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R 3613 --- --- - - --- ----------- RESOLUTION NO. 3613 A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF ARROYO GRANDE ADOPTING A MEMORANDUM OF UNDERSTANDING FOR EMPLOYEES REPRESENTED BY THE ARROYO GRANDE POLICE OFFICERS' ASSOCIATION WHEREAS, 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 and certain other employment terms 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 "AU and incorporated herein. NOW, THEREFORE, BE IT RESOLVED by the City Council of the City of Arroyo Grande that the Memorandum of Understanding attached hereto as Exhibit "Au is hereby adopted and shall be effective as of July 1, 2002, and shall be effective through June 30, 2004. On motion of Council Member Ferrara, seconded by Council Member Runels. and on the following roll call vote, to wit: AYES: Council Members Ferrara, Runels, Dickens, Lubin and Mayor Lady NOES: None ABSENT: None the foregoing Resolution was passed and adopted this 2311I day of July, 2002. RESOLUTION NO. 3613 PAGE 2 M:AEL~ ATTEST: , DIRECTOR OF ADMINISTRATIVE SERVICESI DEPUTY CITY CLERK APPROVED AS TO CONTENT: c-~~ ..c:::..-'fY f' STEVE ADAMS, CITY MANAGER APPROVED AS TO FORM: I , I . . EXHIBIT "A" . 2002/2003 - 2003/2004 . (Two Years) MEMORANDUM OF UNDERSTANDING . . - . Between ARROYO GRANDE POLICE OFFICERS' ASSOCIATION I And CITY OF ARROYO GRANDE , I i i -- 2002/2003 . 2003/2004 AGPOA / CITY OF ARROYO GRANDE MEMORANDUM OF UNDERSTANDING TABLE OF CONTENTS ARTICLE 1: TERM OF MEMORANDUM ............................................................1 i ARTICLE 2: SALARY SCHEDULES ............;......................................................1 I ARTICLE 3: APPLICATION OF SALARY STEPS ..............................................2 ARTICLE 4: ADVANCEMENT IN PAY................................................................2 ARTICLE 5: SPECIALTY PAy............................................................................. 3 ARTICLE 6: MEDICAL INSURANCE PREMIUMS..............................................4 ARTICLE 7: V ACA TION LEAVE ......................................................................... 5 . ARTICLE .8: HOLIDAY LEAVE.....,................ ..... ............ ......... ..:.... ..................... 6 ARTICLE 9: SICK LEAVE ...................................................................................7 ARTICLE 10: BEREAVEMENT LEAVE ................................................................7 ARTICLE 11 : FAMILY LEAVE ..............................................................................7 ARTICLE 12: MILlT ARY LEAVE........................................................................... 8 ARTICLE 13: EDUCATIONAL LEAVE..................................................................8 [ ARTICLE 14: MEDICAL LEAVE .................................................;.........................9 I I ARTICLE 15: EMERGENCY LEAVE .................................................................... 9 I ARTICLE 16: . JURY DUTY .............-.....................................................................10 I , j ARTICLE. 17: HOURS OF WORK AND OVERTIME........................................... 10 I ARTICLE 18: CALLBACK PAy.......................................................:....................11 . . ARTICLE 19: UNIFORM AND EQUIPMENT ALLOWANCE............................... 11 -- MEMORANDUM OF UNDERSTANDING - 2002/2003 - 2003/2004 AGPOA AND CITY OF ARROYO GRANDE TABLE OF CONTENTS (continued) ARTICLE 20: PA YCHECKS .............................~..................................................11 ARTICLE 21: PAYROLL DEDUCTIONS.............................................................11 ARTICLE 22: ANNIVERSARY DATES................................................................12 ARTICLE 23: USE OF PRIVATE VEHICLE/MILEAGE RATE ............................12 ARTICLE 24: PERSONNEL FILES .....................................................................12 ARTICLE 25: PROBATIONARY PERIOD ...........................................................12 ARTICLE 26: RESiGNATION..............................................................................13 ARTICLE 21: TRANSFERS.......................................................:. .~.. ................... ... 13 ARTICLE 28: PROMOTION ................................................................................13 ARTICLE 29: TEMPORARY POSITIONS ...........................................................13 ARTICLE 30: . DEMOTION .....................................................................................14 ARTICLE 31: LA YOFF ........................................................................................14 ARTICLE 32: GRIEVANCE PROCEDURE ..........................................................14 ARTICLE 33: MANAGEMENT RIGHTS ..................................~.