CONTRACT 6676 - PERM Memorandum of UnderstandingAgreement No. 6676
Term: October 1, 2022 through June 30, 2026
Agreement No. 6676
PSSEA MOU
TABLE OF CONTENTS
ARTICLE I- INTRODUCTION
SECTION1- Preamble................................................................................................................... 1
SECTION 2- Recognition .................................... ......... ......,..,...,.............,...,..,.,.........,.,.. ........,1
SECTION3-Term...........................................................,,,..........,......,,.......,.........,.....,... ,......._..,,,.1
SECTION4- Complete Agreement....................................................................................................1
SECTION 5- Implementation of Agreement ................................. ............... ...... ...,...............1
SECTION6- Non-Discrimination.................................................... ...... ......,......... .............,.....2
ARTICLE 2- COMPENSATION
SECTION 1- Compensation Adjustments ................................. ......... ..................................... .r.,..,..2
SECTION2- Ratification Bonus........................................................................................................3
SECTION 3- Salary Table Advancement....................................................... .......................... 3
SECTION 4- Accelerated Salary Step Advancement...................................................................... 3
SECTION 5- Class Series Classifications.........................................................................................4
SECTION 6- Payroll Direct Deposit ... 6
SECTION 7- Temporary Assignment to Higher Classification....................................................... 6
SECTION8- Standby Duty................................................................................................................. 7
SECTION 9- Educational Incentive Pay ..................................... ............. ............ ............ ....... ....,....... 7
SECTION10- Bilingual Pay............................................................................................................... 8
SECTION11- Longevity Pay..............................................................................................................9
SECTION12- Training Pay................................................................................. ............................10
SECTION 13- Differential Pay..........................................................................................................10
SECTION 14- Uniform Allowance and Replacement ......................................... ____ ....... ...... ___ 10
SECTION15- Promotions................................................................................................................11
SECTION 16- Promotional Examinations.......................................................................................11
SECTION 17- Assignment of Work Schedule...............................................................................11
SECTION18- Lunch Periods................................................................ .................... ......,.,,,.,.....12
Agreement No. 6676
PSSEA MOU
TABLE OF CONTENTS
SECTION19- Recall Pay ..................................................... .............................................. .....12
SECTION20- Training Recall Pay...................................................................................................12
SECTION 21- Overtime Distribution ............................ ...............,....,..,.12
SECTION 22- Overtime Authorization.......................................................................................12
SECTION 23- Overtime........................................................ ......... ... 13
SECTION 24- Compensatory ("Comp") Time...............................................................................14
SECTION25- Court On -Call Pay ................... .......................................... ,........................, .....14
SECTION26- Court Call -Back Pay................................................,.....,,.........,...,......................,14
ARTICLE 3- BENEFITS
SECTION1- Health Insurance.........................................................................................................15
SECTION 2- Dental Insurance.............................................................. ........................ ....„........ _,..15
SECTION3- Vision Insurance.........................................................................................................15
SECTION 4- Flexible Spending Account........................................................................................16
SECTION 5- Retiree Health Insurance Contribution.....................................................................16
SECTION 6- Retiree Dental and Vision.........................................................................................16
SECTION 7- Long Term Disability ("LTD") Insurance .......................................... .........,.......... 16
SECTION 8- State Disability ("SDI") Program................................................................................17
SECTION9- Life Insurance..............................................................................................................17
SECTION 10- Dental, Vision and Life Insurance Contribution ..................... ...... ....___ ..... ...... 17
SECTION11- Retirement.................................................................................................................17
SECTION 12- Workers' Compensation Provisions ................. ......................a................ ..,,.... .......19
SECTION 13- Education Reimbursement Program......................................................................19
SECTION 14- Employee Assistance Program ("EAP") ...................... .,..,......,...... ,..,,................. 20
ARTICLE 4- LEAVES AND ABSENCES
SECTION1- Vacation Accrual ................. .... ....... .......................... ....... .......................... ........... ___ 21
SECTION 2- Vacation Accrual Cap.............................................................................................. 21
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PSSEA MOU
TABLE OF CONTENTS
SECTION3- Vacation Use............................................................................................................... 21
SECTION 4- Vacation Cash Out- Active Employees.....................................................................21
SECTION 5- Vacation Time Accrual- For Temporary Industrial Disability ................. 22
SECTION 6- Sick Leave Accrual...................................................................................................... 22
SECTION 7- Sick Leave Cap......................................................................... ,,,..,,,..,..,. 22
SECTION8- Sick Leave Cashout....................................................................................................22
SECTION9- Fitness for Duty........................................................................................................... 23
SECTION 10- Sick Leave to Provide Car for Family Members ........................... ...........,,...... 23
SECTION11- Holidays................................................................................................................._.,24
SECTION12- Holiday Pay......................................................................................................_. .,,,.24
SECTION 13- Personal Leave Day..................................................................................................24
SECTION 14- Bereavement Leave.............................................................................__..........,,.,,,.,25
SECTION15- Emergency Leave..................................................................................................... 25
SECTION 16- Catastrophic Leave..................................................................... ..,.,.,,.......,......,, 25
SECTION17- Jury Duty.........................................................................................................w........,, 25
ARTICLE 5- EMPLOYER -EMPLOYEE RELATIONS
SECTION 1- Organizational Security..............................................................................................26
SECTION2- Union Membership.......................................................................................................26
SECTION 3- Designation of Board Members and Release Time .............................................. _ 27
SECTION 4- Designation of Bargaining Team Members and Release Time...............................27
SECTION5- No-Strike.......................................................................................... ........... .....,,..... .,...28
SECTION 6- Association Dues Deductions................................................................................... 28
SECTION 7- Joint Labor Management Committee........................................................................ 29
SECTION8- Management Rights................................................................................................... 29
SECTION9- Grounds for Layoff..................................................................................................... 29
SECTION 10- Notice to the Association and Employees..............................................................30
SECTION 11- Procedures for Layoff...............................................................................................30
Agreement No. 6676
PSSEA MOU
TABLE OF CONTENTS
SECTION12- Tie Breaks..................................................................................................................30
SECTION 13- Reduction to a Vacant Position ........................................ ........ 30
SECTION 14- Displacement Rights................................................................................................. 31
SECTION15- Salary Placement ................................................... .....................,,.......... ............. .,,,.. 31
SECTION 16- Reemployment List ................................................ ........................... ......... ...............3'1
SECTION 17- Rights Upon Reemployment ................................. ............................. ....... ...............3'
SECTION18- Seniority................................................................................................................ _ _ 32
SECTION19- Discipline...................................................................................................................32
SECTION 20- Grievance Procedure Definition of Terms.............................................................. 32
SECTION21-Time Limits.................................................................................................................33
SECTION22- Procedure.............................................................................. ..............,.....,.... 33
SECTION 23- Matters Excluded from the Grievance Procedure ............... ... 34
SECTION 24- Grievance Conferences..............................................,.,..,........ ,.,........... ...... 34
SECTION 25- Binding Arbitration
ARTICLE 6- OTHER PROVISIONS
SECTION 1- Personnel File.................................................................................. 37
SECTION 2- Personnel File: Derogatory Material.......................................................................... 37
SECTION3-Termination Pay ....................................... .................................. ..... __....... .,._.......... .... 36
SECTION4- Savings .............................................. .......... ..W...,.-..,......,....... .......... ....... .-........,......38
SECTION5- Reopener............................................................................. 38
Agreement No. 6676
MEMORANDUM OF UNDERSTANDING ("MOU")
BETWEEN
THE CITY OF EL SEGUNDO ("CITY")
AND
THE POLICE SUPPORT SERVICES EMPLOYEES ASSOCIATION ("PSSEA")
ARTICLE 1 - INTRODUCTION
SECTION 1. Preamble
This Memorandum of Understanding (hereinafter "MOU" or "Agreement") is made and entered
into between the Police Support Services Employees Association, hereinafter referred to as
"Union" or PSSEA, and the management representatives of the El Segundo City Council,
hereinafter referred to as the "City", pursuant to the California Government Code Section 3500 et
seq.
SECTION 2. Recognition
The City hereby confirms its recognition of the Union as the exclusive representative of employees
in the Police Department support services bargaining unit, and agrees to meet and confer with
the Union on all matters relating to the scope of representation pertaining to the said employees
as authorized by the law. The appropriate unit represented by the Union is generally described
as all full time permanent Police Department support services non -sworn shift schedule
employees.
This recognition of the Union shall not be subject to challenge except as provided under the
provisions of the City's Employer -Employee Organization Relations Resolution #3208.
The list of classes within the bargaining unit is attached to this MOU as Appendix A.
SECTION 3. Term
The parties have met and conferred in good faith regarding wages, hours and other terms and
conditions of employment and the benefits contained herein are given in consideration for the
various provisions contained herein which may be a change in the prior employment practices of
the City. Further, it is mutually agreed that this Memorandum of Understanding shall commence
upon Council adoption for the term October 1, 2022 to June 30, 2026.
SECTION 4. Complete A reement
This MOU contains all of the covenants, stipulations and provisions agreed upon by the parties
regarding terms and conditions of employment. Therefore, for the life of this Agreement, neither
party shall be compelled to meet and confer with the other party concerning any mandatory meet
and confer issue which is covered by this Agreement, except as provided by Article 6, Section 5.
SECTION 5. Im lementabon of Agreement
This MOU shall be jointly presented to the El Segundo City Council for implementation along with
all the ordinances, resolutions and such other additional actions as may be necessary to
Agreement No. 6676
implement the provisions of this MOU. If the City Council fails to adopt the necessary ordinances
and resolutions in order to implement this MOU, the parties shall meet and confer.
SECTION 6. Non -Discrimination
Neither the City nor the Association shall discriminate against any employee because of race,
color, age, religion, creed, national origin, ancestry, sex, gender, sexual orientation, medical
condition, genetic information, marital status, any other protected category under the law, as well
as Association activities in any matter.
ARTICLE 2 -COMPENSATION
SECTION 1. Compensation Adjustments
A. Equity Adjustments
Based on a review of the salary and benefits (i.e., total compensation) provided to
comparable positions in the cities of Culver City, Gardena, Hawthorne, Hermosa Beach,
Inglewood, Manhattan Beach, Redondo Beach, Santa Monica, Torrance, and Los Angeles
and the County of Los Angeles, the City shall provide the following salary increases to
employees:
Retroactive to October 1, 2022, base salary for the following classification shall be increased
according to the percentage amounts provided below.
Classification
Crime Scene Investigator 1 5.10%
Crime Scene Investigator II 7.05%
Police Assistant 1 6.89%
Police Assistant II 7.13%
Police Service Officer 1 3.19%
Police Service Officer II 3.97%
The adjustments to the six (6) classifications above shall occur prior to the application of any
across-the-board cost -of -living adjustments, provided below.
B. Cost of Living Adjustments
The City shall provide the following salary increases to employees:
1. Retroactive to October 1, 2022: Increase base salary by two percent (2.0%)
2. Effective the pay period which includes July 1, 2023, the base salary of each affected
employee shall be increased by two percent (2.0%); and
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3. Effective the pay period which includes July 1, 2024, the base salary of each affected
employee shall be increased by two percent (2.0%); and
4. Effective the pay period which includes July 1, 2025, the base salary of each affected
employee shall be increased by two percent (2.0%)
Attached to this MOU as Appendix B and incorporated herein by reference, are the base salaries
as reflected in the above provisions of Article 2, Section 1.
