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RESOLUTION NO. 6615
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF ARCADIA,
CALIFORNIA, APPROVING A MEMORANDUM OF UNDERSTANDING
ESTABLISHING COMPENSATION AND RELATED BENEFITS FOR
EMPLOYEES REPRESENTED BY THE ARCADIA POLICE OFFICERS'
ASSOCIATION ("APOA") FOR OCTOBER 1, 2007 THROUGH JUNE 3Q
2011
THE CITY COUNCIL OF THE CITY OF ARCADIA, CALIFORNIA DOES HEREBY
FIND, DETERMINE AND RESOLVE AS FOLLOWS:
SECTION 1. The City Council hereby approves that certain Memorandum of
Understanding ("MOU") by and between the City of Arcadia and the Arcadia Police Officers'
Association ("APOA") dated effective as of October 1, 2007, a copy of which is attached hereto.
The City Manager is hereby authorized and directed to execute this Memorandum of
Understanding on behalf of the City. The salary and benefits for employees represented by
APOA shall be those set forth in the Memorandum of Understanding.
SECTION 2. The City Clerk shall certify to the adoption of this Resolution.
Passed, approved and adopted this 19thday of February , 2008.
~~~~~
~Iayerof the City of Arcadia
ATTEST: Mayor Pro Tem
~e ty Clerk of the ity of Arcadia
(APPROVED AS TO FORM:
City Attorney
STATE OF CALIFORNIA )
COUNTY OF LOS ANGELES) SS:
CITY OF ARCADIA )
I, JAMES H. BARROWS, City Clerk of the City of Arcadia, hereby certifies
that the foregoing Resolution No. 6615 was passed and adopted by the City Council
of the City of Arcadia, signed by the Mayor Pro Tempore and attested to by the City
Clerk at a regular meeting of said Council held on the 19th day of February, 2008
and that said Resolution was adopted by the following vote, to wit:
AYES: Council Member Amundson, Chandler, Harbicht, and Wuo
NOES: None
ABSENT: Council Member Segal
ity Clerk of the City of Arca is
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6615
i
CITY OF ARCADIA
AND
ARCADIA POLICE OFFICERS' ASSOCIATION
MEMORANDUM OF UNDERSTANDING
OCTOBER 1, 2007 -JUNE 30, 2011
6615
TABLE OF CONTENTS
Article I Parties and Recognition
Appropriate Unit
Mutual Recommendation
Article II
Terms
Savings Clause
Article III Association Rights
• Right to Join
• Use of Bulletin Boards
• Payroll Deduction
• Reasonable Notice
• Awards and Safety Committees
Article IV
Management Rights
Article V Compensation
• General Compensation
• Assignment Pay
• Special Assignment Stipend
• Bilingual Pay
• Promotion or Step Advancement
• Educational Incentive Compensation
• Canine Officer Detail
• Negotiating Team
Article VI Overtime
• Premium Overtime Compensation
Straight or Compensatory Time Off
• Court Time
• Movie Detail
Article VII Stability Pay/Longevity Pay
• Stability Pay
• Longevity Pay
Article VIII
Article IX
' ~- Article X
Retirement
Health, Dental and Life Insurance
• Retiree Health Insurance
Disability Income Insurance
Paoe
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2
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3-4
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4
5
6-9
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6-7
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7-8
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10-11
10
10-11
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11
12-13
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12-13
14
15-17
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TABLE OF CONTENTS (CONT.
Page
Article XI Employee Physicals 19
Article XII Uniforms 20
Article XIII Tuition Reimbursements 21
Article XIV Leaves 22-27
• Provided For 22
• Power to Grant Leaves 22
Military Leave 23
• Vacation Leave 24-25
• Sick Leave 25-26
• Workers' Compensation 26
• Holidays 27
• Jury Leave 27
• Witness Leave 27
Unauthorized Absence 27
Article XV Probationary Period 28
Article XVI Shifts 29
Article XVII Response Time 30
Article XVIII Patrol Work Schedule and Training Assignments 31
Article XIX Utilization of Reserve Police Officers 32
Article XX Employee Grievances 33-46
Article XXI Full Understanding/Execution of Agreement 47
Appendix "A" Salary Schedule
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ARTICLE 1
Section A. PARTIES AND RECOGNITION
The Memorandum of Understanding is made and entered into between the
management representatives of the City of Arcadia, hereinafter referred to as
the "City" and representatives of the Arcadia Police Officers' Association a
formally recognized employee organization, hereinafter referred to as the
"Association", pursuant to the provisions of the Meyers-Milias-Brown Act
(Government Code Sections 3500 et.seq.).
Section B. APPROPRIATE UNIT
The classifications covered by this agreement are:
Police Officer
Police Agent
Police Sergeant
Section C. MUTUAL RECOMMENDATION
This Memorandum of Understanding constitutes a mutual recommendation to
be presented to the City Council, City of Arcadia, for determination.
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6615
ARTICLE 11
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Section A. TERMS
The parties have met and conferred in good faith regarding wages, hours and
other terms and conditions of employment and it is mutually agreed that this
Memorandum of Understanding shall be effective for the period beginning
October 1, 2007 and ending June 30, 2011.
Section B. SAVINGS CLAUSE
If any provision or the application of any provision of this agreement as
implemented should be rendered or declared invalid by any final court action or
decree or by preemptive legislation, that provision shall be deemed stricken
from the agreement and any right, benefit or dbligation conferred by that
provision shall be discontinued. The remaining sections of the Agreement shall
remain in full force and effect.
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ARTICLE 111
ASSOCIATION RIGHTS
~~ Section A. RIGHT TO JOIN
Section B
Section C
Section D.
The City and the Association recognize the right of the employees to form, join
and participate in lawful activities of employee organ¢afions and the equal
alternative right of employees to refuse to join or participate in employee
organization activities.
USE OF BULLETIN BOARDS
The City shall provide for the Association's use designated bulletin board where
employees in the bargaining unit have access during regular business hours
subject to the following conditions:
1. all postings for bulletin boards must contain the date df posting and the
identification of the organization and
2. the Association will not post information which is defamatory or obscene
subject to the immediate removal of the right to post for a period not to
exceed 90 days.
PAYROLL DEDUCTION
The City will deduct from the pay of Association members the normal and
regular monthly Association membership dues as voluntarily authorized in
writing by the employee on the City form subject to the following conditions:
1. Such deduction shall be made only upon submission of the City form to
the designated City representative. Said form shall be duly completed
and signed by the employee.
2. The City shall not be obligated to put into effect any new, changed or
discontinued deduction until the pay period commencing fifteen days or
longer after such submission.
REASONABLE NOTICE
It is mutually understood and agreed that a copy (via the United States Postal
Service) of the City Council and/or Human Resources Commission agenda for
each meeting mailed to two authorized representatives of the Association shall
constitute reasonable vuritten notice of any opporthr~ity to meet with such
agencies, on all matters within the scope of representaSnn upon which the City
Council or Human Resources Commission may arz The Association shall
provide the Human Resources Commission with the Warne and addresses of
the two authorized representatives within five days c: ~ e#Fective date of this
agreement.
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ARTICLE lU (continued)
Section E. AWARDS AND SAFETY COMMITTEES
The Association shall be entitled to appoint a member to both the Employee
Awards and Safety Committees.
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ARTICLE /V MANAGEMENT RIGHTS
Section A. Except as limited by the specific and express terms of this agreement, the City
hereby retains and reserves unto itself all rights, powers, authority, duty and
responsibilities confirmed on and vested in it by the laws and the constitution of
the State of California, the Charter of the City of Arcadia and/or the laws and
Constitution of the United States of America.
The management and the direction of the work force of the City is vested
exclusively in the City, and nothing in this agreement is intended to
circumscribe or modify the existing rights of the City to direct the work of its
employees; hire, promote, demote, transfer, assign and retain employees in
positions within the City, subject to the Personnel Rules and Regulations of the
City; suspend or discharge employees for proper cause; maintain the efficiency
of governmental operations; relieve employees from duties for lack of work or
other good reason; take action as may be necessary to carry out the City's
mission and services in emergencies; and to determine the methods, means
and personnel by which the operations are to be carried out.
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ARTICLE V COMPENSATION j'
Section A. GENERAL COMPENSATION
1. The City shall continue to pay the 9% employee contribution to the
Public Employee's Retirement System.
2. The City's compensation study was completed in April 2007 and revised
in June of 2007. The study utilized a labor market for the City, which
included police service salary data for the County of Los Angeles; and
the cities of Alhambra, Burbank, Covina,- Downey, EI Monte, Gardena,
Glendora, Monrovia, Monterey Park, Norwalk, Pasadena, West Covina;
and Whittier. As a result of the compensation plan, effective October 1,
2007, the salary schedule for the classifications of Police Officer and
Police Agent shall be improved by ten percent (10%), and the
classification of Police Sergeant shall be improved by five percent (5%).
The Salary Schedule (Appendix A) reflects these changes. Effective
October 1, 2007, employees in these classifications will be placed 5%
above their September 30, 2007 salary. In accordance with the
compensation study, employees in the classifications of Police Officer
and Police Agent will receive an additional 5% increase, but not to
exceed the top of the salary range, effective July 1, 2008, as a result of
the compensation plan.
3. In addition to the compensation plan adjustments provided for above,
the following salary increases shall be implemented:
a. Effective July 1, 2008: Police Sergeants -six and one-half
percent (6-112%); Police Officers and Police Agents -one and
one-half percent (1-112%).
b. Effective July 1, 2009: Police Officer, Police Agent and Police
Sergeant -two and one-half percent (2-1/2%).
c. Effective July 1, 2010: Police Officer, Police Agent and Police
Sergeant -four and three-quarters' percent (4-3/4%).
Section B. ASSIGNMENT PAY
1. .During the term of this agreement, a Police Officer/Agent and
supervising Sergeant assigned by the Chief or his designee to perform
the extra duty and responsibility of training new Police Officers shall
receive an additional five percent (5%) per pay period, in addition to
base salary during the period of the assignmer~
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2. Effective October 1, 2007, an employee assigned by the Chief of Police
( to perform the duties and responsibilities of Detective, School Resource
Officer, Traffic Officer and Personnel and Training shall receive five
percent (5%), in addition to base salary during the period of assignment.
