HomeMy WebLinkAboutReso 2006-044 - RPOA
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RESOLUTION NO. 2006-44
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF REDDING
APPROVING THE PROVISIONS OF THE MEMORANDUM OlF
UNDERSTANDING E:NTERED INTO BETWEEN THE CITY OF REDDING
AND THE REDDING POLICE OFFICERS ASSOCIATION OF REDDING
EMPLOYEES, EFFECTIVE MARCH 12, 2006.
WHEREAS, the Redding Police Officers Association of Redding Employees has been
formally recognized as the majority representative of an appropriate unit of employees, as set forth
in Section 2.1 of Article 2 of the attached Memorandum of Understanding; and
WHEREAS, the designated representatives of the City of Redding have conferred with and
entered into a Memorandum of Understanding with the designated representatives of the Peace
Officers Association of Redding Employees, as required by the provisions of the Meyers-Mails-
Brown Act of 1968; and
WHEREAS, a copy of the Memorandum of Understanding is attached hereto and made a
part hereof;
NOW, THEREFORE, IT IS HEREBY RESOLVED by the City Council of the City of
Redding that the aforesaid Memorandum of Understanding is hereby approved and shall be effective
March 12,2006.
I HEREBY CERTIFY that the foregoing Resolution was introduced, read, and adopted at
a regular meeting of the City Council of the City of Redding on the 21 sl day of March, 2006, by the
following vote:
A YES:
NOES:
ABSENT:
ABSTAIN:
COUNCIL MEM:BERS: Dickerson, Mathena, Pohlmeyer, Stegall and Murray
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FORM APPROVED:
-' iJ.~ Clerk
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RICHARD A. DUVERNAY, Ci
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MEMORANDUM OF UNIDERSTANDING
between
THE DESIGNATED Rl~PRESENTATIVES OF THE CITY OF REDDING
and
THE DESIGNATED REPRESENTATIVES
of the
PEACE OF]~CERS ASSOCIATION OF REDDING
EFFECTIVE:
AMENDED:
AMENDED:
AMENDED:
AMENDED:
AMENDED:
AMENDED:
AMENDED:
AMENDED:
AMENDED:
AMENDED:
AMENDED:
AMENDED:
AMENDED:
July 1, 1974 (Insofar as legally possible)
May 29, 1975, to be effective June 29, 1975
June 20, 1978, to be effective June 25, 1978
August 2, 1982, to be effective July 7, 1982
August 11, 1983, to be effective July 3, 1983
November 5, 1984, to be effective November 4, 1984
April 7, 1987, to be effective July 1, 1986
July 18, 1989, to be effective June 25, 1989
April 6, 1993, to be effective April 6, 1993
June 21, 1994, to be effective June 19, 1994
January 2, 1996, to be effective December 17, 1995
ApI'il 7, 1998, to be effective September 20, 1997
May 7,2002, to be effective April 14, 2002
March 21. 2006. to be effective March 12.2006
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TABLE OF CONTENTS
ARTICLE 1: .PREAMBLE.....:............................................................................................................1
ARTICLE 2:. RECOGNITICIN ....... ....... ........ ....... ................. .................... .......................... ........... .....2
ARTICLE 3 : ASSOCIATION SECURITY. ................... ..................... ............... .......... ..... ..... ........... 3
ARTICLE 4: GRIEVANCE PROCEDURE........ .................. .............. ............................... .......... ...... 3
ARTICLE 5: SAFETy......... .......... ...... .................. ............ ..... ........... .......... ........... ......... ............ .......6
ARTICLE 6: DISABILITY AND. UNEMPLOYMENT ...................................................................6
ARTICLE 7: EMPLOYEE STATUS .... ............... ...... ........................... ............ .......... ........................ 7
ARTICLE 8: WAGES AND CLAS SIFICA TIONS ............... ......................... ..... .............................. 8
ARTICLE 9: HOURS AND OVERTIME.......... ..... ........................... ....... ................ ......... .............. 10
ARTICLE 10: SENIORITY ...... ... ................................................... ... ... ............................................13
ARTICLE 11: PROMOTION AND TRANSFER ...........................................................................13
ARTICLE 12: DEMOTION AND LAYOFF ...................................................................................13
ARTICLE 13: LEAVE OF ABSENCE ............................................................................................14
ARTICLE 14: EXPENSES............................................................................................................... 15
ARTICLE 15: SICK LEAVE............................................................................................................ 15
ARTICLE 16: FUNERAL LEAVE ... ...... ....................................... ........ ...... ............. ....... .............. ..16
ARTICLE 17: H 0 LID A YS............................................................................................................... 1 7
ARTICLE 18: VACATIONS ..... ....... ....... .................. ........ ............ ..... .................. ............... .......... ...18
ARTICLE 19: UNIFORMS ................. .................... ..... ................. ..... .............. .......... .......... ......... ...20
ARTICLE 20: MISCELLANEOUS. ....... ........... ......... ............................ ............. ............ ......... .......21
ARTICLE 21: EMPLOYEE!]ROUP HEALTH AND WELFARE BENEFIT PROGRAMS......21
ARTICLE 22: TERM ........................................................................................................................24
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ARTICLE 23: ENTIRE AGREEMENT .................. ................ ............... .... ........ ......... ....... .......... ....24
EXHIBIT "A" - SCHEDULE OF WAGE RATES
EXHIBIT "B" - JOB DEFINITIONS
EXHIBIT "C" - PERFORMANCE STANDARDS
EXHIBIT "D" - REIMBURSEMENT OF HIRING AND TRAINING EXPENSES
EXHIBIT "E" - SUBSTANCE ABUSE POLICY
NOTE: Amendments, effective March 12. 2006. are shown by underlining the new language
and striking lining. out the deleted language.
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MEMORANDUM OF UNDERSTANDING
THIS MEMORANDUM OF UNDERSTANDING, made and entered into this 26th day of
June, 1974, by and between the designated representatives of the CITY OF REDDING (a public
agency as defined in Section 3501(c) of Chapter 10 of Division 4 of Title 1 ofthe Government Code
of the State of California), hereinafter referred to as the City, and the designated representatives of
the Peace Officers Association of Redding (a recognized employee organization as defined in
Section 3501(b) of Chapter 10 of Division 4 of Title 1 of the Government Code of the State of
California), hereinafter referred to as Association;
WIT N E SSE T H:
WHEREAS, the parties hereto desire to facilitate the peaceful adjustment of differences that
may from time to time arise between them, to promote harmony and efficiency to the end that the
City, the Association and the general public may benefit therefrom, and to establish fair and
equitable wages, hours and working conditions for certain hereinafter designated employees of the
City;
NOW, THEREFORE, the parties hereto do agree as follows:
ARTICLE 1: PREAMBLE
1.1 The parties acknowledge the provisions of Chapter 10 (Subsection 3500, et. seq.)
of Division 4 of Title 1 of the Government Code of the State of California.
1.2 It is the policy of the City and the Association not to, and neither party will,
interfere with, intimidate, restrain, coerce or discriminate against any employee because of race,
creed, sex, color or national origin.
1.3 The City is engaged in rendering services to the public and the City and the
Association recognize their mutual obligation for the continuous rendition and availability of such
servIces.
1.4 The duties performed by employees of the City as part of their employment
pertain to and are essential to the operation of a municipality and the welfare of the public
dependent thereon. During the term of this Memorandum of Understanding, employees shall not
partially or totally abstain from the performance of their duties for the City. The Association shall
not call upon or authorize employees individually or collectively to engage in such activities and
shall make a reasonable effort under the circumstances to dissuade employees from engaging in
such activities. Those employees who do individually or collectively, partially or totally abstain
from the performance of their duties for the City shall be subject to disciplinary action up to and
including discharge from employment without recourse.
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1.5 City employees shall perform loyal and efficient work and service and shall use
their influence and best efforts to protect the properties of the City and its service to the public and
shall cooperate in promoting and advancing the welfare of the City and in preserving the continuity
of its service to the public at all times.
1.6 The City and the Association shall cooperate in promoting harmony and
efficiency among City employees. . The parties have met and conferred in good faith and have
reached agreement on procedures set forth in this Memorandum of Understanding for resolution of
disputes between the parties. The Association agrees that it will follow the procedures as set forth
in this Memorandum of Understanding or the bargaining process required by the Meyers-Milias-
Brown Act and will make every effort to persuade its members to also use the established
procedures, rather than to use any other method or forum such as appeals directly to the news media
or the City Council for resolution of problems or disputes arising out of this Memorandum of
Understanding.
1.7 Notwithstanding anything to the contrary, the Peace Officers Association of
Redding recognizes and accepts the right of City of Redding management to manage the City. It is
agreed by the parties to this Memorandum that management rights include, by way of illustration
and not by way oflimitation, the following: (a) the full and exclusive control of the management of
the City; (b) the supervision of all operations, methods, processes and means of performing any and
all work, the control of the property and the composition, assignment, direction and determination
of the size of its working forces; (c) the right to determine the work to be done by employees; (d)
the right to change or introduce new or improved operations, methods, means or facilities; and (e)
the right to hire, schedule, promote, demote, transfer, release and layoff employees and the right to
suspend, discipline and discharge employees and otherwise to maintain an orderly, effective and
efficient operation. The parties acknowledge that the foregoing management rights are subject to
any provisions of this Memorandum of Understanding which specifically modify or limit
management's exercise of the foregoing rights, and except as these rights have been so modified
herein, they shall not be subject to the grievance procedure.
