HomeMy WebLinkAbout1988-10-25; City Council; 9693; Adjustment to Police Salary Plan and Approval MOUI - CI' OF CARLSBAD - AGENL- BILL
TITLE: ADJUSTMENT TO THE CARLSBAD POLICE
SALARY PLAN AND APPROVAL OF THE MOU CITY ATTY- I IEPT. PER
RECOMMENDED ACTION:
City Council adopt Resolution No. ff43 7x adopting the Police Salary Schedule
and the Memorandum of Understanding between the City and the Carlsbad Police
Officers' Association.
ITEM EXPLANATION:
The Memorandum of Understanding with the Carlsbad Police Officers' Association
has been signed. The MOU specifies that a salary survey will be conducted in
September of 1988. The salaries will be set by means of a formula that will
bring Carlsbad Police salaries to the average of other Police agencies in
San Diego County.
The agreement calls for a4.2% increase, retroactive to July 1, 1988. In
addition, the positions of Communications Operator I and 11, Communications
Shift Supervisor, and the Communications and Records Supervisor shall also
receive an additional salary adjustment of 10%.
FISCAL IMPACT:
The salary adjustments and related benefits for FY 1988-89 are $188,419 and
will be supported by a transfer from the contingency fund. The contingency
fund balance will be $1,166,366 .
EXHIBITS :
Resolution No. ff437K
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RESOLUTION NO. 88-375
A RESOLUTION OF THE CITY COUNCIL OF THE
CITY OF CARLSBAD, CALIFORNIA, ADOPTING A
MEMORANDUM OF UNDERSTANDING BETWEEN
REPRESENTATIVES OF MANAGEMENT AND THE
CARLSBAD POLICE OFFICERS' ASSOCIATION AND
ADOPT THE SALARY PLAN FOR EMPLOYEES
REPRESENTED BY THE CARLSBAD POLICE OFFICERS'
ASSOCIATION FOR FISCAL YEAR 1988-89.
WHEREAS, representatives of management and the Carlsbad Police Officers'
Association have been conducting negotiations pursuant to the Meyers-Millias-
Brown Act, regarding wages and other terms and conditions of employment for
the period July 1, 1988, through June 30, 1990; and
WHEREAS, said representatives have reached agreement which they desire
to submit to the City Council for approval; and
WHEREAS, the City Council has determined it to be in the public interest
to accept such an agreement in the form of a Memorandum of Understanding,
marked Exhibit A and incorporated by reference herein; and
WHEREAS, the Memorandum of Understanding calls for certain salary
adjustments and it is now appropriate for the City Council to implement said
adjustments by amending the salary plan.
NOW, THEREFORE, BE IT RESOLVED by the City Council for the City of Carlsbad
California, as follows:
1. That the above recitations are true and correct.
2. That the Memorandum of Understanding between the Carlsbad Police
Officers' Association and representatives is hereby accepted, and marked as
Exhibit A.
3. That the Classification and Salary Range Schedules for Police Safety
Personnel for Fiscal Year 1988-89 as set out in Exhibit B, attached hereto and
made a part hereof, are hereby adopted.
4. The 4.2% salary increase will be retroactive to July 1, 1988.
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5. That the positions of Communications Operator I and 11, Communications
Shift Supervisor, and Communications and Records Supervisor shall be granted
the 10% salary increase.
6. That the Miscellaneous Employee Salary Schedule for Police Officer
Recruit, Range 90, which is a biweekly salary of $912.01, is hereby amended
asshownin Exhibit C, attached hereto and made a part thereof.
7. That $188,419 is hereby appropriated from the contingency fund to the
Police Department salary and benefit accounts to implement the salary
adjustments beginning July 1, 1988.
PASSED, APPROVED, AND ADOPTED at a regular meeting of the Carlsbad City
Council held on the 25th day of October, 1988, by the following vote,
to wit:
AYES: Council Members Kulchin,
NOES: None
ABSENT: Council Member Lewis
Pettine, Mamaux and Larson
ANN J. KULCHIN, Mayor Pro-Tem
ATTEST :
2.
MEMORANDUM OF UNDERSTANDING
-?esolution No. 88-375
xhibit A
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This Memorandum of Understanding is made and entered into as of the date of formal approval hereof by the City Council of the City of Carlsbad, by and between designated management representatives of the City of Carl sbad (hereinafter referred to as the Yity") and the designated representatives of the Carlsbad Pol ice Officers' Association (hereinafter referred to as "CPOA").
PREAMBLE
It is the purpose of the Memorandum of Understanding (hereinafter referred to as "Memorandum") to promote and provide for harmonious re1 ati ons, cooperation and understanding between the City management representatives and the 1 oca1 safety police employees covered under this Memorandum; to provide an orderly and equitable means of resolving any misunderstandings or differences which may arise under this Memorandum; and to set forth the agreement of the parties reached as a result of good faith negotiations regarding wages, hours and other terms and conditions of employment of the employees covered under this Memorandum, which agreement the parties intend jointly to submit and recommend for City Council approval and impl ementation.
ARTICLE 1. IMPLEMENTATION
This Memorandum constitutes a mutual recommendation to be jointly submitted to the City Council following ratification of the Memorandum by the membership of CPOA. It is agreed that the City will act in a timely manner to make the changes in City ordinances, resolutions, rules, policies and procedures and those of the Pol ice Department necessary to impl ement this Memorandum.
ARTICLE 2. TERM AND RENEGOTIATION
2.1 The term of this Memorandum of Understanding shall commence upon formal approval of this document by the City Council of the City of Carlsbad and shall continue until June 30, 1990. The parties hereto agree with the concept of having the terms of future Memoranda of Understanding corresponding to City pay periods.
2.2 The parties agree that negotiations for a successor Memorandum of Understanding shall begin by the exchange of written proposals by March 1, 1990. Meeting and conferring sessions shall begin by April 10, 1990 and shall continue until agreement is reached or until May 20, 1990, whichever occurs first. If a mediator will be used to assist the parties, then the mediator will be utilized by May 20, 1990. The parties agree that meeting and conferring shall conclude by June 15, 1990. If no agreement is reached by said date, then the City Council may act to resolve the impasse in accordance with the Employer-Employee Re1 ations Ordinance (No. 1181) and corresponding Resolution (No. 3666).
2.3 Unless the CPOA serves upon City full entire written proposals to amend, add to, delete or otherwise change any of the provisions of this Memorandum prior to March 1, 1990, this Memorandum shall constitute CPOA's full proposal for a successor agreement. Unless the City serves upon CPOA full entire written proposals to amend, add to, delete or otherwise change any of the provisions of this Memorandum prior to
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April 10, 1990, this Memorandum shall constitute City‘s full proposal for a successor agreement. Notwithstanding the above, if federal or state governments take action that has direct effect upon areas which fall within meet and confer, the City and the Association may submit proposal s concerning these areas at 1 ater dates.
2.4 If neither party requests a reopening for the purpose of renegotiation, all conditions of this Memorandum remain in full force and effect for one year from the date it would have terminated.
ARTICLE 3. RETENTION OF BENEFITS
Existing benefits contained in this Memorandum of Understanding shall not be
changed during the term of this agreement without the mutual consent of the parties hereto. Existing benefits not set forth in this Memorandum which fall
within the scope of representation shall not be changed by the City without
advance notice and an opportunity to meet and confer regarding such change. The parties recognize and accept the concept of past practices as to matter within the scope of representation and agree to meet and confer regarding a change in any such practices.
