HomeMy WebLinkAboutReso - CC - 004-2014RESOLUTION NO. 4-2014
RESOLUTION OF THE CITY COUNCIL OF THE
CITY OF BURLINGAME APPROVING CHANGES TO THE MEMORANDUM
OF UNDERSTANDING BETWEEN THE CITY OF BURLINGAME
AND THE POLICE OFFICERS ASSOCIATION
AND AUTHORIZING THE CITY MANAGER TO EXECUTE THE
MEMORANDUM OF UNDERSTANDING
ON BEHALF OF THE CITY
RESOLVED, by the City Council of the City of Burlingame:
WHEREAS, the City of Burlingame and the Police Officers Association have met and
conferred in good faith on the terms and conditions of employment as provided by State law; and
WHEREAS, the City and Police Officers Association have reached agreement on certain
changes to be made to the existing terms and conditions of employment and memorandum of
understanding between the City and the Association; and
WHEREAS, the proposed changes are fair and in the best interests of the public and the
employees represented by the Police Officers Association;
NOW, THEREFORE, IT IS RESOLVED AND ORDERED:
1. The changes in existing salary of the employees represented by the Police Officers
Association as contained in Exhibit A hereto are approved.
2. The City Manager is authorized and directed to execute the Memorandum of
Understanding between the Police Officers Association and the City of Burlingame as modified
and attached hereto as Exhibit A. ^ A
MV
I, Mary Ellen Kearney, City Clerk of the City of Burlingame, do hereby certify thatt))ie
foregoing resolution was introduced at a regular meeting of the City Council held on the 211day
of January, 2014, and was adopted thereafter by the following vote:
AYES: COUNCIL MEMBERS BROWNRIGG, DE ,KEIGHRAN,NAGEL ORTIZ
NOES: COUNCIL MEMBERS: NONE /
ABSENT: COUNCIL MEMBERS: NONE '✓(_�j`
CITY CLERK
MEMORANDUM OF UNDERSTANDING
BETWEEN
BURLINGAME POLICE OFFICERS ASSOCIATION
AND
THE CITY OF BURLINGAME
BURLINGAME
C A L 1 F O 11 N 1 A
JANUARY 1, 201499 - DECEMBER 31, 20183
TABLE OF CONTENTS
1. RECOGNITION..................................................................................................144
2. ASSOCIATION DUES AND RIGHTS.................................................................14-1
3. ACCESS RIGHTS..............................................................................................333
4. NO DISCRIMINATION.......................................................................................33-3
5. ADVANCE NOTICE............................................................................................33-3
6. SALARY PLAN AND PREMIUM PAYS..............................................................443
7. DAYS AND HOURS OF WORK.........................................................................6&5
8. COURT PAY......................................................................................................776
9. ACTING PAY......................................................................................................776
10. HOLIDAYS.........................................................................................................887
11. VACATION.........................................................................................................998
12. PERSONAL TIME OFF..................................................................................10489
13. TUITION REIMBURSEMENT.........................................................................10409
14. SICK LEAVE..................................................................................................10499
15. LEAVES OF ABSENCE...............................................................................124210
16. GRIEVANCE PROCEDURE........................................................................134942
17. HEALTH AND WELFARE............................................................................16x614
18. UNIFORM ALLOWANCE.............................................................................212018
19. PROBATIONARY PERIOD..........................................................................229118
20. LAYOFF AND RECALL................................................................................222 19
21. DISCIPLINE.................................................................................................232220
22. PROMOTION...............................................................................................252422
23. PERSONNEL FILES....................................................................................262522
24. EXPENSE REIMBURSEMENT FOR CITY BUSINESS ...............................262523
25. SAFETY COMMITTEE.................................................................................262623
26. LIVING DISTANCE.......................................................................................272623
27. SENIORITY..................................................................................................272623
28. SHIFT BID....................................................................................................272623
29. RESIGNATION.............................................................................................272623
30. REHIRE PROCEDURE................................................................................272723
31. RETIREMENT..............................................................................................292825
32. SPECIAL PROVISIONS...............................................................................302926
33. CONCERTED ACTIVITIES..........................................................................312926
34. NO LOCKOUT ...................... ............... .............................. --- ..................... 313026
35. RIGHTS........................................................................................................313026
36. EFFECT OF AGREEMENT..........................................................................313026
37. MODIFICATION...........................................................................................323027
38. TOTAL AGREEMENT..................................................................................323027
39. SEPARABILITY OF PROVISIONS...............................................................323027
40. TERM...........................................................................................................323127
APPENDIXA.........................................................................................................343228
Salary Schedule.. .................................................................................... ........ 34322-9
APPENDIXB.........................................................................................................353329
GrievanceForm..............................................................................................353329
APPENDIX C.........................................................................................................373531
Administrative Procedures...............................................................................37353-1-
SIDE LETTER OF AGREEMENT...........................................................................383632
PERS Compounding And Shared Services ......................................................383632
SIDE LETTER OF AGREEMENT...........................................................................393733
Overtime Scheduling — Section 1-766.04..........................................................393733
The Burlingame Police Officers Association and representatives of the City of Burlingame
have met and conferred in good faith regarding wages, hours and other terms and
conditions of employment of employees in the representation unit listed in Section 1, have
freely exchanged information, opinions and proposals and have endeavored to reach
agreement on all matters relating to the employment conditions and employer-employee
relations of such employees.
This Memorandum of Understanding is entered into pursuant to the Meyers-Milias-Brown
Act and has been jointly prepared by the parties.
1. RECOGNITION
Burlingame Police Officers Association, hereinafter referred to as the "Association",
is recognized as the majority representative, as provided in the City's Employer -
Employee Relations Ordinance, for all employees assigned to the following
classifications:
Police Officer
Police Officer Trainee
2. ASSOCIATION DUES AND RIGHTS
2.1 The Association shall be entitled to have their regular dues of its members
deducted from their paychecks, in accordance with the procedures set forth
herein.
2.2 Bargaining unit members shall be entitled to have dues deducted by filling
out, signing and filing with the City an authorization form provided by the
Association. Any employee who signs such an authorization shall not
revoke such authorization during the term of this Memorandum, except
during the following time periods:
2.2.1 His/her first thirty (30) calendar days of employment;
2.2.2 The first thirty (30) calendar days following approval of this
Memorandum by City Council;
2.2.3 The thirty (30) calendar day period between ninety (90) calendar days
and sixty (60) calendar days preceding the expiration of this
Memorandum of Understanding. Revocation during said period shall
be by a written signed statement furnished by the Association.
2.3 The employee's earnings must be regularly sufficient after other legal and
required deductions are made to cover the amount of the dues check -off
- 1 -
authorized. When a member is in good standing of the Association and is in
a non -pay status for the pay period when his/her dues would normally be
withheld, no dues withholding will attach to future earnings nor will the
member be required to deposit the amount with the City which would have
been withheld if the member had been in a pay status during that period. In
the case of an employee who is in a non -pay status during only a part of the
pay period and the salary is not sufficient to cover the full withholding, no
deduction shall be made. In this connection, all other legal and required
deduction(s) shall be made. In this connection, all other legal and required
deductions have priority over Association dues.
2.4 Dues withheld by the City shall be transmitted monthly to the officer
designated in writing by the Association as the person authorized to receive
the funds, at the address specified.
2.5 The Association shall indemnify, defend, and hold the City harmless against
any claims made and against any suit instituted against the City on account
of check -off of employee organization dues. In addition, the Association
shall refund to the City any amounts paid to it in error upon presentation of
supporting evidence. In the event the City fails to collect an employee's
Association dues, the City shall transmit delinquent dues to the Association
collected from future employee payroll deductions.
2.6 The Association may, with the prior approval of the City Manager or his/her
designee, use City facilities for meetings of City employees represented by
the Association provided space is available, and provided further such
meetings are not used for organizational activities or membership drives of
City employees.
2.7 The use of City equipment other than items normally used in the conduct of
business meetings, such as desks, chairs, chalk and blackboards, is strictly
prohibited, the presence of such equipment in approved City facilities
notwithstanding.
2.8 The Association may use portions of City bulletin boards to post Association
materials under the following conditions:
2.8.1 All materials must receive the approval of the Police Chief or his/her
designee in charge of the department bulletin board for conformance
with this section.
