BPOA MOU — Belmont City Council, March 25, 2025

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Memorandum of Understanding with the Belmont Police Officers Association - Staff Report – BPOA Memorandum of Understanding

STAFF REPORT
Meeting Date: March 25, 2025
Agency: City of Belmont
Staff Contact: Ann Ritzma, Interim Administrative Services Director, [email protected] Agenda Title: Memorandum of Understanding with the Belmont Police Officers Association Agenda Action: Resolution
Recommendation
Adopt a resolution approving the Memorandum of Understanding between the City of Belmont and the Belmont Police Officers Association for the period January 1, 2025, through June 30, 2028, with an optional extension through June 30, 2029.

Strategic Focus Area
Fiscal and Organizational Sustainability
Background
The current Memorandum Understanding between the City of Belmont and the Belmont Police Officers Association (BPOA) expires June 30, 2025. In late 2024, the City and BPOA proactively opened labor negotiations ahead of schedule to address wage disparity and the ongoing challenges of recruitment and retention. The City’s negotiating team and the BPOA negotiation team have been meeting in good faith and the parties reached tentative agreement on February 25, 2025.

Analysis
The proposed Memorandum of Understanding includes the following key provisions:

Sworn Employee Salary Adjustments
• January 5, 2025 - 4%
• July 6, 2025 – 3.5%
• January 4, 2026 – 3.5%
• First full pay period of July 2026 – 3.5% (minimum) – 5% (maximum) based on Consumer Price Index (CPI-U) as determined by the Bureau of Labor Statistics in the San Francisco Area April 2025-April 2026
• First full pay period of July 2027 - 4% (minimum) – 5% (maximum) based on Consumer Price Index (CPI-U) as determined by the Bureau of Labor Statistics in the San Francisco Area April 2026-April 2027
• Pending optional MOU extension, first full pay period of July 2028 -– 3.5% (minimum) – 5% (maximum) based on Consumer Price Index (CPI-U) as determined by the Bureau of Labor Statistics in the San Francisco Area April 2027-April 2028

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Memorandum of Understanding with the Belmont Police Officers Association - Staff Report – BPOA Memorandum of Understanding Non-Sworn Employee Salary Adjustments
• January 4, 2026 - 4%
• First full pay period of January 2027 – 3.5%
• First full pay period of January 2028 – 3.5%
• Pending optional MOU extension, first full pay period of January 2029 -– 3.5% (minimum) – 5% (maximum) based on Consumer Price Index (CPI-U) as determined by the Bureau of Labor Statistics in the San Francisco Area April 2027-April 2028 Limited Reopener for Sworn Market Equity Adjustments
The City will conduct a salary survey for all sworn classifications in December 2026. Both parties agree to use the same benchmark jurisdictions of Redwood City, Palo Alto, Atherton, Campbell, San Mateo, Los Gatos, Colma, Menlo Park, Foster City, San Mateo County, Daly City, Los Altos, South San Francisco, Hillsborough, East Palo Alto, Brisbane, San Bruno, Burlingame, and Pacifica. In January 2027, if the salary survey for the sworn positions (Police Officer, Police Corporal, and Police Sergeant) reveals that all of these classifications are more than three and one-half percent (3.5%) below the median, the parties will reopen negotiations specifically to address the potential market equity adjustment for the Police Officer, Police Corporal, and/or Police Sergeant positions.

Sworn Retention Incentive
Effective the first full pay period in July 2025, and each July thereafter, employees in sworn classifications with a minimum of 10 years of law enforcement experience, including at least one (1) year in a special assignment or collateral duty, will receive a lump sum payment of $3,000.

Dispatcher POST Incentive
Effective the first full pay period in July 2025, and the first full pay period in each July thereafter, employees in dispatcher classifications with at least six months of dispatcher experience with the City of Belmont and that possess an Intermediate POST Certificate shall receive a lump sum payment of $1,000.

Effective the first full pay period in July 2025, and the first full pay period in each July thereafter, employees in dispatcher classifications with at least six months of dispatcher experience and that possess an Advanced POST Certificate shall receive a lump sum payment of $1,500.

An employee eligible to receive both the Intermediate POST Certificate pay and the Advanced POST Certificate pay will only receive the Advanced POST Certificate pay and not both.

Digital Evidence Production Pay
Effective the first full pay period in July 2025, and the first full pay period in each July thereafter, nonsworn records personnel regularly performing digital evidence and records management, storage, and retrieval functions for one year or more as determined by the Police Chief shall receive a lump sum payment of $1,250.

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Memorandum of Understanding with the Belmont Police Officers Association - Staff Report – BPOA Memorandum of Understanding Alternatives

1. Provide staff with alternate direction in full or in part

2. Take No Action
Attachments
A. Resolution
a. Exhibit A - BPOA Revised Compensation Plan - Itemized Fiscal Impacts by Fund and Division
b. Exhibit B - Memorandum of Understanding Between the City of Belmont and the Belmont Police Officers Association
Fiscal Impact
☐ No Fiscal Impact
☒ Funding Source Confirmed:

The financial impact of the revisions to the compensation and benefit plan have been analyzed. The current fiscal year budget had included an assumption of overall personnel cost increases across labor groups; however, the proposed terms of the BPOA MOU will require a supplemental appropriation for the division listed in Exhibit A of the Resolution (Attachment A) to reflect the personnel cost adjustment in the BPOA Safety employee group. Subsequent revisions to the Compensation and Benefit Plan as outlined above will be incorporated into the FY 2025-26 budget and long-term financial plan.