ARTICLE 4. AUTHORIZED AGENTS
For the purpose of administering the terms and provisions of this Memorandum of Understanding:
4.1 City’s principal authorized agent shall be the City manager or a duly authorized representative (Address: 1200 Elm Avenue, Carl sbad, Cal ifornia 92008; Telephone: (619) 438-5561) except where a particular representative is specifically designated in connection with the performance of a specific function or obligation set forth herein.
4.2 CPOA’s principal authorized agent shall be its President or duly authorized representative (Address: P.O. Box 1392, Carl sbad, California 92008; Telephone (619) 931-2144 and Law Offices of Castle & Krause, 3890 Eleventh Street, Suite 104, Riverside, CA 92501; telephone (714) 684- 1991).
ARTICLE 5. RECOGNITION
The City recognizes CPOA as the majority representation of the bargaining unit that includes the classifications of Police Recruit, Police Officer, Senior
Pol ice Officer, Pol ice Sergeant, Communications Operator I, Communications
Operator 11, Communications Shift Supervisor and Communications and Records
Supervisor.
ARTICLE 6. SAVINGS CLAUSE
6.1 If any articles of this Memorandum of Understanding should be found i nval id, unlawful or unenforceable by reason of exi sting or subsequent
enacted legislation or by judicial authority, all other articles and sections of this Memorandum of Understanding shall remain in full force
and effect for the duration of this Memorandum of Understanding.
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In the event of invalidation of any article or section, the City and the Association agree to meet within thirty (30) days for the purpose of renegotiating said article or section.
6.2
ARTICLE 7. NONDISCRIMINATION CLAUSE
7.1 As a result of this Memorandum of Understanding, no person shall in any way be favored or discriminated against, by either the City or the Association, to the extent prohibited by law because of political or religious opinions or affiliations, or because of racial or national origin, or because of age or sex or physical handicap.
7.2 Neither City nor Association shall interfere with, intimidate, restrain, coerce, or discriminate against employees covered by this Memorandum of Understanding because of exercise of rights to engage or not engage in Association activity or because of the exercise of any right provided to the employees by this Memorandum of Understanding.
ARTICLE 8. COMPENSATION ADJUSTMENTS
8.1 The parties agree to recommend the City Council amend the existing City salary plan adopted by Resolution No. to provide for salary increases in the amounts and effective on the dates shown below:
8.1.1 Ten percent (10%) salary increases for Communication Operators I, CommunicationOperators 11, Communication Shift Supervisor and Communications and Records Supervisor, effective July 1, 1988.
8.2 For the purpose of determining the salary increase effective July 1, 1988, the parties agree to conduct a survey of salaries in the cities of Chula Vista, Coronado, Escondido, El Cajon, La Mesa, San Diego, National City and Oceanside and the County of San Diego (Sheriff’s Office), subject to the following conditions:
8.2.1 The survey will be conducted during the month of September, 1988.
8.2.2 ‘The survey will be conducted jointly.
8.2.3 The survey will determine the top merit step salary in the above jurisdictions for the classifications of police officer .
0.2.4 If any of the above agencies has not concluded its negotiation process by September 1, 1988 and has not set salary rates for the ensuing fiscal year, then that agency shall be excluded from the survey.
8.2.5 The City of Carlsbad shall not be included in the survey or in any of the averaging discussed below.
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8.3 Once the above survey has been conducted, salary adjustments will be
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made based on the following provisions:
8.3.1 The agency with the highest salary in the survey classification and the agency with the lowest shall be el imi nated .
8.3.2 The salary schedule of the classifications of Police Officer shall be adjusted such that the top salary step shall be equivalent to the average of the top merit steps of the corresponding classification in the survey conducted pursuant tothe provisions above. Following each adjustment of the top step other steps shall be adjusted so as to maintain the pre-existing separation between steps.
8.3.3 The classifications of Police Recruit, Senior Police Officer, Pol ice Sergeant and Communi cations Operator I , Communications Operator 11, Communications Shift Supervisor
and Communications and Records Supervisor shall receive
salary adjustments so as to maintain their prior separation in ranks between their classifications and that of Police Officer.
8.3.4 In no event will any employee suffer a decrease in salary on account of application of the survey formula set forth herein .
8.3.5 In the event that the salary adjustments for any classification are less than one percent (1%) of salary when the survey formula is applied hereunder, the City shall not be under any obligation to adjust salary for that cl assi f icati on.
8.4 The above described survey and adjustment process shall be utilized on September 1, 1989 to determine salary increases which will be effective as of July 1, 1989.
8.5 Employees shall be paid at the Police facility in the customary bi-
weekly schedule. Paychecks may not be withheld except for just cause.
ARTICLE 9. MANAGEMENT’S RIGHTS
The rights of the City including but not limited to the exclusive right to determine mission of its constituent departments, commissions, and boards; set standards of service; determine procedures and standards of selection for employment and promotion; direct its employees, take disciplinary action; to relieve employees from duty because of lack of work or other legitimate reasons; to transfer employees among various department activities and organizations; maintain the efficiency of government operations; determine the methods, means, and personnel by which government operations are to be conducted; determine the contents of job classifications; take all necessary actions to carry out its mission in emergencies; and exercise complete control and discretion over its organization and technology of performing its work. In exercising these rights, the City shall comply with all applicable provisions of this Memorandum of
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Nothing herein shall require the City to meet and confer over Understanding.
its exercise of rights hereunder.
ARTICLE 10. GRIEVANCE PROCEDURE
10.1 PurDose. The purpose and objectives of the Grievance Procedure of the
City of Carlsbad are:
10.1.1
10.1.2
10.1.3
10.1.4
10.1.5
10.1.6
To promote improved empl oyer-empl oyee re1 ati ons by establ ishing grievance procedures on matters for which appeal or hearing is not provided by other regulations.
To assure fair and equitable treatment of all employees and promote harmonious relations among employees, supervisors and management.
To encourage the settlement of disagreements informally at the employee-supervisor level and provide an orderly procedure to hand1 e grievances throughout the several
supervisory levels where necessary.
To provide that appeals shall be conducted as informally
as possible.
To resolve grievances as quickly as possible and correct, if possible, the cause of grievances, thereby reducing the number of grievances and future similar complaints.
This grievance procedure is applicable to all employee classifications represented by the CPOA in the Police Department of the City of Carlsbad.
10.2 Definitions. For the purpose of this grievance procedure the fo definitions shall apply:
10.2.1 Citv Manaser: The City Manager.
10.2.2 Assistant Ci tv Manaaer: An Assistant City Manager
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10.2.3 DeDartment: An office, department or institution of the
10.2.4 DeDartment Head or Head of a DeDartment: The chief
City.
executive officer of a department.
10.2.5 Personnel Officer: The Personnel Officer or his authorized representative.
10.2.6 EmDlovee or Citv EmDlovee: Any officer or employee of the City, except an elected official.
10.2.7 EmDlovee ReDresentative: An individual who appears on behalf of the employee.
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10.2.8 Grievance: A complaint of an employee or a group of
employees arising out of an application or interpretation of existing rules, regulations or policies which come under the control of a Department Head.
10.2.9 Immediate SuDervisor: The individual who assigns, reviews or directs the work of an employee.
10.2.10 Interested Party: An individual having pertinent and/or
immediate knowledge of the circumstances out of which the
grievance arose.
10.2.11 SuDervisor: The individual to whom an immediate supervisor reports .
10.3 Reviewable and Non-Reviewable Grievances
10.3.1 To be reviewable under this procedure a grievance must:
Concern matters or incidents that have occurred.
Result from an act or omission by management regarding working conditions or other aspects of employer-
employee relations over which the head of the department has control.