~.........................17 ARTICLE 34: EDUCATION .................................................................................18 ARTICLE 35: NIGHT DIFFERENTIAL PAY.....;.;................................................18 ARTICLE 36: STANDBY STATUS ......................................................................19 ARTICLE 37: ASSOCIATION ACTIVITIES ...........................................................t9 ARTICLE 38: ASSOCIATION ACCESS TO WORK LOCATIONS...................... 19 - MEMORANDUM OF UNDERSTANDING - 2002/2003 - 2003/2004 AGPOA AND CITY OF ARROYO GRANDE TABLE OF CONTENTS (continued) ARTICLE 39: ASSOCIATION USE OF CITY FACILlTIES..................................20 ARTICLE 40: ASSOCIATION MEET AND CONFER REPRESENTATION ........20 ARTICLE 41: NO STRIKE/NO LOCKOUT ..........................................................20 ARTICLE 42: NONDISCRIMINATION ................................................................. 21 ARTICLE 43: RETIREMENT ...............................................................................21 ARTICLE 44: RETIREMENT BENEFITS ............................................................ 21 ARTICLE 45: DENTAL PLAN .............................................................................22 ARTICLE 46: LIFE INSURANCE. ............................................................,...........22 ARTICLE 47: VISION PLAN................................................................................22 ARTICLE 48: DISABILITY INSURANCE ............................................................ 22 ARTICLE 49: MOU IMPLEMENT ATION ..............................................................22 ARTICLE 50: REOPENING OF NEGOTIATIONS...............................................22 ARTICLE 51 MAINTENANCE OF BENEFITS........ ............................ ........23 2002/2003 - 2003/2004 MEMORANDUM OF UNDERSTANDING BETWEEN THE REPRESENTATIVES OF THE . CITY OF ARROYO GRANDE AND THE . ARROYO GRANDE POLICE OFFICERS' ASSOCIATION ARTICLE 1. TERM OF MEMORANDUM OF UNDERSTANDING The term of the Memorandum of Understanding shall be from July 1, 2002, through June 30, 2004 (two years). Meet and confer sessions for Fiscal Year 2004/2005 shall commence no later than March 15,2004. ARTICLE 2. SALARY SCHEDULES CLASSIFICATION SALARY RANGE Police Sergeant 41 Senior Police Officer. 35 Police Officer 31 Support Services Supervisor 29 Community Services Officer 25 I Support Services Technician 21 I , The City and .the Police Officers' Association agree thatall position classifications represented I by the Association shall receive salary increases as listed below: I i Sworn I i 07/01/02 3.0% (Exhibit A) 01/01/03 4.0% (Exhibit B) 04/01/03 3.0% (Exhibit C) 07/01/03 2.5% (Exhibit D) 01/01/04 2.0% (Exhibit E) Non-Sworn 07/01/02 3.0% (Exhibit A) 01/01/03 3.0% (Exhibit F) 04/01/03 2.0% (Exhibit G) 07/01/03 2.5% (Exhibit H) 01/01/04 2.0% (Exhibit I) -- MEMORANDUM OF UNDERSTANDING - 2002/2003 - 2003/2004 AGPOA AND CITY OF ARROYO GRANDE PAGE 2 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: Police employees may qualify for 'advancement to the second or next step, after completion of 12 months service, upon the recommendation of the Police Coief 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 his/her third step, upon recommendation of the Police ctlief and approval by the City Manager. , I 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 j! 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. 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 jf granted by the Police Chiefand subject to the approval of the City Manager. MEMORANDUM OF UNDERSTANDING - 2002/2003 - 2003/2004 AGPOA AND CITY OF ARROYO GRANDE PAGE 3 ARTICLE 4. ADVANCEMENT IN PAY (continued) C. The third step shall be granted to an employee who has given satisfactory service in a given classification for one (1) full additional year from granting of previous step increase only if granted by the Police Chief and subject to the approval of the City Manager. D. The fourth step shall be granted to an employee who has given satisfactory service for one (1) full additional year by the Police Chief and subject to the approval of the City Manager. E. The fifth step shall be granted to an employee who has given satisfactory service for one (1) full additional year by the Police Chief and subject to the approval of the City Manager. An employee must always continue to maintain an acceptable level of performance and shall be evaluated by the Police Chief annually. ARTICLE 5. SPECIALTY PAY A. In addition to the base rate of pay, determined under this MOU, employees engaged in specialty assignments shall receive Specialty Pay as herein defined. The Specialty Pay is to be included in all computation of overtime or other benefits. B. FTO Pay shall be defined as "an employee who is designated to train another . employee pursuant to a P.O.S.T. - approved entry/promotional on-site training program (commonly referred to as a Field Trainina Proaram)." The designated trainer shall be paid a Specialty Pay of an additional five per cent (5%) of base salary when assigned to and working with a trainee. C. Emergency Medical