HomeMy WebLinkAboutContracts & Agreements_210-2014_CCv0001.pdf MEMORANDUM OF UNDERSTANDING
Between
The City of Redlands
And
The Redlands Police Officers Association
July 1, 2014 to June 30, 2017
868852.2 RE035-023
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MEMORANDUM OF UNDERSTANDING
BETWEEN
THE CITY OF REDLANDS
AND
THE REDLANDS POLICE OFFICERS ASSOCIATION
July 1, 2014 to June 30, 2017
ARTICLE 1 - TERM OF MEMORANDUM OF UNDERSTANDING
Except where expressly stated otherwise herein, the City and Association agree
that the provisions of this Memorandum of Understanding(M.O.U.) shall become
effective on July 1, 2014, and shall expire on June 30,2017,
ARTICLE 2 -PREAMBLE
It is the intent and purpose of this M.O.U. to set forth the understanding of the
parties reached as a result of meeting and conferring in good faith regarding, but
not limited to, matters relating to the wages, hours, and terms and conditions of
employment between the City of Redlands (hereinafter referred to as "City") and
the Redlands Police Officers Association (hereinafter referred to"Association").
ARTICLE 3 -RECOGNITION
The Redlands Police Officers Association, Inc. (hereinafter referred to as
"Association") is the recognized employee organization for all sworn personnel
(hereinafter referred to as "affected employees" or "unit members" ) employed in
the Police Department except for those employees occupying the classification of
Lieutenant, Captain, Commander, Deputy Chief and Chief of Police.
ARTICLE 4-SALARIES/FURLOUGHS
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Effective the first payroll period commencing on or after City Council
adoption of a 2014-2017 MOU, there shall be elimination of furlough
hours, and a 3%base salary increase for all unit members.
• Effective the first payroll period commencing on or after July 1, 2015,
there shall be a 3%base salary increase for all unit members.
• Effective the first full payroll period commencing on or after July 1, 2016,
there shall be a 3%base salary increase for all unit members.
ARTICLE 5 — RETIREMENT — PUBLIC EMPLOYEES' RETIREMENT SYSTEM
PERS
A. Concurrent with City Council adoption of the 2014-2017 MOU, all unit
members other than "new members" as defined by the PEPRA and/or
California Government Code section 7522.04(fl shall individually pay 3%
of "compensation earnable" as defined in Government Code Section
20636, representing the member employee's contribution to CalPERS.
These contributions shall, at the time of termination, belong to the
employee. All other required contributions to CalPERS for unit members
other than "new members" as defined by the PEPRA and/or California
Government Code section 7522.04(f) shall be made by the City.
B. Effective July 1, 2015, all unit members other than "new members" as
defined by the PEPRA and/or California Government Code section
7522.04 shall individually pay an additional 3% of "compensation
earnable"as defined in Government Code Section 20636, for a total of 6%
of "compensation earnable" as defined in Government Code Section
20636, representing the member employee's contribution to CAPERS.
These contributions shall, at the time of termination, belong to the
employee. All other required contributions to CalPERS for unit members
other than "new members" as defined by the PEPRA and/or California
Government Code section 7522.04(fl shall be made by the City.
C. Effective July 1, 2016, all unit members other than "new members" as
defined by the PEPRA and/or California Government Code section
7522.04shall individually pay an additional 3% of "compensation
earnable"as defined in Government Code Section 20636, for a total of 9%
of "compensation earnable" as defined in Government Code Section
20630, representing the member employee's contribution to CalPERS.
These contributions shall, at the time of termination, belong to the
employee. All other required contributions to CAPERS for unit members
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other than "new members" as defined by the PEPRA and/or California
Government Code section 7522.04(fl shall be made by the City.
