ITEM G-1 — Beverly Hills City Council, December 16, 2025

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AGENDA REPORT
Meeting Date: December 16, 2025
Item Number:

To: Honorable Mayor & City Council
From: Peter Brown, Labor Negotiator
Subject: MEMORANDUM OF UNDERSTANDING BETWEEN THE CITY OF BEVERLY HILLS AND THE BEVERLY HILLS POLICE OFFICERS’

ASSOCIATION
Attachments: 1. Tracked Changed Beverly Hills Police Officers’ Association (BHPOA) 2025-2029 Memorandum of Understanding (MOU)

2. The Beverly Hills Police Officers’ Association (BHPOA) 2025- 2029 Memorandum of Understanding (MOU) Final Version

3. Fiscal Analysis

RECOMMENDATION
It is recommended that the attached Memorandum of Understanding (MOU) between the City of Beverly Hills and the Beverly Hills Police Officers’ Association (BHPOA) be approved.

INTRODUCTION
The BHPOA represents the Police Officers, Police Sergeants and Police Officer Trainees in the Police Department. The last Memorandum of Understanding (MOU) between the City and the BHPOA expired on June 30, 2025. Representatives of the association and Meeting Date: December 16, 2025

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the City, having met and conferred in good faith beginning February 2025, reached a tentative agreement on November 25, 2025. The agreed upon terms are found in the attached MOU.

DISCUSSION
Significant terms of the proposed MOU are as follows:
1) Term of Agreement
• July 1, 2025 to June 30, 2029.
2) Salary
• Year One: 3.5% (effective November 29, 2025).1
▪ Employees who are in the bargaining unit on November 29, 2025 will receive a lump sum payment of $1,500.00.
• Year Two: 6.0% (effective the pay period including July 1, 2026). • Year Three: 5.0% (effective the pay period including July 1, 2027). • Year Four: 5.0% (effective the pay period including July 1, 2028). 3) Additional Compensation
• Increase Field Training Officer Pay from 5.5% to 8.25%. • Addition of 2% pay for employees assigned to the Special Weapons and Tactics Team (SWAT).
• Modifications to Education Pay as follows:
▪ Bachelor’s Degree – Reduced from 5.5% to 2.75%.
▪ Master’s and Continuing Education Pay (eligible for one) - Reduced from 5.5% to 2.75%.
▪ Intermediate POST Certification Pay Increased from 2.75% to 5%. ▪ Advanced POST Certification Pay Increased from 2.75% to 7.5%. ▪ Addition of Supervisory POST Certification Pay for Sergeants of

1.5%.
• Addition of Bilingual Pay of 1% for eligible employees. 4) The Addition of a New Holiday – Juneteenth
• The BHPOA will have this holiday added to their list of holidays. The first holiday will be June 19, 2026.
1 The effective date of negotiated pay changes and additional compensation are effective November 29 as this is the first day of the pay period following ratification of the MOU by the members of the BHPOA.

Meeting Date: December 16, 2025

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5) Compensatory Time Off (CTO)
• Provision on accrual of CTO modified from a bank that can be replenished as the employee uses CTO (up to a maximum of 160 hours at any time) to a maximum limitation on CTO accrual and use of 220 hours per year. 6) Requirement to Live Within 150 Miles
An agreement that for all employees in the unit, their primary home address must be within 150 miles of Beverly Hills Police Headquarters. Anyone whose primary home address was further than 150 miles from Beverly Hills Police Headquarters as of July 1, 2025 are grandfathered from this provision. 7) Additional Significant Changes
• For Special Jobs, if not filled by a BHPOA unit member within 48 hours of the job, the City can assign non-sworn trained field employees. If not filled within 24 hours of the job, the City can assign other qualified personnel. • Employees cannot work any hours while using vacation. • Job Sharing, where two employees work the equivalent of one full-time position, is available if there is an agreement between the City and the BHPOA.
8) General Changes
• Reorganization of articles and sections.
• Clarifying language to improve the ease of understanding and/or administration of MOU provisions.
• Corrections or revisions to language in existing contract terms. • Memorialization of procedures and practices not previously contained in the MOU.
• Removal of language no longer applicable or out of date, and addition of new language based upon current laws or regulations.

In compliance with the City’s labor relations ordinance, Beverly Hills Municipal Code, Article 5 Section 2-5-503-B, the City Council may adopt or amend a memorandum of understanding only after two (2) public meetings. The first public meeting for these negotiations occurred during the formal City Council Meeting on November 7, 2024. In addition, a community meeting was held on October 29, 2024 to inform the public in preparation for the first public meeting on November 7, 2024. The second meeting, occurring this evening, is for the City Council to consider adoption of the negotiated terms of the memorandum of understanding between the City and the BHPOA. Additionally, as required by the ordinance, a fiscal analysis of the proposed MOU was conducted. This fiscal analysis and the proposed Memorandum of Understanding were placed on the City’s website two weeks prior to this meeting, on December 2, 2025. The same documents are included as attachments to this report.

Meeting Date: December 16, 2025

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FISCAL IMPACT
In compliance with the Beverly Hills Municipal Code, Article 5 Section 2-5-505: Economic Analysis, a fiscal impact analysis of the proposed Memorandum of Understanding was conducted by the outside firm, MGO Certified Public Accountants (Attachment 3). All calculations for the MOU were found to be correct.

Over the next four years, the BHPOA Memorandum of Understanding will result in an ongoing cost increase of $8.3 million.

Shelley Ovrom
Director of Human Resources
Approved By
Bargaining Group
# of Full
Time
Budgeted
Positions
Year 1
Incremental
Increase
Year 2
Incremental
Increase
Year 3
Incremental
Increase
Year 4
Incremental
Increase
Total 4-Year
Increases /
Ongoing
Cost
Increase
Police Officers
Association
141 $ 2.5 $ 1.9 $ 1.9 $ 2.0 $ 8.3
(Figues in Millions)
Attachment 1
Tentative Agreement - November 25, 2025

MEMORANDUM OF UNDERSTANDING

BETWEEN

THE CITY OF BEVERLY HILLS
AND

BEVERLY HILLS
POLICE OFFICERS’ ASSOCIATION
July 1May 24, 20252 - June 30, 20295
i

TABLE OF CONTENTS
Article Page
A. Integration.......................................................................................................................... 1 B. Term ................................................................................................................................... 1

1. SALARIES ......................................................................................................................... 1

2. OVERPAYMENT................................................................................................................ 2

3. APPOINTMENT AND ADVANCEMENT ............................................................................... 2 A. Probationary Period for Police Personnel .......................................................................... 2 B. Pre-Service Police Officers.................................................................................................. 2 C. Salary Placement upon Initial Hire ..................................................................................... 3 D. Advancement Through Salary Range ................................................................................. 3 E. Step Placement Upon Promotion....................................................................................... 3 F. Special Merit Advancement............................................................................................... 4 G. Acting Assignments............................................................................................................ 4 H. Y-Rating .............................................................................................................................. 4

4. SPECIAL ASSIGNMENTS.................................................................................................... 4 A. Selection of Employees for Special Assignments............................................................... 4 B. Special Assignment Types and Pay..................................................................................... 5

5. CERTIFICATION AND EDUCATIONAL INCENTIVE ................................................................ 8 A. Education Pay Eligibility...................................................................................................... 9 B. Certification and Education Incentive Pay Types............................................................... 9 C. Payment for Educational Expenses.................................................................................. 10

6. HEALTH BENEFITS .......................................................................................................... 11 A. Cafeteria Plan and Benefits.............................................................................................. 11 B. Flexible Spending Accounts.............................................................................................. 13

7. RETIREE MEDICAL INSURANCE ....................................................................................... 13 A. Tier 1: Retirees Hired Prior to July 1, 2012....................................................................... 13 B. Tier 2: Retirees Hired On or After July 1, 2012................................................................. 13 C. Retiree Medical Insurance for Employees Who Disability Retire .................................... 14

8. LIFE INSURANCE ............................................................................................................ 14 A. City-Provided Life Insurance............................................................................................. 14 B. Supplemental Term Life Insurance................................................................................... 14

9. DEFERRED COMPENSATION........................................................................................... 14 A. City Contribution to Deferred Compensation .................................................................. 14 B. Employee Contribution to Deferred Compensation ........................................................ 15 C. Conversion of Sick Leave to Deferred Compensation...................................................... 15

10. CALPERS RETIREMENT BENEFITS .................................................................................. 15 A. For “Classic Member” Employees.................................................................................... 16 B. For “New Members” As Defined By the Public Employees’ Pension Reform Act of 2013 (PEPRA)............................................................................................................................. 16 C. Additional Optional Benefits For All Employees .............................................................. 17

11. HOLIDAYS.................................................................................................................... 17 A. Holidays............................................................................................................................ 17 ii
B. Personal Holiday............................................................................................................... 18

12. VACATION................................................................................................................... 19 A. Authorization For Taking Vacation................................................................................... 19 B. Holidays During Vacations................................................................................................ 19 C. Vacation Accumulation .................................................................................................... 19 D. Vacation Cash-Out............................................................................................................ 20 E. Briefing Preparation Time ................................................................................................ 20

13. SICK LEAVE .................................................................................................................. 20 A. Accrual.............................................................................................................................. 21 B. New Employment............................................................................................................. 21 C. Use of Sick Leave.............................................................................................................. 21 D. Sick Leave Incentive.......................................................................................................... 21

14. BEREAVEMENT LEAVE.................................................................................................. 21

15. WITNESS LEAVE ........................................................................................................... 22

16. LEAVE WITHOUT PAY................................................................................................... 22

17. LEAVE PAYOFFS UPON SEPARATION FROM CITY SERVICE ............................................. 22 A. Sick Leave Pay-Off ............................................................................................................ 22 B. Vacation Pay-Off............................................................................................................... 23

18. UNIFORM ALLOWANCE................................................................................................ 23

19. OVERTIME/WORK HOURS............................................................................................ 23 A. Accurately Reporting Time Worked................................................................................. 24 B. Court Time........................................................................................................................ 24 C. Call Back ........................................................................................................................... 24 E. Special Jobs....................................................................................................................... 25 F. Shift Trading ..................................................................................................................... 26 G. Rest and Recovery............................................................................................................ 26

20. WORK SCHEDULE......................................................................................................... 27

21. ASSOCIATION TIME - BOARD MEMBERS....................................................................... 28

22. DISCIPLINE................................................................................................................... 28 A. Disciplinary Procedure for Employees Subject to Disciplinary Transfer, Step Reduction, Suspension, Demotion, or Dismissal................................................................................ 28 B. Administrative Appeal for Employees Subject to Discipline Other Than Disciplinary Transfer, Step Reduction, Suspension, Demotion, or Dismissal....................................... 31

23. NON-DISCRIMINATION................................................................................................. 34

24. SAVINGS CLAUSE ......................................................................................................... 34

25. MANAGEMENT RIGHTS................................................................................................ 35

26. GRIEVANCE PROCEDURE.............................................................................................. 35 A. Definition of a Grievance.................................................................................................. 35 B. Timeliness of a Grievance................................................................................................. 35 C. Grievance Procedure........................................................................................................ 35 EXHIBIT A........................................................................................................................... 39 SALARY SCHEDULES............................................................................................................ 39 EXHIBIT B........................................................................................................................... 42 DEFINITIONS OF “NEW MEMBER” AND “CLASSIC MEMBER” PER THE PUBLIC EMPLOYEES’ PENSION REFORM ACT OF 2013 – PEPRA ...................................................................... 42 iii
New Member ..........................................................................................................................42 Classic Member.......................................................................................................................42

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BEVERLY HILLS POLICE OFFICERS’ ASSOCIATION

MEMORANDUM OF UNDERSTANDING
The Beverly Hills Police Officers' Association, (hereinafter “Association”) a formally recognized employee organization, representing all Police Sergeants and Police Officers (hereinafter "police personnel"), and Pre-Service Police Officers Trainees (who are non-sworn employees) and authorized representatives of the management of the City of Beverly Hills (hereinafter "City"), have met and conferred in good faith and have reached this Memorandum of Understanding (hereinafter “MOU”).

Now, therefore, the parties agree and mutually recommend to the City Council of the City of Beverly Hills (hereinafter "City Council") the following for its determination:

A. Integration
This document embodies a written memorandum of the entire understanding and mutual agreement ofthe parties asrequired by Government Code Section 3505.1 and supersedes all prior Memoranda of Understanding and verbal agreements between the parties hereto.

The City recognizes that certain past practices may be identified during the term of this MOU, which should have been included in this document but, due to inadvertent omission, are not set forth herein. Mutual agreement between the parties shall be necessary to implement change to such past practices. All other practices, policies and procedures affecting wages, hours and working conditions may be changed only after a meet and confer process has been conducted between the parties. However, the parties agree neither party may compel the other party to negotiate regarding proposed changes to any matter within the lawful scope of bargaining (wages, hours and other terms and conditions of employment) during the term of this MOU. This is known as a “zipper clause.” The parties agree that during the term of this MOU, either side may request to reopen negotiations on modifications to performance evaluations.

B. Term
Unless otherwise specified herein, this MOU shall be effective beginning July 1, 2025May 24, 2022 and shall expire June 30, 20295. Unless otherwise provided by this MOU, the changes to the parties’ MOU go into effect on November 29, 2025.

1. SALARIES
Effective, the pay period including May 24, 2022 employees will receive a base salary increase of eight percent (8.0%).

Effective the pay period including October 1, 2022 employees will receive a base salary increase of three percent (3.0%).

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Effective the pay period including June 1, 2024, employees will receive a base salary increase of three percent (3.0%).

Employees who are in the bargaining unit on November 29, 2025, will receive a lump sum payment of one thousand five hundred dollars ($1,500.00). This payment is not pensionable and will not be reported to CalPERS.

Effective November 29, 2025, employees will receive a base salary increase of three and one half percent (3.5%).

Effective the pay period including July 1, 2026, employees will receive a base salary increase of six percent (6.0%).

Effective the pay period including July 1, 2027, employees will receive a base salary increase of five percent (5.0%).

Effective the pay period including July 1, 2028, employees will receive a base salary increase of five percent (5.0%).

The salary schedules for the duration of the MOU are attached hereto as Exhibit “A”.

2. OVERPAYMENT
If an employee receives more compensation (whether in the form of salary, overtime or any other form of compensation contained in this MOU), than he/shethey areis entitled to receive (i.e., is overpaid), the City will inform the employee. The City will work with the employee to reconcile the overpayment and if overpaid will work to try to create a repayment schedule.

If an employee is separating from the City and there is a mutual agreement between the City and employee that the employee has been overpaid, and the amount of the overpayment, the City shall recover the overpayment by reducing the value of the employee’s accrued leaves from which the employee would otherwise be entitled to receive a cash payment. If the value of such accrued leave does not cover the entire overpayment, the employee will still be required to reimburse the City for the remainder of the overpayment. If the value of accrued leaves (for which an employee is entitled to cash out) exceed the overpayment, the employee will still be cashed out for the remainder of their accrued leaves. If there is not an agreement that the employee has been overpaid and the amount of the overpayment, this paragraph shall not apply.

3. REQUIREMENT TO LIVE WITHIN 150 MILES OF POLICE HEADQUARTERS Employees’ primary home address must be within 150 miles of Police Headquarters (464 N.

Rexford Drive. Beverly Hills, California). The calculation of the 150 miles shall be made by using Google Maps driving directions.

Employees whose primary home address as of July 1, 2025 is more than 150 miles from Police

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Headquarters are grandfathered from this provision.

4. APPOINTMENT AND ADVANCEMENT
A. Probationary Period for Police Personnel
The probationary period for sworn positions (Police Officer and Police Sergeant, including laterals) shall be twelve (12) months. The probationary period shall not include any time served in a non-sworn capacity (e.g., as a Pre-Service Police Officer Trainee).

The City has the right to extend an employee’s probation as follows:

1. Forthe length of any leave of absence ortime onmodified duty while on probation in excess of one calendar week; and/or

2. At the discretion of the Chief of Police up to six months.

B. Pre-Service Police Officers Trainees
Each newly hired Pre-Service Police Officer Trainees (excluding individuals hired as lateral Police Officers) shall serve as a non-sworn civilian employee until such time as he/shethey successfully graduates from the Police Academy and areis sworn in as a Police Officer.

These Pre-Service Police Officers Trainees shall receive similar benefits as a sworn Police Officer with the exception of retirement and workers’ compensation benefits. Because Pre-Service Police Officers Trainees are not sworn, they are considered miscellaneous employees under the Public Employees’ Retirement Law and are not eligible for workers’ compensation benefits pursuant to Labor Code section 4850.

An employee hired as a Pre-Service Police Officer Trainee shall be an at-will employee and cannot attain permanency as a Pre-Service Police Officer Trainee. Rather, such an employee will either be sworn in and appointed as a Police Officer upon graduation from the academy, or will be separated from employment as a Pre-Service Police Officer Trainee. Time served in the classification of Pre-Service Police Officer Trainee shall not count towards departmental seniority (e.g., shift bidding and vacation requests) but will count towards total City service.

C. Salary Placement upon Initial Hire
Employees may be appointed at Step 1 or above in their allocated salary range. Upon the recommendation of the Chief of Police or designee, the Human Resources Director or designee may approve placement above Step 1 based upon the employee’s qualifications and performance justifying such placement.

D. Advancement Through Salary Range
Employees shall move through the steps on the salary range as follows:

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1. An employee shall be eligible for a salary step increase after the completion of one year of service, and annually thereafter (i.e., the anniversary date)., provided he/she has received an overall rating of “satisfactory”on his/her performance evaluation. The effective date of the step increase shall be his/hertheir anniversary date.

2. Employees shall advance to the next step unless they receive a performance evaluation (i.e., within one calendar week of the employee’s anniversary date) indicating that their performance does not merit an increase. If this occurs, the step advancement may be withheld or delayed. Such a performance evaluation may be in addition to the annual performance evaluation, otherwise due at the end of each calendar year.

2. All step increases will be made in accordance with the following a. Increases are recommended by the employee's supervisor and Chief of Police (or designee) and are approved by the Human Resources Director or designee. b. An employee’sstep increase may be withheld or delayed only if his/her overall performance is less than “meets standards” and his/her evaluation is given timely (i.e., within one calendar week of his/her anniversary date).

E. Step Placement Upon Promotion
A Police Officer who is promoted to Police Sergeant shall be appointed to the first step of the salary range for Police Sergeant or the step that provides at least a 5.5% increase, whichever is higher. Special assignment pay shall be added to base salary for the purpose of establishing the initial salary step placement of a promoted employee. Benefits and leave rights shall be available to employees on probation as a result of accepting a promotion. The effective date of the promotion shall be the first day of the pay period following the promotion date. The employee’s anniversary date for the position into which the employee is promoted (which determines step increasesfor that position)shall be the effective date of the promotion.

For promotions, the City will ensure they are paid within six months of Human Resources receiving the personnel action form.

F. Special Merit Advancement
The City Manager may authorize the advancement of an employee to any step within the prescribed schedule earlier than he/shethey would normally be eligible. Special merit increases shall require a written recommendation of the Chief of Police or his/hertheir designee, as submitted to the Human Resources Director. Such salary increases shall be effective on the first day of the pay period following the approval of the City Manager, unless a different effective date is specified by the City Manager. An employee will be

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eligible for his/hertheir next scheduled increase one year after the date of the special merit advancement, and annually thereafter.

G. Acting AssignmentsFilling Position out of Classification (F.P.O.C.) Filling Position out of Classification (F.P.O.C.) is a temporary assignment to a higher classification for which for which an employee meets the minimum qualifications.

Police Personnel temporarily assigned to a classification higher than his/her regularly assigned classification shall receive acting assignment pay while so assigned.

While filling a position out of classificationacting, the employee’s base monthly salary shall be 5.5% above his/hertheir present base monthly salary, provided that this additional amount shall not exceed the fifth step nor be lower than the first step of the higher classification. F.P.O.C. Acting assignments shall be recommended by the Chief of Police or his/hertheir designee and approved by the Human Resources Director or their designee.

To be eligible for F.P.O.C. acting pay, the employee has to meet the minimum qualifications for the higher classification and be capable of performing the essential functions of the higher classification.

Police Personnel assigned to an F.P.O.C.acting assignment shall not acquire status or credit for service in the higher classification and may be returned to their regular position at any time.

Once the eligibility list is established, the Police Chief is permitted to select one or more Police Officer(s)/Sergeant(s) on a rotating basis from the eligibility list to serve in that position in an F.P.O.C. capacity. As provided for by Government Code 20480, no one Police Officer/Sergeant is permitted to serve in the F.P.O.C. assignment for a vacant position in excess of 960 hours. In addition, the F.P.O.C. assignments for all employees selected for a vacant Police Sergeant’s/Lieutenant’s position shall not exceed 12 months.

For employees who served in an F.P.O.C. assignment as Police Sergeant/Lieutenant, if they are promoted to Police Sergeant/Lieutenant before a new list is created, the time served in the F.P.O.C. assignment shall count toward time served for passing probation as a Police Sergeant/Lieutenant.

The parties agree that to the extent permitted by law, filling a position out of classification

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pay is special compensation and shall be reported as such pursuant to Title 2, CCR 571(a)(3) as Temporary Upgrade Pay. This pay is only reportable to CalPERS as special compensation for those who qualify as classic members as described by the Public Employees’ Pension Reform Act of 2013 – PEPRA. This pay is not reportable as special compensation for employees defined as “new members” under PEPRA. However, CalPERS ultimately determines whether any form of compensation qualifies as special compensation.

G. Y-Rating
In the event an employee in a position is Y-rated, the employee's monthly base salary shall not be increased untilthemonthly base salary ofthe position held by that employee meets or exceeds the monthly salary paid to that employee.

5. SPECIAL ASSIGNMENTS
Police Personnel are eligible for Special Assignments as provided in this Article. Assignment Pay is included in the regular rate of pay (as described by the Fair Labor Standards Act) for purposes of calculating overtime and will be included in the rate used to cash out leaves of absence.

A. Selection of Employees for Special Assignments
It is the policy of the Beverly Hills Police Department that selection of employees for special assignments will be made by following the procedure indicated below.

1. When an opening for a special assignment is available or imminent, the Chief of Police or designee shall request interested police personnel to submit a memorandum requesting appointment to the special assignment.

2. Police personnel submitting requests shall indicate their reasons and qualificationsfor the special assignment in memorandum form to their immediate supervisor.

