HomeMy WebLinkAboutReso 68-2017 (17-606) I.N SAN City of South San Francisco
(.=`) P.O. Box 711 (City Hall,
°�" ° 400 Grand Avenue)
"T; _ South San Francisco,CA
_ o City Council
09Lr Olik Resolution: RES 68-2017
File Number: 17-606 Enactment Number: RES 68-2017
RESOLUTION APPROVING THE MEMORANDUM OF
UNDERSTANDING FOR THE SOUTH SAN FRANCISCO POLICE
ASSOCIATION, DATED JULY 1, 2017 THROUGH JUNE 30, 2022.
WHEREAS, staff recommends approval of the Memorandum of Understanding (MOU), attached hereto
as Exhibit A, and the salary schedule, attached as Exhibit B, for the South San Francisco Police
Association(SSFPA), dated July 1, 2017 through June 30, 2022; and
WHEREAS,the MOU was prepared by the Human Resources Department,has been approved as to form
by the City Attorney, and incorporates the agreed upon terms and conditions of employment for the
SSFPA.
NOW,THEREFORE,BE IT RESOLVED by the City Council of the City of South San Francisco that the
City Council hereby approves the MOU for the SSFPA,dated July 1,2017 through June 30,2022,attached
as Exhibit A.
BE IT FURTHER RESOLVED that the City Council hereby approves the salary schedule dated July 1,
2017 through June 30, 2022, attached as Exhibit B.
BE IT FURTHER RESOLVED that the City Council hereby authorizes the City Manager,or his designee,
to execute the MOU on behalf of the City, and to take all actions necessary or appropriate to carry out and
implement the intent of this Resolution.
At a meeting of the Special City Council on 6/27/2017,a motion was made by Mark Addiego,seconded by
Liza Normandy, that this Resolution be approved. The motion passed.
Yes: 5 Matsumoto, Normandy,Addiego, Gupta, and Garbarino
Attest b
Gabs'odrig 'z
City of South San Francisco Page 1
The City of South
San Francisco
Memorandum of Understanding
between the
South San Francisco Police Association
and the
City of South San Francisco
July 1, 2017 through June 30, 2022
Memorandum of Understanding
between the
South San Francisco Police Association
and the
City of South San Francisco
July 1, 2017 through June 30, 2022
Table of Contents
Article Title Page
Preamble ............................................................................................................................. 1
Section 1 General Provisions ............................................................................................. 1
Article 1 Recognition .......................................................................................................... 1
Article 2 Wages and Compensation ................................................................................... 1
2.1 Wages .......................................................................................................... 1
2.1.1 Definitions.......................................................................................... 1
2.1.1.1 Base Pay ................................................................................. 1
2.1.1.2 Enhanced Pay ......................................................................... 1
2.1.2 One-time Off Salary Schedule Lump Sum Payment ......................... 2
2.2 Step Advancement ...................................................................................... 2
2.2.1 Time in Step ....................................................................................... 2
2.2.1.1 Step 2 ..................................................................................... 2
2.2.1.2 Step 3 ..................................................................................... 2
2.2.1.3 Step 4 ..................................................................................... 2
2.2.1.4 Step 5 ..................................................................................... 2
2.2.2 Promotion ........................................................................................... 2
2.3 Bilingual Pay ............................................................................................... 2
2.3.1 Eligible Classifications ..................................................................... 2
2.3.2 Testing and Compensation ............................................................... 2
2.3.3 Translating ........................................................................................ 3
2.3.4 Language Determination .................................................................. 3
2.3.5 Current Languages in Effect ............................................................. 3
2.4 Longevity Pay ............................................................................................. 3
Memorandum of Understanding
Between the South San Francisco Police Association and the
City of South San Francisco
Page ii July 1, 2017 through June 30, 2022
Article Title Page
2.4.1 After 15 Years .................................................................................... 3
2.4.2 After 20 Years .................................................................................... 3
Article 3 Allowances and Reimbursements ........................................................................ 3
3.1 Uniform Allowance .................................................................................... 3
3.1.1 Allowance Conditions ........................................................................ 3
3.1.1.1 Reimbursement/Allowance Distribution ............................... 4
3.1.1.1.1 Reimbursement Procedures .................................... 4
3.1.1.2 Cleaning and Maintenance of Uniforms ................................ 4
3.1.1.3 New Employees ..................................................................... 4
3.1.2 Allowance Amounts........................................................................... 4
3.1.2.1 Sworn ..................................................................................... 4
3.1.2.2 PST, PEO and PP/PES .......................................................... 4
3.1.2.3 PRS and SPRS ....................................................................... 4
3.2 Vests ............................................................................................................ 4
3.2.1 Wearing Vests .................................................................................... 4
3.3 Education Expense Reimbursement Program ............................................. 4
3.3.1 Qualifying for the Program ................................................................ 4
3.3.1.1 Police Captain Review and Department Head
Approval ...................................................................................... 4
3.3.1.2 Reimbursement Request ........................................................ 4
Article 4 Overtime Pay ....................................................................................................... 5
4.1 FLSA Work Period ..................................................................................... 5
4.1.1 Sworn ................................................................................................. 5
4.1.2 Non-sworn.......................................................................................... 5
4.2 Overtime Compensation ............................................................................. 5
4.3 Reporting Partial Overtime ......................................................................... 5
4.4 Training Overtime ....................................................................................... 5
4.5 Overtime Pay for Court Appearances ......................................................... 5
4.6 Call-back/in Compensation ......................................................................... 5
4.6.1 Workday Call-back/in ........................................................................ 6
4.6.2 Non-workday Call-back/in................................................................. 6
4.7 Detective On-call Pay ................................................................................. 6
Memorandum of Understanding
Between the South San Francisco Police Association and the
City of South San Francisco
July 1, 2017 through June 30, 2022 Page iii
Article Title Page
4.8 Compensatory Time .................................................................................... 6
4.8.1 Maximum Compensatory Time ......................................................... 6
4.8.2 Compensatory Time Cash-out for Civilian Staff ............................... 6
Article 5 Benefits ................................................................................................................ 6
5.1 Health Insurance Benefits ........................................................................... 6
5.2 Medical Insurance ....................................................................................... 6
5.2.1 Medical Insurance Plans .................................................................... 6
5.2.2 Payment of Premium Costs ................................................................ 6
5.2.2.1 Employee HMO Medical Premium Cost ............................... 6
5.2.2.2 Employee Non-HMO Medical Premium Cost ....................... 6
5.2.3 Effective Date of Coverage ................................................................ 7
5.2.4 Medical Plan Modifications ............................................................... 7
5.2.5 Federal- or State-mandated Medical Insurance Participation ............ 7
5.3 Dental Insurance ......................................................................................... 7
5.3.1 Core Dental Plan ................................................................................ 7
5.3.2 Calendar Year Maximum ................................................................... 7
5.3.3 Orthodontia ........................................................................................ 7
5.3.4 Payment of Premium Costs ................................................................ 7
5.3.5 Effective Date of Coverage ................................................................ 7
5.3.6 Buy-up Dental Plan ............................................................................ 7
5.4 Vision Insurance ......................................................................................... 7
5.4.1 Available Plan .................................................................................... 7
5.4.2 Payment of Premium Costs ................................................................ 8
5.4.3 Effective Date of Coverage ................................................................ 8
5.5 Discretionary Benefit Option ...................................................................... 8
5.5.1 Proof of Alternate Insurance .............................................................. 8
5.5.2 Exercising the Option ........................................................................ 8
5.6 Hepatitis “B” Vaccination........................................................................... 8
5.7 Life/Accidental Death and Dismemberment Insurance .............................. 8
5.7.1 Sworn Personnel ................................................................................ 8
5.7.1.1 Term Life Value ..................................................................... 8
5.7.1.2 AD&D Value ......................................................................... 8
Memorandum of Understanding
Between the South San Francisco Police Association and the
City of South San Francisco
Page iv July 1, 2017 through June 30, 2022
Article Title Page
5.7.2 Civilian Personnel .............................................................................. 8
5.7.2.1Term Life Value ...................................................................... 8
5.7.2.2 AD&D Value ......................................................................... 8
5.7.3 Payment of Premium Costs ................................................................ 9
5.7.4 Effective Date of Coverage ................................................................ 9
5.7.5 Supplemental Life Insurance ............................................................. 9
5.8 Disability Insurance Program ..................................................................... 9
5.8.1 Sworn Disability Insurance ................................................................ 9
5.8.1.1 Cost ........................................................................................ 9
5.8.1.2 Eligibility ............................................................................... 9
5.8.2 Civilian Disability Insurance ............................................................. 9
5.8.2.1 Short-term Disability ............................................................. 9
5.8.2.2 Long-term Disability .............................................................. 9
5.8.2.3 Payment of Premium Costs .................................................... 10
5.8.2.4 Eligibility ............................................................................... 10
5.8.3 Effective Date of Coverage ................................................................ 10
5.8.4 City Determination............................................................................. 10
5.8.4.1 Permanent and Stationary Status ........................................... 10
5.8.4.2 Recovery Status ..................................................................... 10
5.8.5 Permanent and Stationary Determination .......................................... 10
5.8.6 Temporary Determination .................................................................. 10
5.8.7 Permanent and Stationary Determination During Leave of
Absence ..............................................................................................