2.8.2 All materials must be dated and must identify the organization that
published them,;
2.8.3 The City reserves the right to determine where bulletin boards shall
be -placed.
-2-
2.9 Any bargaining unit member who is directed to attend a meeting at which
one of the issues is the proposed discipline of said employee shall be
entitled to Association representation at such meeting; provided, such
representation shall include no more than one City employee in addition to
the employee being disciplined. The limitations of this Section shall apply to
employees on paid release time and not to Association staff for witnesses
who may be necessary to the meeting.
2.10 The Association shall be allowed to continue the present practice of
Association_ -provided bulletin boards in each station. Posting and control of
materials shall be the responsibility of the Association. The Association
agrees to post nothing to discredit the City or its employees.
3. ACCESS RIGHTS
3.1 Reasonable access to employee work locations shall be granted officers of
the Association and their officially designated representatives, for the
purpose of contacting members of the bargaining unit concerning business
within the scope of representation. Such officers or representatives shall not
enter any work location without the consent of the Police Chief or his/her
designee. Access shall be restricted so as not to interfere with the normal
operations of the department or with established security requirements.
3.2 Solicitation of membership and activities concerned with the internal
management of an employee organization such as collecting dues,
campaigning for office, conducting elections and distributing literature shall
not be conducted during work hours.
3.3 The Association shall designate in writing to the City Manager or his/her
designee the names of the Association officers and representatives within
thirty (30) days of any change in officers or representatives.
4. NO DISCRIMINATION
The City agrees not to discriminate against any employee because of membership
in the Association or because of any activities on behalf of the Association.
Association activities shall not interfere with the normal operation of the City.
Neither the City nor the Association shall discriminate for or against any employee
or applicant for employment on account of race, color, creed, national origin, age,
sex, sexual orientation or physical or mental disability which does not prevent an
employee from meeting the minimum job standards established.
5. ADVANCE NOTICE
Except in cases of emergency, the Association shall be given reasonable advance
IBM
written notice of any ordinance, resolution, rule or regulation directly relating to
matters within the scope of representation proposed to be adopted by the City and
shall be given the opportunity to meet and confer with management representatives
prior to adoption.
6. SALARY PLAN AND PREMIUM PAYS
Effective the first pay period of January 2014FffeGti a the first . peFiod .,f e -F
tG.jqof January 2009, there will be no an increase in base salary for all
classes of 2.5%. (Appendix A)
Effective the first pay period of January 201540, there will be man increase in
base salary for all classes of 2.0%;.-14however, 0.5% of the 2.0% salary increase
shall bete—offset the City's cost of medical premiums, such that the actual
increase to base salary shall be 1.5%.A)
Effective the first pay period of January 201644, there will be an increase in base
salary for all classes of 2.0%.
Effective the first pay period of January 201742, there will be an increase in base
salary for all classes of 1_02:25%.
Effective the first pay period of January 201843, there will be an increase in base
salary for all classes of 2.58%;— #however, 0.5% of the 2.5% salary increase
shall bete—offset the City's cost of medical premiums, such that the actual
increase to base salary shall be 2.0%.
6.1 Premium Pays will be provided as follows
6.1.1 —Effective April 15, 2002, the department will implement a 12 -hour
shift_ program. Shift differential for the 12 -hour program will be as
follows:
Shifts from 18:00 — 06:00 shall receive a 6% shift differential.
6.1.2 -An effiser Officer that is not assigned to one of the shifts defined
above will qualify for a 6% shift differential if more than one-half ('/z) of
the Officer's shift is from 18:00 — 06:00. The differential will apply to
the entire shift. If less than one-half (1/2) the shift is between 18:00 -
06:00, the differential will only apply to the hours worked within 18:00
- 06:00.
6.1.3 Effective December 30, 2001, the City will provide a 7% premium pay
differential to Association members assigned as Inspectors.
6.1.4 Effective December 30, 2001, the City will provide a 5% premium pay
-4-
differential to employees designated as bi-lingual service providers.
Such designation will be pursuant to the City's Administrative
Procedure #4.28.1.
6.1.5 Effective December 30, 2001, while assigned to active training of a
new officer, Field Training Officers shall receive an 18.75%
differential.
6.1.6 The education increment for POST certifications shall be considered
as wages for the purposes of computing overtime and holiday pay.
-6.1.6.1- Effective January 1, 2002 an employee with an Intermediate
POST certificate shall receive a 5% premium pay differential
and an employee with an Advanced POST certificate shall
receive a 7% premium pay differential.
6.1.7 The City will provide a 5.0% premium pay differential to Association
members assigned to motorcycle duty. -
6.1.8 The City will provide a 5.0% premium pay differential to Association
members assigned to canine officer duty.
6.1.9 The City will provide a 5.0% premium pay differential to Association
members assigned to school resource officer duty.
6.1.10 Effective September 23, 2010, the City will provide a 7.5% premium
pay differential to Association members assigned as Corporal.
6.2 The hourly rate of pay for unit members shall be calculated bi-weekly. The
rates of pay set forth herein represent, for each classification, the standard
rate of pay for full-time employment, except for overtime compensation, any
applicable premium pay and other benefits specifically provided for by the
City, unless specifically indicated otherwise in the schedule.
6.3 The salary for a new employee entering City employment shall be the
minimum salary step for the classification to which the employee is
appointed unless the City determines that appointment to another step is in
the best interests of the service.
Permanent employees serving in regular established positions shall be
advanced to the next higher salary step for their respective classifications,
upon satisfactory evaluation, after completion of one (1) year of full time
service in each of the salary steps for the classification upon the anniversary
of the employee's appointment date or revised salary anniversary date. The
Police Chief may grant an early step increase after completion of six (6)
months in a classification subject to City Manager approval. Granting an
-5-
early step increase may result in a revised salary anniversary date for future
step increases.
6.3.1 Salary range adjustments for a classification will not set a new salary
anniversary date for employees serving in that classification.
6.3.2 Whenever the schedule of compensation for a classification is
revised, each incumbent in a position to which the revised schedule
applies shall be paid at the same step in the revised range as the
step at which the employee was paid in the previous range.
6.4 When employees are promoted, they shall normally receive the first step in
the salary range for their new positions. However, if such step results in a
salary increase of less than five percent (5%), they shall receive the first
step in the range which results in a minimum 5% increase.
6.5 Paydays shall be every other Friday. It is understood by both parties
that the Finance Department has begun the process of implementing
direct deposit of paychecks and this will be available to Association
members as soon as possible. The current salary schedule and accrual
vacation and sick leave amounts reflect the bi-weekly payroll process.
7. DAYS AND HOURS OF WORK
7.1 Work Schedule:
Work schedule is subject to Department policies and practices.
7.1.1 Effective April 15, 2002, the Department will implement an Alternative
Work Schedule program. Such program will include 12 -hour shifts.
17.2 Overtime Definition:
Overtime is authorized time worked in excess of an employee's normal daily
work schedule.
7.2.1 Effective April 15, 2002 the Department will implement an Alternative
Work Schedule Program. Once implemented, Officers who are
assigned to 12 -hour shifts will be authorized overtime for time worked
in excess of 12 hours in a day.
Overtime shall be compensated at one and one-half (1-1/2) times the
employee's regular rate of pay for every hour of overtime worked.
Payment for overtime shall not be made unless such overtime has
been authorized by the City prior to such overtime being worked.
7.2.2 Overtime details are assigned in accordance with Section 1-766.04 of
the Burlingame Police Manual, Department Standard Operating
-6-
Procedures.
7.3 Compensatory Time Off:
Compensatory Time Off shall be allowed to accrue to a maximum of 160
hours.
7.4 Mandatory Overtime:
Should an employee be mandated to work in an overtime situation, the
employee shall be compensated at one and one half (1'/2) times the
employee's regular rate of pays.
7.5 Shooting Range Time:
Any represented employee who is required to attend the shooting range on
off-duty time shall be entitled to pay at the rate of time and one-half (1'/z) for
shooting at the range with a minimum of two (2) hours.
7.6 Call Back:
Call back time shall be paid at time and one-half (1'/2) with a four-hour
minimum.
7.7 Paid Work Details:
Employees who volunteer for Paid Work Details outside their scheduled
hours shall receive payment in accordance with Section 7.2 Overtime
Definition for a minimum of three (3) hours or actual time worked which
everwhichever is greater.
