HomeMy WebLinkAboutReso 135-1983RESOLUTION NO. 135-83
CITY COUNCIL, CITY OF SOUTH SAN FRANCISCO, STATE OF CALIFORNIA
A RESOLUTION ACCEPTING AND APPROVING MEMORANDUM
OF UNDERSTANDING BETWEEN THE CITY OF SOUTH SAN
FRANCISCO POLICE OFFICERS' ASSOCIATION FOR THE
PERIOD OF JULY 1, 1983 THROUGH DECEMBER 31, 1984
WHEREAS, the City of South San Francisco City Council has recognized the
South San Francisco Police Officers' Association as the employee organization
representing a majority of those employees working in classifications in repre-
sentation Unit #5; and
WHEREAS, the representative of the City and the representatives of the
Police Officers' Association have personally met and conferred and freely
exchanged information, opinions and proposals; and
WHEREAS, the representative of the City and the representatives of the
Police Officers' Association have reached agreement on those wages, hours and
conditions of employment which are to be in effect during the period of July 1,
1983 through December 31, 1984 for employees in representation Unit #5; and
WHEREAS, the representative of the City and the representatives of the
Police Officers' Association have jointly prepared a written Memorandum of
Understanding; and
WHEREAS, the written Memorandum of Understanding has been accepted by the
membership of the Police Officers' Association; and
WHEREAS, the City's representative joins with the Police Officers'
Association representatives in recommending that the written Memorandum of
Understanding be accepted and approved by the City Council;
NOW, THEREFORE, BE IT RESOLVED that the City Council of the City of South
San Francisco hereby accepts and approves the Memorandum of Understanding which
is attached hereto as Exhibit "A" and incorporated herein by this reference as
is set forth verbatim between the City of South San Francisco and the South San
Francisco Police Officers' Association which sets forth those wages, hours and
conditions of employment to be in effect during the period of July 1, 1983
through December 31, 1984 for employees working in classifications in represen-
tation Unit #5 and which Memorandum of Understanding shall be binding upon the
City, upon the Police Officers' Association and upon the employees covered
therein.
BE IT FURTHER RESOLVED that the City Clerk be and is hereby authorized to
endorse on Page i and on the signature page of said Memorandum of Understanding
the fol 1 owing:
"Approved by City Council Resolution No. 135-83 adopted September 21 ,
19 8,3."
I hereby certify that the foregoing Resolution was regularly introduced
and adopted by the City Council of the City of South San Francisco at a
regular meeting held on the 21st day of September , 19 83, by the
following vote:
AYES: Councilmembers Ronald G. Acosta, Mark N. Addi~go, Fmanu~.l~ N. F~m~nt~,
Gus Nicolopulos; and Roberta Cerri T~glia
NOES: None
ABSENT None
¸2.
EXHIBIT "A"
TO RESOLUTION NO. 135-83
September 21, 1983~
MEMORANDUM OF UNDERSTANDING
BETWEEN THE
CITY OF SOUTH SAN FRANCISCO
AND THE
SOUTH SAN FRANCISCO POLICE OFFICERS' ASSOCIATION
Representation Unit 5
July l, 1983 through December 31, 1984
TABLE OF CONTENTS
ARTICLE
PREAMBLE
SALARIES
Wage Rates
Step Advancement
Education Incentives
Special Assignments
Promotion
Implementation of New salary Schedule
City's Payment of Employees Contribution to PERS
2. RETIREMENT CONVERSION OF CITY PERS CONTRIBUTION
3. HOLIDAYS
o
SICK LEAVE
Light Duty
Coverage
Determi nati ons/Requi red Reports
Light Duty Assignments
Holidays & Vacations (During)
Return to Full. Duty
5. MEDICAL APPOINTMENTS
e
EMERGENCY FAMILY LEAVE
Bereavement Leave
Definition of Immediate Family
e
EMPLOYEE BENEFITS
Hea I th
Dental
Vision
Life Insurance
Long Term Disability
8. UNIFORM REIMBURSEMENT
9. RETIREMENT
10. VACATION
11. RETIRED PERSONNEL HEALTH INSURANCE
12.
LAYOFF
Order of Layoff
Notice of Layoff
Layoff Re-employment Lists
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13. DISCIPLINARY ACTIONS 12
TABLE OF CONTENTS
Pg. #2
13.2 NOTICE OF DISCIPLINARY ACTIONS
14. DEFERRED COMPENSATION
15. OVERTIME PAY
16. OVERTIME PAY - COURT APPEARANCES
17. EMPLOYEES COVERED
18. MODIFICATION
19. DISPUTE
APPENDIX A - SALARY SCHEDULE
APPENDIX B - WAGE RATE SCHEDULE
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APPROVED BY CITY COUNCIL
RESOLUTION NO. 135-83,
ADOPTED 9/21/83.
MEMORANDUM OF UNDERSTANDING
BETWEEN THE
CITY OF SOUTH SAN FRANCISCO
AND THE
SOUTH SAN FRANCISCO POLICE OFFICERS' ASSOCIATION
PREAMBLE
THIS MEMORANDUM OF UNDERSTANDING is entered into by the City of South San Francisco,
hereafter designated as "City" and the South San Francisco Police Officers' Associa-
tion, hereafter designated as "Association", as a mutual agreement of those wages,
hours and conditions of employment Which are to be in effect during the period
July 1, 1983 through December 31, 1984 for those employees working in classifica-
tions in representation Unit #5.
ARTICLE 1. SALARIES
A. Wage Rates
1. Wage rates for each step in the salary schedule shall be as set forth
in Appendix A.