1.8 The schedule and staffing plan for the Field Operations Unit provides for a four
(4) day work week with ten (10) hour working days at regular time. It is recognized that
management has the right to schedule employees and to determine the staffing plan; however, a
specific exception shall apply exclusively to the reversion to a five (5) day work week with eight (8)
hour working days in that this reversion shall be subject to the meet-and-confer process as provided
for by the Meyers-Milias-Brown Act and this agreement.
ARTICLE 2: RECOGNITION
2.1 The City recognizes the Association as the "Majority Representative" of all
employees of the City Police Department who hold a classification listed on Exhibit "A" of this
Memorandum of Understanding. The provisions of this Memorandum of Understanding hereinafter
set forth shall apply only to those employees of the City of Redding for whom the Peace Officers
Association of Redding is the established majority representative.
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2.2 Official representatives of the Association will be permitted access to City
property to confer with City employees on matters of employer-employee relations, but such
representatives shall not interfere with work in progress without agreement of Management.
2.3 The City will provide the Association adequate bulletin board space for the
purpose of posting thereon matters relating to official Association business.
2.4 The City and the Association will not interfere with, intimidate, restrain, coerce or
discriminate against any employee because of the employee's membership or non-membership in
the Association or his activity on behalf of the Association.
2.5 Any employee, at the employee's request, shall be permitted representation by an
Association representative on any grievance or disciplinary matter. In particular, the parties
acknowledge the provisions of California Government Code Section 3300 et. seq. as it exists or may
be subsequently amended by the California Legislature.
2.6 Joint Association-Management meetings shall be held as often as agreed upon by
the Association and Management. The purpose of these meetings shall be to promote harmony and
efficiency and to improve communications between employees and all levels of management. The
meeting agenda shall be detennined by those in attendance and there shall be no restrictions on the
subject matter, provided the meetings shall not substitute for normal grievance procedures or for
formal negotiations between the parties. Those in attendance shall consist of the Association's
Negotiating Committee and the City's Police Chief, the City's Personnel Manager Director and
such other management persormel as determined by the Personnel Manager Director. The meetings
shall be summarized in written minutes. Except that the provisions of this section shall be observed,
the meetings shall be self-organizing.
ARTICLE 3: ASSOCIATION SECURITY
3.1 The City shall deduct from their wages, the regular membership dues of the
employees who are members of the.Association and who individually and voluntarily authorize
such deductions in writing in accordance with the provisions of Section 1157.3 of the Government
Code of the State of California.
3.2 Deductions shall be made from the first and second payroll periods of each month
in approximately equal amounts and a check for the total deductions shall be submitted to the Peace
Officers Association of Redding within five (5) working days of the date the deductions are
withheld from the employee's check. Deductions may include individual insurance and benefit
programs.
3.3
Association.
The form of check -off authorization shall be approved by both the City and the
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ARTICLE 4: GRIEVANCE PROCEDURE
4.1 Any grievances which may arise between the Association or any of its members
and the City, with respect to the interpretation or application of any of the terms of this
Memorandum of Understanding and with respect to such matters as the alleged discriminatory or
arbitrary discharge, demotion or discipline of an individual employee, shall be determined by the
provisions of this article, except that such matters as are included in the definition of impasse as set
forth in Resolution No. 4217 are not a grievance. Probationary employees shall not be entitled to
invoke Article 4, Grievance Procedure, with regard to matters of discharge, or demotion. This shall
not, however, prevent a probationary employee from exercising any other rights under this
Memorandum of Understanding. Every employee designated by the City to hear the grievance of a
subordinate shall have the authority to settle that grievance.
4.2 The initial step in the adjustment of a grievance shall be a discussion between the
Association's President or Vice President, or any other person designated by the grievant, and the
immediate Management Suplervisor directly involved, Division Head or Department Head as
applicable, who will answer within ten (10) work days. This step shall be started within thirty (30)
work days of the date of the action complained of or the date the grievant became aware of the
incident which is the basis for the grievance. This step may be taken during the working hours of
the Association President or Vice President. The foregoing steps may be supplemented by written
presentations as well as the oral discussions required above. The notice of the time, date and
location of all meetings between the grievant's representatives and management representatives
must be in writing.
4.3.1 For matters regarding MOU interpretation the following provisions will apply:
4.3.1 (a) Step Two: lfthe initial step in resolving the grievance (step one) was at a lower
administrative level than the Chief of Police, and the grievance was not resolved at Step One, the
second step shall be a discussion between the Association's President or Vice President or
representative designated as such by the grievant and the Chief of Police, who shall answer within
ten (10) work days. This step shall be taken within ten (10) work days of receipt by the grievant of
the answer in Step One.
4.3.1 (b) Step Three: If a grievance is not resolved in the second step, the third step shall
be the presentation of the grievance, in writing, by the Association President or Vice President or
representative designated as such by the grievant to the Personnel Manager Director, who shall
answer, in writing, within ten (10) work days. The third step shall be taken within ten (10) work
days of receipt by the grievant of the answer in Step Two.
4.3.1(c) Step Four: J[fa grievance is not resolved in the third step, the fourth step shall be
the presentation of the grievance, in writing, by the Association President or Vice President or
representative designated as such by the grievant to the City Manager or designee (Assistant City
Manager or Deputy City Manager), who shall answer, in writing, within ten (10) work days. The
fourth step shall be taken within ten (10) work days of receipt by the grievant of the answer in Step
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Three. If requested by the gri,evant, a meeting shall be held between the City Manager or designee
and the grievant prior to a response.
4.3.2
will apply:
For matters regarding non-Skelly disciplinary situations the following procedures
4.3.2(a) The initial step in resolving the grievance shall be a discussion between the
Association's President or Vice President or representative designated as such by the gtievant and
the Chief of Police, who shall answer within ten (10) work days.
4.3.2(b) Step Two: If a grievance is not resolved in the initial step, the second step shall
be the presentation of the grievance in writing by the Association President or Vice President or
representative designated as such by the grievant to the Personnel Manager Director, who shall
answer in writing within ten (10) work days. The second step shall be taken within ten (10) work
days of the date ofthe answer in the initial step.
4.3.2(c) Step Three: If a grievance is not resolved in the second step, the third step shall
be the presentation of the gric~vance in writing by the Association President or Vice President or
representative designated as such by the grievant to the City Manager or designee (Assistant City
Manager or Deputy City Manager), who shall answer in writing within ten (10) work days. The
third step shall be taken within ten (10) work days ofthe date of the answer in the second step.
4.3.2(d) Step Four: If a grievance is not resolved in the third step, the fourth step shall be
referral to arbitration. The fourth step shall be taken within twenty (20) work days of the date of the
answer in step three. .
4.3.3 Grievances that appeal a disciplinary action wherein a pre-disciplinary hearing
(Skelly) has been afforded the employee with the City Manager, shall be filed initially at arbitration.
4.4(a) Step Four: If a grievance is not resolved in the third step, the fourth step shall be
referral by either the City or the Association to arbitration. The fourth step shall be taken within
twenty (20) work days of the date of the answer in Step Three.
4.4(b) Within five (5) working days of the City's receipt of a request by the Association
to submit a grievance to arbitration the City will solicit a list of not more than ten (10) arbitrators
from the State of California Conciliation and Mediation Service. A copy of such list shall be
forwarded to the Association's mailing address upon receipt by the City. The parties agree to act
expeditiously in the selection of an arbitrator. If the Association and the City fail to reach mutual
agreement on the selection of an arbitrator, each party shall, at a meeting of its representatives,
alternately strike a name from the list of arbitrators provided by the SCCMS. The first party to
strike a name shall be determined by lot. The costs of arbitration shall be borne equally by the City
and the Association. The City and the Association shall pay the compensation and expenses for
their respective witnesses. At the Association's request, the City shall release employees from duty
to participate in arbitration proceedings.
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4.4(c) The arbitrator shall hold such hearings and shall consider such evidence as to the
arbitrator appears necessary and proper. The first hearing shall be held as soon as is practicable for
all parties involved. The decision of the arbitrator shall be final and binding on the City and the
Association and the aggrieved employee, if any, provided that such decision does not in any way
add to, disregard or modify any of the provisions ofthis Memorandum of Understanding.
4.5 Failure by either party to meet any of the aforementioned time limits as set forth
in Subsection 4.2, 4.3.I(a), 4.3.1(b), 4.3.1(c) 4.3.2(a), 4.3.2(b), 4.3.2(c), 4.3.2 (d), 4.4(a) or 4.4(c)
will result in forfeiture by the;: failing party; except however, that the aforementioned time limits
may be extended by mutual written agreement. Grievances settled by forfeiture shall not bind either
party to an interpretation of this Memorandum of Understanding, nor shall such settlements be cited
by either party as evidence in the settlement of subsequent grievances.
4.6 Notwithstanding the aforementioned procedure, any individual employee shall
have the right to present grievances to the City and to have such grievances adjusted without the
intervention of the Association, provided that the adjustment shall not be inconsistent with this
Memorandum of Understanding, and further provided that the Association's President shall be
given an opportunity to be present at such adjustment.
4.7 Whenever the ternl work day or working day is used in this article, it shall mean
any day that City Hall is open Ito the public.
ARTICLE 5: SAFETY
5.1 The City Council desires to maintain a safe place of employment for City
employees and to that end Ciw management shall make all reasonable provisions necessary for the
safety of employees in the performance of their work.
5.2 Regular meetings will be held on all jobs to plan the job and emphasize safety in
its performance.