C. The retroactive payments provided to employees as described in Subsections A and B of the
Section will also include increases to the overtime payments and differential payments
provided by the City to employees who worked overtime or assignments qualifying them for
differential pay during the period between October 1, 2022 and the date that this MOU is
adopted by the City Council.
SECTION 2. Ratification Bonus
The City shall provide a one-time ratification bonus in the amount of $2,000 to each employee in
the bargaining unit who is employed by the City at the time that the MOU is ratified by the
Association.
The City shall provide the bonus in the first full pay period following the adoption of the MOU by
the City Council.
SECTION 3. Saida. Table Step, Advancement
The advancement of a new employee from Step A shall be on the new employee's anniversary
date which is established as the day immediately following satisfactory completion of their first six
(6) months' service.
The advancement of an employee from Steps B, C, and D shall be on the employee's one (1)
year anniversary date in the step subject to the limitation of Section F, below, and the
advancements therefrom shall be on the anniversary date of the employee.
Step E contemplates continued service in such classification until further advancement is
indicated by reason of longevity.
SECTION 4. ,accelerated Sala Step Advancement
Accelerated salary step advancement is intended to recognize employees whose job
performance is exemplary and consistently exceeds normal expectations for their current step.
Prior to an employee completing one (1) year of service at their current step, a n employee whose
performance is exemplary and consistently exceeds normal expectations for their current step
may be eligible to receive accelerated salary step advancement to a higher salary step, so long
as the employee has not yet reached the top step of their salary range.
Recommended accelerated salary increases shall be in whole percentages ranging from 1-5%.
An employee may receive more than one salary step advancement, but in most cases the total
granted shall not exceed 5% in a twelve (12) month period.
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In order to be eligible for accelerated salary step advancement, the employee's supervisor or
manager must recommend such advancement to the responsible Department Head. The
supervisor or manager shall submit a written report on the prescribed form to the appropriate
Department Head.
The Department Head shall submit the form to the Director of Human Resources, indicating
whether they agree with the supervisor or manager's recommendation and providing additional
comments, if necessary.
The Director of Human Resources shall submit the form to the City Manager, indicating whether
the recommendation conforms to the City-wide criteria for accelerated step advancement.
SECTION 5. Class Series Classifications
The following classifications listed below shall be described as class series classifications and
employees in such classifications shall be paid according to one of two salary ranges assigned to
each of these classifications depending on whether the employee is designated as Level I or Level
II employee:
1. Police Assistant 1/11
2. Police Service Officer 1/II
3. Crime Scene Investigator 1/11
In each of these classes, entry level may be made at two different work performance, skill, and
assigned responsibility levels corresponding to the two different salary range levels. When entry
is made at Level I, the employee shall progress through steps of the range assigned to that level
in the manner described in Section 1, except as noted below. When entry is made at Level 11, the
employee shall advance through the steps of the range assigned to that level in the same manner
as described in Section A.
Every person employed at Level I shall be eligible to advance to Level II without regard to the
number of other employees at either of the levels or budget limitations. To assure the latter, class
series positions shall be budgeted at Level II in all cases. Merit considerations, as clarified by the
factors listed below, shall be the exclusive basis for advancement to Level 11.
When a person is employed at Level I, such employee may be advanced to Level II upon a
determination by the Department Head and approval of the Director of Human Resources that
the employee's work performance, skill development, and demonstrated ability to perform higher
level duties causes their assignment to Level II to be appropriate. No employee shall be advanced
to Level II without such an evaluation.
In making the determination to advance to Level II according to the above -noted factors, such
determination shall not be made simply by subjective evaluation but shall be upon a finding that
the employee's work performance meets specific criteria developing from the following factors,
among others deemed appropriate:
1. Length of service at Level I;
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2. Acquisition of minimum requirements posted on the class specification and specialized
skills required of the position;
3. Achievement of specific job -related goals and objectives during a specified period of
time;
4. Increased ability to work without close supervision;
5. Ability to exercise increased individual judgment;
6. Ability to provide leadership and guidance to less experienced employees;
7. Ability to understand and properly apply departmental rules;
8. Ability to produce work which is acceptable both in terms of quality and quantity and
which represents at least the average level of work produced by other Level II
employees.
In order to effectuate the advancement from Level I to Level ll, the immediate supervisor shall
prepare a memo for approval by the Department Head, which is sent to the Director of Human
Resources, or their designee, and processed through a Personnel Action Form ("PAF"). The
Director of Human Resources or their designee shall review and approve the PAF and authorize
the employee's advancement and change in status from Level I to Level II.
Whenever an employee's status changes from Level I to Level II, such employee shall be
compensated at the lowest rate of compensation provided for in the higher Level II salary range
which exceeds by not less than five percent (5%) the rate of compensation received by said
employee at the time of assignment to Level II. While occupying a position assigned to a class
series classification, an employee shall serve only one probation period.
A. Longevity Pay - Employees to whom this Section applies who are eligible to receive longevity
pay shall receive longevity pay based upon an overall rating of "standard" or higher as
determined by the employee's performance evaluation. If the employee fails to qualify for
longevity pay because of failure to have attained a "standard" or higher rating, and the
employee's overall performance subsequently improves to at least a "standard" level, the
longevity pay increase shall be granted upon the issuance of a satisfactory performance
report.
B, Step Advancement - Anniversary Date - An employee advanced from any range to another
range of the Basic Salary Schedule shall receive a new anniversary date which is the date
of the change. The provision of a new anniversary date is not intended to effect the
employee's seniority. The City shall provide the increase in compensation associated with
the step advancement for the pay period during which the anniversary occurs. Other changes
in salary shall not change the anniversary date, except for promotions made in accordance
with the Personnel Merit System Ordinance or the Personnel Rules and Regulations. The
City reserves the right, at any time, and in its sole discretion, to change the range number
assigned to any officer or employee and to determine the particular step in any range number
which is to be thereafter assigned to any such officer or employee, subject to meet and confer
with the Union. Notwithstanding the above, an employee in a classification under Section C
shall not be assigned a new anniversary date when they are advanced from Level I to Level
II in that same classification.
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Agreement No. 6676
C. Increases on Merit - Basic Salary Schedule - An employee shall be eligible for advancement
to a higher step on the basis of service time as described in Section A, above, and
satisfactory performance of duties. An employee will be presumed to merit an increase
unless their Department Head, with the concurrence of the Director of Human Resources
notifies the employee in writing no later than the end of the pay period which begins after
said employee's anniversary date that the increase should be withheld, stating reasons. The
reasons shall be provided to the employee in writing. If the employee's performance
subsequently improves to a satisfactory level, the step increase will be granted and the date
of increase will become the employee's anniversary date.
SECTION 6. Payroll direct Dep,osit
Payroll is distributed bi-weekly (i.e., 26 times per year).
The City shall electronically deposit employees' paychecks directly into a savings or checking
account designated by the employees.
Employees shall be responsible for providing the Finance Department with the correct transit
routing and account information.
Additional Comeensa,tion
SECTION 7. Temoorary Assignment_to Higher Classification
An employees who is qualified to work in a higher classification or position shall receive an increase to their
salary rate, as described below, for the duration of their assignment to and service in such classification or
position under the following conditions: (1) The City requires that the employee serve for not less than
ten (10) days in the higher classification or position and that the employee be responsible for
performance of the work of such classification or position; and (2) The City Manager approves the
employee's temporary assignment to and service in such classification or position.
During such assignment, the employee shall be placed at the lowest step in the higher class or
position that providesfor a base salary not less than five percent (5%) above the employee's base
salary.
Temporary assignments shall be limited to 960 hours per fiscal year.
For purposes of calculating the amount of time that an employee serves in a probationary status
following promotion to a higher classification or position, the City shall recognize and credit an
employee who serves in a higher classification or position during a temporary assignment with a
deduction to the time that the employee must serve in a probationary status. The City shall credit
the employee with the days served in the higher classification or position, and shall make a
comparable reduction to the number of days that the employee must serve in a probationary
status following promotion to the higher classification or position. The City will not credit the
employee for any time spent on unpaid leave or extended paid leave during their temporary
assignment. For this purpose, the Parties agree that "extended paid leave" means leave that
exceeds one week.
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SECTION 8. Standby Duty
Standby duty is the time that employees, who have been released from duty, are specifically
required by their supervisor to be available for return to duty when required by the City. During
standby duty, employees are not required to remain at their City work station or any other specified
location. Standby duty employees are free to engage in personal business and activities.
The City requires that standby duty employees adhere to the following:
1. Be reachable by a cellular phone or other device. The City may, in its discretion,
provide a cellular phone or other device to an employee assigned to standby duty for
purposes of responding to requests to return to duty.
2. Be ready to respond immediately when reached by the City.
3. Be able to report to duty within one (1) hour of being contacted by the City.
4. Refrain from activities which might impairtheir ability to perform assigned duties, including
but not limited to, consuming any alcoholic beverage, illicit drug or medication capable of
impairing one's mental or physical faculties.
5. Respond to any call back during the assigned standby period. As with any City
equipment, any device assigned to an employee is the responsibility of the employee
during the standby assignment. The employee is liable for any loss of or damage to
the device which is caused by the employee's negligence or intentional acts.
Failure of an employee to comply with the provisions of standby duty may subject the employee
to discipline, up to and including termination of employment with the City.
For each period of standby duty, employees shall be provided two (2) hours of pay per day.
Employees recalled to duty shall receive a minimum of four (4) hours of recall pay, as provided in
Section 15 below.
An employee who uses sick leave or vacation leave during a standby period, occurring on or
after October 15, 2000, shall not be provided any form of compensation for the standby period
other than the compensation for the sick leave or vacation, unless the employee's Department
Head approves, in writing, the provision of the normal standby duty compensation.
SECTION 9. Educational Incentive lea
Bargaining unit members hired after October 1, 2014 shall not be eligible for the Education
Incentive Pay.
Eligible employees shall be entitled to receive educational incentive pay as described below.
In order to qualify for educational incentive pay an employee must satisfy the following
conditions: (1) Work in ajob classification that does not require a bachelor's degree or higher
degree in order to qualify for the classification, and (2) Receive a degree from an accredited
college or university in one (1) of the majors of public administration, business administration,
criminal justice, or other job -related major, which had been approved by the employee's
Department Head, in writing.
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Following the employee's submission of documentation to their Department Head that they are
qualified to receive educational incentive pay, the City will provide the employee such pay starting
the next full pay period after the Department Head certifies that the employee is qualified to
receive such pay. In the event that the Department Head does not certify the employee's
qualification to receive such pay in order for the employee to receive such pay the next full pay
period, the City will provide the employee retroactive pay to the first full pay period following the
employee's submission of documentation to their Department Head that they are qualified to
receive such pay.
The City will provide educational incentive pay at the following rates based on the employee's job
classification:
Police Assistant I Associate Degree $43.65/pay period
Bachelor Degree $87.30/pay period
Police Assistant II Associate Degree $48.18/pay period
Bachelor Degree $96.37/pay period
Police Service Officer I Associate Degree $52.52/pay period
Bachelor Degree $105.03/pay period
Police Service Officer II Associate Degree $57.97/pay period
Bachelor Degree $115.94/pay period
Effective March 30, 2019, a Crime Scene Investigator 1/11 hired before May 10, 2014, shall be
eligible for educational incentive pay if:
1. The employee has been awarded a bachelor's degree; and
2. Was awarded such degree in one of the majors of public administration, business
administration, criminal justice or other job -related major, which has been approved by
the Department Head, in writing prior to admission of the specific employee into that major:
Crime Scene Investigator I $105.03/pay period
Crime Scene Investigator II $115.94/pay period
SECTION 10 Bilingual Pay
An employee who demonstrates conversational and written fluency in a language other than
English that is approved by their Department Head and who is assigned duties in which such
language skills are regularly used shall be entitled to bilingual pay as described below.