2. No employee shall' be compensated at a rate greater than the ceiling
rate established for his or her classification. Educational Incentive
and/or Special Assignment rate adjustments shall not cause an employee
to be compensated at a rate greater than the ceiling rate established
for each classification.
B. Step Advancement
Employees shall be required to complete the specified training or amount of
time in continuous paid regular service at each step of the salary schedule
prior to advancing to the next step of the schedule. Such training or time
for each step shall be:
STEP(S)
TRAINING OR TIME
From date of hire through the date of graduation
from the Police Officers' Standards and Training
Academy.
From the first day after graduation from the
Training Academy through the last day of the City
Police Department's Field Training Program.
From the first day after completion of the Field
Training Program to one year from date of hire.
4 through 9
Six months at each step
l0 through 26 Twelve months at each step
ARTICLE 1. SALARIES (.continued)
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B. Step Advancement (continued)
New employees who have prior police training and/or experience may be
compensated at any step in the salary schedule for the classification
which is recommended by the Chief of Police and approved by the City
Manager. Such employees shall 'be required to complete the specified
training or time at their initial hire step prior to advancing to the
next step of the salary schedule.
C. Education Incentives
1. AA Degree or Intermediate P.O.S.T. Certificate
An employee who has successfully completed probation and who possesses
an Associate of Arts Degree from an accredited institution of learning
and/or who possesses an Intermediate Police Officers' Standards and
Training Certificate shall be compensated at the rate one step higher
than the rate for which the employee qualifies pursuant to A and B
above, provided that such higher rate does not exceed'the ceiling rate
established for the employee's classification.
2. Bachelor's Degree or Advanced P.O.S.T. Certificate
An employee who has successfully completed probation and who possesses
a Bachelor's Degree from an accredited institution of learning and/or
who possesses an Advanced Police Officers' Standards and Training
Certificate shall be compensated at a rate two steps higher than the
rate for which the employee qualifies pursuant to A and B above,
provided that such higher rate does not exceed the ceiling rate
established for the employee's classification.
D. Special Assignments
1. Motorcycle Officer: A Police Officer who is assigned to Motorcycle
Officer dut~ shall be compensated at the rate two steps higher than
the rate for which the Officer qualifies pursuant to A, B and C
above, provided that such higher rate does not exceed the ceiling
rate established for the Police Officer classification. No more
than four (4) Police Officers shall be assigned to Motorcycle Officer
duty.
2. Dog Handler: A Police Officer who is assigned to Dog Handler duty
shall be compensated at the rate two steps higher than the rate for
which the Officer qualifies pursuant to A, B and C above, provided
that such higher rate does not exceed the ceiling rate established
for the Police Officer classification. No more than five (5) Police
Officers shall be assigned to Dog Handler duty.
3,
Field Training Officer: A Police Officer who is assigned to Field
Training Officer duty shall be compensated at the rate two steps
higher than the rate for which the Officer qualifies pursuant to
A, B and C above, provided that such higher rate does not exceed the
ceiling rate established for the Police Officer classification. No
more than six (6) Police Officers shall be assigned to Field Training
Officer duty. No Police Officer shall be assigned to Field Training
Officer duty any sooner than February 24, 1984.
ARTICLE 1. SALARIES (continued)
D. Special Assignments (continued)
The rate adjustment provided herein shall be removed in the event a
Police Officer discontinues working special assignment duty. The
Officer's rate shall be re-established at that rate for which the
Officer qualifies pursuant to A, B and C above. The re-established
rate shall become effective upon the date the Officer discontinues
working special assignment duty.
E. Promotion
An employee who is promoted from one classification to a higher
classification within the Unit shall have his or her rate set at the
first step of the new classification'or at the rate for the step two
steps higher than the rate earned by the employee prior to the 'promotion,
whichever new rate is higher. Prior to advancing to the next step of
the new schedule, the promoted emplo~yee will be required to complete the
specified tim6 in each step of the new classification commending with
the date of promotion.
F. Implementation of Salary Schedule for Current Employees
Notwithstanding the provisions of A, B, C, D and E above, each employee
who was employed by the City in a classification covered by this
Memorandum on September 21, 1983 shall be compensated at the rates
prescribed for such employee in Appendix B. Each rate provided for each
employee in Appendix B shall become effective upon the prescribed date.
Each current employee shall have his or her step placement in the salary
schedule in Appendix A determined by that step upon which the employee
is placed in the schedule on December 31, 1984. Each current employee
shall be required to complete the specified training or time in the
applicable step prior to advancing to the next step of the schedule;
however, all applicable training and time served by each employee in the
step prior to December 31, 1984 shall be applied in determining the
employee's next step advancement.
Nothing herein shall prohibit the rate prescribed for an employee in
Appendix B to be adjusted in the event that such employee qualifies
for a rate adjustment pursuant to the provisions of C, D or E above
during the term of this Memorandum. In no event, however, shall an
employee who is noted in Appendix B as receiving a rate adjustment
for Education Incentive qualifty for any further rate adjustment
pursuant to C above.
G. City Payment of Employee's Contribution to PERS
Commencing with the pay period which included January l, 1982, the
City agrees to assume the payment of seven percent (7%) of the employee's
base salary to PERS in lieu of the employee's contribution. For clarifi-
cation, the employee's contribution to PERS will be reduced by the City
from nine percent (9%) to two percent (2%). The City's assumption of the
employee's payment of PERS shall be under the authority of this Memorandum
of Understanding, and any applicable Government Code provision which permit
this payment without amending the retirement contract with PERS.
