R 1776
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RESOLUTION NO. 1776
A I:ESOLUTION OF THE CITY COUNCIL OF THE CITY
OF ARROYO GRANDE ADOPTING A MEMORANDU~I OF
UNDERSTANDING WITH THE ARROYO GRANDE POLICE
OFFICERS ASSOCIATION WHICH CONTAINS A SALARY
SCHEDULE AND POSITION CLASSIFICATIONS AND
SALARY STEPS WITHIN THE RESPECTIVE RANGES OF
THE SALARY SCHEDULE FOR 1984/85 AND 1985/86
AND REPEALING RESOLUTION 1723
THE CITY COUNCIL OF THE CITY OF ARROYO GRANDE DOES
RESOLVE AS FOLLOWS:
WHEREAS, this City Council has met and conferred with
duly elected representat ives of employees of the C it y of Arroyo
"-' Grande; and
WHEREAS, this Council deems it to be the best interests
of the City of Arroyo Grande and its various employees that
minimum and maximum compensation be fixed for various
classifications of employment in the various departments of the
City of Arroyo Grande as hereinafter provided.
NOW, THEREFORE, BE IT RESOLVED that a Memorandum of
Understanding is agreed upon with Arroyo Grande Police Officers
Association and adopted for fiscal years 1984/85 and 1985/86.
Terms contained within such' Memorandum of Understanding are
effective July I, 1984.
BE IT FURTHER RESOLVED, this resolution shall supercede
and repeal Resolution No. 1723 and all other resolutions which are
required by law to be addressed through the meet and confer
process which previously established salary schedules, position
classifications and working conditions.
BE IT FURTHER RESOLVED, that the minimum compensation as
of date of employment and the intermediate and maximum
compensation for such employment shall be as hereinafter
enumerated, effective July 1, 19B4 and that said employees shall
be assigned to salary steps within the respect ive pay range of the
position classification as set forth in the attached Memorandum of
Understanding, and further, that the Memorandum of Understanding
attached hereto is made a part hereof by reference, all of which
are hereby adopted.
On motion of Council Member Vandeveer, seconded by
Council
Member Hogan, and on the following ro 11 call vote to wit:
AYES: Councilmen Hogan, Millis, Vandevee r, Mayor Smith
NOES: None
ABSENT: Councilman Gallagher
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the foregoing Resolution was passed and adopted this 26th day of
JuneJ 1984.
ATTEST:~~ . y3!~~
MAYOR
DEP CHY CLERK
I. V ginia L.'.,Culp, City Clerk of the City of Arroyo Grande, County of
San Lui, Cbi!,po, State of California, do hereby certify that the foregoing Resolution
No. J776 is a t'rue, full and correct copy of said Re.solution passed and adopted at a
reg~l~r meeting of said Counci 1 on the 26th day of June 1984.
~ITNE3i n~'\h~nd ~~d the Seal of the City of Arroyo Grande affixed this 28th
day of June 1984. f ~' " .".-
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. nFPIITV r I TV r'RK
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1984/85 AND 1985/86
A.G.P.O.A./CITY OF ARROYO GRANDE
HEHORANDUM OF UNDERSTANDING
TABLE OF CONTENTS
ARTICLE SUBJECT PAGE
Resolution A
1 Terms of M.O.n. 1
2 Salary Schedules 1
:3 Application of Salary Steps 1
4 Advancement In Pay :3
5 Medical Insurance Premiums 4 .-
6 Vacation Leave 4
7 Holiday Leave - 5
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8 Sick Leave 6
9 Bereavement Leave 6
10 Family Leave 6
11 Military Leave 7
12 Educational p'Iy 7
13 Medical Leave 8
14 Emergency Leave 8
15 Jury Duty 8
16 Hours of Work and Overtime 9
17 Call Back Pay 9
18 Uniform and Equipment Allowance 10
19 Paychecks 10
20 Payr~ll Deductions 10 .-
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21 Anniversary Dates 11
22 Use of Private Vehicle/Mileage Rate 11
23 Personnel Files 11
24 Probationary Period 12
25 Resignation 12
26 Transfers 13
27 Promotion 13
28 Temporary Promotions 14
29 Demotion 14
30 Layoff 14
31 Grievance Procedure 15
32 Management Rights 18
33 Physical Examinations 20
34 Education 20
35 Night Differential Pay 20
36 Standby Status 20 ,'"\
37 Association Activities 21
38 .. .. Access to Work Locations 21
39 .. .. Use of City Facilities 22
40 .. .. Meet and Confer Rep. 22
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41 No Strike/No Lockout 23
42 Non-discrimination 23
43 Outside Employment 23
44 Retirement 23
45 M.O.U. Implementation 24
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EXHIBITS
A SALARY SCHEDULE (Eff.7/1/B4) Attached
B If If (Eff.1O/l/84) ..