In order to determine the employee's proficiency in the language, the City will utilize a
standardized, industry -accepted test (e.g., Berlitz, Inc.).
Following the employee's submission of documentation to their Department Head that they are
qualified to receive bilingual pay, the City will provide the employee such pay starting the next full
pay period after the Department Head certifies that the employee is qualified to receive such pay.
In the event that the Department Head does not certify the employee's qualification to receive
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such pay in order for the employee to receive such pay the next full pay period, the City will
provide the employee retroactive pay to the first full pay period following the employee's
submission of documentation to their Department Head that they are qualified to receive such
pay.
The City will provide bilingual pay at the rate $73.40 per pay period.
SECTION 11. JLopplevily Pay
Bargaining unit members hired after October 1, 2014 shall not be eligible for the Longevity Pay.
The City will provide longevity pay to an employee starting the full pay period that includes the
employee's twentieth (20th) anniversary date with the City.
Eligible employees shall be entitled to the following longevity pay based on full-time, job related
law enforcement experience:
Police Assistant I
Completion of 5 years of service
$26.19/pay period
Completion of 10 years of service
$52.38/pay period
Completion of 15 years of service
$122.08/pay period
Completion of 20 years of service
$152.79/pay period
Police Assistant II
Completion of 5 years of service
$28.91/pay period
Completion of 10 years of service
$57.82/pay period
Completion of 15 years of service
$134.92/pay period
Completion of 20 years of service
$168.65/pay period
Police Service Officer I
Completion of 5 years of service
$31.51/pay period
Completion of 10 years of service
$63.02/pay period
Completion of 15 years of service
$147.05/pay period
Completion of 20 years of service
$183.81/pay period
Police Service Officer it
Completion of 5 years of service $34.78/pay period
Completion of 10 years of service $69.56/pay period
Completion of 15 years of service $162.31/pay period
Completion of 20 years of service $202.89/pay period
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Crime Scene Investigator II
Completion
of 5 years of service
$36.63/pay period
Completion
of 10 years of service
$69.56/pay period
Completion
of 15 year of service
$162.35/pay period
Completion
of 20 years of service
$202.89/pay period
The City shall report to PERS longevity Pay provided to employees.
SECTION 12. Training
If a Police Services Officer or a Police Assistant is assigned to perform training, the City will
provide the employee a four and one-half percent (4.5%) increase their base salary while
assigned to perform such training.
Employees assigned to perform training shall indicate on their time cards the number of hours
that they spent performing training.
SECTION 13. Differential Pa
A. Shift Differential — Employees shall be entitled to shift differential pay of 5% for swing shift
and 8% for graveyard for the total number of hours worked during any shift when a minimum
of four (4) hours of an employee's shift occurs during the swing shift (shift begins on or after
1000 hrs.) or graveyard shift (shift begins on or after 1800 hrs.), as applicable. Shift
Differential pay shall apply to both scheduled and non-scheduled shift work assignments
which include voluntary and mandatory overtime assignments. Employees whose work
hours extend into the swing or graveyard shifts due to overtime, shall be paid the applicable
shift differential pay for the actual number of hours worked during the swing or graveyard
shifts, in addition to the overtime compensation.
Employees may not work the same bid shift for more than 18 months.
B. Animal Control Differential — Employees in the Police Service Officer I classification who are
specifically assigned to perform "animal control" duties during a shift, who perform "animal
control" duties on an emergency basis during a specific shift, or who perform "animal control"
duties during a specific shift when no employee is specifically assigned to perform "animal
control" duties shall receive differential pay in the amount of twenty dollars and twenty-six
cents ($20.26) for each shift in which they meet any of these qualifications.
SECTION 14. Uniform Allowance and lie lacernent
The City shall pay uniform, clothing, safety and personnel equipment allowance as follows:
1. Police Service Officer 1/II, Crime Scene Investigator 1/II, and Police Assistants 1/II $9.23
per pay period of active duty.
2. Newly appointed Police Service Officers 1/II shall be provided with a uniform advance of
$110, at the time of appointment.
3. The City reserves the right to provide uniforms in lieu of the allowances provided for herein.
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Agreement No. 6676
Affected employees occupying the classifications of Police Service Officer 1/II, Crime Scene
Investigator 1/11 and Police Assistant 1/11 shall have unserviceable uniforms replaced by the City
by means of the replacement policies and procedures applicable to sworn uniformed City police
personnel. Said replacement policy shall be in addition to any uniform maintenance allowance
paid to affected employees.
SECTION 15. Promotions
In all cases where an employee promoted to a classification in for which a higher rate of
compensation is provided, then such employee so promoted shall enter into such higher
classification at the lowest rate of compensation provided for such higher classification which
exceeds by not less than five percent (5%) the base rate of compensation, excluding special
assignment pay, received by said employee is such given classification at the time of such
promotion, unless otherwise approved by the Department Head. All supervisors shall be paid a
base rate not less than the next higher base rate than any of their subordinates. In the event that
a supervisor is paid a base rate of pay equal to or lower than one of his regularly assigned
subordinate's base rate, the supervisor's base rate shall be advanced to a step in their salary
range which is next higher than any subordinate's base pay exclusive of longevity pay,
educational incentive pay, and special assignment pay.
SECTION 16. Promotional Examinations
For the purpose of interpreting Chapter 6, Personnel Merit System, Section 1-6-9 (B) of the El
Segundo Municipal Code, entitled "Examinations", the City agrees that a "sufficient number" shall
be three (3) eligible, qualified applicants who have indicated an interest in a particular promotion
in writing to the Director of Human Resources
Examinations may be specified by the Personnel Officer, as promotional only, as open
competitive only, or as both open competitive and promotional.
WORK SCHEDULES
SECTION 17. Assignment of Work Schedule
A. Employees shall either work a 3/12 or a 4/10 work schedule depending on their
classification.
B . The Department may assign an employee in the Police Assistant 1/II or Police Service
Officers 1/11 classifcation to a work schedule sufficient to provide the Department coverage
24 hours per day and seven (7) days per week.
C . The Department may assign employees in the Crime Scene Investigator 1/II classifications to
a work schedule sufficient to provide coverage during the regular business hours of the
Department.
D . If operational needs require and the change in work schedule is intended to be permanent,
the Department may assign employees to work a different schedule.
In the event of such a change to an employee's work schedule, the Department shall provide
the Association and the affected employee with 30 days' notice prior to the implementation
of such a change. Such notification shall provide a description of the operational need
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Agreement No. 6676
requiring the change to the employee's work schedule.
SECTION 18. Lunch Periods
The City may require that employees perform work duties during their lunch periods.
Consequently, the City will compensate employee for such time in accordance with this MOU,
City Rules and Regulations and other applicable statutory requirements.
SECTION 19. Recall Pay
Employees who are required to return to work in -person other than during the employees'
regularly scheduled hours of work shall be credited with a minimum of four (4) hours work.
Employees who are required to return to work for purposes of participating in a virtual
meeting (e.g., Zoom, Teams, etc.) other than during the employees' regularly scheduled
hours of work shall be credited with a minimum of two (2) hours work.
The recall time and pay shall be included in the work period during which the recall work
was performedfor purposes of calculating overtime.
SECTION 20. Training Recall Pay
Employees who are required to return to train at a time other than their scheduled work day or
are required to arrive to work for training at a time other than their scheduled work day shall be
compensated for a minimum of four (4) hours work.
Employees who are required to participate in a virtual training (e.g., Zoom, Teams, etc.)
other than during the employees' regularly scheduled hours of work shall be credited with a
minimum of two (2) hours work.
OVERTIME
SECTION 21. Overtime Distribution
The City shall assign overtime work as equitably as possible among all employees who are in the
same classification and the same organizational unit.
To the extent possible, the City shall assign overtime to individuals who volunteer for such
assignments.
However, in making overtime assignments, the City may consider special skills required to
perform particular work.
SECTION 22. Overtime Authorization
Employees must receive direction or approval to work overtime.
However, employes who are engaged in a safety -sensitive assignment that cannot be abandoned
may continue performance of such assignment without prior approval to work overtime.
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Agreement No. 6676
SECTION 23. Overtime
A. Overtime Calculation — An employee who is required to work more than forty (40) hours
during any given work week shall be compensated at the rate of one and one-half times their
regular rate of pay. The City, for purposes of calculating overtime pay, shall not count sick
leave or vacation time taken as hours worked.
Reimbursable overtime and forced hire overtime are not subject to the sick and vacation paid
leave time exclusion noted above. Forced hire overtime is defined to mean when an
employee is required/recalled to return to work by the department. The Supervisor will
release a recalled/rehired employee when there is no circumstance justifying a hold -over of
the person or whenever scheduling does not justify a hold -over of the person.
B. Regular Rate of Pay - Defined in 29 CFR 778.108 et seq. The definition used in this MOU is
for general reference and does not override the specific definitions set forth in the Fair Labor
Standards Act ("FLSA"). Therefore, as used in this MOU, the "regular rate of pay" is the total
inclusive compensation paid to or on behalf of the employee except gifts, travel expenses,
other reimbursable expenses, payments not mandated by the MOU or other
rules/regulations, retirement and insurance contributions by the City, overtime and holiday
pay. These are examples only and not intended to be an all-inclusive definition of the "regular
rate of pay." Applicable statutes/case law shall prevail over any MOU definitions inconsistent
with statutes/case law.
C. Designated Work Week - For FLSA purposes, the City establishes the following workweeks
for employees in this bargaining unit as described in Article 2, Section 15:
1. For employees who are assigned to a 3/12 work schedule, the workweek shall
begin four (4) hours into the eight (8) hour shift that they are scheduled to
work such that no consecutive seven (7) day period shall exceed forty (40) hours.
2. For employees who are assigned to a 4/10 work schedule, the workweek shall
commence at 8:00 am on Monday and conclude at 7:59 am the following
Monday.
D. Definition of Hours Worked - For purposes of calculating overtime pay the City will include
holiday leave as time worked.
The City will not consider the following non -working time as time worked for purposes of
calculating overtime:
1. Utilization of non -paid leaves of absence (e.g., leave without pay);
2. Travel time to and from the work site when reporting for required work or training;
3. All time in off -duty voluntary training assignments (e.g., homework, study time, meal
time, sleep, etc.).
4. All off -duty travel; or
5. All time for personal preparation and clean up, excluding donning and doffing uniforms
required for the performance of job dutiees.
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Agreement No. 6676
SECTION 24. Compensatory "Com " Time
A. Employee may accumulate no more than one -hundred twenty (120) hours of accrued
compensatory time off ("CTO").
B. Requests for the use of CTO by the employee shall be granted within a reasonable period of
time following the request, unless the request would unduly disrupt operational needs.
C. Employees may use CTO in conjunction with vacation with the prior approval of the
Department Head.
D. Employees may cash in accrued compensatory time, once per calendar year, at the
employee's current base rate of pay, by notifying the payroll division of their intent to do so no
later than November 20th. Payment to the employee will be made on or about the 10th of
December.
E . Upon separation or death, employees shall receive payment for one hundred percent
(100%) of their accumulated compensatory leave. CTO payouts shall be paid at the
employee's base salary hourly rate of pay.