3. Supervisors shall review requests after which they shall attach a memorandum of their own, which includes any comments they have and a recommendation of the employee for the special assignment.

4. After reviewing all requests for a special assignment the Chief of Police or designee will have the option of (a) making the selection based on the information submitted or (b) establishing an oral board for the purpose of interviewing all candidates and receiving recommendations from the oral board and then making a selection.

5. Notwithstanding the above, the Chief of Police shall retain the right to assign employees to special assignments without following the above procedures when the Chief of Police feels such action is in the best interest of the Department.

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6. Within ten (10) days after an employee is informed that he/shethey werewas not chosen for a special assignment, the employee may ask the superior officer who effectively made the selection, for the reason the employee was not selected. The superior officer shall respond within ten (10) working days.

B. Special Assignment Types and Pay
Employees cannot earn more than 8.25% in assignment pay unless otherwise specifiedas set forth below. An employee who becomes eligible for a pay described below, willreceive that pay effective on the first day of the pay period following assignment to the particular assignment. An employee is not eligible for any form of special assignment pay/bonus unless explicitly included in the list of assignments/bonuses described herein. With the exception of Field Training Officers (which provides for a minimum of six (6)), the Chief of Police has discretion to determine the number of employees assigned to any special assignment.

Employees in a special assignment which will be civilianized (Range Master, Photo Red Light Enforcement and Special Projects Officer) will be addressed as follows:

Employee will remain in their assignment until the successor has been selected and assigned to the position. Once the position has been civilianized, if available, the affected employee will be assigned to another special assignment with a comparable bonus. If no comparable special assignments are available, the employee will be assigned to Patrol and their bonus grandfathered.

The following are the available assignments and associated pays:

1. Detective Assignment Pay
Employees who are routinely and consistently assigned to the Detective Bureau shall receive assignment pay equal to 8.25% of their base salary.

The parties agree that to the extent permitted by law, Detective Assignment Pay is special compensation and shall be reported as such pursuant to Title 2, CCR 571(a)(4) and 571.1(b)(3) as Detective Division Premium. However, CalPERS ultimately determines whether any form of compensation qualifies as special compensation.

2. Field Training Officer (FTO) Pay
There shall be a minimum of six (6) Field Training Officers. When Police Officers who are routinely and consistently assigned as an FTO, a Police Officershall receive assignment pay equal to 5.5% of his or hertheir base salary. This will increase to

8.25% effective November 29, 2025.

Employees in this assignment must select shifts separate from patrol to ensure that

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there are FTO’s on all shifts where FTO’s are needed.

Employees temporarily assigned as an FTO can receive this pay (if they receive advanced approval from a supervisor) if they are assigned for a minimum of a fullshift. If so assigned, employees assigned for full-shifts at a time shall be paid in fullshift increments. Employees assigned for partial shifts as an FTO shall not receive FTO pay.

The parties agree that to the extent permitted by law, Field Training Officer Pay is special compensation and shall be reported as such pursuant to Title 2, CCR 571(a)(4) and 571.1(b)(3) as Training Premium. However, CalPERS ultimately determines whether any form of compensation qualifies as special compensation.

3. Motor Officer Pay
Employees assigned by the Chief of Police or designee as Motor Officers who are routinely and consistently assigned to operate and/or patrol on motorcycle, shall receive assignment pay equal to 8.25% of their base salary.

The parties agree that to the extent permitted by law, Motor Officer Pay is special compensation and shall be reported as such pursuant to Title 2, CCR 571(a)(4) and 571.1(b)(3) as Motorcycle Patrol Premium. However, CalPERS ultimately determines whether any form of compensation qualifies as special compensation.

In addition, police personnel assigned as Motor Officersshall receive four(4) hours of compensatory time off (subject to Article 20 Overtime/Compensatory Time off) per month (accrued at 1.85 hours per pay period) for off-duty time spent maintaining the assigned motorcycle.

This compensatory time off shall not accrue when an employee is off work on leave pursuant to Labor Code Section 4850.

4. D.U.I. Team Pay
Police Officers assigned by the Chief of Police or designee to the Traffic Bureau – DUI Team shall receive assignment pay equal to 5.5% of their base salary. These Police Officers are routinely and consistently assigned to enforce Driving Under the Influence (DUI) of alcohol or drug laws.

The parties agree that to the extent permitted by law, D.U.I. Team Pay is special compensation and shall be reported as such pursuant to Title 2, CCR 571(a)(4) and 571.1(b)(3) as DUI Traffic Officer Premium. However, CalPERS ultimately determines whether any form of compensation qualifies as special compensation.

5. Personnel & Training Bureau Pay

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The Sergeant(s) assigned by the Chief of Police or designee to the Personnel & Training Bureau shall receive assignment pay equal to 5.5% of their base salary.

These Sergeants are routinely and consistently assigned to instruct personnel in safety procedures.

The parties agree that to the extent permitted by law, Personnel and Training Bureau Pay for Sergeants is special compensation and shall be reported as such pursuant to Title 2, CCR 571(a)(4) and 571.1(b)(3) as Safety Officer Training/Coordinator Premium. However, CalPERS ultimately determines whether any form of compensation qualifies as special compensation.

Police Officers assigned as Background Investigators shall receive assignment pay equal to 5.5% of their base salary. Police Officers who are routinely and consistently assigned to the Personnel & Training Bureau as an Administrative Training Officer shall receive assignment pay equal to 5.5% of their base salary. These employees may also conduct background investigations, but are not entitled to the 5.5% special assignment pay below (in paragraph 6).

The parties agree that to the extent permitted by law, Personnel and Training Bureau Pay for Sergeants is special compensation and shall be reported as such pursuant to Title 2, CCR 571(a)(4) and 571.1(b)(3) as Training Premium. However, CalPERS ultimately determines whether any form of compensation qualifies as special compensation.

6. Background Investigator Pay
Police Officers assigned by the Chief of Police or designee as Background Investigators (who are routinely and consistently providing support to the Police Chief or command staff in the operation of the Police Department) shall receive assignment pay equal to 5.5% of their base salary.

The parties agree that to the extent permitted by law, Background Investigator Pay is special compensation and shall be reported as such pursuant to Title 2, CCR 571(a)(4) and 571.1(b)(3) as Police Administrative Officer pay. However, CalPERS ultimately determines whether any form of compensation qualifies as special compensation.

6.7. Office of the Chief Pay
Professional Standards Unit – The Sergeant(s) assigned by the Chief of Police or designee to the Professional Standards Unit shall receive assignment pay equal to

8.25% of their base salary. This assignment involves routine and consistent assignment to police administration to provide support for the Chief of Police and command staff in the operation of the police department.

The parties agree that to the extent permitted by law, Office of the Chief Pay for

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Sergeants is special compensation and shall be reported as such pursuant to Title 2, CCR 571(a)(4) and 571.1(b)(3) as Police Administrative Officer pay. However, CalPERS ultimately determines whether any form of compensation qualifies as special compensation.
a. Intelligence Unit – The Sergeant(s) and/or the Police Officer(s) assigned to the Intelligence Unit shall receive assignment pay equal to 8.25% of his/her base salary.

8. Intelligence Unit Pay
The Police Sergeant(s) and/or the Police Officer(s) who are routinely and consistently assigned by the Chief of Police or designee to the Intelligence Unit to perform intelligence duties shall receive assignment pay equal to 8.25% of their base salary.

The parties agree that to the extent permitted by law, Intelligence Unit Pay is special compensation and shall be reported as such pursuant to Title 2, CCR 571(a)(4) and 571.1(b)(3) as Detective Division Premium. However, CalPERS ultimately determines whether any form of compensation qualifies as special compensation.

7.9. Traffic/Accident Investigation & Commercial Investigation and Enforcement a. Traffic/Accident Investigation Pay
Police Officers who are routinely and consistently assigned by the Chief of Police or designee to the traffic and accident investigation function shall receive assignment pay equal to 5.5% of their base salary. The Sergeants who are routinely and consistently assigned to the traffic and accident investigation function shall receive assignment pay equal to 8.25% of their base salary.

The parties agree that to the extent permitted by law, Traffic/Accident Investigation Pay is special compensation and shall be reported as such pursuant to Title 2, CCR 571(a)(4) and 571.1(b)(3) as Police Investigator Premium. However, CalPERS ultimately determines whether any form of compensation qualifies as special compensation.
b. Commercial Investigation and Enforcement Pay
Police Officers who are routinely and consistently assigned by the Chief of Police or designee to Commercial Investigation and Enforcement shall receive assignment pay equal to 5.5% of base salary.

The parties agree that to the extent permitted by law, Commercial Investigation

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and Enforcement Pay is special compensation and shall be reported as such pursuant to Title 2, CCR 571(a)(4) and 571.1(b)(3) as Detective Division Premium. However, CalPERS ultimately determines whether any form of compensation qualifies as special compensation.

A Police Officer may only be eligible for one of the pays in this Section 97.

8.10. Canine Handlers Pay
a. Police Officers assigned by the Chief of Police or designee in the canine special assignment who are routinely and consistently assigned to handle, train and board a canine shall receive the following compensation, in addition to their regular base pay:
b. Assignment pay equal to 5.5% of monthly base salary per month.

The parties agree that to the extent permitted by law, Canine Handlers Pay is special compensation and shall be reported as such pursuant to Title 2, CCR 571(a)(4) and 571.1(b)(3) as Canine Officer/Animal Premium. However, CalPERS ultimately determines whether any form of compensation qualifies as special compensation.
c. 5.5 hours of compensatory time off (subject to Article 20 Overtime/Compensatory Time off) per 28 day work period for the reasons set forth below. Employees shall accrue 2.75 hours per pay period.

The City and officers understand and agree that this additional compensation (compensated in the form of compensatory time off) is intended to compensate canine officers for all off duty hours spent caring, grooming, feeding and otherwise maintaining their canine unit, in compliance with the FLSA and interpretive cases and rulings. In addition, to ensure that there can be no expectation that canine officers are spending any additional time on offduty hours related to their canine or unit as described above (other than for those hours for which the parties agree they are compensated), the parties agree that the canine officers are not permitted to work in excess of 5.5 hours per 28-day work period on such off-duty hours.

The parties acknowledge that the FLSA, which governs the entitlement to compensation for canine duties, entitles the parties to agree to a reasonable number of hours per month for the performance of off duty canine duties. The hours derived at in this agreement were determined after an actual inquiry of the officers assigned in the canine special assignment as addressed by Leever v. City of Carson City, 360 F.3d 1014 (9th Cir. 2004). It isthe intent of the parties through the provisions of this section to fully comply with the requirements of the FLSA. In addition, both parties believe that this section of the MOU does comply with the requirements of the FLSA.

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9.11. Crime Impact Team Pay
Employees assigned by the Chief of Police or designee to the Crime Impact Team (CIT) shall receive assignment pay equal to 8.25% of their base salary. The CIT proactively addresses and reduces crime in the City. The employees assigned to the CIT routinely and consistently analyze crimes and use a proactive approach to crime suppression.

The parties agree that to the extent permitted by law, Crime Impact Team Pay is special compensation and shall be reported as such pursuant to Title 2, CCR 571(a)(4) and 571.1(b)(3) as Police Investigator Premium. However, CalPERS ultimately determines whether any form of compensation qualifies as special compensation.

10.12. Special Projects Detail (Police Administrative Officer) Pay Police Officer(s) who are routinely and consistently assigned by the Chief of Police or designee to police administration assigned to provide support for the Police Chief and command staff in the operation of the police departmentthe Special Projects Detail shall receive assignment pay equal to 5.5% of base salary.

The parties agree that to the extent permitted by law, Special Projects Detail Pay is special compensation and shall be reported as such pursuant to Title 2, CCR 571(a)(4) and 571.1(b)(3) as Police Administrative Officer pay. However, CalPERS ultimately determines whether any form of compensation qualifies as special compensation.

13. Special Weapons and Tactics (SWAT) Pay
Employees assigned by the Chief of Police or designee to the SWAT Team routinely and consistently perform hazardous activities to implement health or safety procedures. Employees shall receive assignment pay equal to 2.0% of their base salary. However, to be eligible to receive the pay, they must be on the team for a year and have completed a POST approved SWAT school. SWAT pay is excluded from the maximum 8.25% available for assignment pay. An employee can receive special assignment pay (up to 8.25%) in addition to receiving SWAT pay.

If a SWAT Team member needs to be removed from the team at any time the department shall refer to the proper chain of command for action (i.e., Sergeant, Lieutenant, Captain and, Chief).

At the end of each 12 month term on the SWAT Team, the assignment shall end unless upon recommendation through the chain of command, the assignment is extended for an additional 12 month period.

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11.14. Community Relations Unit Pay
Police Sergeants and Police Officers assigned by the Chief of Police or designee to the Community Relations Unit (CRU) shall receive assignment pay equal to 5.5% of his/hertheir base salary.

Employees assigned to the CRU are routinely and consistently assigned to function as a liaison between the department and the community. Employees in the CRU are engaged in various programs and services aimed at enhancing public safety and community engagement. The Sergeants and Officers assigned play a pivotal role in building trust and enhancing communication as liaisons promoting collaboration between the Department and the community.

The parties agree that to the extent permitted by law, Community Relations Unit Pay is special compensation and shall be reported as such pursuant to Title 2, CCR 571(a)(4) and 571.1(b)(3) as Police Liaison Premium. However, CalPERS ultimately determines whether any form of compensation qualifies as special compensation.

12.15. School Resource Officer Pay
Police Officer(s) assigned by the Chief of Police or designee as a School Resource Officer shall receive assignment pay equal to 8.25% of base salary because they routinely and consistently are assigned to function as a liaison between the Department and local schools, focusing on maintaining safe educational environment and fostering positive relations with students, staff and parents.

The parties agree that to the extent permitted by law, School Resource Officer Pay is special compensation and shall be reported as such pursuant to Title 2, CCR 571(a)(4) and 571.1(b)(3) as Police Liaison Premium. However, CalPERS ultimately determines whether any form of compensation qualifies as special compensation.

16. Mental Health Evaluation Team
Employeesroutinely and consistently assigned by the Chief of Police or designee to function as a liaison between the Police Department, County partners, and individuals receiving services through the Mental Health Evaluation Team (MHET) shall receive assignment pay equal to 5.5% of their base salary.

Employees assigned to the MHET address mental health crises within the community. The MHET aims to de-escalate potentially volatile situations to ensure the safety of all parties involved.

The parties agree that to the extent permitted by law, Mental Health Team Pay is special compensation and shall be reported as such pursuant to Title 2, CCR 571(a)(4) and 571.1(b)(3) as Police Liaison Premium. However, CalPERS ultimately determines whether any form of compensation qualifies as special compensation.

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For any of the forms of special compensation provided within this MOU, including in this Article, if CalPERS advises the City that there is a need to modify the language to ensure compliance with their special compensation regulations (Title 2 CCR Section 571 and/or 571.1), the parties will meet to discuss CalPERS’ determination. If the modification is nonsubstantive (i.e., a language modification that does not change the intent of the parties’ agreement and does not impose any new financial obligations on the City) any side letter to which the parties agree to modify the MOU to address the issue raised by CalPERS will not be considered an amendment for purposes of the City’s COIN ordinance.

13. Red Light Photo Enforcement Officer
Police Officers assigned as the Red Light Photo Enforcement Officer shall receive $435.11 per month as assignment pay. This pay is notspecial compensation under the CalPERS regulations.

14. Range Master
The Police Officer assigned as the Range Master shall receive assignment pay equal to 8.25% of base salary.

6. CERTIFICATION, AND EDUCATIONAL INCENTIVE AND BILINGUAL PAY Certification and Education Pay is included in the regular rate of pay (as described by the Fair Labor Standards Act) for purposes of calculating overtime and will be included in the rate used to cash out leaves of absence. Certification and Education Pay shall not be paid to Pre-service Police Officers Trainees and shall not be paid to a probationary Police Officers until he/shethey passes probation.

The percentage an employee receives for education/certification pay outlined in this article will be calculated by taking the applicable percentage of base salary plus any special assignment paysbonuses he/shethey areis receiving.

A. Education Pay Eligibility

1. Bachelor’s Degree: Employees who have earned a Bachelor’s Degree from an accredited college or university recognized by the Council for Higher Education Accreditation and/or itsregional accrediting organizations, or any other college or university approved in advance by the Chief of Police and Human Resources Director or designee, shall receive pay equal to two and three quarters percent (2.75%) of an amount equal to the employee’s base hourly rate plus any special assignment pay they are receiving.

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any other college or university approved in advance by the Chief of Police and Human Resources Director or designee, shall receive pay equal to two and three quarters percent (2.75%) of an amount equal to the employee’s base hourly rate plus any special assignment pay they are receiving.

3. Continuing Education Pay: An employee who became eligible for Continuing Education Pay (i.e., employees who were receiving it prior to the effective date of this 2025-2029 MOU) shall continue to receive 2.75% of an amount equal to the employee’s base hourly rate plus any special assignment pays they are receiving.

No employee may qualify for Continuing Education pay that was not already receiving it as of the effective date of this 2025-2029 MOU. Continuing Education Pay was for taking courses, which enhance employees’ ability to do their job. The City had a program or system in place to evaluate and approve acceptable courses.

An employee can either receive the 2.75% pay for Continuing Education or Advanced Degrees but not both.

The parties agree that to the extent permitted by law, pay for a Bachelor’s, Advanced Degree or for Continuing Education as defined is special compensation and shall be reported as such pursuant to Title 2 CCR, Section 571(a)(2) and 571.1(b)(2) as Educational Incentive. However, CalPERS ultimately determines whether any form of compensation qualifies as special compensation.

B. Peace Officer Standards & Training Certification and Education Incentive Pay Types dThe following Peace Officer Standards and Training (P.O.S.T.) certification and education pays are available to members of this unit who meet the eligibility criteria.

1. Intermediate P.O.S.T. Certificate: Employees Police Personnel who have earned an Intermediate P.O.S.T Certificate shall receive pay equal to five percent (5.0%)

2.75% of an amount equal to the employee’s base hourly ratesalary plus any special assignment pay he/shethey are is receiving.

2. Advanced P.O.S.T. Certificate: EmployeesPolice Personnel who have earned an Advanced P.O.S.T. Certificate shall receive pay equal to seven and one-half percent (2.757.50%) of an amount equal to the employee’s base hourly rate salary plus any special assignment pay he/shethey areis receiving.

3. Supervisory P.O.S.T. Certificate: Police Sergeants who have earned a Supervisory P.O.S.T. Certificate shall receive pay equal to one and one half percent (1.50%) of an amount equal to the employee’s base hourly rate plus any special assignment pay they are receiving.

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(POST) Certificate Pay. However, CalPERS ultimately determines whether any form of compensation qualifies as special compensation.

The maximum an employee can earn for certification and education pays set forth in this article is thirteen and three quarters’ percent (13.75%), regardless of the level of education or certification achieved.

2. Employees who were receiving the Continuing Education Pay or who had begun coursework towards the first year of Continuing Education Pay (must have been pre-approved for the first year of coursework prior to February 22, 2017) are grandfathered to receive this pay, and are therefore eligible for the following types of pay:
(a) 2.75% for earning an Advanced P.O.S.T. Certificate
(b) 5.5% for earning a Bachelor’s Degree.
(c) 5.5% for earning a Master’s Degree, a Juris Doctorate Degree, or a PhD (d) 5.5% for Continuing Education Pay
These employees are eligible to receive either (c) or (d), but not both pays, so as not to exceed the maximum of 13.75% indicated above.

3. Employees who were not receiving the Continuing Education Pay and had not begun coursework towards the attainment of the Continuing Education Pay prior to March 31, 2020 are eligible for the following types of pay:
(a) 2.75% for earning an Intermediate P.O.S.T. Certificate (b) 2.75% for earning an Advanced P.O.S.T. Certificate
(c) 5.5% for earning a Bachelor’s Degree
(d) 5.5% for earning a Master’s Degree, Juris Doctorate Degree or PhD If an employee achieves (a) – (d) above, he/she will no longer receive pay for the Intermediate P.O.S.T. certificate, so as not to exceed the maximum of 13.75%.

4. Bachelor’s Degree: Police Personnel who have earned a Bachelor’s Degree from an accredited college or university recognized by the Council for Higher Education Accreditation and/or itsregional accrediting organizations, or any other college or university approved in advance by the Chief of Police and Human Resources Director shall receive pay equal to 5.5% of an amount equal to the employee’s base salary plus any special assignment pay he/she is receiving.

5. Master’s or Juris Doctorate or PhD Degree: Police personnel who have earned a Master’s or Juris Doctorate or PhD Degree from an accredited college or university recognized by Council for Higher Education Accreditation and/or its regional accrediting organizations, or any other college or university approved in advance by the Chief of Police and Human Resources Director shall receive pay equal to

5.5% of an amount equal to the employee’s base salary plus any special

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assignment pay he/she is receiving.

6. Continuing Education Pay: An employee eligible for Continuing Education Pay based on the criteria outlined in section “A” above shall receive 5.5% of an amount equal to the employee’s base salary plus any special assignment pays he/she is receiving when either of the following conditions are met:
a. Following completion of eighty (80) hours of pre-approved coursework within the prior fiscal year, employees will be eligible for the Continuing Education Pay for the following fiscal year. Courses must be pre-approved and successfully completed (Grade “C” or higher) in order for the employee to qualify.
b. Following attainment of the Continuing Education Pay for 6 consecutive fiscal years by way of the requirements in (a), employees will be eligible to receive Continuing Education Pay on a prospective basis without needing to take additional coursework under this section.

In order to qualify as continuing Education Pay, courses must be pre-approved and taken at an accredited college or university recognized by the Council for Higher Education Accreditation and/or its regional accrediting organizations or any other college or university approved in advance by the Chief of Police and Human Resources Director.

C. Payment for Educational Expenses
Travel expense or per diem will not be reimbursed for educational courses taken by an employee where that employee will subsequently receive an education paybonus for such education., Applications for reimbursement shall be submitted and processed in accordance with the Education and Training Administrative Regulation 3A.2.

D. Bilingual Pay
The City shall pay one percent (1.0 %) of base salary to employees who are certified by the County of Los Angeles (or other agencies approved by the City) for oral proficiency in Spanish, Farsi, Korean, Russian, American Sign Language, or any other language designated by the City.

Those employees who receive bilingual pay will be required to speak the alternate language in the course and scope of their employment. In addition, if receiving the pay, an employee may be asked to assist in translating even if unrelated to their specific job duties.