Source: Purpose: Public Outreach:

Staff Statutory/Contractual Requirement Posting of Agenda

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RESOLUTION NO. 2025 –

A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF BELMONT

APPROVING A MEMORANDUM OF UNDERSTANDING BETWEEN THE CITY OF

BELMONT AND THE BELMONT POLICE OFFICERS ASSOCIATION FOR THE TERM JANUARY 1, 2025 THROUGH JUNE 30, 2028
WHEREAS, representatives from the City of Belmont and the Belmont Police Officers Association (BPOA) have engaged in good faith negotiations in accordance with Government Code Section 3500, et seq.; and,
WHEREAS, the City has carefully considered the presentations made by BPOA on behalf of its members; and,
WHEREAS, the parties have reached agreement on wages, hours, benefits and other terms and conditions of employment for the period from January 1, 2025 through June 30, 2028, with an option for the Association to extend the term by one additional year through June 30, 2029; and,
WHEREAS, the budget for the current fiscal year had included an assumption of overall personnel cost increases across labor groups; however, the proposed terms of the BPOA Memorandum of Understanding will require a supplemental appropriation for the division listed in Exhibit A to reflect the wage adjustment in the BPOA Safety employee group; and,
WHEREAS, the representatives from both parties have collaboratively prepared a written Memorandum of Understanding, titled “Memorandum of Understanding between the City of Belmont and the Belmont Police Officers Association”, attached hereto as Exhibit B and presented to the City Council for approval.

NOW, THEREFORE, the City Council of the City of Belmont resolves as follows:

SECTION 1. The terms outlined in the Memorandum of Understanding, attached as Exhibit B are hereby approved.

SECTION 2. The City Manager is hereby authorized to execute and implement the Memorandum of Understanding on behalf of the City.

SECTION 3. The City Manager, in consultation with the BPOA, is authorized to make minor amendments to the Memorandum of Understanding, provided such amendments are consistent with the intent of this resolution and do not materially alter the terms of the Memorandum of Understanding.

SECTION 4. The supplemental budget appropriation for fiscal year 2024-25 listed in Exhibit A is approved.
* * *

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ADOPTED March 25, 2025 by the City of Belmont City Council by the following vote:

Ayes:

Noes:

Absent:

Abstain:

ATTEST:

City Clerk Mayor
APPROVED AS TO FORM:

City Attorney
Exhibit A
City of Belmont
BPOA Revised Compensation Plan -
Itemized Fiscal Impacts by Fund and Division
Fund Account # Division
Amount
Increase
Supplemental Law Enforcement
227 2-601-8101 Police - Crime Control $12,000
FY 2024-25
The budget for the current fiscal year had included an assumption of overall personnel cost increases across labor groups; however, the proposed terms of the BPOA MOU will require a supplemental appropriation for the following division to reflect the wage adjustment in the BPOA Safety employee group:

MEMORANDUM OF UNDERSTANDING
For Terms and Conditions of Employment
(Gov’t Code § 3505.1)

CITY OF BELMONT
AND

BELMONT POLICE OFFICERS ASSOCIATION
Effective January 1, 2025
BPOA MOU January 1, 2025
i

TABLE OF CONTENTS
1 RECOGNITION............................................................................. 1

1.1 City Representative: ...............................................................................................................................1

1.2 Employee Representative: ..................................................................................................................1 2 ASSOCIATION ............................................................................. 1

2.1 Membership: ...............................................................................................................................................1

2.2 Payroll Deductions: ............................................................................................................................2

2.2.1 Association Dues: ................................................................................................................................2

2.2.2 Member Initiated Payroll Deduction: ......................................................................................2

2.3 New Employee Orientation: ................................................................................................................3

2.4 Notice of Classification Employees: ...............................................................................................3 3 NO DISCRIMINATION ................................................................. 3 4 REPRESENTATION RIGHTS.......................................................... 4

4.1 Employee Representatives for Grievances:..............................................................................4

4.2 Association Activities: ............................................................................................................................4 5 SALARY PLAN ............................................................................... 4

5.1 Salaries:..........................................................................................................................................................4

5.2 Application of Wage Rates Upon Original Employment: .....................................................6

5.3 Advancement Within Salary Range:................................................................................................6

5.4 CHANGE IN ANNIVERSARY DATE: ............................................... 7

5.5 Salary after Promotion or Demotion:............................................................................................7 BPOA MOU January 1, 2025
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6 PROBATIONARY PERIOD .............................................................. 8

6.1 Nature, Purpose and Duration: .........................................................................................................8

6.2 Promotional Probation: .........................................................................................................................8 7 TRANSFER, PROMOTION, EMPLOYMENT LISTS ............................. 9