C If .. (Eff.I/I/85) ..
D If If (Eff.4/1/85) If
E If If (Eff.7/1/85) If
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.!-IEHORANDUH OF UNDERSTANDING BETI(EEN THE
REPRESENTATIVES OF THE CITY OF ARROYO GRANDE
AND THE ARROYO GRANDE POLICE OFFICERS
ASSOCIATION
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ARTICLE 1. TERMS OF MEMORANDUM OF UNDERSTANDING
The term of the Memorandum of Understanding shall be
from July 1, 1984, until June 30, 1986, and thereafter shall
continue from year to year until either party requests
modification by March IS, 1986, or any year thereafter, in which
.... .
event, meeting and conferring shall commence no later than April
IS, 1986.
ARTICLE 2. SALARY SCHEDULES
The City and the Association agree that all
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classifications represented by tbe Association shall receive
salaries &s r.epresented in Exhibits A and R to this M.O'.ff.
SCHEDULE OF POLICE CLASSIFICATIONS AND SALARY RANGES
CLASSIFICATIONS SALARY RANGE
Lieutenant 38
Police Sergeant 34
Investigator 31
Police Patrolman II 30
Police Patorlman I 27
Clerk Typist II 14
Dispatcher 12
ARTICLE 3. APPLICATION OF SALARY STEPS """
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All employees entering the permanent, full-time employ
of the City sha 11 be paid at the first step of the salary range
(unless otherwise determined by the Chief of Police and City
Manager) established for his/her position classification.
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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 Nanager for initial
full-time permanent employment and qua lify for increase 1.n
compensation or advancement to the next higher step of his/her ""
salary range in the following manner:
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Non-sworn Police employees may qualify for advancement
to the second, or next step, after completion of six months
service, upon the recommendation of the Police Chief and approval
of the City Manager. For sworn police officers, a' one year period
of service is required.
Employees may qualify for advancement to the third or
next step,after the completion of one year of service in his/her
second step upon recommendation of the Police. Chief and ap'p'roval
by the City ~lanager.
,
Employees may qualify for advancement to the fourth, 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 fifth or
next step, after completion of one year of service in his/her
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 Nanager by tI,e Police
Ch ie f prlor to final action on such recommendation.
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ARTICLE i, . ADVANCENENT IN PAY
The salary range as set forth for each classification is
divided into five (5) steps which shall be interpreted and app lied ~,
as follows:
A. The first step is the minimum rate and normally
shall be the hiring rate.
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B. The second step granted to employees who are
eligible for..this adjustment after completion of six (6 ) or twelve
(12) (depending upon sworn status) full calendar months of
satisfactory service in a classification and not prior to the
~ompletion of a probatiouary 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) fu 11 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 with the approval ,of the City Manager.
shall be granted employee who ,.-,
E. The fifth step to an ,
has given satisfactory service for one (1) full additional year by
the Police Ch ie f and with the approval of the City Manager.
An employee must always continue to maintain an
accept::lble level of performance and shall be evaluated by the
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Police Chief annually.
ARTICLE 5. NEDICAL INSURANCE PREHIUHS
Effective July 1, 1984, and through the term of this
City --
agreement, the shall pay the monthly medical plan premium
costs for each employee participating. Effective July I, 1984,
'-' the City shall pay $75 monthly of the medical plan premium costs
for employee dependent coverage when such dependents are eligible
and elect such coverage. In the event of a dependent coverage
premium increase after June 3D, 1985, the City shall pay 20% of
that increase above $75, a.nd the employee shall pay 80%.