Arise out of a specific situation, act or acts considered as being unfair which result in inequity or damage to the employee.
Arise out of an interpretation and application of Personnel System Rules and Regul ations.
10.3.2 A grievance is not reviewable under this procedure:
(a) If it is a matter which would require a modification of a policy established by City Council or by law;
(b) Is reviewable under some other administrative
procedure and/or rules of the City of Carlsbad (See,
e.g., Article 25 hereunder), such as:
(1) Applications for changes in title, job cl assi f icati on or salary.
(2) Appeal s from formal di sci pl i nary proceeding .
(3) Appeals from work performance evaluations.
10.4 SDeci a1 Grievance Procedure Provi si ons : The fol 1 owing speci a1 provisions apply to the grievance procedure.
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10.4.1
10.4.2
10.4.3
10.4.4
10.4.5
10.4.6
10.4.7
10.4.8
10.4.9
10.4.10
Procedure for Presentation: In presenting his grievance the employee shall follow the sequence and the procedure outlined in Section 5 of this procedure.
PromDt Presentation: The employee shall discuss the
grievance with an immediate supervisor promptly after (when
grievant knew or should have known) the act or omission of
management caused the grievance.
Prescribed Form: The written grievance shall be submitted
on a form prescribed by the Personnel Officer for this
purpose.
Statement of Grievance: The grievance shall contain a statement of:
(a) The specific situation, act or acts considered to be unfair.
(b)
(c) The relief sought.
The inequity or damage suffered by the employee.
EmDlovee ReDresentative: The employee may choose someone as a representative at any step in the procedure. No person hearing a grievance need recognize more than one representative for any one time, unless he so desires.
Interested Parties: There shall be no limit placed upon
the number of interested parties which may provide information during the hearing of a grievance at any step of the grievance procedure.
Hand1 ed Duri ncr Worki ncr Hours: Whenever possible, grievances will be handled during the regularly scheduled working hours of the parties involved.
Extension of Time: The time limits within which action must be taken or a decision made as specified in this procedure may be extended by mutual written consent of the parties involved. A statement of the duration of such extension of time must be signed by both parties involved at the step to be extended.
Consolidation of Grievances: If the grievance involves a group of employees or if a number of employees f i 1 e separate grievances on the same matter, the grievances shall be handled as a single grievance.
Settlement: Any grievance shall be considered settled at the completion of any step if the grievant is satisfied or if the grievant does not present the matter to a higher authority within the prescribed time.
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10.4.11 ReDrisal: The grievance procedure is intended to assure a grieving employee the right to present a grievance without fear of disciplinary action or reprisal by the supervisor, superintendent, or department head, provided the provisions of the grievance procedure are observed. Copies of grievance forms will not be placed in employee personnel records but will be maintained in separate files in the Personnel Department.
10.5 Grievance Procedure Stem: The following procedure shall be foll owed by an employee submitting a grievance for consideration and action.
10.5.1 Discussion with SuPervisor: The employee shall discuss his grievance with his imnediate supervisor informally. Within seven (7) calendar days, the supervisor shall give a decision to the employee verbally.
10.5.2 SteD 1: If the employee and supervisor cannot reach an agreement as to a solution of the grievance, the employee may within seven (7) calendar days present the grievance in writing to his supervisor who shall endorse his comments thereon and present it to his supervisor within seven (7) calendar days. The supervisor shall hear the grievance and shall give a written decision to the employee within seven (7) calendar days after receiving the grievance.
10.5.3 SteD 2: If the employee and supervisor cannot reach an agreement as to a solution of the grievance, the employee may within seven (7) calendar days present the grievance in writing to the department head. The department head shall hear the grievance and shall give the written decision to the employee within seven (7) calendar days after receiving the grievance.
SteD 3: If the employee and department head cannot reach an agreement as to the solution of the grievance, the employee within seven (7) calendar days may present his grievance in writing to the Personnel Board. A copy of said grievance shall also be presented to the Assistant City Manager who may conduct a meeting with the grievant and/or
CPOA representatives to identify and clarify disputed issues and attempt to resolve the grievance prior to presentation of the grievance to the Personnel Board.
10.5.4
10.5.5 SteD 4: If the matter is not otherwise resolved, the Personnel Board shall, within thirty (30) calendar days after receipt of the appeal, hear the appeal and render an advisory opinion to the City Manager. The City Manager shall, within fourteen (14) calendar days advise the employee of the final action.
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ARTICLE 11. STAND-BY TIME PAY
Due to staff limitations, it may be necessary for the Chief of Police to schedule employees to be on stand-by, to handle overtime work which may arise during other than normal working hours. Stand-by is defined as time in which an employee is required, by the Chief of Police or designee, to remain at his/her residence or be at a place where said employee can be reached by phone and be within thirty minutes response capability so that he/she may immediately respond to any calls received. An employee will be compensated for stand-by time at the rate of Ten
Dollars ($10.00) per 24 hours or fraction thereof. Employees on stand-by, called to perform work, will be compensated for all actual hours worked in accordance
with overtime and call-back rules.
ARTICLE 12. BILINGUAL PAY
Any employee annually certified, as the Chief of Police may direct, as a qualified translator-interpreter of the Spanish language shall receive thirty dollars ($30) per pay period, commencing no later than January 1, 1989.
ARTICLE 13. BASIC WORK WEEK/WORK DAY
13.1 The official work week shall begin on each Sunday at 11:Ol p.m. and shall end on Sunday of the following week at 11:OO p.m. Except as may be otherwise provided, an employee who occupies a full-time permanent position shall work forty (40) hours in each week including meals and rest breaks.
13.2 Employees working a five day 40 hour week (designated 5/8) shall work eight hours per day for five days in any work week and shall receive two consecutive days off within that work week.
13.3 In accordance with existing practice all full -time shift employees shall be given two (2) fifteen-minute rest periods and a one-half hour lunch break per shift without loss of pay.
ARTICLE 14. COURT PAY
14.1 Off-duty personnel who appear in court pursuant to an official request from a legally constituted body regarding matters arising out of, or associated with, their employment shall be compensated at the overtime pay rate, with the following minimum hour guarantees.
Four (4) hours - Appearances in San Diego area courts. Appearances in North County courts by personnel while regularly scheduled to work graveyard shift.
Three (3) hours - Appearances in North County courts.
14.2 When personnel are required to appear in San Diego area courts, are held over during the normal lunch break for further appearance after lunch, they shall be entitled to credit for the lunch break as time
worked.
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When available, Carlsbad Police Department vehicles shall be used for
employee transportation. If not available, employees shall be reimbursed for mileage expenses as set out in Council Policy Statement of the City of Carlsbad titled "Travel Policy" with an effective date of 2/2/83, including any subsequent changes to this policy.
14.3
ARTICLE 15. SICK LEAVE
15.1 Sick leave with pay shall be granted to all probationary and permanent employees within the merit system at the rate of one work day for each
calendar month of service. Any such leave accrued but unused in any year shall be cumulative for succeeding years.
15.2 Sick leave shall be considered as a privilege which an employee may use at his discretion, but shall be allowed only in case of necessity and actual sickness or disability. Any abuse of sick leave is cause for disciplinary action by the appointing power. Employees eligible for sick leave shall be granted such leave when they are incapacitate
for performance of their duties by sickness, injury or for medical, dental or optical examination or treatment, or when a member of the immediate family of the employee is afflicted with an illness and
requires the care and attendance of the employee, or when, through exposure to contagious disease, the presence of the employee at his post of duty would jeopardize the health of others.