If an employee is mandatory assigned to Paid Work Detail, then the
employee shall be compensated in accordance with Section 7.7 Call Back.
8. COURT PAY
Any represented employee who is required to be in court on off-duty time as part of
his/her job duties shall be entitled to pay at the rate of time and one-half (1%) for all
court time with a minimum entitlement of three (3.0) hours at time and one-half
(1'/z). In addition, such employee shall be entitled to a maximum of one (1) hour of
total travel time at time and one-half (1%Z) for such court appearance, unless the
employee utilizes a City vehicle to travel to court. It is understood that a
represented employee who is required to appear in court during his/her shift and
who is required to stay beyond the end of his/her shift, shall be entitled to pay at the
rate of time and one-half (1%), but shall not be entitled to any minimum number of
hours or to any travel time.
9. ACTING PAY
Any regular full-time unit member who is assigned to work in a higher classification
within the unit shall receive the rate of pay of the higher classification for the
duration of the assignment. The employee serving in an acting capacity shall be
moved to the salary step of the higher classification that represents a minimum
15% increase.
10. HOLIDAYS
The holidays to be observed are as follows:
New Year's Day January 1
Lincoln's Birthday February 12
Washington's Birthday Third Monday in
February
Memorial Day Last Monday in May
Independence Day July 4
Labor Day First Monday in
+n -September
Admission Day September 9
Columbus Day Second Monday in
October
Veteran's Day November 11
Thanksgiving Day Fourth Thursday and
Day After Thanksgiving Friday in November
Christmas Eve December 24
Christmas Day December 25
New Year's Eve Day December 31
When approved by the City Council, holidays shall also include every day
proclaimed by the President of the United States or the Governor of California, as a
public holiday and —every day declared as a national day of mourning or special
day. When a holiday falls on Sunday, the following Monday shall be observed. If
the holiday falls on Saturday, the previous Friday shall be observed. If the holiday
falls on an employee's regularly scheduled time off, overtime or compensatory time
off shall be granted.
s-
10.1 Holiday Pay:
Employees will receive 112 hours of holiday pay per year. Effective the first
pay period of January 2011, the City agrees to pay out holiday pay over
26 pay periods. Holiday pay will be calculated by converting the number
of designated holidays in a calendar year to hours and multiplying that
number by the employee's hourly rate. The figure derived will be divided
by 26 pay periods.
10.2 Mandatory Overtime on Holidays:
Double time will be paid to any personnel who are ordered to work
(mandatory) overtime on the following four holidays: New Year's Day, July
4th, Thanksgiving and Christmas.
11. VACATION
11.1 Vacation Eligibility:
Employees shall be entitled to annual vacation leave with pay as it is
accrued.
11.2 Vacation Schedule:
Years of Service Bi -Weekly Accrual Rate Annual Hours of Vacation
4 & less
4.00
104
5
4.93
128
10
6.46
168
15
7.45
194
On an employee's 20th anniversary date of employment with the City of
Burlingame, the employee will receive a one-time allotment of 16 hours of
vacation in his/her vacation accrual bank. This will be provided to current
active Association members that have 20 or more years of service effective
01/01/02.
11.3 Vacation Accumulation:
Earned vacation time may be accumulated to a maximum of two (2) times
the employee's annual accrual. —Once in a calendar year (January —
December), an employee who has reached the maximum vacation accrual
may request to be paid -out 40 hours of accrued vacation time. Such payout
is subject to the Police Chiefs approval.
11.4 Vacation During Leave of Absence:
An employee who is on leave of absence without pay shall not accrue
vacation leave benefits.
-9-
11.5 Vacation Scheduling:
Vacations shall be scheduled bi-yearly by employees with the approval of
the Police Chief or his/her designee. Scheduling shall be done in
accordance with Sections 1-766.48 and 1-766.50 of the Burlingame Police
Manual, Department Standard Operating Procedures.
Unit members shall be allowed to change scheduled vacation days if an
opening exists on the vacation schedule, provided that the Chief or his/her
designee is given notice forty-eight (48) hours in advance of such proposed
change.
n7.�n�n��
12. PERSONAL TIME OFF
Effective January 1, 2002 and then each subsequent January 1, Police Officers
shall receive twenty-four (24) hours of personal leave time. This must be used
during the calendar year in accordance with Department staffing policy or be
forfeited on December 31. Personal Time Off (PTO) will be accounted for in a
separate account.
13. TUITION REIMBURSEMENT
The City will reimburse employees up to $2000 a year for the cost of tuition, and up
to $500 a year for the cost of books and/or computer equipment required for
courses taken in pursuit of an Associate, Bachelor's or accredited advanced
degree. Employees to be reimbursed upon completion of said courses with a
grade of "C" or better.
14. SICK LEAVE
14.1 Sick Leave Defined:
Sick Leave is absence from duty with pay because of an employee's illness
or injury; or to attend medical, dental, or optical examinations or treatments
for the employee; or to care for an immediate family member who is ill and
requires the employee's care. - Sick leave shall not be considered as a right
that an employee may use at his/her discretion, but shall be allowed in case
of necessity and actual personal or immediate family illness.
14.2 Sick Leave Accrual:
All full time regular and probationary members shall accrue sick leave at the
rate of 3.69 hours per bi-weekly pay period to a maximum of 2080 hours.
An employee who is on paid leave shall continue to earn sick leave credit.
-10-
An employee who is on leave without pay shall not accrue sick leave credit.
Sick leave shall accrue during an absence that is a result of occupational
disability resulting from employer service.
14.3 Maximum Sick Leave Accrual:
Sick Leave with pay shall be granted to all full-time regular and probationary
employees to a maximum of 2080 hours.
14.4 Notification of Sickness
Sick leave usage will be in conformance with the Police Manual Standard
operating Procedure (Currently SOP 508.00-16).
14.5 Sick Leave Monitoring Program
The record keeping to determine sick days used will be from January 1 to
December 31 of each year. Sick leave monitoring will be in accordance with
the Department's standard operating procedures.
14.6 Sick Leave for Care of Family:
Sick leave to care for family members will be in conformance with the City's
Administrative Procedure, Family Medical Leave Act (FMLA), the California
Family Rights Act (CFRA) and other federal and state leave requirements.
Generally, these laws grant up to twelve (12) weeks of leave in a twelve (12)
month period, to care for members of the employee's immediate family.
Employees who feel they may need to exercise their rights for extended
family medical leaves should talk to their supervisors and/or the Human
Resources Department.
The immediate family shall consist of the spouse, children, parents, brothers,
sisters, grandparents, domestic partners, and stepchildren. The employer
shall grant such sick leave only for the purposes of sickness or disability as
provided above when the relationship of the sick or disabled person to the
employee warrants such use of accumulated sick leave.
14.97 Sick Leave Upon Retirement:
Upon retirement, the employee shall be entitled to and be compensated for
up to 600 hours of the employee's accumulated sick leave.
14.9-8 Sick Leave Conversion:
Employees can elect to have all sick leave hours converted to CalPERS
credible service per GC Section 20965. If an employee elects to have sick
KE
leave hours paid out per Section 14.9, the remaining sick leave balance not
paid out is eligible for conversion to credible service per GC Section 20965.
The maximum available for conversion after payout is 2080 hours. Any sick
leave hours paid out at retirement are not eligible for conversion.
14.4-99—Modified Duty:
Employee on sick leave may request to be assigned to modified duty per the
terms of the City's Administrative Procedure 4.29 — Modified Duty. This
policy is contained in Appendix C of this document.
14.14OCatastrophic Illness or Iniury Leave/Provisions:
Employees may donate sick leave per the terms of the City's Administrative
Procedure 4.27 - Catastrophic Illness. This policy is contained in Appendix C
of this document.
15. LEAVES OF ABSENCE
15.1 Industrial Accident Leave:
Industrial accident leave means the absence from duty of an employee
because of work -incurred illness or bodily injury when such absence has
been accepted for coverage under the provisions of the Worker's
Compensation laws of the State of California, and such leave shall not be
deducted from the employee's sick leave balance. Police unit members
shall be provided benefits pursuant to Section 4850 of the Labor Code of the
State of California and other applicable State law. All temporary disability
benefits shall be assigned to the City.