7.1 Transfer:.........................................................................................................................................................9

7.2 Promotion: ....................................................................................................................................................9

7.3 Time Off for Examination:....................................................................................................................9 8 LAYOFFS ....................................................................................... 9

8.1 Layoff Procedure:......................................................................................................................................9

8.2 Re-Employment: ......................................................................................................................................10

8.3 Abolition of Position: ............................................................................................................................10 9 RESIGNATION AND REINSTATEMENT ......................................... 10

9.1 Resignation: ...............................................................................................................................................10

9.2 Reinstatement: .........................................................................................................................................10 10 REALLOCATION OF POSITION .................................................. 11 11 HOURS OF WORK, OVERTIME, PREMIUM PAY......................... 11

11.1 Safety Employees...................................................................................................................................11

11.1.1 Work Period: ........................................................................................................................................11

11.1.2 Regular Work Schedules: .............................................................................................................11

11.1.3 Overtime: ...............................................................................................................................................11

11.1.4 Call Back:................................................................................................................................................12

11.1.5 Court Time: ...........................................................................................................................................12

11.1.6 Utilization of Compensatory Time Off: .................................................................................12 BPOA MOU January 1, 2025
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11.1.7 Firearms Training: ............................................................................................................................13

11.2 NON-SAFETY EMPLOYEES....................................................... 13

11.2.1 Work Period: ........................................................................................................................................13

11.2.2 Work Schedule: ..................................................................................................................................13

11.2.3 Overtime: ...............................................................................................................................................14 12 HOLIDAYS................................................................................. 19

12.1 Authorized Holidays: ..........................................................................................................................19

12.2 Holiday During Vacation:.................................................................................................................20

12.3 Holiday Compensation: ......................................................................................................................20

12.4 Pay Upon Termination:.......................................................................................................................21 13 VACATION LEAVE...................................................................... 21

13.1 Vacation Allowance: ...........................................................................................................................21

13.2 Vacation Sell Back:..............................................................................................................................22

13.3 Pay Upon Termination: .....................................................................................................................22

13.4 Vacation Scheduling: .........................................................................................................................22 14 SICK LEAVE............................................................................... 22

14.1 Accrual and Usage:..............................................................................................................................22

14.2 Accumulation: ........................................................................................................................................23

14.3 Pay for Unused Sick Leave upon Separation from City Service:................................23

15.1 Bereavement Leave:...........................................................................................................................24

15.2 Industrial Disability Leave of Absence....................................................................................24 BPOA MOU January 1, 2025
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15.3 Personal Leave of Absence: ...........................................................................................................25

15.4 Jury Duty: .................................................................................................................................................25

15.5 Military Leave:........................................................................................................................................25

15.6 Seniority Rights, Salary Adjustments, and Payment of Insurance premiums While on Leave of Absence:........................................................................................................................25 16 HEALTH AND WELFARE PLANS; RETIREMENT PLAN .................. 26

16.1 Hospital/Medical Plans: ...................................................................................................................26

16.2 Flexible Benefits Plan ........................................................................................................................26

16.3 Dental Plan: .............................................................................................................................................29

16.4 Vision Plan: ..............................................................................................................................................29

16.5 Life and Accidental Death and Dismemberment Insurance: ......................................30

16.6 Long-Term Disability: ........................................................................................................................30

16.7 Retirement:..............................................................................................................................................30

16.8 Retiree Health:.........................................................................................................................................31

16.9 Deferred Compensation: ...................................................................................................................33

16.10 Domestic Partners: ............................................................................................................................33 17 SAFETY ..................................................................................... 33

17.1 Observance of Safety Rules and Regulations: ....................................................................33

17.2 Safety Equipment: ...............................................................................................................................33 18 DISCIPLINARY ACTIONS .......................................................... 34 19 GRIEVANCE PROCEDURE........................................................... 34

19.1 Definition: .................................................................................................................................................34

19.2 Procedure: ................................................................................................................................................34

19.3 Extension of Time Limits: ................................................................................................................36 BPOA MOU January 1, 2025
v

19.4 Compensation Complaints:.............................................................................................................36

19.5 Suspension and Discharge Grievances: ..................................................................................36

19.6 Interpretation of Memorandum: .................................................................................................36

19.7 No Changes in Memorandum:.......................................................................................................37

19.8 No Strike: ..................................................................................................................................................37 20 SPECIAL PROVISIONS .............................................................. 37

20.1 Uniform Allowance:.............................................................................................................................37