D. Only as to unit members hired prior to January 1, 2013, the City shall
individually provide the following provisions in its contract with the PERS
retirement system:
1. 3% @ 50 Retirement Formula
2. Survivor Continuance
3. Highest Single Year
E. The Public Employees' Pension Refonn Act (PEPRA) and Application to
PEPRA Defined "New Members"
Unit members who are "new members" as defined by the PEPRA and/or
California Government Code section 7522.04(f), shall be required to pay a PERS
member contribution in an amount equal to 50% of the normal cost rate for the
Defined Benefit Plan provided for by PEPRA, in which the new member is
enrolled, rounded to the nearest quarter of I%, or the current contribution rate of
similarly situated employees, whichever is greater, pursuant to Government Code
section 7522.30.
Those new members shall be enrolled in the 2.7% at 57 Benefit Plan, as provided .
for in Government Code section 7522.25(e), with a final compensation
measurement period of 36 consecutive months as set forth in Government Code
Section 7522.32(a), and their retirement benefits shall be calculated based on
"pensionable compensation" (Section 7522.10) rather than compensation earnable
(Section 20636).
F. To the extent permitted by law, retirement contributions herein made by
the employees shall be made on a pre-tax basis.
G. The City shall report to CalPERS as compensation only the percent, if any,
of the Member contribution funded by the City.
ARTICLE 6 -UNIFORM ALLOWANCE
Upon completion of six (6) months of employment within a Police Department
classification, employees in the unit will be provided with a uniform allowance in
the amount of twelve hundred dollars ($1200) per year.
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The uniform allowance shall be paid as follows: fifty percent (50%) paid the first
week in January of each year and fifty percent (50%)paid the first week in July of
each year.
ARTICLE 7-POST CERTIFICATION PAY
Effective June 17, 2000, members of the unit shall be eligible for an increase in
base salary when a POST certificate is earned under the following schedule:
INTERMEDIATE CERTIFICATE 9% of base salary
ADVANCE CERTIFICATE 17.5% of base salary
(The above percentages shall not be compounded upon each other).
ARTICLE 8 - OVERTIME COMPENSATION
A. FLSA Overtime
The City provides a 3/12.5 work schedule as set forth in Article 31 of this MOU.
Accordingly, the City has also previously elected a FLSA 7(k) work period of 28
days (maximum non-FLSA overtime hours of 171) as applicable to all law
enforcement personnel in the represented unit. Payroll will provide RPOA with a
28 day pay period calendar by December 15 of the year prior for the entire next
calendar year. For example, RPOA will receive a list of 2015 calendar year 28
day pay periods by December 15,2014.
The City shall pay each employee premium overtime compensation (time and
one-half the employee's regular hourly rate, as that term is used in the Fair Labor
Standards Act) for all hours worked in excess of 171 hours under the FLSA 7(k)
28 day work period.
All paid leaves, including, but not limited to, vacation leave, compensatory time
off, holiday leave, sick leave and industrial injury (IOD) leave shall not be
counted as hours worked towards reaching the 171 hour FLSA 7(k) overtime
threshold.
B. Pay Back Hours
In an attempt to provide balanced paychecks to RPOA members during each pay
period, the City agrees to pay five (5) "pay back hours" to members every pay
period in which a pay back shift is worked. Members shall bank 5 (five) straight
hours of pay back hours to be paid on the paycheck where the member did not
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work the "pay back shift". The pay back hours shall only be counted as hours
worked towards reaching the 171 hour FLSA 7(k) overtime threshold if the
member actually worked those hours in the 28 day work period; and shall be
counted in the pay period in which the banked hours were worked, not necessarily
in the pay period in which the hours are paid.
C. Agreed Upon Overtime
The City shall pay each employee "agreed upon" overtime compensation at a rate
of time and one-half the employee's regular rate of pay, as that term is used in the
FLSA, for the following hours worked:
1. Daily Overtime — Hours worked in excess of the employee's scheduled
shift.
2. Court Pay/Call Back Pay--As defined in Article 13.
3. Billed Overtime — Hours worked which are 100% compensated at a 1.5
times regular hourly rate by a third party.
