CONTRACT 3271 - PERM Memorandum of Understanding CLOSEDm
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32 71
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TABLE OF CONTENTS
ARTICLE 1
GENERAL PROVISIONS:
Section
1.01
Preamble
Page
7
Section
1.02
Management Rights
Page
7
Section
1.03
Savings Clause
Page
8
Section
1.04
No- strike Clause
Page
8
Section
1.05
Association Dues Deduction
Page
8
Section
1.06
Association Administrative Time
Page
9
Section
1.07
Association Hearing Cost Contribution
Page
9
Section
1.08
Maintenance of Existing Benefits
Page
9
Section
1.09
Non - Discrimination
Page
9
ARTICLE 2
SALARY:
Section
2.01
Salary
Page
10
Section
2.02
Salary Schedule Calculation Methodology
Page
11
Section
2.03
Step Advancement - Accelerated
Page
11
Section
2.04
Notice Requirement to Withhold Step
Page
12
Increase
ARTICLE 3
EDUCATION /CERTIFICATE INCENTIVE:
Section
3.01
Educational Compensation - Post 1993
Page
12
Section
3.02
Educational Compensation - Pre 1993
Page
12
Section
3.03
Educational Compensation
Page
13
Section
3.04
Certification Requirement for
Page
13
Educational Compensation
Section
3.05
Longevity Achievement on Merit
Page
13
ARTICLE 4
LATERAL ENTRY INCENTIVE PROGRAM:
Section
4.01
Lateral Entry Educational Incentive Pay
Page
15
ARTICLE 5
TUITION AND BOOK REIMBURSEMENT PROGRAM:
Section
5.01
b
Policy and Eligibility
Page
15
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Page 3 of 31
.,,.
Section 5.02
Undergraduate Studies
Page
15
Section 5.03
Post - Graduate Studies
Page
15
Section 5.04
Tuition Reimbursement Program
Page
16
ARTICLE 6
PROMOTIONS:
Section 6.01
Salary Differential upon Promotion
Page
16
Section 6.02
Educational Prerequisites for Promotional
Page
16
Positions
ARTICLE 7
NO- SMOKING CLAUSE:
Section 7.01
Establishment
Page
16
ARTICLE 8
OVERTIME COMPENSATION:
Section 8.01
Pay for Public Relations Appearances
Page
17
Section 8.02
Court On -Call Pay
Page
17
Section 8.03
Call -Back Pay
Page
17
Section 8.04
Court Call -Back Pay
Page
17
ARTICLE 9
DIFFERENTIAL PAY:
Section 9.01
Motor Officer, Canine Officer, Detective and
ro
Special Assignment Pay
Page
17
Section 9.02
Billingual Pay
Page
18
ARTICLE 10
PHYSICAL FITNESS INCENTIVE PROGRAM:
Section 10.01
Purpose
Page
18
Section 10.02
Department Policy
Page
18
Section 10.03
Program Components
Page
18
ARTICLE 11
COMPENSATORY TIME:
Section 11.01
Maximum Accrual
Page
19
Section 11.02
Shooting and Physical Fitness Bank
Page
19
- Maximum Accrual
Section 11.03
Firearms Qualification
Page
19
ARTICLE 12
HOLIDAY PAY:
Section 12.01
Eligible Officers
Page
19
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ARTICLE 13
SICK LEAVE:
3271
Section
13.01
Payment of Sick Leave Accrual
Page
20
After 10 Years Service
Section
13.02
Payment of Sick Leave Accrual
Page
20
After 20 Years Service
Section
13.03
Payment on Disability Retirement
Page
20
Section
13.04
Annual Sick Leave Payout
Page
20
Section
13.05
Family Emergency Leave
Page
20
ARTICLE 14
VACATION LEAVE:
Section
14.01
Accrual Schedule For Employees
On or After July 1, 1994
Page
20
Section
14.02
Accrual Schedule For Employees
Hired Before July 1, 1994
Page
21
- Closed Participation
Section
14.03
Vacation Sell Back
Page
21
ARTICLE 15
BEREAVEMENT LEAVE:
Section
15.01
Maximum Leave Time
Page
21
Section
15.02
Immediate Family Members Defined
Page
21
ARTICLE 16
JURY DUTY:
Section
16.01
Provision
Page
21
ARTICLE 17
HEALTH BENEFITS:
Section
17.01
Medical Insurance Continuation
Page
22
- On Duty Death
Section
17.02
Optical, Dental, and Life Insurance
Page
22
Section
17.03
Medical Contract
Page
22
Section
17.04
City Medical Contribution
Page
22