Dispatch (EM D) Pay. In addition to the base rate of pay determined under this MOU, employees in the classifications of full-time Support . Services Supervisor 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. _ Officers assigned to motor service.shall receive an additional $100 per month while assigned to the.Traffic Enforcement Motorcycle Program. -- --. MEMORANDUM OF UNDERSTANDING - 2002/2003 -2003/2004 AGPOA AND CITY OF ARROYO GRANDE PAGE 4 ARTICLE 6. MEDICAL INSURANCE PREMIUMS A. The basemedical plan shall be defined as the Health Maintenance Organization (HMO) program available to the City. If availability of an HMO to the CitY is discontinued by the medical plan provider, the base plan will become the basic PPO plan available to the City by the existing medical plan provider. B. Forthe period of July 1,2002 through December 31 , 2002, the City shall pay the monthly medical plan insurance premiums for each employee and all of his/her eligible dependents participating in. the plan to a maximum of $233.01 with respect to an employee enrolled for self alone, $466.02 for an employee enrolled for self and one family member, and $605.43 for anemployee enrolled for self and mo or more family members. C. For the period of January 1, 2003 through December 31, 2003, the City shall pay the . monthly premium to a maximum of $267.25 with respect to an employee enrolled for self I alone, $534.50 for an employee enrolled for self and one family member, and $694.86 for an employee enrolled for self and two or more family members. . D. For the period of January1, 2004 through June 30, 2004, the City shall pay the amQunt in effect on December 31,2003, plus 75% of any increase to the premium for the base plan . available to the City. E. In no event shall the amount of the City's contribution to medical care premiums exceed 100% of the cost of providing the insurance coverage. F. Should the base HMO plan dissolve in2003, the City shall then increase the rates paid to the basic PPO level rates. G. Upon providing the City written proof that medical insurance coverage is in force through coverage provided by another source, an employee may opt out of the City's medical insurance plan and receive payment at the employee only level consistent with any rules or restrictions on the City by the medical plan provider. H. In the event either a new employee or an existing employee is unable to obtain coverage in'the City's designated base (HMO) plan, the City shall increase the rate paid for the affected employee to the basic PPO level. This will not impact the rates paid to other employees. L Medical insurance is available for retirees through the City at the retiree's own expense until the retiree is eligible for Medicare. J. The City will maintain health benefits through CalPERS for calendar year 2003. MEMORANDUM OF UNDERSTANDING. 2002/2003 - 2003/2004 AGPOA AND CITY OF ARROYO GRANDE PAGE 5 . 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 ef.lployee 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. , I D. Vacation leave with pay shall be earned in accordance with the following schedule: i 1 year 80 hours 6.67 hours per month . 2 years 96 " 8.00 .. .. " 3 years 104 " 8.67 " " " 4 years 112 " 9.34 " " " 5 years 120 " 10.00 " " " 6 years 120 " 10.00 " " " 7 years 128 " 10.67 " " " 8 years 128 " .10.67 " " " 9 years 136 " 11.34 " " " 10 years 136 " 11.34 " " " 11 years 144 " 12.00 .. " " 12 years 144 " 12.00 " " " 13 years 152 " 12.67 .. .. " 14 years 152 " 12.67 " .. " 15 years 160 " 13.34 " . " " E. Employees may accrue vacation leave up to the maximum hours listed below. dependent upon years of service as a regular full.time employee: Years of Service Maximum Vacation Hours That On Januarv 1 Can Be Accrued on Januarv 1 1 -.5 80 5+ - 10 120 10+ - 15 160 15+ 200 MEMORANDUM OF UNDERSTANDING -200212003 -2003/2004 AGPOA AND CITY OF ARROYO G~NDE PAGE 6 ARTICLE 7. VACATION LEAVE (continued) F. In the event an employee's accrued vacation leave exceeds the maximum allowed, the employee shall be paid at his/lier January 1 st hourly wage rate for those hours accrued in excess ofthe maximum allowable. Exception to this paragraph may be approved by the Police Chief upon employee request. .. ARTICLE 8. HOLIDAY LEAVE A. Shift/Operations Employees: 1. Employees will be provided eight (8) hours of pay per month in lieu' of holiday leave or shall be granted one (1) work day per calendar month for a holiday. Such monthly holiday shall be designated on the employee's work schedule. I I , I 2. Employees shall also receive an additional twelve (12) hours of leave per year, which may be ,granted as time off qras straight-time pay during D'ecember. Such pay shall be paid on the first payday in December. . B. Administrative Employees: The following days shall be paid holidays for Police Department employees assigned to non-shift administrative support duties: 1. Independence Day 2. Labor Day .3. Veterans' Day 4. Thanksgiving 5. Day following Thanksgiving 6. Christmas