ARTICLE 6. VACATION LEAVE
A. The purpose of annual vacat.ion leave is to .enable
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each eligible employee t.Q a.nnually retnrn to his work mentally and
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physically refreshed. Employees shall t.ake a minimum of ten
(lO)vacation days' leave per year after the first year of service.
B. Each eligible employee shall be required to have
served the equivalent of one. 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, she/he may,
after six continuous months of servic.e, take vacation leave not to
exceed five (5) working days with his/her supervisor's approval.
C. Employees who terminate employment shall be paid at
termination and upon return of.al1 City-owned property, if any, a
lump Sum for all accrued vacation leave earned prior to the date
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of termin3tion.
D. Vacation leave with pay shall be earned in
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accordance with the following schedule:
V A CAT I o N S C H E D U L E
1st yr. 10 days 6.67 hrs.per mo.
1 yr. 10 days 6.67 . . "'"
2 12 8.00
3 13 8.67
4 14 9.34
5 15 10.00
6 15 10.00
7 16 10.67
8 16 10.67
9 17 11. 34
10 17 11.34
-....11 18 12.00
12 18 12.00
13 19 12.67
14 19 12.67
15 20 13.34
E. Commencing January 1. 1986, employees may accrue
vacation leave up to the maximum hours listed below dependent 'upon
years of service as a regular fuil-time employee:
Yea rs of Service Maximum Vacation Hours Which
On January 1st Can be Accrued on January 1st
1 - 5 BO
5+ - 10 120
10+- 15 160
15+ 200
F. In the event an employee's accrued vacation leave
exceeds the maximum allowable in Paragraph D, the employee shall
be paid at his/her January 1st hourly wage rate for those hours
accrued in excess of the maximum a llowa.b Ie. Exception to this
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paragraph may be approved by the Police Chief a.nd City Manager
upon employee request.
ARTICLE 7. HOLIDAY LEAVE
A. Employees will be provided one day's pay per month in
lieu of holiday leave or shall be grant'ed one day per calendar
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month for a holiday. Such monthly holiday shall be designated on
the employee's work sche.dule.
B. Employees shall also receive an additional one and
one-half (1-1/2) days leave per year which may be granted as time
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off or as straight-time pay during December.
ARTICLE 8. SICK LEAVE
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All eligible employees shall accrue one (1) working day
of sick leave with pay for each month of service with unlimited
accumulation. Upon retirement~ an employee may cboose to be paid
for 50% of unused sick leave to a maximum of 360 hou r s at his/her
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current rate of pay. On'December 1st 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"months, transferring the 25%
c:red i t to vacation or Ieav ing the 25% credit in sick leave.
ARTICLE 9. BEREAVEMENT LEAVE
A three (3) day leave with pay shall be available to
employees who suffer the death of a relative (defined as: spouse,
parent, child, s,ister, broth'er, grandparent or grandchild, and tbe
corresponding relative by marriage) 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 leave
ARTICLE 10. FAMILY LEAVE
An employee may take sick leave if required to be away
from the job, to personally care for a member of his/her immediate
~ family defined in Article 9 , Bereavement Leave, subject to
as
approval of the immediate supervisor and the department head's
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verification of need.
ART! CLF. 11. MILITARY LEAVE
Employees taking mili.tary leave with the National Guard
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or Reserves shall be entitled to full City pay and benefits as
required by State statute.
All Military Leave in excess of thirty <30 ) days per
year, if granted by the City, shall be without City pay or
City-paid p~nefits, and 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)
\larking days per calenda" year.
ARTICLE 12 . EDUCA.T.I.QNA.L. PA.Y
A. Sworn officers may qualify for a two and one-half
percent (2-1/27.) salary increase above their position classified
range upon receipt of an Associated Arts Degree in a field
,
relative to their police job classification, from an accredited
Junior College or College or intermediate P.O.S.T. degree, upon
approval of the Police Chief and City Manager.