10
5.8.8 Accrued Vacation Payment................................................................ 11
5.8.9 Insurance Premium Payment ............................................................. 11
5.9 Section 125 Flexible Benefit Plan............................................................... 11
5.9.1 Premium Contribution ....................................................................... 11
5.9.2 Health Care Reimbursement Account ............................................... 11
5.9.3 Dependent Care Reimbursement Account ......................................... 11
Article 6 Retirement Benefits ............................................................................................. 11
6.1 Deferred Compensation Program ............................................................... 11
6.2 Retirement Plan ........................................................................................... 11
Memorandum of Understanding
Between the South San Francisco Police Association and the
City of South San Francisco
July 1, 2017 through June 30, 2022 Page v
Article Title Page
6.2.1 Sworn Personnel Safety Retirement Formula .................................... 11
6.2.1.1 3% at Age 50 ....................................................................... 11
6.2.1.2 3% at Age 55 ....................................................................... 11
6.2.1.3 2.7% at Age 57 .................................................................... 11
6.2.1.4 1959 Survivor Benefit Level 3 ............................................ 12
6.2.2 Civilian Personnel Miscellaneous Retirement Formula .................... 12
6.2.2.1 2.7% at Age 55 .................................................................... 12
6.2.2.2 2% at Age 60 ....................................................................... 12
6.2.2.3 2% at Age 62 ....................................................................... 12
6.2.3 Military Service Credit ...................................................................... 12
6.2.4 Sick Leave Service Credit .................................................................. 12
6.2.5 Employee Contribution to Retirement System .................................. 12
6.2.6 Police Safety Classic Members PERS cost-sharing
contribution 12
6.3 Unused Accrued Sick Leave ....................................................................... 13
6.4 Retired Employee Health Benefits .............................................................. 13
6.4.1 Group Medical Insurance for Qualifying Retirees............................. 13
6.4.2 Medical After Retirement Account (MARA) .................................... 13
6.4.3 Group Dental Insurance for Qualifying Retirees ............................... 13
6.4.4 Group Vision Insurance for Qualifying Retirees ............................... 14
6.4.5 Surviving Spouse Benefit .................................................................. 14
6.4.6 Continued Retiree Health Eligibility 14
6.5 Retirement Health Savings (RHS) Plan ...................................................... 14
6.5.1 Mandatory Employee Contributions .................................................. 14
Article 7 Holidays ............................................................................................................... 14
7.1 Authorized Holidays ................................................................................... 14
7.1.1 Full-day Holidays............................................................................... 14
7.1.2 Half-day Holidays .............................................................................. 15
7.2 Shift Holiday Pay ........................................................................................ 15
7.3 Discretionary Holiday ................................................................................. 15
Article 8 Leaves .................................................................................................................. 15
8.1 Vacation ...................................................................................................... 15
Memorandum of Understanding
Between the South San Francisco Police Association and the
City of South San Francisco
Page vi July 1, 2017 through June 30, 2022
Article Title Page
8.1.1 Vacation Leave Accrual ..................................................................... 15
8.1.2 Vacation Buy-back............................................................................. 15
8.1.3Maximum Accumulation .................................................................... 15
8.1.4 Vacation Compensation ..................................................................... 16
8.2 Bereavement Leave ..................................................................................... 16
8.2.1 Definition of Family Member for Bereavement Leave ..................... 16
8.2.2 Leave Within California .................................................................... 16
8.2.3 Leave Outside California ................................................................... 16
8.3 Sick Leave ................................................................................................... 16
8.3.1 Sick Leave Eligibility ........................................................................ 16
8.3.2 Amount of Sick Leave ....................................................................... 16
8.3.3 Advancing Sick Leave ....................................................................... 16
8.3.4 Sick Leave Definition ........................................................................ 16
8.3.5 Sick Leave Request ............................................................................ 16
8.3.5.1 Approval of Sick Leave Request ........................................... 17
8.3.5.2 Notification ............................................................................ 17
8.3.5.3 Verification of Injury or Illness ............................................. 17
8.3.5.3.1 Usual Verification ................................................... 17
8.3.5.3.2 Doctor’s Verification .............................................. 17
8.3.6 Medical Appointment Leave.............................................................. 17
8.3.6.1 Medical Appointment Leave Charged to Sick Leave ............ 17
8.3.7 Sick Leave Management Plan ............................................................ 17
8.4 Sick Leave as Family Care Leave (“Kin Care”) ......................................... 18
8.4.1 Definition of Family Member for Sick Leave as Family Care
Leave Purposes .................................................................................. 18
8.4.2 Leave Amount .................................................................................... 18
8.5 Concurrent Use of Leave ............................................................................ 18
8.6 Notification Procedures .............................................................................. 18
8.7 Light Duty Program .................................................................................... 18
8.7.1 Coverage ............................................................................................ 18
8.7.1.1 Determination/Required Reports ........................................... 18
8.7.1.1.1 Assignments ............................................................ 18
Memorandum of Understanding
Between the South San Francisco Police Association and the
City of South San Francisco
July 1, 2017 through June 30, 2022 Page vii
Article Title Page
8.7.1.1.2 Medical Updates ..................................................... 19
8.7.1.2 Light-duty Assignments, Definitions, and Restrictions ......... 19
8.7.1.3 Holidays/Vacations During Light-duty Assignments ............ 19
8.7.1.3.1 Holidays Observed .................................................. 19
8.7.1.3.2 Vacations................................................................. 20
8.7.2 Return to Full Duty ............................................................................ 20
8.8 Pregnancy-related Disability Leave ............................................................ 20
Article 9 Recreational Facilities and Classes ...................................................................... 20
9.1 Admission to Classes .................................................................................. 20
9.2 Use of Facilities .......................................................................................... 20
Article 10 Layoff .................................................................................................................. 20
10.1 Layoff .......................................................................................................... 20
10.2 Seniority ...................................................................................................... 21
10.3 Order of Layoff ........................................................................................... 21
10.4 Notice of Layoff .......................................................................................... 21
10.5 Layoff Re-employment/Reinstatement List ................................................ 21
10.5.1 Classification Reinstatement List ................................................... 21
10.5.2 Like Classification Reinstatement Opportunities ........................... 21
10.5.3 Duration of Re-employment/Reinstatement Lists .......................... 21
10.5.4 Probationary Returns ...................................................................... 22
Article 11 Disciplinary Action .............................................................................................. 22
11.1 Action by City ............................................................................................. 22
11.2 Chief of Police Action ................................................................................ 22
11.3 City Manager Approval .............................................................................. 22
11.4 Notice of Disciplinary Action ..................................................................... 22
11.4.1 Written Notice ................................................................................. 22
11.4.2 Notice Timelines .............................................................................. 23
11.5 Appeal Rights.............................................................................................. 23
Article 12 Grievance Procedure for Non-Disciplinary Matters ............................................ 23
12.1 Definition of a Grievance ............................................................................ 23
12.2 Stale Grievance ........................................................................................... 23
12.3 Informal Discussion with Employee’s Supervisor ..................................... 23
Memorandum of Understanding
Between the South San Francisco Police Association and the
City of South San Francisco
Page viii July 1, 2017 through June 30, 2022
Article Title Page
12.4 Formal Written Grievance to Captain ......................................................... 23
12.5 Grievance to the Chief of Police ................................................................. 24
12.6 Informal Review by the City Manager ....................................................... 24
12.7 Arbitration of Grievance ............................................................................. 24
12.8 Selection of an Arbitrator ............................................................................ 24
12.9 Duty of Arbitrator ....................................................................................... 24
12.9.1 Arbitrator Decision ......................................................................... 24
12.9.2 Arbitrator Responsibility ................................................................ 24
12.10 Payment of Costs ....................................................................................... 25
12.11 Effect of Failure of Timely Action ............................................................ 25
Section 2 Provisions for Sworn Personnel ....................................................................... 26
Article 13 Wages and Compensation for Sworn Personnel .................................................. 26
13.1 Placement .................................................................................................... 26
13.2 Incentives .................................................................................................... 26
13.2.1.Education Incentives ........................................................................ 26
13.2.1.1 Associate’s Degree .............................................................. 26
13.2.1.2 Bachelor’s Degree ............................................................... 26
13.2.2 Certification Incentives ................................................................... 26
13.2.2.1 Intermediate P.O.S.T. Certificate ........................................ 26
13.2.2.2 Advanced P.O.S.T. Certificate ........................................... 26
13.2.3 Eligibility and Written Notification ................................................ 26
13.3 Special Assignments ................................................................................... 26
13.3.1 Motorcycle ...................................................................................... 26
13.3.2 Dog Handler .................................................................................... 26
13.3.3 Field Training Officer ..................................................................... 27
13.3.4 School Liaison ................................................................................ 27
13.3.5 Discontinuing Special Assignments ............................................... 27
13.3.6 Detective Assignment Compensation 27
13.3.7 Special Assignment Compensation 27
13.3.8 FTO Manager 27
Article 14 Holidays for Sworn Personnel ............................................................................. 27
14.1 Holidays Not Worked ................................................................................. 27
Memorandum of Understanding
Between the South San Francisco Police Association and the
City of South San Francisco
July 1, 2017 through June 30, 2022 Page ix
Article Title Page
Article 15 Arbitration Procedure for Disciplinary Matters-Sworn Personnel ...................... 28
15.1 Appeal Rights.............................................................................................. 28
15.1.1 Level of Discipline .......................................................................... 28
15.1.2 Written Request for Arbitration ...................................................... 28
15.1.3 Selection of an Arbitrator ................................................................ 28
15.1.4 Payment of Costs ............................................................................ 28
15.1.5 Arbitrator Duty................................................................................ 29
15.1.6 Arbitration Decision........................................................................ 29
15.2 Appeal to the Chief of Police ...................................................................... 29
15.2.1 Written Request to Chief of Police ................................................. 29
15.2.2 Hearing ............................................................................................ 29
15.2.3 Representation................................................................................. 29
15.2.4 Final Decision ................................................................................. 29
Section 3 Provisions for Civilian Personnel ..................................................................... 30
Article 16 Wages and Compensation for Civilian Personnel ............................................... 30
16.1 Special Compensation ................................................................................. 30
16.1.1.Acting Supervisor Compensation .................................................... 30
16.1.2.Temporary Assignment to Higher-level Classification ................... 30
16.1.3.Training Duty Pay ........................................................................... 30
16.2 Incentives .................................................................................................... 30
16.2.1.Education Incentive ......................................................................... 30
16.2.1.1 Associate’s Degree .............................................................. 30
16.2.1.2 Bachelor’s Degree ............................................................... 30
16.2.2 Eligibility and Written Notification ................................................ 30
Article 17 Holidays for Civilian Personnel .......................................................................... 31
17.1 Day of Holiday Observation ....................................................................... 31
17.2 Day of National Mourning or Celebration .................................................. 31
17.3 Holiday Compensation for Employees on Injury, Illness or Paid
Family Care Leave ...................................................................................... 31
Article 18 Industrial Injury or Illness for Civilian Personnel ............................................... 31
18.1 Industrial Injury or Illness Leave ................................................................ 31
18.2 Coordination with Workers’ Compensation ............................................... 31
Memorandum of Understanding
Between the South San Francisco Police Association and the
City of South San Francisco
Page x July 1, 2017 through June 30, 2022
Article Title Page
Article 19 Arbitration Procedure for Disciplinary Matters-Civilian Personnel .................... 31
19.1 Appeal Rights.............................................................................................. 31
19.1.1 Level of Discipline .......................................................................... 31
19.1.2 Written Request for Arbitration ...................................................... 31
19.1.3 Selection of an Arbitrator ................................................................ 32
19.1.4 Payment of Costs ............................................................................ 32
19.1.5 Arbitrator Duty................................................................................ 32
19.1.6 Arbitration Decision........................................................................ 32
Section 4 Agreement Modification and Waiver .............................................................. 33
Article 20 Employees Covered ............................................................................................. 33
Article 21 Modification ........................................................................................................ 33
Article 22 Agreement Modification and Waiver .................................................................. 33
22.1 Full and Entire Agreement ........................................................................ 33
22.2 Eligibility for Retroactivity ....................................................................... 33
22.3 Written Modification Required ................................................................. 33
22.4 Waiver ....................................................................................................... 33
Article 23 Disputes ............................................................................................................... 34
Article 24 Signatures ............................................................................................................ 34
Appendix A Sworn and Civilian Classifications ...................................................................... 35
Memorandum of Understanding
between the
South San Francisco Police Association
and the
City of South San Francisco
July 1, 2017 through June 30, 2022
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, that are to be in effect during the period July 1, 2017 through June 30, 2022, for
those employees working in classifications represented in Unit C. The City of South San
Francisco recognizes the South San Francisco Police Association as the employee organization
that has been selected by the employees in the sworn and civilian classifications.
Section 1 – General Provisions
Article 1. Recognition
Sworn and Civilian Police Unit C consists of all employees in classifications listed in
Appendix A, as well as, all employees in classifications as may be added to this Unit by
the terms of this Agreement.
Article 2. Wages and Compensation
2.1 Wages—
2.1.1 Definitions—
2.1.1.1 Base Pay—Base pay is the rate of compensation paid for a specified
classification of employment, excluding other payments.
2.1.1.2 Enhanced Pay—Enhanced pay is the rate of compensation that includes
base pay and incentive pay such as longevity, bilingual, education and
Memorandum of Understanding
Between the South San Francisco Police Association and the
City of South San Francisco
Page 2 July 1, 2017 through June 30, 2022
special assignment pay. Enhanced pay does not include Field Training
Officer (FTO) assignment or civilian training duty pay. Each
incentive pay will be computed on base pay. The sum of the base pay
plus each incentive is the enhanced pay.
2.1.2 Wage Rates— All members of the bargaining unit shall receive across-the-board
base pay adjustments in the amounts and with the effective dates as follows:
Year 1 (July 1, 2017-June 30, 2018) effective the first full pay period
including July 1, 2017, or the first full pay period following the adoption of
the MOU by Council whichever is later: three percent (3%);
Year 2 (July 1, 2018-June 30, 2019) effective the first full pay period of July
2018: three percent (3%);
Year 3 (July 1, 2019-June 30, 2020) effective the first full pay period of July
2019: the unit will receive an adjustment to the 60th percentile or three
percent (3%), whichever is greater;
Year 4 (July 1, 2020-June 30, 2021) effective the first full pay period of July
2020: three percent (3%);
Year 5 (July 1, 2021-June 30, 2022) effective the first full pay period of July
2021: three percent (3%).
There will be no retroactive across-the-bard base pay adjustments.
2.2 Step Advancement—Employees shall be required to complete the specified training or
time criteria in paid continuous regular service at each step of the salary schedule
prior to advancing to the next salary step.
2.2.1 Time in Step—Such training or time for each step shall be as noted.
2.2.1.1 Step 2—After one year from date of hire
2.2.1.2 Step 3—After one additional year
2.2.1.3 Step 4—After one additional year
2.2.1.4 Step 5—After one additional year
2.2.2 Promotion—An employee who is promoted from one classification to a higher
classification within the Unit shall have his/her rate set at the first step of the
new classification or at the rate for the step 5% higher than the rate earned by
the employee prior to the promotion, whichever rate is higher. Prior to
advancing to the next step of the schedule, the promoted employee will be
required to complete the specified time in each step of the new classification,
commencing with the date of promotion.
2.3 Bilingual Pay—
2.3.1 Eligible Classifications—All classifications within this unit are eligible to
participate in the bilingual program.
2.3.2 Testing and Compensation—An employee who has tested, using the City’s
standard bilingual testing procedures and demonstrating to the Department
Head’s satisfaction, proficiency in speaking a second language identified in
2.3.5., shall be compensated at a rate 5% higher than the employee’s base
hourly rate of pay. Such compensation shall commence the next payperiod
after the employee has passed a qualifying examination, as determined by the
Memorandum of Understanding
Between the South San Francisco Police Association and the
City of South San Francisco
July 1, 2017 through June 30, 2022 Page 3
City, demonstrating proficiency in the language. Costs for the first two tests
will be paid by the City; costs for subsequent tests will be paid by the
employee.
2.3.3 Translating—Employees who have met the criteria and are compensated for
bilingual incentive pay must use those skills whenever the need arises.
Employees may be asked to assist an individual who is doing business with
the City at worksites other than their primary work location.
2.3.4 Language Determination—The languages that are spoken in South San Francisco
that are subject to the bilingual incentive pay for purposes of this section will
be determined by reviewing the demographic data from the local school
district and/or the number of interactions that sworn officers have with people
speaking languages other than those identified below. The Chief of Police
will determine the significant interactions with people speaking other
languages. The Chief of Police and the Union will meet at the request of
either party to determine the languages that qualify under this section.
