HomeMy WebLinkAboutCC Res 4857 2000-11-13
RESOLUTION NUMBER~1
A RESOLUTION OF THE CIlY COUNCIL OF THE CIlY OF SEAL BEACH
APPROVING A MEMORANDUM OF UNDERSTANDING WITH THE SEAL BEACH
POLICE MANAGEMENT ASSOCIATION AND REPEALING ON THE EFFECTIVE
DATE SPECIFIED ALL RESOLUTIONS IN CONFLICT THEREWITH
WHEREAS, the Government Code of the State of California prescribes a procedure for resolving matters
regarding wages, hours and other terms and conditions of employment; and
WHEREAS, the City of Seal Beach has met and conferred in good faith with the Seal Beach Police
Management Association for the purposes of discussing wagcs, benefits and other
conditions of employment; and
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WHEREAS, the City of Seal Beach and the Seal Beach Police Management Association have reached an
agreement regarding said wages, benefits and other conditions of employment for a term of
not Icss than 3 years, commencing July I, 2000 and ending June 30, 2003.
NOW, THEREFORE, BE IT RESOLVED that the City Couneil of the City of Seal Beach hereby approves
the Memorandum of Understanding between the City and the Seal Beach Police Management Association,
attached as an Appendix to the Resolution, for the above stated term, and authorizes the City Manager to
execute said agreement on behalf of the City.
PASSED, APPRO~~D ADOP.
held on the L..;L - day 0
,
A YES' Couneilmem
NOES:
ABSENT:
~'~J. rJfl~AJN
Mayor
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A TrEST:
STATE OF CALIFORNIA)
COUNlY OF ORANGE ) SS
CllY OF SEAL BEACH )
I, Joanne M. Yco, City Clerk of the City of Seal Beach a1ifi nia, do hereby certifY that the foregoing
resolution is the ori . a copy of Rcsolution Number. on file in the offiee of the City Clerk, passed,
apY3llfd and adop , the City eil of the City of S I Beach at a regular meeting thereof held on the
~ day of 2000.
c~",,'~Lld I
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Resolution Number~
SFAT RFA(~H POIII'F MANAGFMFNT ASSOI'TATION
MFMORANmlM OJ< ITNnFRSTANnTNG
TART.J< OJ< I'ONTFNTS
ARTI('J F I RFI'OGNITION
Section I.
Section 2.
Section 3.
ARTlI'I F" FMPI OVFR ORGANT7ATION mlFs
Section 1. Dues and Benefit Deductions
Section 2. Indemnification
ARTlI'I Fill ('JTVRTCTHTS
Section 1.
Section 2.
ARTlI'I F TV NON-nISI'RIMTNATION
Section I
Section 2.
ARTI('J F V 1'0MPFNSATlON PI AN
Section 1. Basic Compensation Plan
Section 2. Advancement Within Salary Ranges
Section 3. Salary Increases Following Promotion
or Temporary Assignment
Section 4. Salary Decreases - re Demotion
Section 5. Adjustments of Salary Ranges
Section 6. Salary and Benefits on Suspension
Scction 7. Salary Adjustments During Term
ARTI('J r; VI SPJ<I'I AT. PA V PROVISIONS
Section 1. Uniform Allowance and Safety Equipment
Section 2. Court Time
Section 3. Call-back
Section 4. Training Programs
Section 5. Educational Incentive Pay
Section 6. Stand-by Pay
Section 7. Experience Pay/Seniority Pay
Section 8. Movie Detail
Section 9. Deferred Compensation
Section 10. Bilingual Compensation
Section 11. Limitations
ARTII'I r; V1T FRINGF RFNFFIT AnMTNISTRATlON
Section I. Administration
Section 2. Selection and Funding
Section 3. Limits
Section 4. Changes
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Resolution Number~
ARTTC'I.F. VIII AFAI TH nFNTAI I IFF IV mSARIIITYlNSI IRANC'F
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Section 1. Health and Dental Insurance Plan
Section 2. Health Insurance Plan for Retiree's
For Safety Employees
For Civilian Employees
Section 3. Life Insurance Plan
For Safety Employees
For Civilian Employees
Section 4. Disability Insurance Plan
Section 5. Premium Only Plan
Section 6. Annual Physical
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ARTIC'I F IX RFTIRFMFNT
Section 1.
Section 2.
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.ARTIC'I.F X HOI rRS OF WORK
Section 1. Work Period
Section 2. Three-Twelve Work Schedule
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ARTJ('I F XI OVFRTIMP C'OMPPNSATTON
Section 1. Overtime Defined
Section 2. Compensation for Overtime
Section 3. Compensatory Time
Section 4. Overtime Reporting
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ARTln P XII HOI mAYS
Section 1. Recognized Holidays
Section 2. Holiday Compensation - Sergeant
- CaptaintRecords Supervisor
1\RTIC'1 F XI11 VAC'A~
Section 1. Eligibility
Section 2. Accrual
Section 3. Maximum Accrual
Section 4. Use of Vacation
Section 5. Vacation Payment at Tennination
Section 6. Vacation Accrual During Leave
Section 7. Prohibition Against Working for City
During Vacation
ARTJ('I F XIV AnMlNlSTRATIW I FAVP
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ARTln F XV 1 PAWS OF ARSFNC'P
Section 1. Authorized Leave Without Pay
Section 2. Bereavement Leave
Section 3. Military Leave
Section 4. Pregnancy Disability Leave
Section 5. Unauthorized Leave of Absence
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ARTIC'I F XVI 11 fRY mrry
Section 1. Compensation for Jury Duty
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ResQliltion Number ~851
AllTlC:LF XVTT STc:K I F.AVF
Section I. General Sick Leave Provisions
A. Use
B. Limitations
C. Eligibility
D. Sick Leave During Vacation
E. Extended Sick Leave
Section 2. Accrual - Sergeant Position
Section 3. Accumulation/Payment - Sergeant Position
Section 4. Accrual - CaptainlRecord Supervisor Position
Section 5. Family Leave
Section 6. On-the-Job IJ1jUlY
Section 7. Off-the-Job 11~ury
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ARTlc:J P XVIII PRORATlONARY PFRIons
Section 1. Appointment Following Probation
Section 2. Objective of Probation
Section 3. Employee Perfonnance Appraisal
Section 4. Rejection of Probationary Employee
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ARTIc:1 F. XIX I.A YOFF PROC:FnI IRF.S
Section 1. Policy
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ARTIc:T F XX MISC:FII ANFOI IS PROC:F.nTJRFS
Section I. Tuition Reimbursement
Section 2. Physical Fitness Program
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Exhibit B
ARllc:J F XXI FNTIRF MF.MORANnI 1M OF I INnFRSTANn!NCT
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ARllc:r F XXTI C:ONC:F.RTFn RFF! ISAI TO WORK
Section 1. Prohibited Conduct
Section 2. Association Responsibility
2]
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ARTIc:I F XXlIT FMFRCTFNC:Y W AIVFR PROVISION
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ARTIc:I F XXIV SFPARARlI ITY
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ARllc:J F XXV TFRM OFMFMORANnIlM OF IJNT)FRSTANn!NCT
Section 1. Tenn
Section 2. Negotiation Commencement Date
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ARllC:1 F XXVI RATlFTc:ATION
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FXWRIT A - Salary Detail
F.XHTRIT R - Ph)"'iC'-,,1 Fit"".. Prng....m n"'Ail
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Resolution Number~
MEMORANDUM OF UNDERSTANDING
BETWEEN THE
CITY OF SEAL BEACH
AND THE
SEAL BEACH POLlCE MANAGEMENT ASSOCIA nON
ARTIr.1 F I _ RFr.OGNITION
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S..r.tinn 1 Pursuant to the provisions of the Employer-Employee Relations Ordinance No. '1.fi9., as
amended, the City of Seal Beach (hereinafter called the "City" and/or "Employer" interchangeably) has
recognized, for the purpose of this Memorandum of Understanding, the Seal Beach Police
Management Association as the majority representative of the employees in the bargaining unit, which
includes Police Department full-time employees in the classifications and assignments of: a) Police
Captain, and b) Police Sergeant and c) Police Records Supervisor (a civilian position).
S..r.tinn? The City recognizes the Association as the representative of the employees in the
classification and assignments set forth in Section 1. above for the purpose of meeting its obligations
under this Memorandum of Understanding, the Meyer-Milias-Brown Act, Government Code Section
3500 et seq., when City Rules, Regulations, or laws affecting wages, hours, and/or other tenns and
conditions of employment are amended or changed.
S..r.tinn 1 The City agrees that the representatives of Association, not to exceed two (2) in number,
shall be entitled to meet and confer with Management during said representatives' nonnal working
hours without suffering any loss in pay while absent from the duties for such purpose, providing that
such time per person shall not be unreasonable. The City also agrees that such representatives may
utilize not more than six (6) hours per month or seventy-two (72) hours per year without suffering any
loss in pay for such absence for the purpose of mecting with employees who are members of
Association and/or other offices of Association.
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ARTJr.1 F 11 _ FMPI OYFF ORGANIZATIONAl m IFS
Spr:tinn 1 nllP.~ Sind Rp.npnt npnllr:tinn~
A The City will provide voluntary payroll deductions for all members of the Association for
regular and periodic dues and benefit program premiums as specified by agreement between the City
and the Association and signed by the member. The Authorization Fonn content shall be mutually
agreed to by the Association and the City.
B. The City shall remit such funds to the Association within fifteen (IS) days following the
deductions.
C. The City shall make payroll deductions for purposes of an employee depositing funds or
making payments directly to a Federal Credit Union, providing that any deductions shall not be less
than two dollars ($2.00) on a bi-weekly basis.
SP.l:.inn? Incip.mnifirJ:ltinn
The Association agrees to hold the City harmless and indemnity the City against any claims, causes of
actions, or lawsuits arising out of the deductions or transmittal of such funds to the Association, except I
the intentional failure of the City to transmit to the Association monies deducted from the employees
pursuant to this Article. .
