives the Performance Evaluation.
COMMENTS:
PART 5 - EMPLOYEE I)EVELC7PMENT
I have participated in discussion c�f overall job performance and setting of new objectives.
COMMENTS:
PART 6—CERT7FICATION
The employee's signature does nc�t necessarily mean the ernplayee is in total agreement with the
remarks or ratings. Ernplc��ee has the right to candidly express his/her opinion c�n this
evaivatifln.
Interview canducted with: Date
S'ignature of Emplay�e
Emptoyee comments;
Signature of Supervisor Date
Supervisor
Signature of Division Cornmander Date
Signature c�f Department Head Date
Comments far Di�vision and/or I�epartment Head:
If comments are rnade by the Department Head, the employee musti initial, indicating he has seen
these comments prior to routing tc�the Persanr�el Office.
I have reviewed the cornments made by the Department Head
Employee's Initials
46EX11I�IT��C��
11�III�TIMUM PERFOI2MANCE STANDA �Ft�l2
Cd�MMUlVITY W+DRK PR�J►G Ii� ��+I'ICER
I:PRC�DUCTIVITY
A. Properly manage cases assigned, which includes:
1. Case prioritization, working the most critical cases first based an solvabilaty
factars or supervisory directian,
2. Mainta�ning case files which contain case docuinentation, nc�tes, reports and
any other materials pertinent to the investigatic�n.
3. Keepina supervisors apprised af case status, issues which arise that reflect on
the department(pasitively or negatively);and any problems affecting ability to
manabe caseload.
B. Plans, organizes, and coordinates activities �nd availability of resources in an
efficient and effective manner.
C. Prepares wark scl�edules, assigns resources and assists participants with
assignments and ef�ectively aommunicates tasks and expected outcomes.
I?. I'rovides directit�n and t�versees the activities of participants. Work is perforrned
according to starldard. Activities are monitored and inspected to enslire quality,
timeliness, accuracy and completeness. Problems are resolved in professional,
creative and timely manner.
E. Effectively c�mmunicate with allied agencies.
II.REPORTS
A. Follaw agency format and guidelines, see Attachment"A".
B. Cc�m�lete reports in a timely manner as directed by supervisor.
C. At least 80 percent af reports must be useable (easily cc�rrected by a supervisor in
the time it normally takes tc� revrew) upon the first submittal td Supervisor. This
means that na more than 20 pereent can be kicked back because of:
1. Incomplete prelirninary and follow-up investigation?
Z. Spelling, grammar, sentence structure, or legibility;
�. Li��rs} ����J.SL{��CJy.
4. Elernents omitted; and
5. Improper fc�rmat.
This standard applies to employees who have been released from the formal FT{J'
pragram.
III. INTERNAL RELATIONS; Employees are expected to conduct work in a manner which
supports the overall group effort. If differences with co-workers and supervisor� develop,
the employee is expected to resolve them in a constructive manner. This m�ans the
employee �s expected to:
A, Treat co-workers and supervisc�rs with same respect the employee desires.
B. Avaid behavior which disrupts the ernployee's work nr the wc�rk af others.
C. Avoid racial, religious,ethnic, sexual slurs, and cQmrnents that might c�ffend.
D. Maintain flexibility within the urlit to assist any subunit or clerical staff when the need
ai:ises.
E. When differences develop, handle them constructively by actiVely trying to resolve or
negotiate ways to work together harmoniausly.
F. Iae�elop and maintain positive working relationships wzth allied agencies, i.e.,
District Attc�rney's c�ffice, allied law enforcement agencies,parole, schflols, ect.
G. Follow the chain of command.
IV. EXTERNAL RELATI(�NS;Employees are expected to conduct work in a mannei likely
to foster good citizen relations and support far the agency and nat generate patteTns of
sustained complaints. This means the employee is expected ta:
A. Treat citizens with respect.
B: Refuse to accept gratuities.
C. Avoid profanity?ase csf racial; religious, ethnic, and sexual slurs, sarcasrn, and
derogatory remarks.
D. Be aware of victims' rights and emotianal well-being while canduct��7g investigation,
and remain sensitive to the needs of victirns.
E. Be informed, knowled�eable, ar�d supportive of existing lacal services and programs
far victims.
F. Advise victims of crimes flf the status and cic�sing of investigations.
G, Provide assistance to other agencies in a timely manner.
H. Conduct self in a manner which wi11 not generate sustained complaints or claims
against you or the City of Redding.
V. SAFETY: Employees are expected ta conduct work in a manner which is most likely to
protect the employee and others from harm and facilities and ec�uipment from damage.
This means employees are expected tQ.
A. Follow department policy and procedure while using vehicles and equipment.
B. Fc�llow Department policy and procedure when providing traffic control.
C. Employees are to use good�udgment in recognizing pcatentzally hazardt�us areas or
situations and take steps to distance them5elves frorn the area/situation,
D. Fo�low departmental radio communications procedures.
E. Work is conducted in a manner �vhich is most likely to protect self and others from
harm.