Section
17.05
Body Scan
Page
23
ARTICLE 18
t, ➢' IFORM AND SAFE "I "Y E 'UIPM' >NT A.LLOWA CE:
Section
18.01
Provision & Annual Allowance
Page
23
Section
18.02
Uniform Cleaning Allowance
Page
23
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u
ARTICLE 19
RETIREMENT BENEFITS:
Section
19.01
PERS Retirement Formula
Page
23
Section
19.02
PERS "Pick -Up"
Page
23
Section
19.03
Optional Contract Provisions
Page
23
Section
19.04
Minimum Service with City of El Segundo to
Page
24
Receive Retirement Benefits
Section
19.05
Retiree Health Insurance Contribution Program
Page
24
Section
19.06
Police Trainee Retirement Plan
Page
24
ARTICLE 20
DIRECT DEPOSIT and FLEXIBLE
SPENDING ACCOUNT:
Section
20.01
Direct Deposit
Page
24
Section
20.02
Flexible Spending Account
Page
24
ARTICLE 21
COMPUTER LOAN PROGRAM-
Section
21.01
Initial Loan
Page
24
Section
21.02
Prior & Outstanding Balances
Page
24
Section
21.03
Requirements & Conditions
Page
25
ARTICLE 22
MATERNITY POLICY:
Section
22.01
Policy
Page
25
ARTICLE 23
CATASTROPHIC PHIC L EA VE PROGRAM:.
Section
23.01
Definition of a Catastrophic Illness or Injury
Page
25
Section
23.02
Eligible Employees for Donation and Program
Page
25
Usage
Section
23.03
Policy Procedures
Page
26
ARTICLE 24
LAYOFF PROCEDURES:
Section
24.01
Grounds for Layoff
Page
26
Section
24.02
Notice to Employees
Page
26
Section
24.03
At -Will Employees
Page
26
Section
24.04
Procedures for Layoff
Page
26
Section
24.05
Breaking Ties
Page
26
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Section
24.06
Reduction to a Vacant Position
Page
27
Section
24.07
Displacement Rights
Page
27
Section
24.08
Salary Placement
Page
27
Section
24.09
Reemployment List
Page
27
Section
24.10
Letter of Layoff
Page
27
Section
24.11
Rights on Reemployment
Page
28
Section
24.12
Appeal
Page
28
ARTICLE 25
GRIEVANCE PROCEDURE:
Section
25.01
Definition of Terms
Page
28
Section
25.02
Time Limits
Page
28
Section
25.03
Procedure
Page
28
Section
25.04
Matters Excluded from the Grievance
Page
29
Procedure
Section
25.05
Conferences
Page
30
ARTICLE 26
POLICIES
Section
26.01
Occupational Injury and Illness Policy
Page
30
Section
26.02
Disability Retirement Policy
Page
30
Section
26.03
Fitness for Duty Policy
Page
30
ARTICLE 27
TERM OF AGREEMENT:
Section
27.01
Term
Page
30
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. 1 ®i
1
MEMORANDUM OF UNDERSTANDING
between the
EL SEGUNDO POLICE OFFICERS' ASSOCIATION,
and
THE CITY OF EL SEGUNDO, CALIFORNIA
ARTICLE 1 GENERAL PROVISIONS:
Section 1.01 Preamble
This Memorandum of Understanding is entered into with reference to the following:
A. The El Segundo Police Officers' Association (hereinafter referred to as the "Association ") is the
exclusively recognized employee organization for all personnel employed by the City of El
Segundo (hereinafter referred to as "City") in the unit of representation including the following
classifications and positions (hereinafter referred to as affected employees): Police Sergeant and
Police Officer. During the life of this agreement, such exclusive recognition may only be modified
pursuant to the provisions of City Resolution No. 3208.
B. In the interest of maintaining harmonious relations between the City and the affected employees,
authorized representatives of the City Council of City and the Association have met and conferred
in good faith, exchanging various proposals concerning wages, hours and the terms and conditions
of employment of affected employees within the lawful scope of representation of Association
pursuant to California Government Code Sections 3500 et. seq. and City Resolution Number
3208.
