CC 2021-06-22_08f MOU with AGPOAMEMORANDUM
TO: CITY COUNCIL
FROM: NICOLE VALENTINE, ADMINISTRATIVE SERVICES DIRECTOR
TASHINA URENO, HUMAN RESOURCES OFFICER
SUBJECT: CONSIDERATION OF A RESOLUTION APPROVING A MEMORANDUM
OF UNDERSTANDING WITH THE ARROYO GRANDE POLICE
OFFICERS’ ASSOCIATION
DATE: JUNE 22, 2021
SUMMARY OF ACTION:
Entering into a new Memorandum of Understanding (MOU) with the Arroyo Grande Police
Officers’ Association (AGPOA) will establish the wages, hours and other working
conditions for employees represented by the bargaining group for Fiscal Years 2021-22
through 2023-24 (3 years).
IMPACT ON FINANCIAL AND PERSONNEL RESOURCES:
Total costs over the three year contract period are approximately $328,500 or 10.5% of
total compensation for the represented group. The FY 2021-22 budget included a total of
$109,500 for this increase in expenditures. The FY 2022-23 budget will be amended to
reflect the additional change during the mid-cycle budget review in June 2022.
Approval of the three-year MOU will result in a significant savings in staff time and
consultant services compared with negotiating annually.
RECOMMENDATION:
It is recommended the City Council adopt a Resolution approving the proposed MOU with
the AGPOA for Fiscal Years 2021-22 through 2023-24.
BACKGROUND:
The prior AGPOA MOU contract was for the period July 1, 2017, through June 30, 2020.
Due to concerns regarding impacts of the COVID-19 Pandemic, on May 12, 2020, the
City and AGPOA agreed to the terms of a one-year Side Letter that maintained the current
level of salaries for FY 2020-21. The existing AGPOA MOU will expire on June 30, 2021.
Negotiations have been under way for the past several months for a successor MOU. The
terms of the proposed MOU were voted on and approved by the AGPOA’s membership
on June 14, 2021. Salary and other compensation adjustments will become effective on
July 9, 2021, which is the first day of the first full pay period after July 1, 2021.
Item 8.f. - Page 1
CITY COUNCIL
CONSIDERATION OF A RESOLUTION APPROVING A MEMORANDUM OF
UNDERSTANDING WITH THE ARROYO GRANDE POLICE OFFICERS’
ASSOCIATION
JUNE 22, 2021
PAGE 2
ANALYSIS OF ISSUES:
Substantive changes to the AGPOA salary and benefits recommended in the successor
MOU include the following:
•All employees will receive a 3.5% salary increase each fiscal year.
•The City will adjust the cafeteria plan amount to pay 50% of the increase in the
cost of the lowest cost HMO medical plan available to the City up to a maximum
of a 5% increase in premiums for City's contribution each year. This provision
is consistent with the prior MOU.
•Differential for night shifts will increase from 75 cents per hour to one dollar per
hour.
•The MOU incorporates gender neutral language.
ALTERNATIVES:
The following alternatives are presented for the City Council’s consideration:
1.Adopt the Resolution approving the proposed MOU;
2.Do not adopt the Resolution;
3.Provide direction to staff.
ADV ANTAGES:
Approval of the MOU will help maintain competitive salaries and benefits for employees.
DISADVANTAGES:
The recommendation will increase costs to current and future budgets.
ENVIRONMENTAL REVIEW:
No environmental review is required for this item.
PUBLIC NOTIFICATION AND COMMENTS:
The Agenda was posted at City Hall and on the City’s website in accordance with
Government Code Section 54954.2.
Attachments:
1. Proposed Resolution – Memorandum of Understanding between Arroyo Grande
Police Officers’ Association and City of Arroyo Grande
Item 8.f. - Page 2
RESOLUTION NO.
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF
ARROYO GRANDE APPROVING A MEMORANDUM OF
UNDERSTANDING FOR EMPLOYEES REPRESENTED BY
THE ARROYO GRANDE POLICE OFFICERS’
ASSOCIATION AND REPEALING RESOLUTION NO. 4808
WHEREAS, the City Council deems it to be in the best interest of the City of Arroyo
Grande and its employees represented by the Arroyo Grande Police Officers’
Association that compensation be fixed for all full-time non-management
employees as herein provided; and
WHEREAS, the City has established compensation and working conditions
through the meet and confer process with the designated employee
representatives as set forth in Exhibit “A”; entitled Memorandum of Understanding
between the City of Arroyo Grande and the Arroyo Grande Police Officers’
Association (“POA MOU”), a copy of which is attached hereto and incorporated
herein by this reference.
NOW, THEREFORE BE IT RESOLVED by the City Council of the City of Arroyo
Grande that the POA MOU is hereby approved. This Resolution shall be effective
as of July 1, 2021.
BE IT FURTHER RESOLVED that this Resolution shall repeal those sections of
Resolution No. 4808, which established salary and benefits for full-time employees
represented by the Arroyo Grande Police Officers’ Association.
On motion of Council Member , seconded by Council Member
, and on the following roll call vote, to wit:
AYES:
NOES:
ABSENT:
the foregoing Resolution was passed and adopted this 22nd day of June, 2021.
Attachment 1
Item 8.f. - Page 3
RESOLUTION NO.
PAGE 2
______________________________________
CAREN RAY RUSSOM, MAYOR
ATTEST:
______________________________________
JESSICA MATSON, CITY CLERK
APPROVED AS TO CONTENT:
_______________________________________
WHITNEY MCDONALD, CITY MANAGER
APPROVED TO AS FORM:
_______________________________________
TIMOTHY J. CARMEL, CITY ATTORNEY
Item 8.f. - Page 4
2021/22 – 2023/24
(Three Year)
MEMORANDUM OF UNDERSTANDING
BETWEEN
ARROYO GRANDE POLICE OFFICERS' ASSOCIATION
AND
CITY OF ARROYO GRANDE
EXHIBIT A
Item 8.f. - Page 5
2021/22 – 2023/24
AGPOA/CITY OF ARROYO GRANDE
MEMORANDUM OF UNDERSTANDING
TABLE OF CONTENTS
ARTICLE 1: TERM OF MEMORANDUM ............................................................ 1
ARTICLE 2: SALARY SCHEDULES .................................................................. 1
ARTICLE 3: APPLICATION OF SALARY STEPS .............................................. 2
ARTICLE 4: ADVANCEMENT IN PAY ................................................................ 2
ARTICLE 5: SPECIALTY PAY ............................................................................ 3
ARTICLE 6: LONGEVITY PERFORMANCE STIPEND……………………………4
ARTICLE 7: VACATION LEAVE ......................................................................... 4
ARTICLE 8: HOLIDAY LEAVE ........................................................................... 6
ARTICLE 9: SICK LEAVE ................................................................................... 7
ARTICLE 10: BEREAVEMENT LEAVE ................................................................ 7
ARTICLE 11: FAMILY LEAVE .............................................................................. 8
ARTICLE 12: MILITARY LEAVE .......................................................................... 8
ARTICLE 13: EDUCATIONAL PAY ...................................................................... 9
ARTICLE 14: MEDICAL LEAVE ........................................................................... 9
ARTICLE 15: EMERGENCY LEAVE .................................................................... 9
ARTICLE 16: JURY DUTY .................................................................................. 10
ARTICLE 17: HOURS OF WORK AND OVERTIME .......................................... 10
ARTICLE 18: CALLBACK PAY .......................................................................... 11
ARTICLE 19: UNIFORMS AND EQUIPMENT .................................................... 11
Item 8.f. - Page 6
2021/22 – 2023/24
AGPOA/CITY OF ARROYO GRANDE
MEMORANDUM OF UNDERSTANDING
TABLE OF CONTENTS
(continued)
ARTICLE 20: MEDICAL INSURANCE ................................................................ 11
ARTICLE 21: CAFETERIA PLAN ....................................................................... 11
ARTICLE 22: DENTAL PLAN ............................................................................. 13
ARTICLE 23: LIFE INSURANCE ........................................................................ 13
ARTICLE 24: VISION INSURANCE .................................................................... 13
ARTICLE 25: DISABILITY INSURANCE ............................................................ 13
ARTICLE 26: RETIREMENT ............................................................................... 13
ARTICLE 27: RETIREMENT BENEFITS ............................................................ 14
ARTICLE 28: EDUCATION ................................................................................. 16
ARTICLE 29: NIGHT DIFFERENTIAL PAY ........................................................ 17
ARTICLE 30: STANDBY STATUS ...................................................................... 17
ARTICLE 31: PAYCHECKS ................................................................................ 18
ARTICLE 32: PAYROLL DEDUCTIONS ............................................................ 18
ARTICLE 33: ANNIVERSARY DATES ............................................................... 18
ARTICLE 34: USE OF PRIVATE VEHICLE/ MILEAGE RATE ........................... 18
ARTICLE 35: PERSONNEL FILES ..................................................................... 19
ARTICLE 36: PROBATIONARY PERIOD........................................................... 19
ARTICLE 37: RESIGNATION ............................................................................. 19
Item 8.f. - Page 7
2021/22 – 2023/24
AGPOA/CITY OF ARROYO GRANDE
MEMORANDUM OF UNDERSTANDING
TABLE OF CONTENTS
(continued)
ARTICLE 38: TRANSFERS ................................................................................ 19
ARTICLE 39: PROMOTION ................................................................................ 19
ARTICLE 40: TEMPORARY POSITIONS ........................................................... 20
ARTICLE 41: DEMOTION ................................................................................... 20
ARTICLE 42: LAYOFF ........................................................................................ 20
ARTICLE 43: GRIEVANCE PROCEDURE ......................................................... 21
ARTICLE 44: MANAGEMENT RIGHTS .............................................................. 23
ARTICLE 45: ASSOCIATION ACTIVITIES ......................................................... 25
ARTICLE 46: ASSOCIATION ACCESS TO WORK LOCATIONS ..................... 25
ARTICLE 47: ASSOCIATION USE OF CITY FACILITIES .................................. 26
ARTICLE 48: ASSOCIATION MEET AND CONFER REPRESENTATION ........ 26
ARTICLE 49: NO STRIKE/ LOCKOUT ............................................................... 26
ARTICLE 50: NONDISCRIMINATION ................................................................ 26
ARTICLE 51: MOU IMPLEMENTATION ............................................................. 27
ARTI CLE 52: MAINTENANCE OF BENEFITS ................................................... 27
ARTICLE 53: POLICY CONFLICTS ................................................................... 27
ARTICLE 54: NEW HIRE ORIENTATION…………………………………………..27
Item 8.f. - Page 8
2021/22 – 2023/24
MEMORANDUM OF UNDERSTANDING
BETWEEN THE REPRESENTATIVES OF THE
CITY OF ARROYO GRANDE AND THE
ARROYO GRANDE POLICE OFFICERS' ASSOCIATION
ARTICLE 1. TERM OF MEMORANDUM OF UNDERSTANDING
The term of the Memorandum of Understanding shall be from July 1, 2021, through June 30,
2024 (three year). Meet and confer sessions for Fiscal Year 2023-2024 shall commence no
later than March 15, 2024.
ARTICLE 2. SALARY SCHEDULES
CLASSIFICATION SALARY RANGE
Police Sergeant 41
Senior Police Officer 35
Police Officer 31
Police Trainee 27 (Non-Sworn)
Property Evidence Technician 22 (Non-sworn)
Police Records Clerk 18 (Non-sworn)
The City and the Police Officers' Association agree that all position classifications represented
by the Association shall receive salaries as represented in Exhibit “A” for sworn employees
and Exhibit “B” for non-sworn employees as of July 1, 2021.