5.3 Regular safe;:ty meetings will be held once every two (2) months for the purpose
of reviewing accidents and preventing their recurrence, eliminating hazardous conditions and
familiarizing employees with safe work procedures and applicable State Safety Orders and for
training in first aid. The Association may request no more than six (6) safety meetings in a calendar
year to discuss unsafe working conditions. The City shall accommodate such requests.
ARTICLE 6: DISABILITY AND UNEMPLOYMENT
6.1 An employee who is absent by reason of industrial disability may be returned to
work by the City and given temporary light duties within the employee's ability to perform, with the
consent of the employee's physician. The duration of any such period of temporary work shall be
determined by the City. Such employee shall be compensated at the then current rate of pay of the
employee's regular classification while engaged in such temporary duties. The City may require an
employee requesting to return to work after an absence caused by disability or illness to submit to a
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medical examination by a physician or physicians approved by the City for the purpose of
determining that such emploYI;:e is physically and mentally fit and able to perform the duties of the
employee's position without hazard to the employee, to the employee's fellow employees or to the
employee's own permanent health.
6.2 Vacation and sick leave shall be accrued and group health and welfar~ insurance
coverage shall be maintained while a Regular employee is absent from work as a result of a job
related disability and receiving Workers' Compensation temporary disability compensa.tion as set
forth in Section 4850 of the Labor Code of the State of California for the period of such disability,
but not exceeding one (1) year. Employees who are not entitled to tl1e benefits as set forth in
Section 4850 of the Labor Code of the State of California, but who are receiving Workers'
Compensation temporary disability benefits, may, nevertheless, at their option, maintain their group
health and welfare insurance coverage during the period in which they are receiving temporary
disability compensation for up to a maximum of a cumulative total of five (5) years, which includes
one (1) year of 4850 paid tirillh providing the employee pays his or her share of the montWy
premium to the City of Redding on or before the first day of the month for which the premium is
intended. Holidays which occur during the period for which any employee is receiving temporary
disability compensation shall not be recognized by such employee for compensation purposes.
ARTICLE 7: EMPLOYEE STATUS
7.1 Employees will be designated as Regular or full time temporary depending upon
the purpose for which they are hired and their length of continuous service with the City.
7.2iill A Regular employee is an employee hired for a full time position that: has been
regularly established as an authorized position and is of indeterminate duration. A Regular
employee shall receive not less than the minimum rate for the job and shall be eligible for sick leave
pay, vacation pay, holiday pay, retirenlent plan participation, health and welfare insurance coverage
and items of a similar nature as tlle employee becomes eligible. Emplovees shall serve a
probationary period upon initial appointment as follows:
Lateral Police Officer One Year (12 months)
Entry Level Police Officer One and one-halfvears (18 months)
Police Recruit While attending Police Academv training. Upon successful
gmwletion of Police Academv training, a Police Recruit will be
recla.ssified to Police Officer and the employee will, at that time,
begin to serve the designated probationary period for Entry Level
Police Officer.
Lateral Police Officers shall serve a probationary period of one (1) year upon initial appointment.
Entry Le';el Poliee Offieers and Police Recruits shall serve a probationary period of one and one
half (1 ~;,.) years upon initial appointment. (including time spent classified as a Police Reeruit
attending the i\cademy, if applic:a&le:- An employee's probationary period shall be extended by the
duration of any paid or unpaid absence of two (2) or more consecutive pay periods. ten (10) or morc
consecutive'vvorkdays.
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7.2 (b) A probationary period may also be extended at the discretion of City
management for a period not to exceed six (6) months for the purpose of enabling a mon:: extensive
review and evaluation of a probationary employee prior to the employee attaining permanent status.
A probationary employee shall be notified in writing of such an extension not less than ten (10)
working days prior to the expiration of the probationary period.
7.2 (c) A Regular City employee who transfers to the Police Department as a sworn
officer personnel will begin a new probationary period as outlined in this section. However, for the
purposes of seniority within the Police Department, time will start at the time of appointment. All
other benefits shall be calculat,ed based upon total City time, with the exception of the selection of
watch, days off and vacation scheduling or as otherwise outlined in this Agreement.
7.2 (d) Employees serving their initial probationary period shall not be eligible for leave
of absence, funeral leave for non-immediate family members, educational incentive pay, or items of
a similar nature.
7.3 A full time temporary employee is defined as an employee hired for oceasional or
seasonal work for a period not to exceed six (6) months. A full time temporary employee shall
receive not less than the minimum rate for the job but shall not be eligible for sick leave pay,
holiday pay, vacation pay, health and welfare insurance coverage, retirement plan participation or
items of a similar nature, nor shall h{: accrue seniority or promotion and transfer rights or leave of
absence rights. If a full time temporary employee is reclassified to Regular status, the employee
shall serve a new probationary period as outlined in Article 7.2U!1, and shall be credited with all
continuous service in determining eligibility for such benefits as may accrue to the employee in his
or her new status.
7.4 All promotional appointments to the classifications of Police Corporal and Police
Sergeant will be probationary for one full year. If the probationary period is not successfully
completed, the person shall return to the classification from which they were promoted; provided
however that such return rights do not apply to an employee who was discharged for cause while
serving a probationary period.. In such case such employee shall have the right to appeal the
discharge through the grievance procedure (Article 4).
7.5 An employe{: retuming to City service in a position in this unit, who had attained
at least step four of the salary range prior to the period of separation, may be placed at a higher step
in the salary range at the discretion of the Chief of Police.
ARTICLE 8: WAGES AND CLASSIFICATIONS
8.1(a) Employees shall be paid the wage established for their classification. Upon initial
appointment to a classification, an employee shall normally be paid the lowest wage rate for that
classification. An employee may, however, be paid a wage rate above the lowest wage rate if
circumstances justify it. Step increases will be granted as follows: After twenty-six (26) full pay
periods of employment at Salary Step I and with an overall satisfactory or above performance
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rating, an employee will be advanced to Salary Step 2. After twenty-six (26) full pay periods of
employment at each subsequent salary step with an overall satisfactory or above work performance,
an employee will be advanced to the next higher step. The effective date of promotion to a new
classification or advancement to a higher wage step shall be the first day of the pay period following
qualification for the promotion or advancement to a higher wage step.
8.1 (b) Should a Police Officer wish to appeal a denial of a step increase, the officer may
do so by submitting an appeal (1) to the Chief of Police, and if not resolved, (2) to an advisory
committee comprised of two (2) representatives designated by the Association and one (1)
representative designated by Police management. The committee will consider the appeal and make
an advisory recommendation toO the City Manager whose decIsion will be final. Such appeal must
be made within thirty (30) days of the date of denial of the merit increase.
8.2 Wages shall be paid at bi-weekly intervals on Thursdays for a pay period ending
no earlier than the preceding Saturday. If a payday falls on a holiday, payment shall be made on the
preceding workday. All employees hired after March 12. 2006. must make arrangements to have
their pay deposited to a bank ac:count via electronic transfer.
8.3fu} When an employee is temporarily assigned to work in a classification higher than
the employee's regular classification, the employee shall be paid at the rate established for the
higher classification, with a minimum of four (4) hours and time computed to the next full hour,
except when the work is performed outside of the regular work hours and the duration is less than
four (4) hours. When an employee is temporarily assigned to work in a higher classification which
has a wage range overlapping the wage range of the employee's regular classification, the employee
shall be paid at the wage rate of the classification to which the employee is temporarily assigned,
which is next higher to the employee's present wage rate, but not more than the top wage rate of the
temporary classification.
8.3(Qa) A Police COlporal shall be granted a 5% upgrade when performing higher duties
due to an extended absence of a Polic(~ Sergeant when performing such duties for a full work day.
8.4 When an employee is temporarily assigned to work in a classification lower than
the employee's regular classification, the rate of pay will not be reduced.
8.5 For purposes of wage rate progression in a temporary classification, the time
worked by an employee in other than the employee's regular classification shall also be accrued in
such temporary classification.
8.6fa)
Wage Rates."
Attached hereto and made a part hereof is Exhibits "A" entitled "Schedule of
8.7
Attached hen~to and made a part hereof is Exhibit "B" entitled "Job Definitions."
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8.8(a) Effective April 14, 2002, shift differential shall be paid to employees" including
those employees assigned to Police Investigations, for regular hours worked when at least 50% of
the employee's regularly assigned hours fall within the following shifts:
IIIB (Swings)
2030 houfs-0630 hours
0600 hours-1600 hours
1400 hours-2400 hours
1600 hours-0200 hours
1700 hours-0300 hours
1800 hours-0400 hours
5%
o
3.5%
3.5%
5%
5%
8.8(b) Effective June 25, 1989, POST and educational incentives shall be added to the
base pay of those Regular employees who qualify as follows:
Associate of Arts or Science degree, or sixty (60) semester units, or
a POST Intermediate Certificate.
Ba,chelor of Arts or Science degree, or one hundred twenty (120)
semester units or a POST Advance Certificate.
*Effective Julv 2. 2006. the annual additional educational incentive shall be $130 to be paid in
equally divided installments with the City's regular bi-weekly payroll processing. Gbe ar..nual
$100.00 additional educational inoentive to be effecti'v'o Jooe 19, 1994, and The additional education
incentive will be added to either the two and one half percent (2 'i1%) or the five percent (5%)
educational incentive; but not both. :Jbe initial eligibility for the annual $100.00 '\-'Iill be paid on the
next scheduled payment date. The af'.nual payment will be Oil a separate check and paid during the
seoond pay period in July.
8.8(c) Dates stated regarding the beginning date of compensation elements are
approximate. They will aotually begin on the beginning day of a pay period closest to the stated
date of beginning.