15.1.1 Benefits During Disability:
No represented employee shall be denied the normal accrual of
vacation or sick leave benefits during a period of disability covered by
Section 4850 of the Labor Code. While covered by Section 4850, all
benefits, which include medical, dental, vision, and life insurance are
continued.
15.1.2 Modified Duty while on Accident Leave:
Employees who are on accident leave may be assigned by the City to
modified duty per the terms of the City's Administrative Procedure
4.29.1 — Modified Duty. This policy is contained in Appendix C of this
document.
15.2 Military Leaves of Absence:
In addition to the leaves of absence herein provided for members of the
classified service, those officers or employees in such service who are
members of the National Guard or Reserve Corps in the federal Army, Navy,
Air Force, Marine or Coast Guard Service shall be entitled to leaves of
absence authorized and provided by the military and veterans' code of the
EYM
State of California, and in addition thereto shall be entitled to the rights and
privileges authorized by said military and veterans' code with respect to
status and re-employment.
15.3 Other Leaves of Absence With or Without Pay:
The City Manager may, for good cause, grant other leaves of absence with
or without pay for up to one (1) year.
15.4 Jury Duty Leave:
Every full-time employee of the City who is called and required to serve as a
trial juror shall be entitled to jury duty leave during the period of such service
or while necessarily being present in court as a result of such call. Under
such circumstances, the employee shall be paid his/her full salary and shall
reimburse the City any payments received, except for travel pay.
15.5 Absence Without Official Leave (AWOL):
Failure on the part of any employee; to report to duty at his/her regularly
scheduled starting time shall be considered absence without official leave
and may be cause for disciplinary action.
15.6 Bereavement Leave:
In the event of a death in the immediate family or a member of the
household of an employee, absence from duty shall not exceed three (3)
work days. In the event of the death of a relative not a member of the
immediate family, absence from duty shall not exceed one (1) day. Such
absences shall not be charged to sick leave. In the event of the death of a
non -family member, an employee shall be allowed to use vacation or CTO.
For the purposes of this section, "immediate family" means parent, spouse,
domestic partner, child, sibling, grandparents, mother-in-law, or father-in-
law.
16. GRIEVANCE PROCEDURE
16.1 Definitions:
16.1.1 "Days" as used herein shall be days when the City Hall of the City of
Burlingame is open for business.
16.1.2 "Grievance" is a written allegation by a unit employee, submitted as
herein specified, claiming violation(s) of the specific express terms of
this Agreement for which there is no Civil Service or other specific
method of review provided by City law.
16.1.3 "Grievant" is an individual employee or employee organization
adversely affected by any dispute over the interpretation or
application of any provision of this Memorandum of Understanding.
-13-
16.2 Steps:
16.2.1 Step 1:
The grievant shall discuss the grievance with his/her immediate
supervisor within fifteen (15) days of actual or constructive
knowledge of the existence of the grievance. If the issue is not
resolved, the grievant shall be entitled to proceed to Step 2.
16.2.2 Step 2:
Within ten (10) days of the conclusion of the Step 1 meeting, the
grievant shall request a meeting with the division commander. If the
issue is not resolved, the grievant shall be entitled to proceed to Step
3.
16.2.3 --Step 3:
Within ten (10) days of the conclusion of the Step 2 meeting, the
grievant shall file with the Police Chief a written grievance on the
agreed upon form, which is attached as "Appendix B," setting forth
the following:
Name
Classification
Section or sections of the MOU allegedly violated
Remedy sought
Within ten (10) days of receipt of the written grievance, the Police
Chief will meet with the grievant and his/her representative to
attempt to reach a satisfactory resolution.
16.2.4 Step 4:
If the grievance remains unresolved at Steps 1, 2, and 3, it may be
appealed to the Human Resources Director within ten (10) days of
the conclusion for the meeting described in Step 4. Said appeal
shall be in the form of a written request to proceed to Step 4, along
with the written grievance. -The Human Resources Director shall
respond to the grievance within ten (10) days of receipt of the written
appeal. The determination of the Human Resources Director shall
be final, except as provided in Step 5.
16.2.5 Step 5:
(a) If not satisfied with the decision at Step 4, the Association, within
ten (10) days after the receipt of the written decision at Step 4, shall
inform the Human Resources Director, in writing, of its intent as to
whether or not the grievance will be submitted to arbitration.
(b) An arbitrator shall be selected by mutual agreement. If no
agreement can be reached within ten (10) days of the notice, the
-ta-
parties shall request of the American Arbitration Association or the
State Mediation and Conciliation Service a list of seven (7) names of
persons experienced in hearing grievances. —Each party shall
alternately strike a name until only one name remains. The order of
strike shall be determined by lot. The decision of the arbitrator shall
be final and binding upon all parties.
(c) The arbitrator will have no power to add to, subtract from, or
modify the terms of the Agreement or the written policies, rules,
regulations and procedures of the City; nor shall the arbitrator be
empowered to render a decision on issues not before the arbitrator
or on facts not supported by the evidence.
(d) The fees and expenses of the arbitrator and each hearing shall
be borne equally by the City and the Association. All other
expenses shall be borne by the party incurring them.
(e) If any question arises regarding the arbitrability of a grievance,
the party raising the question of arbitrability may, upon request,
have such question first ruled upon and decided by an arbitrator
prior to any other hearing on the merits of the grievance that would
thereafter be conducted by a second and different arbitrator. The
selection of the arbitrator will be as described in section 16.2.5
above. The fees and expenses of the separate arbitrator deciding
the issue or arbitrability shall be borne by the party that raised the
question of arbitrability.
(f) Waiver of Other Remedies — Except for grievances alleging a
violation of Section 4 No Discrimination , by submitting the
grievance to arbitration, the grievant expressly waives any right to
statutory remedies or to the exercise of any legal process other
than as provided by this grievance/arbitration procedure. The
processing of a grievance beyond Step 4 shall constitute an
express election on the part of the grievant that the
grievance/arbitration procedure is the chosen forum for resolving
the issues contained in the grievance, and that the grievant will not
resort to any other forum or procedure for resolution or review of
the issues. The parties do not intend by the provisions of this
paragraph to preclude the enforcement of any arbitration award in
any court of competent jurisdiction.
16.3 Failure to Pursue:
16.3.1 Any failure by a grievant to pursue his/her grievance to the next step
within the time limits shall be a voluntary abandonment of the
grievance and the grievant shall not thereafter be entitled to pursue
said grievance. The grievance will be deemed settled.
-1s-
16.3.2 Any failure by the City to respond within the time limits set forth shall
entitle the grievant to pursue his/her grievance to the next step.
16.3.3 By mutual written consent by both the City and grievant, an extension
can be granted for any step in the grievance process.
16.4 Representation:
16.4.1 A grievant shall be entitled to be represented by his/her Association
and/or his/her attorney at any grievance meeting or discussion
described in any one (1) of the steps of the grievance procedure;
provided, however, in no event shall more than one (1) City
employee, in addition to the grievant, attend such grievance meetings
as representative. The limitations of this Section shall apply to
employees on paid release time and not to Association staff or
witnesses who may be necessary to the grievance.
16.4.2 Neither the grievant nor his/her representative shall suffer loss or pay
for attending the meetings described in the steps of the grievance
procedure.
16.4.3 Except for grievance meetings described in the steps of the grievance
procedure, neither grievant nor any representative of the grievant
shall be entitled to use regular work time to process the grievance.
16.5 Other Procedures:
The grievance procedure set forth herein shall supersede and replace any
other grievance or appeal procedures otherwise available to represented
employees and are deemed sufficient to satisfy procedural due process
requirements for such hearings and/or appeals. Nothing contained herein to
the grievance procedure shall apply to employee disciplinary matters.
17. HEALTH AND WELFARE
17.1 Flexible Benefits Plan
previsienUnder the Flexible Benefit Plan the City's monthly contribution for
the individual employee and the employee's eligible dependents shall be
One -one Hu died hundred and nineteen five dollars ($11995.00) per month
effective January 1, 20140 and shall adjust in accordance with the Minimum
Employer Contribution (MEC) established by the Public Employees Medical
and Hospital Care Act.
