HomeMy WebLinkAboutReso 17-1984 RESOLUTION NO. 17-84
CITY COUNCIL, CITY OF SOUTH SAN FRANCISCO, STATE OF CALIFORNIA
A RESOLUTION ACCEPTING AND APPROVING A MEMORANDUM OF UNDERSTANDING
BETWEEN THE CITY OF SOUTH SAN FRANCISCO AND THE SOUTH SAN FRANCISCO POLICE
OFFICERS' ASSOCIATION, NON-SWORN POLICE DEPARTMENT UNIT #7 EMPLOYEES FOR THE
PERIOD OF SEPTEMBER 1, 1983, THROUGH DECEMBER 31, 1984.
MOU LANGUAGE SUBJECT TO FINAL REVIEW BY CITY ATTORNEY
WHEREAS the City of South San Francisco City Council has recognized the South
San Francisco Police Officers' Association as the employee organization repre-
senting a majority of those employees working in classification in represen-
tation Unit #7; 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 September 1, 1983
through December 31, 1984 for employees in representation Unit #7; 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 mem-
bership 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 if set
forth verbatim between the City of South San Francisco and the Police Officers'
Association which sets forth those wages, hours and conditions of employment to be
in effect during the period September 1, 1983 through December 31, 1984 for
employees working in classifications in representation Unit #7 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 the signature page of said Memorandum of Understanding the
fol 1 owing:
"Approved by City Council Resolution No. 17-84 adopted February 15, 1984 "
! hereby certify that the foregoing Resolution was regularly introduced and
adopted by the City Council of the City of South San Francisco at an adjourned
regular meeting held on the 15th day of February , 198¢ by the
fol 1 owl ng vote:
AYES:
NOES:
ABSENT:
£nunnilm~mh~r.~ Mnrk N_ AddimOo, Fman~mle N. Damonte, Richarm A. Haffey;
and Rnhert~ C.~rri T~glix~
NnnP
CnlJnci lmP. mh~r Gu~ Nit. rtl npul. n~
ATTEST:
"APPROVED BY CITY COUNCIL RESOLUTION NO. 17-84, ADOPTED 2/15/84"
MEMORANDUM OF UNDERSTANDING
BETWEEN THE
CITY OF SOUTH SAN FRANCISCO
AND THE
SOUTH SAN FRANCISCO POLICE ASSOCIATION
FOR THE PERIOD
SEPTEMBER 1, 1983 THROUGH DECEMBER 31, 1984
(Language subject to final review by City Attorney)
MEMORANDUM OF UNDERSTANDING
BETWEEN THE
CITY OF SOUTH SAN FRANCISCO
AND THE
SOUTH SAN FRANCISCO POLICE 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
Association, 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 September 1, 198~) through December 31, 1984 for those employees working
in classifications in the representation unit referred to in Article 1. Section 1
hereof.
ARTICLE 1. RECOGNITION
The City of South San Francisco recognizes the South San Francisco Police
Association as the employee organization' which has been selected by the
employees in Non-Sworn Police Unit #7 to represent the employees in
meet and confer sessions resulting in this Memorandum of Understanding.
Non-Sworn Police Unit #7 consists of all employees in clasSifications
listed below as well as all employees in classifications as may be
added to Unit #7 by the City during the term of this Memorandum.
Parking Enforcement Officer
Police Clerk
pOlice Service Technician
Police Technician
Senior Police Clerk
ARTICLE 2. WAGES AND COMPENSATION
Section 1. Wages
Wages shall be as set forth in Appendix A.
Section 2. Retirement Benefits
A. Retirement Plan- Retirement benefits for employees shall be those
established by the Public Employees' Retirement System (PERS) for
Miscellaneous Employees 2% at age 60 Plan.
B. Cit~/ Contribution' The City shall pay the rate prescribed by the
Public Employees' Retirement System for employer contributions to
the Public Employees' Retirement System in accordance with the rules
and regulations governing such employer contributions.
C. Employee's Contribution to Retirement System: Except as otherwise
provided in subsection D below, the City shall pay on behalf of
each employee five percent (5%) of the rate prescribed by the Public
Employees' Retirement System for each employee's contribution to
PERS in accordance with the rules and regulations governing such
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contributions. The remainder of the rate prescribed by PERS
for each employee's contribution shall be deducted from the
employee's pay by the City and forwarded to PERS in accordance
with the rules and regulations governing such contributions.
Conversion of City Payment of 5% of Employee's 'Contribution to
Employee's Base Wage Rate' An eligible employee shall be
permitted to convert the five percent (5%) City payment of
employee contribution to PERS to his or her base wage rate.
1. Eligible Employees-
a. An employee who is at least forty-seven (47) years of
age and who signs a Statement of Intent to Retire Within
Three (3) Years is eligible to convert the City's payment
of five percent (5%) of his or her contribution to PERS
to his or her base wage rate.
b. An employee who is eligible for an industrial or a non-
industrial disability retirement shall be eligible to
convert the City's payment of five percent (5%) of the
employee's contribution to PERS to his or her base wage rate.
2. Calculation of Converted Base Wage Rate: An eligible employee
who has elected to Convert the City's payment of five (5%) of
his or her employee contribution to PERS to his or her base
wage rate Shall have his or her base hourly non-converted wage
rate changed to his or her base hourly converted wage rate as
follows:
Employee's Base Hourly Non-Converted Wage Rate (As set
forth in Appendix A) X 1.05 : Employee's Base Hourly
Converted Wage Rate.