B. Sworn officers may qua lify for a five' percent (57.)
salary increase above their position classified range upon receipt ......,
of a Bachelor of Arts/Science Degree in a fie Id relative to their
police job classification, from an accredited College or advanced
P.O.S.T.Degree upon approval of the Police Chief and City
Manager.
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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 by requested by the -
City for current positions represented by A.G.P.O.A. unless
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otherwlse agreed through the meet and confer process.
ARTICLE 13. MEDICAL LEAVE.
Medical leave without pay may be granted for the purpose
of recovery from prolonged illness or injury or to restore health
or for pregnancy, upon employee's written request to tbe Police
Chief and City Manager, subject to submission of medical evidence
satisfactory to establishing t.he employee's medical need.
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ARTICLE 14. EMERGENC." 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 beyond his/her control or will serve to improve
his/her ability as an employe-e of the City. Emergency leaves may
be granted up to a maximum of one (1) year. Upon expiration of an
approved Emergency Leave, the employee sha 11 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.
'--' ARTICLE 15. JURY DUTY
Enployees shall be granted leave with full pay and no loss in
benefits when ,called for jury duty, if the employee remits any and
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a I I 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
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immediately following the end of jury duty service.
ARTICLE 16. HOURS OF WORK AND OVERTIME
The normal working schedule for full-time employees
sha 11 be eight (8) hours per day or forty (40) hours per week. All
authorized time worked' in excess of forty (40) hours per week
shall be compensated for at the rate of one and one half (I-l/2)
times employee's regular base hourly rate of . Time worked,
the pay.
for computation of overtime, shall include holidays, sick leave,
bereavement leave, and paid vacation and compensatory time off for
purposes of this paragraph, and shall be calculated at a maximum
of eight (8) hou,rs per day. Overtime shall be computed at the
nearest quarter hour (1/4) hour. 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
(1-1/2) of overtime worked. Compensatory time ----
hours for each hour
off shall be taken at the option of the employee with the consent
of the immediate supervisor and Police Ch ie f .
ART! CLE 1 7 . CALL BACK PAY
Call back is defined as that circumstance which requires
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an employee to unexpectedly return to work after the employee has
left "ork at the end of the employee's work day or work week. An
employee called in early to start his/her work shift without prio'r
reasonable notice will also receive time and one-half (1-1/2)
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overtime pay for all extra hours worked, with a minimum call out
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of two (2) hours.
ARTICLE 18. UNIFORM AND EQUIPMENT ALLOWANCE
The City shall provide cash allowances of $550 annually
to the employees required by the Police Chief to wear a uniform
s.elected by the City~ One half of such allowance s ha 11 be paid in
July of each year for the period July throug'h December of the same
calendar year. The remaining half of such allowance shall be
j,Jrovided by the City during January for the period January through
June of the same calendar year.
Such allowances shall'be used by the employee to
initially purchase, replace, maintain, repair, clean all
designated uniform garments, hats, caps, shoes, leatherwear.
ornarJentation and inclement weather clothing.
Upon determination by the Police Chief, any employee
required to uniform for the first time during the term of this
contract may be advanced up to one year's allowance to initially
purchase required uniform items and uniform incidentals.
ARTICLE 19. PAYCHECKS
'~ The City will pay regular checks on a bi-weekly basis.
ARTICLE 20. PAYROLL DEDUCTIONS
Requests for changes in and cance lla't ions of Association
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dues s ha 11 be promptly processed through the Association and put
into effect at the employee's request. Deductions fo1' dues shall
be made twice monthly by the City and remitted to the Association
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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 which may arise as a result of the
applicati~n of this Article.
ARTICLE 21. ANNIVERSARY DATES
All current employee annive rs ary dates shall be as
~ontained ill the current City records. All employees hired after
this date shall have an anniversary date the same as date of hire.
ARTICLE 22. USE OF PRIVATE VEHICLE/MILEAGE RATE
No yorker sball loe required as a condition of obtaining
or continuing City employment, to possess or prov ide a private
vehicle for use in connection with his/her City employment. The
City shall reimburse employees at a rate of 25 cents per mile for
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use of personal vehicles when such employees agree to such use
upon stated request of the City. Transportation to and from work
shall no t be reimburs'ed.