ARTICLE 2. RETIREMENT CONVERSION OF CITY PERS CONTR[BUTI]ON
It is understood that employees who are, or will, retire with a service or
disability retirement, shall be allowed to make a one-time, irrevocable
conversion of the City's contribution, being made on their behalf, to base
salary. The conversion shall be calulated as follows: Employee's Base Non-Converted
Hourly Rate x 1.07 == Employee's Base Hourly Cohvertecl Rate. In establishing the
actual Converted Rate per hour, fractions of one'cent with a value of 4 or less
will be disgarded and fractions of one cent with a value of 5 or greater shall
increase the hourly rate by one cent.
Employees who wish to exercise this one-time, irrevocable conversion, must meet
the following service requirements:
1. SERVICE RETIREMENT: Minimum forty-seven (47) years of age,
and will be retiring no later than three (3) years from date
of conversion.
2. DISABILITY RETIREMENT: (Industrial 6r Non-Industrial):
Eligible fo~ disability retirement with conversion to take
place one day prior to the actual date of retirement, or the
date upon which an employee is determined to be permanent and
stationary and/or an application for disability retirement is
made, whichever occurs first.
Employees who have converted the City payment of the employee's contribution
to PERS and do not retire on the date specified to the City at the time of
conversion, shall owe to the City the increased costs including but not limited
to benefit contributions, overtime, holiday pay, and City contribution to PERS.
The costs owed to the City will be from the time of conversion to the actual
· date of retirement.
ARTICLE 3. HOLIDAYS.
The following are authorized holidays:
(1) January 1
(2) Third Monday in February
(3) Last Monday in May
(4) July 4th
(5) First Monday in September
(6) Second Monday in October
(7) November 11th
(8) Fourth Thursday in November
(9) Fourth Friday in November
(10) December 24th (four hours)
'(11) December 25th
(12) December 31st (four hours)
(New Year's Day)
(Washington' s Birthday)
(Memorial Day)
( Independence Day)
(Labor Day)
(Col umbus Day)
(Veterans Day)
(Thanksgiving Day)
(Day following Thanksgiving)
(Four hours of workday preceding
Christmas)
(Christmas Day)
(Four hours of workday preceding
New Year's Day)
A. Employees, who by nature of their assignment, are unable to observe City
holidays, shall be compensated for authorized holidays as follows' Eight
(8) hours of straight time overtime for the holiday and straight time for
the hours worked. Personnel scheduled to work on a City holiday, but are
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payment in accordance with the provisions as long as he is not receiving
compensation from other sources. An employee unable to work a holiday due
to illness or to an injury unrelated to the job shall also be compensated
for the holiday pur suant to this provision, provided that he submit to the
Department Head a doctor's certificate verifying the illness or injury, or
file a certification made by his Department Head so verifying.
ARTICLE 4. SICK LEAVE.
A. All permanent and probationary employees in Unit 5, except those who work
less than full-time, shall be entitled to receive base salary for a period
of ninety (90) calendar days from the commencement of a given illness or
disability as compensation for sick leave. Said compensation is in lieu of
any amounts employee is entitled to receive from Workers' Compensation or
other income supplement sources existing by reason of the employee's
employment by City. In consideration of receiving said base salary for said
period, employee assigns to City all rights to receive Workers' Compensation
or other income supplements arising by reason of employee's employment by
City.
In addition, during said ninety 190) calendar days, City will provide pre-
viously agreed upon health, dental, vision and life insurance. The City
will also provide long-term disability insurance for said employee which
insurance shall provide, subject to terms and conditions contained therein,
for the payment of two-thirds (2/3} of base salary after the expiration of
the ninety (90) calendar days described above.
B. After the expiration of ninety (90} calendar days from the commencement of a
given disability or illness, the City will pay the employee, at the
employee's option, any accrued vacation time. The City will also continue
to pay pre viously agreed upon premiums for such employee on all health,
dental, life, vision .and Long Term Disavility insurance until the date of
separation.
C. At any time after the expiration of ninety (90) calendar days and before the
expiration of three hundred sixty-five (365) calendar days from the commen-
cement of a given disability or illness, the City has the right to review
the case of the individual employee and either separate the employee from
the City's service of extend coverage beyond three hundred sixty-five (365)
calendar days.
D. After the expiration of three hundred sixty-five (365) calendar days, or
extensions thereof, from the commencement of a given disability or illness,
the employee will be separated from the city's service. Nothing contained
herein shall be construed so as to limit the employee's right to receive
long-term disability benefits under the long-term disability policy beyond
the three hundred sixty-five (365) calendar day period.
E. The compensation for sick leave actually taken, described in the preceding
subparagraphs, is the only compensation for sick leave actually taken which
the City will pay, beginning with the pay period that includes July 1, 1977.
To be entitled to receive that compensation, the employee must satisfy all
of the following conditions:
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1. The employee must notify his or her immediate supervisor prior to, or
within two (2) hours after, the commencement of the daily work period
for which compensated sick leave is sought; provided, that police
employees serving on shift assignments must notify supervisors prior to
the shift, in accordance with departmental policy.
2. Each employee on sick leave must produce evidence, satisfactory to the City,
describing the nature of the illness and such evidence may be in the form of
a personal affidavit or shall be in the form of a certification by a medical
doctor, if requested by a division commander with prior notice to the
employee; provided that the City reserves, the right to take such action it
deems necessary to confirm or verify actual illness or disability; provided
further, that in the event that the employee is ill or disabled for more
than thirty-nine (39) working hours, then the employee shall present to the
City, before returning to work, a certification by a medical doctor
describing the nature and extent of the illness or disability and confirming
that the employee has recovered and is able to perform assigned work.