If the employee does not pass the bilingual certification test, they may retake the test.

However, they will need to pay for any subsequent tests and take such test(s) on their own time.

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The parties agree that to the extent permitted by law, the compensation for Bilingual Pay is special compensation and shall be reported as such pursuant to Title 2 CCR, Section 571(a)(4) and Section 571.1(b)(3) Bilingual Premium.

7. HEALTH BENEFITS
A. Cafeteria Plan and Benefits
New hires are eligible for Cafeteria Plan benefits and health insurance beginning on the first day of the month following their start date.

The following insurance benefits are provided through a cafeteria plan adopted in accordance with the provisions of Internal Revenue Code § 125: medical insurance, dental insurance, and optical insurance.

1. City Contribution to the Cafeteria Plan
The City will contribute to the cafeteria plan on behalf of each employee an amount (which includesthe PERS statutory minimum) determined annually by the method established herein. The total City contribution amount for each year will be determined by adding to the prior year’s contribution amount an amount equal to 80% of the net increase, if any, in the total cost of the monthly premiums for the following plans: (a) the employee plus family category of the PORAC medical insurance plan available through PERS, (b) the employee plus family category of the “Safety Standard” Guardian dental plan and (c) the employee plus family category of the “Safety Standard” optical VSP. The cafeteria plan contribution is used to purchase the optional benefits of medical insurance, dental insurance and optical insurance. Should the total premium cost of these three benefits decrease from one year to the next, the contribution amount from the City will remain the same for the following year.

The City’s 20252 Cafeteria Plan contribution is $2,638.662,108.39. For 20263, 20274, and 20258, and 2029 assuming the cost of the plans increase, the City will increase its contribution by an amount equal to 80% of each year’s increase. The same methodology will be used each year of the MOU to determine increases in the City’s contribution.

2. Medical Insurance
The City contracts with the California Public Employees’ Retirement System (“PERS”) for medical insurance. The City will contribute the PERS statutory minimum on behalf of each participant in the program. Eligible employees may select any of the medical insurance plans offered by CalPERS.

An employee who elects to opt out of medical coverage offered by the City must be able to provide proof of minimum essential coverage ("MEC") through another

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source (other than coverage in the individual market, whether or not obtained through Covered California).

If at any time during the term of the MOU, the City is subject to penalties under the ACA, the parties agree to reopen negotiations on that provision of the cafeteria plan subjecting the City to such penalties for the limited purpose of making changes to ensure that such penalties are avoided, provided that no changes can be made without mutual agreement of the parties.

3. Dental Insurance
Employees may select a dental insurance plan available from the City’s provider, Guardian. The City reserves the right to change dental insurance providers if necessary. If it does, employees will be provided with similar benefits with the new provider and, if the amount of the new monthly premium for family coverage shall exceed that due under the former plan, the City’s monthly cafeteria plan contribution shall be increased by the amount of the premium increase.

Employees do not have to choose any dental insurance and need not provide proof of dental insurance from another source in order to make that choice.

4. Optical Insurance
Employees may select an optical insurance plan available from the City’s provider, Vision Service Plan (VSP). The City reserves the right to change optical insurance providers if necessary. If it does, employees will be provided with similar benefits with the new provider and, if the amount of the new monthly premium for family coverage shall exceed that due under the former plan, the City’s monthly cafeteria plan contribution shall be increased by the amount of the premium increase.

Employees do not have to choose any optical insurance and need not provide proof of optical insurance from another source in order to make that choice.

5. Employee Contributions for Benefit Options
If an employee chooses optional benefits whose aggregate cost exceeds the total City contribution to the Cafeteria Plan, the City will automatically deduct the excess amount on a pre-tax basis from the employee’s bi-weekly payroll.

6. The Receipt of Cash Through the Cafeteria Plan
Employees will be eligible to receive cash up to a maximum of $475 per month (subject to taxation as wages) through the cafeteria plan if they either opt out of receiving one of the optional benefits provided through the plan or if they choose optional benefits that do not cost as much as the maximum dollar amount they receive through the plan.

In order to opt out, an employee must sign an attestation that the employee and all individuals for whom the employee intends to claim a personal exemption

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deduction for the taxable year or years that begin or end in or with the City’s plan year to which the opt out applies (“tax family”), have or will have minimum essential coverage through another source (other than coverage in the individual market, whether or not obtained through Covered California) for the plan year to which the opt out arrangement applies (“opt out period”). An employee must provide the attestation every plan year at open enrollment or within 30 days after the start of the plan year. The opt-out payment cannot be made and the City will not in fact make payment if the employer knows that the employee or tax family member does not have such alternative coverage, or if the conditions in this paragraph are not otherwise satisfied.

B. Flexible Spending Accounts
Employees have the opportunity to participate in both a health care and dependent care flexible spending account (each an FSA) whereby employees will be able to defer up to the maximum permitted by law) to pay for any eligible out of pocket expenses related to health care or dependent care on a pre-tax basis. The provisions of both of these FSA’s will be provided in a plan document. The plan document will be available to each eligible employee upon request. Before January 1 of every year, employees will be able to elect to have their compensation for the upcoming year deducted biweekly and contributed on a pre-tax basis to the FSA. During the year (and for a short grace period thereafter), an employee can receive reimbursements under the FSA for covered expenses incurred during the year, up to the amount of the employee’s elected contributions for the year.

The FSA deductions will be withheld from employees’ regular payroll. Any amount allocated but not used within the prescribed time limits shall be forfeited.

8. RETIREE MEDICAL INSURANCE
Each employee retiring from City service is eligible to continue coverage as a retiree through the group medical insurance plans offered through the California Public Employees’ Retirement System (“PERS”). The City shall pay the PERS statutory minimum on behalf of each retiree.

A. Tier 1: Retirees Hired Prior to July 1, 2012
For employees (in the bargaining unit as of the date of approval of this MOU) hired prior to July 1, 2012 who retire from the City (service retirement only), untilthrough age 70 the City shall pay the difference between the PERS statutory minimum and the actual cost of the medical insurance premium up to the two-party rate of the PERS PORAC Plan.

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the sum of $388.00 per month ($194.00 per pay period) for twenty-four (24) pay periods – there will be no contribution in the third pay period of any month which has three pay periods) to a retirement health savings account on behalf of each employee. For employees who promote(d) into the unit after July 1, 2012 who were City employees as of June 30, 2012, they will receive retiree medical benefits in accordance with the benefits of this MOU as though they were a member of the bargaining unit prior to July 1, 2012.

C. Retiree Medical Insurance for Employees Who Disability Retire An employee in Tier 1 (as described in paragraph A) who receives a disability retirement from the City is eligible for the benefits described in paragraph A above if the employee has 20 years of service with the Beverly Hills Police Department (which can include both sworn and non-sworn service in the Department) or is over 45 years of age at the time of his or hertheir retirement.

9. LIFE INSURANCE
A. City-Provided Life Insurance
Employees shall be entitled to a $50,000 term life insurance policy. The full premium for such policy shall be paid for by the City under a life insurance program of its choosing.

B. Supplemental Term Life Insurance
Employees may also purchase supplemental term life insurance, if available, with deductions from their bi-weekly compensation as designated by each employee.

Employees cannot allocate cash contributions made to the cafeteria plan to pay the premiums for this supplemental term life insurance. However, they may, on a post-tax basis, allocate any cash back they receive from the cafeteria plan for that purpose, as a deduction from their paycheck.

10. DEFERRED COMPENSATION
A. City Contribution to Deferred Compensation
The City shall contribute three percent (3%) of step 5 (for the classification of Police Officer) plus $320.00 per month on behalf of each Police Officer to a deferred compensation account.

The City shall contribute three percent (3%) of step 6 (for the classification of Police Sergeant) plus $475.00 per month on behalf of each Police Sergeant to a deferred compensation account.

During the term of the MOU, the above amounts are as follows:

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In addition to the above amounts, the City shall pay make an additional contribution to the deferred compensation accounts of Police Officers and Police Sergeants as follows:

The City shall make a contribution to employees in the classification of Police Officer in the amount of three percent (3%) ofstep 5 for the classification of Police Officer.

The City shall make a contribution to employees in the classification of Police Sergeant in the amount of three percent (3%) of step 6 for the classification of Police Sergeant.

As addressed in paragraph B below, the parties acknowledge that there is a statutory maximum amount, which may be contributed into an employee’s deferred compensation account. Given the above contributions from the City, employees are responsible for ensuring that any individual contributions employees elect to make to their own deferred compensation accounts do not cause the account to exceed the maximum permitted by law. The City will contribute the amounts listed in the above chart to the employee’s 457(b) account. When combined with the City’s contribution, employees cannot contribute more than the maximum allowed by the IRS for that particular calendar year to their 457(b) account. If the maximum permitted by law is reached prior to the end of a calendar year, there will no additional City contributions for the remainder of that calendar year.
2026 2027 2028
Police Officer $ 8,107.51 $ 8,343.38 $ 8,578.18
Police Sergeant $ 11,147.69 $ 11,448.80 $ 11,748.53
Effective First
Check Date of
2026
Effective Pay
Period
Including
Effective Pay
Period
Including
Effective Pay
Period
Including
Police Officer 1/2/2026 7/1/2026 7/1/2027 7/1/2028
Step 5 $138,443.15 $146,749.74 $154,087.23 $161,791.59
3% $ 4,153.29 $ 4,402.49 $ 4,622.62 $ 4,853.75
Monthly Amount of 3% City Contribution $ 346.11 $ 366.87 $ 385.22 $ 404.48 Monthly Fixed Amount $ 320.00 $ 320.00 $ 320.00 $ 320.00 Total Monthly City Contribution $ 666.11 $ 686.87 $ 705.22 $ 724.48 Total City Contribution/ Pay Period (24 pay periods) $ 333.05 $ 343.44 $ 352.61 $ 362.24 Effective First
Check Date of
2026
Effective Pay
Period
Including
Effective Pay
Period
Including
Effective Pay
Period
Including
Police Sergeant 1/2/2026 7/1/2026 7/1/2027 7/1/2028
Step 6 $176,729.67 $187,333.45 $196,700.12 $206,535.12
3% $ 5,301.89 $ 5,620.00 $ 5,901.00 $ 6,196.05
Monthly Amount of 3% City Contribution $ 441.82 $ 468.33 $ 491.75 $ 516.34 Monthly Fixed Amount $ 475.00 $ 475.00 $ 475.00 $ 475.00 Total Monthly City Contribution $ 916.82 $ 943.33 $ 966.75 $ 991.34 Total City Contribution/ Pay Period (24 pay periods) $ 458.41 $ 471.67 $ 483.38 $ 495.67 Annual Maximum Calendar Year City Contributions

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In addition to the above paragraph applicable to the employee’s 457(b) account, employees are permitted to contribute up the maximum permitted by law into the City’s administered 401(k) account.

Moreover, if an employee is promoted, and due to the amount they have contributed to their 457(b) account, additional City contributions would exceed the maximum the City could contribute by law, any additional deferred compensation funds provided by the City for the rest of the year will be placed in a 401(k) account that the employee will be prompted to open if they have not already done so.

B. Employee Contribution to Deferred Compensation
Employees may elect to contribute from their regular wages to deferred compensation accounts up to the IRS-established limits. In accordance with the tax laws, any cash that an employee may receive through the cafeteria plan may not be deferred to the employee’s deferred compensation accounts directly from the cafeteria plan.

C. Conversion of Sick Leave to Deferred Compensation
Employees may elect to convert accumulated sick leave to deferred compensation. The extra pay may only be used to fund IRS designated “catch-up” contributions (which may include the pre-retirement catch-up or age 50 catch-up) to deferred compensation. The following restrictions apply to this program:

1. The employee shall have a minimum of 15 years of service with the City of Beverly Hills.

2. The individual’s sick leave accrual balance cannot be reduced below 500 hours.

3. Contribution amounts and deferral limits will be governed by IRS Code restrictions and the deferred compensation plan rules related to “catch-up” contributions.

4. An employee may only convert the amount of sick leave he/shethey would be eligible to receive (per Article 18) if he/shethey separated from service atthe time of the sick leave conversion to deferred compensation.

11. CALPERS RETIREMENT BENEFITS
The City contracts with CalPERS for retirement benefits. The definitions of “new member” and “classic member” are set forth in Exhibit “BC” to this MOU.

A. For “Classic Member” Employees

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2012 who are classic members, the City contracts with CalPERS to provide the 3% at 55 retirement formula as set forth in California Government Code Section 21363.1

2. Retirement Benefit Calculation Period: The City's contract with CalPERS provides for the "Single Highest Year" retirement benefit for which “classic member” employees hired prior to July 1, 2012 in the unit are included per Government Code section 20042. For employees hired after July 1, 2012 who are classic members, final compensation will be based on the highest annual average compensation earnable during the three consecutive years of employment immediately preceding the effective date of his or hertheir retirement or any other three consecutive year period chosen by the employee as set forth in Government Code section 20037.

3. Payment of Employee/Member Contribution: Classic members shall pay their entire Member Contribution equal to nine percent (9%) of compensation earnable and the City shall pay and report zero percent (0%) of compensation earnable as Employer Paid Member Contribution (EPMC). The City has adopted the CalPERS resolution in accordance with IRS Code section 414(h)(2) to ensure that the employee contribution is made on a pre-tax basis.

B. For “New Members” As Defined By the Public Employees’ Pension Reform Act of 2013 (PEPRA)

1. Retirement Formula: Unit members who are defined as “new members” under the PEPRA, are covered by the 2.7%@ 57 formula provided for by the Public Employees’ Retirement Law at Government Code section 7522.25(d).

2. Retirement Benefit Calculation Period: For unit members defined as “new members” under the PEPRA, each such employee’s final compensation will be based on the highest annual average compensation earnable during the three consecutive years of employment immediately preceding the effective date of his or hertheir retirement or any other three consecutive year period chosen by the employee as set forth in Government Code section 7522.32(a).

3. Payment of Employee/Member Contribution: New member employees are responsible for paying the employee contribution of one-half of the normal cost of the plan, as defined by CalPERS, through a payroll deduction. This amount is currently determined by CalPERS and will continue to be determined by CalPERS in the future. The City has adopted the CalPERS resolution in accordance with IRS Code section 414(h)(2) to ensure that the employee contribution is made on a pretax basis.

C. Additional Optional Benefits For All Employees

1. 1959 Survivor's Benefit: The City’s contract with CalPERS provides Level 4

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coverage under the 1959 Survivor's Benefit per Government Code section 21574.

2. Military Service Credit: The City’s contract with CalPERS provides the Military Service Credit option set forth in Government Code section 21024.

3. Pre-Retirement Death Benefits: The City’s contract with CalPERS provides the benefit known as the pre-retirement death benefits to continue after remarriage of survivor as set forth in Government Code section 21551.

4. Cost of Living Allowance: The City’s contract with CalPERS provides the benefit known as the 2% Cost of Living Allowance Increase as set forth in Government Code section 21329.

5. Retired Death Benefit: The City’s contract with CalPERS providesthe $500 Retired Death benefit as set forth in Government Code section 21620.

6. Prior Service: The City’s contract with CalPERS provides the prior service benefit as set forth in Government Code section 20055.

7. Post Retirement Survivor Allowance as set forth in Government Code section 21635, 21624/21626.

12. HOLIDAYS
A. Holidays
Employees on patrol or who otherwise work a 3/12.5 hour schedule shall be entitled to holiday in lieu pay of 12.5 hours for the tennine (10) holidays listed below if they were in paid status for the entire day the day before and the day after the holiday (i.e., either the employee worked or was absent using paid leave for the entire day on such workdays).

This is because these employees work in positions that require scheduled staffing without regard to holidays.

Holiday in lieu pay will be paid at the base hourly rate of pay plus the hourly equivalent of any pays employees are receiving in Articles 5B and 6 A, B and D.

When an employee works on a holiday, they receive both their holiday in lieu pay and are paid time and one half for the holiday (which is base pay plus an additional half-time).

The parties agree that to the extent permitted by law, Holiday in Lieu Pay is special compensation and shall be reported as such pursuant to Title 2, CCR 571(a)(5) and 571.1(b)(4) as Holiday Pay. However, CalPERS ultimately determines whether any form of compensation qualifies as special compensation.

Employees who are not on patrol or who otherwise work the 4/10 work schedule shall receive ten hours off from work with pay for the eleventen holidays listed below. If the holiday falls on an employee’s regularly scheduled day off, the employee shall receive ten

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hours of holiday in lieu pay of 10 hours.

Pre-Service PoliceOfficers Trainees assigned to a 5/40 work schedule will generally receive (eight) 8 hours off from attendance at the academy for any of the holidays for non-patrol employees as described below. If a Pre-Service Police Officer Trainee is required to work a holiday, he/shethey will receive 8 hours of holiday pay in lieu of receiving the holiday off.

PATROL or on a 3/12.5 Work Schedule
New Year's Day January 1
Martin Luther King Jr. Day Third Monday in January
President's Day Third Monday in February
Memorial Day Last Monday in May
Juneteenth June 19
Independence Day July 4
Labor Day First Monday in September
Veteran's Day November 11
Thanksgiving Day Fourth Thursday in November
Christmas Day December 25
NON-PATROL or on a 4/10 Work Schedule
New Year's Day January 1
Martin Luther King Jr. Day Third Monday in January
President's Day Third Monday in February
Memorial Day Last Monday in May
Juneteenth June 19
Independence Day July 4
Labor Day First Monday in September
Veteran's Day November 11
Thanksgiving Day Fourth Thursday in November
Day after Thanksgiving Fourth Friday in November
Christmas Day December 25
If an employee who works a 3/12.5 is assigned a 4/10 work schedule because he/shethey areis working a modified duty assignment, he/shethey will be provided the day off for the holiday and paid ten (10) hours for the holiday.

Employees on leave per Labor Code 4850, shall receive holiday pay per this provision.

B. Personal Holiday
Employees shall be entitled to one personal paid holiday each fiscal year; for employees assigned to patrol or otherwise on a 3/12.5 schedule this shall be a 12.5 hour holiday, for all employees on a 4/10 schedule it shall be a 10 hour holiday. This holiday may be taken at the employee's discretion subject to his/hertheir supervisor's and the Chief of Police or designee’s approval. The employee shall request this holiday in writing. This holiday is

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non-accruable from one year to the next and shall not be paid for if not taken. Employees hired between April 1 and June 30 will not be credited with a personal holiday until the following fiscal year.

13. VACATION
A. Authorization For Taking Vacation
Upon completion of 12 months of service and approval of the Chief of Police or designee, employees may take accrued vacation leave.

An employee entitled to vacation leave shall make a written request to use vacation in the manner and within the time directed by the Chief of Police or his/hertheir designee.

The Chief of Police or his/hertheir designee shall establish a vacation schedule for each calendar year based as much as possible upon application and seniority of the employees concerned. Vacation schedules are subject to the Chief of Police or designee’s right to plan work under his/hertheir control. He/sheThey shall notify every employee requesting vacation whether his/hertheir request is approved within a reasonable time.

Employees cannot work any hours (e.g., overtime, special detail, etc.) while using vacation leave.

B. Holidays During Vacations
When a holiday falls within an employee's vacation leave, for employees on patrol or who otherwise work a 3/12.5 work schedule who receive holiday-in-lieu pay, the day will still count against vacation since the employee will be receiving holiday in lieu pay as well. For employees who are being paid for not working on the holiday (i.e., those who work a 4/10 work schedule) the day will not count against the employee’s vacation as the employee is already off of work for the holiday.

C. Vacation Accumulation
Vacation credit shall be accrued bi-weekly to employees at the following rates:

AFTER 4 YEARS
FIRST 4 YEARS THROUGH 14 YEARS AFTER 14 YEARS

OF SERVICE OF SERVICE OF SERVICE

3.07 Hours 5.54 Hours 7.39 Hours
Bi-weekly Bi-weekly Bi-weekly
80 Hours/Year 144 Hours/Year 192 Hours/Year
Employees with fourteen years of service or less may not accumulate more than 432 hours of vacation and will not continue to accrue vacation until their balance falls below 432 hours.

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Employees with more than fourteen (14) years of service may not accumulate more than 480 hours of vacation at any time and will not continue to accrue vacation until their balance falls below 480 hours.

D. Vacation Cash-Out
By December 3115 of each year, employees may make an irrevocable election to cash out up to forty (40) hours of vacation leave, which will be earned in the following payroll calendar year (defined as the year that ends at the end of the last full pay period in December where the pay day is also in December), provided that at the time of the cash out,the employee has minimum of 240 hours of accrued vacation leave and the employee used at least forty (40) hours of vacation within the payroll year.

The employee will be paid for the vacation hours (up to a maximum of forty (40) hours) they irrevocably elected to cash out on the first pay day in January.

If an employee makes an irrevocable election to cash out vacation in the following payrollcalendar year and uses vacation in that subsequent year, the vacation used will come from vacation the employee had earned prior to January 1 of the year the employee has elected to cash out vacation. This is to ensure that assuming an employee had a vacation balance prior to January 1, the vacation used will not result in a reduction in the amount of vacation the employee will be eligible to cash out.

In addition to the above, an employee who has an “unforeseen emergency” (defined as an unanticipated emergency that is caused by an event beyond the control of the employee and that would result in severe financial hardship to the employee if early withdrawal were not permitted) shall be entitled to make a request to the Director of Human Resources for a payoff of accrued vacation. The amount of vacation which may be paid off is limited to the amount necessary to meet the emergency. The maximum payoff the employee can receive for an emergency is limited to forty (40) hours. These forty (40) hours would be the same forty (40) hours the employee elected to cash out, not an additional forty (40) hours.

E. Briefing Preparation Time
Sergeants receive briefing preparation time of 50 hours per payrollcalendar year which shall accrue as 1.92 hours of compensatory time off (subject to Article 20 Overtime/Compensatory Time off) each pay period. The accrual of this compensatory time off is intended to compensate the Sergeants in accordance with the Fair Labor Standards Act. The parties acknowledge that keeping track of pre-briefing hours is difficult and this agreement to pay for briefing preparation time is intended to comply with 29 CFR section 785.23 ofthe Department of Labor regulationsimplementing the FLSA. An employee who is at the maximum accrual for compensatory time as provided by this MOU during any pay period shall receive pay for the 1.92 hours for pre- briefing time.

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This compensatory time off shall not accrue when an employee is off work on leave pursuant to Labor Code Section 4850.