AlnJr.1 Fill _ r.ITY RIGHIS
Spr:tinn
The City reserves, retains and IS vested with, solely and exclusively, all rights of
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Res~lution Number ~~
Management which have not been expressly abridged by specific provisions of this Memorandum of
Understanding or by law in the exercise ofit's rights to manage the business of the City, as such rights
existed prior to the execution of this Memorandum of Understanding. The sole and exclusive rights of
managcmcnt, not abridged by this Memorandum of Understanding or by law, shall include, but not be
limited to, the following rights:
A To detennine the nature, manner, means, technology and extent of services and activities to
be provided to the public.
B. To detennine and/or change the facilities, methods, technology, means and size ofthe work
force by which the City operations are to be conducted.
C. To detennine and change the number of locations, and types of operations, processes and
materials to be used in carrying out all City functions including, but not lilnited to, the right to contract
for or subcontract any work or operation.
D. To assign work to and schedule employees in accordance with requirements as detennined
by the City, and to establish and change work schedules and assignments.
E. To establish and modifY employee perfonnance standards and productivity and perfonnance
programs including, but not limited to, quality and quantity standards, and to require compliance
therewith.
F. To establish and promulgate and/or modify rules and regulations to maintain order, safety
and efficiency in the City, it's fucilities and operations.
G. To detennine policies, procedures and standards for the selection, training and promotion
of employees.
H. To discharge, suspend, demote or otherwise discipline employees for proper cause in
accordance with the provisions and procedures set forth in departmental disciplinary procedure.
SP.r.tinll , Where the City is required to make changes in its operations because of the requirements of
law, whenever the contemplated exercise of City Rights shall impact the wages, hours and other tenns
and conditions of employment of the bargaining unit, the City agrees to meet and confer in good faith
with representatives of the Association regarding the impact of the contemplated exercise of such
rights prior to exercising such rights, unless the matter of the exercise of such rights is provided for in
this Memorandum of Understanding.
ARTIr.1 R IV _ NON-nJSr.RIMTNATION
SP.r.tinn I The City and the Association agree that they shall not discriminate against any employee
because ofrace, color, sex, age, national origin, political or religious opinions or affiliations. The City
and the Association shall reopen any provision of this Memorandum of Unilerstanding for the purpose
of complying with any final order of the federal or state agency or court of competent jurisdiction
requiring a modification or change in any provision or provisions of this Memorandum of
Understanding in compliance with state or federal anti-discrimination laws.
SP.r.tinn , Whenever the masculine gender is used in this Memorandum of Understanding, it shall be
understood to include the feminine gender.
ARTlr.1 F V - r.OMPFNSATION PI AN
SP.r.tinn I R~!l::.ir.. rnmpp.m:~tinn PISln
A. All employees covered by tins Memorandum of Understanding shall be included under the
Resolution Number ~t?~:1
Basic Compensation Plan. Every classification under this Plan shall be assigned a salary range adopted
by the City Council. The salary schedule shall consist of five (5) steps within each range.
B. The first step is a minimum rate and is nonnally the hiring rate for the classification. An
employee may be assigned, upon appointment, to other than the nonnal entering salary step within the
assigned range upon the recommendation of the Chief of Police and the approval of the City Manager
when it is decided that such action is in the best interest of the City.
C. The second step, B step, is a merit adjustment which may be given at the end of six (6) I
months of employment subject to the recommendation of the Police Chief and approval of the City
Manager.
D. The third, fourth and fifth steps are merit adjustments to encourage an employee to
improve his work and to recognize increased skill on the job. Employees are nonnally eligible for these
adjustments at any time after the completion of one (I) year of service at the preceding step. Each
adjustment shall be made subject to the recommendation of the Chief of Police and approved by the
City Manager.
Sp.p.tinn , AclvAnC".P.mp.nt urithin SAlAry RSI"8PQ
merit.
A. In order to properly compensate an employee, advancement in salary shall be based on
B. Advancement in salary shall not be automatic, but shall depend upon increased service
value of the employee to the City.
C. The Chief of Police and/or the employee's immediate supervisor shall be responsible to
evaluate employees fairly in an unbiased fashion for the detennination of job perfonnance.
Advancement shall be made only upon recommendation of the Chief of Police with approval of the
City Manager.
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D. An employee must be reviewed at least once every twelve (12) months from the effective
date of his last perfonnance step increase, special perfonnance advancement or promotion. Nothing
contained herein shall restrict the Chief of Police from denying the increase after evaluation, nor shall it
prevent him from recommending a special perfonnance advancement in salary at any time when
unusual or outstanding achievement has been demonstrated.
E. It shall be the responsibility of each supervisor to establish realistic achievement levels for
each step increase within a salary range Achievement levels may be fonnal or infonnal and shall be
reviewed by the Chief of Police for the purpose of maintaining unifonnity of standards throughout the
department.
Secti.on.1 SAlAry TnrrpSlQPQ Fnllnwir,g Prnmntinn
A. Promotional Appointment - When an employee is promoted to a position with a higher
salary range, the employee shall be compensated at a step of the salary range assigned to the new
position that is closest to providing a 5% salary increase over the base salary received immediately
prior to promotion.
B. Temporary Appointment - In special circumstances, when in the best interest of the
City, the City Manager may approve a temporary assignment of an employee to higher-level I
classification. In such temporary assignments lasting thirty (30) consecutive calendar days or more, the
employee shall be compensated at a step of the salary range assigned to the new position that is closest
to providing a 5% salary increase over the base salary received prior to the temporary appointment.
s'p.r.tinll 4 SAlAry nP.r.rPSI~Cil. Following np:mntinn
In the case of a demotion of any employee in the department to a classification with a lower maximum
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Reselu1<ion
Number~
salary, such employee shall be assigned to the appropriate salary step in the new classification as
recommended by the Chief of Police and approved by the City Manager. The employee shall retain his
previous anniversary date.
Sp.c:tinn.c; Arljl1dmp.nh:. nfSRhlry Rangp.!il
When a salary range for a given classification is revised upward or downward, the incumbents of
positions and classifications affected shall have their existing salary adjusted to the same relative step in
the new salary range and their anniversary date shall not be changed.
Sectian...6... Snlnry nncl R"nMit. nn SII.p"n.inn
During suspension from the City service for disciplinary cause, an employee shall forfeit all rights,
privileges and salary, except he shall not forfeit his medical health plans including dental, retirement
plan, disability insurance, or life insurance. Should such suspension be later modified or revoked, the
employee shall be entitled to receive payment for loss of income and benefits during the period of
suspension.
Sp.r.tinn 7 S:al::uy fttljlldmp.nt~ If.lring Tp.nn nfMp.mnrHnnllln nfTJnrlp.:r~hmrling
Attached hereto and incorporated herein is Exhibit "A". Said Exhibit effects base salary adjustments
for represented classifications as follows:
A. Effective July 5, 2000, a 4% market adjustment for all Association members plus inequity
adjustments as follows:
Sergeant - 3.5 % inequity
Records Supervisor - 10"10 inequity
B. Effective first payroll period July, 2001, a4% base salary increase plus an adjustment equal
to the increase on the CPI for all Urban Consumers - Los AngeleslRiverside and Orange County for
the 12 months ending May, I, 2001 (combined tota/not to exceed 6%) plus inequity adjustments as
follows:
Captain - 2.5% inequity
Sergeant - 2% inequity
Records Supervisor - 5% inequity
C. Effective first payroll period July, 2002, a 4% base salary increase plus an adjustment equal
to the increase 011 the CPI for all Urban Consumers - Los AngeleslRiverside and Orange County for
the 12 months ending May I, 2002 (combined tota/I/ot to exceed 6%).
Captain - 2% inequity
Sergeant - 2% inequity
Records'SupelVisor - 5% inequity
ARTlr.1 P VI - SPPr.IAT PAVPROvrSIONS
S..ctinn I I Tnifnnn Allnwnn"" nncl Snf"ty Eqllipm""t
A. A Police Sergeant, whether or not said employee wears a traditional uniform, shall receive
an annual uniform allowance of six hundred sixty dollars ($660). The Police Captain position shall
receive an annual uniform allowance of five hundred five dollars ($550). Civilian positions in this unit
are not eligible for uniform allowance.
B. The City shall provide the initial issue of uniforms to include two (2) pants and two (2)
shirts and utility equipment to include weapon, safety helmet, baton, and other safety equipment as
required by law or deemed necessary by the City. The City shall replace and/or repair any equipment
damaged within the course and scope of the employees' employment. Recurring maintenance, repair
and/or replacement due to normal wear shall be the responsibility of the employee.
SP-C'.tinn 7.. rOll liT Timp.
A. Sergeants called for a subpoenaed court appearance which arises out of the course of his
Resolution Number~t?~:7
employmcnt and not contiguous with his work shift shall be compensated for a minimum of two- and-
two-thirds (2-213) hours at the rate of one and one-half (1-1/2) times the employee's regular hourly
rate of pay. Should the appearance exceed two and two-thirds hours, the employee shall receive pay
for the actual appearance time, excluded court designated lunch period, at the rate of one and one-half
times the employee's regular hourly rate of pay. Court appearance time shall begin when the employee
departs from the Police station to go directly to Court.
B. Any appearance that is contiguous with a regular work shift is not subject to the two and I
two-thirds minimum.
C. All sergeants agree to comply with the "on-call" policies administered by the department.
Should an officer be placed "on- call" during off duty hours for court appearance(s) he shall be granted
two hours pay at the employee's straight time hourly rate for any on call time prior to 12:00 noon and
two hours for all on call time after the hour of ]2:00 noon.
S"r.tinn 1 r.HII_hHr.k
Emp]oyees who are called back to duty after having completed a nonnal shift or work day assignment
and departing from the work premises shall be paid one-and-one-half (1-1/2) times the employee's
regular straight time hourly rate for each hour worked on call-back. Call-back time shall commence
from the time the employee is called back to service.