SECTION 25. Court On -Call Pa
A. Except as set forth below, off -duty employees who are placed in an on -call status for court
during either the morning or the afternoon session will receive three (3) hours of paid overtime
at a rate of time and one-half their regular rate of pay as defined in this MOU for each session
the employee is in an on -call status. Off -duty personnel who are placed in an on -call status
for court during both the morning and the afternoon sessions will receive six (6) hours of paid
overtime at a rate of time and one-half their regular rate of pay.
Employees will not receive on -call pay if they are:
1. Called into court that session (in which the employee will receive call-back pay).
2. Ordered to report to work
3. Already receiving pay from the City for any other reason (e.g., administrative leave,
etc.).
B. Employees shall not have the option of reporting to work in lieu of being in an
on -call status.
C. Employees who are in an on -duty status are not eligible for court on -call pay.
D. Employees entitled to court on call pay shall accrue "limited use" time off in lieu of pay.
SECTION 26. Court Call -Each Pa
A. An employee called into court while off -duty shall be paid overtime for all time served plus
travel time or three (3) hours at time and one-half, whichever is greater. "Off -duty" for the
purposes of this section means the officer is not on duty, on paid administrative leave, on
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Agreement No. 6676
paid IOD leave, or being paid for any other reason.
B. Employees entitled to court on call pay shall accrue "limited use" time off in lieu of pay,.
ARTICLE 3 - BENEFITS
SECTION 1. Health Insurance
A . Health Insurance Coverage: Employees receive coverage under a Public Employees'
Medical and Hospital Care Act ("PEMHCA") plan administered by the Public Employees'
Retirement System ("PERS").
Employees who elect to be covered under such plan may choose between Health
Maintenance Organization ("HMO") and indemnity medical coverage plans.
B. City Health Contribution: The City will contribute both the minimum amount required under
Government Code section 22892 and a supplemental amount under PEMHCA to cover
certain costs associated with the premiums associated with the coverage for the employee
and their eligible dependent(s)' medical costs.
The City's maximum contributions shall be as follows:
1. Effective January 1, 2023, the City will contribute $1,700 per member per month for
employee health insurance coverage;
2. Effective January 1, 2024, the City will contribute $1,750 per member per month for
employee health insurance coverage;
3. Effective January 1, 2025, the City will contribute $1,800 per member per month for
employee health insurance coverage; and
4. Effective January 1, 2026, the City will contribute $1,850 per member per month for
employee health insurance coverage; and
An employee shall be responsible for any employee premium amount that exceeds the City
contribution amount described above. The City will deduct such amount from the employee's
paycheck through a pre-tax payroll deduction.
The City no longer provides employees who opt out of health coverage under the City plan the
option to receive cash in lieu of such coverage.
SECTION 2. Dental Insurance
The City provides fully paid dental insurance for the employee and all eligible dependents, subject
to the limitations as set forth in Article 3, Section 10.
SECTION 3. Vision Insurance
The City provides fully paid vision insurance for the employee and all eligible dependents, subject
to the limitations as set forth in Article 3, Section 10.
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Agreement No. 6676
SECTION 4. Flexible Spending Account
Pursuant to applicable law, the City allows for employees to use pre-tax contributions to their
Flexible Spending Account ("FSK) to pay for qualifying expenditures, including but not limited to
employee paid insurance premiums, non -reimbursed medical expenses and dependent care
expenses.
Participation in the FSA program is voluntary.
SECTION 6. Retiree Health Insurance Contribution
For bargaining unit members who possess five (5) years' CalPERS service credit, the City shall
make a contribution for use towards the medical costs of the employee and their eligible
dependents equal to that amount described in Article 3, Section 1, Subdivision B above.
A former employee shall be responsible for any premium amount that exceeds the City's
maximum contribution. The former employee will pay the additional amount owed through their
CalPERS annuity. The City's maximum per month contribution outlined in Article 3, Section 1,
Subsection B includes the PEMHCA minimum contribution required under Government Code
section 22892. As required by Government Code section 22892(b), the City's contribution will be
an equal amount for both employees and retirees.
SECTION 6. Retiree Dental and Vision
Upon retirement, an employee and their spouse, registered domestic partner, and/or their eligible
dependents who are actively enrolled in the City's dental and vision insurance plans may remain
enrolled in such plans, but shall be responsible for full payment of the associated insurance
premiums.
In order to be eligible to be covered by such plans, the retiring employee and their spouse,
registered domestic partner, and/or and their eligible dependents must be actively enrolled in the
plan(s) under which they are seeking continued coverage.
If, upon retirement, the employee declines continued coverage under either plan, they may not
enroll at a later time.
SECTION 7. Long Term Disability ( "LTD") Insurance
The City provides employees with a fully paid long term disability insurance policy which allows
continuance of two-thirds (2/3) of the first $9,750 of the employee's monthly salary with a
maximum monthly benefit of $6,500.
The policy applies to non -job -related injuries and illnesses.
Benefits are payable following a sixty (60) day waiting period.
The maximum benefit period mayvary depending on the employee's age at the time of the
disabling injury or illness.
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Agreement No. 6676
SECTION 8. Stave Disability Insurance ("SDI") Program
The City provides employees the opportunity to access State Disability Insurance ("SDI")
through the Employment Development Department ("EDD").
All actual costs associated with participation in the SDI Program will be the responsibility of
employees.
SECTION 9. Life Insurance
The City will provide a $50,000 Basic Life Insurance policy for each employee.
SECTION 10. Dental Vision and Life Insurance Contribution
The City's aggregate contribution for current dental, vision and life insurance for the term of this
agreement shall be set and fixed at $184.25 per month.
The City shall provide vision benefits for each employee and the employee's eligible
dependents.
Within the monthly contribution cap currently established for dental, vision and life insurance
coverage, the City's monthly contributions toward dental and life insurance coverage shall be
made after the City makes its contribution to provide vision benefits for an employee and their
dependents.
SECTION 11. Retirement
A. Employees who do not meet the definition of "new member" under the California Public
Employees' Pension Reform Act of 2013 ("PEPRA") (those members shall be referred to as
"classic members") are enrolled in either the California Public Employees' Retirement System
("CalPERS") retirement plans commonly referred to as the 2% at age 55 retirement plan
("Tier I") or the 2% at age 60 retirement plan ("Tier II") and shall be provided the benefits
described below:
Tier I: Employees hired before November 6, 2012 shall be eligible for the following retirement
benefits:
1. 2% at age 55 retirement formula;
2. Retirement benefits based on the employee's single highest compensation
earnable for one (1) year.
3. Pre- and Post -Retirement Death Benefits; and
4. Public Agency Retirement System ("PARS") Retirement Enhancement Plan, generally
described as one-half percent (0.5%) at age 55 for all employees hired on or prior to
December 31, 2012.
To be eligible, employees must be satisfy the following conditions: (1) be hired by the
City for a position within the bargaining unit before October 1, 2012; (2) be at least age
fifty-five (55) at the time of retirement; (3) have fifteen (15) years of full-time continuous
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Agreement No. 6676
service to the City; and (4) retire from the City.
This benefit will be paid to qualified retirees in addition to any CaIPERS benefits to
which they are entitled, as described above.
Pursuant to a side letter between the City and PSSEA entitled, "Public Agency
Retirement System Retirement Enhancement Plan ('PARS')" and the November 3,
2015 Resolution adopting "The City of El Segundo Public Agency Retirement
System (PARS) retirement Enhancement Plan (as Amended and Restated Effective
October 31, 2015) ("Plan Amendment"), the City and PARS Retirement Enhancement
Plan participants have agreed to discontinued the PARS Retirement Enhancement Plan
such that participants will no longer be eligible for retirement enhancements and will no
longer be obligated to make contributions to fund the Plan.
Employees shall pay the full eight percent (8%) of their PERSable compensation towards the
CaIPERS member contribution. Until such time as the City's contract with CalPERS is
amended pursuant to the Government Code to reflect that employees are contributing the
full eight percent (8%), the City will treat one percent (1 %) of the cost -share described here
as an employer contribution rather than an employee contribution.
Employee contributions shall be deducted on a pre-tax basis to the extent permitted by
federal and/or state law and regulations.
Tier II: Employees hired between November 6, 2012 and December 31, 2012 who were not
existing CaIPERS members at the time of their hiring shall be eligible for the following
retirement benefits:
1. 2% at age 60 retirement formula;
2. Retirement benefits based on the highest compensation earnable for one (1)
year;
3. Pre- and Post -Retirement Death Benefits.
Employees shall pay the full eight percent (8%) of their PERSable compensation towards the
CaIPERS member contribution. Until such time as the City's contract with CaIPERS is
amended pursuant to the Government Code to reflect that employees are contributing the
full eight percent (8%), the City will treat one percent (1 %) of the cost -share described here
as an employer contribution rather than an employee contribution.
Employee contributions shall be deducted on a pre-tax basis to the extent permitted by
federal and/or state law and regulations.
B. Tier III: Employees hired on or after January 1, 2013 and who meet the definition of "new
member" under PEPRA are enrolled in the following retirement plan ("Tier III") and shall be
provided the benefits described below:
Tier III: Employees hired on or after January 1, 2013 shall be eligible for the following
retirement benefits:
1. 2% at age 62 retirement formula;
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Agreement No. 6676
2. "Final compensation" based on the employee's highest average annual
"pensionable compensation" earned by the member during a period of at least
thirty-six (36) consecutive months and their retirement benefits shall be
calculated based on "pensionable compensation" rather than "compensation
earnable";
3. Pre- and Post -Retirement Death Benefits.
Employees shall individually pay a Member CalPERS contribution rate of fifty percent
(50%) of the normal cost rate for the Defined Benefit Plan in which the "new member"
is enrolled as may be adjusted by CalPERS per PEPRA.
C. All retirement plan benefits shall be integrated with Social Security.
SECTION 12. Workers' Compensation Provisions
A. Permanent employees who sustain job -related injuries or illnesses that are compensable
under the California Workers' Compensation Laws shall be entitled to receive:
1. Seventy-five percent (75%) of the employee's regular salary for any so-called waiting
period provided for in the Workers' Compensation Laws.
However, to the extent that an employee is physically injured in the line of duty while
involved in animal control, or the detention, transportation, or any other interaction with
an inmate/detainee and such injury results in loss of time, the City shall ensure that
the employee receives that one hundred percent (100%) of their regular compensation
during the first thirty (30) calendar days following the injury, whether through Workers'
Compensation or otherwise. No employee shall receive more than their regular
compensation.
2. Thereafter, for a period of up to (1) one year, or until earlier retirement on disability
pension or a finding of permanent and stationary disability by a medical doctor, the
difference between seventy-five percent (75%) of the employee's regular monthly
salary and the amount of any temporary disability payments under the California
Workers' Compensation Laws. Such payment shall cease when the employee
receives a permanent disability award or is physically able to return to work.
3. These payments shall be provided without deductions for State or Federal Income
Taxes to the extent allowable by the Internal Revenue Service.
B. In order for an employee to be posted in the payroll book as being off -duty due to an job -
related injury or illness, the employee must have been injured on -duty or contracted an illness
determined to be work related, sent to the appropriate doctor, and relieved of further duty for
a period of time specified by the examining doctor. Until such certification is made, employees
shall be posted as being off sick and upon such certification shall have their sick time restored.
SECTION 13. Education Reimbursement ement Pro ram
The City may provide employees who complete work -related college courses with a grade of "C"
or better up to $2,000 per calendar year for the cost of tuition and books.