14. SICK LEAVE
Except as is otherwise provided, employees shall accrue, use and be compensated for sick leave as follows:

A. Accrual
Employees shall accrue sick leave at the rate of 3.69 hours for each complete biweekly period of employment. During years in which there are 27 pay dates, there will be no sick leave accrual during the 27th pay date. Payroll division records are the final authority for settling disputes regarding accrued sick leave and vacation.

B. New Employment
During the first six (6) months of employment, a new employee may use up to three (3) days of sick leave. After six (6) months, an employee may use any approved sick leave he/shethey haves accrued.

C. Use of Sick Leave
Accumulated sick leave may be used by an employee during any period of illness of the employee, spouse, child, or registered domestic partner if the illness requires the presence of the employee. In addition, an employee may use up to one half of one year’s annual accrued sick leave (48 hours per payrollcalendar year) for his/hertheir parent, sibling, parent- in-law, grandchild, or grandparent or designated person as defined by law.

D. Sick Leave Incentive
After completion of one full year of service, police personnel who use twenty five (25) hours or less of sick leave each payroll year (defined as the year that ends at the end of the last full pay period in December where the pay day is also in December) may elect to receive cash paymentfor up to twenty-five (25) hours ofthe accumulated unused sick leave during the month of January of the following year. Accrued unused sick leave shall be cashed out at separation as provided for in Articleparagraph 176A of this MOU.

If an employee wants to cash out sick leave (because he/shethey haves used twenty-five (25) hours of sick leave or less), he/shethey must comply with the following: By December 3115 of each year, employees may make an irrevocable election to cash out up twentyfive (25) hours of sick leave which will be earned in the following payrollcalendar year. If the irrevocable election is not made, the employee will not have any of his/hertheir sick leave cashed out in January of the year after it was accrued.

15. BEREAVEMENT LEAVE

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Bereavement leave is an absence occasioned by the death of a family member, herein defined as a spouse, parent, brother, sister, child, step-child, grandparent, in-law (of any of the relationships identified) or registered domestic partner of the employee Forty (40) hours of bereavement leave, per payrollcalendar year, may be used in the event of the death of a family member. In the event an employee needs additional time off for this leave, he/shethey may use up to 40 hours of sick leave per payrollcalendar year.

Requests for bereavement leave shall be made in writing, when feasible and shall be approved by the Chief of Police or designee and the Human Resources Director or designee.

In addition to the above (which allows an employee up to 40 hours of paid bereavement leave as well as the ability to use an additional 40 hours of sick leave for bereavement) there is a right to use additional bereavement leave under the law.

For employees who have been with the City for at least thirty (30) days) who have exhausted both their paid bereavement leave and the five additional days of sick leave which can be used for bereavement, they may use up to five (5) days of bereavement leave for each death of a family member as defined above. This leave under the law must be used within three (3) months from the date of death. Although this is not City-paid leave, employees may use any accrued and available leave that is otherwise available to the employee for this purpose.

16. WITNESS LEAVE
Employees who are required to serve as a witness pursuant to a lawful subpoena in any judicial or quasi-judicial proceeding in a matter other than one to which the employee is a party, or who are required to serve as a juror, shall be allowed time off without loss of pay to perform such duties. All fees to which the employee is entitled by law for such service shall be paid (less transportation allowance, if any) to the City. This Article is not applicable to those employees participating in judicial or quasi-judicial proceedings that are within the scope of their employment.

Any employee who is required to serve as a witness pursuant to a lawful subpoena in any judicial or quasi-judicial proceeding, except if the employee is a party to the proceeding and it is unrelated to their current or past public employment shall be allowed time off with pay (no need to use accrued leaves) to serve as a witness.

If the employee attends any judicial or quasi-judicial proceeding to which they are a party that is unrelated to their current or past public employment, while the City will not provide paid time off to serve as a witness, the employee may use vacation or compensatory time off for the time off to serve as a witness. If the employee attends any judicial or quasi-judicial proceeding to which they are a party that is related to their current or past public employment, they shall be allowed time off with pay (no need to use accrued leaves) to attend such proceeding.

All fees to which the employee is entitled by law for serving as a witness pursuant to a lawful

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subpoena in any judicial or quasi-judicial proceeding shall be paid (less transportation allowance, if any) to the City if the employee is being paid (i.e., not using accrued leave) by the City while attending such proceeding.

17. LEAVE WITHOUT PAY
Requests for leaves of absence without pay must be submitted through the chain of command and approved by the Chief of Police or designee and shall be used only if all appropriate accrued leaves (e.g., sick leave may not be exhausted if the leave is not for a medical purpose) have been exhausted. Employees on leaves of absence without pay shall not accrue vacation, leave rights, nor shall the City pay for any fringe benefits, except as required by law (e.g., benefits that must continue per statutory leave like FMLA/CFRA or PDL). Decisions whether to grant such a leave will be made based on operational needs of the Department.

18. LEAVE PAYOFFS UPON SEPARATION FROM CITY SERVICE
A. Sick Leave Pay-Off
All accrued, unused sick leave at the date of separation from City service shall be the basis for determining the amount to be paid to each employee who qualified to receive sick leave pay off.

1. Employees who have achieved ten (10) or more continuous years of service shall be eligible for sick leave pay upon separation of employment with the City at the rate of three percent (3%) of accrued, unused sick leave per full year of service.

Sick leave shall be calculated at the rate of pay, including all education and assignment pays, received by the employee at the time of his/hertheir separation.

2. Police personnel who have achieved twenty (20) or more continuous years of service shall be eligible forsick leave pay upon separation of employment with the City at the rate of four percent (4%) of accrued, unused sick leave per full year of service. Sick leave shall be calculated at the rate of pay, including all education and assignment pays, received by the employee at the time of his/hertheir separation.

Police personnel eligible to receive sick leave pay shall receive the pay at the time of termination. At no time can the percentage of sick leave payoff exceed 100%.

B. Vacation Pay-Off
Employees who terminate from City service shall receive an amount equal to accrued unused vacation at the time of termination. The rate of payoff shall be based on the rate of pay at the time of separation.

19. UNIFORM ALLOWANCE

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The City shall furnish the initial uniform and necessary equipment to each sworn Police employee. The administration of this program is contained in Administrative Regulation 3.B.7.

The City shall provide $800 per payroll year as a uniform and equipment allowance. The uniform allowance is intended to compensate employees for the purchase and maintenance of required uniforms to perform their job. The uniform allowance, which shall begin to be paid in the first pay period after being hired as a Police Officer shall be paid 1/26th of the annual amount each pay period. In addition to these amounts, the City will replace or repair the uniforms of uniformed personnel whose uniforms are damaged or destroyed in the course of performing their duties.

In payrollcalendar years in which there are 27 pay periods, employees shall not receive the uniform allowance payment for the 27th pay period.

The parties agree that to the extent permitted by law, the uniform allowance is special compensation and shall be reported as such pursuant to Title 2, CCR 571(a)(5). The City will report as special compensation, the value of the uniforms for unit members who are classic members under the PEPRA. However, CalPERS ultimately determines whether any form of compensation qualifies as special compensation. As of the drafting of this MOU, “new members” as defined under the PEPRA, are not permitted to have the value of the uniforms reported as special compensation. If the City is permitted to do so in the future pursuant to a change in the law, it will do so.

20. OVERTIME/COMPENSATORY TIME OFFWORK HOURS
When an employee works overtime, wWhether theyan employee shall be paid overtime compensation or accrue compensatory time off shall be determined by the Chief of Police or his/her their designee.

A. OVERTIME
Eligibility to Earn Overtime
Police personnel shall earn overtime when required to work holidays, normally scheduled days off, in excess of their normal daily work hours, or in excess of their prescribed work period. All MOU overtime pay (non-statutory overtime for hours worked between 160 and 171 hours in a 28-day FLSA work period) shall be paid at one and one half times the regular rate of pay, as defined in the FLSA, except that cash received by employees who either opt out of health insurance or receive cash back for using less than the amount provided by the City shall not be included in those calculations.

B. COMPENSATORY TIME OFF
Earning Compensatory Time Off (CTO)
An employee may earn compensatory time off (CTO) (at 1.5 hours for each hour of overtime worked) when working overtime subject to the determination of the Chief of Police or their designee. Employees may also earn CTO as compensation for being on standby/on-call as

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provided by Article 21 Section D of this MOU.

Per this MOU, employees also receive CTO for the following reasons:

1. Motor Officers receive four (4) hours of CTO per month (accrued at 1.85 hours per pay period) for off-duty time spent maintaining the assigned motorcycle;

2. Canine Officers receive five and one half (5.5) hours of CTO per 28-day work period (accrued at 2.75 hours per pay period) for all off duty hours spent caring, grooming, feeding their assigned canine and otherwise maintaining their canine unit; and

3. Police Sergeants receive 50 hours of CTO per calendar year (accrued at 1.92 hours pay period) for briefing preparation time.

Maximum Amount of CTO an Employee May Earn and Use in a Payroll Year The maximum amount of CTOcompensatory time off an employee can earn/receive (either as overtime, for standby/on-call or for any of the three reasons listed above)accrue and use in one payroll year is 220160 hours (i.e., 106.66 hours of overtime accrued as compensatory time off at time and one half is 160 hours). When earned as overtime, it is earned at time and one-half (i.e.,

1.5 hours of CTO earned for each hour of overtime).

If, at any time during the payroll year, an employee has earned/received 220 hours of CTO, any additional overtime worked or CTO earned/received shall be paid for the remainder of the payroll year.

At the end of the payroll year, an employee may carry over CTO into the next payroll year. The amount of CTO carried over will reduce the amount of CTO the employee can earn in the next payroll year. For example, if an employee carries over 100 hours of CTO into the next payroll year, they will only be permitted to accrue/receive up to 120 hours of CTO in the next payroll year. In this example, for the remainder of the payroll year, any additional overtime worked or CTO earned/received shall be paid for the remainder of the payroll year.

Use of Compensatory Time Off
Employees who have earned/received CTO, can use a maximum of 220 hours per payroll year.

An employee may use his/hertheir accrued CTO compensatory time off by providing reasonable notice. A request to use compensatory time off which was requested with reasonable notice will not be denied unless the request would be unduly disruptive to the department. The parties agree that having to pay overtime to another employee who works the shift does not constitute undue disruption to the City.

All MOU overtime pay (non-statutory overtime) shall be paid at one and one half times the regular rate of pay, as defined in the FLSA, except that cash received by employees who either opt out of health insurance or receive cash back for using less than the amount provided by the City shall not be included in those calculations.

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Cashing Out Compensatory Time Off
For 2025, an employee may cash out any of the hours in their CTO bank in December 2025.

Employees must submit their request to cash out by December 12, 2025. The City will pay this cash out in December 2025. If the employee cashes out all of their CTO bank in 2025, per the below they will be able to earn up to 220 hours in the following payroll year. If an employee carries over any of their CTO bank in December 2025 into the next payroll year, they will be able to accrue 220 hours minus the number of hours the employee carried over to the following payroll year.

By December 31 of each year (starting in 2025), employees may make an irrevocable election to cash out any of the CTO they will earn/receive in the following payroll year. The employee will be paid prior to the first biweekly paycheck in January for the CTO hours they irrevocably elected to cash out. For example, the election made in 2025 for CTO they will earn in 2026, will be paid by January 2027.

If an employee does not make this irrevocable election by December 31, whatever CTO they have on the books at the end of the payroll year will be carried over to the next payroll year. As addressed above, this will reduce the amount of CTO an employee can earn/receive in the next payroll year (i.e., 220 minus the number of hours the employee carries over to the following payroll year).

An employee will be cashed out of accrued compensatory time off if they are promoted into a bargaining unit, which does not have compensatory time off for employees in the unit (e.g., a promotion to the Police Management Association).

21. WORK HOURS
A. Accurately Reporting Time Worked
Employees are required to accurately report all time worked on their time sheets and submit all timesheets by the deadline established by the Payroll Division of the Finance Department.

Unit members shall record hours worked in one-tenth (1/10) of an hour increments of time. This is illustrated by the following:
0-3 Minutes – No additional time should be recorded
4-9 Minutes = .1 of an hour
10-15 Minutes = .2 of an hour
16-21 Minutes = .3 of an hour
22-27 Minutes = .4 of an hour
28-33 Minutes = .5 of an hour
34-39 Minutes = .6 of an hour
40-45 Minutes = .7 of an hour
46-51 Minutes = .8 of an hour

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52-57 Minutes = .9 of an hour
58-60 Minutes = 1.0 full hour
The parties agree that if the City makes any timekeeping system upgrades during the term of this MOU, if there are any meet and confer/consult obligations (either impacts or any decisions which may require meet and confer) the Association and/or the City agree to promptly meet and confer/consult if requested by the other party.

B. Court Time
Employees called to appear in court shall receive a minimum of four (4) hours of overtime compensation (as defined above); except, that if the court appearance time is contiguous, either before or after, to the employee's assigned shift, the employee will be paid overtime for a minimum of one (1) hour or for the actual time spent in court, whichever is greater. If the court time occurs during the employee’s regular shift, he/shethey will receive his/hertheir regular wages.

C. Call Back
Employees who are called back to work shall receive a minimum of four hours paid at the employee’s base rate of pay even if the call back is less than four hours. Employees called back for more than four hours will be paid at time and one half for all hours worked beyond four hours. Employees scheduled for training, range qualification or meetings, shall be paid for time actually worked as this does not qualify as call back.

D. Standby/On-Call
If an employee is required to be on standby/on-call by the Department or in any proceeding arising from the employee’s official duties in which standby is specifically approved by the Department , the employee shall receive an amount equal to three hours (at the straight time rate) compensation per day. This compensation will be paid or earned as compensatory time off (subject to Article 20 Overtime/Compensatory Time off) at the employee’s discretion. If employees are requested to be on standby/on-call by any supervisor other than their immediate supervisor, the employee shall advise their immediate supervisor or the subpoena supervisor (as designated) for court stand by. If an employee is requested to be on standby/on-call by the District Attorney or other agency or entity, the employee shall contact a representative from the issuing entity (e.g., the District Attorney’s Office) and log the date, time, person spoken to, and title in the on call court time overtime request form to ensure approval for payment of standby/on-call pay. The hourly rate shall be computed by using the employee’s base rate of pay.

Employees are not eligible for court stand by time, when the stand by time is during their work hours.

The employee shall provide the department with a telephone number at which he/shethey can be reached. The employee must be able to respond to the proceeding within the amount of time he/shethey would be able to return if traveling from

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his/hertheir primary residence. An employee on standby/on-call shall remain fit for duty and be at a location where they can receive phone calls.

E. Special Jobs
An employee as defined in the Beverly Hills Police Department Manual working a “Special Job”, as defined in the Beverly Hills Police Department Manual, shall receive a minimum of four (4) hours of pay at the overtime rate (as defined above). An employee is not permitted to work on a special job during the work hours of his/hertheir regular work schedule. As such, an employee cannot be paid for his/hertheir regular hours (by use of leave) and work on a special job during the same hours except as provided below.

If a special job is not filled within 48 hours of its start time (by employees signing up to work the special job) and must be filled due to safety and/or it is determined to be in the best interest of the Department that the special job be filled (as determined by the employee’s direct supervisor and the supervisor in charge of special jobs) the Department may assign trained field personnel (e.g., TCO’s and CSO’s) employed by the City. If the special job remains unfilled within 24 hours of its scheduled start time, sworn department personnel will no longer be eligible to sign up for the assignment. At that point, the City may assign qualified personnel at its discretion to ensure the position is filled. an employee may work the special job during his/her regular work hours. As such, an employee can be paid for his/her regular hours(by use of his/her accrued leave) and work on a special job during his/her regular work hours. Employees working a special job under this provision shall receive pay for a minimum of four (4) hours or the actual hours worked (whichever is greater) at time and one half of their regular rate of pay.

Notwithstanding the above, the parties agree if an employee is assigned to provide police servicesrelated to a heavy haul or escort, that work is not a special job. Heavy haul escorts will be performed as part of a regularly scheduled shift at the employee’s base rate of pay. Employees working heavy hauls or escorts on non-regularly scheduled shifts, shall receive pay for a minimum of four (4) hours or the actual hours worked (whichever is greater) at time and one half of their regular rate of pay.

An employee on modified duty is not permitted to work a special job.

F. Shift Trading
The parties agree the provisions below are compliant with the Fair Labor Standards Act.

Unit members have the right to trade shifts with their colleagues within the same classification subject to the following conditions:
a. Both employees agree to the shift trade voluntarily. b. The employees trading the shifts shall request supervisor approval prior to the first affected shift. Supervisors will not unreasonably deny a trade.

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c. The employee whose shift is worked gets credit for the shift. Thus, the employee whose shift was worked will record the time as time worked on his or hertheir time sheet.
d. Payback of the traded shift will be the responsibility of the two employees who trade shifts and will not be monitored by the City. However, the parties agree shift trades will be accomplished by the employees who trade within the same pay period. If an employee leaves the City having not paid back a shift, it shall be the responsibility of the two employees to work out any pay back. e. If an employee who agrees to work a shift trade calls in sick, that employee’s sick leave will be reduced, not the employee who was regularly assigned the shift.

G. Rest and Recovery
When employees’ work hours in addition to those of their regular work schedule, and are scheduled to work the next day, the possibility exists that the employee will not have at least eight (8) hours off between shifts. If that occurs, an employee is permitted to either 1) utilize accrued leave (except for sick leave) to ensure at least eight hours off between the end of their work shift and the start time of their next shift, or 2) start their next shift eight (8) hours after the end of their work on the prior shift. If this option is chosen, employees will start working after the regularly scheduled start time and work the same number of hours as their regularly scheduled shift so that they will not need to use accrued leave. Regardless of which of these two options is chosen, employees shall let their supervisor know which of these two options will be used to ensure eight hours off (i.e., appropriate rest and recovery) between shifts.

H. Job Sharing
Job sharing is where two employees work the equivalent of one full-time position with the regular work schedule for the position and receive pro-rata benefits. Requests for job sharing will be evaluated on a case-by-case basis subject to an agreement between the City and the Association. Requests need to be made to the Chief of Police and will be evaluated in conjunction with the Human Resources Department.

21.22. WORK SCHEDULE
The workweek for Pre-Service Police Officer Trainee’ss shall be 168 regularly recurring hours.

Most Pre- Service Police Officers Trainees will work a 5/40 schedule, but other schedules may be assigned at the discretion of the Chief of Police. For employees working a 5/40 or 4/10 work schedule, it shall begin on Saturday at 12:00 a.m. and end at 11:59 p.m. the following Friday. For employees working the 9/80 work schedule, each employee's designated FLSA workweek (168 hours in length) shall begin exactly four hours after the start time of his/hertheir eight hour shift on the day of the week that corresponds with the employee's alternating regular day off.

The Chief of Police or their designee, shall have the authority to determine the appropriate work

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schedule for Field Trainees. Such employees may have their work schedules (e.g., 4/10 or 3/12.5) or shift schedule (the time of day the employee is scheduled to work) changed by the Police Chief or their designee at their discretion. Scheduled days must be consecutive.

Police Personnel will work a 4/10 or 3/12.5 work schedule. Those employees assigned to the Patrol Division shall work the 3/12.5 work schedule. Police personnel assigned to Motors shall work a 4/10 or a 3/12.5 work schedule. Those employees assigned to a 4/10 work schedule shall work 4 days per week, 10 hours per day.

Flexible scheduling on the use of two-person patrol vehicles in the early morning hours shall be the decision of the Watch Commander. There shall be no automatic doubling up of employees and such assignments may be made based upon available employees and the ability to provide adequate patrol coverage throughout the City.

Police Personnel assigned to a 3/12.5 work schedule shall work three 12.5 hourshifts during each of the four weeks of a 28-day FLSA work period. In addition, the employee shall work one additional ten (10) hour shift during the same work period. For those employees assigned to the 3/12.5 work schedule, overtime shall be defined as all time worked and/or regarded as having been worked because of use of a paid leave of absence in excess of the scheduled daily work shift and/or 160 hours in a 28-day work period. The ten (10) hour make-up shift for employees scheduled to work the 3/12.5 work schedule can occur at any time during the 28-day work period.

The date will be assigned based on the operational needs of the department.

For those employees assigned to a 4/10 work schedule, overtime shall be defined as all time worked and/or regarded as having been worked because of use of a paid leave of absence in excess of the regularly scheduled work day or 40 hours in a seven day workweek.

Pursuant to Section 7(k) of the FLSA, the City has adopted a 28-day work period for all sworn police personnel.

22.23. ASSOCIATION TIME - BOARD MEMBERS
Beverly Hills Police Officers’ Association Board members, subject to the approval of the Chief of Police or designee, shall be allowed a reasonable period of time without loss of compensation for the sole and exclusive purpose of conducting transactions of the Beverly Hills Police Officers’ Association. The amount of time shall not exceed one (1) hour per day for each Board member and an aggregate not to exceed five hundred (500) hours per payrollcalendar year for all such Board members provided every reasonable effort is made to conduct Association meetings and/or business on nonduty time. Permission to attend Association meetings on duty must be obtained 48 hoursin advance from Chief of Police or designee. Permission to conduct Association business on duty must be obtained in advance from the Chief of Police or designee. Approval to conduct Association business or attend Association meetings is conditioned upon field and/or assignment conditions.

As part of the five hundred (500) hours per year paid release time for Association Board

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members, up to a total maximum of six (6) days may be used to attend police related conferences, seminars or conventions. Permission to attend such conferences or conventions must be obtained two (2) weeks in advance from the Chief of Police or designee. Employees must track their use of the five hundred (500) hours in the City’s timekeeping system by using appropriate payroll codes so that the City’s payroll staff can keep accurate, ongoing records of the amount of leave used for the year at any time.

The Association must notify the Human Resources Director in writing of changesin its Association Board.

23.24. DISCIPLINE
This Article applies to sworn police personnel only and is not applicable to pre-service Police Officers Trainees, who do not attain permanency and are not covered under the Peace Officers’ Procedural Bill of Rights Act. Where the term “employee” appears in this article it is referring to sworn police personnel – a Police Officer or Police Sergeant.

A. Disciplinary Procedure for Employees Subject to Disciplinary Transfer, Step Reduction, Suspension, Demotion, or Dismissal

1. Pre-Action Due Process for Disciplinary Transfer, Step Reduction, Suspension, Demotion and Dismissal
Prior to being subject to disciplinary transfer, step reduction, suspension, demotion or dismissal, an employee will first be served with a notice of intent to discipline. This document will set forth the grounds for discipline, the facts supporting the grounds and all evidence to which the employee is entitled by law.