2.3.5 Current Languages in Effect—For the duration of this agreement, the following
languages shall qualify for an employee to receive the Bilingual Incentive Pay
under this section.
Spanish
Tagalog
American Sign Language
2.4 Longevity Pay—Pay for employees hired prior to July 1, 2012 who have served the
City will be granted as follows:
2.4.1 After 15 Years—After the 15th year of service as a full-time regular employee,
1.5% of compensation will be added to the eligible employee’s base hourly
rate of pay.
2.4.2 After 20 Years—After the 20th year of service as a full-time regular employee, in
addition to above, another 1% of compensation will be added to the eligible
employees base hourly rate of pay.
Longevity pay is not available for employees hired on or after July 1, 2012.
Article 3. Allowances and Reimbursements
3.1 Uniform Allowance—Allowances and reimbursements shall be paid in accordance with
PERL (Public Employees’ Retirement Law) and the IRS tax code.
3.1.1 Allowance Conditions—Uniform allowance is subject to the following conditions:
3.1.1.1 Reimbursement/Allowance Distribution—Uniform allowance distribution
will be made in 2 equal increments per fiscal year. The distributions
will occur on the first payperiods in November and May. With the
allowance received, employees shall be responsible for procuring and
maintaining their uniforms and equipment as listed in the department’s
current General Order and Procedures Manual.
Memorandum of Understanding
Between the South San Francisco Police Association and the
City of South San Francisco
Page 4 July 1, 2017 through June 30, 2022
3.1.1.1.1 Reimbursement Procedures—Reimbursement will be through
the payroll process.
3.1.1.2 New Employees—Uniform allowance will commence the second year of
employment with the department. After the first year of employment
is completed, the employee will receive the uniform allowance at the
next payment period, i.e. November or May. If the year anniversary is
after the last payment month, then there will be no reimbursement for
that fiscal year. If the anniversary falls after the first payment in
November, employees shall receive half of that fiscal year’s
allowance.
3.1.2 Allowance Amounts—Each employee may receive an amount per year for the
purchase of approved uniform items. The amount of the allowance provided
shall be as follows:
3.1.2.1 Sworn—The amount is $1,100 per fiscal year.
3.1.2.2 PST, PEO, and PP/ES Classifications—The amount is $915 per
fiscal year.
3.1.2.3 PRS and SPRS Classifications—The amount is $800 per fiscal
year.
3.2 Vests—Vests will be provided to all new employees at no cost to the employee. A
replacement program has been established for all employees who have vests and
includes how and when vests will be replaced, the types of vests to be replaced, and
the mandatory wearing of vests.
3.2.1 Wearing Vests—Each employee shall be required to have the approved vest on
his/her person or in the ready bag during each duty shift.
3.3 Education Expense Reimbursement Program—An employee who takes a job-related
course at an accredited institution of learning shall be eligible for 50% of the costs of
tuition, fees and course materials up to $2,000 per fiscal year upon the successful
completion of the course and upon the employee achieving a grade of “C” or better,
or passing for a pass/fail course.
3.3.1 Qualifying for the Program—In order to qualify for reimbursement, the employee
must:
3.3.1.1 Police Captain Review and Department Head Approval—Prior to
enrollment, the employee must submit to the Captain for review the
course description and a brief explanation regarding why the employee
believes the course to be job-related. Prior to enrollment, the
employee must receive written approval of the department head.
3.3.1.2 Reimbursement Request—Provided that the department head finds that the
course is job-related and approves the employee’s request, the
employee shall submit a request for reimbursement to the Captain that
includes a copy of the department head’s written approval of the
course, a copy of the employee’s course grade, the receipts for all
course expenses, and a total amount requested for reimbursement.
Memorandum of Understanding
Between the South San Francisco Police Association and the
City of South San Francisco
July 1, 2017 through June 30, 2022 Page 5
Article 4. Overtime Pay
4.1 FLSA Work Period—
4.1.1 Sworn—The standard work period is a 28-day work period.
4.1.2 Non-Sworn—The standard work period is a seven-day work period.
Specific work periods for individuals or shifts will be documented and maintained
on a list shared between the Human Resources Department and the Union. Nothing
in this provision is intended to affect the right of any employee to overtime pursuant
to the terms of this MOU.
4.2 Overtime Compensation—Authorized work performed by employees, in excess of their
scheduled workday or workweek, shall constitute overtime except as otherwise
provided. Employees required to work in excess of their scheduled hours of work
shall be compensated for each overtime hour worked at the rate of 1.5 times the
employee’s regular hourly rate of pay, as defined by the FLSA.
4.3 Reporting Partial Overtime Hours—Hours should be reported in tenths of hours; for
example, 7.5, 4.3, 8.1. To convert from minutes to tenths of an hour, the foll owing
table will be used:
Minutes Tenths of an Hour
1 - 6 minutes = .1 hour
7 - 12 minutes = .2 hour
13 - 18 minutes = .3 hour
19 - 24 minutes = .4 hour
25 - 30 minutes = .5 hour
31 - 36 minutes = .6 hour
37 - 42 minutes = .7 hour
43 - 48 minutes = .8 hour
49 - 54 minutes = .9 hour
55 - 60 minutes =1.0 hour
4.4 Training Overtime—Employees required to attend training sessions, in excess of their
scheduled hours of work, shall be compensated for each hour at 1.5 times the
employee’s regular hourly rate of pay, as defined by the FLSA.
4.5 Overtime Pay for Court Appearances—Employees who are required in the course and
scope of their official employment to appear in court or to testify over the telephone,
other than during their regular tour of duty or shift hours, shall receive overtime pay
at the rate of 1.5 times the employee’s regular hourly rate of pay, as defined by the
FLSA. An employee shall receive a minimum of 3 hours overtime pay for such court
appearances that occur on scheduled work dates (including voluntary overtime shift
assignments) and a minimum of 4 hours overtime pay for such court appearances that
occur on non-scheduled work dates. An employee shall receive a minimum of one
hour overtime pay for DMV telephone testimonies.
4.6 Call-back/in Compensation—Employees who in the course of their official
employment are called back to work, other than during their regular tour of duty or
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Between the South San Francisco Police Association and the
City of South San Francisco
Page 6 July 1, 2017 through June 30, 2022
shift, shall receive overtime pay at the rate of 1.5 times the employee’s enhanced
hourly rate of pay.
4.6.1 Workday Call-back/in—An employee shall receive a minimum of 3 hours
overtime pay for call backs that occur on scheduled work dates (including
voluntary overtime shift assignments).
4.6.2 Non-workday Call-back/in—An employee shall receive a minimum of 4 hours
overtime pay for such call-backs that occur on non-scheduled work dates.
4.7 Detective On-call Pay—Any Detective designated as “on-call” by her/his supervisor
shall receive $300 per week for each week they are on “on-call”. Additionally, such
bargaining unit member placed “on-call” shall have use of a city vehicle for the
duration of their “on-call” assignment to ensure a prompt response to a call out.
4.8 Compensatory Time—With the supervisor’s approval, employees may receive pay at
the appropriate rate for each overtime hour work ed or may accumulate compensatory
time in accordance with departmental policies.
4.8.1 Maximum Compensatory Time—All compensated time off may be taken in
accordance with departmental policies. Accumulated compensatory time
cannot exceed 100 hours
4.8.2 Compensatory Time Cash-out—Employees shall be permitted to receive the cash
value of up to 15 hours of compensatory time per calendar year.
Article 5. Benefits
5.1 Health Insurance Benefits—Full-time regular employees shall be eligible to receive
insurance benefits currently provided by the City through its contracts with insurance
carriers or self-insurance programs.
5.2 Medical Insurance—
5.2.1 Medical Insurance Plans—Subject to the terms and conditions of the City’s
contracts with medical insurance carriers, eligible employees shall be
permitted to select medical insurance coverage for themselves and their
eligible dependents from one of the following providers:
Kaiser Permanente
Blue Shield of California.
5.2.2 Payment of Premiums Costs—The City shall pay the premium cost for eligible
employees and their dependents to the insurance provider for the plan selected
by each employee.
5.2.2.1. Employee HMO Medical Premium Cost—All employees on the
City’s medical plans shall contribute an amount equal to 10% of the
HMO premium cost based on plan choice and category of coverage
(single, two, family).
5.2.2.2. Employee Non-HMO Medical Plan Premium Cost—In addition,
employees enrolled in more expensive plans than the HMO Plans pay
Memorandum of Understanding
Between the South San Francisco Police Association and the
City of South San Francisco
July 1, 2017 through June 30, 2022 Page 7
the difference between the HMO rate and the premium rate for their
selected plan based on the plan provider and coverage size (single, two,
family).
5.2.3 Effective Date of Coverage—The effective date of health insurance shall be the
first of the month following the date of hire, provided the employee properly
submits a completed enrollment form within 31 days of the eligibility date.
Coverage shall terminate at 12:00 midnight on the last day of the month in
which the employee is on paid status prior to separation from employment
with the City. Dependent coverage shall terminate on the date prescribed by
each health insurance carrier’s contract for discontinuance of dependents no
longer eligible for coverage.
5.2.4 Medical Plan Modifications—Should the City determine that there ought to be an
amendment in medical plan providers, such as an add, delete, or change, the
City will undertake this conversion, making every effort to maintain the same
level of service to participants without costing the City additional funds for
medical plan premiums.
5.2.5 Federal- or State-mandated Medical Insurance Participation—Should either state
or federal statutes mandate that the parties to this MOU participate in a
national or state health plan, health care benefits currently provided to
employees covered by this MOU will not be diminished nor will the
employee’s cost for maintenance of these benefits be increased beyond any
provided in this MOU.
5.3 Dental Insurance—
5.3.1 Core Dental Plan—Employees and their dependents shall be provided dental
insurance, subject to the terms and conditions of the City’s contract with the
provider.
5.3.2 Calendar Year Maximum—The annual maximum benefit is $1,500.
5.3.3 Orthodontia—The lifetime orthodontia coverage is $1,000 for eligible
dependents.
5.3.4 Payment of Premium Costs—The City shall pay the premium costs for eligible
employees and their dependents to the insurance provider.
5.3.5 Effective Date of Coverage—Coverage is effective on the first day of the month
following completion of 6-full-months of employment with the City, provided
the employee properly submits a completed enrollment form within 31 days of
the eligibility date. Coverage shall terminate at 12:00 midnight on the last day
of the month in which the employee is on paid status prior to separation from
employment with the City.
5.3.6 Buy-up Dental Plan—Subject to the terms and conditions of the City’s contract
with the provider, employees may participate in an enhanced dental plan by
paying the additional coverage costs over the core dental plan.
5.4 Vision Insurance—Subject to the terms of the City’s vision insurance plan, employees
and their dependents shall be provided vision insurance.
5.4.1 Available Plan—Employees and their dependents shall be provided vision
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Between the South San Francisco Police Association and the
City of South San Francisco
Page 8 July 1, 2017 through June 30, 2022
insurance, subject to the terms and conditions of the City’s contract with the
provider. The plan provided by the City for members of the Unit shall a fford
tinted eyeglass lenses.
5.4.2 Payment of Premium Costs—The City shall pay the premium costs for eligible
employees and their dependents to the insurance provider.
5.4.3 Effective Date of Coverage—Coverage is effective on the first day of the month
following date of hire. Coverage shall terminate at 12:00 midnight on the last
day of the month in which the employee is on paid status prior to separation
from employment with the City.
5.5 Discretionary Benefit Option—An employee may elect, once each year, to have the
City pay $550 per month in lieu of medical, dental, and vision benefits into the
employee’s deferred compensation account. If an employee exceeds the deferred
compensation annual maximum contribution limit, any remaining City contributions
will be made to the employee’s Medical After Retirement Account (MARA).
5.5.1 Proof of Alternate Insurance—The employee must provide proof of alternate
medical insurance and will be held responsible for maintaining his/her own
medical insurance benefits through the alternate source.
5.5.2 Exercising the Option—Employees wishing to exercise this option may do so by
submitting a completed Discretionary Benefit Option form to the Human
Resources Department. Employees may change the discretionary benefit
option once each year during the open enrollment period for medical plans, or
at another time during the year provided the employee can demonstrate to the
City’s satisfaction a bona-fide need.
5.6 Hepatitis “B” Vaccination—The City’s medical plans provide for the Hepatitis “B”
Vaccination and employees who desire such vaccination shall obtain the vaccination
through these plans. The City will provide at City expense, a hepatitis “B”
vaccination to employees who are unable to obtain one under their medical plan (i.e.,
Discretionary Benefit Option participants) through the City’s occupational health
services provider.
5.7 Life/Accidental Death and Dismemberment Insurance
5.7.1 Sworn Personnel—
5.7.1.1 Term Life Value—Subject to the terms and conditions of the City’s
contract with the provider, the Term Life Insurance for employees
will be provided in the amount of $5,000.