15.3 The term "contagious disease" means disease or illness subject to quarantine or required isolation or restriction of movement of the patient for a particular period in accordance with regulations prescribed by the local health authorities having jurisdiction. If no definite time period is specified by the regulations, the period shall be determined by the attending physician. When sick leave is granted under these circumstances, an explanatory medical certificate
from the physician is required.
15.4 An employee who is absent on account of sickness must notify his supervisor as early as practicable on the first day of such absence, or as soon thereafter as possible. Requests for sick leave or medical, dental or optical examinations must be approved in advance by the supervisor. Any grant of sick leave in excess of three (3) consecutive work days must be supported by a medical certificate. When the period of absence is for three (3) consecutive work days or less, the Personnel Office shall accept the employee's certification as to the reason for absence. Nothing herein shall preclude the City from taking appropriate action in the event of abuse of sick leave.
Written applications for sick leave must be filed with the supervisor within the pay period in which the employee returns to duty.
Any eligible employee who is absent from work by reason of attendance upon members of the employee's or spouse's immediate family whose illness requires the care of such employee, or a death in the immediate family of the employee, or employee's spouse's family shall be allowed. Immediate family shall include husband, wife, child, stepchild, brother, stepbrother, sister, stepsister, parent, stepparent, or any
15.5
15.6
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person serving as a parent, or who has served as a parent, grandmother, grandfather, or any other person living in the same household as the employee or the employee's spouse's immediate family. In the case of death of an employee's or employee's spouse's immediate family, an employee shall be allowed up to a maximum of five (5) work days off, except the City may, under extreme circumstances, grant additional time off, which shall be considered as sick leave.
15.7 An employee who is required to take a physical examination in connection with induction or enlistment in the Armed Forces is not charged leave for the time necessary to complete the examination. Members of the military reserve who are recalled to active duty are placed on pay status with the branch of the Armed Forces for the time required to take the physical examination and, therefore, must be charged leave or leave without pay for that purpose. Employees making a donation of blood without charge will be given reasonable time off for that purpose. No charge will be made against annual or sick leave when such absence is approved in advance by the supervisor. Sick leave entitlement to medical and dental calls during working hours shall be authorized. For the purposes of computing sick leave, employment shall be considered to have commenced on the first day of the first full calendar month of employment.
Holidays occurring during sick leave shall not be counted as sick leave. Sick leave shall not be taken as vacation time, nor compensated for in cash at any time, except as defined in this article.
Notwithstanding anything in this section to the contrary, local safety employees are not entitled to sick leave for any job related illness, injury or other occurrence which entitles the employee to benefits under Section 4850 of the Labor Code (hereinafter "4850 benefits"). The City Manager may authorize the use of sick leave after 4850 benefits are exhausted for job-related illness or injury if he/she determines that:
15.8
15.8.1 The injury is not permanent and stationary.
15.8.2 The use of sick leave will not extend the effective date of the employee's retirement.
15.8.3 The employee is physically unable to work and there is a reasonable probability he/she may return to work.
15.9 Allowance for OccuDational Sick Leave. Leave with pay for injuries sustained in the line of duty shall be granted as follows:
15.9.1 A non-sworn employee absent because of injury received in line of duty is charge either sick or annual leave if the period of incapacitation exceeds ninety (90) calendar days
and receives no credit for either annual or sick leave for
the period of incapacitation that exceeds ninety (90)
calendar days. The City will supply the difference between the allowance granted by the insurance and the amount the employee would ordinarily receive for the period of
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incapacitation not to exceed ninety (90) cal endar days. Thereafter during such absence he/she may elect to apply prorated accrued sick or annual leave to such absence and
to receive compensation therefore in the amount equal to
the difference between the compensation to which he is
entitled under the Workers’ Compensation Act and his regular
pay, not to exceed the amount of his earned sick or annual leave. In figuring the benefits paid by insurance, wage benefits alone shall be considered and medical and hospital benefits shall be excluded.
15.9.2 A local safety member shall be entitled to the benefits of Section 4850 of the Labor Code. Upon expiration of the one year contemplated by Section 4850, if the member has not been retired, the City Manager shall determine the member’s eligibility for using sick leave, vacation or other leave, as provided by Section 15.8 hereof. Except as expressly
approved under this article, a local safety member shall
not be entitled to such leave in lieu of or in addition to
the leave of absence with pay authorized by Section 4850,
nor for any job related injury or other occurrence which entitles the employee to benefits under Section 4850. The
City will supply the difference between the allowance
granted by the insurance and the amount the employee would
ordinarily receive for the period of incapacitation not to
exceed one full calendar year under Section 4850.
15.10 Sick Leave Conversion. Any permanent employee who has accrued and maintains a minimum of one hundred sixty (160) hours of sick leave shall be permitted to convert up to fifteen (15) days of accumulated uncompensated sick leave to vacation at a ratio of three (3) sick days per one (1) day of vacation. The sick leave conversion option will be provided during the first week of each fiscal year.
15.11 Any permanent employee applying for retirement with the Public Employers’ Retirement System may convert accrued and unused sick leave time to extend service time in the system at the ratio of twenty-five (25) days of accrued sick leave to one month of extended service.
ARTICLE 16. ASSOCIATION RIGHTS
16.1 The City recognizes the right of the Association to govern its internal affairs.
16.2 The parties to this Memorandum of Understanding fully support the concept of the Public Safety Officers’ Procedural Bill of Rights Act, Sections 3300, et seq., of the Government Code, attached hereto as Exhibit A.
16.3 Upon the receipt of a written request and authorization from an employee for deduction of Association dues and other lawfully permitted deductions, the City shall withhold such dues and deductions from the salary of the employee and remit the withholdings to the Association. The City shall continue to withhold such deductions unless the employee
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files a statement with the City withdrawing authorization for the continued withholding of the deductions during the month of March of any year covered by the term of this Memorandum of Understanding. The effective date of withholding, time of remitting withholdings to the Association, and all procedural matters shall be determined in accordance with the Rules and Regulations of the City.
The Association shall provide and maintain with the City a current list of the names and all authorized representatives of the Association. An authorized representative shall not enter any work location without the consent of the chief of Police or his designee or the City Manager or his designee. The Chief of Police or his designee shall have the right to make arrangements for a contact location removed from the work area of the employee.
16.4
16.5 The Association shall be allowed to designate employee representatives to assist employees in:
16.5.1 Preparing and processing grievances;
16.5.2 Preparing and presenting material for Disciplinary Appeals hearings;
16.5.3 Preparing and presenting material for any matter for which representation is granted pursuant to the provisions of California Government Code Sections 3300, et seq., known as the Public Safety Officers’ Procedure Bill of Rights Act.
16.6 The Association may designate one employee representative to assist an employee in preparing and presenting materials for the above-listed procedures. The employee representative so designated shall be a1 1 owed reasonable release time from regularly scheduled duties for the purpose of investigating and preparing materials for such procedures. Employee representatives who investigate, prepare or present materials during off-duty time shall do so on their own time. Employee representatives and employees who attend Personnel Board or City Council hearings during the off-duty time shall do so on their own time; providing, however, that employees who are ordered or subpoenaed to attend such hearings shall be compensated in accordance with the overtime provisions of this Memorandum of Understanding.
16.7 Designated employee representatives shall be a1 1 owed reasonable re1 ease time from regularly scheduled duties to attend meetings relative to other matters of employer-employee re1 ations.
16.8 Designated employee representatives requesting time off under this Article shall direct such request to his/her immediate supervisor in writing within a reasonable time period to the date requested, in order to assure that the Department meets it staff needs and to assure sufficient coverage of departmental assignments.