4. Non-Regularly Scheduled Shift Hours — Hours worked on a shift that is
not scheduled in the unit member's regularly scheduled workweek.
ARTICLE 10-REIMBURSEMENT OF EDUCATIONAL EXPENSES
Each Unit employee enrolled in a degree program on or before the City Council's
adoption of this MOU, shall be entitled to tuition reimbursement for courses,
books and other learning aids while attending an accredited school of higher
learning. The course(s) must be career related, must be necessary for obtaining of
a degree, must be pre-approved by the Unit employee's department head and the
Unit employee must earn a passing grade to receive reimbursement.
Those employees enrolled in a degree program on or before the City Council's
adoption of this MOU shall receive 100% reimbursement for the actual cost of
degree program-related fees, including tuition and books, in an amount charged
by the University of California, Riverside, for the same or similar courses.
Employees not enrolled in a degree program on or before the City Council's
adoption of this MOU , shall be reimbursed up to the dollar amount charged for
the same number of units per term by the University of California, Riverside.
However, any such employee shall not receive reimbursement in excess of Two
Thousand dollars ($2,000) in any one fiscal year. The difference between the
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City's maximum obligation during any fiscal year and the amount of any actual
reimbursement received by the employee during that fiscal year shall not be
carried over or be available to use by the employee in any subsequent fiscal year.
Upon the approval of the department head, a Unit employee may use up to two
hundred-fifty dollars ($250.00) per year of their available $2,000 per fiscal year
Tuition Reimbursement for attendance at a seminar or conference for the purpose
of professional development.
The benefits described herein shall be inapplicable to unit members hired on or
after adoption of the 2014-2017 MOU.
ARTICLE 11—MOBILE DEVICE PAY
All employees represented by this unit who are required to carry a mobile device
for the benefit of the City shall receive one hundred dollars ($100) per month in
addition to their regular base salary. The department head shall determine which
members shall be required to carry mobile devices. All employees receiving this
incentive shall be required to carry the mobile device at all times.
ARTICLE 12—BILINGUAL PAY
Employees are eligible for bilingual pay in accordance with the City's Bilingual
Pay Program, upon approval by the Department Head and City Manager.
Authorized employees shall receive additional compensation in the amount of
Sixty Five Dollars ($65) per month.
ARTICLE 13 - COURT PAY/CALL BACK PAY
A. Affected employees who are called to duty or who actually appear
pursuant to a lawfully issued subpoena to testify during their off-duty
hours shall be compensated for all hours actually worked plus three (3)
hours, at time and one-half(1 %Z) their regular rate of pay.
B. An employee whose work schedule is changed with less than seventy-two
(72) hours advance notice, except in the event of a bonafide emergency
situation, (i.e., earthquake, flood or natural disaster) shall be paid for all
hours worked, plus three hours at time and one half the employee's regular
rate of pay, for each such shift.
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C. An employee who is scheduled for duty, physically in the building prior
to his or her shift, and who is called to work early shall not be deemed to
have been called to duty and shall not be eligible for the three (3) hours
compensation at time and one-half the employee's regular rate of pay. In
lieu thereof, that employee shall be entitled to overtime compensation at
time and one-half the employee's regular rate of pay for all hours worked
prior to the commencement of his or her regularly scheduled shift.
D. Employees who so elect may, in lieu of receiving compensation for court
pay/call back pay, apply those hours for which they would be
compensated to the 5 "additional"hours per pay period associated with the
3/12 work schedule.
ARTICLE 14-LONGEVITY PAY
The City agrees that employees in this unit who have twenty (20) years of
continuous service with the City of Redlands shall advance to Step "F" on the
salary resolution for their classification. This increase will be effective at the
beginning of the pay period closest to the first day of their 21St year of service.
In the event that an employee is not at the E Step when he/she is eligible for the F
Step, at the completion of twenty(20) years of service, the employee will advance
to the next step in their salary range, and continue to advance based on merit until
the employee reaches the F Step.