ARTICLE 23. PERSONNEL FILES
An employee or his 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
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personnel file any signed and dated statement of clarification or
disngreement to any item or article contained within his/her
personnel file.
ARTICLE 24. PROBATIONARY PERIOD
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All appointments shall be tentative and subject to a
'-' probationary six employees
period of months for non-sworn and
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twelve months for sworn employees. The Police Chief. with consent
of the City Manager. may extend the probationary peroid for
specified cause(s) which shall be provided in writing to the
employee.
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 secu,ring 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 th",
consent of the City Manager, may release the probationary employee
from City employment without cause at any time during the
probationary p~riod.
ARTICLE 25. RESIGNATION
An employee wishing to leave his/her employment with the
City in good standing shall file with his/her sup erv isor a written
resignation stating the effective date of his/her resignation and
the reaSon for leaving.
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The resigning individual shall file such written
resignation at least two (2) weeks in advance of the effective
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termination date and participate in an exit interview conducted by
the City prior to issuance of the final pay check.
ARTICLE 26. TRANSFERS
...-....., .
Transfer of an employee to a position within the
employee's current range shall not affect the .employee's salary
rate. Transfer of an employee to a position within a higher range
shall be considered promotion. -
a Transfer of an employee to a
lower rang~,_shall be considered a demotion.
ARTICLE 27. PROMOTION
Transfer of an employee to a higher range shall result
in an increase in salary. The employee's salary shall be placed in
the identical step the higher TanBe which the employee ,
1n enJo.yed
in the class from which the employee was promoted. Promotion of an
employee may be made by the Police Chief with the consent of the
City }!anager without testing or opening the position'for
consideration of all non-employees. All current employees shall be
given consideration for a position opening which will be filled by
promotion. An employee promoted to a new position shall serve a
six-month probationary period in that position. The Police Chief,
with consent of the City Manager, may extend the probationary.
period for specified cause(s) which shall be. provided the employee
in "riting. In the the promoted party is removed during the ~
event
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. tlo changes in step shall occur as a
result of an employee passing the promoted position probationary
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period. A promoted employee shall retain his or her ann~versary
date held prior to promotion.
ARTICLE 28. TEMPORARY PROMOTIONS
The Police Chief may temporarily promote an employee
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only after entering into. a written agreement of the terms of such
'-' temporary promotion with the e'mployee.
ARTICLE 29. DEMOTION
Tr~nsfer 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 which the employee enjoyed in
the class from which demotion was made.
Demotion can be made for cause which shall be provided
the employee, in writing, by the Police 'Chief prior to any action
t.ak.ing place. Demotion for disciplinary reasons may be appealed
through the ' . procedure' by the demoted employee. Demotion
gr~evance
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for other reasons is not appealable.
ARTICLE 30. LAY OFF
Whenever, in the judgement of the City, it becomes
nec e S'S a ry to make a reduction in force, whenever possible, said
reduction sha 11 be accomplished through attrition.
Workers subject to a reduction in force shall be given
at least thirty (30 ) working days' notice prior to the effective
date of the lay off. The Association shall receive concurrent
notice) and may be granted an opportunity to meet and consult with
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tbe City to discuss proposed alternatives to a reduction in force.
When one or more workers performing in tbe same class in
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13. As used in this procedure, the term "immediate
supervisor" means the individu..l so designated by the Police Chief
who assigns, reviews and direct's the work of an employee.
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Time Limits:
Each party involved in a grievance shall act
quickly so that the grievance may be resolved promptly. Every
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effort should be made to complete action within the time limits
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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 shall be personally
discussed between the employee and immediate supervisor.
Within seven (7)' days, supervisor sha 11 give"his/her
decision or response. ,
Step 2 !