A. FISCAL YEAR 2021/2022
The salaries contained in Exhibit “A” reflect a 3.5% salary increase for sworn employees
and the salaries contained in Exhibit “B” reflect a 3.5% salary increase for non-sworn
employees effective on July 9, 2021.
B. FISCAL YEAR 2022/2023
The salaries contained in Exhibit “C” reflect a 3.5% salary increase for sworn employees
and the salaries contained in Exhibit “D” reflect a 3.5% salary increase for non-sworn
employees effective the first full pay period after July 1, 2022.
C. FISCAL YEAR 2023/2024
The salaries contained in Exhibit “E” reflect a 3.5% salary increase for sworn employees
and the salaries contained in Exhibit “F” reflect a 3.5% salary increase for non-sworn
employees effective the first full pay period after July 1, 2023.
ARTICLE 3. APPLICATION OF SALARY STEPS
All employees entering the permanent, full-time employ of the City shall be paid at the first
step of the salary range, unless otherwise determined by the Police Chief and City Manager,
Item 8.f. - Page 9
MEMORANDUM OF UNDERSTANDING, 2021/22 – 2023/24
AGPOA AND CITY OF ARROYO GRANDE
PAGE 2
ARTICLE 3. APPLICATION OF SALARY STEPS (continued)
established for their position classification. Salary step increases, as provided herein, are not
automatic but are based on performance and merit. Employees shall be placed on the step
designated by the City Manager for initial full-time permanent employment and qualify for
increase in compensation or advancement to the next higher step of their salary range in the
following manner:
Police employees may qualify for advancement to the second or next step, after completion of
12 months of service, upon the recommendation of the Police Chief and approval of the City
Manager.
Employees may qualify for advancement to the third or next step, after the completion of one
year of service at their third step, upon recommendation of the Police Chief and approval by
the City Manager.
Employees may qualify for advancement to the fourth or next step, after the completion of
one year of service at their third step, upon recommendation of the Police Chief and
approval by the City Manager.
Employees may qualify for advancement to the fifth or next step, after completion of one
year of service in their fourth step, upon recommendation of the Police Chief and approval
by the City Manager.
A performance report on each employee recommended for advancement shall be
submitted to the City Manager by the Police Chief prior to final action on such
recommendation.
Merit increases will go effective the first day of the next full pay period following the
evaluation date.
ARTICLE 4. ADVANCEMENT IN PAY
The salary range as set forth for each classification is divided into five (5) steps, which shall
be interpreted and applied as follows:
A. The first step is the minimum rate and normally shall be the hiring rate.
B. The second step is granted to employees who are eligible for this adjustment
after completion of twelve (12) full calendar months of satisfactory service in
a classification and not prior to the completion of a probationary period. The
adjustment shall be made only if granted by the Police Chief and subject to
the approval of the City Manager.
Item 8.f. - Page 10
MEMORANDUM OF UNDERSTANDING, 2021/22 – 2023/24
AGPOA AND CITY OF ARROYO GRANDE
PAGE 3
ARTICLE 4. ADVANCEMENT IN PAY (continued)
C. The third step shall be granted to an employee who has given satisfactory
service in a given classification for one (1) full additional year from granting
of previous step increase only if granted by the Police Chief and subject to
the approval of the City Manager.
D. The fourth step shall be granted to an employee who has given satisfactory
service for one (1) full additional year by the Police Chief and subject to the
approval of the City Manager.
E. The fifth step shall be granted to an employee who has given satisfactory
service for one (1) full additional year by the Police Chief and subject to the
approval of the City Manager.
An employee must always continue to maintain an acceptable level of performance and
shall be evaluated by the Police Chief annually.
ARTICLE 5. SPECIALTY PAY
A. In addition to the base rate of pay, determined under this MOU, employees
engaged in specialty assignments shall receive Specialty Pay as herein
defined. The Specialty Pay is to be included in all computation of overtime or
other benefits.
B. FTO Pay shall be defined as "an employee who is designated to train
another employee pursuant to a P.O.S.T. - approved entry/promotional on-
site training program (commonly referred to as a Field Training Program)."
The designated trainer shall be paid a Specialty Pay of an additional five per
cent (5%) of base salary when assigned to and working with a trainee.
C. Motor Officer Pay: Officers assigned to motor service on a full-time basis
shall receive an additional 2.5% of base salary. Officers assigned to motor
service on a part-time basis shall receive an additional 2.5% of base salary
while assigned to, and working in, the Traffic Enforcement Motorcycle
Program.
D. Bilingual Pay: An employee who is functional in Spanish, other language, or
American Sign Language (ASL), the use of which has been determined by
the Police Chief, with the concurrence of the City Manager, to be of benefit to
the City shall be paid $50.00 per month. The employee must be able to
verbally communicate basic information relevant to the routine tasks for their
classification. An employee who is fluent and can conduct detailed interviews
and interrogation, effectively and accurately record statements, and translate
spoken and written communications effectively shall be paid $100.00 per
month. Fluency shall be certified by a test administered through the City
Item 8.f. - Page 11
MEMORANDUM OF UNDERSTANDING, 2021/22 – 2023/24
AGPOA AND CITY OF ARROYO GRANDE
PAGE 4
ARTICLE 5. SPECIALTY PAY (continued)
Manager’s Office. An employee shall request bilingual pay on a form
approved by the City Manager.
The Police Chief, with the approval of the City Manager, shall determine
which employees, what mix of languages, and which job functions may be
eligible for bilingual pay based upon accessibility of the employee to the
public, or other factors that could affect the use of these skills for public
benefit. Nothing in this section shall preclude the use by an employee of
foreign language skills in the work place for the public benefit even if the
employee is not receiving bilingual pay.
E. Officers assigned to the canine assignment shall be scheduled seventy-two
(72) regular hours of their eighty (80) hour bi-weekly schedule. The
remaining eight (8) hours of their schedule shall be compensated at straight
time in exchange for the proper care and maintenance of the animal.
ARTICLE 6. LONGEVITY PERFORMANCE STIPEND
Employees may qualify for 5% of their base salary as a longevity performance stipend
upon completion of ten (10) years of continuous full-time employment with the City as a
sworn officer and a “meets department’s standards” or better performance evaluation.
Should an employee receive an evaluation that “does not meet department standards”,
they shall not qualify for the longevity performance stipend.
Employees may qualify for an additional 2.5% of base salary as a longevity performance
stipend upon completion of fifteen (15) years of continuous full-time employment with the
City as a sworn officer and a “meets department’s standards” or better performance
evaluation. Should an employee receive an evaluation that “does not meet department
standards”, they shall not qualify for the longevity performance stipend.
The POA and the City agree that the intent in providing a longevity performance stipend is
for the benefit not to qualify as an item of special compensation that must be reported to
CalPERS and included in the calculation of retirement benefits in accord with DiCarlo v.
County of Monterey, No. H041400, (Cal. Ct. App. June 5, 2017). In the event that CalPERS
at some time in the future determines that the longevity performance stipend meets the
definition of “Special Compensation”, both parties agree to reopen negotiations related to
the financial impacts and implementation of this issue.
ARTICLE 7. VACATION LEAVE
A. The purpose of annual vacation leave is to enable each eligible employee to
annually return to their work mentally and physically refreshed. Employees
shall take a minimum of eighty (80) vacation hours' leave per year after the
first year of service.
Item 8.f. - Page 12
MEMORANDUM OF UNDERSTANDING, 2021/22 – 2023/24
AGPOA AND CITY OF ARROYO GRANDE
PAGE 5
ARTICLE 7. VACATION LEAVE (continued)
B. Each eligible employee shall be required to have served the equivalent of
one (1) year of continuous service with the City in order to be eligible for their
full annual vacation leave. However, in the event an employee so chooses,
they may, after six (6) continuous months of service, take vacation leave not
to exceed forty (40) working hours with their supervisor's approval.
C. Employees who terminate employment shall be paid at termination; and
upon return of all City-owned property, if any, a lump sum for all accrued
vacation leave earned prior to the date of termination.
D. Vacation leave with pay shall be earned in accordance with the following
schedule:
1 year 80 hours 6.67 hours per month
2 years 96 " 8.00 " " "
3 years 104 " 8.67 " " "
4 years 112 " 9.34 " " "
5 years 120 " 10.00 " " "
6 years 120 " 10.00 " " "
7 years 128 " 10.67 " " "
8 years 128 " 10.67 " " "
9 years 136 " 11.34 " " "
10 years 136 '' 11.34 " " "
11 years 144 " 12.00 " " "
12 years 144 " 12.00 " " "
13 years 152 " 12.67 " " "
14 years 152 " 12.67 " " "
15 years 160 " 13.34 " " "
E. Employees may accrue vacation leave up to the maximum hours listed
below, dependent upon years of service as a regular full-time employee:
Years of Service Maximum Vacation Hours That
On January 1 Can Be Accrued on January 1
1 - 5 100
5+ - 10 140
10+ - 15 180
15+ 220
F. In the event an employee's accrued vacation leave exceeds the maximum
allowed, the employee shall be paid at their January 1st hourly wage rate for
those hours accrued in excess of the maximum allowable. Exception to this
paragraph may be approved by the Police Chief upon employee request.
Item 8.f. - Page 13
MEMORANDUM OF UNDERSTANDING, 2021/22 – 2023/24
AGPOA AND CITY OF ARROYO GRANDE
PAGE 6
ARTICLE 8. HOLIDAY LEAVE
A. Shift/Operations Employees:
1. Employees will be provided eight (8) hours of pay per month in lieu of
holiday leave or shall be granted one (1) eight (8) hour work day per
calendar month for a holiday. Such monthly holiday shall be
designated on the employee's work schedule.
2. Employees shall also receive an additional twelve (12) hours of leave
per year, which may be granted as time off or as straight-time pay
during December. Such pay shall be paid on the first payday in
December.
B. Administrative Employees:
The following days shall be paid holidays for Police Department employees
assigned to non-shift administrative support duties:
1. Independence Day
2. Labor Day
3. Veterans' Day
4. Thanksgiving
5. Day following Thanksgiving
6. Christmas Eve, half day
7. Christmas
8. New Year's Eve, half day
9. New Year's Day
10. Martin Luther King Day
11. Lincoln's Birthday
12. President's Day
13. Memorial Day
14. One and one-half days per Fiscal Year of the employee's
choice with Supervisor approval (Floating Holiday)
When any of the above-listed holidays fall on Saturday, it will be recognized
on Friday. If it falls on Sunday, it will be recognized on Monday. For all
employees who regularly worked on Saturday and/or Sunday, the holiday will
be specified by the above-listed dates. In case a holiday falls on an
employee's regularly scheduled day off, they shall have the option to take
such a holiday on an alternate day, as selected by the employee and
approved by the Police Chief.
Item 8.f. - Page 14
MEMORANDUM OF UNDERSTANDING, 2021/22 – 2023/24
AGPOA AND CITY OF ARROYO GRANDE
PAGE 7
ARTICLE 8. HOLIDAY LEAVE (continued)
C. Special Holidays:
Every day designated by the President, Governor, or Mayor for public
observance as a special, nonrecurring single event, such as the death of a
national leader or end of a war shall be a City-paid holiday.
ARTICLE 9. SICK LEAVE
All full-time, permanent employees shall accrue eight (8) hours of sick leave, with pay, for
each month of service, with unlimited accumulation. The maximum accumulation of earned
sick leave shall be 1,000 hours. An employee will not accumulate any additional sick leave
until such time that their accumulated balance falls below 1,000 hours. Upon retirement an
employee may choose to be paid for 50% of unused sick leave, to a maximum of 450
hours at their current rate of pay. The remainder of unused accumulated sick leave will be
forwarded to CalPERS to be used towards retirement credit per the City’s contract with
CalPERS. On December 1st of each year, an employee has the option of being paid
straight time for 25% of their unused sick leave for the preceding twelve (12) months,
transferring the 25% credit to vacation or leaving the 25% credit in sick leave.