8.9 Bilingual pay of two and one half percent (2 12%) shall be added to the base pay
of qualified employees who have been designated by the Chief of Police, or designee, to utilize
bilingual skills.
8.10 Temporary upgrade pay in the amount of five percent (5%) over base pay shall be
paid to those employees assigned by the Chief of Police, via a Personnel Order. for the time
spent actually performing designated specialty assignment functions. Examples of these
assignments include the following: crowd control. defensive tactics, bomb disposal. field evidence,
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field training officer. hostage negotiator. honor guard. range master, SWAT. armorer. certified
department instructor, i.e.. first aid, force options, taser, etc. Assignments not mentioned above
shall require the advance approval of the Personnel Director.
ARTICLE 9: HOURS AND OVERTIME
9.1 All Regular employees will receive full time employment for each workweek
employed, provided they report for duty and are capable of performing their work. This is not to be
interpreted that the City does not retain the right to layoff or release employees on account of lack
of work or other valid reason at: the end of the work week.
9.2 Each employee shall report for work at the employee's regularly established
headquarters and shall return thereto at the conclusion of the day's work and the time spent in
traveling between such headquarters and the job site shall be considered as time worked.
9.3(a) A work week is defined to consist of seven (7) consecutive calendar days, Sunday
through Saturday, and a basic work week is defined to consist of five (5) consecutive workdays of
eight (8) hours each, or four (4) conse:cutive workdays often (10) hours each. The basic workweek
may begin on any day of the w(~ek or at any hour of the day during the w~rkweek.
9.3 (b) Police Offict:rs assigned to field Qperations shall select watch and days off by
seniority with the Department., exoept as otherwise provided hereiR. Effective March 12. 2006,
seniority, for the purpose of this Article, will be defined as time in classification. Police Officers
(including former Police Recruits) hired prior to March 12,2006, having had their seniority ranking
historically established by the Department. shall not be affected by this change. A list of the names
of these employees that includes the employee's established seniority date shall be provided to the
Personnel Department by March 12,2006. Police Corporals shall also select watch and days offby
seniority, whicb, for the purpose of this .\rtiole, shall be defined as time in classification. Shift
rotation will be scheduled every four (4) months beginning the first day of the pay period closest to
January 1, May 1 and September 1. An officer will not be permitted to remain on a given shift in
excess of twelve (12) consecutive months. Police Officers may be assigned to days off and a watch
based on Departmental needs and/or administrative adjustments. As much notice as is practical will
be provided when making assignments based upon Departmental needs and/or administrative
adjustments. Any administrative adjustment in assignment made after completion of a watch sign
up shall not give an employee the right to bump for another watch, a change in days off, or vacation.
(1) Selection of a watch and days off, by Specialists, shall be conducted in the
following manner:
a. K-9 Specialists shall select a watch and days off based on seniority with the
Department. No more than one K-9 Specialist shall be on the same watch
unless authorized by the Chief of Police.
b. Traffic Specialists shall select a watch and days off from those slots which
have been scheduled by the Department. Selection shall be based on
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consecutive seniority as a Tratnc Specialist. Traffic Specialists shall rotate
between Watch II and Watch III as often as is practical.
c. DUI Specialists shall remain on special assigned watches.
d. Other Specialists shall be assigned as detennined by the needs of the
Department.
9.4 Overtime is defined as:
Time worked in excess of forty (40) hours in a workweek.
Time worked in excess of eight (8), nine (9), flem:s or ten (10) hours as applicable on a
scheduled workday (the ten hour workday shall apply only to the part of the work force
assigned to a four da.y, ten hour work week), except when an employee has supervisor
a roval to work a flexible schedule pursuant to Article 9.9.
Time worked on a non-workday.
Time worked outside of regular hours on a workday.
Time worked on a holiday.
Overtime shall be computed to the nearest one-quarter (114) hour. Time worked as defined in (A) or
(C) above as a result of a shift ehange shall not be regarded as overtime for compensation purposes.
9.5W Overtime oompensation shall be paid at a rate equivalent to one and one-half
(1 'l'2) times the regular rate of payor, at the employee's option, the employee may elect to receive
compensatory time off (CTO) with pay at the rate of one and one-half (1 'l'2) hours off for each
overtime hour worked.
~ Employees who request compensatory time off CTO with seventy-two (72)
hours advance notice will hav{: their request approved as long as staffing does not drop more than
one (1) below established minimum staffing levels. provided such leave does not oreate an "undue
hardship," as outlined in the fi~deral regulations. For CTO requests that would cause staffing to
drop more than one (1) below minimum staffing. it shall be the employee's responsibility to arrange
for the employee's coverage. Requests for CTO compensatory time off without seventy-two (72)
hours advance notice shall be consid{:red for approval, taking into consideration operational needs,
and the Supervisor shall have the discretion to approve or deny such request. may be oonsidered on
a case by case basis. A manpower shortage occurring after a request has been approved shall not
cause an approval to be rescinded. Requests for CTO will be granted on a first-come. first-served
basis and shall consist of no more than forty (40) consecutive hours per request.
9.5(c) Other forms of time off, such as iniury, illness or vacation, which cause the shift
to be at or below minimum staffing levels. shall not be a consideration when granting eTO. At
least one officer will be allowed to take CTO when staffing is below shift minimum.
9.5(d) The maximum CTO compensatory time off available for any employee at any
time shall be limited to the maximum allowable CTO accumulation pursuant to the Federal Fair
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Labor Standards Act. In the event overtime is worked when an employee has the maximum
accumulation of CTO compensatory time ofT, four hundred eighty (480) hours, the employee shall
be paid for the overtime worked as set forth above.
9.5(e) Employees whose employment with the City is terminated for any reason shall,
at the time of termination, receive any unused CTO compensatory time off previously eamed.
9.6(a) If an employee performs overtime work immediately following the lend of the
employee's regular shift. the employee shall be paid overtime compensation only for the actual time
worked.
M{Q) Effective June 24, 1990, except in the circumstances outlined below, employees
who are required to report for work on their non-workdays or on holidays they are entitled to have
ofT, or outside of their regular hours on workdays, shall be paid overtime compensation for the
actual time worked, but in no event for less than three (3) hours' compensation.
9.6(c) Employees who are required to report for court duty on their non-workdays or on
holidays they are entitled to have off shall be paid overtime compensation for the actual time
worked, but in no event for less than four (4) hours' compensation. If an employee is required to
report to court on the same day for the same subpoena following an appearance on that subpoena
prior to 1200 hours the employee will be paid actual overtime worked for that subsequent
appearance in addition to the minimum overtime compensation paid for the morning appearance.
On multiple subpoenas for the same day employees will be allowed only one minimum overtime
claim before 1200 hours and one minimum overtime claim after 1200 hours.
9.6(d) If an employee is called to work one (1) hour or less before the employee's
regular hours were scheduled to begin on a workday and continues to work into the employee's
regular hours, the employee shall be paid overtime compensation only for the actual time worked.
Conversely, if an employee is called in to work more than one (1) hour before the employee's
regular work hours were scheduled to begin, the employee shall receive the minimum overtime
compensation outlined above.
9.6(e) Notwithstanding the foregoing, and subject to man-power availability, an
employee who is called for such work outside of the employee's regular work hours on a scheduled
work day, may upon mutual agreement between the shift supervisor and employee, begin and end a
shift early or late. If an employee performs overtime work immediately fullov/ing the Elnd of the
employee's regular shift, the employee shall be paid o':ertime compensation only for the actual time
worked.
9.7 Overtime shall be distributed as equally as is practicable among those employees
who are qualified and available and who volunteer for overtime work and the City shall not require
employees who have worked overtime to take equivalent time off during a workday without pay.
9.8 Effective June 24, 1990, if an employee has received a subpoena for court
appearance and the subpoena is subsequently cancelled, the employee shall receive compensation as
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outlined in Section 9.6 of this contract if the City has not made notice of the cancellation available
to the employee by 1800 hours the day preceding the court appearance if such appearance is on the
employee's scheduled work day, or by 1800 hours two days preceding the court appearance if such
appearance is on the employee's non-workday or on a holiday the employee is entitled to have off.
9.9 Investigations Division.
a. Flexible Work Schedule.
As an exception to Article 9.3(a), employees assigned to the Investigations
Division, with the approval of their supervisor, may opt to work a flexible
work schedule of forty (40) hours in seven (7) calendar days, Sunday
through Saturday.
b. Overtime Calculation.
As an exception to Article 9.4, employees working a flexible work schedule
will be paid overtime for hours worked in excess of forty (40) in a work
week of seven (7) calendar days, Sunday through Saturday. Paid leave shall
count toward the overtime calculation.
9.10 Canine Officers shall be required to spend one-half (Y2) hour per day in the
routine care and maintenance of their police dog. Whenever it becomes necessary for the Canine
Officer to perform extraordinary care and maintenance service with their dog, with prior City
approval, the Canine Officer shall receive compensation in addition to the regularly scheduled one-
half (Y2) hour per day.
9.11 Assigned motorcycle officers shall be compensated an amount equal to two and
one-half (2 Y2) hours of overtime per pay period for the care. cleaning and maintenance of their
assigned motorcycle.
ARTICLE 10: SENIORITY
10.1 Seniority is defined as total length of continuous service with the City. In
determining an employee's seniority, the continuity of this service will be deemed to be broken by
termination of employment by reason of (1) resignation, (2) discharge for cause, (3) layoff, (4)
failure to return immediately on the expiration of a leave of absence or acceptance of other full time
employment while on leave, and (5) absence without pay, without a leave of absence, in excess of
three (3) workdays. Continuity of service will not be broken and seniority will accrue when an
employee is (a) inducted, enlists or is called to active duty in the Armed Forces ofthe United States
or service in the Merchant Marine or under any Act of Congress which provides that the employee
is entitled to reemployment rights, (b) on duty with the National Guard, (c) absent due to industrial
injury, or (d) on leave of absence. Seniority, as defined in this section, does not apply to preference
for selection of watch. days off. shift scheduling or vacation scheduling.