C. The authorized representatives of the City Council of City and the Association have reached a
mutual agreement as to certain wages, hours and other terms and conditions of employment of the
affected employees, this memorandum of which shall be submitted to the City Council of City for
its consideration and if adopted, for implementation of its terms and conditions by appropriate
ordinance, resolution or other lawful action. This Memorandum of Understanding is a
comprehensive statement of agreed -upon wages, hours and other terms and conditions of
employment
D. Unless otherwise provided for herein, all terms and conditions described herein shall be effective
upon adoption of the MOU by the City Council.
Section 1.02 Management Rights
A. Except as limited by the specific and express terms of this Memorandum of Understanding, the
City hereby retains and reserves unto itself all rights, powers, authority, duty, and responsibilities
confirmed on and vested in it by the laws and the Constitution of the State of California and/or
United States of America.
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. ,
B. The management and the direction of the work force of the City is vested exclusively in the City,
and nothing in this Memorandum of Understanding is intended to circumscribe or modify the
existing right of the City to direct the work of its employees; hire, promote, demote, transfer,
assign, and retain employees in positions within the City, subject to the rules and regulations of
the City; suspend or discharge employees for proper cause; maintain the efficiency of
governmental operations; relieve employees from duties because of lack of work; take action as
may be necessary to carry out the City's mission and services in emergencies; and to determine
the methods, means, and personnel by which the operations are to be carried out.
Section 1.03 Savings Clause
If any provision or the application of any provision of this Memorandum of Understanding shall be
rendered or declared invalid by any final court action or decree, or by reason of any preemptive
legislation, the remaining sections of this memorandum shall remain in full force and effect for the
duration of said memorandum.
Section 1.04 No- Strike Clause
A. The El Segundo Police Officers' Association agrees that during the term of this Memorandum of
Understanding their members employed by the City of El Segundo will not strike or engage in any
work stoppage or slowdown, engage in any concerted failure to report for duty, or fail to perform
their duties in whole or in part for the purpose of inducing, influencing, or coercing a change in
the conditions, or compensation, or the rights, privileges, or obligations of employment.
B. The Association also agrees that their members employed by the City of El Segundo will not
refuse to cross a picket line in performance of their normal and customary duties, nor will the
aforementioned employee organization attempt to influence, either directly or indirectly, other
employees to honor an existing picket line in the performance of their normal and customary
duties as employees.
C. It is understood that any employee violating this provision maybe subject to discipline up to and
including termination by the City.
D. It is understood that in the event this provision is violated the City may be entitled to withdraw
any rights, privileges or services provided for in this Agreement or in City policy from any
employee and/or the Association.
Section 1.05 Association Dues Deduction
The City agrees to:
A. Provide official dues deductions for all employees who subscribe to Association membership;
B. Provide official payroll deductions for City- approved Association insurance and welfare plans,
not to exceed five programs;
C. Provide the Association with a list of newly -hired employees in the representation unit monthly.
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""
Section 1.06 Association Administrative Time
Effective August 1, 2003, Association is granted a total of f240) hours (as a group) per year of paid
Association Administrative Leave (AAL) for the conduct of Association's business and for its
members to participate in activities that further the interests or prestige of the Association. These
activities shall include, but shall not be limited to, attending the Peace Officers' Research Association
of California conference, attending other conference or seminars, instructional classes or participating
on various local or statewide committees or boards. AAL must be authorized by the Association
President and approved by the Police Chief. Effective August 1, 2004, the foregoing allowance for
AAL will be increased to 300 hours (as a group) per year.
Section 1.07 Association Hearing Cost Contribution
Commencing on July 1, 1999, the Association will pay for one -half of the costs incurred in connection
with Los Angeles County Civil Service Commission hearings to a maximum of $3,000 per year.
Section 1.08 Maintenance of Existing Benefits
A. This Memorandum of Understanding contains all of the covenants, stipulations and provisions
agreed upon by the parties. It is understood that all items relating to employee wages, hours and
other terms and conditions of employment not covered in this Memorandum of Understanding
are covered by existing ordinances, resolutions, policies, and practices of the City, as well as the
Personnel Rules and Regulations presently in effect. Therefore, for the life of this agreement,
neither party shall be compelled to meet and confer with the other concerning any mandatory meet
and confer issues whether specifically discussed prior to the execution of this agreement or which
may have been omitted in the discussions which led up to the execution of this agreement, except
as provided in this agreement or by mutual agreement of parties.