16.9 The City will continue to furnish the bulletin board space in the Police Department for the exclusive use of the Association. Material placed on said bulletin boards shall be at the discretion of the
14
Association and shall be removed by management only in the event the material is obviously offensive to good taste, defamatory, and shall be removed only on prior notification to an Association representative.
The Association shall be responsible for maintaining bulletin boards exclusively used by the Association in an orderly condition and shall promptly remove outdated materials.
16.10 Use of Citv Facilities
16.10.1 The Association may, with the prior approval of the City Manager, be granted the use of the City facilities for off- duty meetings of the Police Department employees provided space is available. All such requests will be in writing to the City Manager.
16.10.2 The Association may, with the prior approval of the Chief
of Police, be granted the use of Police facilities for off- duty meetings of the Pol ice Department employees, provided space is available. All such requests will be in writing to the Chief of Police. In the event the Chief of Police denies use of Police Department facilities, an appeal can be made to the City Manager.
The use of City equipment other than items normally used in the conduct of business meetings, such as desks, chairs, ash trays and blackboards, is strictly prohibited, the
presence of such equipment in approved City facilities notwi t hs t andi ng .
16.10.3
ARTICLE 17. OVERTIME PAY
17.1 An employee working a five 8 hour day (40 hour week) and required to
work overtime shall be compensated at an overtime pay rate of time and
one-half for all hours worked in excess of forty (40) in any work week.
Said employees shall have the option of taking comp time in lieu of
overtime pay up to the existing maximum of eighty (80) hours of comp
time on the books, after which the employees shall be required to
accept pay for overtime.
17.2 If an employee is required to work on the employee's regularly schedule day off, and working this day would cause the employee to exceed the forty hour work week, he/she shall receive overtime pay or comp time, at the employee's option, subject to the comp time limitation described in Section 17.1.
ARTICLE 18. CALL BACK PAY
If an employee is required to return to his/her place of employment after he/she has completed a normal work day, he/she shall receive overtime pay for a minimum of two (2) hours at time and one-half (three [SI hours pay) or the actual number of hours worked, whichever is greater. Said employee shall have the option of
taking comp time in lieu of call-back pay.
15
ARTICLE 19. SENIORITY
19.1 The seniority of an employee shall be based upon the number of calendar months of continuous service in the Carlsbad Police Department. An employee who is dismissed for cause shall lose all seniority credited to him/her prior thereto, and subsequent re-employment of the employee shall not restore the seniority so lost. Any employee laid off after acquiring permanent status shall, after reinstatement, regain the seniority credit he/she possessed at the time of layoff if said employment is within twenty-four (24) months.
Leaves of absence in excess of thirty (30) continuous days shall not be credited to continuous service. 19.2
ARTICLE 20. LEGAL REPRESENTATION
20.1 Upon request of an employee and subject to any limitations provided by law, the City will provide for the defense of any civil action or proceeding initiated against the employee by a person or entity other than the City in a court of competent jurisdiction, on account of any act or omission occurring within the course and scope of his employment as an employee of the City.
20.2 Nothing herein shall be deemed to require the provision of such defense where the discretion to provide or not provide such defense is vested in the City pursuant to the provision of the California Government Code, or where the act or omission was not within the scope of the employee’s employment, or the employee acted or failed to act because of actual fraud, corruption or actual malice, or where the provision of such defense would create a conflict of interest between the City and the employee.
20.3. Nothing herein shall be construed to grant to any employee any right or privilege in addition to those provided in the said Government Code.
ARTICLE 21. PEACEFUL PERFORMANCE OF CITY SERVICES
21.1 During the term of the agreement, the CPOA, its representatives, or members shall not engage in, cause, instigate, encourage or condone a strike or work stoppage of any kind against the City of Carlsbad.
21.2 During the term of this Agreement, the City will not instigate a lockout over a dispute with the employees.
21.3 As used in this section, “strike or work stoppage” means the concerted failure to report for duty, the willful absence from one’s position, the stoppage of work, or the abstinence in whole or in part from the full, faithful performance of the duties of employment for the purpose of inducing, influencing or coercing a change in the conditions of compensation, or the rights, privileges or ob1 igations of employment.
16
ARTICLE 22. DISCIPLINE OF AN EMPLOYEE
22.1 The City may only discipline permanent employees for just cause. In the case of disciplinary action involving suspension, demotion or discharge, the employee shall be given notice of the action to be taken, the evidence or materials upon which the action is based, and an opportunity to respond to the City Manager or designee either orally
or in writing within seven (7) calendar days of the notice of the
action. The above process will occur prior to the imposition of the
discipline.
22.2 All employees have the right to appeal their discipline according the appeal procedure as set out hereafter. Written notice of di sci pl i ne shall inform and remind the disciplined employee of this right.
22.3 Once discipline has been imposed, the Chief of Police or his designee shall specify the period of time, from one to four years, that said discipline will remain in the affected employee's personnel records.
At the end of said designated period of time, the disciplinary action shall be removed from the employee's personnel file. It is the responsibility of the employee to initiate a request for removal of disciplinary action from the employee's personnel file. Nothing herein shall prevent the evidence of such disciplinary action from being maintained in any file other than the employee's personnel file. Nothing herein shall prevent the use in later proceedings of evidence of such prior disciplinary action when there has been later discipline imposed for similar performance or misconduct or there has been cumulative activity conduct reflecting a pattern of similar performance or misconduct .
22.4 Nothing herein shall be construed to require "cause" or "just cause" for the rejection of a probationary employee prior to the expiration
of the probationary period. A probationary employee rejected during
the probationary period shall not be entitled to appeal such rejection
to the Personnel Board, but shall be entitled to an administrative appeal under Section 3304(b) of the Government Code. Such administrative appeal shall consist of the procedure described in Section 22.1 hereof.
22.5 Riqht of ADDeal. Any employee in the competitive service shall, within seven (7) calendar days, have the right to appeal to the Personnel Board any disciplinary action, interpretation or alleged violation of the Personnel ordinance, except in instances where the right of appeal is specifically prohibited by the Personnel ordinance or this Article.
22.6 Method of ADDeal. Appeals shall be in writing, subscribed by the
appellant, and filed with the Personnel Officer, who shall, within ten (10) calendar days after receipt of the appeal, inform each member of the action desired by the appellant, with his reasons therefore. The formality of a legal pleading is not required.
22.7 Notice. Upon the filing of an appeal, the Personnel Officer shall set a date for the hearing on the appeal not less than ten (10) calendar days nor more than thirty (30) calendar days from the date of filing.
.
17
22.8
The Personnel Officer shall notify all interested parties of the date, time and place of the hearing at such places as the Personnel Board shall prescribe.
Hearinas. The appellant shall appear personally unless physically unable to do so, before the Personnel Board at the time and place of the hearings. He may be represented by any person or attorney as he may select and may at the hearing produce on his behalf relevant oral or documentary evidence. The City shall state its case first and, at the conclusion, appellant may then present evidence. Rebuttal matter not repetitive may be allowed in the discretion of the Personnel Board. Cross-examination of witnesses shall be permitted. The conduct and decorum of the hearing shall be under the control of the Personnel Board by its chairman, with due regard to the rights and privileges of the parties appearing before it. Hearings need not be conducted according to technical rules relating to evidence and witnesses. Hearings shall be closed unless the appellant, in writing, requests and open hearing.