20.2 Tuition Reimbursement: ..................................................................................................................37 21 PAST PRACTICES ...................................................................... 39 22 SEPARABILITY OF PROVISIONS ............................................... 39 23 DURATION ................................................................................ 40 APPENDIX A ................................................................................... 42 A. Salaries: ..........................................................................................................................................................42 B. Incentive Pay Plan: ..................................................................................................................................45 C. Detective Differential:.............................................................................................................................45 D. Motorcycle Differential: .........................................................................................................................45 E. Field Training Officer:..............................................................................................................................45 G. Bilingual Pay (Spanish, Mandarin, and Cantonese): ............................................................45 I. Acting Pay: .....................................................................................................................................................46 J. Canine Handler: ...........................................................................................................................................46 K. Information Technology Super User: ............................................................................................46 APPENDIX B ................................................................................... 48 Deferred Compensation Plan .....................................................................................................................48 BPOA MOU January 1, 2025 – June 30, 2028
1 MEMORANDUM OF UNDERSTANDING
For Terms and Conditions of Employment
(Gov’t Code § 3505.1)
City of Belmont
and
Belmont Police Officers Association
Representatives of the Belmont Police Officers Association (hereinafter “Association”) and representatives of the City of Belmont (hereinafter “City”) 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 Appendix "A", have freely exchanged information, opinions and proposals and reached tentative agreement on all matters relating to the employment conditions and employer-employee relations of such employees. The City Council considered the tentative agreement at a duly noticed public meeting on March 25, 2025, approved the tentative agreement, and authorized the preparation of this memorandum of understanding which the parties jointly prepared in accordance with Government Code Section 3505.1. 1 Recognition

1.1 City Representative:

The City Manager, or any person or organization duly authorized by the City Manager, is the representative of the City in employeremployee relations.

1.2 Employee Representative:

The Association is recognized as the majority representative, as provided in the City's Employer-Employee Relations Resolution, for all employees assigned to the classifications set forth in Appendix "A", which is attached hereto and made a part hereof.
2 Association

2.1 Membership:

All employees within the bargaining unit represented by the Association may voluntarily join the Association and pay dues, initiation fees, and general assessments, as well as payment of any BPOA MOU January 1, 2025 – June 30, 2028
2 other membership benefit program sponsored by the Association (hereinafter “payroll deductions”) as determined by the Association.

2.2 Payroll Deductions:

The City will withhold payroll deductions from a member’s salary or wages in accordance with either Government Code Sections 1157.3 or 1157.12 as provided in sections 2.2.1 and 2.2.2.

2.2.1 Association Dues:

The Association may request in writing that the City implement a payroll deduction from a member. If the Association provides written certification that it has and will maintain an authorization for payroll deduction signed by the member from whose salary or wages the deduction or reduction is to be made, the City will:
(a) Rely on the certification and make the requested payroll deductions unless a dispute arises about the existence or terms of the authorization, in which case the Association will provide the City a copy of the member’s authorization. The City will apply the deduction in the next full pay period following receipt of written notice from the Association. The City will remit the deduction within 7 business days of the payday for that pay period and provide the Association a list of employees who had dues deducted. The Association will indemnify, defend, and hold harmless the City for all claims of any kind (including attorney’s fees) made by the member for deductions made in reliance on the certification by the Association.
(b) Direct a member request to cancel or change payroll deductions for the Association to the Association. The City will rely on information provided by the Association regarding whether deductions for the Association were properly canceled or changed, and the Association will indemnify, defend and hold harmless the City for all claims of any kind (including attorney’s fees) made by the member for deductions made in reliance on that information. Deductions may be revoked only in accordance with the terms of the employee’s written authorization.

2.2.2 Member Initiated Payroll Deduction:

If the Association has not provided the written certification in paragraph 2.2.1 for a particular member, the City will honor a written authorization by that member requesting a payroll deduction for the Association. The revocability of the authorization will be determined by the terms of the authorization unless the Association subsequently BPOA MOU January 1, 2025 – June 30, 2028
3 submits the written certification in paragraph 2.2.1 for the member, in which case that paragraph will govern.

2.3 New Employee Orientation:

The City will provide the Association written notice of any new employee orientations, including the time, date, and location of the orientation in accordance with Government Code Section 3556.

2.4 Notice of Classification Employees:

The City will provide the Association the information required by Government Code Section 3558 on a quarterly basis.

Such information will be provided within thirty (30) days of the date of hire for new hires, and on a quarterly basis for all bargaining unit employees.

2.5 Bulletin Board:

The Association may use available bulletin board space in the Police Department for communications having to do with official Association business provided such use does not interfere with the needs of the Department.

2.6 Meet and Confer:

In accordance with Government Code Section 3504.5, the City will give reasonable advance written notice to the Association of any ordinance, rule, resolution or regulation directly relating to matters within the scope of representation proposed to be adopted by the City Council or City Manager, and will give the Association the opportunity to meet with city management before adoption.

In cases of emergency when the City Council or City Manager determines that an ordinance, rule, resolution or regulation must be adopted immediately without prior notice or meeting with the Association, the City Manager will provide the Association with notice and opportunity to meet with city management at the earliest practicable time following the adoption.
3 No Discrimination
The Association and City agree not to engage in discrimination and unlawful employment practices under the California Fair Employment and Housing Act (FEHA), and City of Belmont Personnel Rules and BPOA MOU January 1, 2025 – June 30, 2028
4 Regulations. The grievance procedure in Section 19 does not apply to this section.
4 Representation Rights

4.1 Employee Representatives for Grievances:

The Association may designate a reasonable number of City employees as official employee representatives to assist in the handling of grievances. The Association will promptly notify the City Manager in writing of the individuals so designated. The Association may designate alternates to perform this function during the absence or unavailability of the official employee representative.