5.7.1.2 AD&D Value—Subject to the terms and conditions of the City’s
contract with the provider, Accidental Death and Dismemberment
Insurance for employees will be provided in the amount of $5,000.
5.7.2 Civilian Personnel—
5.7.2.1 Term Life Value—Subject to the terms and conditions of the City’s
contract with the provider, the Term Life Insurance for employees
will be provided in the amount of $50,000.
5.7.2.2 AD&D Value—Subject to the terms and conditions of the City’s
contract with the provider, Accidental Death and Dismemberment
Memorandum of Understanding
Between the South San Francisco Police Association and the
City of South San Francisco
July 1, 2017 through June 30, 2022 Page 9
Insurance for employees will be provided in the amount of
$50,000.
5.7.3 Payment of Premium Costs—The City shall pay the premium costs for eligible
employees to the insurance provider.
5.7.4 Effective Date of Coverage—Coverage is effective on the first day of the month
following date of hire. Coverage shall terminate on the date the employee
ceases to be an employee of the City.
5.7.5 Supplemental Life Insurance—Employees have the option of purchasing
supplemental life insurance based on the terms and conditions of the City’s
contract with the insurance provider.
5.8 Disability Insurance Program —
5.8.1 Sworn Disability Insurance— All sworn employees in this unit shall be required
to pay for and maintain Long-term Disability Insurance coverage, subject to
the terms and conditions of the South San Francisco Police Association’s
contract with the California Law Enforcement Association. This contract
provides for payment of up to ¾ths of the base salary of an employee who
qualifies for such payment under provisions of the Plan.
5.8.1.1 Cost—Since all sworn employees must pay for and maintain their
long-term disability insurance, the City will provide to the Police
Association on behalf of each sworn officer the long-term
disability insurance costs.
5.8.1.2 Eligibility—An employee who is disabled from performing the full
scope of the usual and customary duties of the classification as the
result of an injury or illness and who has utilized all accrued paid
leave and sick leave that the employee is eligible up to the 60-
calendar day of disability, may file an application for Long-term
Disability Insurance benefits in accordance with the requirements
of the South San Francisco Police Association’s Long-term
Disability Insurance Policy.
5.8.2 Civilian Disability Insurance—Subject to the terms and conditions of the City’s
contract with the provider, only full-time employees shall be provided Short-
term Disability (STD) and Long-term Disability (LTD) insurance. If an
eligible and covered employee becomes disabled while insured, the provider
will pay benefits according to the terms of the group policy after receipt of
satisfactory proof of loss.
5.8.2.1 Short-term Disability—After a 20-calendar day waiting period, an eligible
employee may receive 66.67% of pre-disability earnings, reduced by
any deductible income as determined by the insurance carrier, up to a
maximum monthly amount, until LTD benefits begins.
5.8.2.2 Long-term Disability—After a 90-calendar day waiting period, an eligible
employee may receive 66.67% of pre-disability earnings, reduced by
any deductible income as determined by the insurance carrier, up to a
maximum monthly amount.
Memorandum of Understanding
Between the South San Francisco Police Association and the
City of South San Francisco
Page 10 July 1, 2017 through June 30, 2022
5.8.2.3 Payment of Premium Costs—The City shall pay the premium costs for
eligible employees to the insurance providers.
5.8.2.4 Eligibility—An employee who is disabled from performing the full scope
of the usual and customary duties of the classification as the result of
an injury or illness and who has utilized all accrued paid leave and sick
leave that the employee is eligible up to the 20th calendar day of
disability, may file an application for Short-term or Long-term
Disability Insurance benefits in accordance with the requirements of
the City’s Short- or Long-Term Disability Insurance Policy.
5.8.3 Effective Date of Coverage—Coverage is effective the first day of the calendar
month following the date of hire. Coverage ends on the date employment
terminates.
5.8.4 City Determination—Upon an employee qualifying for Long-term Disability
Insurance benefits, the City shall determine one of the following:
5.8.4.1 Permanent and Stationary Status—Whether the employee’s disability
from performing the full scope of the usual and customary duties of
the employee’s classification is permanent and stationary.
5.8.4.2 Recovery Status—Whether the medical prognosis for the employee’s
eventual ability to completely recover to a point of being able to
assume the full scope of the usual and customary duties of the
employee’s classification is such that there exists a probability of
complete recovery within a period of 365 days, or a reasonable
extension thereof.
5.8.5 Permanent and Stationary Determination—If the City determines that the
employee’s disability from performing the full scope of the usual and
customary duties of the employee’s classification is permanent and stationary,
then the City may, in accordance with applicable law, retire the employee or
otherwise separate the employee from the City’s service or from the
employee’s classification.
5.8.6 Temporary Determination—If the City determines that the employee’s disability
in performing the full scope of the usual and customary duties of the
classification is such that there exists a probability of complete recovery
within a period of 365 days, or a reasonable extension thereof, the City may in
accordance with applicable law, grant the employee a leave of absence with or
without pay for a period appropriate to the time necessary to determine the
employee’s ability to completely recover or the City may not grant such leave
and separate the employee from the City’s service.
5.8.7 Permanent and Stationary Determination During Leave of Absence—If the City
grants an employee a leave of absence without pay for the purpose of
providing the employee with the ability to completely recover and the
employee’s disability becomes permanent and stationary during the period of
such leave, then in accordance with applicable law, the City may retire the
employee on a disability retirement or separate the employee from the City’s
Memorandum of Understanding
Between the South San Francisco Police Association and the
City of South San Francisco
July 1, 2017 through June 30, 2022 Page 11
service or from his/her classification at such time as the employee’s condition
becomes permanent and stationary.
5.8.8 Accrued Vacation Payment—Upon becoming eligible for Long-term Disability
Insurance benefits, and upon being granted a leave of absence without pay for
a period appropriate to the time necessary to determine an employee’s ability
to completely recover, the City will pay, at the request of the employee, any
accrued vacation time for which the employee qualifies.
5.8.9 Insurance Premium Payment—The City will continue to pay insurance premiums
on behalf of the disabled employee and eligible dependents, pursuant to the
provisions for such payments otherwise provided in this Agreement until the
actual date of separation from City employment of the employee.
5.9 Section 125 Flexible Benefit Plan—Subject to the terms and conditions of the City's
plan and the governing laws relating to Flexible Benefit Plans, each employee may
participate in any or all of the plan's three (3) components. Section 125 benefits are
available for employees and their eligible dependents as defined by the U.S. Tax
Code.
5.9.1 Premium Contribution—Participants may pay premium contributions for
employee and/or dependent coverage under the City's health care coverage
plan(s) on a pre-tax basis.
5.9.2 Health Care Reimbursement Account—Effective January 1, 2013, participants
may set aside salary of up to $2,500 per year on a pre-tax basis to be used to
reimburse their qualified health care expenses not covered by health care
coverage plans.
5.9.3 Dependent Care Reimbursement Account—Participants may set aside salary of up
to $5,000 per year on a pre-tax basis for reimbursement for the purpose of
covering qualified dependent (child, parent, etc.) care expenses.
Article 6. Retirement Benefits
6.1 Deferred Compensation Program—All regular employees are eligible to participate,
subject to the terms and conditions of the City of South San Francisco’s deferred
compensation plan.
6.2 Retirement Plan—Retirement benefits for employees shall be those established by the
Public Employees’ Retirement System (PERS).
6.2.1 Sworn Personnel Safety Retirement Formula—
6.2.1.1 3% at Age 50—Classic Members as defined by CalPERS who were
hired before April 24, 2010 will be provided a retirement benefit
formula of 3% at age 50 with one-year final compensation.
6.2.1.2 3% at Age 55—Classic Members as defined by CalPERS who were
hired on or after April 24, 2010 will be provided a retirement benefit
formula of 3% at age 55 with 3-year final compensation.
6.2.1.3 2.7% at Age 57—New Members as defined by Public Employees’
Memorandum of Understanding
Between the South San Francisco Police Association and the
City of South San Francisco
Page 12 July 1, 2017 through June 30, 2022
Pension Reform Act (PEPRA) who are hired on or after January 1,
2013 will be provided a retirement benefit formula of 2.7% at age 57
with 3-year final compensation.
6.2.1.4 1959 Survivor Benefit Level 3—Benefit for PERS members not covered by
Social Security that provides a monthly allowance for survivors as
provided by Government Code 21573.
6.2.2 Civilian Personnel Miscellaneous Retirement Formula—
6.2.2.1 2.7% at Age 55—Classic Members as defined by CalPERS who were
hired before April 24, 2010 will be provided a retirement benefit
formula of 2.7% at age 55 with one-year final compensation.
6.2.2.2 2% at Age 60—Classic Members as defined by CalPERS who were
hired on or after April 24, 2010 will be provided a retirement benefit
formula of 2% at age 60 with 3-year final compensation.
6.2.2.3 2% at Age 62—New Members as defined by PEPRA who are hired on
or after January 1, 2013 will be provided a retirement benefit formula
of 2% at age 62 with 3-year final compensation.
6.2.3 Military Service Credit—Military Service Credit as public service as provided by
Government Code 21024.
6.2.4 Sick Leave Service Credit—Sick Leave Service Credit as set forth in Government
Code 20965.
6.2.5 Employee’s Contribution to Retirement System—Employee’s Contribution to
Retirement System—All employees shall pay the employee contribution to
the Public Employees’ Retirement System. The employee contribution for
Classic members as designated by CalPERS is 9% for Classic Safety, 8% for
Classic Miscellaneous hired before April 24, 2010, and 7% for Classic
Miscellaneous hired on or after April 24, 2010. New Members as designated
by CalPERS shall pay 50% of the total normal cost rate, in accordance with
Government Code 7522.30. Employee contributions will be tax-deferred
under IRC Section 414(h)(2).
6.2.6 Police Safety Classic Members PERS Cost-Sharing Contribution— Effective with
the implementation of the PERS amendment and as authorized by GC
20516(f), the Association and the City agree to a pension-cost sharing
arrangement where all Police Safety Classic members shall pay, in addition to
the current 9% employee contribution, an additional amount towards the
employers’ PERS contribution as indicated below. The contributions will be
tax-deferred under IRC section 414(h).
Year 1 (July 1, 2017-June 30, 2018) effective first full pay period of July
2017: employees will contribute an additional one percent (1.0%) for a total
of 10% employee contribution
Year 2 (July 1, 2018-June 30, 2019) effective first full pay period of July
2018: employees will contribute an additional one percent (1.0%) for a total
of 11% employee contribution
Memorandum of Understanding
Between the South San Francisco Police Association and the
City of South San Francisco
July 1, 2017 through June 30, 2022 Page 13
Year 3 (July 1, 2019-forward) effective first full pay period of July 2019:
employees will contribute an additional one percent (1.0%) for a total of 12%
employee contribution.
Employee contributions will be credited to each member’s account as normal
contributions and will be refundable to members who separate from CalPERS
covered employment and elect to withdraw their contributions.
6.3 Unused Accrued Sick Leave—An employee shall receive a sick leave payout for unused
accrued sick leave in the following circumstances:
Death; or
Disability Retirement from CalPERS; or
Full service retirement provided that all the following conditions are met:
20 years of consecutive full time City service;
Simultaneous retirement from City service and receipt of a service
retirement from CalPERS.
Payment shall be made for half of the accumulated unused sick leave hours up to a
maximum payable hours of 600 (50% of 1,200 hours). Payment is to be made at the
employee’s enhanced hourly rate.
6.4 Retired Employee Health Benefits—
6.4.1 Group Medical Insurance for Qualifying Retirees— An employee who was hired
by the City prior to April 24, 2010 may elect to continue his or her City
sponsored medical insurance if the employee is enrolled in the City's group
medical plan and retires concurrently with CalPERS and the City. In order to
be eligible for this benefit, the employee must have a total of five (5) years of
City service and at least one (1) year of continuous City employment at the
time of his or her retirement. The monthly premium that the City will make
for retiree medical insurance pursuant to this provision equals the monthly
monetary contribution that the City makes for single retiree medical HMO
coverage. Retirees will be required to pay any additional costs in order to
receive retiree medical benefits. An eligible retiree may also elect to continue
dependent coverage provided that the retiree bears the full premium costs for
any eligible dependents.
6.4.2 Medical After Retirement Account (MARA)—Employees Hired On or
After April 24, 2010 Employer Contribution—The City shall make a
contribution equal to one and one-half percent (1.5%) of such an employee’s
base salary toward a MARA (VEBA, or similar vehicle such as RHS plan).
Mandatory Employee Contributions—All employees shall contribute 1% of
base pay each pay period effective pay period ending July 8, 2010
6.4.3 Group Dental Insurance for Qualifying Retirees—An employee may elect to
continue his or her City sponsored dental insurance if the employee is enrolled
in the City’s group dental plan and retires concurrently with CalPERS and the
City. In order to be eligible for this benefit, the employee must have been
hired by the City prior to April 24, 2010, and have served a total of a total of
Memorandum of Understanding
Between the South San Francisco Police Association and the
City of South San Francisco
Page 14 July 1, 2017 through June 30, 2022
five (5) years of City service and at least one (1) year of continuous City
employment at the time of his or her retirement. The retiree bears the full
premium costs for himself/herself and any eligible dependents and will be
completely responsible for these payments and for continuing dental coverage.