ARTICLE 15 - CRIME SCENE TECHNICIAN PAY
Employees in the unit assigned to Crime Scene Technician duty shall be
compensated with an additional one and one-half (11/2 ) hours of pay per pay
period at time and one-half(1%Z). Eligibility for crime Scene Technician pay will
be determined by the Police Chief or his/her designee.
ARTICLE 16 - FIELD TRAINING OFFICER PAY
When an employee in the unit is assigned to be a Field Training Officer (FTO),
during the time that a trainee is assigned to the FTO, he/she shall be eligible to
receive FTO pay in the amount of two and one-half(2.5) hours per pay period at
straight time.
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ARTICLE 17-HEALTH INSURANCE
A. Only for Unit members hired by the City prior to the adoption of the 2014-
2017 MOU, the monthly health insurance rates described below in effect
on January 1, 2013 are the "flat dollar" City contribution amount that shall
be made regardless of unit members being enrolled in Heath Net or other
plans. The City shall fund employee and eligible dependent medical
insurance in an amount not less than the January 1, 2013 PERS Choice
health insurance rates (the highest of either the Los Angeles area or other
Southern California area as those terms are defined by CalPERS.)
2013 PERS Choice Rates _
Premium
� € I
j Premium Contribution:
Contribution: PERS Choice
Coverage Level I PERS Choice Other
Los Angeles Southern
Area California
Areas
Employee Only: _ $587.46 $611.30 j
Employee Plus One $1,174.92 - $1,222.60
Dependent:
Employee plus Two or more $1,527.40 $1,589.38
Dependents:
B. Only for Unit members hired by the City prior to the adoption of the 2014-
2017 MOU, effective January 1, 2015, and each January 1 thereafter, the
City's funding of employee and eligible dependent health insurance,
regardless of unit members being enrolled in Health Net or other plans,
shall be increased in an amount equal to 50% of the dollar amount of the
increase, if any, in PERS Choice health insurance rates (up to the higher of
the Los Angeles or Southern California areas). The initial January 1, 2015
increase, if any, shall represent the differential between the 2014 and 2015
rates.
C. Only as to Unit members hired on and after City Council adoption of the
2014-2017 MOU, the City shall contribute to employee and eligible
dependents the following health insurance amounts:
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COVERAGE LEVEL TOTAL CITY
CONTRIBUTION
EE Only $400
EE + 1 Dependent $600
EE+Tamily $800
D. The City agrees to provide a stipend of $350.00 on a monthly basis for
those employees with alternative medical coverage who opt for the stipend
in lieu of the medical insurance benefit.
ARTICLE 18—DENTAL INSURANCE
The City agrees to pay the full monthly premium for dental insurance under the
Principal Financial dental plan, or its equivalent, for each employee in the unit
and all eligible dependents.
ARTICLE 19 - VISION INSURANCE
The City agrees to contribute the entire monthly premium for members of
this unit and their eligible dependents for a vision insurance plan with
Medical Eye Services, or its equivalent.
ARTICLE 20—RETIREE INSURANCE BENEFITS
For employees hired prior to the adoption of the 2014-2017 MOU, upon service or
disability retirement under the PERS retirement plan, or in the event of the death of an
employee prior to retirement, employees who have served a minimum of fifteen (15)
years of service with the City of Redlands shall be provided lifetime medical, dental and
vision insurance for the employee, spouse and eligible dependents under the
Association's current medical insurance program existing at the time of retirement. This
health insurance shall be at no cost to the retired employee and shall cover the employee,
spouse and eligible dependents.
In the alternative, at the sole discretion of the employee, those employees hired prior to
the adoption of the 2014-2017 MOU, upon service or disability retirement under the
PERS retirement plan, or in the event of the death of an employee prior to retirement,
employees who have served a minimum of fifteen (15) years of service with the City of
Redlands, may elect to cash in unused sick leave at two percent (2%) for each year's
service at the prevailing hourly rate.