~P.r.tinn A. TrHini"8 Prl\&1"~m~
A. The City shall pay reasonable expenses incurred by employees attending approved training
programs. Expenses include registration fees and the costs of purchasing required course materials,
travel to and from the training course, meals and lodging shall be reimbursed per the City's adopted Per
Diem policy.
B. Employees attending City approved P.O.S.T. training programs requiring an overnight I
stay(s) will receive a per diem allowance or provided as provided by P.O.S.T.
C. When an employee is sent by the City to a training program which is not a part of his
regular work schedule, the employee shall receive eight (8) hours pay for each full day of training and
such eight (8) hours pay shall be credited towards the computation of overtime.
SP.r.tinn (j PtflJ("SltinnHl Tnr.p.ntivp.: PRY
A. Employees covered by this section who have completed 45 semester units of credit from an
accredited college or university with at least 16 units in the field of Police Science shall receive the
following compensation in addition to their base montWy rate of pay:
Police Sergeant. . .. .... 89.00/month
B. Employees covered by this section who have completed 60 semester units of credit from an
accredited college or university with at least 19 units in the field of Police Science or have attained a
P.O.S.T. Intennediate Certificate shall receive the following compensation in addition to their base
montWy rate of pay:
Police Sergeant. . . .. . 148.00/month
C. Employees covered by this section who have completed a Bachelor's Degree from an
accredited college or university with at least 22 units in the field of Police Science or have attained a
P.O.S.T. Advance Certificate shall receive the following compensation in addition to their base
niontWy rate of pay:
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Police Sergeant. . . . . 207.00/month
D. The above payment compensation shall be based on achicvements over and above the job
requirements established in the position classification plan for each classification. Payment to
employees shall be based on the highest achievement level only; i.e., employees with an Associate or
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NumberL/857
Reso.,lution
Bachelor's degree will receive compensation for the Bachelor's degree only.
F All payments under this Section are subject to verification approval by the City Manager.
G. Employees serving an original probationary period shall be ineligible to receive educational
incentive pay.
S~tion Ii Stanrl-hy Pay
A. Detective Supervisor( s) may be assigned by the Chief of Police to "stand-by" status.
B. Detective Supervisors required to carry a pager shall receive eight (8) hours of
compensatory time off per month. During any such month where the individual carries a pager for less
than the entire month, the number of compensatory time off hours shall be reduced in an amount
reflecting the pro-rated monthly time during which a pager was carried. Such compensatory time off
hours shall be maintained in an account separate from and in addition to compensatory time off hours
described in Article XI, Section 3. Any compensatory time off hours earned in accord with this
Section, and not utilized by July 31 of any year shall be forfeited effective July 31 of any year and not
converted to cash.
S""tion 7 Expp.rip.n'''' Pay/SP.f1iority Pay
A. Sergeants of the Association, hired before January I, 1992, with a minimwn often (10)
years offull time service as a sworn peace officer with a Municipal, County or State Police agency
meeting P.O.S.T. standards, or their equivalent, shall be eligible to receive experience pay. Captains of
the Association are eligible for experience pay regardless of hire date if Section 8B of this MOU is met.
B. To qualifY for experience pay, an employee must meet the minimum years of service
required and receive an overall satisfactory performance appraisal signed by the Chief of Police, his
designate or an individual acting in his capacity.
C. Experience Pay shall be an increased in the qualified employee's base salary as follows:
I. After ten (10) years of experience, experience pay shall be paid at a rate of five
percent (5%) of the qualified employee's base salary.
2. After twenty (20) years of experience, experience pay shall be paid at a rate of ten
percent (10"10) of the qualified employees' base salary, not including the prior increase.
D. Seniority Pay - Non-sworn eligible employees who have achieved ten years of
uninterrupted employment with the City shall receive a five percent (5%) increase in base salary
effective on the 10th anniversary of their employment.
SPl,tinn R Mnvip np.t~il
Effective with the ratification of this agreement, sergeants shall be paid ($40) Forty dollars per hour for
outside movie details. It is understood that time spent on movie details is brokered outside work and is
not considered time worked for the purpose of calculating City overtime compensation.
~p.r..tinn Q nP.f"prrf~rI rnmpP.nAAtlnn
The City shall contribute the equivalent to 2.5% of base salary per payroll period into a deferred
compensation program for each Police Captain position.
The City shall contribute $20 per payroll period into a deferred compensation program for the
Police Record Supervisor position.
Resolution NUmber~
~p.l":tinn 10 RilingJ':1Il":nmpp.n~:1tinn
A. Upon the recommendation of a department director, the City Manager may award a
bilingual compensation bonus of $52.50 per payroll period to those employees in positions
determined to require bilingual skills.
B. The City Manager shall require the taking of competency tests to certity the employee
as eligible for bilingual compensation based on the employee's proficiency in speaking the
language.
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Sp.ctinn 11 T .imit:1tinn~
A. No employee who is eligible to receive workman's compensation is eligible to receive
overlapping benefits (except life insurance) stated in this resolution.
B. City shall not make any monthly payments for premiums for any insurance benefit
listed in this resolution, or uniform allowance, supplemental pay of any type and/or type of bonus
on behalf of or to any employee who has been absent without authorization during said month or
for any employee who has tenninatcd for any reasons whatsoever or who is on leave of absence
without pay of who is suspended from duties without pay.
AnTlC-1 P VII - F1HNr;p RPNPFIT AnM1N'~TRAT'ON
S,pr.tinn 1 Aclminidr:1tinn
The City reserves the right to select the insurance carrier or administer any fringe benefit programs that
now exist or may exist in the future during the tenn of this Memorandum of Understanding unless
otherwise specified within this Memorandum of Understanding.
~~~::;mi~;::~; ;;~:';~;: benefit programs, the City shall have the right to select any insurance I
carrier or other method of providing coverage to fund the benefits included under the terms of the
Memorandum of Understanding, provided that the benefits of the employees and affected retirees shall
be no less than those in existence as ofimplementation of this Memorandum of Understanding.
S..Minn 1 Limits
A. City shall not pay premiums or accrue any fringe benefits afforded with this Memorandum
of Understanding for any employee on unpaid leave status, for more than fourteen (14) consecutive
days, unless specifically provided for within this Memorandum of Understanding, authorized by the
City Manager or otherwise provided for by federal or state "Family Leave Acts" and/or "Workers
Compensation" requirements.
~ City shall not pay premiums or accrue any fringe benefits afforded with this Memorandum
of Understanding for any employee who has been absent without authorization during said month,
suspended without pay, or who has tenninated from City employment unless specifically provided for
within this Memorandum of Understanding.
C. City shall not pay premiums or accrue any fringe benefits afforded with this Memorandum
of Understanding for any employee when such premiums or fringe benefits are provided to the I
employee through Workers Compensation and/or the Disability Insurance Plan.
Sp.r.tinn 4 C-h~ngt'.
If, during the term of this Memorandum of Understanding, any changes of insurance carrier or method
of funding for any benefit provided hereunder is contemplated, the City shall notify the Association
prior to any change of insurance carrier or method of funding the coverage.
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Re;Ql~tion Numbe~~~;1
ARTTC-I.P VIII _ HFAlTH ANn OPNTAI r IFF. ANn mSARTI.1TY INsrTRANC-p
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s,Pr.tlnn 1 Hp~1th ~nrl np.ntSlI TnQllrs::mC"P': Phm
AI. Effective January I, 2000, Police Sergeants and civilian employees covered by the terms
of this Memorandum of Understanding, upon having completed thirty (30) days of uninterrupted
service, the City shall pay up to the following amounts for health and dental insurance:
For single employees ............ .............................. .......... ............. ... ........................ .$225/month
For employee + I dependent........................................................................ .. .........$366/month
For employee + 2 or more dependents......................... ........................ ..$468/month
NOTE: Unused amoullts may be applied fo Dental Insurance.
A2. Effective January I, 2000, for police captains covered by the terms of this MOU, upon
having completed thirty (30) days of uninterrupted service, the City shall pay up to the following
amounts for medical and dental insurance:
For single employees ......................................... .. .. . .. ........ .... $238/month
For employee + I dependent............ ... ...... ... ._.... .............................. $393/month
For employee + 2 or more dependents ...... ... ............... ...... ... ...... ... ....... $509/month
AJ. Also effective January 1,2000, The City shall pay an additional contribution towards
dental insurance for all Association members as listed below:
For single employees ........... " . . . . . . '. $12 per month
For Two-Party coverage. . . . . . . . . . . . . . . . . . . . . . . $24 per month
For Family coverage. . : . . . . . . . . . . . . . . . . . . . . . .. $36 per month.
BI. Effective January 1,2001, Police Sergeants and civilian employees covered by the terms
of this Memorandum of Understanding, upon having completed thirty (30) days of uninterrupted
service, the City shall pay up to the following amounts for health and dental insurance:
For single employees..................... .. ........................................................... ...... $248/month
For employee + I dependent........ . ................................................... . ....... .$403/month
For employee + 2 or more dependents... ............. . ... .... .......... ......... .....$515/month
NOTE: Unused amounts may be applied to Dental Insurance.
B2. Effective January 1,2001, Police Captains covered by the terms of this MOU, upon
having completed thirty (30) days of uninterrupted service, the City shall pay up to the following
amounts for medical and dental insurance:
For single employees. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . " ..
For employee + I dependent. . . . . . . . . . . . . . . . .. . .. ...........
For employee + 2 or more dependents. . . . . . . . . . . . . . . . . . . .. ..........
$2621month
$4321month
$560/month
B3. Also effective Janlla{)ll, 7001. the City shall pay an additional contribution towards dental
insurance for all Association members as listed below:
For single employees. . . . . . . .. ............... $13 per month
For Two-Party coverage . . . . . . . . . . . . . . . . . . $26 per month
For Family coverage. . .. ..................... $40 per month.