Section C. SPECIAL ASSIGNMENT STIPEND
Effective October 1, 2007, employees assigned to Major Accident
Investigations Team (MATT), Special Weapons ahd Tactics (SWAT), Foothill Air
Support Team (FAST), Force Training Unit (FTU), Arcadia Mounted Patrol
Team (AMET), Explorer Advisor (2), Reserve Coordinator (1) and other
assignments approved by the Chief of Police shall receive a stipend of $28.85
per pay period, in addition to base salary, and any regular special assignment
pay, during the period of assignment. An employee assigned to two or more of
these assignments at the same time, and who is not receiving assignment pay
pursuant to Section B., above, shall receive $57.69 per pay period, in addition
to base salary, during the period of the assignment.
Section D. BILINGUAL PAY
During the term of this agreement, the City will offer a bilingual bonus program.
To qualify, bargaining unit members must pass the test developed or utilized by
the City for languages specified by the City. No more than twelve (12)
members will be eligible to qualify for the bonus, unless an increase in the
number of eligible employees is recommended by the Police Chief and
approved by the City Manager. A member designated to receive a bilingual
bonus shall receive $46.15 per pay period in addition to his base salary.
Section E. PROMOTION OR ADVANCEMENT IN RATE OF COMPENSATION
1. When an employee is promoted, the pay shall advance to the lowest
step in such higher range that will provide not less than one step
increase in compensation unless the top step in such range provides
less than one step increase. Such one step shall be measured by the
range from which the employee is promoted.
2. When an employee is promoted to a higher classification, the date of
promotion shall be used in determining the date of future step increases.
Section F. EDUCATIONAL INCENTIVE COMPENSATION
1. During the term of this agreement, for the dassifications listed above,
the City shall provide an education incentive program. Qualified
employees who possess an Associate of Arts degree shall receive an
additional 2 112% as their regular salary. Employees who possess a
Bachelor of Arts or Sciences degree shall receive an additional 5% as
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their regular salary. Employees shall not receive in excess of 5% for any
educational incentive.
Employees shall qualify for the 2 112% education bonus when they have
satisfied the basic education and training requirements by one of the
following methods:
a. The sworn employee shall have been awarded an Associate of
Arts or Associate in Science degree in Police Science, Police
Administration or related degree by an institution accredited by
the California Department of Education.
b. The sworn employee shall have 60 or more college units
acceptable to a college or university which is accredited by the
California Department of Education towards a Baccalaureate
degree and have completed a minimum of 20 units in police
related courses acceptable to an accredited California Junior
College towards an Associate in Arts Degree in Police Science,
Police Administration or related degree.
2. Employees shall qualify for the 5% education bonus upon receiving a
Bachelor of Arts or Bachelor of Science degree from an institution
accredited by the California Department of Education.
3. Effective October 1, 2007, each employee who has earned an `.
Intermediate P.O.S.T. Certificate shall receive an additional five percent
(5%) of their regular salary. Employees who have earned an Advanced
P.O.S.T. Certificate shall receive an additional eleven percent (11 %) of
their regular salary. The P.O.S.T. Certification pay may not be combined
with educational incentive compensation provided in Article V, Section E.
1. Byway of example, and not limitation, an eligible employee with a
B.A. degree and an Advanced P.O.S.T. Certificate would receive the
Certificate pay of eleven percent (11 %), but would not receive the B.A.
degree pay of 5%. An eligible employee with a B.A. degree and an
Intermediate P.O.S.T. Certificate would receive the B.A. degree pay of
5%, but would not receive the Certificate pay of five percent (5%).
4. Members who qualify for any step advancement based on education
shall provide to the Police Chief a copy of their transcript, which shows
attainment of the qualifying education. The copy of the transcript shall
then be placed in their personnel file. Additionally, members who qualify
for the P.O.S.T. Certification bonus pay shall provide to the Police Chief
a copy of the Intermediate or Advanced Certificate. The copy of the
Certificate shall then be placed in their personnel file
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Section G. CANINE OFFICER DETAIL
Employees assigned to canine detail shall be paid an additional fifteen (15)
hours per month at one and one half times their regular rate of pay, which is the
reasonable number of hours per month that the canine officer spends feeding,
grooming and caring for the dog which has been assigned to the officer as well
as maintaining the canine vehicle/unit off duty.
Employees assigned to the canine officer detail who must take their canine to
the veterinarian in an emergency shall submit a written request to the Police
Chief or the Chief's assigned designee for additional compensation for the
hours spent performing such work. In addition, if a canine officer will be
required to perform duties (in rare occurrences), which cause a substantial
increase in the normal off-duty hours worked for that month, he/she may
request, in advance of the work, that additional compensation be provided.
Such additional compensation must be approved in advance before any such
work is performed. Any additional compensation shall be compensated at one
and one half times their regular rate of pay.
Section H. NEGOTIATING TEAM
In lieu of adjustment of shift assignments and/or additional compensation, the
five members of the Arcadia Police Officers' Association negotiating team shall
receive sixteen (16) hours of comp time (at straight time) credited to each
employee's account.
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ARTICLE VI
Section A. The Chief of Police may require employees in the Potice Department to work at i.
any time other than during regular working hours until such work is
accomplished.
Section B. PREMIUM OVERTIME COMPENSATION
The work period for sworn personnel who work a 5 day on-2 day off work week
and/or a 3112 work schedule, and/or a 4/10 work schedule, and/or a 9/80 work
schedule is 28 days. The work period for sworn personnel who work a 4 day
on-2 day off work week is 24 days.
Effective retroactive to July 1, 1998, any such employee who is required to work
in excess of his or her regularly scheduled work day or work period, as defined
above, shall be compensated at the rate of time and one-half the employee's
regular rate of pay. Computation of overtime and payment for overtime shall
comply with the Department of Labor regulations:
For purposes of overtime calculation, paid leaves of absence shall be regarded
as hours worked. No overtime credit shall be allowed for any period less than
one-quarter hour.
Section C. STRAIGHT OR COMPENSATORY TIME OFF
Overtime compensation shall be in cash or compensatory time off at the (-
employee's option, subject to the provisions herein below.
All previously uncompensated overtime covering the period between July 1,
1998 and the beginning of the first pay period commencing after the date this
Agreement is ratified by the City Council shall be paid in cash.
An employee may accumulate up to a maximum of 100 hours in his/her
compensatory time off bank.
Compensatory time off may be taken at the option of the employee subject to
the approval of the Department's designated representative. Outside
reimbursable overtime shall be administered in accordance with the Manual of
the Arcadia Police Department and shall be compensated only in cash.
Notwithstanding the above, employees who work traffic control assignments at
Santa Anita Race Track related to horse racing shall be compensated four
hours at the rate of time and one-half the employee's regular rate of pay. An
employee who is cancelled from working a traffic assignment at Santa Anita
Race Track with less than 24 hours prior notice shall receive three .hours of
straight time at the employees regular rate of pay.
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An employee who is recalled to the work site after completing a day's work,
including any overtime, shall receive a minimum of two hours of straight time or
time and one-half of the hours actually worked, whatever is greater. A recalled
officer must arrive at the station or the scene of the event in order to be
compensated.
Section D. COURT TIME
When an officer is required by the City to report to court to testify during the
officer's off-duty time, the officer shall receive a minimum of four (4) hours of
straight time or the actual time in court at the appropriate rate, whichever is
greater. If the officer reports during the morning session, is released by the
court but ordered to return after a significant break in time to testify during the
court's afternoon session, the off-duty officer shall be entitled to receive an
additional four (4) hours at straight time or the actual time in court, whichever is
greater. The Court's lunch break shall not constitute a significant break in time.
Lunch breaks are unpaid.
Whenever an officer is placed "on-call" pursuant to a court subpoena while
otherwise off-duty, he shall receive compensation for being "on-call" at the rate
of two (2) hours of straight time pay for each day spent in that status. However,
except as described below, this pay shall not be provided on any day the officer
is called to appear in court and is compensated for that appearance pursuant to
the above paragraph. When an officer, during the officer's off-duty time,
reports to court in the morning and is issued an "on-call" subpoena for the
afternoon, in addition to the four (4) hours at straight time pay the officer
receives for reporting in the morning, the officer shall receive two (2) hours of
straight time pay for that afternoon session. In the event the officer is called to
report to court that afternoon, the officer shall receive four (4) hours pay at
straight time or overtime pay for the actual time in court, whichever is greater, in
lieu of the two {2) hours of "on-call" pay.
Section E. MOVIE DETAIL
When afull-time sworn member performs overtime duty for movie or other
commercial filming projects for which the City will be reimbursed, he/she shall
be paid at time and one half the regular rate for the actual time worked or for
six hours at straight time, whichever is greater.
When scheduling overtime duty for this purpose, no shift shall be scheduled for
less than six hours unless the total filming day schedule is less than asix-hour
day.
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ARTICLE Vll STABILITY PAY/LONGEVITY PAY
Section A. STABILITY PAY
This feature of the Pay Plan is intended to encourage stability of employment
by recognizing years of service with compensation. The plan pays $25 per year
for each year of consecutive service up to a maximum of twenty (20) years of
service. An employee is not eligible to receive stability pay until they have
completed five (5) years of consecutive service. The following is the schedule
of how stability pay is calculated.
Completed Years Completed Years
of Service Amount of Service Amount
11 $275 16 $400
12 $300 17 $425
13 $325 18 $450
14 $350 19 $475
15 $375 20 $500
Cash stability payments are made once a year between December 1, and
December 10, only to employees on the payroll as of December 1.
Stability payments will be paid on a pro-rata basis to employees that retire or
are laid off prior to December 1, provided they meet all eligibility requirements.
Effective January 1, 1984, stability pay will only be applicable to employees
who were hired prior to January 1, 1984.
Section B. LONGEVITY PAY
Effective December 1, 2006, a Longevity Pay benefit will be implemented
based on the following formula:
Completed Years of Service Amount
5 - 9 Years $1,000
10 - 14 Years $1,500
15 Years and beyond $2,000
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ARTICLE VII (continued)
Cash longevity payments are made once a year between December 1 and
December 10 only to employees on the payroll as of December 1. There is no
pro-ration of this benefit. The foregoing amounts shall be subject to applicable
payroll deductions.
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ARTICLE VIII
Section A. For the classifications of Police Officer, Police Agent, and Police Sergeant, the
retirement plan shall include the following options:
1. One year final compensation.
2. Post Retirement Survivor Continuance.
3. Credit for Unused Sick Leave (Sec.20862.8) maximum of six months.
4. 1959 Survivors Benefit for which each employee contributes ninety-three
cents ($ .93) per pay period.
5. Third level 1959 Survivors Benefit increased allowance (Sec.21382.4 of
the Government Code).