Employees may transfer sick leave on a voluntary basis to a fellow employee who has
exhausted all their sick leave and vacation leave due to an extended illness or injury. The
transfer shall be based on each employee’s hourly rate of pay and shall not exceed twenty-
four (24) hours of sick leave based on the hourly rate of pay of the receiving employee.
The transfer shall be requested on a form provided by the City, be completed by both
employees who mutually request such transfer, and submitted for approval to their
Department Directors and the City Manager for final approval. The requesting employee
must indicate how many hours they will need for their leave. The receiving employee shall
not be obligated to repay any transferred leave to the contributing employee, and
contributing employee understands that such transfer shall be deemed as if used and will
be subject to all other provisions applicable. Under no circumstances may the requesting
employee receive more donated hours in their sick bank than actually used for their leave.
ARTICLE 10. BEREAVEMENT LEAVE
A five (5) day leave to a maximum of forty (40) working hours with pay shall be available to
employees who suffer the death of a relative (defined as: spouse, parent, child, sister,
brother, grandparent or grandchild, aunt, uncle, the corresponding relative by marriage, or
any other person residing in the same household) for the purpose of attending the funeral
and making other arrangements at the time the loss occurs. This leave is not chargeable
against accrued sick or vacation leave.
In order to receive this benefit, domestic partners must be registered with the Secretary of
State.
Item 8.f. - Page 15
MEMORANDUM OF UNDERSTANDING, 2021/22 – 2023/24
AGPOA AND CITY OF ARROYO GRANDE
PAGE 8
ARTICLE 11. FAMILY LEAVE
Pursuant to the State and Federal Leave Acts, the following is provided for all employees
who have been employed a minimum of twelve (12) months and have worked at least
1,250 hours during the 12-month period preceding leave:
1. Up to twelve (12) weeks unpaid leave in a twelve (12) month period.
Intermittent leave is allowed.
2. Leave may be taken for: 1) birth of and care of newborn child; 2) placement
of child with employee for adoption or foster care; 3) to care for spouse,
child, or parent having serious health condition; 4) employee's own serious
health condition.
3. The employee's insurance including medical, dental, vision, and life insurance
will be maintained under the same conditions as if the employee were still
working.
4. Request for leave must be made 30 days prior to leave, if foreseeable.
5. Employee may use accrued vacation, holiday, or personal leave during family
leave. Sick leave may be used for employee and/or immediate family illness or
disability.
6. Upon return to work, employee will be restored to same or equivalent position
with equivalent benefits.
All other provisions of the federal Family Medical Leave Act (“FMLA”), California Family
Rights Act (“CFRA”), and Pregnancy Disability Leave (“PDL”) apply.
ARTICLE 12. MILITARY LEAVE
Employees taking military leave with the National Guard or Reserves shall be entitled to full
City pay and benefits as required by State statute.
All military leave in excess of thirty (30) calendar days per year, if granted by the City, shall
be without City pay or City-paid benefits and shall be for a period not to exceed forty-eight
(48) working days per calendar year. The employee may retain their City benefits, such as
medical insurance, by paying all premiums. The City may elect to replace the employee in
their position in the event employee takes more than forty-eight (48) working days per
calendar year.
Item 8.f. - Page 16
MEMORANDUM OF UNDERSTANDING, 2021/22 – 2023/24
AGPOA AND CITY OF ARROYO GRANDE
PAGE 9
ARTICLE 13. EDUCATIONAL PAY
A. All unit employees may qualify for a two and one-half percent (2½%) salary
increase above their position classified range upon receipt of a two-year
degree, in a field relative to their police job classification, from an accredited
junior college or college or Intermediate P.O.S.T. Certificate, upon approval of
the Police Chief and City Manager.
B. All unit employees may qualify for a five percent (5%) salary increase above
their position classified range upon receipt of a four-year degree, in a field
relative to their police job classification, from an accredited college or
Advanced P.O.S.T. Certificate, upon approval of the Police Chief and City
Manager.
C. Exceptions: When position classifications require an Associated Arts or
Bachelor of Science/Bachelor of Arts Degree, no educational pay shall be paid
to an employee holding such a position. No A.A. or B.A./B.S. degrees will be
requested by the City for current positions represented by AGPOA unless
otherwise agreed through the meet and confer process.
D. A five percent (5%) increase in salary is the maximum increase permitted
under Educational Pay.
ARTICLE 14. MEDICAL LEAVE
Medical Leave without pay may be granted for the purpose of recovery from prolonged
illness or injury, to restore health, or for pregnancy, upon employee's written request to the
Police Chief and City Manager, subject to submission of medical evidence satisfactory to
establishing the employee's medical need.
ARTICLE 15. EMERGENCY LEAVE
Emergency leave without pay may be granted to any permanent employee who, upon
written request to the Police Chief and City Manager, demonstrates that the leave is
necessary for personal reasons or will serve to improve their abilities. Emergency leaves
may be granted up to a maximum of one (1) year. Upon expiration of an approved
emergency leave, the employee shall be reinstated in the position held at the time leave was
granted. Failure on the part of the employee on leave to report promptly upon leave
expiration shall be cause for discharge. In the event that a disagreement arises as to
whether or not such emergency leave will be granted, the matter will be moved to expedited
hearings under the grievance procedure. During the period that an employee is on
emergency leave, they shall be entitled to continue their insurance coverage with the City, as
if pursuant to the provisions of COBRA, at their own expense.
Item 8.f. - Page 17
MEMORANDUM OF UNDERSTANDING, 2021/22 – 2023/24
AGPOA AND CITY OF ARROYO GRANDE
PAGE 10
ARTICLE 16. JURY DUTY
Employees shall be granted leave with full pay and no loss in benefits, when called for jury
duty, if the employee remits to the City any and all jury fees for such jury duty. It is
understood that the employee may retain any travel pay granted by the court. The employee
shall be responsible for notifying their supervisor as soon as possible upon receiving notice
to appear for jury duty, make every reasonable effort to keep their supervisor advised as to
the anticipated length of service, and return to work immediately following the end of jury
duty service.
ARTICLE 17. HOURS OF WORK AND OVERTIME
A. The normal work schedule for full-time employees shall be eight (8) hours
per day or forty (40) hours per week. However, upon written agreement
between the City and the Association, an alternative work schedule may be
implemented to meet the work requirements of the Police Department. Any
such alternative work schedule must include eighty (80) scheduled work
hours per two (2) week period (biweekly). The City reserves the right to revert
to the normal work schedule described herein should working conditions,
staffing, and/or workload so require (as determined by the Police Chief).
B. Overtime shall be paid at the rate of one and one-half (1 and ½) times the
employee's regular base hourly rate of pay for: 1) authorized time worked on
the day of an assigned shift that is in excess of the designated number of
hours for that workshift, or 2) authorized time worked beyond forty (40) hours
per week or, in the event of an alternative work schedule, eighty (80) hours
biweekly. Time worked for purposes of computing the standard work period
for purposes of this paragraph shall include holidays, sick leave, paid
vacation, bereavement leave, and compensatory time-off, and shall be
calculated at a maximum of eight (8) hours per day or, in the event of an
alternative work schedule, the maximum time designated for a workday for
that work schedule. Unpaid time-off shall not be used for computing time
worked. Overtime shall be computed at the nearest quarter (¼) hour. Unless
otherwise stated in this Memorandum of Understanding, overtime shall be
paid only for actual time worked.
C. At the request of any employee eligible for overtime pay, their supervisor will
provide that, in lieu of cash payment for any overtime, they may have the
choice of time off with pay at the rate of one and one-half (1 and ½) hours for
each hour of overtime worked. Compensatory time off shall be taken at the
option of the employee with the consent of the immediate supervisor and
Police Chief. The limit for accrued compensatory time off is 150 hours. Upon
separation from employment, an employee is entitled to receive cash
compensation for any unused compensatory time.
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ARTICLE 18. CALLBACK PAY
Callback is defined as that circumstance requiring an employee to unexpectedly return to
work after the employee has left work at the end of the employee’s work day or work week.
An employee called in early to start their work shift, without prior reasonable notice, will
also receive time and one-half (1 ½) overtime pay for all extra hours worked, with a
minimum call-out of two (2) hours. If an employee receives a second callback within the
two-hour window of their first call, then the employee shall only receive additional pay for
the time worked beyond the two hours.
ARTICLE 19. UNIFORMS AND EQUIPMENT
A. The City shall provide appropriate uniforms, safety equipment and
maintenance of said items for employees required to wear a uniform as part
of their duties. The type and style of the uniforms and equipment, along with
the frequency of the maintenance, shall be determined by the Police Chief.
B. The City shall provide annual cash allowances of $300 for ancillary uniforms
and equipment items to the employees required by the Police Chief to wear a
uniform in the course of their duties. The allowance shall be paid in July of
each year. The uniform allowance will be paid on the first Friday after the first
regular pay date in July.
ARTICLE 20. MEDICAL INSURANCE
A. The base medical plan shall be defined as the Health Maintenance
Organization (HMO) program available to the City. If availability of an HMO to
the City is discontinued by the medical plan provider, the base plan will
become the basic PPO plan available to the City by the existing medical plan
provider.
B. The City will maintain health benefits through CalPERS to the end of the
successor MOU.
ARTICLE 21. CAFETERIA PLAN
A. The City shall contribute an equal amount towards the cost of medical
coverage under the Public Employee's Medical and Hospital Care Act
(PEMHCA) for both active employees and retirees. The City’s contribution
toward coverage under PEMHCA shall be the statutory minimum contribution
amount established by CalPERS on an annual basis.
B. Employees participating in the City’s full flex cafeteria plan shall receive a
flex dollar allowance to purchase group health coverage for medical, dental,
and vision under the City’s Cafeteria Plan.
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ARTICLE 21. CAFETERIA PLAN (continued)
C. For the period of July 1, 2021 through November 30, 2021, the flex dollar
allowance shall be:
For employee only: $735.46
For employee + 1 dependent: $1,384.62
For employee + 2 or more dependents: $1,783.46
D. Effective December 2021, for the January 2022 premium, the City’s total
Cafeteria Plan contribution for the plan shall be modified by an amount equal
to fifty percent (50%) of the increase for the lowest cost HMO plan offered by
CalPERS in San Luis Obispo County, up to a maximum of 5% increase in
the City’s contribution, without going above the cost of the plan. Any increase
in premiums above this amount will be the full responsibility of the employee.
E. Effective December 2022, for the January 2023 premium, the City’s total
Cafeteria Plan contribution for the plan shall be modified by an amount equal
to fifty percent (50%) of the increase for the lowest cost HMO plan offered by
CalPERS in San Luis Obispo County, up to a maximum of 5% increase in
the City’s contribution, without going above the cost of the plan. Any increase
in premiums above this amount will be the full responsibility of the employee.
F. Effective December 2023, for the January 2024 premium, the City’s total
Cafeteria Plan contribution for the plan shall be modified by an amount equal
to fifty percent (50%) of the increase for the lowest cost HMO plan offered by
CalPERS in San Luis Obispo County, up to a maximum of 5% increase in
the City’s contribution, without going above the cost of the plan. Any increase
in premiums above this amount will be the full responsibility of the employee.
G. A portion of the flex dollar allowance ($143 for 2021) is identified as the
City’s contribution towards PEMHCA. This amount will be adjusted on an
annual basis as the PEMHCA minimum contribution increases. Remaining
flex dollars must be used by employees to participate in the City’s health
plans. Employees who waive medical coverage under the Cafeteria Plan
must show proof of alternate group health coverage that is compliant with the
Affordable Care Act in order to receive flexible benefit dollars or cash in lieu
of enrolling in the City’s health plan. Employees who properly waive coverage
will receive an amount equal to the employee only contribution. The flexible
benefit dollars taken as cash may not be used to reimburse an employee for
any premium expenses an employee may incur for an individual health
insurance policy, including a policy purchased through Covered California.