Eve, half day 7. Christmas 8. New Year's Eve, half day 9. New Year's Day 10. Martin Luther King Day 11. Lincoln's Birthday 12. President's Day 13. Memorial Day 14. One and one-half days per Fiscal Year of the employee's choice with Supervisor approval (Floating Holiday) ---~ MEMORANDUM OF UNDERSTANDING - 2002/2003 - 2003/2004 AGPOA AND CITY OF A~ROYO GRANDE PAGE 7 ARTICLE 8. HOLIDAY LEAVE (continued) When any of the aoove-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. C. Special Holidays: Every day designated by the President, Governor, or Mayor for public observance I 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. i , , ARTICLE 9. SICK LEAVE I All full-time, permanent employees shall accrue eight '(8) hours of sic~ leave, with pay, for each I 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. i The remainder of unused accumulated sick leave will be forwarded to PERS to be used towards ! retirement credit per the City's contract with PERS. 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 (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 re!ative (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 funera! 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 twelve (12) weeks (60 workdays) unpaid leave in a tWelve (12) month period. Intermittent leave is allowed. --.- MEMORANDUM OF UNDERSTANDING. 2002/2003.2003/2004 AGPOA ANQ CITY OF ARROYO GRANDE PAGE 8 ARTICLE 11. FAMILY LEAVE (continued) 2. Leave may be taken for: 1) birth of and care of new.born child; 2) placement of child with employee for adoption or foster care; 3) to care for spouse, child, or parent having serious health condition; 4) employee's own serious health condition. 3. The employee's insurance including medical, dental, vision, and life insurance will be maintained under the same conditions as if the employee were still working. 4. Request for leave must be made 30 days prior to leave, if foreseeable. 5. Employee may use accrued vacation, holiday, or personal leave during family leave. Sick leave may be used for employee and/or immediate family illness or disability. , i 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. . 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 fora period not to exceed forty-eight (48) working days per calendar year. The employer may retain his/her City benefits, such as medica! 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 (2%%) 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 Intermedi.ate P.O.S.T. Certificate, upon approval ofthe Police Chief alJd City Manager. _._--~_.- MEMORANDUM OF UNDERSTANDING. 2002/2003 - 2003/2004 A~POA AND CITY OF ARROYO GRANDE . PAGE 9 ARTICLE 13. EDUCATIONAL PAY (continued) B. All unit employees f!1ay qualify for a five percent (5%) salary increase above their position classified range upon receipt of a four-year degree, in a field relative to their police job classification, from an accredited college or Advanced P.O.S.T. Certificate, upon approval of the Police Chief and City Manager. C. Exceptions: When position classifications require an Associated Arts or Bachelor of Science/Bachelor. of Arts Degree, no educational pay shall be paid to an employee holding such a position. No A.A. or B.A.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 I Educational Pay. I ! 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 shan 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. MEMORANDUM OF UNDERSTANDING - 2002/2003 - 2003/2004 AGPOA AND CITY OF ARROYO GRANDE PAGE 10 ARTICLE 16. JURY DUTY . Employees shall be granted leave with full pay and no loss in benefits, when called for jury duty, if the employee remits to the City any and all jury fees for such jury duty. It is understood that the employee may retain any travel pay granted by the court. The employee shall be responsible for notifying 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. I ARTICLE 17. HOURS OF WORK AND OVERTIME I 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 11.) 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 alt~rnative 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 (~) 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 Y2) 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 175 hours. Upon separation from employment, an employee is entitled to receive cash compensation for any unused compensatory time. MEMORANDUM OF UNDERSTANDING - 2002/2003.2003/2004 AGPOA AND CITY OF ARROYO GRANDE PAGE 11 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 hislher 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." ARTICLE 19. UNIFORM AND EQUIPMENT ALLOWANCE The City shall provide cash allowances of $800 annually to the employees required by the Police Chief to wear a uniform selected by the City. One-half (Yt) 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 Friday after the first regular pay date of the month due. 