The notice of intent to discipline will also advise the employee of any prior discipline which the City representative issuing the notice believes is relevant to the current discipline. In addition, the notice of intent will advise the employee of his/hertheir right to respond to the proposed discipline either in writing or orally at a meeting. If the employee does not respond within the time limits, the discipline will be imposed.

If the employee chooses to respond in writing, he/shethey must insure his/hertheir response is received by the representative who issued the notice of intent to discipline within seven (7) calendar days of receiving the notice of intent to discipline. If the employee wishes to respond orally, he/shethey must call or write the City representative who issued the notice of intent to discipline within seven (7) calendar days of receiving the notice of intent to discipline informing the representative that he/shethey wishes to have an oral response. The City representative will advise the employee when the oral response (in accordance with Skelly vs. the State Personnel Board) will take place.

At the Skelly response (assuming the employee wants to respond orally), the employee has the right to be represented per Government Code section 3303(i).

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The Skelly response is an opportunity for the employee and/or his/hertheir representative to respond to the notice of intent to discipline.

The City representative who will hear the response (Skelly Officer) may or may not be the person who issued the notice of intent to discipline. If the Skelly officer is not the person who recommended the discipline, he/shethey will be at or above the rank of the individual issuing the discipline. The Skelly Officer’s decision will either be to impose the proposed discipline, impose no discipline or to impose a lesser discipline. The City representative hearing the response does not have authority to impose discipline that is greater than that which was proposed.

If the discipline is imposed or if it is reduced but there is still discipline imposed which is covered by this procedure, the City representative shall issue a notice of discipline. Like the notice of intent, the notice of discipline shall set forth the grounds, and facts supporting the discipline as well as any prior discipline relied on by the City representative in imposing the discipline. The notice of discipline will also set forth the employee’s appeal rights advising the employee that if he/shethey wishes to appeal the discipline, he/shethey must do so in writing by serving a notice of appeal to the Human Resources Director within seven (7) calendar days.

The Notice of Discipline will set forth the effective date of the discipline.

2. Appeal Rights For Employees Subjected to Disciplinary Transfer, Step Reduction, Suspension, Demotion and Dismissal
The following setsforth the appealrightsfor employeessubjected to a disciplinary transfer, step reduction, suspension, demotion and dismissal. a. Hearing Officer Selection
i. The parties, through their respective representatives, shall mutually agree upon a hearing officer.
ii. In the event the parties are unable to agree on a hearing officer:
a) The City will request a list of seven (7) neutral hearing officers from the California State Mediation and Conciliation Service ("SMCS"). The request will be sent by email and the employee’s representative will be cc’d on the request.
b) Once a list is received from the SMCS, the parties shall toss a coin to determine striking order, with the winner selecting between the options of striking first or striking second. The parties shall then alternately strike names from the list until only one name remains. The remaining name shall be the

Page 44 ends

hearing officer unless the parties mutually agree to request a new list or mutually agree on a different hearing officer. b. Hearing Officer's Authority
i. The hearing officer shall have full authority to decide the appeal, including questions of fact and conclusions of law, but shall be bound by all applicable codes, rules, policies, procedures, and regulations. The hearing officer shall also be bound by the terms of this MOU.
ii. The hearing officer shall preside over a hearing at which evidence and arguments of the parties may be presented. Except as otherwise mutually agreed by the parties, the hearing officer shall determine the procedures to be followed for the hearing, with due regard for the rights of the parties.
iii. The hearing officer shall rule on all evidentiary matters and need not follow the strict rules of evidence.
iv. The burden is on the moving party to prove any charge by a preponderance of the evidence.
v. The hearing officer shall administer oaths, as authorized by law. vi. The hearing officer shall issue subpoenas and subpoenas duces tecum to compel the attendance of witnesses and the production of evidence, as authorized by law.
vii. The hearing officer shall issue a written decision within 30 (thirty) calendar days of the close of the hearing. However, failure of the hearing officer to issue a timely decision shall not constitute grounds for challenging the decision as being beyond the hearing officer's authority.
c. Final Decision, Judicial Review
i. The written decision of the hearing officer shall be the final decision within the City's administrative process.
ii. Either party may appeal the decision of the hearing officer to the Superior Court according to the procedures and subject to the standards provided in Code of Civil Procedure § 1094.5 by filing a writ of administrative mandamus.
d. Expenses

Page 45 ends

i. Each party shall bear its own costs and attorney fees in connection with processing of a covered appeal and the hearing.
ii. Both the City and the Association shall each pay one-half of the mutually incurred costs of the hearing. The mutually incurred costs of the hearing will be limited to the reasonable fee and expenses of the hearing officer and court reporter. Except as otherwise mutually agreed, the City will provide a meeting room at Beverly Hills City Hall, or another City facility, suitable for conducting the hearing.

B. Administrative Appeal for Employees Subject to Discipline Other Than Disciplinary Transfer, Step Reduction, Suspension, Demotion, or Dismissal The following administrative appeal processis established pursuant to Government Code § 3304.5. This procedure shall not apply to disciplinary actions for which employees already are entitled to receive an appeal hearing for disciplinary transfer, step reduction, suspension, demotion and dismissal (outlined in Section “A” above).

1. Right to Administrative Appeal Under this Procedure
a. Any employee who is subjected to punitive action (within the meaning of Government Code § 3303) other than dismissal, demotion, step reduction, suspension or disciplinary transfer, shall be entitled to receive an administrative appeal under this procedure. The employee shall not be entitled to appeal the action prior to its imposition, i.e., an employee shall not be entitled to receive a hearing akin to a Skelly hearing or other predisciplinary appeal hearing prior to imposition of the punitive action.

2. Notice of Appeal
a. Within five (5) calendar days of receipt by an employee of notification of punitive action as set forth above, the employee shall notify the Human Resources Director in writing of his/hertheir intent to appeal the punitive action.
b. The notice of appeal shall specify the action being appealed and the substantive and procedural grounds for the appeal.

3. Hearing Officer
a. The City Managershall have twenty-one (21) calendar daysfrom receipt of the notice of appeal to designate themselveshimself/herself as the hearing officer or appoint a neutral hearing officer who is not embroiled in the controversy, i.e., a person who did not initiate or authorize the action in

Page 46 ends

question.
b. The hearing officer appointed by the City Manager shall serve in an advisory capacity and shall be responsible for making recommended findings of fact and issuing an advisory decision to the City Manager. The City Manager may adopt, modify, or reject the hearing officer’s recommendations and advisory decision and the City Manager’s decision shall be final and binding.

4. Burden of Proof/Persuasion
a. If the action being appealed does not involve allegations of misconduct (i.e., allegations that the officer has violated one or more federal, state, or local laws, and/or City or Police Department regulations, procedures, or rules) the limited purpose of the hearing shall be to provide the employee the opportunity to establish a record of the circumstancessurrounding the action. The City’s burden shall be satisfied if the City establishes that the action was reasonable, even though reasonable persons might disagree about whether the action was the best one under the circumstances.

For example, if the Police Department effected a non-disciplinary transfer of an employee out of a premium pay assignment with the intent of affording other employees the opportunity to work in the assignment, the decision would not be subject to being overturned as long as it was reasonable, even if one or more persons might disagree with the decision. b. If the punitive action involves charges of misconduct, (i.e., allegations that the employee has violated one or more laws, regulations, procedures, or rules), the City shall have the burden of proving by a preponderance of the evidence the facts which form the basis for the charge of misconduct and the burden of persuasion that the punitive action was reasonable under the circumstances.

For example, if an employee received a written reprimand for unauthorized absence from work then the City would bear the burden of proving that the employee was absent from work without authorization and that a written reprimand was reasonable under the circumstances.

5. Conduct of Hearing
a. The formal rules of evidence do not apply, although the hearing officer shall have discretion to exclude evidence which is incompetent, irrelevant or cumulative.
b. The parties may present opening statements.

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c. The parties may present evidence through documents and testimony. i. Witnesses shall testify under oath.
ii. The hearing officer shall issue subpoenas for documents or testimony upon reasonable request of the parties.
d. The parties shall be entitled to confront and cross-examine witnesses. e. Following the presentation of evidence, if any, the parties may submit oral and/or written closing argument for consideration by the hearing officer.

6. Recording of the Hearing
If the punitive action involves an allegation of misconduct, then the hearing shall be stenographically recorded by a certified court reporter. Otherwise, the hearing may be tape recorded. The per diem cost of the court reporter shall be equally borne by the parties. The cost to receive a transcript of the hearing shall be borne by the party requesting the transcript.

7. Representation
The employee may be represented by an association representative or attorney of his or hertheir choice at all stages of the proceedings. All costs associated with such representation shall be borne by the employee.

The City shall also be entitled to representation at all stages of the proceedings.

8. Decision
a. If a hearing officer is appointed by the City Manager, the hearing officer shall issue his/hertheir advisory decision in writing within sixty (60) calendar days of the submission of the case by the partiesfor decision. The written decision shall set forth proposed findings of fact and a proposed decision.
b. Within ten (10) calendar days of receipt of the advisory decision, the City Manager shall serve the parties with written notice of his/hertheir decision adopting, modifying, or rejecting the hearing officer’s recommendations and decision. If the City Manager modifies, or rejects the hearing officer’s decision, then he or shethey shall review the entire record prior to making a decision.
c. If the City Manager hears the appeal him/herself, he/shethey will issue his/hertheir decision within sixty (60) calendar days of the submission of the case by the parties for decision. The written decision shall set forth

Page 48 ends

his/hertheir findings of fact and final decision.
d. The decision shall be served by first class mail, postage pre-paid, upon the employee as well as his/hertheir attorney or representative, shall be accompanied by an affidavit or certificate of mailing, and shall advise the police personnel that the time within which judicial review of the decision may be sought is governed by Code of Civil Procedure § 1094.6.

24.25. NON-DISCRIMINATION
The parties mutually reaffirm their respective policies of non-discrimination in the treatment of any employee because of race, religion, sexual orientation, medical condition, gender, gender identity, gender expression, color, sex, age, disability, national origin, ancestry, or any other protected classification recognized by the law.

25.26. SAVINGS CLAUSE
If any benefit or provision of this MOU is deemed by a court of competent jurisdiction to be illegal or otherwise unenforceable, the remaining benefits or provisions of this MOU shall remain in full force and effect. In the event of such invalidation, the City and the Association shall meet and confer in good faith concerning such invalidation.

26.27. MANAGEMENT RIGHTS
The management and the direction of the work force of the City are vested exclusively in the City, and nothing in the MOU is intended to circumscribe or modify the existing rights of the City including but not limited to the direction of the work of its employees; the right to hire, promote, demote, transfer, assign, schedule and retain employees in positions within the City; subject to the rules and regulations of the City; suspend or discharge employees for just and proper cause; to maintain and improve the efficiency of governmental operations; to relieve employees from duties because of lack of work or funds; to take action as may be necessary to carry out the City's mission and services in emergencies; to determine the methods, means and appropriate job classifications, organizational structure and personnel by which the operations are to be carried out; and to establish reasonable performance standards for personnel, including but not limited to qualifications and quantity standards. In addition to the foregoing, the parties agree that the City may demand to meet and confer over the subject of furloughs.

27.28. GRIEVANCE PROCEDURE
The City and the Association recognize that disputes related to this MOU will occur from time to time. It is both parties’ intent and desire that any such disputes be resolved quickly and amicably.

However, the parties recognize that occasionally disputes will need to be resolved by a neutral.

It isforthat reason thatthe parties agree to the following provisions of their grievance procedure.

A. Definition of a Grievance

Page 49 ends

An allegation by an employee or the Association that there has been a violation, misinterpretation or misapplication of the terms of this MOU, rules and regulations, policies and/or any past practice(s) of the City and/or Department. This grievance procedure is the sole and exclusive method for either an employee or the Association to allege a violation, misinterpretation or misapplication of the terms of this MOU, rules and regulations, policies and/or any past practice of the City or the Department.

B. Timeliness of a Grievance
A grievance must be filed within 30 days of the occurrence giving rise to the grievance or the time within which the grievant (either the employee or Association) knew or should have known of the occurrence.

C. Grievance Procedure
The parties acknowledge that a grievance procedure is beneficial to resolve MOU disputes.

1. Step 1 – If the Association is the grievant – Communication with the Human Resources Department: Whenever the Association believes that there has been a violation, misinterpretation or misapplication of the terms of this MOU, rules and regulations, policies and/or any past practice of the City or the Department, the Association shall inform the Human Resources Director in writing of the alleged violation, misinterpretation or misapplication. The Human Resources Director shall either promptly schedule a meeting with the designated Association representative to discuss the grievance or may respond in writing within thirty (30) calendar days. If a meeting is scheduled, the Human Resources Director shall present his/hertheir determination in writing within thirty (30) calendar days of the meeting. The response will be sent by e-mail to the designated Association representative.

2. Step 1 – If an employee is the grievant - Communication with department head or Designee: The employee must present, in writing, to the employee’s department head (or the department head’s designee if one is established) a documentsetting forth the alleged violation, misinterpretation or misapplication of the terms of this MOU, rules and regulations, policies and/or any past practice of the City or the Department. The department head or designee shall either promptly schedule a meeting with the grievant (the employee (who may be represented if he/shethey wishes)) to discuss the grievance or may respond in writing within thirty (30) calendar days. If a meeting is scheduled, the department head or designee shall present his/hertheir determination in writing within thirty (30) calendar days of the meeting. The response will be sent by e-mail to the employee or designated the Association representative.

3. Step 2 –Advisory Arbitration: If the employee or the Association is not satisfied with the results of Step 1 the employee orthe Association may move the grievance

Page 50 ends

to advisory arbitration. To do so, the employee or the Association must present, in writing, to the Human Resources Director a document setting forth the alleged violation, misinterpretation or misapplication of the terms of this MOU rules and regulations, policies and/or any past practice of the City or the Department and requesting that the grievance be submitted to advisory arbitration. This document must be presented within ten (10) calendar days of the date the Step 1 response was e-mailed to the employee.

If the Human Resources Director or department head does not respond within the time limitsfor a response, the mattershall automatically be submitted to advisory arbitration or the Association representative or within ten (10) calendar daysfrom the last date the response was due if no response is given.

4. Once moved to advisory arbitration, the Human Resources Directorshall promptly send a letter to the grievant (either the employee or the Association) advising the grievant as to who the City’s representative will be. The grievant shall then contact the City’s representative for the purpose of determining whether the parties can agree on an arbitrator to hear the grievance. If the parties can agree, the representative for the City shall contact the agreed upon arbitrator to determine his/hertheir availability for the hearing. If the parties cannot reach agreement on an arbitrator, the Human Resources Director or designee will send a letter to the State Mediation and Conciliation Service requesting a list of seven (7) arbitrators.

Once the list is received, the representatives of the parties shall strike names until an arbitrator is chosen. The parties shall toss a coin to determine who shall strike the first name. Once the arbitrator is chosen, the parties will contact the arbitrator to schedule a hearing.

5. During the hearing, the formal rules of evidence do not apply. The cost of the arbitrator, a court reporter (if the parties agree on the use of a court reporter) shall be split between the City and the grievant. If the employee is pursuing a grievance without the support of the Association, the employee shall be responsible for one-half of the costs of the arbitration.

6. Once the arbitrator issues his/hertheir advisory recommendation, it will be submitted to the City Manager.

7. The arbitrator shall provide copies of his/hertheir recommendation to both parties’ representatives. Within ten (10) calendar days from the receipt of the advisory arbitration's recommendation, the Association (or the employee if proceeding on his/hertheir own) and the applicable department head may submit to the City Manager a brief statement, not exceeding three (3) double-spaced pages, stating whether they believe the advisory arbitrator's recommendation is correct or not and why. Within thirty (30) calendar days of receipt of the advisory arbitrator's recommendation, the City Manager shall issue a written decision and send such decision to the Human Resources Department. The Human Resources Department shall provide copies of the decision to the grievant and the applicable

Page 51 ends

department head. If the City Manager fails to accept, reject or modify the arbitrator’s opinion and award within thirty-five (35) calendar days of receipt by the City Manager, it shall be considered accepted.

8. The City Manager may accept, reject or modify the advisory arbitrator's opinion or any part thereof. The City Manager's decision shall be final and binding. In reaching his/hertheir decision, the City Manager shall review the advisory arbitrator's recommendation, the brief statements (if any) on the advisory arbitrator's recommendation submitted by the parties to the City Manager, and the evidence, both documentary and testimonial, and arguments presented to the advisory arbitrator.

FOR THE CITY OF BEVERLY HILLS
George ChavezShelley Ovrom Date
Kirsten Rowe Date
Tatiana Szerwinski Date
Peter J. Brown Date
FOR THE BEVERLY HILLS POLICE OFFICERS’ ASSOCIATION
Joshua Cudworth Christopher Bond Date
David Leber Billy Fair Date
Christopher Smith-Jordan Date
Johnathan Aceves Date
Elvy Gonzalez Date

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Michael Ryan Date
Zachary Travnitz Date
Stuart Adams Date

APPROVED AS TO FORM
Peter J. Brown Date

Page 53 ends

EXHIBIT A

SALARY SCHEDULES
Effective 05/21/2022

POLICE OFFICER SALARY RATES

GRADE STEP
HOURLY

RATE BIWEEKLY

MONTHLY
SALARY
ANNUAL
SALARY
P-39 1 $ 48.79 $ 3,903.22 $ 8,456.97 $ 101,483.59
P-39 2 $ 51.51 $ 4,120.86 $ 8,928.53 $ 107,142.32
P-39 3 $ 54.38 $ 4,350.64 $ 9,426.38 $ 113,116.58
P-39 4 $ 57.42 $ 4,593.23 $ 9,952.00 $ 119,423.97
P-39 5 $ 60.62 $ 4,849.35 $ 10,506.92 $ 126,083.04

POLICE SERGEANT SALARY RATES

GRADE STEP
HOURLY

RATE BIWEEKLY

MONTHLY
SALARY
ANNUAL
SALARY
P-46 1 $ 58.99 $ 4,719.49 $ 10,225.57 $ 122,706.78
P-46 2 $ 62.28 $ 4,982.65 $ 10,795.74 $ 129,548.91
P-46 3 $ 65.76 $ 5,260.48 $ 11,397.72 $ 136,772.59
P-46 4 $ 69.42 $ 5,553.81 $ 12,033.25 $ 144,399.02
P-46 5 $ 73.29 $ 5,863.49 $ 12,704.23 $152,450.72
P-46 6 $ 77.38 $ 6,190.44 $ 13,412.61 $ 160,951.36

PRE-SERVICE POLICE OFFICER SALARY RATES
HOURLY

RATE BIWEEKLY

MONTHLY
SALARY
ANNUAL
SALARY
$ 45.97 $ 3,677.42 $ 7,967.75 $ 95,613.05

Page 54 ends

EXHIBIT A

SALARY SCHEDULES
Effective 09/24/2022

POLICE OFFICER SALARY RATES

GRADE STEP
HOURLY

RATE BIWEEKLY

MONTHLY
SALARY
ANNUAL
SALARY
P-39 1 $ 50.25 $ 4,020.31 $ 8,710.68 $ 104,528.10
P-39 2 $ 53.06 $ 4,244.48 $ 9,196.38 $ 110,356.59
P-39 3 $ 56.01 $ 4,481.16 $ 9,709.17 $ 116,510.08
P-39 4 $ 59.14 $ 4,731.03 $ 10,250.56 $ 123,006.69
P-39 5 $ 62.44 $ 4,994.83 $ 10,822.13 $ 129,865.53

POLICE SERGEANT SALARY RATES

GRADE STEP
HOURLY

RATE BIWEEKLY

MONTHLY
SALARY
ANNUAL
SALARY
P-46 1 $ 60.76 $ 4,861.08 $ 10,532.33 $ 126,387.98
P-46 2 $ 64.15 $ 5,132.13 $ 11,119.62 $ 133,435.38
P-46 3 $ 67.73 $ 5,418.30 $ 11,739.65 $ 140,875.77
P-46 4 $ 71.51 $ 5,720.42 $ 12,394.25 $ 148,730.99
P-46 5 $ 75.49 $ 6,039.39 $ 13,085.35 $ 157,024.24
P-46 6 $ 79.70 $ 6,376.15 $ 13,814.99 $ 165,779.90

PRE-SERVICE POLICE OFFICER SALARY RATES
HOURLY

RATE BIWEEKLY

MONTHLY
SALARY
ANNUAL
SALARY
$ 47.35 $ 3,787.75 $ 8,206.79 $ 98,481.44

Page 55 ends

EXHIBIT A

SALARY SCHEDULES
Effective 06/01/2024

POLICE OFFICER SALARY RATES

GRADE STEP
HOURLY

RATE BIWEEKLY

MONTHLY
SALARY
ANNUAL
SALARY
P-39 1 $ 51.76 $ 4,140.92 $ 8,972.00 $ 107,663.94
P-39 2 $ 54.65 $ 4,371.82 $ 9,472.27 $ 113,667.29
P-39 3 $ 57.69 $ 4,615.59 $ 10,000.45 $ 120,005.38
P-39 4 $ 60.91 $ 4,872.96 $ 10,558.07 $ 126,696.89
P-39 5 $ 64.31 $ 5,144.67 $ 11,146.79 $ 133,761.50

POLICE SERGEANT SALARY RATES

GRADE STEP
HOURLY

RATE BIWEEKLY

MONTHLY
SALARY
ANNUAL
SALARY
P-46 1 $ 62.59 $ 5,006.91 $ 10,848.30 $ 130,179.62
P-46 2 $ 66.08 $ 5,286.09 $ 11,453.20 $ 137,438.44
P-46 3 $ 69.76 $ 5,580.85 $ 12,091.84 $ 145,102.04
P-46 4 $ 73.65 $ 5,892.04 $ 12,766.08 $ 153,192.92
P-46 5 $ 77.76 $ 6,220.58 $ 13,477.91 $ 161,734.97
P-46 6 $ 82.09 $ 6,567.43 $ 14,229.44 $ 170,753.30