In establishing the actual base ~hourly converted wage rate,
fractions of one cent with a value of four (4) or less will be
discarded and fractions of one cent with a value of five (5)
or more shall increase the base hourly converted wage rate by
one cent.
3. Effect of Conversion: Once an employee has officially elected
to convert the City's five percent (5%) payment of employee
PERS contribution to his or her base wage rate, the employee
shall not be permitted to reverse the conversion at any time.
Upon the effective date of the conversion, the City will dis-
continue payment of five percent (5%) of the employee's PERS
contributions.
4. Effective Date of Conversion'
a. Service Retirement: The conversion of the City's payment
'of five percent (5%) of an eligible employee's PERS contri-
bution to the employee's base hourly wage rate shall become
effective upon the first day of the pay period immediately
following the employee's official election to convert.
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b. Disability Retirement' The conversion of the City's payment
of five percent (5%) of an eligible employee's PERS contribu-
tion to the employee's base hourly wage rate for an industrial
or non-industrial disability retirement shall become effective
as determined by the first-occuring event as follows'
1. The first day of the payperiod immediately folloWing the
date upon which the employee applied for a disability retire-
ment, and/or
2. The first day of the payperiod immediately following' the date
upon which the employee's disability was determined to be
permanent and stationary, or
3. One day prior to the actual date of retirement.
Section 3. Insurance Benefits
Full time regular employees shall be eligible to receive insurance
benefits as follows'
A. Health Insurance
1. Available Plans: Subject to the terms and conditions of the
City's contracts with health insurance carriers, eligible
employees shall be permitted to select health insurance cOverage
for themselves and their eligible .dependents from one of the
following plans:
KAISER FOUNDATION'HEALTH PLAN - "S" cOverage
BAY PACIFIC HEALTH CARE PLAN
BLUE SHIELD OF CALIFORNIA HEALTH'PLAN
2. Payment of Premium Costs
The City shall pay the premium costs for eligible employees and
their dependents to the insurance carrier for ~the plan selected
by each employee in accordance to the requirements prescribed by
the contract with each carrier for payment of such premiums.
3. Effective Dates of Coverage: The effective date of coverage
for health insurance shall be the first of the month following
the month of enrollment of the employee and the employee's
dependent(s). Coverage shall terminate on the last day of the
month in which an employee separates from employment. Dependent
coverage shall terminate on the date prescribed by each health
insurance carrier's contract for discontinuance of dependents
no longer eligible for coverage.
4. Health Insurance for Employees who Retire: Subject to the terms
and conditions of the City's contracts with health insurance
carriers, an employee who retires during the term of this Memor-
andum on a service or an industrial disability or a non-industrial
disability retirement and who has twenty (20) years of service
or more with the City shall be provided the opportunity to
continue his or her health insurance coverage with one of the
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City's plans subsequent to the date of his or her retirement.
The City shall continue to pay the premium costs for the
employee only and' the retireing employee shall bear the premium
cost for his or her dependent(s) coverage.
B. Life and Accidental Death and Dismemberment Insurances: Subject to
the terms and conditions of the City's contract with Standard Insur-
ance Company of Portland, Oregon, eligible employees shall be
provided the following life and accidental death and dismemberment
insurance:
TERM LIFE INSURANCE WITH A FACE VALUE OF $5,000.00
ACCIDENTAL DEATH AND DISMEMBERMENT IN THE AMOUNT OF $5,000.00
The City shall pay the premium costs for eligible employees to
Standard Insurance Companyof Portland, Oregon in accordance with
the requirements prescribed by the contract with the carrier for
the payment of such premiums. Coverage shall become effective on
the first of the month following enrollment and shall terminate
upon the day an employee separates from City employment.
C. Vision Insurance- Subject to the terms and conditions of the City's
Vision insurance paln, eligible empl-oyees and their dependents shall
be provided the following vision insurance'
VISION SERVICE PLAN - PLAN'"B" - $10.00 Deductible
The vision service plan shall be provided to employees with no
premium costs to the employees or their eligible dependents.
Coverage shall become effective on the first of the month following
enrollment and shall terminate on the last day of the month in which
an 'employee separates from City employment.
D. Dental Insurance: Subject to the terms and conditons of the City's
Dental Insurance' Plan, eligible employees and their eligible depen-
dents shall be provided the following dental insurance:
CALIFORNIA DENTAL .SERVICE- Progressive Plan
The dental insurance plan shall be provided to employees with no
premium costs to employee or their eligible dependents. Coverage
shall become effective on the first day of the month follOWing six
(.6) full months of employment with the City. Only employees hired
on the first of any month shall be eligible for coverage six (6)
months from the date of hire. Eligible employees must~enrOll in
order to become eligible for dental insurance coverage. Coverage
shall terminate on the last day of the month in which an employee
separates from employment'with theCity.
E. Long-Term Disability Insurance' Subject to the terms and conditions
of the City's contract with Standard Insurance Company of portland,
Oregon, eligible employees shall be provided Long-Term Disability
Insurance coverage which provides for~payment of up to two-thirds
(2/3) of the baSe salaryof an employee who qualifies for such pay-
ment or who qualifies for some lesser payment under the provisions
of the plan. The Long-Term Disability Insurance Plan shall be pro-
vided to employees with no premium costs to the employees. Coverage
shall become effective on the first day of the month following enroll-
ment and s. hall terminate on the day an employee separates from City
employment.