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 employeq'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. -- MEMORANDUM OF UNDERSTANDING - 2002/2003 - 2003/2004 AGPOA AND CITY OF ARROYO GRANDE PAGE 12 ARTICLE 21. PAYROLL DEDUCTIONS (~ontinued) The Association agrees to indemnify and hold the City harmless from any liabilities that may arise as a result of the application of this article. ARTICLE 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 PRIVATE 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 snali 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 his/her probationary period. An employee who is in a position that is reclassified shall not be required to complete an additional probationary period. The probationary period shall be regarded as a part of a continuing testing process and shall be utilized for closely observin!'J 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. 2002/2003 - 2003/2004 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 his/her 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 a'n increase in salary; . The employee's salary shall be placed on the salary step of the new range which would result in at least a five percent (5%) increase in salary compared to the employee's existing salary. 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. 2002/2003 - 2003/2004 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 thatthe 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 I i , Whenever, in the judgement of the City, it becomes necessary to make a reduction in force, said I reduction whenever possible shall be accomplished through attrition. I I Workers subject to a reduction in force shall be given at least thirty (30) working days' notice priorto the effective date of the layoff. The AssopiatiOri 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 - 2002/2003 - 2003/2004 AGPOA AND CITY 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 supelVisor." B. As used in this procedure. the term immediate sUDelVisor 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 supelVisor. Within seven (7) days, the immediate supelVisor 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. TI'Iirty (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, 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. MEMORANDUM OF UNDERSTANDING .-2002/2003.2003/2004 AGPOA AND CITY bF ARROYO GRANDE PAGE 16 ARTICLE 32. GRIEVANCE PROCEDURE (continued) 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 or 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. I 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. B. The Police Chief or his designated representative shall respond in writing within seven (7) days to the grievant. If the Police Chief or his/her 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. 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. MEMORANDUM OF UNDERSTANDING - 2002/2003 - 2003/2004 AGPOA AND CITY OF ARROYO GRANDE PAGE 17 . ARTICLE 32. GRIEVANCE PROCEDURE (continued) 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 finat 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; . . 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 workforce, and allocate and assign work by which the City operations are to be conducted; MEMORANDUM OF UNDERSTANDING - 2002/2003.2003/2004 AGPOA AND CITY OF ARROYO GRANDE PAGE 18 ARTICLE 33. MANAGEMENT RIGHTS (continued) .. determine. and/or change tI'1e 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 scope 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 ari accredited school/college for all unit employees. Upon approval of the Police Chief, reimbursement for educational costs may be granted for employees participating in non-collegiate job-related continuing education/training courses/programs. Payments 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 2001-2002. ARTICLE 35. NIGHT DIFFERENTIAL PAY The City shall pay $.50 (50 cents) per hour additional wages for each hour worked in a shift that begins at or af\er 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. MEMORANDUM OF UNDERSTANDING. 2002/2003 - 2003/2004 AGPOA AND CITY OF ARROYO GRANDE PAGE 19 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 . aftemo~>n appearance, or actual overtime beyond the four (4) hour minimum if their appearance is required in both the morning and aftemoon ofthe 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 c;ompensation 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. ARTICLE 38. ASSOCIATION ACCESS TO WORK LOCATIONS A. The City agrees that the authorized AGPOA representative shall be granted access to work location(s) to participate. in investigation and processing of grievances per the grievance procedure of the MOU or to observe working conditions, upon approval of the Police Chief and City Manager, when to the extent necessary. -- MEMORANDUM.oF UNDERSTANDING - 2002/2003 .2003/2004 AGPOA AND CITY OF ARROYO GRANDE PAGE 20 ARTiCLE 38. ASSOCIATION ACCESS TO WORK LOCATIONS (continued) B. The Association shall provide fhe Police Chief and City Manager with a list of all authorized AGP.oA 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. I