PRE-SERVICE POLICE OFFICER SALARY RATES
HOURLY

RATE BIWEEKLY

MONTHLY
SALARY
ANNUAL
SALARY
$ 48.77 $ 3,901.38 $ 8,452.99 $ 101,435.88

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Effective 11/29/2025

POLICE OFFICER SALARY RATES

GRADE STEP HOURLY
RATE

BIWEEKLY
SALARY

MONTHLY
SALARY
ANNUAL
SALARY
P-39 1 $53.57 $4,285.85 $9,286.02 $111,432.18
P-39 2 $56.56 $4,524.83 $9,803.80 $117,645.65
P-39 3 $59.71 $4,777.14 $10,350.46 $124,205.57
P-39 4 $63.04 $5,043.51 $10,927.61 $131,131.28
P-39 5 $66.56 $5,324.74 $11,536.93 $138,443.15

POLICE SERGEANT SALARY RATES

GRADE STEP HOURLY
RATE

BIWEEKLY
SALARY

MONTHLY
SALARY
ANNUAL
SALARY
P-46 1 $64.78 $5,182.15 $11,227.99 $134,735.91
P-46 2 $68.39 $5,471.11 $11,854.07 $142,248.79
P-46 3 $72.20 $5,776.18 $12,515.05 $150,180.61
P-46 4 $76.23 $6,098.26 $13,212.89 $158,554.67
P-46 5 $80.48 $6,438.30 $13,949.64 $167,395.69
P-46 6 $84.97 $6,797.29 $14,727.47 $176,729.67

POLICE OFFICER TRAINEE SALARY RATES
HOURLY
RATE

BIWEEKLY
SALARY

MONTHLY
SALARY
ANNUAL
SALARY
$50.47 $4,037.93 $8,748.85 $104,986.14

Page 57 ends

Effective 06/27/2026

POLICE OFFICER SALARY RATES

GRADE STEP HOURLY
RATE

BIWEEKLY
SALARY

MONTHLY
SALARY
ANNUAL
SALARY
P-39 1 $56.79 $4,543.00 $9,843.18 $118,118.11
P-39 2 $59.95 $4,796.32 $10,392.03 $124,704.39
P-39 3 $63.30 $5,063.77 $10,971.49 $131,657.90
P-39 4 $66.83 $5,346.12 $11,583.26 $138,999.16
P-39 5 $70.55 $5,644.22 $12,229.15 $146,749.74

POLICE SERGEANT SALARY RATES

GRADE STEP HOURLY
RATE

BIWEEKLY
SALARY

MONTHLY
SALARY
ANNUAL
SALARY
P-46 1 $68.66 $5,493.08 $11,901.67 $142,820.06
P-46 2 $72.49 $5,799.37 $12,565.31 $150,783.72
P-46 3 $76.53 $6,122.75 $13,265.95 $159,191.45
P-46 4 $80.80 $6,464.15 $14,005.66 $168,067.95
P-46 5 $85.31 $6,824.59 $14,786.62 $177,439.43
P-46 6 $90.06 $7,205.13 $15,611.12 $187,333.45

POLICE OFFICER TRAINEE SALARY RATES
HOURLY
RATE

BIWEEKLY
SALARY

MONTHLY
SALARY
ANNUAL
SALARY
$53.50 $4,280.20 $9,273.78 $111,285.31

Page 58 ends

Effective 06/26/2027

POLICE OFFICER SALARY RATES

GRADE STEP HOURLY
RATE

BIWEEKLY
SALARY

MONTHLY
SALARY
ANNUAL
SALARY
P-39 1 $59.63 $4,770.15 $10,335.34 $124,024.02
P-39 2 $62.95 $5,036.14 $10,911.63 $130,939.61
P-39 3 $66.46 $5,316.95 $11,520.07 $138,240.80
P-39 4 $70.17 $5,613.43 $12,162.43 $145,949.12
P-39 5 $74.08 $5,926.43 $12,840.60 $154,087.23

POLICE SERGEANT SALARY RATES

GRADE STEP HOURLY
RATE

BIWEEKLY
SALARY

MONTHLY
SALARY
ANNUAL
SALARY
P-46 1 $72.10 $5,767.73 $12,496.76 $149,961.06
P-46 2 $76.12 $6,089.34 $13,193.58 $158,322.91
P-46 3 $80.36 $6,428.89 $13,929.25 $167,151.02
P-46 4 $84.84 $6,787.36 $14,705.95 $176,471.35
P-46 5 $89.57 $7,165.82 $15,525.95 $186,311.40
P-46 6 $94.57 $7,565.39 $16,391.68 $196,700.12

POLICE OFFICER TRAINEE SALARY RATES
HOURLY
RATE

BIWEEKLY
SALARY

MONTHLY
SALARY
ANNUAL
SALARY
$56.18 $4,494.21 $9,737.47 $116,849.58

Page 59 ends

Effective 06/24/2028

POLICE OFFICER SALARY RATES

GRADE STEP HOURLY
RATE

BIWEEKLY
SALARY

MONTHLY
SALARY
ANNUAL
SALARY
P-39 1 $62.61 $5,008.66 $10,852.10 $130,225.22
P-39 2 $66.10 $5,287.95 $11,457.22 $137,486.59
P-39 3 $69.79 $5,582.80 $12,096.07 $145,152.84
P-39 4 $73.68 $5,894.10 $12,770.55 $153,246.58
P-39 5 $77.78 $6,222.75 $13,482.63 $161,791.59

POLICE SERGEANT SALARY RATES

GRADE STEP HOURLY
RATE

BIWEEKLY
SALARY

MONTHLY
SALARY
ANNUAL
SALARY
P-46 1 $75.70 $6,056.12 $13,121.59 $157,459.11
P-46 2 $79.92 $6,393.81 $13,853.26 $166,239.06
P-46 3 $84.38 $6,750.33 $14,625.71 $175,508.57
P-46 4 $89.08 $7,126.73 $15,441.24 $185,294.92
P-46 5 $94.05 $7,524.11 $16,302.25 $195,626.97
P-46 6 $99.30 $7,943.66 $17,211.26 $206,535.13

POLICE OFFICER TRAINEE SALARY RATES
HOURLY
RATE

BIWEEKLY
SALARY

MONTHLY
SALARY
ANNUAL
SALARY
$58.99 $4,718.93 $10,224.34 $122,692.06

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EXHIBIT B
DEFINITIONS OF “NEW MEMBER” AND “CLASSIC MEMBER” PER THE PUBLIC EMPLOYEES’ PENSION REFORM ACT OF 2013 – PEPRA.

The parties acknowledge that the PEPRA controls over definitions such as “new member” and “classic member” and put their understanding of the definitions in their MOU for informational purposes so that employees understand their retirement benefits.

New Member
Government Code section 7522.04(f) defines “new member” as follows:
(f) "New member" means any of the following:
(1) An individual who becomes a member of any public retirement system for the first time on or after January 1, 2013, and who was not a member of any other public retirement system prior to that date.
(2) An individual who becomes a member of a public retirement system for the first time on or after January 1, 2013, and who was a member of another public retirement system prior to that date, but who was not subject to reciprocity under subdivision (c) of Section 7522.02.
(3) An individual who was an active member in a retirement system and who, after a break in service of more than six months, returned to active membership in that system with a new employer.

Classic Member
CalPERS refersto all members who do not fit the definition of new member as a classic member.

Attachment 2

MEMORANDUM OF UNDERSTANDING

BETWEEN

THE CITY OF BEVERLY HILLS
AND

BEVERLY HILLS
POLICE OFFICERS’ ASSOCIATION
July 1, 2025 - June 30, 2029
i

TABLE OF CONTENTS
Article Page
A. Integration............................................................................................................................ 1 B. Term ..................................................................................................................................... 1

1. SALARIES ......................................................................................................................... 1

2. OVERPAYMENT................................................................................................................ 2

3. REQUIREMENT TO LIVE WITHIN 150 MILES OF POLICE HEADQUARTERS ............................. 2

4. APPOINTMENT AND ADVANCEMENT ............................................................................... 3 A. Probationary Period for Police Personnel ............................................................................ 3 B. Police Officer Trainees.......................................................................................................... 3 C. Salary Placement upon Initial Hire ....................................................................................... 3 D. Advancement Through Salary Range ................................................................................... 3 E. Step Placement Upon Promotion......................................................................................... 4 F. Special Merit Advancement ................................................................................................. 4 G. Filling Position out of Classification (F.P.O.C.) ..................................................................... 4

5. SPECIAL ASSIGNMENTS .................................................................................................... 5 A. Selection of Employees for Special Assignments................................................................. 6 B. Special Assignment Types and Pay....................................................................................... 6

6. CERTIFICATION, EDUCATIONAL INCENTIVE AND BILINGUAL PAY ..................................... 13 A. Education Pay..................................................................................................................... 13 B. Peace Officer Standards & Training Certification Pay........................................................ 14 C. Payment for Educational Expenses.................................................................................... 15

7. HEALTH BENEFITS .......................................................................................................... 15 A. Cafeteria Plan and Benefits................................................................................................ 15 B. Flexible Spending Accounts................................................................................................ 17

8. RETIREE MEDICAL INSURANCE ....................................................................................... 18 A. Tier 1: Retirees Hired Prior to July 1, 2012......................................................................... 18 B. Tier 2: Retirees Hired On or After July 1, 2012................................................................... 18 C. Retiree Medical Insurance for Employees Who Disability Retire ...................................... 18

9. LIFE INSURANCE............................................................................................................. 18 A. City-Provided Life Insurance............................................................................................... 18 B. Supplemental Term Life Insurance..................................................................................... 19

10. DEFERRED COMPENSATION ........................................................................................... 19 A. City Contribution to Deferred Compensation.................................................................... 19 B. Employee Contribution to Deferred Compensation .......................................................... 20 C. Conversion of Sick Leave to Deferred Compensation........................................................ 20

11. CALPERS RETIREMENT BENEFITS .................................................................................... 21 A. For “Classic Member” Employees...................................................................................... 21 B. For “New Members” As Defined By the Public Employees’ Pension Reform Act of 2013 (PEPRA)............................................................................................................................... 21 C. Additional Optional Benefits For All Employees ................................................................ 22

12. HOLIDAYS...................................................................................................................... 22 A. Holidays.............................................................................................................................. 22 B. Personal Holiday................................................................................................................. 24 ii

13. VACATION..................................................................................................................... 24 A. Authorization For Taking Vacation..................................................................................... 24 B. Holidays During Vacations.................................................................................................. 24 C. Vacation Accumulation ...................................................................................................... 24 D. Vacation Cash-Out.............................................................................................................. 25 E. Briefing Preparation Time .................................................................................................. 26

14. SICK LEAVE .................................................................................................................... 26 A. Accrual................................................................................................................................ 26 B. New Employment............................................................................................................... 26 C. Use of Sick Leave ................................................................................................................ 26 D. Sick Leave Incentive............................................................................................................ 26

15. BEREAVEMENT LEAVE.................................................................................................... 27

16. WITNESS LEAVE ............................................................................................................. 27

17. LEAVE WITHOUT PAY..................................................................................................... 28

18. LEAVE PAYOFFS UPON SEPARATION FROM CITY SERVICE ............................................... 28 A. Sick Leave Pay-Off .............................................................................................................. 28 B. Vacation Pay-Off................................................................................................................. 29

19. UNIFORM ALLOWANCE.................................................................................................. 29

20. OVERTIME/COMPENSATORY TIME OFF.......................................................................... 29

21. WORK HOURS ............................................................................................................... 31 A. Accurately Reporting Time Worked ................................................................................... 31 B. Court Time.......................................................................................................................... 32 C. Call Back ............................................................................................................................. 32 E. Special Jobs......................................................................................................................... 33 F. Shift Trading ....................................................................................................................... 33 G. Rest and Recovery.............................................................................................................. 34 H. Job Sharing ......................................................................................................................... 34

22. WORK SCHEDULE........................................................................................................... 34

23. ASSOCIATION TIME - BOARD MEMBERS ......................................................................... 35

24. DISCIPLINE..................................................................................................................... 36 A. Disciplinary Procedure for Employees Subject to Disciplinary Transfer, Step Reduction, Suspension, Demotion, or Dismissal.................................................................................. 36 B. Administrative Appeal for Employees Subject to Discipline Other Than Disciplinary Transfer, Step Reduction, Suspension, Demotion, or Dismissal........................................ 39

25. NON-DISCRIMINATION................................................................................................... 42

26. SAVINGS CLAUSE ........................................................................................................... 42

27. MANAGEMENT RIGHTS.................................................................................................. 42

28. GRIEVANCE PROCEDURE................................................................................................ 42 A. Definition of a Grievance.................................................................................................... 42 B. Timeliness of a Grievance................................................................................................... 43 C. Grievance Procedure.......................................................................................................... 43 EXHIBIT A.....................................................................................Error! Bookmark not defined.

SALARY SCHEDULES......................................................................Error! Bookmark not defined.

EXHIBIT B............................................................................................................................. 51 DEFINITIONS OF “NEW MEMBER” AND “CLASSIC MEMBER” PER THE PUBLIC EMPLOYEES’ iii
PENSION REFORM ACT OF 2013 – PEPRA. ...................................................................... 51 New Member ........................................................................................................................... 51 Classic Member........................................................................................................................ 51

Page 1 of 51 ends

BEVERLY HILLS POLICE OFFICERS’ ASSOCIATION

MEMORANDUM OF UNDERSTANDING
The Beverly Hills Police Officers' Association, (hereinafter “Association”) a formally recognized employee organization, representing all Police Sergeants and Police Officers (hereinafter "police personnel"), and Police Officer Trainees (who are non-sworn employees) and authorized representatives of the management of the City of Beverly Hills (hereinafter "City"), have met and conferred in good faith and have reached this Memorandum of Understanding (hereinafter “MOU”).

Now, therefore, the parties agree and mutually recommend to the City Council of the City of Beverly Hills (hereinafter "City Council") the following for its determination:

B. Term
Unless otherwise specified herein, this MOU shall be effective beginning July 1, 2025 and shall expire June 30, 2029. Unless otherwise provided by this MOU, the changes to the parties’ MOU go into effect on November 29, 2025.

1. SALARIES
Employees who are in the bargaining unit on November 29, 2025, will receive a lump sum payment of one thousand five hundred dollars ($1,500.00). This payment is not pensionable and will not be reported to CalPERS.

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Effective November 29, 2025, employees will receive a base salary increase of three and one half percent (3.5%).

Effective the pay period including July 1, 2026, employees will receive a base salary increase of six percent (6.0%).

Effective the pay period including July 1, 2027, employees will receive a base salary increase of five percent (5.0%).

Effective the pay period including July 1, 2028, employees will receive a base salary increase of five percent (5.0%).

The salary schedules for the duration of the MOU are attached hereto as Exhibit “A”.

2. OVERPAYMENT
If an employee receives more compensation (whether in the form of salary, overtime or any other form of compensation contained in this MOU), than they are entitled to receive (i.e., is overpaid), the City will inform the employee. The City will work with the employee to reconcile the overpayment and if overpaid will work to try to create a repayment schedule.

3. REQUIREMENT TO LIVE WITHIN 150 MILES OF POLICE HEADQUARTERS Employees’ primary home address must be within 150 miles of Police Headquarters (464 N.

Rexford Drive. Beverly Hills, California). The calculation of the 150 miles shall be made by using Google Maps driving directions.

Employees whose primary home address as of July 1, 2025 is more than 150 miles from Police Headquarters are grandfathered from this provision.

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The City has the right to extend an employee’s probation as follows:

1. Forthe length of any leave of absence ortime onmodified duty while on probation in excess of one calendar week; and/or

2. At the discretion of the Chief of Police up to six months.

B. Police Officer Trainees
Each newly hired Police Officer Trainee (excluding individuals hired as lateral Police Officers) shall serve as a non-sworn civilian employee until such time as they successfully graduate fromthe PoliceAcademy and are sworn in as a PoliceOfficer. These PoliceOfficer Trainees shall receive similar benefits as a sworn Police Officer with the exception of retirement and workers’ compensation benefits. Because Police Officer Trainees are not sworn, they are considered miscellaneous employees under the Public Employees’ Retirement Law and are not eligible for workers’ compensation benefits pursuant to Labor Code section 4850.

An employee hired as a Police Officer Trainee shall be an at-will employee and cannot attain permanency as a Police Officer Trainee. Rather, such an employee will either be sworn in and appointed as a Police Officer upon graduation from the academy, or will be separated from employment as a Police Officer Trainee. Time served in the classification of Police Officer Trainee shall not count towards departmentalseniority (e.g., shift bidding and vacation requests) but will count towards total City service.

D. Advancement Through Salary Range
Employees shall move through the steps on the salary range as follows:

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1. An employee shall be eligible for a salary step increase after the completion of one year of service, and annually thereafter (i.e., the anniversary date). The effective date of the step increase shall be their anniversary date.

For promotions, the City will ensure they are paid within six months of Human Resources receiving the personnel action form.

F. Special Merit Advancement
The City Manager may authorize the advancement of an employee to any step within the prescribed schedule earlier than they would normally be eligible. Special merit increases shall require a written recommendation of the Chief of Police or their designee, as submitted to the Human Resources Director. Such salary increases shall be effective on the first day of the pay period following the approval of the City Manager, unless a different effective date is specified by the City Manager. An employee will be eligible for their next scheduled increase one year after the date of the special merit advancement, and annually thereafter.

G. Filling Position out of Classification (F.P.O.C.)
Filling Position out of Classification (F.P.O.C.) is a temporary assignment to a higher classification for which for which an employee meets the minimum qualifications.

While filling a position out of classification the employee’s base monthly salary shall be

5.5% above their present base monthly salary, provided that this additional amount shall

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not exceed the fifth step nor be lower than the first step of the higher classification.

F.P.O.C. assignments shall be recommended by the Chief of Police or their designee and approved by the Human Resources Director or their designee.

To be eligible for F.P.O.C. pay, the employee has to meet the minimum qualifications for the higher classification and be capable of performing the essential functions of the higher classification.

Police Personnel assigned to an F.P.O.C. assignment shall not acquire status or credit for service in the higher classification and may be returned to their regular position at any time.

Use of F.P.O.C. when there is a Vacant Sergeant/Lieutenant If there is a vacant position in the classification of Police Sergeant /Lieutenant (i.e., a Police Sergeant /Lieutenant has left the position, not that there is position temporarily available due to a Police Sergeant’s/Lieutenant’s leave of absence), the Chief of Police may temporarily fill vacancies as follows. First, an eligibility list shall be established (which must be certified by the Human Resources Department) as provided for in the Personnel Rules. Once the eligibility list is established, the Police Chief is permitted to select one or more Police Officer(s)/Sergeant(s) on a rotating basis from the eligibility list to serve in that position in an F.P.O.C. capacity. As provided for by Government Code 20480, no one Police Officer/Sergeant is permitted to serve in the F.P.O.C. assignment for a vacant position in excess of 960 hours. In addition, the F.P.O.C. assignments for all employees selected for a vacant Police Sergeant’s/Lieutenant’s position shall not exceed 12 months.

The parties agree that to the extent permitted by law, filling a position out of classification pay is special compensation and shall be reported as such pursuant to Title 2, CCR 571(a)(3) as Temporary Upgrade Pay. This pay is only reportable to CalPERS as special compensation for those who qualify as classic members as described by the Public Employees’ Pension Reform Act of 2013 – PEPRA. This pay is not reportable as special compensation for employees defined as “new members” under PEPRA. However, CalPERS ultimately determines whether any form of compensation qualifies as special compensation.

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2. Police personnel submitting requests shall indicate their reasons and qualificationsfor the special assignment in memorandum form to their immediate supervisor.

3. Supervisors shall review requests after which they shall attach a memorandum of their own, which includes any comments they have and a recommendation of the employee for the special assignment.

6. Within ten (10) days after an employee is informed that they were not chosen for a special assignment, the employee may ask the superior officer who effectively made the selection, for the reason the employee was not selected. The superior officer shall respond within ten (10) working days.

B. Special Assignment Types and Pay
Employees cannot earn more than 8.25% in assignment pay unless otherwise specified below. An employee who becomes eligible for a pay described below, willreceive that pay effective on the first day of the pay period following assignment to the particular assignment. An employee is not eligible for any form of special assignment pay unless explicitly included in the list of assignments described herein.

The following are the available assignments and associated pays:

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1. Detective Assignment Pay
Employees who are routinely and consistently assigned to the Detective Bureau shall receive assignment pay equal to 8.25% of their base salary.

2. Field Training Officer (FTO) Pay
There shall be a minimum of six (6) Field Training Officers. Police Officers who are routinely and consistently assigned as an FTO shallreceive assignment pay equalto

5.5% of their base salary. This will increase to 8.25% effective November 29, 2025.

Employees in this assignment must select shifts separate from patrol to ensure that there are FTO’s on all shifts where FTO’s are needed.

Employees temporarily assigned as an FTO can receive this pay (if they receive advanced approval from a supervisor) if they are assigned for a minimum of a fullshift. If so assigned, employees assigned for full-shifts at a time shall be paid in full-shift increments. Employees assigned for partial shifts as an FTO shall not receive FTO pay.

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This compensatory time off shall not accrue when an employee is off work on leave pursuant to Labor Code Section 4850.

5. Personnel & Training Bureau Pay
The Sergeant(s) assigned by the Chief of Police or designee to the Personnel & Training Bureau shall receive assignment pay equal to 5.5% of their base salary.

These Sergeants are routinely and consistently assigned to instruct personnel in safety procedures.

Police Officers who are routinely and consistently assigned to the Personnel & Training Bureau shall receive assignment pay equal to 5.5% of their base salary.

These employees may also conduct background investigations, but are not entitled to the 5.5% special assignment pay below (in paragraph 6).

The parties agree that to the extent permitted by law, Personnel and Training Bureau Pay for Sergeants is special compensation and shall be reported as such pursuant to Title 2, CCR 571(a)(4) and 571.1(b)(3) as Training Premium. However, CalPERS ultimately determines whether any form of compensation qualifies as special compensation.

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7. Office of the Chief Pay
Professional Standards Unit – The Sergeant(s) assigned by the Chief of Police or designee to the Professional Standards Unit shall receive pay equal to 8.25% of their base salary. This assignment involves routine and consistent assignment to police administration to provide support for the Chief of Police and command staff in the operation of the police department.

The parties agree that to the extent permitted by law, Office of the Chief Pay for Sergeants is special compensation and shall be reported as such pursuant to Title 2, CCR 571(a)(4) and 571.1(b)(3) as Police Administrative Officer pay. However, CalPERS ultimately determines whether any form of compensation qualifies as special compensation.