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Agreement No. 6676
In order to qualify for receipt of such funds the employee must obtain either pre -authorization or
approval for reimbursement from their Department Head, Human Resources Director and the
City's Chief Financial Officer, or such employees' designees.
Employees who participate in the reimbursement program must provide a copy of their
grade(s) for verification and execute an agreement which provides for the following:
Educational. Reimbursement — "I certify that I successfully completed the course(s),
and received a grade of 'C' or better. Further, I agree to refund the City or have
deducted from my final paycheck any educational reimbursement funds received
under this program if I should leave the City's employment, voluntarily or through
termination, with cause, within one (1) year after the completion of the course work for
which I am to receive reimbursement, in accordance with the following schedule.
Below is the reimbursement schedule for the full months worked between t h e
employee's completion of the course for which they are being reimbursed and their last
day of employment with the City and the percentage of the total reimbursement to be
refunded to the City.
Months Worked between
Date the Course was
Completed and the Final
Day at Work
Percentage to be
Refunded to the City
N
1
100
2
3
100
90
4
80
5
70
6
60
7
50
8
40
9
30
10
20
11
10
New hires are ineligible to participate in this program until they pass probation.
SECTION 14. Employee Assistance Program "EAP''
The City provides employees and immediate family members' confidential assistance, referrals,
and counseling through the EAP. The program is designed to provide professional assistance
and support to help employees and their families resolve problems that affect or may affect their
personal or professional lives.
The City shall provide the basic level of EAP service to employees at the cost incurred by the
City for participation in such program.
Basic level includes three (3) session per member per incident per year.
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Agreement No. 6676
ARTICLE 4 — LEAVES AND ABSENCES
SECTION 1. Vacation Accrual
Employees shall accrue vacation leave at the following rates depending on their years of service
to the City:
Years of Continuous
Annual Accrual
Accrual Per Pay
Maximum
Service with the City
Rate
Period
Permissible
Accrual
0 - 5/ears
108 hours
4.15 hours
216 hours
6 - 10 years
132 hours
5.08 hours
264 hours
11 - 15 years
156 hours
6.00 hours
312 hours
16 + ears
188 hours
7.23 hours
376 hours
SECTION 2. Vacation Accrual Ca
Employees may accrue up to two (2) years of vacation leave at their current annual accrual rate.
Effective three months after the adoption of the MOU by the City Council, the City will impose a
hardcap on vacation accrual such that such that no employee shall be permitted to accrue
vacation in excess of twice their annual accrual rate. Any employee who has accrued, but unused,
vacation in an amount that exceeds that amount will forfeit the amount of vacation in excess of
the hardcap.
SECTION 3. Vacation Use
Employees may use their accrued vacation leave after six (6) months of employment.
All vacation shall be taken at such times as are agreeable to the head of the department and
approved by the City Manager or designee.
SECTION 4. Vacation Cash Out —Active Employees
A. Qualification for Vacation Cash Out: An employee who has completed one (1) year of
service qualifies for vacation cash out.
B . Cashout Process in 2023: In calendar year 2023, a qualified employee may elect to
receive cash payment(s) in lieu of accrued vacation leave up to one hundred percent
(100%) of the total amount of vacation leave that the employee can accrue in a year
based on their length of service as described in Article 4, Section 1, While employees may
elect to exercise this option not more than twice in calendar year 2023, the cumulative
amount of vacation leave cashed out may not, in aggregate, exceed total amount of
vacation leave that the employee can accrue in a year.
C . Election Process: A qualified employee may elect to receive cash payment(s) in lieu of
accrued vacation leave up to one hundred percent (100%) of the total amount of vacation
leave that the employee can accrue in a year based on their length of service as
described in Article 4, Section 1.
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Agreement No. 6676
On or before December 15, 2023 and every December 1511 thereafter, a qualified
employee who elects to cash out some or all of their accrued vacation for the following
year shall submit written request to the Human Resources Department stating their
irrevocable election(s).
The employee shall provide the following information as part of their election: (1) The total
number of hours of vacation leave that the employee will accrue between January 1 and
June 30 in the following calendar year based on their annual accrual rate based on their
years of service; (2) The total amount of accrued vacation leave that the employee wants
to cash out in July of the following calendar year (The cash -out amount must be equal to
or less than the amount accrued between January 1 and June 30); (3) The total number
of hours of vacation leave that the employee will accrue between July 1 and December 31
in the following calendar year based on their annual accrual rate based on their years of
service; and (4) The total amount of accrued vacation leave that the employee wants to
cash out in December of the following calendar year (The cumulative cash -out amunt must
be equal to or less than the total amount accrued between January 1 and December 30).
D . The City shall administer the cash out twice annually, starting in December 2023 and every
December thereafter. The City shall make the cash outs in the first full pay period in July
and December.
Such cash outs shall be paid at the employee's base salary hourly rate of pay.
E. Regardless of the number of hours that the employee requests to cash out, the City can
only cash out vacation hours that the employee has available for their use.
SECTION 5. Vacation Time Accrual _ For Temporary Industrial D3isabilit
Notwithstanding the provisions of Article 4, Section 3, employees on temporary industrial disability
may accrue vacation time for longer than two (2) years.
SECTION 6. Sick Leave Accrual
Employees accrue sick leave at a rate of eight (8) hours per month.
SECTION 7. Sick Leave C o
For employees hired after the date the City Council adopts the MOU, the City will limit the accrual
of sick leave to six hundred (600) hours.
For employees hired on or before the date that the City Council adopts the MOU, the City will
allow the accrual of sick leave in excess of six hundred (600) hours subject to a mandatory cash
out as descibed below.
SECTION 8. Sick Leave Cashout
For employees hired on or before the date on which the City Council adopts the MOU, the City
will cash out any accrued sick leave in excess of six hundred (600) hours on December 1 of each
year. The City will provide the cash out by direct deposit.
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Agreement No. 6676
Upon separation or death, the City shall cashout sick leave by employees as follows:
1. The City shall not provide any employee, regardless of the date of their hire by the City,
cashout of accrued sick leave in the event that the City terminates such employee for
cause.
2. For an employee who has been employed by the City for five (5) or more years and
separates from City employment, the City shall provide the employee a cashout at an
amount equal to one-half (1 /2) the value of the sick leave that the employeed accrued, but
did not use (i.e., one-half (1/2) the sick leave hours accrued, but not used, paid at the
employee's base salary hourly rate of pay).
3. For an employee who has been employed by the City for five (5) or more years and
separates as a result of a service retirement, disability retirement or death, the City shall
provide the employee a cashout at an amount equal to the full the value of such sick leave
(i.e., all of the sick leave hours, accrued, but not used, paid at the employee's base salary
hourly rate of pay).
4. For an employee who has not been employed by the City for at least five (5) years, but
who separates from the City for whatever reason, the City shall not provide the employee
any cashout for sick leave accrued, but not used.
5. For an employee who separates from City employment for a reason other than termination
prior to December 1 st while maintaining an accrued balance of sick leave in excess of 600
hours, the City shall also provide the employee seventy percent (70%) of the sick leave
accrued, but unused, since the preceding December 1st.
SECTION 9. Fitness for Duty
Upon the recommendation of a Department Head or their designee the Director of Human
Resources may, before permitting an employee to return to work from a sick or medical leave,
require a fitness for duty examination.
SECTION 10. Sick Leave to Provide Care for Family Members
Employees are eligible to utilize a maximum of half their annual sick leave accrual, orforty-eight (48)
hours, of sick leave per calendar year in order to provide care to a "family member' of the
employee suffering from illness or injury.
For this purpose, the term "family member" means a child, parent, spouse, registered domestic
partner, grandparent, grandchild or sibling, or any other "family member" recognized by Labor
Code section 245.5. The term parent shall also include the parent of the employee's spouse or
registered domestic partner.
For this purpose, the term "family member' also means one (1) "designated person" that the
employee has identified who is related to the employee by blood or whose association with the
employee is the equivalent of a family relationship.
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Agreement No. 6676
SECTION 11. Holidays
The City recognizes the following days as paid holidays for City employees:
1. January 11
2. The third (3rd) Monday in January (Martin Luther King Jr. Day)
3. The third (31d) Monday in February (President's Day)
4. The last Monday in May (Memorial Day)
5. July 4th
6. The first (1st) Monday in September (Labor Day)
7. November 11 th (Veteran's Day)
8. Thanksgiving Day
9. Day After Thanksgiving Day
10. December 24th
11. December 25th
12. December 31 st
SECTION 12. Holiday, Pay
The City may require that employees in the bargaining unit work on the above enumerated City
holidays. The City's authority to require that employees work on City holidays shall supersede
any side letter agreement or past practice on this subject that may provide otherwise.
The City will provide to employees in the bargaining unit Holiday Pay in an amount equivalent to
120 hours of compensation at the employee's regular base rate of pay. The City will provide such
Holiday Pay on or about the 101h of December annually.
SECTION 13. personal Leave Da
A. Each employee shall receive one (1) day per calendar year as a Personal Leave.
For this purpose, employees who are assigned to a 3/12 schedule shall receive 12 hours,
employees who are assigned to a 4/10 schedule shall receive 10 hours. Employees on
other schedules will be compensated accordingly.
B. In the first full pay period following the adoption of this MOU by the City Council, the City shall provide
employees one (1) day of Personal Leave.
C. The City will credit employees with one (1) day of Personal Leave every January during the
term of the Agreement.
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Agreement No. 6676
D. Newly hired bargaining unit members hired after the first of the year will also receive the
Personal Leave, which the employee may use six (6) months after the employee's initial
appointment date.
SECTION 14. Bereavement Leave
In the event of the death of an employee's "family member", as defined in Article 4, Section 10,
but excluding the "designated person," the City shall provide the employee three (3) days paid
bereavement leave and two (2) days of unpaid leave to be used with three (3) months of the date
of the death of the "family member."
Employees may elect to use other forms of paid leave that they have accumulated in order to
provide for their compensation while using the two (2) days of unpaid leave.
For employees who need to travel 500 or more miles from the City in order to attend services for
the employee's family member, the City shall also provide two (2) additional days of paid
bereavement leave in lieu of the two (2) days of unpaid leave.
SECTION 16. Emergency Leave
In the event of a personal emergency, an employees may, upon request, be permitted to use paid
leave (e.g., vacation, Floating Holiday or accumulated CTO) to attend to the emergency.
Employees shall not use emergency leave unless they provide notice of the personal emergency.
The City may require that the employee substantiate the circumstances surrounding the personal
emergency.
SECTION 16. Catastro hlc Leave
Catastrophic leave means leave for employees who are unable to work as the result of a serious
injuries or illnesses and who have exhausted all of their paid leave.
The City shall administer catastrophic leave pursuant to the City of El Segundo Catastrophic
Leave Bank Policy negotiated by the City and Association and revised in 2009. During the term
of this Agreement, should the City adopt a Catastrophic Leave Bank Policy following a meet and
confer with the Association, the City shall administer catastrophic leave consistent with that policy.
SECTION 17. Jury Duty
A. The City will provide an employee who is required to report for jury duty or serve on a jury a
leave of absence covering such service.
B. Employee Notice: Prior to reporting for jury duty, the employee must provide written notice of
the expected jury duty to their supervisor as soon as possible, but in no case later than
fourteen (14) calendar days before the beginning of the jury duty.
C. Documentation of Jury Duty: The employee must provide documentation of their daily
attendance on jury duty.
