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R 3326 : , RESOLUTION NO. 3326 A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF ARROYO GRANDE ADOPTING A SALARY AND BENEFIT PROGRAM FOR EMPLOYEES REPRESENTED BY THE ARROYO GRANDE POLICE OFFICERS' ASSOCIATION. ~HEREAS, the City Council deems it to be in the best interest of the City of Arroyo Grande and its various employees represented by the Arroyo Grande Police Officers' Association that compensation be fixed for all said City employees as herein provided; and WHEREAS, the City Council has established compensation and working conditions through the meet and confer process with the designated employee representatives as set forth in the Memorandum of Understanding between the City of Arroyo Grande and the Arroyo Grande Police Officers' Association, a copy of which is attached hereto as Exhibit "A" and incorporated herein. NOW, THEREFORE, BE IT RESOLVED by the City Council of the City of Arroyo Grande, California that the terms of this Resolution as contained in Exhibit "A" are effective as of July 1, 1998, and shall be effective through June 30, 2002. BE IT FURTHER RESOLVED that this Resolution shall supersede and repeal those portions of Resolution No. 3105 that established salaries and benefits in conflict with the terms hereof. On motion of Council Member Tolley , seconded by Council Member Runels I and on the following roll call vote, to wit: AYES: Council Members Tolley, Runels, Lady, Fuller, and Mayor Dougall NOES: None ABSENT: None the foregoing Resolution was passed and adopted this ..8..t.b.... day of ~ptpmhPr, 1998. . RESOLUTION NO. 3326 PAGE 2 AK "PETE" DOUGALL, MA OR ATTEST: . , ' i/~a. ~ NANCY A IS, CITY CLERK APPROVED AS TO CONTENT: ~LJk:r L. Hll'i-\ ~_._~ ROBERT L. HUNT, CITY MANAGER APPROVED AS TO FORM: I, NANCY A. DAVIS. City Clerk of the City of Arroyo Grande, County of San Luis Obispo, State of California, do ,hereby certify, under penalty of perjury, that the foregoing Resolution No. 3326 is a true. full, and correct copy of said Resolution passed and adopted at a regular meeting of said Council on the 8th day of ~r , 1998. WITNESS my hand and the seal of the City of Arroyo Grande affixed this 15th day of Sep~ember, 1998. 11. a.~ NANCY ~ CITY CLERK dSlaffRot\POAN eaotSept8.96 1998/1999 - 200112002 (Four Years) MEMORANDUM OF UNDERSTANDING Between ARROYO GRANDE POLICE OFFICERS' ASSOCIATION And CITY OF ARROYO GRANDE 1998/1999 - 200112002 AGPOA I 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: SPECIAL TV PAY . _ _ _ . . . . . . . . . . . . _ _ _ _ . . _ . . . . . _ . . . _ _ 3 ARTICLE 6: MEDICAL INSURANCE PREMIUMS _..... _ _ . . . _ . . _ . . . . . 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 . . . . . _ _ _ _ . . . . . . . . _ . . _ _ . . . . . . . _ . . . . . 7 ARTICLE 12: MILITARY LEAVE _..... _ _ . . . . . . . _ _ _ . _ . . . _ _ _ . . _ _ . . _ 8 ARTICLE 13: EDUCATIONAL LEAVE .. _ . _ . . _ _ . _ . _ _ . . . . . - - . _ . - . . _ - 8 ARTICLE 14: MEDICAL LEAVE _ _ _ _ _ . _ _ . . _ . . . . . _ _ _ . . . _ . _ _ _ . . . _ _ _ . 9 ARTICLE 15: EMERGENCY LEAVE _ _ . . . . . . . . . . . . . _ . _ _ . . _ . . . . _ _ .... 9 ARTICLE 16: JURY DUTY .., _ _ _ . _ . _ . _ _ . . . . . . . _ _ _ . . . _ . . . . _ . . . . . 9 ARTICLE 17: HOURS OF WORK AND OVERTIME ....... _ . . . . _ . _ . _ _ 10 ARTICLE 18: CALLBACK PAY ..... _ _ _ . . . . . . . . . . . . . . . . . . . _ . . . . _ 10 ARTICLE 19: UNIFORM AND EQUIPMENT ALLOWANCE .. _ _ . . . _ . . . . _ 11 MEMORANDUM OF UNDERSTANDING -1998/1999 - 200112002 AGPOA AND CITY OF ARROYO GRANDE TABLE OF CONTENTS (continued) , ARTICLE 20: PAYCHECKS. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 11 ARTICLE 21: PAYROLL DEDUCTIONS . . . . . . . . . . . . . . . . . . . . . . . . . . . 11 ARTICLE 22: ANN~RSARYDATES ................. ........... 12 ARTICLE 23: USE OF PRIVATE VEHICLElMILEAGE RATE .. _ . . . . . . . . . 12 ARTICLE 24: PERSONNEL FILES. . . . . . . . . . . . . . ... . . . . . . . . . . . - . . . 12 ARTICLE 25: PROBATIONARY PERIOD ...... . . . . . _ . . . . _ _ . _ . . . _ . . 12 ARTICLE 26: RESIGNATION .. _ . . . . . . . . . _ . . . . . . . . . _ . . . . . . . . . _ . 