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~Section 4. Deferred Compensation
Full time regular employees are eligible, subject to the terms and
conditions therof, to participate in the Deferred Compensation Plan
made available to City employees.
Section 5. Special Compensation
A. Acting SuperVisor Compensation: An employee in a classification
below the level of a first-line supervisor who is assigned to
perform the duties of a first-line supervisor or above shall
receive added compensation for all time served in the acting
capacity at the rate of pay for which the employee would qualify,
were the employee to be promoted to the acting clasSification.
B. Temporary Assignment to Higher Level Position: An employee in a
first-line supervisory or higher classification who is assigned
to perform the duties of a higher classification for a period of
thirty (30) calendar days or more shall receive added compensation
for all time so served at the rate of pay for which the employee
would qualify, were the employee promoted to the higher classifica-
tion. An employee in a first-line supervisor classification or
higher classification who is assigned to perform the duties of a
higher classification for'a period of time less'than thrity (30)
calendar days shall not receive any additional compensation for
any of the time spent in the performance of such duties.
C. Payment of Unused Accumulated Sick Leave Hours for Certain Employees'
1. Eligible Employees: An employee who had accumulated and unused
sick leave hours on record under the discontinued sick leave
accumulation plan shall be eligible to receive payment under
this provisi on.
2. Number of Hours Payable' An eligible employee shall receive
payment for fifty percent (50%) of the unused sick leave hours
on record, up to a maximum of nine hundred and sixty (960) of
such recorded hours (480 maximum payable hours), as of July 1, 1'977.
3. Rate Payable: Payment of unused accumulated sick leave hours for
eligible employees shall be made at the wage rate for which the
employee otherwise qualifies pursuant to the provisions of
Append i x "A".
4. Time of Payment: An employee or an employee's beneficiary shall
become eligible to receive payment for unused sick leave hours
upon the death or the retirement of the eligible employee Pay-
ment may be made at the time of an employee's death or retirement
or may be deferred'to the fi'rst payroll period in the calendar
year immediately following, at the option of the payee.
Section 6. Overtime
A. Overtime Defined: Overtime work is ordered' and authorized work in
excess of an employee's normal hours of work and work schedule.
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B. Overtime Records' Records of overtime worked shall be maintained
i.n accordance with procedures established by the Police Chief.
C. Minimum Overtime' No form of overtime payment shall be made where
overtime worked prior to the beginning of an employee's normal work
period or following completion of an employee's normal work periOd
is less than twelve (12) minutes duration.
D. Overtime Compensation Rate' Each employee shall be compensated for
overtime worked at the Premium Overtime Hourly Rate or the Hourly
R~te, or fractions thereof, for which the employee otherwise qualifies
pursuant to the provisions of Appendix "A" as follows:
1. Training Time' An employee who works time in excess of his or
her normal hours of work and work schedule as the result of
attending training sessions required by the' Police Chief or
the Chief's designee shall be compensated at the Hourly Rate
for time spent in such training sessions.
2. Usual Overtime: An employee who works time in exceSs of his or
her normal hours of work and ~work schedule as the result of
a non-training assignment shall be compensated at the Premium
Overtime Hourly Rate for time so worked.
3. Court Appearance Time' An employee who is required to appear
in court in his or her official employment capacity at a time
which is not during the employee's regularly scheduled hours
of work shall be compensated at the Premium Overtime Hourly
Rate for time spent in such court appearances.
a. Court Appearance on Scheduled Work Days: An employee who
is required to appear in court in his or her official
employment capacity at a time which is not during the
employee's regularly scheduled hOurs of work but is on a
day that the employee is scheduled or has volunteered to
work shall receive a minimum of two (2) hours of overtime
compensation for 'such a court appearance.
b. Court Appearance on Non-Scheduled Work Days: An emPloyee
who is required to appear in court in his or her official
employment capacity at a time which is not during the
employee's regularly scheduled hours of work nor is on a
day that the employee is scheduled or has volunteered to
work shall receive a minimum of. three (3) hours of overtime
compensation-for such a court appearance.
E. Compensatory Time Off In Lieu of Paid Overtime: With the approval
of an employee's supervisor, each employee may accumulate a maximum
of forty (40) hours' of compensatorytime at anY given time in lieu
of pay for overtime worked. Compensatory Time shall be earned at
the same rates as prescribed for overtime compensation above. All
compensatory time off shall be requested and scheduled in accordance
the the rules and regulations prescribed by the Police Chief or the
Chief's designee.
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ARTICLE 3. PAID LEAVES
Section 1. Holidays
The City shall observe the following holidays'
January 1
Third Monday in February
Last Monday in May
July 4
First Monday in September
Second Monday in October
November 11
Fourth Thursday in November
Fourth Friday in November
December 25
New Year's Day
Washington's Birthday Observed
Memorial Day Observed
Independence Day
Labor Day
Columbus Day Observed
Veterans Day
Thanksgiving Day
Day following Thanksgiving
Christmas Day
In addition, the City shall observe the following one-half (1/2)
day holidays (1300 hours through 1700 hours per day):
December 24
December 31
Christmas Eve Day
New Year's Eve Day
In addition, the City may observe any other day of national mourning or
celebration, provided that it has been proclaimed by the City COu~ncil,
and provided that the.Council direCts the closure of City offices for
public service. Any such holiday shall be granted only to those
employees who are regularly scheduled to work on the day for which such
holiday is provlaimed by the Council.
A. Days of Holiday Observation' Holidays which fall on a Sunday shall
be observed on the following Monday. Holidays which fall on a
Saturday shall be observed on the preceding Friday.