The City will relieve the official employee representative from his/her assigned work duties for a reasonable amount of time that does not interfere with performance of city business as determined by his/her supervisor to investigate and process grievances initiated by other employees within the same work area.

4.2 Association Activities:

The Association may not solicit membership or engage in internal management activities such as collecting dues, holding membership meetings, campaigning for office, conducting elections and distributing literature, during working hours unless approved in advance by the City Manager, Chief of Police, or a designated representative. 5 Salary Plan

5.1 Salaries:

The salary ranges will be increased as follows.

Sworn Wages:

1. Effective retroactive to the first full pay period after January 1, 2025, the City shall provide a four percent (4%) wage increase to all sworn classifications.

2. Effective the first full pay period after July 1, 2025, the City shall provide a wage increase of three and one-half percent (3.5%) to all sworn classification.

BPOA MOU January 1, 2025 – June 30, 2028
5 3. Effective the first full pay period after January 1, 2026, the City shall provide a wage increase of three and one-half percent (3.5%) to all sworn classifications.

4. Effective the first full pay period after July 1, 2026, the City shall provide a cost of living adjustment to all sworn classifications equal to the percentage change in the Consumer Price Index (CPI-U) as determined by the Bureau of Labor Statistics in the San Francisco Area (previously SF-Oakland-Hayward), April 2025 to April 2026 with a minimum increase of three and one-half percent (3.5%) and a maximum increase of five percent (5.0%).

5. Effective the first full pay period after July 1, 2027, the City shall provide a cost of living adjustment to all sworn classifications equal to the percentage change in the Consumer Price Index (CPI-U) as determined by the Bureau of Labor Statistics in the San Francisco Area (previously SF-Oakland-Hayward), April 2026 to April 2027 with a minimum increase of four percent (4%) and a maximum increase of five percent (5.0%).

6. In the event the Association elects to extend the term of the Agreement by one year, effective the first full pay period after July 1, 2028, the City shall provide a cost of living adjustment to all sworn classifications equal to the percentage change in the Consumer Price Index (CPI-U) as determined by the Bureau of Labor Statistics in the San Francisco Area (previously SF-Oakland-Hayward), April 2027 to April 2028 with a minimum increase of three and one-half percent (3.5%) and a maximum increase of five percent (5.0%).

Limited Reopener for Sworn Market Equity Adjustments:

The City shall prepare a salary survey for all sworn classifications in December 2026. The parties agree to use the same benchmark jurisdictions as relied upon by the parties in 2024/2025 (Redwood city, Palo Alto, Atherton, Campbell, San Mateo, Los Gatos, Colma, Menlo Park, Foster City, San Mateo County, Daly City, Los Altos, South San Francisco, Hillsborough, East Palo Alto, Brisbane, San Bruno, Burlingame, Pacifica). In January 2027, if the salary survey for the sworn positions (Police Officer, Police Corporal and Police Sergeant) shows that all of the classifications are more than three and one-half percent (3.5%) below the median, the parties shall reopen negotiations on the narrow and specific issue of providing a market equity adjustment BPOA MOU January 1, 2025 – June 30, 2028
6 to the Police Officer, Police Corporal, and/or Police Sergeant job classifications.

Non-Sworn Wages:

1. Effective the first full pay period after January 1, 2026, the City shall provide a four percent (4%) wage increase to all non-sworn (miscellaneous) classifications.

2. Effective the first full pay period after January 1, 2027, the City shall provide a wage increase of three and one-half percent (3.5%) to all non-sworn classifications.

3. Effective the first full pay period after January 1, 2028, the City shall provide a wage increase of three and one-half percent (3.5%) to all non-sworn classifications.

4. In the event the Association elects to extend the term of the Agreement by one year, effective the first full pay period after January 1, 2029, the City shall provide a cost of living adjustment to all non-sworn classifications equal to the percentage change in the Consumer Price Index (CPI-U) as determined by the Bureau of Labor Statistics in the San Francisco Area (previously SF-OaklandHayward), April 2027 to April 2028 with a minimum increase of three percent (3.0%) and a maximum increase of five percent (5.0%).

5.2 Application of Wage Rates Upon Original Employment:

The City Manager will assign Employees a salary or wage within the range established for the appropriate position under the Compensation Plan. The City Manager will generally assign the minimum rate upon original employment and may assign a higher rate that does not exceed the maximum rate.

5.3 Advancement Within Salary Range:

Advancement within the salary range are not automatic upon completion of a specified period of service. All advancement must be based on merit as established by record of the employee's performance and the recommendation of the Police Chief and approval by the City Manager. An employee is eligible for advancement to the next higher step in the salary range following the completion of one year of satisfactory service, or earlier if the City Manager deems a special salary step adjustment is justified. In case of an unsatisfactory employee BPOA MOU January 1, 2025 – June 30, 2028
7 performance evaluation, an increase in salary may be withheld. An employee who does not receive an increase in salary may discuss the matter with the Police Chief and the City Manager. The decision of the City Manager is final.