6. The City agrees to contract with PERS to provide a Military Service
Credit as Public Service option, Section 21024. It is agreed and
understood that the employee is responsible for paying for this benefit.
7. 3% at age 50 retirement formula as provided in Government Code
Section 21362.2.
8. The City of Arcadia agrees to report to the Public Employees' Retirement
System (PERS) as special compensation and "compensation earnable°
the entire value of the employer payment of the required employee
retirement contribution to PERS, as set forth in Article V A I of this
Agreement.
r.
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ARTICLE /X HEALTH. DENTAL AND LIFE INSURANCE
Section A.
Effective October 1, 2007, the City shall provide regular full-time employees in
a classification represented by this Agreement with the following contributions:
CaIPERS Health Program
The City will contribute $16 per month per employee for health insurance.
2. Dental Insurance -mandatory enrollment
The City will contribute $13.20 per month for employee only enrollment in
one of the two dental plans. Additional coverage may be purchased
through the Optional Benefits allocation.
Optional Benefits
The City shall contribute toward an optional benefits plan to meet the
employee's needs for health and dental insurance based on the employee's
dependent status.
Single employees without dependents, hereinafter referred to as "Employee
only," shall receive a contribution from the City towards -the cost of
premiums not to exceed 413.80/month. Employees with one qualified
dependent, hereinafter referred to as "Employee + 1," shall receive a
contribution from the City towards the cost of premiums not to exceed
$648.80/month. Employees with two or more qualified dependents,
hereinafter referred to as "Family," shall receive a contribution from the City
towards the cost of premiums not to exceed $792.80/month (These
contribution amounts reflect a $115.00 increase over the prior contract).
Effective January 1, 2009, the City's maximum contributions towards the
Optional Benefit Plan shall increase to:
Employee Only - $457.80 per month
Employee + 1 - $692.80 per month
Family - $836.80 per month
Effective July 1, 2009, the City's maximum contributions towards the
Optional Benefit Plan shall increase to:
Employee Only
Employee + 1
Family
$507.80 per month
$742.80 per month
$886.80 per month
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6615
ARTICLE /X (continued)
Effective July 1, 2010, the City's maximum contributions towards the
Optional Benefit Plan shall increase to:
Employee Only - $832.80 per month
Employee + 1 - $867.80 per month
Family - $1,011.80 per month
If the premium cost of the health plan exceeds the City's contribution, the
employee shall pay through payroll deduction the difference between the
monthly premium and the amount contributed by the City. The employee
shall forfeit any balance should the City's contribution exceed the cost of
the premium.
The employee's exercise of the option to use the difference toward
dependent health coverage is subject to the cohditions controlling
enrollment periods and eligibility established by the respective plans or
carriers.
Dependent enrollment will require proof of eligibility for dependent status
such as marriage, birth and adoption certificate.
4. Life Insurance
The City shall provide life insurance benefit of $25,000.00 for eligible ',.
employees.
5. Flexible Spending Plan
The City agrees to continue to make available the options provided by IRC
125 for the pre-tax treatment of salary for the purposes of dependent day
care and premium payment.
6. The City shall provide each employee with a vision plan, with the City
paying the premium in the fiscal years 2007-2011. This vision plan will be
Vision Service Plan, option B. The City will pay the premium up to the cost
of the family plan.
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ARTICLE /X (confinuedJ
Section B. RETIREE HEALTH INSURANCE
For employees retiring from the City on or after the effective date of this letter of
agreement, the City agrees to pay the employee and spouse health insurance
premium for eligible retirees from the classifications of sworn personnel
represented by this agreement. Payment shall cease for the retiree upon
eligibility for Medicare coverage, and payment will cease for the spouse upon
eligibility for Medicare coverage, or after 15 years, whichever occurs first. If the
.retired employee and/or spouse have other group medical coverage available
to him/her, then this other group insurance shall be primary and the City's
health insurance plan shall function as secondary co-insurance.
An eligible retiree is a sworn unit member who retires on a service, disability, or
industrial disability retirement and has one thousand (1000) hours of
accumulated sick leave at the date of retirement. An employee who has fewer
than one thousand (1000) hours of accumulated sick leave at the date of
retirement may become eligible for coverage for the employee only health
insurance premium by paying the City an amount equal to his daily pay rate at
the time of retirement times the number of days needed to meet the one
thousand (1000) hours of accumulated sick leave requirement. In addition, the
eligible employee must apply prior to retirement for such coverage through the
City's Human Resources Division. The Association shall notify the City's
Human Resources Division in the event of the-death of a retired member.
Effective February 1, 1999 retirees will be subject to the terms of the CaIPERS
Health Program. In this program the City will pay to CaIPERS $1.00 per month
for the retiree's health insurance. This amount increases annually by 5% until it
is equal to the City contribution for active employees of $16.00 per month. The
difference between this contribution and the employee only cost of the
insurance selected by the retiree will be refunded to the retiree by the City on
the monthly basis based on a report by CaIPERS of the retiree's continued
enrollment.
In order to be eligible for retiree health coverage, the employee, and if
applicable, the employee's spouse, must be enrolled in aCity-sponsored health
plan as of the retiree's last day of work.
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ARTICLE X DISABILITY INCOME /NSURANCE
_.
Section A. The City shall provide disability income insurance up to a maximum total
monthly payment of $14:18 per employee, covered by this agreement during
the life of the agreement.
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ARTICLE Xll UNIFORMS
Section A. For the classifications of Police Sergeant, Police Agent and Police Officer, in
addition to the City's initial uniform issue, there shall be a Uniform Replacement
Program for the following items:
1. Shirts
2. Trousers
3. Shoes
Section B. The program shall be administered by, and at the direction of the City, for the
purpose of providing replacement of worn items and items damaged in the line
of duty only.
Section C. The Chief or designee shall meet with APOA representatives during fiscal year
1995-96 for the purpose of identifying uniform and safety related equipment
that may be purchased through the Department's Uniform Replacement
Program. A list of optional items will be developed that represented employees
.may purchase.
Each Police Sergeant, Police Agent and Police Officer shall be provided a
$750.00 check at the beginning of each fiscal year to spend on optional safety
equipment, shoes and boots. Any safety equipment reimbursement made
during the year shall be deducted from this allowance.
Section D. Detectives, Community and Youth Services Personnel and the individual
assigned to Personnel and Training may be reimbursed up to a maximum of
$300 during the first consecutive 12 months of the assignment and during each
successive 12 months of the assignment each for the purchase of sports coat,
slacks, dress shirts, ties and suits in lieu of the shirt and trousers uniform
replacement program referred to in Section A above. Reimbursement shall be
provided after the employee provides the Department with original proof of
purchase receipts. All employees shall maintain a regular uniform in the event
that duties require it.
The reimbursement(s) shall not be considered as salary or compensation and
shall not be taken into consideration in computing overtime, or payment for
leave of any kind or for the computation of any supplemental benefit.
-20- 6615
ARTICLE XI EMPLOYEE PHYSICALS
Section A. Unit members shall receive a comprehensive physical examination during the
term of this agreement.
The City shall establish the terms of the physical examinations. Examinations
shall be on an annual basis for sworn members of classifications represented
by this agreement who are age 40 years or over 40 years of age. Examinations
shall be on a biennial basis for sworn members of classifications represented
by this agreement who are under 40 years of age. Once those terms have
been established by the City, neither party shall be prevented from seeking,
through the meet and confer process, changes to become effective at the
expiration of this agreement.
-19- 6615
/ ARTICLE Xl!! TUITION REIMBURSEMENT
Section A. The Tuition Loan/Reimbursement Program will operate on a fiscal year basis
(July 1 through June 30). Maximum tuition loan or reimbursement shall be paid
at the California State University rates plus $100.00 per year for qualified
expenses, including, but not limited to, campus parking fees and textbooks.
The tuition loan or reimbursement shall only be for courses that are directly
related to the employee's position as determined by the City Manager. Only
courses, specialized training, or degree programs "job-related" to permanent
part-time and permanent full-time positions will be considered for tuition loan or
reimbursement.
All course work must be completed while employed by the City of Arcadia with
a passing grade of "C" or equivalent when numerical score or pass/fail grade is
given.
Any employee who shall terminate employment within one year from the
completion of a class or classes shall refund all tuition paid under this provision
unless he was required to attend by the appointing power.
-21- 6615
ARTICLE X/V LEAVES
Section A. In accordance with the current Personnel Rules and Regulations of the City of
Arcadia, all leaves for classifications represented by this agreement shall be
provided for as follows:
Section B. POWER TO GRANT LEAVES
Upon the written request of an employee stating the reasons therefore, the
appointing power with the approval of the City Manager shall have power to
grant leaves of absence with or without pay subject to the following restrictions:
1. Length -leave of absence without pay may be granted for a period not to
exceed one year with the exception that military leaves may be granted for
the duration of a war or national emergency or as required by the Military
and Veterans' code. ,
2. Reason - a leave of absence may be granted an employee, provided he
meets all other requirements set forth in this rule, who desires to attend
school or college or to enter training to improve the quality of his service,
who enters military service of the United States, who is temporarily
incapacitated by illness, or who presents some other reasons equally
satisfactory.
3. Right to Return -the granting of a leave of absence without pay confers
upon the employee the right to return to his classification before or at the
expiration of his leave of absence. Therefore, a leave of absence shall be
granted only to an employee who intends to return to his classification with
the City.
4. Service Record - no request for leave of absence will be considered unless
the employee presenting the request has a satisfactory service record.
5. An employee granted a leave of absence may be required by the appointing
power or the City Manager to successfully pass a medical examination prior
to being allowed to return to work.
6. The granting of a leave of absence of thirty days or less, with or without
pay; shall not constitute an interruption of service within the meaning of this
subsection. The granting of a leave of absence with or without pay of more
than thirty days shall constitute an interruption of service unless, in the
action granting such leave of absence, it is provided that such leave of
absence shall not constitute an interruption of service.
-22- 6615
ARTICLEXIV (continued)
Section C. MILITARY LEAVE
Military leave shall be granted in accordance with the provisions of the
applicable California State Law. All employees entitled to and taking military
leave shall give the department head the right within the limits of military
necessity and regulations to determine when such leave shall be taken.
If the officer or employee taking such leave for military service has been in the
employ of the City for one year or more, next immediately preceding the date
from which. leave begins, he shall be allowed his regular salary. or
compensation for a period of not more than thirty days in any calendar year or
during any continuous leave of absence. If such employee has been in the
employ of the City for less than one year immediately preceding the date upon
which such leave of absence begins, such leave granted under this section
shall be without pay.