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At retirement, employees with less than fifteen (15) years service with the City have the
option of cashing in unused sick leave at the prevailing hourly rate for future medical for
employee and eligible dependents until said funds are exhausted or cash in unused sick
leave, at the prevailing hourly rate, at two percent (2%) for each year of service with the
City. In the event that the employee dies prior to exhaustion of the cash value of said
benefits, the remaining cash value may be applied towards the premiums of covered
dependents until exhausted, subject to the conditions and limitations of the applicable
insurance policy.
This benefit shall not be available to unit members hired on or after adoption of a 2014-
2017 MOU.
ARTICLE 21 - LIFE INSURANCE
The City agrees to continue to provide life insurance coverage in the amount of
twenty-five thousand dollars ($25,000) per employee. Employees in the unit at
their option and expense will be allowed to purchase additional increments of life
insurance at the City's lower group rate.
ARTICLE 22—DISABILITY INSURANCE
Participation in the State Disability Insurance(SDI)program shall be optional and
all costs, funding and premiums associated with participation in SDI shall be paid
entirely by the participating members.
ARTICLE 23 -VACATION
The vacation accrual for members of the unit shall be as follows:
Years of Service Hours
1 - 5 80
6 -7 120
8 -9 128
10 - 11 136
12 - 13 144
14 - 15 152
16 - 17 160
18 - 19 168
20+ 176
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Employees who have more than 300 hours of accrued,unused vacation leave shall
have the option of being paid in cash for all hours in excess of 300, or rolling the
pre-tax cash value of accrued vacation in excess of 300 hours leave into a
qualified 401 a, 457 or retirement health savings plan. An employee who elects to
convert accrued vacation leave into a qualified 401a, 457 or retirement health
savings plan must notify the City of his or her intent to do so at least 30 days prior
to receiving the cash or its equivalent. Upon separation from City service, an
employee shall have the option of being paid in cash for their accrued, unused
vacation leave in monthly installments over a period of not more than sixty (60)
months.
ARTICLE 24—ACCRUED VACATION TIME SELL BACK
Association members with a minimum of three hundred (300) hours of
accumulated vacation time may sell back accrued vacation time in excess of the
300 hours accumulation, and may elect one of the following options for
disbursement:
A. A cash payment;
B. Deposit into a 457 (deferred compensation) account;
C. A combination of options A and B.
ARTICLE 25 - SICK LEAVE
A. ACCRUAL— Sick leave shall be accrued on an hourly basis at the rate of
eight(8) hours per calendar month of service.
B. BUY—BACK — In November of each calendar year, each affected
employee may elect to be paid cash at his or her regular hourly rate for
each sick leave day accumulated, according to the following table:
Years of Service Maximum Buy-Back Per Year
2 - 6 48 hours
7 56 hours
8 64 hours
9 72 hours
10 80 hours
11 88 hours
12 96 hours
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A total of one (1) year's accumulation must be on the books prior to any
compensation being paid.
In an attempt to attract competitive, experienced candidates with previous law
enforcement experience, the Police Chief, with approval by the City Manager,
may advance service credit for the purpose of sick leave buyback to new
employees at time of hire.
ARTICLE 2.6- HOLIDAYS
The holidays which will be honored for employees in the unit will be those listed
in Resolution number 4831, signed on 12-17-91. These include:
New Year's Day(January 1)
Martin Luther King Day(Third Monday in January)
President's Day(Third Monday in February)
Memorial Day(Last Monday in May)
Independence Day(July 4)
Labor Day(First Monday in September)
Columbus Day(Second Monday in October)
Veteran's Day(November 11)
Thanksgiving Day
Friday after Thanksgiving Day
Christmas Day (December 25)
Two (2) Floating Holidays
Effective December 1991, Christmas Eve Day shall be observed as a holiday
when Christmas Day falls on Tuesday, Wednesday, Thursday, or Friday.