In addition, the City shall offer an Internal Revenue Code Section 125 Plan
that contains the components of benefit allowance, premium conversion,
-16-
health care reimbursement account, and dependent care reimbursement
account. -The City shall contribute the below -listed amount per month
toward each employee's Section 125 Plan benefit allowance components..
All amounts listed below include the Minimum Employer Contribution (MEC):
eq Employee OnlypEly: up to the Blue Shield HMO rate for Employee
only, less PFRS required MEG
e. Employee plus one: up to the Blue Shield HMO rate for Employee
plus one, less PERS rewired :T€G
e• Employee plus two or more: up to the Kaiser family rate
less PERS T raga i AWC—
An employee may use any benefit allowance stated above toward the cost
of employer= provided PERS Health insurance for the employee and
eligible dependents. An employee may not use the benefit allowance for
other reasons.
Any Employ Ioyee that enrolls in a Medical Plan that has a higher
premium than the City's contribution, as stated above, will pay the
difference via pre-tax payroll deductions.
NO PLAN - Any Ems,-„PlGY—e- ployee that demonstrates they have
medical insurance from another service will receive Twe two area
hundred Dollars dollars ($200) per month in lieu of Medical medical
Sene#itsbenefits. The Twe-two Hundred hundred Dollars dollars ($200)
per month may be put into a ^gid—deferred Compensation
compensation plan, Section 125 Plan, or taken in cash. Any cash
payment is subject to normal taxation.
Effective January 1, 2015, the City's contribution in lieu of Mmedical
Dbenefits will increase to Tthree #hundred and l=fifty Ddollars ($350.00)
per month.
17.2 Retiree Medical:
17.2.1 -Retiree Medical for Employees Hired Prior to June 26, 2006 Who
/Retired PPriorto January 1, 2017 (Tier 1):
Employees hired prior to June 26, 2006 who retire prior to January
1, 2017 41447 -with a minimum of five (5) years of service with the
City will receive a retiree medical benefit equivalent to the amount
necessary for actual enrollment in single, two-party, or family
coverage, up to a maximum dollar amount of the Kaiser family
premium rate. ^F,�
Fer�yees hired before June: 26, 2006, the �agFee s to pay mediGal
„sRPre1111ams for retirees and dependents in the
amounts a e thea paid far G enf employees and dependents
-17-
17.2.247:1-.2 Retiree Medical for Employees Hired Prior to June 26,
2006 apdWho Retire eon oraAfter January 1, 2017 (Tier 1a):
Effective January 1. 2017. emplovees hired prior to June 26. 2006
who retire from the City with five (5) nears of City service, will
receive a retiree medical benefit in accordance with the following:
• For eligible retirees, the City contribution will be equivalent
to the Bay Area Region premiums for Blue Shield Access
HMO Single, Blue Shield Two -Party, or Kaiser Family
coverage as applicable.
• For eligible retirees who are 65 years of age or older and
enrolled in Medicare, the City contribution will be
equivalent to the Medicare supplement plan premium for
the Bay Area Region for Blue Shield Access HMO Single,
Blue Shield Two -Party, or Kaiser Family coverage as
applicable.
17.2.3 —Retiree Medical for Employees hired -Hired after -After June 26, 2006
and be#ere-Before November 1, 2010 (Tier 2):
Per—Employees hired on or after June 26, 2006; (the date of
implementation of the 3.0% @50 Retirement Benefit) and before
November 1, 2010, will receive retiree medical contributions based
on years of service with the pence -Police Ddepartment.
The retiree medical contribution for employees who have a service
retirement will be as follows:
Years of Service
Monthly Contribution
0 -end of 9 year
Minimum monthly amount as governed by the
of service
CalPERS Health System.
10 years to the
50% of the lowest medical premium provided through
end of the 14th
CaIPERS approved medical providers for employee
year of service
+1 dependent.
15 years to the
75% of the lowest medical premium provided through
end of the 1 gth
CalPERS approved medical providers for employee
year of service
+1 dependent.
20 years of
100% of the lowest medical premium provided
service or more
through CalPERS approved medical providers for
employee +1 dependent.
-18-
!7.1.117.2.4 Industrial Disability Retiree Medical Benefits for Employees
Hired On or After- June 26 2006 and before November 1 2010 (Tier
This section does not affect employees hired before June 26, 2006.
For employees hired before June 26, 2006 the City's contribution
for health insurance premiums shall equal the amount received by
active employees.
Employees hired after the implementation of 3% (c�50 (June 26,
2006) and before November 1 2010 that have an industrial
disability retirement will have a retiree medical contribution as
follows:
Years of
Service
Monthly Contribution
0 -end of 19
75% of the lowest medical premium provided through
Vear of service
CalPERS approved medical providers for employee +1
dependent.
0 -end of 1 91h
100% of the lowest medical premium provided through
Vear of service
CalPERS approved medical providers for employee +1
dependent if the disability is the direct result of
performing a specific mob task unique to that of a Police
Officer (examples include but are not limited to,
operation of an emergency vehicle, involvement in a
shooting, apprehension of a suspect rescue of a
citizen, assault by a suspect or other individual or direct
involvement in a vehicle accident).
20 Vears of
service or
more
100% of the lowest medical premium provided throuqh
CalPERS approved medical providers for employee +1
dependent.
17.2.53 Retiree Medical for Employees Hired On or After November 1,
2010 (Tier 3):
Employees hired on or after November 1, 2010 shall receive the
following contributions to a Retirement Health Saving Account,
based on years of service with the police department, in lieu of the
Retiree Medical Benefits in Section 17.1.1 and 17.1.2 Retiree
Medical.
Years of Service IMonthly
19-
17.2.6 -Industrial Disability Retiree Medical Benefits for Employees Hired On
or After June 26 2006 and before November 1, 2010-:
This section does not affect employees hired before June 26, 2006,
the City'. For employees hired before June 26, 2006, the City's
contribution for health insurance premiums shall equal the amount
received by active employees.
Employees hired after the implementation of 3% @50 (June 26,
2006) and before November 1, 2010 that have an industrial
disability retirement will have a retiree medical contribution as
follows:
Years of
Contribution
Service
0- to the end of the 5th year of service
0.0%
6 years of service to the end of the 19
year of service
2.0%
20 years of service or more
2.5%
17.2.6 -Industrial Disability Retiree Medical Benefits for Employees Hired On
or After June 26 2006 and before November 1, 2010-:
This section does not affect employees hired before June 26, 2006,
the City'. For employees hired before June 26, 2006, the City's
contribution for health insurance premiums shall equal the amount
received by active employees.
Employees hired after the implementation of 3% @50 (June 26,
2006) and before November 1, 2010 that have an industrial
disability retirement will have a retiree medical contribution as
follows:
Years of
Monthly Contribution
Service
0 -end of 19
75% of the lowest medical premium provided through
year of service
CalPERS approved medical providers for employee +1
dependent.
0 -end of 1 9th
100% of the lowest medical premium provided through
year of service
CalPERS approved medical providers for employee +1
dependent if the disability is the direct result of
performing a specific job task unique to that of a Police
Officer (examples include, but are not limited to,
operation of an emergency vehicle, involvement in a
shooting, apprehension of a suspect, rescue of a
citizen, assault by a suspect or other individual or direct
involvement in a vehicle accident).
20 years of
100% of the lowest medical premium provided through
service or
CalPERS approved medical providers for employee +1
more
dependent.
17.32 Dental:
The City will continue to provide dental coverage provided through Delta
Dental. Effective January 1, 2000, the City agrees to pay an orthodontics
matching payment of $2000 lifetime maximum per family member.
17.43 Vision:
The Association will continue vision coverage under the City's self-insured
vision -pool.
-20-
17.54 Life Insurance:
During the term hereof, the City agrees to provide life insurance to the extent
of Seventy-five Thousand Dollars ($75,000) coverage for members of the
bargaining unit.
17.65 Deferred Compensation:
Full time regular employees are eligible, subject to IRS regulations and the
terms -and conditions thereof, to participate in the deferred compensation
plans made available to all city employees.
Effective December 30, 2001 the City shall provide a matching contribution
of up to Thirty Dollars ($30.00) per pay period to an employee's deferred
compensation account. This contribution is being made in lieu of the City
providing Long-term disability coverage to Association members.