Cl. Effective Janllary I, 7001. Police Sergeants and civilian employees covered by the tenns
of this Memorandum of Understanding, upon having complete!! thirty (30) days of uninterrupted
service, the City shall pay up to the following amounts for health and dental insurance:
For single employees ......... ...................................... .............. .... .............................$2721month
For employee + I dependent .............................................................. .................... $443/month
For employee + 2 or more dependents........... ...... ................. ... ..... . . ....$567/month
NOTE: Unused amounts may be applied to Dental Insurance.
Resolution Number~
C2. Effective Janllary 1, 7003, Police Captains covered by the tenns of this MOU, upon
having completed thirty (30) days of unintenupted service, the City shall pay up to the following
amounts for medical and dental insurance:
For single employees......... ... ... ... '" ..... ...... ... ....... . ..................... $300/month
For employee + I dependent........................................ ............... $487/month
For employee + 2 or more dependents ..... ..... .... ....... .......... ..... ..... . $626/month
C3. Also effective Janllary I, 7001, the City shall pay an additional contribution towards dental I
insurance for all Association members as listed below:
For single employees. .. ........... ....... .. $14 per month
For Two-Party coverage. . . . . . . . . . . . . . . . . . . . . . . $29 per month
For Family coverage ......................... $44 per month.
D. Subject to Public Employees' Retirement System (PERS) administration requirements, the
City shall make available to eligible employees participation in the group medical plans offered by
PERS.
Sp.P.tinn' HpJ:I)th Tn~lIrsmC"..P. PI~n fnr Rptirp-ph;J.
A FOR ~AFFTV PMPl OYPP~'.
The City shall, subject to PERS administration requirements, make available to eligible retiree's
participation in the PERS medical plans and shall contribute $1.00 per each retired Seal Beach POA
employee, should the employee elect to participate in PERS medical benefits with the cost of the City's
contribution to be increased each future year by 5% of City's contribution for current POA employees
as reflected in Article VIIJ, Section I A (reference to allowable contributions).
Section I. The City shall provide to any retired employee (either service or disability) who is employed
on August I, 1983, and who has both fifteen (15) or more years of consecutive City service and has
attained the age offifty (50) the following group medical insurance benefits'
I
A. The City shall pay for such retired employee and spouse, the percentage of the group
medical insurance premium (employee and one dependent) which is paid by the City on behalf of its
active employees on the date that such retired employee's retirement is effective. Such percentage
share of the premium cost shall remain unchanged throughout the lifetime of the retired employee, even
though the percentage share of the group medical insurance premiums paid by the City to active
employees, may change from time to time. For example, if the group medical insurance premiums for
an employee and spouse was $300 per month and if the City and the Association were to agree in the
future that the City would pay $285 of this montWy premium, then an employee retiring at such time
would be entitled to a City payment equal to 95% of whatever the group medical insurance premium
cost is for an employee and spouse, as it may from time to time exist through that retired employee's
lifetime.
B The substantive nature and description of the group medical insurance policy and the
benefits thereunder for the retired employee shall be identical to the policy and benefits to which an
active employee is entitled. Therefore, it is understood that the benefits to which a retired employee is
entitled pursuant to this Memorandum of Understanding Section, can, and will almost certainly, vary
from year to year depending upon the nature and substance of medical insurance and plans agreed to
from year to year by the City and the Association. Therefore, the nature and substance of policy
benefits can increase, remain constant or decrease in accord with the provision.
C. In order to maintain eligibility for the group medical insurance benefits described herein, 1
eligible retired employees shall participate to the fullest extent possible, in those benefits provided under
Title 18 of the Social Security Act (commonly known as Medi-Care). However, no such participation
shall cause the retired employee to receive lesser group medical insurance benefits than he or she would
othelWise be entitled to as an active employee, nor shall such participation cause the retired employee's
spouse to receive lesser benefits than such spouse would be eligible for if the retired employee were an
active employee.
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Resolution N1JIrIber.dfl21
D. Any retiree receiving benefits as described herein may elect to continue medical coverage
for dependents at his or her own expense.
E. Within thirty (30) days after meeting the eligibility requirements stated above for the receipt
of premium payments by the City, the retired employee shall notifY the City in writing whether he or
she desires to participate in the group medical insurance program provided herein for retirees. If the
retired employees fail to timely give such notice, any and all rights and benefits provided this Section
shall be deemed waived by such employee. In the event that the retired employee gives such notice
within thirty (30) days, such retired employee shall have a vested right to receive the group medical
insurance benefits provided by this Section, and therefore, no future actions of the Association and/or
the City shall diminish such payments received by the retired employee.
F. If any individual retires before reaching age fifty (50), the individual shall have the option at
his or her own expense, of enrolling himself or herself and any dependents in said group medical policy
as it from time to time exists. Additionally, any retired employee, employed on August I, 1983 and
who has fifteen (15) or more years on consecutive City service, but has not obtained the age of fifty
(50), has the option of participating in the City group hospital and medical insurance plans, all at the
employee's expense: upon attaining age fifty (50) such employee will be eligible for the benefits of
subsections I and 5 of this section.
R FOR r.Jvn IAN POSITIONS'
They shall have the option upon retirement, through the Public Employees Retirement System Health
Program (PERS), to continue participation in the City's health insurance program at the employee's
expense.
Section I. Those qualified civilian positions with 20 or more combineii years of employment with the
City shall, upon retirement, be provided with individual health insurance coverage through the Public
Employees Retirement System Health Program (PERS). If said employee has 30 or more combined
years of employment with the City upon retirement, eligible dependent health insurance coverage shall
also be provided through the Public Employees Retirement System Health Program. The City shall
contribute to the cost ofthe selected coverage consistent with the appropriate level as specified in
Section 2-A.2. of this Resolution. An employee with a service retirement as of July I, 1999 and with
30 or more combined years of employment with the City upon retirement may also receive an increase
to the health insurance cap in effect at the time ofhislher retirement (not to exceed $175 per month in
additional contributions), until Medicare begins at age 65 with lower supplemental insurance rates.
This additional contribution to the cap is to accommodate increases in health insurance plans over the
term of the employee's retirement.
(NOTE: The new caps in effect for January I, 2000, will cover any increases for year 2000.
The increase to the contributions will apply to each calendar year thereafter.)
Section 2. In all cases, the City's contribution for eligible dependent coverage for retirees shall
terminate with the death ofthe retiree.
Section 3. In the event an eligible retired employee resides in an area where the health plans provided
by the City are not in effect, that retired employee shall be entitled to receive in cash each month an
amount equal to the monthly contribution the City would otherwise have contributed to that retired
employee toward health and dental insurance premiums.
SP.c..tinn A. LifeJ.n!i:l.llnmC"P Phm _ Pnlir.p ~p.1::gp:lnt
The City shall pay one hundred percent (100%) of the premium for a tenn life insurance policy with a
face value of $37,000, double indemnity accidental death benefit and a dependent death benefit in the
amount of one thousand dollars ($1,000) per dependent.
For Police Captain and Police Records Supervisor, the City shall pay one hundred percent (100"10) of
the premium for a term life insurance policy with a face value of $50,000 double indemnity accidental
death benefit and a dependent death benefit in the amount of one thousand dollars ($1,000) per
dependent.
Resolution N1JIrIber~
~P-r.tinn 'i ni~hility In!il:llrs:1nrp Phm
The City shall pay one hundred percent (100"10) of the premium for the "employee's" long-term
disability insurance plan with an income continuation of not less than sixty-six and two-thirds percent
(66 2/3 %) of the employee's monthly salary subject to caps and eligibility requirements as set forth
within the policy of the accepted carrier. Modifications to the plan shall be made only after the City has
met and consulted with the Association and such modification made a part of the Memorandum of I
Understanding.
~P.r.tinn (; Pl"P-millm Only Ph," (prp-hlYM dpefll~tinn)
The City will provide a Premium Only Plan (POP) for health and dental benefits. This plan will allow
for payroll deduction medical and dental insurance coverage to be made before taxes (non-taxable)
through salary reduction.
Sf'r.tinn 7 Annllal Phy.i.....1 - Sa&ty f'l11plny"".
The City shall provide a physical exam periodically as indicated below for the purpose of detecting
heart trouble and cancer. The exam shall be given by a City appointed physician who is acceptable to
the Association. Cost of said physical exam shall be borne by the City. The resulting diagnosis shall be
submitted to the City as well as the employee together with specifics of corrective treatment.
Physical Exam Schedule:
I, New Employee Second year following appointment
2. Employee under 40 Alternate years
3. Employee 40 & over Every year
ARTIC.f f' IT _ Rf'TIRf'Mf'NT
S""tinn I The City shall make contributions for the public safety personnel covered by this I
Memorandum of Understanding to the PERS plan known as two percent (2%) at fifty (50) with those
benefit options as provided for in the contract between the City and PERS. Modification(s) to the
contract shall be made only after the City has met and consulted with the Association and such
modification(s) made a part of the contract between the City and PERS consistent with the
requirements ofPERS. Prior to June 30,2003, the City will amend the public safety contract to the
PERS plan known as three percent (3%) at fifty (50),
For non-sworn employees, the City shall make contributions to the PERS plan known as two percent
(2%) at fifty-five (55) with those benefit options as provided for in the contract between the City and
PERS.
S",~inn '} The City shall pay all the employee's contribution to their retirement plan and place it in the
'employees' individual PERS retirement accounts.
ARTJrI P X - HOf IRS OF WORK
~p.r.tinn I Worlc Pp.rinrl
A. The work period for law enforcement personnel (as defined by the Fair Labor Standards
Act) shall be 336 continuous hours (14 consecutive days). All full-time law enforcement personnel I
shall be regularly assigned one of the following work schedules:
I. "three-twelve" - three (3) consecutive three (3) day work weeks consisting of three (3)
twelve (12) hour and twenty (20) minute work days followed by a four (4) day work week consisting
of three (3) twelve (12) hour and twenty (20) minute work days and one (I) twelve (12) hour work
day.