H. The City and the AGPOA agree to reopen the MOU and limit discussion to
any future Affordable Care Act guidance that affects the cafeteria plan.
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ARTICLE 22. DENTAL PLAN
The City shall provide for all employees in classifications represented in this Memorandum
of Understanding a dental plan of the City’s choice. The City shall pay up to the full family
premium. The City may select an alternate dental insurance plan provider during the term
of this M.O.U. providing that:
A. Any new plan maintains equivalent benefits to the employees; and
B. At least twenty-one (21) days advanced notice of plan changes are provided to
the POA.
ARTICLE 23. LIFE INSURANCE
The City shall provide a $40,000 Term Life Insurance Policy to each employee, full cost for
said policy to be paid by the City.
ARTICLE 24. VISION INSURANCE
The City shall provide a Vision Care Plan for bargaining unit members. The City shall
contribute the full family premium. The City may select an alternate vision care provider
during the term of the M.O.U. providing that:
A. Any new plan maintains equivalent benefits to the employees; and
B. At least twenty-one (21) days advanced notice of plan changes are provided to
the POA.
ARTICLE 25. DISABLITY INSURANCE
The City shall pay for California State Disability Insurance for non-sworn personnel.
Benefits are payable by the State of California after a seven (7) day waiting period
following the onset of the illness or date of injury.
Effective January 1, 2004, the City will pay the premiums for the new Family Temporary
Disability Insurance for non-sworn personnel. Should there be any future rate increases to
State Disability Insurance and/or Family Temporary Disability Insurance plans after July 1,
2004, the City and the POA agree to meet and confer to discuss responsibility for payment
of such increases.
ARTICLE 26. RETIREMENT
The City is a contracting agency with the Public Employees' Retirement System of the
State of California, to which the City and the employees both contribute. This is carried on
in conjunction with Social Security. Participation is mandatory for all full-time City
employees.
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ARTICLE 27. RETIREMENT BENEFITS
A. CalPERS Retirement Contributions
1. A) G.C. Section 21362.2. The CalPERS Public Safety Officer 3% @ 50
Retirement Plan shall be provided for sworn personnel hired prior to
December 9, 2011. Sworn employees under this plan shall pay the full nine
percent (9%) of the employee share of CalPERS plus two percent (2%)
employer contribution. Effective July 14, 2017, sworn employees under this
plan will pay an additional one percent (1%) employer contribution, for a total
of 3% employer contribution.
B) G.C. Section 21363.1. The CalPERS Public Safety Officer 3% @ 55
Retirement Plan shall be provided for sworn employees hired between
December 9, 2011 and December 31, 2012, CalPERS “Classic” members
hired on or after January 1, 2013, and those eligible for reciprocity hired on
or after January 1, 2013. Sworn employees under this plan shall pay the full
nine percent (9%) of the employee share of CalPERS plus two percent (2%)
employer contribution. Effective July 14, 2017, sworn employees under this
plan will pay an additional one percent (1%) employer contribution, for a total
of 3% employer contribution.
C) G.C. Section 7522.25. The CalPERS Public Safety Officer 2.7% @ 57
Retirement Plan shall be provided for new sworn employees hired on or after
January 1, 2013 who are not CalPERS “Classic” employees and are not
eligible for reciprocity. Sworn employees under this plan shall pay at least
50% of the total normal cost rate (currently 11.5%) of the employee share of
CalPERS plus a half percent (0.5%) employer contribution.
D) The City will amend the Retirement Contract with PERS to allow the
additional cost sharing contribution by the employees (the amounts
contributed by employees above the member contribution) to be credited to
the employee’s CalPERS account and the additional amount will be reported
as tax deferred compensation in accordance with IRC 414(h)(2).
2. A) G.C. Section 21354.4. The CalPERS 2.5% at Age 55 Retirement Plan
shall be provided for non-sworn employees hired prior to December 21,
2012. All non-sworn employees shall pay the full eight percent (8%) of the
employee share of CalPERS.
B) G.C. Section 21354. The CalPERS 2.0% at Age 55 Retirement Plan shall
be provided for non-sworn employees hired between December 21, 2012
and December 31, 2012, CalPERS “Classic” members hired on or after
January 1, 2013, and those eligible for reciprocity hired on or after January 1,
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ARTICLE 27. RETIREMENT BENEFITS (continued)
2013. Non- sworn employees under this plan shall pay the full seven percent
(7%) of the employee share of CalPERS.
C) G.C. Section 7522.20. The CalPERS 2% @ 62 Retirement Plan shall be
provided for new non-sworn employees hired on or after January 1, 2013
who are not CalPERS “Classic” employees and are not eligible for
reciprocity. Non-sworn employees under this plan shall pay at least 50% of
the total normal cost rate (currently 6.25%) of the employee share of
CalPERS.
3. G.C. Section 20636 (c)(4) pursuant to Section 20691. The employee portion
of the CalPERS contribution, made by the City, shall be reported to CalPERS
as income. The City will be responsible for the increased CalPERS
contribution as a result of the reporting change.
4. G.C. Section 21024 and 21027. Employees may buy back, at their expense,
retirement service credit for prior military service as permitted by CalPERS.
5. A) GC Section 20042. Retirement benefits are based on the highest single
year compensation.
B) GC Section 20037. For employees hired on or after December 9, 2011,
retirement benefits are based on the highest average annual compensation
earnable by a member during three consecutive years of employment.
6. GC Section 20965. Employees will receive credit for unused sick leave.
7. GC Section 21548. The spouse of a deceased member, who was eligible to
retire for service at the time of death, may elect to receive the Pre-
Retirement Optional Settlement 2 Death Benefit.
8. Effective January 1, 2013, the Public Employee’s Pension Reform Act of
2013 (PEPRA) will apply to all sworn and non-sworn employees, as well as
for employees transferring from other CalPERS or reciprocal agencies.
B. Retiree Medical
1. Employees who retire from City service will be allowed to purchase medical
insurance coverage through the City subject to applicable plan and PEMHCA
requirements.
2. GC Section 22892. Effective January 1, 2009, the City’s contribution shall be
an equal amount for both employees and annuitants, which shall be the
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ARTICLE 27. RETIREMENT BENEFITS (continued)
statutory minimum contribution amount established by CalPERS on an
annual basis.
The City’s contribution shall be adjusted annually by the CalPERS Board to
reflect any change in the medical care component of the Consumer Price
Index, provided that the City is participating in the CalPERS Health Plan.
3. Effective January 1, 2009, the City shall provide a supplemental contribution
to employees that are: 1) employed on a full-time basis as of June 30, 2008
and who have been employed with the City on a full-time basis for five (5)
years or more at the time of retirement; or 2) employed on a full-time basis
after June 30, 2008 and who have been employed by the City on a full-time
basis for ten (10) years or more at the time of retirement.
The supplemental contribution shall be equal to the difference between the
minimum contribution amount established by CalPERS as set forth above in
Article 26, Section C.3 and the following amounts:
For single annuitant coverage: $165.36
For annuitant + 1 dependent: $300.81
For annuitant + 2 or more dependents: $361.86
ARTI CLE 28. EDUCATION
A. The City shall pay tuition and book fees for all classes leading to an undergraduate
or graduate degree in a job-related field at an accredited school/college for all unit
employees, upon approval of the Police Chief. Reimbursement for educational costs
may be granted for employees participating in non-collegiate job-related continuing
education/training courses/programs. Payments for all classes must be approved by
the Police Chief in advance. Payments to employees will be made after the
employee provides evidence of completion of the course/program with a grade C or
better or the course/program is passed when a pass/fail grading system is utilized.
Reimbursement shall be limited to$2,000 per fiscal year and shall apply only to
expenses for classes completed during the fiscal year in which the reimbursement is
being requested. No carryovers are allowed.
B. The education reimbursement in Section A may be provided to employees that have
completed the Police Academy within the past 12 months without the requirement
for advance approval of the Police Chief. Upon the successful completion of the
Field Training Officer program and the approval of the Police Chief, the City will
provide up to the fiscal year maximum for reimbursement of Police Academy
expenses.
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ARTICLE 29. NIGHT DIFFERENTIAL PAY
The City shall pay $1.00 per hour additional wages for each hour worked in a shift that
begins at or after 2:00 p.m. Shifts beginning at or after 5:00 a.m. shall be considered day
shifts and will not be subject to the differential.
ARTICLE 30. STANDBY STATUS
A. When placed on "emergency standby" by the Police Chief, or his designee,
police employees will be granted one-eighth (1/8) of an hour overtime pay for
each hour while on "emergency standby." An employee will be given a
minimum of one-half (1/2) hour overtime when placed on "emergency
standby." "Emergency standby" is the condition in which the employee is
immediately available by telephone or pager to respond to the station for
duty.
B. Police employees subpoenaed to appear in court outside their regularly
scheduled working hours will be granted four (4) hours minimum overtime for
a morning or afternoon appearance, or actual overtime beyond the four (4)
hour minimum if their appearance is required in both the morning and
afternoon of the same day. If subpoenaed to appear on off-duty hours and
notice of cancellation of the subpoena is received prior to twenty-four (24)
hours of the time for appearance, no overtime will apply; however, if notice of
the cancellation is received within the twenty-four (24) hours prior to the time
for appearance, the employee will be granted two (2) hours minimum of
overtime.
C. Sworn full time employees assigned to the investigations function will be
placed on standby on a rotational schedule as determined by the Police
Chief, or their designee. Normally, the standby assignment shall be for a
period of one week. The standby assignment and compensation does not
apply to employees that are temporarily assigned to assist regularly assigned
investigations personnel.
Standby is defined as that circumstance which requires an employee to: 1)
be ready to respond immediately to a call for service; 2) be readily available
at all hours by telephone or other agreed upon communication equipment; 3)
refrain from activities which might impair their assigned duties upon call; 4)
and remain within a geographical area that provides for a physical response
time not to exceed forty-five (45) minutes. The parties agree that employees
on standby, as defined in this paragraph, are “waiting to be engaged.”
The parties acknowledge that while on standby, employees may have to
engage in phone calls or other de minimus response activity. Phone calls or
other responses that are beyond de minimus, but do not require the
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ARTICLE 30. STANDBY STATUS (continued)
employee to report to duty are compensable time. Employees that physically
respond to call outs are entitled to callback pay as defined in Article 17. The
parties agree that employees responding while on standby will be given the
option to flex their schedules so as to avoid overtime whenever possible.
Sworn full time employees assigned to the investigations function shall
receive an additional 2.5% of base salary as compensation for standby
assignment.
ARTICLE 31. PAYCHECKS
The City will pay regular checks on a biweekly basis. The paychecks will be provided to the
Police Department for distribution to employees by 3:00 p.m. the day prior to the
designated payday unless technical difficulties occur which are beyond the control of the
City. In any event, paychecks will be provided no later than 5:00 p.m. on the City's
designated payday. However, no check may be deposited into a financial institution to be
recorded by the issuing bank prior to the date of the designated payday.
ARTICLE 32. PAYROLL DEDUCTIONS
Requests for changes in and cancellation of Association dues shall be promptly processed
by the Association and put into effect by the City at the employee's request. Deductions for
dues shall be made twice monthly by the City and remitted to the Association monthly.
Requests for deductions shall be made on City-approved authorization cards.
The Association agrees to indemnify and hold the City harmless from any liabilities that
may arise as a result of the application of this article.