Employees in the unit shall not be allowed to carry holidays over from one
calendar year to the next. Holidays not taken by December 31St of any given year
shall be paid off during January of the year following the year in which the
holidays were accrued.
Holiday pay shall be compensated at ten (10) hours per holiday. Those
employees working more than ten (10) hours per day (flexible work schedule)
have the option of being compensated for the remaining hour/hours with accrued
compensatory time, accrued floating holiday hours or accrued vacation.
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ARTICLE 27- BEREAVEMENT LEAVE
Employees who suffer a death in their immediate family shall receive four (4)
days paid bereavement leave per incident. In addition, eligible employees may be
allowed to use accrued sick leave with full pay not to exceed three (3) days.
Immediate family shall be defined as the following relatives to either the
employee or spouse: spouse, child,parent, grandparent, brother and sister.
ARTICLE 28-MILITARY LEAVE
The City and the Association agree to adhere to all provisions of Federal and State
regulations pertaining to military leave.
ARTICLE 29-COMPENSATORY TIME OFF
Effective July 1, 1980, the City shall provide each employee in the unit with the
option, at the discretion of the employee, of receiving overtime compensation in
the form of compensatory time off(CTO) or cash. Affected employees shall be
authorized to accumulate no more than three hundred twenty (320) hours of CTO
during any calendar year. If at any time during a calendar year, an affected
employee has already accumulated three hundred twenty (320) hours of
compensatory time, then overtime payments shall be made in cash.
Consistent with both the reasonable requirements of police administration and the
provision of this paragraph, affected employees shall be authorized to utilize the
accumulated CTO for any purpose.
Employees shall be granted the use of compensatory time off when the request to
do so is provided to the Department in a reasonable amount of time. Requests for
use of compensatory time off may only be denied when the request would unduly
disrupt the operation of the Department.
The City agrees that it shall be at the discretion of the member of the unit to use
compensatory time off in lieu of vacation or holiday time.
ARTICLE 30-LEAVE OF ABSENCE WITHOUT PAY
If an employee in the unit takes more than seven (7) accumulated days of leave
without pay in a calendar year, commencing at the beginning of the eighth (8th)
day of leave without pay and any day of leave without pay thereafter during the
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calendar year; sick leave and vacation accruals will be adjusted proportionately to
eliminate benefit accruals for any day an employee is on leave without pay status.
ARTICLE 31 -FAMILY LEAVE
The City will grant family leave in accordance with the Moore-Brown-Roberti
Family Rights Act of 1993 and the Federal Medical and Family Leave Act.
ARTICLE 32-WORKWEEK
All employees assigned to one of the Patrol Teams shall work a 3/12 work week
consisting of three (3) consecutive work days of 12.5 (twelve and one-half)
consecutive work hours, followed by four (4) consecutive days off each week
(except instances of shift rotation).
Each employee shall also work an additional 10 (ten) hour day in each 28
(twenty-eight) day period.
The scheduling of the 10 (ten) hour day shall be at the department's discretion,
but every effort will be made to schedule these hours on day/days that is/are
contiguous with the Officer's scheduled workweek. Department necessity will be
the standard for scheduling of these hours.
All employees assigned to a unit other than one of the regular Patrol Teams shall
work a 4/10 consisting of four (4) consecutive workdays of ten (10) consecutive
hours followed by three (3) consecutive days off each week or Patrols 3/12
schedule at the discretion of the Chief
ARTICLE 33 - POLICE DUTY—OTHER THAN MUNICIPAL DUTY
Effective January 1, 1977, an employee in the unit who performs services for an
individual or organization other than the City of Redlands for which the City of
Redlands has the right to bill for such services shall be paid at the rate of one and
one-half times (1'/Z) the then existing hourly rate of the affected employee
performing the service.
ARTICLE 34 - CORPORAL RANK
The parties hereby agree that the rank of Police Corporal shall be assigned the
same base wage range as that assigned to the rank of Detective .