B. Eligibility for Holidays: Full time regular employees who are on
paid status the entire day before as well as the entire day after
a holiday shall receive compensation for eight (8) hours of holiday
time for each full holiday and four (4) hours of holiday time for
each one-half (1/2) day holiday, which shall be considered as hours
worked.
C. Employees Working on a Holiday: An employee who is assigned to
work on a day observed as a holiday by the City shall receive eight
(8) hours of overtime at the hourly rate for each full holiday so
worked and four (4) hours of overtime at the hourly rate for each
one-half (1/2) day holiday.
D. Discretionary Holiday' Each employee shall be eligible for one
full day holiday in addition to the holidays observed by the City.
An employee's discretionary holiday may be taken at the discretion
of the employee and as approved by the Police Chief or the Chief's
designee. An employee must take his or her discretionary holiday
each calendar year on or before December 13. An employee who has
not used his or her diScretionary holiday by December 13 shall forfeit
the receipt of compensated time or pay for such holiday for that
calendar year. An employee whose work schedule prohibited the use
of his or her discretionary holiday by December 13 of a calendar year
may receive payment for the holiday with the approval of the Police
Chief or the Chief's designee.
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E. Holiday Compensation for Employees on Injury or Illness or Family
'Care Leave: An employee who is scheduled to work on the day
immediately preceding a holiday and/or on the actual day of a
holiday and/or on the day immediately following a holiday and who
does not report for duty as scheduled due to personal injury or
illness or family care leave shall submit such verification or
certification of illness or injury as is satisfactory to the Police
Chief or the Chief's designee prior to receiving compensation for
the hol i day.
Section 2. Vacation
Full 't~ime regular' employees shall be eligible to earn and be.~granted
vacation leave.
A. Vacation Accrual Rates: Each employee shall accrue vacation hours
in accordance with the following accrual rate schedule:
LENGTH OF SERVICE:
ACCRUAL RATE PER
BI-WEEKLY PAYPERIOD
First through fourth years, inclusive 3.70 hours
Fourth through fourteenth years, inclusive 5.54 hours
Fifteenth through twenty-fourth years, inclusive6.16 hours
Twenty-fifty and succeeding years 7.69 hours
B. Vacation Scheduling: The Police Chief or the Chief's designee shall
schedule vacation periods during which employees shall take the
vacation time for which they are eligible. Vacation scheduling
shall be accomplished with due regard for the wishes of the employees
and shall provide for meeting the needs of the Police services.
A. Deferral of Vacation Period: In the event that the needs of the
.Police service are such that an employee is unable to be scheduled
to take all of his or her vacation time during a calendar year,
the unused and Unscheduled portion of his or her vacation may be
deferred to the following calendar year, provided that the Police
Chief or the Chief's designee approves such deferral.
An employee may request the deferral of up to forty (40)-hours
of vacation leave from one calendar, year to the following calen-
dar year. The request shall be filed with the POlice Chief and
must be approved bY the Police Chief or the Chief's designee and
must also be approved by the City Manager prior to the employee
being granted-permission for such deferral of vacation leave.
No more than thirty (30) working days of vacation time shall be
accumulated by any employee for any reason as deferred vacation.
Deferred vacation which is not taken by an employee in the
calendar year immediately following the year of deferral shall
be compensated for in time off or ~n cash payment to the employee.
C. Vacation Compensation- An employee who retires or separates from City
employment and who has accumulated unused vacation time on record shall
be compensated at the base hourly wage rate for which the employee
otherwise qualifies pursuant to.the provisions of Appendix "A" for
all recorded vacation.
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,Section 3. Industrial Injury or Illness Leave:
An employee who is absent from work and who is temporarily and/or
partially disabled from performing work as the result of an injury
or illness which has been determined to be industrially caused, shall
be entitled to receive paid leave for all time the employee is normally
scheduled to work during a period of ninety (90) calendar days from the
commencement of the injury or ~illness necessitating his or her absence
from work. An employee on industrial injury or illness.leave shall
assign to the Cityall Worker's Compensation insurance proceeds received
by the employee during the period the employee is receiving full compen-
sation from the City for all absent hours of work.
Section 4. Sick Leave
An employee who is absent from work and who is temporarily and/or
partially disabled from performing work as the result of a personal injury
or illness shall be eligible to receive sick leave without loss of salary
or benefi ts.
A. Amount of Sick Leave: An employee shall be eligible to receive
paid sick leave for all time the employee is normally scheduled
to work during a period of ninety (90) calendar days from the
commencement of a given injury or illness which necessitates
his or her absence from work.
B. Sick Leave Request: An employee shall prepare and present a request
for paid sick leave on each occurrance of sick leave on such forms
and in accordance with such policies and prOcedUres established for
sick leave requests by the Police Chief or the Chief's designee.
C. Approval of Sick Leave Request: The Police Chief or the Chief's
designee shall review all sick leave requests and, if approved by
the Police Chief or the Chief's designee, the request for paid
sick leave for an employee shall be granted. The Police Chief or
the Chief's designee shall not~ unreasonably withhold approval of
an employee's sick leave request.
D. Verification of Injury or Illness-
1. Usual Verification' An employee requesting paid sick leave
approVal shall provide such verification of actual injury or
illness as is satisfactory to the Police Chief or. the Chief's
designee. Usually, such verification shall be in the form of
an employee's personal affidavit of injury-or illness.