B. Nothing herein prevents the City and Association from meeting and consulting on the City's
Personnel Rules and Regulations which are within the scope of representation. However, the
mutual agreement of both the City and Association are required to effect any change.
Section 1.09 Non - Discrimination
A. The Association and the City recognize and agree to protect the rights of all employees to join
and/or participate in protected Association activities or to refrain from j oining or participating in
Association activities.
B. The Association and the City agree that they shall not illegally discriminate against any employee
because of race, color, sex, age, national origin, political or religious opinions or affiliations and
shall act affirmatively to accomplish equal employment opportunities for all employees. The
Association and the City shall reopen any provision of this Agreement for the purpose of
complying with any final order of a Federal or State agency or court of competent jurisdiction
requiring a modification or change in any provision or provisions of this Agreement in
compliance with State or Federal anti - discrimination laws.
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ARTICLE 2 SALARY:
Section 2.01 Salary
A. oG'ice (')ff"rccr s n(i Sg&gdllLs
1. Salary tables for Police Officers and Police Sergeants, effective July 1, 2003, are depicted on
Attachment A of the Memorandum of Understanding.
2. Effective July 15, 2006, the salary schedule will be increased by 2.12 %*
3. Effective July 15, 2007, the salary schedule will be increased by 4.45 %*
* - subject to Article 17, Section 17.04, these salary increases may be decreased to offset the
cost of the medical insurance premiums. (See Article 17, Section 17.04)
B. Continency Increases
Subject to the provisions of Article 17, Section 17.04 below, the salary schedule may
increase by as much as 10% (in the aggregate) over the last 4 years of the contract.
Such increases are contingent upon new business license revenues and new net sales
tax revenues (collectively "New Revenues "). New Revenues are defined as business
license revenues and sales tax revenues generated from businesses entering and
doing business in the City for the first time after September 30, 2003 and does not
include:
a. Businesses doing business in the City as of September 30, 2003 that expand
or transfer locations within the City or consolidate their business from
locations outside the City to within the City;
b. New businesses that are formed after September 30, 2003 but are'controlled
or owned (majority interest) by businesses located in the City as of
September 30, 2003; or
c. Mergers and acquisitions that in anyway involve businesses that were
located in the City as of September 30, 2003 even if the resulting entity is an
entity that was not located in the City as of September 30, 2003.
Additionally, financial incentives of any type whatsoever to any business generating
New Revenues and payments the City is required to make to any entity based upon
the providing of such incentives shall be deducted from the New Revenues for
purposes of determining the amount of revenues eligible for the contingent
payments contemplated hereunder.
New sales tax revenue will be determined by confirming with the City's sales tax
consultant a list of new sales tax producers generated after September 30, 2003 and
evaluated at the end of each fiscal year. For purposes of this Agreement "new sales
tax producers" shall mean the same thing as new businesses, as described above.
Any new sales tax counted toward the 10% contingency will be net of any revenue
or offsetting costs that may be required by, or as a part of, a development or other
tax sharing agreement. The Association agrees that it will not interfere with or
otherwise impede the City's ability to enter into a tax sharing/reduction agreement
or similar arrangement with new businesses.
The revenue contained in the contingency pool is cumulative and any eligible
revenue generated beginning in year one of this Agreement will be designated to
the contingency pool over the term of the contract.
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Employees are eligible to receive salary increases beginning in the second year
of this Agreement. The unit will receive a 1% salary increase for each $120,000
in increased new revenue (as described above); provided however, that pursuant
to Article 17, Section 17.04, the first .83% of contingency money will be used to
offset the cost of anticipated medical insurance premium increases. (For
example, if the new revenue by the second year is $240,000, the unit will receive
a 1.17% salary increase; if the new revenue by the second year is $60,000, the
unit will receive no salary increase and third year revenues will have to be more
than $39,600 (.33 %) in order to generate a salary increase for the unit.)
Increases will be pro- rated, as necessary. The determination regarding funding
for these increases will be made following the receipt of revenue figures for the
applicable fiscal year.
4. The maximum salary increase that can be generated by this contingency formula
is capped at 4.0% each year beginning with the October 2004 payment date.