6.4.4 Group Vision Insurance for Qualifying Retirees—. An employee may elect to
continue his or her City sponsored vision insurance if the employee is enrolled
in the City’s group vision plan and retires concurrently with CalPERS and the
City. In order to be eligible for this benefit, the employee must have been
hired by the City prior to April 24, 2010, and have served a total of a total of
five (5) years of City service and at least one (1) year of continuous City
employment at the time of his or her retirement. The retiree bears the full
premium costs for himself/herself and any eligible dependents and will be
completely responsible for these payments and for continuing vision coverage.
6.4.5 Surviving Spouse Benefit—The City will allow the spouse of a deceased
employee/retiree to purchase medical insurance from a City-provided medical
plan at the City’s premium rate provided all of the following conditions are
met: the employee/retiree must be enrolled in the health plan prior to death;
there is no cost to the City; the provider does not require a City contribution;
and the City is held harmless if the coverage is discontinued.
6.4.6 Continued Retiree Health Eligibility —A retiree must continually receive a
CalPERS retirement allowance in order to remain eligible to receive retiree
medical insurance contributions. Any retiree that un-retires from CalPERS
and returns to active service with a CalPERS covered agency, excluding
active service with the City of South San Francisco, will permanently forfeit
their eligibility for retiree medical benefits pursuant to this provision. A
retiree that un-retires from CalPERS and returns to active service with the
City of South San Francisco is eligible to resume his/her retiree health benefits
upon retiring again from the City after at least one (1) year of continuous
service. The City Manager may approve an exception to the one (1) year of
continuous service requirement in the event of an unforeseen circumstance
that prevents the employee from completing the year of service.
6.5 Retirement Health Savings (RHS) Plan—Police Association member employees may
participate in the RHS Plan to the extent permitted under the existing RHS Plan
policy. The plan participation rules, are hereby structured through this agreement as
follows:
6.5.1 Mandatory Employee Contributions—All employees shall contribute 1% of base
pay each pay period effective pay period ending July 8, 2010.
Article 7. Holidays
7.1 Authorized Holidays—The City observes the following holidays.
7.1.1 Full-day Holidays—The City shall observe the following full-day holidays.
Memorandum of Understanding
Between the South San Francisco Police Association and the
City of South San Francisco
July 1, 2017 through June 30, 2022 Page 15
January 1 New Year’s Day
Third Monday in January Martin Luther King, Jr. Day
Third Monday in February President’s Day
Last Monday in May Memorial Day
July 4 Independence Day
First Monday in September Labor Day
Second Monday in October Columbus Day Observed
November 11 Veteran’s Day
Fourth Thursday in November Thanksgiving Day
Friday following Fourth Thursday in November Day After Thanksgiving
December 25 Christmas Day
7.1.2 Half-day Holidays—In addition, the City observes the following half-day
holidays.
December 24 Christmas Eve Day
December 31 New Year’s Eve Day
7.2 Shift Holiday Pay—Employees who are normally required to work on an approved
holiday because they work in positions that require scheduled staffing without regard
to holidays shall receive 8 hours of holiday pay for a full-day holiday and 4 hours of
holiday pay for a half-day holiday. Holiday pay is compensated at the enhanced
hourly rate of pay and is paid in addition to hours worked, provided the employee is
on paid status the working day before and work day after the holiday.
7.3 Discretionary Holiday—Each regular employee shall be eligible for one 8-hour
holiday each calendar year in addition to the holidays observed by the City. An
employee who has not used the discretionary holiday prior to the last day of the last
payperiod in the calendar year shall forfeit the receipt of compensated time or pay for
the holiday that calendar year. There is no payout of discretionary holiday.
Article 8. Leaves
8.1 Vacation—
8.1.1 Vacation Leave Accrual—Employees shall be entitled to accrue annual vacation
without loss of pay in accordance with the following schedule:
Accrual Rate Per Length of Service Biweekly Annually
1st through 4th year, inclusive 4.62 hours 120 hours
5th through 14th year, inclusive 6.15 hours 160 hours
15th through 24th year, inclusive 7.69 hours 200 hours
25th and succeeding years 9.23 hours 240 hours
8.1.2 Vacation Buy-back—Employees who have scheduled a minimum of 2 workweeks
of vacation during each calendar year shall be permitted to receive the cash
value of up to 48 hours of unused but accrued vacation. Requests for payment
of accrued vacation may be processed within 45 days of such scheduled leave.
8.1.3 Maximum Accumulation—Effective July 1, 2012, employees may accumulate up
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Between the South San Francisco Police Association and the
City of South San Francisco
Page 16 July 1, 2017 through June 30, 2022
to two times their annual accrual amount of vacation hours. Once an
employee has accumulated two times the annual accrual, no further vacation
leave will accrue until the pay period after the vacation balance has been
reduced below the two-year cap.
8.1.4 Vacation Compensation—An employee who retires or separates from City
employment and who has unused accrued vacation time shall be compensated
at the employee’s enhanced hourly rate of pay for all unused accrued vacation.
8.2 Bereavement Leave—An employee may be granted leave of absence without loss of
salary or benefits upon the death or for the funeral of a family member as defined
below:
8.2.1 Definition of Family Member for Bereavement Leave—For the purpose of
bereavement leave, a family member is defined as a spouse, domestic partner
registered with the State of California, child, father, mother, brother, sister,
grandfather, grandmother, father-in-law, mother-in-law, brother-in-law, sister-
in-law, daughter-in-law, and son-in-law. In addition, the Chief of Police may
grant bereavement leave to an employee upon the death or for the funeral of
some other person, if in the opinion of the Chief of Police, there existed an
extraordinarily close familial relationship between the employee and such
other person.
8.2.2 Leave Within California—Employees may be granted up to a maximum of 24
hours of bereavement leave per occurrence for the death or for the funeral of a
family member residing within California.
8.2.3 Leave Outside California—Employees may be granted up to a maximum of 40
hours of bereavement leave per occurrence for the death or for the funeral of a
family member residing outside of California.
8.3 Sick Leave—
8.3.1 Sick Leave Eligibility—Every regular and probationary employee, except those
employees who work less than full-time, who is temporarily and/or partially
disabled from performing the full scope of the usual and customary duties of
his/her classification as the result of an injury or illness, that is not industrially
caused, shall be eligible to receive sick leave without loss of salary or
benefits, within the limits set forth below.
8.3.2 Amount of Sick Leave—Each employee will accrue 8 hours per month of sick
leave. Such leave may be accumulated without limit.
8.3.3 Advancing Sick Leave—Any employee who has an accrued available sick leave of
less than 96 hours can be advanced up to a maximum of 88 hours of sick leave
after exhaustion of all accrued sick leave.
8.3.4 Sick Leave Definition—Sick leave as used herein, is defined as a period of time
during which the employee suffers actual illness or injury that necessitates
absence from employment. Sick leave is not a right or privilege to be used at
the discretion of the employee.
8.3.5 Sick Leave Request—An employee shall make a written request for paid sick
leave for each occurrence of sick leave on such forms and in accordance with
Memorandum of Understanding
Between the South San Francisco Police Association and the
City of South San Francisco
July 1, 2017 through June 30, 2022 Page 17
such policies and procedures established for sick leave requests by the Chief
of Police.
8.3.5.1 Approval of Sick Leave Request—The Chief of Police shall review all sick
leave requests and, if approved, the request for paid sick leave shall be
granted. The Chief of Police shall not unreasonably withhold approval
of sick leave requests.
8.3.5.2 Notification—The employee must notify his/her immediate supervisor
prior to, or within 2 hours of, the commencement of the daily work
period for which sick leave is sought.
8.3.5.3 Verification of Injury or Illness—
8.3.5.3.1 Usual Verification—An employee requesting paid sick
leave shall provide reasonable verification of the illness or
injury, usually in the form of the employee’s personal
statement of injury or illness.
8.3.5.3.2 Doctor’s Verification—The Chief of Police may require a
verification prepared and signed by a medical doctor,
physician’s assistant or nurse practitioner stating the
employee is or was unable to perform his or her regular job
duties and confirming that the employee has fully
recovered and is able to perform the full scope of the
normal and customary duties of the classification. This
verification shall be required when an employee is absent
due to illness or injury for a period of 39 hours or more. In
addition, the Chief of Police may require a medical
verification any time the Chief has a reasonable basis to
believe that the leave has been abused by an individual
employee. Such medical verification requests shall not be
unreasonably imposed.
8.3.6 Medical Appointment Leave—Employees shall receive leave with pay for
appointments with medical doctors and dentists. Such leave shall be
authorized only for the actual time necessary for the appointment. Employees
shall be required to submit a personal statement describing the nature and
need of such visits. The City reserves the right to confirm or verify and
appointment for which such leave is authorized.
8.3.6.1 Medical Appointment Leave Charged to Sick Leave—The first 8 hours per
year of medical appointment leave will not be charged to sick leave,
all other absences related to medical appointments shall be charged to
sick leave.
8.3.7 Sick Leave Management Plan—The City’s Sick Leave Management Policy
Administrative Instruction defines abuse of sick leave as the use of sick leave
for purposes other than illness or injury. Consistent with this policy, the
monitoring, management, maximum use of sick leave, and reporting should
conform to a general City standard. Therefore, employees working 8-hour
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Between the South San Francisco Police Association and the
City of South San Francisco
Page 18 July 1, 2017 through June 30, 2022
shifts, who exceed 56 hours or 7 occurrences and employees working 10-hour
shifts who exceed 70 hours or 7 occurrences of sick leave per year will be
subject to a review of sick leave usage.
8.4 Sick Leave as Family Care Leave (“Kin Care”)—Employees accrue sick leave each
year as defined in the sick leave article of this agreement. In recognition of Labor
Code 233, effective 1/1/00, employees are permitted to use up to half of their annual
sick leave allotment, in any calendar year, for the purpose of obtaining medical
consultation, treatment, or for caring of a sick family member as defined below.
8.4.1 Definition of Family Member for Sick Leave as Family Leave Purposes —A
family member shall include the employee’s child, parent, spouse or domestic
partner registered with the State of California, as defined in Labor Code 233.
8.4.2 Leave Amount—The combined total of hours taken for family care purposes
pursuant to Labor Code section 233, including any leave used from the Paid
Family Care Leave provision, if eligible, shall not exceed one-half of the
employee’s annual allotment of sick leave.
8.5 Concurrent Use of Leave—This leave may run concurrently with any family care leave
permitted under federal or state law.
8.6 Notification Procedures—Leave usage forms and notification procedures will continue
to be used, provided the City reserves the right to take such action it deems necessary
to confirm or verify use of this leave.
8.7 Light-duty Program—The purpose of this light-duty program is to minimize the loss of
productive time, while at the same time reintroduce the employee to work to prevent
deterioration of skills, facilitate recovery, and reduce income loss. Light-duty
assignments will be structured so employees are not placed in a duty status that would
aggravate or cause a reoccurrence of injury or illness. Light-duty assignments will
not be made unless the employee receives medical clearance from the treating
physician to return for light-duty work. If applicable, this program shall be
coordinated with appropriate workers’ compensation benefits so that benefits are
provided at the level not less than those mandated by state law.
8.7.1 Coverage—This light-duty program will cover any employee who suffers a
temporary and partial disability due to an industrial or non-industrial injury or
illness.
8.7.1.1 Determination/Required Reports—
8.7.1.1.1 Assignments—Light-duty assignments may be made
following evaluation and determination by the Chief of
Police. The determination will be based on available
medical information, and consultation with the employee or
the affected supervisor. Determinations will also be based
on the needs of the City and the impact of light duty work
on departmental operations. The evaluation and
determination of light-duty assignments will be based on
the employee’s medical restrictions and upon agreement of
the Chief of Police, the employee, and the affected
Memorandum of Understanding
Between the South San Francisco Police Association and the
City of South San Francisco
July 1, 2017 through June 30, 2022 Page 19
supervisor.
8.7.1.1.2 Medical Updates—After the initial report, updated medical
reports shall be submitted to the Chief of Police at 2-week
intervals, or at other agreed-upon intervals, for as long as
the employee is off work. Reports will be required for all
industrial or non-industrial injuries or illnesses regardless
of whether a light-duty assignment has been made. Reports
will be evaluated by the Chief of Police for purposes of
continuing or terminating a current light-duty assignment
or to determine when to commence a light-duty
assignment.
8.7.1.2 Light-duty Assignment, Definitions, and Restrictions—Light-duty
assignments shall only be provided to employees with temporary
disabilities where it has been medically determined that the employee
will be able to return to the essential functions of his/her current job
with or without accommodation. Under no circumstances shall the
light-duty assignment be considered to be a permanent alternative
position for purposes of reasonable accommodation under the
American with Disabilities Act. Light-duty assignments:
May consist of reduced work hours, limited work, or any
combination thereof.