9. Traffic/Accident Investigation & Commercial Investigation and Enforcement a. Traffic/Accident Investigation Pay
Police Officers who are routinely and consistently assigned by the Chief of Police or designee to the traffic and accident investigation function shall receive assignment pay equal to 5.5% of their base salary. The Sergeants who are routinely and consistently assigned to the traffic and accident investigation function shall receive assignment pay equal to 8.25% of their base salary.

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The parties agree that to the extent permitted by law, Commercial Investigation and Enforcement Pay is special compensation and shall be reported as such pursuant to Title 2, CCR 571(a)(4) and 571.1(b)(3) as Detective Division Premium. However, CalPERS ultimately determines whether any form of compensation qualifies as special compensation.

A Police Officer may only be eligible for one of the pays in this Section 9.

10. Canine Handlers Pay
a. Police Officers assigned by the Chief of Police or designee in the canine special assignment who are routinely and consistently assigned to handle, train and board a canine shall receive the following compensation, in addition to their regular base pay:
b. Assignment pay equal to 5.5% of monthly base salary per month.

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those hours for which the parties agree they are compensated), the parties agree that the canine officers are not permitted to work in excess of 5.5 hours per 28-day work period on such off-duty hours.

11. Crime Impact Team Pay
Employees assigned by the Chief of Police or designee to the Crime Impact Team(CIT) shallreceive assignment pay equal to 8.25% of their base salary. The CIT proactively addresses and reduces crime in the City. The employees assigned to the CIT routinely and consistently analyze crimes and use a proactive approach to crime suppression.

12. Special Projects Detail (Police Administrative Officer) Pay Police Officer(s) who are routinely and consistently assigned by the Chief of Police or designee to police administration to provide support for the Police Chief and command staff in the operation of the police department shall receive assignment pay equal to 5.5% of base salary.

13. Special Weapons and Tactics (SWAT) Pay
Employees assigned by the Chief of Police or designee to the SWAT Team routinely and consistently perform hazardous activities to implement health

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or safety procedures. Employees shall receive assignment pay equal to 2.0% of their base salary. However, to be eligible to receive the pay, they must be on the team for a year and have completed a POST approved SWAT school.

SWAT pay is excluded from the maximum 8.25% available for assignment pay.

An employee can receive special assignment pay (up to 8.25%) in addition to receiving SWAT pay.

If a SWAT Team member needs to be removed from the team at any time the department shall refer to the proper chain of command for action (i.e., Sergeant, Lieutenant, Captain and, Chief).

At the end of each 12 month term on the SWAT Team, the assignment shall end unless upon recommendation through the chain of command, the assignment is extended for an additional 12 month period.

14. Community Relations Unit Pay
Police Sergeants and Police Officers assigned by the Chief of Police or designee to the Community Relations Unit (CRU) shall receive assignment pay equal to 5.5% of their base salary.

15. School Resource Officer Pay
Police Officer(s) assigned by the Chief of Police or designee as a School Resource Officer shall receive assignment pay equal to 8.25% of base salary because they routinely and consistently are assigned to function as a liaison between the Department and local schools, focusing on maintaining safe educational environment and fostering positive relations with students, staff and parents.

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16. Mental Health Evaluation Team
Employees routinely and consistently assigned by the Chief of Police or designee to function as a liaison between the Police Department, County partners, and individuals receiving services through the Mental Health Evaluation Team (MHET) shall receive assignment pay equal to 5.5% of their base salary.

Employees assigned to the MHET address mental health crises within the community. The MHET aims to de-escalate potentially volatile situations to ensure the safety of all parties involved.

For any of the forms of special compensation provided within this MOU, including in this Article, if CalPERS advises the City that there is a need to modify the language to ensure compliance with their special compensation regulations (Title 2 CCR Section 571 and/or 571.1), the parties will meet to discuss CalPERS’ determination. If the modification is non-substantive (i.e., a language modification that does not change the intent of the parties’ agreement and does not impose any new financial obligations on the City) any side letter to which the parties agree to modify the MOU to address the issue raised by CalPERS will not be considered an amendment for purposes of the City’s COIN ordinance.

6. CERTIFICATION, EDUCATIONAL INCENTIVE AND BILINGUAL PAY Certification and Education Pay is included in the regular rate of pay (as described by the Fair Labor Standards Act) for purposes of calculating overtime and will be included in the rate used to cash out leaves of absence. Certification and Education Pay shall not be paid to Police Officer Trainees and shall not be paid to probationary Police Officers until they pass probation.

A. Education Pay

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2. Advanced Degrees: Employees who have earned a Master’s, Juris Doctorate or PhD Degree from an accredited college or university recognized by Council for Higher Education Accreditation and/or its regional accrediting organizations, or any other college or university approved in advance by the Chief of Police and Human Resources Director or designee, shall receive pay equal to two and three quarters percent (2.75%) of an amount equal to the employee’s base hourly rate plus any special assignment pay they are receiving.

An employee can either receive the 2.75% pay for Continuing Education or Advanced Degrees but not both.

B. Peace Officer Standards & Training Certification Pay The following Peace Officer Standards and Training (P.O.S.T.) certification pays are available to members of this unit who meet the eligibility criteria.

1. Intermediate P.O.S.T. Certificate: Employees who have earned an Intermediate P.O.S.T Certificate shall receive pay equal to five percent (5.0%) of an amount equal to the employee’s base hourly rate plus any special assignment pay they are receiving.

2. Advanced P.O.S.T. Certificate: Employees who have earned an Advanced P.O.S.T.

Certificate shall receive pay equal to seven and one-half percent (7.50%) of an amount equal to the employee’s base hourly rate plus any special assignment pay they are receiving.

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The parties agree that to the extent permitted by law, pay for an Intermediate, Advanced and Supervisory POST Certificate is special compensation and shall be reported as such, pursuant to Title 2 CCR, Section 571(a)(2) and 571.1(b)(2) as Peace Officer Standard Training (POST) Certificate Pay. However, CalPERS ultimately determines whether any form of compensation qualifies as special compensation.

C. Payment for Educational Expenses
Travel expense or per diem will not be reimbursed for educational courses taken by an employee where that employee will subsequently receive education pay for such education. Applications for reimbursement shall be submitted and processed in accordance with the Education and Training Administrative Regulation 3A.2.

If the employee does not pass the bilingual certification test, they may retake the test.

However, they will need to pay for any subsequent tests and take such test(s) on their own time.

7. HEALTH BENEFITS
A. Cafeteria Plan and Benefits
New hires are eligible for Cafeteria Plan benefits and health insurance beginning on the first day of the month following their start date.

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The City’s 2025 Cafeteria Plan contribution is $2,638.66. For 2026, 2027, 2028, and 2029 assuming the cost of the plans increase, the City will increase its contribution by an amount equal to 80% of each year’s increase. The same methodology will be used each year of the MOU to determine increases in the City’s contribution.

Employees do not have to choose any dental insurance and need not provide proof of dental insurance from another source in order to make that choice.

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Employees do not have to choose any optical insurance and need not provide proof of optical insurance from another source in order to make that choice.

In order to opt out, an employee must sign an attestation that the employee and all individuals for whom the employee intends to claim a personal exemption deduction for the taxable year or years that begin or end in or with the City’s plan year to which the opt out applies (“tax family”), have or will have minimum essential coverage through another source (other than coverage in the individual market, whether or not obtained through Covered California) for the plan year to which the opt out arrangement applies (“opt out period”). An employee must provide the attestation every plan year at open enrollment or within 30 days after the start of the plan year. The opt-out payment cannot be made and the City will not in fact make payment if the employer knows that the employee or tax family member does not have such alternative coverage, or if the conditions in this paragraph are not otherwise satisfied.

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a pre-tax basis to the FSA. During the year (and for a short grace period thereafter), an employee can receive reimbursements under the FSA for covered expenses incurred during the year, up to the amount of the employee’s elected contributions for the year.

The FSA deductions will be withheld from employees’ regular payroll. Any amount allocated but not used within the prescribed time limits shall be forfeited.

A. Tier 1: Retirees Hired Prior to July 1, 2012
For employees (in the bargaining unit as of the date of approval of this MOU) hired prior to July 1, 2012 who retire from the City (service retirement only), until age 70 the City shall pay the difference between the PERS statutory minimum and the actual cost of the medical insurance premium up to the two-party rate of the PERS PORAC Plan.

B. Tier 2: Retirees Hired On or After July 1, 2012
Employees hired by the City on or after July 1, 2012 who retire from the City will receive the PERS statutory minimum, which will be paid directly to PERS by the City should the retiree select a medical plan through PERS. In addition, for any employee hired into the unit as a new employee on or after July 1, 2012, in lieu of additional retiree medical insurance benefits, the City shall, while the employee is working for the City, contribute the sum of $388.00 per month ($194.00 per pay period) for twenty-four (24) pay periods – there will be no contribution in the third pay period of any month which has three pay periods) to a retirement health savings account on behalf of each employee. For employees who promote(d) into the unit after July 1, 2012 who were City employees as of June 30, 2012, they will receive retiree medical benefits in accordance with the benefits of this MOU as though they were a member of the bargaining unit prior to July 1, 2012.

9. LIFE INSURANCE
A. City-Provided Life Insurance
Employees shall be entitled to a $50,000 term life insurance policy. The full premium for

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such policy shall be paid for by the City under a life insurance program of its choosing.

B. Supplemental Term Life Insurance
Employees may also purchase supplemental term life insurance, if available, with deductions from their bi-weekly compensation as designated by each employee.

10. DEFERRED COMPENSATION
A. City Contribution to Deferred Compensation
The City shall contribute three percent (3%) ofstep 5 (for the classification of Police Officer) plus $320.00 per month on behalf of each Police Officer to a deferred compensation account.

The City shall contribute three percent (3%) of step 6 (for the classification of Police Sergeant) plus $475.00 per month on behalf of each Police Sergeant to a deferred compensation account.

During the term of the MOU, the above amounts are as follows:
2026 2027 2028
Police Officer $ 8,107.51 $ 8,343.38 $ 8,578.18
Police Sergeant $ 11,147.69 $ 11,448.80 $ 11,748.53
Effective First
Check Date of
2026
Effective Pay
Period
Including
Effective Pay
Period
Including
Effective Pay
Period
Including
Police Officer 1/2/2026 7/1/2026 7/1/2027 7/1/2028
Step 5 $138,443.15 $146,749.74 $154,087.23 $161,791.59
3% $ 4,153.29 $ 4,402.49 $ 4,622.62 $ 4,853.75
Monthly Amount of 3% City Contribution $ 346.11 $ 366.87 $ 385.22 $ 404.48 Monthly Fixed Amount $ 320.00 $ 320.00 $ 320.00 $ 320.00 Total Monthly City Contribution $ 666.11 $ 686.87 $ 705.22 $ 724.48 Total City Contribution/ Pay Period (24 pay periods) $ 333.05 $ 343.44 $ 352.61 $ 362.24 Effective First
Check Date of
2026
Effective Pay
Period
Including
Effective Pay
Period
Including
Effective Pay
Period
Including
Police Sergeant 1/2/2026 7/1/2026 7/1/2027 7/1/2028
Step 6 $176,729.67 $187,333.45 $196,700.12 $206,535.12
3% $ 5,301.89 $ 5,620.00 $ 5,901.00 $ 6,196.05
Monthly Amount of 3% City Contribution $ 441.82 $ 468.33 $ 491.75 $ 516.34 Monthly Fixed Amount $ 475.00 $ 475.00 $ 475.00 $ 475.00 Total Monthly City Contribution $ 916.82 $ 943.33 $ 966.75 $ 991.34 Total City Contribution/ Pay Period (24 pay periods) $ 458.41 $ 471.67 $ 483.38 $ 495.67 Annual Maximum Calendar Year City Contributions

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In addition to the above paragraph applicable to the employee’s 457(b) account, employees are permitted to contribute up the maximum permitted by law into the City’s administered 401(k) account.

1. The employee shall have a minimum of 15 years of service with the City of Beverly Hills.

2. The individual’s sick leave accrual balance cannot be reduced below 500 hours.

3. Contribution amounts and deferral limits will be governed by IRS Code restrictions and the deferred compensation plan rules related to “catch-up” contributions.

4. An employee may only convert the amount of sick leave they would be eligible to receive (per Article 18) if they separated from service at the time of the sick leave conversion to deferred compensation.

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11. CALPERS RETIREMENT BENEFITS
The City contracts with CalPERS for retirement benefits. The definitions of “new member” and “classic member” are set forth in Exhibit “B” to this MOU.

A. For “Classic Member” Employees

1. Retirement Formula: The City contracts with CalPERS to provide the 3% at 50 retirement formula for all employees hired before July 1, 2012 as set forth in California Government Code Section 21362.2. For employees hired after July 1, 2012 who are classic members, the City contracts with CalPERS to provide the 3% at 55 retirement formula as set forth in California Government Code Section 21363.1

2. Retirement Benefit Calculation Period: The City's contract with CalPERS provides for the "Single Highest Year" retirement benefit for which “classic member” employees hired prior to July 1, 2012 in the unit are included per Government Code section 20042. For employees hired after July 1, 2012 who are classic members, final compensation will be based on the highest annual average compensation earnable during the three consecutive years of employment immediately preceding the effective date of their retirement or any other three consecutive year period chosen by the employee as set forth in Government Code section 20037.

B. For “New Members” As Defined By the Public Employees’ Pension Reform Act of 2013 (PEPRA)

2. Retirement Benefit Calculation Period: For unit members defined as “new members” under the PEPRA, each such employee’s final compensation will be based on the highest annual average compensation earnable during the three consecutive years of employment immediately preceding the effective date of their retirement or any other three consecutive year period chosen by the employee as set forth in Government Code section 7522.32(a).

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C. Additional Optional Benefits For All Employees

1. 1959 Survivor's Benefit: The City’s contract with CalPERS provides Level 4 coverage under the 1959 Survivor's Benefit per Government Code section 21574.

2. Military Service Credit: The City’s contract with CalPERS provides the Military Service Credit option set forth in Government Code section 21024.

4. Cost of Living Allowance: The City’s contract with CalPERS provides the benefit known as the 2% Cost of Living Allowance Increase as set forth in Government Code section 21329.

5. Retired Death Benefit: The City’s contract with CalPERS providesthe $500 Retired Death benefit as set forth in Government Code section 21620.

6. Prior Service: The City’s contract with CalPERS provides the prior service benefit as set forth in Government Code section 20055.

7. Post Retirement Survivor Allowance as set forth in Government Code section 21635, 21624/21626.

12. HOLIDAYS
A. Holidays
Employees on patrol or who otherwise work a 3/12.5 hour schedule shall be entitled to holiday in lieu pay of 12.5 hours for the ten (10) holidays listed below if they were in paid status for the entire day the day before and the day after the holiday (i.e., either the employee worked or was absent using paid leave for the entire day on such workdays).

This is because these employees work in positions that require scheduled staffing without regard to holidays.

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Holiday in lieu pay will be paid at the base hourly rate of pay plus the hourly equivalent of any pays employees are receiving in Articles 5B and 6 A, B and D.

When an employee works on a holiday, they receive both their holiday in lieu pay and are paid time and one half for the holiday (which is base pay plus an additional half-time).

Employees who are not on patrol or who otherwise work the 4/10 work schedule shall receive ten hours off from work with pay for the eleven (11) holidays listed below. If the holiday falls on an employee’s regularly scheduled day off, the employee shall receive ten hours of holiday pay.

Police Officer Trainees assigned to a 5/40 work schedule will generally receive (eight) 8 hours off from attendance at the academy for any of the holidays for non-patrol employees as described below. If a Police Officer Trainee is required to work a holiday, they will receive 8 hours of holiday pay in lieu of receiving the holiday off.

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If an employee who works a 3/12.5 is assigned a 4/10 work schedule because they are working a modified duty assignment, they will be provided the day off for the holiday and paid ten (10) hours for the holiday.

Employees on leave per Labor Code 4850, shall receive holiday pay per this provision.

B. Personal Holiday
Employees shall be entitled to one personal paid holiday each fiscal year; for employees assigned to patrol or otherwise on a 3/12.5 schedule this shall be a 12.5 hour holiday, for all employees on a 4/10 schedule it shall be a 10 hour holiday. This holiday may be taken at the employee's discretion subject to their supervisor's and the Chief of Police or designee’s approval. The employee shall request this holiday in writing. This holiday is non-accruable from one year to the next and shall not be paid for if not taken. Employees hired between April 1 and June 30 will not be credited with a personal holiday until the following fiscal year.

13. VACATION
A. Authorization For Taking Vacation
An employee entitled to vacation leave shall make a written request to use vacation in the manner and within the time directed by the Chief of Police or their designee. The Chief of Police or their designee shall establish a vacation schedule for each calendar year based as much as possible upon application and seniority of the employees concerned.

Vacation schedules are subject to the Chief of Police or designee’s right to plan work under their control. They shall notify every employee requesting vacation whether their request is approved within a reasonable time.

Employees cannot work any hours (e.g., overtime, special detail, etc.) while using vacation leave.

C. Vacation Accumulation
Vacation credit shall be accrued bi-weekly to employees at the following rates:

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AFTER 4 YEARS
FIRST 4 YEARS THROUGH 14 YEARS AFTER 14 YEARS

OF SERVICE OF SERVICE OF SERVICE

D. Vacation Cash-Out
By December 31 of each year, employees may make an irrevocable election to cash out up to forty (40) hours of vacation leave, which will be earned in the following payroll year (defined as the year that ends at the end of the last full pay period in December where the pay day is also in December), provided that at the time of the cash out, the employee has minimum of 240 hours of accrued vacation leave and the employee used at least forty (40) hours of vacation within the payroll year.

The employee will be paid for the vacation hours (up to a maximum of forty (40) hours) they irrevocably elected to cash out on the first pay day in January.

If an employee makes an irrevocable election to cash out vacation in the following payroll year and uses vacation in that subsequent year, the vacation used will come from vacation the employee had earned prior to January 1 of the year the employee has elected to cash out vacation. Thisisto ensure that assuming an employee had a vacation balance prior to January 1, the vacation used will not result in a reduction in the amount of vacation the employee will be eligible to cash out.

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E. Briefing Preparation Time
Sergeants receive briefing preparation time of 50 hours per payroll year which shall accrue as 1.92 hours of compensatory time off (subject to Article 20 Overtime/Compensatory Time off) each pay period. The accrual of this compensatory time off is intended to compensate the Sergeants in accordance with the Fair Labor Standards Act. The parties acknowledge that keeping track of pre-briefing hours is difficult and this agreement to pay for briefing preparation time is intended to comply with 29 CFR section 785.23 of the Department of Labor regulations implementing the FLSA. An employee who is at the maximum accrual for compensatory time as provided by this MOU during any pay period shall receive pay for the 1.92 hours for pre- briefing time.

This compensatory time off shall not accrue when an employee is off work on leave pursuant to Labor Code Section 4850.

14. SICK LEAVE
Except as is otherwise provided, employees shall accrue, use and be compensated for sick leave as follows:

C. Use of Sick Leave
Accumulated sick leave may be used by an employee during any period of illness of the employee, spouse, child, or registered domestic partner if the illness requires the presence of the employee. In addition, an employee may use up to one half of one year’s annual accrued sick leave (48 hours per payroll year) for their parent, sibling, parent- inlaw, grandchild, grandparent or designated person as defined by law.

D. Sick Leave Incentive
After completion of one full year of service, police personnel who use twenty five (25) hours or less of sick leave each payroll year may elect to receive cash payment for up to twenty-five (25) hours of the accumulated unused sick leave during the month of January

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of the following year. Accrued unused sick leave shall be cashed out at separation as provided for in Article 17A of this MOU.

If an employee wants to cash out sick leave (because they have used twenty-five (25) hours of sick leave or less), they must comply with the following: By December 31 of each year, employees may make an irrevocable election to cash out up twenty-five (25) hours of sick leave which will be earned in the following payroll year. If the irrevocable election is not made, the employee will not have any of their sick leave cashed out in January of the year after it was accrued.

15. BEREAVEMENT LEAVE
Bereavement leave is an absence occasioned by the death of a family member, herein defined as a spouse, parent, brother, sister, child, step-child, grandparent, in-law (of any of the relationships identified) or registered domestic partner of the employee Forty (40) hours of bereavement leave, per payroll year, may be used in the event of the death of a family member. In the event an employee needs additional time off for this leave, they may use up to 40 hours of sick leave per payroll year.

Requests for bereavement leave shall be made in writing, when feasible and shall be approved by the Chief of Police or designee and the Human Resources Director or designee.

For employees who have been with the City for at least thirty (30) days who have exhausted both their paid bereavement leave and the five additional days of sick leave which can be used for bereavement, they may use up to five (5) days of bereavement leave for each death of a family member as defined above. This leave under the law must be used within three (3) months from the date of death. Although this is not City-paid leave, employees may use any accrued and available leave that is otherwise available to the employee for this purpose.

16. WITNESS LEAVE
Any employee who is required to serve as a witness pursuant to a lawful subpoena in any judicial or quasi-judicial proceeding, except if the employee is a party to the proceeding and it is unrelated to their current or past public employment shall be allowed time off with pay (no need to use accrued leaves) to serve as a witness.

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which they are a party that is related to their current or past public employment, they shall be allowed time off with pay (no need to use accrued leaves) to attend such proceeding.

All fees to which the employee is entitled by law for serving as a witness pursuant to a lawful subpoena in any judicial or quasi-judicial proceeding shall be paid (less transportation allowance, if any) to the City if the employee is being paid (i.e., not using accrued leave) by the City while attending such proceeding.

Sick leave shall be calculated at the rate of pay, including all education and assignment pays, received by the employee at the time of their separation.

Police personnel eligible to receive sick leave pay shall receive the pay at the time of termination. At no time can the percentage of sick leave payoff exceed 100%.

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19. UNIFORM ALLOWANCE
The City shall furnish the initial uniform and necessary equipment to each sworn Police employee. The administration of this program is contained in Administrative Regulation 3.B.7.

The City shall provide $800 per payroll year as a uniform allowance. The uniform allowance is intended to compensate employees for the purchase and maintenance of required uniforms to perform their job. The uniform allowance, which shall begin to be paid in the first pay period after being hired as a Police Officer shall be paid 1/26th of the annual amount each pay period. In addition to these amounts, the City will replace or repair the uniforms of uniformed personnel whose uniforms are damaged or destroyed in the course of performing their duties. In payroll years in which there are 27 pay periods, employees shall not receive the uniform allowance payment for the 27th pay period.