F. "Sick Leave, as used herein, is defined as period of time during which the
employee suffers actual personal illness or disability which necessitates
his absence from employment. Sick leave is not a right or privilege to be
used at the descretion of the employee. '
G. Beginning with the pay period which included July 1, 1977, employees shall
not be entitled to accumulate unused sick leave. In accordance with City's
Personnel Rules and Regulations in effect as of the date of this agreement,
each employee will be entitled to payment at his or her salary, existing at
time of separation, of fifty percent 150%) of the days accumulated sick
leave, which accumulated days of sick leave shall not exceed one hundred
twenty (120) days. Compensation for accumulated sick leave shall be payable
at the time of separation or if elected by the employee, payment may be
deferred to no later than the first payroll period in the following calen-
dar year. Said right to payment is deemed a property right which shall
not be taken from the employee without mutually agreed upon consideration.
If State or federal legislation is enacted into law mandating a percentage
other than fifty percent (50%) described herein, then such mandated percen-
tage shall supersede the percentage described herein.
H. In the event a disabled or ill employee is entitled to receive full pay pur-
suant to state or federal law for more than ninety (90) days from the com-
mencement of illness or disability, then City has no obligation to provide
the base salary described in subparagraph (a) hereinabove.
I. LIGHT DUTY'
The purpose of this light duty program is to minimize the loss of productive
time, while at the same time reintroducing the employee to work sooner to
prevent deterioration of skill s, facilitate recovery and reduce income loss.
Light duty assignments will be structured so that employees are not placed
in a duty status that would aggravate of reincur an injury or illness.
1. Coverage-
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Any employee who suffers a temporary and partial disability either due
to an industrial or non-industrial injury or illness will be covered by
this 1 ight duty program.
2, Determinations/Required Reports:
A. Light duty assignments may be made following evaluation and deter-
mination by the Department Head. The determination will be based on
available medical information, and consultation with the employee
and affected supervisor. Determinations will also be based on the
needs of the City and the impact of light duty on departmental
operations.
The evaluation and determination of light duty assignments may be
initiated by the Department Head or at the request of the employee
or the affected supervisor.
B. After the initial report, updated medical reports shall be submitted
to the Department Head at two weeks intervals, or at other agreed
upon intervals for as long as the employee is off work. Reports
well be required for all industrial or non-industrial injuries or
illnesses regardless of whether or not a light duty assignment has
been made.
C. Reports will be evaluated by the Department Head for purposes of
continuing or terminating a current light duty assignment or to
determine when to commence a light duty assignment.
3. Light Duty Assignments - Definitions/Restrictions-
A. Light duty assingments may consist of reduced work hours, limited
work or any combination thereof.
B. Light duty assignments will not adversely effect the employees
normal wage rate or retirement benefits.
C. Light duty assignments will be within the employee's assigned
department and will involve work which is consistent with the duties
of the employees classification.
D. When feasible, light duty assignments will be during the employees
normal shift and duty hours. However, if it is determined that no
useful work will be performed during the normal shift and duty
hours, the employee will be assigned light duty during normal office
hours of 8:00 a.m. to 5:00 p.m., Monday through Friday.
E. Specific light duty assignments will be developed, based on a case
by case review of the medical restrictions, so as not to aggravate
or reincur an injury or illness.
F. Employees will not be placed in light duty assignments that, in the
normal course of events, will require that they provide direct field
emergency response.
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4. Holidays/Vacations-
A. HOlidays shall be observed in accordance with the light duty assignment
work hours and work week. That is, if an employee is assigned to work
hours in a department, division or operating unit where employees in that
work unit take the holiday off, so shall the light duty. employee. If the
employee is assigned to work hours in a work unit whets the employees in
the unit work holidays, so shall the light duty employee. Compensation
for holidays shall be in'accordance with applicable Memorandums of '
Understanding or the Personnel Rules and Regulations.
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.i B. Employees assi§ned to light duty shall take their assi§ned
{selected) vacation as normally scheduled. Vacations shall cover
the same number of duty and calendar days as would have been enjoyed
by the employee if they had remained on full 'duty. Employees may
reschedule their assigned {selected) vacation with the approval of
the department head. provided the reschedulin, g does not affect the
scheduled vacatlonof other employees.and does not result in
increased costs or lost time to the City for relief personnel, to
cover the re-scheduled vacation. " .
5. Return to Full Duty: ,
Employees will be returned to full duty as soon as possible
following medical certification that the employee is able to resume
the full duties of his/her classification
ARTICLE 5. ME~DICAL APPONTMENTS.
Employees shall be entitled to receive 'authorization for leave without'loss of
pay for appointments with medical doctors 'and dentists. Such l'eave shall be
authorized only for the actual time necessary for the appointment and for tra-
veling to and .from the appointment. Employees shall be required to submit a
personal affidavit describing the nature and need of such visits. The City
reserves the right to confirm or verify any appointment for which such leave is
authorized. ~
ARTICLE 6.
EMERGENCY FAMILY LEAVE-
A. An employee may use up to 24 hours per calendar year in order that he/she
may care for a sick or injured member or his/her immediate family requiring
his/her care, or to obtain medical consultation/treatment to preserve the
health of a sick or injured member of his/her immediate family, provided the
-immediate family membergrr resides in the employee's home. Immediate family
member shall be as defined below. The requirement to reside in the
employee's home shall not apply in cases involving the employees's mother,
father or child~ Leave usage form's and notification procedures will con-
tinue to be used, provided the City reserves the right ~'~ take such action
it deems necessary to confirm or verify use of .this leave.
B. BEREAVEMENT LEAVE
Each employee may take leave without loss of pay for up to five (5) workdays
per calendar .year in the case of the death of any immediate family member as
defined in section (C).