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Resolution N1JIrIber~
2. "four-ten" - a work week consisting often (10) hours per day, four (4) days per week.
3. "five-eight" - a work week consisting of eight (8) hours per day, five (5) days per week.
Sf'r.linn 7. Th......_Twp.lvp. Wnrk S"hMlllp.
A The standard work week shall be thirty-seven (37) hours or forty-nine (49) hours
depending on the number of days worked in a work week pursuant to AI. above.
B. For PERS reporting purposes, the nine (9) hours worked over forty (40) during the forty-
nine (49) hour work week of the work period will be considered regular straight time hours for the
intention to report forty (40) hours of regular hours during a work week.
ARTfC.f P. XI - OVP.RTIMP rOMPPNSA nON (fnr nnn-p'",p.l11pl p.mpln~p.,,'l)
SP-r.tinn 1 OvP-rtimp. npfinprf
A Three-Twelve Work Week
Time worked in excess of eighty-six hours in a FLSA work period as defined in Article VIII, Section
I.A I. and time worked on scheduled days off.
B, Four-Ten Work Week
Time worked in excess of forty (40) hours in a work week as defined in Article VIII, Section 1.A.2..
C. Five-Eight Work Week
Time worked in excess offorty (40) hours in a work week as defined in Article VIlI, Section 1.A.3..
SP.r.tinn? C:nmpp.n~tinn fnr Ovp-rtimp.
A Authorized non-FLSA overtime shall be compensated in payor compensatory time at the
rate of one-and-one-half (1- I 12) times the straight time hourly equivalent of the base monthly pay rate.
B. In computing overtime for a regular work week or work period, time absent from duty as a
result of use of sick leave, vacation, holiday or compensatory time off shall not be considered as time
deemed to have been worked.
C. If members regular work schedule in any 14-day FLSA cycle is less than 86 hours, they will
be paid overtime for those hours worked above their regular work schedule,
Spr.tinn '1 l:nmpP-nQRtnty Timp.
A Employees may elect to receive compensatory time in lieu of pay for overtime subject to B.
and C. below.
B. Should an employee desire to take compensatory time off, he shall file a written request
with the Chief of Police who shall grant time off unless it interferes with the normal operation staffing
ofthe police department.
C. Employees shall be permitted to accumulate a maximum of seventy-five (75) hours of
compensatory time. An employee who accumulates an excess of seventy-five (75) hours of
compensatory time will be reimbursed within the pay period earned for that amount in excess of
seventy-five (75) hours.
D. An employee may, upon written request submitted to and approved by the City Manager,
receive reimbursement for the requested number of hours of accrued compensatory time below the cap
of seventy-five (75) hours. Reimbursement shall occur with the next regular payroll following the pay
period in which the employee's written request has been approved by the City Manager.
Resolution N1JIrIber~
~flrlinn 4 nvP.T1im~ Rppnrting
In order for an employee to earn compensation for overtime, he must receive the supervisor's or the
Chief of Police's approval. Overtime worked to meet an emergency situation does not require advance
approval, but shall be certified by the Chief of Police before being credited to the employee's record.
ARTln F X1I - I-IOf mA YS _ A pm IrF Sf'RC;f'ANT
I
Sf'r.tinn I Recngni7M Hnliday" - For pay purposes, the following holidays are recognized:
New Year's Day (January I)
Independence Day (July 4)
Thanksgiving Day (Fourth Thursday in November)
Christmas Day (December 25)
*Floating Holiday - A federally-recognized holiday as selected by employee
~p.r:tinn' Hnlirl::lY rnmppn!i:.Sltinn
A. Employees covered by this Memorandum of Understanding shall be entitled to one hundred
twenty (120) compensated holiday hours per calendar year.
B. Compensation for holidays will be paid on a monthly basis at a monthly rate of 1/12th,
C. Employees who work on a designated holiday shall earn, at the straight time rate, a
corresponding number of hours to the hours worked on said holiday. The employee may choose to be
compensated as time off or pay.
*
Floating holidays may be individually selected by the employee subject to the approval of the
Chief of Police. Employees shall choose their floating holiday as follows:
I
AdministrativelInvestigations - Any Federally recognized holiday, day after
Thanksgiving or the employee's birthday.
R I-IOf mAYS - POI WI" C.APTAfN ANn Rf'rORn SflPFRVISOR'
Captain and Records Supervisor shall be granted the following holidays with pay:
New Year's Day (January 1)
Martin Luther King Day (3rd Monday in January)
Washington's Birthday (Third Monday in February)
Memorial Day (Last Monday in May)
Independence Day (July 4)
Labor Day (First Monday in September)
Veteran's Day (November II) .
Thanksgiving Day (Fourth Thursday in November)
The Calendar Day following Thanksgiving Day
Christmas Eve (December 24)
Christmas Day (December 25)
Floating Holiday
I
A tntal nf I' hnliday" annllally
ARTWI F xm _ VArATlON
Spr.tinn I F1igihiJity
All permanent full-time employees having completed one (I) year of continuous service with the
department and annually thereafter, shall be eligible for a paid vacation at their current rate of pay.
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R;solution N1JIrIber J,{g57
~p.r.tinn? Ar.r.nlat
A. Vacation leave is accumulated yearly and is computed on the basis of the employee's hire
date as a regular full-time or probationary employee.
B I. Years of service, for purpose of vacation accrual, shall be from the date of initial
employment as a full-time probationary or permanent employee to the anniversary date concluding the
full year of the designated year.
B2 Effective February 4, 1998, all eligible safety employees hired after February I, 1998, wm
accrue vacation leave by the following schedule.
Years
Of S"rvi,....
Hours Max. Hourly Accrual Annual
FJ:lmM RRfPlPRY PPrinti Ri_Wp.p.lcly VRrJ1ltinn Hnllr~
0-5 Years
6-14
15+
80
120
160
3.0769
4.6153
6.1538
80 hours
120 hours
160 hours
C. An eligible employee hired prior to February I, 1998, shall accrue vacation leave by the
following schedule:
YEARS
Sf'RVIC.P
HOURLY ACCRUAL RATE
PPR PAYPPRIOn
ANNUAL
ACTRrrAr RATf'
0-5
6
7
8
9
10 or more
4.615
4.923
5.231
5.486
5,539
6.154
120 hours
128 hours
136 hours
144 hours
152 hours
I 60 hours
S,P.r.tinn 1 MRyirnllm Ar..r.nIRI
A I. A safety employee may accumulate unused vacation to a maximum of the amount accrued
in the thirty (30) months immediately preceding the employee's anniversary date of employment. If the
needs of the service require that a sworn employee be denied the use of accrued vacation time and such
denial is anticipated to result in a cessation of accrual, the employee may request that his maximum
accrual be increased to an amount not to exceed the amount accrued in the preceding thirty-six (36)
month period. Such request must be submitted to the Chief of Police prior to a cessation of accrual
and is subject to the approval of the Chief of Police and City Manager,
A I. Civilian employees have a maximum accrual of240 hours of vacation.
B. The accrual of vacation shall cease when an employee's accumulated vacation is at the
maximum provided in this Section. Additional vacation shall begin accruing when the employee's
vacation balance falls below the maximum.
SP-r.tinn 4 l1se..of V RC",SItinn
A. The time at which an employee's vacation is to occur shall be detel1uined by the Chief of
Police with due regard for the wishes of the employee and particular regard for the needs of the
service.
B. Safety Employees who have completed five (5) years or more of continuous service may
elect to be paid for up to a maximum of forty (40) hours of accrued vacation on an annual basis
Resolution N1JIrIber~
.
provided that forty (40) or more hours have been taken as vacation time off during the course of the
prior twelve (12) months. Request for payment shall be made thirty (30) days prior to the employee's
anniversary date of employment or in conjunction with a vacation request offorty (40) or more hours,
C. Not more than once in each fiscal year, a civilian employee who has completed at least
one (I) year of continuous service shall, upon request, receive compensation for up to fifty (50)
hours of accrued vacation time provided that the employee has taken an equal amount of vacation
time off within that calendar year.
~p.r:tinn c; VSlC"Sltinn PSlympnt Sit TFnninAtinn
I
A. Employees terminating employment shall be paid in a lump sum for all accrued vacation
leave no later than the next regular payday following termination.
B. When termination is caused by death of tile employee, the employee's beneficiary shall
receive the employee's pay for unused vacation. ln the event an employee has not designated a
beneficiary, the payment shall be made to the estate ofthe employee.
~P.r.tinn" VSlr.s:ltinn Ar:r.null nllri",g T PSlVP. of Ah~p.nr.p.
No vacation leave shall be earned during any leave of absence without pay for each fourteen (14) day
period (pay period) of such leave.
~P.c.tinn 7 Prnhihitinn Ag;:-ind Wnrki"8 for rity nllring VSll'Sltinn
Employees shall not work for the City during their vacation and, thereby, receive double compensation
from the City.
ARTIC.f I" XIV AOMINlSTRATlVf' f EAVP
I
S""tinn I. All incumbents in police captain classifications, unless otherwise specified, shall be
entitled to three (3) days of administrative leave during each fiscal year of the three year contract.
Sf"tinn 7.. Administrative leave days may not be carried forward to succeeding years nor may
they be turned in for cash value.
A R TIn ,F. XV _ f.F. A VPS OF A RSf'NC'f'
s'P.r.tinn I Allthnri7.P.d I PSlVP. of AhV!flC':p. Without PAY
A. Upon the Police Chiet's recommendation and approval of the City Manager, an employee
may be granted a leave of absence without pay in cases of an emergency or where such absence would
not be contrary to the best interest of the City, for a period not to exceed ninety (90) working days.