5.4 Change in Anniversary Date:

An employee's salary anniversary date will change when:
(1) The employee receives a step increase less than one year after the employee's date of hire or less than one year after the employee's prior step increase;
(2) The employee promotes to a class with a higher maximum salary; (3) The employee demotes to a class with a lower maximum salary; or
(4) The employee takes a leave of absence and is in unpaid status for any reason in excess of two (2) weeks, unless in protected leave status.

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.

5.5 Salary after Promotion or Demotion:

When an employee is moved from one class to a class with a higher maximum salary (promotion), the employee shall be appointed at the minimum step of the salary range in the new class; provided, however, that the employee must receive a minimum five percent (5%) increase in salary upon such promotion.

When an employee is moved from one class to a class with a lower maximum salary (demotion), that employee's compensation shall be adjusted to the salary prescribed for the class to which demoted, and the specific rate of pay within the range shall be determined by the City Manager, whose decision shall be final.

When an employee demotes in accordance with Section 8.1 (Layoff Procedure), the employee shall be placed at the step of the salary range BPOA MOU January 1, 2025 – June 30, 2028
8 prescribed for such lower class that most nearly approximates the salary the employee was receiving; provided, however, that such salary does not exceed the maximum rate for such lower class.
6 Probationary Period

6.1 Nature, Purpose and Duration:

The probationary period shall be an essential part of the examination process, and shall be utilized for the most effective adjustment of a new employee and for the rejection of any probationary employee whose performance is not satisfactory.

The Police Chief may reject a probationary employee at any time during the probationary period without right of appeal, except as provided by applicable laws, in any manner and without recourse to the procedures provided by applicable laws, in any manner and without recourse to the procedures provided in Section 19 (Grievance Procedure) hereof, except when the employee alleges and substantiates in writing that the rejection was due to discrimination prohibited by city, state or federal statutes or regulations. If discrimination is alleged, the appeal or grievance shall be decided solely on the basis of whether or not the termination was due to discrimination; and unless it is determined that there was discrimination, the person or persons hearing the appeal or grievance shall not substitute their judgment for that of the appointing authority.

The probationary period for newly hired Police Officers shall begin on the date of employment and shall continue for a period of twelve (12) months of actual service following the date of release from the Field Training Program. The probationary period for all other employees, aside from Police Officers, shall be twelve (12) months of actual service following the date of release from training. For the purposes of this section, actual service shall include time for paid leave actually taken up to the number of hours equal to the employee’s annual accrual of vacation time.

6.2 Promotional Probation:

An employee who has previously completed the requisite probationary period and who is rejected during a subsequent probationary period for a promotional appointment shall be reinstated to the former position BPOA MOU January 1, 2025 – June 30, 2028
9 from which the employee was appointed. If the employee is discharged during the promotional probationary period, the employee shall not be entitled to such reinstatement rights.

The probationary period for any employee who is promoted to a new job classification shall be for a period of twelve (12) months from the date of promotion.
7 Transfer, Promotion, Employment Lists

7.1 Transfer:

No employee shall be transferred to a position for which he/she does not possess the minimum qualifications. An employee may be transferred by the Police Chief at any time from one position to another position in a comparable class. For transfer purposes, a comparable class is one with the same maximum salary, involves the performance of similar duties and requires substantially the same basic qualifications.

If the transfer involves a change from one department to another, both the Police Chief and the other Department Head must consent thereto,9nless the City Manager orders the transfer for purposes of economy or efficiency. Transfer shall not be used to effectuate a promotion, demotion, advancement or reduction, each of which may be accomplished only as provided in the City’s rules and regulations. Such transfer shall not result in the loss to the employee of any accumulated leave, such as vacation and sick leave, nor shall it affect the employee’s length of service with the City.

7.2 Promotion:

Insofar as is consistent with the best interest of the City, all vacancies in the competitive service shall be filled by promotion from within the competitive service, after a promotional examination has been given and a promotional list established.

7.3 Time Off for Examination:

Promotional examinations scheduled by the City during an employee’s regular working hours may be taken without any loss in compensation. 8 Layoffs

8.1 Layoff Procedure:

The City Manager may lay off an employee because of material change in duties or organization or shortage of work or funds. Except in cases BPOA MOU January 1, 2025 – June 30, 2028
10 of emergency, the City Manager shall advise the employee in writing of the proposed action and the reason(s) for the proposed action at least fourteen (14) days in advance of such action. The name of such employee shall be placed at the top of the appropriate list and he/she shall have the right to displace an employee in the same, lateral or lower classification within the Police Department for which he/she is qualified and over whom he/she has departmental seniority. Departmental seniority is defined as the length of time an employee has been employed in the Department regardless of the classification(s) held.

Such employee may also displace a less senior employee (utilizing total City seniority) in another department in a classification which the employee has previously held and performed in a satisfactory manner.

8.2 Re-Employment:

The name of each employee who is laid off in accordance with this Section shall be placed at the top of the employment list in the class which the employee held in order of City seniority and shall be given preference in filling vacancies in such class for a period of one (1) year following the date of layoff. The employee also may choose to be placed on the employment list in the class(es) the employee previously held within the Department and shall be placed on the top of such list in accordance with his/her City seniority.