F: Work is conducted in a manner whieh is most likely to proteet facilities and equipmen�
frc�m damage.
G. E�:sures facilities and work iocations are free ofunsafe conditions in conformance with
federal, state, lacal and departmental safety regulatians.
VI. WC?RK HABITS AND PROFESSIONAL AI'PEARANCE: Employees are expected to
adhere to a praductive wnrk ethic, to exercise good personal hygiene, and present a neat
and professional image. This means emplt�yees 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 b0 minutes, including reasonable travel time after
clearance. Coffee bxeaks will be lirnited to two (2) and are not to exceed 15 �ninutes
each, including reasonable travel time after clearance. Code 7 break locations must be
given to Dispatch upan arrival.
D. Answer radio when called or Uispatch should be advised of location and status.
E. Check department mail folder daily far messages.
F. Complete assignments and projects by due d�te or renegotiate with supervisc�r in
advance.
G. Notify the Supervi�c�r at the point in the shift where c�vertime is gc�ing to be needed,
H, Comply with caurt standby palicy.
I, Return citizen phone calls as soon as possible
J. Maintain area t�f responsibility, `r.e.. (?ffice,work station, assigned ve�licle and trailer,
equipment, locker room, gYm rep4rt r+�om,and sc�uad re�om, �tc., in a neat condition.
K. VJear pager/cell phone and have it turned an during on-duty hours.
L, Any sick leaV� used is ta be far le�itimate medical reasoirs according to current City
policy.
VII. EQUIPMENT USE AND MAINTENANCE: Employees are expected to use and care f�r
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 c�f contraband, evidence, and ciebris.
B. Keep fuel tank no less than one-half full at end of shift.
C. Canduct circl� checks of vehicle/equipinent before and after shift and report darriabe
or deficiencies to supervisor on appropriate form.
I�. Lack vehicle when leaving it in public areas unless afficer safety dictates otherwise.
E. Return equipment used to its prc�per;locatian.
F. Report all lost, stolen or damaged departmental equipment vvhile it is in possession.
G. Keep assigned radi� or pager/cell phone charged and in good working order.
MIl�TIIYIUlYI PERF�IRMANCE STAI�TD►A � FU�'d
+C ` E S�'ENE TEC ICiANS
L PRODUCTIVITI'
A. Adhere to current laws, regulations, and cades covering the collect�on, preservation,
handling, receipt, storage, and release of property and evidence.
B. Level of activity should be c€�mparable to peers in like conditions, taking into
con�ideration such influences as work schedule, including days aff, special
enforcement activities, training assignments, number of hours actually worked, etc.
C, Emplo�ees are responsible for:
1) Performing technical tasks in the collection and preservatian of evidence at a
crime scene such as lifting fingerprints, collecting bociy fluids and clothing,
dislodging bullets; and making plaster impressions, packaging evidence for s
storage; ensures proper procedures are fo�lowed and photographing a wide variety
of situatit�ns to ensure proper documentation of the crime scene.
2j I'reparing r�pr�rts, diagrams, notes and records of crime scenes anc� evidence
collected.
3) Testifying in court regarding the crime scene and the evidence collected.
4) Performing duties related to others areas af civilian police activities as necessary.
5} Reporting to crime scenes to collect evidence on a Z4-hour basis as needed.
6) Perfarming related duties as assigned.
D. Employees are expected tc� work coap�ratively with c�ther department personnel to
achieve the overall gc�als of the department.
II. INTERNAL RELATI(7NS; Employees are �xpected to conduct wark in a manner which
supports the overall graup effort. If differences with co-workers and supervisors develop,
th� employee is expected tc� resolVe them in a constructive manner. This means the
employee is expected to:
A. Treat ca-workers and supervisc�r with the same r�spect the employee desires.
B'. Avoid behavior which disrupts the emplayee's wt�rk or the work of others.
C. Avoid raciai, religious, ethnic, sexual slurs, and camments that might offend.
D. When differences develop, handle them constructively by actively trying to resolve c�r
negatiate ways to work together harmoniously.
III. EXTERNAL RELATItJNS: Employees are expected to cc�nduct work in a manner likely
to foster gc�r�d citizen relatic�ns and support far the agency and not generate patterns of
sustained complaints. This means the employe� 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
der�gatory remarks.
D. prt�vide assista�ce to other agencies in a timely manner.
E, Cc�nduct self in a manner which will not generate complaints or clairns against the
employee or the City of Redding.
IV. SAFETY: Ernployees are expected to conduct wc�rk in a manner which is mQst likely to
pratect the emplayee and others from harm and facilities and equipment from damage.