B, Upon written request of the employee, the City Council may grant a leave of absence, with
or without pay, for a period not to exceed one (I) year.
C. At the expiration ofthe approved leave, after notice to return to duty, the employee shall be
reinstated to the position held at the time leave was granted. Failure on the part of the employee to I
report promptly at such leave's expiration and receipt of notice to return to duty, shall be cause for
discharge.
D. During any authorized leave of absence without pay, an employee shall not be eligible to
accumulate or receive fringe benefits except as specifically provided for in this Memorandum of
Understanding, except that tile City shall contribute to an employee's medical and dental health plan,
disability insurance plan, life insurance plan for the first thirty (30) days of the leave of absence.
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ResQliii;ion N1JIrIber J!EJ,$'1
~p.ctinn? Hp.rP~vP.tnP.f1t I PJ:lVP.
~
Employees may be granted up to forty (40) hours of bereavement leave of absence by reason of a death
in t1leir immediate family which shall be restricted and limited to father, mother, step-mother, step-
father, brother, sister, spouse, child, step-child, grandmother, grandfather, mother-in-law, father-in-law,
or all degree of relatives not listed but living within the household of the employee.
Sf'r.tinn 1 Military I ......v" nf Ah..,n,..p.
A. Military leave shall be granted in accordance with the provisions of State law. All
employees entitled to military leave shall give the Chief of Police an opportunity within the limits of
military regulations to determine when such leave shall be taken. Whenever possible, the employee
involved shall notifY the Chief of Police of such leave request ten (10) working days in advance of the
beginning of the leave.
B, In addition to provision of State law, the City shall continue to provide eligible employees
on military leave the current health benefits (medical, dental, disability and life insurance and retirement
(if applicable) for the first three (3) months of military leave During said period, the employee shall be
required to pay to the City the same co-payments as required of other employees. After the first three
(3) months of military leave, the employee may continue said benefits at his cost.
Spr.tinn 4 Prp.gJ1Anr.y ni.ahility I "av" nf Ah...n""
A. An employee who is disabled due to pregnancy shall be granted a pregnancy disability leave
for a minimum period of three (3) months provided that a lesser period may be granted upon request of
tbe employee,
B, Disabilities arising out of pregnancy shall be treated the same as other temporary disabilities
in terms of eligibility for, or entitlement to, sick leave with or without pay, extended sick leave, or
accumulated sick leave.
C. Employees are encouraged to report the existence of pregnancy, Where the nature of the
duties performed are hazardous or burdensome, the employee may be required to submit medical
evidence as to fitness for the performance of duties of the position.
D. Employees shall be placed on medical leave when the employee's physician states that
medical disability would interfere with the performance of the duties of the position or continuing work
would be hazardous. Should disagreement arise between the Chief of Police and the employee's
physician as to the hazardous nature of the job or the ability of the employee to perform the job, a
physician representing the City, to the extent protected by law, will resolve the conflict.
E Following childbirth and upon release from medical treatment for the disability resulting
from the pregnancy, the employee must submit a medical statement of fitness to perform the duties of
the position to the Personnel Department. At that time, a determination will be made for a retum to
work date with reinstatement to be accomplished as expeditiously as is reasonably practicable,
~p.dinn c; T Tn::mthnri7pn T P.J:IVP. nf AhqP.f1r.p.
Unauthorized leave of absence are days, or portions of days, wherein an employee is absent from work
without City approval. Unless subsequently approved, such absence will result in a deduction from the
employee's pay of an amount equivalent to the time absent. Employees taking unauthorized leave of
absence may be subject to disciplirnuy action, up to and including termination of employment.
Resolution N1JIrIber 4dfl
ARTWT.F XVT _ lllRVDTlTY
Sf'r.tinn I c.nl11p"n.atinn fnr 11Il:Y Dllty
A. Employees required to report for jury duty shall be granted leave of absence for such
purpose, upon presentation of jury notice to the Chief of Police. Said employees shall receive full
payment for the time served on jury duty, provided the employee remits any fees received for such jury
service, excluding payment for mileage, to the City's Finance Department. Compensation for mileage, I
subsistence or similar auxiliary allowance shall not be considered as a fee and shall be returned to the
employee by the Finance Department.
B If the sum of the employee's jury duty responsibilities is less than a full work day, the
employee shall contact his supervisor as to the feasibility of returning to work that day.
ARTWfFXVII _ SWKTFAVP
~prtiC\n 1 C "tP.np:rRl ~id{" T P.AVP. Prnv\~inn~
A. Sick leave shall be used only in cases of actual personal sickness or disability, medical or
dental treatment, family leave or as authorized by the City Manager under special circumstances. The
employee requesting sick leave shall notifY his immediate supervisor or Chief of Police prior to the time
set for reporting to work. Sick leave with pay shall not be allowed unless the employee has met and
complied with the provisions of this Memorandum of Understanding,
B Sick leave shall not be granted for disability arising from any sickness or injury purposely
self-inf1icted or caused by an employee's own willful misconduct.
C. Eligibility - All employees covered by this Memorandum of Understanding shall be eligible I
to accrue sick leave.
D. Side' P~VP nllring V~U'~Rtinn
An employee who becomes ill while on vacation may have such period of illness charged to his
accumulated sick leave provided that:
1. Immediately upon return to duty, the employee submits to his supervisor a written request
for sick leave and a written statement signed by his physician describing the nature and dates of illness,
2, The Chief of Police recommends and the City Manager approves the granting of such sick
leave.
E. f'yj"n<l,,<i Si,,1c f P.av"
In the event of an employee's continuing illness which results in depletion of sick leave accumulation,
the employee may request in writing, to the Chief of Police and City Manager, a leave of absence
without pay for the purpose of recovering from the illness, provided:
I. The employee has used all of his accumulated sick leave.
2. The employee presents to his department head for referral to and consideration by
the City Manager, a written explanation of the employee's illness and an estimate of the time needed for
recovery signed by the employee's physician.
3. Prior to resuming his duties, the employee may be required to take a medical I
examination at City expense and provide a medical release to return to work from the employee's
physician as prescribed by the City Manager. The employment record and the results of such
examination shall be considered by the City Manager in determining the employee's fitness to return to
work,
4. The maximum period of such leave shall be ninety (90) days If the employee desires
an extension, he shall follow, prior to the termination of the initial leave, the procedure described in
sub-paragraph 2. above,
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ResoIut;ion
N1JIrIber J/857
~p.dinn? AC"'r:nl~l... s.P.r&f'~nt Pn~itinn
A. Sick leave shall be accrued at the rate of ten (10) hours per calendar month for each
calendar month that the employee has worked regularly scheduled hours and/or has been on authorized
leave which provides for full pay, for at least fifteen (15) working days in that month.
B, Sick leave accrued pursuant to A. above for unit employees hired prior to July I, 1985,
will be placed into a newly established sick leave bank at the rate of 10 hours per calendar month for
each calendar month that the employee has worked regularly scheduled hours. This new sick leave
bank, established February 4, 1998, cannot be cashed out for disability retirement. Accumulated sick
leave shall not be used to postpone the effective date of retirement as determined by the City
C. Employees who are on authorized leaves ofabsence, without pay, shall not accrue sick
leave hours during said leaves of absence.
Sop-din" 1 Ar.r.lImlll~tinn s:lInrf PRymp.:nt ... s.p.r:gf"~nt Pnc:.itinn
A. There is no limit on the amount of sick leave that an employee may accumulate.
B, An employee may be paid for unused sick leave pursuant to the following:
1. Employees who have not completed fifteen (15) years of services with the City will
not be eligible to be paid for any accumulated sick leave, nor shall any accumulated sick leave be used
to postpone the effcctive date of retirement as determined by the City,
2. Employees who have completed fifteen (15) years of service with the City shall be
paid for accumulated sick leave in the lesser amount of (i) twenty-five percent (25%) of his
accumulated sick leave at the employee's final hourly rate of payor (ii) two thousand five hundred
dollars ($2,500). Accumulated sick leave shall not be used to postpone the effective date of retirement
as detennined by the City.
3. Employees employed prior to July I, 1985, who are retired because of work related
disabilities will be paid all of their accumulated sick leave at their final rate of pay. Accumulated sick
leave shall not be used to postpone the effective date of retirement as determined by the City. Any sick
leave accrued after February 4, 1998 will be placed in the sick leave ~ank set forth in Section 3.B
above, and is not eligible for this payout provision.
~Pr.tinn 4 s'ir-.1c r 'p~vp. AI".r..nu1I1 ~mti Ps:liympnt... rs:liptAin Slnrl Rpr:nrrl s'lIpPM!mr Pn~itinn
A. All full-time employees covered by this resolution shall accrue sick leave at the rate of
one day per month (8 hours). The maximum accrual ofsick leave hours shall be 520 hours.
B. Existing sick leave balances which have remained intact and have not been converted
to leave time, may be utilized by the employee for sick leave purposes only.
C Upon termination of employment with the City, all leave hours will be paid to the
employee at the employee's base rate of pay. Existing sick leave balances, which have remained
intact and have not been converted to leave time, will be paid to the employee upon termination at
one-quarter (25%) of the employee's base rate of pay.
D. Employees who are on authorized leaves ohbsence, without pay, shall not accrue sick
leave hours during said leaves of absence.
Sop-din" '\ FRmily I PSlVP.
Upon a de~onstration of need and subject to the following conditions, an employee may take sick
leave and/or unpaid leave to care for his newborn infant, whether through parentage or adoption, or a
Resolution N1JIrIber~
seriously ill or injured member of the employees "immediate family" as defined in Article XU Section 2.
Bereavement Leave.
1. Proofoflhe birth or adoption ofa newborn infant or the serious illness/injury of the
family member must be submitted to the City.
2. Requests for family leave must be submitted in writing to the employee's supervisor
at the earliest possible date preceding the time when the leave is to begin.