ARTICLE 33. ANNIVERSARY DATES
All current employee anniversary dates shall be as contained in the current City records. All
employees hired after July 1, 1986 shall have an anniversary date the same as date of
hire.
ARTICLE 34. USE OF PRIVATE VEHICLE / MILEAGE RATE
No worker shall be required as a condition of obtaining or continuing City employment, to
possess or provide a private vehicle for use in connection with their City employment. The
City shall reimburse employees at the rate established by the City Council for use of
personal vehicles when such employees agree to such use upon stated request of the City.
Transportation to and from work shall not be reimbursed.
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ARTICLE 35. PERSONNEL FILES
An employee or their designee may inspect their personnel file and obtain copies of any
and all items in that file at employee expense. A copy of all materials placed in an
employee's personnel file shall be provided to the employee upon the employee's request.
The employee may have placed in their personnel file any signed and dated statement of
clarification or disagreement to any item or article contained within their personnel file.
ARTICLE 36. PROBATIONARY PERIOD
All appointments shall be tentative and subject to a probationary period of twelve (12)
months. The Police Chief, with the consent of the City Manager, may extend the
probationary period for specified cause(s) that shall be provided in writing to an employee.
All probationary employees who are being placed on an extended probationary period shall
be given written notice of the extension prior to the expiration of their probationary period.
In the event no such notice is given, the employee shall be considered to have successfully
completed their probationary period. An employee who is in a position that is reclassified
shall not be required to complete an additional probationary period. The probationary
period shall be regarded as a part of a continuing testing process and shall be utilized for
closely observing the employee's work, for securing the most effective adjustment of a new
employee to their position, and for rejecting any probationary employee whose
performance does not meet the required standards of work. The Police Chief, with the
consent of the City Manager, may release the probationary employee from City
employment without cause at any time during the probationary period.
ARTICLE 37. RESIGNATION
An employee wishing to leave their employment with the City in good standing shall file
with their supervisor a written resignation stating the effective date of their resignation and
the reason for leaving. The resigning individual shall file such written resignation at least
two (2) weeks in advance of the effective termination date and participate in an exit
interview conducted by the City prior to issuance of the final paycheck.
ARTICLE 38. TRANSFERS
Transfer of an employee to a position within the employee's current range shall not affect
the employee's salary range. Transfer of an employee to a position within a higher range
shall be considered a promotion. Transfer of an employee to a lower range shall be
considered a demotion.
ARTICLE 39. PROMOTION
Promotion of an employee to a higher range shall result in an increase in salary. The
employee’s salary shall be placed in the salary range of the new position which would
result in at least a five percent (5%) increase in salary compared to the employee’s existing
salary position. Promotion of the employee may be made with the consent of the City
Manager without testing or opening the position for consideration of all non- employees. All
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ARTICLE 39. PROMOTION (continued)
current employees shall be given consideration for a position opening that will be filled by
promotion. An employee promoted to a new position shall serve a twelve (12) month
probationary period in that position. In the event the promoted party is removed from the
position to which promoted, the employee shall be considered demoted but shall be
returned to the range from which promoted. No change in step shall occur as a result of an
employee passing the promoted position probationary period. An employee’s promotion
date will become their anniversary date for the purposes of performance evaluations and
step increases.
ARTICLE 40. TEMPORARY POSITIONS
The Police Chief may temporarily promote an employee only after entering into a written
agreement of the terms of such temporary promotion with the employee.
ARTICLE 41. DEMOTION
Transfer of an employee to a lower class shall result in reduction of salary. The employee's
salary shall be placed in the identical step in the lower class that the employee enjoyed in
the class from which demotion was made.
Demotion can be made for cause, which shall be provided to the employee in writing by the
Police Chief prior to any action taking place. Demotion for disciplinary reasons may be
appealed through the grievance procedure by the demoted employee. Demotion for other
reasons is not appealable.
ARTICLE 42. LAYOFF
Whenever, in the judgement of the City, it becomes necessary to make a reduction in
force, said reduction whenever possible shall be accomplished through attrition. Workers
subject to a reduction in force shall be given at least thirty (30) calendar days' notice prior
to the effective date of the layoff. The Association shall receive concurrent notice and may
be granted an opportunity to meet and consult with the City to discuss the proposed
alternatives to a reduction in force.
When one or more workers performing in the same class in the Police Department are to
face a reduction in force, the Police Chief and an AGPOA representative shall confer on
the basis on which personnel shall be selected for layoff.
If a laid-off employee's position, or a similar position to which the City determines the
former employee is suited, becomes available within nine (9) months of layoff, said former
employee shall be recalled. If the job in a lower classification becomes available and a
former employee is qualified in the judgement of the City, they may be rehired in the lower
classification's position opening.
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ARTICLE 43. GRIEVANCE PROCEDURE
Purpose:
A. This grievance procedure shall be the exclusive process to resolve
grievances as the term is defined herein below:
B. The purposes of this procedure are:
1. To resolve grievances informally at the lowest level; and
2. To provide an orderly procedure for reviewing and resolving
grievances promptly.
Definitions:
A. Grievance means "a complaint by an employee concerning the interpretation
or application of the provisions of this Agreement or of rules or regulations
governing personnel practices or conditions, which complaint has not been
resolved satisfactorily in an informal manner between the employee and their
immediate supervisor."
B. As used in this procedure, the term immediate supervisor means "the
individual so designated by the Police Chief who assigns, reviews, and
directs the work of an employee."
Time Limits:
Each party involved in a grievance shall act quickly so that the grievance may be resolved
promptly. Every effort should be made to complete action within the time limits contained in
the grievance procedure; but with the written consent of all parties, the time limitation for
any step may be extended.
STEP 1
The grievance initially shall be personally discussed between the employee and
their immediate supervisor. Within ten (10) calendar days, the immediate supervisor
shall give their decision or response.
STEP 2
A. If the grievance is not informally resolved to the satisfaction of the grievant in
Step 1, a formal grievance may be initiated. A formal grievance must be
initiated no later than:
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ARTICLE 43. GRIEVANCE PROCEDURE (continued)
1. Thirty (30) calendar days after the event of circumstances
occasioning the grievance; or
2. Within ten (10) calendar days of the Step 1 decision rendered in the
informal grievance procedure, whichever is the latter.
B. However, if the Step 1 informal grievance procedure is not initiated within the
period specified in subsection (1) above, the period in which to bring the
grievance shall not be extended by subsection (2) above.
C. A Step 2 grievance shall be initiated in writing on a form prescribed by the
City and shall be filed with the person designated by the Police Chief as the
first level of appeal. The employee may be represented by a representative
of their choice.
D. The grievant shall cite the specific provision(s) of the then currently effective
Memorandum of Understanding, ordinance, resolution, Department General
Order or written rule claimed to have been violated, set forth the facts that
purportedly constitute such violation, and the specific remedy sought.
E. Within ten (10) calendar days after the initiation of the Step 2 grievance, the
first level of appeal person shall investigate the grievance and give their
decision in writing to the grievant.
STEP 3
A. If the grievant is not satisfied with the decision rendered pursuant to Step 2,
they may appeal the decision within ten (10) calendar days to the Police
Chief or their designated representative. The employee may be represented
by a representative of their choice.
B. The Police Chief or his designated representative shall respond in writing
within ten (10) calendar days to the grievant. If the Police Chief or their
designated representative determines it is desirable, they may hold a
meeting with the grievant and/or their representative or otherwise investigate
the matter with the objective of resolving the grievance at the lowest possible
level. The grievant may decline to participate in the meeting.
STEP 4
A. If the grievant is not satisfied with the decision rendered pursuant to Step 3,
they may appeal the decision within ten (10) calendar days to the City
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ARTICLE 43. GRIEVANCE PROCEDURE (continued)
Manager. The employee may be represented by a representative of their
choice.
B. The City Manager shall respond in writing within twenty-eight (28) calendar
days to the grievant. If the City Manager or their designated representative
determines it is desirable, they may hold a meeting with the grievant and/or
their representative or otherwise investigate the matter with the objective of
resolving the grievance at the lowest possible level. The grievant may decline
to participate in the meeting.
STEP 5
A. If the grievant is not satisfied with the decision rendered pursuant to Step 4,
they may, within ten (10) calendar days, invoke the right to have the
grievance resolved by binding arbitration.
B. If the notice from the employee requesting arbitration is endorsed by an
authorized Association representative, the Association will bear fifty percent
(50%) of the cost of the services of the arbitrator. If the notice is not so
endorsed by the Association's representative, then the employee must bear
half of the cost of the arbitrator. The City shall be responsible for the
remaining fifty percent (50%) of the cost for the services of the arbitrator.
C. The Association's representative and the City Manager, or his representative,
shall meet to select a single, qualified, impartial, local arbitrator; but they may
agree to use the services of a state agency or arbitration service if a mutually
acceptable local arbitrator is unavailable or if both parties are unable to
agree upon an acceptable local arbitrator.
D. The arbitration shall be convened as soon as is possible after the notice, and
the decision of the arbitrator shall be final and binding on all concerned
parties.
ARTICLE 44. MANAGEMENT RIGHTS
The City retains all its exclusive rights and authority under State law and City ordinances
and expressly and exclusively retains its management rights, which include but are not
limited to:
♦♦ the exclusive right to determine the mission of its constituent departments,
commissions, boards;
Item 8.f. - Page 31
MEMORANDUM OF UNDERSTANDING, 2021/22 – 2023/24
AGPOA AND CITY OF ARROYO GRANDE
PAGE 24
ARTICLE 44. MANAGEMENT RIGHTS (continued)
♦♦ set standards and levels of services;
♦♦ determine the procedures and standards of selection for employment and
promotions;
♦♦ direct its employees;
♦♦ determine the methods and means to relieve its employees from duty
because of lack of work or other lawful reasons;
♦♦ maintain the efficiency of governmental operations;
♦♦ determine the methods, means, and numbers and kinds of persons by which
government operations are to be conducted;
♦♦ determine methods of financing;
♦♦ determine style and/or types of City-issued equipment to be used;
♦♦ determine and/or change the facilities, methods, technology, means,
organizational structure and composition of the work force, and allocate and
assign work by which the City operations are to be conducted;
♦♦ determine and/or change the number of locations, relocations, and types of
operations, processes, and materials to be used in carrying out all City
functions, including, but not limited to, the right to contract for or subcontract
any work, labor, services, or operations of the City;
♦♦ assign work to and schedule employees in accordance with requirements as
determined by the City and to establish and change work schedules and
assignments upon reasonable notice;
♦♦ establish and modify productivity and performance programs and standards;
♦♦ discharge, suspend, demote, reprimand, withhold salary increases and
benefits, or otherwise discipline employees in accordance with applicable
law.
The Association recognizes that the City has, and will continue to retain whether exercised
or not, the unilateral and exclusive right to operate, administer, and manage its municipal
services and work force performing those services in all respects, subject to this
Item 8.f. - Page 32
MEMORANDUM OF UNDERSTANDING, 2021/22 – 2023/24
AGPOA AND CITY OF ARROYO GRANDE
PAGE 25
ARTICLE 44. MANAGEMENT RIGHTS (continued)
Memorandum of Understanding; provided, however, that the exercise of such rights does
not preclude employees or their representatives from conferring or raising grievance about
the practical consequences that decisions on these matters may have on wages, hours,
and other terms and conditions of employment. Nothing in this Management Rights clause
modifies the scope of representation defined on the Meyers-Milias-Brown Act.
AR TICLE 45. ASSOCIATION ACTIVITIES
A. The Association shall provide the Police Chief and City Manager with a list of
all authorized AGPOA representatives and the list shall be kept current.