17.76 Section 125 Flexible Benefit Plans:
Effective January 1, 2002 the City will provide dependent daycare
reimbursement and healthcare reimbursement plans per the provisions of
IRS Section 125. These plans allow for pre-tax deductions for eligible health
care and dependent day-care expenses. Dependents under the Section
125 plan include children and elderly parents that are economically
dependent on the employee. Contact the Human Resources Department for
complete plan information.
UNIFORM ALLOWANCE
Effective January 1, 2011, the City agrees to pay One Thousand Eighty Five
Dollars ($1,085) annually per employee.
Effective January 1, 2012 the City agrees to pay One Thousand One Hundred Ten
Dollars ($1,110) annually per employee.
Uniform allowance will be paid on a separate paycheck.
18.1 For any employee who leaves prior to the end of the fiscal year in which
he/she has received such payment, the amount shall be prorated based on
the percentage of the year worked, and the final paycheck adjusted
accordingly.
18.2 It is understood that the City shall provide and maintain all employees with
required safety equipment. Any failure or refusal by any employee to care
for and maintain a proper uniform or equipment shall be deemed cause for
discipline.
-21-
19. PROBATIONARY PERIOD
19.1 All original appointments shall be tentative and subject to a probationary
period of eighteen (18) months of actual service from the date of
appointment as a sworn Police Officer. Upon satisfactory completion of
such probationary period, employees shall be appointed as regular
employees.
19.2 The City may extend the probationary period for an equal period of time in
case of an absence of thirty (30) days or more for extended sick or accident
leave.
19.3 Employees maybe suspended or separated from the City at anytime during
the probationary period, except as otherwise provided by law.
19.4 All promotional appointments shall be tentative and subject to a probationary
period of one (1) year from date of appointment. Upon satisfactory
completion of such probationary period, employees shall be appointed as
regular employees.
19.5 Any regular employee rejected during the probationary period following a
promotional appointment, or prior to the conclusion of the probationary
period, shall be reinstated to the position from which they were promoted
unless conditions warrant their dismissal.
20. LAYOFF AND RECALL
20.1 Permanent employees may be laid off, without prejudice, due to lack of
funds or curtailment of work. No permanent employee, however, may be
separated while there are temporary employees serving in the same class or
position in the City service, unless that employee has been offered the
temporary work.
20.2 When the Police Chief is instructed by the City Manager to reduce the
number of employees, layoff shall be made in accordance with the following
rules:
20.2.1_Layoffs shall be according to reverse order of seniority as defined by
total City service.
20.2.2 An employee may demote or transfer to a vacant position for which
he/she possesses the necessary skills as determined by the
minimum qualifications and job specifications for the position.
20.2.3 The name of each employee laid off shall be entered on a
22-
Reemployment List in order of seniority for two (2) years
20.3 Former employees appointed from a reemployment eligibility list shall be
restored all rights accrued prior to being laid off, such as sick leave, vacation
credits, and credit for years of service-. #however, such reemployed
employees shall not be eligible for benefits for which they received
compensation at the time of or subsequent to the date they were laid off.
20.4 The City further agrees to meet and confer with the Association and reach
mutual agreement prior to said layoff concerning all ramifications of the
proposed layoff.
21. DISCIPLINE
21.1 Written Reprimands, Warnings, Documented Oral Counseling and
Performance Evaluations:
Written Repr-im-`reprimands, WaFRingswarnings, Documented
documented Gfa�-oral Counseling -counseling and P-. , performance
Fw s evaluations saR Re cannot be appealed in accordance with
Section 16 Grievance/Arbitration Procedure, Section 21.09 or Section 21.10
of this Agreement
21.2 Demotion:
No permanent employee shall be demoted in grade or pay step for
disciplinary reasons without just cause, and no employee shall be demoted
to a position for which he does not possess the minimum qualifications.
Written notice of demotion shall be given by the Police Chief to the
employee before the effective date of the demotion. The employee shall be
entitled to appeal the action in accordance with Section 16.2.5 of this
Agreement.
21.3 Suspension Without Pay Of More Than 40 Hours:
The Police Chief may suspend without pay an employee from his position at
any time for disciplinary purposes. No permanent employee shall be
suspended without pay for disciplinary reasons without just cause.
Suspension without pay shall not exceed thirty (30) calendar days without
confirmation by the City Manager. Such suspension shall be in accordance
with applicable State and Federal laws. The Association shall be entitled to
appeal a suspension without pay of more than fort 40) hours in
accordance with Section 16.2.5 of this agreement.
21.4 Suspension Without Pay Of 40 Hours Or Less:
The Police Chief may suspend without pay an employee from his position at
any time for disciplinary purposes. No permanent employee shall be
suspended without pay for disciplinary reasons without just cause.
Suspension without pay shall not exceed thirty (30) calendar days without
rs*]B
confirmation by the City Manager. Such suspension shall be in accordance
with applicable State and Federal laws. The employee shall be entitled to
appeal suspension without pay of forty (40) hours or less in accordance with
Section 21.9.
21.5 Reductions In Pav Equal To More Than A 40 Hour Suspension Without Pay:
The Police Chief may reduce an employees pay at any time for disciplinary
purposes. Reductions in pay shall not exceed the equivalent of a thirty (30)
calendar day suspension without pay without confirmation by the City
Manager. Such reductions in pay shall be in accordance with applicable
State and Federal laws. An employee shall be entitled to appeal a reduction
in pay of the equivalent of more than forty (40) hours suspension without pay
in accordance with Section 16.2.5.
21.6 Reductions In Pay Equal to 40 Hours Or Less Suspension Without Pay:
The Police Chief may reduce an employee's pay at any time for disciplinary
purposes. Reductions in pay shall not exceed the equivalent of a thirty (30)
calendar days suspension without pay without confirmation by the City
Manager. Such reductions in pay shall be in accordance with applicable
State and Federal laws. An employee shall be entitled to appeal a reduction
in pay of the equivalent of forty (40) hours or less suspension without pay in
accordance with Section 21.9.
21.7 Discharge:
A permanent employee may be discharged for just cause. Such discharge
shall be in accordance with applicable State and Federal laws. The
employee shall be entitled to appeal the action in accordance with Section
16.2.5 of this agreement.
21.8 Notice of Intended Discipline:
The Police Chief will issue a notice of Intended Discipline before suspending
without pay, reducing pay, demoting or discharging a Police Officer. Such
notice will advise the employee of his/her due process rights to a "Skelly"
hearing. At the employee's request, the Police Chief will conduct such a
"Skelly" hearing to consider any exonerating or mitigating evidence.
21.9 Appeal Process:
Within ten (10) business days upon receipt of the Notice of Imposition of
Discipline, the employee, by written notice to the Human Resources
Director, may request an appeal hearing be submitted to the City Manager
or a Department Head of the Associations choice.
The City Manager or the Department Head will conduct the appeal hearing
within 60 calendar days of the written request for the appeal hearing.
`z!
The City Manager or the Department Head shall render a decision within
30 calendar days of the appeal hearing.
The decision of the City Manager or Department Head shall not be subject
to appeal through Section 16 Grievance/Arbitration Procedure of this
agreement.
21.10 Employee Appeal:
If an employee appeals a disciplinary action without the written support of
the Association the employee may process the appeal in accordance with
Section 16.2.4 Step 4 of the Grievance/Arbitration Procedure.
If the employee is not satisfied with the decision at Step 4, the employee,
within 10 calendar days may request an appeal hearing by written notice to
the Human Resource Director.
The Employee may request the appeal hearing be conducted by the City
Manager or the Department Head of the employee's choice.
The City Manager or the Department Head will conduct the appeal hearing
within 60 calendar days of the written request for the appeal hearing.
The City Manager or the Department Head shall render a decision within
30 calendar days of the appeal hearing.
The decision of the City Manager or Department Head shall not be subject
to appeal through Section 16 Grievance/Arbitration Procedure of this
agreement.
22. PROMOTION
22.1 Promotional Appointments:
Insofar as practicable and consistent with the best interests of the
Department, all vacancies in higher positions shall be filled by promotion
from within the service, after a promotional examination has been given and
an eligibility list established.
22.2 Duration of Lists:
Each eligibility list shall remain in effect for a period of one (1) year. When
deemed necessary and in the best interest of the City service, the Police
Chief may, with the City Manager's approval, extend the eligibility list in
effect for an additional period not to exceed two years. A statement of the
reasons for any such extension shall be approved by the City Manager and
recorded it -with the Human Resources O#iseDepartment.