There will be no cap for the year ending October 2008, provided however, that
the cumulative maximum contingency payment for the time period October 1,
2004 through October 1, 2008 may not exceed 10 %. Although contingency
increases, if any, will be effective on the first day of the first pay period in
October of each year (beginning October 2004 and ending October 2008), the
actual payment may be delayed due to the need to determine available funding
(see above) and the processing of the appropriate payroll documents.
A. Police Officer Trainee (non -sworn)
1. A Police Officer Trainee classification shall be established to be compensated at 80 percent
of the Police Officer "A" Step.
2. A Police Service Officer who is appointed to the position of Police Officer Trainee shall
continue to receive his/her former rate of pay as a fixed amount as long as it exceeds the
salary to which he /she would otherwise be entitled based on job performance and length of
service as a Police Officer Trainee. The affected employee's salary shall change to the
appropriate salary range for his/her classification upon that salary being more than the
aforementioned frozen ( "Y- rated ") salary.
Section 2.02 Salary Schedule Calculation Methodology
The phrase "total pay" as used herein is the sum of gross regular pay and deferred pay as shown in the
Police Safety Series of the El Segundo Administrative Code, except that effective July 7, 1984, total
pay shall be calculated in dollars and cents rounded off to two (2) decimal places to the right of the
decimal point, and adjusted to reflect the intent to maintain the specific and proportional percent
differences between salary ranges and salary steps previously approved by the City.
Section 2.03 Step Advancement - Accelerated
The Police Chief may recommend to the Personnel Director for approval by the City Manager that an
employee receive an accelerated advancement of part or all of the next salary step increase in the Basic
Salary Range (A — E Steps) based on exemplary job performance. The accelerated salary
advancement shall not change the affected employee's anniversary date.
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Section 2.04 Notice Requirement to Withhold Step Increase
The City shall have the option during or after the term of this agreement to provide employees written
notice of the intent to withhold a salary step increase and the reasons for same no later than the end of
the pay period which begins after the employee's anniversary date.
ARTICLE 3 EDUCATION /CERTIFICATE INCENTIVE:
Section 3.01 Education Compensation - POST 7 -1 -93 Non Lateral Entr r 1,evel Sworn Hirces:
A. Presently, non - lateral entry level sworn hirees commence employment at "A" Step of the police
officer salary range. Such hirees qualifying for and possessing an Associates degree at the time of
hire will be initially employed at `B" Step; such hirees qualifying for and possessing a Bachelors
degree at the time of hire will be initially employed at the "C" Step; such hirees qualifying for and
possessing a Masters degree at the time of hire, will be initially employed at the "D" Step;
B. Said hirees will be eligible to receive education compensation upon successful completion of
actual service as follows:
1. Qualification for and possession of Associates degree - 5% of base salary per month
after completion of two (2) years of actual service;
2. Qualification for and possession of Bachelors degree - 12% of base salary per month
after completion of three (3) years of actual service;
3. Qualification for and possession of Masters degree - 18% of base salary per month after
completion of four (4) years of actual service.
C. No Post 7 -1 -93 hirees will be eligible for any compensation related to the holding of any POST
certificates or other non - degree certificates or licenses.
D. This provision will expire on July 31, 2004.
Section 3.02 Education Compensation - PRE, 7 -1 -93 Sworn Police Officer Employees Continuation of
Present Program with Exception of 3 and (4)):
A. As regards sworn peace officers employed by the City on or before July 1, 1993, the following
POST certificate compensation shall be applicable:
1. Affected employees who have qualified for and possess an Intermediate POST certificate,
shall receive 5% of base salary per month as and for a POST certificate compensation award.
2. Affected employees who have qualified for and possess an Advanced POST certificate, shall
receive a total of 10% of base salary per month as and for a POST certificate compensation
award.
3. Effective July 5, 1997, affected employees who have qualified for and possess a Bachelor's
degree shall receive an additional 2% of base salary per month for a total compensation of
12% per month.
4. Affected employees who have qualified for and possess a Master's Degree shall receive 15%
of base salary per month. Effective July 5, 1997, affected employees who have qualified for
and possess a Masters degree shall receive an additional 3% of base salary per month for a
total additional compensation of 18% per month.
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B. Except as described in Article 3, Section 3.02.A.3 & 3.02.A.4] no pre 7 -1 -93 hirees will be
eligible for any compensation related to the qualification and possession of "degrees."