B. An employee and/or their AGPOA representative may, when and to the
extent necessary, take official City time without loss of compensation in order
to participate in the investigation and processing of a grievance, as provided
for in this MOU, upon notification and approval of the immediate supervisor
or their designee.
C. The Police Chief and City Manager will approve one employee and/or
AGPOA representative to take official City time to investigate and process a
grievance, when and to the extent necessary, and only if it will in no event
adversely affect the operational, security, or safety requirements of the City.
It is understood that the employee and/or AGPOA representative shall make
every reasonable effort to perform any of the above activities on off-duty
time.
ARTICLE 46. ASSOCIATION ACCESS TO WORK LOCATIONS
A. The City agrees that the authorized AGPOA representative shall be granted
access to work location(s) to participate in investigation and processing of
grievances per the grievance procedure of the MOU or to observe working
conditions, upon approval of the Police Chief and City Manager, when to the
extent necessary.
B. The Association shall provide the Police Chief and City Manager with a list of
all authorized AGPOA representatives, and the list shall be kept current by
the Association.
C. Upon notification and approval of the City Manager or their designee, an
authorized AGPOA staff member is permitted to communicate with the
employee(s) and/or AGPOA representatives on official City time without said
employee(s) and/or AGPOA representatives' loss of compensation. It is not
the intent of this section to allow general Association meetings on City time
Item 8.f. - Page 33
MEMORANDUM OF UNDERSTANDING, 2021/22 – 2023/24
AGPOA AND CITY OF ARROYO GRANDE
PAGE 26
ARTICLE 46. ASSOCIATION ACCESS TO WORK LOCATIONS (continued)
but, rather, to allow investigation and discussion of working conditions,
grievances, and safety issues.
D. It is understood that every reasonable effort shall be made to perform the
above activities on off-duty time.
ARTICLE 47. ASSOCIATION USE OF CITY FACILITIES
A. The Association may, with prior approval of the City Manager, be granted the
use of City facilities for meetings of Association members, provided space is
available. No use fee will be charges.
B. The City agrees to furnish bulletin board space of reasonable size for posting
of AGPOA materials.
ARTICLE 48. ASSOCIATION MEET AND CONFER REPRESENTATION
Three (3) AGPOA representatives shall constitute the maximum number of employees for
meet and confer sessions with City representatives on City time during representatives
working hours for the purpose of meeting and conferring in good faith without loss of pay or
any benefits.
ARTICLE 49. NO STRIKE/NO LOCKOUT
The Association agrees that during the term of the Memorandum of Understanding, neither
the Association or the employees it represents will engage in, encourage, sanction,
support, or suggest any strikes. The employer agrees that it will not lockout any of its
employees during the term of this Memorandum of Understanding.
ARTICLE 50. NONDISCRIMINATION
The City shall pursue a policy of affirmative action, equal opportunity, and equal
promotional opportunity for all workers in accordance with applicable law.
No Association member shall be discriminated against by the City because of their efforts
in carrying out this Memorandum of Understanding or because of political, religious, union
or nonunion affiliation of belief, race, color, age, sex, national origin, handicap, marital or
military status, or sexual preference; nor shall any members of the Association discriminate
against any employee or official of the City based upon the foregoing reasons.
Item 8.f. - Page 34
MEMORANDUM OF UNDERSTANDING, 2021/22 – 2023/24
AGPOA AND CITY OF ARROYO GRANDE
PAGE 27
ARTICLE 51. MOU IMPLEMENTATION
Both parties agree that the terms of this Memorandum of Understanding supersede
provisions of all other practices, Memorandum of Understanding, resolution, and rules of
the City that conflict with provisions of this Agreement.
ARTICLE 52. MAINTENANCE OF BENEFITS
All benefits enjoyed by unit employees as of July 1, 2021, and any side letter agreements
currently in effect or reached after that date, shall remain in full force and effect unless
modified by a subsequent Memorandum of Understanding or by mutual agreement, in
writing, of the parties.
Exhibit "A", “B”, “C”, “D”, “E”, and “F” are attached and incorporated as part of this
Memorandum of Understanding.
ARTICLE 53. POLICY CONFLICTS
The policies and provisions contained herein shall supersede, in all material respects, all
conflicting or inconsistent policies and provisions contained in the City of Arroyo Grande
Personnel Regulations and the City of Arroyo Grande Administrative Policies and
Procedures.
ARTICLE 54. NEW HIRE ORIENTATION
Pursuant to Government Code Sections 3555-3559, the Arroyo Grande Police Officers’
Association (“AGPOA”) and the City of Arroyo Grande (“City”) agree that the ability of an
exclusive representative to communicate with the public employees it represents is
necessary to ensure the effectiveness of state labor relations statutes, and the exclusive
representative cannot properly discharge its legal obligations unless it is able to
meaningfully communicate with the public employees on whose behalf it acts. This
communication includes an opportunity to discuss the rights and obligations created by the
contract and the role of the representative, and to answer questions. The AGPOA and the
City agree that the recognized exclusive representative of the AGPOA be provided
meaningful access to their represented members as outlined below:
A. The City will provide the AGPOA with 10 days’ advance notice of a new
employee orientation, except when the need for the orientation is urgent and
unforeseeable. In that case, the City will provide the AGPOA with as much
advance notice as is reasonable, given the circumstances. A new employee
orientation means the onboarding process of a newly hired member in which
members are advised of their employment status, rights, benefits, duties and
responsibilities, or any other employment-related matters.
B. The City will allow the exclusive representative of the AGPOA up to thirty
minutes of paid time off to attend the new employee orientation, or at a later
agreed upon time, for the purposes of providing information, educating the
new employee(s) and otherwise facilitating the mutual benefits of these
Item 8.f. - Page 35
MEMORANDUM OF UNDERSTANDING, 2021/22 – 2023/24
AGPOA AND CITY OF ARROYO GRANDE
PAGE 28
ARTICLE 54. NEW HIRE ORIENTATION (continued)
provisions. The AGPOA representative may meet independently with the
newly hired member at the orientation.
C. The AGPOA and the City agree to meet and confer over any additional
provisions with respect to the structure, time, and manner of union access to
the new employee orientation. If no agreement is reached, the dispute will be
resolved through compulsory interest arbitration as set forth in the
Government Code.
D. The City will provide the AGPOA Executive Board with the name, home
address, personal email address, and personal cell phone number on file
with the City of all new employees within 30 days of hire. In addition, the City
will provide the AGPOA Executive Board with the name, home address,
personal email address, and personal cell phone number on file with the City
of all employees at least every 120 days.
Item 8.f. - Page 36
MEMORANDUM OF UNDERSTANDING, 2021/22 – 2023/24
AGPOA AND CITY OF ARROYO GRANDE
PAGE 29
REPRESENTATIVES OF
CITY OF ARROYO GRANDE
DATE:
__________________________
CHE JOHNSON
LIEBERT CASSIDY WHITMORE
__________________________
NICOLE VALENTINE
CITY NEGOTIATOR
__________________________
TASHINA URENO
CITY NEGOTIATOR
REPRESENTATIVES OF ARROYO
GRANDE POLICE OFFICERS'
ASSOCIATION
DATE: ____________________
__________________________
STACIE CASABIAN
MASTAGNI HOLSTEDT, A.P.C.
__________________________
JEFFERY SMITH
NEGOTIATOR, AGPOA
__________________________
JASON CASTILLO
NEGOTIATOR, AGPOA
__________________________
JEREMY BURNS
NEGOTIATOR, AGPOA
Item 8.f. - Page 37
Exhibit "A"
RANGE A B C D E Positions
31 Biweekly 2,727.80 2,864.18 3,007.39 3,157.76 3,315.65 Police Officer
Monthly 5,910.22 6,205.73 6,516.02 6,841.82 7,183.91
Annual 70,922.67 74,468.81 78,192.25 82,101.86 86,206.95
32 Biweekly 2,795.72 2,935.51 3,082.29 3,236.40 3,398.22
Monthly 6,057.40 6,360.27 6,678.29 7,012.20 7,362.81
Annual 72,688.82 76,323.26 80,139.43 84,146.40 88,353.72
33 Biweekly 2,864.67 3,007.90 3,158.29 3,316.21 3,482.02
Monthly 6,206.78 6,517.12 6,842.97 7,185.12 7,544.38
Annual 74,481.33 78,205.40 82,115.67 86,221.45 90,532.52
34 Biweekly 2,939.19 3,086.14 3,240.45 3,402.47 3,572.60
Monthly 6,368.23 6,686.65 7,020.98 7,372.03 7,740.63
Annual 76,418.82 80,239.76 84,251.75 88,464.34 92,887.55
35 Biweekly 3,012.18 3,162.79 3,320.93 3,486.98 3,661.33 Sr. Police Officer
Monthly 6,526.40 6,852.72 7,195.35 7,555.12 7,932.88
Annual 78,316.77 82,232.61 86,344.24 90,661.45 95,194.52
36 Biweekly 3,086.70 3,241.04 3,403.09 3,573.24 3,751.91
Monthly 6,687.85 7,022.25 7,373.36 7,742.03 8,129.13
Annual 80,254.26 84,266.97 88,480.32 92,904.34 97,549.55
37 Biweekly 3,163.76 3,321.94 3,488.04 3,662.44 3,845.56
Monthly 6,854.80 7,197.54 7,557.42 7,935.29 8,332.06
Annual 82,257.65 86,370.53 90,689.06 95,223.51 99,984.69
38 Biweekly 3,241.32 3,403.38 3,573.55 3,752.23 3,939.84
Monthly 7,022.85 7,373.99 7,742.69 8,129.83 8,536.32
Annual 84,274.22 88,487.93 92,912.33 97,557.94 102,435.84
39 Biweekly 3,323.44 3,489.61 3,664.09 3,847.30 4,039.66
Monthly 7,200.78 7,560.82 7,938.86 8,335.81 8,752.60
Annual 86,409.41 90,729.88 95,266.38 100,029.70 105,031.18
CITY OF ARROYO GRANDE
EFFECTIVE 07/09/21
SCHEDULE OF SALARY RANGES-POLICE
SWORN
Item 8.f. - Page 38
Exhibit "A"
RANGE A B C D E Positions
CITY OF ARROYO GRANDE
EFFECTIVE 07/09/21
SCHEDULE OF SALARY RANGES-POLICE
SWORN
40 Biweekly 3,404.55 3,574.78 3,753.51 3,941.19 4,138.25
Monthly 7,376.52 7,745.35 8,132.61 8,539.24 8,966.21
Annual 88,518.25 92,944.16 97,591.37 102,470.93 107,594.48
41 Biweekly 3,491.23 3,665.79 3,849.08 4,041.54 4,243.62 Police Sergeant
Monthly 7,564.34 7,942.56 8,339.68 8,756.67 9,194.50
Annual 90,772.06 95,310.66 100,076.20 105,080.01 110,334.01
42 Biweekly 3,578.43 3,757.35 3,945.21 4,142.47 4,349.60
Monthly 7,753.25 8,140.92 8,547.96 8,975.36 9,424.13
Annual 93,039.06 97,691.01 102,575.56 107,704.34 113,089.55
43 Biweekly 3,668.15 3,851.56 4,044.14 4,246.34 4,458.66
Monthly 7,947.66 8,345.05 8,762.30 9,200.41 9,660.43
Annual 95,371.95 100,140.55 105,147.58 110,404.96 115,925.20
44 Biweekly 3,758.89 3,946.84 4,144.18 4,351.39 4,568.96
Monthly 8,144.27 8,551.48 8,979.05 9,428.01 9,899.41
Annual 97,731.21 102,617.77 107,748.66 113,136.09 118,792.89
Item 8.f. - Page 39
Exhibit "B"
RANGE A B C D E Positions
17 Biweekly 1,854.35 1,947.07 2,044.42 2,146.65 2,253.98
Monthly 4,017.77 4,218.65 4,429.59 4,651.07 4,883.62
Annual 48,213.18 50,623.84 53,155.04 55,812.79 58,603.43
18 Biweekly 1,900.99 1,996.04 2,095.84 2,200.63 2,310.67 Records Clerk
Monthly 4,118.81 4,324.75 4,540.99 4,768.04 5,006.44
Annual 49,425.76 51,897.05 54,491.90 57,216.50 60,077.32
19 Biweekly 1,948.64 2,046.07 2,148.38 2,255.80 2,368.59
Monthly 4,222.06 4,433.16 4,654.82 4,887.56 5,131.94
Annual 50,664.70 53,197.94 55,857.83 58,650.73 61,583.26
20 Biweekly 1,997.81 2,097.71 2,202.59 2,312.72 2,428.36
Monthly 4,328.60 4,545.03 4,772.28 5,010.89 5,261.44
Annual 51,943.18 54,540.34 57,267.36 60,130.73 63,137.26
21 Biweekly 2,048.00 2,150.40 2,257.92 2,370.82 2,489.36
Monthly 4,437.34 4,659.20 4,892.16 5,136.77 5,393.61
Annual 53,248.02 55,910.42 58,705.94 61,641.24 64,723.30
22 Biweekly 2,100.21 2,205.23 2,315.49 2,431.26 2,552.82 Records/Property
Monthly 4,550.47 4,777.99 5,016.89 5,267.73 5,531.12 Evidence Tech.