8.3 Abolition of Position:

The provisions of this Section 8 shall also apply when an occupied position is abolished.
9 Resignation and Reinstatement

9.1 Resignation:

Any employee wishing to resign from employment in good standing shall file with the Police Chief at least two (2) weeks’ notice of an intention to leave City service unless a shorter period of time is agreed upon between the employee and the Police Chief. The written resignation shall state the effective date and reasons for leaving.

9.2 Reinstatement:

A regular or probationary employee who has terminated in good standing may be reinstated by the appointing authority, to a vacant position of the same class as the previous position held within a period BPOA MOU January 1, 2025 – June 30, 2028
11 of one (1) year from the effective date of such termination. A new probationary period may be required.
10 Reallocation of Position
An employee in a position reallocated to a lower classification shall have the right of either (1) transferring to a vacant position in the employee's present classification in the same or another Department, provided both the Police Chief and the Head of the Department into which the transfer is proposed agree, or (2) continuing in the same position in the lower classification at a Y rate of pay when the incumbent's pay is higher than the maximum step of the schedule for the lower classification. Such Y rate of pay shall be discontinued when the incumbent ceases to occupy the position or whenever the maximum pay of the salary assigned to the lower classification equals or exceeds such Y rate. The Y rate provisions of this Section shall not apply to layoffs, demotions, or other personnel actions resulting in an incumbent moving from one position to another.
11 Hours of Work, Overtime, Premium Pay

11.1 Safety Employees

11.1.1 Work Period:

Full-time safety personnel are assigned a 14-day work period that begins Sundays at 12:01 am, unless otherwise specified by the City.

11.1.2 Regular Work Schedules:

The Department may assign safety employees to a regular work schedule of 5/8, 9/80, 4/10, 4/10.5, or a rotating 12-hour work schedule. The Department will determine starting times with consultation of the Association.

Any pre-shift briefing shall be included as part of the designated work period.

11.1.3 Overtime:

Overtime for safety employees is defined as authorized time worked in excess of the designated workday, workweek or 84 hours in a 14-day work period, as applicable. The City will compensate overtime at the rate of one and one-half (1½) times the employee’s regular base rate of pay. The City shall calculate its overtime obligations pursuant to the Fair Labor Standards Act (FLSA), and any additional amounts due under BPOA MOU January 1, 2025 – June 30, 2028
12 the law will be paid to employees. Upon request, the City will provide an explanation of the manner of calculation. At the discretion of the employee working overtime, the employee maybe compensated for overtime either by monetary payment or by compensatory time off to the extent permitted by law. The employee may take compensatory time off at a mutually agreed upon time. The City will pay employees for overtime to the extent additional compensatory time would cause the employee to exceed the 96-hour cap.

Notwithstanding the above paragraph, the parties have mutually agreed that a safety employee may be scheduled to work more or less than his/her regularly scheduled hours one week, with the understanding that he/she will make up or be credited with an equal number of hours in a subsequent week, within the same pay period, without the payment of overtime being necessary.

11.1.4 Call Back:

An employee recalled to work outside of and not continuous with regularly scheduled hours shall be paid a minimum of 2 hours at the rate of one and one-half (1½) times the employee's base rate of pay.

Work may be provided for the employee during this time.

11.1.5 Court Time:

An employee who is ordered to report to work on an off-duty day for the purpose of appearing in Court and who does so at the specified time will receive a minimum of 4 hours' pay at one and one-half (1½) times the employee's base rate of pay.

An employee who is ordered to report to work on an on-duty day more than 2 hours prior to the employee's regular starting time or is held over more than 2 hours after the employee's regular quitting time for the purpose of appearing in Court will receive a minimum of 2 hours pay at one and one-half (1½) times the employee's base rate of pay.

An employee who is required to stand by when off duty for the purposes of appearing in Court, pursuant to subpoena or at the direction of the District Attorney, will receive standby pay at half (½) time to a maximum of 4 hours pay.

11.1.6 Utilization of Compensatory Time Off:

Compensatory time off shall be taken at a time agreeable to the employee and the Police Chief or his designee.

BPOA MOU January 1, 2025 – June 30, 2028
13 11.1.7 Firearms Training:

All safety officers are required to complete firearms training in accordance with Department Policy. The Department will continue to make a reasonable attempt to schedule such training during an employee’s regular shift. In the event this training is scheduled during an employee’s off duty time, the employee will be paid overtime at the rate of one and one-half (1½) times the employee’s base rate of pay for time spent in training, in accordance with Section 11.2 of this Agreement.

11.2 Non-Safety Employees

11.2.1 Work Period:

The non-safety employees occupying full-time positions work a 40- hour schedule within a 7-day work period unless otherwise specified by the Department.

The typical workweek begins on Sunday and ends on the following Saturday. The Department may assign an alternative workday and workweek to an employee with a non-conventional work schedule.

The designated workweek for dispatchers will begin on the day and time that is the mid-point of the dispatcher’s regular shift that began on the dispatcher’s alternating day on and off.