22.3 Notification of Examination Results:
-25-
All applicants who complete the examination process for a position in a
given classification shall be notified in writing relative to their passing or
failing the examination process, and be advised of their scores and their
individual ranking. They shall also be informed of the remaining steps and
procedures that may occur before final disposition on their applications.
22.4 Promotional Tests:
The City agrees that recruitments for promotional positions will consist of a
written and oral examination. Candidates must pass the written examination
in order to qualify for the oral examination process. The written score and
the oral score will carry equal weight in the overall assessment of
candidates.
23. PERSONNEL FILES
Each employee shall have the right to inspect and review any record relating to
his/her performance as an employee or to a grievance concerning the employee
that is kept or maintained by the City in his/her personnel file. The contents of such
records shall be made available to the employee for inspection and review at
reasonable time during the regular business hours of the City.
An employee shall receive a copy of any written reprimand or warning prior to it
being placed in the employee's personnel file
The City shall provide an opportunity for the employee to respond in writing, to any
information about which he/she disagrees. —Such response shall become a
permanent part of the employee's personnel record. —The employee shall be
responsible for providing any written response to be included as part of his/her
permanent personnel record. No information shall be placed in a personnel file
without the knowledge of the employee, and preferably should only be placed in the
file along with the employee's signature and date.
24. EXPENSE REIMBURSEMENT FOR CITY BUSINESS
If prior approval has been obtained from the City, personal expenses incurred shall
be reimbursed. These reimbursements shall be based on the most economical
means of travel but if use of a personal auto is authorized, payment shall be at the
same rate established by the IRS. Upon prior department -_Department 4ea6-Head
authorization, the cost of food at meetings shall be reimbursed. If required to stay
overnight or nights, the City shall reimburse the employee for all lodging and
necessary expenses.
25. SAFETY COMMITTEE
The City and the Association agree to cooperate to the fullest extent in the
promotion of safety.
-26-
26. LIVING DISTANCE
The living area requirement is within the ten bay area counties (San Mateo, San
Francisco, Marin, Sonoma, Solano, Contra Costa, Alameda, Santa Clara, and
Santa Cruz, and San Joaquin), except as may be agreed to by the City Manager.
27. SENIORITY
Seniority begins on the first day of permanent employment with the City of
Burlingame. If an employee is rehired after separating service for more than six (6)
months, the prior employment shall not be attributed for seniority purposes. The
City shall keep an up-to-date seniority list of all employees covered by this
Agreement and post the seniority list in a conspicuous place. This provision is for
the convenience of the parties and in case of any disputes concerning the accuracy
of the posted list, the grievance procedure may be utilized.
Seniority will be used to determine shift bid assignments, days off and vacations.
Overtime in each o;visipn division of the Police Department will be based on
seniority unless it calls for a special assignment or supervisor. This will be up to the
discretion of the individual Division Commanders.
28. SHIFT BID
The senior Officer will bid first and this will continue until the least senior Officer has
completed the bid. The Chief of Police or his designee will have discretion to
assign Officers.
29. RESIGNATION
In order to leave the Department in good standing, an employee shall file with the
Police Chief a written resignation. The written resignation must be submitted within
two (2) weeks of separation and shall state the effective date and reasons for
leaving. Once the resignation has been accepted in writing by the Police Chief, it
shall be irrevocable.
30. REHIRE PROCEDURE
30.1 Within a period of two (2) years of the effective date of his or her
resignation, an employee who resigns in good standing is eligible to
submit a formal written request to be rehired to a vacant position in the
same classification as the position from which the person resigned. Upon
receipt of the request to be rehired, the —City shall place the employee's
name on the rehire list for that classification in the order in which similar
requests have been received, and the requesting employee's name shall
remain on the rehire list for a period of three (3) years from the effective
-27-
30.2 Upon the occurrence of a vacancy in the classification, the City shall utilize
an existing rehire list prior to pulling from or creating an eligibility list. The
City shall contact the employee at the top of the rehire list to determine if
the former employee is interested in the vacant position. If the former
employee is not interested, the employee's name shall be removed from
the rehire list. If the former employee is interested, the former employee's
name will be submitted to the Police Chief for review. If the Police Chief
determines the name submitted should not be rehired, he/she can
continue to review names from the rehire list. Once the list is exhausted,
the Chief may elect to utilize or create an eligibility list.
30.3 The Police Chief will have a background check conducted to determine
the fitness of the former employee for rehiring. The former employee will
also submit to a physical examination and a psychological evaluation to
determine fitness for duty.
30.4 If the Police Chief is satisfied with the results of the background check and
the employee passes the physical examination and psychological
evaluation, the Police Chief will forward the request for reinstatement to
the City Manager for approval. If the former employee is rehired, the
employee shall be placed at the same salary step as the employee held
when the employee resigned.
30.5 As a condition of rehiring, the former employee will be required to undergo
the training determined by the Chief of Police to be commensurate with
the former employee's length of absence from City employment.
30.6 Any former employee who left employment more than six (6) months
before being rehired shall serve a probationary period of one (1) years as
a condition of being rehired.
30.7 Upon successful completion of the probationary period, the employee's
vacation and sick leave accrual rate on the effective date of resignation
plus the period of the probationary period shall be reinstated. Upon
successful completion of the probationary period, the employee's sick
leave balance as of the effective date of resignation shall be reinstated,
unless the employee received a payout of sick leave.
30.8 No departmental seniority for prior employment shall be attributed to any
former employee rehired unless the employee is rehired within six (6)
months of the effective date of the former employee's resignation.
30.9 Anyone rehired under this section shall not be eligible to take any
promotional examination during the employee's probationary period, if
-28-
any, under this section.
30.10 Any employee who resigns from the Police Department will be removed
from any existing promotion lists.
k1i :4=111:7=IJ114kIII
The City agrees to continue to maintain a contract with the Public Employees'
Retirement System (CalPERS) to provide:
For Classic Employees
A classic employee is 1) any full-time employee hired prior to H ea- 4= --January
1, 2013 or 2) a full-time employee hired after January 1 2013, who was already a
member of a public employee retirement system at the time of hire by the CitV with
a break in service of no more than six (6) months between the employee's prior
Public employee retirement system -participating agency and the City. Classic
employees shall be members of PERS, as provided by the terms of the contract in
effect between the City and PERS which includes:
• Government Code Section 21362.2 - 3.0% (a-) 50 Benefit formula
• (,n%/Prnmpnt (. trip .OP(:tlnn innai — OnP YP'!lr Final ('.nrrinPncntinn
• VUVCI III I ICI IL I.A)UtY 0C-ULIUI I L IJ/`f —'} ICVCI I:JJJ JUIVIVUI OUIIUI ILS
• Government Code Section 21624 – Post Retirement Survivor Allowance
• Government Code Section 2102 – Military Service Credit as Public
Service
• Effective the first paV period of January 4-20155 employees to
contribute an additional 12.0% towards retirement for a total contribution
of 104.0%.
• Effective the first paV period of January 2016 employees to contribute an
additional 1.0% towards retirement for a total contribution of 11.0%.
• Effective the first paV period of January 2017 employees to contribute an
additional 1.0% towards retirement for a total contribution of 12.0%.
• Effective the first pay period of JanuarV4 2018 employees to contribute
an additional 12.0% towards retirement for a total contribution of 13.0%.
The additional 1.0% effective the first pay period of January 2018, shall
sunset on December 31, 2018.
For New members R^�m�Ia s Hired on or after January 1, 2013
New members of PERS, who are hired after January 11 2013, shall have
the PERS 2.7% (a? 57 formula, as provided by the terms of the contract in effect
between the City and PERS. The employee contribution rate shall be 50fifty
percent (50%) of the "normal cost" (as defined by Government Code Section
7522.04(8)) for the 2.7% Ca. 57 formula rounded to the nearest quarter of done
percent (1 %). Other terms shall include: 2.7% rb 57 Ri-nef;f formula
• Government Code Section 7522.32 – Three Year Final Compensation
INIS
• Government Code Section 7533.3 — No employer payment for
employee contribution.