2. Doctor's Verification of Injury or Illness: A doctor's verifi-
cation of actual injury or illness is verification which has
been prepared and signed by a doctor and which describes the
nature and extent of the injury or illness and confirms that
the employee has recovered and is able to return to work.
a. An employee shall be required to submit a doctor's verifi-
cation when the employee requests approVal of Paid sick
leave subsequent to having been absent from work for a
period of forty (40) consecutive hours or more.
b. An employee shall be required to submit a doctor's v,erifi-
cation when .given,prior notice by his or her supervisor of
such a requirement.
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E. Notification of A'bsence from Work- An employee who is going to be
absent from work must notify his or her in~nediate supervisor prior
to or within tWo (2) hours after the time upon which the employee
was scheduled to report for work in order to be eligible for paid.
sick leave.
F. Medical Appintments Leave: An employee may be granted leave without
lo~s of'salary or benefits for the ~purpose of going to appointments
with medical doctors or dentists. An employee requesting such paid
leave shall receive approval of the Police Chief or the Chief's
designee prior to the taking of the leave. Medical appointment
leave shall be authorized only for that period'of time necessary to
provide reasonable travel time to and from the appointment and the
actual time required for the appointment. The emp3'oyee requesting
such leave shall submit his or her personal affidavit describing.
the nature and need for the appointment. The City reserves the right
to confirm or verifY any appointment for which such leave is authorized.
Section 5. Family Care Leave
An employee may be granted up to a maximum of eight (8) hours of
paid leave during each calendar year for the purpose of caring for
an injured or ill sopuse, child, mOther, or father and/or any of
the following who reside in the employee's home: brother, sister,
grandparents, mother-in-law, father-in-law, brother-in-law, sister-
in-law, daughter-in-law, or son-in-law, or such other person who
resides in the employee's home, if in the opinion of the Police
Chief or the Chief's designee, there exists an extraordinarily
close familial relationship between the employee and such person.
Section 6. Bereavement Leave
An employee may be granted leave of absence without loss of salary
or benefits upon the death or the funeral of any of the following
persons: spouse, child, father, mother, brother, sister, grand-
father, grandmother, father-in-law, mother-in-law, brother-in-law,
sister-in-law, daughter-in-law and son-in-law. In addition, the
Police Chief or the Chief's designee may grant bereavement leave to
an employee upon the deathor the funeral of some other person if,
in the opinion of the Police Chief or the Chief's designee, there
existed an extraordinarily close familial relationship between the
employee and such other person.
Employees may be granted up to a maximum of forty (40) hours of
bereavement leave per Calendar. year for the death or funeral of
~. family member.
ARTICLE 4. LONG-TERM DISABILITY
A. Application for Benefits' An employee who'is disabled from the
performance of the dut'ies of his'or her classification as the
result of an injory or illness and who has been granted the maximum
amount of paid sick leave for which the employee was eligible, may
,file an application for Long-Term Disability Insurance benefits
in accordance with the requirements of the City's Long-Term Disabil-
ity Insurance Policy.
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B. City Determination' Upon an employee qualifying for Long-Term
Disability Insurance benefits, the City shall determine'
1. Whether to separate the employee from City service or
position in his or her classification, or
2. Whether to grant the employee a leave of absence.,without
pay for a period of up to three hundred and sixty-five
(.365) calendar days or a reasonable extension thereof.
C. Separation SubseqUent to Leave: If the City grants an employee a
leave of absence without pay for any period up to three'hundred
and sixty-five days or a reasonable extension thereof and the
employee is unable to resume work at the expiration of such
leave, the City may separate the employee from City service or
position in his or her classification or may grant additional
leave.
D. Accrued Vacation Payment:I Upon becoming el igibl.e for Long-Term
Disability Insurance 'benefits and upon being granted a leave of
absence without pay by the City, the City will pay, at the request
of the employee, any accrued vacation time for which the employee
qualifies.
E. Insurance Premium Payment: The City will continue to~ pay insurance
premiums on behalf of a disabled.employee and his or her dependents
pursuant to the provisions for such payments otherwise provided in
this Memorandum until the actual date of separation from City
employmentof the employee.
ARTICLE 5. UNIFORMS
Each employee shall be eligible for paYment by the City to a vendor
approved by the City, or reimbursement for the purchase price of
approved uniform items in accordance .with the following schedule:
$200 per fiscal year - Police Clerk, Senior Police Clerk
$300 per fiscal' year - Parking Enforcement Officer, Police Service
Technician
$400 per fiscal year - Police Technician
The City will make payment or reimburse an employee for such purchase
pr'ice upon presentation by the employee of a proper claim, itemized
receipt and upon verification by the employee's immediate supervisor
that the employee has received the items.
The Police Technician shall be required to purchase and maintain a
departmentally-approved bullet proof vest which shall be reimbursible
under this program. The Police'Technician shall be required to have
the approved vest in his or her person or in his or her ready bag
during each duty shift.
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ARTICLE 6. 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 emplo~nnent 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 organization, 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 department 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 selection.
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
effective 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 con-
sideration 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.
E. Layoff Reemplo~nent/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 1 ist.
2. Employees who are laid off shall have their names placed on a
reemployment list for classifications which, in the opinion of the
Personnel Officer, requires basically the same qualifications and
duties and responsibilities as those of the classification from which
the layoff occurred, in order of seniority. Vacant positions in such
classifications shall be offered to eligibles on be offered to eli-
gibles on the reemplo~nnent list who qualify for such vacancies prior
to an open or promotional recruitment.