C' DEFINITION OF IMMEDIATE FAMILY
parents, spouse, brothers, sister, grandparents, child, mother-in-law,
father-in-law, brother-in-law, sister-in-law, daughter-in-law, or son-in-
law. In addition, the City Manager may grant the above described leave in
the event of the illness or disability or funeral of someone other than
those persons designated, if, in the City Manager' opinion, there exists an
extraordinarily close relationship between the employee and such person.
ARTICLE 7. EMPLOYEE BENEFITS
A. Health Insurances as presnted July 21 1983. The City shall provide a fully
paid health insurance Plan for permanent full-time employees and their eli-
gible dependents with the option available to the employee to select either
the Kaiser "S" Plan, or Bay Pacific Health Plan.
B. Dental. The self-insured program of dental care benefits existing as of
April 1, 1979, shall be continued during the term of this Memorandum of
Understanding.
C. Vision Care Plan. The City shall provide for permanent full-time employees
and their eligible dependents the Group Vi si on Care Plan, dated January,
1975, designated VSP Plan B, .Employee and Dependent, with a ten dollar ($10)
deductible.
Life Insurance. The term life insurance, including accidental death and
dismemberment, in the amount of five-thousand dollars ($5,000) per employee,
shall be continued during the term of this Memorandum of Understanding.
E. Long-Term Disability Insurance. A long-term disability insurance plan which,
subject to the terms and conditions thereof, shall provide for payment of up
to two-thirds (2/3) of base salary during disability and shall be continued
at the current benefit levels during the term of this Memorandum of
Under standing.
ARTICLE 8. UNIFORM REIMBURSEMENT.
Each employee in Unit 5 can receive up to four hundred dollars ($400) per fiscal
year for the purchase of approved uniform items, subject to the following
conditions:
1. Each current employee in Unit 5 shall be required to purchase a depart-
mental approved bullet proof vest. This purchase is reimbursable under
the uniform reimbursement program whether purchase occurred previously
or under this Agreement. Each employee shall be required to have the
approved vest on their person or in their ready bay during each duty
shift.
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'2.
Claims for reimbursements for the purchase of approved uniform items can
only be submitted during the months of September, January and May.
Extraordinary circumstances requiring reimbursement at other times
during the year may be permitted by the Chief of Police.
3. New employees shall not be eligible for reimbursement during their first.
year of employment. After the first year, they will be eligible for up
to four hundred dollars !$400) per year, less the cost of their bullet
proof vest at a rate of one hundred dollars ($100) per year.
ARTICLE 9. RETIREMENT.
The benefit contract commonly referred to as the 2% at Age 50 Formula in effect
between the City and Public Employee's Retirement System {PERS) in behalf of
eligible permanent full-time employees of this Unit as of April 1, 1979, shall
be continued during the term of this Memorandum of Understanding.
ARTICLE 10. VACATION.
A. Beginning with the pay period which included January 1, 19'76, employees in
Unit 5 shall be entitled to accrue annual vacations without loss of pay in
accordance with the following schedule:
Length of Service
Annual Vacation
One to four years, inclusive
Five to fourteen years, inclusive
Fifteen to twenty-four years, inclusive
Twenty-five or more years
96 working hours
136 working hours
176 working hours
216 working hours
B. Employees who have scheduled and taken a minimum of twelve (12) vacation
days during each calendar year shall be permitted to receive the cash value
of up to six (6) days of unused but accrued vacation.
ARTICLE 11. RETIRED PERSONNEL HEALTH INSURANCE PLAN.
Effective July 1, 1981, the City will pay the following amount:
A. Eighty-five percent {85%) of the retiree's premium for said health insurance
plan provided the employee retires with a service retirement with twenty
(20) years service or retires with a disability retirement.
B. Employees with retiree health insurance coverage, as' described in the
1979-81 Memorandum of Understanding between the City and Unit 5, shall con-
tinue such coverage under the same terms and conditions.
City will continue contributing to said heal th plan in the amount described
above until the employee reaches age sixty-five {65) or becomes gainfully
employed as hereinafter defined, whichever comes first. "Gainfully
employed" as used herein is defined as employment or self-employment which
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produces gross income for the individual in an amount in excess of twenty-
five percent (25%) of the base salary then being paid for the position said
employee last held with the City, or for comparable position if the
employee's last position has been abolished. Once coverage has been ter-
minated because of age or employment, employee forfeits any further right to
coverage. Employee must elect coverage immediately prior to retirement.
ARTICLE 12. LAYOFF.
A. Whenever, in the judgment of the City Council, it becomes necessary in the
interest of economy or because of necessity for the position or employment
involved no longer exists, the City Council may abolish any position or
employment in the competitive service and layoff, reassign, demote, or
transfer an employee holding such position or employment without filing
written charges. The appointing authority may likewise layoff an employee
in the competitive service because of material change in duties or organiza-
tion, or shortage of work or funds.
B. Seniority, for the purpose of layoff, is defined as length of continuous
full-time employment within the service of the City, except for service in a
provisional and temporary status. Seniority shall be retained, but shall
not accrue during any period of leave without pay, except for authorized
military leave, granted pursuant to State Military and Veteran's Code.
C. Order of Layoff. When one or more employees performing in the same class in
a City Department are to be laid off (provisionals and temporaries therein,
having already been terminated), the order of layoff in the affected depart-
ment shall be as follows:
1. Probationary employees in inverse order of seniority.
2. Permanent employees in inverse order of seniority.
Should two or more employees have identical City service seniority, the
order of layoff will be determined by classification seniority. Whenever
two or more employees have identical classification seniority, the order of
layoff shall be determined by an established departmental seniority policy
(badge numbers in Safety Departments) or in the absence or dispute thereof,
random selections.