To illustrate:

For a day-shift dispatcher who works Sunday to Tuesday and every other Wednesday or Thursday to Saturday and every other Wednesday from 7:00 am to 7:00 pm, the workweek would be Wednesday 1:00 pm to Wednesday 12:59 pm.

For a night-shift dispatcher who works Sunday to Tuesday and every other Wednesday or Thursday to Saturday and every other Wednesday from 7 pm to 7 am, the workweek would be Thursday 1:00 am to Thursday 12:59 am.

11.2.2 Work Schedule:

The regular work schedule for non-safety employees is 8 hours per workday. The Department may assign an employee an alternate work schedule (such as 4/10, 9/8/80 or a 12-hour work schedule).

BPOA MOU January 1, 2025 – June 30, 2028
14 11.2.3 Overtime:

Authorized time worked by non-safety employees in excess of scheduled hours in a workday, workweek or 40 hours in a 7-day work period, as applicable, shall be considered overtime and shall be compensated at the rate of one and one-half (
Contents
1 RECOGNITION........................................................................................................ 1

1.1 City Representative: .........................................................................................................................................1

1.2 Employee Representative:................................................................................................................................1 2 ASSOCIATION ........................................................................................................ 1

2.1 Membership: .....................................................................................................................................................1

2.2 Payroll Deductions: ...............................................................................................................................................2

2.2.1 Association Dues:................................................................................................................................................2

2.2.2 Member Initiated Payroll Deduction:...............................................................................................................2

2.3 New Employee Orientation:.............................................................................................................................3

2.4 Notice of Classification Employees:.................................................................................................................3 3 NO DISCRIMINATION............................................................................................. 3 4 REPRESENTATION RIGHTS.................................................................................. 4

4.1 Employee Representatives for Grievances: ....................................................................................................4

4.2 Association Activities: ..........................................................................................................................................4 5 SALARY PLAN ....................................................................................................... 4

5.1 Salaries:..........................................................................................................................................................4

5.2 Application of Wage Rates Upon Original Employment: .....................................................6

5.3 Advancement Within Salary Range:................................................................................................6

5.4 CHANGE IN ANNIVERSARY DATE: ....................................................................... 7 BPOA MOU January 1, 2025 – June 30, 2028
15 5.5 Salary after Promotion or Demotion:............................................................................................7 6 PROBATIONARY PERIOD.................................................................................. 8

6.1 Nature, Purpose and Duration: .........................................................................................................8

7.1 Transfer:.........................................................................................................................................................9

7.2 Promotion: ....................................................................................................................................................9

8.1 Layoff Procedure:......................................................................................................................................9

8.2 Re-Employment: ......................................................................................................................................10

9.1 Resignation: ...............................................................................................................................................10

9.2 Reinstatement: .........................................................................................................................................10 10 REALLOCATION OF POSITION................................................................... 11 11 HOURS OF WORK, OVERTIME, PREMIUM PAY ............................................ 11

11.1 Safety Employees ............................................................................................................................................11

11.1.1 Work Period:...................................................................................................................................................11

11.1.2 Regular Work Schedules: ..............................................................................................................................11

11.1.3 Overtime:.........................................................................................................................................................11

11.1.4 Call Back:........................................................................................................................................................12

11.1.5 Court Time:.....................................................................................................................................................12

11.1.6 Utilization of Compensatory Time Off:........................................................................................................12 BPOA MOU January 1, 2025 – June 30, 2028
16 11.1.7 Firearms Training:.........................................................................................................................................13

11.2 NON-SAFETY EMPLOYEES............................................................................. 13

11.2.1 Work Period:...................................................................................................................................................13

11.2.2 Work Schedule:...............................................................................................................................................13

11.2.3 Overtime:.........................................................................................................................................................14 12 HOLIDAYS ......................................................................................................... 19

12.1 Authorized Holidays: ..........................................................................................................................19

IN THE EVENT THE CITY AWARDS JUNETEENTH OR ANY OTHER

STATE OR FEDERAL HOLIDAY FOR ANY GROUP OF CITY EMPLOYEES,

IT SHALL ALSO PROVIDE THE HOLIDAY TO ALL EMPLOYEES IN
CLASSIFICATIONS REPRESENTED BY THE ASSOCIATION..................... 20

12.2 Holiday During Vacation:.................................................................................................................20

12.3 Holiday Compensation: ......................................................................................................................20

12.4 Pay Upon Termination:.......................................................................................................................21 13 VACATION LEAVE ........................................................................................... 21

13.1 Vacation Allowance: ...........................................................................................................................21

13.2 Vacation Sell Back:..............................................................................................................................22

13.3 Pay Upon Termination: .....................................................................................................................22

14.1 Accrual and Usage:..............................................................................................................................22

14.2 Accumulation: ........................................................................................................................................23

14.3 Pay for Unused Sick Leave upon Separation from City Service:................................23

14.4 Unused Sick Leave Upon Retirement from City Service:................................................24 15 OTHER LEAVES ................................................................................................ 24 BPOA MOU January 1, 2025 – June 30, 2028
17 15.1 Bereavement Leave:...........................................................................................................................24

15.2 Industrial Disability Leave of Absence....................................................................................24