Will not adversely affect the employee’s enhanced hourly rate
of pay.
Will be within the employee’s assigned department; or if no
regular work is available, the employee may be assigned work
outside of the department, consistent with the employee’s skill
and ability.
When feasible, light-duty work will be during the employee’s
normal shift and duty hours. However, if it is determined that
no useful work will be performed during the normal shift or
duty hours, the employee can be assigned light-duty work
during the normal business hours of 8:00 a.m. to 5:00 p.m.,
Monday through Friday, or to an alternate shift.
Will be developed based on available specific light-duty
assignments on a case-by-case review of the medical
restrictions, so as not to aggravate an injury or illness.
Will not be placed in light-duty assignments that, in the normal
course of events, will require that the employee provide direct
field emergency response.
8.7.1.3 Holidays/Vacations During Light-duty Assignments—
8.7.1.3.1 Holidays Observed—Holidays shall be observed in
accordance with the light-duty assignment work hours and
workweek. That is, if an employee is assigned to work
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Between the South San Francisco Police Association and the
City of South San Francisco
Page 20 July 1, 2017 through June 30, 2022
hours in a department, division, or operating unit where
employees in that work unit take a holiday off, so shall the
light-duty employee. If the employee is assigned to work
hours in a department, division, or operating unit where
employees in that work unit work holidays, so shall the
light-duty employee. Compensation for holidays shall be
in accordance with this agreement.
8.7.1.3.2 Vacations—Employees assigned to light duty shall take
their vacation as normally scheduled. Vacations shall
cover the same number of workdays and calendar days as
would have been if the employee had remained on full
duty. Employees may reschedule their vacation with the
approval of the Chief of Police, provided the rescheduling
does not result in increased costs or lost time to the City for
relief staff to cover the rescheduled vacation.
8.7.2 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 the classification with or without reasonable accommodation.
8.8 Pregnancy-related Disability Leave—Employees may be granted leave up to the
maximum period of time permitted by law for disabilities caused or contributed to by
pregnancy, childbirth, or related medical conditions or for reason of the birth of a
child or the placement of a child with an employee in connection with adoption.
Article 9. Recreational Facilities and Classes
9.1 Admission to Classes—All full-time regular employees shall be entitled to free
admission to City recreation facilities and to free enrollment in up to 5 recreational
classes during a 12-month period (lab fees or ingredient fees not included).
9.2 Use of Facilities—Employees using City recreation facilities and enrolled in City
recreational classes shall engage in such activities on the employee’s non-work time.
Employee admission to recreation facilities and recreation classes shall be
accomplished in conformance with the rules and regulations established by the Parks
and Recreation Department.
Article 10. Layoff
10.1 Layoff—Whenever, in the judgment of the City Council, it becomes necessary in the
interest of economy, because of lack of need 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
Memorandum of Understanding
Between the South San Francisco Police Association and the
City of South San Francisco
July 1, 2017 through June 30, 2022 Page 21
authority may likewise layoff an employee in the competitive service because of
material change in duties or organization, or because of shortage of work funds.
10.2 Seniority—Seniority, for the purpose of layoff, is defined as length of continuous full-
time employment within the service of the City, and does not include service in a
provisional and temporary status. Seniority shall be retained, but shall not accrue
during any period of leave without pay, except as authorized by state or federal law.
10.3 Order of Layoff—When one or more employees working in the same class in a City
department are to be laid off (provisional and temporaries therein, having already
been terminated), the order of layoff in the affected department shall be probationary
employees in reverse order of seniority, then regular employees in reverse order of
seniority. Should 2 or more employees have identical City service seniority, the order
of layoff will be determined by classification seniority. Whenever 2 or more
employees have identical classification seniority, the order of layoff shall be
determined by an established departmental seniority policy (badge numbers) or in the
absence or dispute thereof, random selections.
10.4 Notice of Layoff—Employees shall be sent written notice, including reasons therefore,
by Certified Registered Mail, Return Receipt Requested or be personally served a
minimum of 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, that do not include the consideration of the merits,
necessity, or organization of any service or activity. The provisions below, must be
requested by the employee in writing 15-working days prior to the effective date of
layoff.
10.5 Layoff Re-employment/Reinstatement List—
10.5.1 Classification Reinstatement List—Probationary and regular 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.
10.5.2 Like Classification Reinstatement Opportunities—Employees who are laid off
shall have their names placed on a re-employment list of classifications that,
in the opinion of the Director of Human Resources, require basically the same
qualifications, 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 the re-employment list who qualify for such
vacancies prior to an open or promotional recruitment.
10.5.3 Duration of Re-employment/Reinstatement Lists—No name shall be carried on a
reinstatement or re-employment list for a period of longer than 2 years.
Refusal to accept the first offer of reinstatement or re-employment within the
same classification shall cause the name to be dropped from the list.
Individuals not responding to written notification forwarded to their last given
Memorandum of Understanding
Between the South San Francisco Police Association and the
City of South San Francisco
Page 22 July 1, 2017 through June 30, 2022
address by certified mail, return receipt requested, of an opening within 10-
working days from mailing shall have their names removed from either the
reinstatement or re-employment list. Individuals who do not meet current
employment standards (i.e., medical, licenses, etc.), shall have their names
removed from either the reinstatement or re-employment list.
10.5.4 Probationary Returns—Probationary employees appointed from a reinstatement
or re-employment list must serve the remainder of their probationary period in
order to attain regular status.
Article 11. Disciplinary Actions
11.1 Action by City—The City shall take disciplinary action against a regular 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 leave, unfitness for duty, and absence
without authorized leave. Disciplinary actions may take the form of suspension, pay
reduction, demotion, or discharge.
11.2 Chief of Police Action—All disciplinary action taken against an employee must receive
the prior approval of the appointing authority except under emergency circumstances
that dictate immediate suspension of the employee by the Chief of Police. In such
cases, Chief of Police 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 the further disciplinary action.
11.3 City Manager Approval—All actions resulting in salary reductions shall be subject to
review by the appointing authority and the Chief of Police within 30 days following
the effective date of the initial action and at regular intervals thereaf ter. Actions
resulting in demotions may be reviewed at the sole discretion of the appointing
authority.
11.4 Notice of Disciplinary Action—The City shall provide the affected employee with
written notice prior to taking disciplinary action, except where circumstances dictate
that the City take 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 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 by certified registered mail, with
a copy of the notice placed in the employee’s personnel file.
11.4.1 Written Notice—The written notice shall contain the type of disciplinary action,
the effective date of the action, the reason or cause for the action, that the
employee will be provided copies of all materials upon which the action is
based, and that the employee has the right to respond, either orally or in
writing, to the authority initially imposing the discipline. As required by law,
the department will provide copies of materials relied upon in proposing the
discipline at the time discipline is proposed.
Memorandum of Understanding
Between the South San Francisco Police Association and the
City of South San Francisco
July 1, 2017 through June 30, 2022 Page 23
11.4.2 Notice Timelines—Except for instances where disciplinary action must be
imposed immediately, the notice shall be provided to the employee no later
than 10-working days before the disciplinary action is to be effective. Where
immediate disciplinary action has been imposed, such action will not be final
until the aforementioned notice has been furnished to employee and the
employee has been provided up to 10-working days from receipt of the notice
an opportunity to respond to the authority initially imposing the discipline.
11.5 Appeal Rights—Once the proposed disciplinary action has been imposed, the affected
employee shall have the right to appeal. Appeals of discipline equivalent to a loss of
40 hours of compensation or less, not including a written reprimand, shall be filed
directly at the fourth step of the grievance procedure set forth in Rule 14 of the
Personnel Rules and Regulations. Appeals of discipline equivalent of a loss of more
than 40 hours of compensation shall be filed pursuant to the appropriate Arbitration
Procedure for Disciplinary Matters contained within this agreement.
Article 12. Grievance Procedure for Non-Disciplinary Matters
12.1 Definition of a Grievance—A grievance is an allegation by an employee or a group of
employees that the City has failed to provide a condition of employment that is
established by this Agreement, provided that the enjoyment or the condition of
employment is not made subject to the discretion of the Chief of Police or the City.
This grievance procedure shall not apply to discipline or other matters over which the
Personnel Board has jurisdiction pursuant to Title 3 of the Municipal Code, which
matters will be handled as provided in the Arbitration articles of this agreement. This
grievance procedure for non-disciplinary matters shall be the exclusive means of
resolving grievances of employees covered by this Agreement. Only the union or the
union’s delegate may pursue a grievance under the procedure contained in this
Agreement.
12.2 Stale Grievance—A grievance shall be void unless filed in writing within 45-calendar
days from the date upon which the City is alleged to have failed to provide a
condition of employment established by this Agreement, or within 45-calendar days
from the time an employee might reasonably have been expected to have learned of
the alleged failure.
12.3 Informal Discussion with Employee’s Supervisor—Before proceeding to the formal
grievance procedure, an employee shall discuss the grievance with the immediate
supervisor in an attempt to work out a satisfactory solution. If the employee and
immediate supervisor cannot work out a satisfactory solution, the employee may then
choose to represent him/herself individually, or may request the assistance of an
employee representative, who has been officially authorized by the Union to write
and formally present the grievance.
12.4 Formal Written Grievance to Captain—If the employee chooses to formally pursue the
grievance, s/he shall present the written grievance to the supervising Captain within
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Between the South San Francisco Police Association and the
City of South San Francisco
Page 24 July 1, 2017 through June 30, 2022
15-calendar days after the date upon which the grieving employee informally
discussed the grievance with the immediate supervisor. The written grievance shall
specify the Article, Section, and/or Subsection of this Memorandum or Understanding
alleged to have been violated by the City and shall specify date, times, persons,
remedy requested, and other facts necessary to a clear understanding of the matter
being grieved. The Captain shall respond in writing to the grievance within 15-
calendar days after receipt of the written grievance. If the grievance is not resolved at
this level, the employee shall have 15-calendar days from receipt of the Captain’s
answer to file an appeal to the Chief of Police.
12.5 Grievance to the Chief of Police—The Chief of Police or designee shall have 15-
calendar days after receipt of the grievance to review and answer the grievance in
writing. A meeting between the Chief of Police or designee and the grievant and the
grievant’s representative may be scheduled in order to facilitate resolution.
12.6 Informal Review by the City Manager—In the event that the grievance is not resolved
by the Chief of Police, the grievant may, within 30-calendar days after receipt of the
Chief’s decision, request in writing to the City Manager, that the grievance be heard
by the City Manager.
12.7 Arbitration of Grievance—Prior to the selection of an arbitrator and submission of the
grievance for hearing by an arbitrator, the City Manager or designee may informally
review the grievance and determine whether said grievance may be adjusted to the
satisfaction of the employee. The City Manager or designee shall have 15 -calendar
days to review and seek adjustment of the grievance.
12.8 Selection of an Arbitrator—The arbitrator shall be selected by mutual agreement
between the City Manager or designee and the grievant or the grievant’s
representative. If the City Manager or designee and the grievant or the grievant’s
representative are unable to agree on the selection of an arbitrator, they shall jointly
request the State Mediation and Conciliation Service to submit a list of 7 arbitrators
who have demonstrated experience in public sector arbitration. The parties shall then
alternatively strike names from the list until only one name remains, and the person
shall serve as arbitrator. Lot shall determine the first strike from the list.
12.9 Duty of Arbitrator—
12.9.1 Arbitrator Decision—Except when an agreed statement of facts is submitted by
the parties, it shall be the duty of the arbitrator to hear and consider evidence
submitted by the parties and thereafter to make written findings of fact and
disposition of the grievance, which shall be final and binding upon the parties.
The decision of the arbitrator shall be based solely on the interpretation of the
appropriate provisions of the Agreement applicable to the grievance, and the
arbitrator shall not add to, subtract from, modify, or disregard any of the terms
or provisions of the agreement.
12.9.2 Arbitrator Responsibility—The provisions for arbitration are not intended and
shall not be construed to empower an arbitrator to change any condition of
employment, specifically covered by the Agreement or, in any respect, to
revise, modify or alter, any provision contained in the Memorandum of
Memorandum of Understanding
Between the South San Francisco Police Association and the
City of South San Francisco
July 1, 2017 through June 30, 2022 Page 25
Understanding.
12.10 Payment of Costs—Each party to a hearing before an arbitrator shall bear his/her own
expenses in connection therewith. Either party shall have the right to a reporter’s
transcript of the hearing provided that this cost is born by the requesting party. If the
other party elects to utilize a copy of the transcript, the entire costs shall be divided
equally. All fees and expenses of the arbitrator shall be borne half by the City and
half by the grievant.
12.11 Effect of Failure of Timely Action—Failure of the Union to file an appeal within the
required time period at any level shall constitute an abandonment of the grievance.
Failure of the City to respond within the time limit at any step shall result in an
automatic advancement of the grievance to the next step.