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ARTICLE 35-LATERAL HIRE INCENTIVE POLICY
In an attempt to attract competitive, experienced candidates with previous law
enforcement experience, the Police Chief, with approval by the City Manager,
may advance the following to new employees at time of hire:
A. Sick Leave: An immediate sick leave accrual balance, not to exceed a
maximum of 96 hours;
B. Vacation: An immediate vacation accrual balance not to exceed the
equivalent of the new employee's annual accrual rate for vacation earned
at the time of separation of employment with his or her former agency;
C. Accelerated Vacation Accrual: Accelerating the vacation accrual rate of
the new employee by providing him or her credit for service with his or
her former agency for purposes of vacation accrual only, not to exceed the
maximum of the number of years of service with the former agency(s).
ARTICLE 36 -NO STRIKE PROVISIONS
The Association agrees that it will not authorize, instigate, aid, condone, or
engage in any strike which will interrupt or interfere with the operation of the
City. The City places the Association on notice of its intention and right to
terminate any employee who instigates or engages in any strike or work stoppage
which interrupts or interferes with the operation of the City.
ARTICLE 37 - PREVAILING BENEFITS
All terms and conditions of employment set forth in the MOU and all past
practices recognized under prevailing law will remain in full force and effect for
the term of the agreement unless modified by mutual agreement of the parties. All
other matters affecting terms and conditions of employment shall be subject to
change during the term of this MOU either by mutual agreement or by virtue of
the meet and confer processes and any applicable impasse resolution procedures
being completed.
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ARTICLE 38-SAVINGS CLAUSE
Should any provision of this agreement or the application of such provision be
rendered or declared invalid by any court action or by reason of any existing or
subsequently enacted legislation, the City and Association shall meet and confer
immediately upon what constitutes an equivalent benefit to that which was
determined to be unlawful. Such equivalent benefit will be implemented
retroactive to the date the old benefit ceased. The remaining parts or portions of
the Agreement shall remain in full force and effect.
ARTICLE 39—MANAGEMENT RIGHTS
The authority of the City includes the exclusive right to determine the mission of
its constituent department, commissions and boards; set standards of service;
determine the procedures and standards of selection for employment and
promotion; direct its employees; take disciplinary action; relieve its employees
from duty because of lack of work or for other legitimate reasons; maintain the
efficiency of work or for other legitimate reasons; maintain the efficiency of
govermnental operations; determine the methods, means and personnel by which
government operations are to be conducted; determine the content of job
classifications; take all necessary actions to carry out its mission in emergencies;
exercise complete control and discretion over its organization and the technology
of performing its work, provided, however, that the exercise and retention of such
rights does not preclude employees or their representatives from requiring
employer to meet and confer regarding decisions that may have an effect on
wages, hours and working conditions. By agreeing to this provision, neither of
the parties intend to waive or limit, in any way, any rights the Association may
have under existing law, including, but not limited to the Meyers Milias Brown
Act(Government Code Section 3500 et seq.)
ARTICLE 40 -DEATH OF EMPLOYEE
If an employee dies while on duty, the City shall calculate compensation for the
entire shift. The eligible dependents of deceased employees shall be entitled to
benefits as follows:
Sick leave accruals, lifetime medical insurance and other applicable benefits shall
be calculated and/or compensated according to the eligibility requirements stated
in the current MOU.
In the event the deceased employee qualified for a service retirement (i.e. age 50
and with a minimum of five (5) years of service with the City), the City shall
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' .
calculate and/or compensate benefits in the same manner as an employee service
The City will inter at Hillside Cemetery, at no cost to_ the public safety officer or
his/her larnily, any active public safety officer who dies in the line of duty, or dies
from any disease that isrecognized by the State of California as being associated
with the job of being a public safety officer. (08/27/14)
IT IS AGREED:
Date
President RPOA
For the City of Redlands Date
---- `-=r----" Mayor-4ictt—ty Clerk
Sam Irw'
~-
-