3. No name shall be carried on a reinstatement or reemployment list for
a period longer than two (2) years. Refusal to accept the first
offer of reinstatement or reemployment within the same classification
shall cause the name to be dropped from the llst. Individuals not
responding to written notification, by Certified Registered 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., medi-
cal, 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 7 DISCIPLINARY ACTION.
All definitions of words, phrases, etc., and the meanings and intent of
this Section, shall be in accordance with the City of South San Francisco
Personnel Rules and Regulations.
A Action by City. The City shall take disciplinary action against a per-
manent employee for misconduct including, but not limited to:
1. 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.
2. Disciplinary action may take the form of a suspension, pay reduc-
tion, demotion or discharge.
3. 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 department
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 deter-
mination concerning the appropiateness of the suspension and of
further disciplinary action.
4 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 thereafter. Actions
resulting in demotions may be reviewed by the appointing authority
at his sole discretion.
B. 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 be provided the employee within two (2) working days
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.
-!3-
1. The type of disciplinary action.
2. The effective date of the action.
3. The reason or cause for the action.
4. That the employee may inspect copies of all materials-upon which the
acti on i $ based.
5. That the employee has the right to respond, either orally or in
writing, to the authority initially imposing the discipline.
Except in instances where disciplinary action must be imposed imme-
diately, the notice shall be provided the employee no later than ten
{10) working days before the disciplinary action is to be effective.
Where immediate disciplinary action has been imposed, such action will
not become final until the aforementioned notice has been furnished the
employees and the employee has been provided no less than ten (10)
working days from the receipt ot~ the notice to respond to the
authority initially imposing the discipline.
Once the proposed disciplinary action has been imposed, the affected
employee shall have the right of 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 9. GRIEVANCE PROCEDURE
The procedures set forth in the City's Employee Grievance Procedure
in Rule 14 of the Personnel Rules and Regulations shall be the procedure
which shall apply in the resolution of any dispUte over an interpretation
of any provision of this Memorandum of Understanding.
ARTICLE 10. AGREEMENT, MODIFICATION, WAIVER
A. Full and Entire Agreement: This Memorandum of Understanding sets
forth the full and entire agreement of the parties regarding the
matters set forth herei'n, and any other prior or existing under-
standing and agreements over these matters between the parties,
whether formal or informal, are hereby superseded or terminated
i.n their entirety. In the event that the provisions of this
Memorandum are found to be in conflict with a City rule, regulation
or resolution, the provisions of this'Memorandum shall prevail over
such conflicting rule, regulation or resolution.
APPROVED BY
CITY COUNC I L
RESOLUTION NO.
17-84, ADOPTED
2/15/84
B. Written Modification Required- No'agreement, alteration, under-
standing, variation, waiver or modification of any of the terms
or provisions contained herein shall in any manner be binding
upon the parties hereto unless made and executed in writing by
all parties hereto and approved by the City Council.
C. Waiver- The waiver of any breach, term or condition of this
Memorandum by either party shall not constitute a precedent in
the future enforcement of al 1 its terms and provisions.
Signed this 15th day of February , 1984 by'
cTHE CITY: / ~
FOR THE ASSOCIATION-
-14-
STEP PLAN TIME IN STEP' Each employee shall complete the following time at each step of the step plan
applicable to his or her classification prior to advancing to the next step'
B
From date of hire to completion of six full months of employment
One full year
One full year
One full year
One full year
Subsequent to April 1 and upon the completion of the study which is underway to evaluate the actual work
performed and compensation paid to employees covered by this Memorandum in-comparison to the actual work
performed and compensation received by employees in classifications with similar requirements for education
and training and levels of responsibilities, the City and the Association shall meet and conver regarding
the implemenation of changes, if any, to the salary rates prescribed for payment pursuant to the provisions
of this Memorandum of Understanding.
APPEND IX A Page 1
EDUCATIONAL AND LONGEVITY INCENTIVE PROGRAM FOR SENIOR POLICE CLERK CLASSIFICATION
An employee who has completed seven (7) full years of employment shall be comPensated at the rate set
forth and identified on the wage rate schedule applicable to the employeet's classification, which rate is
approximately two and one-half [~6rcent (2½%) above the step rate for which the employee otherwise qualifieS.
An employee who has completed three (3) full years of employment and who has an AA degree or60 accredited
units,'AsS'6ciate'of Arts Degree, or P.O.S.T. Intermediate Certificate in related education within the
scope of Administration of Justice shall be compensated at the rate set forth and identified on the wage
rate schedule,.applicable to the employee's classification, which rate is approximately five percent (5%)
above the step rate for which the employee otherwise qualifies.
An employee who has completed seven (7) full years of employment and who has an AA degree or 60 accredited
units , 'Associate of Arts Degree, or P.O.S.T. intermediate Certificate in related education within the'
scope of Administration of Justice shall be compensated at the rate set forth and identified on the wage
rate schedule applicable to the employee'S classification, which rate is ap.oroximately seven and one-half
percent (7½%) above the step rate for which the employee otherwise qualifies.