C. This provision will expire on July 31, 2004.
Section 3.03 Educational Compensation
A. Effective August 1, 2004, employees will be eligible for education compensation as follows:
1. Qualification for and possession of 60 units or AA degree or Intermediate POST
Certificate — 5% of base salary per month after completion of two (2) years of sworn
law enforcement service.
2. Qualification for and possession of 60 units or AA degree and Intermediate POST
Certificate — 7.5% of based salary per month after completion of two (2) years of sworn
law enforcement service.
Qualification for and possession of Advanced POST Certificate — 12% of base salary
per month after completion of three (3) years of sworn law enforcement service.
4. Qualification for and possession of Bachelors degree — 15% of base salary per month
after completion of three (3) years of sworn law enforcement service.
5. Qualification for and possession of Master's Degree — 20% of base salary per month
after completion of four (4) years of sworn law enforcement service.
Section 3.04 Certification Requirement for Educational Compensation
Employees who participate in the Educational Reimbursement Program will be required to sign the
following agreement:
Educational Reimbursements — "I certify that I successfully completed the course(s), receiving
at least a grade of "C" or better" or a grade of "pass ", if the course was offered on a pass /fail
basis. (Attach a copy of grade verification) "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 employ, voluntarily or through termination, with cause,
within one year after completion of the course work for which I am to receive reimbursement,
in accordance with the following schedule."
Section 3.05 Longevity Achievement on Merit
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�� 4 �i ✓'
1. Effective August 1, 2003, employees shall be compensated for longevity as follows:
A. Upon completion of five years of paid, full -time sworn law enforcement service an additional
seven and one -half percent (7.5 %)
B. Upon completion of ten years of paid, full -time sworn law enforcement service an additional
nine percent (9 %).
C. Upon completion of fifteen years of paid, full -time sworn law enforcement
service an additional twelve and one -half percent (12.5 %).
D. Upon completion of twenty years of paid, full -time sworn law enforcement service an
additional fifteen percent (15 %).
E. Upon completion of twenty-six years of paid, full -time sworn law enforcement service an
additional twenty-five percent (25 %)
2. Effective August 1, 2005, employees shall be compensated for longevity as follows:
A. Upon completion of five years of paid, full -time sworn law enforcement service an additional
ten percent (10 %).
B. Upon completion of ten years of paid, full -time sworn law enforcement service an additional
twelve and one -half percent (12.5 %).
C. Upon completion of fifteen years of paid, full -time sworn law enforcement service an
additional fifteen percent (15 %).
D. Upon completion of twenty years of paid, full -time sworn law enforcement service an
additional seventeen and one -half percent (17.5 %).
E. Upon completion of twenty-six years of paid, full -time sworn law enforcement service an
additional twenty-seven and one -half percent (27.5 %).
3. Effective July 15, 2006, employees shall be compensated for longevity as follows:
A. Upon completion of five years of paid, full -time sworn law enforcement service an additional
twelve and one -half percent (12.5 %).
B. Upon completion of ten years of paid, full -time sworn law enforcement service an additional
fifteen percent (15 %).
C. Upon completion of fifteen years of paid, full -time sworn law enforcement service an
additional seventeen and one -half percent (17.5 %).
D. Upon completion of twenty years of paid, full -time sworn law enforcement service an
additional twenty percent (20 %)
E. Upon completion of twenty-six years of paid, full -time sworn law enforcement service an
additional thirty percent (30 %).
4. After qualifying for longevity pay, an employee shall cease to receive such pay during any time
period that: the employee does not meet the requirements for longevity; the employee is
suspended without pay; or the employee's most recent annual performance evaluation is rated
Page 14 of 31
JJ
below standard or unsatisfactory. An employee who has lost his/her eligibility to receive this
benefit because of a substandard annual performance evaluation shall be evaluated quarterly
thereafter until the supervisor deems quarterly evaluations to be no longer necessary. Once an
employee receives his or her first performance evaluation, rated standard or above, the longevity
pay shall be reinstated on the first payroll period following the employee's requalification and
may not be removed until the employee receives a further below standard or unsatisfactory annual
evaluation.