20. OVERTIME/COMPENSATORY TIME OFF
When an employee works overtime, whether they shall be paid overtime compensation or accrue compensatory time off shall be determined by the Chief of Police or their designee.

A. OVERTIME
Eligibility to Earn Overtime
Police personnel shall earn overtime when required to work holidays, normally scheduled days off, in excess of their normal daily work hours, or in excess of their prescribed work period. MOU overtime pay (non-statutory overtime for hours worked between 160 and 171 hours in a 28-day FLSA work period) shall be paid at one and one half times the regular rate of pay, as defined in the FLSA, except that cash received by employees who either opt out of health insurance or receive cash back for using less than the amount provided by the City shall not be included in those calculations.

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Per this MOU, employees also receive CTO for the following reasons:

1. Motor Officers receive four (4) hours of CTO per month (accrued at 1.85 hours per pay period) for off-duty time spent maintaining the assigned motorcycle;

3. Police Sergeants receive 50 hours of CTO per calendar year (accrued at 1.92 hours pay period) for briefing preparation time.

Maximum Amount of CTO an Employee May Earn and Use in a Payroll Year The maximum amount of CTO an employee can earn/receive (either as overtime, for standby/oncall or for any of the three reasons listed above) and use in one payroll year is 220 hours. When earned as overtime, it is earned at time and one-half (i.e., 1.5 hours of CTO earned for each hour of overtime).

If, at any time during the payroll year, an employee has earned/received 220 hours of CTO, any additional overtime worked or CTO earned/received shall be paid for the remainder of the payroll year.

Use of Compensatory Time Off
Employees who have earned/received CTO, can use a maximum of 220 hours per payroll year.

An employee may use their accrued CTO by providing reasonable notice. A request to use compensatory time off which was requested with reasonable notice will not be denied unlessthe request would be unduly disruptive to the department. The parties agree that having to pay

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overtime to another employee who works the shift does not constitute undue disruption to the City.

Cashing Out Compensatory Time Off
For 2025, an employee may cash out any of the hours in their CTO bank in December 2025.

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34-39 Minutes = .6 of an hour
40-45 Minutes = .7 of an hour
46-51 Minutes = .8 of an hour
52-57 Minutes = .9 of an hour
58-60 Minutes = 1.0 full hour
The parties agree that if the City makes any timekeeping system upgrades during the term of this MOU, if there are any meet and confer/consult obligations (either impacts or any decisions which may require meet and confer) the Association and/or the City agree to promptly meet and confer/consult if requested by the other party.

C. Call Back
Employees who are called back to work shall receive a minimum of four hours paid at the employee’s base rate of pay even if the call back is less than four hours. Employees called back for more than four hourswill be paid at time and one half for all hours worked beyond four hours. Employees scheduled for training, range qualification or meetings, shall be paid for time actually worked as this does not qualify as call back.

D. Standby/On-Call
If an employee is required to be on standby/on-call by the Department or in any proceeding arising from the employee’s official duties in which standby is specifically approved by the Department, the employee shall receive an amount equal to three hours (at the straight time rate) compensation per day. This compensation will be paid or earned as compensatory time off (subject to Article 20 Overtime/Compensatory Time off) at the employee’s discretion. If employees are requested to be on standby/on-call by any supervisor other than their immediate supervisor, the employee shall advise their immediate supervisor or the subpoena supervisor (as designated) for court stand by. If an employee is requested to be on standby/on-call by the District Attorney or other agency or entity, the employee shall contact a representative from the issuing entity (e.g., the District Attorney’s Office) and log the date, time, person spoken to, and title in the on call court time overtime request form to ensure approval for payment of standby/on-call pay. The hourly rate shall be computed by using the employee’s base rate of pay.

Employees are not eligible for court stand by time, when the stand by time is during their work hours.

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The employee shall provide the department with a telephone number at which they can be reached. The employee must be able to respond to the proceeding within the amount of time they would be able to return if traveling from their primary residence. An employee on standby/on-call shall remain fit for duty and be at a location where they can receive phone calls.

Assuch, an employee cannot be paid for their regular hours(by use of leave) and work on a special job during the same hours.

An employee on modified duty is not permitted to work a special job.

F. Shift Trading
The parties agree the provisions below are compliant with the Fair Labor Standards Act.

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c. The employee whose shift is worked gets credit for the shift. Thus, the employee whose shift was worked will record the time as time worked on their time sheet. d. Payback of the traded shift will be the responsibility of the two employees who trade shifts and will not be monitored by the City. However, the parties agree shifttrades will be accomplished by the employees who trade within the same pay period. If an employee leaves the City having not paid back a shift, it shall be the responsibility of the two employees to work out any pay back. e. If an employee who agrees to work a shift trade calls in sick, that employee’s sick leave will be reduced, not the employee who was regularly assigned the shift.

Regardless of which of these two options is chosen, employees shall let their supervisor know which of these two options will be used to ensure eight hours off (i.e., appropriate rest and recovery) between shifts.

22. WORK SCHEDULE
The workweek for Police Officer Trainees shall be 168 regularly recurring hours. Most Police Officer Trainees will work a 5/40 schedule, but other schedules may be assigned at the discretion of the Chief of Police. For employees working a 5/40 or 4/10 work schedule, it shall begin on Saturday at 12:00 a.m. and end at 11:59 p.m. the following Friday. For employees working the 9/80 work schedule, each employee's designated FLSA workweek (168 hours in length) shall begin exactly four hours after the start time of their eight hour shift on the day of the week that corresponds with the employee's alternating regular day off.

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The Chief of Police or their designee, shall have the authority to determine the appropriate work schedule for Field Trainees. Such employees may have their work schedules (e.g., 4/10 or 3/12.5) or shift schedule (the time of day the employee is scheduled to work) changed by the Police Chief or their designee at their discretion. Scheduled days must be consecutive.

The date will be assigned based on the operational needs of the department.

Pursuant to Section 7(k) of the FLSA, the City has adopted a 28-day work period for all sworn police personnel.

23. ASSOCIATION TIME - BOARD MEMBERS
Beverly Hills Police Officers’ Association Board members, subject to the approval of the Chief of Police or designee, shall be allowed a reasonable period of time without loss of compensation for the sole and exclusive purpose of conducting transactions of the Beverly Hills Police Officers’ Association. The amount of time shall not exceed one (1) hour per day for each Board member and an aggregate not to exceed five hundred (500) hours per payroll year for all such Board members provided every reasonable effort is made to conduct Association meetings and/or business on nonduty time. Permission to attend Association meetings on duty must be obtained 48 hoursin advance from Chief of Police or designee. Permission to conduct Association business on duty must be obtained in advance from the Chief of Police or designee. Approval to conduct Association business or attend Association meetings is conditioned upon field and/or assignment conditions.

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As part of the five hundred (500) hours per year paid release time for Association Board members, up to a total maximum of six (6) days may be used to attend police related conferences, seminars or conventions. Permission to attend such conferences or conventions must be obtained two (2) weeks in advance from the Chief of Police or designee. Employees must track their use of the five hundred (500) hours in the City’s timekeeping system by using appropriate payroll codes so that the City’s payroll staff can keep accurate, ongoing records of the amount of leave used for the year at any time.

The Association must notify the Human Resources Director in writing of changesin its Association Board.

24. DISCIPLINE
This Article applies to sworn police personnel only and is not applicable to Police Officer Trainees, who do not attain permanency and are not covered under the Peace Officers’ Procedural Bill of Rights Act. Where the term “employee” appears in this article it is referring to sworn police personnel – a Police Officer or Police Sergeant.

A. Disciplinary Procedure for Employees Subject to Disciplinary Transfer, Step Reduction, Suspension, Demotion, or Dismissal

The notice of intent to discipline will also advise the employee of any prior discipline which the City representative issuing the notice believes is relevant to the current discipline. In addition, the notice of intent will advise the employee of their right to respond to the proposed discipline either in writing or orally at a meeting. If the employee does not respond within the time limits, the discipline will be imposed.

If the employee chooses to respond in writing, they must insure their response is received by the representative who issued the notice of intent to discipline within seven (7) calendar days of receiving the notice of intent to discipline. If the employee wishes to respond orally, they must call or write the City representative who issued the notice of intent to discipline within seven (7) calendar days of receiving the notice of intent to discipline informing the representative that they wish to have an oral response. The City representative will advise the employee when the oral response (in accordance with Skelly vs. the State Personnel Board) will take place.

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At the Skelly response (assuming the employee wants to respond orally), the employee has the right to be represented per Government Code section 3303(i).

The Skelly response is an opportunity for the employee and/or their representative to respond to the notice of intent to discipline.

The City representative who will hear the response (Skelly Officer) may or may not be the person who issued the notice of intent to discipline. If the Skelly officer is not the person who recommended the discipline, they will be at or above the rank ofthe individual issuing the discipline. The SkellyOfficer’s decision will either be to impose the proposed discipline, impose no discipline or to impose a lesser discipline. The City representative hearing the response does not have authority to impose discipline that is greater than that which was proposed.

If the discipline is imposed or if it is reduced but there is still discipline imposed which is covered by this procedure, the City representative shall issue a notice of discipline. Like the notice of intent, the notice of discipline shall set forth the grounds, and facts supporting the discipline as well as any prior discipline relied on by the City representative in imposing the discipline. The notice of discipline will also set forth the employee’s appeal rights advising the employee that if they wish to appeal the discipline, they must do so in writing by serving a notice of appeal to the Human Resources Director within seven (7) calendar days.

The Notice of Discipline will set forth the effective date of the discipline.

Once a list is received from the SMCS, the parties shall toss a coin to determine striking order, with the winner selecting between the options of striking first or striking second. The parties shall then alternately strike names from the list until only one name remains. The remaining name

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shall be the hearing officer unless the parties mutually agree to request a new list or mutually agree on a different hearing officer.
b. Hearing Officer's Authority
i. The hearing officer shall have full authority to decide the appeal, including questions of fact and conclusions of law, but shall be bound by all applicable codes, rules, policies, procedures, and regulations. The hearing officer shall also be bound by the terms of this MOU.
ii. The hearing officer shall preside over a hearing at which evidence and arguments of the parties may be presented. Except as otherwise mutually agreed by the parties, the hearing officer shall determine the procedures to be followed for the hearing, with due regard for the rights of the parties.
iii. The hearing officer shall rule on all evidentiary matters and need not follow the strict rules of evidence.
iv. The burden is on the moving party to prove any charge by a preponderance of the evidence.
v. The hearing officer shall administer oaths, as authorized by law. vi. The hearing officer shall issue subpoenas and subpoenas duces tecum to compel the attendance of witnesses and the production of evidence, as authorized by law.
vii. The hearing officer shall issue a written decision within 30 (thirty) calendar days of the close of the hearing. However, failure of the hearing officer to issue a timely decision shall not constitute grounds for challenging the decision as being beyond the hearing officer's authority.
c. Final Decision, Judicial Review
i. The written decision of the hearing officer shall be the final decision within the City's administrative process.
ii. Either party may appeal the decision of the hearing officer to the Superior Court according to the procedures and subject to the standards provided in Code of Civil Procedure § 1094.5 by filing a writ of administrative mandamus.

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d. Expenses
i. Each party shall bear its own costs and attorney fees in connection with processing of a covered appeal and the hearing.
ii. Both the City and the Association shall each pay one-half of the mutually incurred costs of the hearing. The mutually incurred costs of the hearing will be limited to the reasonable fee and expenses of the hearing officer and court reporter. Except as otherwise mutually agreed, the City will provide a meeting room at Beverly Hills City Hall, or another City facility, suitable for conducting the hearing.

2. Notice of Appeal
a. Within five (5) calendar days of receipt by an employee of notification of punitive action as set forth above, the employee shall notify the Human Resources Director in writing of their intent to appeal the punitive action. b. The notice of appeal shall specify the action being appealed and the substantive and procedural grounds for the appeal.

3. Hearing Officer
a. The City Managershall have twenty-one (21) calendar daysfrom receipt of the notice of appeal to designate themselves as the hearing officer or appoint a neutral hearing officer who is not embroiled in the controversy, i.e., a person who did not initiate or authorize the action in question.

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b. The hearing officer appointed by the City Manager shall serve in an advisory capacity and shall be responsible for making recommended findings of fact and issuing an advisory decision to the City Manager. The City Manager may adopt, modify, or reject the hearing officer’s recommendations and advisory decision and the City Manager’s decision shall be final and binding.

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i. Witnesses shall testify under oath.
ii. The hearing officer shall issue subpoenas for documents or testimony upon reasonable request of the parties.
d. The parties shall be entitled to confront and cross-examine witnesses. e. Following the presentation of evidence, if any, the parties may submit oral and/or written closing argument for consideration by the hearing officer.

7. Representation
The employee may be represented by an association representative or attorney of their choice at all stages of the proceedings. All costs associated with such representation shall be borne by the employee.

The City shall also be entitled to representation at all stages of the proceedings.

8. Decision
a. If a hearing officer is appointed by the City Manager, the hearing officer shall issue their advisory decision in writing within sixty (60) calendar days of the submission of the case by the parties for decision. The written decision shall set forth proposed findings of fact and a proposed decision. b. Within ten (10) calendar days of receipt of the advisory decision, the City Manager shall serve the parties with written notice of their decision adopting, modifying, or rejecting the hearing officer’s recommendations and decision. If the City Manager modifies, or rejects the hearing officer’s decision, then they shall review the entire record prior to making a decision.
c. If the City Manager hears the appeal him/herself, they will issue their decision within sixty (60) calendar days of the submission of the case by the parties for decision. The written decision shall set forth their findings of fact and final decision.

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d. The decision shall be served by first class mail, postage pre-paid, upon the employee as well as their attorney or representative, shall be accompanied by an affidavit or certificate of mailing, and shall advise the police personnelthat the time within which judicial review of the decision may be sought is governed by Code of Civil Procedure § 1094.6.

25. NON-DISCRIMINATION
The parties mutually reaffirm their respective policies of non-discrimination in the treatment of any employee because of race, religion, sexual orientation, medical condition, gender, gender identity, gender expression, color, sex, age, disability, national origin, ancestry, or any other protected classification recognized by the law.

26. SAVINGS CLAUSE
If any benefit or provision of this MOU is deemed by a court of competent jurisdiction to be illegal or otherwise unenforceable, the remaining benefits or provisions of this MOU shall remain in full force and effect. In the event of such invalidation, the City and the Association shall meet and confer in good faith concerning such invalidation.

27. MANAGEMENT RIGHTS
The management and the direction of the work force of the City are vested exclusively in the City, and nothing in the MOU is intended to circumscribe or modify the existing rights of the City including but not limited to the direction of the work of its employees; the right to hire, promote, demote, transfer, assign, schedule and retain employees in positions within the City; subject to the rules and regulations of the City; suspend or discharge employees for just and proper cause; to maintain and improve the efficiency of governmental operations; to relieve employees from duties because of lack of work or funds; to take action as may be necessary to carry out the City's mission and services in emergencies; to determine the methods, means and appropriate job classifications, organizational structure and personnel by which the operations are to be carried out; and to establish reasonable performance standards for personnel, including but not limited to qualifications and quantity standards. In addition to the foregoing, the parties agree that the City may demand to meet and confer over the subject of furloughs.

28. GRIEVANCE PROCEDURE
The City and the Association recognize that disputes related to this MOU will occur from time to time. It is both parties’ intent and desire that any such disputes be resolved quickly and amicably.

However, the parties recognize that occasionally disputes will need to be resolved by a neutral.

It isforthat reason thatthe parties agree to the following provisions of their grievance procedure.

A. Definition of a Grievance
An allegation by an employee or the Association that there has been a violation, misinterpretation or misapplication of the terms of this MOU, rules and regulations,

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policies and/or any past practice(s) of the City and/or Department. This grievance procedure is the sole and exclusive method for either an employee or the Association to allege a violation, misinterpretation or misapplication of the terms of this MOU, rules and regulations, policies and/or any past practice of the City or the Department.

C. Grievance Procedure
The parties acknowledge that a grievance procedure is beneficial to resolve MOU disputes.

1. Step 1 – If the Association is the grievant – Communication with the Human Resources Department: Whenever the Association believes that there has been a violation, misinterpretation or misapplication of the terms of this MOU, rules and regulations, policies and/or any past practice of the City or the Department, the Association shall inform the Human Resources Director in writing of the alleged violation, misinterpretation or misapplication. The Human Resources Director shall either promptly schedule a meeting with the designated Association representative to discuss the grievance or may respond in writing within thirty (30) calendar days. If a meeting is scheduled, the Human Resources Director shall present their determination in writing within thirty (30) calendar days of the meeting. The response will be sent by e-mail to the designated Association representative.

2. Step 1 – If an employee is the grievant - Communication with department head or Designee: The employee must present, in writing, to the employee’s department head (or the department head’s designee if one is established) a documentsetting forth the alleged violation, misinterpretation or misapplication of the terms of this MOU, rules and regulations, policies and/or any past practice of the City or the Department. The department head or designee shall either promptly schedule a meeting with the grievant (the employee (who may be represented if they wish)) to discuss the grievance or may respond in writing within thirty (30) calendar days.

If a meeting is scheduled, the department head or designee shall present their determination in writing within thirty (30) calendar days of the meeting. The response will be sent by e-mail to the employee or designated Association representative.

3. Step 2 –Advisory Arbitration: If the employee or the Association is not satisfied with the results of Step 1 the employee orthe Association may move the grievance to advisory arbitration. To do so, the employee or the Association must present, in writing, to the Human Resources Director a document setting forth the alleged

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violation, misinterpretation or misapplication of the terms of this MOU rules and regulations, policies and/or any past practice of the City or the Department and requesting that the grievance be submitted to advisory arbitration. This document must be presented within ten (10) calendar days of the date the Step 1 response was e-mailed to the employee.

4. Once moved to advisory arbitration, the Human Resources Directorshall promptly send a letter to the grievant (either the employee or the Association) advising the grievant as to who the City’s representative will be. The grievant shall then contact the City’s representative for the purpose of determining whether the parties can agree on an arbitrator to hear the grievance. If the parties can agree, the representative for the City shall contact the agreed upon arbitrator to determine their availability for the hearing. If the parties cannot reach agreement on an arbitrator, the Human Resources Director or designee will send a letter to the State Mediation and Conciliation Service requesting a list of seven (7) arbitrators.

6. Once the arbitrator issues their advisory recommendation, it will be submitted to the City Manager.

7. The arbitrator shall provide copies of their recommendation to both parties’ representatives. Within ten (10) calendar days from the receipt of the advisory arbitration's recommendation, the Association (or the employee if proceeding on their own) and the applicable department head may submit to the City Manager a brief statement, not exceeding three (3) double-spaced pages, stating whether they believe the advisory arbitrator's recommendation is correct or not and why.

Within thirty (30) calendar days of receipt of the advisory arbitrator's recommendation, the City Manager shall issue a written decision and send such decision to the Human Resources Department. The Human Resources Department shall provide copies of the decision to the grievant and the applicable department head. If the City Manager fails to accept, reject or modify the arbitrator’s opinion and award within thirty-five (35) calendar days of receipt by

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the City Manager, it shall be considered accepted.

8. The City Manager may accept, reject or modify the advisory arbitrator's opinion or any part thereof. The City Manager's decision shall be final and binding. In reaching their decision, the City Manager shall review the advisory arbitrator's recommendation, the brief statements (if any) on the advisory arbitrator's recommendation submitted by the partiesto the City Manager, and the evidence, both documentary and testimonial, and arguments presented to the advisory arbitrator.

FOR THE CITY OF BEVERLY HILLS
Shelley Ovrom Date
Kirsten Rowe Date
Tatiana Szerwinski Date
Peter J. Brown Date
FOR THE BEVERLY HILLS POLICE OFFICERS’ ASSOCIATION
Christian Bond Date
Billy Fair Date

Christopher Smith-Jordan Date

Jonathan Aceves Date

Elvy Gonzalez Date

Michael Ryan Date

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Zachary Travnitz Date

Stuart Adams Date

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EXHIBIT A

SALARY SCHEDULES
Effective 11/29/2025

POLICE OFFICER SALARY RATES

GRADE STEP HOURLY
RATE

BIWEEKLY
SALARY

POLICE SERGEANT SALARY RATES

GRADE STEP HOURLY
RATE

BIWEEKLY
SALARY

POLICE OFFICER TRAINEE SALARY RATES
HOURLY
RATE

BIWEEKLY
SALARY

MONTHLY
SALARY
ANNUAL
SALARY
$50.47 $4,037.93 $8,748.85 $104,986.14

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Effective 06/27/2026

POLICE OFFICER SALARY RATES

GRADE STEP HOURLY
RATE

BIWEEKLY
SALARY

POLICE SERGEANT SALARY RATES

GRADE STEP HOURLY
RATE

BIWEEKLY
SALARY

POLICE OFFICER TRAINEE SALARY RATES
HOURLY
RATE

BIWEEKLY
SALARY

MONTHLY
SALARY
ANNUAL
SALARY
$53.50 $4,280.20 $9,273.78 $111,285.31

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Effective 06/26/2027

POLICE OFFICER SALARY RATES

GRADE STEP HOURLY
RATE

BIWEEKLY
SALARY

POLICE SERGEANT SALARY RATES

GRADE STEP HOURLY
RATE

BIWEEKLY
SALARY

POLICE OFFICER TRAINEE SALARY RATES
HOURLY
RATE

BIWEEKLY
SALARY

MONTHLY
SALARY
ANNUAL
SALARY
$56.18 $4,494.21 $9,737.47 $116,849.58

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Effective 06/24/2028

POLICE OFFICER SALARY RATES

GRADE STEP HOURLY
RATE

BIWEEKLY
SALARY

POLICE SERGEANT SALARY RATES

GRADE STEP HOURLY
RATE

BIWEEKLY
SALARY

POLICE OFFICER TRAINEE SALARY RATES
HOURLY
RATE

BIWEEKLY
SALARY

MONTHLY
SALARY
ANNUAL
SALARY
$58.99 $4,718.93 $10,224.34 $122,692.06

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EXHIBIT B
DEFINITIONS OF “NEW MEMBER” AND “CLASSIC MEMBER” PER THE PUBLIC EMPLOYEES’ PENSION REFORM ACT OF 2013 – PEPRA.

Classic Member
CalPERS refersto all members who do not fit the definition of new member as a classic member.

Attachment 3

Beverly Hills City CouncilDecember 16, 2025

Beverly Hills City Council
December 16, 2025