Memorandum of Understanding
Between the South San Francisco Police Association and the
City of South San Francisco
Page 26 July 1, 2017 through June 30, 2022
Section 2 – Provisions for Sworn Personnel
Article 13. Wages and Compensation for Sworn Personnel
13.1 Placement—New employees who have prior police training and/or experience may be
compensated at a higher step in the salary schedule for the classification as
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.
13.2 Incentives—Only one of the below listed incentives, either the Education Incentive or
the Certificate Incentive, will be received by an employee at any given time.
13.2.1 Education Incentives—
13.2.1.1 Associate’s Degree—An employee who has successfully completed
probation and who possesses an associate’s degree from an accredited
institution of learning shall be compensated at a rate 5% higher than
the rate for which the employee qualifies pursuant to above.
13.2.1.2 Bachelor’s Degree—An employee who has successfully completed
probation and who possesses a bachelor’s degree from an accredited
institution of learning shall be compensated at a rate 7.5% higher than
the rate for which the employee qualifies pursuant to above.
13.2.2 Certification Incentive—
13.2.2.1 Intermediate P.O.S.T. Certificate—An employee who has successfully
completed probation and who possesses an Intermediate Police
Officer’s Standards and Training certificate shall be compensated at a
rate 2.5% higher than the rate for which the employee qualifies
pursuant to above.
13.2.2.2 Advanced P.O.S.T. Certificate—An employee who has successfully
completed probation and who possesses an Advanced Police Officer’s
Standards and Training certificate shall be compensated at a rate 5%
higher than the rate for which the employee qualifies pursuant to
above.
13.2.3 Eligibility and Written Notification—It is the employee’s responsibility to submit
written notification to the department’s Training Manager, upon the date of
eligibility, requesting the Education or Certification Incentive. The employee
will not be entitled to retroactive pay if the written notice has not been
submitted, and/or received as in compliance.
13.3 Special Assignments—
13.3.1 Motorcycle—A Police Officer assigned to Motorcycle duty shall be compensated
at the rate 5% higher than the employee’s base hourly rate of pay. No more
than 5 officers shall be assigned to Motorcycle duty.
13.3.2 Dog Handler—The City will pay a 5% premium to canine officers to cover all
Memorandum of Understanding
Between the South San Francisco Police Association and the
City of South San Francisco
July 1, 2017 through June 30, 2022 Page 27
time spent working with or caring for the canine. All parties agree that any
time spent off duty caring for the dog will not constitute overtime under the
MOU, but may be considered for FLSA overtime purposes if the hours
worked caring for the canine increases the number of hours worked to more
than 171 in a 28 day pay cycle. Any hours over 171 hours in a 28 day cycle
which are attributable to dog care will be compensated at the minimum
wage. In order to ensure proper canine care, the parties agree that the officers
spend no more than 3 overtime hours per 28 day pay cycle for dog
care. Rather than requiring the officers to track their hours for purposes of off
duty canine care, the City will pay the officers $40 per month as compensation
for any FLSA overtime incurred.
13.3.3 Field Training Officer—Personnel assigned to Field Training Officer (FTO) duty
shall be compensated at the rate 5% higher than the employee’s base hourly
rate of pay. The department will maintain a list of qualified officers who may
temporarily fill FTO duty, as needed; and who will be compensated at the
appropriate rate of pay when doing this assignment.
13.3.4 School Liaison—A Police Officer assigned to School Liaison duty shall be
compensated at the rate 5% higher than the employee’s base hourly rate of
pay. No more than 1 officer shall be assigned to School Liaison duty.
13.3.5 Discontinuing Special Assignments—The rate adjustment provided above shall be
removed in the event a Police Officer discontinues working special-
assignment duty. The Officer’s rate shall be reestablished at that rate for
which the Officer qualifies pursuant to above. The reestablished rate shall
become effective upon the date the Officer discontinues working special-
assignment duty.
13.3.6 Detective Assignment Compensation – All Police Officers assigned to the
Criminal Investigation Bureau shall receive an increase to their base hourly
rate of pay of 5%.
13.3.7 Special Assignment Compensation – All Police Officers assigned to the
Neighborhood Response Team, Bicycle Patrol, or any Task Force shall
receive an increase to their base hourly rate of pay of 5%.
13.3.8 FTO Manager – The Sergeant assigned as the supervisor of the FTO program
shall receive an increase to their base hourly rate of pay of 2.5%.
Article 14. Holidays for Sworn Personnel
14.1 Holidays Not Worked—Employees scheduled to work on a City holiday, but are unable
to do so due to a job-related injury, shall receive payment in accordance with this
provision as long as they are not receiving compensation from other sources.
Employees unable to work a holiday due to illness or injury unrelated to the job shall
also be compensated for the holiday pursuant to this provision, provided that the
employee submits to the Chief of Police a doctor’s certificate verifying the illness or
injury, or files a sick leave certification following department procedures.
Memorandum of Understanding
Between the South San Francisco Police Association and the
City of South San Francisco
Page 28 July 1, 2017 through June 30, 2022
Article 15. Arbitration Procedure for Disciplinary Matters—Sworn Personnel
15.1 Appeal Rights—A regular, non-probationary sworn police officer subjected to punitive
action as defined in the Public Safety Officers Procedural Bill of Rights Act
(“POBR”) that results in suspension without pay, demotion, disciplinary transfer, or
termination may appeal the final decision of the appointing authority to binding
arbitration so long as all the following steps are fully complied with.
15.1.1 Level of Discipline—The discipline imposed consisted of a termination, demotion,
suspension of more than 40 hours, or any other type of discipline that results
in a loss of pay of more than 40 hours.
15.1.2 Written Request for Arbitration—The employee must submit a written request for
arbitration to the Chief of Police, with a copy to the Director of Human
Resources which must be received no later than 15 calendar days following
the date of the notice of imposition of discipline. If this written request is not
received by the Police Chief and the Director of Human Resources within this
time frame, the appeal will be waived.
15.1.3 Selection of an Arbitrator—An arbitrator will be selected by the employee and the
City by mutual agreement from a list of arbitrators who are current members
of the National Academy of Arbitrators, and who have at least 5 years of
experience handling arbitrations for local public agencies and law
enforcement agencies. If the parties cannot agree on a prospective arbitrator,
they shall request a list of no less than 7 arbitrators from the California State
Mediation and Conciliation Bureau, each of whom is a current member of the
National Academy of Arbitrators, and who has at least 5 years of experience
handling arbitrations for local public agencies and law enforcement agencies.
The parties will attempt to agree on an arbitrator from any such list obtained.
If the parties cannot agree on an arbitrator, they shall alternately strike the
name of one arbitrator until one name remains, who will be the arbitrator
selected.
15.1.4 Payment of Costs—The employee and the City will split the cost of the
arbitrator’s fee equally. In the event that either party wishes to obtain the
services of a court reporter, that party will be solely responsible for the
reporter’s fees, including the cost of providing the original transcription to the
arbitrator. If the arbitrator, as opposed to either party, requires that the
proceedings be taken down by a court reporter, the parties will equally split
the cost of the reporter’s fee and the cost of the original transcript. Each party
will pay for the cost of an additional copy for the use of that party if a copy is
desired. If neither party elects to obtain a court reporter and the arbitrator
does not require one, the proceedings will be memorialized by tape recording
made and retained by the City. The union may defer to the Legal Defense
Fund or other entity employed for the purpose of providing legal
representation to bargaining unit members for purposes of payment of any
Memorandum of Understanding
Between the South San Francisco Police Association and the
City of South San Francisco
July 1, 2017 through June 30, 2022 Page 29
costs associated with the arbitration.
15.1.5 Arbitrator Duty—The arbitrator will be empowered to hear evidence, review
exhibits, hear argument and make findings of fact and conclusions. Based on
those findings and conclusions, the arbitration shall make a final and binding
determination about the merits of the appeal. The arbitrator is not empowered
to make any alterations to the terms and conditions of this MOU, or to the
City’s rules, regulations, policies or procedures. The arbitrator is not
empowered to make any order or directive that would require any party to
commit an illegal act.
15.1.6 Arbitration Decision—The parties agree that any decision rendered by the
arbitrator will be final and binding, meaning that it cannot be appealed to any
other legal or administrative tribunal, except pursuant to Code of Civil
Procedure section 1285 et seq. which allows parties to petition a court to
confirm, correct or vacate an arbitration award.
15.2 Appeal to the Chief—A regular, non-probationary sworn police officer subjected to
punitive action as defined in the Public Safety Officers Procedural Bill of Rights Act
(“POBR”) that results in adverse action other than suspension without pay, demotion,
disciplinary transfer, or termination may appeal the punitive action to the Police Chief
so long as all the following steps are fully complied with.
15.2.1 Written Request to Chief of Police—The employee must submit a written request
for a hearing to the Chief of Police, with a copy to the Director of Human
Resources which must be received no later than 15 calendar days following
the date of the notice of the punitive action.
15.2.2 Hearing—At the hearing before the Chief of Police, or the person designated by
the Chief of Police to hear the matter, the Department will present evidence to
the Chief of Police or designee in support of the action, and the employee may
present such testimony, documentary evidence and argument as he or she
chooses to present in support of the employee’s position. The hearing may be,
but is not required to be tape recorded.
15.2.3 Representation—This hearing is not a formal judicial proceeding, and the parties
will not be permitted to confront and cross examine witnesses. The employee
may be represented by a union representative or counsel at the hearing.
15.2.4 Final Decision—Any decision made by the Chief of Police will be final and not
subject to further appeal by the employee or the union.
Memorandum of Understanding
Between the South San Francisco Police Association and the
City of South San Francisco
Page 30 July 1, 2017 through June 30, 2022
Section 3 – Provisions for Civilian Personnel
Article 16. Wages and Compensation for Civilian Personnel
16.1 Special Compensation—
16.1.1 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.
16.1.2 Temporary Assignment to Higher-level Classification—An employee in a first-
line supervisory or higher classification who is assigned to perform the duti es
of a higher classification for a period of 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
classification. An employee in a first-line supervisory classification or higher
classification who is assigned to perform the duties of a higher classification
for a period of time of less than 30-calendar days shall not receive any
additional compensation for any of the time spent in the performance of such
duties.
16.1.3 Training Duty Pay—Personnel assigned to training duty shall be compensated at
the rate of 5% higher than the employee’s base hourly rate of pay. The
department will maintain a list of qualified personnel who may temporarily
fill training duty, as needed; and who will be compensated at the appropriate
rate of pay when doing this assignment.
16.2 Incentive—
16.2.1 Education Incentive—An employee who has successfully completed the
probationary period and who has one of the following shall receive additional
compensation.
16.2.1.1 Associate’s Degree—An associate’s degree from an accredited
institution of learning or who has completed 60 accredited units in
education, which are work-related shall be compensated at a rate that
is 2.5% higher than the employee’s base hourly rate of pay.
16.2.1.2 Bachelor’s Degree—A bachelor’s degree from an accredited institution
of learning, shall be compensated at a rate that is 5% higher than the
employee’s base hourly rate of pay.
16.2.2 Eligibility and Written Notification—It is the employee’s responsibility to submit
written notification to the department’s Training Manager, upon the date of
eligibility, requesting the education incentive. The employee will not be
entitled to retroactive pay if the written notice has not been submitted, and
received as in compliance, until after the date of eligibility.
Memorandum of Understanding
Between the South San Francisco Police Association and the
City of South San Francisco
July 1, 2017 through June 30, 2022 Page 31
Article 17. Holidays for Civilian Personnel
17.1 Day of Holiday Observation—Holidays that fall on a Sunday shall be observed on the
following Monday. Holidays falling on a Saturday shall be observ ed on the previous
Friday. Half-day holidays shall be observed on the workday immediately previous to
the day Christmas Day and New Year’s Day are observed.
17.2 Day of National Mourning or Celebration—In addition, the City may observe any
other day of national mourning or celebration, provided that it has been proclaimed
by the City Council 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 that the Council proclaims such a holiday.
17.3 Holiday Compensation for Employees on Injury, Illness, or Paid Family Care Leave—
An employee who is scheduled to work on the day immediately prior to a holiday, on
the actual day of a holiday, or the day immediately following a holiday who does not
report for duty as scheduled due to personal injury or illness or Paid Family Care
Leave shall submit such verification or certification of illness or injury as is
satisfactory to the Chief of Police prior to receiving compensation for the holiday.
Article 18. Industrial Injury or Illness for Civilian Personnel
18.1 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 that 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 90-calendar days from the commencement of the injury or illness
necessitating absence from work.
18.2 Coordination with Workers’ Compensation—An employee on industrial injury or
illness leave shall assign to the City all workers’ compensation insurance proceeds
received by the employee during the period the employee is getting full compensation
from the City for all absent work hours.
Article 19. Arbitration Procedure for Disciplinary Matters—Civilian Personnel
19.1 Appeal Rights—A regular, non-probationary non-sworn member may appeal the final
disciplinary decision of the appointing authority to binding arbitration so long as all
the following steps are fully complied with.