A. If the not informally resolved to
the satisfaction of the gr ieva 1, a formal grievance may
be initiated. A formal initiated no later than:
I. days afte'r the event of
circumstances occasioning th or
2 . calendar days of the Step
1 decision rendered in ce procedure, whichever ......,
i
is latter.
the Step 1 grievance
procedure is d within the specified in
sub-section period in which
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the Police Department are to face a reduction in force, the Police
Chid and an A.G.P.O.A. representative shall confer on the basic
V' 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.
.-
become's available, within nine months of lay off, said fOl'mer
employee s ha 11 be recalled. If a job in a lower classification
becomes available and a former employee is qualified in the
judgement of tbe City, be/she may be rehired in the 1 owe,:
classification's position opening.
ARTICLE 31. GRIEVANCE PROCEDURE.
Purpose:
A. This grievance procedure shall be the exclusive
process to resolve grievances as the term is defined herein below
11. Tbe purpose of this procedure are:
1 . To resolve grievances informally at the
lowest level.
2 . To provide an orderly procedure for
reviewing and resolving grieva'nces 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 resoived
satisfactorily in an informal manner between tbe employee and
his/her immediate supervisor.
15
_...__.>.,.h . ,,'"" . ~ ,_~, .._. . ... ',' ~_., "-,- . .........,,_. ..~ . - ......- '.. ..-".~...-.
~. --.---. _. ". .. . '~._--'--""'.,
----.
. .-......-. -.--.---.---.-'-"- __ - __.__._._.._~._n"_"__"_' -._.~.._- .----..-.,. "-,,,-- u._... ----- .-.-. . ..-..- .' --.'. ,-.--.---.------
__.___.h__-'____
3LiO
.~,. ----.. -,_..-........._~- . -. ........_. . ..._ ....... _n.'_
- -._._.~.. --.
B. As used in this procedure. the term "immediate
supervisor" means. the individual so designated by the Police Chief
'Who assigns~ .rev 1.ews 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 cOUlplete action within the time limits
" , . _.-
contained in the grievance procedure. but with the written consent
of aD parties. the time limitation for any step may be extended.
Step 1
. . . .'. .
The g r i e v a.n c e initially shall be personally
. , . . .
discussed between the employee and his/her immediate .
superv~sor.
Within seven (7)" days. the immediate supervisor shall give-his/ber
decision .
or response.
Step 2
A. If the grievance ~s not informally resolved to
. -
the satisfaction of the grievant ~n Step 1. a fo-rmal grievance may
-
be initiated. A formal gr~evan,:e must be initiated no later than:
1. Thirty (30) days aft e'r the event of
circurnstances occasioning the grievance; or
2 . Within seven (7) calendar days of the Step
1 decision rendered in the infomal grievance procedure. 'Whichevet' f
\
.-
~s latter.
"
.,,-, B. However. if the Step 1 informal grievance
procedure 1S not initiated within the period specified in
sub-section (1) above, the period in which to bring the grievance
16
----.- ---..--.
341
.
shall not be extended by sub-section (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 leve I of
--
, appeal. The employee may be represented by a representative of
I
,
I
, 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 Co
have been violated, set forth the facts that purportedly
constitute such violation, and the specific remedy sought.
E. Within seven (7) days after the init iation of
the Step 2 greivance, the first level of appeal person shall
investigate the ' . and give his/her deci&ion in writing to
grl.evancea
the grievant.
Step 3
A. If the grievant is not satisfied with the
decision rendered pursuant to Step 2, he/she may appeal the
cecision within seven (7) day's to the l'olice Chief or his'jher
designated representative. The employee may be represented by a
representative of his/her choice.
R. The Police Chief or his designated
representative shall respond in writing within seven (1) days to
the grievant. 1 f the Police Chief or his/her designated
"-' representative determines it is desirable, he/she shall hold
conference(s) or otherwise investigate the matter.
17
-
.. ,... "."
-.-----
3li2
. . "-~ '.' -.-.,-.--
.......-":.--.,,..~,.--;~ ,.-.-~.........,-~.- '.. ___~. . ._w
Step i, . A. If the grie,vant is not satisfied with the
decision rendered pursuant to Step 3, he/she may appeal the
""
decision within seven (7) days to the City Hanager. The employee
" '
may be represented by a representative of his/her choce.