Tl�is zneans employees are e��ected to:
A. Follow Departrnent policy and procedure in the use ofvehicles and equipment.
V. WORK HABITS AND PRO�`ESSIONAL Al'PEARAN�E: Employees are expected to
adhere to � productive work ethic, to exercise gat�d personal hygiene, and pres�nt a neat
and prafessional image. This means ernployees will be expected to:
A. Be ready for work and at the employee's wor�C station at the beginning af the
�mplayee's shift.
B, Limit conversatians which interfere with the emplflyee's work or the wc�rk of others.
C. Be willin.g to accept all work assigned and perform the menial,as well as the more
challenging tasks.
D, Leav� and maintain a clean work area upon completion of shift,
E. Uniform and grooming standards are to be in accordance with the depaz�tment's
unifarm manuaL
F. Any sick leave used is to be for legitimate medical reasons according to current City
policy.
G: Complete assignmet�ts and projects by due date or renegotiate with supervisor.
H. Notify the Supervisor if overtirne is going t� be needed.
I, Return citizen phone calls as soon as possible.
J. Fo11c�w the chain af command.
VI. EQUIPNiENT USE AND MAINTENANCE: Emplc�yees are expected to use and care for
Department equiprnent in a manner rnost likely to ensure good working order and
appearance. This means employees will be expected to:
A. Emplayees are expected to use and care for department equipinent in a mannet: mast
likely ta ensure gaod wc�rking orde�• and appearance.
B. R.eport darnage to any depar-trnental eqaipment while it is in possession.
C, Complete a malfunction report each tilne equipment breaks down. Place a call for
service if the ec�uipment is needed iinmediately or leave the malfunction repol�t for day
shift recards personnel to arrange for repairs.
I4�dI1"�I �TM PERFOR AlV�E S�TANI)A S F(?R
Pl2l0PEl�TY AI�TD EVI EN�CE TECHNICIAN�
I, PRQDUCTIVITY
A. Adhere to cu�rent laws, regulations, and cades covering the handling, receipt;
storage, maintenance, and release of property and evidence.
B. Level of activity should be comparable to peers in like canditions, taking into
consideration such illfluences as �work schedule, including days off, special enforcement
activities, training assignments,nurnber c�f hours actually worked,etc.
C. Employees are responsible forF
1, Maintaining prapei�ty xecords 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. Anange for destruction of weapons, and drubs.
5. Arrange for miscellaneous auctions.
D. Employees are expected to wc�rk cooperatively with other D�partrnent personnel to
achieve the overall goals of the department.
II. INTERNAL P�ELATIONS: Employees are expected tc� conduct work in a manner which
supports the overall group effort. If differences with ca-workers and supervisors develop, the
employee is expected to resalve them in a �onstructive manner. This means the emplayee is
expected to:
A. Treat co-wc�rkers 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 rnight offend.
D. When differen�es develop,handle them constructively by actively trying to resolve
or negotiate ways to work together hatmoniously.
III. EXTERNAL RELATIC�NS: Ernpioyees are expected to conduct work in a manner likely
ta foster goad citizen relations and support for the agency and not generate patterns af su�tained
complaints, This rneans the employee is expected ta:
A. Treat citizens with respect;
B. 1Zefuse to accept gratuities.
C. Avoid profanity, use c�f racial, religious, ethnic, and sexual slurs, sarcasm, and
derogatory remarks.
I�. Provide assistance to other agencies in a timely manner.
E. Conduct self in a manner which wi11 not generate complaints ox clairns against the
employee t�r the City af Redding.
IV. SAFETY: Employees are expectied to conduct work in a manner which is most likely to
protect the employee and others from harm and facilities and ec�uiprnent from damage. This means
employees are expected to:
A. Follo�v Depar�ment policy and procedure in the use of vehicles and equipment.
V. �V(7RK HABITS AND PROFESSIC7NAL AFPEARANCE: Employees are expected to
adhere to a productive work ethic, to exercise g�od personal hygiene, and pr�sent a neat and
professional image. This means employees vvill 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 emplayee's wark or the work of
others.
C. Be willing to accept alI work assigned and perform the rnenial,as well as the mare
cllallenging tasks.
D. Leave anc�maintain a clean work area upon completion of shift.
E. Uniform and grooming standards are ta be in accordance with the Department's
Uniform Manual,
F. Any sick leave used is to be for legitimate medical reasons accarding to current
City policy:
G. Complete assignments and projects by due date �r renegotiate with supervisor.
H, Notify the Supervisor if overtime is going tr� be�eeded.
I: Return citizen phone calls as soon as pc�ssible.
J. Follow the chain of command.
VI. EQUIPMENT USE ANI�MAINTENANCE: Enzplayees are expected to use and care for
Department equip�raent in a marrner most likely ta ensure good working order and appearance.
This means employees will be expected to:
A. Emplayees are exp�cted to use and care f�r I)epal-tment equiprnent in a manner
most likely to ensure guod working order and appearance.