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ARTICLE 11: PROMOTION AND TRANSFER
11.1 All promotions and transfers shall be in accordance with standards and
procedures as determined by the City.
ARTICLE 12: DEMOTION AND LAYOFF
12.1 When it becomes necessary for the City to layoff Regular employees, the City
will give employees involved as much notice as possible, but in no event will such employees
receive less than two (2) weeks' notice of layoff. Where probationary or temporary employees are
to be laid off, no notice of layoff need be given. Within each classification, all employees, other
than Regular employees, shall be laid off prior to Regular employees being laid off. Employees
serving an initial probationary period will be laid off prior to employees who have completed such
period. Regular employees shall be laid off in the reverse order of seniority in the classification
with the least senior employee being laid off first. Whenever two or more Regular employees in the
same class have the same amount of class seniority, ties will be broken by giving greater preference
to the employee with greater department seniority. If the tie is still unresolved, the tie shall be
broken by giving greater preference to the employee with greater City seniority. If the tie is still
unresolved, the tie shall be broken by lot.
12.2 An employee who has been laid off may elect to displace an employee in a lower
paid class in the bargaining unit provided the employee has greater combined seniority than the
employee to be displaced, calculated by adding seniority in the laid-off class to seniority in the
lower-paid class. Whenever an employee demotes to a lower-paid class, the employee shall be
placed on the salary step which has the closest wage rate to the employee's previous wage rate.
12.3 Laid-off employees shall be kept on a reemployment list for a period of two (2)
years from the date of layoff, and shall have preferential rehire rights to the class from which the
employee was laid off in the reverse order of layoff Whenever it becomes necessary for the City to
notify a laid-off-employee of a reemployment opportunity, the City shall do so by use of registered
mail to the employee's last known address as supplied by the employee. Reemployment shall be
based upon the laid-off employee's ability to meet current employment standards. If an employee
does not accept reemployment, the employee's name shall be removed from the reemployment list
and the employee shall no longer have reemployment rights. If a laid-off employee is subsequently
re-hired off a reemployment list into a classification covered under the terms of this Memorandum
of Understanding, the employee's unpaid sick leave balance, original hire date, and vacation accrual
rate will be reinstated.
12.4 Employees who have elected to demote into a lower paying class shall have
preferential promotion rights to the class from which they were demoted in the reverse order of
demotion. If an employee does not accept an offer of promotion to the class from which the
employee was demoted, the employee will lose all preferential rights to re-promotion.
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12.5 Sworn depmtmental management classifications may demote into the bargaining
unit provided the above procedures are complied with.
12.6 In the event of potential layoffs, discussions will occur outside of the meet and
confer process as to early retirl;m}ent options that may be available.
ARTICLE 13: LEAVE OF ABSENCE
13.1 Leave of absence may be granted to Regular employees by the City Manager for
urgent and substantial reasons, up to a maximum of one (1) year, providing satisfactory
arrangements can be made to perform the employee's duties without undue interference with the
normal routine of work. Inability to return to work after an employee's sick leave has been
exhausted will be considered as an urgent and substantial reason and in such cases a leave will be
granted.
13.2 A leave of absence will commence on and include the first workday on which the
employee is absent and terminates with and includes the workday preceding the day the employee
returns to work. .
13.3 All applications for leave of absence shall be made in writing except when the
employee is unable to do so. The conditions under which an employee will be restored to
employment on the termination ofleave of absence shall be clearly stated by the City in conjunction
with the granting of a leave of absence. Upon an employee's return to work after a leave of
absence, the employee will b(~ reinstated to his or her former position and working conditions,
providing that the employee is capable of performing the duties of his or her former position, except
that if there has been a reduction of forces or his or her position has been eliminated during said
leave, the employee will be returned to the position he or she would be in had he or she not been on
a leave of absence.
13.4 An employee:'s status as a Regular employee will not be impaired by such leave
of absence and the employee's seniority will accrue.
13.5 If an employee fails to return immediately on the expiration of the employee's
leave of absence or if the employee accepts other full time employment while on leave, the
employee will thereby forfeit the leave of absence and terminate his or her employment with the
City.
13.6 An employee on a leave of absence as provided herein shall not accrue vacation
or sick leave benefits nor maintain group health and welfare insurance coverage. An (''lTIployee
may, however, at his or her option and expense, maintain his or her group health and welfare
insurance coverage providing the full monthly premium is received by the City Treasurer on or
before the first day of the month for which the premium is intended. Notwithstanding the above,
however, if the leave of absencl~ is as a result of exhaustion of sick leave benefits, an employee's
group health and welfare insurance may be maintained for up to three (3) calendar months on the
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normal premium-sharing formula, providing the employee pays his or her share of the premium on
a timely basis.
ARTICLE 14: EXPENSES
14.1 Whenever an employee uses the employee's his or her personal automobile for
the City's convenience, the employee he will be reimbursed therefor at the same rate per mile as
established for Unrepresented non represented City employees. Whenever an employee is assigned
to travel out-of-town, the employee may chose to drive a City vehicle in lieu of driving their
personal vehicle and receiving a mileage reimbursement.
14.2 Employees who have a temporary work assignment at such distance that it is
impractical for them to return to their regular place of abode, will be allowed actual personal
expenses for board and lodging for the duration of such assignment, provided they board and lodge
at places approved by the City. The time spent by such employees in traveling to such temporary
assignment at its beginning, to and from home on holidays and weekends and from such temporary
assignment at its conclusion and any reasonable expense incurred thereby will be paid by the City.
ARTICLE 15: SICK LEAVE
15.1 Sick leave with pay shall be accumulated for each Regular employee at the rate of
forty-six thousandths (.046) of ,m hom for each regular hour worked or on paid leave. (Accrual rate
approximately one (1) day per month.)
15.2 Sick leave shall be allowed for a non-work related absence due to:
The inability of an employee to be present or perform his or her duties because of personal
physical or mental illne:ss, off duty injury or confinement for medical treatment
The ability to attend personal medical or dental appointments, which are impractical to
schedule outside of regular working hours.
The need to be present during childbirth, surgery; critical illness or injury involving
members of the immediate family as defined in 16.1, for up to forty (40) eight (18) hours
er incident.
For family sick leave up to forty-eight (48) hours per calendar year for members of the
immediate family as de15ned in 16.1.
No person will be paid both sick leave and industrial injury leave pursuant to Labor Code Section
4850 on the same day; however, in cases of claimed industrial injuries where the City or its insurer
is denying liability, accumulated sick h~ave may be used.
15.3 Management may require satisfactory evidence of illness or disability, if an
attendance problem has been id€::ntified as defined in the City's Discipline Policy, before payment
for sick leave will be made. Th,e City may also require an employee requesting to return to work
after sick leave or leave of absence for medical or psychiatric reasons to submit to an examination
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by a physician or physicians approved by City for the purpose of detennining that such employee is
physically or mentally fit and able to perform the duties of his or her former position without hazard
to himself or herself or to his or her fellow employees or to his own permanent health. Such
examination or examinations shall be at the sole expense of the City, and the employee shall be
placed on leave with pay for the purposes of such examination.
15.4 If a holiday which an employee is entitled to have off with pay occurs on a
workday during the time an employee is absent on sick leave, he shall receive pay for the holiday as
such and it will not be counted as a day of sick leave.
15.5 Any employee who, after ten (10) years of continuous service to the City
terminates employment, shall be paid at the employer's regular pay rate for thirty-three and one-
third percent (33 1/3%) of the employee's accumulated sick leave hours. For employees with
fifteen (15) years or more but less than twenty (20) years of continuous service, the percentage set
forth above shall be increased to forty-five percent (45%). For employees with twenty (20) years or
more continuous service, the percentage set forth above shall be increased to sixty percent (60%).
An employ(~e may, however, at the employee's option, elect to waive the.
foregoing benefit and in lieu thereof, receive credit for said unused/uncompensated sick leave
toward the employee's retirement henefit through CaIPERS. the Publio Employees' Retirement
System pursuant to the oontraet betwoea the City of Redding and the Publio Employees' Retirement
System.
15.6 In the event an employee exhausts all paid leave as a result of the employee's
illness or injury, and subject to the approval of the employees Department Director, Personnel
Manager Director and the City Manager, such employee may be advanced sick leave from his or her
future accruals up to 80 hours per incident. Once the employee returns to duty, sick leave accrual
hours will be applied to the negative sick leave account until it is zero. Should the employee
tenninate City employment with a negative sick leave balance appropriate adjustments will weeld
be made to final paid leave cash pay-outs or other City monies owed the employee, if sufficient,
otherwise the employee shall directly reimburse the City for such advance. Such reimbursement
will be waived for employees who are terminally ill or totally disabled (100%).
ARTICLE 16: FUNERAL LEAVE
16.1 Regular employees who are absent from work due to the death of a member of
the employee's "immediate family" shall receive compensation at the regular rate of pay for the
time necessary to be absent from work, but not to exceed forty (40) working hours. "Immediate
family" as used herein includes only t.wployee's spouse, children, grandchildren, brothers, sisters,
parents or grandparents of either spouse or other persons who are living in the employee's
immediate household. The relationships included herein shall apply whether by blood or marriage.