I
3. Operational needs of the City shall be relevant in detenninations regarding the
granting offamily leave in accordance with the provisions of State and Federal Family Leave laws,
4, In the event of an extended family leave, the employee may be required to
periodically report on the status of the situation giving rise to the leave.
5. Family leave may be granted only upon the recommendation of the Chief of Police
and approval of the City Manager consistent with the provisions of State and Federal Family Leave
laws,
6. A maximum of four hundred (400) working hours of family leave in any
combination of sick leave and unpaid leave may be taken during any two (2) year period unless a
greater amount is prescribed by state or federal law.
Sf'r.tinn (, On-Thp.-Tnh_I'Ji,":y
Employees who are disabled by injury or illness arising out of and in the course of their duties as public
safety employees of the City, shall be entitled to the benefits of California Labor Code Section 4850 as
the Section now exists or is hereinafter amended. Any payments made pursuant to this Section shall
not be charged as sick leave; sick leave and vacation benefits shall accrue during the period of disability
pursuant to the provision of California Labor Code Section 4850.
Sectinn 7 Off_ Thp.-lnh-I'Jillry
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An employee injured outside of his service with the City shall be compensated through the disability
insurance plan provided by the City.
ARTWf P XVIT - PRORATlONARY pF.RIOnS
Sectinn I Appnintment Fnllnwi~ Prnhatinn Perinrl
A. The original appointment and promotional appointment of employees shall be tentative and
subject to a probationwy period oftwelve (12) months of service,
B. When unusual circumstances merit the extension of the probationwy period, the Chief of
Police shall request, in writing, approval of the City Manager. Said extension shall not exceed one
hundred and eighty (180) days, The Personnel Office shall notifY the Chief of Police and the
probationer concerned no-less-than two weeks prior to the tennination of any probationary period.
C. If the service ofa probationwy employee has been satisfactory, the Chief of Police shall file
with the Personnel Office a statement, in writing, that the retention of the employee is desired. No I
actions changing an employee's status from probationwy to regular full-time shall be made or become
effective until approved by the City Manager.
Sf'r.tinn? Ohjf'r.tive nfPrnhatinnary Period
The probationwy period shall be regarded as a part of the testing process and shall be utilized for
closely observing the employee's work, for securing the most effective adjustment of a new employee
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Re~Ql~tion N1JIrIber #957
to his position, and for rejecting any probationary employee whose performance does not meet the
required standards of work.
Sf'r.tinn 1 Rl11plny"" P"rfnrman,..p. Apprai.al
A. Each probationary employee shall have his performance evaluated at the end of each three
(3) months of service or at a more frequent interval when deemed necessary by the Chief of Police.
Permanent employees shall have their performance evaluated annually or at more frequent intervals
when deemed necessary by the Chief of Police. Such evaluation shall be reported in writing and in the
form approved by the Personnel Office.
B. The written appraisal report of an employee's performance evaluation shall be filed in
triplicate, the original to be filed with the Personnel Office and made a part of the employee's personnel
records, one copy to be retained by the department, and one copy to be given to the employee.
Sf'r.tinn 4 R~""tinn nfPmhatinnary FmplnJlp.p.
A. During the probationary period an employee may be suspended, demoted, or rejected
anytime by the Chief of Police, with approval of the City Manager, without cause and without right of
appeal, except the right of appeal of punitive action as may be provided by law. Notification of
rejection, in writing, shall be served on the probationary employee and a copy filed with the Personnel
Office, A termination interview may be conducted with each rejected probationer.
B. An exception will be applied where the probationary employee's job termination or
dismissal is based on charges of misconduct which stigmatizes his reputation or seriously impairs his
opportunity to earn a living, or which might seriously damage his standing and association in the
community. Where there is such a deprivation of a "liberty interest", the employee shall be given pre-
disciplinary procedural due process as defined in the City of Seal Beach Personnel Rules and
Regulations and this Memorandum of Understanding. Prior to the disciplinary action becoming final,
the employee must be notified of his right to the appeal procedure as outlined in these Rules and
Regulations.
ARTrc.1 I" xrx _ T A VOl''' PROC.f'nf TRf'S
SP.r.tinn 1 &liql
A. The policy for layolT procedures shall be as adopted in City's Personnel Rules and
Regulations.
ARTrc.r I" xx - MlSrFI I ANf'OflS PROVISIONS
SP.r..tinn I. Tllitinn RpiI11hllr~p.mP.t1t _ Pnlir..p. Sprgp.~nt IRp.~.nr(hl S.lIpp.rvi~nr
Unit members attending accredited community colleges, colleges, trade schools or universities may
apply for reimbursement of one hundred percent (100"10) of the actual cost of tuition, books, fees or
other student expenses for approved job-related courses. Maximum tuition reimbursement for
employees shall be $800 per calendar year. Reimbursement is contingent upon the successful
completion of the course. Successful completion means a grade of "C" or better for undergraduate
courses and a grade of "B" or better for graduate courses. All claims for tuition reimbursement require
prior approval.
Sp.c.tinn ?" Phr:-i{".A1 Fitnp.!I;.~ Prngr~m
The physical fitness program is a voluntary program for all sergeants utilizing vacation hours as
compensation for achieving goals within this program. The details of this program are attached as
Exhibit B to this Memorandum of Understanding.
Resolution N1JIrIber $5"1
ARTrc.r I" XXl - f'NTIRF Mf'MORANnllM OF f1Nnf'RSTANnrNr.
Sf'r.tinn I It is the intent of the parties hereto that the provisions of this Memorandum of
Understanding shall incorporate all prior agreements and memoranda of agreement, or memoranda of
understanding, or contrary salary and/or personnel resolutions or administrative codes, provisions of
the City, oral or written, expressed or implied, between the parties, and shall govern the entire
relationship, and shall be the sole source of any and all rights which may be asserted hereunder. This I
Memorandum of Understanding is not intended to conflict with federal or state law.
Sf'r.tinn 2 Notwithstanding the provision of Section I., t1lere exists within the City certain personnel
rules and regulations and police department rules and regulations. To the extent that this
Memorandum of Understanding does not specifically contradict these personnel rules and regulations
or police department rules and regulations or City ordinances, they shall continue subject to being
changed by the City in accordance with the exercise of City rights under this Memorandum of
Understanding and applicable state law.
S""tinn 1 Except as provided herein, other tenns and conditions of employment, oral or written,
express or implied, that are presently el~oyed by employees represented by the Association shall remain
in full force and effect during the entire term of this Memorandum of Understanding unless mutually
agreed to the contrary by both parties hereto.
ARTJrr F XX1T _ C.ONc.FRTf'n RFFr rSAI TO WORK
s'r.r..tinn I PrnhihitP1'l rnnrlllr.t
A. The Association, its officers, agents, representatives, and/or members agree that they will
respeet relevant law and judicial decisions regarding the withholding or diminishment of services to
influence negotiations conducted under Section 3500 et.seq of the California Government Code.
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B. The City agrees that it shall not lock out its employees during the term of this
Memorandum of Understanding, The term "lockout" is hereby defined so as not to include the
discharge, suspension, termination, layoff, failure to recall, or failure to return to work employees of
the City in the exercise of rights as set forth in any of the provisions of this Memorandum of
Understanding or applicable ordinance or law.
C. Any employee who participates in any conduct prohibited in subparagraph A. above may be
subject to termination.
D. In addition to any other lawful remedies or disciplinary actions available to the City, if the
Association fails, in good faith, to perform all responsibilities listed in Section 2., Association
Responsibility, below, the City may suspend certain rights and privileges accorded to the Association
under the Employee Relations Resolution or by this Memorandum of Understanding including, but not
limited to, access to the grievance procedure and use of the City's bulletin boards and facilities.
s'P.C':tinn') AQQnr.i::ltinn Rp."nm:ihility
In the event that the Association, its officers, agents, representatives or members engage in any of the
conduct prohibited in Section 1. above, Prohibited Conduct, the Association or its duly authorized
representatives shall immediately instruct any persons engaging in such conduct that their conduct is in I
violation of this Memorandum of Understanding and unlawful, and they should immediately cease
engaging in conduct prohibited in Section I. above, Prohibited Conduct, and return to work.
,ARTrr.r I" XXlH - f'MFRr.!.Nr.VWArVf'R PROVIsrON
Sf'r.tinn I. In the event of circumstances beyond the control of the City, such as acts of God, fire,
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Resolution Number~C1~
flood, civil disorder, national emergency, or similar circumstances, provisions of this Memorandum of
Understanding or the Personnel Rules and Regulations of the City, which prevent the City's ability to
respond to these emergencies, shall be suspended for the duration of such emergency. After the
emergency is over, the Association shall have the right to meet and confer with the City regarding the
impact on employees of the suspension of these provisions in the Memorandum of Understanding and
any Personnel Rules and Regulations.
ARTwr I" XXIV _ SF.PARARH ITY
Sf'r.tinn I. Should any provision of the Memorandum of Understanding be found to be inoperative,
void or invalid by a court of competent jurisdiction, all other provisions of this Memorandum of
Understanding shall remain in full force and effect for the duration of this Memorandum of
Understanding.
ARTrc.r I" XXV - Tf'RM OF MFMORANn[rM OF TrNnF.RSTANnING
S"Minn I. The terms of this Memorandum of Understanding shall commence on July I, 2000 and
shall continue in full force and effect through June 30, 2003,
Sf'r.tinn 7 The City of Seal Beach and the Police Management Association agree to commence
negotiations for the next contract year Apri~ 2003.
ARTrr.r F YXVT _ RATrFrr.ATrON
S"Minn I. This Memorandum of Understanding is subject to approval and adoption by the City
Council and ratification of the required number of the duly authorized representatives of the
Association. Following such approval and adoption, the Memorandum of Understanding shall be
implemented by the appropriate resolution( s), ordinance( s), or other written action of the City Council.