13 ARTICLE 27: TRANSFERS . . . . . . . . . . . . . . . . . . . . . . . . . . : . . _ . . . . . . 13 ARTICLE 28: PROMOTION ......... _ . . . . . . . . . . . . . . . . . . _ . . . . . . 13 ARTICLE 29: TEMPORARY POSITIONS . . . . . _ . . . . . . . _ . . _ . . _ . . . . . . 13 ARTICLE 30: DEMOTION . . . . . _ . . . . . . . . . . . . . _ . . . . . _ . _ . . . . - - . . - 14 ARTICLE 31: LAYOFF .. _ . . _ . . . . . . . . . . . . . . . _ . . . . . . . . . . . . . . . . . 14 ARTICLE 32: GRIEVANCE PROCEDURE ............. _ . . . . . . . . . . . 14 ARTICLE 33: MANAGEMENT RIGHTS ................... _ . . . . . . . 17 ARTICLE 34: EDUCATION ... . _ . . . . . . . . . . . . . . . . . . . . . . . . . . - . . . . .18 ARTICLE 35: NIGHT DIFFERENTIAL PAY. . . _ . . _ . . . . . . _ . _ _ . . . . . . . . 19 ARTICLE 36: STANDBY STATUS ................._..... ..._.... 19 ARTICLE 37: ASSOCIATION ACTIVITIES . _ . . . . . . . _ . . . . . . . . . . . . . . . 19 ARTICLE 38: ASSOCIATION ACCESS TO WORK LOCATIONS. . . . . . . . . 20 MEMORANDUM OF UNDERSTANDING - 199811999 - 200112002 AGPOA AND CITY OF ARROYO GRANDE TABLE OF CONTENTS (continued) ARTICLE 39: ASSOCIATION USE OF CITY FACILITIES .............. 20 ARTICLE 40: ASSOCIATION MEET AND CONFER REPRESENTATION . . . 20 ARTICLE 41: NO STRIKElNO LOCKOUT ......................... 21 ARTICLE 42: NONDISCRIMINATION. . . . . . . . . . . . . . . . . . . . . . . . . . . . . 21 ARTICLE 43: RETIREMENT . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 21 ARTICLE 44: RETIREMENT BENEFITS . . . . . . . . . . . . . . _ . . . . _ _ _ . . . _ . 21 ARTICLE 45: DENTAL PLAN .........;..... _ . . _ . _ _ _ . . . . . _ . . . . _ . 22 ARTICLE 46: llt=E INSURANCE . _ . . _ . . _ . . . . . . . . . . . _ . . . . . . . . . . . . 22 ARTIClE 47: . VISION PLAN ......... _ . . . . _ . . . . . . . _ _ . . . . . . . . . _ . 22 ARTICLE 48: DISABILITY INSURANCE . . . . . _ . _ . . . . . . . . . . . . . . . . . . . 22 ARTICLE 49: MOU IMPLEMENTATION . . . . . . . _ . . . . . . . . . . . . . - . . . . . 22 ARTICLE 50: SUPPORT SERVICES TECHNICIAN . . _ . . _ . . . . . . . . . . . . . 23 ARTICLE 51: MAINTENANCE OF BENEFITS . . . . . . . _ . _ . . . . . . . . . _ . . . 23 199811999 - 200112002 MEMORANDUM OF UNDERSTANDING BEnNEEN THE REPRESENTATIVES OF THE CITY OF ARROYO GRANDE AND lHE ARROYO GRANDE POLICE OFFICERS' ASSOCIATION ARTICLE 1. TERM OF MEMORANDUM OF UNDERSTANDING The term of the Memorandum of Understanding shall be from July 1, 1998, through June 30, 2002 (four years). Meet and confer sessions for Fiscal Year 2002/2003 shall commence no later than March 15, 2002. ARTICLE 2. SAlARY SCHEDULES A. Fiscal Year 1998/1999: The City and the Police Officers' Association agree that all position classifications represented by the Association shall receive salaries as represented in the attached Exhibit "A" for the period July 1, 1998, through June 30, 1999. This Agreement represents a 1.5% "Cost of Living" adjustment for all represented classifications, as depicted below: CLASSIFICATION SALARY RANGE Police Sergeant 41 Senior Police Officer 35 Police Officer 31 Community Services Officer 25 Lead Support Services Technician 25 Support Services Technician 21 B. Fiscal 'Year 1999/2000: (Year 2) Exhibit "A" shall be adjusted to represent a 1.8% "Cost of Living" adjustment. C. Fiscal Year 2000/2001: (Year 3) Exhibit "A" shall be adjusted to represent an additional 2.5% "Cost of Living" adjustment beyond that granted for FY 1999/2000 (Year 2). , MEMORANDUM OF UNDERSTANDING -199811999 ...200112002 AGPOA AND CITY OF' ARROYO GRANDE PAGE 2 ARTICLE 2. SAlARY SCHEDULES (continued) D. Fiscal Year 2001/2002: (Year 4) Exhibit "A" shall be adjusted to represent an additional 3.0% "Cost of Living" adjustment beyond that granted for FY 2000/2001 (Year 3). 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, established for his/her 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 his/her salary range in the following manner: I Police employees may qualify for advancement to the second or next step, after completion of 12 months 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 his/her 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 hislher 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 his/her fourth step, upon recommendation of the Police Chief and approval py 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. 