ARTICLE 4 LATERAL ENTRY INCENTIVE PROGRAM:
Section 4.01 Lateral Entry Educational Incentive Pay
Police Officers who enter the service of the El Segundo Police Department under the Lateral Entry
Program will be eligible to receive educational incentive pay as follows:
A. Qualification for and possession of an Associate's Degree - 5% of base salary with a minimum of
two years of sworn law enforcement experience.
B. Qualification for and possession of a Bachelor's Degree - 12% of base salary with a minimum of
three years of sworn law enforcement experience.
C. Qualification for and possession of a Master's Degree - 18% of base salary with a minimum of
four years of sworn law enforcement experience.
D. Effective July 31, 2004, this section will expire, and all lateral hires will be eligible for education
incentive pay pursuant to Section 3.03.
ARTICLE 5 TUITION AND BOOK REIMBURSEMENT PROGRAM:
Section 5.01 Policy and Eligibility
The following college -level tuition and book reimbursement program shall be applicable to all unit
members:
Section 5.02 Undergraduate Studies (Studies undertaken in pursuit of an Associate's or a Bachelor's degree).
A. The City shall reimburse each affected employee in an amount equal to 100% of tuition and book
expenditures incurred while employed by the City and while a student at any accredited college or
university having its campus in the State of California. However, the tuition reimbursement
described herein, shall not exceed the per -unit tuition cost required by the University of California
or California State University, whichever is higher.
B. Tuition and book reimbursement shall be provided only for those classes in which a certified
college or university transcript evidences the employee attaining a grade of "C" or better (or
where classes are taken "pass /fail," evidence must be provided of a "pass" grade) in classes
approved pre - enrollment by the Chief of Police or his/her designee.
Section 5.03 Post - Graduate Studies (Post- Graduate studies are defined as those undertaken in pursuit of a
degree beyond a Bachelor's).
A. The City shall reimburse each affected employee pursuing post - graduate studies in an amount
equal to 100% of tuition and book expenditures incurred while employed by the City and while
pursuing said studies at the University of California or California State University;
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B. The City shall reimburse each affected employee pursuing post - graduate studies at other
accredited institutions, in an amount equivalent to 80% of the tuition and book expenditures
incurred while employed by the City and while pursuing said studies;
C. Tuition and book reimbursement shall be provided only for those classes in which a certified
university transcript evidences the employee attaining a grade of "C" or better (or where classes
are taken "pass /fail," evidence must be provided of a "pass" grade) in classes approved pre -
enrollment by the Chief of Police or his/her designee.
Section 5.04 Tuition Reimbursement Program— effective August 1, 2003.
A. The City will reimburse each applicable employee for the cost of undergraduate and graduate education, in
an amount not to exceed 100% of the cost of tuition and book/supplies at UCLA or UCI, whichever is
higher. All employees who are enrolled in graduate or undergraduate programs as of August 1, 2003, shall
be permitted to complete their respective graduate or undergraduate degrees under the terms of the former
Tuition Reimbursement program (See Sections 5.02 and 5.03 above).
B. Tuition and book reimbursement shall be provided only for those classes in which a certified
university transcript from an accredited institution having its campus in the State of California,
evidences the employee attaining a grade of "C" or better (or where classes are taken "pass /fail,"
evidence must be provided of a "pass" grade) in classes approved pre - enrollment by the Chief of
Police or his/her designee.
ARTICLE 6 PROMOTIONS:
Section 6.01 Salary Differential upon Promotion
The City shall have the option to compensate supervisors newly appointed to their positions after July
1, 1986 at a base rate as long as it is higher than the base rate of their subordinates (no minimum 5%
pay differential), exclusive of longevity pay, educational incentive pay, and special assignment pay.
Section 6.02 Educational Prerequisites for Promotional Positions
A. Any applicant seeking to participate in any segment of a Sergeant's examination where said
segment is administered on or after January 1, 2000, must possess an Associate's Degree or
higher degree or possess a transcript documenting sixty or more semester units, or an equivalent
amount of quarter or term units, earned towards a Bachelor's Degree from a university or college
accredited by POST standards.
B. An applicant seeking to participate in any segment of an examination for the positions of
Sergeant, Lieutenant or Captain, where said segment(s) is administered on or after January 1,
2005, must be qualified for and possess a Bachelor's degree at the time of participating in any
such segment(s) of the examination.
ARTICLE 7 NO- SMOKING CLAUSE:
Section 7.01 Establishment
All personnel employed on or after July 1, 1988, shall, as a condition of initial and continued
employment, refrain from smoking and/or using tobacco products at any time on or off duty.