22.9 Findinas and Recommendations. The Personnel Board shall, within ten
(10) calendar days after the conclusion of the hearing, certify its findings and decisions in writing to the City Council and to the appellant. The City Council shall review the findings and recommendations of the Personnel Board and may then affirm, revoke or modify the action taken as, on its judgement, seems warranted, and the action taken shall be final. Any member of the Personnel Board may submit a minority or supplemental finding and recommendation. In cause of suspension, discharge or demotion the appointing power shall reinstate any employee to his former status if proof is made that the action was for discriminatory reasons.
ARTICLE 23. PROBATIONARY PERIOD
23.1 For sworn personnel, the entry level probationary period shall be one year from the date the employee is sworn as an officer. For non-sworn personnel, the entry level probationary period shall be one year from the date of hire. The probationary period will permit both the supervisor and the employee to become acquainted and to determine and the adaptability and the fitness of the employee of the assigned work. The employee will find this period helpful in evaluation of the City, his duties, his work and other satisfaction.
23.2 All personnel promoted within the Department shall be on probation in the promotional position for a period of one year from the date of promotion.
ARTICLE 24. RETIREMENT BENEFITS
24.1 The City agrees to continue to pay the employer's contribution rate required by the Public Employee's Retirement system to maintain the current level of benefits for employees covered by this Memorandum of Understanding during the term of this Memorandum of Understanding.
18
The City will continue to pay on behalf of all sworn represented safety employees the nine percent (9%) the employee’s retirement contribution to PERS.
24.2
24.3 The City will continue to pay on behalf of all represented mi scell aneous empl oyees the seven percent (7%) employee‘s reti rement contribution to PERS.
24.4 The City shall initiate timely action to implement the provisions of Section 2002.4.2 of the Retirement Law, One Year Final Compensation For Local Safety Members on June 30, 1990.
ARTICLE 25. HEALTH INSURANCE
25.1 For the period July 1, 1988 to January 1, 1990 represented employees will pay for an increase in medical insurance premiums up to the following maximum monthly amounts:
$10 per employee for employee only coverage.
$15 per employee for employee plus one (1) dependent.
$20 per employee for employee plus two (2) dependents.
25. On ,,dnuary 1, 1990, health, dental, and optical insurance for represented employees shall be provided by a Public Employees’ Retirement System/Pol ice Officers Research Association of California plan. The City in cooperation with the Association shall initiate timely action to ensure the continuity of insurance protection for represented individuals during the transition from City plans to PERS/PORAC plans.
25.3 On January 1, 1990, the City shall stop present health, dental, and optical insurance premi um payments for represented employees. The City
shall implement procedures to effect individual payments shown below
for health, dental and optical premium payments of the PERS/PORAC
pl an.
(a)
(b)
A maximum of $150 per month for employee only coverage.
A maximum of $225 per month for employee plus one (1) dependent.
A maximum of $300 per month for employee plus two (2) dependents. (c)
25.4 Effective July 1, 1988, the City agrees to contribute $16 per month toward medical insurance premiums for each Police safety employee who has received a service retirement and continued the City medical
insurance coverage into retired.
25.5 Effective January 1, 1990, the City agrees to contribute $16 per month toward medical insurance premi ums for each formerly represented retired
19
employee who participates in a Pub1 ic Employees' Retirement System Health Insurance P1 an.
ARTICLE 26. UNIFORM REIMBURSEMENT
26.1 For the period July 1, 1988 to July 1, 1989, reimbursement to represented employees for the cost of purchasing and maintenance required, uniforms shall be $425 per year. The method and date of payment shall continue unchanged.
26.2 From July 1, 1989 continuing for the term of this agreement, reimbursement to represented employees for the cost of purchasing and maintenance of required uniforms shall be $450.00 per year.
26.3 It is expressly understood and agreed that payments hereunder constitute reimbursement for expenses actually incurred by represented employees wearing and maintaining the uniforms they are requested to wear and/or maintain.
ARTICLE 27. EQUCATION INCENTIVE
27.1 Educational Incentive ComDensation. As of July 1, 1977, the below described Educational Incentive Program shall be effective.
27.1.1 SteD 1: Applicable to all employees represented by the Carl sbad Pol ice Officer's Association.
(a) Reauirements: Present proof to the Training Officer, Carl sbad Pol ice Department, of the following:
(1) Two years of consecutive service as a member of the Police Department of the City of Carlsbad. The two years of service must have been completed imnediately prior to the time the application for Educational Incentive Compensation is submitted.
(2) Successful completion of the prescribed curse of study which awards a Certificate of Competency in Police Service or a similar program by a State of California Community College. Or
(3) Submit proof of completion of courses bel ieved to be equivalent to those required for the award of a Certificate of Competency in Pol ice Science if a certificate has not been awarded. Or
(4) Submit a POST Basic Certificate, list of college credits granted by the certificate and proof of successful completion of additional courses from the core or elective subject lists of a community college Pol ice Science, Criminal
20
Justice or similar program of study which total the hours needed for program completion.
In any case which does not clearly meet the above requirements, the Training Officer shall request the Police Chief seek authority to convene a committee consisting of a representative of the City Manager, CPOA, and Police Chief to review and evaluate the case. If approved, the applicant will be authorized Step 1, Educational Incentive Compensation, in the same manner as other eligible employees. If petition is not approved, the applicant will be provided a written statement indicating what additional requirements must be met for eligibility for Step 1, Education Incentive Compensation.
(b) ComDensation: Satisfactory fulfillment of the above requirement shall be compensated at the rate of twenty-five dollars ($25) paid bi -weekly for twenty- six bi-weekly pay periods per fiscal year.
27.1.2 SteD ?: Applicable to all Peace Officers represented.
(a) Reauirements: Present evidence to the Training Officer, Carlsbad Police Department of the award of an Intermediate Certificate issued by the State of California Commission on Peace Officers Standard and Training and Eligibility for Step 1.
(b) ComDensation: Satisfactory fulfillment of the above requirement shall be compensated at the rate of forty- five dollars ($45) paid bi-weekly for twenty-six bi- weekly pay periods per fiscal year. Such compensation to be in lieu of any previous Educational Incentive compensation payments which had been received.
27.1.3 SteD 3: Applicable only to non-sworn personnel represented.
(a) Reauirements: Present evidence to the Training Officer, Carlsbad Police Department, of having met the State of California Comnission and Peace Officers Standards and Training requirements for an Intermediate Certificate as determined and agreed to be representatives of the City Manager and the Carlsbad Pol ice Officer Association president. It is understood no certificate can be awarded to non- sworn personnel.
(b) ComDensation: Satisfactory fulfillment of the above requirement shall be compensated at the rate of forty- five dollars ($45) paid bi-weekly for twenty-six bi- weekly pay periods per fiscal year. Such compensation to be in lieu of any previous Educational Incentive Compensation payments which had been received.
21
27.1.4 SteD 3: Applicable to Peace Officers represented:
(a) Reauirements: Present evidence to the Training Officer, Carlsbad Police Department, of the award of an Advanced Certificate issued by the State of California Commission on Peace Officers Standards and Training and eligibility for Steps 1 and 2.
(b) ComDensation: Satisfactory fulfillment of the above requirement shall be compensated at the rate of sixty- five dollars ($65) paid bi-weekly for twenty-six bi- weekly pay periods per fiscal year. Such compensation to be in lieu of any previous Educational Incentive Compensation payments which had been received.
27.1.5 SteD 3: Appl icable only to non-sworn personnel represented:
(a) Reauirements: Present evidence to the Training Officer, Carlsbad Police Department, of having met the State of California Commission and Peace Officers Standards and Training Requirements for an advanced Certificate as determined and agreed to by representatives of the City Manager and the Carlsbad Police Officers Association President. It is understood no certificate can be awarded to non-sworn personnel.