• Government Code Section 21574 — 4th level 1959 Survivor Benefits
• Government Code Section 21624 — Post Retirement Survivor Allowance
Government Code Section 2102 — MilitarV Service Credit as Public
Service.
• Employees shall make retirement contributions in accordance with
PEPRA.
The CitV shall provide the deferral of retirement deductions bV IRS 414 H(2).
RTI*�Ily
WOW.
MU W
41111.10 010"
SeGtion 21363.1,
3% 55 Benefit
31.5 The City provide the deferral „f .o+ro pn+ aoHGtie sb„ IRS 414N
32. SPECIAL PROVISIONS
32.1 Annual Evaluation:
Annual evaluations will be in accordance with Department Manual Section 1-
790.
32.2 Acting Watch Commander:
30-
SeGtion 21363.1,
3% 55 Benefit
@
2002,
the
Gity agrees to provide Government Gode
Section 21024,
Asseraiatilon members.
Military Service Credit as 12-Uhimp SprVice to
.I_
31.5 The City provide the deferral „f .o+ro pn+ aoHGtie sb„ IRS 414N
32. SPECIAL PROVISIONS
32.1 Annual Evaluation:
Annual evaluations will be in accordance with Department Manual Section 1-
790.
32.2 Acting Watch Commander:
30-
Effective with the July 2006 Shift Bid, the Acting Watch Commander shall be
designated in accordance with Section1-785 of the Burlingame Police
Manual, Department Standard Operating Procedures.
32.3 Meet and Confer Requirements Regarding Standard Operating Procedures:
The City and the Association agree to meet and confer on any proposed
modifications to the following Burlingame Police Manual, Department
Standard Operating Procedures:
Section 1-785
Section 1-766.04
Section 1-766.48
Section 1-766.50
33. CONCERTED ACTIVITIES
It is agreed and understood that there will be no strike, work stoppage, slow down
or refusal to perform job functions during the term of this Agreement.
34. NO LOCKOUT
The City agrees not to engage in any lockout during the term of this Agreement
35. RIGHTS
35.1 City Rights:
The City hereby retains and reserves unto itself, without limitation, all
powers, rights, authority, duties and responsibilities conferred upon and
vested in it by the Constitution of the United States, the Constitution of
California, the laws of the United States, the laws of California, and the
ordinances and resolutions of the City of Burlingame and shall be limited
only by the express and specific terms of the Memorandum.
35.2 EmDlovee Riahts
Nothing contained in this ^Memorandum of understanding
Understanding shall prohibit the Association from meeting and conferring on
matters within the scope of representation as provided by law. The City
acknowledges the employees and the Association retain the all rights under
Section 3500 et. seq. of the California Labor Code.
36. EFFECT OF AGREEMENT
This Memorandum of Understanding shall supersede any prior Memoranda of
Understanding, rules, regulations or ordinances in direct conflict with the provisions
-31 -
hereof.
37. MODIFICATION
There will be no alteration or modification of any provision contained in this
Memorandum without the written consent of all parties hereto.
38. TOTAL AGREEMENT
This Memorandum of Understanding constitutes a full and complete agreement by
the parties and contains all of the matters upon which the parties reached
agreement. Any matter not contained in this Memorandum has not been agreed
upon and, if raised in negotiations, was dropped by the party raising it as part of a
good faith attempt to reach -agreement.
39. SEPARABILITY OF PROVISIONS
Should any section, clauses or provision of this Memorandum of Understanding be
declared
illegal by final judgment of a court of competent jurisdiction, such invalidation of
such section, clause or provision shall not invalidate the remaining portions hereof,
and such remaining portions shall remain in full force and effect for the duration of
this Memorandum of Understanding. In the event of such invalidation, the parties
agree to meet and confer concerning substitute provisions for provisions rendered
or declared illegal.
40. TERM
The term of this agreement shall begin on January 1, 200149 and expire on
December 31, 20183.
POLICE OFFICERS' ASSOCIATION CITY OF BURLINGAME
Date: Date:
James Hu chinq9aL—VVdd, President D e
DelaaAngela Rodriquez, Human
Resources DireetorSpecialist
Todd Chase amen Hutchings, Vice President Lisa K. Goldman.
PJanteA, City Manager
KIR
Appendix A
Salary Schedule
City of Burlingame
Classifications and Salaries for Police Officers Association
A I B ---F C I D E
Effective Jan ary 20142898
I B
$6,676.31
$7,039.42
$7,361.37
$7,746.27
$8,114.21
Monthly
6,095.08^moo
$7,471.79
6,719.55
7,067.92
7 ^r 5-96
�'a�9-1
$3,081.38
$3,248.9
$3,397.56
$3,575.20
$3,745.02
Biweekly
2,813.11
2,965.56
J;1-01-.33
"�2
448A4
2;668-.88
38.52
40.61
$ 42.47
44.69
$ 46.81
Hourly
3519
37-97
38:77
4478
42-72
-34-
A
I B
I C
I D
E
Effective January 2015291-1
$6,776.46
$7,145.01
$7,471.79
$7,862.46
$8,235.93
Monthly
�'a�9-1
6,553.63
6;653.56
7,210.1
7-552-67
$3,127.60
$3,297.70
$3,448.52
$3,628.83
$3,801.20
Biweekly
2;668-.88
' no 024.75
3-166-16
�'�T
3-,4&9-.82
$ 39.09
41.22
$ 43.11
$ 45.36
47.51
Hourly
35--86
3784
39:54
41:69
43-57
-34-
-33-
Appendix B
Grievance Form
CITY OF BURLINGAME
POLICE DEPARTMENT GRIEVANCE FORM
DEFINITION:
A grievance is defined section 16.1.2 in the current Memorandum of Understanding
(MOU). Please check this definition before filing a grievance. A "working day" is
defined as days when the City Hall of the City of Burlingame is open for business.
Employee Name:
2. Date filed with Supervisor:
3. Date filed with Union:
4. Department:
5. Specific clause(s) of the agreement allegedly violated:
Specific clauses:
6. Statement of Grievance:
-35-
7. Remedy requested under this agreement:
8. Are you being represented by another person or the Union on this matter?
Yes No
If applicable, name of representative:
9. Grievant's signature:
Date:
cSc: Human Resources Director
-36-
Appendix C
Administrative Procedures
Administrative Procedure #4.28 - Bilingual Pay Policy
Administrative Procedure #4.29.1 — Modified Duty Policy
Administrative Procedure #4.27 — Catastrophic Leave
37-
Side Letter of Agreement
Between
The City of Burlingame
And
The Burlingame Police Officers Association
Regarding
PERS Compounding And Shared Services
Representatives for the City of Burlingame and representatives for the Burlingame Police
Officers Association have agreed to the following:
PERS Compounding
Effective as soon as practicable after ratification of this Agreement, the City shall eliminate the practice
of compounding differentials.
Shared Services
The City and the Association understand that there are no limitations or restrictions on the exploration or
pursuit of share services.
Approved and Accepted
POLICE OFFICERS' ASSOCIATION CTfY OF BURLINGAME
Dale Wild, President
James Hutchings, Vice President
Todd Chase, Negotiator
Burlingame Police Officers' Assoc.
11KNI
Deirdre Dolan, Human Resources Director
Jim Nantell, City Manager
Side Letter of Agreement
Regarding
Overtime Scheduling — Section 1-766.04
Of the Burlingame Police Manual
Department Standard Operating Procedures — March 19, 2006
Representatives for the City of Burlingame and representatives for the Burlingame Police
Officers Association have agreed to the following:
Volunteer overtime will be offered from the top of the seniority list to the bottom and ordered
overtime will begin from the bottom of the seniority list to the top (non rotational). Department
personnel acting in a supervisory capacity will call and offer overtime to the senior officers who
are able to work the overtime, before giving the overtime to a junior Officer. If no Officer wants
the overtime, then Department Personnel will order the most junior Officer able to work that
overtime detail to work.
Once a Sergeant or AWC has called the officer he/she is to leave a message if the individual
officer has a message machine. The message shall state the reason for the call and the date and
time of call.
Approved and Accepted:
Police Officers Association City of Burlingame
Date: Date:
Dale Wild, President
James Hutchings, Vice President
Todd Chase, Negotiator
Burlingame Police Officers' Assoc.
Stt
Deirdre Dolan, Human Resources Director
Jim Nantell, City Manager