Upon requesting military leave, the employee must complete the required forms
and submit to the City Manager through his appointing power a copy of his
military orders.
The foregoing limitations on leave of absence do hot apply to employees who
are drafted or receive order to military duty for extended periods of time during
war or national emergencies.
Every employee who has been on extended military duty shall report back for
the performance of the duties of his employment within ninety days after his
discharge or release from military duty. Failure to do so shall be reason for
termination of his employment. Acceptance of extended military duty on a
voluntary basis shall tae reason for termination of his City employment.
Employees prior to being returned to employment from military leave shall
submit other than a dishonorable discharge, and take and pass a medical
examination by a physician designated by the City Manager. Upon failure of a
returning employee to submit other than a dishonorable discharge or pass the
required medical examination, he shall not be entitled to return to his
employment with the City.
Employees on extended military leave shall not lose or accumulate sick leave,
vacation, seniority or other privileges because ofi such leave.
-23- 6615
ARTICLEXlV (continued)
Section D. VACATION LEAVE t
1. Employees in the classifications of Police Officer, Police Agent, and Police
Sergeant with the exception of temporary appointments, shall accumulate
vacation beginning with the first full pay period of employment at the rate of
4.61 hours per pay period during the first ten years of continuous full time
employment with the City and at the rate of 6:77 hours per pay period after
the completion of ten years of continuous full time employment with the
City.
2. Effective July 1, 1996, employees in the classifications of Police Officer,
Police Agent, and Police Sergeant, with the exception of temporary
appointments, shall accumulate vacation: beginning with the first full pay
period of employment at the rate of 4.61 hours per pay period during the
first five years of continuous full time employment with the City; at the rate
of 6.15 hours per pay period after the completion of five years of continuous
full time employment with the City; at the rate of 6.77 hours per pay period
after the completion of ten years of continuous full time employment with
the City; and at the rate of 7.69 hours per pay period after the completion of
fifteen years of continuous full time employment with the City.
3. Vacation may not be accumulated beyond the amount accumulable for a
sixty-five (65) pay period basis. Once an employee has accumulated this
amount, no more vacation will be accrued by the employee until the
employee's accrual has been reduced below this maximum amount.
When through work circumstances and needs of the job, an employee has
been unable to utilize vacation time and this has not been a pattern or past
practice for that employee, the City Manager for good cause may approve
excess accumulated vacation, provided the employee reduces the total
below the allowable maximum within six (6) months.
An employee who has previously requested and was granted approval of
vacation leave for use during the last three (3) months of the calendar year
and is unable to utilize such leave because of the City's cancellation of
leave shall be allowed to carry aver the excess leave time into the next
three (3) months of the new calendar year, if rescheduling of the vacation
leave is not possible.
4. Upon termination, vacation used shall be prorated against vacation earned.
City employees who leave the City employ for any reason shall be granted
all accumulated vacation or shall be paid therefore at their rate of
compensation applicable at the time they leave the City employ. If an
employee works more than 50% of the pay period, the employee shall
receive credit for that pay period's-:vacation..-accrual
-24- 6615
ARTJCLE X1V (continued)
5. Employees may elect to sell back vacation during a calendar year equal to
the amount of vacation taken during the year, by the date of the request, not
to exceed a maximum of 80 hours in the calendar year.
Section E. SICK LEAVE
1. All employees in classifications represented by this agreement with the
exception of temporary appointments, shall accrue sick leave beginning
with the first full pay period of employment on the basis of 3.69 hours for
each pay period of service completed with the City. Sworn employees may
accumulate up to a maximum of 1,300 hours sick leave.
2. Sick leave means authorized absence from duty of an employee who is
temporarily disabled and unable to work due to a medical condition or due
to a scheduled medical or dental appointment during regular working hours.
- Every effort shall be made to schedule appointments during non-working
hours.
3. Sick leave may be used by an employee when their attendance upon a
member of the employee's family dependent who is seriously ill and
requiring the care and attendance of such employee. Sick leave may also
be used when the employee's family dependent requires the employee's
presence at the dependents medical or dental appointment during regular
working hours. Every effort shall be made to schedule appointments during
non-working hours.
Family dependents shall include only dependents currently residing in the
employee's household or the employee's minor children.
4. Sick leave may be used by an employee in accordance with paragraph 2
and 3 above. Any employee when off-duty as a result of personal or family
illness shall report the fact immediately to his supervisor, or to the officer
then in charge at -the department, giving the nature of the illness or
circumstances relative to his absence.
a. While absent from duty because of sickness or disability, the Officer
shall remain at their residence or place of confinement unless otherwise
authorized by a physician or his supervisor.
b. The term "immediately" means that the employee or someone acting for
the employee shall notify the department as soon as it becomes
apparent that the employee will not be able to report for duty.
-25- 6615
ARTICLE X1V (continued)
5. An employee represented by this agreement, with the exception of
temporary appointments, may be granted a leave of absence with pay upon
approval of;the Police Chief and the City Manager at the time of death, or
where death appears imminent, in the immediate family, defined as the
.spouse, the employee's or employee's spouse's mother, stepmother or
father, stepfather, brother or sister, child or stepchild, grandparents,
grandchildren, or any relative of the employee or employee's spouse
residing in the same household. Such leave, up to a maximum of three (3)
working days at one time, shall not be charged against sick or other leave.
If over three (3) working days of such leave is granted, at one time, that
amount over three (3) days sha11 be charged against sick or other leave.
The Chief of Police and the City Manager may require evidence of the
reason for any employee's absence during the time for which sick leave is
requested. If the employee fails to provide such evidence as required by
the Police Department and within the time limit specified by the Department,
the absence will be charged to leave without pay.
7. The Police Chief and City Manager may deny or revoke sick leave if the
illness or injury for which it is taken is caused or substantially aggravated by
compensated outside employment.
Section F. WORKERS' COMPENSATION
In those instances where an employee of the City of Arcadia is injured on duty
and the injury is so recognized by the Workers' Compensation Act by the City of
Arcadia or the Workers' Compensation Appeals Board, such employee shall be
paid a combination of salary and Workers' Compensation equal to his regular
salary rate for such time as he is absent from duty because of such injury up to
a maximum of one year from and after date of such injury. Lost time due to an
injury on duty shall not be charged against an employee's accumulated sick
leave.
-26- 6615
ARTICLE X/V (continued)
Section G. HOLIDAYS
Employees in the classifications of Police Officer, Police Agent, and Police
Sergeant shall be allowed the following holidays with eight (13) hours of straight
pay and no others at the beginning of the fiscal year:
New Year's Day Labor Day
Martin Luther King Jr. Day Admission Day
Washington's Birthday Veteran's Day
Memorial Day Thanksgiving Day
Independence Day Christmas Day
Section H. JURY LEAVE
When a City employee is called or required to serve as a juror, attendance shall
be deemed a leave of absence with full pay not to exceed 10 days per year.
The employee shall remit to the City all fees received except mileage.
Section I. WITNESS LEAVE
An employee who is subpoenaed or required to appear in Court as a witness
shall be deemed to be on a leave of absence. With approval of the appointing
power and City Manager, the employee may be granted leave with pay during
the required absence. The employee shall remit to the City fees received
except mileage.
A paid leave of absence shall not be granted for time spent in Court on
personal cases.
Section J. UNAUTHORIZED ABSENCE
Unauthorized leaves of absence are cause for immediate dismissal.
"27" 6615
ARTICLE XV PROBATIONARY PERIOD
t
Section A. The probationary period is part of the examination process. It is a work-test
period during which the employee's performance and conduct on the job are
evaluated to determine whether or not the employee is fully qualified for
permanent appointment.
During the probationary period, a probationer may be released, or demoted if
permanent status is held in a lower classification, without the right of appeal, if
the appointing power deems the probationer unfit or unsatisfactory for service.
When a provisional appointment is made to a probationary position and
subsequently the appointee is appointed to the position as a probationary
employee, with no time interval between the provisional and probationary
appointment, the "employment date" as herein defined, shall be the date first
appointed on a provisional basis.
Section B. All eligible candidates appointed to a position from an open competitive
examination and who are not currently employed in a permanent position shall
be on probation for eighteen months before attaining permanent status.
Section C. Eligible candidates appointed from a promotional list shall be on probation for
twelve months before attaining permanent status.
'Zg- 6615
~ ARTICLEXVI SHIFTS
Section A. The existing patrol shift assignment bidding procedure shall be maintained for
sworn unit members hired prior to July 1, 1983. Sworn unit members hired on
or after July 1, 1983, may be assigned to patrol shifts as determined by police
management. Sworn unit members hired on or after July 1, 1983, shall not
displace sworn unit members hired prior to that date, except during the
probationary period and only to the extent that such displacement is equitably
distributed among the shifts. In no event shall the displacement on day shift
exceed two (2) slots.
It is understood by and between the parties hereto that the past practice
developed with respect to the assignment bidding procedure shall be
maintained and will be unaffected by the assignment of personnel who are
hired on or after July 1, 1983.
r
-29- 6615
ARTICLE XVII RESPONSE TIME ~ "
Section A. Due to the emergency requirements of prompt response time, all sworn
members of the unit must live within a fifty (50) mile radius of the Police Station.
Sworn unit employees who currently live outside the fifty (50) mile distance
shall not be required to move; however, they shall not move to any location that
is a further distance than that distance they resided at on July 1, 1991.
-30- 6615
ARTICLE XVlll PATROL WORK SCHEDULE AND TRAINING SCHEDULE
Officers in patrol will be assigned a 3-12 work schedule. Police management and APOA
representatives shall meet as needed to review and make adjustments to ensure efficient
and effective patrol operations. Final approval of all adjustments to the 3-12 work schedule
rests with the Chief of Police.
-31- 6615
ARTICLE X/X UTILIZATION OF RESERVE POLICE OFFICERS
The City of Arcadia and the Arcadia Police Officers' Association (APOA) agree to the
utilization of reserve police officers in specified circumstances to augment staffing needs.
The assignment of single-person reserve officers to patrol, detective, race track posts, movie
details, or outside reimbursable assignments would only be made once regular officers have
had an opportunity per department practice to voluntarily sign-up for these details. Prior to a
force-hire situation, a qualified reserve officer may be called to work the detail. Should a
reserve officer not be available, the normal force hire situation would apply to regular officers.