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. . , - -.-. ----. -> - ---- 4 _ ____ ____ .___. __ MEMORANDUM OF UNDERSTANDING - 199811999 - 2001/2002 AGPOA AND CITY OF ARROYO GRANDE PAGE 3 ARTICLE 4. ADVANCEMENT IN PAY (continued) 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. 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. SPECIAl TV 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. , MEMORANDUM OF UNDERSTANDING - 1998/1999 - 200112002 AGPOA AND CITY OF ARROYO GRANDE PAGE 4 ARTICLE 5. SPECIAL 1Y PAY (continued) C. Emergency Medical Dispatch (EMD) Pay. Beginning FY 1998/1999. in addition to the base rate of pay determined under this MOU, employees in the classifications of full-time Lead Support Services Technician and full-time Support Services Technician shall receive an additional 2.5% of base salary as Emergency Medical Dispatchers. provided those employees possess current EMD certification. Specialty pay on this status is to be included in all computation of overtime or other benefits. D. Motor Officer Pay. Beginning FY 1999/2000. officers assigned to motor service shall receive an additional $100 per month while assigned to the Traffic Enforcement Motorcycle Program. ARTICLE 6. MEDICAL INSURANCE PREMIUMS ! The City shall pay the monthly medical plan insurance premiums for each employee and all of his/her eligible dependents participating in the medical plans available to the City. up to the Health Maintenance Organization (HMO) plan composite rate level assessed by the insurer. Medical insurance is available for retirees through the City at the retiree's own expense until retiree is eligible for medicare. ARTICLE 7. VACATION LEAVE A. The purpose of annual vacation leave is to enable each eligible employee to annually return to his/her work mentally and physically refreshed. Employees shall take a minimum of eighty (80) vacation hours' leave per year after the first year of service. 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 his/her full annual vacation leave. However. in the event an employee so chooses. he/she may. after six (6) continuous months of service. take vacation leave not to exceed forty (40) working hours with his/her 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. -".- .-..- MEMORANDUM OF UNDERSTANDING - 1998/1999 - 200112002 AGPOA AND CITY OF ARROYO GRANDE PAGE 5 ARTICLE 7. VACATION LEAVE (continued) 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 " " " 1 0 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 80 5+ - 10 120 10+ - 15 160 15+ 200 F. In the event an employee's accrued vacation leave exceeds the maximum allowed, the employee shall be paid at his/her January 1 st 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. MEMORANDUM OF UNDERSTANDING - 199811999 - 200112002 AGPOA AND CITY OF ARROYO GRANDE PAGE 6 ARTICLE B. HOLIDAY LEAVE A. ShifUOperations Employees: 1. Employees will be provided eight (8) hours of pay per month in lieu of holiday leave or shall be granted one (1) 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 pay day 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. Presiden't'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, he/she shall have the option to take such a holiday on an alternate day, as selected by the employee and approved by the Police Chief. MEMORANDUM OF UNDERSTANDING -1998/1999 -2001f2002 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. Upon retirement an employee may choose to be paid for 50% of unused sick leave, to a maximum of 480 hours at his/her current rate of pay. On December 1 st of each year, an employee has the option of being paid straight time for 25% of his/her unused sick leave for the preceding twelve (12) months, transferring the 25% credit to vacation or leaving the 25% credit in sick leave. ARTICLE 10. BEREAVEMENT LEAVE A five (5) day leave 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. 