President, Seal Beach Police Management Association
Sgt. Robert Mullins
Date: November 13, 2000
CITY OF SEAL BEACH MANAGEMENT REPRESENTATIVE:
Donald F. McIntyre, City Manager
Date: November 14,2000
Resolution N1JIrIber ~~J7
EXHIBIT A
A. Effective July 5, 2000, a 4% market adjustment for all Association members plus inequity
adjustments as follows:
Sergeant - 3.5 % inequity Records Supervisor - 10% inequity
POSITION Range A B C D E toyr 20yr I
Captain 620 6262 6575 6904 7249 7611 7992 8372
Sergeant 53B 4963 5211 5472 5746 6033 6335 6636
Records Supervisor 33E 3075 3229 3390 3560 3738 3925
B. Effective first payroll period July, 2001, a 4% base salary increase plus an adjustment equal
to the increase on the CPI for aU Urban Consumers - Los Ange1eslRiverside and Orange
County for the 12 months ending May, 1, 2001 (combined totalllot to excee(l6%) plus inequity
adjustments as follows:
Captain - 2.5% inequity
Sergeant - 2 % inequity
Records Supervisor - 5% inequity
C. Effective first payroll period July, 2002, a 4% base salary increase plus an adjustment equal
to the increase on the CPI for all Urban Consumers - Los AngeleslRiverside and Orange
County for the 12 months ending May 1,2002 (coll/bille(l total not to exceed 6%).
ClIptain - 2% inequity
Sergeant - 2% inequity
Records Supervisor - 5% inequity
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Resorvtion Number~
EXHIBIT B
SEAL BEACH POLICE PHYSICAL FITNESS PROGRAM
INTRODUCTION
The physical fitness program is a voluntary program for all sworn officers. Officers work out on
their off duty time and may, depending upon availability of funds and staffing needs, in return
receive compensation back to them after meeting the minimum requirements of the tests at the end
of each 6 month period. Officers may receive up to 20 hours of vacation time by meeting the
requirements of the test at the end of each six month period The maximum time each officer will
be able to achieve is up to 40 vacation hours earned annually for as long as the officer continues
successfully in the program,
ENROLLMENT
To start the program, each officer must contact the Physical Fitness Committee and advise them of
your intent. You will need to have a doctors release to allow you to participate in the program. A
copy of the physical requirements of the physical fitness program should be reviewed by your
doctor when obtaining your release. For details of the annual physical exam refer to Article Xl II
section 6 of the S.B.P.O.A. M.O.U.
TESTING
Each officer participating will be tested every six months, specifically in the months of January and
July. A minimum level has been established for each test. Participants will have to move up a .
category or reach maintenance level indicated on each test by age group, At one' year and six
months, participants will be required to be at the maintenance level. Once the maintenance level
has been attained, participants will have to maintain that level on subsequent tests. Testing each six
month period will validate the awarding of vacation time. Testing may be conducted during on-
duty hours at the Watch Commanders discretion. The Physical Fitness Committee will perform the
testing.
Initial program tests will be conducted in February 1998, June 1998 and December 1998.
ALLOCA nON OF HOURS
Employees will be awarded four hours for successfully completing each test as set forth in
TESTING above. No employee shall receive any hours if they fail to meet the minimum standards
for at least three of the five tests. For the December 1998 testing only, employees shall receive
eight (8) hours per successfully completed test.
PHYSICAL FITNESS COMMITTEE
The Physical Fitness Committee shall be comprised offour (4) members - two to be appointed by
the SBPOA Board of Directors, and two to be appointed by the Chief of Police. The Physical
Fitness Committee is established to retain administrative control over the program. All committee
members shall be active participants in the program. The committee will be responsible for
examining problems and disputes that arise from the administration of the program. The committee
will be the formal arbitrators on these matters.
VALIDATED MEDICAL PROBLEM CLAUSE
Those officers who for validated medical reasons cannot participate in the fitness program as
designed may contact the Physical Fitness Committee for program modification. Validated medical
problems are those diagnosed by a physician as limiting participation in a certain activity.
REOUIRED TEST
The physical fitness needs of Police Officers fall into three areas:
Cardio Fitness
Strength
Flexibility
The tests outlined below may be modified by the Physical Fitness Committee as necessary.
Resolution N1JIrIber~
The tests used in this program to evaluate fitness in these areas will be.
Cardio fitness
1.5 Mile run
Strelll!.th
Push-ups
Sit-ups
Pull-ups
Flexibility
Forward Stretch
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MEDICAL COVERAGE
Participation in the program will be on a voluntary basis.
Any exercise workouts done under this program, i.e. weight lifting, contact sports, running, etc...
would not be covered for benefits under Workers Compensation, The city will not provide blanket
coverage for any injury which could conceivably be claimed under the pretext of participation in
the Physical Fitness Program.
All employees must receive clearance from their personal physician prior to beginning program
participation.
CAROlO FITNESS TESTS
1.5 Mile Run
Officers will run a I 5 mile course established by the Training Unit. The time needed to cover the
distance is recorded and compared to the standards on the chart.
This test is an excellent indication of the condition of the heart and lungs as it measures ones
aerobic capacity or the ability of the heart and lungs to utilize oxygen.
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Under 30 30-34 35-39 40-44
Below Below Below Below
Excellent 10,15 11:00 11:30 12:00
Good 10:16-12:00 11:01-12:30 11:31-13:00 12:01-]3:30
Fair 12:01- I 4:30 12:31-15:00 13:01-15:30 13:31-16:00
Poor 14:31-16:30 15:01-17:00 15:31-17:30 16'01-18:00
Very Poor 16:3 I-Above 17:01-Above 17:3 I-Above 18:01-Above
Maint. Level 11:00 12:00 12:30 13:00
Minim.Level 14.30 15:15 15:30 15:45
40-49 50+
Below Below
Excellent 12:]5 12:30
Good 12:16-13:45 12:31-14:30
Fair 13:46-16:15 14:31-17:00
Poor 16:16-18: 15 17:01-19:00
Very Poor 18:l6-Above I 9:0 I-Above I
Maint. Level 13:30 1400
Minim. Level 16:00 16:45
STRENGTH TESTS
The body is maintained in a prone position supported by straight arms on the hands and toes. A
partner places his fist on the ground below the officer's chest. The officer must keep his back
straight at all times and from the up position, lower himlherself to the floor until his chest touches
his partner's hand and then push to the up position again, Officer's can rest in the up position. The
total number of correct push-ups are recorded and compared to the standards on the chart.
R~solti.tion N1JIrIber4!5,1
This test measures muscle endurance and a low level of muscle endurance indicates an inefficiency
in movement and a poor capacity to perform work. This test measures mainly the muscles of both
the chest and upper arm which are important in physical confrontations such as pushing, pulling,
controlling, and handcuffing. .
Under 30 30-39 40-49 50+
Excellent 43 - 37 - 30 - 25+
I Good 28-42 23-36 20-29 17-24
Fair 20-27 17-22 15-19 12-16
Poor 5-19 3-16 2-14 2-11
Very Poor 4-Below 2-Below 2-Below I-Below
Maint. Level 40 35 25 18
Minim Level 18 15 13 II
PULL-UPS
Officer will hold bar with the palms away from the body. Arms are extended out straight in the
beginning position with the feet off the ground. Officer must pull his body up to a position where
his chin is above the bar for one repetition, The total number of correct pull-ups are recorded and
compared to the standards on the chart.
In lieu of pull-ups, officers may choose to do the "La Pull". Officers are required to pull down 70
percent of their body weight ten times in order to achieve maintenance level.
Under 30 30-39 40-49 50+
Excellent 9 & above 7 & above 6 & above 5 & above
Good 8 6 5 4
Fair 6-7 4-5 3-4 2-3
I Poor 5 3 2 I
Very Poor 4 & above 2 & under I & under 0
Maint. Level 8 6 5 4
Minim. Level 5 3 2 I
SIT-UPS
Officer starts by lying on his/her back, knees bent, heels flat on the floor and anns folded across the
chest. A partner holds the feet down, In the up position, the officer will touch his elbows to his
knees and then return to the starting position, not placing their shoulder blades on the ground
before starting the next sit-up. This is a continuous exercise, no resting. The total number of correct
sit-ups are recorded and compared to the standards on the chart.
This test measures muscular endurance in the abdominal muscle group, an area of great concern to
the sedentary individual. Much evidence exists of the correlation between poor abdominal muscle
development, excessive fat tissue and lower back problems.
*ICONTllruOUSMUNUTE*
Under 30 30-39 40-49 50+
Excellent 51 & above 45 & above 40 & above 36 & above
Good 40-50 34-44 27-39 23-39
Fair 35-39 29-33 20-26 16-22
I Poor 24-34 18-28 7-19 6-15
Very Poor 23 - 17 - 6- 5 -
Maint. Level 45 40 35 30
Minim. Level 30 25 20 IS
FLEXIBILITY
Officer sits on the ground with his legs out straight in front of him. Heels offeet are placed against
a 4 X 4 or similar object. Officer bends forward and reaches towards his toes with his fingertips as
far as he can. The distance above or below his heels is measured The distance is recorded as plus
or minus inches. Plus inches is below the heels and negative is above the heels. Compare the results
against the standards on the chart.
Resolution Number t1t?~J1
Excellent
Good
Fair
Poor
Very Poor
Maint. Level
Minim. Level
Under 30
30-39
40-49
50+
+10" & below
+4" to 9.5"
+ 1.5" to 3.5"
-4.5" to +1"
-5" & above
+5"
0"
+9" & below +8" & below
+ 3,5" to 8,5" +1" to 7.5"
+1" to 3" -2" to +.5"
_6.5" to +.5" -9" & above
-7" & above -9.5 & above
+4" +1"
-2" -411
+7" & below
o to +6.5"
-3" to _.5"
-10" to 3.5"
-I 0.5" & above
0"
-5"
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