D. Notice of Layoff. Employees shall be forwarded written notice, including
reasons therefor, by Certified Registered Mail, Return Receipt Requested or
Personally Served, a minimum of twenty (20) working days prior to the effec-
tive date of layoff. An employee receiving said notice may respond, in
writing, to the City Manager. The employee' s representative shall receive
concurrent notice, and upon request, shall be afforded an opportunity to
meet with the City to discuss the circumstances requiring the layoff and any
proposed alternatives which do not include the consideration of the merits,
necessity or organization of any service or activity. The provisions of
subsection (e), must be requested by the employee, in writing, fifteen (15)
working days prior to the effective date of layoff.
-11-
E. Layoff Re, employment/Reinstatement Lists.
1. Probationary and permanent employees who are reclassified and/or demoted
as a result of a reduction in force, shall have their names placed on a
classification reinstatement list in order of their seniority. Vacant
positions within the classification shall first be offered to employees
on this list.
2. Employees who are laid off shall have their names placed on a
reemployment list of classifications which, in the opinion of the
Personnel Officer, requires basically the same qualifications and dutieS
and responsibilities as those of the classification form which the
layoff occurred, in order of seniority. Vacant positions in such
classifications shall be offered to eligibles on the reemployment list
who qualify for such vacancies prior to an open or promotional recruit-
ment.
3. No name shall be carried on a reinstatement or reemployment list for a
period longer than two years. Refusal to accept the first offer or
reinstatement or reemployment within the same classification shall cause
the name to be dropped from list. Individuals not responding to written
notification, by Certified Mail, Return Receipt Requested, forwarded to
their last given address, of an opening within ten (10) working days
from mailing shall have their names removed from either a reinstatement
or reemployment list. Individuals who do not meet current employment
standards (i.e.., medical, licenses, etc.}, shall have their names
removed from either a reinstatement or reemployment list.
4. Probationary employees appointed from a reinstatement or reemployment
list must serve the remainder of their probationary period in order to
attain permanent status.
ARTICLE 13. DISCIPLINARY ACTIONS.
, -
Action by City. The City shall take disciplinary action against a permanent
employee for misconduct including, but not limited to: Chronic absenteeism;
incompetence; insubordination; failure to follow work rules; misstatement of
fact on an application or other personnel document; falsification of records;
unfitness for duty; and absence without authorized leave. Disciplinary action
may take the form of suspension, pay reduction, demotion or discharge.
All disciplinary action taken against an employee in the Classified Service must
receive the prior approval of the appointing authority except under emergency
circumstances which dictate immediate suspension of the employee by the depart-
ment head or subordinate supervisor. In such cases, the employee's department
head shall immediately report the action taken to the appointing authority who
shall review the case and make a determination concerning the appropriateness of
the suspension and of further disciplinary action.
All actions resulting in salary reductions shall be subject to review by the
appointing authority and the department head involved within thirty (30) days
following the effective date of the initial action and at regular intervals
-12-
~hereafter. Actions resulting in demotions may be reviewed by the appointing
authority at his sole discretion.
ARTICLE 13.2 Notice of Disciplinary Action.
The City shall provide the affected employee with written notice prior to
taking disciplinary action, except where circumstances dictate the City taking
immediate action to remove the employee from the work place. In such cases,
written notice., as set forth below, shall 6e provided the employee within two
(2) working from the date of the action.
In all cases, written notice of disciplinary action shall be served on the
employee personally or be Certified Registered Mail, with a copy of the notice
to be placed in the employee's personnel file.
The written notice shall contain the following information-
a) The type of disciplinary action.
b) The effective date of the action.
c) The reason or cause for the action.
d) That the employee may inspect copies of all materials upon which the
action i s based.
e) That the employee has the right to respond, either orally or in
writing, to the authority initially imposing the discipline.
Except for instances where disciplinary action must be imposed immediately, the
notice shall be provided the employee no later than ten 110) working days before
the disciplinary action is to be effective. Where immediate disciplinary action
has been imposed, such action will be final until the aforementioned notice has
been furnished the employee and the employee has been provided no less than ten
(10) working days from receipt of the notice to respond to the authority ini-
tially imposing the discipline.
Once the proposed disciplinary action has been imposed, the affected employee
shall have the right to appeal. Such appeals shall be filed directly at the
fourth step of the grievance procedure set forth in Rule 14 of the Personnel
Rules and Regulations.
ARTICLE 14. DEFERRED COMPENSATION.
All permanent full-time employees are eli§ible, subject to the terms and con-
ditions thereof, to participate in the City of South San Francisco Deferred
Compensation Plan.
ARTICLE 15. OVERTIME PAY.
A. Authorized work performed by employees, in excess of their scheduled work
day or work week, shall constitute overtime except as otherwise provided.
Employees required to work (excluding training} in excess of their scheduled
hours of work shall be compensated for each overtime hour so worked at the
-13-
rate of one and one-hal f (11/2) times the employee' s base rate of pay.
Employees required to attend training sessions, in excess of their scheduled
hours of work, shall be compensated for each hour of straight time.
Employees may, with the supervisor's approval, receive pay at the
appropriate for each overtime hour; or accumulate compensatory time in
accordance with departmental policies, not to exceed 40 hours. All compen-
sable time off may be taken in accordance with departmental policies.
ARITCLE 16. OVERTIME PAY FOR COURT APPEARANCES.
Employees who are required in the course and scope of their official
employment to appear in court, other than during their regular tour of duty
or shift hours, shall receive overtime pay at the rate of one and one-half
(11/2) times the regular rate of pay. An employee shall receive a minimum of
two (2) hours overtime pay for such court appearances which occur on sche-
duled work dates (including voluntary overtime shift assignments) and a
minimum of three (3) hours overtime pay for such court appearances which
occur on non-scheduled work dates.