B. Re�ort dama�e to any Departmental equipment while it is in passession.
C. Cc�mplete a malfunction report each time equipment breaks down. Flace a call for
service if the equrpment is needed immediately c�r leave the malfunction report for
d�y shift records personnel to arrange for repairs.
�ITY OF I)DIN� ALT� ATIVE.E'VALUATION F�OR
DATE:
TO:,
FRUM:
SITBIECT. Annual Perfoi:mance Evaluation for
Name
Evaluation Feriod to
I have reviewed the most recent performance evaluation fQr this employee and have determined
that:
� The emplc�yee has xeached the highest step in their classificatic�n,
0 The last performance review an file is nat older than 15 months;
❑ The last performance review rated the empl�yee at Ameets job standards" or
better,
❑ There are no significant changes in duties,
❑ This simplified versio�n may only be used every other year.
Therefare, this memo will serve in lieu af the annual performanee evaluatinn for this evaluation
period. The current p�rformance evaluation and this alternative procedure have been discussed
with the ernployee and the emplayee is in agreement.
It is understo�d that the standard perfc�rmance e�aluation will be completed at the end of the next
evaluation period.
Employee Date
Supervisor Date
Department Drrectc�r I�ate
Comments
�X IBIT "IJ►"
�►DIN� P�l►LICE ��PART1i�IENT
S[JS�TAI�TCE A��:TSE Pt�LIGY
Section
Section I. POLIC'Y
Section II. MANACrEMENT AND SUPERVISORY R.ESPONSIBILITIES
Section III. TRAINING
Section IV: SUBSTANCES FOR WHICH TESTINC:a WILL OCCUR
Section V. SUBSTANCE TESTING P'ROCEDURES
Section VI. REHABILITATION
Section VII; DISCIF'LINAR:�ACTI�N
Section VIII. MEDICAL REVIEW OFFICER
Section IX. C(Jl�tFIDENTIALITY
Section X: SEVER.�IBILITY
Attachment"A" CUT-4FF LEVELS FOR SUBSTANCE ASUSE TE5TING
Attachmenk"B" RESPf�NSIBILITIES �F THE MEDICAL REVIEW C�FFICER
Attachment`iC" CONSENT FORM T+0 I?RUG TEST�h1G
I. POLIC"4�'
It is the policy of the City of Redding (City} to foster and provide a drug and alcflhol-free
workplaee for all employees. A drug and alcohal-free workplace pratects the safety of the public
as well as the City=s valuable employee resources.
A. PQLICY PHILOSOPHY
Police department emplc�yees repxesent the City to the general public in highly visible and often
stressful situatit�ns. As a result,police officers must rnake critical decisions that affect both public
safety and the safety of fellaw employees.
Because the role of�aw enforcement is so crucial to the general welfare of the community, it is
held to a higher standard of scrutiny and canduct than the general public. This is particularly
important in the use of alcohol or drugs; Consequently, substance abuse cannat be tolerated by
members of this Department.
B: POLICY PURFCtSES
The purpases of the City—s Substance Abuse Policy are:
1. To implement a fair anci�alanced approach to eliminating�ubstance abuse
and its effects on jc�b performancea
2. To encaurage voluntary rehabilitation.
C: APPLICATICIN OF I'C7LICY
This poliey shall apply to all employees in the RPQA bargaining unit�f the Police Department.
D. GUIDING PRINCIPLES
There are three guiding principles underiying the City=s policy on a drug and alcohol-free
workplace. They are:
l. Education: The City believes that education and training af all employees in the effects and
treatment of substance abuse will contribute to a safer and more efficient workplace for ever�one.
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 c�rnmitted to helping empioyees 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. Vit�lation of these rules rnay result in disciplinary action up to and including
discharge. The primary rules are:
l. The use of illegal drugs and the illegal use of presci:iption drugs or cantrolled substances
are prohibited.
2, The manufacture, sale, distribution, or possessic�n of illegal or controlled drLigs, and any
attempt to offel to sell or distribute illegal ar controlied drugs by any employee at any time except
in the perfarmance of the empioyees responsibilities is prohibited,
3. Employees shall nat report for work or be in stand-by or on-call status while they have in
their system alcohol; illegal drLigs, €�r prescription drugs that will adversely affect their alertness,
ct�ordination, reaction,respanse ar safety, unless so authc�rized ur directed by a supervisor.
4_ The use or possessian o� alcohol while on duty, including lunch and breaks, or in the
workplace except in the performance of the empl�yees respansibilities is prohibited. The
possession af an unopened, sealed cc�ntainer of alcohol, because af an unsolicitied delivery, is not
a violatioll of this rule, provided th�t the employeelrecipient immediately notifies his/her
supervisor df such delivery.
5, Employees who appear to be aff�cted on the jab by drug or aleohal use may be required
to submit to druglalcahol testing pursuant ta section V.
6. Ar�y employee taking prescription medications which may affect job performance must
report this treatment to his or her immediate supervisor prior to report�ng far duty anc�pro�ide a
preseriptian within twenty four(24}hours if rec�uested.