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 four (4) months (88 workdays) unpaid leave in a 24-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. MEMORANDUM OF UNDERSTANDING - 199811999 - 200112002 AGPOA AND CITY OF ARROYO GRANDE PAGE 8 ARTICLE 11. FAMILY LEAVE (continued) 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 State FCLA and Federal FMLA apply. I 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 payor City-paid benefits and shall be for a period not to exceed forty-eight {48} working days per calendar year. The employer may retain his/her City benefits, such as medical insurance, by paying all premiums. The City may elect to replace the employee in his/her position in the event employee takes more than forty-eight (48) working days per calendar year. ARTICLE 13. EDUCATIONAL PAY A. All unit employees may qualify for a two and one-half percent (2Y2%) 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. S. All unit employees may qualify for a five percent (S%) 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. MEMORANDUM OF UNDERSTANDING - 1998/1999 - 2001f2002 AGPOA AND CITY OF ARROYO GRANDE PAGE 9 ARTICLE 13. EDUCATIONAL PAY (continued) C. Exceptions: VVhen 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.lB.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 his/her 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, he/she shall be entitled to continue his/her insurance coverage with the City, as if pursuant to the provisions of COBRA, at his/her own expense. 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 his/her supervisor as soon as possible upon receiving notice to appear for jury duty, make every reasonable effort to keep his/her supervisor advised as to the anticipated length of service, and return to work immediately following the end of jury duty service. MEMORANDUM OF UNDERSTANDING -1998/1999 -200112002 AGPOA AND CITY OF ARROYO GRANDE PAGE 10 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 %) 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 ('.4) 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, his/her supervisor will provide that, in lieu of cash payment for any overtime, he/she may have the choice of time off with pay at the rate of one and one-half (1 and %) 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 200 hours. Upon separation from employment, an employee is entitled to receive cash compensation for any unused compensatory time. ARTICLE 18. CALLBACK PAY Callback is defined as, "the circumstances that requires 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 back to work will receive a minimum two (2) hours overtime pay.. An employee called in early to start his/her work shift without prior reasonable notice will receive a minimum two (2) hours overtime pay. Reasonable notice shall be defined as, "the number of hours in the employee's standard shift." -.-- MEMORANDUM OF UNDERSTANDING -199811999 -200112.002 AGPOA AND CITY OF ARROYO GRANDE PAGE 11 ARTICLE 19. UNIFORM AND EQUIPMENT AlLOWANCE The City shall provide cash allowances of $700 annually to the employees required by the Police Chief to wear a uniform selected by the City. One-half (Y2) of such allowance shall be paid <in July of each year for the period July through December of the same calendar year. The remaining half of such allowance shall be provided by the City during January for the period January through June of the same calendar year. The uniform allowance will be paid on the first non-pay date Friday of the month due. An increase in the uniform allowance in the amount of $100 will be effective as of July 1, 1999. Allowance thereafter will be $800 annually. Such allowances shall be used by the employee to replace, maintain, repair, and clean all designated uniform garments, hats, caps, shoes, leatherwear, and ornamentation. Upon the hiring of a Police Department employee, the City will provide applicable safety equipment and initial uniforms and ancillary equipment as specified by Police Department policy. The City will provide replacement safety equipment as necessary, including, but not limited to: firearms, impact weapons, chemical irritants, restraining devices, ballistic vests, helmets, and inclement weather clothing. ARTICLE 20. 