~''
-32- 6615
ARTICLE XX EMPLOYEE GRIEVANCES
Section 1. DEFINITIONS
a. Grievance
A grievance is an allegation by an employee(s) of a misinterpretation or
misapplication of any express provision of the applicable Memorandum of
Understanding or City and/or Department Personnel Rules and Regulations
where there is no other specific method of review provided by City law.
b. Grievant
An employee or group of employees in the classified service adversely affected
by an act or omission by the City allegedly in violation of an express provision
of the Memorandum ofi Understanding or City and/or Department Personnel
Rules and Regulations.
c. Department Head
The department head or designee.
d. Work day
A work day is any day the City offices are regularly open for business.
e. Exclusions from the Grievance Procedure
1. The procedure is not to be used for the purpose of changing wages,
hours and working conditions. Allegations involving wages, hours and
working conditions may thus be grieved only if the grievance involves a
misapplication or misinterpretation of an express provision of the MOU
or a City/Department Personnel Rules and Regulations.
2. The procedure is not intended to be used to challenge the content of
employee evaluations or performance reviews. Allegations that the City
has failed to comply with an evaluation procedure set forth in a specific
provision of the MOU and/or City/Department Personnel Rules and
Regulations are grievable.
3. The procedure is not intended to be used to challenge a reclassification,
layoff, transfer, denial of reinstatement, or denial of a step or merit
increase. Notwithstanding the above, if the process used to reach the
foregoing decisions is not in compliance with an express provision of the
-33- 6615
MOU and/or City/Department Personnel Rules and Regulations, a
grievance may be filed.
4. The procedure is not intended to be used in cases of oral or written
reprimand, demotion, suspension, removal or other disciplinary action.
Appeals of disciplinary actions are covered by the City's Personnel Rules
and Regulations.
5. The procedure is not to be used to challenge examinations or
appointment to positions. Notwithstanding the above, if the process
used to reach the foregoing decisions is not in compliance with an
express provision of the MOU and/or City/Department Personnel Rules
and Regulations, a grievance may be filed.
Section 2. TIMELINESS
The grievance must be filed by the employee within the timelines set forth herein.
Failure of the employee to file the initial grievance or process the grievance from one level to
another in a timely manner is a forfeiture of the grievance and the grievance will not be
processed further.
If the City fails to respond in a timely manner, the employee may proceed to the next
level.
Section 3. EMPLOYEE REPRESENTATION
The employee may be represented by a person of his or her choice to prepare and
present the grievance. The employee may use a reasonable amount of released time to
process the grievance. The release time must be approved by the Department Head.
Section 4. INFORMAL GRIEVANCE PROCEDURE
Within fifteen (15) working days following the event, or within fifteen (15) working days
after the employee should reasonably have known of the event, the employee should attempt
to resolve the grievance on an informal basis by discussion with his or her immediate
supervisor.
Section 5. FORMAL GRIEVANCE PROCEDURE
a. First Level of Review: Next Level Supervisor
If the employee is not able to resolve the grievance after discussion with his or
her immediate supervisor, within ten (10) working days after the informal
discussion with the immediate supervisor, the employee shall present the
grievance in writing to the next level supervisor on the official City grievance
form setting forth the following information: _
-34- 6615
1. The specific section of the rules or MOU allegedly violated.
2. The specific act or omission which gave rise to the alleged violation.
3. The date or dates on which the violation occurred.
4. Documents, witnesses or evidence in support of the grievance.
5. The resolution of the grievance at the informal stage.
6. The remedy requested.
A copy of the grievance shall be provided to the Human Resources Division of the
Administrative Services Department concurrently with presentation to the immediate
supervisor.
The next level supervisor shall render a decision in writing, on the grievance form,
within ten (10) working days after receiving the grievance.
b. Department Head Review
If the employee does not agree with the decision of the next level supervisor, within
ten (10) working days after receiving the next level supervisor's decision or twenty (20)
working days from the date the next level supervisor received the grievance but failed to
issue a decision, the employee shall present the grievance in writing, on the grievance form,
to the department head.
The department head may require the employee and the immediate supervisor to
attend a grievance meeting. The department head shall communicate a decision in writing
within ten (10) working days of receiving the grievance or within ten (10) working days of
holding a grievance meeting whichever is longer.
c. Human Resources and Risk Manager
If the employee is not in agreement with the decision reached by the department
head; within ten (10) working days after receiving the department head's decision or twenty
(20) days from the date the department administrator received the grievance but failed to
issue a decision, the employee shall present the grievance in writing to the Human
Resources and Risk Manager on the official City grievance form.
The Human Resources and Risk Manager may require the employee and the
immediate supervisor to attend a grievance meeting. The Human Resources and Risk
Manager shall communicate a decision in writing within ten (10) working days of receiving the
grievance or the holding of a grievance meeting whichever is longer.
-35- 6615
d. Human Resources Commission
If the employee is not in agreement with the decision of the Human Resources and '
Risk Manager or if the Human Resources Manager has failed to respond, the employee shall
present the grievance to the Human Resources Commission within ten (10) working days
from the date of receipt of the Human Resources and Risk Manager's decision or twenty (20)
working days from the date the Human Resources and Risk Manager received the grievance
but failed to issue a decision.
Section 6. APPEAL TO HUMAN RESOURCES COMMISSION
a. Scheduling of Hearing
Upon receipt of the request for an appeal, the City shall, within thirty (30) working
days, transmit the appeal to the Human Resources Commission. The Commission shall
schedule a hearing. The appeal hearing shall be set not less than twenty (20) working days
nor more than sixty (60) working days from the date of the filing of the appeal. All interested
parties shall be notified in writing of the date, time, and place of the hearing at least ten (10)
working days prior to the hearing.
b. Public Hearings
All hearings shall be open to the public.
c. Pre-Hearing Procedure
1. Subpoenas
The Human Resources Commission is authorized to issue subpoenas at the request
of either party prior to the commencement of the hearing. After the commencement of the
hearing, subpoenas shall be issued by the Commission only for good cause. Each party will
prepare their own subpoenas and present them to the Human Resources Division of the
Administrative Services Department and the other party. The Human Resources Division of
the Administrative Services Department will issue the subpoenas. The Human Resources
Division of the Administrative Services Department will serve subpoenas for current City
employees. It will be the responsibility of the employee or the City to serve subpoenas on
individuals who are not currently employed by the City. It will be the responsibility of the
employee and the City to submit the written request for subpoenas at least ten (10) working
days before the date of the hearing.
2. Exhibits and Witness Lists
Five (5) working days prior to the date set for the hearing, each party shall
serve upon the other party and submit to the Human Resources Division of the
Administrative Services Department a list of all witnesses and a-list and copy of all exhibits.
An original and nine (9) copies of the exhibits shall be presented to the Human Resources
Division of the Administrative Services Department in 3 hole notebooks which are tabbed
-36- 6615
,
down the side with the exhibit numbers. The employer's exhibits shall be designated by
number. The employee's exhibits shall be designated by alphabetical letter. Neither party
will be permitted to call during the hearing, a witness not identified pursuant to this section
nor use any exhibit not provided pursuant to this section unless that party can show that they
could not reasonably have anticipated the prior need for such witness or such exhibit.
3. Statement of Issues
Five (5) working days prior to the date set for the hearing, each party shall
submit to the Human Resources Division of the Administrative Services Department a
Statement of Issues.
d. Submission to the Human Resources Commission
Five (5) working days, prior to the date set for the hearing, the Human Resources
Division of the Administrative Services Department shall present each member of the Human
Resources Commission with a copy of the jurisdictional documents. Those documents
include the grievance documents at each level and the responses to the grievance.
e. Payment of Emolovee Witnesses
Employees of the City who are subpoenaed to testify during working hours will be
released with pay to appear at the hearing. The Commission may direct that these
employees remain on call until called to testify. Employees who are subpoenaed to testify
during non-working hours will be compensated for the time they actually testify, unless the
City agrees to a different arrangement.
f. Conduct of the Hearing
1. The hearing need not be conducted in accordance with technical rules
relating to evidence and witnesses but hearings shall be conducted in a manner most
conducive to determination of the truth.
2. Any relevant evidence may be admitted if it is the type of evidence on
which responsible persons are accustomed to rely in the conduct of serious affairs,
regardless of the existence of any common law or statutory rules which might make improper
the admission of such evidence over objection in civil actions.
3. Hearsay evidence may be used for the purpose of supplementing or
explaining any direct evidence that shall not be sufficient in itself to support a finding unless it
would be admissible over objection-in civil actions.
4. The rules dealing with privileges shall be effective to the same
extent that they are now or hereafter may be recognized in civil actions.
5. Irrelevant and unduly repetitious evidence may be excluded.
-37- 6615
6. The Human Resources Commission shall determine relevancy, weight
and credibility of testimony and evidence. Decisions made by the Commission shall not be ~
invalidated by any informality in the proceedings.
7. During examination of a witness, all other witnesses, except the parties,
shall be excluded from the hearing upon motion of either party.
8. The Human Resources Commission may conduct the hearing or
delegate evidentiary and/or procedural rulings to its legal counsel.
g. Burden of Proof
In a grievance appeal the grievant has the burden of proof by preponderance of the
evidence.
h. Proceed with Hearing or Request for Continuance
Each side should be asked if it is ready to proceed. If either side is not ready and
wishes a continuance, good cause must be stated. Any request for a continuance must be
made in writing and submitted prior to the hearing to all parties. Before requesting a
continuance, the moving party shall contact all parties to determine if there is any opposition
to the continuance and shall state in its request if there is opposition.
i. Testimony under Oath
(~
All witnesses shall be sworn in for the record prior to offering testimony at the hearing.
The chairperson will request the witnesses to raise their right hand and respond to the
following:
"Do you swear that the testimony you are about to give at this hearing is the truth, the
whole truth and nothing but the truth?"
j. Presentation of the Case
The hearing shall proceed in the following order unless the Human Resources
Commission for special reason, directs otherwise:
1. The Human Resources Commission Chair shall announce the
issues after a review of the statement of issues presented by each parry.
2. The grievant (employee) shalt be permitted to make an opening
statement.
3. The respondent (City) shall be permitted to make an opening statement,
or reserve an opening statement until presentation of its case.
4. The grievant shall produce his/her evidence
_38_ 6615
r' "" 5. The respondent may then offer its evidence.