7: Ernployees shall report on duty cc�nduct prohibited by this policy immediately tc� tlleir
supervisor when employees have a xeasonable basis to believe that another emplayee is enga�ing
in such activities.
8. A copy of this policy will be delivered to each cul�re�t and each new emplcryee. Such
delivery�hall be acl�nowledged in writing. Eaeh emplayee shall read�nd abide by the prov�sions
of this policy.
II. 1VIATVA+GEIVIE�T SP�NSIBILYTIES
Management wi11;
A. Be fully conversant with the policies and procedures set f�rth 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�or substance abuse rehab�litation;
D. Be aware of substance abuse indicatars {see i�lustrativ� list at V, 2);
E. Docurnent all instances of violations af this poliey;
F. Conduct investigations promptly and properly�vhen suspici�n exists that an ernployee may
be impaired or affected by drug �r alcohol use;
G. CQnduct inVestigations promptly and properly when the presence or use of drugs or alcohol
in the woykplace or during work time, including lunch or breaks, is suspected.
H. When the results t�f investigatians indicate that discipline is warranted, impase fair and
reasonable discipline in an appropriat� manner consistent with the elements of the
individual case.
I: Monitor the participatian and progress of employees in rehabilitatzfln or aftercare programs.
�II. T II�TING
The City will devetop and conduct drug/alcohol awarenes� training sessions for all employees
concerning this Policy, and the personal, safety and work effecfis of dr�g and alcohol use.
Management will require attendance at such training sessions.
Management will use its best efforts to ensure that all supervisors are trained in substance abuse
observatio�techniques at the earliest possible time following appointment to a supervisory rank.
IVm ��1BS'I'�N�ES Ft�R'W I+CH'�"ESTING WILL QCCU�
The City will test for substances included by t11e United States Department of Health and Hurnan
Services {I?HHS) and will test in accordance with the Substance Abuse and Mental Health
Services Admi�sistration{SAMHSA) standards as such lists exist at the time of testing: Currently
substances included under SAMHSA�tandards are as follovvs;
A. Marijuana(cannabinoids)
B. Gocaine
C. C7piates(narc�tics such as heroin, morphine, codezne�nd other medicinal nareoticsj
D. Phencyclidine (PCP)
E. Arr�phetamines (racemic amphetamine, dextroamphetamine, and
methamphetamine)
F. Aicohol
G. Barl�iturates
H. Benzodiazepines
I. IVlethaqualane
V. SUBSTANCE TESTING PRt}CEDU S
A, CATEGORIE'S OF TESTING
The City will eonduct the following types of drug/alcohol tests.
1. Voluntary - When an allegation against an employee nat rising tc� the level required for
reasonable suspicion testing occurs; an employee may volunteer to submit to drug/alcohol testing
at the employer's expense with pri�r approval of the City:
2. Reasonable Suspicion - Employees must submit to tests for alcc�hol and/or for illegal and
contrc�lled substances when tke employee is reasc�nably suspected caf being impaired or affected by
drug or alcahol use:
a. Reasanable suspicion for testing means suspicion based on specific personal
observation of two (2) supervisars;unless only one supervisor is practically available. The
abserving 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, ar performance of the employee; or
(2) Violatian of a safety rule, or other unsafe work inczdent 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) ()ther physical, circumstantial, ar contemparaneous indicators of drug or
alcohol use.
b, While observatic�ns and reports of third parties dc� not of themselves constitute
reasonable suspicion, they lnay trigger an internal or administrative investigatian. A
drug/alcc�hol test may be required as a part of such investigation.
When such tests are ordered,the supervisor will doeurnent the circumstances leading to the
issuance of the order, including the names c�f all witnesses.
3. I1ltern�I ar Administrative Investigations
In the absence of reasonable suspicion, when conducting internal or administrative
investigation, supervisors will consider sending the invalved employee for drug/alcohol
testing,. Examples of vvhen such testing may be required are:
a. Invalvement in an accident while on duty that results in injury tc� the employee or
anc�ther person; or in significant prflperty darna�e.
b: In�volvement in a critical incident while performing law enforcement duties. For
this purp+�se a critical incident shall be defined as;
(1) Use of deadly force,
(2) Accidental/intentional discharge of a firearrn(not including range practice),
{3) An applicatian 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.
Tc� the extent feasible under the circurnstances, an employee subjected to a substance test
as part of a criminal investi�atian �ill also be tested under'these procedures.
When such tests are ordered, the supervisor wi11 document the reasons for the test in a
written oxder;,includ�ng the circumstances and names of all witnesses. The decision ta test
shall not be arbitrary ar capricious and gaod cause shall be eviden�.
4.Randt�m
Random drug/alcahol testing will be required for all department peace afficers in the unit.
The universe for selection purposes will consist of all sworn peace officers in the Folice
Department.