(b) ComDensation: Satisfactory fulfillment of the above requirement shall be compensated at the rate of sixty- five dollars ($65) paid bi-weekly for twenty-six bi- weekly pay periods per fiscal year. Such compensation to be in lieu of any previous Educational Incentive Compensation payments which had been received.
27.1.6 Proqram Review: Parties further agree to recommend that the above program be reviewed jointly by the City and Carlsbad Pol ice Officers’ Association semi-annually during January and July of each succeeding year to evaluate the effectiveness and currency of the program.
27.1.7 Procedure : The Training Officer, Carlsbad Pol ice Department, upon receipt of proof of eligibility for Educational Incentive Compensation, shall certify eligibility to the Chief of Police. The Chief of Police upon approving such el igi bi 1 i ty, shall forward his approval to the City Manager for authority to commence the appropriate compensation. Educational Incentive Compensation shall commence at the beginning of the next pay period following receipt of authorization by the City Manager of the approval by the Chief of Police.
It is understood that an eligible represented employee shall receive said incentive pay from the date of certification, 27.1.8
22
notwithstanding any delay in notification that the employee has been certified.
ARTICLE 28. FIELD TRAINING OFFICER
For any pay period in which a represented employee is assigned and acts as a field training officer, and actually performs field training officer activities, said employee shall be entitled to receive $25 additional salary for that pay period.
ARTICLE 29. VEHICLES FOR INVESTIGATIONS
Each represented employee who is working in the assignment of detective, shall be assigned a designated vehicle and shall be entitled to use the vehicle each on duty shift; provided, however, such assignment of a designated vehicle is expressly conditioned on the availability of vehicles and does not extend to any detectives assigned in addition to the number assigned as of the date of this Memorandum.
ARTICLE 30. LONG TERM DISABILITY
During the term of this Memorandum, City agrees to continue to provide long term disability insurance. Said insurance shall provide for a thirty (30) day waiting period prior to payment eligibility. In all other respects, said insurance shall continue unchanged.
ARTICLE 31. DISABILITY RETIREMENT
If the disability retirement of an employee is contested, then the affected employee shall be entitled to an evidentiary hearing to determine whether such retirement shall be granted. Such a hearing shall be conducted by an Administrative Law Judge appointed by the California Office of Administrative Hearings. The Administrative Law Judge shall make findings and recommendations to the City Manager, who shall have the final determination as to the disability retirement. Nothing herein shall affect the jurisdiction of the Workers’ Compensation Appeals Board to determine whether a disability is or is not industrial. An employee may waive his/her right to an evidentiary hearing.
ARTICLE 32. VACATION
32.2 A1 1 el igi bl e mi scell aneous and uniformed pol ice employees shall be entitled to a vacation according to the number of continuous full calendar years of employment based on the following scale:
1 through 5 full calendar years of continuous service
6 through 15 full calendar years of continuous service 10 working days
15 working days
20 working days 16 and over full calendar years of continuous service
32.2 Starting July 1, 1989 the following change in vacation leave for all eligible miscellaneous and uniformed employees shall be effective:
23
1 through 5 full calendar years of continuous service
6 through 10 full calendar years of continuous service
10 through 11 full calendar years of continuous service
11 through 12 full calendar years of continuous service
12 through 13 full calendar years of continuous service
13 through 14 full calendar years of continuous service
14 through 15 full calendar years of continuous service
16 and over full calendar years of continuous service
10 working days
15 working days
16 working days
17 working days
18 working days
19 working days
19 working days
20 working days
ARTICLE 33. HOLIDAYS
33.1 The City agrees to observe eleven (11) scheduled paid holidays plus one (1) floating holiday per year. The floating holiday to be taken at the discretion of the individual employee with the approval of the Department Head. The holiday schedule shall not interfere with, influence or otherwise change the scheduling of shift employees by the Department.
33.2 The holiday schedule for the term of this agreement is as follows:
Independence Day
Labor Day
Columbus Day
Veterans’ Day
Thanksgiving Day
Thanksgiving Friday
Christmas Day
New Years Day
Lincol n‘ s Birthday
Washington’s Birthday
Memorial Day
- 1988
Monday, July 4
Monday, September 5
Monday, October 10
Friday, November 11
Thursday, November 24
Friday, November 25
Monday December 26
- 1989
Monday, January 2
Monday, February 13
Monday, February 20
Monday, May 29
- 1989
Tuesday, July 4
Monday, September 4
Friday, October 13
Friday, November 10
Thursday, November 30
Friday, December 1
Monday, December 26 - 1990
Monday, January 1
Monday, February 12
Friday, February 23
Monday, May 28
33.3 Members of the Police Department who are required to work a normal eight hour day (8:OO a.m. to 5:OO p.m., Monday through Friday) shall receive holiday overtime at the rate of one and one-half times the employee’s regular hourly rate of pay for each of the twelve scheduled holidays worked in a forty hour work week, and having worked a minimum of six of the twelve scheduled holidays in any calendar year shall
.* 24
receive holiday overtime pay for twelve holidays. Payment shall be made during the pay period wherein the overtime is worked and during the final month of the fiscal year because of fulfillment of the "minimum of six" requirement.
IN WITNESS WHEREOF, the parties hereto have caused their duly authorized
representatives to execute this Memorandum of Understanding to be effective as stated herein.
CITY OF CARLSBAD (CITY) CARLSBAD POLICE OFFICERS ASSOCIATION (CPOA)
APPROVED AS TO FORM
'-
I. ,
Exhibit B
Resolution No.
POLICE DEPARTMENT SALARY SCHEDULE
EFFECTIVE JULY 1, 1988
RANGE A B C D E
20 22
23
28
36 38
40
42
847 72
889.22
1030.08
1074.15
1128 10
1177.24
1371.38
-
RANGE 20
RANGE 22 RANGE 23
RANGE 28 RANGE 36
RANGE 36 RANGE 38 RANGE 42
889.22
934.50
1081.58
1128.10
1184.32
1236.36
1439.09
-
934.50
981.03
1135.66
1184.32
1244.00
1297.98
1511.38
-
981.03
1030.08
1192.44
1244.00 1305.97
1363.38 1587.13
-
1030.08
1081.66 1057.76
1252.06
1305.97 1371.38
1431.30
1666.31
COMMUNICATIONS OPERATOR I
COMMUNICATIONS OPERATOR I1
COMMUNICATIONS OPERATOR I1
COMMUNICATIONS SHIFT SUPERVISOR
COMMUNICATIONS AND RECORDS SUPERVISOR
POLICE OFFICER
SENIOR POLICE OFFICER
POLICE SERGEANT
_-
Exhibit C
Resolution No.