Annual 54,605.58 57,335.86 60,202.65 63,212.79 66,373.43
23 Biweekly 2,152.94 2,260.58 2,373.61 2,492.29 2,616.91
Monthly 4,664.69 4,897.93 5,142.82 5,399.97 5,669.96
Annual 55,976.32 58,775.14 61,713.90 64,799.59 68,039.57
24 Biweekly 2,207.18 2,317.54 2,433.41 2,555.08 2,682.84
Monthly 4,782.22 5,021.33 5,272.39 5,536.01 5,812.81
Annual 57,386.61 60,255.94 63,268.73 66,432.17 69,753.78
25 Biweekly 2,263.45 2,376.62 2,495.45 2,620.22 2,751.23
Monthly 4,904.13 5,149.34 5,406.81 5,677.15 5,961.01
Annual 58,849.61 61,792.09 64,881.69 68,125.78 71,532.07
CITY OF ARROYO GRANDE
EFFECTIVE 07/09/21
SCHEDULE OF SALARY RANGES-POLICE
NON-SWORN
Item 8.f. - Page 40
Exhibit "B"
RANGE A B C D E Positions
CITY OF ARROYO GRANDE
EFFECTIVE 07/09/21
SCHEDULE OF SALARY RANGES-POLICE
NON-SWORN
26 Biweekly 2,319.21 2,435.17 2,556.93 2,684.77 2,819.01
Monthly 5,024.95 5,276.20 5,540.01 5,817.01 6,107.86
Annual 60,299.43 63,314.40 66,480.12 69,804.13 73,294.33
27 Biweekly 2,375.99 2,494.78 2,619.52 2,750.50 2,888.02 Police Trainee
Monthly 5,147.97 5,405.37 5,675.63 5,959.42 6,257.39
Annual 61,775.61 64,864.39 68,107.61 71,512.99 75,088.64
28 Biweekly 2,435.80 2,557.59 2,685.47 2,819.75 2,960.73
Monthly 5,277.57 5,541.45 5,818.52 6,109.45 6,414.92
Annual 63,330.88 66,497.42 69,822.29 73,313.41 76,979.08
29 Biweekly 2,497.14 2,622.00 2,753.10 2,890.75 3,035.29
Monthly 5,410.47 5,681.00 5,965.05 6,263.30 6,576.46
Annual 64,925.68 68,171.97 71,580.56 75,159.59 78,917.57
30 Biweekly 2,557.47 2,685.34 2,819.61 2,960.59 3,108.62
Monthly 5,541.18 5,818.24 6,109.15 6,414.61 6,735.34
Annual 66,494.13 69,818.83 73,309.77 76,975.26 80,824.03
31 Biweekly 2,621.85 2,752.94 2,890.59 3,035.12 3,186.87
Monthly 5,680.67 5,964.70 6,262.94 6,576.08 6,904.89
Annual 68,168.01 71,576.41 75,155.23 78,912.99 82,858.64
32 Biweekly 2,690.28 2,824.80 2,966.04 3,114.34 3,270.05
Monthly 5,828.94 6,120.39 6,426.41 6,747.73 7,085.12
Annual 69,947.34 73,444.71 77,116.94 80,972.79 85,021.43
33 Biweekly 2,756.69 2,894.52 3,039.25 3,191.21 3,350.77
Monthly 5,972.83 6,271.47 6,585.04 6,914.30 7,260.01
Annual 71,673.95 75,257.64 79,020.53 82,971.55 87,120.13
Item 8.f. - Page 41
Exhibit "C"
RANGE A B C D E Positions
31 Biweekly 2,823.27 2,964.43 3,112.65 3,268.29 3,431.70 Police Officer
Monthly 6,117.08 6,422.93 6,744.08 7,081.29 7,435.35
Annual 73,404.97 77,075.22 80,928.98 84,975.43 89,224.20
32 Biweekly 2,893.57 3,038.25 3,190.17 3,349.67 3,517.16
Monthly 6,269.41 6,582.88 6,912.03 7,257.63 7,620.51
Annual 75,232.93 78,994.58 82,944.31 87,091.52 91,446.10
33 Biweekly 2,964.93 3,113.18 3,268.84 3,432.28 3,603.89
Monthly 6,424.01 6,745.22 7,082.48 7,436.60 7,808.43
Annual 77,088.18 80,942.58 84,989.71 89,239.20 93,701.16
34 Biweekly 3,042.06 3,194.16 3,353.87 3,521.56 3,697.64
Monthly 6,591.12 6,920.68 7,266.71 7,630.05 8,011.55
Annual 79,093.48 83,048.15 87,200.56 91,560.59 96,138.62
35 Biweekly 3,117.61 3,273.49 3,437.16 3,609.02 3,789.47 Sr. Police Officer
Monthly 6,754.82 7,092.56 7,447.19 7,819.55 8,210.53
Annual 81,057.86 85,110.75 89,366.29 93,834.60 98,526.33
36 Biweekly 3,194.74 3,354.47 3,522.20 3,698.31 3,883.22
Monthly 6,921.93 7,268.03 7,631.43 8,013.00 8,413.65
Annual 83,063.16 87,216.32 91,577.13 96,155.99 100,963.79
37 Biweekly 3,274.49 3,438.21 3,610.12 3,790.63 3,980.16
Monthly 7,094.72 7,449.46 7,821.93 8,213.03 8,623.68
Annual 85,136.67 89,393.50 93,863.18 98,556.33 103,484.15
38 Biweekly 3,354.76 3,522.50 3,698.63 3,883.56 4,077.73
Monthly 7,268.65 7,632.08 8,013.69 8,414.37 8,835.09
Annual 87,223.82 91,585.01 96,164.26 100,972.47 106,021.10
39 Biweekly 3,439.76 3,611.75 3,792.33 3,981.95 4,181.05
Monthly 7,452.81 7,825.45 8,216.73 8,627.56 9,058.94
Annual 89,433.74 93,905.43 98,600.70 103,530.74 108,707.27
CITY OF ARROYO GRANDE
EFFECTIVE 07/08/22
SCHEDULE OF SALARY RANGES-POLICE
SWORN
Item 8.f. - Page 42
Exhibit "C"
RANGE A B C D E Positions
CITY OF ARROYO GRANDE
EFFECTIVE 07/08/22
SCHEDULE OF SALARY RANGES-POLICE
SWORN
40 Biweekly 3,523.71 3,699.89 3,884.89 4,079.13 4,283.09
Monthly 7,634.70 8,016.43 8,417.26 8,838.12 9,280.02
Annual 91,616.38 96,197.20 101,007.06 106,057.42 111,360.29
41 Biweekly 3,613.43 3,794.10 3,983.80 4,182.99 4,392.14 Police Sergeant
Monthly 7,829.09 8,220.54 8,631.57 9,063.15 9,516.31
Annual 93,949.08 98,646.54 103,578.86 108,757.81 114,195.70
42 Biweekly 3,703.67 3,888.85 4,083.30 4,287.46 4,501.83
Monthly 8,024.62 8,425.85 8,847.14 9,289.50 9,753.97
Annual 96,295.42 101,110.19 106,165.70 111,473.99 117,047.69
43 Biweekly 3,796.54 3,986.36 4,185.68 4,394.97 4,614.71
Monthly 8,225.83 8,637.12 9,068.98 9,522.43 9,998.55
Annual 98,709.97 103,645.47 108,827.74 114,269.13 119,982.59
44 Biweekly 3,890.45 4,084.98 4,289.23 4,503.69 4,728.87
Monthly 8,429.32 8,850.78 9,293.32 9,757.99 10,245.89
Annual 101,151.80 106,209.39 111,519.86 117,095.85 122,950.65
Item 8.f. - Page 43
Exhibit "D"
RANGE A B C D E Positions
17 Biweekly 1,919.26 2,015.22 2,115.98 2,221.78 2,332.87
Monthly 4,158.39 4,366.31 4,584.62 4,813.85 5,054.55
Annual 49,900.65 52,395.68 55,015.46 57,766.23 60,654.55
18 Biweekly 1,967.53 2,065.90 2,169.20 2,277.66 2,391.54 Records Clerk
Monthly 4,262.97 4,476.12 4,699.93 4,934.92 5,181.67
Annual 51,155.66 53,713.45 56,399.12 59,219.08 62,180.03
19 Biweekly 2,016.84 2,117.69 2,223.57 2,334.75 2,451.49
Monthly 4,369.83 4,588.32 4,817.74 5,058.63 5,311.56
Annual 52,437.97 55,059.86 57,812.86 60,703.50 63,738.68
20 Biweekly 2,067.74 2,171.13 2,279.68 2,393.67 2,513.35
Monthly 4,480.10 4,704.10 4,939.31 5,186.28 5,445.59
Annual 53,761.19 56,449.25 59,271.72 62,235.30 65,347.07
21 Biweekly 2,119.68 2,225.66 2,336.95 2,453.80 2,576.49
Monthly 4,592.64 4,822.27 5,063.39 5,316.56 5,582.38
Annual 55,111.70 57,867.29 60,760.65 63,798.68 66,988.62
22 Biweekly 2,173.72 2,282.41 2,396.53 2,516.36 2,642.17 Records/Property
Monthly 4,709.73 4,945.22 5,192.48 5,452.10 5,724.71 Evidence Tech.