The City will determine when such testing shall c�ccur. Seleetion for random testing will
be made by an outside vendor. Nurneric d�signations rather than employee names will be
pravided to the vendar for the selection pracess. When random tests are ordered, the
collection of the test specimen will occur during or at the end af the employee's normal
work shift, To the extent operationally feasible as determined by the City, a lot of one or
mflre names provided by the vendor for testing purposes will be tested before a subsequent
lot of one or more names are tested:
B: TESTING FR(�CESS
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 b�perfarmed at a SAMSHA certified facility.
1. The order to submit to a substa�lee test ma�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 Cc�mrnander. Such written otder 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 adrninistered.
2. The employee wili be advised af his/her right to haVe a representative present prior to
testinb. A reasonable amount of time will be allt�wed for a representative to appear: If na
representative is available within a reasonable time, the testing procedure will begin.
3: The employee rnust subm�t to a druglalcohol test and sign a Release and Consent Form.
Failure to submit to a druglaicohc�l test or tc� sign the Release�nd Consent Form wilI be considered
to be insubordination for failure to fc�llow a direct order. An employee taking such action will be
placed on leaVe-without-pay and may be subject t4 discipline up to and including discharge frc�m
City employment,
4. Except for random testing; an employee sent fc�r non-voluntary testing will be placed on
leave-with-pa�status until the test results are rendered to the department.
5. When natifying the appropriate collection facility that an employe�is being transpflrted for
testing, the employee will not be identified by name. However, at the pt�int of collection the
ernployee will be identified to the Medical Review Officer ar his designee, in accordance with
SAMHSA standards. The representative rnay join them shauld he/she c�esire to da str.
6, A supervisor wi11 transport and/�r accc�mpany the employee to the. collection facility,
except when random testing.
?. The drug test will consist of a urine test. The procedures�'ar collection of the urine sample
will be in compliance with SAMHSA standards: An init�al positive report will not be considered
p�sitive;xather it will be classi�ed as confirmation pendiilg.
8: The conf'irmation test wi11 be a GC/MS pracedure in carnpliance with SAMHSA standards.
The cQnfirrnation test will use the same sarnple as taken in the initial step. Notification ofpc�sitive
test results to the Chief of PQlice or his designee will be�ield until the cc�nfirmation test results are
obtained. In those cases where the secc�nd test cc�nfirms the presence of drugs in tl�e sample, the
sample �vill be retained for a lninirnum of six (6)months tc� a11ow fi�rther testing if requested:
9. Employees who have been subjected t�a drug/alcohol test where no alco�lol or illegal drugs
were found will receive a repo�-t so stating and then shall return to work.
10; Ifthe test result is pcssitive,the Medical Review(�fficer will provide ai1 opportunity f�r the
employee ta discuss whether there is a legitimate m�dical explanation for the test results.
l l. Verified drug/alcohol test results will be sei�t �irectly to the Clzief of Palice frc�m the
Medical Review Officer.
12. The Chief of Police, or designee, wi11 provide an c�ppartunity for the employee to meet
with himlher and discuss the drug/alcahol test result:
13. If the result is positive; rehabilitation andlor disciplinary action will be determined and
administered by the Chief of Folice or his designee.
14. An employee wh� does not pass a drug/al�ohol test may request that the original urine
sample be analyzed again af the emplt�yee—s expense at the rate charged to the City. Such analysis
shal�conform to SAMHSA standards and s�iall be performed by the SAMHSA cet-tified lab�ratory.
The SAMHSA laboratory may be designated by the employee but must be locat�d in California.
15. Each step in the collecting and processing of the urine specimen will be documented to
establish prc�cedural integrity and the chain of evidence.
16. Time required to pa��ticipate in a non-valuntary testing procedure�utside of an employee=s
nc�rmal wcark shift will be considered time worked for overtime purposes.
VI. HABTLITATIt7N
A. METHODS t�� REFER.RAL
Employees may be referred to rehabilitation programs in the following manners:
l. Voluntary Se1f Referral
An employee wha has a legal drug andlor alcahol abuse prablem can vc�luntarily refer
himlherself to a Licensed Substance Abuse Gounselor for treatment. The Counselor wiTl
eValuate the employee and make a s�ecific determination c�f appropriate treatrnent.
Voluntary self-referral does not relieve the employee c�f the abligation t� 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/alc�hol test results may be directed by the Chief ar his
designee to submit to evaluation by a Counselor and if recommended by the Counselar, tc�
participate in a substance abuse rehabilitation program.
For the purpose of this sectir�n Alegal drug@ shall be defined as over-the-counter and/or
pzescription drugs.
B. REHABILITATIQN AND AFTERCARE PRCiGRAMS
1. The terms and conditions c�f the rehabilitation program and the aftercare program w�ll be
detiermined on a case-by-case basis by the Cc�unselor and the Chief of Police,or his designee,in a
meeting with the employee. Whi1e su�h terms and conditions will be discussed with the emplayee,
they are ultimately subject to the decisian of the Chief or his designee: The employee wi11 be
required to abide by such terms and conditions. Refusal or failure to do so may be;grounds for
disciplinary action up to and includii�g termination.