ARTICLE 39. ASSOCIATION USE OF CITY FACiliTIES I I A. The Association may, with prior approval of the City Manager, be granted the use I , I of City facilities for meetings of Association members, provided space is available. , No use fee will be charges. I I , , 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) AC3POA representatives shall constitute the maximum number of employees for meet i I 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. ARTICLE 41. NO STRIKE/NO lOCKOUT The Association agrees that during the term of the Memorandum of Understanding, neither the Association or the employees it represents will engage in, encourage, sanction, support, or suggest any strikes. The employer agrees that it wili not lockout any of its employees during the . term of this Memorandum of Understanding. MEMORANDUM OF UNDERSTANDING - 2002/2003 - 2003/2004 AGPOA AND CITY Of ARROYO GRANDE PAGE 21 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. I I I ARTICLE 43. RETIREMENT I 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. G.C. Section 21363.1. The PERS Public Safety Officer 3% at Age 55 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 retirement. B. G.C. Section 21354. The PERS 2% at Age 55 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. G.C. Section 20636 (c)(4) pursuant to Section 20691. 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. D. G.C. Section 21024 and 21027. Employees may buy back, at their expense, retirement service credit for prior military service as permitted by PERS. E. GC Section 20042. Retirement benefits are based on the highest single year compensation. F. GC Section 20965. Employees will receive credit for unused sick leave. -- MEMORANDUM OF UNDERSTANDING - 2002/2003 - 2003/2004 AGPOA AND CITY OF ARROYO GRANDE PAGE 22 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 I I I The City shall provide a Vision Plan to each employee and all of his/her eligible dependents, full I 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. ARTICLE 50. REOPENING OF NEGOTIATIONS A. The City and the AGPOA agree that as soon as possible after April 1, 2003, they will meet and confer to establish an additional salary hlcrease to be effective April 1, 2004. This increase will be set in the range of a minimum of 0% to a maximum of 5%. B. The City and the AGPOA further agree that after March 1,2003, should the AGPOA wish to discuss, in the formal meet and confer process, consideration of modifications to the PERS retirement plan for the non-sworn members who are in the Miscellaneous Unit retirement plan, the City will agree to such meetings with the provision that should any change to the current contract result from such meetings, the City is under no obligaJion to assume the costs of such changes, but may agree to do so, in whole or in part, if the City deems it is in the best interests of the City. In a similar way, to meet any agreed upon part of the cost of such changes, the AGPOA may agree to convert all or part of any raise or raises scheduled in the agreement, or to modify the agreement in other ways to offset the costs of such changes. MEMORANDUM OF UNDERSTANDING. 2002/2003 - 2003/2004 AGPOA AND CITY OF ARROYO GRANDE . PAGE 23 ARTICLE 50. REOPENING OF NEGOTIATIONS (continued) The City agrees to order the 3% @.50 Safety Plan actuarial in February of 2003; and in February of 2004, for informational purposes only. C. This article in no way limits the rights ofthe City orthe AGPOA to meet and confer on any other issues upon mutual agreement. ARTICLE 51. MAINTENANCE OF BENEFITS All benefits enjoyed by unit employees as of July 1, 2002, and any side letter agreements currently in effect or reached after that date, shall remain in fu,ll force and effect unless modified by a subsequent Memorandum of Understanding or by mutual agreement, in writing, of the parties. Exhibit "A" through Exhibit "I" are attached and incorporated as part of this Memorandum of Understanding. REPRESENTATIVES OF REPRESENTATIVES OF ARROYO CITY OF ARROYO GRANDE GRANDE POl-ICE OFFICERS' ASSOCIATION DATE: DATE: STEVEN ADAMS BEAU PRYOR CITY MANAGER PRESIDENT, AGPOA DAN HERNANDEZ CRAIG HENDRICKS CITY NEGOTIATOR NEGOTIATOR, AGPOA KAREN SISKO ROBERT CHUBBUCK . CITY NEGOTIATOR NEGOTIATOR, AGPOA SHAWN PRYOR NEGOTIATOR, AGPOA a~.mou.OTnOO1.. EXHIBIT "A" CITY OF ARROYO GRANDE -- SCHEDULE OF SALARY RANGES-POLICE SWORN & NON-SWORN - 07/01/02 INCREASE 07/01/02 3.0% 3.0% .3.0% 3.0% 3.0% RANGE A B C D E 34 3326 .3491 3665 3848 4042 New 3426. 3595 3775 3964 4163 35 3408 3578 3757 3944 4142 New 3511 3686 3870 4062 4266 SR. Police Officer 36 3494 3667 3850 4045 4246 New 3599 3777 3966 4166 .4373 37 3580 3760 3946 4144 4352 New 3688 3872 4064 4268 4482 -. 