B. The determination of the City Manager shall be
the final and binding step of the grievance procedure.
ARTICLE 32. MANAGEMENT RIGHTS
.The,~ity 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 it s
constituent departments, commissions.... boards;
--set standards and levels of service;
--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
rea.sons;
--maintain the efficiency of governmental operations; .......
--determine the methods, means and numbers and kind s 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;
18
~
,---
343
. -_.
--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 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,
tiervices or operations of the City;
--to assign work to and schedule employees in accordance
with requirements as determined by the City and to estahliab 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 serV1ces 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.
19
-
."" :.,'~;:\"\r' ...... - ... "-' - 'M ~~~~~~~l~h.fl:,:~
...----.,------- .m..___
J44
"....
...,--..-~-.~ .-.....----..-... ._~ --" .
ARTICLE 33. PHYSICAL EXAMINATIONS
Sworn officers may elect to have a physical examination "
which cost and results will be shared equally between the employee
and City. Eligibility frequency sha 11 be based on officer's age:
OFFICER AGE FREQUENCY OF CITY-SHARED EXAMINATION
20-30 years 1 exam every 36 months maximum
" ' ,. ,
31-39 years 1 exam every 30 months maximum
40+ years 1 exam every 24 months maximum
ARTICLE 34. EDUCATION
The City shall pay tuition and book fees for all classes
leading to an Associate of Science Degree in a job-related field
"
at a local junior college for sworn officers. Payments'must be
approved by the Polic~ Chief in advance.
ARTICLE 35. NIGHT DIFFERENTIAL PAY
The City shall pay $.10 (10 cents) per hour additional
wages for the graveyard shift.
The City sha 11 pay '$.20 (20 cents) per hour additional
wages fo r the 11 :00 PH to 7:00 AM shift.
ARTICLE 36. STANDBY STATUS
Police officers, dispatchers, and ;reserves will be
---..
granted two hours stand-by for court regardless of the time period
and require the prior approval of the Chief of Police.
Additionally, police officers, dispatchers and reserves are
granted a three hour stand-by for each 24-hour period when placed
on emergency stand-by and would again require prior approval of
20
-
,--
----"
345
.
the Chief of Pol ice. Fou r hour minimum for morning appearance
and eight hour minimum for full day appearance shall be paid by
City.
,-
i
'-
"-
20-A
-
-,._--,_......,-,.........,~""'.,..-'''> , ,-~ . , - - 1.11 ~..t\.;!'~J\t",'~--~o.,"~.tM'., .'t'~'
---~~.-
346
.. .... .-.-
.,---,.._,,-~., .---......-- ...n__._.' --..-....-.........-- ......
". "~_.'.. ,
ARTICLE 37. ASSOCIATION ACTIVITIES
A. The Association shall provide the Police Chief and "
City Hanager with a list of all authorized A.C.P.O.A.
representatives and the list shall be kept current. -
B. An , emp loyee and/or his/her A.C.P.O.A. representative
may, when, and to the extel1 t 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
t.his M.O.U., upon notification and approval of the immediate
, ,
supervisor or his/her designee.
C. The Police Chief and City Manager will approve one
employee, an.d/or A.C.P.O.A. representative to take off~cial City
time to investigate and process a grievance, when, and to the
f'xtent necessary, and only if it wi 11 in no event adversely affect
the operational, security or safety requirements of the City. It
is understood that the employee, and/or A.C.P.O.A. representative,
shall make every reasonable effort to perform a ny of t he above
activities on off-duty time.
ART! CLE 38. ASSOCIATION ACCESS TO WORK LOCATIONS
The City agrees that the authorized A.C.P.O.k.
'"""
representative shall be gra,nted access to work location(s) to
participate in investigation and processing of grievances per the
grievance procedure of this M. O. U. , or to observe working
conditions upon approval of the Police Chief and City Manager when
and to the extent necessary.
;21
~
--
347
B. The Association shall provide the Police Chief and
City Nanager with a 1 i s t of all authorized A.G.P.O..A.
representatives and the list shall be kept current by the
Association.