6. The grievant followed by the respondent may offer rebutting evidence.
7. Closing arguments shall be permitted at the discretion of the Human
Resources Commission. The party with the burden of proof, shall have the right to go first
and to close the hearing by making the last argument. The Commission may place a time
limit on closing arguments. The Commission or the parties may request the submission of
written briefs. After the request for submittal of written briefs, the Commission will determine
whether to allow the parties to submit written briefs and determine the number of pages of
said briefs.
k. Procedure for the Parties
The party representing the department and the party representing the employee will
address their remarks, including objections, to the Chair of the Human Resources
Commission. Objections may be ruled upon summarily or argument may be permitted. The
Chair reserves the right to terminate argument at any time and issue a ruling regarding an
objection or any other matter, and thereafter the representatives shall continue with the
presentation of their case.
I. Right to Control Proceedings
While the parties are generally free to present their case in the order that they prefer,
the Chair reserves the right to control the proceedings, including, but not limited to, altering
the order of witnesses, limiting redundant or irrelevant testimony, or by the direct questioning
of witnesses.
m. Hearing Demeanor and Behavior
All parties and their attorneys or representatives shall not, by written submission or
oral presentation, disparage the intelligence, ethics, morals, integrity or personal behavior of
their adversaries or members of the Commission.
n. Deliberation Upon the Case
The Commission will consider all oral and documentary evidence, the credibility of
witnesses, and other appropriate factors in reaching their decision. The Commission may
deliberate at the close of the hearing in closed session or at a later fixed date and time not to
exceed ten (10) working days.
o. Recommended Decision
The Human Resources Commission shall render its recommendations as soon after
the conclusion of the hearing as possible, and no event, later than ten (10) working days
39- 6615
after concluding the hearing, unless otherwise stipulated to by the parties. The
recommended decision shall include an explanation of the basis for the decision.
(~
The Human Resources Commission shall not be polled as to their decision by the
grievant or the grievant's counsel.
p. Recommendation to the CitYManager
The decision of the Human Resources Commission is advisory to the City Manager.
The proposed decision shall. be provided to the grievant and the City Manager.
Either the employee or the department may file a written appeal to the proposed
decision, by filing exceptions thereto with the Human Resources Manager within ten (10)
working days of receipt of the Commission's recommended decision.
The party desiring to contest the recommended decision of the Commission may also
request a transcript far review by the City Manager within ten (10) working days of the
Commission's decision. If the appealing party requests a transcript, that party shall pay the
cost of the transcript.
q, Final Action by City Manager
Within ten (10) working days of the filing of exceptions, or within ten (10) working days
of receipt of the transcript, the City Manager shall review the decision of the Commission,
any exceptions filed, and a record, if one is requested. The decision of the City Manager
shall be final. The decision shall be transmitted to the employee and to the department
head.
Section 7. DISCIPLINARY APPEAL TO HUMAN RESOURCES COMMISSION
The appeal procedure described herein shall apply only to cases of disciplinary written
reprimands, reductions in pay, transfers for purpose of punishment, suspensions, demotions
and removal affecting permanent employees within the classified service.
1. Request for Hearing
Within ten (10) working days after final notice of written reprimand, reduction in pay,
transfer for purpose of punishment, suspension, demotion or removal, the employee or the
employee's representative may file an appeal in writing with the City Clerk. If, within the ten
(10) day appeal period, the employee does not file said appeal, unless good cause for the
failure is shown, the action of the-City shall be considered conclusive and shall take effect as
prescribed. -The appeal shall include the following:
a. An admission or denial of each charge set forth in the final notice, with an
explanation why the charge is admitted or denied.
b. A statement of any affirmative defenses
-40- 6615
c. A statement that the employee disagrees with the penalty with an explanation
of the employee's position.
d. The employee's current address
e. A request for a hearing
Failure to provide this information may result in the appeal not being processed.
2. Scheduling of Hearing
Upon receipt of the request for an appeal, the City Clerk shall, within thirty (30)
working days, transmit the appeal to the Human Resources Commission. The Commission
shall schedule a hearing. The appeal hearing shall be set not less than
twenty (20) working days nor more than sixty (60) working days from the date of the filing of
the appeal. All interested parties shall be notified in writing of the date, time, and place of the
hearing at least ten (10) working days prior to the hearing.
3. Private or Public Hearings
All hearings shall be private; provided that the employee may request a hearing open
to the public. Any request for an open hearing shall be submitted five (5) working days prior
to the hearing date or the hearing will be closed.
4. Pre-Hearing Procedure
a. Subpoenas
The Human Resources Commission is authorized to issue subpoenas at the
request of either party prior to the commencement of the hearing. After the commencement
of the hearing, subpoenas shall be issued by the Commission only for good cause. Each
party will prepare their own subpoenas and present them to the Human Resources Division
of the Administrative Services Department and the other party. The Human Resources
Division of the Administrative Services Department will issue the subpoenas. The Human
Resources Division of the Administrative Services Department will serve subpoenas for
current city employees. It will be the responsibility of the employee or the. City to serve
subpoenas on individuals who are not currently employed by the city. It will be the
responsibility of the employee and the city to submit the written request for subpoenas at
least ten (10) working days before the date of the hearing.
b. Exhibits and Witness Lists
Five (5) working days prior to the date set for the hearing, each party shall serve upon the
other party and submit to the Human Resources Division of the Administrative Services
Department a list of all witnesses and a list and copy of all exhibits. An original and nine (g)
copies of the exhibits shall be presented to the Human Resources Division of the
-41- 6615
Administrative Services Department in 3 hole notebooks which are tabbed down the side with
the exhibit numbers. The employer's exhibits sha11 be designated by number. The
employee's exhibits shall be designated by alphabetical letter. Neither party will be permitted
to call during the hearing, a witness not identified pursuant to this section nor use any exhibit
not provided pursuant to this section unless that party can show that they could not
reasonably have anticipated the prior need for such witness or such exhibit.
c. Statement of Issues
Five (5) working days prior to the date set for the hearing, each party shall
submit to the Human Resources Division of the Administrative Services Department a
Statement of Issues.
5. Submission to the Human Resources Commission
Five (5) working days prior to the date set for the hearing, the Human Resources
Division of the Administrative Services Department shall present each member of the Human
Resources Commission with a copy of the jurisdictional documents. Those documents
include the notice of intent to take disciplinary action, the final notice of disciplinary action
and any response from the employee to these documents as welt as the statement-of issues
submitted by both parties. The Commission shall not be provided with copies of the exhibits.
6. Record of Proceedings and Costs
a. Court Reporter
All disciplinary appeal hearings may, at the discretion of either party or the
Commission, be recorded by a court reporter. Any hearing which does not utilize a court
reporter, shall be recorded by audio tapes. If a court reporter is requested by either party,
that party shall pay the cost of the court reporter. If both parties request a court reporter the
cost will be split equally. If the Commission requests the court reporter, the City shall pay the
cost of the reporter.
b. Payment of Emoloyee Witnesses
Employees of the City who are subpoenaed to testify during working hours wil! be
released with pay to appear at the hearing. The Commission may direc# that these
employees remain on call until called to testify. Employees who are subpoenaed to
testify during non-working hours will be compensated for the time they actually testify, unless
the City agrees to a different arrangement.
7. Conduct of the Hearing
a. The hearing need not be conducted in accordance with technical rules
relating to evidence and witnesses but hearings shall be conducted in a manner most
conducive to determination of the truth.
_42_ 6615
b. Any relevant evidence may be admitted if it is the type of evidence on
which responsible persons are accustomed to rely in the conduct of serious affairs,
regardless of the existence of any common law or statutory rules which might make improper
the admission of such evidence over objection in civil actions.
c. Hearsay evidence may be used far the purpose of supplementing or
explaining any direct evidence that shall not be sufficient in itself to support a finding unless it
would be admissible over objection in civil actions.
d. The rules dealing with privileges shall be effective to the same extent
that they are now or hereafter may be recognized in civil actions.
e. Irrelevant and unduly repetitious evidence may be excluded.
f. The Human Resources Commission shall determine relevancy, weight
and credibility of testimony and evidence. Decisions made by the Commission shall not be
invalidated by any informality in the proceedings.
g. During examination of a witness, all other witnesses, except the parties,
shall be excluded from the hearing upon motion of either party.
h. The Human Resources Commission may conduct the hearing or
delegate evidentiary and/or procedural rulings to its legal counsel.
8. Burden of Proof
In a disciplinary appeal the employer has the burden of proof by preponderance of the
evidence.
9. Proceed with Hearing or Request for Continuance
Each side should be asked if it is ready to proceed. If either side is not ready and
wishes a continuance, good cause must be stated. Any request for a continuance must be
made in writing and submitted prior to the hearing to all parties. Before requesting a
continuance, the moving party shall contact all parties to determine if there is any opposition
to the continuance and shall state in its request if there is opposition.
10. Testimony under Oath
All witnesses shall be sworn in for the record prior to offering testimony at the hearing.
The chairperson will request the witnesses to raise their right hand and respond to the
following:
"Do you swear that the testimony you are about to give at this hearing is the truth, the
whole truth and nothing but the truth?"
-43- 6615
11. Presentation of the Case
The hearing shall proceed in the following order unless the Human Resources
Commission for special reason, directs otherwise:
a. The Chair shall announce the issues after a review of the statement of
issues presented by each party.
b. The party imposing discipline (department) shall be permitted to make
an opening statement.
c. The appealing party (employee) shall be permitted to make an opening
statement, or reserve an opening statement until presentation of their case.
d. The party imposing disciplinary. action (department) shall produce
their evidence.
e. The party appealing from such disciplinary action (employee) may
then offer their evidence.
f. The party imposing discipline (department) followed by-the appealing
party (employee) may offer rebutting evidence.
g. Closing arguments shall be permitted at the discretion of the Human
Resources Commission. The party with the burden of proof, shall have the right to go first
and to close the hearing by making the last argument. The Commission may place a time
limit on closing arguments. The Commission or the parties may request the submission of
written briefs. After the request for submittal of written briefs, the Commission will determine
whether to allow the parties to submit written briefs and determine the number of pages of
said briefs.
12. Procedure for the Parties
The parry representing the department and the party representing the employee will
address their remarks, including objections, to the Chair of the Human Resources
Commission. Objections may be ruled upon summarily or argument may be permitted. The
Chair reserves the right to terminate argument at any time and issue a ruling regarding an
objection or any other matter, and thereafter the representative shall continue with the
presentation of their case.
13. Riaht to Control Proceedings
While the parties are generally free to present their case in the order that they prefer,
the Chair reserves the right to control the proceedings, including, but not limited to, altering
the order of witnesses, limiting redundant or irrelevant testimony, or by the direct questioning
of witnesses.