16.2 Regular employe:es who are absent from work to attend the funeral of a person other
than an immediate family member~ho has some reasonable association to the employee (i.e.,
friend or acquaintance) shall give as much advance notice as possible and shall receive
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compensation at the regular rate of pay for the time necessary to be absent from work, but not to
exceed one (1) regularly scheduled work day per funeral. A maximum of twenty-four (24) hours
may be utilized for this type of leave in a calendar year.
16.3 An emploYt:e must be in a paid status on both scheduled workdays immediately
adiacent to funeral leave in order to receive pay for such leave.
ARTICLE 17: HOLIDAYS
17.1 Regular employees, except as otherwise provided herein, shall be entitled to
have the following holidays off with pay:
January 1 st
The third Monday in January, known as Martin Luther King, Jr. Day
Lincoln Day
The third Monday in February, known as President's Day
The last Monday in May, known as Memorial Day
July 4t
First Monday in September, known as Labor Day
Employee's Birthday
The second Monday in October, known as Columbus Day
November lIth, known as Veteran's Day
Thanksgiving
Friday after Thanksgiving, except when the employee regularly works a 4/1 0
schedule.
The last half of the normal work shift before Christmas. except when the
employee regularly works a 4/10 schedule. f{)ur (1) '.vorle hours
December 25
*Not a holiday for employees assigned to a ten hour workday.
If any of the foregoing holidays fall on a Sunday, the Monday following shall be observed as the
holiday, except by those employees who are regularly scheduled to work on Sunday other than on
an overtime basis. Employees who are regularly scheduled to work on Sundays shall observe such
holidays on Sunday. If any of the foregoing holidays fall on a Saturday, the preceding Friday shall
be observed as the holiday, ex<;ept by those employees who are regularly scheduled to work on
Saturday other than on an oveltime basis. Employees who are regularly scheduled to work on
Saturdays shall observe such holidays on Saturday. If any of the foregoing holidays fall on any day
from Monday through Friday, inclusive, and that day is a regularly scheduled non-workday for an
employee, such employee shall be entitled to receive another workday off with pay to be scheduled
in the same manner as vacation days are normally scheduled. Notwithstanding the foregoing, an
employee may observe his or her birthday holiday on his or her birthday or anytime during the pay
period in which the birthday occurs, or the holiday may be deferred and scheduled as vacations are
normally scheduled. When an employee works on their Birthday holiday. the employee shall
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receive pay at the straight time rate. Employees who work alternative work schedules commonly
known as four-tens (4/1 O's or 9/80's and or 4ISI9's) will be entitled to holiday pay for eight (8). nine
(9), or ten (10) hours as applicable.
17.2 Notwithstanding the foregoing, employees may be scheduled to work on
holidays, in which event any such employee will, in addition to the employee's holiday pay, be
compensated therefor at the overtime'rate of pay for all time worked on such days. An employee
may, however, at the employee's option, elect to observe that holiday at another time to be
scheduled in the same manner as vacation days are normally scheduled, in which event any such
employee will only be compensated for time worked on that day at the overtime rate of pay and
shall not receive holiday pay for such pay.
17.3 Employees must be in a paid status on both scheduled workdays immediately
adjacent to the holiday in order to receive pay for the holiday. If an employee is in a non pay status
on either workdays immediately adjacent to the holiday, the employee shall not reoeiye pay for the
holiday.
ARTICLE 18: VACATIONS
18.1(a) Regular employees of the City shall accrue vacations, based on the length of their
continuous service measured from their date of emplOYment, with pay up to a maximum of SOO
hours, for each regular hour worked, or on paid leave, as follows:
A Date of Employment 104 th
'8 .OS8 10Sth 234th
C .068 23Sth 364th
D .077 36Sth 494th
E .087 49Sth 624 th
F .096 62Sth
2 weeks
3 weeks
3 Y2 weeks
4 weeks
4 Y2 weeks
S weeks
,yEARS
"', ,OF",
;'.'r....'O:,. ,.",,>
S;ERvICE '
1-4
After 4
After 9
After 14
After 19
After 24
18.1(b) l\t the rate of thirty nine thousandths (.039) of an hour f-or each regular hour worked
or on paid leave fr-om the date of employment through the one hoodred fuur.b (101t11) full pay
period employment. (AecruaX rate approximately 1\.'10 (2) ',veeks per year up to f-our (tl) years of
service. )
18.1(c) 11t the rate of fifty eight thousandths (.OS8) of an hour for each regular hour
worked or on paid lea'le from the one hundred fourth (101th) full pay period through the two
hoodred thirty fourth (231th) full pay period of employment. (f.corual rate approximately three (3)
weeks per year after four (1) years of service.)
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18.1(d) At the rate of sixty eight thousandths (.068) of an hour for each regular hour
'.yorked or on paid leaye from the hvo hundred thirty fourth (231th) full pay period through the three
hundred sixty fourth (361th) filll pay period of emplo)ment. (i\ccrual rate approximately three and
one half (3 ~'1) '.'/eeks per year after nine (9) years of service.)
18.1(e) .^...t the rate of seventy seven thousandths (.077) of an hour for each regular hour
worked or on paid leaye from the three hundred sixty fourth (361th) full pay period through the four
hundred mnety fourth (191th) full pay period of employment. (Accrual rate approximately four (1)
weeks per year after fourteen (11) years ofserviee.)
18.1(f) i\t the rate of eighty seven thousandths (.087) of an hour for eaoh regular hour
'.vorked or on paid leave from the f{)ur hundred ninety fourth (191th) full pay period through the six
hundred twenty fourth (621th) full pay period of employment. (Accrual rate approximately four
and one half (1 ~'1) weeks per year after (19) years of service.)
18.1(g) .^...t the rate of mnt,ty six thousandths (.096) of an hour for each reb"Ular hour
worked or on paid leave from and after the six hundred twenty fol:Hih (621th) full pay period of
employment. (f...ccrual rate approximately fi'le (5) '/.eeks per year after twenty four (21) years of
service. )
18.1 (h) Effeoti'.'e July 1, 1 ~)90, the maximmTI yaoation time which can be accrued by a
Regular employee is five hundred (500) hours.
18.1 (hi) Effective July 1, 1989, for one time only, vacation hours accumulated in excess of
five hundred (500) hours will be retained in a separate time bank to be used by the employee in the
same manner as regular vacation time. Yaoation hours retained in the time bank will not be lost
l:lpOfl effective date of the vacation maximum. On July 1, 1990, earned vacation hours in eKcess of
the five hundred (500) hours milximum will not be accumulated. Between July 1,1989 and July 1,
1990, employees who are at the, fiye hoodred (500) hour maximum should endeavor to reduce their
vacation balanoe by an amount greater than their ar.nual vaeation aocrual. For suoh employees,
during the above dates, used vacation time and vacation cash outs will be deducted from the
employee's regular vacation accrual ac~
18.1(9) It is City poliey that employees take their normal vacation each year at such time
or times as may be approved by the Department.
18.1 (Qk) In the event of departmental cancellation of a previously scheduled vacation or of
a paid leave of absence due to industri.a1 injury where such employee would exceed the maximum
vacation accrual, the accumulation of vacation hours may exceed the five hundred (500) hour
maximum. In the event of a paid leave of absence due to an illness or injury that is not job related,
the Chief of Police may approve the accumulation of vacation hours in excess of the five hundred
(500) hour maximum. Whenever such excess accruals occur, the employee shall have one year
from the date the vacation was cancelled or from the date the employee returns to work from illness
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or injury to utilize the excess accrual. Any excess accrual that remains at the end of such period
shall be forfeited.
18.1~1) A full pay period as used in this Article is defined as one in which the employee
works or is paid for time off for at least half of the regularly scheduled work hours.
18.2 Vacation cannot be accrued while an employee is in a non-pay status.
18.3(a) Vacations will be scheduled throughout the calendar year. Employees with
greater seniority in the classification of Police Officer, as-a publio sufety member will be given
preference over those with less seniority in the selection of a vacation period; provided, however,
that if the senior employee splits his or her vacation by requesting less than a full year's allowance
to be scheduled on consecutive workdays, the employee's preferential rights shall only apply on one
period in that calendar year prior to all other employees being given consideration in the selection of
their first choice vacation period. Emplovees hired prior to March 12, 2006, shall not be affected by
the above definition change.
18.3(b) Vacation scheduling shall be completed at the same time as watch signups.
18.3(c) No more than two (2) officers on the same watch, manpower availability
permitting, shall be on vacation at the same time. Notwithstanding the foregoing, however,
manpower availability permitting, Management may, at its own discretion, allow more than two
officers to be on vacation at the same time. Management shall ensure that scheduling and vacation
signups are completed at least two (2) months before the scheduled watch changes. Seniority, for
the purpose of this Article, shall be defined as time in classification.
18.4 The City shall not require an employee to take his or her vacation in lieu of sick
leave or leave of absence on account of illness.
18.5 If a holiday which an employee is entitled to have off with pay occurs on a
workday during the employee's: vacation period, such employee will be entitled to an additional day
of vacation and will be compensated fc)r same.
18.6 Employees whose emplOYment with the City is terminated for any reason shall, at
the time of termination, receive pay for any unused vacation period previously earned.
18.7 The City will, at the employee's option, compensate employees for accumulated
vacation during any fiscal year as follows:
'.'.MINJMl.JM'..A€~ZRl.JAli..'.;, , '...MUJM....r..t.,ttOLJRS.,'P/liYASLE.