ARTICLE 17. EMPLOYEES COVERED.
The provisions of this Memorandum apply to all employees represented by Unit 5 -
South San Francisco Police Officer's Association.
ARTICLE 18. MODIFICATION.
This Memorandum of Understanding shall supersede all existing and prior
Memoranda of Understanding between the City and Unit 5 and conflicting Personnel
Rules, Regulations, Resolutions and Ordinances. This Memorandum of
Understanding does not modify any provisions of the Personnel Rules of the City
except as expressly provided herein.
ARTICLE 19. DISPUTE.
Any dispute over an interpretation of this Memorandum shall be processed in
accordance with the procedures set forth in the City's Employee Grievance
Procedure.
IN WITNESS WHEREOF, the parties hereto have executed this Memorandum of
Understanding in the City of South San Francisco on this ~/-~--~-~ day of
September, 1983.
,~Y REP/,,,~,SENTA~VES /
APPROVED BY CITY COUNCIL RESOLUTION
NO. 135-83, ADOPTED 9/21/83.
-14-
SALARY SCHEDULE
APPENDIX A
~;T E____?_P
2
3
4
5
6
8
9
lO
11
12
,
3
15
16
17
18
19
20
21
22
23
24
,_6
.HOURLY RATE
9.30
9.77
10.26
10.52
10.78
ll .05
ll .33
11.61
ll .90
12.20
12.51
12.82
13.14
13.47
13.81
14.16
14.51
14.87
15.24
15.62
16.01
16.-~ l
16.82
17.24
17.67
18.11
B I-WEEKLY RATE
744.00 -
781.60
820.80
841.60
862.40
884.00
906.40
928.80
952.00
976.00
1,000.80
1,025.60
1,051.20
1,077.60
l, lOq..80
1,1-32.80
1,160.80
I,'189.60
1,219.20
1,249.60
l ,280.80
I ,312.80
1,345.60
1,379.20
1 ,,tl3.60
1,448.80
APPROX MO.
1,612
1,693
1,778
'l ,823
1,869
1,915
1,964
2,012
2,063
2,115
2,168
2,222
2,278
2,335
2,394
2,454
2,515
2,577
2,642
2~707
2,775
2,844
2~915
2,988
3,063
3,139
APPROX ANNUAL
19,344
20,322
21,341
21,882
22,422
22,984
23,566
24,149
24,752
25,376
26,021
26,666
27,331
28,018
28,725
29,453
· 30,181
30,930
31,699
32= 490
33,301
34,133
34,986
35,859
36,754
37,669
APPENDIX B
POLICE OFFICER - CURRENT EMPLOYEE WAGE RATE CHANGE SCHEDULE (All rates are in hourly amounts)
(Any correction to an employee's rate shall be made by mutual agreement between the City and the Association)
EMPL #
#0202
#0204
#0205
#0210
#0211
#0217
#021.8
#0219
#0221
#0223
#0225
#0226
#0230
#0232
#0237
#0238
#0241
7/1/83 #1 #2 #3 #4
RATE RATE DATE RATE DATE RATE DATE RATE DATE
12..47 13.14 8/26/83 13.81 2/24/84 14.16 4/7/84 14.87 6/29/84
10.26 10.78 8/26/83 11.33 11/24/83 12.20 5/24/84 12.51 11/24/84
11.88 12.51 8/26/83 12.82 12/9/83 13.14 12/9/84
10.78 9/06/83 11.05 3/6/84 11.33 9/6/84
12.47 13.14 8/26/83 13.47 12/9/83 13.81 12/9/84
11.88 12.51 8/26/83 12.82 12/23/83 13.14 6/23/84
10.77 11.33 8/26/83 11.90 11/18/83 12.82 5/18/84
11.88 12.82 8/26/83 13.14 6/23/84
10.77 11.33 8/26/83 11.90 11/18/83 12.20 5/18/84
10.77 11.33 8/26/83 11.61 12/29/83 12.20 6/29/84
12.47 13,14 8/26/83 13.81
10.77 11.33 8/26/83 11.61
11.31 11.90 8/26/83 12.51
3/6/84
11/2/83 ll .90 5/2/84 12.20
6/23/84
12.80 13,47 8/26/83 14.16 2/24/84 14.87 6/29/84
11.88 12.51 8/26/83 13.14 2/24/84 13.81 5/11/84 14.51
12.47 13.14 8/26/83 13.81 2/20/84 14.51 6/29/84
10.78 9/06/83~ 11.05 3/6/84 11.33 9/6/84
11/2/84
11/11/84
12/31/84 INCL. INCL. INCL.
STEP # EDUC . CYCLE K-9
15 X X
9 X
13
7
13 X
11 X
10 X
11 X
10
10
13 X
10
11
17
13 X
13 X
I'NCL. EDUC. == 12/31/84 Rate includes an adjustment for Educatinn Incentive
INCL: CYCLE ,/31/84 Rate includes an adjustment for Moto~ Officer duty
INCL. K-9 := i2/31/84 Rate includes an adjustment for Dog Hahdler Duty
APPENDIX B
POLICE OFFICER-CURRENT EMPLOYEE WAGE RATE CHANGE SCHEDULE (All rates are in hourly amounts) ~f, iann~edt~
(Any correction to an employee's rate shall be made only by mutual agreemen~ between Lhe '" e Association')
· , 7/1/83 #1 #2 #3 #4 12/31/84 INCL. INCL. INCL.