2. The emplayee may be placed in a medical�y 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 b� the Counselor and treatm�nt facility, the employee may apply far a
leave af absence to the limits as autlined 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 G�ief of
Potice of the employee's successful treattnent completion and release to work.
5, After the employee has successfully completed the rehabilitatian program, the employee
will be placed in an aftercare prograrn.
6. The employee may, at the recommendation c�f the Counselor and at tl�e discretion of the
Chief c�f l'olice, be permitted to return to work in his/her job classification during outpatient
rehabilitation or during aftercare. Tc�qualify for such return to work the employee must reasonably
be expected to perft�rm his/her job responsibilities:
7. Prior to returning to work the ernployee may be scheduled for an examination, including a
drug/alcohol test at the discretion of the Chief of Police.
8. Employees participating in rehabilitation and aftercare programs, as a condition of such
participation, wi11 be subject to drug/alcohol testing as may be deemed appropriate by the Chief or
his designee,
9. Any chang�s or modifications in the rehabilitatic�n c�r aftercare programs must be approved
by the Chief of Police.
10. The employee may use apprapriate accrued leave as pxovided in persannel rules and/or in
the MOU during absences for rehabilitation and aftercare programs. If no sueh accrued leave is
available,the ernployee will be in a non-pay status.
1 l. Costs associated with all rehabilitatian and aftercare programs are the respoizsibility of the
employee. However,the emplt�yee may use City provided group health insurance benefits,if they
ap�ly, to such p�ograms. The City will utilize rehabilitation and aftercare prograrns autharized
under the City's group health insurance plan where available.
12: The number of times an employee can participate in a rehabilitation and aftercare program
will be deterrnined by the Chief of Police.
13. Records regarding an �mplc�yee's rehabilitatiai� pxogram, aftercare prograrn, 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 will be transferred tc� the Personnel
Department and there maintained in accordance with Section X of this Policy.
VII �IS�IPLI1�iARY AC'TION
The City may take disciplinary action up tfl and including discharge against any employee who:
A. Tests pasitive for alcflhal or for substances, as identified in Section IV in an amount which
meets or exceeds the cut-c�ff levels established by SAMH�A, as they exist at the time of testing
(Attachment"A„), .
B. Refi.ases requiied te5ting 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 ta work and aftercare programs,
E. Has useci illegal drug�while employed as a peace officer by the Gity of Redding,
F. Has abused prescription drugs while employed as a peace offieer by the City of Redding,
G. Violates a rule in Section I(E) of this Pc�licy.
Discip�inary action will be cc�nsistent with the City's established Policies.
'�III. 1t�IE�I�Ai, VIEW i�FFTCEI�
A. Only a qualified Medical Review Qf�icer {MRQ) in accc�rdance with SAMHSA standards
will receive laboratory results generated by druglalcah�l testir�g.
B. The responsibillties af the MR� are outlined in Attachment "B". These responsibilities
are ct�nsistent with SAMHSA standards. If such standards relating to the<role of the MRO change
so shall Attachment"B".
I�. +CC�l�1FII�El'�1TIALIT'i'
The results of any drug and/or alcohol test will nc�t be revealed to any persan other than the City
Manager,Assistant City Manager,Chiefof Police(or designee), Personnel Ditectc�r(or designee),
and the rehabilitationlaftercare caunselor; unless ordered by means r�f prc�per legal proeedure and
appropriate legal authority,such as a court ordered subpc�ena, or in connection with City discipline
or a grievance or arbitration proceeding initiated by or on behalf of the indiv�dual with�ut the
exp�ess written authr�rizatian c�f the employee.
A. To maintain confidentiality; records pertaining to Substance Abuse Policy administratian,
the rehabilitation and afteicare programs, the specimen callection process and individual
drug/alcahol test records wi1111ot be a part of tl�e individual personnel file�.
B. Ali documents identified in this section wi11 be secured and maintained in the Personnel
Uepartment under the custndianship flf the Personnel Directar,
C. AI� documents relating ta druglalcohol testing,the circurnstances concerning such testing,
or the administratian of other•aspects of th�s Palicy will be retained a minimum�f five years. Such
records will include;but not be limited to:
� Supporting documents for reasonable suspicion,
+ Doeuments supporting testing decisic�ns in internal o�•administrative investigations,
+ Records of the specimen collectit�n process to il�dicate specimen identification,
accountability, and chain of custody,
� Records of test results and any information provided by the affected individual
concerning legitimate medical reasons for pasitive results and re-tests,
• A rnaster list of individual names and matching identificati�n nurnbers for all cases;
• Recar�ls regarding an employee's rehabilitation pragram; aftercare prc�gram, and
the Return to Work Agreement.