~'~
1 20 40
240 80
360 120
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Whemwer any employee has aCOiued one hoodred twenty (120) hours or more
vacation allowance as set f-orth in 18.1 (a h), the City will, at the employee's option, compensate the
employee for up to forty (10) hours of accumulated vacation during any fiscal year. Additionally,
whenever any employee has acorued two hundred forty (210) hours or more of vacation allowance.
as set forth in 18.1 (a h), the City will, at the employee's option, compensate the employee f-or up to
eighty (80) hours of accumulated vacation during any fiscal year.
18.8 Whenever any employee has exhausted all paid time off benefits as a result of
non-work related iniury or disability. and is not eligible for long-term disability insurance benefits.
other employees may contribute their earned vacation hours to the disabled employee approved for
the vacation donation program. Vacation is donated and granted on the basis of the dollar value of
the donor's base pay rate. +here is hereby established a volootary vacation donation program in
which any employee (herein referred to in this poliey as the donor) may donate unused vacation
hours to another employee (herein ref-erred to in this policy as the recipiem:); such donation will be
made on the basis of value (dollar basis) so that vacation hours from the donor will be converted to
dollars and then to the appropriate va<;ation hour le'/el for the recipient.
The reoipient 'Jlill be required to meet the criteria of having exhaustod all paid
l6a':e due to injury or illness nnd not be eligible for long term disability benefits. Nor shall such
recipient be eligible f-or this program as a result of a 'Horker's Compensation injury. Donated flO'l:1fS
will be posted on a date of receipt basis l:Hltil the recipient need is met.
Employees fli3questing to take advantage of this program as a recipient will make
application OR an approved fonn signed by their Department Director, Personnel Director Manager,
and the City Manager. Employees wishing to donate vacation hours can do so on forms for this use
in the Personnel office. fJl donations will be treated on a confidential basis.
ARTICLE 19: UNIFORMS
19.1 Effective July 2. 2006. the annual uniform allowance shall be $900 and will be
paid in eaually divided installments on a bi-weekly basis with the City's regular payroll processing.
Effective March 12. 2006, thl~ Police Department will provide uniform items to newly hired
employees. at City expense. in an amount not to exceed the uniform allowance established above.
In July following the employee's hire date, regardless of time with the Department. the employee
will begin receiving bi-weekly installments that will then be subiect to CalPERS reporting. In
addition to the foregoing, those: employees assigned to motorcycle duty shall receive payment for
uniforms/safety equipment based upon a mutually agreed to standard.
The unif-orm allowance shall be paid the ',veek f-ollowing the second pay day in July of oach year
and is for the purpose of maintenance and replacement of uniforms for the ensuing fiscal year.
Effective July 2002, the uniforrn allowance v:ill be $800. Eff-ective f.pril 11, 2002, the City \-vill
pay a one time only, additional uniforrn allo',vance of $800 f-or purchasing additional uniform items
as outlined in the Police Department's Uniform Policy. The allmvance is not a reimbursement for
the prior year. The first clothing allowance shall be a prorated amount for that period of time from
the employee's date of employment to the follov/ing July 1. Employees separating emplo)'IFl:ent
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shall have the ooiform allowCl:nce advanced for that fiscal year deducted from their final paycheck,
except f-or the prorated amooot fur that period of time from July 1 to the date of separatiOfr.
19.2 The City shall pay the reasonable cost of repair or replacement of uniforms,
glasses, watches or other personal property up to three hundred dollars ($300.00) damaged in the
course of employment. Personal property will be limited to items reasonably necessary for the
employee to have while on duty to perform their job function. This provision does not apply to
items lost or damaged as a result of negligence of the employee.
19.3 An approved uniform shirt shall be worn at all times. Sleeve length shall be at the
option of the employee.
19.4 The City retains the right to change uniform standards that would comc~ under the
uniform allowance of 19.1, as long as such change does not result in increased out-of-pocket costs
to the employee.
ARTICLE 20: MISCELLANEOUS
20.1 A Regular employee who is summoned for jury duty and is thus unable to
perform the employee's regular duties will be paid for the time lost at the employee's regular rate of
pay. An employee must be in a paid status on both scheduled workdays immediately adjacent to the
jury duty in order to receive pay for such leave.
20.2 Any employee, at the employee's request, shall be permitted to review the
employee's own personnel file. The file may not, however, be removed from the Personnel
Department. Office.
20.3 Government Code Section 3300, known as the Public Safety Officers Procedural
Bill of Rights, Subsection 3306, states: "A public safety officer shall have 30 days within which to
file a written response to any adverse comment entered in the employee's personnel file. Such
written response shall be attacht;ld to, and shall accompany, the adverse comment."
20.4 Employee home addresses and telephone numbers will not be released to anyone
other than authorized City personnel without the permission of the employee.
ARTICLE 21: EMPLOYEE GROUP HEALTH AND WELFARE BENEFIT PROGRAMS
21.1ill} Retirement Plan: AlI Regular employees are covered by a 8tate of California
Public Employees' Retirement System (CalPERS) program. pursuant to an existing contract with
the Public Employees' Retiremcmt 8ysteHr.- The major features are: three !we percent (J2%) at age
fifty (50); normal retirement age: fifty (50); one (1) year's compensation in formula; 1959 Survivors
Benefits (Fourth Level) fol.li*..h level, e:ff-cetive as soon as is practicable); Post-Retirement Survivors
allowance; credit for unused sick leave; fifty percent (50%) ordinary disability benefit; City pays the
employee's contribution (9%), !;lXCept for Police Recruit which shall be 7%; and military service
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credit. The City-paid percentage of the employee's normal contribution to the Public Employees'
Retirement System is credited to the member's contribution account and will be refunded to the
member upon termination if the employee withdraws from the retirement system and requests a
refund. The City reports to ('alPERS, as compensation, the amount the City pays on behalf of the
employee as Employer Paid Member Contributions (EPMC) for retirement calculation purposes.
Effecti':e April 11, 2002, or as soon as legally permissible, the City shall begin reporting to
CalPERS, as compensation, one third of the amount (3% total) the City pays on behalf of the
employee as Employer Paid Member Contribution for retirement calculation purposes. In addition,
City shall obtain a PERS actuarial roport, if requested by the Association, to determine the cost to
the City to implement the remaining portion of Employer Paid Member Contribution (EPMC),
\vhich is 6%. The aotuarial report shall be furnished to the i\ssooiation for the purpose of
determining ...<bether to forego scheduled general wage inorease(s) in lieu of the remaining portion
of EPMC, equal to the cost to City RJr implementation, and thus requiring amendments to Exhibits
"A" during the term of this Memornndum of Understanding. The City and Association agree to
meet and conf-er regarding these amendments.
The parties agree that the City will begin providing the CalPERS 3% @ 50 retirement plan
on Deeember 8, 2002, or as olose to that date as is legally permissible.
The City will obtain, a:J soon as praotieable, an actuarial valuation of the eost of increasing
the maximum CalPERS retirement COLA from 2% to 3%. If the Assoeiation elects to forego a
wage inerease equal to the oost, the City will implement the retirement enhanoement.
21.1 (b) The City and the Association agree to meet and discuss during the tenn of this
agreement (l\pril 11, 2002 to Maroh 19, 2006) the impacts of any Federal Government mandate for
the City to participate in the Social Security program.
21.2W Group Health and Welfare Insurance Coverage: All Regular employees are
eligible to participate in a group health and welfare insurance benefit program, effective the first day
of emploYment. The City shall pay the full cost of the program for both employee and d(~pendents
as indicated below. The major elements ofthe group insuranoe benefit program are:
(AI-) Life Insurance: Twice annual salary for employee, $3,000 for enlployee's
dependents. More specific benefit information is provided in the carrier's booklet. The City will
pay the full cost of the premiums.
@2) Health Benefits: Effective July 2,2006, the City's contribution toward the monthly
group health and welfare insurance composite premium rate shall be ninety percent (90%) and the
employee will begin paying ten percent (10%) of the rate through a bi-weekly payroll deduction.
The City shall establish a Section 125 Plan effective July 1, 2006, to redirect the portion of the
employee's salary to pay, on a pre-tax basis, the employee's contribution toward the medical.
prescription, dental and vision insurance composite premium rate.
In an effort to minimize the impact of annual composite premium
increases/decreases for the employee, the rate change will be limited to a maximum of twelve and
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one-half percent (12 Y2%) per year (or the actual percent increase in actual claim costs from the
previous calendar year, whichever is lower). To ensure that the ninety percent/ttm percent
(90%110%) ratio is maintained over time. the following leveling mechanism EXAMPLE shall be
used:
COMPoSITE
RATE
" 2006 == $i,b56 .
- ,.. " . ." .
.~~4
If the composite
premium rate
change is:
12 !h%
15%
10%
13 !h%
II !h%
10% = $106
The change to
the employee's
10% will be:
12 !h%
12 !h%
12 !h%
12 Y2%
12 !h%
$119
$134
$151
$170
$191
The impact is:
No Impact
+2 !h%
The City pays the
additionaI2!h%
cost until made up.
-2 !h%
The employee
begins paying
the 2!h% to
make up from
the year before.
+1%
The City pays
the additional
I % cost until
made up by the
employee the
followin ear.
Zero
Nothing would
be due to the
City.
In the event tht: composite premium rate change is less than 12 Y2%. the employee's
percent of the rate shall be the actual percent change unless costs from the year before need to be
made up. The Association and the City agree that costs not made up prior to the end of this
Agreement shall be made up in the successive Agreement.
The City and the Union recognize that it is the on-going plan of the City that all
bargaining units will have the same group insurance benefits.