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ARTICLE 8 OVERTIME COMPENSA'T'ION:.
Section 8.01 Pay for Public Relations Appearances
Police Officers and Police Sergeants who are required by the Chief of Police to make presentations to
community groups on an overtime basis shall be compensated at one and one -half times their regular
rate of pay.
Section 8.02 Court On -Call Pay
A. Except as set forth below, off -duty personnel who are placed in on -call status for court during
either the morning or the afternoon session will receive three hours of paid overtime at a rate of
time and one -half his/her regular rate of pay as defined in this MOU for each session the officer is
in an on -call status. Off duty personnel who are placed in on -call status for court during both the
morning and the afternoon sessions will receive six hours of paid overtime at a rate of time and
one -half his/her regular rate of pay.
Officers will not receive on call pay if they are:
1. Called into court that session (in which case 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., IOD, administrative leave).
B. Officers shall not have the option of reporting to work in lieu of being in an on -call status.
C. Officers who are in an on -duty status are not eligible for court on -call pay,
Section 8.03 Call -Back Pay
A minimum of 2 hours of work time at one and one -half the employee's regular rate of pay shall be
credited for all call backs. Effective August 1, 2004, a minimum of 4 hours of work time at one and
one -half the employee's regular rate of pay shall be credited for all call backs.
Section 8.04 Court Call -Back Pay
A. An officer called into court while off duty shall be paid overtime for all time served plus travel
time (per Department General Order) or three 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
paid IOD leave, or being paid for any other reason.
B. The City will pay $2.00 per meal for police officers required to be in attendance at court during
meal periods.
ARTICLE 9 DIFFERENTIAL PAY:
Section 9.01 Motor Officer, Canine Officer, Detective and Special Assignment Pay
The City shall provide differential pay as follows:
Effective July 1, 2000, The City will pay Motor Officers a differential pay equal to 6% above gross
regular pay Step E of the employee's classification without incentives; and the City will pay detectives,
canine officers and employees designated by the Chief of Police as having special assignments a
differential pay equal to 4.5% above gross regular pay Step E of the employee's classification without
incentives.
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Effective August 1, 2004, the City will pay Motor Officers a differential pay equal to 9% above gross
regular pay Step E of the employee's classification without incentives; and the City will pay detectives,
canine officers and employees designated by the Chief of Police as having special assignments, a
differential pay equal to 7.5% above gross regular pay Step E of the employee's classification without
incentives.
Section 9.02 Bilingual Pay
Effective August 1, 2005, an employee who demonstrates conversational fluency in Spanish (or any
other language designated by the Police Chief), and is assigned to duties in which language skills are
regularly used, shall be entitled to premium compensation of 2.5% above his or her base pay.
Effective July 15, 2007, bilingual pay will be increased to 5% above the employee's base pay. The
City will be responsible for utilizing a standardized, industry accepted test to determine applicants'
qualification for Bilingual Pay.
ARTICLE 10 PHYSICAL FITNESS INCENTIVE PROGRAM:
Section 10.01 Purpose
It is the purpose of the El Segundo Police Department Physical Fitness Program to improve the level
of physical fitness and health among sworn police personnel so that their field performance will be
enhanced and also to improve their overall degree of wellness as an enrichment to their personal lives
as well as a productivity benefit to the City.
Section 10.02 Department Policy
It will be the policy of the Police Department to work with officers individually and assist those that
need to improve their lifestyle habits in order that fitness levels can be improved. There is no "failure"
in participation, only the identification of needs and the recognition of strengths. 1.
Section 10.03 Program Components
The Physical Fitness Program will consist of two basic components; they are a fitness examination and
a fitness assessment.
A. Fitness Examination:
The examination will be comprehensive and will include the cardio - vascular system, the
pulmonary function, a complete blood work -up, body composition analysis, and the lower
digestive tract as well as a strength assessment. It will also include a complete medical history
review with a physician and a subsequent review of the findings as well as an exercise /nutritional
prescription.
B. Fitness Assessment:
1. The fitness assessment is the voluntary component of the program and will be administered
by a department fitness coordinator and fitness committee.
2. The assessment will be a test to measure components of physical fitness which are:
a. Cardio - vascular
b. Strength
c. Body composition
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