D. Paid Leave: During the first two (2) weeks of jury duty, an employee shall be entitled to
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receive their regular compensation.
E. Unpaid Leave: For any portion of jury duty that extends beyond two (2) weeks, such
extended jury duty period shall be without regular pay, unless the employee elects to
use p a i d leave accruals for such time.
F. Reporting to Work: While on jury duty, in the event that the employee is relieved of
jury obligations for three (3) or more consecutive hours, the employee must report to
work.
G. Employees relieved of jury duty for three (3) or more consecutive hours may elect to use
paid leave accruals to take such time off from work, provided the employee has
requested and received their supervisor's approval to do so.
ARTICLE 5 — EMPLOYER — EMPLOYEE RELATIONS
EMPLOYEE ORGANIZATION REPRESENTATIVES/ACTIVITIES
SECTION 1. Organizational Security
Employees may elect to become dues- or service fee -paying members of Union.
In the event that an employee makes such an election, the employee shall inform the Union of
such decision. The Union will then certify to the City the employees who have authorized the City
to deduct from their paychecks the applicable due or service fee associated with such
membership.
Employees who are members on the pay date following the City Council's adoption of this
Agreement or who become members after that date shall maintain their membership in the
Association for the term of this Agreement.
The City will rely on the certifications from the Union concerning which employees have
authorized the deductions of due or service fee associated with such membership.
SECTION 2. Unison. Membership
The City agrees to:
1. Provide official dues deductions for all employees who subscribe to Union membership;
2. Provide official payroll deductions for approved Union insurance and welfare plans, not to
exceed five programs; and
3. Provide the Union with a list of newly hired employees in the bargaining unit within 30 days
of the employee being hired.
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SECTION 3. 10esionati+on of Board Members and Release Time
The Union may designate up to two (2) bargaining unit members to serve as Union representative
in personnel matters.
Upon timely request and for suitable reasons, the Director of Human Resources, or their
designee, shall authorize release of a designated board member from normal duties to attend to
or assist in personnel matters involving Union members, unless such Union board member is
needed in order to perform urgent or emergent work for the City. In the event that the designated
board member is unavailable to attend to or assist in the personnel matter, another designated
board member will be released for this purpose.
The City shall not withhold authorization of release time for this purpose.
In total, the City will provide the Union up to one -hundred and fifty (150) hours of paid release
time to attend to or assist in personnel matters involving Union members. Such time shall not
include release time for the purpose of engaging in meet and confer with the City. In the event
that the Association exhausts the one -hundred and fifty (150) hours of paid release time to attend
to or assist in personnel matters, the City and the Association shall meet to discuss the City's
provision to designated board members of a reasonable amount of additional time to attend to
such matter.
Designated board members shall report the time used to attend to personnel matters during their
regular working hours on their timecards.
SECTION 4. Designation nation of Bargaining Team Members and Release Time
The Union may designate up to three (3) bargaining unit members to serve as regular bargaining
team members during the meet and confer process for successor MOU negotiations and other
matters related to decision and effects bargaining.
The Association may request that the City recognize additional bargaining unit members to
participate in bargaining in order to address subjects with which such employees have subject
matter expertise. The City shall not unreasonably deny the participation of such individuals in
bargaining. The City may limit the participation of such individuals to the negotiation of subjects
with which such individuals possess subject matter expertise.
The Association may designate a reasonable number of non -City employees to serve as
representatives of the Association and to participate in bargaining. The participation of such
individuals will not count against the three (3) bargaining team members that the Association may
designate.
Upon timely request and for suitable reasons, the Director of Human Resources, or their
designee, will authorize release of Union bargaining team members from their normal duties to
prepare for or participate in bargaining with the City.
The City shall not withhold authorization of release time for this purpose.
During the meet and confer process, the City shall provide the regular bargaining team members
sufficient release time to prepare for and participate in negotiations with the City.
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Agreement No. 6676
The City shall provide each bargaining unit member two (2) hours of paid release time to
participate in the vote to ratify a tentative agreement for the successor MOU to this Agreement.
The City will not provide other release time to non -bargaining team members for purposes of
engaging in matters related to bargaining, except as described in this section
Employees designated as bargaining unit team member shall report the time used to conduct
such business during their regular working hours on their timecards.
SECTION 6. No -Strike
The Association agrees that during the term of this MOU City employees represented by the
Association will not strike, or engage in any work stoppage or slow down, engage in a concerted
failure to report for duty, or fail to perform their duties in whole or in part for the purposes of
inducing, influencing or coercing a change in conditions, or compensation, or the rights privileges
or obligations of employment.
The Association also agrees that their members employed by the City will not refuse to cross a
picket line in the performance of their normal and customary duties nor attempt to influence, either
directly, or indirectly, the employees to honor an existing picket line in the performance of their
normal and customary duties as employees.
SECTION 6. Association Dues Deductions
The City shall deduct dues on a regular payroll basis from the pay of Association members.
Such deductions shall be authorized in writing on a form approved and provided by the
Association for this purpose.
The membership forms shall be retained by the Association. Th City shall rely on a certification
from the Association for the authorization, modification, or cancellation of any dues deductions.
The City shall remit such funds to the Association within 30 days following their deduction.
The City shall rely on a certification from the Association requesting a deduction or reduction
that they have and will maintain an authorization, signed by the individual from whose salary
or wages the deduction or reduction is to be made. The Association shall not be required to
provide a copy of an individual authorization to the City unless a dispute arises about the
existence or terms of the authorization. The Association shall indemnify the City for any claims
made by the employee for deductions made in reliance on that certification.
The City shall direct all employee requests to cancel or change deductions to the Association.
The City shall rely on information provided by the Association regarding whether deductions
for Association membership were properly canceled or changed, and the Association shall
indemnify the City for any claims made by the employee for deductions made in reliance on
that information. Deductions may be revoked only pursuant to the terms of the employee's
written authorization, Association Bylaws and this Agreement.
The City shall not deter or discourage employees or applicants for employment from becoming or
remaining members of the Association, or from authorizing representation by the Associationsm
or from authorizing dues or fee deductions to the Association.
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SECTION 7. Joint Labor Management Committee
Upon request, a joint labor management committee will meet to discuss matters within the scope
of representation in order to foster improved communication between the City and PSSEA.
MANAGEMENT RIGHTS
SECTION 8. Management Rights
Except as limited by the specific and express terms of this MOU, the City hereby retains and
reserves unto itself all rights, powers, authority, duties and responsibilities confirmed on and
vested in it by the laws and the Constitution of the State of California and/or United States of
America.
The management and direction of the work force of the City is vested exclusively in the City and
nothing in this MOU is intended to circumscribe or modify the existing rights of the City to engage
in the following conduct:
1. Direct the work of its employees;
2. Hire, promote, demote, transfer, assign and retain employees in positions within the City,
subject to the rules and regulations of the City;
3. Discipline employees for proper cause;
4. Maintain the efficiency of governmental operations;
5. Relieve employees from duties because of lack of work;
6. Take action as may be necessary to carry out the City's mission and services in
emergencies; and
7. Determine the methods, means and personnel by which the operations are to be carried
out and require overtime work by City employees.
LAYOFFS
SECTION 9. Grounds for La oft
Whenever, in the judgment of the City Council, it becomes necessary to reduce the workforce
because of a lack of funds, lack of work or reorganization, an employee may be laid off, reduced
in classification or displaced by another employee.
Such layoff, reduction or displacement shall result from action of the City Manager or designee.
Such action shall not entitle the laid off, reduced or displaced employee to a right of appeal.
The City Manager shall recommend to the City Council each classification to be affected by any
such change.
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SECTION 10. Notice to the Association and Employees
The City shall notify the Association thirty (30) days prior to the implementation of layoffs, to
provide for adequate time to meet and confer regarding the impact.
An employee filling a full time position shall be given fourteen (14) calendar days prior notice of
lay off.
Employees transferred, reduced or displaced shall be given five (5) calendar days' notice. The
City Council may approve a reduction in the notice requirements, if so recommended by the City
Manager.
SECTION 11. Procedures for Layoff
A permanent employee in a classification affected by a reduction in force shall be laid off based
on seniority in City service. That is the employee with the least City service shall be laid off first,
followed by the employee with the second least City service, etc.
SECTION 12. Tie Breaks
Provided that the seniority of two (2) employees is the same, retention points for job
performance shall be credited on the basis of the average of the overall evaluation ratings for the
last three (3) years in a classification, provided the last rating had been filed at least thirty (30)
days prior to the date of the layoff notice.
Retention points are as follows:
1. "Unsatisfactory" rating = 0 retention points
2. "Below Standard" rating = 6 retention points
3. "Standard" rating = 12 retention points
4. "Above Standard" rating = 18 retention points
5. "Outstanding" rating = 24 retention points
In the event of a tie in seniority, the employee with the lowest average of retention points shall be
laid off first. In the event that one or more of the affected employees do not have a sufficient
number of performance evaluations on file, ties shall be broken by a coin toss.
SECTION 13. Reduction to a Vacant Position
An employee designated for layoff as a result of abolition of a position or classification may be
offered appointment to a vacant position in a lower classification, if the employee is qualified by
education and/or experience for such position.
If there is more than one qualified employee to be offered such appointment(s), the offer(s) shall
be based on seniority, with the employee with the highest seniority offered the position first, then
the next highest, etc.
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If the employees have the same seniority, then the procedure for breaking ties set forth above
shall apply.
SECTION 14. Displacement Rights
An employee designated for layoff as a result of elimination of a position or classification may
displace (i.e., "bump") an employee in a lower classification in which the employee has prior
service, provided the laid off person has greater seniority than the employee in the lower
classification
An employee who is bumped shall be laid off in the same manner as employee whose position or
classification is eliminated.
SECTION 15. Sala Placement
An employee who accepts appointment to a lower classification as a result of a displacement (i.e.,
bumping) shall be placed on the step of the lower classification with the salary that most closely
corresponds to, but in no case is higher than, the salary step of their previously held position.
The employee accepting such appointment shall receive a new salary anniversary date on the
effective date of the appointment.
The employee shall, however, retain seniority while their name remains on reemployment list or
lists, as set forth in Section13 below.
SECTION 16. Reemployment List
The names of permanent employees who have been laid off under this section (including
employees who have bumped down to a lower classification) shall be placed, in order of seniority
from most to least, on a reemployment list for their prior classification or any lower classification
for which the employee is qualified by education or experience.
Persons on such lists shall retain eligibility for appointment to such classification(s) for a period of
three (3) years from the date their names were placed on the list.
As a vacancy within such a classification becomes available, the name appearing at the top of
the reemployment list shall be offered the opportunity to fill the vacancy. The name of an individual
selected from the list to fill the vacancy who refuses the re-employment offer without good cause
shall be permanently removed from the re-employment list without right of appeal.
Laid -off employees do not earn seniority credit or benefits while on the re-employment list.
SECTION 17. Rights U on Reemployment
If a person is reemployed by the City within three (3) years of their layoff, the employee's
accumulated sick leave allowance, seniority and vacation accrual shall be maintained or
reinstated to the extent that it has not been paid out, as the case may be.
Reemployed employees shall be placed on the same salary step previously held upon
reemployment, unless the individual is reemployed in a lower related classification in which case
the employee shall be placed on the step for the lower classification with the salary than most
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closely corresponds to, but in no case is higher than, the salary step of their previously held
position.
SECTION 18. Seniority
For the purpose of this section, seniority shall be defined as a bargaining unit member's total,
continuous employment in a position in the City's classified service.