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 21. 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. MEMORANDUM OF UNDERSTANDING -199811999 - 200112002 AGPOA AND CITY OF ARROYO GRANDE PAGE 12 ARTICLE 22. 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 23. USE OF PRNATE VEHICLE I 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 his/her 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. ARTICLE 24. PERSONNEL FilES An employee or his/her designee may inspect his/her 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 his/her personnel file any signed and dated statement of clarification or disagreement to any item or article contained within his/her personnel file. ARTICLE 25. 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 hislher probationary period. All entry level Police Department personnel hired after July 1, 1994, shall satisfactorily complete a twelve (12) month probationary period. This provision shall not apply to reclassifications. 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 his or her 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. MEMORANDUM OF UNDERSTANDING -199811999 -2001f2002 AGPOA AND CITY OF ARROYO GRANDE PAGE 13 ARTICLE 26. RESIGNATION An employee wishing to leave his/her employment with the City in good standing shall file with his/her supervisor a written resignation stating the effective date of hislher 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 27. 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 28. PROMOTION Transfer of an employee to a higher range shall result in an increase in salary. For FY 1998- 1999, FY 1999-2000, and FY 2000-2001, the employee's salary shall be placed in the identical step in the higher range that the employee enjoyed in the class from which the employee was promoted. Beginning in FY 2001-2002, with any newly-initiated promotional processes, the employee's salary shall be placed on the salary step of the new range which would result in at least a five percent (S%) increase in salary compared to the employee's existing salary. Any eligibility list in effect as of July 1, 2001 would not be affected by this change. Promotion of an employee may be made by the Police Chief, with the consent of the City Manager, without testing or opening the position for consideration of all non-employees. All current employees shall be given consideration over all non-employees. All current employees shall be given consideration for a position opening that will be filled by promotion. Employees may only apply for promotion, if they meet the minimum requirements for the position to which they wish to be promoted, on the date the announcement closes. In the event the promoted party is removed during the probationary period from the position to which promoted, the employee shall not be considered demoted but shall be returned to the range from which promoted. No changes in step shall occur as a result of an employee passing the promoted position probationary period. A promoted employee shall retain his or her anniversary date held prior to promotion. ARTICLE 29. 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. MEMORANDUM OF UNDERSTANDING - 1998/1999 - 200112002 AGPOA AND CITY OF ARROYO GRANDE PAGE 14 ARTICLE 30. 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 31. 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 giv~n at least thirty (30) working 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, he/she may be rehired in the lower classification's position opening. ARTICLE 32. 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 - .-- ---- - -- _.- -- --- - --.