19.1.1 Level of Discipline—The discipline imposed consisted of a termination, demotion,
suspension of more than 40 hours, or any other type of discipline that results
in a loss of pay of more than 40 hours.
19.1.2 Written Request for Arbitration--The employee must submit a written request for
arbitration to the Police Chief, with a copy to the Director of Human
Resources which must be received no later than 15 calendar days following
Memorandum of Understanding
Between the South San Francisco Police Association and the
City of South San Francisco
Page 32 July 1, 2017 through June 30, 2022
the date of the notice of imposition of discipline. If this written request is not
received by the Police Chief and the Director of Human Resources within this
time frame, the appeal will be waived.
19.1.3 Selection of an Arbitrator—An arbitrator will be selected by the employee and the
City by mutual agreement from a list of arbitrators who are current members
of the National Academy of Arbitrators, and who have at least 5 years of
experience handling arbitrations for local public agencies and law
enforcement agencies. If the parties cannot agree on a prospective arbitrator,
they shall request a list of no less than 7 arbitrators from the California State
Mediation and Conciliation Bureau, each of whom is a current member of the
National Academy of Arbitrators, and who has at least 5 years of experience
handling arbitrations for local public agencies and law enforcement agencies.
The parties will attempt to agree on an arbitrator from any such list obtained.
If the parties cannot agree on an arbitrator, they shall alternately strike the
name of one arbitrator until one name remains, who will be the arbitrator
selected.
19.1.4 Payment of Costs—The employee and the City will split the cost of the
arbitrator’s fee equally. In the event that either party wishes to obtai n the
services of a court reporter, that party will be solely responsible for the
reporter’s fees, including the cost of providing the original transcription to the
arbitrator. If the arbitrator, as opposed to either party, requires that the
proceedings be taken down by a court reporter, the parties will equally split
the cost of the reporter’s fee and the cost of the original transcript. Each party
will pay for the cost of an additional copy for the use of that party if a copy is
desired The union may defer to the Legal Defense Fund or other entity
employed for the purpose of providing legal representation to bargaining unit
members for purposes of payment of any costs associated with the arbitration.
19.1.5 Arbitrator Duty—The arbitrator will be empowered to hear evidence, review
exhibits, hear argument and make findings of fact and conclusions. Based on
those findings and conclusions, the arbitration shall make a final and binding
determination about the merits of the appeal. The arbitrator is not empowered
to make any alterations to the terms and conditions of this MOU, or to the
City’s rules, regulations, policies or procedures. The arbitrator is not
empowered to make any order or directive that would require any party to
commit an illegal act.
19.1.6 Arbitrator Decision—The parties agree that any decision rendered by the
arbitrator will be final and binding, meaning that it cannot be appealed to any
other legal or administrative tribunal, except pursuant to Code of Civil
Procedure section 1285 et seq. which allows parties to petition a court to
confirm, correct or vacate an arbitration award.
Memorandum of Understanding
Between the South San Francisco Police Association and the
City of South San Francisco
July 1, 2017 through June 30, 2022 Page 33
Section 4 – Agreement Modification & Waiver
Article 20. Employees Covered
The provisions of this agreement apply to all employees represented by Unit C in the City
of South San Francisco Police Association. A Unit member must be employed by the
City in a position covered by this Agreement at the time settlement is reached, or when a
successor Memorandum of Understanding is reached, and that Agreement is ratified, in
order to be eligible for any limited retroactivity in salary or benefit increases that the
successor Memorandum of Understanding may provide.
Article 21. Modification
This Memorandum of Understanding shall supersede all existing and prior Memoranda of
Understanding between the City and Unit and conflicting personnel rules, regulations,
resolutions and ordinances. This Agreement does not modify any provisions of the
Personnel Rules and Regulations of the City, except as expressly provided herein.
Article 22. Agreement Modification and Waiver
22.1 Full and Entire Agreement—This Memorandum of Understanding sets forth the full
and entire agreement of the parties regarding the matters set forth herein, and any
other prior or existing understanding and agreements over these matters between the
parties, whether formal or informal, are hereby superseded in their entirety. In the
event that the provisions of this Agreement are found to be in conflict with a City
rule, regulation or resolution, the provisions of this Agreement shall prevail over such
conflicting rule, regulation, or resolution.
22.2 Eligibility for Retroactivity—A unit member must be employed by the City in a
position covered by this Agreement at the time settlement is reached on a successor
Agreement and that Agreement is ratified in order to be eligible for any limited
retroactivity in salary or benefit increases that the successor Agreement may provide.
22.3 Written Modification Required—No agreement, alteration, understanding, 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.
22.4 Waiver—The waiver of any breach, term or condition of this Agreement by either party
shall not constitute a precedent in the future enforcement of all its terms and
provisions.
Memorandum of Understanding
Between the South San Francisco Police Association and the
City of South San Francisco
Page 34 July 1, 2017 through June 30, 2022
Article 23. Disputes
Any dispute over an interpretation of this Agreement shall be processed in accordance
with the procedures set forth in the Grievance Procedure in this Agreement.
Article 24. Signatures
In witness thereof, the parties hereto have executed this Agreement in the City of South
San Francisco on this__________ day of_________________, 2017.
For the Association: For the City:
John Noble, Chief Negotiator LaTanya Bellow, Chief Negotiator
William Schwartz Ron Carlino, Captain
Annette Lapuyade
Anthony Pinell
Memorandum of Understanding
Between the South San Francisco Police Association and the
City of South San Francisco
July 1, 2017 through June 30, 2022 Page 35
Appendix A
Sworn and Civilian Classifications
Sworn Classifications
Police Recruit
Police Officer
Police Corporal
Police Sergeant
Civilian Classifications
Parking Enforcement Officer
Police Property and Evidence Specialist
Police Records Specialist
Police Service Technician
Senior Police Records Specialist
Supervising Police Records Specialist
Crime Analyst (New, effective 7/1/2015)
Published by
Human Resources Department
City of South San Francisco
Street Address: Mailing Address:
City Hall
400 Grand Avenue, 1st Floor P. O. Box 711
South San Francisco CA 94080 South San Francisco CA 94083
Web Site 650/877-8522 Tel
www.ssf.net 650/829-6699 Job Line
650/829-6698 Fax
JOB TITLE JOB CODE EFFECTIVE DATE UNIT PAY RATE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5
CRIME ANALYST C210 30-JUN-2017 PO NONSWORN Hourly Rate 39.38 41.34 43.41 45.59 47.85
CRIME ANALYST C210 30-JUN-2017 PO NONSWORN Bi-Weekly Rate 3150.40 3307.20 3472.80 3647.20 3828.00
CRIME ANALYST C210 30-JUN-2017 PO NONSWORN Monthly 6825.87 7165.60 7524.40 7902.27 8294.00
CRIME ANALYST C210 30-JUN-2017 PO NONSWORN
PARKING ENFORCEMENT OFFICER C175 30-JUN-2017 PO NONSWORN Hourly Rate 23.43 24.61 25.84 27.14 28.49
PARKING ENFORCEMENT OFFICER C175 30-JUN-2017 PO NONSWORN Bi-Weekly Rate 1874.40 1968.80 2067.20 2171.20 2279.20
PARKING ENFORCEMENT OFFICER C175 30-JUN-2017 PO NONSWORN Monthly 4061.20 4265.73 4478.93 4704.27 4938.27
PARKING ENFORCEMENT OFFICER C175 30-JUN-2017 PO NONSWORN
POLICE CORPORAL C100 30-JUN-2017 PO SWORN Hourly Rate 53.52 54.85 56.24 57.64
POLICE CORPORAL C100 30-JUN-2017 PO SWORN Bi-Weekly Rate 4281.60 4388.00 4499.20 4611.20
POLICE CORPORAL C100 30-JUN-2017 PO SWORN Monthly 9276.80 9507.33 9748.27 9990.93
POLICE CORPORAL C100 30-JUN-2017 PO SWORN
POLICE MEDIA TECHNICIAN C220 30-JUN-2017 PO NONSWORN Hourly Rate 27.84 29.23 30.69 32.24 33.85
POLICE MEDIA TECHNICIAN C220 30-JUN-2017 PO NONSWORN Bi-Weekly Rate 2227.20 2338.40 2455.20 2579.20 2708.00
POLICE MEDIA TECHNICIAN C220 30-JUN-2017 PO NONSWORN Monthly 4825.60 5066.53 5319.60 5588.27 5867.33
POLICE MEDIA TECHNICIAN C220 30-JUN-2017 PO NONSWORN Monthly 4825.60 5066.53 5319.60 5588.27 5867.33
POLICE OFFICER C115 30-JUN-2017 PO SWORN Hourly Rate 39.97 42.78 45.75 48.97 52.40
POLICE OFFICER C115 30-JUN-2017 PO SWORN Bi-Weekly Rate 3197.60 3422.40 3660.00 3917.60 4192.00
POLICE OFFICER C115 30-JUN-2017 PO SWORN Monthly 6928.13 7415.20 7930.00 8488.13 9082.67
POLICE OFFICER C115 30-JUN-2017 PO SWORN
POLICE PROPERTY/ EVIDENCE SPECIALIST C110 30-JUN-2017 PO NONSWORN Hourly Rate 27.21 28.56 29.99 31.49 33.05
POLICE PROPERTY/ EVIDENCE SPECIALIST C110 30-JUN-2017 PO NONSWORN Bi-Weekly Rate 2176.80 2284.80 2399.20 2519.20 2644.00
POLICE PROPERTY/ EVIDENCE SPECIALIST C110 30-JUN-2017 PO NONSWORN Monthly 4716.40 4950.40 5198.27 5458.27 5728.67
POLICE PROPERTY/ EVIDENCE SPECIALIST C110 30-JUN-2017 PO NONSWORN
POLICE RECORDS SPECIALIST C105 30-JUN-2017 PO NONSWORN Hourly Rate 25.13 26.40 27.71 29.09 30.54
POLICE RECORDS SPECIALIST C105 30-JUN-2017 PO NONSWORN Bi-Weekly Rate 2010.40 2112.00 2216.80 2327.20 2443.20
POLICE RECORDS SPECIALIST C105 30-JUN-2017 PO NONSWORN Monthly 4355.87 4576.00 4803.07 5042.27 5293.60
POLICE RECORDS SPECIALIST C105 30-JUN-2017 PO NONSWORN
POLICE RECORDS SPECIALIST, SENIOR C180 30-JUN-2017 PO NONSWORN Hourly Rate 26.47 27.79 29.18 30.63 32.17
POLICE RECORDS SPECIALIST, SENIOR C180 30-JUN-2017 PO NONSWORN Bi-Weekly Rate 2117.60 2223.20 2334.40 2450.40 2573.60
POLICE RECORDS SPECIALIST, SENIOR C180 30-JUN-2017 PO NONSWORN Monthly 4588.13 4816.93 5057.87 5309.20 5576.13
POLICE RECORDS SPECIALIST, SENIOR C180 30-JUN-2017 PO NONSWORN
POLICE RECORDS SPECIALIST, SUPERVISINGC200 30-JUN-2017 PO NONSWORN Hourly Rate 28.91 30.35 31.87 33.45 35.12
POLICE RECORDS SPECIALIST, SUPERVISINGC200 30-JUN-2017 PO NONSWORN Bi-Weekly Rate 2312.80 2428.00 2549.60 2676.00 2809.60
POLICE RECORDS SPECIALIST, SUPERVISINGC200 30-JUN-2017 PO NONSWORN Monthly 5011.07 5260.67 5524.13 5798.00 6087.47
POLICE RECORDS SPECIALIST, SUPERVISINGC200 30-JUN-2017 PO NONSWORN
POLICE RECRUIT C190 30-JUN-2017 PO NONSWORN Hourly Rate 39.19
POLICE RECRUIT C190 30-JUN-2017 PO NONSWORN Bi-Weekly Rate 3135.20
POLICE RECRUIT C190 30-JUN-2017 PO NONSWORN Monthly 6792.93
POLICE RECRUIT C190 30-JUN-2017 PO NONSWORN
POLICE SERGEANT C165 30-JUN-2017 PO SWORN Hourly Rate 57.43 58.89 60.35 61.85 63.40
POLICE SERGEANT C165 30-JUN-2017 PO SWORN Bi-Weekly Rate 4594.40 4711.20 4828.00 4948.00 5072.00
POLICE SERGEANT C165 30-JUN-2017 PO SWORN Monthly 9954.53 10207.60 10460.67 10720.67 10989.33
POLICE SERGEANT C165 30-JUN-2017 PO SWORN
POLICE SERVICE TECHNICIAN C125 30-JUN-2017 PO NONSWORN Hourly Rate 25.85 27.15 28.51 29.94 31.44
POLICE SERVICE TECHNICIAN C125 30-JUN-2017 PO NONSWORN Bi-Weekly Rate 2068.00 2172.00 2280.80 2395.20 2515.20
POLICE SERVICE TECHNICIAN C125 30-JUN-2017 PO NONSWORN Monthly 4480.67 4706.00 4941.73 5189.60 5449.60