Total, continuous employment is that which is uninterrupted by separation and includes the
following: (1) actual time worked; (2) authorized leave of absence, both paid and unpaid; (3) family
leave, military leave: and (4) industrial injury or illness leave. For purposes of this section, a leave
of absence without pay is limited to a maximum of ninety (90) continuous days.
DISICIPLINE
SECTION 19. Discipline
The City will comply with the requirements set forth in Personnel Rule 14.4 in terms of providing
notice to employees in the event that the City proposes certain disciplinary action against the
employee (i.e., The Department Head will inform the employee of the disciplinary action that the
Department Head intends to recommend to the City Manager ("pre -Skelly notice")).
Prior to making a final decision to take disciplinary action involving suspension, demotion,
dismissal, or reduction in pay, the City Manager shall give written notice of the proposed action
to the concerned employee.
The notice shall include a statement of reasons that a disciplinary action is being proposed and
shall include a copy of the charges being considered by the City Manager.
A written notice delivered to the employee in person, by email or by certified mail to the
employee's address on file with the City.
GRIEVANCE PROCEDURE
SECTION 20. Definition of Turns
A. Grievance - A grievance is an allegation of a violation, misinterpretation or misapplication of
a specific written departmental or agency rule or regulation or a specific provision of this MOU.
A grievance is distinct from an appeal of discipline which is covered by the Personnel Rules
and Regulations (Rule 15 and 16).
B. Grievant - A grievant is an employee or group of employees adversely affected by an act of
omission of the agency.
C. Day - A day is a working day.
D. Immediate Supervisor - The first level supervisor of the grievant.
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SECTION 21. Time Limits
A. Compliance and Flexibility - With the written consent of both parties, the time limitation for any
step may be extended or shortened.
B. Calculation of Time Limits - Time limits for the appeal provided at each level shall begin the
day following receipt of a written decision or appeal by the parties.
C. Failure to Meet Timeliness - Failure at any level of this procedure to communicate the decision
on a grievance by the City within the specified time limits shall permit lodging an appeal at the
next level of the procedure within the time allotted had the decision been given. If the
grievance is not processed by the grievant or grievant in accordance with the time limits, the
decision last made by the City shall be deemed final.
SECTION 22. Procedure
The Association may grieve on behalf of an individual, group of employees or the Association as
a whole.
Grievances will be processed following the procedures set forth below.
A. Level I - Within ten (10) days of the date the employee reasonably knew or should have
known of the incident giving rise to the grievance, the employee should make an effort to
resolve the grievance informally with the employee's immediate supervisor. The
supervisor shall hold discussions and attempt to resolve the grievance within five (5) days
of the employee notifying the supervisor of the issue.
B. Level II - In the event such efforts do not produce a mutually satisfactory resolution, the
grievant shall have ten (10) calendar days to file a formal written grievance after the
employee's immediate supervisor is unable to resolve the grievance through the discussion
process. Under no circumstances may a grievance be filed more than twenty-five (25) days
from the date the employee knew or should have known of the incident giving rise to the
grievance.
Procedure for Filing a Grievance:
In filing a grievance, the employee should set forth the following information:
1. The specific section of the Memorandum of Understanding, departmental or agency
rules or regulations allegedly violated, misinterpreted or misapplied.
2. The specific act or omission which gave rise to the alleged violation, misinterpretation
or misapplication.
3. The date or dates on which the violation, misinterpretation or misapplication occurred.
4. What documents, witnesses or other evidence supports the grievant's position.
5. The remedy requested.
A. Level III - If the grievance is not resolved by the immediate supervisor, the grievant may
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Agreement No. 6676
present the grievance in writing to the Department Head within ten (10) days. The Department
Head will respond in writing within ten (10) days.
B. Level IV - If the grievance is not resolved by the Department Head, the grievant may present
the grievance in writing to the City Manager within ten (10) days. Alternatively, the grievant
may elect to arbitrate the matter pursuant to the binding arbitration provisions set forth
at Article 5, Section 25.
If the grievance is appealed to the City Manager, the City Manager or designee will conduct
an informal hearing and render a decision. Each party shall have the right to present witnesses
and evidence at the hearing. The conclusions and findings of this hearing shall be final.
SECTION 23. Matters (Excluded from the Grievance Procedure
The grievance procedure is not intended to be used for the purpose of resolving the following
issues:
1. Resolve complaints, requests or changes in wages, hours or working conditions.
2. Challenge the content of employee evaluations or performance reviews.
3. Challenge the merits of a reclassification, lay-off, transfer, denial of reinstatement, or
denial of a step or merit increase.
4. Reduction in pay, demotion, suspensions or a termination which are subject to the formal
appeal process outlined in Ordinance 586 and the Personnel Rules and Regulations.
SECTION 24. Grievance Conferences
Grievants and City representatives, upon request, shall have the right to a conference at any level
of the grievance procedure.
SECTION 26. Binding Arbitration
A. Civil Claims:
Both the City and employees covered by this MOU agree that the claims described in this
Section 6.07-A shall be submitted to and determined exclusively by binding arbitration under
the Federal Arbitration Act, in conformity with the procedures of the California Arbitration Act
("CAA") (Cal. Code Civ. Proc. Sec 1280 et seq, including section 1283.05 and all of the CAA's
other mandatory and permissive rights to discovery). Nothing in this MOU shall prevent either
party from obtaining provisional remedies to the extent permitted by Code of Civil Procedure
Section 1281.8 either before the commencement of or during the arbitration process. All
rules of pleading, (including the right of demurrer), all rules and judgment under Code of Civil
Procedure Section 631.8 shall apply and be observed. Resolution of the dispute shall be
based solely upon the law governing the claims and defenses pleaded.
1. The civil claims which are subject to final and binding arbitration shall include, but not
be limited to, any and all employment -related claims or controversies, such breach of
employment agreement, breach of the covenant of good faith and fair dealing,
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Agreement No. 6676
negligent supervision or hiring, wrongful discharge in violation of public policy, unpaid
wages of overtime under the state and federal wage payment laws, breach of privacy
claims, intentional or negligent infliction of emotional distress claims, fraud,
defamation, and divulgence of trade secrets. This also specifically includes claims
that could be asserted under all state and federal anti -discrimination laws, including
but not limited to the California Fair Employment and Housing Act ("FEHA"), Title VII
of the Civil Rights Act of 1964 ("Title VI I"), the Age Discrimination in Employment Act
("ADEA" ), the Americans with Disabilities Act ("ADA"), and the Family and Medical
Leave Act ("FMLA"), and claims for discrimination and harassment in employment on
the basis of race, age, sex, religion, national origin, alienage, religion, marital status,
sexual orientation, disability, political activity, or any other statutorily -protected basis.
It shall also include any and all claims an employee may have under the Fair Labor
Standards Act, the California Labor Code, and the Industrial Welfare Commission
Wage Orders, as well as any other state and federal statutes. This Article 6, Section
6 is further intended to apply to any claim Employee(s) may have against the City
and/or any of its directors, employees, or agents, and to any and all past and future
employment relationships Employee may have with the City regardless of job position
or title. City shall also arbitrate all claims it has against the employee under the same
rules and regulations set forth herein.
2. Notwithstanding the provisions of this Article, employees covered by this MOU may
elect to file a claim for workers' compensation and unemployment insurance benefits
with the appropriate state agencies, and administrative charges with the Equal
Employment Opportunity Commission ("EEOC"), California Civil Rights Department of
("CRD"), and any similar state agency. Unless otherwise required by applicable law,
all other employment -related claims shall be resolved by final and binding arbitration
and not by a jury in a court of law.
3. To the fullest extent permitted by law, employees covered by this MOU agree that they
shall not join or consolidate claims submitted for arbitration pursuant to this Article 5,
Section 25, Subdivision A with those of any other persons, and that no form of class,
collective, or representative action shall be maintained without the mutual consent of
the parties. Any dispute over the validity, effect, or enforceability of the provisions of
this paragraph, including whether the arbitration may proceed as class, collective, or
representative action, shall be for a court of law and not an arbitrator to decide.
4. The City shall bear the costs of any arbitration conducted pursuant to this Article 5,
Section 25, Subdivision A, including the compensation of the Arbitrator, all
administrative expenses, and CSR transcripts. Except as may otherwise be required
by law, the parties shall be responsible for their own attorneys' fees and costs incurred
in presenting their case to the Arbitrator. The Arbitrator shall render a written award
within 30 days after the matter is submitted for determination, and the award of the
arbitrator shall be final and binding on the City, the Association and the employee.
5. The arbitration shall be held before a single arbitrator, who shall be an attorney at law
and an experienced employment law arbitrator. The arbitrator shall be mutually
selected by the parties. The Arbitrator shall have the power to award all legal relief
available in a court of law, including any and all damages that may be available for
any of the claims asserted. In addition, each of the parties shall retain all defenses
that they would have in a judicial proceeding, including defenses based on the
expiration of the statute of limitations and that the damages being sought are not
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Agreement No. 6676
authorized or are excessive.
B. Appeal of Discipline
The Parties understand that employees covered by this MOU are entitled to disciplinary
appeal procedures under the City's Personnel Merit System Administrative Code. Under
Municipal Code Section 1-6-8, employees have the right to have the Los Angeles County
Civil Service Commission hear appeals from dismissal, demotion, and suspensions for a
period of six (6) days or longer. The Parties agree that an employee covered by this
Memorandum of Understanding may opt to have these disciplinary actions be submitted to
binding and final arbitration.
1. The arbitration shall be held before a single arbitrator, who shall be an experienced
labor and employment law arbitrator. The parties shall select an arbitrator from a list
of seven arbitrators provided by the State Mediation and Conciliation Service. If the
parties are unable to reach an agreement in the selection of a hearing officer, each
shall strike names from the list until a final name is selected as the Arbitrator.
2. The City shall pay the costs of the arbitrator and court reporter fees and transcript, if a
court reporter is requested by the parties. The parties shall be responsible for their
own attorneys' fees and costs incurred in presenting their case to the Arbitrator.
3. Any dispute over the validity, effect, or enforceability of the provisions of this Article
3.22.B, shall be for a court of law and not an arbitrator to decide.
4. Under this Section, 3.23.B, the Arbitrator's authority will be limited to determining:
Whether the City has satisfied the seven tests of just cause; and, if not, what is the
appropriate remedy. The Arbitrator shall render a written award within 30 days after
the matter is submitted for determination, and the award of the arbitrator shall be final
and binding on the City, the Association and the employee. The Arbitrator may not
increase the level of discipline.
5. At least ten (10) business days before the scheduled arbitration, the parties shall
exchange the following information: (1) a list of all witnesses each party intends to call
during its case -in -chief; and (2) copies of all documents each party intends to introduce
during its case -in -chief.
C. Contract Interpretation Disputes
The Parties agree that any grievance filed under Article 5, Section 22 of this MOU that is an
allegation of a violation, misinterpretation, or misapplication of this MOU, shall be subject to
final and binding arbitration. The Association must file a written request for final and binding
arbitration within ten (10) days of receipt of the City's response at Level III.
The arbitration shall be held before a single arbitrator, who shall be an experienced
labor and employment law arbitrator. The parties shall select an arbitrator from a list
of seven arbitrators provided by the State Mediation and Conciliation Service
("SMCS"). If the parties are unable to reach an agreement in the selection of a hearing
officer, each shall strike names from the list until a final name is selected as the
Arbitrator.