Annual 56,516.78 59,342.62 62,309.75 65,425.24 68,696.50
23 Biweekly 2,228.29 2,339.70 2,456.69 2,579.52 2,708.50
Monthly 4,827.96 5,069.36 5,322.82 5,588.96 5,868.41
Annual 57,935.49 60,832.27 63,873.88 67,067.58 70,420.96
24 Biweekly 2,284.43 2,398.65 2,518.58 2,644.51 2,776.74
Monthly 4,949.59 5,197.07 5,456.93 5,729.77 6,016.26
Annual 59,395.14 62,364.89 65,483.14 68,757.30 72,195.16
25 Biweekly 2,342.67 2,459.80 2,582.79 2,711.93 2,847.53
Monthly 5,075.78 5,329.57 5,596.05 5,875.85 6,169.64
Annual 60,909.34 63,954.81 67,152.55 70,510.18 74,035.69
CITY OF ARROYO GRANDE
EFFECTIVE 07/08/22
SCHEDULE OF SALARY RANGES-POLICE
NON-SWORN
Item 8.f. - Page 44
Exhibit "D"
RANGE A B C D E Positions
CITY OF ARROYO GRANDE
EFFECTIVE 07/08/22
SCHEDULE OF SALARY RANGES-POLICE
NON-SWORN
26 Biweekly 2,400.38 2,520.40 2,646.42 2,778.74 2,917.68
Monthly 5,200.83 5,460.87 5,733.91 6,020.61 6,321.64
Annual 62,409.91 65,530.41 68,806.93 72,247.27 75,859.64
27 Biweekly 2,459.14 2,582.10 2,711.21 2,846.77 2,989.11 Police Trainee
Monthly 5,328.15 5,594.55 5,874.28 6,168.00 6,476.40
Annual 63,937.76 67,134.65 70,491.38 74,015.95 77,716.75
28 Biweekly 2,521.06 2,647.11 2,779.46 2,918.44 3,064.36
Monthly 5,462.29 5,735.40 6,022.17 6,323.28 6,639.45
Annual 65,547.46 68,824.83 72,266.07 75,879.38 79,673.34
29 Biweekly 2,584.54 2,713.77 2,849.46 2,991.93 3,141.53
Monthly 5,599.84 5,879.83 6,173.82 6,482.51 6,806.64
Annual 67,198.08 70,557.98 74,085.88 77,790.18 81,679.69
30 Biweekly 2,646.98 2,779.33 2,918.29 3,064.21 3,217.42
Monthly 5,735.12 6,021.87 6,322.97 6,639.12 6,971.07
Annual 68,821.42 72,262.49 75,875.62 79,669.40 83,652.87
31 Biweekly 2,713.61 2,849.29 2,991.76 3,141.34 3,298.41
Monthly 5,879.49 6,173.47 6,482.14 6,806.25 7,146.56
Annual 70,553.89 74,081.59 77,785.67 81,674.95 85,758.70
32 Biweekly 2,784.44 2,923.66 3,069.85 3,223.34 3,384.51
Monthly 6,032.96 6,334.61 6,651.34 6,983.90 7,333.10
Annual 72,395.50 76,015.27 79,816.03 83,806.84 87,997.18
33 Biweekly 2,853.17 2,995.83 3,145.62 3,302.91 3,468.05
Monthly 6,181.88 6,490.97 6,815.52 7,156.30 7,514.11
Annual 74,182.53 77,891.66 81,786.24 85,875.56 90,169.33
Item 8.f. - Page 45
Exhibit "E"
RANGE A B C D E Positions
31 Biweekly 2,922.08 3,068.19 3,221.60 3,382.68 3,551.81 Police Officer
Monthly 6,331.18 6,647.74 6,980.12 7,329.13 7,695.59
Annual 75,974.14 79,772.85 83,761.49 87,949.57 92,347.04
32 Biweekly 2,994.85 3,144.59 3,301.82 3,466.91 3,640.26
Monthly 6,488.84 6,813.28 7,153.95 7,511.64 7,887.23
Annual 77,866.08 81,759.39 85,847.36 90,139.72 94,646.71
33 Biweekly 3,068.70 3,222.14 3,383.24 3,552.41 3,730.03
Monthly 6,648.86 6,981.30 7,330.36 7,696.88 8,081.72
Annual 79,786.26 83,775.57 87,964.35 92,362.57 96,980.70
34 Biweekly 3,148.53 3,305.96 3,471.25 3,644.82 3,827.06
Monthly 6,821.81 7,162.90 7,521.05 7,897.10 8,291.96
Annual 81,861.75 85,954.84 90,252.58 94,765.21 99,503.47
35 Biweekly 3,226.73 3,388.06 3,557.47 3,735.34 3,922.11 Sr. Police Officer
Monthly 6,991.24 7,340.80 7,707.84 8,093.23 8,497.90
Annual 83,894.88 88,089.62 92,494.11 97,118.81 101,974.75
36 Biweekly 3,306.55 3,471.88 3,645.47 3,827.75 4,019.14
Monthly 7,164.20 7,522.41 7,898.53 8,293.45 8,708.13
Annual 85,970.37 90,268.89 94,782.33 99,521.45 104,497.52
37 Biweekly 3,389.09 3,558.55 3,736.48 3,923.30 4,119.47
Monthly 7,343.04 7,710.19 8,095.70 8,500.48 8,925.51
Annual 88,116.45 92,522.27 97,148.39 102,005.81 107,106.10
38 Biweekly 3,472.18 3,645.79 3,828.08 4,019.48 4,220.46
Monthly 7,523.05 7,899.21 8,294.17 8,708.88 9,144.32
Annual 90,276.65 94,790.48 99,530.01 104,506.51 109,731.83
39 Biweekly 3,560.15 3,738.16 3,925.07 4,121.32 4,327.39
Monthly 7,713.66 8,099.34 8,504.31 8,929.53 9,376.00
Annual 92,563.92 97,192.12 102,051.73 107,154.31 112,512.03
CITY OF ARROYO GRANDE
EFFECTIVE 07/07/23
SCHEDULE OF SALARY RANGES-POLICE
SWORN
Item 8.f. - Page 46
Exhibit "E"
RANGE A B C D E Positions
CITY OF ARROYO GRANDE
EFFECTIVE 07/07/23
SCHEDULE OF SALARY RANGES-POLICE
SWORN
40 Biweekly 3,647.04 3,829.39 4,020.86 4,221.90 4,433.00
Monthly 7,901.91 8,297.01 8,711.86 9,147.45 9,604.82
Annual 94,822.96 99,564.11 104,542.31 109,769.43 115,257.90
41 Biweekly 3,739.90 3,926.89 4,123.24 4,329.40 4,545.87 Police Sergeant
Monthly 8,103.11 8,508.26 8,933.68 9,380.36 9,849.38
Annual 97,237.30 102,099.17 107,204.12 112,564.33 118,192.55
42 Biweekly 3,833.30 4,024.96 4,226.21 4,437.52 4,659.40
Monthly 8,305.48 8,720.75 9,156.79 9,614.63 10,095.36
Annual 99,665.76 104,649.05 109,881.50 115,375.58 121,144.36
43 Biweekly 3,929.42 4,125.89 4,332.18 4,548.79 4,776.23
Monthly 8,513.73 8,939.42 9,386.39 9,855.71 10,348.50
Annual 102,164.82 107,273.06 112,636.71 118,268.55 124,181.98
44 Biweekly 4,026.62 4,227.95 4,439.35 4,661.32 4,894.38
Monthly 8,724.34 9,160.56 9,618.59 10,099.52 10,604.49
Annual 104,692.11 109,926.72 115,423.05 121,194.21 127,253.92
Item 8.f. - Page 47
Exhibit "F"
RANGE A B C D E Positions
17 Biweekly 1,986.43 2,085.75 2,190.04 2,299.54 2,414.52
Monthly 4,303.93 4,519.13 4,745.08 4,982.34 5,231.45
Annual 51,647.17 54,229.53 56,941.00 59,788.05 62,777.46
18 Biweekly 2,036.39 2,138.21 2,245.12 2,357.37 2,475.24 Records Clerk
Monthly 4,412.18 4,632.78 4,864.42 5,107.65 5,363.03
Annual 52,946.11 55,593.42 58,373.09 61,291.74 64,356.33
19 Biweekly 2,087.43 2,191.81 2,301.40 2,416.47 2,537.29
Monthly 4,522.77 4,748.91 4,986.36 5,235.68 5,497.46
Annual 54,273.30 56,986.96 59,836.31 62,828.12 65,969.53
20 Biweekly 2,140.11 2,247.11 2,359.47 2,477.44 2,601.32
Monthly 4,636.90 4,868.75 5,112.19 5,367.79 5,636.18
Annual 55,642.83 58,424.98 61,346.23 64,413.54 67,634.21
21 Biweekly 2,193.87 2,303.56 2,418.74 2,539.68 2,666.66
Monthly 4,753.38 4,991.05 5,240.61 5,502.64 5,777.77
Annual 57,040.61 59,892.64 62,887.27 66,031.64 69,333.22
22 Biweekly 2,249.80 2,362.29 2,480.41 2,604.43 2,734.65 Records/Property
Monthly 4,874.57 5,118.30 5,374.22 5,642.93 5,925.07 Evidence Tech.
Annual 58,494.87 61,419.61 64,490.59 67,715.12 71,100.87
23 Biweekly 2,306.28 2,421.59 2,542.67 2,669.81 2,803.30
Monthly 4,996.94 5,246.78 5,509.12 5,784.58 6,073.81
Annual 59,963.24 62,961.40 66,109.47 69,414.94 72,885.69
24 Biweekly 2,364.38 2,482.60 2,606.73 2,737.07 2,873.92
Monthly 5,122.83 5,378.97 5,647.92 5,930.32 6,226.83
Annual 61,473.97 64,547.66 67,775.05 71,163.80 74,721.99
25 Biweekly 2,424.66 2,545.89 2,673.19 2,806.85 2,947.19
Monthly 5,253.43 5,516.10 5,791.91 6,081.50 6,385.58
Annual 63,041.17 66,193.23 69,502.89 72,978.04 76,626.94
CITY OF ARROYO GRANDE
EFFECTIVE 07/07/23
SCHEDULE OF SALARY RANGES-POLICE
NON-SWORN
Item 8.f. - Page 48
Exhibit "F"
RANGE A B C D E Positions
CITY OF ARROYO GRANDE
EFFECTIVE 07/07/23
SCHEDULE OF SALARY RANGES-POLICE
NON-SWORN
26 Biweekly 2,484.39 2,608.61 2,739.04 2,876.00 3,019.80
Monthly 5,382.85 5,652.00 5,934.60 6,231.33 6,542.89
Annual 64,594.26 67,823.97 71,215.17 74,775.93 78,514.72
27 Biweekly 2,545.21 2,672.48 2,806.10 2,946.40 3,093.72 Police Trainee
Monthly 5,514.63 5,790.36 6,079.88 6,383.88 6,703.07
Annual 66,175.58 69,484.36 72,958.58 76,606.51 80,436.83
28 Biweekly 2,609.29 2,739.76 2,876.75 3,020.58 3,171.61
Monthly 5,653.47 5,936.14 6,232.95 6,544.60 6,871.83
Annual 67,841.62 71,233.70 74,795.38 78,535.15 82,461.91
29 Biweekly 2,675.00 2,808.75 2,949.19 3,096.65 3,251.48
Monthly 5,795.83 6,085.63 6,389.91 6,709.40 7,044.87
Annual 69,550.01 73,027.51 76,678.89 80,512.83 84,538.48
30 Biweekly 2,739.62 2,876.60 3,020.43 3,171.45 3,330.03
Monthly 5,935.85 6,232.64 6,544.27 6,871.49 7,215.06
Annual 71,230.17 74,791.68 78,531.26 82,457.83 86,580.72
31 Biweekly 2,808.59 2,949.02 3,096.47 3,251.29 3,413.86
Monthly 6,085.27 6,389.54 6,709.01 7,044.46 7,396.69
Annual 73,023.28 76,674.44 80,508.16 84,533.57 88,760.25
32 Biweekly 2,881.90 3,025.99 3,177.29 3,336.16 3,502.96
Monthly 6,244.11 6,556.32 6,884.13 7,228.34 7,589.76
Annual 74,929.34 78,675.81 82,609.60 86,740.08 91,077.08
33 Biweekly 2,953.04 3,100.69 3,255.72 3,418.51 3,589.43
Monthly 6,398.24 6,718.16 7,054.06 7,406.77 7,777.11
Annual 76,778.92 80,617.87 84,648.76 88,881.20 93,325.26
Item 8.f. - Page 49
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Item 8.f. - Page 50