LONGEVITY PAY PROGRAM FOR PARKING ENFORCEMENT~ O~FFICER, POLICE CLERK AND POLICE SERVICE TECHNICIAN CLASSIFICATIONS
~ll employees in the classifications of Parking Enforcement Officer, Police Clerk and Police Service Technician
shall !b6 eligible for longevity pay in accordance with the following schedule:
LENGTH OF SERVICE
MONTHLY LONGEVITY PAY AMOUNT
10 to 14 years, inclusive
15 to 19 years, inclusive
20 to 24 years, inclusive
25 to 29 years, inclusive
30 to 34 years, inclusive
35 to 39 years, inclusive
40+ years
$10.00
$15.oo
$20.00
$30.00
$40.o0
$50.oo
$60.oo
APPENDIX A Page .2
EFFECT]~VE AUGIJS~ '"~- 1983
PARKING ENFORCEMENT OFFICER
HOURLY RATE
WEEKLY RATE
BI-WEEKLY RATE
APPROXIMATE MONTHLY
APPROXIMATE ANNUAL
PREMIUM OVERTIME 'HOURLY RATE
A B C. ..D
7.53 7.91 8.30.
301.20 316.40 332.00
602.40 .632.80 §§4. Og
'i~05='- '.1371 1439
1566'2 '16452 1_.,72.64
.1_1.]:~0, -]_ 11,87 12,4~
8.72
348.80
' .q9,7.,,60
1511
18138
J,~.98.
9.15
366. O0
732 J~q
1586
190'32
] 3.,73
POLICE CLERK
HOURLY RATE
WEEKLY' RATE
BI-WEEKLY RATE
APPROXIMATE MONTHLY
APPROXIMATE ANNUAL
PREMIUM OVERTIME HOURLY RATE
7.34 7.71 8.09
293.60 308.40 323.60
587,?q_ .616,8n n47.70
1272 1336 1402
5?67 16,j'),'~7 16827
1.O1 1-1.57 .. 12.'14
- - .
8.50
340. O0
6nO, DO _
1473
17nRQ..
12.75
8~92
356.80
71~.60
1546
18~54
13.38
POLICE SERVICE TECHNICIAN
HOURLY RATE
WEEKLY RATE
BI-WEEKLY RATE
APPROXIMATELY MONTHLY
APPROXIMATE ANNUAL
PREMIUM OVERTIME' HOURLY RATE
7.87 8.26 8,.68
314.80 330.40 347.20"
629.. 60 660.80 .694.40
~I364 143:~' 1505
16370 1718l 18054
11.'81 I2.39 13.02
9.11
364.40
'728.80
1579
1894~ _
' -' ~.3.G7
9.57
382.80
· 765,
1659
~.,9'906
14.,36
APPENDIX A Page 3 WAGE RATES EFFECTIVE' August 26, 1983
EFFECTIVE FEBRUARY 24,
PARKING EN,FO.RCEMENT OFFICER
HOURLY RATE
WEEKLY RATE
BI-WEEKLY RATE
APPROXIMATE MONTHLY
APPROXIMATE ANNUAL
PREMIU~I AVERTIME 'HOURLY RATE
A B C
· 7 J'72 8.,11" 8.51
308.80 324.40 340.40
617.60 648:80 680.80
i338. 1406 ' -]~475
16058 16869 17701
11.58 12.17 ]~2.77
_
D
8.94
.357.60
715.20
' -.1550 ,
.' .18 9.5_..i
13.41
9.38
375.20
750.4O
1626
19510
'14.07
POLICE CLERK
HOURLY RATE
WEEKLY RATE
BI-WEEKLY RATE
APPROXIMATE MONTHLY
APPROXIMATE ANNUAL
PREMIUM OVERTIME HOURLY RATE
7.53 7.91 8.30 8.72 9.15
301.20 316.40 332.00 348.80 366.00
602.40 632.80 664.00 697.60 732~00
1~U5 1~/1 1~9 1511 1586
15662 16453 17264 18138 19037
11.30 11.8i '12.'45 1~.0~ 13.73
..
POLICE"SERVICE TECHNICIAN
_ . --
HOURLY RATE
WEEKLY RATE
B I-WEEKLY RATE
_ .
APPROXIMATELY MONTHLY
APPROXIMATE ANNUAL
PREMIUM OVERTIME HOURLY RATE
8.07. 8.47 8.90
· 322.80 338.80 356.00
645.60 677.60 712.00
1399 '" 1468 ~1543
16786 17618 18512
12.11 'i2' 71 '13.35
_ ~ .
9.34
373.60
747.20
''1619'
19427
1.4.01
9.81
392.40
784.80
1700
20405
14.72
APPENDIX A Page 4 WAGE RATES EFFECTIVE' February 24, 1984
SEN IL I CE CLERK
C.
..D
E
EFFECTI .......~UST 26, 1982
HOURLY RATE
WEEKLY RATE
BI-WEEKLY RATE
APPROXIMATE MONTHLY
APPROXIMATE ANNUAL ·
PREMIUM OVERTIME 'HOURLY RATE
EDUCATIONAL & LONGEVITY INCENTIVES
_ t
.
7.75
310.00
620.00
-"1343"
....... 16120..,
11'63
8.14
325.60
651 .'20
14.11
16931
12~2i
8.54
341.60
683.'20
1480
,17768
12.'81
8.97
358.
' 7~17..6Q
.15551-
18658
13.46
9.42
376.80
7-53.60
.
1633
19594
14.13
. - L
+2.5%
HOURLY RATE
WEEKLY RATE
BI-WEEKLY RATE
APPROXIMATE MONTHLY
APPROXIMATE ANNUAL
.PREMIUM OVERTIME HOURLY RATE
7,95
318.00
636.00
Ii/8
16536
11.93
8.35
334. O0
668. O0
''-.[44/
17368
..[2.b3
8.76
350.40
700.80
Ibl8
18221
13.14
9.20
368.00
736.00
lbgb
19136
13.80'-'
9.66
386.40
772.80.