38 3669 3853 4047 4248 4461 New 3779 3969 4168 4375 4595 39 3762 3949, ..4146 4354 4572 New 3874 4067' 4270 4484 4709" 40 3854 4048 4250 4463 4685 New 3970 4169 4377 4597 4826 41 3951 4148 4356 4574 4803 New 4070 4272 4487 4711 4!:}47 Police Sergeant 42 4050 4252 4465 4689 4923 New 4171 4379 4599 4829 5071 43 4152 4359 4577 4806 5047 New 4276 4490 4715 49.50 5198 44 4256 4468 4693 4928 5174 New 4384 4602 4833 5075 5329 45 4363 4581 4811 5051 5303 New 4494 4719 4955 5203 5463 46 4473 4697 4932 5178 5436 New 4607 4838 5080 5333 5599 47 4585 4813 5054 5308 5572 New 4722 4958 .5206 5467 5739 EXHIBIT "A" CITY OF ARROYO GRANDE SCHEDULE OF SALARY RANGES-POLICE SWORN & NON-SWORN - 07/01/02 INCREASE 07/01/02 3.0% 3.0% 3.0% 3.0% 3.0% RANGE A B C D E 20 2351 2469 2593 2722. 2859 New 2422 2543 2670 2804 2945 21 2410 2532 2659 2791 2930 New 2483 2608 2739 2875 3018 Support Svc. Tech. 22 2472 2595 2725 2861 3003 New 2546 2672 2807 2947 3094 23 2534 2662 2793 2932 3080 New 2610 2741 2877 3020 3172 -. 24 2599 2.728 2863 3006 3157 New 2677 2810 2949 3096 3252 .25 2663 2794 2933 3082 3235 New 2742. 2878 3021.. 3174 3332 Comm.Svc. Officer 26 2730 2864 3007 3158 3318 New 2811 2950 3097 3253 3417 27 2796 2937 3084 3238 3400 New 2880 3025 3176 .3335 3502 28 2866 3009 3160 3320 3484 New 2952 3099 3255 3419 3589 29 2939 3086 3240 3402 3572 New 3027 3178 3338 3504 .3679 Support Svc. Supv. 30 3011 3162 3322 3487 3661 New 3101 .3257 3421 - 3591 .3770 31 .3087 3241 3404 3574 3753 New 3180 3339 3506 3681 . 3866 Police Officer 32 3165 3324 3489 3663 3846 New 3260 3424 3593 3773 3961 33 3243 3406 3576 3755 3942 New 3341 3508 3683 3868 4060 EXHIBIT "B" CITY OF ARROYO GRANDE SCHEDULE OF SALARY RANGES-POLICE SWORN - 01/01/03 INCREASE 01/01/03 4.0% 4.0% 4.0% 4.0% 4.0% RANGE A B C D E 30 3101 3257 3421 3591 3HO New 3225 3387 3558 3735 3921 31 3180 3339 3506 3681 3866. New 3307 3472 3647 3829 4021 Police Officer 32 3260 3424 3593 3773 3961 New 3391 3560 3731 3923 4120 33 3341 3508 3683 3868 4060 New 3474 3649 3831 4023 4222 34 3426 3595 3775 3964 4163 New 3563 3739 3926 4122 4329 35 3511 3686 3870 4062 4266 New . 3651.. . 3833 4025 4225 4437 SR. Police Officer 36 3599 3777 3966 4166 4373 New 3743 3928 4124 4333 4548. 37 3688 3872 4064 4268 4482 New 3835 4027 4227. 4439 4662 38 3779 3969 4168 4375 4595 New. 3930 4128 4335 4550 4779 39 3874 4067 4270 4484 4709 New 4029 4230 4441 4664 4898 40 3970 4169 4377 4597 4826 New 4129 4336 -4552 4781 5019 41 4070 4272 4487 4711 4947 New 4232 4443 4666 4900 5145 Police Sergeant 42 4171 .4379 4599 A829 5071 New 4338 4555 4783 5022 5274 43 4276 4490 4715 4950 5198 New 4448 4669 4903 5148 5406 ----, . ------ EXHIBIT "C" CITY OF ARROYO GRANDE SCHEDULE OF SALARY RANGES-POLICE SWORN - 04/01/03 INCREASE 04/01/03 .3.0% 3.0% 3.Q% 3.0% . 3.0% RANGE A .B C D E . 31 .3307 3472 3647 3829 4021 New 3406 3576 3756 3943 4141 Police Officer 32 3391 3560 3737 3923 4120 New 3492 3667 3849 4041 4243 33 3474 3649 3831 4023 4222 New 3579 3758 3946 4143 4349 34 3563 3739 3926 4122 4329 New 3670 3851 4043 4246 4459 35 3651 3833 4025 4225 4437 New 3760 3948 4146 4351 4570 SR. Police Officer 36 3743 3928 4124 4333 .4548 New 3855 4046 4248 4463 . 4684 37 3835 4027 4227 4439 4662 New 3950 4148 4354 4572 4801 38 3930 4128 4335 4550 4779 New 4048 4251 .4465 4687 4922 39 4029 4230 4441 .4664 4898 New 4150 4357 4574 4804 5045 40 4129 4336 4552 4781 5019 New 4253 4466 4689. .4924 5170 41 4232 4443 4666 .4900 5145 New 4359 4576 4806 .5047 5299 Police Sergeant 42 4338 4555 4783 5022 5274 New 4468 4691 4926 5173 5432 43 4448 4669 4903 5148 5406. New 4581 4809 5050 5303 5569 44 4559 4786 5027 5278 5542 New 4696 4930 5178 5437 5708 EXHIBIT "D" CITY OF ARROYO GRANDE SCHEDULE OF SALARY RANGES-POLICE SWORN - 07/01/03 INCREASE 07/01/03 2.5% 2.5% 2.5% 2.5% 2.5% RANGE A B C D E 31 3406 3576 37(56 3943 4141 New 3491 3666 3850 4042 4245 Police Officer 32 3492 3667 3849 4041 4243 New 3580 3759 3945 4142 4350 33 3579 3758 3946 4143 4349 New 3668 3852 4044 4247 4458 34 3670 3851 4043 4246 4459 New 3761 3948 4145 4352 4571 35 3760 3948 4146 4351 4570 New 3854 4047 4249 4460 4684 SR. Police Officer 36 3855 4046 4248 4463 4684 New 3951 4147 .4354 4574 4801 37 3950 4148 4354 4572 4801 New 4049 4252 4463 . 4686 4921 38 4048 ' 4251 4465 4687 4922 New 4149' 4358 4577 4804 5045 39 4150 4357 4574 4804 5045 New 4254 4466 4689 4924 5171 40 4253 4466 4689 4924 5170 New 4359 4578, 4806 5047 . 5299 41 4359 4576 4806 5047 5299 New 4468 -4691 4926 5173 5432 Police Sergeant 42 4468 4691 4926 5173 5432 New 4580 4808 5050 5302 5568 43 '4581 4809 5050 5303 5569 New 4695 4930 5177 5435 5708 44 4696 4930 5178 5437 5708 New 4813 5053 5307 5573 5851 EXHIBIT "E" CITY OF ARROYO GRANDE SCHEDULE OF SALARY RANGES-POLICE SWORN - 01/01/04 INCREASE . 01/01/04 2.0% 2.0% 2.0% 2.0%. 