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Agreement No. 6676
2. The City shall pay the costs of the arbitrator and court reporter fees and transcript, if a
court reporter is requested by the parties. The parties shall be responsible for their
own attorneys' fees and costs incurred in presenting their case to the Arbitrator.
3. Any dispute over the validity, effect, or enforceability of the provisions of this
subsection, shall be for a court of law and not an arbitrator to decide.
4. The Arbitrator's authority will be limited to interpreting the provisions of the MOU and
the Arbitrator has no authority to add to, subtract from, or modify the MOU in any way.
The Arbitrator shall have the authority to determine questions of arbitrability of contract
interpretation disputes. The Arbitrator shall render a written award within thirty (30)
days after the matter is submitted for determination, and the award of the arbitrator
shall be final and binding on the City, the Association and the employee.
5. At least ten (10) business days before the scheduled arbitration, the parties shall
exchange the following information: (1) a list of all witnesses each party intends to call
during its case -in -chief; and (2) copies of all documents each party intends to introduce
during its case -in -chief.
D. This Article is entered into under the CAA and the MMBA, and shall be interpreted and
construed in accordance with the law and procedures developed under those respective
statutes.
ARTICLE 6 — OTHER PROVISIONS
SECTION 1. Personnel File
The official personnel file of each employee shall be maintained in the Human Resources
Department.
A unit member or Association representative authorized bythe member, in writing, may review
or obtain copies of material from the employee's file with the exception of material that
includes ratings, reports or records which are obtained priorto the employment of the employee
involved.
SECTION 2. PersonnelFile: Deroqatory Material
The City shall provide an employee a copy of any derogatory material that the City intends to
place in the employee's personnel file that the City may use for disciplinary purposes.
The City will request that the employee acknowledge receipt of such derogatory material prior
to it being placed in the employee's personnel file. In the event that the employee refuses to
acknowledge receipt, the City shall indicate that the employee refused to acknowledge such
receipt.
Employees shall have the right to provide a written statement rebutting any such derogatory
material. In the event that an employee provides such rebuttal, the City shall attach the
employee's written statement to the derogatory material and place both documents in the
employee's personnel file.
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SECTION 3. Termination Pay
Upon termination of employment during a pay period, pay shall be prorated and paid for each day
worked in said pay period at the base salary hourly rate of pay and the terminal salary warrant
shall include accrued vacation pay to the time of termination.
SECTION 4. Savings
If any provision or the application of any provision of this MOU as implemented should be
rendered or declared invalid by a final court action or decree or preemptive legislation, the
remaining sections of this MOU shall remain in full force and effect for the duration of said MOU.
SECTION 5. Re -Opener
The parties agree that during the term of this Agreement, they shall reopen negotiations to discuss
modification of the municipal code that covers the personnel merit system and the employee
performance evaluation program. Any changes are subject to mutual agreement.
For the Police Support Services For the City:
Employees' Association:
n Hurtado, President
Darrell George
City Manager
Rebecca Redyk
Director of Human Resources
Amy c aniel, Secretary -Treasurer �cander Volberding, C " egotiat
Vicky BKarker, Chief Negotiator
Date
38
Date
(per l -a6,; 2-3
Agreement No. 6676
APPENDIX A
Police Assistant I
Police Assistant II
Police Service Officer I
Police Service Officer II
Crime Scene Investigator I
Crime Scene Investigator II
39
APPENDIX B 2 /o COLA Agreement No. 6676
Effective October 1, 2022
PSSEA
Police Support Services Employee Association Salary Schedule
SALARY
EFFECTIVE REVISION AGREEMENT JOB CLASS TITLE GROUP BU GRADE PAY TYPE HOURLY MONTHLY ANNUAL
DATE EFFECTIVE NUMBER
DATE
10/1/2022 10/1/2022 Crime Scene Investigator I PSSEA 20 s Hourly 32.47 5628.11 67537.26
34.09
35.80
5909.51
6204.99
70914.12
74459.89
37.59
6515.23
78182.80
39.47
6841.00
82091.99
10/1/2022
10/1/2022
Crime Scene Investigator II
PSSEA
21 ps
Hourly
36.51
6327.63
75931.55
38.33
6644.02
79728.25
40.25
6976.21
83714.56
42.26
7325.02
87900.28
44.37
7691.28
92295.40
10/1/2022
10/1/2022
Police Assistant
PSSEA
13 s
I Hourly
23.75
4117.28
49407.39
24.94
4323.15
51877.78
26.19
4539.31
54471.68
27.50
4766.27
57195.24
28.87
5004.58
60055.00
10/1/2022
10/1/2022
Police Assistant II
1 PSSEA
17 s
Hourly
26.28
4554.92
54659.03
27.59
4782.67
57391.98
28.97
5021.80
160261,57
30.42
5272.88
163274.60
31.94
5536.54
196438.44
10/1/2022
10/1/2022
Police Service Officer I
PSSEA
22 s
Hourly
27.59
4781.75
57381.05
28.97
5020.85
60250.18
30.41
5271.89
63262.67
31.94
5535.49
66425.84
33.53
5812.26
69747.15
10/1/2022
10/1/2022
Police Service Officer II
PSSEA
26 s
Hourly
30.68
5318.07
63816.84
32.22
5583.98
67007.74
33.83
5863.17
70358.09
35.52
6156.34
73876.05
37.29
6464.15
77569.75
Equity Adjustments: Crime Scene Investigator 1 (5.10%); Crime Scene Investigator II (7.05%); Police Assistant 1 (6.89%); Police Assistant II (7.13%);
Police Service Officer 1 (3.19%); Police Service Officer 11 (3.97%)
z^io COLA
Agreement No. 6676
Effective July 1, 2023
PSSEA
Police Support Services Employee Association Salary Schedule
SALARY
EFFECTIVE REVISION AGREEMENT JOB CLASS TITLE GROUP BU GRADE PAY TYPE HOURLY MONTHLY ANNUAL
DATE EFFECTIVE NUMBER i
DATE
7/1/2023 7/1/2023 Crime Scene Investigator I PSSEA 20 s Hourly 33.12 5740.67 68888.01
34.78
6027.70
72332.41
36.51
6329.09 1
75949.09
38.34
6645.54 1179746.46
40.26
6977.82
83733.83
7/1/2023
1 7/1/2023
Crime Scene Investi ator II
PSSEA
21 es
Hourly
37.24
39.10
41.05
6454.18
6776.90
7115.74
77450.18
81322.82
85388.85
43.10
7471.52
89658.29
45.26
7845,11
94141.30
7/1/2023
7/1/2023
Police Assistant
PSSEA
13 s
-Hourly
24.23
4199.63
50395.53
25.44
4409.61
52915.34
26.71
4630.09
55561.12
28.05
4 661.60
58339.15
29.45
5104.67
61256.10
7/1/2023
7/1/2023
Police Assistant II
PSSEA
17 s
Hourly
26.80
4646.02
55752.21
28.14
4878.32
58539.82
29.55
5122.23
61466.80
31,03
5378.34
64540.10
32.58
5647.27
67767.21
7/1/2023
7/1/2023
Police Service Officer I
PSSEA
22 s
Hourly
28.14
4877.39
58528.67
29.55
5121.27
161455.18
31.02
5377.33
64527.92
32.57
5646.20
67754.36
34.20
5928.51
71142.09
7/1/2023
7/1/2023
Police Service Officer II
PSSEA
26 s
Hour)
31.29
5424.43
65093.18
32.86
5695.66
68347.89
34.50
5980.44
71765.25
36.23
1 6279.46
75353.57
38.04
6593.43
79121.14
2% COLA
Agreement No. 6676
Effective July 1, 2024
PSSEA
Police Support Services Employee Association Salary Schedule
SALARY
EFFECTIVE REVISION AGREEMENT JOB CLASS TITLE GROUP BU GRADE PAY TYPE HOURLY MONTHLY ANNUAL
DATE EFFECTIVE NUMBER
DATE
7/1/2024
7/1/2024
Crime Scene Investigator I
PSSEA
20 s
Hourly
33.78
5855.48
70265.77
35,47
6148.25
73779.05
37.24
6455.67
77468.07
39.11
6778.45
81341.39
41.06
7117.38
85408.51
7/1/2024
7/1/2024
Crime Scene Investigator 11
PSSEA
21 ps
Hourly
37.98
6583.27
78999.19
39.88
6912.44
82949.28
41.87
7258,05
87096.62
43.97
7620.95
91451,,46
46,17
8002.01
96024.13
7/1/2024
7/1/2024
Police Assistant I
PSSEA
13 s
Hourly
24.71
4283.62
51403.45
25.95
4497.80
153973.64I,
27.25
4722.70
156672.34
28.61
4958.83
159505.93
30.04
5206.77
62481.22
7/1/2024
7/1/2024
Police Assistant II
PSSEA
17 s
Hourly
27.34
4738.94
56867.25
28.71
4975.88
59710.62
30.14
5224.68
62696.13
31.65
5485.91
65830.90
33.23
5760.21
69122.55
7/1/2024
7/1/2024
Police Service Officer I
PSSEA
22 s
_Hourly
28.70
4974.94
1 59699.24
30.14
5223.69
162684,29
31.64
5484.87
65818.48
33.23
5759.12
69109.45
34.89
6047.08
72564.93
7/1/2024
7/1/2024
Police Service Officer 11
PSSEA
26 s
Hourly
31.92
5532.92
66395.04
33.52
5809.57
69714.85
35.19
6100.05
73200.56
36.95
1 6405.05
76860.64
38.80
6725.30
80703.57
Agreement No. 6676
2%COLA
Effective July 1, 2025
PSSEA
Police Support Services Employee Association Salary Schedule
EFFECTIVE
DATE
SALARY
REVISION
EFFECTIVE
DATE
AGREEMENT
NUMBER
JOB CLASS TITLE
GROUP BU
GRADE
PAY TYPE
HOURLY
MONTHLY
ANNUAL
7/1/2025
7/1/2025
Crime Scene Investigator I
PSSEA
20 s
Hourly
34.46
5972.59
71671.08
36.18
6271.22
75254.63
37.99
39.89
41.88
6584.79 179017.43
6914.02
7259.72
82968.22
87116.68
7/1/2025
7/1/2025
Crime Scene Investigator II
PSSEA
21 s
Hourly
38.74
6714.93
80579.17
40.68
7050.69
84608.26
42.71
7403.21
88838.56
44.85
7773.37
93280.48
47.09
8162.05
97944.61
7/1/2025
7/1/2025
Police Assistant
PSSEA
13 s
Hourly
25.21
4369.29
52431.51
26.47
4587.76
55053.12
27.79
4817.15
57805.79
29.18
5058.00
60696.05
30.64
5310.90
63730.84
7/1/2025
7/1/2025
Police Assistant II
PSSEA
17 s
Hourly
27.89
4833.72
58004.60
29.28
5075.40
60904.83
30.75
5329.17
63950.06
32.28
33.90
5595.63
5875.42
67147.52
70505.00
7/1/2025
7/1/2025
Police Service Officer I
PSSEA
22 s
Hourly
29.28
5074.44
60893.22
30.74
5328,16
63937.97
32.28
5594.57
67134.85
33.89
5874.30
70491.63
35.58
6168.02
74016.23
7/1/2025
7/1/2025
Police Service Officer II
PSSEA
26 s
Hourlv
32.56
5643.58
167722.94
34.19
5925.76
71109.15
35.90
6222.05
174664.57
37.69
6533.15
178397.86
39.58
6859.80
1 82317.64