16/4
20093
1~.49
+5.0%
HOURLY RATE
WEEKLY RATE
BI-WEEKLY RATE
'APPROXIMATELY MONTHLY
APPROXIMATE ,ANNUA,~
]~EM~IJlq (}~{ERTIME' HOURLY RAT£ '
- - v
8.14 8.55
325.60 342.00
1411 1482
· . 199, 1 17,784
12.21 12.83
8,97 9.42
358.(D 376.80
' 753.,6,0
1555 1633
1 6,58 ., J oj94,
13..~6 14.13
9.89
395.60
7ql-20 ._.
1714
· ~P57J
14, B4 ....
+7.5%
HOURLY RATE
WEEKLY RATE
BI-WEEKLY RATE
APPROXIMATELY MONTHLY
APPROXIMATE ANNUAL
PREMIUM OVERTIME HOURLY RATE
8.34 8.76
333.60 350.40
667.20 700.80
- 1~'46 -'- i5i8'
17347 18221
12.5I - "13:14,
- -
9.19 9.65
367.60 386.00
_735.20 772.00
1593 167-21-
19115 2007z
I3./9 -'I4~48
10.14
405.60
811.2O
' - 1768~
21091
I5.21
. .
APPENDIX A Page 5 WAGE RATES EFFECTIVE' August 26, 1983
SE,NI_ lICE CLERK
HOURLY RATE
WEEKLY RATE
BI-WEEKLY RATE
APPROXIMATE MONTHLY
APPROXIMATE ANNUAL
PREMIUM AVERTIME'HOURLY R-ATE
--
EDUCATIONAL & LONGEVITY INCENTI.VES
+2.5%
HOURLY RATE
WEEKLY RATE
B I-WEEKLY RATE
APPROXIMATE MONTHLY
APPROXIMATE ANNUAL
PREMI. UM OVERTIME HOURLY RATE
A J- C
D E
7.95 8.36' ' 8 76 '9.20 '9.66
318. OD 334. O0 '350.40 368. O0 386.4:0'
636. O0 .'668. O0 700 ,.80' · 736'. O0 772 ,.80
- '-i3!8- '- 14,47' DJ'si-8 Ib9b , ;16/4
-'16526 17368 18221 't9}36 ..... . .20092
· '11.93 12 ~-b3 13.14' 13". BO'. 114.49'
·
8.14 8.55 8.97
325.60 342.00 358.80
651.20 684. O0 . 717,60
.1411 1482 1555
.16931 17784 18658
IZ.Z~ '12.83 '13j46
. .
9.42 9.89
376.80 395.60
753.60 791.20
1633 "- 1 714
19594 20571
14.13 14.84
· m _
EFFECI___ 1
·
FEBRUARY 24, 1984
+5 .O%
HOURLY RATE
WEEKLY RATE ·
BI-WEEKLY RATE
"AP JDROXiMATE'L¥ ' MONTHL~Y' '-
APPROXIMATE ANNUAL
,RE J OM OV'.ERTIM' HOU L¥-RA'fE.,
8.34 · . 8.76 9.19
333.60 350.40 367.60
667.20 700.80 735.20
1~1(6' .1518 1593
17347 .18221 1911'5
--12.~1" ' 13-.'14 " 13./9
9.65 lO.14
386.00 405.60
7_72.00 811.20
.... - -'
20072 ' 210.91
'14-42 15.21
+7.5%
HOURLY RATE
WEEKLY RATE
BI-WEEKLY RATE
APPROXIMATELY MONTHLY- '
APPROXIMATE ANNUAL
PREMIUM OVERTIME' HOURLY R-ATE
8.55 8.98, , 9.43
342.00 359.20 377.2~F
684.00 .718.40 . 75~l. 40
'1482 1557 1635
127R4 . 1863~8 10614
9.90 10.39
396.00 415.60
79~.00- -- 831-:20 -
1716 1801
.20902 - ~1611
14.025. - - t5.59
APPENDIX A Page 6 WAGE RATES EFFECTIVE' February 24,. 1984
POLICE TECHNICIAN:
The Police Technician sahll receive the same wage rate as would be applicable to the incumbent if the
incumbent were classified as a Police Officer II.
The Police Technician shall receive wage rates as follows'
WAGE RATE EFFECTIVE AUGUST 26, 1983:
HOURLY RATE:
WEEKLY RATE:
BI-WEEKLY RATE
APPROXIMATE MONTHLY
APPROXIMATE ANNUAL
PREMIUM OVERTIME HOURLY RATE
14.87
594.80
1,189.60
2,577
30,930
22.31
WAGE RATE EFFECTIVE FEBRUARY 24, 1984:
HOURLY RATE:
WEEKLY RATE:
BI-WEEKLY RATE:
APPROXIMATE MONTHLY
APPROXIMATE ANNUAL
PREMIUM OVERTIME HOURLY RATE
15.62
624.80
1,249.60
2,707
32,490
23.43
WAGE RATE EFFECTIVE AUGUST 24, 1984:
HOURLY RATE:
WEEKLY RATE:
BI-WEEKLY RATE:
APPROXIMATE MONTHLY
APPROXIMATE ANNUAL
PREMIUM OVERTIME HOURLY RATE
16.01
64O.40
1,280.80
2,775
33,301
24.02
APPENDIX A Page 7.