Effective July :I, 2006, benefit highlights include: $200 deductible per person; $600
deductible per family per year; 80% p-ayable for services performed by a Preferred Provider or when
no Preferred Provider is available and 70% for services performed by a non-Preferred Provider for
the first $5,000 of eligible charges; the out-of-pocket waiver on the next following calendar year
shall be eliminated; hospital charges 100% payable; $100 deduotible per persofl per year; 80%
payable fur first $5,000 of eligible ooarges, except fur hospital charges which are 100% payablo;
100% thereafter up to two efliEl million dollars lifetime limit; professional fees based upon U.C.R.;
normal typical exclusions and limitations.
Effective May 1, 1998, coverage will include cancer screening with no separate
dollar limit, annual physical examinations, "well baby" care, a 30-visit annual limit on chiropractic
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visits, and accidents paid at normal co-payment rate.; prescription drug oard program '.'lith the
follO\ving major elements: No deductible; a $5.00 employee co payment for generio prescriptions;
an $8.50 employee co pa)ment for name brand prescriptions and a long term or maintenance drug
mail order plan; and '.'lith all prescriptions previously reimbursable to be covered by the proscription
drug card. Effeoti':e June 1, 2002, the co pa)ment for name brand prescriptions \-'1ill increase to
$15.00, eKcept v:hen no generic is available, the co pay will be $8.50. Effective June 1, 2002,
coverage will include tobacco use cessation when enrolled in a tobacco use smoking cessation
program or behavior modification program once per life-time limit, and birth control. The City will
pay the cost for the first twelve (12) out-patient visits per calendar year for treatment related to
alcohol or substance abuse and mental and nervous disorders at 100%. with no deductible. and an
additional 24 visits per calendar year payable at 80% subiect to the annual deductible. More
specific information regarding the health. prescription and dental benefits are provided in the City of
Redding Employee Group Health and Dental Plan Booklet.
(a) The City may, if practicable, modify the gr-oup insuranoe program set forth
abo'.'e by adding utilization review and by creating preferred provider
organizatilon programs which create financial incentives for the emplo)~e to
use sueh preferred provider services, but do not reduce any eurrent benefit
level nor impose any penalty for the ernplo)~e who ehooses not to use a
pref-erred provider's services.
(C) Prescription Benefit: Employee co-payments as shown in the following table:
ii'
$7.50
$22.50
$12.75
Effective
7/1/2007
Co-Pa ment
$7.50
$30,00
$15,00
$11.25
$45.00
$22.50
The cost ofthe Prescription benefit program is outlined under "Health Benefits" above.
(DJ) Dental Benefits: No deductible and 100% ofV.C.R. (90th percentile) for prevention;
no deductible and 50% up to $2,000 per lifetime per person for orthodontia; $25 deductible and
80% of V.C.R. up to $2,000 per person per year for all other eligible charges. The premium cost of
the Dental benefit program is outlined under "Health Benefits" above.
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(E4) Long Term Disability: The City has agreed to pay an equivalent monthly premium
amount to the Police Association to purchase fer their own long-term disability policy. The
monthly amount shall be equal to the premium the City would pay if Association members
participated in the City's long-term disability program for safety employees. the City would have
paid to bring the Police i\.ssooiation members under the City's general long term disability program.
(.E~) Vision Care: Dpon the eff-eetive date of this MOD, the City shall pay for a vision
oare plan for employees only. On January 1, 1990, the City shall, at no oost to the employee, add
':ision oare ooverage for dependents. This plan shall be Plan ,A. a':ailable from the California Vision
Servioe. This plan is a $25 deductible plan 'lIhieh provides for an examination every twelve (12)
months, lenses every twenty-four (24) months, and frames every twenty-four (24) months. The
premium cost of the Vision benefit program is outlined under "Health Benefits" above.
21.J.~ The City will pay fifty percent (50%) of the group medical insurance premium for
each retiree and dependents, if any, presently enrolled and for each retiree in the future who goes
directly from active status to retirement and continues the group medical insurance without a break
in coverage. The addition of the dependents acquired after retirement shall be subiect to the
"Special Enrollee" provisions of the Health Insurance Portability and Accountability Act as outlined
in the Employee Group Health and Dental Plan.
For those employees who retire on or after July 1, 1998, dental and vision
insurance coverage may be continued as a package under the fifty percent (50%) premium cost-
sharing basis provided the retiree also maintains the medical insurance. Payments by the City will
be discontinued upon the death of the retiree or upon termination of group medical insurance
coverage. The City will not contribute payments on behalf of any retiree except as set forth above.
Following the death of a retiree the surviving spouse, if any, may continue the insurance.
Notwithstanding the foregoing, the City may increase its contribution to the retirees' group
insurance premium or improve CalPERS Publie Employees' Retirement System benefits during the
term of this Memorandum of Understanding: BegHming April 11, 2002, the City '.vill allo':;, a
retiring employee to elect to use all or part of aeorued benefit payouts to pre pay group medical
insurance premiums. If the employee elects to have medical insurance pre paid, an interest bearing
account (at City pooled cash rate) will be set up for this purpose. The account will be used to pay
monthly insuranee prClRiwns until the funds are exhausted or the retiree elects to v,'ithdraw the
funds. The optional withcka',';,al is a one time option and no partial withcka>.vals \-'1ill be allowed.
21.4 The City and the Association agree to meet and discuss during the telm of this
agreement (March 12, 2006 to March 19, 2011) the possibility of establishing a Retiree Health
Insurance Trust Fund and the provisions thereof. The purpose of the Fund will be to assist with
medical premiums and expenses not covered by the City's Health and Welfare Benefit program.
21.5~ Regular employees are eligible to participate in the City's Deferred
Compensation Plan through voluntary payroll deductions from the employee's pay.
21.~ The City offers the VantageCare Retiree Health Savings Plan to Regular
employees.
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21.2(c) The City will pay the cost for the first twelve (12) out patient visits per calendar
year for treatment related to alcohol or substance abuse and mental and nervous disorders at 100%,
with no deduetible, and an additional 21 visits per calendar year payable at 80% subject to the
annual deductible.
21.7~ A retiring employee may choose to have any accrued benefit payout due, all or
part, paid in the next calendar year following the date of retirement.
21.~J. A release time bank is established. Association members may voluntarily donate
earned leave time, with the exception of sick leave, to the time bank for use by Association officials
while conducting Association business. Donated time will be deducted from the employee's earned
leave.
21.24 Any employee may volunteer to participate in the Police Department's physical
fitness program.
21.5 f.. retiring em.ployee may choose to have any accrued benefit payout due, all or
part, paid in the next calendar year following the date of retirement.
21.1oe The City and the Association agree to meet and discuss during the term of this
agreement V..prill1, 2002 to March 19, 2006) the recommendations of the Health Insurance Task
Force.
ARTICLE 22: TERM
22.1 This Memorandum of Understanding, having taken effect as of July 1, 1974, and
having thereafter been amended, shall continue in full force and effect until the nineteenth day of
March, W% 2011, and thereafl:er from year to year unless written notice of change or termination
shall be given by either party ninety (90) days prior to the expiration date above or the expiration
date of any year thereafter, except, however, this Memorandum of Understanding shall only become
effective with approval of the City Council of the City of Redding.
22.2 This Memorandum of Understanding shall not be amended or supplemented
except by agreement of the parties hereto, reduced to writing and duly signed by each.
22.3 Any provision of this Memorandum of Understanding which may be in conflict
with any Federal or State law, regulation or executive order shall be suspended and inoperative to
the extent of and for the duration of such conflict; the balance of the Memorandum of
Understanding, however, shall remain in full force and effect.
ARTICLE 23: ENTIRE AGREEMENT
23.1 Except as specifically provided in Article 22 (Term), during the teml of this
Memorandum of Understanding the parties expressly waive and relinquish the right to meet and
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confer on wages, hours of employment, and terms and conditions of employment, and agree that
neither party shall be obligated to meet and negotiate with respect to any subject or matter whether
referred to or covered in this Memorandum of Understanding or not, even though such subject or
matters may not have been within the knowledge or contemplation of either or both the City or the
Association at the time the:y met and negotiated on and executed this Memorandum of
Understanding, and even though such subjects or matters were proposed and later withdrawn. Both
parties acknowledge that such waiver and relinquishment as set forth above carries with it the
commensurate prohibition for either party to effect a unilateral change in an employment condition
falling within the scope of negotiations under Government Code Section 3500 et. seq.
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IN WITNESS WHEREOF, the parties have executed these Amendments to the
Memorandum of Understanding on the 23rd day of March, 2006, to be effective March 12,2006.
..
sf Michael Warren
Michael Warren
City Manager
sf Martin Rauch
Martin Rauch
President, RPOA
sf Linda Johnson
Linda Johnson
Personnel Director
sf Steve Allen
Steve Allen
Labor Representative
sf Pete Hansen
Pete Hansen
Police Captain
sf Aaron Maready
Aaron Maready
Negotiator
sf Brenda Sciarra
Brenda Sciarra
Senior Personnel Analyst
sf Tom Landreth
Tom Landreth
Negotiator
sf Charles Daubs
Charles Daubs
Negotiator
sf Doug Carney
Doug Carney
Negotiator
sf Les James
Les James
Negotiator
sf Jarrett Edgar
Jarrett Edgar
Negotiator
sf Steve Dennison
Steve Dennison
Negotiator
Approved as to form:
sf Dean Adams
Dean Adams
Negotiator
sf Richard A. Duvernay
Richard A. Duvernay
City Attorney
sf Les James
Les James
Negotiator