- - -- - --- -- - ... -. MEMORANDUM OF UNDERSTANDING -199811999 - 200112.002 AGPOA AND CIlY OF ARROYO GRANDE PAGE 15 . ARTICLE 32. GRIEVANCE PROCEDURE (continued) 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 his/her 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 his/her immediate supervisor. Within seven (7) days, the immediate supervisor shall give his/her 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: 1. Thirty (30) days after the event of circumstances occasioning the grievance; or 2. Within seven (7) calendar days of the Step 1 decision rendered in the informal grievance procedure, whichever is the latter. MEMORANDUM OF UNDERSTANDING -1998/1999 -200112002 AGPOA AND CITY OF ARROYO GRANDE PAGE 16 ARTICLE 32. GRIEVANCE PROCEDURE (continued) 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 his/her choice. D. The grievant shall cite the specific provision(s} of the then currently effective Memorandum of Understanding, ordinance, resolution, or written rule claimed to have been violated, set forth the facts that purportedly constitute such violation, and the specific remedy sought. E. Within seven (7) days after the initiation of the Step 2 grievance, the first level of appeal person shall investigate the grievance and give his/her decision in writing to the grievant. STEP 3 A. If the grievant is not satisfied with the decision rendered pursuant to Step 2, he/she may appeal the decision within seven (7) days to the Police Chief or his/her designated representative. The employee may be represented by a representative of his/her choice. S. The Police Chief or his designated representative shall respond in writing within seven (7) days to th~ grievant. If the Police Chief or hislher designated representative determines it is desirable, he/she shall hold a conference(s) or otherwise investigate the matter. STEP 4 A. If the grievant is not satisfied with the decision rendered pursuant to Step 3, he/she may appeal the decision within seven (7) days to the City Manager. The employee may be represented by a representative of his/her choice. STEP 5 A. If the grievant is not satisfied with the decision rendered pursuant to Step 4, he/she may, within seven (7) days, invoke the right to have the grievance resolved by binding arbitration. MEMORANDUM OF UNDERSTANDING - 1998/1999 - 200112002 AGPOA AND CITY OF ARROYO GRANDE PAGE 17 ARTICLE 32. GRIEVANCE PROCEDURE (continued) STEP 5 (continued) .' 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 33. 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; .. 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; MEMORANDUM OF UNDERSTANDING -1998/1999 - 200112002 AGPOA AND CIlY OF ARROYO GRANDE PAGE 18 ARTICLE 33. MANAGEMENT RIGHTS (continued) .. 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 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 $cope of representation defined on the Meyers-Milias-Brown Act. ARTICLE 34. EDUCATION 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 educationltraining courses/programs. Payments must be approved by the Police Chief in advance. Reimbursement shall be limited to $1,200 per fiscal year for all new participants beginning in FY ?OO1-2002. - - MEMORANDUM OF UNDERSTANDING -1998/1999 - 200112002 AGPOA AND CITY OF ARROYO GRANDE PAGE 19 ARTICLE 35. NIGHT DIFFERENTIAL PAY The City shall be $.50 (50 cents) 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 36. 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. ARTICLE 37. 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 his/her 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 his/her 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. MEMORANDUM OF UNDERSTANDING - 1998/1999 - 200112002 AGPOA AND CITY OF ARROYO GRANDE PAGE 20 ARTICLE 38. ASSOCIATION ACCESS TO VVORK 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 his/her 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 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 39. 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 40. 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 payor any benefits. - -. MEMORANDUM OF UNDERSTANDING -199811999 -2001f2002 AGPOA AND CITY OF ARROYO GRANDE PAGE 21 ARTICLE 41. NO STRIKElNO 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 42. 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 his/her 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. ARTICLE 43. 