TITLE LIST -- EMPLOYEES REPRESENTED BY CCEA
~ --
RANGE CLASSIFICATION
ACCOUNT CLERK I 18
ACCOUNT CLERK I1 24
ACCOUNTANT 60
ACCOUNTING SUPERVISOR 49
ACCOUNTING TECHNICIAN 29
ASSISTANT CIVIL ENGINEER 66
ASSISTANT PLANNER 61
ASSOCIATE CIVIL ENGINEER 71
ASSOCIATE PLANNER 68
BUILDING INSPECTOR I 45
BUILDING INSPECTOR I1 62
BUILDING INSPECTOR I11 67
BUILDING MAINTENANCE CARPENTER 46
BUILDING TECHNICIAN I1 57
BlJY ER 47
CLERK TYPIST I 15
CLERK TYPIST I1 17
CODE ENFORCEMENT OFFICER 56
COMPENSATION TECHNICIAN 55
CONSTRUCTION INSPECTOR 62
CUSTODIAN 16
CUSTODIAN I1 24
DEPUTY CITY CLERK 36 DEVELOP. PROCESS. COORDINATOR 37
FNGINEERING TECHNICIAN I 42
ENGINEERING TECHNICIAN I1 57
EQUIPMENT MECHANIC I 41
EQUIPMENT MECHANIC LEADWORKER 58
EQUIPMENT SERVICE WORKER 26 EVIDENCE AND PROPERTY TECHNICIAN 23
FIRE PREVENTION OFFICER I 45
FIRE PREVENTION OFFICER I1 62
FIRE PREVENTION OFFICER I11 67
GRAPHIC ARTIST 34
GRAPHICS TECHNICIAN 34
HOUSING SPECIALIST I 52 LIBRARIAN I 43
LIBRARIAN I1 57
LIBRARIAN I11 63
LIBRARY ASSISTANT I 31
LIBRARY ASSISTANT I1 40
LIBRARY ASSISTANT I11 51
MAINTENANCE ELECTRICIAN I 41
MAINTENANCE ELECTRICIAN IT 46
MAINTENANCE WORKER I 22
- -- - __ - __ - - -
CRIME PREVENTION TECHNICIAN 38
EQUIPMENT MECHANIC I1 48
RANGE - - - --__ CLASSIFICATION
EETER READER/REPAIRER I
METER READER/REPAIRER I1
MESSENGER
MINUTES CLERK
PARK MAINTENANCE WORKER I1
PARK MAINTENANCE WORKER I11
PARK PLANNER
PERMIT CLERK
PLANNING TECHNICIAN I
PLANNING TECHNICIAN I1
POLICE OFFICER RECRUIT
POLICE RECORDS CLERK I
POLICE RECORDS CLERK I1
POLICE SERVICES AIDE
PROGRAMMER/OPERATOR
RECEPTIONIST CASHIER
RECREATION SPECIALIST
RECREATION .SUPERVISOR I
RECREATION SUPERVISOR I1
SECRETARY I
SECRETARY I1
SECRETARY/BOOKKEEPER
SECRETARY TO CITY ATTORNFY
SECRETARY TO CITY MANAGER
SENIOR CONSTRUCTION INSPECTOR
SENIOR PLANNER SENIOR RECEPTIONIST CASHIER
SITE MANAGER
STENO CLERK I
STENO CLERK I1
STOREKEEPER
STREET MAINTENANCE WORKER I1
STREET MAINTENANCE WORKER I11
SWEEPER OPERATOR
SYSTEMS ANALYST
TECHNICIAN I
TRANSPORTATION ENGINEER
TRANSPORTATION PLANNER TREE TRIMMER I
TREE TRIMMER I1
TREE TRIMMER LEADWORKER
UTILITY MAINTENANCE WORKER I1
UTILITY MAINTENANCE WORKER I11
UTILITY SYSTEMS OPERATOR I1
UTILITY SYSTEMS OPERATOR I11
WORD PROCESSING OPERATOR I
WORD PROCESSING OPERATOR I1
26
35
15
32
28
46
64
20
34
50
90
20
22
15
63
15
32
37
53
27
32
30
39
39
65
69
17
18
19
21
23
28
46
37
70
42
72
73
25
33
48
35
46
38
44
20
22
-_ c
e--
CITY OF CARLSBAD
BIWEEKLY SALARIES MISCELLANEOUS EMPLOYEES SALARY SCHEDULE
EFFECTIVE July 1, 1988
15 16 17 18
19
20 21 22
23 24
25 26
27
28
29
30 31 32 33 34
35
36 37
39
40 41 42 43 44
45 46 47 48 49
50
51 52 53 54
38
581.21 593.41 606.53 622.30 630.80
631.82 657.09 659.03 662.71 676.17
688.05 707.14 710.07 718.07 721.36
725.58 726.29 741.05
749.01 765.87
770.49 780.55 782.76 803.68 807.82
808.59 821.78 832.15 834.27 839.91
847.82 858.00 875.25 877.13 880.39
891.49 920.91 927.97 931.81 950.64
606.53 618.69 631.82 648.24 657.09
659.03 685.40 688.05 690.57 705.95
718.07 738.29 741.05 749.01 752.14
756.54 757.27 772.98 782.76 799.63
803.68 814.17 817.46 839.91 843.61
844.43 858.00 869.65 871.44 877.13
885.19 896.23
914.68
915.35
919.61
931.81 962.57 969.63 973.98 993.69
631.82 645.92 659.03 676.17 685.40
688.05 715.58 718.07 721.36 736.74
749.01 770.49 772.98 782.76 785.78
790.38 791.14 807.82 817.46 835.25
839.91 850.87 853.07 877.13 880.37
881.22 896.23 908.20 910.58 915.35
924.63 936.47 956.04 956.57 960.91
973.98 1,006.12 1,012.31 1,018.04 1,038.67
659.03 673.07 688.05 705.95 715.58
718.07 746.80 749.01 752.14 768.48
782.76 803.68 807.82 817.46 820.42
825.22 826.01 843.61 853.07 872.76
877.13 888-57
891.49 915.35 920.02
920.91 936.47 947.76
950.64 956.57
966.15 977.69 999.31 999.83 1,003.20
1,018.04 1,051.64 1,058.16 1,064.92 1,086.59
688.05 703.08 718.07 736.74 746.80
749.01
782.76 785.78 803.11.
817.46 839.91 843.61 853.07 856.97
778.96
861.99 862.82 880.37 891.49 911.17
915.35
927.29
931.81
956.57 961.63
962.57 977.69 990.44 993.69 999.83
1,008.66 1,021.97 1,044.51 1,045.08 1,048.64
1,064.92 1,100.06 1,106.04
1,113.64 1,136.47
15
16
1 7
18
13
20
21
22 23 24
25 26 27 28 29
30 31 32 33 34
35 36 37 38 39
40 41 42 43 44
45 46 47 48 49
50 51 52 53 54
-..
55 960.91
56 966.15 57 969.63
58 977.69 59 993.69
60 1,003.20
61 1,034.18
62 1,078.19
63 1,122.06
64 1,129.56
65 1,152.90 66 1,180.71
67 1,232.81
68 1,236.11 69 1,302.24
70 1,313.67
71 1,382.34
72 1,386.80
73 1,623.30
90 912.01
1,003.20
1,008.66
1,012.31 1,021.97
1,038.67
1,048.64
1,080.96 1,126.97
1,173.40
1,182.15
1,205.82
1,234.74
1,289.87 1,293.05
1,361.98
1,374.87
1,446.74
1,451.01
1,704.47
1,048.64 1,096.08 1,146.65 1,054.35 1,102.06 1,152.90 1,058.16 1,106.04 1,157.07 1,068.21 1,117.49 1,168.79 1,086.59 1,136.47 1,188.33
1,096.08 1,146.65 1,199.29 1,129.89 1,181.91 1,235.98
1,178.87 1,232.81 1,289.87 1,227.71 1,284.03 1,344.26 1,236.11 1,293.27 1,353.09
1,260.81 1,318.93 1,380.17 1,291.90 1,351.15 1,414.53 1,349.04 1,412.31 1,477.71 1,353.08 1,416.12 1,482.27 1,425.87 1,491.88 1,561.01
1,439.09 1,506.23 1,576.33 1,514.32 1,584.95 1,658.74 1,518.25 1,589.52 1,664.92 1,789.67 1,879.16 1,973.12
55
56
57 58
59
60
61
62 63
64
65
66
67 68
69
70
71
72 73