-44- 6615
14. Hearing Demeanor and Behavior
All parties and their attorneys or representatives shall not, by written submission or
oral presentation, disparage the intelligence, ethics, morals, integrity or personal behavior of
their adversaries or members of the Commission.
15. Deliberation Ugon the Case
The Human Resources Commission may chose to either deliberate the case in public
or adjourn to closed session to deliberate. The Commission will consider all oral and
documentary evidence, the credibility of witnesses, and other appropriate factors in reaching
their decision. The Commission may deliberate at the close of the hearing in closed session
or at a later fixed date and time not to exceed ten (10) working days, and with the agreement
of both the Commission and the appealing party (employee), the deliberation period may be
extended for up to an additional ten (10) working days.
16. Written Findings and Recommended Decision
The Human Resources Commission shall render their findings and recommendations
as soon after the conclusion of the hearing as possible, and no event, later than ten (10)
working days after concluding the hearing, unless otherwise stipulated to by the parties. A
finding must be made by the Commission on each charge.
The Human Resources Commission may recommend the sustaining or rejecting of
-any or all of the charges filed against the employee. The Commission may recommend
sustaining, rejecting or modifying the disciplinary action invoked against the employee. If the
Commission recommends reinstatement of the terminated employee, the employee is only
entitled to back pay minus the sum the employee has earned during the period of absence.
The Human Resources Commission shall not be polled as to their decision by the
grievant or the grievant's counsel.
17. Recommendation to the Citv Manager
The decision of the Human Resources Commission is advisory to the City Manager.
The proposed decision shall be filed with the charged employee, the department head and
the City Manager, and shall set forth all findings and conclusions. If a dismissal is not
sustained, the proposed decision shall set forth a recommended effective date the employee
is to be reinstated.
Either the employee or the department may file a written appeal to the proposed
decision, findings and conclusions of the Commission within ten (10) working days of the
decision by filing exceptions thereto with the Human Resources Manager.
The party desiring to contest the recommended decision- of the Commission may
request a transcript for review by the City Manager within ten (10) working days of the
-45- 6615
Commission's decision. If the appealing party requests a transcript, that party shall pay the
cost of the transcript. ~ -
18. Final Action by City Manager
Within ten (10) working days of the filing of exceptions, the City Manager shall review
the decision of the Commission, any exceptions filed, and a record, if one is requested. The
City Manager may ratify, modify, or reverse the proposed decision of the Commission. If the
City Manager seeks to modify or reverse the decision of the Commission, the City Manager
shall review the transcript. The decision of the City Manager shall be final. The decision
shall be transmitted to the employee appealing disciplinary action and to the department
head.
19. Judicial Review
a. Petition for Writ of Mandate
Judicial review of any decision of the City Manager may be had pursuant to
Section 1094.5 of the California Code of Civil Procedure only if the petition far writ of
mandate pursuant to such section is filed within the time limits specified in this section.
b. 90 Day from Final Decision
Pursuant to Code of Civil Procedure 1094.6 any such petition shall be filed not -
later than the ninetieth (90th) calendar day following the date on which the City Mahager `..
gives written notice of the final decision.
-46- 6615
ARTICLE XXI
FULL UNDERSTANDING
Section A. This Memorandum of Understanding contains all the covenants, stipulations
and provisions agreed upon by the parties and any other prior existing
understanding or agreements by the parties, whether formal or informal,
regarding any such matters are hereby superseded or terminated in their
entirety.
It is the iritent of the parties that this agreement be administered in its entirety in
good faith during its full term. The Association recognizes that during such
term it may be necessary for Management to make changes in rules or
procedures affecting the employees in the unit. This in no way affects the
conditions of the Meyers-Milias-Brown Act.
For the life of this agreement it is agreed and understood that the Association
and the City hereto voluntarily and unqualifiedly waive their rights and agree
that neither the Association nor the City shall be required to meet and confer
with respect to any subject or matter whether referred to or covered in this
agreement or not during the term of this agreement.
Section B. The parties hereto have caused this Memorandum of Understanding to be
executed this day of February, 2008.
ARCADIA POLICE OFFICERS' CITY OF ARCADIA
ASSOCIATION
ernan Donald Penman
President City Manager
-47- 6615
2007/08 BARGAINING TEAMS
APOA WAGE NEGOTIATING TEAM CITY REPRESENTATIVES
Officer Steve Crawford Michael A. Casalou, HR Administrator
Detective Jason Davis Heather McDowell, Management Analyst
Detective Troy Hernandez William W. Floyd, Jr., Attorney
Detective Michael Hale
Sergeant Tom Leveque
Dieter Dammeier, Attorney
-48- 6615
APPENDIX "A"
CITY OF ARCADIA SALARY RANGE
OCTOBER 2007 TO JUNE 2008
APOA
Range
Number
Tkle
Ste A
Ste B
Ste C
Ste D
Ste E
Ste F
Ste G
Ste H
Step I
Ste J
620 $4,141 . $4,245 $4,351 $4,460 $4,571 $ 4,685 $4,802 $4,922 $5,046 $5,172
630 $4,245 $4,351 $4,460 $4,571 $4,665 $ 4;802 $4,922 $5,046 $5,172 $5,301
640 $4,351 $4,460 $4,571 $4,685 $4,802 $ 4,922 $5,046 $5,172 $5,301 $5,434
650 $4,460 $4,571 $4,685 $4,802 $4,922 $ 5,046 $5,172 $5,301 $5,434 $5,570
660 $4,571 $4,685 $4,802 $4,922 $5,046 $ 5,172 $5,301 $5,434 $5,570 $5,709
670 $4,685 $4,802 $4,922 $5,046 $5,172 $ 5,301 $5,434 $5,570 $5,709 $5,852
68D Police Officer $4,802 $4,922 $5,046 $5,172 $5,301 $ 5,434 $5,570 $5,709 $5,852 $5,998
690 Police0fficerAA $4,922 $5,046 $5,172 $5,301 $5,434 $ 5,570 $5,709 $5,852 $5,998 $6,148
700 Police A ent $5,046 $5,172 $5,301 $5,434 $5,570 $ 5,709 $5,652 $5,998 $6,148 $6,302
Police Officer BA
710 Police A entAA $5,172 $5,301 $5,434 $5,570 $5,709 $5,852 $5,998 $6,148 $6,302 $6,460
720 Police A ent BA $5,3D1 $5,434 $5,570 $5,709 $5,852 $5,998 $6,148 $6,302 $6,460 $6,622
730 $5 434 $5,570 $5,709 $5,852 $5,998 $6,148 $6,302 $6,460 $6,622 $6,788
740 $5,570 $5,7D9 $5,852 $5,998 $6,148 $6,302 $6,460 $6,622 $6,788 $6,958
750 $5,709 $5,852 $5,998 $6,148 $6,302 $6,460 $6,622 $6,788 $6;958 $7,132
760 $5,852 $5,998 $6,148 $6,302 $6,460 $6,622 $6,788 $6,958 $7,132 $7,310
770 Police Ser eant $5,998 $6,148 $6,302 $6,460 $6,622 $6,788 $6,958 $7,132 $7,310 $7,493
780 Police Ser eantAA $6,148 $6,302 $6,460 $6,622 $6,788 $6,958 $7,132 $7,310 $7,493 $7,680
790 Police Ser eantBA $6,302 $6,460 $6,622 $6,768 - $6,958 $7,132 $7,310 $7,493 $7,680 $7,672
800 $6,46D $6,622 $6,788 $6,958 $7,132 $7,310 $7,493 $7,680 $7,872 $8,069
810 $6,622 $6,788 $6,958 $7,132 $7,310 $7,493 $7,680 $7,872 $8,069 $8,271
641 Police OitlcerPOST Intermediate $5,042 $5,168 $5,297 $5,430 $5,566 $5,705 $5,647 $5,994 $6,143 $6,297
64A PoliceOificerPOSTAdvanced $5,330 $5,463 $5,600 $5,740 $5,884 $6,031 $6,182 $6,336 $6,495 $6,657
661 PoliceA9entPOSTlntermedtate $5,297 $5,430 $5,566 $5,705 $5,847 $5,994 $6,143 $6,297 $6,455 $6,617
66A Police AgentPOS7Advanced $5,600 $5,740 $5,884 $6,031 $6,162 $6,336 ' $6,495 $6,657 $6,824 . $6,995