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. ARTICLE 44. RETIREMENT BENEFITS A. The PERS Public Safety Officer 2% at Age 50 Retirement Plan is provided for sworn personnel, with the City paying back to each sworn employee an amount equal to the 9% deduction from the sworn employee's paycheck for PERS retirem ent. S. The PERS 2% at Age 60 Retirement Plan is provided for non-sworn personnel. with the City paying back to each non-sworn employee an amount equal to the 7% deduction from the non-sworn employee's paycheck for PERS retirement. C. Beginning in FY 2001-2002 the City agrees that the employee portion of the PERS contribution, made by the City, shall be reported to PERS as income. The City will be responsible for the increased PERS contribution as a result of the reporting change. MEMORANDUM OF UNDERSTANDING - 199811999 - 200112002 AGPOA AND CITY OF ARROYO GRANDE PAGE 22 ARTICLE 44. RETIREMENT BENEFITS (continued) D. As of July 1, 1999, the City will have modified the PERS contract to allow employees to buy back, at. their expense, retirement service credit for prior military service as permitted by PERS. E. The City has requested information from CalPERS on alternative retirement programs (i.e., 2% @ 55 for non-sworn, single highest year). This information has not been received as of the date of this Memorandum of Understanding. Once the information is received the data will be provided to the AGPOA. Beginning in year three of the contract, should the AGPOA wish to discuss the data in the formal meet and confer process, the City would agree to such meeting(s) with the expressed understanding that should any change to the contract result from said meeting(s), all costs shall be the responsibility of the AGPOA. ARTICLE 45. DENTAl PLAN ; The City will pay the full dental plan insurance premiums for each employee and all of his/her eligible dependents for a dental plan of the City's choice. ARTICLE 46. 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 47. VISION PLAN The City shall provide a Vision Plan to each employee and all of hislher eligible dependents, full cost for said Vision Plan to be paid by the City. ARTICLE 48. DISABilITY 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. ARTICLE 49. 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. . MEMORANDUM OF UNDERSTANDING - 1998/1999 - 200112002 AGPOA AND CITY OF ARROYO GRANDE PAGE 23 ARTICLE 50. SUPPORT SERVICES TECHNICIAN Employees currently classified as Clerk Typist II (Police) and Police Dispatcher shall be reclassified to the classification of Support Services Technician. Employees under this classification will remain in their present assignments for a minimum of five (5) years, from July 1, ,1 ~94, unless an employee voluntarily agrees to assume another assignment within this cla~sification and such transfer is approved by the Police Chief. ARTICLE 51. MAINTENANCE OF BENEFITS All benefits enjoyed by unit employees as of July 1, 1998, 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" is attached and incorporated as part of this Memorandum of Understanding. REPRESENTATIVES OF REPRESENTATIVES OF ARROYO CITY OF ARROYO GRANDE GRANDE POLICE OFFICERS' ASSOCIATION DATE: (YlD~ .1~ DATE: q -3-- q~ RlJinIL, fhil~ ROBERT L HUNT CITY MANAGER ~ ~ JrvJz-- DAN HERNANDEZ CRAIG HENDRICKS CITY NEGOTIATOR NEGOTIATOR, AGPOA ~ ~~~L DA SNO G S KIM OESE rrv NEGOTIATOR NEGOTIATOR, AGPOA 8:\agpoa.mou.000298. CITY OF ARROYO GRANDE EXHIBIT "A II SCHEDULE OF AGPOA SALARY RANGES -1998/1999 Cost of Living Adjustment -1.5% RANGE A B C D E 20 2188 2298 ' 2413 2533 2660 21 2243 2356 2473 2597 2727 ". . 22 2300 2415 2535 2662 2795 23 2358 2476 2599 2729 2865 24 . 2417 2538 2664 2797 2937 25 2477 2600 2730 2867 3010 26 2539 2665 2798 2938 3086 27 2602 2732 2869 3013 3163 I 28 2667 2800 2940 3088 3242 29 2734 2871 3015 3165 3323 30 2802 2942 3090 3244 3406 31 2872 3016 3167 3325 3492 32 2945 3092 3246 . 3409 3579 33 3018 3169 3327 3494 3668 34 3094 3248 3410 3581 3760 35 3171 3329 3496 3670 3854 . 36 3250 3412 3583 3763 3950 37 3331 3498 3672 3856 4049 38 3414 3585 3765 3952 4150 39 3500 3674 3858 4051 4254 , CITY OF ARROYO GRANDE EXHIBIT II A II ' SCHEDULE OF AGPOA SALARY RANGES - 1998/1999 Cost of Living Adjustment -1.5% RANGE A 8 C D E 40 3586 3766 3954 4152 4360 41 3676 3860 4053 4256 4469 42 3768 3956 4154 4362 4581 43 3863 4056 4259 4472 4695 44 3960 4157 4366 4584 4813 45 4060 4263 4476 4699 4934 46 4162 4370 4588 4817 5058 47 4265 4478 4703 4938 5185 48 4374 4592 4821 5062 5315 50 4269 4483 4707 4942 5189