.~.MP ~ RATE RATE _' DATE 'RATE,',_ 'DATE RATE 'DATE RATE DATE STEP # INCTV. CYCLE K-9
#0244 10.77 11.31 7/26/83 11.90 8/26/83 12.20 1/26/84 10
#0245 10.26 10.78 8/26/83 11.33 11/24/83 12.20 5/24/84 12.51 11/24/84 9 X
#0246 10.77 11.31 7/26/83 11.90 8/26/83 12.82 1/26/84 10 X
#0249 11.31 11.90 8/26/83 12.20 11/24~/83 12.51 11/14/84 11
#0252 10.26 10.78 8/26/83 11.33 11/24/83 11.61 5/24/84 11.90 11/24/84 9
#0254 10.26 11.05 8/26/83 11.33 3/7/84 12.20 9/7/84 8
#0255 12.80 ~' 13.43 8/01/83 14.16 8/26./83 14.51 2/24/84 14.87 6/29/84 18
X X
#0257 12.49 13.14 8/26/83 13.81 2/24/84 14.16 8/20/84 12
#0260 11.88 12.51 8/26/83 12.82 9/4/84 12
#0263 10.77 11.31 7/26/83 11.90 8/26/83 12.20 1/26/84 10
#0267 12.77 13.47 8/26/83 14.16 2/24/84 14.87 6/29/84 15
#0270 10.77 11.31 7/26/83 ll .90 8/26/83 12.82 1/26/84 10
#0271 13.43 14.16 8/26/83 14.51 2/24/84 14.87 6/29/84 17
#0272 11.31 11.88 8/4/83 12.51 8/26/83 13.14 2/4/84 ll
#0274 10.77 11.33 8/26/83 11.61 12/27/83 11.90 6/27/84 9
#0277 9.77 10.26 7/24/83 10.78 8/26/83 11.05 1/24/84 ll .33 7/24/84 7
#0278 9.77 10.26 7/24/83 10.78 8/26/83 11.05 1/24/84 11.33 7/24/84 7
#0279 10.77 11.33 8/26/83 11.90 3/18/84 12.82 9/18/84 10
#0386 10.26 10.78 8/26/83· 11.33 11/24/83 12.20 5/24/84 12.51
INCL INCTV :: 12/31/84 Rate includes an adjustment for Education Incentive
INCL CYCLE := 12/31/84 Rate includes an adjustment for Motorcycle Officer duty
IN~CL K-9 =: 12/31/84 Rate includes an adjustment for Dog lq~nd!er duty
_ -
11/24/84 9
APPENDIX B
POLICE OFFICER II - CURRENT EMPLOYEE WAGE RATE CHANGE SCHEDULE (All rates are in hourly amounts)
(Any correction to an employee's rate shall only be made by mutu'al agreement between the City and the Association)
RATE #1 #2 #3 12/31/84 INCLUDES
EMP. # 7/1/83 RATE DATE RATE DATE RATE DATE STEP # INCENTIVES
#0203 13.08 13.81 8/26/83 14.51 2/24/84 14.87 11/19/84 18 X
#0209 15.06 15.97 8/26/83 16.71 2/24/84 17.13 8/24/84 21 (Conv.) X
#0214 14.06 14.87 8/26/83 15.62 2/24/84 16.01 8/24/84 21 X
#0215 14.06 14.87 8/26/83 15.62 2/24/84 16.01 8/24/84 21 X
#0216 13.74 14.51 8/26/83 17 X
#0222 14.06 14.87 8/26/83 15.62 2/24/84 16.01 8/24/84 21 X
#0229 14.06 14.87 8/26/83 15.62 2/24/84 16.01 8/24/84 21 X
#0236 13.74 14.51 8/26/83 14.87 4/8/84 18 X
#0248 14.06 14.87 8/26/83 15.62 2/24/84 16.01 8/24/84 21 X
#0261 14.06 14.87 8/26/83 15.62 2/24/84 16.01 8/24/84 21 X
#0262 14.06 14.87 8/26/83 15.62 2/24/84 16.01 8/24/84 21 X
#0264 14.06 14.87 8/26/83 15.62 2/24/84 16.01 8/24/84 21 X
#0269 13.46 14.06 7/30/83 14.87 8/26/83 15.62 7/30/84 20 X
#0273. 14.06 14.87 8/26/83 15.24 8/1/84 19 X
#0368 t3,41 14.16 8/26/83 14.87 2/24/84 15.24 8/24/84 19 X
x
APPENDIX B
POLICE SERGEANT - CURRENT EMPLOYEE WAGE RATE CHANGE SCHEDULE (All rates are in hourly amounts)
(Any correctio~ to an employee's rate shall only be made by mutual agreement between the City and the
Association)
RATE #1 #2 #3 12/31/84
EMP. # 7/1/83 RATE DATE RATE DATE ~ATE DATE STEP #
#0207 15.53 16.41 8/26/83 17.24 2/24/84 17.67 8/24/84 25 X
#0213 14.80 15.62 8/26/83 16.41 2/24/84 16.82 8/24/84 23 X
#0228 15.53 16.41 8/26/83 17.24 2/24/84 17.67 8/24/84 25 X
#0231 15.53 16.41 8/26/83 17.24 2/24/84 17.67 8/24/84 25 X
#0234 15.53 16.41 8/26/83 17.24 2/24/84 17.67' 8/24/84 25 X
#0250 15.53 16.41 8/26/83 17.24 2/24/84 17.67 8/24/84 25 X
#0256 15.53 16.41 8/26/83 17.24 2/24/84 17.67 8/24/84 25 X
#0259 15.53 16.41 8/26/83 17.24 2/24/84 17.67 8/24/84 25 X
#0268 15.53 16.41 8/26/83 17.24 2/24/84 17.67 8/24/84 25 X
#0354 15.53 16.41 8/26/83 17.24 2/24/84 17.67 8/24/84 25 X
INCLIIDES
INCENTIVES