-
C. Upon notification and approval of the City Manager of
, his/her designee, authorized A . G .. P . 0 . A . staff member is
'v an
permitted to communicate with employee(s), and/or A.G.P.O.A.
Representatives on off i c ia 1 city time without said employee(s)',
and/or A.G.P.O.A. Representatives' , loss of compensation. It is
no t the intent of this section to allow general Association
meetings on City Time; but,rather to allow investigation and
discussion of working co.nditions, grievance" and safety issues.
D. It is understood that every reasonable effort shall
he. ma.de to perform th~ above 6~rivities 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 from meetings of
Association members, provided space is available. No use fee viII
be charged.
B. The City agrees to furnish bulletin board space of
reasonable size for posting of A.G.P.O.A. materials~
ARTICLE 40. ASSOCIATION MEET AND CONFER REPRESENTATION
Three (3) A.G.P.O.A. representatives shall constitute
the maximum number of employees for meet and confer sessions with
',-, City representatives' City time during representatives working,
on
hours for the purpose of meeting and conferring in good faith
22
-
348
.~ _'. u_._
--'-." .....--- ,
~. .. .
...ithout loss of pay or any benefits.
ARTI CLE 41. NO STRIKE/NO LOCKOUT
The Association agrees that during the term of this '\
Memorandum of Understanding, neither the Association or the
employees it will .
represents, engage in,. encourage, sanction,
" .
support, or suggest any strikes. The employer agrees that it will
, , ,
~ot lockout any of its employees during the term of this
MemoranduuC'o'f"Unders tanding.
ARTICLE 42. NON-DISCRIMINATION
Th~ City shall pursue a policy of affirmative action,
.,qual opportunity and equal promotional opportunity for all
~.,orkers in accordance with applicable law.
No Association member shall be discriminated ag,ains t by
the City because of his/her efforts in carrying out this Agreement
or because of political, religious, union or non-union affiliation
of belief, race, color, age, sex, national origin, handicap,
marital or military status, or sexual preference, nor shall any
members of the Association discrimin.ate against any employee or
offici",l of the City based upon the foregoing reasons.
ARTICLE 43. OUTSIDE EMPLOYMENT
No full time employee shall engage in outside employment
......,
or "'n enterprise th",t the Police Chief may find unsuitable and in
conflict ...ith municip",l duties or responsiblities, or which
les5ens their effectiveness as a City employee.
ARTICLE 44. RETIREMENT
The City is a contracting agency with the Public
23
., -
J
~--_.~.,.
348
.
Employees' Retirement System of the State of California, to which
th,e City and the employee both contribut~. This is carried on in
conjunction with Social Security. Participation is mandatory for
all full-time City employee. Retirement at age 70 is required of
-
i all employees.
\...., ARTICLE 45. M.O.U. IMPLEMENTATION
Both parties agree that the terms of this Memorandum of
Understanding supercede provisions of all other practices,
Memorandums of Understanding, resolutions and rules of the City
which conflict with provisions of this Agreement.
Exhibits A through E are attached and incorporated as
part of this M.O.U.
~----------------------
CIT HANAGER PRESIDENT
REPRESENTATIVE OF THE CITY OF REPRESENTATIVE OF ARROYO GRANDE
THE CITY OF ARROYO GRANDE POLICE OFFICERS ASSOCIATION
June) .v.... ,1984 June ~ 1984
.
---------------------------- --------------------------------
Date Date
'-'
24
.
.- ~:~
...-----_..~
350
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CITY OJ:~ ARROYO GRANDE
, (,/21/G4 SCfiEDL;LE OF SALARY RANGES PtJGE
f;;M-!GE: h D C D E
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. n', ."" " CITY OF {'~f(r::GYO Gr~l\r'-!DE
(~~!~J.,'~~q SCHEDULE OF" SALARY RANGES PAGE 5
R~~SE ABC D F
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CITY OF ARROYO GRANDE
, /,i..."?iln/1 SCHEDUL.E OF SALARY RA~IG[S r' ". ("{"- ..:.1
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