2.0% RANGE A B C D E 31 3491 3666 3850 4042 4245. New 3561 3739 3927 4123 4330 Police Officer 32 3580 3759 3945 4142 4350 New 3651 3834 4024 4225 4437 33 3668 3852 4044 4247 4458 New 3741 3929 4125 4332 4547 34 3761 3948 4145 4352 4571 New 3837 4027 4227 4439 4662 35 3854 4047 4249 4460 4684 New 3932 4128 4334 4549 4778 SR. Police Officer 36 .3951 .4147 4354 4574 4801 New 4030 4230 4441 4666 4898 37 4049 4252 4463 4686 4921 New 4130 4337 4552 4780 5020 38 4149 4358 4577 4804 5045 New 4232 4445 4668 4900 5146 39 4254 4466 4689 4924 5171 New 4339 4555 4782 5022 5274 40 4359 4578 4806 5047 5299 New 4446 4669 .4902 5148 5405 41 4468 4691 4926 5173 5432 New 4558 4785 5025 5277 5540 Police Sergeant 42 4580 4808 5050 5302 5568 New 4672 4905 5151 5408 5679 43 4695 4930 5177 5435 5708 New 4789 5028 5280 5544 5822 44 4813 5053 5307 5573 5851 New 4909 5154 5413 5684 5968 EXHIBIT "F" CITY OF ARROYO GRANDE SCHEDULE OF SALARY RANGES-POLICE NON-SWORN - 01/01/03 INCREASE 01l0V03 3.0% 3.0% 3.0% 3.0% 3.0% RANGE A B C D E 20 2422 2543 2670 2804 2945 New 2495 2619 2750 2888 3033 21 2483 2608 2739 2875 3018 New 2557 2686 2821 2961 3109 Support Svc. Tech. 22 2546 2672 2807 2947 3094 New 2623 2753 2891 3036 3186 23 2610 2741 2877 3020 3172 New 2688 2824 2963 3111 3267 24 2677 2810 2949 3096 3252 New 2757 2895 3038 3189 3349 25 .2742 2878 3021 3174 3332 New 2825 2965 3112 3269 3432 Comm.Svc. Officer 26 2811 2950 3097 3253 3417 New 2896 3039 3190 3350 3520 27 2880 3025 3176 3335 3502 New 2967 3115 3272 3436 3607 28 2952 3099 3255 3419 3589 New 3041 3192 3352 3522 3697 29 3027 3178 3338 3504 3679 New 3118 3274 3438 3609 3790 Support Svc. Supv. 30 3101 3257 3421 3591 3770 New 3194 3355 3524 3699 3884 31 3180 3339 3506 3681 3866 New 3275 .3439 3611 3792 3982 . 32 3260 3424 3593 3773 3961 New 3358 3526 3701 3886 4080 33 3341 3508 3683 3868 4060 New 3441 3614 3794 3984 4182 EXHIBIT "G" CITY OF ARROYO GRANDE SCHEDULE OF SALARY RANGES-POLICE NON-SWORN - 04/01/03 INCREASE 04/01/03 2.0% .2.0% .2.0% 2.0% 2.0% . RANGE A B C D E 20 _ 2495 2619 2750 2888 3033 New 2545 2672 2805 2946 3094 21 2557 2686 2821 2961 3109 New 2608 2740 2878 3021 3171 Support Svc. T.ech. 22 2623 2753 2891 3036 3186 New 2675 2808 2949 3096 3250 23 2688 2824 2963 3111 3267 , New 2742 2880 3023 3173 3333 I ! 24 2757 2895 3038 3189 3349 ! New 2812 2953 3099 3252 3416 i I 25 2825 2965 3112 3269 3432 I New 2881 3024 3f74 3335 3501 Cdmm.Svc. Officer ! 26 2896 3039 3190. 3350 3520 New 2954 3100 3253 3417 3590 27 2967 3115 3272 3436 3607 New 3026 3178 3337 3504 3679 28 3041 3192 3352 3522 3697 New 3102 3256 3420 3592 3771 29 3118 3274 3438 3609 3790 New 3180 3339 3506 3681 3865 Support Svc. Supv. 30 3194 3355 3524 3699 3884 New 3258 3422 3595 3773 3961 31 3275 3439 3611 3792 3982 New 3340 3508 3684 3868 4062 32 3358 3526 3701 3886 4080 New 3425 3597 3775 3963 4162 33 3441 3614 3794 3984 4182 New 3510 3686 3870 4064 4266 EXHIBIT" H" CITY OF ARROYO GRANDE SCHEDULE OF SALARY RANGES-POLICE NON-SWORN - 07/01/03 INCREASE . 07/01/03 2.5% 2.5% 2.5% 2.5% 2.5% RANGE A B C D E 20 2545 2672 2805 2946 3094 New 2608 2738 2876 3019 3171 21 2608 2740 2878 3021 3171 New 2673 2808 2950 . 3096 3250 Support Svc. Tech. 22 2675 2808 2949 3096 3250 New 2742 2878 3023 3174 3331 23 2742 2880 3023 3173 3333 New 2810 2952 3098 3253 3416 24 2812 2953 3099 3252 3416 I New 2882 3026 3176 3334 3502 I 25 2881 3024 3174 3335 3501 New 2953 3099 3254 3418 3588 Comm.Svc. Officer 26 2954 3100 3253 3417 3590 New 3027 3177 3335 3503 3680 , r 27 3026 3178 3337 3504 3679 New 3102 3257 3420 3592 37}1 . 28 3102 3256 3420 3592 3771 New 3179 3337 3505 3682 3865 29 3180 3339 3506 3681 3865 New 3259 3423 3594 3773 3962 Support Svc. Supv. 30 3258 3422 3595 3773 3961 New 3339 3507 3684 3867 4Q60 31 3340 3508 3684 3868 4062 New 3424 3595 3776 3964 4163 32 3425 3597 3775 3963 4162 New 3511 3687 3869 4063 4266 33 3510 3686 3870 4064 4266 New 3598 3778 3967 4165 4372 EXHIBIT "I" CITY OF ARROYO GRANDE SCHEDULE OF SALARY RANGES-POLICE NON-SWORN - 01/01/04 INCREASE . 01/01/04 2.0% 2.0% 2.0% 2.0% . 2.0% RANGE A B C D E 20 2608 2738. 2876 3019 3171 New. 2660 2793 2933 . 3080 3235 21 2673 2808 2950 3096 3250 New 2727 2864 3009 3158 3315 Support Svc. Tech. 22 2742 2878 3023 3174 3331 New 2797 2935 3083 3237 3398 23 2810 2952 3098 3253 3416 New 2867 3011 3160 3318 3484 24 2882 3026 3176 3334 3502 New 2940 3087 3240 3400 3572 25 2953 3099 3254 3418 3588 . New 3012 3161 3319 3487 3660 Comm.Svc. Officer 26 3027 3177 3335 3503 3680 New 3088 3241 3401 3573 3753 27 3102 3257 3420 3592 3771 New 3164 3322 3489 3664 3847 28 3179 3337 3505 .3682 3865 New 3243 3404 3575 3756 3942 29 3259 3423 3594 3773 3962 New. 3325 3491 3666 3849 4041 Support Svc. Supv. 30 3339 3507 3684 3867 4060 New 3406 3577 3758 3945 4141 31 3424 3595 3776 3964 4163 New 3492 3667 .3851 4044 4246 32 3511 3681 3869 . 4063 4266 New 3581 3760 3947 4144 4351 33 3598 3778 3967 4165 4372 New 3670 3854 4046 4249 4460 - - - --- RESOLUTION NO. 3613 OFFICIAL CERTIFICATION I, KELLY WETMORE, Director of Administrative Services/Deputy City Clerk of the City of Arroyo Grande, County of San Luis Obispo, State of California, do hereby certify under penalty of perjury, that Resolution No. 3613 is a true, full, and correct copy of said Resolution passed and adopted at a regular meeting of the City Council of the City of Arroyo Grande on the 23rd day of July, 2002. WITNESS my hand and the Seal of the City of Arroyo Grande affixed this 26th day of July, 2002. RE, DIRECTOR OF ADMINISTRATIVE SERVICESI DEPUTY CITY CLERK -