D. Invaices for services provided by cc�Il�ction sites, laboratories, and Medical Review
Officers shall be directed to the Chief of Police or his designee,and re�erence only the case number
of the individual involved.
When a drug/alcohol test is ordered, the c�llection facility shall be notified only that an emplt�yee
is being transported for testirlg. The emplayee is not tc� be identified by name. Howev�r, at the
point of collection the employee will be identifed to the Medical Review 4fficer, in accordance
with SAMHSA standards.
F. To provide for the maintei�a��c� of confidentiality as required above, supervisors will be
infarmed on a need-to-�now basis of the reason for the authorized leave status of the employee.
X. SEVE BILITY
If any court sht�uld hold any part of this Policy invalicl, such decision shall not invalidate any other
part of this Policy.
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ATTACHMENT"B"
A. Medical Review Officer shall review resuits.
An essential part of the druglalcohcsl testing probram is the final review of results. A
positive test result does not automatically identify an employee as having used
drugs/alcohol in violation nf this substance abuse policy. An individual with a detailed
knowledge of possibie alternate medical explanations is essential to the review of results.
This review shall be perfc�rmed by the Medical Review Officer prior to the transmissi�n af
results to ernployer administrative officials.
B. Medical 1Zeview Officer- qualifications and responsibilities.
The Medical Review 4fficer shall be a licensed physician with knowledge of substance
abuse disorders. The rale of the Medical Review Officer is to review and interpret positive
test results obtained tl�rough the employer's testing program. In carrying out this
responsibility, the Medical Review Officer sha11 examine �lternate 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 aIl medical records made
available by the tested individual when a confirmed positive test cQuld have resulted from
legally pres�ribed medication: The Medical Review t�fficer shall not, how�ver, consider
the results af urine samples that are not obtained or processed in accordance with
SAMHSA standards,
C. Positive test result.
Prior ta making a final deeisian to verify a positive test result,the Medical Review Officer
shall provide the tested individual an opportunity to discuss tl�e test result w�th him/her. It
is prirnarily the responsibility of the tested individual to initiate this discussion. However,
to facilitate such a discussion,the Medical Review C7ffi��r will send a certified letter fo the
tested indi�idual regarding the need to discuss the test result with him/her. L7uring the five
{5) working days following such eertified rnailing, the Medical Review t�fficer will make
reasonable efforts to contact the individual. If after the five working day periad there has
been na contact, the Medical Review Officer will forward the test re�ults to the Chief of
Police or designee.
D. Verification for op�ates; review far prescription medication,
Before the Medical Review Officer verifies a canfirmed positive result for opiates,he/she
shall determine that there is clinical evidence--in addition tc�the urine test--�f unauthorized
use c�f any opium, opiate, or opium derivative (e.g.,morphinelcc�deine). (This requirernent
does not apply if the employer's GC/MS c�nfirrnation testing far opiates confirms the
presence of 6-monoacetylmarphine,)
E. Reanalysis authorized,
Shauld any question arise as to the accuracy or validity of a positive test result, only the
Medical Review Ufficer is authorized to order a reanalysis of the original sample and such
retests are authorized only at labor�tories certified by D.H.H.S. The Medical Review
Offcer shall auth�rize 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�2.eview Officer determines there is a legitimate medical explanation for the
pc�sitive test result, the Medical Review C?fficer shall report the test result to the emplayer
as negative.
G. Result scientifically insufficient.
Additianally, the Medical Rev°rew Of�icer, based on review of inspection reports, quality
contr�l data, rnultiple samples, and other pertinent results, may determine that the result is
scientifically insuffcient for�urther actian and declare the test specimen negative. �n this
situation the Medical Review Officer may request reanalysis of the ariginal sample before
making this decision, The laboratary shall assist in this review pracess as requested by the
Medical Review Officer by making available the individual respc�nsible for day-to-day
tnanagement of the urine drug testing laboratory ar ather employee wha is a farensic
toxicologist ar whc� has equivalent forensic experience in urine drug testing, to provide
specific consi:iltation as required by the City.
ATTACHMENT "C"
SAMPT.;E
RELEASE QF INFQRMATION
CONSENT T4 I7RLJG TE5TING
I, , do hereby give my consent to
, to perform urinalysis on me �`ar the presence af cei-tain drugs
and/ar alcohol. I further authorize to release test results abtained from
this examination in accordance with the prc�cedures contained in the City of Redding Substance
Abuse Policy applicable to my job classification to the City of Redding.
� � � � �
I am nc�w taking, or have taken, the following medications within the past thirty(3{?}days:
NAME OF DRUG Ct'JNDITIQN FOR WHICH PRESCRIBING D(�CTt�R
TAKEN t7R
{�VER THE CQUNTER
(flT�)
DATED:
SIGN�TURE
IDENTIFICATION
DATED:
WITNESS