751 Police Sergeant POS7lntennediate $6,297 $6,455 $6,617 $6,782 $6,952 $7,125 $7,304 $7,486 $7,673 $7,865
75A Pollce Sergeant POST Advanced $6,657 $6,824 $6,995 $7,170 $7,349 $7,533 $7,721 $7,914 $8,112 $8,315
rn
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APPENDIX "A„
CITY OF ARCADIA SALARY RANGE
JULY 2008 TO JUNE 2009
APOA
Range
Number
Title
Ste A
Ste B
Ste C
Ste D
Ste E
Step F
Ste G
Ste H
Step I
Ste J
fi20 $4,203 $4,309 $4,416 $4,527 $4,640 $4,755 $4,874 $4,996 $5,122 $5,250
630 $4,309 $4,416 $4,527 $4,640 $4,755 $4,874 $4,996 $5,122 $5,250 $5,381
640 $4,416 $4,527 $4,640 $4,755 $4,874 $4,996 $5,122 $5,250 $5,381 $5,516
650 $4,527 $4,640 $4,755 $4,874 $4,996 $5,122 ' $5,250 $5,381 $5,516 $5,654
660 $4,640 $4,755 $4,874 $4,996 $5,122 $5,250 $5,381 $5,516 $5,654 $5,795
670 $4,755 $4,874 $4,996 $5,122 $5,250 $5,381 $5,516 $5,654 $5,795 $5,940
680 Police Officer $4,874 $4,996 $5,122 $5,250 $5,361 $5,516 $5,654 $5,795 $5,940 $6,088
690 Police Officer AA $4,996 $5,122 $5,250 $5,381 $5,516 $5,654 $5,795 $5,940 $6,D88 $6,240
700 PoliceA ent $5,122 $5,250 $5,381 $5,516 $5,654 $5,795 $5,940 $6,088 $6,240 $6,397
Police Officer BA
710 PoliceA entAA $5,250 $5,381 $5,516 $5,654 $5,795 $5,940 $6,088 $6,240 $6,397 $6,557
720 PoliceA entBA $5,381 $5,516 $5,654 $5,795 $5,940 $6,088 $6,240 $6,397 $6,557 $6,721
730 $5,516 $5,654 $5,795 $5,940 $6,088 $6,240 $6,397 $6,557 $6,721 $6,890
740 $5,654 $5,795 $5,940 $6,088 $6,240 $6,397 $6,557 $6,721 $6,890 $7,062
750 $5,795 $5,94D $6,088 $6,240 $6,397 $6,557 $6,721 $6,890 $7,062 $7,239
760 $5,940 $6,088 $6,240 $6,397 $6,557 $6,721 $6,890 $7,062 $7,239 $7,420
770 $6,088 $6,240 $6,397 $6,557 $6,721 $6,890 $7,062 $7,239 $7,420 $7,605
780 $6,240 $6,396 $6,557 $6,721 $6,890 $7 062 $7,239 $7,420 $7,605 $7,796
790 Police Ser eant $6,396 $6,557 $6,721 $6,890 $7,062 $7,239 $7,420 $7,605 $7,796 $7,990
800 Police Ser eantAA $6,557 $6,721 $6,888 $7,060 $7,236 $7,417 $7,603 $7 793 $7,988 $8,187
810 Police Ser eant BA $6,721 $6,888 $7,060 $7,236 $7,417 $7,603 $7,793 $7,988 $8,167 $8,392
64I PoliceOtfcerPOSTlntermediate $5,118 $5,246 $5,377 $5,511 $5,649 $5,790 $5,935 $6,084 $6,235 $6,392
64A PoliceOffcerPOSTAdvanced $5,410 $5,545 $5,684 $5,827 $5,972 $6,122 $6,275 $6,432 $6,592 $6,757
661 PoliceA entPOSTlntermediate $5,377 $5,511 $5,649 $5,790 $5,935 $6,084 $6,235 $6,392 "$6,553 $6,717
66A Police Agent POST Advanced $5,684 $5,827 $5,972 $6,122 $6,275 $6,432 $6,592 $6,757 $6,927 $7,100
751 Police Ser eant POST Intermediate $6,717 $6,884 $7,056 $7,232 $7,413 $7,598 $7,788 $7,983 $8,183 $8,387
75A PoliceSereantPOSTAdvanced $7,100 $7,277 $7,459 $7,645 $7,837 $8,033 $8,233 $8,439 $8,650 $8,866
rn
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cn
/-~ - -
A.. ENDIX "A"
CITY OF ARCADIA SALARY RANGE
JULY 2009 TO JUNE 2010
APOA
~~
Range
Number Title Ste A Ste B Ste C Ste D Ste E Ste F Ste G Ste H Ste I Ste J
620
630 $4,308 $4,417 $4,526 $4,640 $4,756 $4,874 $4,996 $5,121 $5,250 $5,381
640 $4,417 $4,526 $4,640 $4,756 $4,874 $4,996 $5,121 $5,250 $5,381 $5,516
650 $4,526 $4,640 $4,756 $4,874 $4,996 $5121 $5,250 $5,381 $5,516 $5,654
660 $4,640 $4,756 $4,874 $4,996 $5,121 $5,250 $5,381 . $5,516 $5,654 $5,795
670 $4,756 $4,874 $4,996 $5,121 $5,250 $5,381 $5,516 $5,654 $5,795 $5,940
680
Police Officer $4,874
$4
996 $4,996
$5
121 $5,121
$5
250 $5,250
$5
381 $5,381
$5
516 $5,516
5 $5,654 $5,795 $5,940 $6,089
690
Police Officer AA ,
$5,121 ,
$5,250 ,
$5,381 ,
$5,516 ,
$5,654 $
,654
$5,795 $5,795
$5,940 $5,940
$6
089 $6,D89
$6
240 $6,240
$6
396
700 Police A ent $5,250 $5,381 $5,516 $5,654 $5,795 $5,940 $6,089 ,
$6,240 ,
$6
396 ,
$6
557
Police Officer BA , ,
710 Police A ent AA $5,381 $5,516 $5,654 $5,795 $5,940 $6,089 $6,240 $6,396 $6
557 $6
721
720 Police A entBA $5,516 $5,654 $5,795 $5,940 $6,089 $6,240 $6,396 $6,557 ,
$6
721 ,
$6
889
730, $5,654 $5,795 $5,940 $6,089 $6,240 $6,396 $6,557 $6,721 ,
$6
889 ,
$7
062
740
750 $5,795 $5,940 $6,089 $6,240 $6,396 $6,557 $6,721 $6,889 ,
$7,062 ,
$7,239
760 $5,940 $6,089 $6,240 $6,396 . $6,557 $6,721 $6,889 $7,062 $7,239 $7,420
770 $6,089 $6,240 $6,396 $6,557 $6,721 - $6,889 $7,062 $7,239 $7,420 $7,606
780 $6,240 $6,396 $6,557 $6,721 $6,889 $7,062 $7,239 $7,420 $7,606 $7,795
790
Poli
S
t $6,396 $6,556 $6,721 $6,889 $7,062 $7,239 $7,42D $7,606 $7,795 $7,991
ce
er ean $6,556 $6,721 $6,889 $7,062 $7,239 $7,420 $7,606 $7,795 $7
991 $8
190
800 Police Ser east AA $6,721 $6,889 $7,062 $7,239 $7,420 $7,606 $7,795 $7,991 ,
$8,190 ,
$8
395
810 Police Ser east BA $6,889 $7,062 $7,239 $7,420 $7,606 $7,795 $7,991 $8,190 $8,395 ,
$8,605
641 Police Officer POST Intermediate $5,246 $5,377 $5,512 $5,649 $5,790 $5,935 $6,084 $6,236 $6,392 $6
552
64A Police Officer POST Advanced $5,546 $5,684 $5,827 $5,972 . $6,122 $6,275 $6,431 $6,592 $6
757 ,
$6
926
661 Police Agent POS7lntermediete $5,512 $5,649 $5,790 $5,935 $6,084 $6,236 $6,392 $6,552 ,
$6,716 ,
$6
884
66A Police AgentPOS7Advanced $5 827 $5,972 $6,122 $6,275 $6,431 $6,592 $6,757 $6,926 $7,100 ,
$7
278
751 Police Sergeant POS7lntennedtate $6,884 $7,056 $7,232 $7,413 $7,598 $7,786 $7,983 $8,183 $8
387 ,
$8
597
75A Police Sergeant POST Advanced $7,278 $7,459 $7,646 $7,837 $8,033 $8,233 $8,439 $8,650 ,
$8,867 ,
$9,088
~_
APPENDIX "A„
CITY OF ARCADIA SALARY RANGE
JULY 2010 TO JUNE 2011
APOA
Range
Number
Title
Ste A
Ste B
Ste C
Ste D
Ste E
Ste F
Ste G
Ste H
Ste I
Ste J
620 $4,513 $4,627 $4,741 $4,860 $4,982 $5,106 $5,233 $5,364 $5,499 $5,637
630 $4,627 $4,741 $4,860 $4,982 $5,106 $5,233 $5,364 $5,499 $5,637 $5,778
640 $4,741 $4,860 $4,982 $5,106 $5,233 $5,364 $5,499 $5,637 $5,778 $5,923
650 $4,860 $4,982 $5,106 $5,233 $5,364 $5,499 $5,637 $5,778 $5,923 $6,070
660 $4,982 $5,106 $5,233 $5,364 $5,499 $5,637 $5,778 $5,923 $6,070 $6,222
670 $5,106 $5,233 $5,364 $5,499 $5,637 $5,778 $5,923 $6,070 $6,222 $6,378
680 Police Officer $5,233 $5,364 $5,499 $5,637 $5,778 $5,923 $6,070 $6,222 $6,378 $6,536
690 Police Officer AA $5,364 $5,499 $5,637 $5,778 $5,923 $6,070 $6,222 $6,378 $6,536 $6,700
700 PoliceA ant $5,499 $5,637 $5,778 $5,923 $6,070 $6,222 $6,378 $6,536 $6,700 $6,868
Police Officer BA
710 PoliceA ant AA $5,637 $5,778 $5,923 $6,070 $6,222 $6,376 $6,536 $6,700 $6,868 $7,040
720 PoliceA entBA $5,776 $5,923 $6,070 $6,222 $6,378 $6,536 $6,700 $6,868 $7,040 $7,216
730 $5,923 $6,070 $6,222 $6,378 $6,536 $6,700 $6,868 $7,040 $7,216 $7,397
740 $6,070 $6,222 $6,378 $6,536 $6,700 $6,868 $7,040 $7,216 $7,397 $7,583
750 $6,222 $6,378 $6,536 $6,700 $6,868 $7,040 $7,216 $7,397 $7,583 $7,772
760 $6,376 $6,536 $6,700 $6,868 $7,040 $7,216 $7,397 $7,583 $7,772 $7,967
770 $6,536 $6,700 $6,868 $7 040 $7,216 $7,397 $7,583 $7,772 $7,967 $8,165
780 $6,700 $6,867 $7,040 $7,216 $7,397 $7,583 $7,772 $7,967 $8,165 $8,371
790 Police Ser eant $6,867 $7,040 $7,216 $7,397 $7,583 $7,772 $7,967 $8,165 $8,371 $8,579
800 Police Ser eantAA $7,040 $7,216 $7,697 $7,581 $7,771 $7,967 $8,165 $8,371 $8,579 $8,793
810 Police Ser eant BA $7,216 $7,397 $7,581 $7,771 $7,967 $8,165 $8,371 $8,579 $8,793 $9,013
641 PoliceOtficerPOSTlntermediate $5,495 $5,632 $5,773 $5,917 $6,065 $6,217 $6,372 $6,531 $6,695 $6,862
64A Police Officer POST Advanced $5,809 $5,954 $6,103 $6,255 $6,412 $6,572 $6,736 $6,905 $7,077 $7,254
861 Police Agent POST Intermediate $5,773 $5,917 $6,065 $6,217 $6,372 $6,531 $6,695 $6,862 $7,035 $7,211
66A PoliceA eni POST Advanced $6,103 $6,255 $6,412 $6,572 $6,736 $6,905 $7,077 $7,254 $7,437 $7 623
751 Police Ser eaniPOS7lntermedlate $7,211 $7,391 $7,575 $7,765 $7,959 $8,158 $8,362 $8,571 $8,785 $9,005
75A Police Sergeant POST Advanced $7,623 $7,813 $8,008 $6,208 $8,414 $8,624 $8,840 $9,061 $9,267 $9,519
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